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© SEED, 2004 JOB DEVELOPMENT COMPETENCIES

  • Demonstrates an understanding of group and individual models of supported employment. 
  • The job developer can accurately submit bids for groups, enclaves and contracts.
  • Understands his/her role in: 1) client readiness, 2) job interview, 3) testing, and 4) eligibility proceedings related to a job opportunity.
  • Obtain an average of four placements per month.
  • Can prepare job seeker for job search and maximize job seeker involvement.
  • Develop a list of prospective employers appropriate for clients in both group and individual placements. 
  • Conduct a community job market analysis using a variety of resources.
  • Face-to-face scheduled appointments with over four employers per week.
  • Demonstrates the ability to do a sales presentation.
  • Answer employer concerns in a positive manner.
  • Turn an employer concern into a close.
  • Provides employers with information related to employer incentives (including tax and other government resources) in hiring individuals with disabilities including Work Opportunity Tax Credit, Arc Wage Reimbursement Program, Disabled Access Tax Credit, Architectural/Transportation Tax Deductions, DR On-the-Job Training Wages.
  • Demonstrates the ability to represent host organization in a positive and professional manner.
  • Identifies and facilitates natural supports within each work site.
  • Demonstrates the value of integration in his/her development activities.
  • Negotiates work opportunities within businesses using a job carve approach.
  • Assess company culture including architectural, attitudinal and cultural barriers to employment for people with disabilities.
  • Conduct an environmental and job analysis for target positions.
  • Write accurate job descriptions by identifying the essential and marginal functions of a job. 
  • Demonstrates knowledge of the terms “reasonable accommodation” and “undue hardship.”
  • Understands Equal Employment Opportunity Commission regulations that govern non-disclosure of disability to employers.
  • Demonstrates understanding of job site modifications and accommodations, and can refer business customers to available resources.
  • Communicates the importance of a "typical" hiring and orientation process for the new worker.

 
 

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