1005-2          SUCCESSFUL PLACEMENTS

1005-2 A.      DISPLACEMENT

Job Development placements must not displace any currently employed worker or position, including partial displacement by a reduction in hours of overtime, wages, or benefits. Placements made under these agreements must not prevent an employee in layoff status from filling a similar vacant position or filling a position created by a layoff or a reduction in workforce.

1005-2 B.      SELECTING CANDIDATES

Work Services providers will monitor their caseload for clients who have received two months of ATAPAlaska Temporary Assistance Program benefits and who are not working and not exempt from work activities, see MS 1006. The EPIEmployment Planning Interview, see MS 1001, and ongoing assessment will provide the case manager with information pertinent to the individual's work readiness and field of employment interest. Career assessments may provide additional insight and direction to appropriate occupational fields if the client is unsure about their goals.

WSPWork Services Providers should consider the client's childcare, transportation, and other employment related needs in determining readiness for a JDJob Developer placement.

1005-2 C.      SELECTING PLACEMENTS

Different types of JDJob Developer contracts are required for different types of placements. Private sector businesses (BWEBusiness Work Experience, OJTOn-the-Job Training, JSJob Search), nonprofit organizations (CWECommunity Work Experience, OJTOn-the-Job Training, JSJob Search), and non-governmental employers (CWECommunity Work Experience, BWEBusiness Work Experience, OJTOn-the-Job Training, JSJob Search) are eligible to participate in the programs. School districts, local governments, and tribal government entities also may be considered (CWECommunity Work Experience).

The employer must have a Federal Employer Identification Number (FEIN) and a current Alaska business license.

Work Services providers will seek placements in a variety of occupational fields and may establish multiple placements at a single establishment with a variety of opportunities. For example, a Site Agreement (TA 25) at Head Start may give multiple opportunities for training and skill development including classroom instruction, kitchen operations, custodial, transportation, family advocacy, or administrative placements relevant to their employment goals.

A Job Development work site should have the interest and capacity to provide training and support to their candidate(s). The WSPWork Services Provider will clarify that this is a training program and candidates may not have the full skill set of a regular employee, but through the training they will increase their skills. Ideally, a placement will progress into permanent paid employment.

1005-2 D.      MATCHING

Making a good match means sending the right person to the placement. This requires a clear understanding of the employer's needs and the job seeker's skills. Matching skills to job requirements and recognizing what will make an employer and a job seeker "click" is the key to a successful placement.

Take special care to be honest about skill deficits, work histories, or backgrounds when these are a concern for the employer. If the client lacks the required skills, but you have confidence that he or she will learn the job and "fit it," be truthful, and describe the client's positive attributes that are relevant to the job. The placement should be mutually beneficial to both the placement and the client.