Podcasts about employment services

Send us a textThis conversation with Heather couldn't have come at a better time! This episode was recoreded early January 2025 and I'm so happy we had this conversation before everything in the US happened in later January 2025. This is not a time to stop fighting for our rights, fighting for DEI and all of our friends, family and neighbors around the country and the world! Thank you Heather for what you do in the disability world to help people get meaningful jobs in our workforce and throughout our communities! Colorado is doing a dang good job and we all can learn from them!Heather's BioHeather Hagen (she/her) proudly serves as the Assistant Director of Employment Services at Developmental Disabilities Resource Center (DDRC) in Colorado. Like many colleagues, Heather fell into the world of supported employment in 2010 by chance and found a passion for helping people pursue their career goals. Heather has had the privilege of experiencing employment services evolve significantly over the past 10+ years and is enthusiastic about Colorado's commitment to Employment First! In her work, Heather is especially passionate about developing highly competent Employment Support Professionals who approach their work with a historical understanding of disability services and a passion to cause “good trouble” in pursuit of equity and true inclusion for everyone. A person with invisible disabilities, Heather is a recipient of the Association of People Supporting Employment First (APSE) Wendy M. Wood Emerging Leader award and DDRC's Charlie Allinson award. Heather seeks to move the needle in the day-to-day work that we do with career seekers, and to ask for big change in state and national policies.Heather enjoys life in the Colorado mountains with her husband, son and two dogs. In her free time, you can find Heather hiking, baking, cross stitching and planning fun vacations with her family!Connect with Heather:LinkedInThis episodes ad break: Join my email list to: get behind the scenes, special videos, book launch date, book tours, discounts, freebies and so much more!www.kateyfortun.com/thebookStay in the loop with the new Different Ability® product I'll be launching!Sign Up Here!Shop new products here!Places you can reach me at:Website:https://kateyfortun.com/https://kateyfortun.com/podcastInstagram:https://www.instagram.com/kateyfortun/https://www.instagram.com/differentabilitypodcast/

Jeffrey Mosher welcomes back Susan Corbin, Director, LEO, Michigan's Department of Labor and Economic Opportunity, Lansing, MI. 1. Can you give us an overview of the Veteran Employment Services program? What does it aim to accomplish for Michigan's veterans? 2. What specific types of support and resources does the Veteran Employment Services program offer to veterans looking to enter or re-enter the workforce?" 3. In what ways does the program support broader workforce development goals in Michigan? How does it help veterans develop skills that are in high demand? 4. Who is eligible for this program, and what's the best way for veterans in Michigan communities to access these services? » Visit MBN website: www.michiganbusinessnetwork.com/ » Watch MBN's YouTube: www.youtube.com/@MichiganbusinessnetworkMBN » Like MBN: www.facebook.com/mibiznetwork » Follow MBN: twitter.com/MIBizNetwork/ » MBN Instagram: www.instagram.com/mibiznetwork/

Welcome to my Memorizing Tarot Card Audio Podcast, where I discuss strategies to learn and memorize Tarot cards.  Today's episode is your three-minute lesson on the Reversal of the Hanged Man card.Why an audio course=================The purpose of this audio podcast is to help reinforce key messages by audio, while you clean, exercise, mow your lawn, or drive great distances. There is no charge for this content, and it is intended to provide short, snappy microlearning to help beginners keep practicing and reinforcing the learning. The best way to learn Tarot cards, is to keep practicing working with the cards.Rider Waite Tarot Card Deck=======================I learned how to read cards on the Rider Waite Tarot Deck and the instructor I had said its easiest to have everyone on the same deck when explaining the symbolism. With time, I was able to transfer that knowledge to other decks. If you are a beginner at learning Taro, below are some links to the Rider Waite Tarot Deck to follow along if you need a set of cards. I earn a small referral commission from these links from Amazon.Rider Waite Tarot Deck - USA Link: https://amzn.to/3TW5y0iRider Waite Tarot Deck - Canada Link: https://amzn.to/3YcTwlRRider Waite Tarot Deck - UK Link: https://amzn.to/4eyRUIMRider Waite Tarot Deck - Australia link: https://amzn.to/3ZRB1EwAbout Carrie and  @QuickLearnQuests =============================== Ihave been reading Tarot cards for 30 years for fun. I took a two and a half day course, and I was so excited to be able to take the mystery out of getting readings done for myself, and to be able to do them myself. We also have social media channels, TikTok, Instagram, Facebook, YouTube and all major podcast distributors such as Spotify, Apple, Audible and many others under the handle @quickLearnQuests. I am focusing mostly on my podcasts and YouTube at the moment, but I will expand into more social media more consistently when I find my feet.Here is my YouTube Channel video for interpreting cards in Three Card Spreads: https://youtu.be/P8En-8-8njk?si=7LIlOsFv9pNZ9iK7 Here is the transcript: Welcome to the"Memorizing Tarot Cards" podcast, your three-minute lessons on learning and memorizing each card using symbolism. I use the Rider Waite Tarot, but you can view the card while you listen using your own Tarot card deck or a computer. Today, we're exploring the Hanged Man card, focusing on reversals. Let's start with the divine meaning of the card and then its meaning when reversed.The Hanged Man upright represents surrender, a shift in perspective, and the importance of taking time to pause and reflect. It's about stepping back and allowing the natural flow of life to reveal the answers. When The Hanged Man appears reversed, however, this energy is blocked. It often suggests resistance to change, impatience, or a feeling of being stuck without seeing the purpose of the delay. The reversed Hanged Man points to a struggle with letting go or trusting the process. It can indicate that you're holding onto control or resisting a shift in perspective that could bring clarity and growth.So, what happens when The Hanged Man appears in a reading? When The Hanged Man reversed appears in a reading, it's a sign to examine where resistance is showing up in your life. This card suggests that now is the time to surrender and allow things to unfold naturally, rather than forcing outcomes. It may also indicate that you're feeling stagnant or uninspired. The reversed Hanged Man asks you to explore what might be keeping you stuck and to consider whether a change in perspective could help you move forward. So, what is the best way to memorize the Hanged Man card in reverse? Tying the card to a personal experience helps me remember it. For example, my reversed Hanged Man card moment was during a time when I had a feeling that layoffs were coming in my employee role.  I was frantically trying to get in front of it.  For example, I went to Employment Services to find out what options I had if I was laid off.  I was also applying on any role I thought I had a chance with.  I was selling possessions I no longer needed on Facebook Marketplace.  Truly, I was acting like a loon.  I was absolutely in the Hanged Man Reversed Eenergy because I was trying to take control of something that quite frankly, was out of control.  The company may lay me off, or they may not.  Yet, instead of allowing things to unfold naturally, I was choosing to take action instead of changing my perspective.That's all for today's Hanged Man Card Reversed episode. Remember, to memorize tarot, keep practicing tarot. Thanks for listening. #Hanged Man #memorize #learn #learning #Tarot #cards #riderwaite #Tarotdeck #riderTarotdeck #riderwaite #majorarcana #learnTarot #learnTarotcards #learnTarotreading #learnTarotpodcast #memorizeTarot #audiocourse #audio #podcast

Dr. Unique Morris-Hughes has dedicated her career to public service and currently serves as the Director of the District of Columbia Department of Employment Services, leading a robust team. Throughout our conversation, she shares insights on balancing her career and motherhood—a challenge faced by many parents, especially women, every day. While some may avoid the topic of managing both children and a career, Dr. Morris-Hughes addresses it head-on, always striving to make the workplace better for future generations. Dr. Morris-Hughes discusses the significant impact that coaches and leaders have had on her journey, particularly when she began her career, while at the same time becoming a new mother. Dr. Morris-Hughes highlighted the distinction between being a leader and being the leader, sharing a personal story where she initially thought coaching was being offered because she was falling short. In reality, it was the opposite—she was being given the support and resources to grow into the potential her superiors saw in her. From the beginning of her coaching journey, values have been a cornerstone of her professional and personal growth, prompting all of us to reflect on our own guiding principles: What values do we prioritize? Later in the episode, Dr. Morris-Hughes talked about how her upbringing influenced her career and how coaching helped her realize that she didn't need to "burn the candle at both ends." This realization not only made her a more effective leader but also a better mother, demonstrating how an external perspective can dramatically reshape our own. Towards the end of our conversation, she introduced the concept of "becoming a corporate athlete" and emphasized how the same steps an athlete takes to stay at the top of their game also apply to leaders aiming for peak performance. Dr. Morris-Hughes also discussed her concept of “professional vacations”—time she sets aside specifically for innovation—and how she encourages her team to do the same, leveraging the coaching and development tools that have been instrumental to her success. We concluded our conversation with Dr. Morris-Hughes shares three key lessons she's learned through coaching: protect your time, create space to rest and recharge, and always maintain perspective. She carries each of these every day, and does her best to instill them in each person she mentors along the way.Love the show? Subscribe, rate, review, & share! https://leadershipcoaching.cepl.gwu.edu/podcast/

The RISE-UP project is a transformative initiative to revolutionize rehabilitation services for underserved populations, focusing on racial and ethnic minorities. Dr. Mari Guillermo and Dr. Mark Tucker, Project Directors at San Diego State University's Interwork Institute, highlight how this project seeks to drive systemic change through state agency partnerships and tools like QA Advisor Plus. RISE-UP strives to reshape vocational rehabilitation and improve employment outcomes nationwide by fostering equity, inclusion, and access.   Listen Here   Full Transcript:   {Music} Mark: QA Advisor Plus, a tool that agencies can use to check their RSA 911 data for errors and to help facilitate or expedite analysis of their own data.   Mari: How do we close this gap? Where are people not being served, what populations specifically are not being served? And the emphasis is on systems change because we can't improve these outcomes without really looking at what needs to change within that system.   Mark: So we hope that when you see information about the survey coming out, that you take a few minutes to fill it out and can provide us with information both about what they see as needs related to serving underserved populations. But also, we're asking folks to identify any promising practices that they're aware of with respect to providing effective services to underserved populations.   Intro Voice: Manager Minute brought to you by the VRTAC for Quality Management, Conversations powered by VR, one manager at a time, one minute at a time. Here is your host Carol Pankow.   Carol: Well, welcome to the manager minute, Dr. Mari Guillermo and Dr. Mark Tucker, are co-project directors with San Diego State University Interwork Institute. And they are joining me in the studio today. So how are things going in San Diego, Mari?   Mari: Uh, well, it's warming up. It's going to be in the 90s by tomorrow, but it's also the start of the semester at San Diego State University. We're in our second week, so things are still trying to settle down, but it's been quite a good busy two weeks for sure.   Carol: Oh, good for you. Well, I was in San Diego back in June and I'm going, okay, why isn't it warm here now? It was warmer in Minnesota than it was in San Diego. It was so crazy with that kind of, I don't know, marine layer or whatever hangs out. Yeah. How about you, Mark? How are things going for you?   Mark: Going well, yeah, That marine layer in June we that's like a typical thing June Gloom we call it. And then we pay the price in September. September is usually warm for us, but we'll get back to our normal San Diego weather in October.   Carol: Nice. I do love your fair city though. It is really awesome. Well, I thought, and I'm so glad I could get you two because I've been trying to snag you. I think I've been talking to you since last December, but now is finally the sweet spot. I thought it was super timely that we talk about the project given you're at the end of year one. October is also National Disability Employment Awareness Month, and I really think the project that you guys are embarking on could have a significant impact on the employment arena for underserved populations. As a little side note, we're super happy as part of the George Washington University team to be a partner on this project. So I want to give our listeners just a little bit of background. Over a year ago, RSA competed a discretionary grant, and the grant was specifically related to section 21 of the Rehab Act, as amended by WIOA, which requires RSA to reserve 1% of the funds appropriated each year for programs under titles three, title six, and seven to provide grant, contract or cooperative agreement awards to minority entities and Indian tribes to carry out activities under the Rehab Act. Secondly, minority entities and Indian tribes to conduct research training to or a related activity to improve services provided under the act, especially services provided to individuals from minority backgrounds. Or thirdly, state or public or private non-profit agencies or organizations to provide outreach and technical assistance to minority entities and American Indian tribes to promote their participation in activities under the Rehab Act. I learned a whole bunch. I know for our listeners, you're getting a whole history lesson, but I thought this was cool. And so under this priority, the department provides funding for a cooperative agreement for a minority entity or an Indian tribe to provide training and TA to a minimum range of 5 to 15 state VR agencies over a five year period of performance, so they are equipped to serve as role models for diversity, equity, inclusion and accessibility in the workforce system by implementing policies, Practices and service delivery approaches designed to contribute to increasing competitive, integrated employment outcomes for individuals with disabilities from underserved populations. And the other cool part is that you also need to contribute via our research and really good practices that promote access, and this will be really of great benefit across the whole country. So I'm super excited. Let's dig in. So, Mari, typically our listeners like to know a little bit about our guests, your backgrounds. So can you tell a little bit about yourself and your background?   Mari: Yeah, I'm originally from Hawaii, born and raised in Honolulu, Hawaii. I moved to San Diego in the late 80s to as a graduate student in the rehabilitation program at San Diego State University. So since moving to San Diego, I haven't moved very far from San Diego State University and our rehab counseling program. I'm currently faculty in our graduate program, but I've been with the Interwork Institute since its beginning, when it was started by doctors Fred McFarlane and Doctor Ian Champion, and just worked with some incredible number of leaders in our rehabilitation field. And upon graduating from the master's program, I started working with Doctor Bobby Atkins. And for those of you who few of you who are not familiar with Doctor Atkins, she is a leader. When we look at all diversity initiatives and in fact, when we look at section 21, that was started with her groundbreaking research looking at the involvement and participation of African Americans in vocational rehabilitation. But I worked with Doctor Atkins upon graduating from the program in the capacity building projects funded by this same pool of money. And Doctor Atkins was the national director for the Rehabilitation Cultural Diversity Initiative, which then morphed over into the Rehabilitation Capacity Building Project. So I worked with her from the 90s. All the way up to like 2015 I think is when the project ended. So a lot of the work that we are doing in Rise Up really builds on the foundational work that we did with Doctor Atkins back in the 1990s. So it's an incredible honor.   Carol: I think that is very cool. You've come full circle. Oh my gosh, I love that. I had no idea. And for our listeners too, I just want to say a word about Doctor Fred McFarlane. Fred had passed away this summer. Fred has been a good friend to many, and many of our listeners have benefited from Fred's work with the NRLI and the Leadership Institute. Fred was the founding person developing that and really did such an amazing job touching so many VR professionals over his career. And his legacy definitely lives on. So I just I needed to say that because Fred is definitely missed. So, Marc, how about you? Why don't you tell us a little bit about your background.   Mark: Sure, I've got a Master of Science in rehabilitation counseling, and I'm a certified rehabilitation counselor. And in fact, you know, when I was applying to the graduate program in rehabilitation counseling, Fred interviewed me. Uh, that was a few years back. But that...   Carol: Yeah, 1 or 2.   Mark: Yeah, but he was there right at the start for me. And then kind of in the profession, I got my start in community based non-profit agencies and then from there joined the Rehabilitation Continuing Education program for region nine at Interwork and SDSU in the early 2000. And when I was there, was involved in all kinds of different technical assistance, training and research projects, while also kind of teaching in an adjunct capacity in the Rehabilitation counseling graduate program at SDSU. And then eventually the Rehabilitation Continuing Education programs transitioned into the Technical Assistance and Continuing Education centers. So I continued doing that same type of work with what were called the TACE centers, and then in 2014, joined the Rehabilitation Counseling Program faculty at SDSU full time. So that's sort of where I spend a lot of my time. But I still continue working with, you know, Interwork. The two are just so intricately joined. It's really difficult to be part of one without being part of the other. So I continue doing work at Interwork. One of the recent projects that Mari and I were both involved in a few years back was the California version of the Promise Projects. It was a 5 or 6 years of work with transition age youth who were recipients of Supplemental Security Income. Presently, I'm the coordinator of the Rehabilitation Counseling program at SDSU, and do that while maintaining connections to a variety of projects at Interwork.   Carol: Yeah, you're always wearing about 40 hats. I always think of you, Mark, as being the data guy though, too, because you love the data. I mean, everybody likes data, sort of but you love the data. I mean, you've done some really amazing things with our national data.   Mark: Thank you. I enjoy that. I appreciate being able to bring that to a lot of the projects that I'm involved in. Yeah, you're right. I think I find it fun maybe at times where other people are like, oh, we'll leave that to somebody else.   Carol: Yeah, absolutely. Oh my gosh. So why don't you guys tell us a little bit about your project? I know it's called Rise Up. Maybe you can tell our group like what's that stand for? Everybody's got their fun acronyms and what you're trying to accomplish.   Mari: The name really captures the overall vision for this project, and we have to give a shout out to Doctor Chaz Compton because after several failed acronyms, as we were writing the proposal, it was Chaz who came up with the name. And RISEUP stands for Rehabilitation Improvements in Services and Employment for Underserved Populations. And so that really captures what we're aiming to do, improving the services and in the process of improving services, improving the outcomes for underserved populations, in competitive integrated employment, in careers, in academic achievements and accomplishments now underserved populations. There's many ways we can look at that, but RSA has defined it for us and it concentrates on race and ethnicity. So it encompasses individuals who are black, Latino, indigenous, Native American persons, Asian Americans, Pacific Islanders, and other persons of color. And so that is the specific focus for this grant and the population that we hope to impact ultimately with the work that we do with the state agencies. An important component of the project is the partnerships that we aim to build with ten state agencies. And that partnership is really important because while we think about this work is okay, we'll do training and technical assistance and all these different topics and how it intersects with these different populations based on evidence based practices and promising practices. But we can only do so much with training and technical assistance. We really have to look at, okay, how does this then translate into the work that goes on in the agency and not just in the agency? How does that look at the different levels within the agency? How a director would translate the training will look different than how a counselor or a technician would translate. We hope that it complements each other, but everyone has a different role in this process. And that's the other part of the project, is that we want to really look at the whole agency and all the different levels, and being able to provide that support to them where they need it. And really looking at how do we close this gap? Where are people not being served, what populations specifically are not being served within a state or a section of the state? And the emphasis is on systems change, because we can't improve these outcomes without really looking at what needs to change within that system. And there's different components that we're going to be incorporating into the project in our partnerships with the state agencies to look at what are the strengths and weaknesses within your agencies and what are the opportunities and gaps. And while there are big challenges that we all are aware of, there's also some great things going on and we want to highlight that, and we believe we'll be able to find that also within each of the state agencies.   Carol: I like a couple of things about what you just said. Well, I like it all, but a couple things stick out to me because holistically, we've seen it as we do TA and as people put in new initiatives in place. If you really get the whole agency going in the same direction, it is the rise or fall of that project for sure, because maybe the director is all in, but the mid-level managers and the counselors are like, I don't even understand what's going on. You're asking us to do this other thing? I don't get it. It seems weird. It's extra. I don't want to. I'm not going to. And then it doesn't happen. And so you really have to get everybody in sync. So I think you're smart to look at the whole organization and how everybody interprets the information and the training and how it actually gets implemented, because it isn't the director implementing it. It's the boots on the ground folks, it's your counselor. You need your line folks engaged and involved and giving you feedback and understanding what's happening. So that I think that is brilliant. Secondly, the data I think it's been interesting and I think Mark, it's some of the work that you've done over the last couple of years that I've known you as well, that as people start to get better about looking at their data, I think folks were looking really high level, not getting into the real intricacies and seeing the maybe the disparities that are happening in employment as you start looking at different races and ethnicities and who's getting what kind of work and what those outcomes are. And then we've seen states be completely shocked, like we didn't know we have a huge problem in this area. So I think getting at the data is super important. So I know, Mark, you and I had spoken to and you talked about this special wrinkle, and we're not using wrinkle in a bad way. It was in a good way. But you have a contractor called Encorpe and they're bringing something special to the project. Tell us a little bit about that.   Mark: Sure, and this relates a bit more to the data aspects of the project that we were just talking about. So Encorpe is a partner on the project. It's an organization that's headed by a couple of individuals with considerable experience with the public VR program, and they offer a tool that's known as QA Advisor Plus. So this is a tool that agencies can use to check their RSA 911 data for errors and to kind of help facilitate or expedite analysis of their own data. So users of the tool can run custom queries on their data. They can do things like track changes from quarter to quarter in things like population served on a variety of measures that might include things like applications or eligibility plan services, competitive integrated employment outcomes. Those are the kinds of things that are of interest, particularly to us as part of the Rise Up project and built into this project is that Rise Up will pay for one year of QA advisor Plus for participating agencies if they elect to use it. So agencies aren't required to use QA Advisor Plus if they don't want to. We have other strategies for helping and assisting with data analysis if they elect not to use it, but that's there as an offer. Rise Up will cover one year of the cost of that service. And I think one of the things that we're trying to get at is that through the project is to kind of help facilitate kind of long term attention and ongoing attention to things like population served and differences in services and outcomes, and to use that for more data informed planning, in our case, particularly around underserved populations. But agencies can certainly pretty easily extend that out to other groups of interest or other aspects of the rehabilitation process. That may not be maybe the central focus of what Rise Up is doing. And one of the things I sort of want to underscore here is that the project is intentionally designed to make considerable use of data that the state agencies are already gathering and reporting to RSA anyway. So if agencies are interested maybe in participating in Rise Up, but they're like, oh, I don't want there to be like an additional heavy burden on my data folks or my direct service folks. Our intention is that things will be fairly light with respect to those kinds of demands, because we'll take advantage of existing data that's already being gathered, and then we'll either use QA Advisor Plus or some of our own staff to assist with the analyses.   Carol: That's the beauty of this project really, I love that because it isn't like you're going, okay, state, we're knocking on your door to like, come and do this thing. And then you need to add like ten positions to pay attention to this. And I think it's great because I got a chance to look at that QA Advisor Plus. I saw the Encorpe guys at, CSAVR and they were like, hey, do you want to see a little demo of this? I was like, oh my gosh, I know as being a small blind agency director, we had one data person who's doing a million things, and so we were very surfacey. We got a little bit of stuff, but it was really hard. You have one person there doing a million things, and so that tool, I liked how it kind of rose up little things. It had that cool feature and it would just flag something for you to go like, hey, what's going on in this particular area? That would have been so lovely because I know a lot of our programs are small, so you might just have a half a position or one position that's working in this area. They don't have a whole team that's got all this really developed deep skill set in there. I just think having that added resource is amazing and could really take that level of sort of your data analytics to a whole different place than what you've been able to do so far and not, you know, not disparaging anybody's current skill level at it. It's just that people don't have time because there's so many demands. So when you can add like a feature to help with analyzing that data, it really is a great gift. So who are your agencies that are currently participating in the project?   Mari: So we've had initial conversations with a number of agencies, and certainly there were a number of agencies who had written letters of commitment when we wrote the grant, and that was really important. I don't want to mention the states yet until we have agreements in place out of respect for the agencies, our goal is to have by the end of year two, our goal is to have six agreements in place and by the end of year three, another four. So that will be a total of ten. But we've already started to have that conversation and people are at different starting points, right? And trying to map out how will this make sense and be of value to your agency and mapping that out in an individualized agreement with each of the states? So maybe we'll be invited for a second visit a year down the road, and I can at least give you a few more names more specific than what I'm giving you now, Carol.   Carol: No,  that's totally fine. Absolutely. I wasn't sure if, you know, like, are you needing some people? Because sometimes our listeners are like, hey, I want to be part of that project. I want to be in.   Mari: No, absolutely. And we're more than happy to talk to agencies throughout this whole process, because really the intent is we targeted ten agencies because we want to make sure that with the resources that we have available to us, that we use that in a way to really make that impact, to really try to get to that systems change because again, change doesn't happen overnight and it doesn't happen on a zero budget, right? But the hope is the lessons that are learned from the ten agencies in this work will be relevant to the rest of the country.   Carol: That's what I've loved about all of these different discretionary grants that RSA has put out, because I've been talking to people for the last year, and there is such cool things being done and demonstrated that now they're sharing out, you know, with other people and just that wonderful plethora of ideas. It makes it super fun. And everybody gets really excited planting the seeds of a different way of looking at things and doing things. So you are at the end of year one, and I love it when I talk to all our grantees that have gotten these grants, like, what have been your challenges this year?   Mark: I would say some of the challenges that we've encountered are things that it's not like they're not doable. It's just that they're the time and process demands are, you know, things have sort of taken longer, I guess I've started to come to kind of expect it. But still, when you're anxious to kind of get going and get rolling, these things sort of surface as challenges or frustrations. And so some of them are, I think, very predictable things like fleshing out the project staff, developing and executing subcontracts. I think Mari, she's nodding her head often. It's a little bit more complicated or involved than you think it might be. We've been working on things like establishing the technical infrastructure for the project, information management, information sharing systems, and we have a website that's in development that will ultimately use to share information coming out of this project, with many more than just the ten state agencies that we work intensively with. So there will be kind of dissemination of project learning far beyond those ten. We've been comprehensively surveying the literature related to underserved populations in VR, and it's not really just a challenge. It's just kind of a time consuming thing that we're kind of working our way through. We are going to be implementing a national survey of state VR staff around both challenges and opportunities related to serving underserved populations and the instrument development process is always a little time consuming, and you get a lot of feedback and you make revisions and there's several feedback and revision stages. So that's something that will be surfacing in the near future. That's just it's taken time, but we'll get there. Or going through things like the human subjects institutional review process, just to make sure that everybody's, you know, treated well and treated ethically. So those are all, you know, just things that have moved along or are moving along and we're squaring them away. But for those of us who are like, would like to just get going, all of that process stuff at the beginning is a little bit of a challenge. One thing that I think the team is wrestling with a little bit, and this is something that I think were a challenge that we will contend with going forward, and I've got confidence that we'll be able to address it, but it's just going to require some thought is that, you know, as Mari indicated earlier, the underserved populations of interest are defined by race and ethnicity. And we know already from looking at our data over a long period of time that our clients, like everybody else, often are multiracial, and they check a whole bunch of boxes So we're not going to necessarily be able to look at clients who are folks don't fall neatly into very convenient categories, right. So I think we're going to have to be very sensitive to that dynamic in the process and probably develop multiple ways of looking at race and ethnicity, so that we don't kind of miss any really important lessons that are coming out of this project.   Carol: Absolutely. And regarding that national survey, is there something our listeners can do to be of help in that or something they should be looking out for?   Mark: We're still in the process of piloting it like we want to get it right before it goes out, but we will be working with one of our project partners, which is CSAVR, to disseminate this national survey. It'll be an electronic survey, and it's really designed to go to VR staff at all levels. Like we talked about earlier, involvement of folks, feedback from folks at all levels in VR system really important. So VR staff at all levels, folks like SRC members will be disseminating it through CSAVR. And we would encourage everybody to, you know, I know we survey ourselves all the time in society here in the US. But this one is important. And to me and I think to the overall intent of the project. And so we hope that when you see information about the survey coming out, that you take a few minutes to fill it out and complete it. It will be anonymous. It won't be linked back to you. So we hope people will respond candidly and provide us with information both about what they see as needs related to serving underserved populations. But also, we're asking folks to identify any promising practices that they're aware of with respect to providing effective services to underserved populations. I think both of those types of information can be really helpful to us in terms of planning out the future of this project, designing effective training, effective technical assistance efforts. So we see it as one way of kind of triangulating that information. We will look to triangulate it with other forms of information, but really critical to kind of building some of the key infrastructure to the project.   Carol: Good.   Mark: Yeah.   Carol: And we definitely can be a help to in passing out the word when the survey comes out. I know Chaz, he'll be like, Carol, can you get that out in our email groups too? We have lots of different ways. We communicate out. We have different COPs. We've got lots of mailing lists and such, so we can help kind of promote the word to get at the different groups of folks. So you get kind of a wide range of participation. So I know, Mark, you've alluded to a few things that really you've learned so far this year. One, because always year one's a learning year because people don't fall neatly in boxes. Are there any other kind of learnings you've had from year one so far, or Mari, too. either of you?   Mark: Yeah, I'm going to defer to Mari on this one.   Mari: We've learned a lot. And when you say, what have you learned so far? It's almost what has been confirmed. The whole reason why this funding opportunity is available because there's a gap there, right? And so what the conversations that we've had with agencies is just confirmed that there's a lot of work that we need to do and that we need to do better. But every agency is at a different starting point. Who they consider underserved will vary from state to state, or even from city to city within the same state. Right And where those gaps and inequities occur will also vary. For some states, it's just getting the outreach to communities to that door exists in their area, to certain populations dropping out before they even reach the point of developing an EIP, and other agencies are seeing where the EIP is developed. Things start to roll out and then for different reasons that we want to dig into, we lose people, you know, in certain populations compared to the overall populations being served. And so one of the things we are learning is that we really need to direct the training and technical assistance to where each agency wants to start, but also helping them and working together using that data that Marc talked about to confirm or not confirm whether these actual inequities at different points in the process are occurring. And then of course, the environment and the climate that agencies operate under impacts what they're tackling, something that we've heard repeatedly. And I'm sure, Carol, you've heard often, is the staffing challenges that our state agencies are experiencing upwards to 40% of unfilled positions, and that will certainly impact the work and the progress and the impact when we start to work with the agencies. Some agencies are further along in the process where they've really looked at the data from their comprehensive statewide needs assessment and saw a hole there and actually started to develop a goal to address that. And so they've already have that beginning understanding and now are at the stage of, okay, what do we do with this information? What kind of training and technical assistance can we provide our staff, and how can you help with this. And getting us to move the needle, at least move the needle forward, right? And I know we're going to get a lot of new information or confirming knowledge from the national survey, but also using that national survey to start the conversation with each of the individual agencies. You know, how does this national data look for you? Is it true or how different it is? And so I think we've learned a lot, and there's a lot more that we're going to unravel in this process.   Carol: I love it. The CSNAs, you know, I think states for a long time did it as a check the box. We have to do the thing. We're going to contract to somebody to do the thing. Here's the thing. It's 300 pages. All right. We put it on the shelf. It's in the electronic folder. But I have noticed this over the years we've been doing the QM work. People are really taking the CSNA and actually paying attention to it and starting to put all the dots together, linking that as the basis for then what flows into the state plan flows into goals and priorities and really connecting and spending more time. The thing I've been very hopeful of is spending time with direct staff so that they understand the whole process, because staff will hear about this stuff, but they don't really understand it or what is that about? And now people are linking like, here's why we're doing all of this. We're actually finding out what's the situation in our state, and we're taking this and we're putting together goals and priorities within our state plan based on this data, this information. So it all links together, because I think people feel like everybody's just doing these random activities, but they actually all come together.   Mari: Yeah.   Carol: So that I have seen as a change, definitely in the five plus years I've been doing TA work now, I've seen a big swing and I've loved it, because now people are digging down in the organization and including not just your executive leadership and middle managers. They're including the line staff and having them have an understanding of what's going on so that they can understand their contributions to this overall big picture. So I love that.   Mari: Yeah, and we learned that from the Cal Promise Project We had this whole large, comprehensive database and our team were able to put together, I guess, reports of here's what the data is looking like, here's how your region is being impacted, and the transition specialists, the people who are meeting with the families and with the students, like we've never seen this before. We're always feeding data to our supervisor. Our boss is always asking for data, and so we give it to them. But we never know what happens to it. And now it makes sense. This is how my work is impacting people.   Carol: Absolutely. It's mind blowing to the staff because when you go out, you're talking and you're like, okay. They're like, well, why is Congress doing all this crazy stuff with our money or whatever is going on? I always tell them, I go, the only way your story can be told because they don't know all your anecdotal, really neat. You got Joe, a job like this is awesome and it's a great career and you know, all this great things are happening. They don't know any of that. They only know by the data you put in the system. And when you put data in the system, that isn't very good. That's the picture, the story that your agency is telling. This is the only way for other people to make decisions. You just see this. Aha. Like people are like, oh well this stuff actually does matter. And it is being used for something and then they can figure it out. And I love it when you get down in regional levels because then they go like and they'll know what's going on. Sometimes up here the management's like, oh they're trying to figure out what's happening in that region. Talk to the staff. They see boots on the ground, what's going on. So the data confirms what's been happening in that area. And then the whole agency having that conversation, it's really exciting and super empowering and energizing. I feel like for their customers and what's going to happen for their people, I love that. The other thing I was going to say, Mari too, is we've been seeing a slight improvement in staffing levels. Now it seems like things for some reason, because we work with a load of states and we talk a lot about this particular issue, the staffing levels, it's been leveling off with that whole people leaving, leaving, leaving, leaving, leaving. And now I've had a couple agencies in the last year where they were sitting at 25, 30% now. They're at 5% and 8% turnover. Like there have been significant changes because of all of the things they put into play to not only get staff, but to keep them, to retain them. So we've been trying to do some efforts on our end and we can't say it's all us, you know, but people have been putting a lot of strategy into this, and it's really fun to see on this other side, this more encouraging landscape for the staff out there.   Mari: Wow, that's great to hear.   Carol: Yeah. So I'm hopeful for you guys as you're carrying this out. So now what are your plans for year two as you go into year two? What are you guys hoping to accomplish this year?   Mark: I think it'll be a busy year for us. I think one of the major efforts, you know, we've already kind of alluded to a little bit, which is get the national survey out there to get that information back, have our team kind of start analyzing the results. We'll use that data. As I said before, we'll triangulate that with other information sources that we have our team working on. You mentioned comprehensive statewide needs assessments and state plans. Our team is doing an analysis of that specifically through the lens of underserved populations to see what can be gleaned from those statewide reports. And they're triangulating that also with kind of other forms of published literature around underserved populations. So there's a lot of kind of building that kind of database of information will be focused on executing agreements with the first of the agencies that are going to be involved with kind of the intensive phases of Rise Up, while at the same time kind of establishing the groundwork for agencies that we will add to the Rise Up group, you know, to as we work towards our goal of getting to up to ten state agencies. And then I think as we work with each of the agencies, kind of to begin to identify the populations that they want to focus on for, you know, kind of sustained efforts to enhance getting folks in the door, getting them into plan, getting them services. The outcomes will also begin to kind of roll out. You know, one aspect of Rise Up will be training. Some of it will be technical assistance. That will be kind of systems change focused efforts. We'll begin to roll out initial training. Some of those will focus on topics like cultural humility And then we'll be using the literature search, the national survey, consultation with the agencies that we're working with to lend direction to the development of additional trainings that will be kind of targeted towards all levels of the organization. And then within the agencies that we begin to work with, we'll also begin kind of identifying the targeted and specific areas of need for technical assistance that will be unique to each of the agencies. So I see those as kind of the major tasks that will be kind of getting into in the beginning of year two and then kind of sustaining through the next year.   Carol: That is super exciting. I'm really excited about this. I would love to talk to you guys too, again at the end of like next year to see where things are at. Now, I understand you to, I believe, or somebody coming to CSAVR and people may want to chat with you. Is there a way folks could reach out to you if they are interested in talking to you about the project?   Mark: Sure.   Mari: Yeah   Mark: Yeah, so we will be at CSVAR, our project coordinator, Letty Vavasour will be there. Mari will be there. I will be there. So we're certainly kind of approachable there. As we mentioned before, CSAVR is a project partner of ours, and we mentioned encore. I think they're going to be there as well at CSAVR. And one other partner we haven't mentioned, but we should give them some credit, is a major partner with us is the George Washington Center for Rehabilitation Counseling, Research and Education. They're also a project partner with us and will be instrumental in kind of our efforts. So CSAVR is one place where folks can connect with us. Our team is working on a website, so we should have that up kind of in the near future. That's another way to get a hold of us. Email is always a good way to get a hold of us. I'm easy to get a hold of by email at MTucker at SDSU.edu and Mari is MGuillermo@SDSU.edu. So those are kind of really easy ways to get Ahold of us. And then of course Interwork Institute and the VRTAC-QM, we're sort of housed right there and involved in a number of those projects going on there so folks can track us down through Interwork or the QM.   Carol: Excellent. And, Mari, would you mind, Mari, would you spell out your email address? Just in case, because like me, it's like, how is that spelled?   Mari: And for those of you who know Spanish, my last name is Guillermo, which is William in Spanish, but it's m g as in George. U I L L E R M as in Mari o at SDSU.edu.   Carol: Excellent. Thank you. I really appreciate you taking the time. I'm super excited. And I wish our listeners could see like, the excitement on both of your faces about this project because it makes me like, super happy. I mean, the project couldn't be in better hands. You guys always do really good work out of Interwork, and I'm really excited to see what comes. So let's definitely chat again down the road.   Mark: That would be great.   Carol: Thanks for joining me.   Mari: Absolutely. Thank you Carol.   {Music}   Outro Voice: Conversations powered by VR, one manager at a time, one minute at a time, brought to you by the VR TAC for Quality Management. Catch all of our podcast episodes by subscribing on Apple Podcasts, Google Podcasts or wherever you listen to podcasts. Thanks for listening!

On this episode of the Navigating Blindness Podcast, our Employment Services Team, speaks to the reasons you should hire a person who is blind, and dispel the myth that they will be a burden to the organization.

Whitney is joined by Waleisah Wilson, a friend and colleague, in this really real episode on what it is like navigating life and career after incarceration. Waleisah Wilson is a dedicated criminal justice reform activist and organizer. She staunchly supports efforts that address disability justice, ending solitary confinement and mass incarceration, voter disenfranchisement, ending the stigmas associated with having a criminal record and eliminating the unjust barriers to reentry. Her passion stems from her personal struggles with reentry and is the reason why she founded NewLife Second Chance Outreach, Inc., a nonprofit organization that addresses the lack of direct employment services for those with criminal convictions.In this candid conversation, Whitney and Waleisah discuss the systemic issues surrounding mass incarceration, the importance of language in humanizing individuals with criminal records, and the need for grace, forgiveness, and compassion in our communities. They highlight the impact of racial capitalism on employment opportunities for people of color and the barriers faced by those with criminal records.Through personal anecdotes, Waleisah sheds light on the need for change in how we view and support individuals reentering society. This episode challenges listeners to rethink their perceptions and consider actionable steps to create a more inclusive and supportive environment for all members of our community.Waleisah holds two Master's degrees, one in Human Services and one in NonprofitManagement, and a Graduate Certificate in Criminal Justice. She is the owner of two small businesses, Phoenix Recruiting & Employment Services, LLC., where she provides recruiting services to employers, training and business consulting services to those seeking to start their own small business or nonprofit organization, and Beautiful Pride, an ecommerce apparel store that allows its customers to support grassroots social and criminal justice organizations through its collection purchases.Tune in to this thought-provoking episode of the Impostrix podcast to gain a deeper understanding of the challenges faced by formerly incarcerated individuals and the importance of providing opportunities for successful reentry and employment.This episode was recorded LIVE on Instagram on April 8, 2024. Follow Impostrix Podcast on Instagram @ImpostrixPodcast to stay up to date on future live podcast recordings and other events. Thanks, Chris at DigitalREM for the wonderful job you did editing and with such a tight turnaround!Want to connect? Join us on Facebook! Or, join our monthly brown bag discussions to talk about the topic of the month. This month, we are talking about second chances, racial capitalism, and bouncing back. Interested in a free discovery call to see how W. Knox Lee Consulting & Mediation could help you achieve your goals? Email the team at info@wknoxlee.com.Support the show SUBSCRIBE to the Validating Voice NewsletterSUPPORT Impostrix Podcast

Send us a textWhitney is joined by Waleisah Wilson, a friend and colleague, in this really real episode on what it is like navigating life and career after incarceration.Waleisah Wilson is a dedicated criminal justice reform activist and organizer. She staunchly supports efforts that address disability justice, ending solitary confinement and mass incarceration, voter disenfranchisement, ending the stigmas associated with having a criminal record and eliminating the unjust barriers to reentry. Her passion stems from her personal struggles with reentry and is the reason why she founded NewLife Second Chance Outreach, Inc., a nonprofit organization that addresses the lack of direct employment services for those with criminal convictions.In this candid conversation, Whitney and Waleisah discuss the systemic issues surrounding mass incarceration, the importance of language in humanizing individuals with criminal records, and the need for grace, forgiveness, and compassion in our communities. They highlight the impact of racial capitalism on employment opportunities for people of color and the barriers faced by those with criminal records.Through personal anecdotes, Waleisah sheds light on the need for change in how we view and support individuals reentering society. This episode challenges listeners to rethink their perceptions and consider actionable steps to create a more inclusive and supportive environment for all members of our community.Waleisah holds two Masters degrees, one in Human Services and one in NonprofitManagement, and a Graduate Certificate in Criminal Justice. She is the owner of two small businesses, Phoenix Recruiting & Employment Services, LLC., where she provides recruiting services to employers, training and business consulting services to those seeking to start their own small business or nonprofit organization, and Beautiful Pride, an ecommerce apparel store that allows its customers to support grassroots social and criminal justice organizations through its collection purchases.Tune in to this thought-provoking episode of the Impostrix podcast to gain a deeper understanding of the challenges faced by formerly incarcerated individuals and the importance of providing opportunities for successful reentry and employment.This episode was recorded LIVE on Instagram on April 8, 2024. Follow Impostrix Podcast on Instagram @ImpostrixPodcast to stay up to date on future live podcast recordings and other events.Thanks, Chris at DigitalREM for the wonderful job you did editing and with such aI am a creative entrepreneur and want my fully customizable and attorney-created services contract. Sponsor:Smithers Law Group LLC, Your Trusted 360 General Counselwww.stulawgroup.com/contract-bank Wills for the PeopleAdvancing wealth equity through intentional, accessible, culturally responsive and transformative estate planning services and education. Available in Georgia only. www.willsforthepeoplega.cominfo@willsforthepeoplega.comSupport the Show. SUBSCRIBE to the Validating Voice NewsletterSUPPORT Impostrix Podcast

Dana In The Morning Highlights 3/24Cal McNair is now the new principal owner of our Houston TexansGoodwill Houston has programs to help our veterans find skills AND jobsDo you still have any friends from elementary school?

Employment Services for Veterans such as the Career Skills Program are presented by Chuck Gatschenberger, Coordinator for the Office of the Missouri Military Advocate.  Mr. Gatschenberger can be reached at 573-619-4471 or chuck.gatschenberger@ded.mo.gov.Support the showLearn more at www.agcmo.org Please share our podcast with anyone interested in the construction industry!

The Department of Employment and Labour is warning South Africans not to pay for employment services. The call comes after the latest scam where persons are asked to pay R250 for background checks at Pep stores. The department says it is illegal for private employment agencies to deduct any amount from employee's remuneration or demand them to pay for being placed in a job. To further discuss this Elvis Presslin spoke to Director of the Employment Agency and Employment Services Board at the Department of Employment and Labour, Martin Ratshivhanda

HCC believes that everyone has a vast capacity for growth. We believe it so much that we have a whole program called VAST.     Host: Darin Baskin, Ed.D. Executive Director, Weekend and Honors College, Instructional Services Guests: Sue Moraska, M.Ed. Director, VAST Academy Dina Webster Program Manager, VAST Academy Spring Branch Ken Gurka Senior WorkKeys Program Coordinator Work-Based Learning & Industry Partnerships Sandra Pierce Director of Employment Services, VAST Academy Jeannie Hale Program Director-HCC Adult Ed Web Links: hccs.edu/vast https://www.hccs.edu/continuing-education/departments/hcc-vast-academy/ http://jobprofiles.act.org/    #jobskills #vocationaltraining

On this episode of the Navigating Blindness podcast, Bosma's employment services team reflects on their successes throughout the year, lessons they have learned working with a variety of businesses, and how you can make an end-of-the-year donation to support the programs at the Bosma Center for Visionary Solutions.

See omnystudio.com/listener for privacy information.

Ben Davison returns to take a look at a week in parliament that saw the Closing Loopholes bill pass the lower house, the greens and coalition team up to block the new shared home equity scheme, the mess that Labor is trying to clean up from Dutton's unlawful immigration detention scheme and Julian Hill's inquiry into Employment services. The Employment services inquiry has found a huge amount of waste, an ideological system that punishes people and fails to actually help people get work. Ben takes a look at the report, Van Badham's latest Guardian article on the topic and the insights of Per Capita CEO Emma Dawson as the Labor government considers changes that Dutton's Coalition has already said they will oppose. The Labor government's reform agenda is starting to face multiple fronts of inertia, vested interest and a media more interested in a fight and "who's winning" than in the impact that governing can actually have in people's lives.  Ben take a look at why we need to cut through the noise and keep the debate focused on the billions of dollars and millions of lives that are improved by reform.

We hear the phrase "I wanted to give something back..." That is exactly what Tracy Trimblett was doing when she volunteered at Christian Help, and outstanding non-profit organization in Casselberry, FL. Her volunteer work turned into passion, and she was offered a position as the Director of Employment Services. She shares her story.

On this special National Disability Employment Awareness Month (NDEAM) episode of the Navigating Blindness podcast, our Employment Services team discusses helping people who are blind find employment and the misperceptions employers have on hiring a person who is blind.

This week on Krewe of Japan Podcast... the end is here! Well, Season 4 anyway. Jenn, Doug, & Maddy sit down to talk about the best of Season 4, new & exciting milestones, upcoming plans for Season 5, & some listener feedback. Whether you've been along from the ride since the beginning of the season or just recently hopped on, you'll definitely enjoy catching some of the highlights and behind-the-scenes stories from this amazing season! Thank you so much for listening in to the Krewe of Japan Podcast for Season 4!!! ------ About the Krewe ------The Krewe of Japan Podcast is a weekly episodic podcast sponsored by the Japan Society of New Orleans. Check them out every Friday afternoon around noon CST on Apple, Google, Spotify, Amazon, Stitcher, or wherever you get your podcasts.  Want to share your experiences with the Krewe? Or perhaps you have ideas for episodes, feedback, comments, or questions? Let the Krewe know by e-mail at kreweofjapanpodcast@gmail.com or on social media (Twitter: @kreweofjapan, Instagram: @kreweofjapanpodcast, Facebook: Krewe of Japan Podcast Page, TikTok: @kreweofjapanpodcast, LinkedIn: Krewe of Japan LinkedIn Page & the Krewe of Japan Youtube Channel). Until next time, enjoy!------ Support the Krewe! Offer Links for Affiliates ------Use the referral links below & our promo code from the episode (timestamps [hh:mm:ss] where you can find the code)!Liquid IV Offer Link  to save 20% Off your Entire Order! (00:01:10)Zencastr Offer Link - Use my special link to save 30% off your 1st month of any Zencastr paid plan!  (01:14:40)Tokyo Treat Offer Link to save $5 off your next box! (00:03:44)Sakuraco Offer Link to save $5 off your next box! (00:03:44)------ Other Links/References in the Episode ------Walden's Language Journey YouTubeWatch the Sumo World Championships 2023 in Tachikawa Streaming LIVE on YouTube!

In this episode of the GovFuture podcast we interview Chris Tonjes who is Chief Information Officer at the DC Department of Employment Services. We discuss the impact emerging technologies such as AI and automation play in local government, the unique challenges related to the DC government, as well as collaboration efforts with other relevant agencies The post Emerging Technology's Impact on DC's Local Government: Interview with Chris Tonjes, DC Gov [GovFuture Podcast] appeared first on GovFuture.

Our guests on this episode of CommQuest's Hope Discovered are Phillip Paschal and Tonya Wilder, Supported Employment Specialists for CommQuest.CommQuest's Supported Employment services provide assistance looking for employment, education of subjects related to employment, and connections to local employers for those with qualifying mental health diagnoses.During this discussion, Philip Paschal and Tonya Wilder share some background information about themselves and what brought them to CommQuest. Our conversation then moves on to describe in detail what the Supported Employment Program is, what the criteria is to be eligible for the service, and what prospective clients may expect from the program.For more information please visit CommQuest.org

On this day 33 years ago, the Americans with Disabilities Act was signed into law. The ADA is a civil rights law that prohibits discrimination against individuals with disabilities in all areas of public life. On this episode of the Navigating Blindness podcast, our employment services team discusses the importance of the passage of the ADA.

Today we are talking more about immigration and the policies for foreigners that want to live in Slovakia. So, in this fifth bonus episode, you are going to learn more words from my “Immigration vocabulary”. You will also learn how to say “I would like to apply for job. ” in Slovak.Episode notesToday we are talking more about immigration and the policies for foreigners that want to live in Slovakia. So, in this last bonus episode, you are going to learn more words from my “Immigration vocabulary”. You will also learn how to say “I would like to apply for job. ” in Slovak.Slovak lesson1. úrad práce, sociálnych vecí a rodiny (Office of Labor, Social Affairs and Family)2. nezamestnaný / nezamestnaná (unemployed)3. pracovať (work)4. nedávno (recently)5. dostávať (to receive)6. podpora v nezamestnanosti (unemployment support)7. hľadať (search)8. hľadať prácu (to look for a job)9. vzdelanie (education)10. zaregistrovať sa (to register)11. odbor služieb zamestnanosti (department of employment services)12. odbor sociálnych vecí (department of social affairs)13. oddelenie dávok v hmotnej núdzi (department of benefits in material need)14. dávky v hmotnej núdzi (benefits in material need)15. rozhodnúť (to decide)16. požiadať (to request / to ask)17. Chcel / Chcela by som požiadať o prácu.  (I would like to apply for job.)DialogueAzylant (A): Dobrý deň. (Hello. / Good day.)Úradníčka (U): Dobrý deň, čo potrebujete? (Hello, what do you need?)A: Chcel by som požiadať o prácu. Môžete mi pomôcť? (I would like to apply for a job. Can you help me?)U: Ste nezamestnaný? (Are you unemployed?)A: Áno. (Yes.)U: Kde ste pred tým pracovali? (Where did you work before that?)A: Som azylant, som z Turecka a prišiel som tu iba nedávno. (I'm an asylum seeker, I'm from Turkey and I just arrived here recently.)U: Takže ste na Slovensku ešte nepracovali? (So, you haven't worked in Slovakia yet?)A: Nie, nepracoval. (No, I didn't work.)U: Keď ste na Slovensku nepracovali, nemôžete dostávať podporu v nezamestnanosti. (If you have not worked in Slovakia, you cannot receive unemployment benefits.)A: Hľadal som nejakú prácu sám, ale nenašiel som. (I was looking for some work myself, but I didn't find any.)U: Aké máte vzdelanie? (What is your education?)A: Bol som mechanik. (I was a mechanic.)U: Máte doklady o vašom vzdelaní? (Do you have documents about your education?)A: Nie, nemám. (I have not.)U: Choďte sa najprv zaregistrovať na odbor služieb zamestnanosti. Tam vám pomôžu so zamestnaním. Rozumeli ste? (First, go to the Department of Employment Services to register. There they will help you with employment. Did you understand?)A: Áno. (Yes.)U: Dobre. Potom sa pôjdete zaregistrovať aj na odbor sociálnych vecí. Tam môžete požiadať o dávky v hmotnej núdzi. (All right. Then you will go to register at the Department of social affairs. There you can apply for benefits in material need.)A: Dobre. Ďakujem a dovidenia.U: Dovidenia. Review1. Keď ste nezamestnaný, musíte ísť na úrad práce, sociálnych vecí a rodiny. (When you are unemployed, you must go to the Office of Labor, Social Affairs and Family.)2. Musíte vyplniť žiadosť a zaregistrovať sa na odbore služieb zamestnanosti. (You must complete an application and rIf you have any questions, send it to my email hello@bozenasslovak.com. Check my Instagram https://www.instagram.com/bozenasslovak/ where I am posting the pictures of what I am talking about on my podcast. Also, check my website https://www.bozenasslovak.com © All copywrites reserved to Bozena O Hilko LLC

On this episode of the Navigating Blindness podcast, our employment service team discusses how internships can lead to gainful employment and the benefits of volunteering.

Assistive technology plays a crucial role in enhancing the lives of people who are blind. Without assistive tech, people living with limited or no vision would be excluded from using everyday devices like computers. On this episode of the Navigating Blindness podcast, Bosma's employment service team and Jared Woodard discuss how assistive tech is creating more opportunities for the blind community.

Lisa Burton, Director of the M.S. Marketing Program, once was a student in this program herself. On this episode of MasterCast, she reveals insights on what they look for in a student applying into the program, as well as what they don't look for. An example of an interview question that they ask applicants of the program is even revealed. This demanding program provides these students with the unique opportunity to interact with owners of companies, founders, and senior executives, while making lasting differences in their companies. She has been a key player in many initiatives at Mays Business School, as well as playing a big role in the development of the Mays Career rental closet. As Burton has been a student of this program herself, she truly knows the good that it can do for an individual and loves seeing these students flourish. Bio:  Hailing originally from Baltimore, Maryland, Lisa Burton has called Texas home for more than 35 years. Lisa is the Director of the M.S. Marketing Program at Texas A&M's Mays Business School. In her former role as Associate Director of Employment Services for the Texas A&M University Career Center, she coached students to grow professionally and network effectively. Prior to working at Texas A&M University, Lisa had a successful career in sales and marketing in the retail, special event and nonprofit areas. Lisa earned her B.F.A. in Radio-TV-Film from Sam Houston State University and her M.S. Marketing degree from Texas A&M University.

Recently, Bosma's Employment Services team joined host Ray Montgomery on the Navigating Blindness Podcast to discuss transportation alternatives for people living with vision loss.

On the last Friday of each month, Bosma's Employment Services team joins host Ray Montgomery on the Navigating Blindness Podcast. This month, the team discusses real versus perceived dangers for people who are blind in the workplace, the importance of DEIA and how employers can celebrate Disability Awareness Month. www.bosma.org/center

From Workforce Insights with Employ Milwaukee Podcast: This episode features a conversation with Christopher Polk, a returning guest who found meaningful employment as a formerly justice-involved individual, as well as Wylbur Holloway, Manager of Reentry Services for Employ Milwaukee. Christopher reveals the experiences that have molded him into the person that he is today and the importance of having someone to turn to when navigating tough times. Discover the prejudice and scrutiny that justice-involved individuals often face when searching for jobs and why employers need to give job applicants the opportunity to demonstrate their ability to change and make better decisions.

This episode features a conversation with Christopher Polk, a returning guest who found meaningful employment as a formerly justice-involved individual, as well as Wylbur Holloway, Manager of Reentry Services for Employ Milwaukee. Christopher reveals the experiences that have molded him into the person that he is today and the importance of having someone to turn to when navigating tough times. Discover the prejudice and scrutiny that justice-involved individuals often face when searching for jobs and why employers need to give job applicants the opportunity to demonstrate their ability to change and make better decisions. 

A Royal Commission has been examining the experiences of people with a disability since it was established in April 2019. The Commissioners have now released a report on a disability employment program they say failed to provide appropriate support - but as ........................... explains, that's only the beginning. - سال 2019 میں قائم کیا گیا ایک رائل کمیشن معذورں کو درپیش مسائل اور ان کے تجربات کا جائزہ لے رہا ہے کمشنرز نے اب معذوری کے روزگار کے پروگرام کے بارے میں ایک رپورٹ جاری کی ہے جس میں ان کا کہنا ہے کہ روزگار فراہم کرنے والے ادارے مناسب مدد فراہم کرنے میں ناکام رہے - لیکن خدشہ ظاہر کیا جا رہا ہے کہ یہ تو صرف آغاز ہے۔

We have the amazing privilege to have Chris Marohn on this episode where he shares a valuable story from early in his career to remind us to surround ourselves with smart people who are willing to disagree with us. Chris illustrates the value of meeting people where they are while taking the time to communicate to people that they are important and that their voices are heard. He advocates for mental health awareness and reminds us that there is a lot of work trauma in many of our past experiences. He shares that we aren't the person that can reach everyone, but we can show them enough love to get them moving in a positive direction. We don't have to do things the way they have always been done and we need to work harder to recognize our own implicit biases. Many don't want to face or even overcome their biases because it would force them to change or leave their comfort zone. We can lead others even those we don't have authority over by showing interest in them and by asking for their sincere help because people want to feel needed and connected and that is why we need to take the time to get to know them and pay attention to the members on our teams so we can help offer them right opportunities to grow at the most opportune time.    Chris started his career in politics. He was encouraged by all those around him to get involved and make the changes he wanted to see in the world. During his high school and undergraduate years, he worked with various political and policy organizations to help farmworkers in the Sacramento Valley. He continued his passion for elimination of bias and anti-racism during his time working at various levels of political campaigning and government. He has served in posts from Washington DC to local city government in the pursuit of equity under the law.   Currently, Chris is working with The Sandra Day O'Connor College of Law as the Director of Employer Relations in the Office of Career and Employment Services. Previously, he was the Director of the Continuing Legal Education program at ASU Law. In his current role, Chris, is responsible for Diversity Summer Clerkship hiring and advising. He meets with students of diverse backgrounds encouraging and mentoring them into achieving their legal career goals, while trying to diversify the legal profession. Chris has recently been tasked with overseeing the pipeline to law school program with Phoenix Unified School District, with the focus of helping underserved communities get the tools needed to be successful in law school.   Chris graduated in 2012 from Monterey College of Law in Monterey, California. During this time we worked full time, campaigned for members of congress and local office, was president of the Student Bar Association and local chapter of Delta Theta Phi.   Chris and his wife, Megan, have been married for ten years and are passionate about advocacy in ending Breed Specific Legislation, as they have a loving American Staffordshire Terrier, and coaching Special Olympics Baseball.   Resources & Links: Take Tests on Implicit Bias - Implicit Association Tests https://implicit.harvard.edu/implicit/takeatest.html    Christopher Marohn - Building Bridges: Tim Overton  https://jrcls.org/articles/building-bridges-tim-overton   Carl Hanson - Something About Mental Health https://speeches.byu.edu/talks/carl-l-hanson/something-about-mental-health/         

We hear a re-broadcast of Disabling Employment Services and Beyond produced for Disability Day 2022, Rest is Survival.We hear from the article, The pandemic isn't over—and queer people shouldn't be acting like it is, and about queer anti-fascism, follow Antifascist Alerts Narrm (Melbourne), and see this White Rose twitter thread. You can follow the band Walking to the Grocery Store on instagram.SongsJune Jones - Extrovert ft Alice SkyeAlice Skye - Everything is GreatEdith Lane - Quiet ObservationDark Water - Siren Song

**ENCORE: This podcast was recorded October 2, 2019**DRNY Senior Advocate, Brenda Shannon, discusses ACCES-VR, its services, and application process.**Resources**Application for ACCES-VR services: http://www.acces.nysed.gov/vr/apply-vocational-rehabilitation-services How to contact DRNY:Call  518-432-7861 or 800-993-8982 (toll free)Email mail@drny.orgSupport the show

October is National Disability Employment Awareness Month. Katie Dumais, Director of Employment Services at United Ability, joins us to talk about employment services and the upcoming Second Annual disAbility Hiring Expo on October 13th. _ Alabama Care is partially supported by http://www.ACDD.org The views expressed are not necessarily the views of these organizations.

2240 NSITE Employment Services (Oct. 5, 2022) Show Notes NSITE provides a full range of training resources, connections with potential employers, as well as internship opportunities for people who are visually impaired. Hosts Nancy and Peter Torpey talk with Marianne Haegeli, Program Director, NSITE Learning and Leadership, about the organization and how their services might … Continue reading 2240 NSITE Employment Services (Oct. 5, 2022) →

Lynda Burke visits Palmetto Mornings.

The Federal Government has announced an overhaul of the Disability Employment Services sector. Eight providers will be dumped over concerns jobseekers with a disability are not being adequately assisted. - 연방정부가 전국의 장애인 취업 지원 기관들(DES)에 대한 전면적인 감사에 돌입해, 강력한 처벌 및 시정 조치를 취하고 있다.

The Federal Government has announced an overhaul of the Disability Employment Services sector. Eight providers will be dumped over concerns jobseekers with a disability are not being adequately assisted.

Host Jeremy C. Park talks with Anita Teague, Executive Director of the Community Development Center (also known as the Child Development Center), who shares some of the 50 year history and impact for the nonprofit organization, and highlights their mission and efforts to provide supports and services to children, families, and individuals with disabilities while addressing the health and well-being of all people in the communities they serve across Middle Tennessee. During the interview, Anita talks about their different programs, including Early Intervention (Child Development Center), Children's Center for Autism, Family Support, Employment Services, Independent Support Coordination, and Senior Equipment Loan. She spotlights her team and their compassion and expertise, and then talks about how the community can get involved, like with their 31st Annual Pencil Country Classic Golf Tournament being held on Monday, September 19, 2022.Mission:  Provding supports and services to children, families, and individuals with disabilities while addressing the health and well-being of all persons in the communities in which we serve.Website:                https://cdctn.org/ Facebook:             https://www.facebook.com/CommunityDevelopmentCenter

On the latest episode of Chesterfield Behind the Mic, we talk to Janice Stovall and Caitlyn Plaskett about child care in Chesterfield County. We go over questions families might have about trying to find a provider and what to look for in that process as well as talking about what to do if you think becoming a provider—either in your own home or with an established daycare—is the right move for you.   Credits: Director: Martin Stith Executive Producer: Susan S. Pollard Co-Executive Producer: Teresa Bonifas Producer/Writer/Host: Brad Franklin Director of Photography/Editor: Matt Boyce Graphics: Debbie Wrenn Promotions and Media: J. Elias O'Neal    Music: Hip Hop This by Seven Pounds Inspiring Electronic Rock by Alex Grohl   Guests:  Janice Stovall, Benefit Programs Supervisor, Supportive Services/ Child Care  Caitlyn Plaskett, Family Services Supervisor, Employment Services   Filmed in-house by the Department of Communications and Media   Chesterfield.gov/podcast    Follow us on social media! On Facebook, like our page:  Chesterfield Behind the Mic. On Twitter, you can find us at  @ChesterfieldVa and on Instagram it's @ChesterfieldVirginia. And you can also watch the podcast on WCCT TV Thursday through Sunday at 7 p.m. as well as on weekends at noon on Comcast Channel 98 and Verizon Channel 28.

Creating a space where your colleagues and co-workers want to come in and do their best work can often be a challenging task. Jenn Ramirez Robson, the Vice President of Employment Services at Northwest Center, discusses today on how the best way to equip your space so anyone can come in and be successful.

In this episode meet Heather Servais M.S., CRC., PMP., CPM., PVE. Heather directs the Rehabilitation Services Administration (RSA) NCRTM contract at New Editions Consulting, Inc. She joined New Editions in the fall of 2021. Prior to joining New Editions, she worked for the Florida Division of Vocational Rehabilitation where she served in multiple roles including Vocational Rehabilitation Consultant, Supervisor of the Field and Provider Relations Unit, and Assistant Bureau Chief of Field Services. As the Assistant Bureau Chief of Field Services, she led agency Employment Programs; Ticket to Work; Deaf, Hard of Hearing, and Deafblind Services; Business Relations; and Learning and Development. She has also worked with a community rehabilitation provider as an Employment Specialist and as the Manager of Employment Services overseeing Employment Services, Vocational Evaluation, and contracts. Heather's expertise includes program development and implementation, project management, leadership development, and stakeholder engagement. Heather earned her Master's in Rehabilitation Counseling from West Virginia University. She is a Certified Rehabilitation Counselor (CRC), Project Management Professional (PMP), Certified Public Manager (CPM), and Professional Vocational Evaluator (PVE). NCRTM website: https://ncrtm.ed.gov/Default.aspx

How can partnerships create a better hiring process that promotes diversity and inclusion in the workplace?In this episode, I am bringing two inspiring executives who are creating a huge impact on the hiring process, Nanette Cohen of JCFS and Brad Nardick of The Bazaar Inc. With over thirty years devoted to employment services, Nanette is currently the Director of the Duman Opportunity Center, a service of JCFS Chicago which assists individuals with disabilities secure and maintain employment. Nanette has been instrumental in developing and implementing a variety of employment programs for youth and adults with barriers including those who have a disability. Her specialties include program management and strategizing to implement results-oriented service delivery models. As a Certified Workforce Development Professional, she is committed to providing quality services. Nanette holds a national certificate of achievement in Employment Services with an emphasis in Customized Employment by the Association of Community Rehabilitation Educators. She is currently a Board member of the Illinois Chapter of APSE and Chair of the Facility Advisory Council for the Illinois Department of Human Service, Division of Rehabilitation Services.Brad takes a ‘People-First' approach as a core driver of all operations and activity at The Bazaar, Inc. and its retail arm Bargains In A Box. He is a third-generation CEO of the industry-leading marketplace in the discount liquidation and deal space, overseeing the strategic direction of the 60+-year-old wholesale closeout business — which buys, sells, and ships millions of pieces of merchandise each year to and from the world's largest household names. Brad creates meaningful connections with team members, clients, and customers by working to strike a balance between purpose and profit — to make strides toward being a better business, as well as a cornerstone of the communities it serves. He has been quoted in national business news, named to Crain's Chicago Business's 40 Under 40, and shared the global TED stage, delivering a ‘Talk' on inclusion and the importance of workplace diversity. He serves on many non-profit boards, and leadership associations, and is nationally known as a supporter of hiring people with disabilities.In this episode, Nanette shares the recruiting process and how it helps in the hiring process of their partners. Nanette also shares how their partnerships become successful through communication. Brad on the other hand shares how the hiring process with JCFS helped his business. He also shares an overview of who they hire and how it creates community and cohesiveness in his company.In This Podcast We Talk About:Nanette shares the recruiting process and how candidate benefits from the partnerships of JCFS.Brad shares his insights on how the hiring process with JCFS helped in their business.Nanette shares the importance of communication in their partnership.Brad shares an overview of who they hire to create community and cohesiveness around the organization.Connect With Nanette and Brad:JCFS Org WebsiteJCFS Facebook PageJCFS LinkedInJCFS TwitterThe Bazaar Inc.Links Mentioned:Roadmap to the Executive SuiteGet to know more about My 90-Day Job Offer Program here.Book your Complimentary Career Strategy Call here.

Sarah Barnes is the Senior Director of Youth and Employment Services at Lighthouse Louisiana in New Orleans. Sarah oversees the services and programming provided by the Youth Services Team which include those provided to children and students with visual impairments of all ages as well as transition services for students with disabilities who are in their final year of high school. She works closely with families and assists them in their efforts to advocate for their children to ensure they get the services and tools they need to succeed in school and life.

Workplaces of all types have changed considerably since I started my newspaper journalism career in the late 1990s.  Inclusion at work was not even thought of but it is a wonderful thing it has become a major goal for offices, factories, and political environments the world over.   My guest today is an expert on workplace inclusion. Gloria Tabi is an Author and the Managing Director at EVERYDAY INCLUSION and Founder of Voice Everyday Racism. Gloria's research specializes in Social Analysis on Race, Social Inequalities, and Anti-Racism. As a Black African-Australian woman, Gloria brings well-grounded knowledge and experience of the impacts presented in race and gender identities.   With over 30 years of experience in Project Management, Employment Services, Professional Mentorship, and Business Coaching Gloria's ability to engage, negotiate and build worthwhile relationships across diversity, clients, and demographics are her greatest skills. Gloria provides proactive, relevant, and impactful training frameworks that are tailored to your business for a safe, productive, and sustainable future.   Hear from Gloria on: Why has workplace inclusion become such a major focus for companies who perhaps even a decade ago? Is it about profit as much as people – why or why not? It can start with hiring and having a D&I policy but how does everyday culture in an organization need to operate to succeed with having a more inclusive workplace that thrives financially as well as socially? The Diversity Council of Australia has a yearly index they share. We began tracking the state of inclusion in the Australian workforce in 2017. The stats don't lie! It appears to be workplace inclusion and diversity means success. What is holding companies back from making such changes or keeping them up in your view? Take away: What is your final takeaway message for us on The Politics of Workplace Inclusion?   To connect with Gloria: W: www.voiceeverydayracism.com LinkedIn: https://www.linkedin.com/in/gloriatabi/

Tonight on the Dominic Carter Show: Mayor-Elect Eric Adams may just be the man to clean up New York City's crime problem. Dominic takes listeners' calls on, and speaks to long-time City Hall expert and attorney Sid Davidoff, on this issue. Plus, he talks to Andre Ward, Associate Vice President of Employment Services and Education for the Fortune Society, and, as always, provides his ever-sharp analysis. Learn more about your ad choices. Visit megaphone.fm/adchoices

Dominic speaks to Andre Ward, Associate Vice President of Employment Services and Education for the Fortune Society, on his experience of going from serving a 16-year prison term for a drug offense to now becoming part of the solution to New York City's crime problem. Learn more about your ad choices. Visit megaphone.fm/adchoices