Case Management to Employment
The Employment Highway
For Hard-to-Serve Participants:
Client Rep & CDS Staff
Table of Contents
Common Barriers for Long-Term Recipients
Limited/Poor Work History
No HSD/GED
Multiple Children
Children with Barriers
Frequent Housing Crisis
Involvement with the Legal System
Transportation Challenges
Mental Health
Physical Health Issues
Domestic Violence
Generational Attachment
Limited/Negative Support Systems
Empowerment Techniques
ICP Development
Eco-Maps
Socio-Gram Symbols
Symbols for Relationships/Connections
Drawing an Eco-Map
Introduction
According to the Families First Handbook (release 10/18/10):
Families First is a goal-oriented, time-limited assistance program for families with dependent children. The values of work and child support, as primary means of achieving and maintaining self-sufficiency, are the basis of the program.
It continues . . .
Each family, regardless of their composition or their personal circumstances, will receive the support they need to develop and follow a plan to meet their goals for an improved family life.
Assistance Units can only receive 60 months of cash assistance. This means most families who continuously receive assistance could use their lifetime amount before their child finishes first grade.
Its imperative that a sense of urgency is instilled in participants and workers a like to achieve financial stability prior to time limits being exhausted. More than 500 AU’s will reach the 60-month time limit in 2011. Most of these participants have a number of challenges to obtaining and retaining employment and can be considered “hard-to-serve”.
To accomplish the goal of self-sufficiency for Families First participants before their limits have been reached, a team approach is necessary, especially between the Client Rep and CDS staff.
The goal of this course is to explore common barriers to employment for Long-Term Participants that are close to reaching their time limits and how to address those barriers to achieve and maintain employment.
Common Barriers for Long-Term Recipients
Although every family has situations that are unique and requires an individual response, there are a number of characteristics that are common among long-term recipients of TANF assistance. These include:
- Limited or poor work history
- No High School Diploma/GED
- Multiple children
- Children with barriers
- Frequent housing crisis
- Involvement with the legal system
- Transportation Challenges (no DL, car, etc)
- Mental Health Illness
- Physical health limitations
- Domestic violence (current or past)
- Generational attachment to system supports
- Limited or negative support systems
Often long-term participants have multiple barriers, which is why they have used so many months.
When a barrier or potential barrier is identified, evaluate if the participant is able to obtain and maintain employment even with the barrier(s). Good indicators include if the participant has been able to hold employment in the past with the same barrier, their ability to have completed education or training activities with the barrier, and ability to have completed work program activities.
Let’s explore these barriers and see how they can be addressed in order to help participants successfully attain and retain employment.
Limited/Poor Work History
Long-term participants often have some level of work history in entry-level positions and in unpaid work experience via Families First. But, just because a participant has a work history doesn’t mean that it is a good work experience. When evaluating a participant’s work history, consider if the different work experiences provide building blocks to securing and retaining employment now. Some characteristics that may be used to define a good work history include:
- Individual jobs lasted at least six months,
- The participant has maintained a steady work history with breaks in employment generally less than a month a part,
- Most jobs ended with a good reference possible (terminations are rare),
- At least two weeks notice was given for most job quits,
- Over time, the work history shows some level of job advancement or increase in skills/responsibilities.
Generally, participants with that type of work experience are not going to be on assistance for a long period of time. Those that are should be evaluated more closely to identify patterns in the participant’s work history such as the average length of time s/he remains in a job, the average length of time between jobs, reasons for employment ending, etc. These patterns can be an accurate predictor for the future if no intervention is provided (and needed).
Challenges/Solutions:
No HSD/GED
In a good labor market, a number of jobs do not require a HSD/GED including many manufacturing positions, food service, cleaning and other manual labor positions. The level of demand for workers will impact those who don’t have a HSD/GED. In a low-demand labor market, HSD/GED criteria may be applied as a means of screening out applicants.
Utilize a standardized test to determine the participant’s basic education level (such as the ABLE, TABE or WRAT). The results will provide a good indicator of the participant’s likelihood of earning a GED quickly and how their levels may impact success in the labor market.
If a participant scores a 9.0 or better (using the TABE), s/he is generally capable of passing the five GED tests without much study time. If a participant scores 7 – 8.5, s/he can usually pass the GED tests in six months to a year, depending on the intensity of the GED program.
Challenges/Solutions:
Multiple Children
Single-parent households account for more than 80% of TANF cases nationwide. That makes it even more challenging for AU’s with multiple children. According to the Urban Institute, a long-term participant is twice as likely to have multiple children than a participant who moves off of TANF in less than a year.
Challenges/Solutions:
Children with Barriers
With time limits capped at five years, parents have a short time to develop skills for self-sufficiency in order to support their family sans cash assistance. Parents of children with special needs face additional challenges to gaining and maintaining employment. One would assume that nearly all families with a special needs child would need assistance, but according to research, only a small percentage are receiving TANF assistance.
Within the context of TANF recipients though, a disproportionate number of participants who have high TANF clocks have children with disabilities compared to the entire TANF population. Types of barriers include:
- ADHD
- Autism
- Developmental Delays
- Emotional Disturbances
- Learning Disabilities
- Physical Impairments
- Speech or Language Impairment
Challenges/Solutions:
Frequent Housing Crisis
Housing stability is vital for participants to move beyond the base level of Maslow’s Hierarchy of Needs. Unfortunately, many long-term participants keep having housing issues. They may face evictions due to lease violations, non-payment of rent or need to move due to domestic abuse, etc.
Homeless participants and those facing eviction should be evaluated for both for short-term and long-term crisis needs. If a participant has a place to stay (such as with a relative, friend, or shelter), s/he may well be able to participate in activity and maintain employment. Being without a permanent address and having no shelter are two separate issues and may warrant a different level of “crisis” response.
In addition, evaluate the actual living situation of the family. Even if they are not facing homelessness or impending homelessness, they still may be facing challenges where they live including being in a dangerous neighborhood. Also consider issues surrounding the child(ren)’s school circumstances.
Challenges/Solutions:
Involvement with the Legal System
Current and past legal issues can have a significant impact on a participant’s ability to obtain and retain employment. For example, a person who has a battery conviction is unable to work in the health care, child care, and education fields. Someone with a check forgery conviction may not be able to work in any field that includes handling money.
Some participants are dealing with current legal issues due to a pending court case, outstanding fines or tickets, or are on probation that have to be considered when developing an employment plan or path. Even though it is discriminatory (and at times illegal), employers often check online court record systems to weed out job candidates based upon court appearances and arrests, not just actual convictions.
Explore all of these issues and help connect the participant to resources that can assist him/her through the legal process and the aftermath that can affect future employment. The results of this part of the assessment may have a direct impact on the types of worksites a participant may be placed as well as narrow the focus of the employment search plan.
Challenges/Solutions:
Transportation Challenges
Transportation is vital for a participant to obtain and maintain employment. In urban areas like Nashville, transportation issues can often be resolved with access to public transportation such as the bus system. Public transportation though is not always an option due to where the participant lives, the times transportation is needed, the size of the family, and the physical and mental abilities of the participant.
Workers should go one step further than just identifying available transportation, but determine HOW the transportation can be utilized by the participant and how it is feasible for the type of jobs the participant is pursuing.
Challenges/Solutions:
Mental Health
According to the National Institute of Mental Health, in any given year, approximately one quarter (26.2%) of all American adults are diagnosable for one or more mental health disorders. Of those, 22.3% suffer from severe mental illness. That equates to approximately 5.8% of the adult population.
Within the context of mental illness, an individual may suffer from:
- Anxiety disorders (agoraphobia, OCD, PTSD, etc)
- Attention-Deficit/Hyperactivity Disorder
- Autism (Autism Spectrum Disorders)
- Eating Disorders (Anorexia, Binge Eating, Bulimia)
- Mood Disorders (Bi-Polar, Major Depressive Disorder, etc)
- Personality Disorders (Antisocial, Avoidant, Borderline Disorders)
- Schizophrenia
Challenges/Solutions:
Physical Health Issues
Participants may suffer from one-time physical issues such as a broken leg or suffer with chronic physical issues such as asthma or degenerative disc disease. At times, a physical health issue can cause a participant to change fields of employment. For example, a CNA who now suffers from a chronic back condition will not be able to continue working with non-ambulatory patients.
Assess the short-term and long-term impact of a physical condition on obtaining and retaining employment. How might treatment and age affect the limitation and how often may the condition flare up, resulting in lost time on a job? What accommodations can be made to help a participant succeed in a job?
Look also for a second opinion and follow up with the medical provider’s diagnosis. Often, a doctor writes down the patient’s own self-declared limitations instead of formally evaluating actual limitations.
Challenges/Solutions:
Domestic Violence
A domestic abuse crisis can be a very serious and dangerous situation. Evaluate each situation carefully and consider DV provider recommendations. An immediate crisis may result in work participation requirement changes, whereas a participant who was in a DV situation but is no longer in the situation might be job ready.
A full evaluation of the participant’s safety, mental health, and related family issues must occur to determine the participant’s employment viability.
Challenges/Solutions:
Generational Attachment
Welfare families who raise children that in turn, become welfare recipients are known a generational welfare dependent. The implementation of Personal Responsibility and Work Opportunity Reconciliation Act in 1996 focused on breaking the generational dependence on welfare by implementing time limits, mandating work program participation, and ensuring there was a holistic approach to case management.
Families First provides a broad scope of services to address family needs, yet there remains a significant number of AU’s whose parents were or still are recipients. This creates a family culture with expectations that the solutions for the family lies from without instead of within the family.
Challenges/Solutions:
Limited/Negative Support Systems
A common characteristic shared by the majority of long-term recipients is a lack of a social support system to help motivate and lift them out of deep poverty. Often, what personal systems are in place act as anchors to a participant’s situation instead of springboards to better opportunities.
The use of an Eco-Map in case management can help both the case manager and the participant more clearly see the support systems in place and if those systems are providing positive or negative impact to the AU’s family.
Challenges/Solutions:
Empowerment Techniques
The following are some techniques for empowering participants when developing an ICP:
- Give the power to the participant – don’t control the plan or withhold information. Let the participant be involved in making the plan.
- Ask the simple questions – make no assumptions.
- Ask what changes a participant wants while respecting her wishes when she doesn’t want changes. Be their partner in achieving the results they want.
- Pay attention to details of what is important to the participant. Listen actively to all that is being said – especially to incidental comments or closing remarks.
- Look to your participants for what is next or where to go in the case.
- Work with the participants’ goals and tap into their dreams.
- Consult with your participant on all actions – do not make decisions without them.
- Always be respectful and use good manners. Do not be disrespectful at any point – whether the participant is present or not. Comments and judgments may not be heard by the participant, but are carried over in the attitude and approach you take.
- Be sensitive to the invasion of space and privacy.
- Be attentive to the participant no matter what else is going on. Don’t answer the phone while meeting with your participant or allow co-workers to divert your attention.
*Adapted from the Family Project, Parent Partner Program in Boston, Massachusetts.
ICP Development
Develop an ICP that is targeted to the issues addressed in the staffing. All plans should be written down and should have the following elements:
Realistic
Help the participant identify an objective that is attainable within the context of the program. Winning American Idol is a dream, not a realistic goal within the Families First program. All the same, case managers should not be dream crushers. It is appropriate to validate a dream, but to then redirect the participant to something achievable along the path to that dream (i.e., s/he likely cannot participate in American Idol if s/he does not have stable housing and income for her children first).
Specific
If a goal is not specific, then it is just a dream. As the case manager, assist the person in transforming an idea into a concrete statement. For example, when a participant says “I want to be off the program”, help her identify what it will take for that to occur – such as the ability to support her family on her own. How does that look for her - employment at $10 per hour, 40 hours per week? Is the first step to get three interviews by next week? Help the customer break down the goal into very clear steps that will lead to its attainment.
Measurable
A goal has to be measurable in order to evaluate progress. If the goal is to gain employment, what are the steps to achieving that goal? For a specific participant, the steps may include to update a resume, secure interview clothing, submit 20 applications, secure reliable transportation, etc.
Break the goal down into specific tasks that can be evaluated for progress or potential barriers that were underestimated at the time of the goal development.
Date-Driven
Always, always, always attach a date to the goal and sub-tasks leading to the goal. It cannot be measureable if there is not a deadline to strive for. Do not allow a goal to be listed as “gain full-time employment”. Instead, put a target date to it such as “gain full-time employment by July 15, 2011”.
A date creates a sense of urgency and realism to the goal. With a deadline, both the customer and the case manager have a valid means of tracking the progress of the goal.
This is imperative for long-term participants facing their 60th month in TANF.
Eco-Maps
An Eco-map is a visual representation of a family and their relationships to outside factors (such as work, friends, family, church, etc.). The eco-map records the relationship and energy flow between the family and the outside forces in their lives.
By drawing an eco-map, the participant can see what is going on in her/his life. It becomes a visual narrative of her/his current or past situation.
The Eco-Map has three main elements:
- The Nuclear Family Diagram
- Outside Environment/Forces
- Relationship Connections and Energy Flow
The nuclear family is the participant’s family or household composition. The diagram is a traditional socio-gram. The following identifies typical symbols for a socio-gram and Eco-Map.