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Work-Based Learning — Employer
Section
Employers who actively develop and engage in work-based learning opportunities
for youth with disabilities see real and concrete benefits. These employers
create pipelines of qualified and job-ready employees that help shield them
in the unpredictable and ever-changing labor market. They realize a reduction
in the time and cost of recruitment, screening, selecting, and training new
workers. Important opportunities are created for current employees to hone training
and mentoring skills and gain practical understanding of reasonable accommodations
in the workplace. A more diverse workforce is created, helping these employers
to better mirror their customer base. An increase in their workforce’s
overall comfort with people with disabilities is also seen. Finally, these employers
often have an opportunity to influence the curriculum design and learning focus
for students in local school districts, which helps to better prepare young
people to meet specific employer skill level needs when they graduate.
Questions
1. In what work-based
learning experiences can an employer participate?
Work-based learning programs involve youth as observers, trainees, or employees.
Experiences will definitely vary and may range from a one-time occurrence (such
as a site visit or tour) to a summer or year-long internship. Work-based learning
programs are designed to meet employer needs, as well as the needs of young
people, depending on their age level and experience.
For younger or less experienced youth, work-based learning usually focuses
on general career and industry awareness and exploration activities that might
include:
- Site visits and tours: Site visits and tours typically
involve a group of young people (accompanied by an adult chaperone) visiting
a business in order to learn about real-life work environments. The visit
is designed to give youth an overview of the different facets of a particular
industry. Site visits provide a cost-effective and efficient means by which
to expose large groups of young people to a place of business.
- Job shadowing: Job shadowing is a motivating activity
designed to give youth a closer, more in-depth look at the world of work,
while bridging the gap between academics and the adult world. During a job
shadow, a young person accompanies an employee as his/her work is performed
in order to learn about a specific occupation or industry. Job shadowing also
provides an excellent opportunity for adult workers interested in mentoring.
For older or more experienced youth, work-based experiences often focus on
acquisition of specialized occupational skills, as well as the development of
good work ethics and etiquette. In addition to employment opportunities, other
experiences might include:
- Internships (paid and unpaid): Internships are
situations in which students are trained to perform work for a specified period
of time, in order to learn more about your particular industry or occupation.
Activities may include special projects, a sample of tasks from different
jobs, or tasks from one specific job. Internships provide direct career exposure
for youth.
- Mentoring: Internship and apprenticeship opportunities
naturally generate mentoring opportunities for youth and adult workers. These
opportunities may be structured as a formal relationship or as an informal
one, where someone at the work place chooses to “look” after”
a young person. Mentoring experiences are enjoyable and instructive for both
the young person and the employee.
- Apprenticeships: Apprenticeship is a federally
recognized training system for occupations requiring a wide and extensive
range of skills and knowledge. It involves on-the-job training combined with
related (i.e., classroom) instruction. In the United States alone, there are
currently more than 800 different apprenticeable occupations. Apprentice wages
are based on the level of their skills and increase incrementally to the journeyman
level upon successful completion of the apprenticeship.
- Entrepreneurship: Any business-sponsored opportunity
provides youth with invaluable experiences in organizational skills, task
orientation, persistence, and determination. Work-based learning programs
focusing on entrepreneurship can help young people design and operate a small
business. In turn, they will be practicing leadership, teamwork, problem solving,
and critical thinking skills – just what the employer community is seeking!
Entrepreneurship experiences are a terrific way to bridge the gap between
academics and employment.
Regardless of the particular details (site visit, internship, or mentoring),
opening a place of business to young people provides a wonderful opportunity
to expand and create a more knowledgeable workforce for tomorrow.
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Principles of Work-based Learning |
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Some important principles for employers
and jobsite supervisors to keep in mind when participating
in work-based learning experiences for youth are:
- Help youth to set mutually agreed upon learning
and skill development goals. Work closely with the young
person and the referring school or organization to ensure
an individualized learning plan is in place that supports
and complements the work-based experience and summarizes
the goals, expectations, and logistics of the experience.
- Be a compassionate source of advice, support,
and guidance. Help youth to understand the connection
between school, work, and their future goals. Model positive
and appropriate workplace behavior.
- Challenge all youth to perform well. Expect the
best. Assess performance regularly, and plan regular meetings
with the youth to provide constructive and honest feedback
and guidance.
Give suggestions about how to increase his/her chances
for future career success. Provide necessary orientation,
training, and feedback, as needed.
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2. How can an employer
effectively locate and work with a high quality partner when implementing a
work-based learning program?
The local Workforce Investment Board (WIB) is the lead strategic
planning workforce development organization for local communities. WIBs are
uniquely positioned to focus attention on promoting work-place learning for
all young people (ages 14-25) in their communities. WIB’s can also help
develop or improve the necessary connections between the employer community
and the wide array of institutions involved in workforce preparation to promote
work-based learning opportunities. They can also provide information on child
labor laws and other employment-related issues.
Some other potential partnering agencies include:
- Your local high school or community college. Ask
for the career center, school-to-work transition specialist, or the person
responsible for workforce development.
- The local chamber of commerce or economic development group.
Ask about their connections with local educational institutions.
- Local industry associations or other employer networks.
These might include The Society for Human Resource Management (SHRM), The
National Association of Manufacturers (NAM), The National Retail Federation
(NRF), The Information Technology Association of America (ITAA), and The International
Consortium of Hospitality and Tourism Institutes (ICHTI), to name a few.
3. What should employers
know about including youth with disabilities in work-based learning programs?
The most important thing to know about including youth with disabilities in
work-based learning programs is that youth with disabilities need exactly
what their non-disabled peers need in order to achieve success—a chance!
Unfortunately, only one third of youth with disabilities who need job training
and work experiences receive it, leading to exceptionally high levels of unemployment
and underemployment.
Often employers with limited experience working with people with disabilities
are fearful of including youth with disabilities in their places of business.
The following facts should help ease any discomfort with including youth with
disabilities in a work-based learning program.
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Five Facts about Youth with
Disabilities in the Workplace |
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Some important principles for employers
and jobsite supervisors to keep in mind when participating
in work-based learning experiences for youth are:
- Youth with disabilities do NOT require
any additional or special insurance considerations on
work-based learning sites; they fall under the
same worker’s compensation and/or liability coverage
as any other student participating in such a program.
In fact, youth with disabilities rate average or better
in job safety as compared to other persons in work-based
learning sites.
- Including youth with disabilities in
the workplace generally improves an organization’s
practical understanding of reasonable accommodations.
In fact, according to the Job Accommodation Network, 50%
of all accommodations in the workplace cost under $50
(with 31% at no cost to the employer!). Most accommodations
in the workplace fall into the category of “creative
thinking and problem solving.”
- Including youth with disabilities in
the workplace will help to diversify your organization’s
workforce. People with disabilities represent
a significant, and largely overlooked, pool of potential
applicants, who repeatedly get high marks from managers
on job-related issues. Employers prepared to work effectively
with this important source of workers will not only be
better able to meet their legal obligations, but will
have a competitive advantage in recruiting and retaining
the most qualified work force possible.
- By contacting your local Disability and Business
Technical Assistance Center (DBTAC), you can receive
no-cost training on disability awareness issues.
Ten regional centers act as a central, comprehensive resource
on disability issues in employment, public services, public
accommodations, and communications. Each center works
closely with local business and other professional networks
to provide information and assistance on the Americans
with Disabilities Act.
- You may
be eligible to receive tax credits. There are three
tax incentives available to help employers offset the
cost of accommodating employees with disabilities and
to make their places of business accessible for work-based
learning programs, employees and/or customers with disabilities.
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Resources
Work
Based Learning Manual
http://www.ncrel.org/sdrs/areas/issues/envrnmnt/stw/sw300.htm
This manual was created for school personnel implementing work-based learning
opportunities, as well as parents, employers, and other community members interested
in increasing their knowledge of work-based learning.
Developing
Work-Based Learning Opportunities
http://www.ncrel.org/sdrs/areas/issues/envrnmnt/stw/sw300.htm
This Website reviews critical issues in developing work-based learning opportunities
and provides relevant resources.
The
Office of Apprenticeship Training, Employer Labor Services (OATELS)
http://www.doleta.gov/atels_bat/
OATELS is a consolidation of the Bureau of Apprenticeship and Training and the
new responsibilities of the employer and labor liaison. OATELS engages in partnership
activities both internally and externally, ensuring quality service and customer
satisfaction.
Department
of Labor, Employment and Training Administration
http://www.doleta.gov/business/
The state and local workforce systems are key providers of workforce services
through the local One-Stop Career Centers. Large, multi-state employers with
hiring needs across the country experience varying challenges connecting to
these One-Stop Career Centers. Partnerships for Jobs is designed to ensure that
national businesses recognize the value of the workforce system and are connected
to the full range of services.
Career
OneStop
http://www.CareerOneStop.org
Career OneStop is the nation's publicly funded resource for jobseekers and businesses.
Identify job-ready workers with the right skills. Locate public workforce services
in your area.
U.S.
Chamber of Commerce – School to Career Toolkit
http://www.uschamber.com/cwp/tools/schooltool.htm
The School-to-Career Toolkit, A Chamber Guide to Developing Tomorrow's Workforce,
was developed in collaboration and consultation with 30 chambers of commerce
to help the chambers enhance and strengthen school-to-career programs in local
communities. The program reinforces the role of the business community in sustaining
school-to-career activities across the country.
U.S.
Chamber of Commerce
http://www.uschamber.com
The US Chamber of Commerce website includes information about managing a business,
job opportunities at the national Chamber of Commerce or at local offices, as
well as locating a local office for specific information.
The Society
for Human Resource Management (SHRM)
http://www.shrm.org
SHRM serves the needs of the human resource management professional by providing
the most essential and comprehensive set of resources available.
The National
Association of Manufacturers (NAM)
http://www.nam.org
The NAM is an industrial trade association representing manufacturers and employees
in every industrial sector. NAM is working toward the mission of enhancing the
competitiveness of manufacturers and to shape legislation toward economic growth,
and increased national understanding of the importance of manufacturing in America’s
economy.
The National
Retail Federation (NRF)
http://www.nrf.com
The National Retail Federation (NRF) is a trade association with membership
that comprises all retail formats and channels of distribution including department,
specialty, discount, catalog, Internet, independent stores as well as the industry’s
key trading partners of retail goods and services.
The Information
Technology Association of America (ITAA)
http://www.itaa.org
ITAA is the trade association representing the IT industry. Their website provides
information about this ever changing and growing field, issues in the IT industry,
publications and seminars.
Disability
and Business Technical Assistance Centers (DBTAC)
http://www.adata.org/dbtac.html
DBTACs were established by the National Institute on Disability and Rehabilitation
Research (NIDRR) to provide no-cost training, information and technical assistance
for those included under the ADA. All centers provide technical assistance,
material dissemination, public awareness, local capacity building, education
and training, and information and referral.
Tax
Credits
http://www.dol.gov/odep/pubs/ek97/tax.htm
A Department of Labor provided list of tax incentives for business along with
detailed information such as effective dates, how the incentive works, and how
to get more information.
Business
Leadership Network (BLN)
http://www.usbln.com
The BLN is a national employer led program that engages the leadership and participation
of companies throughout the United States to hire qualified job candidates with
disabilities.
The
Marriott Foundation for People with Disabilities
http://www.marriottfoundation.org/facts.htm
The Bridges from school to work program works with young people exiting special
education and with local employers to develop mutually beneficial job placements.
A stepping-stone for employer and youth, the program facilitates an employer/employee
relationship in which the needs of each are met.
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