Key Initiatives of the Institute for Economic Empowerment Part I: All About the Workforce
Panelists
• Ron Colavito – Occupations/New Dynamics, Middleton, NY • Mike Idoni – Lakeview Center, Pensacola, FL • Peta Leonard -- Institute for Economic Empowerment, Vienna, VA • Therese Stein -- Institute for Economic Empowerment, Vienna, VA • Jan Williams – Institute for Economic Empowerment, Vienna, VA
Session Overview
Employee Research System (ERS) Goals of the Employee Research System • Improve understanding of: – – –
Results achieved by the AbilityOne Program The nonprofit agency workforce Basis for policy recommendations
•
Provide value to CRPs
•
Provide a baseline of data for the Institute and Workforce Development – – –
Design and evaluation of research projects Projecting research results to broader populations Identification of CRPs to participate in demos
Employee Research System (ERS) Work Location Type
In the Community 6%
Combination of NPA facility, government facility and/or community 1%
NPA Facility 29%
Combination of NPA facility, government facility and/or community Government Facility
NPA Facility
Government Facility 64%
In the Community
Employee Research System (ERS) Racial/Ethnic Composition of Workers 80%
70%
60%
50%
40%
30%
20%
10%
0% Asian
Black or African American AbilityOne Workers
Hispanic or Latino
Other
White or Caucasian US Population
Employee Research System (ERS) Age of Workers with a Disability
35% 33%
30%
31% 27%
25% 20% Percentage of Workers 15% 10% 5%
6%
4%
0% Under 22
22 to 35
35 to 50
50 to 65
Over 65
W ar O eh th ou er si ng /S he lf S to ck in g
La un dr y
Ja ni to ria l/C us to di al
A ss em bl y/ D oc M an um uf en ac tM tu rin an g ag em en t/D es tru ct io n Fa ci lit ie s M an ag em en Fo t od S G er ro vi un ce ds /C at M er ai in nt g en an ce /L an ds ca pi ng
Employee Research System (ERS) Age of Workers by Line of Business
100%
90%
80%
70%
60%
50%
40% Under 2 Over 65 51-65 36-50 22-35
30%
20%
10%
0%
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Employee Research System (ERS)
40% ERS: Percentage of Employees by Disability Type
35%
30%
25%
20%
15%
10%
5%
0%
ev el op m
M en ta lI lln es s
en ta lD is ab ilit ie s
H
ea d
O th er
In ju rie s
M us cu lo sk el et al Di D sa ea bi fa liti es nd He ar in g Di Bl sa in bi d liti an es d Vi su al Im pa irm en ts
In te lle ct ua l/D
Employee Research System (ERS) ERS: Percentage of Veterans by Disability Type
70%
60%
50%
40%
30%
20%
10%
0%
Integration of Information
AbilityOne Employee Survey Objectives • Measure level of satisfaction of AbilityOne employees with significant disabilities • Evaluate overall quality of the work environment • Provide baseline information for future assessments • Identify areas for Workforce Development priorities and training
AbilityOne Employee Satisfaction Survey • Two versions of the questionnaire – Long version for employees to complete the survey on their own – Short version for employees who need assistance
• Long version: – 30 items, plus demographics – Five-point rating scale
1
2
3
4
5
Strongly disagree
Disagree
Neutral
Agree
Strongly agree
Questionnaire: Short Version • Designed to accommodate individuals with different cognitive abilities • Contained only 12 items • Used five-point pictorial rating scale: • Provided in an interview setting • Developed and used Interview Manual with standardized probes for each item
Response Rate Characteristics Survey Respondents
1733
Response Rate
98%
Short Form Use
62%
Long Form Use
38%
Confidence Level – MOE +/-2.3%
95%
Most Positive Items Percent positive (agree + strongly agree)
E.3. My work area is a safe place to work.
90.1%
C.6. I receive the tools and equipment I need to do my job well.
86.5%
E.2. I feel proud of my work.
86.4%
A.4. My org is a friendly place to work.
84.4%
E.4. Overall, I am satisfied with my job.
84.3% 0%
20%
40%
60%
80%
100%
Least Positive Items Percent positive (agree + strongly agree) C.12. Staff members at my org assist me to identify new jobs outside of this organization.
36.2%
D.5. I am rewarded for making suggestions that help my org.
37.8%
D.2. I am satisfied with my benefits at my org.
60.1%
D.4. My supervisor allows me to take on increasing levels of responsibility.
61.1%
C.9. I was informed of resources that may be available outside my org that would be of help to me.
61.2% 0%
20%
40%
60%
80%
100%
Average Satisfaction by Disability
Average % Positive (30 items)
MR/DD
74.3%
MH/SA
72.7%
Other/unknown
69.7%
Sensory
66.3%
64.8%
Physical 0%
20%
40%
60%
80%
100%
Average Satisfaction by Industry
Average % Positive (30 items)
Assembly/manufacturing
74.2%
Janitorial/custodial
71.2% 70.0%
Other services 0%
20%
40%
60%
80%
100%
Assistive Tech by Disability I have the assistive technology that I need to do my job.
MR/DD
62.8%
MH/SA
67.6%
Other/unknown
63.8%
Sensory
76.9% 60.2%
Physical 0%
20%
40%
60%
80%
100%
Chances for Better Job by Industry
The training I receive increases my chances to get a better job.
Assembly/manufacturing
67.3%
Janitorial/custodial
53.4% 60.3%
Other services 0%
20%
40%
60%
80%
100%
Priority Index
Corr with Overall Satisf.
Avg Rating Ranking
Priority Index
Top 5 Priorities – Both Versions 1. 2. 3. 4. 5.
Receive praise and recognition from supervisor (D.3.) Supervisor allows me to take on higher responsibility (D.4.) Rewarded for making suggestions that help org (D.5.) My training increases chances to get a better job (C.5.) Supervisor shows a sincere interest in me as a person, not just as an employee (B.2.)
Top 5 Priorities - Short Version
1. 2. 3. 4. 5.
A8. I am happy with my pay (Corresponding question from long version, D1) A7. Staff members at my org tell me about other services I can get. (C9) A4. I can talk to my supervisor about problems with my job.(B5) A3. My supervisor lets me know how I am doing on my job. (B4) A9. I can make choices about my job. (C1)
Quality Work Environment - Overview
A goal setting process for CRPs to enhance vocational opportunities for ALL employees with disabilities, including AbilityOne employees AbilityOne Program-wide; applies to all NISH/NIB affiliated producing CRPs Voluntary but CRPs are strongly encouraged to begin the process within the next two years
Quality Work Environment - Origin
The Committee for Purchase established QWE Message: AbilityOne is FIRST a disability employment program and SECOND a federal procurement program Responsibility to help employees cycle out of the program so others have an opportunity
Quality Work Environment - Development
QWE Steering Group was created and they defined what a quality work environment is and how the initiative should be implemented A cyclical improvement process with four steps: 1 – Self Assessment 2 – Learn from Others 3 – Develop Goals and Share Outstanding Practices 4 – Implement Goals
Quality Work Environment – Additional Info
Examples of Goals:
All employees will have a career development plan Expand non-monetary incentive program Develop career ladders Implement wellness program
Agencies can go through this process on their own or Institute staff can provide on-site assistance to complete the self-assessments and develop action plans
Integration of Information
QWE & AbilityOne Employee Satisfaction Survey  Highest Satisfaction Areas Percent positive (agree + strongly agree)
E.3. My work area is a safe place to work.
90.1%
C.6. I receive the tools and equipment I need to do my job well.
86.5%
E.2. I feel proud of my work.
86.4%
A.4. My org is a friendly place to work.
84.4%
E.4. Overall, I am satisfied with my job.
84.3%
0%
20%
40%
60%
80%
100%
QWE & AbilityOne Employee Satisfaction Survey  Lowest Satisfaction Areas Percent positive (agree + strongly agree) C.12. Staff members at my org assist me to identify new jobs outside of this organization.
36.2%
D.5. I am rewarded for making suggestions that help my org.
37.8%
D.2. I am satisfied with my benefits at my org.
60.1%
D.4. My supervisor allows me to take on increasing levels of responsibility.
61.1%
C.9. I was informed of resources that may be available outside my org that would be of help to me.
61.2% 0%
20%
40%
60%
80%
100%
QWE & AbilityOne Employee Satisfaction Survey Top 5 Priorities – Long Version • Receive praise and recognition from supervisor • Supervisor allows me to take on higher responsibility • Rewarded for making suggestions that help the organization • My training increases chances to get a better job • Supervisor shows a sincere interest in me as a person, not just an employee
QWE & AbilityOne Employee Satisfaction Survey Top 5 Priorities – Short Version
• I am happy with my pay • Staff members at my organization tell me about other services I can get • I can talk with my supervisor about problems with my job • My supervisor lets me know how I am doing on my job • I can make choices about my job
QWE & Employee Research System QWE areas that can be measured using ERS Enhanced wages and productivity via: Assistive technology Agency culture Training programs Monetary and non-monetary incentives Flexible work options
Diverse business opportunities Location type
Integration of Information
Questions?
•
Ron Colavito – rcolavito@occupations.org
•
Mike Idoni – mike.idoni@bhcpns.org
•
Peta Leonard – pleonard@nish.org
•
Therese Stein – tstein@nish.org
•
Jan Williams – jwiliams@nish.org