ࡱ> mol +bjbj 7t#WWWWWkkkk,k$*nnnT$V$V$V$V$V$V$$&)Nz$Wnnnnnz$WW$LLLnWWT$LnT$LL:v#,#5k#@$$0$# )*")#)W#|nnLnnnnnz$z$Lnnn$nnnn)nnnnnnnnn :  Social Networking for Job Development The single most powerful job development tool is Social Networking. We have outlined a process that will help counselors and clients work together to learn about the clients social network, help them expand it, and use it to their employment advantage. The process follows a series of 11 relatively sequential steps, although the entire process may be cycled through several times. Objective 1: Identify desirable jobs in your community Step 1: Have a clear idea of what kind of job you are after. Step 2: Find all of the businesses in your area that have that job. Step 3: Learn all that you can about each one. Step 4: Put them in order from most desirable to least desirable. Step 5. Start at the top of your list... Objective 2: Contact people you know who work in these businesses. Step 1. Identify everyone you know who works in the business. Step 2. Learn everything you can about what they do and who they know. Step 3. Ask them to help you: (a) find a job, (b) make new contacts. Objective 3: Work through your family/friends/acquaintances connections. Step 1. Identify everyone in your circle of family, friends, and acquaintances Step 2. Learn everything you can about what they do and who they know. Step 3. Find out how they can help you: (a) find a job, (b) make new contacts Success depends upon client commitment and counselor follow-through. The process involves a series of interviews, weekly meetings, and homework that requires the client or their agent to do some research, actively meet and interview people, and solicit their help. This requires the client to commit to, say, 6 hours of work per day, 5 days a week at a challenging set of tasks. Prior to starting this process the counselor needs to get the clients commitment to this level of engagement with a realistic preview of the work and informed consent. Do not engage this process without this commitment. While this is a very client-centered process, the counselor is very active in the process. The counselor helps the client clarify goals, explore options, set objectives, solve problems, in a situated learning environment. This requires weekly meetings and potentially some level of contact through the week on an as needed basis. This is also a research project. We need to make sure that everything is focused on client employment outcomes, but we also need to be disciplined in our implementation, and accurate in our documentation. Desirable Jobs Business: Supervisor: Address 1:Telephone:Address 2:E-mail: Job Title:Duties:Salary:Benefits:Coworkers: [Everybody you know who works for this business who might help you get a job]NameCloseness low med - highHelpfulness low med - high123123123123123123123123Notes: [Everything that you learn about this business that might help you get a job]  Business ContactsWho you met:What you wanted to achieve:When you met:Notes [anything that helps you prepare for the meeting & information you get from the meeting]: Business ContactsWho you met:What you wanted to achieve:When you met:Notes [anything that helps you prepare for the meeting & information you get from the meeting]: Business ContactsWho you met:What you wanted to achieve:When you met:Notes [anything that helps you prepare for the meeting & information you get from the meeting]: Family & Friend ContactsFamily or friend:ContactCloseness low med - highHelpfulness low med - highName:123123Notes: Family & Friend ContactsFamily or friend:ContactCloseness low med - highHelpfulness low med - highName:123123Notes: Semi Structured Interview Formats The following semi structured interviews provide a structure for client counseling. It is meant to create a learning environment, where the client takes the time to think more deeply and completely about the jobs they are interested in, the people they know, and their strategies for finding employment opportunities. Use these questions as anchors in an on-going discussion. Feel free to pursue subjects of interest to the client, but make sure that each question is appropriately addressed. Interview # 1: Identifying Desirable Jobs in Your Community The purpose of this interview is to help the client explore and specifically define their employment goals. Use this interview in conjunction with the Desirable Job form. Prior to this activity, the Client has generated a list of employers who hire for the identified jobs. Counselor and Client work together to amass a stack of Desirable Job Forms, one for each job. Fill out all blanks as completely as possible. Answer all questions as completely as possible. Missing or incomplete information becomes part of the clients homework for next time. When all of the desirable jobs have been identified and all of the forms complete, have the client sort them in order of desirability. Specific Job Knowledge What are the duties of the job? Describe a typical work day What do you like about this job? What parts of this job would you do very well? What parts of this job would you need to learn? What parts of this job might be a challenge to you? How would you deal with this challenge? What is the salary range you could expect? What are the benefits? Notes Section When was the last time they hired for the position you are seeking? How many people did they hire?...Who got hired? Are they planning on hiring in the future? How do they advertise their openings? How do you apply? What are the requirements of the job?...Do you meet them? Who does the hiring? Do you know the person who does the hiring? How well do you know this person? Do you know anyone who knows the person who does the hiring? How well do you know this person? Interview #2: Business Contacts This is a continuation of the Desirable Jobs form. Here, the focus is on thinking in detail about the people the client knows who are more likely to have direct access to knowledge about job opportunities or influence over decision-making. The responses to the questions will, as before, suggest the work that needs to be done. As the discussion progresses, be open to the development of strategy. Who do you know who works for this business? How close are you? How helpful would this person be (job leads, new contacts)? What is your relationship with this person? (family, friend, neighbor, acquaintance) When you are with this person, what do you do? What job does this person have at the business? How long have they been there? What do they like/dislike about the job/workplace? How much education/training have they had? What is this persons experience with disability? What is this person relationship with coworkers/supervisors/customers? Who do they know that you should know? When a sizable number of potential contacts have been identified, individual objectives are identified for making contact with each. Client and counselor work as necessary to formulate the kind of questions that should be asked, information or materials collected, and what should happen next. It is generally best to start with people the client knows best, so they can practice their interview skills in a safe environment. The Business contact forms are used to organize and record the activities. They are used in review at the beginning of the next session as Client and counselor explore what happened, what worked, what didnt, what got in the way, and how to correct it. Interview #3: Family/Friends Avoid the temptation to start here. Family and friends are not-job specific. This interview is a step down to a more generic approach to job choice, more appropriate to any job than the desirable job. It may also be used to simply expanding social networks where only a very small network exists to begin with. It is still a very useful tool, it just needs to add to the activity in the second interview rather than replace it. These three interviews and the associated activities tend to run sequentially, but there can be some overlap and you may cycle through several times as new information comes to light. This is a client center process that allows the client to explore feasibility of current employment interests and develop new ones along the way. It is a self-educating process. As you repeat the questions over and over, the idea of asking questions and what to ask becomes a part of the job development process. Having listed all of the family and friends, the client and counselor work through the list: What is your relationship with this person? (family, friend, neighbor, acquaintance) How close are you? How helpful would this person be (job leads, new contacts)? When you are with this person, what do you do? Where is this person employed? How long have they been there? What do they like/dislike about the job/workplace? How much education/training have they had? What is this persons experience with disability? What is this person relationship with coworkers/supervisors/customers? Who do they know who could help you find/get a job? Are they willing to make introductions? '(m% ? S 6 7 8  )3}ͿՖxpe]hvxOJQJhv(hQOJQJhQOJQJhv(hVEOJQJhv(h~OJQJh/OJQJh~OJQJh:OJQJhv(hv(OJQJhv(h:5OJQJ\hv(h5s5OJQJ\h.(OJQJhpOJQJh\OJQJhv(OJQJh5sOJQJhv(h:OJQJ$()  a ? } S 7 8 ^^$a$gd\$a$Mkd$$If00*47a7ytv(4$If  7`kdD$$IfF0*    47a7ytv(4$If`kd$$IfF0*    47a7ytv(  (oOkdH$$If40F0*`F47a7yt84_4$If:kd$$If0*0*47a7ytv(()i]QQQQ 4$$Ifa$gdQ 4$$Ifa$gdvx:kdj$$If0*0*47a7ytVE 4$$Ifa$gd~wOkd$$If40F0* F47a7ytVEMNOPQRʿڷh:hOJQJh:hvxOJQJh~{OJQJhv(hv(OJQJh:OJQJhv(OJQJhv(h:OJQJh<]OJQJhvxOJQJhv(hvxOJQJ? 4$$Ifa$gdvx4$If`kd$$IfF"0*    47a7ytVERL@@@@@ 4$$Ifa$gdvx4$Ifkd$$If֞h"$~'0*47a7ytvxF@4$Ifkd$$If֞h"$~'0*47a7ytvx 4$$Ifa$gdvxF@4$Ifkdb$$If֞h"$~'0*47a7ytvx 4$$Ifa$gdvxNOF@@4$Ifkd6$$If֞h"$~'0*47a7ytvx 4$$Ifa$gdvxOPQRderNHH$Ifhkd$$Ifl*+ t0644 layt: $$Ifa$gd::kd&$$If0*0*47a7yt~||$If|kd $$Ifl40x*`$ t0644 layt:|$If|kd $$Ifl40x* $ t0644 layt: $$Ifa$gd:gdjkdK $$IflR *+ t0644 layt:^_`xz9:VX]^_`abcdefghikqsuvwĹĹhv(h\OJQJh\OJQJhv(h<]OJQJh<]OJQJhv(h:OJQJhv(hOJQJhhOJQJh:hOJQJhOJQJ>!= $Ifgd:hkd $$Ifl*+ t0644 layt:=>LMyy $Ifgd:|kdO $$Ifl40x*`$ t0644 layt:MNy $Ifgd:|kd $$Ifl40x* $ t0644 layt: $$Ifa$gdgdjkd $$IflR *+ t0644 layt: $Ifgd:hkd $$Ifl*+ t0644 laytyy $Ifgd:|kd $$Ifl40x*`$ t0644 layt]y $Ifgd:|kd$$$Ifl40x* $ t0644 layt]^_`yzG> 4$Ifgd<]:kd@$$If0*0*0*47a7yt 4$$Ifa$gdgdjkd$$IflR *+ t0644 laytWN 4$Ifgd:`kd$$IfF"0*0*    47a7yt<] 4$$Ifa$gd::kd$$If~0*0*0*47a7yt<]Fkd$$If֞d"$}'0*0*47a7yt~{ 4$$Ifa$gd:ri 4$Ifgd84_:kdz$$If0*0*0*47a7yt84_ 4$$Ifa$gd84_:kd$$IfI0*0*0*47a7yt\ 4$Ifgd<]):FWX^WN 4$Ifgd84_`kdJ$$IfF"0*0*    47a7yt84_ 4$$Ifa$gd84_:kd$$If~0*0*0*47a7yt84_^`bdfhjkFkd $$If֞d"$}'0*0*47a7yt84_ 4$$Ifa$gd84_krstuvwqr^gds4$&dPa$gd/$a$gd~{:kdH$$If`0*0*0*47a7yt\ 4$Ifgd84_wprdpr{Wh   !MNpqݹŢ~peeeehq5OJQJ\hv(hD9d5OJQJ\hD9d5OJQJ\hq5OJQJ\hv(h:5OJQJ\hD9dh:OJQJhs4hs45OJQJhs4h/5OJQJhD9dOJQJhs4OJQJh:OJQJh/OJQJh5sOJQJhv(h:OJQJh~{OJQJ'Fz8i  Mp !$&dPa$gdqgdq^gds4 !!!\!]!!!!!!!"">"?"q"r""""""H$%%W'X' )$)J))))M*N*++տտछyhMRh:5OJQJ\hD9d5OJQJ\h\OJQJ\hqOJQJ\hD9dOJQJ\hxOJQJ\ho?~OJQJ\h\5OJQJ\h:5OJQJ\ho?~5OJQJ\hqOJQJ\hqhqOJQJ\hq5OJQJ\/!\!!!!">"q"""""%%%X')))N*}****+K++gd\$&dPa$gdxgdq++51h:pv(;0/ =!"#$% $$If!vh55#v#v:V 55/ / / / 47a7ytv($$If!vh555#v#v#v:V 555/ / / 47a7ytv($$If!vh555#v#v#v:V 555/ / / 47a7ytv(\$$If!vh50*#v0*:V 50*/ 47a7ytv($$If!vh5F5#vF#v:V 4+5F5/ / 47a7yt84_$$If!vh5F5#vF#v:V 4+5F5/  / / 47a7ytVEj$$If!vh50*#v0*:V 50*/ / 47a7ytVE$$If!vh555#v#v:V ,55/  / / /  / / 47a7ytVE$$If!vh5555555#v#v:V 55/ / / / / / / 47a7ytvx$$If!vh5555555#v#v:V 55/  / / / / 47a7ytvx$$If!vh5555555#v#v:V 55/  / / / / 47a7ytvx$$If!vh5555555#v#v:V 55/ / / / / / / 47a7ytvxj$$If!vh50*#v0*:V 50*/ / 47a7yt~$$If!vh5+#v+:V l t06,5+yt:$$If!vh55$#v#v$:V l4 t06+55$yt:$$If!vh55$#v#v$:V l4 t06+55$yt:$$If!vh5+#v+:V lR t065+yt:$$If!vh5+#v+:V l t06,5+yt:$$If!vh55$#v#v$:V l4 t06+55$yt:$$If!vh55$#v#v$:V l4 t06+55$yt:$$If!vh5+#v+:V lR t065+yt:$$If!vh5+#v+:V l t06,5+yt$$If!vh55$#v#v$:V l4 t06+55$yt$$If!vh55$#v#v$:V l4 t06+55$yt$$If!vh5+#v+:V lR t065+ytb$$If!vh50*#v0*:V 0*,50*/ 47a7ytj$$If!vh50*#v0*:V ~0*50*/  / 47a7yt<]$$If!vh555#v#v#v:V 0*,555/  / / / / / 47a7yt<]&$$If!vh5555555#v#v#v#v#v#v#v:V 0*5555555/  / / / / / 47a7yt~{j$$If!vh50*#v0*:V I0*50*/ /  47a7yt\b$$If!vh50*#v0*:V 0*,50*/ 47a7yt84_j$$If!vh50*#v0*:V ~0*50*/  / 47a7yt84_$$If!vh555#v#v#v:V 0*,555/  / / / / / 47a7yt84_&$$If!vh5555555#v#v#v#v#v#v#v:V 0*5555555/  / / / / / 47a7yt84_j$$If!vh50*#v0*:V `0*50*/ /  47a7yt\^8 666666666vvvvvvvvv66666686666666666666666666666666666666666666666666666666hH6666666666666666666666666666666666666666666666666666666666666666662 0@P`p2( 0@P`p 0@P`p 0@P`p 0@P`p 0@P`p 0@P`p8XV~_HmH nH sH tH D`D Normal*$CJ_HaJmH sH tHDA D Default Paragraph FontVi@V 0 Table Normal :V 44 la (k ( 0No List DA D Default Paragraph FontJ/J WW-Default Paragraph FontJ/J Absatz-Standardschriftart2/!2 WW8Num1z0OJQJ6/16 WW8Num1z1 OJQJ^J2/A2 WW8Num1z2OJQJ2/Q2 WW8Num2z0OJQJ6/a6 WW8Num2z1 OJQJ^J2/q2 WW8Num2z2OJQJ2/2 WW8Num3z0OJQJ6/6 WW8Num3z1 OJQJ^J2/2 WW8Num3z2OJQJ2/2 WW8Num4z0OJQJ6/6 WW8Num4z1 OJQJ^J2/2 WW8Num4z2OJQJ2/2 WW8Num6z0OJQJ6/6 WW8Num6z1 OJQJ^J2/2 WW8Num6z2OJQJ4/4 WW8Num13z0OJQJ8/!8 WW8Num13z1 OJQJ^J4/14 WW8Num13z2OJQJ4/A4 WW8Num14z0OJQJ8/Q8 WW8Num14z1 OJQJ^J4/a4 WW8Num14z2OJQJ4/q4 WW8Num15z0OJQJ8/8 WW8Num15z1 OJQJ^J4/4 WW8Num15z2OJQJ4/4 WW8Num18z0OJQJ8/8 WW8Num18z1 OJQJ^J4/4 WW8Num18z2OJQJL/L WW-Default Paragraph Font1:/: Numbering SymbolsNN Heading /x$CJOJPJQJ^JaJ6B6  Body Text 0x(/( List1^JH""H Caption 2xx $6CJ]^JaJ.2. Index3 $^J<OB< Table Contents4 $PRP List Paragraph5]^`FAbF Table Heading 6$ $a$5\jsj vx Table Grid7:V707PK![Content_Types].xmlj0Eжr(΢Iw},-j4 wP-t#bΙ{UTU^hd}㨫)*1P' ^W0)T9<l#$yi};~@(Hu* Dנz/0ǰ $ X3aZ,D0j~3߶b~i>3\`?/[G\!-Rk.sԻ..a濭?PK!֧6 _rels/.relsj0 }Q%v/C/}(h"O = C?hv=Ʌ%[xp{۵_Pѣ<1H0ORBdJE4b$q_6LR7`0̞O,En7Lib/SeеPK!kytheme/theme/themeManager.xml M @}w7c(EbˮCAǠҟ7՛K Y, e.|,H,lxɴIsQ}#Ր ֵ+!,^$j=GW)E+& 8PK!Ptheme/theme/theme1.xmlYOo6w toc'vuر-MniP@I}úama[إ4:lЯGRX^6؊>$ !)O^rC$y@/yH*񄴽)޵߻UDb`}"qۋJחX^)I`nEp)liV[]1M<OP6r=zgbIguSebORD۫qu gZo~ٺlAplxpT0+[}`jzAV2Fi@qv֬5\|ʜ̭NleXdsjcs7f W+Ն7`g ȘJj|h(KD- dXiJ؇(x$( :;˹! I_TS 1?E??ZBΪmU/?~xY'y5g&΋/ɋ>GMGeD3Vq%'#q$8K)fw9:ĵ x}rxwr:\TZaG*y8IjbRc|XŻǿI u3KGnD1NIBs RuK>V.EL+M2#'fi ~V vl{u8zH *:(W☕ ~JTe\O*tHGHY}KNP*ݾ˦TѼ9/#A7qZ$*c?qUnwN%Oi4 =3ڗP 1Pm \\9Mؓ2aD];Yt\[x]}Wr|]g- eW )6-rCSj id DЇAΜIqbJ#x꺃 6k#ASh&ʌt(Q%p%m&]caSl=X\P1Mh9MVdDAaVB[݈fJíP|8 քAV^f Hn- "d>znNJ ة>b&2vKyϼD:,AGm\nziÙ.uχYC6OMf3or$5NHT[XF64T,ќM0E)`#5XY`פ;%1U٥m;R>QD DcpU'&LE/pm%]8firS4d 7y\`JnίI R3U~7+׸#m qBiDi*L69mY&iHE=(K&N!V.KeLDĕ{D vEꦚdeNƟe(MN9ߜR6&3(a/DUz<{ˊYȳV)9Z[4^n5!J?Q3eBoCM m<.vpIYfZY_p[=al-Y}Nc͙ŋ4vfavl'SA8|*u{-ߟ0%M07%<ҍPK! ѐ'theme/theme/_rels/themeManager.xml.relsM 0wooӺ&݈Э5 6?$Q ,.aic21h:qm@RN;d`o7gK(M&$R(.1r'JЊT8V"AȻHu}|$b{P8g/]QAsم(#L[PK-![Content_Types].xmlPK-!֧6 +_rels/.relsPK-!kytheme/theme/themeManager.xmlPK-!Ptheme/theme/theme1.xmlPK-! ѐ' theme/theme/_rels/themeManager.xml.relsPK] #tw+&57 (O=M]^k!++ !"#$%'()*+,-./012346898@0(  B S  ?###?F}SZ VZ4:!!#3333333333333[ ###^`.88^8`.^`.^`.pp^p`.  ^ `.@ @ ^@ `.  ^ `.^`.P^`P@@^@`0^`0``^``^`^`^``^``00^0`WW8Num1~{v(s4:lAVEMR84_D9dqo?~Q~wvx/q\5s.(xp~<] ##@#x@Unknown G* Times New Roman5Symbol3. * Arial7K@Cambria?= * Courier New;WingdingsG5  hMS Mincho-3 fg5. *aTahomaA BCambria MathBhªՆªՆG&\A\A!x20##2QHX $Pv(!xx A00296192 A00296192  Oh+'0p   , 8 DPX`h A00296192Normal A002961922Microsoft Office Word@F#@j@ 5@ 5\՜.+,0 hp|  usuA#  Title  !"#$%&'()*+,-./0123456789:<=>?@ABCDEGHIJKLMNOPQRSTUVWXYZ[]^_`abcefghijknRoot Entry FЮ5pData ;1TableF*WordDocument7tSummaryInformation(\DocumentSummaryInformation8dCompObjy  F'Microsoft Office Word 97-2003 Document MSWordDocWord.Document.89q