Key Initiatives of the Institute for Economic Empowerment-Part1

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


Work Location Type

Government Facility64%

NPA Facility29%

In the Community6%

Combination of NPA facility, government

facility and/or community

1%

Combinationof NPAfacility,governmentfacility and/orcommunity

GovernmentFacility

NPA Facility

In theCommunity


0%

10%

20%

30%

40%

50%

60%

70%

80%

Asian Black or AfricanAmerican

Hispanic or Latino Other White orCaucasian

Racial/Ethnic Composition of Workers

AbilityOne Workers US Population


6%

27%

33%31%

4%

0%

5%

10%

15%

20%

25%

30%

35%

Percentage of Workers

Under 22 22 to 35 35 to 50 50 to 65 Over 65

Age of Workers with a Disability


Age of Workers by Line of Business

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Assem

bly/M

anufa

cturin

g

Docum

ent M

anag

emen

t/Des

tructi

onFa

cilitie

s Man

agem

ent

Food

Ser

vice/C

aterin

g

Groun

ds M

ainten

ance

/Land

scap

ing

Janit

orial

/Cus

todial

Laun

dry

Other

War

ehou

sing/S

helf S

tockin

g

Under 2Over 6551-6536-5022-35


ERS: Percentage of Employees by Disability Type

0%

5%

10%

15%

20%

25%

30%

35%

40%

Intell

ectua

l/ Dev

elopm

ental

Disa

bilitie

s

Mental

Illne

ssMus

culos

kelet

al Disa

bilitie

sDea

f and

Hea

ring D

isabil

ities

Blind a

nd V

isual

Impa

irmen

ts

Head I

njurie

s

Other


ERS: Percentage of Veterans by Disability Type

0%

10%

20%

30%

40%

50%

60%

70%

Intell

ectua

l/Dev

elopm

ental

Disa

bilitie

s

Mental

Illne

ss

Muscu

loske

letal

Disabil

ities

Deaf a

nd H

earin

g Disa

bilitie

s

Blind a

nd Visu

al Im

pairm

ents

Head I

njurie

s

Other

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

E.3. My work area is a safe place to work.

C.6. I receive the tools and equipment I need to do my job well.

E.2. I feel proud of my work.

A.4. My org is a friendly place to work.

E.4. Overall, I am satisfied with my job.

Percent positive (agree + strongly agree)

84.3%

84.4%

86.4%

86.5%

90.1%

0% 20% 40% 60% 80% 100%

Least Positive Items

C.12. Staff members at my org assist me to identify new jobs outside of this organization.

D.5. I am rewarded for making suggestions that help my org.

D.2. I am satisfied with my benefits at my org.

D.4. My supervisor allows me to take on increasing levels of responsibility.

C.9. I was informed of resources that may be available outside my org that would be of help to me.


61.2%

61.1%

60.1%

37.8%

36.2%

0% 20% 40% 60% 80% 100%

Average Satisfaction by Disability

Sensory

Average % Positive (30 items)

MR/DD

MH/SA

Other/unknown

Physical 64.8%

66.3%

69.7%

72.7%

74.3%

0% 20% 40% 60% 80% 100%

Average Satisfaction by Industry

Average % Positive (30 items)

Assembly/manufacturing

Janitorial/custodial

Other services 70.0%

71.2%

74.2%

0% 20% 40% 60% 80% 100%

Assistive Tech by Disability

I have the assistive technology that I need to do my job.

Sensory

MR/DD

MH/SA

Other/unknown

Physical 60.2%

76.9%

63.8%

67.6%

62.8%

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

Janitorial/custodial

Other services 60.3%

53.4%

67.3%

0% 20% 40% 60% 80% 100%

Priority Index

Prio

rity

Inde

x

Avg

Rati

ng R

anki

ng

Corr

wit

h O

vera

ll Sa

tisf

.

Top 5 Priorities – Both Versions

1. Receive praise and recognition from supervisor(D.3.)

2. Supervisor allows me to take on higher responsibility (D.4.)

3. Rewarded for making suggestions that help org (D.5.)

4. My training increases chances to get a better job (C.5.)

5. Supervisor shows a sincere interest in me as a person, not just as an employee (B.2.)

Top 5 Priorities - Short Version

1. A8. I am happy with my pay (Corresponding question from long version, D1)

2. A7. Staff members at my org tell me about other services I can get. (C9)

3. A4. I can talk to my supervisor about problems with my job.(B5)

4. A3. My supervisor lets me know how I am doing on my job. (B4)

5. 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


QWE & AbilityOne Employee Satisfaction Survey

Highest Satisfaction Areas

E.3. My work area is a safe place to work.

C.6. I receive the tools and equipment I need to do my job well.

E.2. I feel proud of my work.

A.4. My org is a friendly place to work.

E.4. Overall, I am satisfied with my job.


84.3%

84.4%

86.4%

86.5%

90.1%

0% 20% 40% 60% 80% 100%


Lowest Satisfaction Areas

C.12. Staff members at my org assist me to identify new jobs outside of this organization.

D.5. I am rewarded for making suggestions that help my org.

D.2. I am satisfied with my benefits at my org.

D.4. My supervisor allows me to take on increasing levels of responsibility.

C.9. I was informed of resources that may be available outside my org that would be of help to me.


61.2%

61.1%

60.1%

37.8%

36.2%

0% 20% 40% 60% 80% 100%


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


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 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

QWE & Employee Research System


Questions?

• Ron Colavito – [email protected]

• Mike Idoni – [email protected]

• Peta Leonard– [email protected]

• Therese Stein– [email protected]

• Jan Williams– [email protected]

Key Initiatives of the Institute for Economic Empowerment-Part1

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