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Interested in developing PFW within your Rotary Club?
Following are steps to follow to create Partners for Work in Your Rotary Club:
• Talk to other members about it to see if there is some interest.
• Share the idea with your Club President, President-Elect and Vocational Chair.
• Make a presentation to your Board.
• Work with your Club President to plan how it is presented to the club.
• Partner with a Community Supported Employment Provider.
• Have regular meetings to educate the club about how members can help to create opportunities.
• Create a steering committee of a few members who meet regularly to develop club-level activities.
Have regular activities at your club meetings using suggestions from the Sample Club Activities sheet.
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Employment opportunities for people with developmental disabilities
Partners for Work (PFW) is a Rotary District 5030 project that creates
employment opportunities for people with developmental disabilities by
utilizing Rotarian business leadership as a vital link between job
candidates and paid work. PFW, developed by the Auburn Rotary Club in
2003, has expanded throughout Western Washington as a viable program
that assists employers in gaining access to this talented, untapped
workforce. The target population, people who are over 18 years of age,
have developmental disabilities, and want to work. These individuals
have learned valuable skills to offer the workplace, yet their
unemployment rate (70%) is very high and many cannot meet the
established job requirements set by human resource departments within
businesses. Rotarians are often the top people in their companies and
play a key networking and leadership role in helping open the door
towards paid work for these individuals.
This project focuses on creating new opportunities for people who have
traditionally been left out of the job market by having Rotarians
become more aware of individual skills and abilities that exist within
their own communities. This can be done simply through a series of
club-level activities that don’t require fundraising or considerable
amounts of volunteer service time by club membership.
Contact PFW district project chair Jon Hankins for further
information and to receive a PFW toolkit to assist your club in seeding
this wonderful project within your club!
Frequently Asked Questions Regarding Partners For Work
As a business leader, have you ever had
concerns regarding workplace safety (liability), limited budget to
justify a paid position, or having enough time and money to effectively
train a new hire? While these are typical concerns of many employers
have in "thinking" about hiring someone with a developmental
disability, PFW has developed this list of Frequently Asked Questions to address myths vs.
facts in hiring quality staff!
What is a developmental disability?
This
term is used to describe disabilities that affect a person's
development before age 18, whether physical, social, intellectual or a
combination of the three. Developmental disabilities include: Down
syndrome, cerebral palsy, cognitive disability and autism. Individuals
with developmental disabilities have a wide range of skills and
abilities that make them strong candidates for employment.
What should I expect from an employee with a developmental disability?
Like anyone else, people with developmental disabilities have strengths
and weaknesses, talents and abilities. These talents could potentially
include things you find beneficial to your workplace such as customer
service skills, team-work, strong motivation for work, or direct
experience and interest in your line of work. There could be someone in
your community with a developmental disability who has some or all of
the specific skills you are looking for to enhance your business.
What do I have to offer?
You may think at first that there are no jobs at your workplace for
someone with a developmental disability. Take a look around. Ask your
managers to list the things that they need done and do not have time to
do, or that take time away from more skilled employees. The
possibilities are endless. You don’t have to work this out alone,
either. If you’re not sure how a person with a developmental disability
can fit into your business, see the contact information below to speak
with a member of the PFW committee.
I can’t offer a full time job – does that mean I can’t hire someone?
Not at all. Many people with developmental disabilities are interested
in working part-time. In fact, part-time employment may be the best way
for an employee to train and master the skills they need for your
business.
How will this affect my other employees?
Many co-workers report that working alongside a person with a
developmental disability has enhanced their teamwork and their work
culture. If your employees are initially uncertain about the concept,
it’s usually because they have no idea what to expect. An Employment
Consultant can help you address this issue in several ways. A site
visit can be arranged to develop a better understanding of your
business. The Employment Consultant can individually meet with staff to
help answer any questions or address concerns that may exist. In some
cases, an employer may be eligible to receive diversity and/or
co-worker trainings that are tailored to your specific business needs.
As business needs and personnel are always changing, technical support
can be provided to help you meet these challenges.
What about accommodating special needs?
If you think about it, you are accommodating the individual needs of
employees all the time. This may range from providing hand rests for
staff using computers, to flex time programs, to providing task lists,
to simply helping a co-worker with physical tasks that they are not
strong enough to do. Most of the time, making accommodations for
someone is simple and does not cost your business anything at all. If
necessary, there are grants available for workplace modifications or
assistive technologies. An Employment Consultant can provide you with
more information.
Will I have support?
Absolutely! If you decide to hire someone with a developmental
disability, an Employment Consultant is available to help you or your
staff train the person. As your new employee learns the skills they
need to do the job, the consultant fades out of the picture. If you
need help teaching your employee new skills later on, a phone call may
be all it takes to bring the consultant back to the worksite. Whether
it’s two weeks, two months or two years later, this resource can assist
you.
What about liability?
As a responsible employer, you are already providing a healthy and safe
workplace, and your business has Workers Compensation and general
insurance coverage. Hiring someone with a developmental disability does
not increase your liability.
Rotary Partners for Work promotes open and honest communication between
employers and employees. If there is a medical condition or anything
else that could affect health and safety on the job, then you need to
know about it, just as you would with any other employee.
What about wages?
Employees with developmental disabilities earn minimum wage or above
depending on the assigned job duties and the employer’s pay scale.
How will this benefit my business?
Many employers are finding it hard to find reliable, long-term,
entry-level employees. People with developmental disabilities are a
labor source that is vastly under utilized by most industries and
businesses. Many employers report that hiring someone with a
developmental disability is not only great for the business community,
but cost-effective toward their bottom line.
CLICK HERE FOR A PRINTER FRIENDLY VERSION OF THIS INFORMATION (PDF).
