Using the Employment Opportunity Survey (EOS) to
Partner with Employers

Dennis Gilbride & Jennifer Coughlin

Syracuse University

Jamie Mitus

Hofstra University

April 22, 2009

Our Initial Goals

The Results

Development of the Employment Opportunity Survey (originally entitled the Employer Openness Survey)

The EOS

Key Characteristics of Open Employers

Work Culture Issues

Job Match

Employer Experience and Support

Consumer Results: Inclusion

“They include us in everything that they do. I mean we are included. We were having a Christmas party a couple of weeks ago, and they are including us in it. Everything they do we are included…They include us in everything.”

Consumer Results: Job Performance

“I don’t think they see the disabilities. They treat us like we’re—like you want to be treated, like a regular human being, and that’s the way they treat us down there. You know they don’t see disabilities. They see our performance. As long as we perform to the best of our abilities, that’s all they ask.”

Provider Results

“I think what I could use the most is a point of contact, someone that I know I can pick up the phone and call and ask questions… about reasonable accommodations…the ADA, especially that, what it is we’re expected to do, what’s reasonable.”

Employer Results: Support

Employer Openness Instrument
For Provider Use

Most Important Use of the EOS

It is an effective method to develop relationships with employers

Which result in:

EOS
Consumer/Student Use

The Instrument

What are your company’s key strengths?

Employer 1:

The work culture is diversified. All employees are valued for what they bring. Put downs and sarcasm are not allowed. There is continual communication between staff along with team building exercises.

Employer 2:

Maintaining the property and providing excellent customer service.

Question One

Question Two:

What are the three top concerns of your company’s Chief Executive Officer?

Employer 1

1) Properly training each individual to allow everyone the chance to maximize their potential 2) Maintaining a favorable work culture 3) Maintaining and infrastructure to support growth

Employer 2

1) Ability to compete/to be the best in the business 2) Maintaining costs 3) Cash flow

Question Three:

What recruiting resources do you use to find good candidates?

Employer 1

Top two resources: Local on-line help wanted ads, employee referrals

Experience with government agencies: Post jobs on DOL Career Link and recruit through one-stop

Employer 2

Top two resources: Job candidates find us, no recruitment needed

Experience with gov’t agencies: None

Question Four:

How has using automated electronic applications, such as resume scanning, using fax machines, email and the Internet, changed the make up of your applicant pool?

Employer 1

No change in particular. Many resumes are now sent via e-mail. HR department still accepts walk-ins and front desk has applications for walk-ins. HR prefers that applicants call for an appointment but will meet with walk-ins if available.

Employer 2

All applicants must apply at our on-site kiosk.

Question Five:

What jobs do you currently have openings for or that you will have in the near future?

Employer 1

Entry-level customer service and management

which requires bachelor’s degree

Employer 2

Housekeeping Department

Question Six:

What personal attributes or characteristics does your company look for in new hires?

Employer 1

Enthusiasm, integrity, pleasant, good work ethic, and no drugs. Desire to grow and move to the next level and respect for the company culture.

Employer 2

Work history, customer service skills, reliability

Question Seven:

What criteria or measures, such as interview and reference checks, do you use to determine if an applicant is a good fit for the job?

Employer 1

Must submit resume and have three interviews prior to hire. Also, undergo criminal and reference checks.

Employer 2

HR requires a resume only, no interview. Criminal background check also conducted

Question Eight:

If you had to choose, would you select someone who you knew to be a quick learner or someone who you knew to be very dependable? Why?

Employer 1

Dependable, “if they have heart, we’ll teach them.”

Employer 2

Quick learner, because it’s a fast-paced environment and we do not have a lot of time to train new employees.

Question Nine:

Do you provide internships and/or apprenticeships?

Employer 1

Yes, college-level internships and job-shadow opportunities for high school students.

Employer 2

No.

Question Ten:

Can supervisors flexibly assign job tasks based on an employees strengths and weaknesses?

Employer 1

Absolutely! and they do.

Employer 2

Typically this does not happen. Employees must be able to complete the tasks assigned.

Question Eleven:

Does your company have special recognition programs for employees, teams, department, or other groups?

Employer 1

Two monthly awards given by the supervisors, three annual “Victory Celebrations”. There are also a “SOGTUR” (stop the praise give us the raise) raises given.

President also gives out personalized cards to employees who have done a great job.

Employer 2

Annual luncheon for all employees

Question Twelve:

How do you communicate with, and get feedback from, your employees?

Employer 1

Bi-monthly team meetings (great huddle) when each staff member gives a “state of” (personal status report), mandatory bimonthly meetings on the first and third Wednesday of each month from 6-8. Dinner is served.

Employer 2

Employees can raise concerns at quarterly staff meetings.

Question Thirteen:

What benefits do you offer?

Employer 1

Contribution to health insurance, personal days, sick days, vacation days, leaderships training, and opportunities for advancement.

Employer 2

For full time employees: Health, dental, life insurance, vacation and personal days after one year, accrued sick.

For part time employees: No benefits.

Question Fourteen:

What kind of social activities does your company have, and who participates?

Employer 1

Holiday party, summer BBQ, dinner meetings at local restaurant, special parties for employees (baby showers), Bar-Blast (limo picks up employees and returns them home), attend a professional hockey game.

Employer 2

HT is currently planning its first annual staff picnic

Question Fifteen:

If a new hire or current employee asks for an accommodation, who would you go to for technical assistance?

Employer 1

The company will purchase whatever is needed. Also, our policy states that HR will answer accommodation questions within one day and the IT department is immediately responsive and is provided a budget for adaptive technology needs.

Employer 2

Employee can talk to supervisor.

Question Sixteen:

How do you handle it when an employee returns to work after an illness or injury?

Employer 1

A doctor’s note is needed and accommodations are made when necessary. We are committed to problem-solving with the employee to figure out the best fit upon return to the job..

Employer 2

Must obtain note from doctor in order to return to work.

Question Seventeen:

What was the single most effective action your company took to promote diversity in the workplace? How did that come about?

Employer 1

Company policy to hire diverse staff is included in the “how we’re gonna do it” statement and “rules” statement. We also have a Diversity Coordinator in the HR department and a Community Outreach Coordinator.

Employer 2

No action. Staff is already fairly diverse.

Question Eighteen:

What are you must proud of at your place of employment?

Employer 1

The culture. The employees work as a team. Employees value the culture and they are an integral part of it

Employer 2

Consistently meeting financial goals form year to year.

Tips in Using the EOS

Summary

For participants wanting more in-depth training on using the EOS and improving employer partnerships we will be offering a 3 week Blackboard supported class from June 8th through June 26th.

Event Name: “In-Depth Training on Developing Employer Relationships Using the EOS Protocol”

Registration Opens: May 15th, 2009

Related Upcoming Events

Questions?

Dennis Gilbride Ph.D. CRC- ddgilbri@syr.edu

Jennifer Coughlin MSW- jmcoughl@syr.edu

Jamie Mitus Ph.D. CRC- Jamie.S.Mitus@hofstra.edu

Contact Information

Employment Service Systems Research and Training Center at essrtc.org

Key Reference

Gilbride, D. , Vandergoot, D., Golden, K., & Stensrud, R. (2006). Development and validation of the Employer Openness Survey. Rehabilitation Counseling Bulletin, 49, 81-89.

More Information & References

THANK YOU!

TACE Center: Region IV

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Education Credits

Participants may be eligible for CEU and CRCC credits.

My TACE Portal: tacesoutheast.org/myportal/

Disclaimer

This presentation was developed by the
TACE Center: Region IV ©2009 with funds from the U.S. Department of Education, Rehabilitation Services Administration (RSA) under the priority of Technical Assistance and Continuing Education Projects (TACE) – Grant #H264A080021. However, the contents of this presentation do not necessarily represent the policy of the RSA and you should not assume endorsement by the Federal Government [34 CFR 75.620 (b)].

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