As you start to consider the feasibility of a job carving program for your organization, the following guidelines may help build sustainable infrastructure for your program.

Gathering a community

Establish a community advisory council that includes members from the following stakeholder groups:

• Human Resources leaders
• Managers
• Representative from Vocational Rehabilitation Services and job development agencies
• Employees with various disabilities within your organization

Building internal support

Work with organization leadership to gain support for a pilot project to demonstrate success:

• Identify shared values
• Highlight other organizations’ program success
• Ensure diverse representation
• Facilitate active engagement
• Create a scope of work and a charter

Work within your organization to identify tasks/duties that are not prioritized by other employees that can be carved into another position description. Ask your department these six key questions:

1. What are the various jobs available in this department?
2. What are some of the tasks and job duties that fall to the bottom of the priority list when times are busy and there is a heavier workload? Are there tasks that need to be done but are not getting done because no one has time?
3. If you asked your employees what they wished they had help with, what would they say? Do you ever hear your employees grumbling or complaining about doing certain tasks?
4. Are there any simpler tasks that are being performed by someone at a higher pay rate that are keeping them from performing more essential parts of their job?
5. If you could create a new position for someone that involves focusing on just one job task that needs getting done, what would that be and why?
6. If you had someone that was dedicated to these tasks how would this benefit you?

Preparing to hire

Consult with your Human Resources team members, and union representatives if relevant, to create job classifications or job roles. Make sure that these positions will be flexible for new hires to grow into as they gain confidence. Have specific duties and tasks that provide the opportunity to master a skill set, and are conducive to working with a job coach.

Job classification requirements can include having a contract with Vocational Rehabilitation Services and a job coach or job developer to automatically filter applicants to people with disabilities who are looking for work.

Evaluate your application and hiring processes for accessibility and equitable practices.

Consider compensation, work schedules, and developing a workplace culture that maximizes employees’ skills and meets the organization’s needs.

• Paying employees competitive wages
• Considering upper income limits so employees do not lose social security insurance benefits
• Providing individual support and training to maintain employment
• Fostering a work environment that values diverse skills and abilities