Archives for Small Business Tips

Income Through Self Employment

  

Do you have a product or service that you would like to start or advertise or share?  Go to the Disability Foundation website at www.abcoop.org (Abilities Business Cooperative) to join for free.  This co-op promotes people with disabilities who want to generate income through self-employment.  Also, check out the other organizations that you can become involved in such as Disabled Sailing, Disabled Gardening, Tetra, or Adapted Music at www.disabilityfoundation.org. 

Social Enterprise and Micro-loans

  

Are you looking to start up your own enterprise? Vancity offers loans for social enterprise and micro-loans for small business start-up. Vancity also offers advice with business planning and mentorship with its ABLED program for people with disabilities.

*UPDATED April 8, 2012*

Entrepreneurs With Disabilities Program

  

If you are looking to start a business you may be eligible for up to $150,000 to help you get started. Check out the Entrepreneurs With Disabilities Program at the Western Economic Diversification Fund to find out how to apply.

Home Renovation grants in BC

  

If you have an adult or child with a developmental disability living at home, you may qualify for financial support for renovations to your home.

The Giving in Action Society  provides grants to families living in the province of British Columbia through the Family Independence Fund. The grants enable families to stay together by addressing accessibility issues in their home and
community.

Find the application form and more information at the Family Independence Fund.

 

Income through Self Employment

  

The Disability Foundation has launched a website (www.abcoop.org) that promotes people with disabilities to generate income through self employment.  Contact the people on the site and see what products and/or services they have to offer.

Engaging your Employees

  

Employers are moving away from the old management style of "command and control" to engaging their employees.  Studies have shown that engaged employees are 40% more productive than other employees and have a higher level of emotional committment.  This goes a long way in ensuring consistency in the care of your family member!

Perhaps that next time you want something done at a home, try engaging the employees by building a vision of what you’d like for your son or daughter in the future and ask the staff how they can help contribute to your vision.  If you consistently apply this you’d be surprised at the increased level of committment and productivity.

Top 10 things that engages employees:

1. Achievement

2. Recognition

3. The work itself

4. Responsibility

5. Increased responsibility

6. Growth

7. Salary

8. Relationships at work

9. Working conditions

10. Security

You may not be able to do all of these but try out a few over the next couple of months and see.  Lead the way!

Shortlisting for Interviews

  

When shortlisting staff I have a hard look at the resumes and cover letters looking for experience and skills. I also look for any discrepencies, gaps in employment etc.

Once I have several suitable resumes I do a short telephone interview so as not to waste my time and the candidates time. If the candidate seems worth an interview then a face-to-face meeting can be arranged. If possible, I usually interview 4-6 candidates all on one day.

Interview Evaluation Summary

  

This form may be helpful (cut & paste) when you have completed your interview and you want to reflect on selecting the best candidate for the position.This evaluation matches the interview questions in another posting. So, when filling out this form, the person either performed the required behaviors or they didn’t, hence the yes or no answers (of course you may decide that it is unrealistic for the person to know that behavior and can learn).

 

Candidate Evaluation Summary

Candidate’s Name______________________

Date__________________________________


1. Health and Safety:

Behavioural Level: Helps with achieving good hygiene and nutrition; is aware and proactive with respect to safety; ensures that medical care and appointments are up to date and recorded. Interpretive Guide: Did the candidate demonstrate an awareness of health and safety issues when supporting a person with a disability? Do they think and act proactively to prevent unsafe situations?

Level Observed: Yes or No


2. Conflict Management:
Behavioural Level: Is mindful about language and its impact on others; notices conflict and picks the appropriate time to resolve it; Actively uses conflict resolution skills; has an advanced understanding on conflict resolution.

Interpretive Guide: Did they demonstrate that they are aware of language and timing? Did the candidate notice conflict and actively try and resolve it? Does the candidate have conflict resolution skills that they use on a daily basis?

Level Observed: Yes or No

 

3. Time Management

Behavioural Level: Plans ahead, is internally motivated to complete tasks; keeps staff schedule current and keeps staff up to date.

Interpretive Guide: Did the candidate demonstrate that they plan ahead? Did the candidate demonstrate that they are a self-starter? Have they scheduled staff? Have they planned for another person in terms of housing, recreational, medical, and other activities?

Level Observed: Yes or No

4. Use of Positive Behavior Supports


Behavioural Level: Consistently uses picture symbols for communication and scheduling; ensures that devices and supports are used in the community to assist Angela; Knows the elements of positive behavior supports and knows how to keep data; Knows what a Functional Assessment is and can do one; Understands social stories and uses them appropriately.

Interpretive Guide: Did the candidate demonstrate knowledge of Positive Behavior Supports. Has the candidate used PBS on a regular basis? Does the candidate have an advanced understanding of PBS and all of its elements?

Level Observed: Yes or No

 

5. Community Integration and Friendships:
Behavioural Level: Helps clients to be part of the community and actively promotes friendships with people who are not paid staff. Educates others about the benefits of inclusion.

Interpretive Guide: Did the candidate demonstrate inclusive behavior? Has the candidate helped someone to get a friendship and maintain it?

Level Observed: Yes or No

6. Independence Building:


Behavioural Level: Promotes independence of clients; Follows scheduling protocols to promote independence; looks for opportunities for paid employment.

Interpretive Guide: Did the candidate show that they actively encouraged a client’s independence? Do they allow the person with a disability to speak for themselves? Have they helped a person with a disability get a job?

Level Observed: Yes or No


7. Treats People with Respect:


Behavioural Level: Speaks appropriately to clients, offers choices, does not speak about a client as if they were not there; promotes respectful behavior from others.
Interpretive Guide: Did the candidate show that they have respectful behavior toward people with disabilities? Did they demonstrate that with clients and in the community?

Level Observed: Yes or No


8. Other Role Competencies:


Behavioural Level:
Administers all aspects of household management; reconciles personal and house accounts; Leads a staff team; possesses computer skills to create positive behavior supports.
Interpretive Guide: Did the candidate demonstrate the ability to run a household? Have they looked after another person’s finances? Do they have computer skills? Have they led a team? 

Level Observed: Yes or No

 

 

Parents as Employers… Sample Interview Questions

  

The interview questions below are behaviourally based interview questions that I wrote and use when hiring staff. They are questions that ask, "Tell me a time about when you actually did x,y, x," rather than situational questions that asks a question like, "what would you do if…."

A situational question is helpful as a back up if the candidate does not have experience but intuitively knows the right answer. From the text below (copy and paste) you can create an interview form in Word. Just reformat, change the questions to suit your circumstances, insert lines under each question so you have room to write and then you have interview questions that can be used again and again. 

 

Residential Support Worker Interview Questions

Date__________________________________
Candidate’s Name______________________

Career History
Start with your latest work experience and work backwards to high school. What was your position? What was your area of responsibility? Who reported to you? And who did you report to? What were the key skills for the job? What experiences makes you suitable for this job? What would you need to learn for this job?


Health and Safety:
What do you think needs to be considered with regard to client health and their personal safety? Give me specific examples of what you did with respect to client health and safety in your last position. Give me an example of when in the past something went wrong with a health or an unsafe situation. What did you do? What were you supposed to do? What was the result?


Conflict Management
Tell me about a time when you were in a conflict at work. What was the situation? What did you say? What did they do? What was the outcome? Tell me what you considered when you were in a conflict. What skills did you use? How do you actively practice conflict resolution skills at work? Give specific examples of how you practiced your skills. Give me an example when an attempt to resolve conflict went wrong? What did you do? What were you supposed to do? What was the result?


Organizational Skills:
Tell me about how you stay organized at work when you have conflicting demands. Give me specific examples of how you managed conflicting responsibilities in the past? What past experience do you have in organizing a household where people with disabilities live? Give specific examples of your duties. Explain how you went about it. Think back to a time when you scheduled staff. How many staff did you schedule for? How did you go about it?


Use of Positive Behavior Supports:
Explain Positive Behavior Supports. What is a Functional Assessment? What are setting events, antecedents, and maintaining consequences? What is a Social Story? What are the primary sentences of a Social Story? How are they applied? What is the purpose of keeping data? How do you analyze the data? Tell me about a time that you used Positive Behavior Supports in your job? Be specific and detailed. Tell me about your past experience using Boardmaker.


Community Integration and Friendships:
Give me an example of a past work situation where you assisted a person with a disability to be part of the community? What did you do? What was the result for the person with a disability? Give me an example when you tried to integrate someone into the community
and it did not work. What was the situation? What happened? What was the result for the person with a disability? What would you do different?


Independence Building:
Give me an example of a time when you helped a person with a disability to become more independent. What did you do? What was the outcome? How did the person with a disability become more independent? Tell me about a time when your efforts to help someone with independence failed. What did you do? What was the outcome? What did you do different after?


Treats People with Respect:
Tell me about how you treated your clients with respect. What did that look like specifically? What was the situation? What did you do? What was the result? How did you encourage others to do the same? Give me specific examples. Tell me about a time when you did not show respect. What happened? What was the outcome for the person with the disability?


Other Questions:
Tell me about a time when you managed a household for other people. What exactly did you do? Give me a complete list of your duties. Give me an example of a time when you led a group of staff? What were your responsibilities? Give me an example of a time
when you were leading a staff team and they resisted your direction. What happened? What was the result? What did you do to get it on track?

Does the candidate have any questions? If so, what are they?

Top Ten Interviewing Tips

  

Many parents inherit human resources professional duties as a consequence of having to provide staff for their loved ones. One such duty is having to interview staff. So, what follows are the top ten tips for a good interview process:

1. Be prepared.

2. Shortlist the top four to six candidates and interview them.

3. Find a suitable place to interview. I have done it at home and in restaurants. I prefer the restaurants.

4. Have good interview questions.

5. Be open with your information so they can give you the best answers.

6. Be aware of body language, yours and theirs.

7. Have someone else interview with you and take notes (or you can develop a form with the interview questions and space to write your observations).

8. Set the tone. Give them background on the hiring situation, tell them to take their time with the answers and to relax.

9. Don’t hire on the spot. Check references. Call back the ones you have interviewed and inform them they did not get the job. Do not do this until the successful candidate has accepted the job and you have negotiated wages and working conditions.

10. Evaluate the answers given and trust your gut. It is sometimes better to hire someone that is green but intuitively gives the right answers and that you feel good about.