RISEmploy
Each TCOM tool is a combination of items inside of a domain meant to reflect the emerging needs and strengths of its population of use. It is adaptable. One of these adaptations is the “Readiness Inventory for Successful Employment (RISEmploy), also known as the Strengths at Work (SAW), can be implemented as its own tool or included as a module in the Adult Needs and Strengths Assessment (ANSA). This tool focuses on skills and strengths that can ensure success in obtaining and maintaining a job.
The RISEmploy is a meaningful development that aligns with TCOM’s goal of helping people manage complex systems. Transitioning back in the workforce as an adult can be a complex and daunting task. As part of the transformative process, the RISEmploy allows individuals to see what they have to offer the workplace, rather than feeling overwhelmed by any short-comings.
Everyone needs and deserves an opportunity to find meaningful work. The RISEmploy makes that possible by urging the individual to see their own strengths and then work towards communicating those strengths to future employers. The tool consists of 4 key domains (or sub-modules): Orientation, Experience, Performance and Readiness.
Work Orientation focuses on goals and expectations. The questions and ratings help identify what type of work the client is aspiring for, whether or not their educational or career background supports that goal, and if the client has an understanding of whether or not their ideal job is currently available.
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Career Aspirations |
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Aspirational Congruence |
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Labor Market Expectations |
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Work Ethic |
Work Experience takes note of prior work history. Since this is being scored as a strength, this section presents positive traits such as staying at a job for a reasonable amount of time or having positive references from previous employers.
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Work History |
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Time Since Last Job |
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Job Turnover |
Work Performance is where an individual will be able to highlight the strengths they have displayed in previous jobs. This section considers attendance, positive work relationships, an understanding of good customer service, and general job enjoyment.
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Job Attendance |
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Job Performance |
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Job Relations |
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Job Enjoyment |
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Customer Orientation |
Work Readiness establishes whether or not an individual is prepared to go back into the workforce. It also provides an outline for how they can increase their readiness in a particular area. It takes into account financial literacy, digital literacy, skills, appropriate clothing for interviews, and the status of a resume and cover letter.
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Routine |
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Skills Relevant to Aspirations |
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Digital Literacy |
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Financial Literacy |
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Resume, Cover Letter |
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Interview Clothes |
The goal of the RISEmploy is to highlight an individual’s strengths so they can see their own potential as they transition back into the workplace. Or to identify where strengths should be developed to ensure success. Another benefit, however, is that it shows areas for improvement as well. The ratings show where action steps can be taken in order to turn something into a strength. Having a meaningful work life is a significant part of identity in adulthood. Every person, regardless of their history, deserves an opportunity to identify their strengths, build their strengths, and use their strengths in a job that provides meaning and purpose.
To learn more about this tool, contact info@praedfoundation.org.
I also agree with Dan that RISEmploy is one of the many TCOM tools helpful for tackling social determinant issues effectively. It is great tool.
I also agree with Dan that RISEmploy is one of the many TCOM tools helpful for tackling social determinant issues effectively.
The RISEmploy is one of the many TCOM tools helpful for tackling social determinant issues effectively. Finding (and maintaining!) gainful employment is a well established step towards independence and health in the modern world. Having a methodical way to account for what work success requires, is key, and then agencies can measure these changes after some time of the consumer working, to see the outcomes of an employment intervention objectively. Such reassessments also provide the opportunity to assess what is going well in the work environment, and what might need more support and development. It provides a clear mechanism for employers to communicate successes and needs in the employee’s progress, and the employee can develop what is necessary to be a successful employee. All in all, it’s a TCOM process in a new sector, and it can have equally positive impacts here.