Best Practices

Best Practices iconSTP® Pillars

A Skills Training Partnership is the result of the unique synergy of all project partners as they integrate job seekers with disabilities into the workforce. Though each project is unique, there are common threads that all STP® projects must retain to ensure continued success.

The Pillars

  • An STP® project is based upon partnership and collaboration between all parties.
  • Partners need to have clarity and consensus about an STP® project’s mission and requirements.
  • STP® projects result in the actual employment of qualified persons with disabilities.
  • STP® projects will be tailored and customized to meet the needs of all project partners.
  • STP® projects require commitment and management throughout all project phases.
  • Partners must be committed to support evaluation and continuous quality improvement.

Project Customization

Every STP® project must be customized to ensure the success of all partners in the actual employment of STP® graduates. Every project phase must be customized to suit the needs of your community, participant, and employer partners.

STP® Project Customization – Key Questions:

Recruitment and Participant Selection

  • What are the criteria for success in the identified available position?
  • Am I prepared to complete a broad outreach strategy to ensure the selection of the most appropriate participants?

Curriculum Customization                                   

  • Does pre-employment training address the employability concerns of my STP® participants and the needs of the identified position?
  • How involved will the employer be in the training process?

Workplace Preparation and Employer Support

  • How can disability awareness training be customized to address the requirements and concerns of my employer partner?
  • How can all partners best prepare participants for success?            


As the disability employment agency, there are four key partners you will have to recruit and organize to complete a successful STP®. Each STP® partner shares in the responsibility, risk, and accountability of the project. Each partner stands to gain when employment is achieved for project participants. Chapter 2 of the STP® Employment Manual contains extensive information regarding the roles and management of each project partner.

STP® Project Partners

  1. Disability Employment Agency
  2. Employer(s)
  3. Project Participants
  4. Funders
  5. Training Providers

It is important to stress that the employer is the key partner in any STP® project. The ultimate success of an STP® project depends on the agency’s ability to form a relationship with an employer and provide actual opportunities for employment to STP® participants. In-depth information regarding approaching employers can be found in Chapters 5 and 6 and the STP® Employment Manual.

The other key partner in any STP® project is the participant. Project participants have faced barriers to employment. Through the STP® process participants are prepared to enter a specific workplace and achieve their career goals. 

The STP® Participant

The success of your STP® project hinges on the agency’s ability to support your participant throughout all project phases. This is described thoroughly throughout the STP® Employment Manual. The following information provides some key considerations regarding participant support throughout your STP® project:

Participant Outreach

  • A broad outreach campaign is required to select participants with the right skills and abilities to succeed in the identified employment opportunity.

Participant Selection

  • Participants must have a clear understanding of the real employment opportunity.
  • Employers should participate in participant selection as project participants are considered potential new employees.

Participant Assessment

  • Before pre-employment training begins the managing disability employment agency should conduct a needs assessment of all project participants. Early assessments provide a complete and thorough understanding of your participant.

Participant Pre-employment Training

  • Pre-employment training must address participant employability or disability related concerns and be sensitive to participants’ work histories and life experience, while also preparing participants to meet employer expectations and succeed in a new working 

Post-Hire Participant Support

  • By the end of participant training both the participants and the employer should be prepared for their new relationship. The managing disability employment agency should be present to facilitate the transition to work. 


Whether you partner with an external training provider or you provide pre-employment training with in-house resources, it is of crucial importance that there is a dedicated staff member focused on the development, delivery, and revision of pre-employment training. Additional considerations regarding selecting a training provider can be found in Chapter 4 of the STP® Employment Manual. 


Seeking project funding is the responsibility of the managing disability employment agency. The CCRW does not take responsibility for providing funding for the development of STP® projects. Acquiring funding from government or non-profit sources will require research, planning and time. Some common funding sources can be found in Project Support.