The MVP index assists service providers in measuring meaningful work and vocational practices to improve services for people with disabilities and increase open market inclusion.
Use the index as an internal managerial measurement tool to maximize social and economic impact.

As providers of vocational engagement services for people with disabilities (PwD), the index allows you to improve services while ensuring your staff is focused on meaningful training and relevancy for today’s labor market.

Meaningful tasks and positions are crucial for PwD in their vocational engagement. 

The UN Committee on the Rights of Persons with Disabilities emphasizes the importance of meaningful work as an essential component of a person’s economic security, physical and mental health, personal well-being and sense of identity. However, there is no clear definition of “meaningful work” or direct reference to training and vocational engagement processes.

We adapted and defined ‘meaningful work’ for vocational engagement services. With the lack of a clear definition, we gathered a group of multi-disciplinary experts, including service users with real-life experience, that used proven and evidenced-based methodologies of vocational rehabilitation for assessing meaningful tasks and positions. The resulting MVP index is an objective measurement tool.

The team created four different dimensions of Key Performance Indicators that comprise our index:

1. Diversity – How diverse are the available vocational practices, tasks, and positions? How adaptive, flexible, and functional are they to the person’s current abilities and wishes?
2. Continuity – How consistent are the tasks and positions across low seasons and “dead” business times
3. Relevancy – How relevant is the vocational practice to the needs of today’s open labor market as an end or a means? Does the production or business practice have a real economic value?
4. Identity and meaning – Are the vocational practices meaningful to the local community? Do service users have a vocational identity? Can they define their position and field of practice? Does it promote a sense of positive identity and a feeling of contribution to one’s community?

The MVP index helps management to make data-driven, impact-maximizing decisions.
Many service providers, from sheltered workshops to inclusive enterprises, shaped their vocational practices many years ago. While the labor market constantly changes and inclusion and accessibility mechanisms continuously improve, the index will help you internally assess the impact of your organization’s different tasks, positions, and business lines.

The result provides essential data for improving existing services and developing new, meaningful, profitable vocational engagement initiatives.

The four dimensions of the index are analyzed through an identical questionnaire answered by both service users and professional staff. When initially delivered, these questionnaires should be complemented with an observation by an MVP-certified trainer. The MVP survey gathers data, such as the number of available positions for each service user (when measuring diversity), and subjective perceptions that translate into objective measurements, such each service user’s ability to define their role and field of work or training (when measuring identity).

The MVP tool will improve your service delivery, vocational engagement, HR, logistics, and marketing.

As part of the MVP results, each KPI receives a score and precise recommendations for improvement. This allows you to develop your services and encourage your staff to increase organizational outcomes using measurable KPIs.
The practical report, delivered after each assessment, focuses on making the training or occupation more meaningful, including detailed suggestions on how to implement these changes.

The report results equip your team in the following ways:

1. Encourage data-driven decision-making in adapting current work and training practices. For example, one of our chocolate factories received high scores in diversity and training, but the relevance of the tasks to the open labor market was low. Consequently, we changed the position to fit current market needs.
2. Understand how logistic and business decisions affect your vocational engagement. We discovered that some units received low scores on continuity because of the unit’s location in one case or the interrupted arrival of raw materials in others.
3. Highlight where efficient mediation may be needed. Some of our Good Coffee shops received low relevancy scores, although such positions are in demand in the open labor market. We concluded that the problem was a lack of awareness. Service users didn’t realize these jobs’ popularity, so we needed to strengthen internal advocacy, encourage a positive identity, and instill a constructive outlook.

The MVP is an internal process, adapted and administered by your team with our support.

1. We distribute the questionnaire to your team; relevant adaptations are made if needed.
2. Train the Trainer – We offer team training, online or onsite, to become MVP-certified so participants can deliver further in-house training to their colleagues. This short training includes general concepts in vocational training and rehabilitation and creates a common understanding of “meaningful vocational engagement.”
3. We deliver the MVP survey to your service users and professional staff.
4. The Shekulo Tov team or trained management conducts observations in the units.
5. We help write a recommendation report focusing on practical suggestions for improvement.
6. The questionnaire can be administered every 3-6 months in accordance with the unit’s score.