Allen Anderson, the President of DTG-EMP, has been engaged in the job development field since 1980. Allen is an internationally recognized thought leader and speaker on issues related to employment outcomes for people with employment barriers. His focus includes:

  • Job Development Marketing Skills and Techniques
  • Job Development Model Development (Conceptual/Strategic/Operational)
  • Job Development Direct Service Delivery
  • Job Development Creative Problem Solving
  • Facilitation & Presentation Skills
  • Employment Programming and Organizational Development.

Allen has a Master’s degree in Sociology with a specialization in criminology. He entered the job development field in 1980 to pay for his Master’s education and never left. Since then, he has worked as a Job Developer, Director of Job Placement, Director of Training and Development as well as Vice President and President of training companies. He has consulted since 1990.

Allen has developed 15 training programs for job development professionals, published numerous articles and spoken extensively about the requirements for successful employment outcomes. His ideas have guided the design of government employment programs in the US as well as Canada. Two of the programs on which he consulted and assisted in the design are responsible for placing over 100,000 people a year.

He designed and wrote the Employment Outcomes Professional series of workshops, EOP, EOPII, EOMP, EOMPII, RHD, RHDII, EOF, EOPR, EOP Coaching, and Advanced Marketing Skills for Job Developers. His work is benefiting US State Agencies for people with disabilities, TANF, ex-offenders, disadvantaged youth and seniors. In Canada, his programs are used with new immigrants, people with disabilities, disadvantaged youth, apprenticeship programs, workers compensation programs, education programs and not-for-profit organizations serving a wide range of people with employment barriers.

Allen’s unique philosophy that “nobody needs to be left behind to unemployment” drives all of his program development and consulting advice. He takes a systems approach to link all of the elements impacting successful employment outcomes.

Allen Anderson’s awards include the American Society for Training and Development’s Disabilities Awareness Network Quality Service Award in 1993; and in 2006, the Ontario March of Dimes Vocational Rehabilitation Award.

Kristina “Kris” Kennedy
, the director of DTG-EMP’ affiliate company Kenfield Consulting, has been involved in the field of vocational rehabilitation since 1984. She received her M.A. in Rehabilitation Counseling from Western Washington University and holds a Commission on Rehabilitation Counselor Certification (CRCC). Her career focus while employed by state vocational rehabilitation programs included:

  • General caseload counseling
  • Severe disability caseload counseling & consulting
  • Administrative policy analysis
  • Administrative workforce programs management
  • Administrative statewide initiatives project management

Prior to state employment Kris worked as a job developer and educator for federal initiatives at the community college level. She has provided adjunct teaching for master’s level rehabilitation programs at the university level.
Although her career with public rehabilitation programs spanned 27 years the highlight, above all other opportunities, was to lead Oregon Vocational Rehabilitation in their effort to build a new and innovative service delivery model based on DTG-EMP’s “Enhancing Employment Outcomes” (EEO) system. Her diligent and insightful management of the model was later determined to be one of seven best practices nationwide by the Institute for Community Inclusion at the University of Massachusetts Boston in practicing new and innovative approaches for getting those with the most significant disabilities into jobs.
Kris’s positive experience managing a large EEO system’s change initiative prompted her to leave state service and work as an affiliate company with DTG-EMP, Inc. to assist other agencies and organizations, large or small, tackle some of the issues Oregon was facing back in 2008 including getting more jobs for more candidates with more barriers to employment while using the same or fewer resources. It is her belief that this model will work for any agency or organization interested in developing more efficient and effective ways for finding employment opportunities for individuals with any type of barrier to employment.
Her leadership style is best described as honest, forward-looking, competent and inspiring. Attributes that are crucial at any time, but in times of great uncertainty her ability to lead with positive emotions has been essential to moving people upward and forward.
Her philosophical approach to vocational rehabilitation focuses primarily on access. Her commitment is to traditional anti-discrimination principles, which includes a commitment to removing and preventing social and environmental barriers that have traditionally restricted access for people with disabilities to economic opportunities. Spreading the EEO strategy is her way of fulfilling her need for working to put in place an affirmative process that prevents and removes social and environmental barriers. She does not believe in holding a group of individuals above or below all others, but in finding immediate solutions to physical and attitudinal barriers in order to more fully integrate our society for the future one job at a time.

Kris currently resides in Tucson, Arizona where she can be close to her family and work without rain.