“Supported Employment in the Nordic countries”

1. “Supported Employment in the Nordic countries” Øystein Spjelkavik Work Research Institute, Oslo os@afi.no

2. Status of SE in the Nordic countries SE in the Nordic countries is a successful approach SE is still not a large proportion of all work-related measures; the sheltered sector and train-place’ prevail SE is typically provided as an “add-on” service by agencies that financially and skills-wise are based on traditional forms of pre-vocational training, sheltered workshops and municipality day care activities

3. Challenges • SE operates in a principal–agent system, purchased by public adm and performed by sheltered sector service providers • Tendency to “cherry pick” when pressed to improve job outcome; do not promote place – train for clients with much support needs • Public administration • Lack the necessary expertise to know what to look for or what to expect; are not aware of place-train for clients with much support needs • National organisations of EUSE • Not confident that clients with much support needs can utilise place–train, little political influence, employed in train-place organisations

4. SE (?) eligibility criteria – a Norwegianexample • Clients are as a main rule eligible when they have undertaken work experience placement • Clients who have not been in work practices can also be considered for admission along the following criteria: • clarified professional desire, relevant updated health information, history of work experience with no violations, motivated and stable, not dependent on drugs

5. What to expectof SE? • Everybody can work, given the right professional support • Job coaches blame clients or employers for failure • providers and case workers claim clients must be ‘job ready’ • quality SE standards seldom used • lack of commonly accepted definition of skills & actions to be expected of a job coach

6. SE does not develop as a bottom-upprocess • A strong evidence-base • Reluctance in mainstreaming and no pressure from the bottom • SE on a widespread basis require strong policy support. • Policy, caseworkers and national EUSE must: • address the domination of the traditional vocational rehabilitation model • define the particular inclusion skills competence to be expected by the professional job coach of SE • Increase competence in, and formally adopt to, international standards

7. “Supported Employment in the Netherlands. New challenges for integrated employment” Michael Kamp, MCC

8. New challenges for integrated employment Historical overview Government policy Future development Reflection

9. New challenges for integrated employment Historical overview Till 1985 strong focus on sheltered employment (change due to costs and growing attention for integration) 1994 subsidy for job coaching Regulations by law (wet REA); new law 2006 WIA

10. New challenges for integrated employment • First idea to bring Supported Employment under the framework of the law for sheltered employment (WSW) • Intervention in parliament: now 2 regulations: • a. persons who needed personal support/job coaching to get a job on the open labour market apply for this facility (REA) • b. persons with disabilities who are indicated for sheltered work can choose for a job on the open labour market with support of a job coach from the sheltered workshop.

11. New challenges for integrated employment Number of persons working through Supported Employment _______________________________________________ Results Supported Employment Supported Employment REA/WIA Sheltered workshops ________________________________________________ 1994 150 2003 3708 2006 7000 1800 2009 11500 5295

12. New challenges for integrated employment Distinction Skill – Support dimension Skills related to work itself (Ministry of Employment) Support related to the person’s disability and the individual tailored support needs (Ministry of Health)

13. New challenges for integrated employment Government policy Decreasing numbers working in sheltered workshops Increasing employment in the open labour market Productivity 33 – 75% (with support: job coaching)

14. New challenges for integrated employment Strong focus on employers (e.g. pilot project job coaching provision by employers/ co-workers) Sustainability (keeping the job): tasks analysis within companies; (re)design jobs, creating jobs for persons with disabilities (pilot Slotervaart Hospital) Agreements at national level: hiring persons with disabilities

15. New challenges for integrated employment Reflection Old systems in the Netherlands are not a stimulation for employing many disabled persons on the open labour market Focus on employers is a positive development (e.g. project Slotervaart Hospital Baseline government policy, including recognition of job coaching, can contribute to increasing numbers of persons with disabilities working in the open labour market

16. New challenges for integrated employment Introduction of productivity criteria can block possibilities of more severe disabled persons in finding and keeping a job on the open labour market Decreasing government spending: more becomes a responsibility of the private sector Arising awareness among employers and co-operation with employers is becoming more important

17. New challenges for integrated employment Changing role of Supported Employment organisations (e.g. specialist/ advisor to companies More responsibility for municipalities (are also responsible for sheltered workshops)

18. Supported Employment in Germany Kirsten Hohn German Association of Supported Employment

19. Development of SE in Germany • 1990s Model projects and SE services for specific target groups • 1994 German Association for Supported Employment – BAG UB • 2001 Book IX of the Social Code → nationwide system of vocational integration services • 2009 Individual vocational training measure: “Supported employment”

20. Book IX oftheSocial Code: Rehabilitation andparticipation * 2012 Shelteredworkshops: 297.000 persons* Integration firms: 9.225 severelydisabledemployees* Vocationalintegrationservices: 100.000 people* Personal assistanceattheworksite: 2.400 people* Supportedemployment: 3.000 people* Personal budget (entitlementsince 2008)

21. EmploymentsituationUnemployment rate:

22. Fundingofsupport in work-life

23. BAG UB • Representationofinterestsofvocationalintegration Services • Training of professionals in SE • Technical supportfor SE providers, counselling, evaluation, projectdevelopment • Main topicsandprojects: • Personal Budget • Transition fromschooltowork • Transition fromshelteredworkshopstothegenerallabourmarket • Further developmentof SE (concept & measure) • Journal: „impulse“

24. Vocationalintegrationservices 2001 – implementationof a nationwidesystem Oneservice in eachregion Oneserviceforjobseekers, employers, schools, parents, shelteredworkshops etc. Placement, training, securement Transitions (school / shelteredworkshops → employment) Currentproblem: tenderingoftheservices

25. „Supportedemployment“ (measure) Vocationaltrainingmeasureinsidecompanies 1 projectday per week Duration: 24 months Client-staff-ratio: 5:1 mainlyparticipantswithcognitivedisabilities (> 70 %) Qualification & ongoingsupport EUSE qualitystandards in legislationandqualityassurance

26. Currentdiscussionpoints Quality andcosts / tenderingsystem NationwideVocationalorientationfor all disabledstudents Disentanglementofbenefitsfromtheinstitutiontotheperson Permanent compensatorypaymentsforseverelydisabledpeoplewith high supportneeds Promotion ofthe personal budget Implementation ofcoremethodsof SE, e.g. personal futureplanning