1 / 24

FIVE VALUED EXPERIENCES

FIVE VALUED EXPERIENCES. RELATIONSHIPS. DIGNITY. CHOICES. ORDINARY PLACES. CONTRIBUTING. EMPLOYMENT AND TRAINING OPTIONS FOR PERSONS WITH INTELLECTUAL DISABILITIES. FIRMLY HELD VALUES. WORK IS VALUABLE PEOPLE WITH SEVERE DISABILITIES CAN WORK

ervin
Download Presentation

FIVE VALUED EXPERIENCES

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. FIVE VALUED EXPERIENCES RELATIONSHIPS DIGNITY CHOICES ORDINARY PLACES CONTRIBUTING

  2. EMPLOYMENTAND TRAINING OPTIONS FOR PERSONS WITH INTELLECTUAL DISABILITIES

  3. FIRMLY HELD VALUES • WORK IS VALUABLE • PEOPLE WITH SEVERE DISABILITIES CAN WORK • INTEGRETATION IS PREFERABLE TO SEGRETATION • NO ONE SHOULD BE EXCLUDED.

  4. GOLD 1976 • NORMALISATION MOVEMENT • INTEGRETION LEGISLATION • PARENT EMPOWERMENT • DEMONSTRATION PROJECTS (Bellamy, Rhodes, Mank, Wehman and Kregel)

  5. HISTORY • PEOPLE WITH SIGNIFICANT DISABILITIES • EXCLUDED FROM COMMUNITY • WORK NOT CONSIDERED • LIFE LONG TRAINING

  6. DEFINITION SUPPORTED EMPLOYMENT ENABLES INDIVIDUALS WITH DISABILITIES TO BE EMPLOYED IN REAL JOBS IN REGULAR SETTINGS WHERE TRAINING AND OTHER SUPPORTS ARE PROVIDED ON AN ON-GOING BASIS

  7. SUPPORTED EMPLOYMENT Inclusion Foundation Real Wages & Benefits All Levels of Disability Placement first: Choose Get Keep Flexible & Ongoing Support Informed Choice

  8. FEATURES • Individualised • Tailor Made Support Package • Initially Labour Intensive • Goal Social Inclusion • Job Coaches • Two Customers • - People with Disabilities • - Employers

  9. MODELS • Individual Placement • Enclave (Small Group) • Mobile Work Crew

  10. SupportedEmployment Components Consumer Assessment Job Development Job Placement Job Site Training Ongoing Support Advocacy

  11. LIMITATIONS OF FORMAL ASSESSMENT IN SUPPORTED EMPLOYMENT • Prediction Orientation • Lack of Evidence that Scores on the Tests are Related to Success in Employment • Validity and Reliability of the Measures are Questionable

  12. SUPPORTED EMPLOYMENT IS A ZERO PROJECT MODEL Assessment Should Facilitate a Job Match Between the Person and The Community

  13. Major Forms of Consumer Assessment • Interviews and informal observations • Interpretation of formal assessment & evaluation instruments • Behavioural situational assessments

  14. What is an Employment Specialist or Job Coach • A JOB COACH CAN BE DEFINED AS: “ a professional or possibly paraprofessional who provides individualized one-to-one assistance to the client in job placement, travel training, skill training at the job site, ongoing assessment and long-term assessment; the job coach is expected to reduce his or her presence at the job site over time as the client becomes better adjusted and more independent at the job” (Wehman & Melia, 1986)

  15. Job Coach Functions 1 • Job Finder: Market Screening Initial contact with potential employers Interview with employer Identify Job (s) : Job Redesign : Task Restructuring Environmental Analysis : Potential for Integration

  16. Job Coach Function 2 • Task Related: Task analysis Systematic Teaching - Developing competence Ensuring the Job is done • Non Task Related: Ensuring that the supported employee gets the same pay as others for the same job Ensuring opportunities for social integration on the job Ensuring the development of social competency Advocacy

  17. Process • Person Centred Plan (PCP) • Identify Area Of Work • Negotiate Job Placement • Provide On-Job Training • Reduce Job Coach Support • On-going Advocacy

  18. Choose Get Keep

  19. EMPLOYERS • Know Your Client • Advance Research • Appointment to Visit • Their Needs • Honesty • Know What You Want • Clear Information • Professional Approach • Follow Up

  20. ISSUES • Employers • Insurance • Trade Unions • Too Disabled • Challenging Behaviour • Benefits • Epilepsy • Money

  21. A New Mission • Choice • Satisfaction • Full integration • Careers • Contribution • Self-determination • Quality of life • Lifestyle change

  22. Emerging Innovations of Importance • Natural supports in the workplace • Assistive technology • Person-centred planning • Demonstration of choice and control by people with disability • Programs closing facilities and only supporting people in the community • Employer leadership

  23. SUPPORTED EMPLOYMENT • Works • Only option for some • Gives meaningful life • Dependence Independence • The Service of the 90’s

  24. Pitfalls to Avoid • Never underestimate people with disabilities • Never underestimate the importance of community • Never underestimate the participation of co-workers and supervisors

More Related