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Best Practice in Supported Employment Engagement – A Canadian Perspective

Best Practice in Supported Employment Engagement – A Canadian Perspective. Welcome and Introductions. Overview of Office of Public Engagement. Table Introductions. Office of Public Engagement Rural Secretariat.

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Best Practice in Supported Employment Engagement – A Canadian Perspective

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  1. Best Practice in Supported Employment Engagement – A Canadian Perspective

  2. Welcome and Introductions

  3. Overview of Office of Public Engagement Table Introductions

  4. Office of Public EngagementRural Secretariat • Work with partners to engage the public in dialogue related to the future of rural NL. • Assist partners including Provincial Government departments to collaborate more effectively for sustainability. • Work with partners to conduct and facilitate research that helps inform policy-/decision-making. • Support 10 advisory councils who develop policy-advice for the Provincial Government.

  5. Table Introductions

  6. Overview and Process for the Day

  7. Process for the Day • Theming Process • Facilitator, a recorder and laptop at each table • Theme Team • Electronic Polling • Keypads • Instantaneous response

  8. Let’s try it out!

  9. Which Disney character describes you best? • Mickey mouse • Minnie Mouse • Goofy • Donald Duck • Daisy Duck • Pluto • Other

  10. Let’s see who’s in the room

  11. In which region do you live? • Newfoundland and Labrador • Nova Scotia • Prince Edward Island • New Brunswick • Quebec • Ontario

  12. In which region do you live? • Manitoba • Saskatchewan • Alberta • British Columbia • Northwest Territories • Yukon • Nunavut

  13. I am …. • Male • Female

  14. What is your age? • Under 18 • 18-24 • 25-34 • 35-44 • 45-54 • 55+

  15. I have worked in Supported Employment for: • Less than 1 year • 2-5 years • 6-10 years • 11-20 years • 20+ years

  16. I work for… • Not-for profit organization • Government • Private Industry • Other

  17. My organization has _________ core staff (Full-time employees). • 0-5 • 6-10 • 11-15 • 15+

  18. My role in my organization is: • Frontline • Management • Board member • Consumer

  19. How many CASE conferences have you been to? • 1-3 • 4-6 • 7-9 • 10+

  20. MandateMissionPrinciples

  21. Mandate • CASE stands for the Canadian Association for Supported Employment. Established in 1999, CASE was initially an informal network of service providers and concerned citizens who were concerned about the full participation of persons with disabilities in the Canadian labour force.

  22. Polling

  23. CASE stands for the Canadian Association for Supported Employment. Established in 1999, CASE was initially an informal network of service providers and concerned citizens who were concerned about the full participation of persons with disabilities in the Canadian labour force.Is this an appropriate Mandate statement for CASE? • Yes • No • Unsure

  24. Mission • CASE promotes workplace inclusion for Canadians with disabilities through supported employment to eliminate the barriers that prevent the full participation of these individuals. • CASE embraces diversity and believes in personal choice and opportunity for all individuals. • We achieve our goals through a national network and our partnerships with stakeholders.

  25. Polling

  26. Is this an appropriate Mission statement for CASE? • Yes • No • Unsure

  27. CASE Action Mandate Polling

  28. Please choose your top priorities for the CASE Action Mandate (Pick Top 5): • Spearhead national supported employment initiatives. • Provide expert supported employment representation in government policy development. (Federal & Provincial) • Advocate for the recognition of supported employment service provider as professionals in a specialized field. • Organize coherent and cohesive national supported employment strategies. • Establish a central base for distribution of information related to supported employment. Generate and maintain a national database. • Demonstrate a commitment to stakeholders by promoting inclusive research methods (e.g. PAR, Participatory Action Research) and sharing the results. • Support and promote an annual national conference and annual general meeting. • Encourage the Canadian innovators in supported employment (promote national recognition).

  29. Best Practices Survey Results

  30. Language is always important in community, what should we refer to the people we serve as? • Job seeker • Client • Participant • Individual • Other

  31. What should we call the Philosophy section of the website? • Philosophy • Guiding Principals • Best Practice points • Values • Other

  32. Website Review Table Discussion

  33. Given the overview that you just received, please think of a question that could be posed to each “sector” after they have viewed it.Come up with one question for each “sector” (Support worker, job seeker, employer) Discussion

  34. Successful Employment Placements Table Discussion

  35. What needs to happen to ensure a successful employment for a person with a disability? Discussion

  36. BREAK

  37. Theme Team Report Back Website Review And Ensuring Successful Employment

  38. Generic Questions • Is there anything missing from the website? • Have all your questions been answered? • Did you find the website helpful? • Who is or is not eligible for our services? • Was the website accessible, easy to navigate • Was this website user friendly? • Did this website use plain language? • Would you recommend this website to a friend? • How did you hear about the website? • Do you feel that this website has the necessary information to lead you in the right direction?

  39. Questions for Support Worker • Are you interested in being a support worker? • What are the essential elements of supported employment? • What do you feel your role is as a support worker? • Is your job to do the task that is assigned to the client? • What qualifications are needed to be a support worker? • What qualifications do you currently have?

  40. Questions for Job Seeker • Do you feel like you get enough support - are we missing services • Are you a new job seeker seeking SE services? • After viewing this website would you be able to explain this information to a fellow job seeker? • Do you know how to start your job search – who to connect with (job broker), where to go for assistance • What are important things to do to prepare for getting a job? • What would be your expectations of CASE and SE providers in helping you to succeed? • What do you need to think about before your job interview? • What is it that you are looking for? (long term plans/goals, why work is important to you) • What will have happen to my income assistance if I work? • what do you need to be more competent and successful with your job search?

  41. Questions for Employer • Have you hired a PWD in the past? • What would prevent you from hiring someone with a disability? (concerns, challenges) • What support/information do you need in order to hire a PWD? • Did this give you a better understanding on how to hire a PWD • What are the advantages in partnering with supported employment? • Are you an employer that is new to making an new SE hire? • Employers telling their successes • Does your current hiring practice currently involve employee diversity? • Describe how this website has impacted your practice or belief around hiring individuals with diversity. • What do you think is the best way to educate your staff/team regarding persons with disabilities. (Sensitivity training...etc).

  42. What needs to happen to ensure a successful employment for a person with a disability? • Team approach focus on relationship building between all players. • Be realistic and clear about expectations (job seeker, employer, family, etc.). • Appropriate training and education; job readiness/mentorship(employer, co-workers, job seeker). • Good monitoring and evaluation practice. • Right employer, right job, right time. • Ongoing and open communication between all.

  43. The top 3 things needed to ensure successful employment for a person with a disability are: • Team approach focus on relationship building between all players. • Be realistic and clear about expectations (job seeker, employer, family, etc.). • Appropriate training and education; job readiness/mentorship(employer, co-workers, job seeker). • Good monitoring and evaluation practice. • Right employer, right job, right time. • Ongoing and open communication between all.

  44. Return on Investment http://www.youtube.com/watch?v=SkDRfalL0js

  45. Polling

  46. Do you think this video appropriately reflects supportive employment? • Yes • No • Unsure

  47. What is the “return on investment” or the “benefit(s)” to employers for hiring people with disabilities? Discussion

  48. Competencies and Credentials Table Discussion

  49. What are some methods or measures to prove your competencies in order to be credentialed in best practices of Supported Employment? Discussion

  50. Trivia Competition Who’s knows Canada?

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