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Career and Recovery For People with Psychiatric Disabilities

Career and Recovery For People with Psychiatric Disabilities. Career and Recovery. 1: Values. The Role of Work In Recovery. Section 1. Section 2. Section 3. Section 4. Section 5. Recovery. Employment is an important route to recovery, economic empowerment and independence.

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Career and Recovery For People with Psychiatric Disabilities

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  1. Career and Recovery For People with Psychiatric Disabilities

  2. Career and Recovery 1: Values The Role of Work In Recovery Section 1 Section 2 Section 3 Section 4 Section 5

  3. Recovery • Employment is an important route to recovery, economic empowerment and independence. • Yet, the large majority of persons with serious mental illness are unemployed because of stereotypes.

  4. Employability • WORKING • Is the Preferred Outcome • Not just a possibility • Not just a choice

  5. Values • Employability • Rapid Placement • Integrated Settings • Individualized

  6. Values • Ongoing support • Integrated, Holistic Services • Natural Supports • Self-Determination • Person-Centered Planning

  7. Value Shifts • Eligibility • Assessment • Planning • Service Design

  8. Value Shifts • Technology • Training and Support • Quality Assurance

  9. Exercise: Values 1. Most workers with severe mental illness need special services and training, so they should live, work and be trained in specialized settings such as group homes and vocational facilities.

  10. Exercise: Values 2. People with mental illness should practice basic work skills to a level of proficiency before they are ready to work in the community.

  11. Exercise: Values 3. There is less risk for people with mental illness in a structured, sheltered day setting than in a job.

  12. Exercise: Values 4. If a person with a severe mental illness lives or works in a community setting, agency staff will probably always be needed there for support and training.

  13. Career and Recovery Understanding the Work Obstacles presented by Mental Illness 1: Values 2: Obstacles Section 3 Section 4 Section 5

  14. Work Obstacles: Illness • Psychiatric diagnoses are only marginally useful to employment providers.

  15. Work Obstacles: Illness • Anxiety • Affective Disorders • Psychotic Disorders • Personality Disorders

  16. Work Obstacles: Illness • Pressure • Social • Distractibility & Focus • Shifting Expectations

  17. Work Obstacles: Symptoms • Relapse • Nervousness • Trouble concentrating • Eating/sleeping less

  18. Work Obstacles: Symptoms • Socially Unacceptable • Delusions • Talking to self • Mannerisms

  19. Work Obstacles: Symptoms • Isolation • Apathy • Low emotions • Avoiding co-workers

  20. Work Obstacles: Symptoms • Medications • Drowsiness • Stiffness • Restlessness

  21. Work Obstacles: Symptoms • Secondary • Substance abuse • Health problems

  22. Service Deliver Barriers • Medical Model • Lack of Collaboration • Poor Vocational Capacity • Stigma

  23. Stigma: Discussion • Discrimination • Disability confusion • Belief in non-recovery • Second Rate Workers • Dangerous and unpredictable

  24. DDA Protections • Discrimination • Equal Direct Treatment • Reasonable Adjustments • Prevent • Harassment • Equal Indirect Treatment

  25. Reasonable Adjustment • Customized and Flexible • Need not change “inherent requirements” • Equal participation • Equal performance • Equal opportunity

  26. Career and Recovery Best Practice Principles for Job Services and Supports 1: Values 2: Obstacles 3: Best Practices Section 3 Section 4 Section 5

  27. Best Practices • INDIVIDUAL PLACEMENT • Rapid Placement • Integrated Treatment • Consumer-Driven • Competitive Employment

  28. The Process ofIndividual Placement • Career Planning • Marketing & Job Development • Job Acquisition • Work Support • Holistic Life Support • Career Advancement

  29. Job Acquisition Convenience Jobs are NOT based on convenience Job decisions are made by the person Jobs are individually arranged Trial work experiences are initial career steps, NOT career fulfillment

  30. Job Customization MORE TIME NEEDED Solving Problems through Matching Tasks Job Creation for Inefficiencies Modifying Fixed Openings Filling Fixed Openings

  31. Job Customization Strategies Cut and Paste Fission Fusion Marginal Tasks Solving Problems through Matching Tasks

  32. Two Approaches to the Use of Labor Fixed Jobs Matching Talent to Problems

  33. Job CarvingJobs are not lists of tasks, but problems to be solved so businesses can make money • Create customized jobs. • Should not devalue by separating or performing bothersome tasks. • Co-workers help solve job design, method or adaptation problems. • Goodness of Fit

  34. Individualized Jobs: Job Acquisition Meet with job seeker and team Help person make an informed decision Help person respond to employer Contact necessary agencies Assist person with needed medical exams Help get needed clothing or equipment

  35. Job Design • Key role in determining whether: • the employee is successful, and • will become socially included.

  36. Job Analysis & Design • Job responsibilities and tasks • General work environment • Specific work location • Tools, equipment and furniture used • Salary and benefits

  37. Job Analysis & Design • Type of supervision, standards, expectations, and form of evaluation • Schedule and flexibility • Coworker/customer interactions & relationships • Policies, rules, and personnel procedures

  38. Job MatchingImpact of any disability is relative to the context of the work. • Daily Living Work-Related Skills • (Attendance, Hygiene, Travel, etc.) • Work-Required Behavior • (Honesty, Reaction to Criticism, Initiative, etc.) • Work Setting Needs • (Productivity, Safety, Multi-tasking)

  39. Adjustments &ModificationsThe DDA requires most employers to use reasonable adjustments to employ qualified persons with disabilities. • Equipment/devices • Routines • Locations • Work schedules • Reassignment • Training • Personal assistance • Modify policies/exams, training • Communication • Physical plant

  40. Specific Psychiatric Issues needing Adjustments • Attendance • Concentration • Emotions • Fatigue • Memory • Organization • Panic Attacks • Sleep Disturbances • Stress • Co-worker Social Issues

  41. Assistive Technology • Improve productivity • Reduce fatigue • Assure proper positioning • Increase potential for socialization (and coworker support) • Minimize stigma related to the disability

  42. Work Supports JARGON Jargon minimized Natural to the setting Artificial/unusual programs are minimized Best training practices Integration into the business culture Accommodations/technology

  43. Characteristics of Effective Supported Employment Staff • Positive attitude • Energetic • Skilled problem solver • Knowledgeable about business community • Knowledgeable of job seekers and services • Able to consult with employer • Sense of humor • Effective communicator • Commitment to social integration • Creative • Flexible

  44. Employment Specialists:From Caretaker to Facilitator • Interventions have to fit both the individual and the setting. • Grouping people overwhelms the capacity of businesses to deal with each individual employee. • Social inclusion is an active process. • Intrusiveness can be diminished by acting as a consultant. • Business ways of training, supporting, and evaluating employees should NOT be replaced.

  45. Peer Support and Job Clubs • Shared experiences are meaningful • Supportive atmosphere • Can include vocational skill-building

  46. Career and Recovery Career Assessment 1: Values 2: Obstacles 3: Best Practice Section 4 4: Assessment Section 5

  47. Career Planning:Part of Life Planning • Career directions change over time. • ELIGIBILITY (deficit-oriented) and SUPPORT NEEDS (capacity-oriented) are distinct and should be handled separately.

  48. Respect People’s Dreams… • People's dreams, however seemingly unrealistic, communicate important information. • We can approach realization of a life's dream by focusing on its key components.

  49. Determining Vocational Interests: • Creative assessment • More work and community experiences

  50. Assessment Tools • Aptitude Tests • Tend to minimize potential of people with limited work histories • Job Seeker Interviews • Spend quality time, observe and ask questions • Key Informant Interviews • Talk to those with a history with the job seeker

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