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Workplace Protocol for Patient Rooms by Jacob

Improve work etiquette with Jacob in restocking patients' rooms. Address entering protocol, family presence, and role clarity. Enhance communication and workplace efficiency.

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Workplace Protocol for Patient Rooms by Jacob

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  1. Work List by Priority

  2. Reminder List

  3. Jacob – Restocking Patients Rooms • Do not Enter if a Doctor is in the Room • Do not Enter if the Door is Closed • Do not Enter if there is a Crack in the Door…Whew solved that one

  4. What if the Patient has Family Members or Friends in the Room? • Jacob was thought of as rude • Jacob was not cut out for a Hospital Setting • Jacob was thought not to be able to be hired for this job (Even though his job performance was impeccable)

  5. Dilemma

  6. Dilemma When to fill the patients room if family members or friends were present! How about if Jacob creates a schematic of the room? The support person shares where people are in the room in green Jacob puts an X where he should and shouldn’t walk

  7. Dilemma Share with Jacob what a T – Chart is about When you can walk in front and when you can’t Then ask Jacob to ask his team the two questions: -Should I ask them to Move -Should I come back later Jacobs team unanimously said come back later

  8. T-Chart

  9. Engineering Technology Associates, Inc Marty’s Work Plan at ETA

  10. In-service about Autism

  11. Schedule of Support

  12. Communication Sheet

  13. Time Sheet

  14. Self-Management System

  15. Utilizing MRS and Transition Coordinators as Facilitators of Work Place Case Conferences

  16. Facebook Posts

  17. Brian’s Work Plan

  18. Chime System – Bus Cart/Dirty Dishes

  19. Employee information about Brian

  20. Systems Sheet

  21. Dishes in the 3 Compartment Sink NEED TO CLEAN FINISHED

  22. What Employees need to know about Brain

  23. Break Area at Work • Behind Restaurant • Staff Concerned about Cars/Trucks • Area of Pavement Behind Restaurant – Painted a Pacing Area • Not going to leave area

  24. Have you ever volunteered for any organization? • Why did you continue to volunteer? • Group Discussion

  25. Natural Supports Maintenance • Employee of the Month • Work Talk • After Work Celebrations • League Opportunities • Fantasy Football • Sports Pools • Lotto Pools

  26. People with ASD must be Approachable • Socially Appropriate Dress -Barbie Boots -Jelly Bean Jogging Suit • Behavioral Issues -Stereotypical Behaviors • Social Issues • Picking Nose • Spitting

  27. The Network • Do the natural supports go beyond the work environment? • Personality of the Person with ASD • Climate of the Employment Community • Dan and the Casino • Ryan’s Party

  28. Develop an On-Line LINK Social Network • Track Graduated LINKS • Allow Networking Between LINKS • Post Opportunities for Graduated LINKS by RCN • Provide Parents List of Graduated LINKS by RCN • Social Network will be Hosted by a Person with ASD

  29. Imagine the Possibilities • Co-Workers Understanding of ASD • Community College Opportunities • University Opportunities • Semi-Independent and Independent Living Arrangements • Social Opportunities • Community Opportunities

  30. Now For the Research! Natural Supports

  31. Define Natural Supports in Terms of the Workplace Rather Than…Cultural (Environment) vs. Job Assessment Alternatives to Traditional Job Coaching Marc Gold & Associates marcgold.com

  32. How Can We Look At Supporting People with ASD in Employment Opportunities…. Differently

  33. Start with Least Amount of Support Not the Most Amount of Support Traditional Model Assumes a Job Coach – Most Restrictive

  34. Least Amount of Support to Most Amount of Support • Working independently without any supports or strategies • Working independently with visual supports • Working independently with self management plan and visual supports • Working independently with self management plan, visual supports and job coach to train person to systems • Working but dependent on job coach

  35. Traditional MindsetJob Coach will Lead To… Working Independently without any Supports or Strategies

  36. Rarely True with a Person with ASD Either Person with ASD becomes Dependent on the Job Coach Or Continues to Need Visuals and a Self Management Plan to be Independent

  37. To Do This… Must Understand This…

  38. Reconsideration of Job Analysis Focus on Cultural Analysis of the Employment Environment rather than a Focus on Job Analysis Marc Gold & Associates marcgold.com

  39. Natural Supports – Two Powerful Forces that Affect the Success • Features of Naturalness – Gain Access • Individual Needs – Assure The Needs of the Individual are Met

  40. 7 Phase Sequence for Balancing Naturalness and Individual Needs • Determine Natural Ways • Determine Natural Means • Identify Natural People • Facilitate Successful Performance • Support/Substitute for Natural People • Suggest More Effective Natural Means • Adapt/Modify Natural Ways Marc Gold & Associates marcgold.com

  41. Determine Natural Ways • Methods of Performance for Targeted Job Tasks • Step by Step Procedures • The Culture of the Workplace • The Manner in Which Workers Interact • The Managerial Style of the Setting • All Other Natural Features which Describe the Unique Characteristics of Performance and Behavior Desired by the Employer Marc Gold & Associates marcgold.com

  42. This Phase is Crucial…Brenda and Kent County • Information for New Employee to Fit In • Easier for Supervisors and Co-Workers to Provide Assistance and Troubleshoot Problems Due to the Similarity of Performance Marc Gold & Associates marcgold.com

  43. 7 Phase Sequence for Balancing Naturalness and Individual Needs • Determine Natural Means • Identify Natural People • Facilitate Successful Performance • Support/Substitute for Natural People • Suggest More Effective Natural Means • Adapt/Modify Natural Ways

  44. Determine Natural Means • Ask the Employer to Describe the Procedures Used • Observe Teachings Done by Employees in the Setting • Ask to be Taught How to Perform the Job Task by the Persons Who Would Naturally Assist the Jobs to be Performed Marc Gold & Associates marcgold.com

  45. How Did You Learn How to Write an IEP?

  46. 7 Phase Sequence for Balancing Naturalness and Individual Needs • Identify Natural People • Facilitate Successful Performance • Support/Substitute for Natural People • Suggest More Effective Natural Means • Adapt/Modify Natural Ways Marc Gold & Associates marcgold.com

  47. Identify Natural People • Identify and Enlist the Natural People Who Typically Support New Employees to Perform Their Jobs (600 Formalized P2P Support Programs) • Most Novel Aspect of the Natural Supports for Traditional Providers of Supported Employment Services

  48. In the Past…Job Developers Often Promised Employers… • Job Trainers Would Provide all the Assistance Necessary for Successful Performance • They Would Have No Investment in the Initial Training or Support of the Employee • Job Trainers Would Act as an Interpreter for All the Information, Rules, Policies and Activities • This Role Placed the Job Coach Between the Employer and the Employee

  49. Not a Typical Model for an Employer/Employee Relationship

  50. Similar to Issues with the Over-reliance on the use of Paraprofessionals in the Schools Unnatural dependence on an adult not associated with the environment

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