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Job Coaching in Practice

This session equips participants to establish successful employer-job coach partnerships, understand employer expectations, assess progress, and cater to dual customer needs. It covers essential employer demands, job knowledge, on-site assessments, performance evaluations, and employer-customer relationships. The module delves into effective training practices, tracking performance, employer interaction etiquette, support provision, and building long-term connections for successful separations. Valuable resources such as webinars, certification, and coaching strategies are highlighted.

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Job Coaching in Practice

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  1. Job Coaching in Practice

  2. Learning Objectives At the completion of this session participants will be able to: Define the steps, activities and supports to establish an effective employer / job coach partnership Identify basic employer expectations for the individual and the coach Determine how to assess progress on the job

  3. The Dual Role a Coach Plays -Satisfying Two Customers Individual Employer • Instructor • Mentor • Coach • Cheerleader • Task master • Functional Capacity Builder • Productivity Spvr. • Quality Assurance • ADA Consultant • Support Strategist • Professionalism Relationship Builder Problem Solver Performance Improvement Guru

  4. What Employers Want from the Coach Know the business and their interests - General knowledge about the organization and their goals The types of job opportunities that exist within the organization An understanding of the expected work aptitudes and attitudes Understanding of workplace culture – laid back, task masters, when and where do people eat, gather, etc. Realistic expectations – employer vs. social worker Knowledge of incentives, supports and accommodations

  5. What Employers Want from the Coach Know the job BEFORE starting - Do your homework – use LMI FIRST Ask for job site visit Get a job description Conduct a job analysis and task analysis Make preliminary task list – what is MOST important? Know the productivity demands Make secondary task list Identify the social norms

  6. The First Day Individual is ready to work – presentation, transportation, etc. Walk through work site with supervisor and individual discussing tasks, expectations Begin to assess opportunities for natural supports Reinforce the business expectations Introduce preliminary tasks Ask for feedback Work a short shift Document initial task application (aptitude) Document first impressions (attitude)

  7. The First & Second Weeks • Day by day assessment of aptitudes and attitudes • Growth • Challenges • Productivity • Stamina • Work behaviors • Begin to establish natural supports • Assess work styles, attitudes of other employees • Assist in establishing relationships & participating in the social norms • Document performance

  8. Assessment Can’t be Arbitrary or in a Vacuum How do you assess work aptitude and attitude? Need to consult with the subject matter expert Need to be consistent with what you are asking Need to track feedback so you know where to focus Need to look at work skills and work attitude separately Sample forms to assist in tracking

  9. The Employer as Customer • Be easy to find • Handle complaints and concerns quickly • Offer assistance, not information • Don’t explain why something is happening, offer solutions to fix it • Assume responsibility for mistakes • Keep things simple • Don’t burden the employer with lots of information or forms • Remember the employer has a business to run • You are an outsider not an employee of the company • Be respectful of company space, equipment, etc. • Whether or not you agree or disagree with the employer, show respect and courtesy in all interactions

  10. The Employer as Customer • Practice good social skills • Dress appropriately for the environment, say ‘please’, ‘thank you’, ‘good morning • Stay informed about company issues & get to know the supervisors • Helps build relationships and allows you to be proactive with any pending issues • Recognize and reward • verbal and written thank you notes, letters or recognition to their supervisor, etc. • Stay connected even after you fade • Make employer aware of fade plan and long-term support plan • Be helpful in the separation process • Support performance improvement objectives and human resource protocols to ease the job separation process

  11. Job Coaching Resources • Archived and upcoming webinars – cea.fedcap.org • December 2, 2014 2:30pm – 3:30pm Focus on the consumer: Customer service, systematic coaching strategies and building natural supports • December 4, 2014 - 2:30pm – 3:30pm Focus on supporting and advancing career paths: Advocacy, community supports, transportation and workplace supports • Job coach training & certification

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