VOCATIONAL PROFILING

1. VOCATIONAL PROFILING I.A.S.E. National Conference 2008 Shane Martin B.A.,H.D.E.,Dip.Psych,MSc.,Reg.Psychol.,Ps.S.I. (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

2. The Association for Persons in Supported Employment : "Ethical Guidelines for Professionals in Supported Employment" • Basic human principles to follow (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

3. Ethical Guidelines for Professionals in Supported Employment • People receive assistance as unique individuals with varying interests, preferences and aptitudes. • There are sufficient options related to each individual's interests and desires in life in order for them to exercise control and autonomy over their life's direction. • Services are always dignified, age appropriate and enhancing. (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

4. Ethical Guidelines for Professionals in Supported Employment • People have the opportunity to actively participate in all their chosen pursuits of life. • Individuals are provided opportunities to develop skills of interest and use in their lives by discovering their capacities. • People have access to diverse individuals in social contexts in order to build friendships, working relationships and networks of individuals to share places, interests or experiences. (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

5. Ethical Guidelines for Professionals in Supported Employment • Services are designed to support persons in natural settings in ways that minimise artificiality or restriction. • At all times, the individual receiving supports is the central driving force in the development of options and decisions. • Employment should be an option for any person interested in working, regardless of label, support need or perceived functioning level. (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

6. Ethical Guidelines for Professionals in Supported Employment • Jobs developed reflect personal interests, preferences, abilities and life goals as well as employer needs. The decision to take the job is made by the individual based on reliable information. • Existing supports natural to the work environment are maximised for training and ongoing support. Best training practices and technology appropriate to the setting and culture are used. • Efforts to provide a holistic and integrated life service support are made. The individual's family members and friends are involved. (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

7. Ethical Guidelines for Professionals in Supported Employment • Persons have the opportunity and support for career advancement that may provide additional responsibilities, compensation and challenge. (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

8. The Vocational Profile process Callahan and Nesbit 1986 and 1996 McLoughlin (et al) 1987 DiLeo and McDonald 1993 Leach 2001 (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

9. The Vocational Profile process • The process through which information based on each individual’s interests, skills and potential skills (as well as support/resource needs) is gathered with the sole purpose of helping employment facilitators find the ideal job for each individual (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

10. The Vocational Profile process • Different from many traditional employment assessments because it assumes anyone who wants to work is employable. • An essential time/energy investment to facilitate someone learning about and achieving their career objectives. (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

11. Measured application :never to be imposed on anyone who knows exactly what they want and need minimal support to get a job • The 3 Fundamentals of vocational profiling (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

12. 3 Fundamentals of Vocational Profiling • The Power of Conversation • The Power of Observation • The Power of Partnerships (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

13. Of crucial importance……. • The relationship between the applicant and employment specialist • Evolving over time from conversations, observations, partnerships and time • Empathy, compassion • Strong knowledge base (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

14. Of crucial importance……. • The profile needs to capture what has been ‘discovered’ and form the basis of planning • Particularly useful for clients with complex support needs or past difficulties in achieving successful employment outcomes (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

15. Gathering the Information • variety of methods • variety of environments, settings • investing time • Linking with family members, friends, staff etc. (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

16. Gathering the Information • Accompanying the client to a variety of work places • The Quiet Observer: the person's reactions • Talking to people who know the client (may produce additional information) (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

17. Gathering the Information • Discussions can provide important material about the person's interests, experiences, habits and skills, especially if these are hidden or no longer practised. • Suggested contacts and consent (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

18. Gathering the Information • Short job trials in a variety of real work places. • Two weeks maximum or a number of hours • Person's interest in the particular job and comfort zone (tasks, workplace, colleagues) (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

19. Gathering the Information • Stamina, speed, degree of focus • On-the-job learning would provide an insight into typical adaptations, training development, resources necessary for each individual (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

20. Gathering the Information • Listening to and learning with the job seeker • Formulate an agreed vision of the needs • Strengths and potential difficulties (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

21. What needs to be written? • What are the basic requirements? (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

22. Registration Information • Name, age, address and other relevant personal information • Domestic information: living circumstances, family and friends in the person's life – questions re: degree of support and understanding from these key people • Local environs: employment potential, services, transport • Current reality: how the client currently fills their day (from morning to night) (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

23. Educational information • school experience, certification, extra-curricular pursuits at school • Post-school training, courses (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

24. Community information • Involvement in community • Hobbies and leisure • Volunteering activities past/present • Community supports (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

25. Work experience information • Formal and informal work performed (at home or for others) • Sheltered employment • Paid work (part time or full time) • The previous job – comprehensive conversation around this area important (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

26. Practical information • Literacy skills • Academic (reading, maths, time, money) • Mobility (walking, sitting, lifting, carrying) • Sensory (hearing, sight) • Communication • Social interaction • Physical health • Mental health (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

27. Preferences information • Learning / performance characteristics and preferences • In what ways/environs does the client learn best? • Any helpful adaptations, resources? • Agreed degree of instruction • Alone or as part of a team • Line Manager clarification (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

28. Preferences information • Does the client really want a job? (or is someone else pushing him/her into it?) • Types of work the person wants to do • What is the client good at doing? • What does the client enjoy doing at home (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

29. Potential partnerships information • Linking with potential employers amongst family, friends or community • Client suggestions re: family or friend contacts for employer leads (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

30. Employment Setting Preparation • Flexibility/accommodations that may need to be negotiated • Any habits or routines, including specific preferences for hours, location, work environment, transport, co-workers, adaptations and assistance • Any physical/health requirements now or later • Any regular medical appointments • Communication requirements (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

31. Research indicates that moving quickly to respond to a clients desire to ‘return to work’ along with facilitating his/her preference for type of work are the key ingredients influencing a positive employment outcome (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

32. Vocational profiling does not have to be a rigid or clinical tool/instrument • Rather a route to highlighting all areas which may help the person exploring the pluses to assist them achieve their goal. (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

33. IMPACT ON WORK • DEPRESSION • BI-POLAR DISORDER • ANXIETY • PHOBIA • SCHZIOPHRENIA • PANIC DISORDER (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

34. WORK READINESS • Clarification re: energy levels • Clarification re: sleeplessness • Poor motivation is not a health and safety issue • Pessimism (downbeat) is part and parcel of depression • Concentration issues • Medication side effects? (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

35. WORK READINESS • Suicidal thoughts? • Not to expect pleasure from work experience (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

36. More complex mental health needs • Typical episode description • Hospitalisation • Has the client learned how to recognise the signs of potential manic phase? • Agreed protocol • Anxiety watching • Honest feedback process • Manic now? (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

37. Anxiety issues • Current state • Issues re: being noticed by others • Sickness • Last minute withdrawals • Anxiety not about work environs • May check with you for reassurances • Or co-workers (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

38. Phobias • Should prove no problem • Open and honest discussion wise • Ensure trigger cannot enter work environment • May be need to share information (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

39. Schizophrenia • Pre-requisite- medical compliance • Advice from ‘key worker’ re: specific vulnerabilities • Paranoia – avoid groups/noisy environs • Definite sequence of adsorbing and focused tasks • Skills and responsibilities match (stress) • Under challenged rather than over challenged (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

40. Work Readiness • Frequency of clinics/visits gives clues • Family support • Tiredness – when and how bad? • Change of intervention – be informed • Triggers –computers, security cameras etc (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

41. Best practice • Regular check-in with client • Regular check-in with colleagues • Potential of ‘buddy’ system • Reassurance for boss • Are ready for work if compliant, staggered approach, partnership, reviewed and supported (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

42. Can an employee work safely? • Will the job enhance wellness? • Can the employee cope with high levels of stress? • Will the employee’s environment help or hinder progress? (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

43. Impact of various psychological disorders on vocational functioning is a crucial area of training • Badly needed (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

44. Proper assessment is key • Impact of specific psychological disorders in workplace • Methods for helping people find and keep satisfactory competitive-level work (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

45. Essential factors • Cognition • Pace • Persistence • Reliability (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

46. Essential factors • Conscientiousness • Motivation • Interpersonal skills • Stress tolerance (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

47. Honesty • Trustworthiness (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

48. When an employee’s disorder significantly affects these psychological dimensions, it can have major implications for all involved in the workplace, supervisors, co-workers and the troubled employee (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

49. Cognition Effects on Job Performance Intelligence, memory, concentration, academic skills Diagnostic Factors Intellectual disability Brain injury Schizophrenia Depression Anxiety (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author

50. Pace Effects on Job Performance Ability to perform tasks at a reasonable speed Diagnostic Factors Depression, OCD, Passive Aggressive Personality Disorder (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author