`Five Valued Experiences` presentation

FIVE VALUED EXPERIENCES

RELATIONSHIPS DIGNITY CHOICES ORDINARY PLACES

CONTRIBUTING

EMPLOYMENT AND TRAINING OPTIONS FOR PERSONS WITH INTELLECTUAL DISABILITIES •

Regular Employment

•

Volunteer Opportunities

•

Regular Supported Employment

•

Vocational Programmes

•

Small Business

•

Pre Vocational

•

Home Industry

•

Sheltered Workshops

•

Work Enclaves

•

Work Activities Programmes

•

Mobile Work Crews

•

Public/Private School Programme

•

On The Job Training

•

Day Care Programme

•

Work Study Programme

•

Institution

FIRMLY HELD VALUES  WORK IS VALUABLE  PEOPLE WITH SEVERE DISABILITIES CAN WORK

 INTEGRETATION IS PREFERABLE TO SEGRETATION  NO ONE SHOULD BE EXCLUDED.

→ GOLD 1976 → NORMALISATION MOVEMENT → INTEGRETION LEGISLATION

→ PARENT EMPOWERMENT → DEMONSTRATION PROJECTS (Bellamy, Rhodes, Mank, Wehman and Kregel)

HISTORY  PEOPLE WITH SIGNIFICANT DISABILITIES  EXCLUDED FROM COMMUNITY  WORK NOT CONSIDERED

 LIFE LONG TRAINING

DEFINITION SUPPORTED EMPLOYMENT ENABLES INDIVIDUALS WITH DISABILITIES TO BE EMPLOYED IN REAL JOBS IN REGULAR SETTINGS WHERE TRAINING AND OTHER SUPPORTS ARE PROVIDED ON AN ON-GOING BASIS

SUPPORTED EMPLOYMENT        

Inclusion Foundation Real Wages & Benefits All Levels of Disability Placement first: Choose Get Keep

Flexible & Ongoing Support Informed Choice

FEATURES      

Individualised Tailor Made Support Package Initially Labour Intensive Goal Social Inclusion Job Coaches Two Customers  - People with Disabilities  - Employers

MODELS 

Individual Placement

Enclave (Small Group)

Mobile Work Crew

Supported Employment Components Consumer Assessment Job Development

Job Placement Job Site Training

Ongoing Support Advocacy

LIMITATIONS OF FORMAL ASSESSMENT IN SUPPORTED EMPLOYMENT • Prediction Orientation • Lack of Evidence that Scores on the Tests are Related to Success in Employment • Validity and Reliability of the Measures are Questionable

SUPPORTED EMPLOYMENT IS A ZERO PROJECT MODEL

Assessment Should Facilitate a Job Match Between the Person and The Community

Major Forms of Consumer Assessment • Interviews and informal observations • Interpretation of formal assessment & evaluation instruments • Behavioural situational assessments

What is an Employment Specialist or Job Coach • A JOB COACH CAN BE DEFINED AS: “ a professional or possibly paraprofessional who provides individualized one-to-one assistance to the client in job placement, travel training, skill training at the job site, ongoing assessment and long-term assessment; the job coach is expected to reduce his or her presence at the job site over time as the client becomes better adjusted and more independent at the job” (Wehman & Melia, 1986)

Job Coach Functions 1 • Job Finder: Market Screening Initial contact with potential employers Interview with employer Identify Job (s) : Job Redesign : Task Restructuring Environmental Analysis : Potential for Integration

Job Coach Function 2 •

Task Related: Task analysis Systematic Teaching - Developing competence Ensuring the Job is done

•

Non Task Related: Ensuring that the supported employee gets the same pay as others for the same job Ensuring opportunities for social integration on the job Ensuring the development of social competency

Advocacy

Process • • • • • •

Person Centred Plan (PCP) Identify Area Of Work Negotiate Job Placement Provide On-Job Training Reduce Job Coach Support On-going Advocacy

Choose

Get

Keep

EMPLOYERS • • • • • • • • •

Know Your Client Advance Research Appointment to Visit Their Needs Honesty Know What You Want Clear Information Professional Approach Follow Up

ISSUES • • • • • • • •

Employers Insurance Trade Unions Too Disabled Challenging Behaviour Benefits Epilepsy Money

A New Mission • • • • • • • •

Choice Satisfaction Full integration Careers Contribution Self-determination Quality of life Lifestyle change

Emerging Innovations of Importance • • • •

Natural supports in the workplace Assistive technology Person-centred planning Demonstration of choice and control by people with disability • Programs closing facilities and only supporting people in the community • Employer leadership

SUPPORTED EMPLOYMENT • Works • Only option for some

• Gives meaningful life • Dependence

Independence

• The Service of the 90’s

Pitfalls to Avoid • Never underestimate people with disabilities • Never underestimate the importance of community • Never underestimate the participation of co-workers and supervisors