Supported Employment a free of charge service enables people with disabilities to access real job opportunities, of their choice, in a mainstream setting with appropriate ongoing support provided to enable them to become financially and socially active in their communities.
Supported Employment is based on the principal that every one can and has the right to work. Supported Employment provides support to job seekers and employees with disabilities and their employers and co-workers.
What are the 5 Stages in supported employment?
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[toggle_item title =”Stage 1 – Engagement”]Stage 1 is to provide accessible information in an appropriate manner and to support individuals to use the information to make informed choices. The activities in this stage are relevant and person-centred.[/toggle_item]
[toggle_item title =”Stage 2 – Vocational Profiling”]This stage provides insight into aspects of the individual’s skills, abilities, strengths and development needs and will produce a detailed profile of employment related issues that will influence the remainder of the process. Job seekers get the opportunity to select a job compatible with their interests, aspirations, needs, conditions and background experience.[/toggle_item]
[toggle_item title =”Stage 3 – Job Finding”]Job finding is a key stage where the activities involved can influence employers and secure employment for job seekers. The ownership rests with the job seeker, with the Supported Employment provider furnishing detailed guidance and advice.[/toggle_item][toggle_item title =”Stage 4 – Employer Engagement”]
The Supported Employment professional (job coach) and the job seeker should meet with a potential employer. Suggested areas for discussion include;
- Skills/experience required by employer
- Hours of work (or Job Taster / Work Experience Placement)
- Terms and Conditions of employment
- Workplace culture
- Support required by job seeker and support available from Job Coach
- Support available from employer / co-workers
- Issues surrounding disclosure
- Disability awareness and health& safety training for employer and co-workers
- Availability of funding and support through Government Programmes
- Guidance and advice to employers regarding their obligations /
responsibilities under legislation
[/toggle_item][toggle_item title =”Stage 5 – On/Off Job Support”]Support is a key feature of supported employment and is present at all stages of the process. Professional support should gradually fade and be replaced by support from co-workers.
On the Job Support:
- Guiding and assisting with social skills and identifying a mentor/co-worker
- Determining workplace culture and support to adapt to the workplace
- Providing support to the employer and work colleagues
- Identifying opportunities for career progression
Off the Job Support:
- Solving practical problems/issues (transport, work dress etc)
- Discussing interpersonal work relationships
- Assisting with welfare benefits
- Maintaining liaison with Healthcare/Social Work professionals
- Listening and advising regarding issues raised by service user
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People with a disability and employers as well as community groups, voluntary organisations and families use Supported Employment Services.
A Supported Employment Agency may be able to help with;
- Training for managers, supervisors and employees who have not worked with people with a disability before
- Identifying how you can support those who line manage people with disabilities and provide them with any necessary information they may need
- Recognising that, when instructing a person with learning disabilities, you may have to say something more than once
- Ensuring that work colleagues are aware of the reasonable accommodations required to enable a person with learning disabilities to do their job – for example, that they are aware of the need to use communication accessible to the employee.
- Involving the job coach, if there is one, to assist with team building and nurturing good working relationships.
- Ensuring that work colleagues are aware that limited interaction or a reluctance to take part in out-of-work social activities is not misinterpreted as being unfriendly. People with learning disabilities may have limited experience of social interaction and/or may be worried about things like how would they get home from the pub. These barriers can be addressed if people are aware of them.
- Assisting with issues. For example, if someone’s behaviour is inappropriate, you may have to speak to them more than once before they change it. Don’t assume they are deliberately behaving inappropriately. If possible, consult with the job coach.