The 7 Phase sequence outlined here is an adaptable model that can be be useful when supporting an individual in employment.
The emphasis is on ‘natural supports‘ in this context natural describes the conventional working environment as it exists without intrusion. The goal is to support individuals into employment with the minimum disturbance to the workplace’s original state. In fact phases 1-4 above use the existing resources already in pace within the workplace. Let’s take a look at this in more detail:
Phase 1) Natural Ways This is the job and what takes place there, the tasks, their frequency all written documents and rules, also consider the culture of the workplace – this information can be gleaned from staff who do the job.
Phase 2) Natural Means This is how the employer supports all staff to the learn the above, how do they go about learning the job. Beyond that you should examine employees reasons for completing the work that they do.
Phase 3) Natural People The staff that are in place to teach and induct new recruits, As well as any staff that work closely with the new recruit. These should being productive natural relationships.
Phase 4) Facilitate Support professional is present, they aim to understand the needs of the employer, roles are observed, data collection takes place, support packages are considered for the employer. Consider any difficulties being experienced such as health, travel limitations, social factors, other worries or concerns. Working with natural people and process already in place.
Phase 5) Support the natural trainers Communication and feedback from the aforementioned phase 3 staff is key. At this stage formal or informal training can be offered to those staff in question. It may be advisable to change the natural supporter. Disability awareness training may take plac, support may be formal or otherwise.
Phase 6) Reconsider Natural Means Here adaptation can take place of any documentation. Information and advice can be presented in alternative formats. Structured training methods can be used to help learners assimilate information. Learners are to consider their motivation. Performance is to be assessed alongside co-worker and natural people. This is a departure form the employers natural methods, , adjustments should only be made with proper care and thought.
Phase 7) Reconsider Natural Ways Changing the way an employee performs any given task , add adaptations reasonable adjustments. Allow longer to complete the task. Reconsider the work they are to do. In this final stage you have actually changes the nature of the job. This is the most intrusive phase, this may considered to be more problematic. If possible, work to a more natural state.
- Don’t just dive in to phase 7
- It is possible to be at different phases at once
- To understand this phase 1 accurately it is helpful for the job coach to have performed the job to be done & understand the standards that are required.
- It may be helpful to model your learning on the best available employee.
- The Job coach should reach *method where the task to be completed is mastered and completed without conscious thought (consider driving)
- When deconstructing a job and dividing it up, always use the least number of steps, it is then possible to further analyse and divide any steps that are problematic.
- The further you have reached in the cycle the greater the need for review .
Method is TSI terminology when one has acquired the skills at the level of competency needed to undertake the job. When establishing method it is advisable to work with the most accomplished and experienced staff available