To provide an effective service and adequate support
In an employment setting, intrusion or disturbance should always be kept to minimum. However, we should also have the individuals progress at the fore of our minds and this progress should be subject to regular reviews. Support should be integrated in a ‘natural’ way and use those systems and processes of the employment setting with the least amount of intrusion and disruption possible.
We know that supported employment works best when
using the ideas of inclusion and self-determination, when it takes a person centred approach to providing job matching and profiling.For the above to work properly it is paramount we have a positive understanding between the worker, client and employer.
It is the job of the supported employment professional or inclusion worker to identify and use the employment settings natural supports whenever possible. This could be those people, systems or resources that are routinely used when any new recruit is being trained. Your may be interested in more information about natural supports
To train or not to train
In some instances where companies are not accustomed to working with a person with a disability it may be necessary to provide disability awareness training, to avoid misconceptions, miscommunication or worries about productivity.
It is important to acquire feedback regarding the progress and performance of individual who is being supported, regular feedback will allow any potential mistakes to be corrected and stop potential resentments or concerns developing within the workforce.
Of course there is a balance to be struck, employment professionals should fade support at the appropriate juncture with the understanding that support is still readily available if required.
It is important that we challenge ignorance and that everyone is aware of their rights and responsibilities.
What about these wondrous internships I hear about so often
As internships are becoming increasingly popular it is important that the distinction is made between the support offered in a supported employment setting and the support offered with supported internships. In the former support is minimised whereby an individual is offered the least amount of support required for them to effectively and successfully perform their job intervention is only recommended when job formants may be affected usually as a result of a change. However when discussing Support Internships, usually the recipients of the support are undertaking a study program and attend a school or college, and to this end its participants are afforded a greater level of support and entitled to the same safeguarding and educational entitlements as their peers.
Who can work…
Employment services work to the ideal that most anyone who wants to work can. This poses the question of the practical limits of offering support, to a given individual. Effective support must be assessed and delivered, within the financial constraints of the service. It must provide an effective solution to the employer without compromising productivity or other matters of importance.
Balancing the specific needs of an individual taking a person centred approach through vocational profiling job matching with the increasing demands of the modern day employer may seem like a difficult task. However there are countless success stories that supported employment is an effective system.