The Effect of Mentoring versus Job Coach Instruction on Integration in Supported Employment Settings

1997 ◽  
Vol 22 (3) ◽  
pp. 151-158 ◽  
Author(s):  
Mellanie Lee ◽  
Keith Storey ◽  
Jacki L. Anderson ◽  
Lori Goetz ◽  
Steve Zivolich
Keyword(s):  
Social Integration ◽  
Supported Employment ◽  
Comparison Group ◽  
Severe Disabilities ◽  
New Employees ◽  
Job Coach ◽  
Training Strategies ◽  
Mentor Model ◽  
Mentoring Model ◽  
Pizza Hut

Thirty employees at Pizza Hut were observed to examine the effects of three training strategies on social integration. These training strategies represented: (a) the traditional job coach model, (b) a mentoring model, and (c) the use of management and coworkers to train new employees without disabilities. This research found that employees with severe disabilities trained using the mentor model had more interactions with nondisabled coworkers than those trained using the job coach model. The data also indicate that the nondisabled comparison group had more interactions than either the job coach or mentoring groups, and that the types of interactions did not vary among the three groups.

Doing it the Company Way: Using Internal Company Supports in the Workplace

1991 ◽  
Vol 22 (2) ◽  
pp. 32-35 ◽  
Author(s):  
Ellen S. Fabian ◽  
Richard G. Luecking
Keyword(s):  
Supported Employment ◽  
Training Programs ◽  
Severe Disabilities ◽  
Competitive Employment ◽  
Employment Opportunities ◽  
Job Coach ◽  
Workplace Supports ◽  
Training Activities

Recent limitations identified in the job coach model of supported employment have stimulated interest in the use of natural workplace supports as a means of facilitating competitive employment opportunities for individuals with severe disabilities. The authors describe one approach to natural workplace supports called the internal company support approach to supported employment, using existing employer-sponsored training programs in the workplace. Examples of employer-sponsored training activities are provided, as well as implementation suggestions based on the authors' experience.

Was macht Supported Employment so überlegen?

2013 ◽  
Vol 10 (02) ◽  
pp. 95-101 ◽  
Author(s):  
H. Hoffmann
Keyword(s):  
Vocational Training ◽  
Supported Employment ◽  
Gesetzliche Grundlagen ◽  
Job Coach

ZusammenfassungMit der Einführung des Supported Employment wurde in der beruflichen Wiedereingliede-rung psychisch beeinträchtigter Menschen in die freie Marktwirtschaft ein Paradigmawechsel vollzogen, der sich in den USA und mittlerweile auch in Europa bewährt hat. Die wissenschaftliche Evidenz ist mittels zahlreicher randomisiert kontrollierter Studien erhärtet, weshalb Supported Employment in den Leitlinien als dem pre-vocational Training überlegen und somit als Methode der Wahl vorbehaltlos empfohlen werden kann. Supported Employment leistet zudem einen entscheidenden Beitrag zur Inklusion und Teilhabe psychisch beeinträchtigter Menschen.Für eine erfolgreiche Implementierung und Weiterverbreitung im deutschsprachigen Raum braucht es gewisse Adaptionen, einheitliche Qualitätsstandards, Anreize für die Arbeitgeber sowie noch zu verbessernde gesetzliche Grundlagen und Finanzierungsmodelle, die u.a. die unbefristete Begleitung durch einen Job Coach ermöglichen. Letzteres ist ein zentraler Faktor für den nachhaltigen Erfolg des Supported Employments.

Supported Employment – Electronic Job-Coach (EJO)

2016 ◽  
pp. 142-149 ◽  
Author(s):  
Carsten Brausch ◽  
Christian Bühler ◽  
Andreas Feldmann ◽  
Miriam Padberg
Keyword(s):  
Supported Employment ◽  
Job Coach

Achievements and Challenges I: A Five-Year Report on Consumer and System Outcomes from the Supported Employment Initiative

1992 ◽  
Vol 17 (4) ◽  
pp. 227-235 ◽  
Author(s):  
Michael West ◽  
W. Grant Revell ◽  
Paul Wehman
Keyword(s):  
Mental Retardation ◽  
Supported Employment ◽  
Severe Disabilities ◽  
Fiscal Year ◽  
Service Access ◽  
Virginia Commonwealth University ◽  
Primary Service ◽  
The Individual ◽  
And Training ◽  
Individual Placement

This article presents results from the 1990 fiscal year survey of state supported employment implementation conducted by the Rehabilitation Research and Training Center on Supported Employment at Virginia Commonwealth University, and a longitudinal analysis of findings from the 5-year course of this investigation. State vocational rehabilitation agencies reported a total of 74,657 supported employment participants and 2,647 provider agencies for 1990. Persons with mental retardation continue to be the primary service group, but there has been a dramatic increase in the proportion of supported employment participants with mental illness. Among participants with mental retardation, those with mild retardation continue to be the primary recipients of services. Use of the individual placement model has also increased substantially, with a corresponding decrease in the use of most group options. The availability of extended services funding was found to be limited across a number of disability groups. Findings are discussed in relation to the achievements of the states in implementing supported employment, and challenges to the states for improving service access and delivery for individuals with severe disabilities.

Social Integration and Severe Disabilities

1991 ◽  
Vol 25 (3) ◽  
pp. 340-351 ◽  
Author(s):  
David A. Cole ◽  
Luanna H. Meyer
Keyword(s):  
Social Integration ◽  
Severe Disabilities

Natural Supports in the Workplace: A Reexamination of Supported Employment

1988 ◽  
Vol 13 (4) ◽  
pp. 260-267 ◽  
Author(s):  
Jan Nisbet ◽  
David Hagner
Keyword(s):  
Supported Employment ◽  
Severe Disabilities ◽  
Active Participation ◽  
Work Environments ◽  
Natural Supports ◽  
Job Coaches ◽  
Job Sharing

The purpose of this article is to examine some of the basic premises of supported employment initiatives. In particular, the role of agency-sponsored job coaches in supporting employees with severe disabilities in integrated work environments is discussed. A broader concept of supported employment is proposed, based on studies of the supports and informal interactions characteristic of natural work environments. Alternative support options, entitled the Mentor Option, the Training Consultant Option, the Job Sharing Option, and the Attendant Option, which involve the active participation of supervisors and co-workers, are presented with suggestions for implementation.

Natural Supports: Reconceptualizing Job Coach Roles

1993 ◽  
Vol 18 (4) ◽  
pp. 275-281 ◽  
Author(s):  
Pat Rogan ◽  
David Hagner ◽  
Stephen Murphy
Keyword(s):  
Social Support ◽  
Supported Employment ◽  
Work Site ◽  
Case Examples ◽  
Individual Preferences ◽  
Employees With Disabilities ◽  
Natural Supports ◽  
Job Coach ◽  
Personal Connections ◽  
Natural Support

This article presents four case examples that illustrate various strategies used by agency personnel to promote job supports for employees with disabilities while minimizing the intrusion of supported employment personnel. Specific strategies include: (a) using personal connections to enhance social support, (b) matching individual preferences and attributes to work-site social climates, (c) collaborating with work-site personnel to develop adaptations and modifications, (d) facilitating and supporting the involvement of work-site personnel; and (e) providing general consultation focused on person-environment factors that promote both the success of the supported employee and the overall business. Each of these strategies is discussed within a natural support framework in relation to reexamining job coach roles. The implications of the four case examples are discussed and areas for further research are suggested.

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