Rocket science 101: what supported employment specialists need to know about systematic instruction

1997 ◽  
Vol 9 (2) ◽  
pp. 109-120
Author(s):  
David W. Test ◽  
Wendy M. Wood
Keyword(s):  
Supported Employment ◽  
Systematic Instruction ◽  
Employment Specialists

scholarly journals Good fences make good neighbors: Collaborating with families to create employment opportunity

2021 ◽  
pp. 1-5
Author(s):  
Bethany Chase
Keyword(s):  
Parent Involvement ◽  
Developmental Disabilities ◽  
Supported Employment ◽  
Employment Opportunity ◽  
Job Seekers ◽  
Employment Success ◽  
Job Match ◽  
Employment Supports ◽  
Job Coaches ◽  
Employment Specialists

BACKGROUND: Collaboration between supported employment providers and parents/guardians of job seekers with intellectual and/or developmental disabilities is key to employment success. However, parents are often concerned about the efficacy of employment supports or the capacity of the professionals providing the service. Likewise, job coaches may consider certain kinds of parent involvement as detrimental to a successful job match. OBJECTIVE: This article provides context for why parents/guardians may be distrustful of the employment process, as well as why employment specialists may struggle to build strong partnerships with parents/guardians. METHODS: This article will discuss how to implement practices that not only welcome the critical input of families, but also maintain healthy and well-defined boundaries that affirm the autonomy, professionalism, and competence of the worker.

scholarly journals Implementing evidence-based supported employment

2007 ◽  
Vol 31 (7) ◽  
pp. 244-249 ◽  
Author(s):  
Miles Rinaldi ◽  
Rachel Perkins
Keyword(s):  
Supported Employment ◽  
Educational Activity ◽  
Client Outcomes ◽  
Individual Placement And Support ◽  
Individual Client ◽  
The Individual ◽  
Work Education ◽  
The Impact ◽  
Individual Placement ◽  
Employment Specialists

Aims and MethodWe evaluated the impact of implementing the individual placement and support (IPS) approach within eight community mental health teams (CMHTs) in two London boroughs. Demographic, clinical and vocational data were collected enabling a comparison of the number of people supported in work/education and individual client outcomes at 6 and 12 months.ResultsFollowing the integration of employment specialists there were significant increases in the number and proportion of clients engaged in mainstream work or educational activity at 6 months and 12 months. The employment specialists supported 38% in open employment at 6 months and 39% at 12 months.Clinical ImplicationsThe results support the use of IPS in clinical practice in CMHTs.

An Analysis of the Activities of Employment Specialists in a Natural Support Approach to Supported Employment

1998 ◽  
Vol 13 (1) ◽  
pp. 27-38 ◽  
Author(s):  
Darlene D. Unger ◽  
Wendy Parent ◽  
Karen Gibson ◽  
Kelly Kane-Johnston ◽  
John Kregel
Keyword(s):  
Supported Employment ◽  
Natural Support ◽  
Employment Specialists

Journeys to work: the perspective of client and employment specialist of “Individual Placement and Support” in action

2014 ◽  
Vol 18 (4) ◽  
pp. 198-202 ◽  
Author(s):  
Lynne Miller ◽  
Suzanne Clinton-Davis ◽  
Tina Meegan
Keyword(s):  
Mental Health ◽  
Lived Experience ◽  
Supported Employment ◽  
Mental Health Problems ◽  
Individual Placement And Support ◽  
Content Type ◽  
Employment Specialist ◽  
Personal Accounts ◽  
Individual Placement ◽  
Employment Specialists

Purpose – The purpose of this paper is to provide the personal accounts of the journey back to work from the perspective of both the person entering employment and the Employment Specialist who assisted them. Design/methodology/approach – Two people with mental health problems who received help into employment from an employment service in a London Mental Health Trust were asked to give write their accounts of their journey. The Employment Specialists who assisted them in this journey were also asked to write their accounts. Findings – Reflective accounts – no findings presented. Originality/value – Much has been written about the effectiveness of Individual Placement and Support evidence-based supported employment, but little has been published about the lived experience of this approach from the perspective of both the person endeavouring to return to work and the employment specialists who support them. This paper presents two such accounts.

scholarly journals Work Experiences and Challenges to Employment Sustainability for People With Mental Illness in Supported Employment Programs

SAGE Open ◽  
2021 ◽  
Vol 11 (3) ◽  
pp. 215824402110335
Author(s):  
Janki Shankar ◽  
Lun Li ◽  
Shawn Tan
Keyword(s):  
Work Environment ◽  
Supported Employment ◽  
Employment Outcomes ◽  
Mental Illnesses ◽  
Service Users ◽  
Theory Approach ◽  
Work Experiences ◽  
Wide Range ◽  
Sustainable Employment ◽  
Employment Specialists

Supported employment (SE) is an evidence-based program that has shown much promise in helping people with severe mental illnesses (SMIs) to gain and sustain competitive employment. However, there are significant variations in employment outcomes across SE programs in Canada that can be partly explained by SE service users’ experiences in their work environment. The work environment can exert a considerable influence on the interest in and ability to sustain the employment of a person with an SMI. This study explores the work experiences of individuals with SMIs who are involved in an SE program and who understand the challenges of and barriers to sustaining such employment. Semistructured, in-depth interviews were conducted with 15 individuals with SMIs, and the data were analyzed using a constructivist grounded theory approach. Challenges to the employment sustainability of an individual with SMI were found to arise primarily from three intersecting contexts: the SE program, the work environment, and the larger Canadian labor market. The findings suggest that SE programs will better promote employment sustainability if they adhere closely to individual placement and support model of SE. SE service providers (employment specialists) must be equipped with a wide range of knowledge and skills to meet the needs of individuals with SMIs if sustainable employment is to be achieved. It is recommended that there must be investment in training for employment specialists to assist SE service users to achieve sustainable employment outcomes.

Profile of Illinois Supported Employment Specialists: An Analysis of Educational Background, Experience, and Related Employment Variables

1989 ◽  
Vol 14 (4) ◽  
pp. 278-282 ◽  
Author(s):  
Deborah L. Winking ◽  
John S. Trach ◽  
Frank R. Rusch ◽  
Jeffrey Tines
Keyword(s):  
Supported Employment ◽  
Educational Background ◽  
Bachelor's Degree ◽  
Direct Service ◽  
Related Field ◽  
Service Personnel ◽  
Employment Specialist ◽  
Employment Programs ◽  
Direct Service Personnel ◽  
Employment Specialists

Coordinators of Illinois supported employment programs were surveyed for information regarding the demographics and reasons for job turnover of employment specialists. In addition, the employment specialist position was compared with that of direct service personnel in local rehabilitation agencies in terms of salary, benefits, and turnover. Survey results showed that although 58% of the programs responding required employment specialist applicants to hold a bachelor's degree, only 34% of those employment specialists actually hired held a bachelor's degree in a related field and an additional 10% held a degree in an unrelated field. Approximately two individuals were hired for every available employment specialist position in the Illinois supported employment program, with salary identified as the primary reason for the turnover. Although the nature of the direct service role fulfilled by the employment specialist in supported employment differs greatly from that of traditional direct service personnel within the local rehabilitation agency (e.g., workshop floor supervisors, day activity trainers), 55% of the programs responding stated that the salary levels for the two groups were comparable.

scholarly journals More than memes: Embracing social media for 21st century supported employment

2021 ◽  
pp. 1-5
Author(s):  
Robert Kimmel
Keyword(s):  
Social Media ◽  
Supported Employment ◽  
New Technologies ◽  
Professional Networks ◽  
Individuals With Disabilities ◽  
Digital World ◽  
Social Media Platforms ◽  
Standard Practices ◽  
Research Domains ◽  
Employment Specialists

BACKGROUND: Employment specialists assist individuals with disabilities in obtaining and maintaining employment, but the majority of practitioners only utilize techniques, tools, and avenues established in specific research domains from over 20 years ago. New technologies, such as social media, are powerful tools employment specialists can utilize to assist individuals with disabilities seeking employment. OBJECTIVE: This article provides context for why including social media into practice is important, what social media is, opportunities it can provide, and what social media platforms are best for employment specialists to use. This article explores how employment specialists can use Facebook, Twitter, and LinkedIn to find new opportunities, expand professional networks, and incorporate social media use into standard practices. CONCLUSION: Social media is a powerful tool used extensively in talent recruitment. Supported employment professionals can use the identified strategies to help individuals with disabilities access employment opportunities in an increasingly digital world.

scholarly journals Implementation of a novel return-to-work approach for persons with affective disorders in a traditional vocational rehabilitation context: a case study

2020 ◽  
Vol 14 (1) ◽  
Author(s):  
Suzanne Johanson ◽  
Urban Markström ◽  
Maria E. Larsson ◽  
Ulrika Bejerholm
Keyword(s):  
Return To Work ◽  
Vocational Rehabilitation ◽  
Affective Disorders ◽  
Supported Employment ◽  
Mental Healthcare ◽  
Healthcare Services ◽  
Model Fit ◽  
Essential Components ◽  
Employment Specialists

Abstract Background The person-centred Individual Enabling and Support (IES) model is a novel return-to-work (RTW) intervention for people with affective disorders that was developed from evidence-based supported employment for persons with severe mental illness. Typically, supported employment is integrated into mental healthcare and provides a network around the service user and close collaboration with employment and insurance services and employers. Introducing integrated models into a highly sectored welfare system that includes traditional mental healthcare and vocational rehabilitation is challenging. Greater knowledge is needed to understand how facilitating or hindering factors influence this introduction. The aim of this study was to investigate essential components in implementation of the IES model. Methods A case-study was conducted and included four mental healthcare services. Data collection was comprised of semi-structured interviews with 19 key informants, documentation from meetings, and reflection notes. Analyses were performed according to directed content analysis, using the components of the Consolidated Framework of Implementation Research (CFIR) as a guiding tool. Fidelity assessments were performed at 6 and 12 months. Results Anticipating RTW support for the target group, and building collaborative relationships and a network with employment specialists that engaged staff in every organization were components that resulted in the greatest facilitation if IES implementation. Barriers consisted of difficulty in integrating employment specialists into the mental healthcare teams, insufficient engagement of first line managers, reorganization and differing perceptions of the IES model fit into a traditional vocational context. Delivery of the IES model had good fidelity. Conclusions The IES model can be implemented with good fidelity, several model advantages, and context adaptation. Team integration difficulties and negative perceptions of model fit in a traditional vocational rehabilitation context can be overcome to a certain degree, but this is insufficient for sustainable implementation on a larger scale. Policy and guidelines need to promote integrative and person-centred RTW approaches rather than a segregated stepwise approach. Further implementation studies in the traditional vocational rehabilitation context are needed.

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