Work performance and support needs analysis of students with intellectual disabilities

BACKGROUND: School-to-work transition planning for students with intellectual disabilities should include community-based early work experiences to prepare for possible future integrated employment. Employers have noted job performance levels and appropriate use of supports as important for maintaining employment. OBJECTIVE: The purpose of this study was to assess work performance and support needs of students with intellectual disabilities attending a short summer early work experience. METHOD: A small group of secondary-level school students with intellectual disabilities attended a summer-long vocational rehabilitation program where they worked with a job coach at a work setting. Student participants and their job coaches rated their perceptions of the students’ work performance quality and support needs on the Job Observation and Behavior Scale pre-post program. RESULTS: The groups deviated significantly in their pre-assessment and post-assessment ratings. Job coaches and students both reported significant increases in perception of quality of student performance. In addition, job coaches reported students needing significantly less employment supports by program end. Student participants also reported needing less employment supports by program end; however, results were not significant. CONCLUSIONS: When both student and job coach realistically view student work performance and supports needed, the school-to-work transition can be improved.

The value of employment support services for adults on the autism spectrum and/or with intellectual disabilities: Employee, employer, and job coach perspectives

BACKGROUND: Employment rates among individuals on the autism spectrum or with intellectual disabilities (ID) remain extremely low. Although job coaching services have contributed to successful employment for these individuals, few studies have examined the importance of such support, and even fewer have explored which services are valued most by stakeholders. OBJECTIVE: We examined the importance of employment support services through employee, employer, and job coach perspectives, and employee and employer satisfaction of job coach support. METHODS: A multiple-case study was designed with a community organization providing employment support to individuals on the autism spectrum or with ID, and their employers. Nine employee-employer-job coach triads evaluated the importance of specific services and rated their satisfaction with the job coach support. RESULTS: Services were rated as important, however, some discrepancies were observed between the groups in their ratings of services (e.g., soliciting regular feedback about the employee’s performance). Satisfaction was high for employees and employers; both groups indicated that they would recommend these services. CONCLUSIONS: Job coach support was highly valued by all groups, underscoring the need for these services to be widely available, and suggesting that this support may serve as a critical factor in improving employment outcomes among this population.

Do Job Coach Effective to PWDs Secured a Job in Malaysia

The right to work has been recognized through artice 23(1) of the Universal Declaration of Human Right 1948. But, opportunity and participation of Person With Disabilities (PWDs) in the workforce is still a challenge in Malaysian context. Various efforts and initiatives have been continuously undertaken to secure inclusion of PWDs in the workforce. Malaysia introduced Supported Employment (SE) through Job Coach programme largely provided by the Department of Social Welfare and other Non-Govermental Organizations (NGOs) focuses on helping PWDs in securing employment in the workplace. This conceptual paper discuss about the effectiveness Job Coach to PWDs enhancing participation in the open job market. Implications of the study to the organisation in particular and to the general public at large are also examined and to be considered in order to ensure PWDs inclusion in the workplace and their well-being could be continuously and effectively promoted.

Beginning of the End, 1967

On athletic director Bernie Shively’s death, Harry Lancaster gives up his post as first assistant coach and takes Shively’s job. Coach Rupp has a difficult time without Harry at his side. Joe B. moves up to first assistant coach. This chapter describes Rupp’s many health problems and the stress he experiences regarding his upcoming forced retirement. Joe B. describes his own stress in view of Rupp’s treatment of him.

Supported Employment im Routinebetrieb: Evaluation des Berner Job Coach Placement-Programms 2005 – 2016

Zusammenfassung Ziel Die Studie berichtet über die Evaluation des Berner Job Coach Placement-Programms im Routinebetrieb. Methode Administrative Daten der Teilnehmenden aus den Jahren 2005 – 2016 wurden hinsichtlich der Integration in den allgemeinen Arbeitsmarkt und hinsichtlich der Aufnahme einer regulären Beschäftigung analysiert. Ergebnisse 46 % aller Teilnehmenden (N = 420) erreichten das primäre Erfolgsziel der Integration in den allgemeinen Arbeitsmarkt, 33 % schafften den Übergang in eine reguläre Anstellung. Diskussion Das Berner Job Coach Placement Programm erreicht auch im Routinebetrieb eine im internationalen Vergleich sehr gute Integrationsquote.

Work Accommodations in Canadian Social Firms: Supervisors’ and Workers’ Perspectives

Social firms (SFs) are an appealing model for people with a mental health condition who are having difficulties maintaining their employment in a competitive labour market. The goal of this study is to compare the availability of work accommodations in two types of Canadian SFs, by interviewing supervisors working in adapted enterprises and consumer/survivor-run businesses, and by obtaining the perceptions of the workers with a mental health condition regarding the usefulness of these accommodations. Results indicate accommodations in both types of SFs are readily available and useful. A significant difference between the two types of SFs is the availability of a job coach whose presence workers found useful in adapted enterprises. Natural supports from stakeholders (e.g., supervisors, job coach) are important for work sustainability.