Anda di halaman 1dari 24

Keeping a job

- one size doesnt fit all!





Choosing a job
Getting a job
Keeping a job



William Anthony, 1990
Employment sequence
Why do people leave a job?
They dont like it they quit
They cant perform well
They quit
They get fired
They cant get along with others
They dont like their supervisor
Their supervisor doesnt like them
They find a better job
They get ill or the impact of their disability increases
The job didnt fit!!


Keeping a job
Accommodations
Negotiation of benefits
Promotions
Job retention
Natural supports
Money management
Recovery/relapse issues

Potential Accommodation Issues -
cognitive
Difficulty sustaining concentration
Difficulty ignoring or blocking unrelated
stimuli
Difficulty multi-tasking
Inability to set goals in order to complete
task in a timely manner
Strategies
Directions through one person
Utilize post it notes
Break down into smaller steps, set goals
Consider room dividers
Checklists, reminders to prioritize tasks
Chunk information
Utilize self-management skills
De-stress work environment
Potential Accommodation Issues - social
Problems talking with supervisors/coworkers
Difficulty initiating contact
Difficulty maintaining relationships
Inappropriate response to corrective or negative
feedback
Strategies
Practice and role play social interactions
Teach alternatives to deal with stress
Provide after hour supports to allow
consumer to debrief
Model appropriate behavior
Look for jobs that dont require
spontaneous social interaction
Potential Accommodation Issues - physical
Decrease in stamina
Non-exacting physical movements (due to
tremors/atakia)
Need for frequent breaks - Excessive thirst
Hypersensitive to sun/heat
Restlessness
Drowsiness or impaired memory
Mobility/sensory issues
Strategies
Structure job to accommodate peak performance
times
Jobs should take into account cyclical nature of
illness
Assess environmental issues - noise, odor
Modify schedule for breaks, dr. appointments
consider part time job try outs
Consider medication issues
Categories of Natural Supports
Training supports

Organizational Supports

Social Supports
Any assistance, relationships or interactions that
allow a person to secure or maintain a community
job.. In ways that correspond to the typical work
routines and social interactions of other
employees
(Rogan, Hagner, & Murphy, 1993)
Natural supports
Why use natural supports?
Support from supervisor/co-workers prevents social
distance
Assists in the development of naturally-occurring
relationships
Encourages integration & stability
Doesnt have to be faded
Its available to everyone
Examples of natural supports
Relationships
co-worker
supervisor
bus driver
cafeteria worker
family member
EAP counselor
occupational nurse
Environmental
buzzer on machine
break bell
watch that beeps
post it notes
calendar
stripe on floor
checklist
Natural support strategies
Information gathering
social characteristics
and preferences
work-related skills
types of supports
currently used
potential sources of
connections & support
Job development
determine essential skills
analyze work-related
tasks
assess work culture
note supports & possible
accommodations
Job coaching vs. Consulting
Traditional job coaching
coach trains employee
coach interacts with
employee
makes adaptations
alters training
handles problematic issues
Consulting
Supervisor trains
employee
co-workers interact with
employee
offers ideas
offers strategies
supervisor solves
problems
Supported Employment and Peers
Supported employees mentored by co-workers had
more peer interactions with co-workers without
disabilities than supported employees trained directly
by job coaches.
(Lee, Story & Anderson, 1997)


Ways to teach
Forward chaining
Backward chaining
Massed trials
Shaping
Match to sample

Self-management skills
Self-monitoring
awareness of performance criteria and standards
self-evaluation
self-prompting
self-reinforcing
Creating an independent worker
Assess consumer traits and supports
Train consumer in self-management skills
Assess workplace culture
Perform a good job match
Train supervisor in providing instruction
Final tips
Demystify your expertise
Emphasize ability, not disability
Create opportunities for interaction
Match employees to the culture, not
just to work skills
Involve the consumer
Train the supervisor/co-workers, no
the consumer
Final Warning
If it feels like youre jumping through
hoops, it probably isnt a good job
match!

Anda mungkin juga menyukai