Presentation on theme: "Best Practice in Supported Employment Engagement – A Canadian Perspective."— Presentation transcript:
Best Practice in Supported Employment Engagement – A Canadian Perspective
Welcome and Introductions
Overview of Office of Public Engagement Table Introductions
Office of Public Engagement Rural Secretariat Work with partners to engage the public in dialogue related to the future of rural NL. Assist partners including Provincial Government departments to collaborate more effectively for sustainability. Work with partners to conduct and facilitate research that helps inform policy-/decision- making. Support 10 advisory councils who develop policy-advice for the Provincial Government.
Overview and Process for the Day
Process for the Day Theming Process Facilitator, a recorder and laptop at each table Theme Team Electronic Polling Keypads Instantaneous response
Let’s try it out!
Which Disney character describes you best? 1.Mickey mouse 2.Minnie Mouse 3.Goofy 4.Donald Duck 5.Daisy Duck 6.Pluto 7.Other
Let’s see who’s in the room
In which region do you live? 1.Newfoundland and Labrador 2.Nova Scotia 3.Prince Edward Island 4.New Brunswick 5.Quebec 6.Ontario
In which region do you live? 1.Manitoba 2.Saskatchewan 3.Alberta 4.British Columbia 5.Northwest Territories 6.Yukon 7.Nunavut
I am …. 1.Male 2.Female
What is your age? 1.Under
I have worked in Supported Employment for: 1.Less than 1 year years years years years
I work for… 1.Not-for profit organization 2.Government 3.Private Industry 4.Other
My organization has _________ core staff (Full-time employees)
My role in my organization is: 1.Frontline 2.Management 3.Board member 4.Consumer
How many CASE conferences have you been to?
Mandate Mission Principles
Mandate CASE stands for the Canadian Association for Supported Employment. Established in 1999, CASE was initially an informal network of service providers and concerned citizens who were concerned about the full participation of persons with disabilities in the Canadian labour force.
CASE stands for the Canadian Association for Supported Employment. Established in 1999, CASE was initially an informal network of service providers and concerned citizens who were concerned about the full participation of persons with disabilities in the Canadian labour force. Is this an appropriate Mandate statement for CASE? 1.Yes 2.No 3.Unsure
Mission o CASE promotes workplace inclusion for Canadians with disabilities through supported employment to eliminate the barriers that prevent the full participation of these individuals. o CASE embraces diversity and believes in personal choice and opportunity for all individuals. o We achieve our goals through a national network and our partnerships with stakeholders.
Is this an appropriate Mission statement for CASE? 1.Yes 2.No 3.Unsure
CASE Action Mandate Polling
Please choose your top priorities for the CASE Action Mandate (Pick Top 5): 1.Spearhead national supported employment initiatives. 2.Provide expert supported employment representation in government policy development. (Federal & Provincial) 3.Advocate for the recognition of supported employment service provider as professionals in a specialized field. 4.Organize coherent and cohesive national supported employment strategies. 5.Establish a central base for distribution of information related to supported employment. Generate and maintain a national database. 6.Demonstrate a commitment to stakeholders by promoting inclusive research methods (e.g. PAR, Participatory Action Research) and sharing the results. 7.Support and promote an annual national conference and annual general meeting. 8.Encourage the Canadian innovators in supported employment (promote national recognition).
Best Practices Survey Results
Language is always important in community, what should we refer to the people we serve as? 1.Job seeker 2.Client 3.Participant 4.Individual 5.Other
What should we call the Philosophy section of the website? 1.Philosophy 2.Guiding Principals 3.Best Practice points 4.Values 5.Other
Website Review Table Discussion
Given the overview that you just received, please think of a question that could be posed to each “sector” after they have viewed it. Come up with one question for each “sector” (Support worker, job seeker, employer) Discussion
What needs to happen to ensure a successful employment for a person with a disability? Discussion
Theme Team Report Back Website Review And Ensuring Successful Employment
Generic Questions Is there anything missing from the website? Have all your questions been answered? Did you find the website helpful? Who is or is not eligible for our services? Was the website accessible, easy to navigate Was this website user friendly? Did this website use plain language? Would you recommend this website to a friend? How did you hear about the website? Do you feel that this website has the necessary information to lead you in the right direction?
Questions for Support Worker Are you interested in being a support worker? What are the essential elements of supported employment? What do you feel your role is as a support worker? Is your job to do the task that is assigned to the client? What qualifications are needed to be a support worker? What qualifications do you currently have?
Questions for Job Seeker Do you feel like you get enough support - are we missing services Are you a new job seeker seeking SE services? After viewing this website would you be able to explain this information to a fellow job seeker? Do you know how to start your job search – who to connect with (job broker), where to go for assistance What are important things to do to prepare for getting a job? What would be your expectations of CASE and SE providers in helping you to succeed? What do you need to think about before your job interview? What is it that you are looking for? (long term plans/goals, why work is important to you) What will have happen to my income assistance if I work? what do you need to be more competent and successful with your job search?
Questions for Employer Have you hired a PWD in the past? What would prevent you from hiring someone with a disability? (concerns, challenges) What support/information do you need in order to hire a PWD? Did this give you a better understanding on how to hire a PWD What are the advantages in partnering with supported employment? Are you an employer that is new to making an new SE hire? Employers telling their successes Does your current hiring practice currently involve employee diversity? Describe how this website has impacted your practice or belief around hiring individuals with diversity. What do you think is the best way to educate your staff/team regarding persons with disabilities. (Sensitivity training...etc).
What needs to happen to ensure a successful employment for a person with a disability? Team approach focus on relationship building between all players. Be realistic and clear about expectations (job seeker, employer, family, etc.). Appropriate training and education; job readiness/mentorship(employer, co-workers, job seeker). Good monitoring and evaluation practice. Right employer, right job, right time. Ongoing and open communication between all.
The top 3 things needed to ensure successful employment for a person with a disability are: 1.Team approach focus on relationship building between all players. 2.Be realistic and clear about expectations (job seeker, employer, family, etc.). 3.Appropriate training and education; job readiness/mentorship(employer, co-workers, job seeker). 4.Good monitoring and evaluation practice. 5.Right employer, right job, right time. 6.Ongoing and open communication between all.
Return on Investment
Do you think this video appropriately reflects supportive employment? 1.Yes 2.No 3.Unsure
What is the “return on investment” or the “benefit(s)” to employers for hiring people with disabilities? Discussion
Competencies and Credentials Table Discussion
What are some methods or measures to prove your competencies in order to be credentialed in best practices of Supported Employment? Discussion
Trivia Competition Who’s knows Canada?
Theme Team Report Back Return on Investment and Competencies and Credentials
Benefits to employers to hiring people with disabilities are: Reduced Staffing costs (Low employee turnover, re- hiring, training/re-training, long term, punctual, less sick days) Diverse workforce Positive business image in the community Positive impact on other employees – increased morale and work ethic Dependable employees Making accommodations for PWD benefits all employees
The top 3 benefits to employers in hiring people with disabilities are: 1.Reduced Staffing costs (Low employee turnover, re-hiring, training/re-training, long term, punctual, less sick days) 2.Diverse workforce 3.Positive business image in the community 4.Positive impact on other employees – increased morale and work ethic 5.Dependable employees 6.Making accommodations for PWD benefits all employees
Some methods or measures to prove your competencies in order to be credentialed in best practices of Supported Employment are: Provincial and National Standards agreed to and recognized Standardized formal training (diploma, post secondary) Standardized testing Credit for experience and practice knowledge Requires formal application process Practical field work Testimonials/letters of recommendation
I feel that the group of participants at this event was representative of the types of people affected by the topic/issue(s) discussed today. 1.Strongly Agree 2.Agree 3.Disagree 4.Strongly Disagree 5.Do not know 6.Other
I feel that all important aspects of the topic(s) were covered today. 1.Strongly Agree 2.Agree 3.Disagree 4.Strongly Disagree 5.Do not know 6.Other
I liked the table discussion process used here today. 1.Strongly Agree 2.Agree 3.Disagree 4.Strongly Disagree 5.Do not know 6.Other
I was provided with an opportunity to have my say. 1.Strongly Agree 2.Agree 3.Disagree 4.Strongly Disagree 5.Do not know 6.Other
I feel that today’s input/feedback from me and other participants will be considered by organizers of this event. 1.Strongly Agree 2.Agree 3.Disagree 4.Strongly Disagree 5.Do not know 6.Other