1. Good practices of customizing work in Central Europe
20th May 2015, Helsinki

2. Dr. Anke Kleffmann
work- and rehabilitation-psychologist
(co-)developer of MELBA, IDA, IMBA and other
instruments
stakeholder and managing director of Miro GmbH

3. founded after 15 years of research work at
Siegen University, Germany
development of MELBA, IMBA, IDA and
other instruments
ministration of the instruments,
(European) research projects,
counseling of organisations
and companies
offices in Lich und Siegen –
which is kilometers from here

4. Good practices
of customizing work
in Central Europe

5. What is „customizig work“?
Supported employment
Job stripping
Job carving
Customizing work
Job enrichment
functiecreatie
(job creation)
Job crafting
Job sampling
Tailoring work
Arbeitsgestaltung
(job designing)
(babylonian) confusion

6. the modification of existing jobs
the creation of new jobs

7. modification of existing jobs is
to remove tasks from given jobs (stripping)
to add tasks or requirements to a given job (enlargement/enrichment)
to change the sequence of tasks
to change the physical environment
to use technical aid (e. g. a hand switch instead of a foot switch)
to use other aid (e. g. drawings that show how things have to be done)
all well-known methods for the adaption of jobs – wether for disabled workers or for workers in general – used in any European country

8. creation of new jobs
rather new methods for finding jobs for persons with disabilities

9. Where is Central Europe?
Netherlands
Austria
Belgium
Slovakia
Luxembourg
Litauen
Great Britain
Germany
Switzerland
Italy
Slovenia
Croatia
Hungary

10. creation of new jobs
rather new methods for finding jobs for persons with disabilities
a project from the Netherlands
a project from Germany

11. Creation of new jobs in the Netherlands:
functiecreatie by
The mission of SBCM:
“Bijdragen aan passend, zo regulier mogelijk en duurzaam werk voor mensen met een afstand tot de arbeidsmarkt. Dàt is de missie van SBCM, ....”

12. functiecreatie individual-centred approach
creating a suitable job for a particular person
by the way: this it what they call „job carving“
organization-centred approach
analysing and restructuring the work process in a company or a section

13. functiecreatie individual-centred approach steps:
get detailled knowledge about the clients (compatible with description of requirements)

14. functiecreatie individual-centred approach ability-profiles steps:
get detailled knowledge about the clients (+ compatible with description of requirements)

15. functiecreatie individual-centred approach steps:
get detailled knowledge about the clients (compatible with description of requirements)
have a look at all clients: who is a prospective candidate for a regular job

16. functiecreatie individual-centred approach clients might be
persons with neurologic problems
persons with mental retardation
persons with autism
persons with ADHD (attention deficit
hyperactive disorder)
persons with psychic disorders
persons with physical problems
individual-centred approach
steps:
get detailled knowledge about the clients (+ compatible with description of requirements)
have a look at all clients: who is a prospective candidate for a regular job

17. functiecreatie individual-centred approach steps:
get detailled knowledge about the clients (compatible with description of requirements)
have a look at all clients: who is a prospective candidate for a regular job
search for companies, where the candidate can be placed (preferrably companies with a question/a problem)
analyse the work process by concentrating on taks that might match the abilities of the candidates

18. requirement-profiles
functiecreatie
individual-centred approach
requirement-profiles
steps:
get detailled knowledge about the clients (+ compatible with description of requirements)
have a look at all clients: who is a prospective candidate for a regular job
search for companies, where the candidate can be placed (+ preferrably companies with a question/a problem)
analyse the work process by concentrating on taks that might match the abilities of the candidates

19. functiecreatie individual-centred approach steps:
get detailled knowledge about the clients (compatible with description of requirements)
have a look at all clients: who is a prospective candidate for a regular job
search for companies, where the candidate can be placed (preferrably companies with a question/a problem)
analyse the work process by concentrating on taks that might match the abilities of the candidates
place the candidate

20. functiecreatie individual-centred approach profile-comparison steps:
get detailled knowledge about the clients (+ compatible with description of requirements)
have a look at all clients: who is a prospective candidate for a regular job
search for companies, where the candidate can be placed (+ preferrably companies with a question/a problem)
analyse the work process by concentrating on taks that might match the abilities of the candidates
place the candidate

21. functiecreatie individual-centred approach steps:
get detailled knowledge about the clients (+ compatible with description of requirements)
have a look at all clients: who is a prospective candidate for a regular job
search for companies, where the candidate can be placed (+ preferrably companies with a question/a problem)
analyse the work process by concentrating on taks that might match the abilities of the candidates
place the candidate
evaluation and monitoring

22. functiecreatie organization-centred approach
programme developed at University of Maastrich
based on the interest/questions of an employer
the result is not „just“ a job for one handicapped person but as well a new organizational structure with new functional levels

23. functiecreatie organization-centred approach steps:
find an agreement with employer about necessary analysis
analyse the work process
collect tasks and elements, that might be done by less qualified workers
combine these elements to a new job
place candidates
evaluation and monitoring

24. Creation of new jobs in Germany:
Job carving by
jobcarving/
What is the Integrationsamt of LWL:
Das LWL-Integrationsamt fördert die berufliche Eingliederung von schwerbe-hinderten Menschen in den allgemeinen Arbeitsmarkt. Es bietet Beratung und Unterstützung zum Thema Arbeit. Schwerbehinderte Menschen und deren
Arbeitgeber können finanzielle Hilfen bekommen.

25. job carving organization-centred approach
and this it what some Germans call „job carving“
a pilot project from May 2014 till May 2016
a cost free service for employers
based on the interest/problems of an employer and his willingness for external counseling
the principal point is: job carving is a method to unload a skilled employee from unqualified tasks (+ save money)

26. job carving organization-centred approach steps:
informing an interested employer in detail
the „Job Carver“ comes into the company: analysis of work process
collect tasks and elements from given jobs, that might be done by less qualified workers
combine these elements to a new job
hand over jobdescription and requirement profile to IFD (special service for integration)
find a suitable client for the created job

27. job carving organization-centred approach
clients belong to the following groups:
young people leaving school – to prevent work
in sheltered workshops
people from sheltered workshop
people with a psychic disorder
no people with physical problems
steps:
informing an interested employer in detail
the „Job Carver“ comes into the company: analysis of work process
collect tasks and elements from given jobs, that might be done by less qualified workers
combine these elements to a new job
hand over jobdescription and requirement profile to IFD (special service for integration)
find a suitable client for the created job

28. job carving organization-centred approach steps:
informing an interested employer in detail
the „Job Carver“ comes into the company: analysis of work process
collect tasks and elements from given jobs, that might be done by less qualified workers
combine these elements to a new job
hand over jobdescription and requirement profile to IFD (special service for integration)
find a suitable client for the created job
placement and final adjustment by Job Carver

29. job carving organization-centred approach steps:
informing an interested employer in detail
the „Job Carver“ comes into the company: analysis of work process
collect tasks and elements from given jobs, that might be done by less qualified workers
combine these elements to a new job
hand over jobdescription and requirement profile to IFD (special service for integration)
find a suitable client for the created job
placement and final adjustment by Job Carver

30. job carving organization-centred approach steps:
informing an interested employer in detail
the „Job Carver“ comes into the company: analysis of work process
collect tasks and elements from given jobs, that might be done by less qualified workers
combine these elements to a new job
hand over jobdescription and requirement profile to IFD (special service for integration)
find a suitable client for the created job
placement and final adjustment by Job Carver
supervision and monitoring by IFD

31. job carving organization-centred approach about the „Job Carver“:
all of them are experienced Job Coaches
all of them are „Ergotherapeuten“ (occupational therapists)
all of them have an additional professional qualification related to trade or craft
besides that soft skills had been of importance for their selection
there is no formal qualification but quite some training via workshops

32. job carving topics are for instance
the job carver´s role in the company
what exactly is a job carver´s mandate?
Job Carver versus Job Coach
how to moderate a brain storming
…. and whatever other question appears
organization-centred approach
about the „Job Carver“:
all of them are experienced Job Coaches
all of them are „Ergotherapeuten“ (occupational therapists)
all of them have an additional professional qualification related to trade or craft
besides that soft skills had been of importance for their selection
there is no formal qualification but quite some training via workshops

33. job carving organization-centred approach about the companies:
there is no typical company that makes use of job carving
there is not that much potential to create jobs in companies/sections with a high degree of automation
employers are rather reserved, it´s not easy to persuade them

34. Thank you for your attention