UEmploy Consultancy for Employment Inclusion Link-up Final Conference Web 2.0 for Social Inclusion: Bridging Practices and Policies Budapest University of Technology and Economics (BUTE) Building A, Egry József street. 1, 1111 Budapest, Hungary Leonardo da Vinci Development of Innovation 2010 – 4205/ 001 – 001 - < 510784-LLP-1-2010-1-RO-LEONARDO-LMP >

Objectives of the Uemploy Project To develop methods and professional supports to help SMEs to employ people with disabilities for social enclusion To motivate SMEs to hire more SN To collect best practices in participating countries To train 5 UEmploy consultants and scheme managers in each participant country to provide consultancy services for SMEs to find the best type of people with disabilities to employ in certain job positions without any risk

General objectives of the consultancy process To achieve UEmploy objectives the partners will Carry out state-of-the-art research to identify advantages, legal provisions, services offered, experiences and best inclusive practices with regard to employment of people with disabilities Develop consultancy instruments (checklists and tools to describe job-specific competencies, support for job matching processes, potential problem identification, analysis of environmental obstacles, provision of employer recommendations) Train consultants Pilot consultancy processes Develop consultancy networks and arrange continuous training of consultants Launch awareness campaigns to promote the importance of inclusive employment and the valuable contribution people with disabilities can make Forge dynamic links with business and public agencies to ensure sustainability of the consultancy services.

The Consultancy Process

Step 1. First visit to the company Objectives To visit the company for the firs time in order to Meet stakeholders Examine selected work process Determine steps of the work process with a line manager Determine work positions Get first impressions Make pictures, videos (if allowed) Socialize Main activities The consultant visits the company for the first time and collects some basic information about the audited company. Back to Structure

Step 2. Interviews Objectives of the step Main activities To collect information for decision making (selecting the right categories of people with disability) To identify work process related competencies (key competencies needed to perform the job correctly) Main activities Based on the information gathered on the first visit the consultant compiles a questionnaire for stakeholders and a list of work process related competences (by selecting relevant competencies from the Competency Toolkit) The consultant interviews selected stakeholders Stakeholders weigh the relevant competencies selected by the consultant after the first visit by using the Competency Checklist Back to Structure

Example: Interview Questions

Consultancy tool: Competency Toolkit for Consultants General description List of potential competencies for a general production work process The purpose of using this tool This list helps consultants to select the most appropriate competencies for the audited work process/work position. How to use this tool? Select only those competencies from this list which are relevant for the audited work process/work position. Create your own list of competencies to be weighted by company staff after the interviews.

Examples: Competency Toolkit

Cons. tool: A Weighed Competency Checklist for a Company

Step 3. Field trip Objectives of the step Main activities To collect information about the environment where people with disabilities will work Main activities The auditor walks through the routes employees use every day (from the parking place or bus station to the workshop and the workplace.) The auditor visits other places (e.g. toilets, dining rooms, corridors, etc.) The auditor collects information about potential obstacles and problems which may occur if the company employs people with disability The consultant uses the field trip checklist to record obstacles and unsafe conditions for people with disabilities Back to Structure

Example: Field Trip Checklist Empty Field Trip Checklist Conditions of barrier free movements of people with disability Secured Not secured Parking places The parking place for disabled employees is not further than 50 metres The entrance of the plant can be reached without any barriers 5% of the total parking place is insured for people with disability If there is a multi-storey car park, parking places for people with disability are located close to the elevators. Parking places for disabled employees are clearly painted and indicated Pathway from the parking place to the main entrance is clearly indicated Parking automats are placed not higher than 0,85 – 1,1 metres.

Step 4. Analysis of Information Objectives Based on the collected information on the interviews and the filed trip the objective is to select the best categories of people with disability who can be employed in the audited work process with minimized risks. Main activities The consultant compiles a decision making matrix The consultant analyses risks related to the audited work process The consultant identifies potential problems which may occur when the company employs people with disabilities The consultant identifies causes of these potential problems and works out actions to minimize risks The consultant selects the most appropriate types of people with disabilities for the audited work process Back to Structure

Example: The Decision Making Matrix

Example: Risk Analysis

Example: Potential Problem Analysis

Example: Recommended categories

Step 5. Report Writing Objective Main activities To inform company stakeholders about the result of the audit. To build trust and to lay the foundation of further business opportunities and assignments Main activities The consultant writes a report to the company about the results of the audit The consultant writes about the objectives of the audit The consultant writes an executive summary (to summarise the most important findings) Writes shortly about the methodology used Lists recommendations to the company about employing selected categories of people with disability Introduces himself/herself Back to Structure

Example: The Structure of the Uemploy Report The report written by UEmploy consultants should have the following structure: Contents page Executive summary Objectives of the audit Scope Steps of the audit (with the methodology of the audit) Description of the audited work process Summary of the interviews with names of employees interviewed Summary of the field trip List of competencies sorted out by employees and managers interviewed Introduction of the decision making matrix Details of risk analysis Description of the Potential Problem Analysis Description of selected steps of the audited work process with the recommended categories of people with disabilities Recommendations Recommended changes in the work environment (if any) based on the conclusion of the field trip Recommended changes according to the Potential Problems Analysis Recommendations for the HR manager How to select employees with disabilities How to run interviews How to train new employees with disabilities How to train line management Privacy statement Brief consultant’s profile

Step 6. Receiving feedback, documentation Objective To receive and analyze feedback from the company in order to improve the service To compile administration To report to the Scheme manager to receive salary Main Activities The consultant sends a questionnaire to the representative of the audited company After receiving the questionnaire the consultant analyses the information and makes recommendations how to improve the service The consultant writes a short summary to the Scheme manager Back to Structure

Example: Evaluation of the Audit

Partner Organisations