1. 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 – < LLP RO-LEONARDO-LMP >

2. 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

3. 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.

4. The Consultancy Process

5. 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

6. 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
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7. Example: Interview Questions

8. 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.

9. Examples: Competency Toolkit

10. Cons. tool: A Weighed Competency Checklist for a Company

11. 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
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12. 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.

13. 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
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14. Example: The Decision Making Matrix

15. Example: Risk Analysis

16. Example: Potential Problem Analysis

17. Example: Recommended categories

18. 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
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19. 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

20. 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

21. Example: Evaluation of the Audit

22. Partner Organisations