Complimentary Dishes
(related pages, various sections)

Job Development

Employment Menu

Creating a Culture that Emphasizes Employment

Kirsten's Story

Employment Services

• Task Analysis: Find out what the job duties are and put them into a format that the Member best understands (e.g. a map of the area, a list of duties, a job description).

• Discuss the job duties and environment with the member.

• Discuss how the member separates her/his role as a worker from his/her disability and/or personal life.

• Discuss safety procedures with the member.

• Take the member shopping to get work clothes.

• Give a wake up call to the member.

• Meet the member at her/his home to ensure that she/he gets to the job on time.

• Transportation training.

• Identify natural supports in the workplace that the member can use for job support, transportation, and social connections.

• Communicate with member about specific work/social skills needed for particular employment position.

• Introduce member to the employer and co-workers.

• Train member how to do the job, or observe as the supervisor trains the member.

• Observe the ways that the member interacts with co-workers and supervisors for later discussion with the member.

• Covertly time member if productivity is an issue.
  
• Observe the productivity level of co-workers so that you do not hold the member to impossible standards.

• Observe the corporate culture of the environment so that you can help the member to fit in with co-workers. Discuss your observations with the member especially touch on things like the appropriate time to take a cigarette brake, when jokes are appropriate, etc..

• Fit the kind and amount of instruction to the member’s learning style. Instruction may consist of verbal instruction, writing lists for the member, putting color coded markers on a list corresponding to markers on objects in the work environment, or just lending moral support.

• Help the member to develop his own system for organizing and remembering the job so that you can fade (reduce support as necessary).

• Mediate any differences with co-workers or employer if necessary, or better yet give the member the tools to resolve her/his own difficulties

• Implement fading techniques by gradually withdrawing support.

• Meet with member prior to work, at breaks, or right after work. Coaches have also stationed themselves in a car outside of the work place so that the member had the security of knowing that someone was there.

• Schedule office meetings to discuss any work related concerns.

• Attend any self-help or community activities with the member that will help the member to become integrated into the community.

• Coordinate activities with other team treatment providers, family members, or anyone else who will support (or hinder) the members ability to keep the job.

• Help the member develop plans for managing, saving or spending the money that they have earned. (Example: Saving money to go on a vacation, to buy a car, or purchase new clothing.) Based on the member’s desire and relationship celebrate and be a part of the member’s achievement of these goals.