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Alberta Employment First

This article discusses the concept of Employment First and the challenges and opportunities it presents in the field of supported employment. It highlights the pillars of supported employment, service strategies, barriers to work inclusion, and opportunities for growth and development.

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Alberta Employment First

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  1. Alberta Employment First Challenges and Opportunities Sean McEwen Calgary Alternative Employment Services

  2. Roots of Supported Employment • Started in the 1980’s to serve people with Intellectual Disabilities • Paralleled De-Institutionalization and the ‘Community Inclusion’ Movement • Utilizes Career Development / Trait & Factor Theory

  3. Supported Employment - 3 Pillars • Supported Employment is the term used when referring to assisted: • career exploration / preparation • employment placement • job retention services for persons who need support to be successful in the achievement of these goals.

  4. Service Strategies & Interventions • Intake and Assessment • Career Exploration • Employment Preparation • Job Search and Placement • Employer Support and Education • Follow-up and Retention Supports

  5. Employment First? • Is a philosophy intended to guide policy and best practice in Supported Employment. • Let’s believe in, and support, employment as the most appropriate vehicle of community participation for working age adults with disabilities. • Employment First is a ‘Best Practice’.

  6. Employment First • Uses typical or customized employment techniques to secure membership in the workforce, where employees with disabilities are included on the payroll of a competitive business or industry, or are self-employed business owners.

  7. Employment First • The assigned work tasks offer at least minimum or prevailing wages and benefits. • Typical opportunities exist for integration and interactions with co-workers without disabilities, with customers, and/or the general public.

  8. Employment Inclusion Report Card: • Employment Inclusion still in development • Research and best practices not utilized in services • Employment / Disability stats virtually unchanged • Inconsistencies in definition of ‘employment’ • Supported Employment can be an effective tool to address labour market inclusion for all

  9. Barriers to Work Inclusion • Core Funding - service ‘stagnation’ • Project Funding - service ‘limitation’ • Failure to recognize and serve ‘the customer’ • Negative ‘service experiences’ in the workplace • Failure to incorporate research and best practices • Failure to recognize the critical interventions

  10. Employment First Opportunities • Develop effective services based in best practice • Measure critical outcomes; satisfaction /sustainability • Build real connection with the business community • Develop unprecedented employment inclusion stats • Develop an Alberta ‘Community of Practice’

  11. How Do We Reach Our ‘Destination’ • Identify where we want to go • Identify the tools and information we need to get there • Identify the critical ‘players’ and roles • Evaluate our progress with integrity • Support the growth and development of the services

  12. The Job Description • Facilitation of Employment Inclusion requires a variety of high level skills in order to professionally support job-seekers and businesses to achieve their goals. • It is the most outcomes-based work in the field of disability services, with very high ROI.

  13. Career Consultant Job Overview • Career Exploration (exploring all the options) • Assessment of strengths, abilities, interests • Resume Development • Basic Job Search Techniques • Action Plan Development – required ‘steps’ • Presentation and Interview Skills Training • Workplace Culture and Employer Expectations

  14. Marketing & Employment Placement • Subsequent to Career Exploration, Employment Prep and identification of ‘customized’ job targets, the focused Job Search can begin.

  15. Marketing & Employment Placement • Engaging employers on behalf of job-seekers • Presenting client abilities effectively • Presenting agency services effectively • Presenting the business case for inclusive work • Addressing concerns and resistance • Facilitating interviews and communication • Representing client accommodation needs

  16. Retention & Natural Supports: • Connecting clients with existing social supports • Utilizing co-workers as trainers and promoting mentorship • Utilizing supports and strategies inherent to the workplace and its culture • Monitoring and addressing performance, social issues, independence and required advocacy

  17. Critical Elements for Success: • Must measure employment outcomes in terms of job satisfaction and sustainability (over 3 years) • Must support services to re-invent and re-brand • Require a range of services to meet the needs of all • Employer Focus is required – they are the outcome • Evaluate and improve services and outcomes • A Community of Practice will enhance results

  18. Resources on: realeyes-capacity.com Sean McEwen sean.mcewen@c-a-s-s.org Thank you for your time today

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