Job Placement
Program Goal: To effectively support individuals with disabilities in acquiring and retaining employment.
Program Description: The program features the development of an employment position which is best suited to the individual's interests, abilities, and needs (as identified by the vocational evaluation process.) It also includes individualized job modifications, and/or compensatory strategies that enhance the individual's ability to successfully integrate into the workplace.
Program Methods: There are four sequential stages to job placement at BHE.
Job Development: In this stage, the individual, with the assistance of a Job Coach, first considers the necessary tasks and competencies related to the job search process. Deficiencies are addressed by the Job coach through skill instruction and supportive guidance. Locating a job position that matches the abilities, values, and interests of the individual is the primary responsibility of the Job coach, who utilizes a variety of marketing techniques and resources. Procurement efforts and the results of these efforts are documented. The Job Coach's analysis includes task performance requirements and subtle implications of the workplace culture with related social expectations.
Job Placement/Job Coaching: Once a position is identified, the Job Coach learns the essential components of the job and develops a practical plan for training the individual, thus ensuring a smooth starting transition and job retention.
The Job Coach remains sensitive to the employer's potential reservations about the individual's work deficits and may introduce work-site compensatory strategies. The Job Coach teaches the individual job tasks, physical orientation of the work-site, scheduled routines, the logistics of commuting to and from work, as well as the social rules and expectations that are consistent with the workplace culture.
The Job Coach is responsible for developing as many natural supports as possible within the workplace. This is accomplished by maintaining regular communication with supervisors and co-workers working closely with the individual. The greater the employer's understanding of the individual's learning style, communication, physical skills, work personality and how to accommodate for needs in these areas, the greater support they will be able to provide once the Job Coach fades from the site.
Phase Out: The stage begins when the benefits of job coaching have been maximized (usually 100 hours or less of full support job coaching). The Job Coach's objective is to facilitate the individual's independence as a worker. Phase out begins with the Job coach remaining present at the job-site, yet gradually fading from the individual's view. This process continues with increasing time spent away from the individual until on-site coaching is no longer required. The Job Coach continues to consult with the employer and co-workers in response to observed concerns or problems, focusing on practical problem solving that ensures long term employee and employer satisfaction.
Follow-Up: During the first month of follow-up, weekly work-site visits are conducted. For the next two months, bi-monthly telephone contact is maintained with the employer. For the three months following this, the Job Coach is available to consult with the employer and/or employee should significant work-related adjustment or performance issues arise.
