The Employment Process
  1. Trainee Assessment
  2. Networking/Job Market Survey
  3. Initial Job Matching
  4. Contacting Employers
  5. a Environmental Analysis
    b. Job Analysis (+Task Analysis
  6. Placement & Support
  7. Job Development

    Outcomes/ 5 Valuable experiences

   
1 Trainee Assessment
  • Trainee Assessment is ideally built around a personal planning system. The personal profile of an individual identifies interests, gifts, capacities, needs, etc
  • The vocational profile looks specifically at the individuals employment aspirations, abilities, skills and potential obstacles

    Job Performance

    Speed and accuracy

    Quality

    Interaction with co. worker

    a) Level of worker satisfaction

    b) Level of employer satisfaction

    There may be a necessity to revisit the vocational profile process, if the original job match is not deemed to be appropriate
   
2 Networking/Job Market Survey

There are two main strategies regarding this:
A. Networking

Each person is connected to other people in a variety of ways

  • Family members or relatives
  • Neighbours close by or within a close proximity
  • Co-workers § Members of social clubs etc
  • Other people you know have overlapping networks
  • ie they share some friends or acquaintances,
  • but know people you don't know

Exploring Networks

Gathering information on ‘placement options' (without ever approaching an employer)

NB The Service-user has their own network

 

B. Job Market Surveying
The purpose of this activity is not to find a specific job, but to ensure that one is fully familiar with potential opportunities that may exist
l Job matching involves matching the Service-users interests, needs and capacities to the particular requirements of a specific job l Job matching is a critical aspect regarding successful placement

Three way process

  1. Need to have comprehensive information about the Service-user
  2. Detailed information on the job considered for the Service-user
  3. Examining both sets of information to decide if there is a good match between the individual and the placement

   
3 Initial Job Matching

NB

Working the system around the individual

– not the individual around the system

   
4 Contacting Employers

MSES interface with employers at a variety of levels

Co worker

Owners

Personal department

Shop Floor

Senior management

   
5a. Environmental Analysis

Assesses the social integration opportunities in the workplace

Company Indicators

Policies and Procedures

Ways in which it supports workers

Encourages interaction between workers

Work Area Indicators

Specifically where the job is located

Staffing and supervision

Physical layout

Lunch/coffee break routines etc

Employer Indicators

Type of social integration among employees during work and at break time

Any social activities that take place during or after work hours

Benefit Indicators

Covers wages, increments, bonuses, health insurance, annual leave/sick leave, allowances

Opportunities for additional training and information

The Environmental Analysis allows MSES staff see the level of social interaction in the workplace and whether this working environment will enhance or limit the potential for social interaction for the Service-user

   
5b. Job Analysis (+ Task Analysis)


Job analysis involves a breakdown of all the tasks involved in the job, including any requirements of speed, accuracy or safety

MSES involves itself in the following process

Observation – of an experienced and proficient worker complete the task

Practical approach – do the job oneself and observe the following:

Care Routines

Episodic Routines

Job Related Routines ie clocking in, observing break routines etc

Social skills – ie appropriate dress, personal hygiene etc

   
Actual Job Match

Takes place when the MSES staff is satisfied that the skills and capacities of the Service-user for placement, meets the actual requirements of the employer

As already outlined, a complete environmental . Analysis and Job Analysis are a crucial part to . forming the successful job match as well as … the skills and capacities of the Service-user . . . for placement

   
6. Placement & Support

“ Rather than ask who can be employed, supported employment asks what supports will the person need to join the open market”

The provision of support is highly individualised and needs to be flexible

MSES staff

Provide whatever training and related support that the Service- user requires, and also acts as a support to the employer and co-workers

Ensures the successful integration of the Service-user into the workplace

Provide a model for co-workers in how to interact with the Service-user

Forms of placement secured

Job Sampling/work experience

Affording the Service-user to sample experiences in the work environment, work experience can be productive for building on employment and developing skills, these experiences are thought of as initial career steps and not as career fulfilment

Paid Placements

Being paid the ‘going rate' for the job and receiving other job benefits

   
7. Job Development

Through employer/employee review process, Service-users can develop their skills in another area of their working environment, if this is at all possible

Example

1. Retail Outlets – sampling a variety of areas by the Service-user in order to upskill himself/herself in the area of customer service in a general sense

2. Service-users may wish to acquire similar position with another employer on an alternative day of the week

Increasing his/her hours

Enhancing skills

Increased earning power as a result

3. Further training may be secured if this is identified at the review process and deemed to be beneficial to the Service-user