Vocational assessment +Vocational reintegration Social Inclusion

1. Employment Counseling for People with DisabilitiesNicosia08-10.11.2017Presenting: psy. LuminiţaDaneşCREATIVE CONSULTANCY BOUTIQUE SRL

2. Paradigm shift in the field of disability from to • Individual model of disability • charity • medical model • Passive ‘patient’ • Focus on inabilities • Adapt disabled to society • Social model of • disability • - human rights approach • empowerment • equality • participation • dignity, etc • Adapt society to disabled • (Inclusive society) Vocational assessment +Vocational reintegration Social Inclusion

3. What do we mean by Disability? • ICF is WHO's framework for health and disability; • ICF is the conceptual basis for the definition, measurement and policy formulations for health and disability. • ICF looks at the level of functioning, rather than at the disability. • ICF is a tool for measuring functioning in society, apart from the reason for one's impairments.

4. The ICF diagram identifies the three levels of human functioning describing Health versus Disability: • Body functions and Structures (affected); • Activities (limitations) & Participation (restrictions); • Contextual factors: 3.a. Personal factors: age, gender, education, professional experience, personal attitude, self esteem, coping abilities, all personal traits could influence how disability is experienced by individuals. 3.b. Environmental factors: could act as facilitators (+) or bariers (.); 5 categories: • Products& technologies(food, drugs, assistive technologies for communication, mobility, construction, sport & leisure etc) • Natural environment (weather, light, sound, relief) • Support&relationship(basic family, extended family, friends, neighbours, personal asistans, health terapists, animals) • 4. Attitudes • 5. Services, sistems&policies(health, communication, construction, transportation)

5. ICF DIAGRAM OF DISABILITYspecific taxonomy

8. CONTEXTUAL FACTORS (ICF)

9. ICFcomplex, multilayer assessment model

10. What do we mean by Disability? • The UN Convention states that disability "is an evolving concept which results from interaction between PwD and attitudinal and environmental barriers that prevent their full and effective participation in society on an equal basis with others."

12. ACT JUST NORMAL

13. METHODOLOGY

14. What is vocational assessment? Person with a disability Job Tests, worksamples, simulations Vocational Assessment Job-analyzing methods Abilities Jobdemands Matching Motivation & capabilities Optional & obligatory discrepancy-analysis None Small Big yes no Accommodations? Placement Restart Support

15. Vocational Assessmentas part of general/comprehensive screening process GENERAL SCREENING PROCESS Psychological evaluation Medical evaluation The critical evaluation piece! VOCATIONAL assessment Educational evaluation Social evaluation Other evaluation information • Multi-disciplinary and comprehensive approach

16. Instruments for Vocational assessment Paper & pencil- tests (PAP) validated on Cyprus’ population Worksamples Situational Assessment (In-Tray exercises) Job-site-evaluation

17. ASSESSMENT – Stage 1

18. The Wheel – Assessment Tool The top half of the Wheel includes external factors (e.g. opportunities, experiences). __________________________ The bottom half of the Wheel includes personal characteristics (e.g. skills, interests). Career Pathways 2nd Ed. (Amundson & Poehnell, 2008)

19. Role of Employment Counselor:Assess & Identify PwD Assets& Match it with the Job Profile & LM

20. FEEDBACK

21. dis – ABILITY (blind)

22. Compensation law Recent studies provides evidence of the rewiring in the brains of deaf people. A study, published in The Journal of Neuroscience, shows that people who are born deaf use areas of the brain typically devoted to processing sound to instead process touch and vision, due to neuroplasticity of the brain cells. The brain is capable to rewires itself and process the incoming info with the left senses.

23. RolesStage 1 – (Self)assessment

24. Exploring – Stage 2

25. DECISION

26. Designing the Individual Action Plan & Implement it – Stage 4 –

28. Monitoring

29. Key Points for Employment Counselors

30. JOB CLUB • Learn the methods and techniques of job seeking; • Prepare the application/professionalfile (motivational letter, CV, diplomas, proofs of professional experience, recommendations, personal presentation self marketing etc ); • Prepare open discussions between beneficiaries PwD & employers = extremely valuable and efficient; the best feedback that PwD can have; • Prepare for the Interview (methods and techniques). • Workplace ethics and behaviors (common workplace guidelines for what is the demanding, what behaviors are desired or acceptable and what is not – that will be tested in early phases of recruitment) • See more at: http://www.novaemployment.com.au/downloads/Job_Club_book.pdf

31. Diversity is good • We all learn from each other. This is the way a child builds his personal identity: he discovers him/herself by reference to others. • We learn that people are: more (tall, short, fat, skinny, powerful, weak … / sincere, tricky, less ….

33. Barriers for PwD

34. KEY POINTSPwD

35. „In this world, nothing is certain but death and taxes” - Benjamin Franklin EMPOWERMENT

36. MOST WANTED APTITUDES

38. PwD’s abilities

39. KEY POINTSCounselors

40. KEY POINTSCounselors

41. KEY POINTSCounselors

42. KEY POINTSCounselors

43. KEY POINTSMultidisciplinary Team

44. Role of MEDIA

45. Job Profile Checklist • Organisational mission, values and goals; • Number of staff Total Male/female; • Number of workers with disabilities; • Main products/services provided by the company; • Job title and Conditions • Wages: Hourly; Weekly; Monthly; • Hours: Per day/Per week/Per month; • Full time or part-time; • Day or evening work; • Weekday or weekend work; • Benefits: None; Sick leave; Medical benefits; Paid leave; Dental benefits; Health insurance; Meals; Transport assistance; Discounts; Other; • Number of employees in this same position • Opportunities for career advancement: None; Low; Possible; Probable; No procedures in place; • Job tasks and characteristics • Breaks: After less than two hours; Every two to three hours; Every three to four hours; After four hours or more • Work pace: Slow pace; Steady pace; Sometimes fast; Continuous fast; • Number and sequence of tasks: One task only; Two to three tasks in sequence; Four to six tasks in sequence; Seven or more tasks in sequence;

46. Job Profile Checklist • Changes in daily routine: No task change; Two to three task changes; Four to six task changes; Seven or more task changes; • Availability of co-worker support:None; Intermittent; Frequent; On-going; • Task assistance:Prompts No prompts Intermittent Frequent On-going Comments - Task assistance: Supervision Very limited Intermittent; Frequent On-going; • Visibility to customers/public: Customers not visible; Occasionally visible; Frequently visible; Constantly visible; • Type of tools and equipment: Simple; Complex; Mechanical; Electrical; Electronic; • Use of tools and equipment: Infrequent; Very frequent; Under supervision; Without supervision; • Environmental characteristics: Work access; Full access; Reasonable access; Limited access (modifications required); • Temperature: Normal; Sometimes hot (or cold); Frequently hot (or cold); Almost always hot (or cold); • Noise: Normal; Sometimes excessive; Frequently excessive; Almost always excessive; • Lighting: Normal; Sometimes poor; Frequently poor; Almost always poor; • Job Requirements: Appearance;Verbal communication; Functional writing; Functional reading; Watching requirements; Listening requirements; Initiative requirements Social interaction (with other workers/customers); Calculations; Object discrimination (e.g. size, shape, texture); Ability to tell the time etc

47. Exemples of reasonable adjustments • Build a simple ramp for wheelchair (2.5 cm each 30 cm length) • reviewing and, if necessary, adjusting the performance requirements of the job • arranging flexibility in work hours • providing telephone typewriter (TTY) phone access for employees with hearing or speech impairments • purchasing screen reading software for employees with a vision impairment • approving more regular breaks for people with chronic pain or fatigue • buying desks with adjustable heights for people using a wheelchair.