slide1 l.
Skip this Video
Loading SlideShow in 5 Seconds..
Time to rethink “one-size-fits-all” PowerPoint Presentation
Download Presentation
Time to rethink “one-size-fits-all”

Loading in 2 Seconds...

play fullscreen
1 / 18

Time to rethink “one-size-fits-all” - PowerPoint PPT Presentation

  • Uploaded on

Alternative Approaches to Employment Supports: Advancing the field of PSR PSR/RPS Canada Conference 2010 Pam Lahey Policy Analyst CMHA Ontario September 21, 2010 . Time to rethink “one-size-fits-all”. How to increase employment rates for persons with severe mental illness (SMI)?

I am the owner, or an agent authorized to act on behalf of the owner, of the copyrighted work described.
Download Presentation

Time to rethink “one-size-fits-all”

An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.

- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript

Alternative Approaches to Employment Supports: Advancing the field of PSRPSR/RPS Canada Conference 2010Pam LaheyPolicy AnalystCMHA OntarioSeptember 21, 2010

time to rethink one size fits all
Time to rethink “one-size-fits-all”

How to increase employment rates for persons with severe mental illness (SMI)?

Evidence shows that supported employment approaches are most effective

Individual Placement and Support is dominant model

why explore other approaches
Why explore other approaches?

Current supported employment (SE) models do not measure:

  • long-term job tenure
  • job quality
  • skill level or
  • rate of pay

Studies indicate:

  • 40% of SE participants do not find jobs and for those that do job tenure is brief – US studies
  • Job tenure is typically less than 5 months
exploring alternatives is a policy priority
Exploring alternatives is a policy priority
  • Increased commitment to develop new knowledge needed to ensure that the most effective and appropriate treatments, services, and supports become available

- Mental Health Commission of Canada (Toward Recovery and Well-being: a framework for a mental health strategy 2009)

  • Explore other models that support employment for people with mental illness in New Brunswick
    • BUILT Network and Let’s Work (CMHA Fredericton)
    • Potential for expansion of these models.

- Judge McKee (A transformed mental health system for New Brunswick, 2009)

exploring alternatives is a policy priority5
Exploring alternatives is a policy priority

Develop a range of evidence-based, person-directed approaches

– Strategic Directions, Ministry of Community and Social Services

Service delivery models are needed that can identify and provide more intensive help to the smaller number who require it.

- Guelph-Wellington Employment Training Committee 2009

Need for more Canadian research into service delivery models, including employment

-OMHAKEN Creating Together Agenda – Toronto Consultations

need for more canadian research into employment
Need for moreCanadian research into employment

Value-based supported employment programs with range of employment options

Increase opportunities for goal planning and success

Offer choice and promote self-determination

Dorio, 2004 as cited in CAMH and CMHA Ontario discussion paper

need for more canadian research
Need for more Canadian research

Which types or combinations of services work best for which individuals with severe mental illness?

- Corbiere, 2010

Mental Health Commission of Canada’s (MHCC) Aspiring Workforce project:

  • preliminary results by end of year.
need for more canadian research8
Need for more Canadian research

Support for education and employment programs to innovate, adapt, evaluate and improve

- Emerging and promising practices at the community level

- Identify and evaluate new and adapted employment support models

– CAMH and CMHA Ontario discussion paper, 2010

emerging and promising practices
Emerging and Promising Practices
  • Emerging practices:

innovations in practice that :

    • address critical needs of a particular program, population or system,
    • but do not yet have scientific or broad expert consensus support

- CMHA National

  • Promising Practices:

Are often used to indicate practices or approaches that have not been evaluated as rigorously as "best practices", but which address a widely held client need or gap in our service system

    • E.g. CAMH – augmented education

Why evaluate practices at the community level?

Enables us to:

Identify programs strengths and weaknesses

Create action plans for improving program

Help job seekers achieve their goals for recovery

Deliver effective and efficient vocational services

Outcome measures capture the results or achievements in your program.

what is needed to encourage research of emerging and promising practices
What is needed to encourage research of emerging and promising practices

Community and government champions

Pilot demonstration projects (to illustrate social and financial benefits)

Replicate successful learnings in other regions

Build critical mass

A policy framework based on recovery principles

adapting existing models
Adapting existing models
  • Less-studied models can have positive vocational outcomes when adapted to social, cultural, and economic context
  • Capturing a broader range of outcomes: type of employment position, number of hours worked, number of weeks, wages, place of employment, reason for job termination
  • Merge existing evidence-based practices
    • e.g. augmented education
adapting existing models13
Adapting existing models


Three sets of program activities, Choosing, Getting and Keeping, form the program structure and parallel the supported employment components described by others as pre-employment, placement, and training/follow-along

more uptake in Canadian context (often level-entry jobs)

extensive prevocational career exploration with access to skills training

supported education and employment interventions
Supported education and employment interventions
  • Cognitive Remediation (e.g. thinking skills for work program) – limited studies have shown improved competitive employment outcomes (working more hours, earning higher wages. Etc. – need for Canadian studies
  • Motivational interviewing (Motivation key factor in preventing successful work entry)
  • Building in employer Incentives/penalties
funding is needed for system reform
Funding is needed for system reform

It is necessary to invest more, [and] it will also be important to review and expand the scope of research so that it covers the full range of approaches

– MHCC (Toward Recovery and Well-being: a framework for a mental health strategy)


sharing results
Sharing results

Develop understanding and support for practice (e.g. Facilitated and shared with knowledge exchange networks (regional employment networks, OMAKEN)

Create enthusiasm for program

Provide new way of delivering service

Generate interest for funding


For More Information:

Contact: Pam Lahey 416-977-5580 x4129

Cited Research

Canadian Mental Health Association, Ontario, “Proceedings of Employment Forum 2010” unpublished [2010].

Centre for Addiction and Mental Health, Community Support and Research Unit, “Augmented Education: Effectiveness of a New Employment Training and Support Model for People with Mental Illness,” unpublished [2009].

M. Corbière & T. Lecomte, “Vocational Services Offered to People with Severe Mental Illness,” Journal of Mental Health (2009; 18[1]: 38-50).

M. Corbiere, “Work Accomodation and job tenure of people with mental disorders,” Presentation to the Centre for Addiction and Mental Health, Toronto, Ontario, March 17 2010.

J. Dorio, “Tying It All Together – The PASS to Success: A Comprehensive Look at Promoting Job Retention for Workers with Psychiatric Disabilities in a Supported Employment Program,” Psychiatric Rehabilitation Journal (2004; 28[1]: 32-39).

Guelph-Wellington Employment and Training Committee, “Dialogue with Job Seekers and Employers in Guelph-Wellington: What They Need, What Helps the Most, What Changes are Needed,” unpublished [2009]


Cited Research

The Honourable Judge Michael McKee. “Together into the Future: A transformed mental health system for New Brunswick,” April 2009.

S. McGurk et al., “Cognitive Training for Supported Employment: 2-3 Year Outcomes of a Randomized Controlled Trial,” American Journal of Psychiatry (2007; 164: 437-441); W.R. Miller & S. Rollnick, Motivational Interviewing: Preparing People to Change (NY: Guilford Press, 2002).

E.S. Rogers, W.A. Anthony & M. Farkas, “The Choose-Get-Keep Model of Psychiatric Rehabilitation: A Synopsis of Recent Studies,” Rehabilitation Psychology (2006; 51[3]: 247-256).

Ontario Mental Health and Addiction Knowledge Exchange Network , “Developing a Mental Health and Addictions Research Agenda for Ontario” Provincial Consultations; Summary Notes from the Toronto In-Person Consultation [unpublished July6, 2010].

Mental Health Commission of Canada, “Toward Recovery & Well-Being: A Framework for a Mental Health Strategy for Canada, November 2009.

Ministry of Community and Social Services, “Mental Health & Addictions Strategy: Stakeholder Engagement, MCSS Stakeholders Regional Roundtable With a Focus on Employment Supports” North/North East Region Video Conference November 24, 2009.