Steps to Employment

Five steps to employment

 

When a jobseeker with a disability gets in touch with their local supported employment agency, they will meet a trained employment facilitator, sometimes called a job coach.

The job coach will usually follow a five-step process.


Step one: Finding out about you

The job coach works with the jobseeker to find out all about their past work experience, training, skills, interests, ambitions and work goals.

This is called ‘vocational profiling’.

The job coach will work with the jobseeker to set realistic work goals and put a plan in place as to how they can reach those goals.

Step two: Deciding the next steps to take

Because supported employment, and the support it provides, is always tailored to best suit the individual circumstances of the jobseeker, the process is flexible.

Any steps the job coach takes with, or on behalf, of the jobseeker are always decided in full agreement with the jobseeker.

Steps three and four: Meeting with employers and finding a job

The job coach can help with job finding. They may help the jobseeker approach employers or approach employers on the jobseeker’s behalf.

The goal is always fairly paid employment in the open labour market.

The entire system is focused on the principals of dignity, individuality, empowerment, confidentiality, self-determination, informed choice, flexibility and accessibility.

Step five: What supports are needed?

The type of support each client needs differs from person to person. Some of the supports might include:

  • Assistance with CV preparation and interview training
  • Support to arrange training for the jobseeker or work experience placements to gain experience or explore the jobseeker’s areas of interest
  • Working with employers in the community to identify suitable vacancies
  • Matching a jobseeker to a suitable job vacancy in the locality
  • If employment is secured, working with the jobseeker and the new employer to see what type of supports are needed to make the employment a success
  • Supports could involve help with induction and training
  • On-the-job training and initial or continued on-the-job support
  • Regular meetings with the employer/manager and employee
  • Support around social skills
  • Support around accessing grants for special technology to help the employee in their work and for the employer to adapt the workplace to facilitate the employee


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