Frederik Samuelsson
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The document discusses the experiences and principles of Kraftkälla, a self-advocacy group in Stockholm, Sweden. The group has 15-20 members who engage in social and educational activities. Key principles of the group include continuity, an open and structured environment, and letting members decide activities and set their own pace of development, with supporters providing guidance but not leadership. The group aims to grow independently and create networks with other advocacy organizations.
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2. Previously, the organization used paper-based forms and documentation for weekly job coaching sessions, but this led to issues like an excessive amount of paper, inability to track a worker's progress over time, and delays in coaches accessing information. This inspired the development of a tablet application to address these limitations.
3. The application was created using a user-centered design process involving supported employees and job coaches. It has now been used by 6 employees for over a year and the organization is offering it to other French supported employment services
John McComb
Include Youth is a non-profit organization established in 1979 that promotes the rights and interests of at-risk youth. It provides training, advocacy, and policy development to organizations assisting marginalized young people. Include Youth also directly serves at-risk youth through programs like the Give & Take Scheme that offers personal development, training, mentoring, work experience, and transitional support to help young people become more confident, skilled, and employable.
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More from APEA - Associação Portuguesa de Emprego Apoiado
Augusto Sousa
The document discusses supported employment in Setubal Region, Portugal over 34 years working to promote inclusive education, employment, and social life. It describes how in 1991 they joined the supported employment movement to provide on-the-job training and help each person develop a life project through individualized support in the community.
Rita Silva & Tânia Madeira
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise causes chemical changes in the brain that may help boost feelings of calmness, happiness and focus.
Tea Kairi
This document discusses using peer support groups to improve employment opportunities for people with intellectual disabilities in Finland. It provides background on employment rates for people with intellectual disabilities in Finland. It then describes the goals and structure of peer support groups, which allow participants to discuss work questions, identify their skills, and learn job search skills. Preliminary results found the groups helped participants learn about work, increase empowerment and self-knowledge, clarify work goals, and feel more hopeful about obtaining paid employment.
Kim Iggstedt
This document summarizes the success of Individual Placement and Support (IPS) programs in Karlskrona, Sweden. IPS programs aim to help people with mental disabilities get and maintain jobs through supported employment. Karlskrona started an IPS program in 2012 through their Jobbcenter, which provides employment resources and support. Today, the IPS program in Karlskrona supports 93 participants in obtaining competitive jobs through a focus on the person's interests and rapid job placement. Key factors in their success include strong staff and employer cooperation, dedicated employment specialists, an emphasis on integrating employment into overall treatment, and long-term support once employed. Evaluations found high program fidelity to IPS principles and improved health outcomes over time for
Anne O'Bryan & Maura Lynch & Carmel Mckeogh & Lorrain Cameron
Anne O'Bryan & Maura Lynch & Carmel Mckeogh & Lorrain CameronAPEA - Associação Portuguesa de Emprego Apoiado
This document discusses Project SEARCH, an international model for supporting employment for people with disabilities. It describes Project SEARCH as a one-year, education-to-work program where students with learning disabilities or autism are immersed in the culture of a host business. Through internship rotations, students gain career experience and job skills with the overall goal of obtaining paid, competitive employment. The document outlines the partners involved in Project SEARCH programs and shares outcomes and testimonials about its success in helping people with disabilities find meaningful work.Anne Ramsey
New Horizons Partnership provides training and employment support for people with intellectual disabilities in the North West of Ireland. They have developed an independent travel training program to teach essential travel skills through multimedia resources and practical assessments. The program covers topics like roads, vehicles, public transportation, and includes materials for trainers and assessments to certify students' skills. Their goal is to support individuals in fulfilling their work potential through community-based projects.
Rafal Dziurla
The document discusses supported employment in Poland, including:
1. An overview of data on the disability employment rate in Poland and estimates of the number of people with disabilities who could benefit from supported employment.
2. A brief history of supported employment in Poland and the establishment of the Polish Union of Supported Employment in 2014.
3. The current situation of supported employment in Poland, including challenges like a lack of standardized training and quality standards.
4. Examples of the 5-stage supported employment model used by different Polish organizations and commentary from job coaches and other specialists about their roles and challenges in supported employment teams.
Josu Martinez
The document discusses improving diversity and reducing social exclusion through supported employment. It notes that 24.8% of the population is at risk of social exclusion, 16% have a disability, and the inactivity rate is 60%. Supported employment programs help 50% of participants find jobs and 70% gain skills in office software while 20% learn commercial software. The presentation emphasizes that customizing support and standards helps reduce social exclusion.
Michael Barrett
This workshop presentation will challenge common approaches to supported employment by examining barriers that inhibit the transition from school to employment for people with disabilities. Some key barriers identified include negative attitudes and perceptions of people with disabilities held by parents, teachers, employers, and the disability sector itself. The language and terminology used, such as "special needs", can present barriers if it focuses more on disabilities rather than abilities. By reframing supported employment to put more focus on employment over support, and by changing how we think about people with disabilities and the barriers they face, we can help transform supported employment into a bridge rather than a barrier to transition and inclusion.
Maria Augusta Pereira
O documento descreve as atividades da Associação de Portadores de Trissomia 21 do Algarve (APATRIS 21) para promover a inclusão de pessoas com deficiência intelectual através do emprego apoiado. A APATRIS 21 oferece serviços clínicos, de educação e emprego apoiado para pessoas com Trissomia 21 e outras causas de deficiência cognitiva. O documento detalha o programa de emprego apoiado da organização, que inclui avaliação de competências, estágios de sensibilização em
Kristien Smet
This document discusses improving diversity through supported employment for students with special needs as they transition from school to work. Studies show students with low skills or special needs have higher unemployment, even after one year. The document advocates for early career support starting in school to improve outcomes. It presents a lifecourse model to provide competence-oriented support and empower students. Transition trajectories are outlined as a 5-step process from self-exploration to action planning and follow up. Results so far show hundreds of students receiving career guidance through this process, though continued funding is needed to help more students make a smooth transition from education to employment.
Grete Wangen & Oystein Spjelkavik
1. The 5-stage supported employment process developed by the Leonardo Partnership is well known and used by service providers across Europe. However, it lacks clear quality criteria, allowing providers flexibility that doesn't always align with supported employment principles.
2. Main activities appear focused on pre-employment at stage 2 rather than direct workplace support, indicating providers prioritize readiness over a rapid job search process.
3. There has been little attention to the employer partnership aspect of supported employment or using the workplace for on-the-job training, straying from the place-then-train philosophy of supported employment.
Pauli Leinonen & Ville Vilberg & Mina Tarvainen
The document discusses a personnel- and workplace-oriented approach to job coaching called the Ratko model. The model aims to find jobs for people with disabilities by working directly with employers to understand their job needs and customize roles. It involves assessing both the job requirements and the skills of the job seeker to find good matches. Workshops are held with employees to define core tasks and design new roles. Research is being conducted to evaluate the effects of the model on diversity management, job well-being, and integration of new employees. Preliminary results found the model helped create long-term partnerships that benefited employers, employees, and job seekers.
Josu Martinez
The document discusses improving diversity and reducing social exclusion through supported employment. It notes that 24.8% of the population is at risk of social exclusion, 16% have a disability, and the inactivity rate is 60%. Supported employment programs help 50% of participants find jobs and 70% gain office software skills while 20% learn commercial software. The goal is to increase diversity and reduce the 50% social exclusion rate through customized supported employment standards.
Leena Kuusela & Miika Keijonen & Annika Lipponen
This document discusses the advantages of a multiprofessional unit called Orton Pro that provides supported employment services to help people with difficulties finding work. The main benefits are that clients can access various services within the unit as needed while experts collaborate with institutions to provide financial support for improving work capacity. This operational model is projected to be the most cost-effective approach from both a human and economic perspective. However, some challenges exist such as reduced funding and employers not hiring due to economic stagnation. Overall, the conclusion is that the benefits of this approach are clear and it will likely expand in various forms depending on each country's conditions.
Kirsty Spencer
Vocational profiling is a new approach being used by Orchardville, a charity that supports people with learning disabilities and autism, to improve transitions to employment for young people. They have expanded vocational profiling opportunities through their social enterprises and retrained staff. This allows young people more time to sample jobs, develop skills, and make informed career decisions. Case studies show how individual clients have benefited from gaining work experience, building confidence, and creating action plans for future employment through this new approach.
Karen Warson
This document discusses inclusive on-the-job training (IBO) programs in Belgium that provide opportunities for unemployed individuals. IBO programs involve collaboration between public employment services and private companies, where trainees receive hands-on training within an employer to fill competency gaps. If the training is successful, the employer is obligated to hire the trainee. The programs are tailored to individual needs and abilities and provide trainees with certifications, wages higher than unemployment benefits, and a clear path to a job upon completion.
More from APEA - Associação Portuguesa de Emprego Apoiado (17)
Anne O'Bryan & Maura Lynch & Carmel Mckeogh & Lorrain Cameron
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This presentation was uploaded with the author’s consent.
Artificial Intelligence, Data and Competition – SCHREPEL – June 2024 OECD dis...
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This presentation was uploaded with the author’s consent.
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But, how safe is a team? How can we determine if there are any factors that make the team unsafe or have an impact on the team’s culture?
In this mini-workshop, we’ll play games for psychological safety and team culture utilizing a deck of coaching cards, The Psychological Safety Cards. We will learn how to use gamification to gain a better understanding of what’s going on in teams. Individuals share what they have learned from working in teams, what has impacted the team’s safety and culture, and what has led to positive change.
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This presentation was uploaded with the author’s consent.
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Please download this presentation to enjoy the hyperlinks!
Suzanne Lagerweij - Influence Without Power - Why Empathy is Your Best Friend...
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Frederik Samuelsson
- 1. “ Improving Diversity through Supported Employment ”
- 2. Kraftkälla Setting up, advocating and maintaining a self-advocacy group: experiences from Sweden Dag Hallermalm, Fredrik Samuelsson, Anna Esteban, Peter Froehlich, Mazlum Alp hosted by: In association with:
- 3. • Kraftkälla (Power source) - A Self-Advocacy Group from Stockholm. • 15 -20 members, 80% men, 20% women. Age: 25 to 50 • What is Kraftkälla? Self-Advocacy, Empowerment/self- help. • Todays focus -Advocating and being a member of a self- advocacy group
- 4. Activities • ”We do things that we have never done before.” • Discussion forums • Go out to have dinner • Play bowling • We go to museums • We invite people to lecture for us • Last spring we arranged a conference on the subject; Empowerment.
- 5. Our experiences •Feeling safe and secure •Fellowship •Meeting new friends •Taking responsibility •Share experience •New experience •Having a good time •Focus on our ability not disability
- 6. Advocating the group- The supporters role •“When should you step in and give a helping hand.” •Living learning situations •Moving ”in and out” of the process – not taking over •Create structure and an allowing atmosphere •Encurage the members to think in a new way and try new things. •Encurage the members to explore their abilities.
- 7. Our Principles •Continuity •Structure •Activities - not depending on money •Open environment- always open to new members •The members decide- they have the power •Never set up goals as a measurement of “empowerment” success.
- 8. Our Principles •In their time – don’t stress – no beginning no end. •Saying yes! – Listen and let the group learn of success and mistakes •Reflect over your own role and work – counceling •Flexibility – do not have everything worked out from start. •Let the group develop and explore, become its own. •Support schedule- to avoid to become an unspoken leader
- 9. Looking Forward •Independence •Growing as a group •Create network
- 10. Looking Forward •Independence •Growing as a group •Create network