Analysis of provisions for people with disabilities in seven European countries: Czech Republic, Ireland, Austria, Denmark, Norway, Poland and Sweden. By Frank Kavanagh, consultant on the labor market. The analysis was prepared and presented in Kiev on January 29, 2015, as a part of of the Joint Programme, UNDP, UNICEF, WHO, ILO, Ministry of Social Policy of Ukraine and NAIU "Promoting integration policy and services for people with disabilities in Ukraine". Among the participants - representatives of civil society, business and government, and the media.

1. Models of job support and
coaching for People with
Disabilities
Frank Kavanagh
Labour Market Consultant
Kiev January 2015

2. Overview
We examine 7 countries’ provision for People with Disabilities (PwDs):
Czech Republic, Ireland, Austria, Denmark, Norway, Poland, Sweden.
Focus is on mainstream employment placement supports both in the job seeking/guidance
and counselling processes and during actual on-the-job periods.
Move from a medical ‘disability rehabilitation’ model to an “ability” focused workforce
development/participation-mainstreaming model.
Public Employment Services have a central role in many EU countries.
Non-Governmental Organisations work in close cooperation with Public Employment
Services (PES).

3. EU Employment Rate of PwDs
Employment rate by disability status and Member State (age 20-64), 2011
EU-SILC 2011 and Eurostat
EU PwDs 38.1% average as against 67%

4. EU Overview
• UN Convention on the Rights of Persons with Disabilities (UNCRPD). The purpose of
the Convention is to promote, protect and ensure the full and equal enjoyment of all
human rights and fundamental freedoms by all persons with disabilities, and to promote
respect for their inherent dignity.
http://www.un.org/disabilities/convention/conventionfull.shtml
• Some Member States have established National policy-driven State-funded
programmes for supported employment and coaching services, other Member States
provide such supports from a ground-up approach that are more dispersed and diverse.
• All PES ALMPs available to PwDs.
• Additional supports: job coaches, career guidance, workplace adaptation grants,
subsidies to employers to take on unemployed jobseekers, reader support for sight
deficiencies, quota systems, flexible contractual arrangements and social benefits
maintenance during the initial period of work placement.

5. Supports and Quotas
Wage
Subsidies
Quotas Main provider and type of
services
Usage Supported
Employment
Austria ** B/P/S P E S / BSB ** National
Czech Republic * B/P/S PES * NGO
Denmark ** PES ** Local
Ireland * P PES * National NGO
Poland * B/P/S PES * Local pilot
Sweden ** PES ** National, NGO
Norway * * PES * * National, NGO
!

6. Overview
• Debate on the effectiveness of quotas.
• The shift to an ability-focused model has meant an increased emphasis on
assessment of the individuals and the placement into jobs based on that assessment
and on-going support from a job coach.
• This has created demand for part-time and flexible jobs. In Denmark for example, ‘flex-
jobs’ are part-time jobs for PwDs in the context of the European ‘Flexicurity’ model that
was first described as such in Denmark. (Flex-Job employees receive the full rate of
pay but can work reduced hours if necessary). PwDs 12% of all part-time workers.
• Shorter working hours combined with flexible attendance patterns are more the norm
for PwDs.
• The importance of part-time work increases with the degree of disability. For employed
persons with a severe limitation, about 32% hold a part-time job and for employed
disabled with a moderate disability, 27% work part-time.

7. Overview
Reasons for working less than 30 hours in main job. EU, age 20-64 - 2011

8. EU Overview
• The European Disability Strategy 2010-2020, adopted on 15 November 2010.
• Strategy builds on the UN Convention on the Rights of Persons with Disabilities
(UNCRPD).
• 8 areas covered by the strategy.
Employment: raise significantly the share of persons with disabilities working in the
open labour market.
• Poverty and disability linked.

9. Poverty and PwDs
Percentage of persons who are either at risk of poverty or severely materially
deprived or living in households with very low work intensity. Age 16-64.

10. Activation
• Activation Policies-countries converge towards activation oriented policies; these
policies require the organisation of the complex co-operation of different agencies
(OECD).
• Move away from generous cash transfers for people with disabilities.
• In most countries (not just EU), the tightening of benefits and the introduction of new
activation tools have not yet led to a significant shift in spending nor to a significant
improvement in the labour market integration rates of people with disabilities (OECD,
2010).

11. Cross-Country Analysis
Policy
Czech Republic
•Closer to a medical model
•Job Coaches available through NGOs
•Quota > 25 staff/buy goods from a sheltered workshop/Fine of EUR 2500
Ireland
•Mainstreaming model
•Disability Strategy and Action Plan 2013-15
•Health and Safety Act --PwDs
•No Quota system in private sector
•PES first point of contact/NGOs…mainly the latter

12. Cross-Country Analysis
Policy(cont.)
Austria
•Long History of activation…..Disability Act 1969
•Dual Approach BSB and PES (Partly mainstreamed)
•Quota Staff > 25 (22.8% private/66% public)/Penalty
•National Strategy and Action Plan on Disability 2012-20
Denmark
•Mainstream approach
•PES very decentralised
•National Action Plan on Disability
•New rehabilitation model 2013 quite radical for <40yrs of age PwDs
•No Quota

13. Cross-Country Analysis
Policy(cont.)
Norway
•Long tradition of employment supports
•Low level of general unemployment
•Mainstreaming work-first
•PES plus sub-contracting to NGOs
•Jobs Strategy for PwDs 2012
•No Quota system but Employment rate 48%
Poland
•Less well developed services
•Medical/rehabilitation rather than ‘Ability’ approach (also see funding model).
•PES now very decentralised and managed by regional/local authorities
•NGOs play a big role
•Quota system > 25 staff 6% PwDs (more severely disabled=3 in the quota system)

14. Cross-Country Analysis
Policy(cont.)
Sweden
•Mainstreaming
•PES and SIUS (Special Introduction and Follow-Up Support)
•500 SIUS job coaches across 68 local PES offices
•No Quota system in private sector
•Quasi-market approach to contracting out services for PwDs

15. Cross-Country Analysis
Funding
Czech Republic
•Employment and Social services budgets, ESF
•Example-Funding for 19 Supported Employment bodies
51% from the Government funds
8.3 % from regional authorities,
4% from municipalities
31% European Social Fund
3.7% sponsorship
0.5 % from the Public Employment Service
1.5 % from other sources
Ireland
•Ministry of Social Protection (PES Services),
•Justice (Equality issues),
•Environment, Community and Local Government (voluntary bodies for supported employment)
•Ministry Jobs/Enterprise/Skills (training provision)
•Some NGOs dealing with PwDs raise their own funds through various routes such as direct donations
from the public.
•Some sheltered workshops produce an income from their activities.

16. Funding cont.
Austria
•PES Labour Fund
•Federal Office for Social Affairs (BSB)
•Regional Insurance Funds
•ESF
•Example SEP Programme: BSB (State funds) 40%, 35% from ESF, 25% from penalty tax
fund..Quotas
Denmark
•State and Municipal funds
•State pays 35% of disability pension, 50% of social assistance and 65% of flex-jobs
Norway
•State- Ministry of Labour and Social Affairs
Poland
•State fund for the Rehabilitation of Disabled Persons
•Labour Fund
•ESF
•Funds for supported employment and coaches limited

17. Cross-Country Analysis
Funding cont.
Sweden
•PwD spending OECD 1.2% GDP: Sweden 3.5% of GDP and 0.5% directly on ALMPs for
PwDs
•State funds dedicated to SIUS
•Some local and Regional funding
•ESF for innovative projects.

18. Cross-Country Analysis
Service delivery
Czech Republic
•PES/NGOs
•Only 15% of PwDs use PES
•Job Coaches in NGOs
•Caseload of 7
•Training programme for Job Coaches
•PwD Assistant via NGOs
•Support up to 24 months
Ireland
•PES
•Staff trained in Guidance and Counselling at University level
•Supported Employment Network-Job coaches
•Some training for Coaches
•Supported Employment Toolkit
•Training Centres (National Learning Network and mainstream providers)

19. Cross-Country Analysis
Service delivery cont.
Austria
•BSB Lander offices
•PES Offices
•BSB funds and coordinates the national Supported Employment Programme
•Job Coaches-caseload of 15
•Separation of roles between BSB and PES regarded as inefficient in the past/better
collaboration now.
Denmark
•PES is main access point
•Highly decentralised
•Municipalities have strong management role
•Regional advisory councils
•(Formal annual agreements with PES)
•Coaching via both PES and NGOs

20. Cross-Country Analysis
Service delivery cont.
Norway
•Low unemployment rate – Dec 2014 was 3.8% (LFS)
•NAV =PES+National Insurance administration +Municipal Social Assistance Offices
(2006)
•One-stop-shop where PES officer assesses the PwD
•The Norwegian Labour and Welfare Administration (NAV)-the PES.
•Labour Market Enterprises and their branch organisation, Attføringsbedriftene -
Association of Rehabilitation Enterprises
•Labour Market Co-operatives (sheltered workshops), Vekstbedrifter, and their branch
organisation, ASVL - National federation for companies providing permanent jobs adapted
to the individual
• Forum For Arbeid med Bistand (F-AB), the Norwegian national Supported Employment
organisation.
•Job Coaching for up to 3 years (Psychiatric clients up to 5 years)
(Coaches have a caseload of 12 clients)
•Optional Training programme for Job coaches

21. Cross-Country Analysis
Service delivery cont.
Poland
•Mainly NGOs with some PES
•Very decentralised structures
•No comprehensive national framework for supported employment
•Some Job coaching via NGOs and some PES and National Rehabilitation Fund pilot
projects for coaching
Sweden
•Well-organised and funded system
•PES and SIUS
•Social Insurance Authority may refer
•SIA is mainly medical, PES is focused on vocational ability and potential
•SIUS coaching up to 18 months (6+12)
•General mainstream PES interview then referral to SIUS consultant
•Specialised training for coaches in PES
•State-owned semi-sheltered ‘Samhall’ Agency -20,000 PwDs in 200 localities

22. Cross-Country Analysis
Eligibility Requirements
CZ- Disability Status is carried out by medical staff in district social security agency
Otherwise PES Access
IE- Mainstream all can access services via PES
AT- BSB(assessment) and PES open access
DK- PES open access
NO- PES and SEP open access
PL- PES but usage is low. Mainly NGOs
SE- PES open access (SIA can verify disability status for benefit payment)

23. Cross-Country Analysis
Levels and types of support available
CZ
•Employers: Wage subsidy-up to 100% of wage in first year/self-employment
support/Transport subsidy/ Employer Tax deduction/Social security deduction
• Jobseekers: Travel/housing/mobility benefits/tax reduction/personal work
assistant/coaching/flexible disability pension that can be retained when employed/flexible
work arrangements
IE
•Employers: Workplace adaptation/Wage subsidies for those with >20hrs work/Employee
retention grant scheme(if disability created while working), re-deployment, flexible working
arrangements
•Jobseekers: Mainstream vocational training/specialised training centres(NLN)Job
Interview grant, Supported Employment Programme, adaptations to the workplace and
assistive technology, personal reader grant(blind or visually impaired)

24. Cross-Country Analysis
Levels and types of support available-cont.
AT
•Employers: Wage subsidies (100% for first 3 months+50% additional expenses, next 9
months 50% of wages and 25% for additional expenses-after 1 year permanent help for
extra needs of the PwDs)
•Jobseekers: Supported employment either through BSB or PES(AMS), all mainstream
ALMPs through PES, Enhanced dismissal protection for PwDs (kundigungsschutz) for the
‘legally’ disabled…could be counterproductive a some employers don’t like it so many
young PwDs circumvent it.
DK
• Employers: Wage subsidies up to one year and up to2 years for school leavers,
subsidies for work aids, workplace adaptation, specialised training material. 65% subsidy
for Flex-Jobs from the municipality
•Jobseekers: All the above but a min feature is Flex-Jobs (introduced in 1998). To be
eligible PwD must have work capacity reduced by 50%., unemployment benefit can also
be retained. Can be full or reduced hours and can give right to high unemployment
benefits if job lost. High numbers of flex-jobs and low progression rate, reform in 2012
(cannot last for more than 5 years)

25. Cross-Country Analysis
Levels and types of support available-cont.
NORWAY
Employers:
•Employment Subsidies (fixed time-60% of salary up to 3 years, indefinite subsidy of 75%
for the first year and 66% thereafter-sheltered employment)
•‘Adaptation contribution’ (tilretteleggingstilskudd)-subsidy for workplace adaptation costs
•Adaptation guarantee' (tilretteleggingsgaranti)- a formal guarantee to ensure that the
PWD and the employers receive all the necessary assistance from NAV ( e.g. dedicated
contact person within NAV)
•Work place assessment by a physio-occupational therapist (arbeidsplassvurdering),
•Job Coach/functional assistant/interpreter supports
Jobseekers:
• Highly developed social welfare system. PwD entitled to use PES and all ALMPs,
supported employment. Job coaches are a main support. Can keep disability benefit
combined with salary so no ‘benefit trap’. Part time work combined with supported
education and training

26. Cross-Country Analysis
Levels and types of support available-cont.
Poland
•Employers: Adaptation of work place, equipment, partial reimbursement of training,
Wage subsidies(75% private, 90% public), personal assistant grant, extra funds if PwD
has been 3 years or more out of work.
•Jobseekers: All of the above, all PES ALMPs, to NGO employment agencies, job
coaching (mainly pilot projects), finance for business start-up (subsidies for payment of
interest)

27. Cross-Country Analysis
Levels and types of support available-cont.
Sweden
Employers
•Generous employment subsidies -80% of minimum wage-up to 4 years
•SIUS Job Coaching
•Tax/social security contribution Reduction
•Technical aids/workplace adaptations
•Currently employed and becoming disabled, must find an alternative job
•Employer Circles
Jobseekers
•All ALMPs
•SIUS support/ working side by side-6 months initially and then up to 18 months
•Introduction period-same compensation as UB/
•No Benefit trap if they leave work wont be reassessed for benefit
•Gradually reduced benefit when working
•‘See the potential’

28. Evaluation
•CZ: 19 Supported Employment Agencies 34% placement Rate 2012
•IE: 35-40%
•AT: 40-50%
•DK: 54% employment rate but placement from Flex-Jobs is low
•NO: 35%from AB scheme (but some lose jobs after 1 year)
•PL: 23% employment rate
•SE: 55% employment rate : PES placement rate for PwDS 32%

29. Key Issues
• ‘Ability’ focus
• Modernised PES
• Benchmarking with other PES (EU/PES Network/WAPES)
• NGO partnerships-‘memoranda of understanding’
• Supported Employment Network/Framework
• PES Staff Training/guidance and counselling/disability awareness
• Job Coaches

30. Trends in EU
A bolder move towards activation and away from cash transfers
A shift of resources from sheltered work to supported employment
Strengthening activation in early stages (during sick leave) with better cooperation
with healthcare providers
Stronger performance incentives, e.g. carefully designed outcome based financing
for external service providers and
More systematic data collection, monitoring and impact evaluations

31. Summary

32. Models of job support and
coaching for People with
Disabilities
Thank you for listening
Frank Kavanagh
Labour Market Consultant
January 2015