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MRC (Spring) > Casenave - FINAL > Flashcards

Casenave - FINAL Flashcards

1
Q

What are the 4 different models of supported employment?

A
  1. Individual placement
  2. Small business
  3. Enclave
  4. Mobile work crew
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2
Q

Describe the individual placement model of supported employment?

A

Key Components

  • Job development and consumer assessment
    • Job-site training and advocacy
    • On-going assessment and follow along
  • Most Integrated, Least Restrictive, and Most Normalized
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3
Q

Describe the small business model of supported employment?

A
  • Manufacturing Service or Subcontract operation
  • 8 or fewer workers with disabilities as well as some who are not
  • Electronics assembly, small engine repair, bakery
  • Good for severe social or behavior deficits
  • Must be run to be successful business
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4
Q

Describe the enclave model of supported employment?

A
  • Persons who have more severe disabilities and need more supervision
  • Key components
    • Develop work situations
    • Meet work requirements
    • Integrating employees
      • Lunches and breaks
      • Can include travel to/from work
    • Coordinating services
    • Ongoing Support
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5
Q

Describe the mobile work crew model of supported employment?

A
  • 3-8 workers and 1-2 supervisors
  • Travel through community
  • Eg. Custodial or Groundskeeping sevices
  • Good for small communities
  • Cost-efficient
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6
Q

How does competitive employment compare and contrast to sheltered employment?

A

Competitive employement

  • Real Work
  • Minimum Wage 5.85 (6.55 7/08)
  • Full-time (at least 20 hours a week)

Sheltered employment

  • Protected from competitive demands
  • Can pay less than minimum wage
  • Work or Treatment?
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7
Q

List the 4 aspects of supported employment.

A

P - Paid work - minimum wage

I - Integrated with non-disabled

E - Employment: real work, at least 20 hrs / week

S - Supported: as much and as long as necesary

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8
Q

What do people get out of work?

A
  • money
  • fringe benefits
  • socialization
  • education
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9
Q

What are ergonomics and distinguish it from a work analysis?

A

A job/work analysis is a holistic study of job demands and environmental influences in the workplace. The focus is on the worker.

  • What worker does
  • Methods and techniques used
  • Machines, tools, and equipment used
  • Product or Services produced
  • Traits necessary for worker to possess
  • Social work environment
  • Physical work environment

Ergonomics are the study of the interaction of humans and machines in an environment. Specifically, ergonomics are concernred with fitting the jobs to the worker.

  • Components Designed with Worker in Mind
  • Workplaces
  • Work Stations
  • Tools and Processes
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10
Q

What are the definitions of work?

A
  • To do, to act
  • Purposeful mental and physical human activity that deliberately points beyond the present by creating economic products or values to be consumed in the future
  • An activity that produces something of value for other people
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11
Q

Define disclosure

A

Disclosure is the choice someone with disabilities makes regarding the revalation to a potential employer as employers are not permitted to inquire.

When to disclose:

  • Third party reference
  • On resume
  • Cover letter
  • When employer calls to set interview
  • On employment application
  • In interview
  • When offered the job
  • After you start work
  • Never
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12
Q

Recap the ADA

A
  • Title I requires “reasonable accommodation” to employees and applicants
  • Title II prohibits discrimination by public entities
  • Title III Public accommodations and services operated privately
  • Title IV Telecommunications
  • Title V Misc
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13
Q

Differentiate between a functional and chronological resume.

A

A chronological resume lists jobs, responsibilities and duties in chronological order whereas functional resumes generalize duties as well as highlights skills & accomplishments.

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14
Q

List placement models.

A

TRADITIONAL MODELS (push)

  • Counselor Provided Placement
  • Specialized Professional Placement
  • Contracted Service

​NEW MODELS

  • Marketing
  • Team Networking/Mentoring
  • Demand Side Placement (pull)
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15
Q

Describe counselor provided placement.

A
  • VRC placement services among their other case management duties
  • Most appropriate when:
    • Counselors have smaller case loads
    • Counselors have placement training and have weekly time scheduled for job development
    • Rural: few services, few employers
    • Specialized case loads
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16
Q

Describe contracted placement service

A
  • Use of contracted job placement/development specialists
  • Most appropriate when:
  • Rehab counselors have large case loads
  • Well trained rehab professionals in the private sector with whom to contract
  • Referrals are made to services specializing in serving a specific group of consumers
17
Q

Describe specialized professional placement.

A
  • One or more individuals within the agency handle the placement duties
  • Most appropriate when:
  • Specialist works from a central office with steady stream of placement-ready clients
  • Area has many employers and varied industries
  • Specialist specifically trained in placement and employer development
18
Q

Describe the marketing model.

A

Identification of customer needs

  • Environmental assessment
  • Strategic planning
  • Implementation

Four Key Tactics

  • Managed process of planning and coordination
  • Voluntary exchange of value
  • Exchange of perspectives
  • Three groups of Customers: the agency, consumers, and employers

Most appropriate when:

  • Employers not aware of rehabilitation services
  • Agency makes a major commitment of time, resources, and personnel to placement
  • Number of varied businesses and industries in the area
19
Q

Describe the team networking/mentoring model.

A
  • Rehab professionals work as project managers who coordinate the activities of placement ready clients, past clients who are employed, and employer representatives
  • Companies who employ people with disabilities are models for other companies
  • Keys points
    • See people with disabilities in actual work settings
    • Hear from other employers about successful accommodations

Most appropriate when

  • At least a moderate number of people with disabilities who are employed and willing to donate time
  • Most employers in area inexperienced in hiring people with disabilities lComputer technology available lRehab professionals trained in project management lClients require peer role models that help them develop appropriate vocational behaviors
20
Q

Describe the demand side placement model.

A
  • Provide services directly to employers that help them meet their labor needs by hiring people with disabilities
  • Proactive approach that works first with employers to rehabilitate work environments
  • Identify local employers’ personnel and skill needs and supply this information to rehab agencies to direct development of IPE/IWRP

Most appropriate when:

  • Large number of employers forced by government regulations to consider hiring people w/ disabilities
  • High demand for trained employees and an inadequate supply of applicants
  • Employers are unfamiliar w/ hiring workers with disabilities; they need access to technology and assistance in recruitment and accommodation
  • Rehab professionals are trained as business consultants and placement specialists
  • Potential for large supply of placement ready clients
21
Q

Describe a work shop.

A
  • sheltering people from competition
  • not real work
  • emphasize disability
  • transitional workshop provides training with job skills
  • put people in the job, train them and support so that they are successful
22
Q

Natural vs. Unnatural Reinforcers

A

Natural = regular benefits of work ($, socialization)

Unnatural = More frequent reinforcers (comes from support, maybe: job visits by counselors etc.)

23
Q

Training People: 4 ways

A

Hands-on guiding (most invasive)

             Modeling

             Telling

             Probe Data = see how they perform

                                    jobs with minimal training
24
Q

Looking for a job: a tip

A

Cold Calls show interest. (Meaning show up, ask if there are positions, handshake with the manager, etc. etc. etc.)

MRC (Spring) (5 decks)

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