In a previous blog I suggested that post placement support (PPS) is both art and science.
Some of our clients, because of the nature of their disability, require our assistance to continue past the start of their employment. Some workers may require a level of help for their entire working life.
PPS varies in the way in which it can be delivered and the range and type of help is as varied as the people that receive support.
PPS is tailored to the individual needs of the worker and should be adjusted to ensure it meets current need.
1. Mary has issues with her mental health, she sometimes appreciates a coffee break with her employment consultant as a means of helping her stay grounded. Her employment consultant gives her a phone call at the start of every working week just to check in and see how she’s coping. Mary has been employed for almost a year, the longest period of work in her adult life.
2. Steven has Down’s syndrome. He has been working in a factory for almost a month and his employment consultant starts work with him on each of the days he works. Together they are building Steve’s stamina and helping him develop a routine that he can remember and that will allow Steve to eventually become more autonomous in his work
Steve works 20 hours a week and in his first 4 weeks of employment his employment consultant has been on-site with him for more than 90% of the time. Based on their experience with other workers his employment consultant feels Steve will eventually only need to see him for a couple of hours each week.
3. Bob has an intellectual disability and has been working full time for 2 years. A couple of times each week (generally on a Monday and Wednesday morning) Bob’s employment consultant comes out to the workplace and checks in with Bob and Bob’s employer Rick. They often talk about how much Bob has improved in his attention to detail and in following the routine that they established for him
That said, Bob still needs reminders to stay on task and keep to time and Rick understands Bob’s employment consultant is a vital part of the team.
Depending on the level of disability suitable skilled disability employment service staff may be required to spend significant time at a workers new place of employment. Their role can include creating the social structures necessary to become part of the team and remain employed, demonstrating appropriate, supporting the new employers training programs and staff induction. Helping co-workers to understand the impact of disability and how to get the best from their new team member. Modelling safe work practices and so on.
Post Placement Support should be designed to ensure that the transition from unemployed person to valued member of the team is as smooth as possible. A change of role may see the reintroduction of more intensive support:
David has been working at a local supermarket for several years and his PPS consists of an occasional drop-in. However, his employer has contacted the disability employment service as they plan a significant renovation and will be moving all their stock around.
Since David’s reading and writing skills are very poor he relies on memory to find store items (customers really appreciate his unfailing ability to find what they are looking for as David has memorised the position of every stock item). The last time there was a change David became very distressed and his managers knows that effective post placement help can reduce the stress David feels – together, David his manager and employment consultant work out a 4 week plan to re-orient David to the new layout.
So post placement support CAN be a phone call but is generally much more and frequently includes very significant on-site commitment.
The provision of PPS is vital to keep people with significant disability in work. This effort was clearly foreseen by the writers of the Disability Services Act and was until recently something that Disability Employment Services automatically factored into their service delivery.
That’s changed. I know this is a fact because other service provider staff tell me that ‘they don’t do PPS’ or program staff ring my teams to see if we’ll do it for them!
Why the exclamation mark?
Because as has been repeatedly demonstrated the best model of service deliver sees the same person work with the individual who has a disability from their registration to their eventual vocational independence. To be effective at PPS you need to truly have an understanding of the person you are working with and that only comes with time.
You don’t play ‘pass the parcel’ if you are working with people that have significant support needs and these are the very people disability employment services were created for.
It’s also a great shame that the present model for evaluating service delivery seems to actively discriminate against the provision of on-going support (a lot more on this soon)
Would you like a face-to-face meeting with Martin via Skype? Click the button below to make an appointment
Subscribe to this Blog - blog.novaemployment.com.au Copy the link above and paste it into your favourite Reader to subscribe to an RSS feed of this blog. To watch a short video explanation of RSS and how it helps you save time reading the web click here
Your Comments There are currently no comments on this article
The new contract for Disability Employment Services (DES) will not bring performance improvement.
Government will scratch it's head, blame the economy, blame people with disability, talk about educating employers and spend money on consultations before coming to the conclusion that people with disability must meet more stringent 'mutual obligations'....
Each year, around about the International Day of People with a Disability (IDPwD) NOVA Employment holds a formal graduation for students that have participated in our pre-employment programs....
Profiting from poverty
Profiting from Poverty
I am genuinely horrified by this disaster: https://www.theguardian.com/commentisfree/2018/jul/02/the-demerit-system-is-ruthless-social-policy-designed-to-keep-the-poor-powerless
I believe that we presently represent the job hopes of around 1500 people, in various stages of their progression to independent employment....
New Contract but no change!
New Contract but no change!
Today marks the first day of a new Disability Employment Service (DES) contract.
There are new players and new rules....
'It's nice to be busy' and 'busy is better than idle' and all of my mum's other sayings about work being good for you, and all of them said; we're drowning!
The administrative burden of a new Disability Employment Service contract (starts July 1st) and the mountains of paperwork required for an NDIS dollar (approximately 10X that of the former TTW program) has seen us add 3 extra staff to the admin team and we are still receiving a large volume of enquiries that are causing us some time delay in getting back to folk....
Podcasts I've been learning all about Podcasts (I suspect that this may be a long road!)
However, getting paid to be inspired is not the worst way to spend a Monday afternoon and that is just how my day has gone....
I am truly fortunate to work with the very best people in this great nation and we are truly lucky to be part of the best short film festival this side of anywhere!
"Focusonability" voting starts today and there is an even larger number of films (287) than last year....
On the money Sometime over the next week a new Disability Employment Service contract will be announced.
We are moving into a new world of greater consumer choice and greater mobility of job seekers....
Making a tough job tougher!
Making a tough job tougher
It isnt easy to get a decent job and its harder to do so if you have a disability.
NOVA employs around 190 people, an effective and experienced team who are able to draw upon a staff of highly skilled trainers and a support program honed over almost 30 years and tens of thousands of participants....
Your Work There was never any doubt in my mind that I would work. My dad told me I would work and there wasn't ever a suggestion that my future held an alternative option....
Not so bad! Taken from: Today's Guardian at 4.09pm Tuesday 7th November 2017:
In a world full of discouragement there’s always a space for good news....
The NDIS mantra is 'choice and control'
To be valuable, choice needs to be informed.
Average Sydney Disability Employment Services placement rates are 34....
It's voting time at "Focusonability" - with a record number of films entered, a tremendous effort by more than 100 High Schools and 19 countries competing in the International section it was always going to be a hard job to pick a winner....
Choice & Control
The NDIS slogans around choice and control demonstrate the importance of consumer involvement in both the choice and control of supports they need.
However, in order to be valuable, choice needs to be informed by accurate data such is this: http://www....
Last week (14-16) it was my privilege to attend the 1st World Supported Employment Conference in Belfast, Northern Ireland.
"Employment for All - A Global Perspective" brought workers from around the globe (primarily Europe) to discuss best practice in supported employment....
Quality and the Stars Quality and the Stars
There have probably been few people more openly critical of the Disability Employment Service (DES) Star Ratings than me.
The Stars, ranging from 1 to 5 are supposed to give some insight into whether a service is a poor or high performing program....
Attended the Disability Employment Australia (DEA) forum in Canberra. THis is a regular get together that offers disability employment services tha chance to be kept up to date from our funding body and also listed to expert speakers on topics associated with the goal of seeing as many people as possible find and keep suitable employment....
NOVAs greatest asset is its staff. I suspect you would struggle to find the CEO of any organisation state their staff are not vital and at the core of business reputation and results....
A corner turned?
We are presently holding events to promote employment for people with disability - nor surprise there, that's our job.
What has been a surprise is the willingness of employers to come along and listen and more importantly, to consider adopting inclusive employment practices across their organisations....
Say No to Quotas!
The pernicious idea that 'quota's' might be the solution for disability employment continue: