Project SEARCH Job Coach Training Project SEARCH copyright 1

Project SEARCH

Job Coach Training

Project SEARCH copyright 1

Traditional Coaching vs. PS Consultant

Traditional• Learn job first,

provide all training, work in isolation & as workers supervisor

• Expert and mysterious to coworkers

• Focus on job tasks

Natural Supports• Worker participates

in typical orientation with support

• Coach supplements training

• Focus on job task, work culture, establishing natural supports, support to business staff

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Begin with the end in mind!• What is our goal?

• Independent student intern• Productive, accurate work• Acquired skills in order to work

competitively • Change business culture• Gain integrated job!

• How do we get there?

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Annual Calendar

August June

1st Internship (10 weeks)

Graduate & Begin Work at Site or in Community

Begin PS

Program

2nd Internship (10 weeks)

3rd Internship (10 weeks)

2

Orientation

Workshop Week

AugSummer

Student Selection

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Roles and Responsibilities

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Orientation to Job Site

• Attend business orientation: HIPAA, Safety, Sexual Harassment, etc. • Check for understanding

• Uniforms / Dress Code• Way finding• Travel Training to business• Complete appropriate paperwork

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Teaching/Training

• Begin with task analysis• Sensory approach: visual, auditory,

Kinesthetic• Demonstration• Repetition • Forward, Backward chaining• Isolate difficult tasks

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Teaching/Training

• Praise all progress - specific• Limit verbal explanations – short,

specific• Don’t prompt too much – wait time• Repetition: Tell them what skill will be

learned, teach the skill, review teaching the skill

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We Learn:

• 10% of what we see• 20 % of what we hear• 50% of what see and hear• 70% of what we discuss with others• 80% of what we personally experience• 95% of what we teach someone else

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Good Teaching Strategies• Put the intern at ease / give respect• Evaluate skills: what do they know• Determine effective learning styles• Be consistent• Use short, frequent training sessions • Provide frequent practice opportunities• Give clear expectations• Observe: give your full attention• Review and reinforce• Chart progress

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Fading• Begin fading on Day 1• Watch your physical positioning• Utilize co-workers in problem solving• Don’t act as an expert - share and

model• Look for opportunities to back away• Explain what you are doing• Be overt – ask co-workers to assist• Be covert

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Fading

• Anytime you feel the need to be there – find another way• Create an adaptation• Re-design a task• Use pictures

• Make sure the intern takes breaks and lunch with others

• Watch for unwritten rules and culture

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Develop Natural Supports

• Use a buddy system during travel training

• Facilitate supervisor and co-worker support; mentoring

• Use of training guides and checklists• Technology: low tech/high tech

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Develop Natural Supports

• Job Modifications/ accommodations• Developing support system with job

coach away from the internship/ work site

• Attend department staff meetings• Take breaks / lunch with co-workers• Involvement with outside activities

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Identify Internship Skills

• Identify core skills needed for employment at host business

• Identify internships that teach skills • Layer additional skills as student

shows proficiency • Demonstrate productivity and quality

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Job Coach Role During Internships

• Observe department work• Identify core skills/essential functions• Develop task analysis• Confirm internship tasks with manager• Teach skills to student• Develop productivity enhancements• Work with peer mentor to provide support

• Evaluate progress• Layer additional skills

• Give feedback to student

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Job Analysis/ Task Analysis• Gift to employer• Helpful to:

• Supervisor / peer mentor• Instructor, other job coaches• Co-workers• VR Counselor• Family members• HR department for possible hire

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Job / Task List

• Include a diagram of work area if needed• Design work flow: reduce worker

movement for efficiency• Ask co-worker to review and/or try it• Clocking in, greeting, breaks, lunch

should be included • Give key people copy of task list

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Market the program

• Internally and externally • Internship Departments• Other departments:

• HR, Education, Security, Diversity • Informal and formal

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Prompts: Least to Most

• Verbal (short and direct)• Gestures• Modeling (always stand

beside the person)• Physical (use with caution)

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Reinforcement Strategies

• Reinforcers are dependent upon the training situation and interns needs.

• Frequency will vary • The more immediate the reinforcer

and the more it is related to the behavior the more effective it is

• Provide only as much reinforcement as needed to maintain the behavior

• Use natural reinforcers when possible

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Correct Mistakes!

• Interrupt the error immediately and gently!

• Provide direct and specific feedback• Isolate task, repeat the steps• Provide assistance and re-teaching• If error continues, try another way!

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Evaluate progress

• Give feedback to student intern• Identify challenging areas for growth• Information for monthly meeting• Self evaluation when possible

• Productivity logs• Intrinsic motivation

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Communication

• Instructor• Other coaches• Department supervisors /peer

mentors • Report +/-

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Reinforce Workplace Rules and Culture

• Interpret culture• Mandatory education

• Safety• Confidentiality• Relationships

• T – Charts to teach behavior

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Culture• Mission, Values• Dress and Grooming• Eating and Drinking• Pace of Work • Cliques• Ceremonies/celebrations • Power relationships• Humor

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Create work aids

• Accommodations• Low Tech / high tech• Tool to enhance productivity

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Job Placement

• Networking with departments and their contacts

• Knowledge of student intern’s skills to market them for job opportunities

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Supervision Strategies

Direct your communication to the intern, not the job coach

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Talk to the intern as any other new employee

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Set Goals:

Skills & tasks to be learnedProductivity & quality standards to achieve

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KISS: Give concrete, specific, short instructions

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Utilize Job Coach for training, problem solving & creating natural

supports.

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Orient them to the facility and department

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Demonstrate the work to be done

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Check for understanding

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Add new tasks

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Praise learned skills

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Have high expectations!

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