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Supported Employmentand Job Coach
Yeo Swee Lan
杨瑞兰
Japan International Cooperation Agency (JICA)
MALAYSIA
Contents:
� A Brief History and Concept of Supported Employment
� Job Coach Promotes Sustainable Employment
� The Roles of Job Coach in Supported Employment
� The Impact of Supported Employment� The Impact of Supported Employment
A Brief History and A Brief History and Concept of Supported Concept of Supported EmploymentEmploymentEmploymentEmployment
A brief history
� 80’s Supported Employment in USA
� 90’s: Job Coach Movement in Japan
� 2007: Prof Hiroshi Ogawa conducted the 1st� 2007: Prof Hiroshi Ogawa conducted the 1st
Job Coach training course in Malaysia Co-organised by:
Department of Social Welfare Malaysia (DSW)
Japan International Cooperation Agency (JICA)
Paid
Employment
Continual
Integrated
workplace
Continual
Support
Concept of Supported Employment
Support for PWD
Support for Employer and Co-workers
Sustainable Employment
JOB COACH
Preparation before employmentSupport after employment
On the Job
Assistance for Job Intensive
On the Job
AssessmentAssistance for
RetentionJob
MatchingIntensiveSupport
1. Assessment and training at institution/centre
2. Assessment, job matching and intensive training at workplace
3. Follow-up Support
Why Supported Employment?
Training Centre
Company
Difficulties Applying
Job Coach Promotes Job Coach Promotes Sustainable EmploymentSustainable EmploymentSustainable EmploymentSustainable Employment
Job Coach
Person with disabilities Employer
12
The Roles of Job Coach in The Roles of Job Coach in Supported EmploymentSupported EmploymentSupported EmploymentSupported Employment
1. Assessment of PWDs
2. Assessment of Workplace
3. Job Matching
The Roles of a Job Coach
4. Intensive Support at Workplace
5. Formation of Natural Support
6. Fading & Follow-up
VIDEO
1. Assessment of PWDs
2. Assessment of Workplace
3. Job Matching
The Roles of a Job Coach
4. Intensive Support at Workplace
5. Formation of Natural Support
6. Fading & Follow-up
Collecting Information
Assessment at Training Centre
1. 1. Assessment of PWDs
Assessment at Workplace
� Physical
� Cognitive
� Behaviour and Attitude
� Interest
� Employment Experience
2. Assessment of Workplace
2
1Basic Corporate Information
2
Type of Work
3
Physical
Environment
4
Human
Environment
Physical EnvironmentPhysical Environment
Physical Environment
Sound, noise, temperature, smell and brightness
Arrangement of tools, usability, working space and layout
Arrangement of things
and space
Environment
P
Is the person in charge working near the PWDs?
Ease of teaching for
Effective info
source
Workplace visit, meeting, practical training for Job Coach, practical
training for PWDs, etc.
near the PWDs?(Ease of receiving natural support)
Ease of teaching for
person in charge
Human EnvironmentHuman Environment
HHuman Environment
Frequency of transferDetails of rotation, etc.
Organizational structure
Chain of commandOrganization
Transfer and rotation
Effective info
source
Practical training for Job Coach, meeting,
workplace visit, on-site practical training for
PWDs, etc.
Details of rotation, etc.
Male-to-female ratioAge composition
Strict in discipline or flexible
Knowledge & experience in disability
Way of making explanationsHow busy the person in charge
is
Atmosphere of workplace
Support for PWDs Understand and respect PWDsAble to support
Assessment of the task/s assignedAssessment of the task/s assigned
© Arowin
Workplace
Environment
Matching
PWDs
Matching
3. Job Matching
Job Matching is NOT ‘Matching”
© Kenji Kuno
Job
Modification
© Kenji Kuno 36
Job Modification and Negotiation
© Kenji Kuno 37
4. Intensive Support
1• Job Duty Analysis
2• Task Analysis
2• Task Analysis
3• Systematic Instruction
1. Job Duty Analysis
Analysis of work flow
- Schedule for the day
- List the tasks for the day, location, tools and notes
The analysis is carried out
Job Duty Analysis (Towel Factory)
8.45 Clock-in(Put on uniform at changing room)
9.00 Clean canteen(Pail, cloth, detergent, mop)
11.00 RestThe analysis is carried out
so that:
- PWDs is clear of the work flow
- Co-worker who provides support is clear of the work flow and support needed
11.00 Rest11.10 Clean Staircase
(Pail, cloth, detergent, mop)12.30 Lunch at canteen13.30 Fold towels at production room
(Put on hair cap)15.30 Rest15.45 Pack towels at production room
(Put on hair cap)17.15 Clock-out
(Change cloths at changing room)
2. Task Analysis
Task Analysis enables a Job Coach to teach PWDs the work procedure of each task:
� Label the objects
� One unit of action per sentence
� Be consistent Assembling a Plug:
1. Insert metal fittings
2. Attach the cover
3. Turn over and place it on the table
4. Put in the screw
Task Analysis (Label the Objects)
Cover
Screw
BaseCover
Metal fitting
Developed by Hiroshi Ogawa
Task AnalysisTask Analysis
1. Insert metal fitting
2. Attach the cover2. Attach the cover
3. Turn over and place it on
the table
Developed by Hiroshi
Ogawa
© Hiroshi Ogawa
4. Put in the screw
3. Four Levels of Instruction
Verbal
Instruction
Gesture
Direct Verbal Instruction
Indirect Verbal Instruction
Gesture
Modeling
Physical Prompts
Preceding Modeling
Simultaneous Modeling
Direct Physical
Prompt
Indirect Physical
Prompt
© Hiroshi Ogawa
Indirect Verbal Instruction
What’s next?
Wash
plates
Indirect Verbal Instruction
Direct Verbal Instruction
Next, wash the
plates
Yes !
Direct Verbal Instruction
Body Gesture
Show the green
hose
Set up
green hose
hose
Show by action
Hold the hose
Set up
green hose
Preceding Modeling
Job Coach
do it first
You do it
yourself,
please
Simultaneous Modeling
Simultaneous Modeling (Assembling components)
Do the same
Simultaneous Modeling (Wiping windows)
Do the same
Indirect Physical Prompt
Wipe to
the side
Indirect Physical prompting by holding the elbow
Direct Physical Prompt
Wipe to
the side
Physical prompting by touching the hand
Four Levels of InstructionAim towards Minimum Intervention
Verbal
Instruction
Gesture
Direct Verbal Instruction
Indirect Verbal Instruction
Gesture
Modeling
Physical Prompts
Preceding Modeling
Simultaneous Modeling
Direct Physical
Prompt
Indirect Physical
Prompt
© Hiroshi Ogawa
Job
Coach
Staff
Job
Coach
Without Natural Support Natural Support
5. Natural Support
OKU
OKU
Coach
Staff
Job Coach should give priority to formation of Natural Support
The fading process begins when natural support is formed
Natural Support
Level of Support
6. Fading and Follow-up
Job Coach
Natural Support
Beginning of
Support
End of
Support
Level of Support
Fading
Job Coach
Person with disabilities Employer
The Impact of The Impact of Supported EmploymentSupported Employment
Supported Employment (USA)Supported Employment (USA)
The US Experience:
“…gradual and steady progress away from segregation… towards policies
and practices that foster inclusion into the mainstream of society”*1
� 1986: 9,000 individuals working in supported employment
� 1995: increased to 140,000 individuals� 1995: increased to 140,000 individuals
� 1986 300 centres provide supported employment services
� 1995 increased to 3,600 centres *2
*1 Wehman, P., Revell, G. (2005). Lessons learned from the provision and funding of employment services for
the MR/DD population: Implication for assessing the adequacy of the SSA ticket to work. Journal of Disability
Policy Studies 16(2). 84-101.
*2 Wehman, P., Revell G., Kregel, J. (1999). Supported Employment Programme Development and Research
Needs: Looking ahead to the Year 2000. Education and Training in Mental Retardation and Developmental
Disabilities, 1999, 3(1), 3-19
Employment of Persons with Disabilitiesof Persons with Disabilities
in Malaysiain Malaysia
No. of PWDs
Number of PWDs registered with DSW 464,967 (DSW, Jun 2013)
No. of PWDs receiving Employment Benefit of RM300/month
64,000 (DSW, June 2013)of RM300/month
(Salary below RM1,200, including those working in Sheltered Workshops)
(DSW, June 2013)
PWDs given Personal Income Tax Deduction (Salary above RM2,500)
35,604(Inland Revenue Board, 2009)
Employment Opportunities Leading companies
Companies No. of Employees with disabilities
GCH Retails (M) Sdn Bhd (Giant, Cold Storage, Guardian)
150
KFC (M) Holdings Bhd 159KFC (M) Holdings Bhd 159
Mohamed Mydin Holdings Bhd (Retail) 110
Shangri-la Hotel (Target 2% of employees) 79
McDonalds 70
AEON Big (former Carrefour) 40
AEON (Former Jusco) 40
The Impact of Supported Employment
The success rate in retention is remarkable:
� In Japan – 84% (April 2006)
� In Malaysia – a case study � In Malaysia – a case study
◦ GCH – after 4 years, amongst the 115 employed in
2008, 100 are still employed today – 87%
Terima Kasih !
PWDs Registered PWDs Registered
(Department of Social Welfare (June 2013) (Department of Social Welfare (June 2013)
Category of Disabilities No. of PWDs %
Learning Disabilities 170,809 36.7%
Physical Disabilities 153,918 33.1%
Hearing Disabilities 55,517 11.9%Hearing Disabilities 55,517 11.9%
Visual Disabilities 42,909 9.2%
Multiple Disabilities 22,091 4.7%
Mental (Psychosocial) Disabilities 16,998 3.7%
Speech Disabilities 2,725 0.6%
Total 464,967
Trained Job Coaches Trained Job Coaches (Aug 2010 (Aug 2010 -- Dec 2013)Dec 2013)
Organisations No. of Participants
Department of Social Welfare 167
Community Based Rehabilitation Centres 393
Non Governmental Organisations 132
Private Companies 231
Labour Department 53
Special Education and Polytechnic Teachers 72
SOCSO 17
Occupational Therapists - Hospitals 10
University Students 34
Total Participants 1,109
