UEmploy: Consultancy for Employment Inclusion

UEmploy: Consultancy for Employment Inclusion

Auditor Training Handbook

Leonardo da Vinci Development of Innovation2010 – 4205/ 001 - 001 -< 510784-LLP-1-2010-1-RO-LEONARDO-LMP >

Welcome

Welcome to the Consultancy for Employment Inclusion course!

Housekeeping matters

• Safety rules– What to do in an emergency situation?– Escape routes?– Fire extinguisher?– Whom to call for help?

• Interrupt the course any time if you have a question!

Introduction

• Who are here?– Participants– Trainers– Delegates– Guests

• Please, introduce yourself– Name– Represented company (location and activity)– Professional background– Good or bad example from business or other examples

about employing people with disability

Agenda for the Course

Day 1. Morning

Time Activity Content

09:00 – 09:15 Welcome 09:15 – 09:45 Introduction ‘Housekeeping’ matters

Introduce the Trainers Have delegates introduce themselves Ice breaker Agenda for the course Training outcomes / aims (General objective: To enable consultants

to run UEmploy audits in companies 09:45-10:00 What is the UEmploy project?

Explanation of UEmploy project Objectives Target companies

10:00-10:10 Coffee break – free questions 10:10-11:30 The UEmploy consultancy process (The human side)

Basic consultancy skills Needs of people with disability Understanding people with disability: Lego

exercise Learn to see things with the eye of the disabled

people

Collecting needs of people with disability in a workplace What is it like to be disabled? Group exercise Conclusions from group exercise How people with disability see the world? What motivates them?

11:30-11:40 Coffee break

AgendaDay 1. Afternoon

11:40-13:00 The UEmploy consultancy process (The company side) Preparation for the audit and the interviews Collecting information about the company First company trip (Case study video) Compiling questionnaires for stakeholders of the

selected work process Compiling work process tailored competency

checklist Rules of the filed trip Interviewing stakeholders of the work processes

Identifying potential processes and stakeholders Gathering information about processes and work positions by visiting

the company for the first time Watching case study video Exercise 1. Compile a questionnaire for the work process in groups,

present the interview questions Exercise 2. Compile a work process tailored competency checklist in

groups, present the list of selected competencies Exercise 3: If possible: visit a real company and fill out a field trip

checklist. If not: watch a video about a company (from the entrance to the workshop) and fill out the checklist in groups. Present the main findings.

Interviewing stakeholders Building good consultant client relationship

13:00-14:00 Lunch 14:00-15:30 Role play exercises

Interviews between consultants and foremen, workers and line management

Rules of the interviews

Rules of the role play exercises Exercise 4: Company case studies: (Based on the description of roles

o Interview with a line manager o Interview with a colleague, worker o Assessment of case studies (role play exercises will be video

recorded and analysed in groups) 15:30-15:45 Tea 15:45-17:00 Analysing information

o Selecting critical competencies o Compiling a decision making matrix

Ranking important competencies for the assessment (based on the competency checklists filled out by interviewed stakeholders)

Exercise 5: Select critical competencies for the work process shown on the video)

Compiling decision making matrix Exercise 5: Compile a decision making matrix in groups. Present the

matrix, evaluate presentations and results Selecting the most appropriate type of disabled people for the work

positions or the work process according to the decision making matrix

Agenda

Day 2. Morning

Time Activity Content 08:00 – 09:15 Welcome: Discussion about the previous day 08:15 – 10:00 Risk analysis o Determining risk factors

o Understanding probability of risk factors o Determining seriousness of risk factors o Final assessment of risks o Selecting the most appropriate type of disabled people for the position or

the work process considering the risk assessment o Exercise 6: Make a risk analysis about the work process shown on the

video. Present the analysis. Evaluation of the presentations. 10:00-10:10 Coffee break – free questions 10:10-11:30 Potential problem analysis

o Defining potential problems (based on the risk analysis) o Finding causes o Working out preventive actions o Working out immediate actions o Exercise 7: Make and present a PPA in groups. Evaluate presentations

10:30-11:40 Coffee break 11:40-13:00 Writing a report Attributes of a good report: Structure, impartiality, professionalism, accuracy,

confidentiality, logic of analysis, relevance and pragmatism Recommended structure

Draft report Final report (example) Exercise 8: Compile a short report in groups, present its structure.

Evaluate presentations 13:00-14:00 Lunch

Agenda

Day 2. Afternoon

14:00-15:00 Presenting a report How to present a report Presentation techniques Preparing for potential questions and answers

15:00-15:30 Compiling administration Sending Evaluation Questionnaire to companies

o Competency checklist o Interview questionnaires o Identifying core competencies o Decision making matrix o Risk analysis o Recommendations o Description of different types of people with disability

15:30-15:45 Tea 15:45-16:45 Key actors of the auditing process

Consultants’ roles and responsibilities Other auditing issues

Marketing UEmploy consultancy services

Roles of the consultants, scheme managers, companies Marketing

Brief introduction to selling/sales techniques Who needs to be convinced? Reasons why companies want the UEmploy consultant Identifying the key benefits

16:45-17:00 Closing programme, evaluation Future of the scheme Relationship with the scheme manager Evaluation of the training Certificates

Icebreaker

Video: No arms, no legs…

The Objectives of the Uemploy project

• To develop methods and professional supports to help SMEs to employ people with disabilities

• To motivate SMEs to hire more SN

• To collect best practices in participating countries

• To train 5 Uemploy consultants and scheme managers in each participant country to provide consultancy services for SMEs to find the best type of people with disabilities to employ in certain job positions without any risk

The Objectives of the UEmploy Training Course

• To run a 2 day training course for potential Uemploy consultants in order to enable them

– To prepare for the audit and the interviews– To collect all the necessary information about the company and its work

processes– To analyze collected information– To write a report to the company with recommendations of proper types of

disabled people in certain work processes and work positions– To present the report to stakeholders of the company

• To train 5 Uemploy consultants per participating country and scheme managers to provide consultancy services for SMEs

What is UEmploy?



What is UEmploy project?

• The UEmploy project provides an opportunity to train consultants who visit companies, examine work processes and collect information in order to write a report to the company how to employ people with disability without any risks or quality problems.

Preparation for the audit and interviews

Collecting information (interviews)

Analysing information

Writing report

Presenting findings

Writing summary

Who is a UEmploy Consultant (Auditor)?

Consultant Roles

Observer Technicalconsultant

Expert

Facilitator Teacher Showing example

Consultant Coach Partner

Consultant’s responsibility for the success of the project

Con

sulta

nt’s

res

pons

ibili

ty fo

r th

e cl

ient

Low interaction

Middle interaction

High interaction

Consultants’ Competencies

Basic Competencies

• Some marketing, communication experience in business life

• Empathy – to understand customers’ (companies’ and disabled people’s) needs.

• Excellent observation skills

• Excellent analytical skills

• Professional appearance

Position-related Competencies• Independence•Mobility (to visit companies in different locations)•Change management skills•Conflict handling skills•Good problem solving skills•Presentation skills•Motivation skills•Listening skills•Decision making skills•Report writing skills•Creativity•Flexibility

Target companies: SMEs

Passive• Not interested in employing SN

Reactive• Employs people with SN but accept present employment rate

Adaptive• Interested in employing SN but has no experience

Strategic• Wants to employ more SN in a long term

New employers Experienced employers

The UEmploy Consultancy Process



Needs of employees with disability: Group exercise

Company Employee

Expectations

Expectations

What is it like to be disabled? Lego exercise 1.

Example of disability with hearing impairement

What is it like to be disabled? Lego exercise 2.

Example of disability with visual impairement

Learn to see things with the eyes of disabled people

Behaviour

What motivates people with disability?

The UEmploy consultancy process

1. Preparation for the audit and interviews: Collecting Information about the company



The UEmploy Consultancy Process

• The Process of UEmploy consultancy service1. Preparation for the audit and the interview

• Collecting information about the company• First company trip• Compiling questionnaires for stakeholders of the selected work process• Compiling work process tailored competency checklist• Field trip• Writing a project plan

2. Interviewing (Visiting the company)• Interviewing stakeholders of the work process (Rules of the interviews)

3. Analyzing information• Selecting critical competencies• Compiling a decision making matrix

4. Risk analysis5. Potential problem analysis5. Writing reports6. Presenting reports7. Compiling administration8. Sending Evaluation Questionnaire to the audited company

Preparation for the Audit and Interviews

1. Preparation for the audit

• Collecting information– Collect as much information as possible before

contacting the client• Studying company’s website

– Visit company’s website and summarize first impressions

– Find out wether the company employs people with disability

– Find out whether the company has an employment strategy

• Writing a project plan– Make a list of To do’s

Studying Company Website

• There are different tools and unlimited methods to collect information about the company before auditing.

– The reason for this is very simple: The auditor must look professional and well informed

– The auditor can save a lot of time for the real audit by collecting basic information before the review takes place

– The auditor must avoid „asking silly questions”

Desk Top Research (Website research)

• Use the Internet to learn a lot about the company

– Visit and study company’s website– Collect the names of the partner organisations of the

company – Read mission statement– Collect information about the values of the company– Use the „Collecting information about the company”

checklist

Practical Exercise

• In groups of three visit the indicated website and by using the checklist try to collect as much useful information about the company as possible.

• Develop objectives for the review. Write 10 questions for a potential interview with one fo the stakeholders (line management, supervisor, HR manager)

• Give a presentation about your important findings and about the list of recommended questions.


1. Preparation for the audit and interviews: First company trip



The Objective of the First Company Trip

• Objectives:

– To get the first impressions about the company– To meet stakeholders– To collect information about the work process where

people with disabilities may be employed– To take pictures (make a video) if possible– To determine basic steps of the work process– To build relationships

Information to be Gathered

• On the first company trip try to find information about– main steps of the work process– positions and body movements of the workers– workload, shifts and turnover rate– people with disabilities employed in the work process– stress factors– unsafe conditions, potential hazards and compulsory

personal safety equipment

Next step: Compile a Questionnaire for Stakeholders to be Interviewed

• Based on your experience and information you gathered, compile a list of questions for the following interviews.

• Use the „Interview questions for Uemploy consultants” checklist

Steps of the work process

FrequencyKnowledge necessary to perform the task

Skills needed ToolsPersonal protective

equipment

Main steps of the whole work process

How often does the employee do this work? (Once a day, once in an hour, in every5 minute)

What special knowledge is necessary

for the employee to perform the task

perfectly?

What special skills are needed to perform the

task perfectly?

What tools are necessary to accomplish

the task perfectly?

What personal protective equipment is compulsory at this step?

Step 1.Step 2.Step 3.

First Company Trip: Case study

• Case study video

Consultancy tool: Potential Interview Questions for Stakeholders

How often does the employee do this

work? (Once a day, once in an hour, in every 5 minutes)

What special knowledge is

necessary for the employee to perform

the task perfectly?

What special skills are needed to perform the task perfectly?

What tools are necessary to

accomplish the task perfectly?

What personal protective equipment is compulsory at this

step?

What kind of attitude is necessary to

perform the task perfectly?

What are the key stress factors of this

step?

What kind of quality problems occur

frequently at this step?

Work process

Group Exercise 1.

• Watch the video in groups. By using the list of interview questions compile relevant interview questions for the stakeholders to be interviewed during the second trip. Try to find out their potential answers.

• Present the interview questions in groups.

Next step: Compile a Work Process Tailored Competency Checklist

• Based on your experience and information you gathered, compile a work process tailored competency checklist.

• Use the „Competency toolkit” for companiesCompetencies Detailed activities Scores

Ability to walk into the workplace Able to walk and reach workplace without any helpAbility to use elevators Able to use elevators alone without any helpAbility to move from one position to an another Able to leave position and rotate in the workplace regularlyAbility to feel pain Able to feel own injuriesAbility to feel cold Able to feel if a machine or a part is too coldAbility to feel heat Able to feel if a machine or raw material (e.g. aluminium) or a part is too hotAbility to taste Ability to taste unsafe foodAbility to smell Ability to smell hot or burnt partsAbility to see clearly (see problems on surface) Able to examine the surface of each part and to see any stains and other problemsAbility to read Able to read small letters on labels on different componentsAbility to write Able to fill out forms and checklists of documentation regarding quality systemsAbility to distinguish colours Ability to clearly distinguish colours and shadesAbility to see traffic signs Ability to see traffic signs and marked pedestrian crossingsAbility to see monitors Ability to see and to read monitors and screens with work instructionsAbility to count Ability to count small objects and spare partsAbility to extract Ability to count the parts and objects necessary for assembling the productsAbility to divide and to multiply Ability to calculate the necessary parts for assembling the products

Mobility competencies

Sensory competencies

Visual competencies

Arithmetic competencies

Group Exercise 2.

• Watch the video again if necessary. By using the competency toolkit, compile a work process tailored competency checklist for the company.

• Present the company tailored checklist in groups.


2. The filed trip and the interviews



Rules of the Field Trip

• Objectives of the filed trip– To find potential unsafe conditions and obstacles in the

company for people with disabilities if they are employed– To find suggestions to improve environment and to prevent

accidents when employing people with disability

– Methodology• The UEmploy consultant walks along the routes workers

cover every day from the parking place to the workshop.• Consultants check all the potential unsafe conditions and

barriers and make notes to prevent accidents

Consultancy tool: The Field Trip Checklist

• The checklist covers the following places and equipment in a company– Parking places– Walkways for pedestrians– Stairs– Walls– Corridors– Toilets– Tools– Devices– Technologies

Conditions of barrier free movements of people with disability Insured Uninsured Parking places The parking place for disabled employees is not further than 50 metres from the entrance

The entrance of the plant can be reached without any barriers 5% of the total parking place is insured for people with disability If there is a multi-storey car park, parking places for people with disability are located close to the elevators.

Parking places for disabled employees are clearly painted and indicated

Exercise 3: Field Trip at a Company

• Visit a real company and fill the field trip checklist out. Add other points to be examined if necessary.

• Present main findings in groups

Organise the interview: Rules of the Interview

• Always prepare for the interview– List participants– Write tailored questions– Get ready to make notes– Collect all the potential information– Read Potential Problem Analysis for interviews

• Find a separate and quiet place for the interview

• Always switch off your mobile!

• Always ask open questions!

• Never ask questions which could be answered during preparation for the interview

Identifying Steps of the Interview

• Based on the previous collection of information identify steps of the interview(s) with client(s)

• Recommended steps:– Short introductions (with name cards)– Explain the UEmploy audit system– Describe the objective of the interview– Ask open questions (previously listed)– Summarize the interview– Explain next steps– Ask stakeholders to rank competencies on the competency

checklist

Exercise 4: Role Play Exercises

• Imagine that one of you is a supervisor/worker in a glass manufacturing company.

• The auditor must write a list of questions regarding hazards of work processes

• In a role play the consultant has to run a 10 minutes long interview with the supervisor to collecting information about the potential hazards and unsafe conditions for people with disability

• Read the role play descriptions


3. Analyzing Information



Summarizing Findings

• After the preparation and the interviews consultants have a lot of information about the selected work process

• It is impossible to summarize findings without any structures or models

• In order to write a professional report consultants use models to describe the present condition of the companies

• These models help auditors to structure information, to find proper solutions and to write a professional report for the client.

Seleting Critical Competencies

• Collect competency checklists filled out by stakeholders• Summarize results

• Select the most important competencies of the work process by determining an average (usually 8,0) of the scores stakeholders gave on the checklist. Competencies over 8 points are the key (critical) competencies of the work process.

Competencies Detailed activities S1 S2 S3 S4 Average

Ability to see clearly (see problems on surface) Able to examine the surface of each part and to see any stains and other problems 10Ability to read Able to read small letters on labels on different components 5Ability to distinguish colours Ability to clearly distinguish colours and shades 10Ability to see monitors Ability to see and to read monitors and screens with work instructions 10Ability to communicate verbally Ability to send and receive information verbally in noisy workplace 2Ability to give clear instructions Ability to inform colleagues and to give instructions about quality problems 2Ability to use body language Ability to use warning and other signs using body language in case of emergency 8

List of Critical Competencies

• Selected critical competencies should look like this:

Competencies Detailed activities S1 S2 S3 S4 Average

Ability to see clearly (see problems on surface) Able to examine the surface of each part and to see any stains and other problems 10Ability to distinguish colours Ability to clearly distinguish colours and shades 10Ability to see monitors Ability to see and to read monitors and screens with work instructions 10Ability to use body language Ability to use warning and other signs using body language in case of emergency 8Ability to understand the whole work process Ability to understand all the steps, the sequences of steps and the cycle time 10Ability to work alone and independently Ability to work alone with minimal supervision 8Ability to pay attention in stressful environment Ability to concentrate on work for a long time in stressful (noisy) environment 10Ability to keep up with taktime Ability to work with short cycle time 10Ability to work in standing position Ability to work in standing position for a long time 8

Ability to understand safety rules and instructions 10Ability to accept criticism Ability to accept negative feedback regarding personal performance 10Safety awareness Ability to handle unsafe conditions and dangerous materials 10

Types of Workforce According to Categories of Disability

• Check whether you mentioned all the categories of people with disability on a chart.

Visu

al im

pairm

ent

Hear

ing

impa

irmen

t

Olfa

ctor

y an

d gu

stat

ory

impa

irmen

t

Som

atos

enso

ry

impa

irmen

t

Bala

nce

impa

irmen

t

Phys

ical

dis

abili

ty

Inte

llect

ual d

isab

ility

Men

tal h

ealth

and

em

otion

al d

isab

ility

Deve

lopm

enta

l dis

abili

tySensory disability

Compiling a Decision Making Matrix

• After selecting the critical competencies of the work process the UEmploy consultant must compile a decision making matrix.

Visu

al im

pairm

ent

Hear

ing

impa

irmen

t

Olfa

ctor

y an

d gu

stat

ory

impa

irmen

t

Som

atos

enso

ry

impa

irmen

t

Bala

nce

impa

irmen

t

Able to examine the surface of each part and to see any stains and other problemsAble to read small letters on labels on different componentsAble to fill out forms and checklists of documentation regarding quality systemsAbility to clearly distinguish colours and shadesAbility to see and to read monitors and screens with work instructionsAbility to count small objects and spare partsAbility to count the parts and objects necessary for assembling the productsAbility to calculate the necessary parts for assembling the productsAbility to send and receive information verbally in noisy workplaceAbility to inform colleagues and to give instructions about quality problemsAbility to use warning and other signs using body language in case of emergencyAbility to write reports, to fill out checklists, to make notes if necessary

Phys

ical

dis

abili

ty

Inte

llect

ual d

isab

ility

Men

tal h

ealth

and

em

otion

al d

isab

ility

Deve

lopm

enta

l dis

abili

ty

Selected competencies

Sensory disability

Determining Best Type of Disability for the Work Process

Appropriate but with preventive measuresNot appropriate for this job position

√ Appropriate for this position

Visu

al im

pairm

ent

Hear

ing

impa

irmen

t

Olfa

ctor

y an

d gu

stat

ory

impa

irmen

t

Som

atos

enso

ry

impa

irmen

t

Bala

nce

impa

irmen

t

Able to examine the surface of each part and to see any stains and other problemsAble to read small letters on labels on different componentsAble to fill out forms and checklists of documentation regarding quality systemsAbility to clearly distinguish colours and shadesAbility to see and to read monitors and screens with work instructionsAbility to count small objects and spare partsAbility to count the parts and objects necessary for assembling the productsAbility to calculate the number of the necessary parts for assembling the products

Decision making matrix

Selected competencies

Phys

ical

dis

abili

ty

Sensory disability

Inte

llect

ual d

isab

ility

Men

tal h

ealth

and

em

otion

al d

isab

ility

Deve

lopm

enta

l dis

abili

ty

Exercise 5: Selection of Categories of Disability

• Watch the video again if necessary. Collect all the information you gathered on the interviews and from the competency checklist.

• By using a decision making matrix select those categories of disabilities which can be employed with minimum risk in the selected work process.

• Present your decision making matrix in groups.

Analizing Risks

• Analyze risk factors by determining potential hazards and probability and seriousness of the accidents.

Explanation of signs

P: Probability (1 not probable, 10 very probable)S: Seriousness (1 not serious, 10 very serious)T: Total score

RisksP S T P S T P S T P S T P S T P S T P S T P S T P S T

Short sighted workers can make mistakes when reading small labels and mix parts on the main bodies 2 10 20 10 10 100 1 1 2 1 1 2 1 1 2 1 1 2 2 6 12 5 6 30 8 6 48Workers can not rotate in every half an hour. 10 10 100 2 6 12 2 6 12 2 6 12 2 6 12 2 6 12 8 6 48 5 6 30 5 6 30Workers can not get access to main building 10 10 100 2 10 20 2 10 20 2 10 20 2 10 20 5 10 50 3 10 30 5 10 50 5 10 50Workers can not feel hot parts and material 1 10 10 1 10 10 1 10 10 1 10 10 5 10 50 1 10 10 5 10 50 5 10 50 1 10 10Workers can not hear instructions and alarm from foremen. 1 10 10 1 10 100 10 10 100 1 10 10 1 10 10 1 10 10 1 10 10 1 10 10 1 10 10Total 240 242 144 54 94 84 150 170 148

Risk analysis

High risk Middle risk Low risk

Mental health and emotional disability

Develop-mental

disability

Selected types of workers with disabilities

Balance impairment

Intellectual disability

Physical disability

Visual impairment

Hearing impairment

Olfactory and gustatory

impairment

Somato-sensory

impairment

Exercise 6: Make a Risk Analysis with the Selected Categories of People with Disability

• In groups

– Determine potential risks and unsafe conditions– Judge probability and seriousness of these potential risk

factors– Make a risk assessment– Compare selected categories with the result of the risk

assessment and choose and recommend those categories which can be employed in the selected work process with a minimum of risks

– Present your chart in groups

Potential Problem Analyzis

• Make a potential problem analysis and recommend some preventive actions to minimize risks while employing selected categories of people with disability

Potential problems Causes Preventive actions Immediate actionsShort sighted employees may have problems to read instructions and performance charts on the information walls

Short sighted people can not read perfectly

Use larger characters on charts and information tables

Explain the content of the chart or give a printed version with larger fronts to the employee

People with wheelchairs can hit other employees running errands

Lack of signed passes for wheelchairs plant

Mark passes for wheelchairs in the pass ways, train colleagues to pay attention to handicapped employees

Help the employee at once and report it to the EHS manager

Short sighted workers can make mistakes when reading small labels and mix parts on the main bodies

Visual impairment Use bigger characters and colours Send employee to an another work position

Workers can not get access to main building Mobility impairment Build free access paths for disabled employees Appoint a person responsible for transportation of the employee

Workers can not feel hot parts and material Somatosensory impairment Separate hot parts and hot machines Call for the ambulanceWorkers can not hear instructions and alarm from foremen.

Hearing impairment Help chain should be set up to inform workers with hearing impairment

Supervisor responsible for the area must check workers with hearing impairment in case of emergency

PPA (Potential Problem Analysis)

Exercise 7: Make a PPT

• In groups make a Potential Problem Analyzis about the glass manufacturing process while employing selected people with disability– Define potential problems– Find causes– Work out preventive actions– Work out immediate actions

• Present your analysis in groups

Summarizing Recommendations

• Based on the decision making matrix and the risk analysis summarize your findings

Steps

Step 1.Step 2.Step 3.Step 4.Step 5.Step 6.Step 7.Step 8.Step 9.Step 10.Step 11.Step 12.

Meaning of colours

Visual impairment

Hearing impairment

Develop-mental disability

Categories

Recommended employees with disability for each step of the work process

Physical disability

Recommended Recommended with care Not recommended

Olfactory and gustatory

impairment

Somato-sensory

impairment

Balance impairment

Intellectual disability

Mental health and emotional disability

Report Writing

• Attributes of a good report– Structure– Impartiality– Professionalism– Accurace– Confidentality– Logic of analysis– Relevance– Pragmatism

Recommended Structure of a UEmploy ReportThe report written by UEmploy consultants should have the following structure:• Contents page• Executive summary• Objectives of the audit• Scope

– Steps of the audit (with the methodology of the audit)– Description of the audited work process– Summary of the interviews with names of employees interviewed– Summary of the field trip– List of competencies sorted out be employees and managers interviewed– Introduction of the decision making matrix– Details of risk analysis– Description of the Potential Problem Analysis– Description of selected steps of the audited work process with the recommended categories of people with disabilities

• Recommendations– Recommended changes in the work environment (if any) based on the conclusion of the field trip– Recommended changes according to the Potential Problems Analysis– Recommendations for the HR manager

• How to select employees with disabilities• How to run interviews• How to train new employees with disabilities• How to train line management

• Privacy statement• Brief consultant’s profile

Exercise 8: Compiling Reports

• Compile a short report structure in groups

• Present and explain the structure in groups

• Evaluate presentations

Key Expectations of the Report

• Objectivity (all the statements are real without any emotions)• Relevance (Does the content refer to the company work

processes?)• Professionalism (Words and graphics suit for the company

culture)• Structure (Models are used)• Quality of Analysis (Clear, understandable analysis)• Accuracy (Is the information provided correct for the company

and the market?)• Confidentiality


4. Presenting the report



Presenting the Report

• In some cases a written and printed copy of the report is sent to the MD of the company.

• It is more efficient if the consultant presents findings in a form of business presentation

• These are the advantages– Presenter can see the reactions of the MD while presenting and can change even the structure of the

report by emphasizing the most important messages.– MD can stop the presentation any time and ask questions if something is not understood.– A perfect presentation hides the weaknesses of the report.– MDs don’t like to spend hours with reading a report.– MDs can ask questions after the presentation.– It is possible to discuss the next steps right after the presentation. Nothing will be forgotten

Some Good Advice for Presentation

• Always look into the eyes of the audience• Change rhythm if you see that the audience is being bored• Sometimes ask theoretical questions• Use as many visual aids and examples as you can• Try to find out what messages may be disturbing for the

participants and avoid offensive statement• You are a consultant, you came to help not to criticize• Never stand in front of the projector• Always face the audience• Examine faces while presenting


Compiling administration



List of Documents Used in the Audit

• Checklists

• Consultancy tools– Interview questions– Competency toolkit– Selected key competencies– Categories of people with disablity– Decision making matrix– Risk analysis– Potential problem analysis– List of selected categories of people with disability

• Draft reports

• Report

• Company evaluation form

Company Evaluation Form

1. To what extent do you think the consultant who ran the UEmploy audit was:

Criteria 1. 2. 3. 4. 5. Comment Objective (Not partial) Clear in communication Independent Organized Empathetic Flexible Creative

Roles and Responsibilities: The Consultant

• The UEmploy consultant is responsible for:

– Working out a database of those Small and Middle Sized Enterprises which deal with exporting to foreign countries

– Meeting with companies, businessmen and give them presentations about the advantages of the scheme.

– Carrying out the audit in the company and collect all the available information (on Internet or elsewhere) about the company’s communication channels and procedures

– Writing a written report to the company about findings, strengths and weaknesses, identified problems and potential solutions

– Sending the report to the company stakeholders. In case giving a presentation if required– Following up the report with a company questionnaire– Summarising activity and results with potential problems. Finding new and creative

solutions for individual and unique problems, sharing this information with other Uuemploy Consultants.

– Writing a short summary about the audit to the Project Partners

Marketing the UEmploy Consultancy Service

• Discussion on how to sell the review to companies

– brief introduction to selling/sales techniques– who needs to be convinced – the reasons why companies want the audit– identify the key benefits– overcome the common objections;

Code of Practice

• Code of Practice for Conducting Reviews is Required on the Part of the Consultant

– The consultant should always act in compliance with the brief provided by or agreed with

the management of the Company.

– The consultant will at all times respect confidentiality, and act with professional integrity in his/her dealings with the Company and its employees.

– The consultant will provide impartial advice to assist the Company in reaching its objectives and allow the Company ownership of its own decisions.

– The consultant will acquaint himself/herself with the key information before visiting the Company: e.g.,

Code of Practice

• The consultant will acquaint himself/herself with the– Company’s activities (its products, production – integrated or

otherwise – and nature of contacts with suppliers and customers).

– The structure of the company (size, number and categories of employees, training level of employees, languages spoken and written)

– The company’s environment (geographical situation, competitors and their languages, proportion of turnover involving foreign customers).

• The consultant will avoid jargon and ensure clarity and speed of communication with the Company.