CUSTOMIZED EMPLOYMENT APPROACH

GAP ANALYSIS Section Effective Strategies Gap Analysis Customized Employment Job Matching Reporting McALLISTER 2007 1 CUSTOMIZED EMPLOYMENT APPROACH: GAP ANALYSIS and JOB MATCHING We must identify: a specific “job requirement(s)”; a persons current level of functioning to perform that job requirement; and the intervention (s) to be used to help that person accomplish the required job task. The analysis also forms the foundation for the employment proposal, facilitates the initial job match decision and helps structure the necessary job supports through follow along. The gap analysis tool is initiated when a job requirement discrepancy is identified. Meaning, a consumer will require some form of support such as job modification, job restructuring, training, or some combination the strategies. (Always target the most natural support possible to successfully complete a specific work task requirement.) The gap analysis tool is stopped when the case is closed.    GAP ANALYSIS McALLISTER 2007 2 GAP ANALYSIS USEAGE • Facilitates Initial Job Match Decision • Becomes the Proposal to the Employer • Clearly Communicates Information to: Supervisor; Consumer; Team; Coworkers; and Funding Sources • Structures Support Strategy Decisions • Progress Report Format • Ongoing Support Tool TOOLS FOR MANAGING CHAOS • All the pieces!!!! DISCREPANCY ANALYSIS FORM Job Requirement Person/Status Intervention Progress USING GAP ANALYSIS 1) IDENTIFY the JOB REQUIREMENT: 3 McALLISTER 2007 GAP ANALYSIS: SAMPLE Job Requirement Person/Status Intervention Progress Requires telling time to the minute. 2) IDENTIFY the PERSON STATUS/PERFORMANCE LEVEL: GAP ANALYSIS: SAMPLE Job Requirement Person/Status Intervention Progress Requires telling time to the minute. Tells time to the Hour 3) DEVELOP an INTERVENTION STRATEGY to address the GAP: McALLISTER 2007 4 INTERVENTIONS! • • JOB MODIFICATION JOB RESTRUCTURING JOB TRAINING • JOB MODIFICATION • Provide a jig or adaptive equipment. Modify the environment. • JOB RESTRUCTURING • • Add or Delete Tasks. Change the Sequence of Tasks. Change the Rules. • TRAINING • Least efficient of the strategies: Time intensive, subject to error, and least permanent of the types of intervention. Type of Training and who will be providing the Training. Evaluate closely this option before choosing. • • 4) CUSTOMIZE the INTERVENTION STRATEGY to address the GAP: McALLISTER 2007 5 CUSTOMIZED • To the exact demands of the person • To the exact demands of the employment site • Using all resources available. 5) EVALUATE THE MATCH: There are three possibilities when evaluating for a match: A) The job match exists. B) Maybe a job match exists. C) No job match exists. A) JOB MATCH EXISTS YES! McALLISTER 2007 6 Once you have determined that a job match does indeed exist several steps need to follow. Let the employer know that based on your assessment of the job you have a job candidate whose skills and abilities seem to match well with those required of this position. It is at this point, specific consumer support needs, not disability, should be discussed with the employer. Depending on the significance of the consumer’s disability will determine to what extent you discuss support needs, as well as agency services (ie job training). After discussing specific consumer supports, let the employer know that you will forward them all the necessary information pertaining to the job candidate (i.e. resume) as well as any other relevant information. This information will be presented to the employer in the form of an Employment Proposal. B) MAYBE A JOB MATCH EXISTS Hmm ? McALLISTER 2007 If you're not sure if a job match exists it is important to communicate this to the employer. Doing so will serve several purposes. 7  First, it prevents you from making the mistake of “forcing a job match”.  Second, the employer will respect your honesty; similarly to if you were to say a job match does not exist at all.  Third, this allows for dialogue between you and the employer to discuss perhaps a more appropriate alternative job opportunity, a possible job restructuring or even a potential job carving.  Last, this will allow you to discuss additional alternative employment provisions such as job sampling, shadowing, informational interview, mentorship, and other mutually beneficial employment opportunities will serve to build the relationship with you and employer. job any that the C) NO JOB MATCH EXISTS McALLISTER 2007  The purpose of thoroughly a the consumer and the job determine if the consumer preferences and skills match t required of a specific job. 8  Equally important when asses  If both the consumer and you determine that this is not the right job that’s fine. However, this does not preclude it from being the right job for another job seeker, either now or another time.  Either way it’s important to maintain a positive relationship with the employer. Communicate to the employer the reasons for your decision; they will respect your honesty. Furthermore, let the employer know that you can be a valuable employment recruiting resource for them and you will maintain periodic contact with them in the future. McALLISTER 2007 9 ONCE A MATCH AND A PLACEMENT HAVE BEEN MADE THE GAP ANALYSIS TOOL IS THEN USED TO ORGANIZE AND DOCUMENT THE PROCESS: McALLISTER 2007 10 SAMPLE GAP ANALYSIS FORM Job Requirement Person/Status Intervention Who Progress McALLISTER 2007 11 CUSTOMIZED EMPLOYMENT GAP ANALYSIS: SAMPLE USAGE PROBLEMS AND SUGGESTIONS Proble m # 1: Either there is no discrepancy or discrepancy can not be determined from information in columns 1 or 2: Job Person Intervention Do Progress report it? Sets up cleaning cart. Can read. Can physically Worker will keep list with her Yes Worker has 100% handle materials. to aid in gathering the material. accuracy with list in hand and 92% without list. Suggestion for Problem # 1: Edit existing wording Job Person Sets up cleaning cart list of required materials posted in cart room. Can read. Can physically handle materials. Cannot remember items on list. Intervention A copy of the list will be taped to the cart so that it is readily available to worker. Do it? Yes Progress report Worker has 100% accuracy with list in hand and 92% without list. McALLISTER 2007 12 Proble m # 2: Using an Intervention that is not likely to remove or reduce the discrepancy: Job Person Intervention Do it? Only accessible by Knows the routes but is Call bus company and have Yes bus, requiring two anxious during transfers. them map out a more direct transfers. route. Progress report Suggestion for Problem # 2: Expand the number of steps in the intervention: Job Person Intervention Only accessible by bus, requiring two transfers. Worker knows the routes but 1) Provide worker with list of is anxious during transfers. bus numbers for each transfer. 2) Have co-worker who makes the same transfers accompany client. 3) Staff accompany worker to assess; use mixed chaining where problems are observed. Do it? Yes Progress report McALLISTER 2007 13 Proble m # 3: Narrative does not distinguish between several possible discrepancies: Job Person Intervention Flexible work schedule hours. Worker has a routine with his Mom and will get upset if his routine is interrupted. Reassure consumer his mom will understand and have a meeting with his mom and him. Do it? Yes Progress report Suggestion for Problem # 3: Edit the descriptions to clarify nature of discrepancy Job Person Intervention Requires flexible hours and shifts according to monthly schedule Family routine is based on a the worker having a consistent work schedule Discuss several sample schedules with worker and Mom to determine if schedule adjustments are feasible. If so, meet monthly to work out schedule. Fade as possible. Do it? Yes Progress report McALLISTER 2007 14 Proble m # 4: Discrepancy is unclear and intervention consists of verbal direction only: Job Person Intervention Identify cleaning equipment and cleansers. Recognizes words such as ‘harmful’, ‘danger’ and so forth. Go over the safety issues daily. Do it? Yes Progress report Suggestions for Problem # 4: Clarify the discrepancy by expanding on JSI and ISI statements; change job procedure rather than talking. Job Person Intervention Do Progress report it? Requires reading full Reads single words only; Match color-coded pictorial Yes sentences to mix cannot read mixing formulas directions for each mix with cleaning agents. or terms. marks on containers. McALLISTER 2007 15 Proble m # 5: Intervention doesn’t directly address the discrepancy Job Person Intervention Take breaks at same time each day. Know time to hour and minute relative to break time. Unable to tell time at all. Place orange dot on picture of last job to be completed before break to prompt worker to go to break Can We do it? Yes Progress report Suggestions for Problem # 5: Rephrase the job requirement to clarify what is really required. Job Person Intervention Do it? Takes breaks after Unable to remember when Place orange dot on picture of Yes completing specific to go to break point in task sequence when tasks break should be taken Progress report McALLISTER 2007 16 Proble m # 6: Intervention doesn’t directly address the discrepancy Job Person Intervention Both pool areas must be checked for dirty towels Has trouble distinguishing clean vs. dirty towels Guide line – leave any towels placed near pool members – personal items Can We Do it? Yes Progress report Suggestions for Problem # 6: Rephrase the job requirement to clarify what is really required. Job Person Intervention Can Progress report We Do It Both pool areas must Has trouble distinguishing Give worker a guideline Yes be checked for towels which towels are unattended defining the distance towels are left after members from personal items of have left. members. McALLISTER 2007 17 NOTES: McALLISTER 2007 18