Transcript Document

“Supported Employment in the
Nordic countries”
Øystein Spjelkavik
Work Research Institute, Oslo
[email protected]
Status of SE in the Nordic countries
• SE in the Nordic countries is a successful approach
• SE is still not a large proportion of all work-related
measures; the sheltered sector and train-place’ prevail
• SE is typically provided as an “add-on” service by
agencies that financially and skills-wise are based on
traditional forms of pre-vocational training, sheltered
workshops and municipality day care activities
Challenges
• SE operates in a principal–agent system, purchased by public
adm and performed by sheltered sector service providers
– Tendency to “cherry pick” when pressed to improve job outcome; do not
promote place – train for clients with much support needs
• Public administration
– Lack the necessary expertise to know what to look for or what to expect;
are not aware of place-train for clients with much support needs
• National organisations of EUSE
– Not confident that clients with much support needs can utilise place–
train, little political influence, employed in train-place organisations
SE (?) eligibility criteria
– a Norwegian example
• Clients are as a main rule eligible when they have undertaken
work experience placement
• Clients who have not been in work practices can also be
considered for admission along the following criteria:
– clarified professional desire, relevant updated health information, history
of work experience with no violations, motivated and stable, not
dependent on drugs
What to expect of SE?
• Everybody can work, given the right professional support
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Job coaches blame clients or employers for failure
providers and case workers claim clients must be ‘job ready’
quality SE standards seldom used
lack of commonly accepted definition of skills & actions to
be expected of a job coach
SE does not develop as a bottom-up process
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A strong evidence-base
Reluctance in mainstreaming and no pressure from the bottom
SE on a widespread basis require strong policy support.
Policy, caseworkers and national EUSE must:
– address the domination of the traditional vocational rehabilitation model
– define the particular inclusion skills competence to be expected by the
professional job coach of SE
– Increase competence in, and formally adopt to, international standards
“Supported Employment in the
Netherlands. New challenges
for integrated employment”
Michael Kamp, MCC
New challenges for integrated employment
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Historical overview
Government policy
Future development
Reflection
New challenges for integrated employment
Historical overview
• Till 1985 strong focus on sheltered employment
(change due to costs and growing attention for
integration)
• 1994 subsidy for job coaching
• Regulations by law (wet REA); new law 2006
WIA
New challenges for integrated employment
• First idea to bring Supported Employment
under the framework of the law for sheltered
employment (WSW)
• Intervention in parliament: now 2 regulations:
- a. persons who needed personal support/job coaching to get a
job on the open labour market apply for this facility (REA)
- b. persons with disabilities who are indicated for sheltered work
can choose for a job on the open labour market with support of
a job coach from the sheltered workshop.
New challenges for integrated employment
Number of persons working through Supported Employment
_______________________________________________
Results Supported Employment Supported Employment
REA/WIA
Sheltered workshops
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1994
150
2003
3708
2006
7000
1800
2009
11500
5295
New challenges for integrated employment
• Distinction Skill – Support dimension
• Skills related to work itself (Ministry of
Employment)
• Support related to the person’s disability and the
individual tailored support needs (Ministry of
Health)
New challenges for integrated employment
Government policy
• Decreasing numbers working in sheltered
workshops
• Increasing employment in the open labour
market
• Productivity 33 – 75% (with support: job
coaching)
New challenges for integrated employment
• Strong focus on employers (e.g. pilot project job
coaching provision by employers/ co-workers)
• Sustainability (keeping the job): tasks analysis
within companies; (re)design jobs, creating jobs
for persons with disabilities (pilot Slotervaart
Hospital)
• Agreements at national level: hiring persons with
disabilities
New challenges for integrated employment
Reflection
• Old systems in the Netherlands are not a
stimulation for employing many disabled persons
on the open labour market
• Focus on employers is a positive development (e.g.
project Slotervaart Hospital
• Baseline government policy, including recognition
of job coaching, can contribute to increasing
numbers of persons with disabilities working in the
open labour market
New challenges for integrated employment
• Introduction of productivity criteria can block
possibilities of more severe disabled persons in
finding and keeping a job on the open labour
market
• Decreasing government spending: more
becomes a responsibility of the private sector
• Arising awareness among employers and cooperation with employers is becoming more
important
New challenges for integrated employment
• Changing role of Supported Employment
organisations (e.g. specialist/ advisor to
companies
• More responsibility for municipalities (are also
responsible for sheltered workshops)
Supported Employment in
Germany
Kirsten Hohn
German Association of Supported Employment
Development of SE in Germany
• 1990s Model projects and SE services for specific
target groups
• 1994
German Association for Supported
Employment – BAG UB
• 2001
Book IX of the Social Code
→ nationwide system of vocational
integration services
• 2009
Individual vocational training measure:
“Supported employment”
Book IX of the Social Code:
Rehabilitation and participation
• Sheltered workshops: 297.000 persons*
• Integration firms: 9.225 severely disabled employees*
• Vocational integration services: 100.000 people*
• Personal assistance at the worksite: 2.400 people*
• Supported employment: 3.000 people*
• Personal budget (entitlement since 2008)
* 2012
Employment situation
Unemployment rate:
20%
18%
16%
14%
12%
10%
8%
6%
4%
2%
0%
total
disabled people
2005 2006 2007 2008 2009 2010 2011
Funding of support in work-life
Funding giver
Level
National
national
Employment Agency
content
First vocational
education, SEmeasure
Integration Offices
states („Länder“)
Long-time support of
employment
Social integration
assistance
regional
Sheltered
workshops & day
activity centers
….
….
….
BAG UB
• Representation of interests of vocational integration Services
• Training of professionals in SE
• Technical support for SE providers, counselling, evaluation,
project development
• Main topics and projects:
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Personal Budget
Transition from school to work
Transition from sheltered workshops to the general labour market
Further development of SE (concept & measure)
• Journal: „impulse“
Vocational integration services
• 2001 – implementation of a nationwide system
• One service in each region
• One service for job seekers, employers, schools,
parents, sheltered workshops etc.
• Placement, training, securement
• Transitions (school / sheltered workshops →
employment)
• Current problem: tendering of the services
„Supported employment“ (measure)
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Vocational training measure inside companies
1 project day per week
Duration: 24 months
Client-staff-ratio: 5:1
mainly participants with cognitive disabilities (> 70 %)
Qualification & ongoing support
EUSE quality standards in legislation and quality
assurance
Current discussion points
• Quality and costs / tendering system
• Nationwide Vocational orientation for all disabled students
• Disentanglement of benefits from the institution to the
person
• Permanent compensatory payments for severely disabled
people with high support needs
• Promotion of the personal budget
• Implementation of core methods of SE, e.g. personal
future planning