2018 - NZDSN · Employment support services are a critical investment by government, the disability...
Transcript of 2018 - NZDSN · Employment support services are a critical investment by government, the disability...
How to support disabled people to get the job they want
Employment Support Practice Guidelines:
2018
3HOW TO SUPPORT DISABLED PEOPLE TO GET THE JOB THEY WANT
ContentsForeword 5
Introduction 8
Key terms defined 10
The Practice Guidelines are aligned with and informed 11 by the following key documents
Who the Practice Guidelines are for 12
How to use the Practice Guidelines 13
Employment Support Practice Guidelines 14
Practice Guideline 1 15 Any disabled person who wants to work has opportunities to receive skilled support to get work
Practice Guideline 2 16The disabled person’s goals and aspirations drives the uptake of employment support
Practice Guideline 3 17People and agencies involved in a disabled person’s life are encouraged to understand the importance of work as an achievable outcome
Practice Guideline 4 18Disabled people experience a personalised service. This means getting individually tailored, ongoing employment support to get and maintain a job
4 EMPLOYMENT SUPPORT PRACTICE GUIDELINES
Practice Guideline 5 20Employers know about and have confidence in employment support services, the benefits of employing disabled people and the importance of building natural supports in the workplace
Practice Guideline 6 22Providers of employment support have the knowledge to support each disabled person to get a job and develop a career of their choice
Practice Guideline 7 23 Providers of employment support services direct and lead their organisation in ways that promote these employment support practices in partnership with disabled people
Practice Guideline 8 24Providers of employment support services measure how good they are at getting people into work and strive to continually improve their employment services to disabled people, to employers and to funders
Appendix 1: 25Employment Support Practice Guidelines Self-Review Framework
Published by the New Zealand Disability Support Network March 2018 ISBN number: 978-0-473-43179-2
5HOW TO SUPPORT DISABLED PEOPLE TO GET THE JOB THEY WANT
ForewordAccess to secure employment is a high priority for disabled people, not just because of the increased financial security it can bring, but because of the difference it can make to people’s health and well-being. Paid work really matters and is essential to a good life! Yet for disabled people the employment participation rate is half that of the general population. Disabled people, employers, the labour market and the New Zealand economy are all missing out on the contribution that disabled people can make. To seize these missed economic and social opportunities it is essential that the government, the disability sector and the community commit to improving this, as it is something that will benefit society as a whole.
Employment support services are a critical investment by government, the disability sector and the community. Employment support services have an important role to play in improving the employment participation rate of disabled people by working alongside both disabled people and employers to tailor work opportunities to address their respective needs. It is therefore essential that employment support services offer a level of quality that provides assurance that these outcomes can be achieved.
NZDSN initiated a project to develop the Employment Support Service Practice Guidelines as one way of providing this assurance.
These Guidelines are an essential “how to” guide for supporting disabled people into work and are built on a set of principles and practices that are evidence based. They have also been further refined through a cross sector collaboration process involving disabled persons organisations, provider umbrella groups and government.
A large number of sector leaders, practitioners, academics and disabled people (including those using employment support services), have contributed to the development of these Guidelines. An in-depth and robust consultation process was followed.
This project would not have been possible without the incredible input of Project Lead Gordon Boxall who showed extraordinary patience, perseverance and determination to see that the desired outcomes were achieved. His generosity also needs to be acknowledged, given the actual time he dedicated to the project.
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It is our hope and intention that the Guidelines be used by all those who are dedicated to providing high quality support services that achieve great employment outcomes for disabled people. The Guidelines are intended for:
• disabled people and family members to inform and guide consumer expectations
• providers of employment support services to guide self-review and continuous quality improvement
• funders to inform service specifications and contracted outcomes
• training providers as a resource for workforce development
• independent auditors and evaluators as a benchmark for service quality
The Governance Group’s aim all along has been for the Guidelines to become a touchstone for quality and best practice. As such, group members are dedicated to promoting their use through its wider networks. The Guidelines, and accompanying documents, can be found on the websites of each of those on the Governance Group. See below:
The Governance Group acknowledges funding support for this project from:
www.platform.org.nz
www.sams.org.nz
www.nzdsn.org.nz www.inclusive.nz
www.dpa.org.nz
www.peoplefirst.org.nzwww.msd.govt.nz
www.msd.govt.nzwww.workingtogether.org.nz
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People who worked on the GuidelinesThe following people and agencies participated in developing the Employment Support Practice Guidelines:
Governance Group:• Anne Hawker and Alison Riseborough – Ministry of Social Development
• Christine Wilson – Standards and Monitoring Services
• Cindy Johns – People First New Zealand, Ngā Tāngata Tuatahi
• Esther Woodbury – Disabled Person’s Assembly
• Garth Bennie, Sarah Halliday and Sara Georgeson – New Zealand Disability Support Network
• Marion Blake – Platform Trust
• Tess Casey – Inclusive NZ
Working Group:• Ali Shapland and Kervin Farr – Inclusive NZ
• Cath Williams – Accident Compensation Corporation
• Maihi Rapata – Ministry of Social Development
• Fiona Williams and James Carr – People First New Zealand, Ngā Tāngata Tuatahi
• Leo MacIntyre and Therese Hamlin – Platform Trust
• Louise Deane and Margaret Reilly – New Zealand Disability Support Network
• Nick Ruane and Jak Wild – Disabled Person’s Assembly
Project Lead: • Gordon Boxall – Weaving Threads
8 EMPLOYMENT SUPPORT PRACTICE GUIDELINES
IntroductionAs a signatory to the United Nations Convention on the Rights of Persons with Disabilities (UNCRPD), New Zealand is committed under Article 27 to “recognise the rights of persons with disabilities to work, on an equal basis with others.” To honour this, it made sense to co-design a set of Employment Support Practice Guidelines, with people and organisations who believe that disabled people deserve and require better access to jobs and careers of their choice. This initiative builds on the earlier work of Inclusive NZ, the former ASENZ (now part of NZDSN) and others that have identified and promoted good practice with supported employment providers. The ‘co-design’ approach taken reflects the paradigm shift of ensuring the personal experiences and expertise of disabled people are included in anything that affects them.
The process included looking locally and internationally at what practices have been successful in supporting disabled people into jobs and careers of their choice. It also involved getting feedback on these practices from the wider sector.
Whilst it was beyond the scope of this initiative to consider the specific characteristics of individual disability groups, the accompanying Companion Document - Evidence and Resources details the extent of the review with some important pointers as to what works in particular circumstances. However, it is recognised that there are important cultural considerations and approaches that will be important to develop further along the track (e.g. working with Deaf people and the deaf community). Similarly, some providers specialise in services for a particular culture and/or impairment type and there is considerable scope to expand the evidence review in these areas and add resources over time.
The Employment Support Practice Guidelines are aspirational and it is recognised that all agencies involved may be at different stages of the journey towards their implementation.
Initiatives to provide employers with more confidence to employ disabled people, and the expansion of Enabling Good Lives are examples of change that will build higher expectations, as well as offering more choice and control to disabled people and families.
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It is within this context that the governance group that led this initiative will continue. Members will seek to influence the necessary policy, assessment, funding, contracting, reporting, training and qualification developments that will be required over time to create optimum conditions in employment support for disabled people to be able to get the job and career of their choice.
These Guidelines will also be regularly reviewed and updated. Next steps also include creating opportunities for employment support providers to commit to the Guidelines, and to build on the Self-Review Framework as part of a developmental evaluation process.
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Key terms defined:The following terms are used throughout this document, the Evidence and Resources Companion Document and the Self-Review Framework.
• Employment – work in the open labour market in a job not reserved for a disabled person and paid at or above the minimum wage, or being self-employed
• Disabled People/Disabled Job-seekers – the term ‘disabled people’, as utilised in the NZ Disability Strategy, covers people defined by the UNCRPD which includes people with psychosocial disabilities/mental illness. We do, however, recognise that many people prefer other terms including ‘people with disability’ or ‘people with lived experience of disability’. It is therefore important that people take the lead from the people they are supporting and use the terminology they are comfortable with
• Employment Support Providers – any government or non-government agency involved in the provision of employment support services to disabled people
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The Practice Guidelines are aligned with and informed by the following key documents:• The UNCRPD particularly Article 27 – Work and Employment but also
Article 26 (Right to Habilitation and Rehabilitation) www.ohchr.org/EN/HRBodies/CRPD/PagesConventionRightsPersons WithDisabilities.aspx
• The New Zealand Disability Strategy 2016-2026 and particularly Outcome 2: NZ employment and economic security. www.odi.govt.nz/nz-disability-strategy/about-the-strategy/new-zealand-disability-strategy-2016-2026/read-the-new-disability-strategy/
• The eight Principles of Enabling Good Lives (2012) www.enablinggoodlives.co.nz/about-egl/egl-approach/principles/
• ACC’s Living My Life – A new approach to disability support (2016)
The following values and principles underpin the Guidelines: • The belief that everyone can contribute to their community through
employment – defined as working in the open labour market, in a job not reserved for a disabled person and paid at or above the minimum wage, or being self-employed
• Employment provides an important way to enhance quality of life and mana for disabled people, including their whānau and community
• Improved economic security and overall wellbeing are achieved by having employment, and are key ingredients of citizenship
• Opportunities to access employment need to be based on the aspirations and preferences, strengths and skills of each person
• Disabled employees must receive at least the same wages and conditions as their non-disabled workplace peers
• Employment support practices need to be evidence-informed
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Who the Practice Guidelines are for:• People who use employment support services (and their families
and whānau), so they can know what to expect from a high-quality employment service
• Providers of employment support services, to enable them to get and maintain the best employment outcomes for the people they support and their funders
• Funders of employment support services, so they know what providers are committed to, and to support the implementation of evidence-based practices through their contracts and monitoring arrangements
• Evaluators of employment support services, to assist with monitoring performance and measuring outcomes for continuous learning and improvement
• Trainers and educators working in the field of employment support, to inform their ability to contribute directly to the design of courses and the development of consistent national qualifications
13HOW TO SUPPORT DISABLED PEOPLE TO GET THE JOB THEY WANT
How to use the Practice Guidelines:Consider the values and principles that underpin the Guidelines and what they mean to you, your role, your rights and your responsibilities.
Take time to work through the eight employment support practices that need to be in place to improve the likelihood of more disabled people getting a job.
Consider what to look for when seeking alignment of the Guidelines’ eight practices and an employment support provider. Again, from your perspective as a disabled person, family member/advocate, service provider practitioner/board member or funder.
Please note that the Practice Guidelines are available in a range of accessible formats. You can go to the NZDSN website to access these.
For people working in employment support, two further documents are available to aid in imbedding the Employment Support Practice Guidelines into practice – the Companion Document – Evidence and Resources and the Self-Review Framework Template.
The Companion Document – Evidence and Resources outlines the journey undertaken to complete the Practice Guidelines. It provides detailed information about the evidence that was drawn on with direct links to examples that illustrate best practice.
The Self-Review Framework Template (Appendix 1) provides a process for employment support providers to reflect and evaluate how effective their work is against the Guidelines. It is intended that providers will look for evidence from within their own experience, as well as their organisation to demonstrate how well they are aligning with the Guidelines and if they need to establish an action plan to improve quality.
The Companion Document and the Self-Review Framework Templates are available from the NZDSN website as well as the other Governance Group members websites.
14 EMPLOYMENT SUPPORT PRACTICE GUIDELINES
Employment Support Practice Guidelines: (Things that need to be in place to improve the likelihood of more disabled people getting a job). There are eight practice guidelines:
1. Any disabled person who wants to work has opportunities to receive skilled support to get work.
2. The disabled person’s goals and aspirations drives the uptake of employment support.
3. People and agencies involved in a disabled person’s life are encouraged to understand the importance of work as an achievable outcome.
4. Disabled people experience a personalised service. This means getting individually tailored, ongoing employment support to get and maintain a job.
5. Employers know about, and have confidence in employment support services, the benefits of employing disabled people and the importance of building natural supports in the workplace.
6. Providers of employment support have the knowledge to support each disabled person to get a job and develop a career of their choice.
7. Providers of employment support services direct and lead their organisation in ways that promote these employment support practices in partnership with disabled people.
8. Providers of employment support services measure how good they are at getting people into work and strive to continually improve their employment services to disabled people, to employers and to funders.
15HOW TO SUPPORT DISABLED PEOPLE TO GET THE JOB THEY WANT
What to look for when matching an employment service’s practice to each of the Practice Guidelines:
1.1 Their website and promotional information indicates their commitment to the values and principles of the Guidelines
1.2 They demonstrate a clear attitude that a disabled person’s willingness and desire to work are the only requirements to access employment services
1.3 They are well known to disabled people’s networks in the areas in which they work – they have positive relationships with the disability community and are able to tap into that wider expertise as required
1.4 They are well connected with other employment support agencies (both locally and nationally)
1.5 They understand the labour market and are well connected to employer and business groups
1.6 They actively work with local Māori, Iwi and Hapū to ensure disabled job-seekers who identify as Māori are engaged in a culturally appropriate way
1.7 They actively work with local community groups to ensure disabled job-seekers who identify as being from other ethnic backgrounds are also engaged in a culturally appropriate way
1.8 Information they provide is accessible in a range of formats, the way in which they interact with a disabled person demonstrates an understanding of disability, and their buildings are welcoming and easily accessible
1.9 They know about changes in the disability sector and how they will impact employment support, and are open to new ways of working
Practice Guideline 1 Any disabled person who wants to work has opportunities to receive skilled support to get work
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2.1 It is clear the disabled person is listened to and enabled to explain their aspirations
2.2 Any work assessment and planning process should be underpinned by the strengths and interests of the disabled person. The process includes opportunities to discover and explore a range of employment opportunities that match a person’s strengths and interests
2.3 They ensure the disabled person determines the type of work they want and identify imaginative and practical solutions to ensure any barriers to work are minimised/removed
2.4 They work with the disabled person to identify and obtain any skills, training or qualifications that will be necessary to get a particular job
2.5 They recognise that the degree of support a disabled person requires for daily living does not prevent them from seeking work. Indeed, such support could should enhance, rather than reduce, their opportunities to get a job - including self-employment
2.6 They are able to demonstrate success stories where they have worked in partnership with a disabled person to successfully overcome barriers to work
Practice Guideline 2 The disabled person’s goals and aspirations drives the uptake of employment support
17HOW TO SUPPORT DISABLED PEOPLE TO GET THE JOB THEY WANT
3.1 The benefits of work are clearly set out and they are prepared to discuss these with disabled people, families and whānau
3.2 They are encouraging and welcoming to families and whānau
3.3 They actively seek to understand the importance of a person’s background and culture
3.4 They don’t make assumptions but are guided by the disabled person and the people/agencies they want to involve in the process
3.5 They offer their employment support expertise to other professionals (including teachers and medical/health professionals) to promote and build an understanding of the value of work for disabled people
3.6 They actively promote the benefits to businesses and the wider community of disabled people being more visible in the workplace
3.7 They are committed to disabled employees receiving the same wages and conditions as their non-disabled colleagues
Practice Guideline 3 People and agencies involved in a disabled person’s life are encouraged to understand the importance of work as an achievable outcome
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4.1 Staff are encouraging and optimistic around finding work opportunities based on a disabled person’s unique situation
4.2 They lead by example in employing a diverse workforce that reflects their local demographics
4.3 They listen to individuals (and their close supporters), get to know them well and show they understand their unique circumstances
4.4 They focus on getting people into work first and then provide on the job training as that is what is proven to work best
4.5 Sufficient time will be spent on working together to ensure that a person is well prepared to apply for jobs and attend interviews, including time afterwards to reflect on the process. Alternative interview processes and formats are pursued to ensure recruitment barriers are removed
4.6 They assess what is needed in terms of supports or workplace accommodations and how these can be created/sourced in a timely manner
Practice Guideline 4 Disabled people experience a personalised service. This means getting individually tailored, ongoing employment support to get and maintain a job
19HOW TO SUPPORT DISABLED PEOPLE TO GET THE JOB THEY WANT
4.7 Guidelines 4 and 5 need to be considered together. There is common language within Guidelines 4 and 5, with the focus for Guideline 4 being on the job-seeker. The work of the employment support provider is to connect, broker and build rapport between the two to mutual benefit. Therefore, they will work together with the disabled job-seeker and prospective employer in the following ways:
• People are always matched to jobs to the mutual benefit of the disabled job-seeker and the employer
• They will identify what is needed to prepare the employee for the commencement of duties
• When the job has started, employment support practitioners have the skills and the time to be available for the employee, as required
• They work out with the employee what to do if things don’t go as planned
• They will have purposeful, regular on-going contact to assist the employee to build confidence and positive relationships in the workplace. As well as ensuring the job is working out for the employee, this process can also focus on the building of supports that naturally occur in workplaces and it can also provide opportunities to identify potential steps for further career development
• Their approaches will support and complement, not supplant, naturally occurring workplace supports
• They will remain available to the employee until it is clear that they are no longer needed and will be responsive to any change in circumstances thereafter
20 EMPLOYMENT SUPPORT PRACTICE GUIDELINES
5.1 They can demonstrate that they are known to local employers and their representatives
5.2 They show they understand the local labour market and its requirements
5.3 They have positive relationships/partnerships with, and actively work with local secondary schools to ensure disabled students will have the best chance to access the local labour market, including supporting work experience
5.4 They are successful at promoting the benefits and advantages of employing disabled people
5.5 They keep employers in touch with what’s available to assist them to employ disabled people
5.6 They support prospective employers to understand individual job-seekers skills/talents/strengths, as well as their learning/development needs, and disability support needs
5.7 They have the skills to consider how a person’s strengths may fit an employer’s needs, and suggest adaptations to an existing role or to create a new role as necessary
Practice Guideline 5 Employers know about and have confidence in employment support services, the benefits of employing disabled people and the importance of building natural supports in the workplace
21HOW TO SUPPORT DISABLED PEOPLE TO GET THE JOB THEY WANT
5.8 Guidelines 4 and 5 need to be considered together. There is common language within Guidelines 4 and 5, with the focus for Guideline 5 being on the employer. The work of the employment support provider is to connect, broker and build rapport between the two to mutual benefit. They will work together with the disabled job-seeker and prospective employer in the following ways:
• People are always matched to jobs to the mutual benefit of the disabled job-seeker and the employer
• They will identify what is needed to prepare the employer for the commencement of duties
• When the job has started, they have the skills and the time to be available for the employer, as required
• They work out with the employer what to do if things don’t go as planned
• They assist the employer to consider how natural workplace supports can develop and enhance the experience of the employee over time
• They will assist in building the employer’s capacity to support the disabled employee but will remain available until it is clear they are no longer required, and if circumstances change, be ready to step in again
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6.1 They understand income support systems (Work and Income, ACC) and have a good relationship with Work and Income/ACC staff. They can enable disabled people, families and whānau to understand the impact of work on their financial circumstances
6.2 They have expertise in knowing what subsidies, training and other supports are available to disabled people and employers
6.3 They understand tax law and can enable disabled people, families and whānau understand how this will impact their circumstances for any given job
6.4 They understand employment law, particularly around what the rights and responsibilities of employees are in the workplace
6.5 They are familiar with Health and Safety requirements in the workplace and can ensure these are not used as inappropriate barriers to employment
6.6 They are familiar with Privacy Legislation, thereby enabling disabled job-seekers to maintain control over their personal information and ensure employers understand their responsibilities in handling personal information
6.7 They know about the rights of disabled people as defined by the UNCRPD, and in the New Zealand Human Rights Act
Practice Guideline 6 Providers of employment support have the knowledge to support each disabled person to get a job and develop a career of their choice
23HOW TO SUPPORT DISABLED PEOPLE TO GET THE JOB THEY WANT
7.1 They can demonstrate their commitment to doing things that are proven to be successful
7.2 They recruit and keep great staff who are skilled in employment support
7.3 They actively recruit disabled people
7.4 Employment specialists are actively encouraged to be innovative, developing new approaches/ways of working and contributing to an understanding as to what works effectively in New Zealand environments
7.5 They can show how disabled people influence the way the agency is governed, directed and managed through having people with personal experience of disability on their boards and within their leadership teams
7.6 They can demonstrate they work well with other agencies
7.7 They are actively involved in local and national employment support networks including mentoring new providers/practitioners
Practice Guideline 7 Providers of employment support services direct and lead their organisation in ways that promote these employment support practices in partnership with disabled people
24 EMPLOYMENT SUPPORT PRACTICE GUIDELINES
8.1 They publish their track record for reaching employment outcomes
8.2 They regularly survey both the people who use their services, and employers, about the things that matter to them and make changes as a result of the feedback
8.3 They participate in research to progress evidence-based practices and to test the effectiveness of new initiatives
8.4 They invest in the ongoing development of their staff
8.5 They are committed to assessing/evaluating the wider impact of employment on the well-being of disabled people and their families and whānau
Practice Guideline 8 Providers of employment support services measure how good they are at getting people into work and strive to continually improve their employment services to disabled people, to employers and to funders
25HOW TO SUPPORT DISABLED PEOPLE TO GET THE JOB THEY WANT
Appendix 1: Employment Support Practice Guidelines Self-Review Framework:Self-review process• Spend some time as an employment support team familiarising yourselves with
the Employment Support Practice Guidelines and the Companion Document - Evidence and Resources.
• Meet regularly with relevant colleagues to self-evaluate your employment support service against one or two of the Practice Guidelines. Try to reach consensus on what each quality indicator means for your services.
• Make sure you involve disabled people and family members in your self-review process as part of the review team – their experience and perspective is critical in reviewing your agency’s performance, development and governance.
• Clearly identify evidence that supports the rating you have assigned to each quality indicator.
• Analyse the results and discuss the areas that seem to be strengths and those areas where there appears to be the need for development. Decide on the priorities for development and clearly identify action steps needed.
• Celebrate success and consider how such positive experiences can be made accessible to disabled people, families, whānau, employers and funders.
• Record the tasks, activities, and changes that need to be undertaken, with timescales and identify who will be responsible for each one.
• Review progress quarterly with your management team.
• Present annually to your managers/directors.
• Use your organisation’s Annual Report as an opportunity to celebrate success.
• Ensure your organisation’s business planning process has regard to your ambitions as an employment support provider.
26 EMPLOYMENT SUPPORT PRACTICE GUIDELINES
• Collaborate with other providers to build the capacity and capability of the wider employment support sector.
• Consider ways to overcome the systemic issues which may be inhibiting the realisations of the Practice Guidelines.
• Commit to the development of this organisational self-review and consider how it can contribute to any external evaluation process.
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Ratings Key
VERY GOOD Very strong and consistent evidence to support quality practice
GOOD Some good examples of evidence to support quality practice
FAIR A few examples of evidence to support quality practice, but patchy
POOR Little or no evidence to support quality practice
Review Team
Review date(s)
28 EMPLOYMENT SUPPORT PRACTICE GUIDELINES
Pra
ctic
e G
uide
line
1
Any
dis
able
d pe
rson
who
wan
ts to
wor
k ha
sopp
ortu
nitie
s to
rece
ive
skill
ed s
uppo
rt to
get
wor
k
Qua
lity
Indi
cato
rsV
ery
Goo
dG
ood
Fair
Poo
rC
omm
ents
/Evi
denc
eA
ctio
n
1.1
Your
web
site
and
pro
mot
iona
l inf
orm
atio
n re
gard
ing
your
ser
vice
indi
cate
s yo
ur
com
mitm
ent t
o th
e va
lues
and
prin
cipl
es o
f th
e P
ract
ice
Gui
delin
es
1.2
You
dem
onst
rate
a c
lear
atti
tude
that
a
disa
bled
per
son’
s de
clar
ed d
esire
to w
ork
and
will
ingn
ess
to d
o w
hat i
t tak
es to
get
em
ploy
men
t sha
ll be
the
only
requ
irem
ents
to
acce
ss e
mpl
oym
ent s
ervi
ces
1.3
You
are
wel
l kno
wn
to d
isab
led
peop
le’s
ne
twor
ks in
the
area
s in
whi
ch y
ou w
ork
– yo
u ha
ve p
ositi
ve re
latio
nshi
ps w
ith th
e di
sabi
lity
com
mun
ity a
nd a
re a
ble
to ta
p in
to th
at w
ider
ex
perti
se a
s re
quire
d. Y
ou u
nder
stan
d th
e la
bour
mar
ket a
nd a
re w
ell c
onne
cted
to
empl
oyer
and
bus
ines
s gr
oups
1.4
You
are
wel
l con
nect
ed w
ith o
ther
em
ploy
men
t sup
port
agen
cies
(bot
h lo
cally
an
d na
tiona
lly)
1.5
You
activ
ely
wor
k w
ith lo
cal M
āori,
Iwi a
nd
Hap
ū to
ens
ure
disa
bled
peo
ple
who
iden
tify
as M
āori
who
wan
t to
wor
k ar
e en
gage
d in
a
cultu
rally
app
ropr
iate
way
29HOW TO SUPPORT DISABLED PEOPLE TO GET THE JOB THEY WANT
Qua
lity
Indi
cato
rsV
ery
Goo
dG
ood
Fair
Poo
rC
omm
ents
/Evi
denc
eA
ctio
n
1.6
You
activ
ely
wor
k w
ith lo
cal c
omm
unity
gr
oups
to e
nsur
e di
sabl
ed p
eopl
e w
ho id
entif
y as
bei
ng fr
om o
ther
eth
nic
back
grou
nds
who
w
ant t
o w
ork
are
enga
ged
in a
cul
tura
lly
appr
opria
te w
ay
1.7
Info
rmat
ion
you
prov
ide
is a
cces
sibl
e in
a
rang
e of
form
ats,
the
way
in w
hich
you
inte
ract
w
ith a
dis
able
d pe
rson
dem
onst
rate
s an
un
ders
tand
ing
of d
isab
ility,
and
you
r bui
ldin
gs
are
wel
com
ing
and
easi
ly a
cces
sibl
e
1.8
You
know
abo
ut c
hang
es in
the
disa
bilit
y se
ctor
and
how
they
will
impa
ct e
mpl
oym
ent
supp
ort a
nd a
re o
pen
to n
ew w
ays
of w
orki
ng
that
follo
w o
n fro
m th
is
30 EMPLOYMENT SUPPORT PRACTICE GUIDELINES
NOTES – Practice Guideline 1
31HOW TO SUPPORT DISABLED PEOPLE TO GET THE JOB THEY WANT
NOTES – Practice Guideline 1
32 EMPLOYMENT SUPPORT PRACTICE GUIDELINES
Pra
ctic
e G
uide
line
2
The
disa
bled
per
son’
s go
als
and
aspi
ratio
ns d
rives
the
upta
ke o
f em
ploy
men
t sup
port
Qua
lity
Indi
cato
rsV
ery
Goo
dG
ood
Fair
Poo
rC
omm
ents
/Evi
denc
eA
ctio
n
2.1
It is
cle
ar th
at th
e di
sabl
ed p
erso
n is
list
ened
to
and
ena
bled
to e
xpla
in th
eir a
spira
tions
2.2
Any
wor
k as
sess
men
t and
pla
nnin
g pr
oces
s sh
ould
be
unde
rpin
ned
by th
e st
reng
ths
and
inte
rest
s of
the
disa
bled
per
son.
The
pro
cess
in
clud
es o
ppor
tuni
ties
to d
isco
ver a
nd e
xplo
re
a ra
nge
of e
mpl
oym
ent o
ppor
tuni
ties
that
m
atch
a p
erso
n’s
stre
ngth
s an
d in
tere
sts
2.3
You
will
ens
ure
the
disa
bled
per
son
dete
rmin
es th
e ty
pe o
f wor
k th
ey w
ant a
nd
iden
tify
imag
inat
ive
and
prac
tical
sol
utio
ns
to e
nsur
e an
y ba
rrie
rs to
get
that
wor
k ar
e m
inim
ised
/rem
oved
2.4
You
will
wor
k w
ith th
e di
sabl
ed p
erso
n to
id
entif
y an
d ob
tain
any
ski
lls, t
rain
ing
or
qual
ifica
tions
that
will
be
nece
ssar
y to
get
any
pa
rticu
lar j
ob
2.5
You
will
reco
gnis
e th
at th
e de
gree
of s
uppo
rt a
disa
bled
per
son
requ
ires
for d
aily
livi
ng
does
not
pre
vent
them
from
see
king
wor
k.
Inde
ed, s
uch
supp
ort c
ould
enh
ance
, rat
her
than
redu
ce, t
heir
oppo
rtuni
ties
to g
et a
job,
in
clud
ing
self-
empl
oym
ent
2.6
You
will
be
able
to d
emon
stra
te s
ucce
ss
stor
ies
whe
re y
ou h
ave
wor
ked
in p
artn
ersh
ip
with
a d
isab
led
pers
on to
suc
cess
fully
ov
erco
me
barr
iers
to w
ork
33HOW TO SUPPORT DISABLED PEOPLE TO GET THE JOB THEY WANT
NOTES – Practice Guideline 2
34 EMPLOYMENT SUPPORT PRACTICE GUIDELINES
Pra
ctic
e G
uide
line
3 Pe
ople
and
age
ncie
s in
volv
ed in
a d
isab
led
pers
on’s
life
are
enc
oura
ged
to u
nder
stan
dthe
impo
rtan
ce o
f wor
k
as a
n ac
hiev
able
out
com
e
Qua
lity
Indi
cato
rsV
ery
Goo
dG
ood
Fair
Poo
rC
omm
ents
/Evi
denc
eA
ctio
n
3.1
The
bene
fits
of w
ork
are
clea
rly s
et o
ut
and
you
are
prep
ared
to d
iscu
ss th
ese
with
di
sabl
ed p
eopl
e, fa
mili
es a
nd w
hāna
u
3.2
You
are
enco
urag
ing
and
wel
com
ing
to
fam
ilies
and
whā
nau
3.3
You
are
activ
e in
see
king
to u
nder
stan
d
the
impo
rtanc
e of
a p
erso
n’s
back
grou
nd
and
cultu
re
3.4
You
don’
t mak
e as
sum
ptio
ns b
ut w
ill be
gu
ided
by
the
disa
bled
per
son
and
the
peop
le/
agen
cies
they
wan
t to
invo
lve
in th
e pr
oces
s
3.5
You
offe
r you
r em
ploy
men
t sup
port
expe
rtise
to
oth
er p
rofe
ssio
nals
(inc
ludi
ng te
ache
rs a
nd
med
ical
/hea
lth p
rofe
ssio
nals
) to
prom
ote
and
build
an
unde
rsta
ndin
g of
the
valu
e of
wor
k fo
r dis
able
d pe
ople
3.6
You
activ
ely
prom
ote
the
bene
fits
to b
usin
esse
s an
d th
e w
ider
com
mun
ity o
f dis
able
d pe
ople
be
ing
mor
e vi
sibl
e in
the
wor
kpla
ce
3.7
You
are
com
mitt
ed to
dis
able
d em
ploy
ees
rece
ivin
g th
e sa
me
wag
es a
nd c
ondi
tions
as
thei
r non
-dis
able
d co
lleag
ues
35HOW TO SUPPORT DISABLED PEOPLE TO GET THE JOB THEY WANT
NOTES – Practice Guideline 3
36 EMPLOYMENT SUPPORT PRACTICE GUIDELINES
Pra
ctic
e G
uide
line
4
Dis
able
d pe
ople
exp
erie
nce
a pe
rson
alis
ed s
ervi
ce. T
his
mea
ns g
ettin
g in
divi
dual
ly ta
ilore
d, o
ngoi
ng e
mpl
oym
ent
supp
ort t
o ge
t and
mai
ntai
n a
job1
Qua
lity
Indi
cato
rsV
ery
Goo
dG
ood
Fair
Poo
rC
omm
ents
/Evi
denc
eA
ctio
n
4.1
Sta
ff ar
e en
cour
agin
g an
d op
timis
tic th
at
they
can
find
wor
k op
portu
nitie
s ba
sed
on a
di
sabl
ed p
erso
n’s
uniq
ue s
ituat
ion
4.2
You
will
list
en to
indi
vidu
als
(and
thei
r cl
ose
“sup
porte
rs”)
, get
to k
now
indi
vidu
al
jobs
eeke
rs w
ell a
nd s
how
you
und
erst
and
indi
vidu
als’
situ
atio
ns
4.3
You
lead
by
exam
ple
in e
mpl
oyin
g a
dive
rse
wor
kfor
ce th
at re
flect
s lo
cal d
emog
raph
ics
4.4
You
will
focu
s on
get
ting
peop
le in
to w
ork
first
an
d to
trai
n on
the
job
beca
use
that
is w
hat i
s pr
oven
to w
ork
best
4.5
Suf
ficie
nt ti
me
will
be
avai
labl
e to
wor
k to
geth
er o
n w
hat i
s ne
eded
to p
repa
re w
ell f
or
job
appl
icat
ions
and
inte
rvie
ws
incl
udin
g tim
e af
terw
ards
to re
view
wha
t wen
t wel
l and
wha
t co
uld
have
bee
n be
tter
4.6
You
will
ass
ess
wha
t is
need
ed in
term
s of
su
ppor
ts o
r wor
kpla
ce a
ccom
mod
atio
ns a
nd
how
thes
e ca
n be
cre
ated
/sou
rced
in a
tim
ely
man
ner
1 It w
ill b
e no
ted
that
ther
e is
com
mon
lang
uage
with
in P
ract
ice
Gui
delin
es 4
and
5 w
ith o
ne s
et a
pply
ing
to th
e jo
b-se
eker
and
one
the
empl
oyer
. The
wor
k of
the
prov
ider
is to
con
nect
, bro
ker a
nd b
uild
rapp
ort b
etw
een
the
two,
in th
e ar
eas
desc
ribed
, to
mut
ual b
enefi
t.
37HOW TO SUPPORT DISABLED PEOPLE TO GET THE JOB THEY WANT
Qua
lity
Indi
cato
rsV
ery
Goo
dG
ood
Fair
Poo
rC
omm
ents
/Evi
denc
eA
ctio
n
4.7
Peo
ple
are
alw
ays
mat
ched
to jo
bs to
the
mut
ual b
enefi
t of t
he d
isab
led
job-
seek
er a
nd
the
empl
oyer
4.8
You
will
iden
tify
wha
t is
need
ed to
pre
pare
the
empl
oyee
for t
he c
omm
ence
men
t of d
utie
s
4.9
Whe
n th
e jo
b ha
s st
arte
d, y
ou h
ave
the
skill
s an
d th
e tim
e to
be
avai
labl
e fo
r the
em
ploy
ee,
as re
quire
d
4.10
You
wor
k ou
t with
the
empl
oyee
wha
t to
do if
th
ings
don
’t go
as
plan
ned
4.11
You
have
pur
pose
ful,
regu
lar o
ngoi
ng c
onta
ct
to a
ssis
t the
em
ploy
ee to
bui
ld c
onfid
ence
an
d po
sitiv
e re
latio
nshi
ps in
the
wor
kpla
ce.
As
wel
l as
ensu
ring
the
job
is w
orki
ng o
ut
for t
he e
mpl
oyee
, thi
s pr
oces
s ca
n al
so
supp
ort t
he b
uild
ing
of s
uppo
rts th
at n
atur
ally
oc
cur i
n w
orkp
lace
s an
d it
can
also
pro
vide
op
portu
nitie
s to
iden
tify
pote
ntia
l ste
ps fo
r fu
rther
car
eer d
evel
opm
ent
4.12
You
rem
ain
avai
labl
e to
the
empl
oyee
unt
il it
is c
lear
that
you
are
no
long
er n
eede
d an
d w
ill b
e re
spon
sive
to a
ny c
hang
e in
ci
rcum
stan
ces
ther
eafte
r
38 EMPLOYMENT SUPPORT PRACTICE GUIDELINES
NOTES – Practice Guideline 4
39HOW TO SUPPORT DISABLED PEOPLE TO GET THE JOB THEY WANT
NOTES – Practice Guideline 4
40 EMPLOYMENT SUPPORT PRACTICE GUIDELINES
Pra
ctic
e G
uide
line
5
Empl
oyer
s kn
ow a
bout
and
hav
e co
nfide
nce
in e
mpl
oym
ent s
uppo
rt s
ervi
ces,
the
bene
fits
of e
mpl
oyin
g di
sabl
ed
peop
le a
nd th
e im
port
ance
of b
uild
ing
natu
ral s
uppo
rts
in th
e w
orkp
lace
Qua
lity
Indi
cato
rsV
ery
Goo
dG
ood
Fair
Poo
rC
omm
ents
/Evi
denc
eA
ctio
n
5.1
You
can
dem
onst
rate
that
you
are
kno
wn
to
loca
l em
ploy
ers
and
thei
r rep
rese
ntat
ives
5.2
You
show
you
und
erst
and
the
loca
l lab
our
mar
ket a
nd it
s re
quire
men
ts
5.3
You
have
pos
itive
rela
tions
hips
/par
tner
ship
s w
ith, a
nd w
ork
with
loca
l sec
onda
ry s
choo
ls
to e
nsur
e di
sabl
ed s
tude
nts
will
hav
e th
e be
st
chan
ce to
acc
ess
the
loca
l lab
our m
arke
t, in
clud
ing
supp
ortin
g w
ork
expe
rienc
e
5.4
You
are
succ
essf
ul a
t pro
mot
ing
the
be
nefit
s an
d ad
vant
ages
of e
mpl
oyin
g di
sabl
ed p
eopl
e
5.5
You
keep
em
ploy
ers
in to
uch
with
w
hat’s
ava
ilabl
e to
ass
ist t
hem
to e
mpl
oy
disa
bled
peo
ple
5.6
You
supp
ort p
rosp
ectiv
e em
ploy
ers
to
unde
rsta
nd in
divi
dual
job
seek
ers
skill
s,
tale
nts
and
stre
ngth
s as
wel
l as
thei
r le
arni
ng/d
evel
opm
ent n
eeds
, and
dis
abili
ty
supp
ort n
eeds
41HOW TO SUPPORT DISABLED PEOPLE TO GET THE JOB THEY WANT
Qua
lity
Indi
cato
rsV
ery
Goo
dG
ood
Fair
Poo
rC
omm
ents
/Evi
denc
eA
ctio
n
5.7
You
have
the
skill
s to
con
side
r how
a
pers
on’s
stre
ngth
s m
ay fi
t an
empl
oyer
’s
need
s by
bei
ng a
ble
to s
ugge
st a
dapt
atio
ns
to a
n ex
istin
g ro
le o
r to
crea
te a
new
a n
ew
role
as
nece
ssar
y
5.8
Peo
ple
are
alw
ays
mat
ched
to jo
bs to
the
mut
ual b
enefi
t of t
he d
isab
led
job-
seek
er a
nd
the
empl
oyer
5.9
You
iden
tify
wha
t is
need
ed to
pre
pare
the
empl
oyer
for t
he c
omm
ence
men
t of d
utie
s
5.10
Whe
n th
e jo
b ha
s st
arte
d, y
ou h
ave
the
skill
s an
d th
e tim
e to
be
avai
labl
e fo
r the
em
ploy
er,
as re
quire
d
5.11
You
wor
k ou
t with
the
empl
oyer
wha
t to
do if
th
ings
don
’t go
as
plan
ned
5.12
You
are
pro-
activ
e in
ass
istin
g th
e em
ploy
er
to c
onsi
der h
ow n
atur
al w
orkp
lace
sup
ports
ca
n de
velo
p an
d en
hanc
e th
e ex
perie
nce
of
the
empl
oyee
ove
r tim
e
5.13
You
assi
st in
bui
ldin
g th
e em
ploy
er’s
cap
acity
to
sup
port
the
disa
bled
em
ploy
ee b
ut w
ill
rem
ain
avai
labl
e un
til it
is c
lear
you
are
no
long
er re
quire
d an
d, if
the
circ
umst
ance
s ch
ange
, be
read
y to
ste
p in
aga
in
42 EMPLOYMENT SUPPORT PRACTICE GUIDELINES
NOTES – Practice Guideline 5
43HOW TO SUPPORT DISABLED PEOPLE TO GET THE JOB THEY WANT
NOTES – Practice Guideline 5
44 EMPLOYMENT SUPPORT PRACTICE GUIDELINES
Pra
ctic
e G
uide
line
6
Prov
ider
s of
em
ploy
men
t sup
port
hav
e th
e kn
owle
dge
to s
uppo
rt e
ach
disa
bled
per
sont
o ge
t a jo
b an
d de
velo
p
a ca
reer
of t
heir
choi
ce
Qua
lity
Indi
cato
rsV
ery
G
ood
Goo
dFa
irP
oor
Com
men
ts/E
vide
nce
Act
ion
6.1
You
unde
rsta
nd th
e in
com
e su
ppor
t sys
tem
s (W
ork
and
Inco
me,
AC
C),
have
a g
ood
rela
tions
hip
with
Wor
k an
d In
com
e/A
CC
sta
ff an
d ca
n en
able
dis
able
d pe
ople
, fam
ilies
and
w
hāna
u to
und
erst
and
the
impa
ct o
f wor
k on
th
eir fi
nanc
ial c
ircum
stan
ces
6.2
You
have
exp
ertis
e in
kno
win
g w
hat
subs
idie
s, tr
aini
ng a
nd o
ther
sup
ports
are
av
aila
ble
to d
isab
led
peop
le a
nd e
mpl
oyer
s
6.3
You
unde
rsta
nd ta
x la
w a
nd c
an e
nabl
e di
sabl
ed p
eopl
e, fa
mili
es a
nd w
hāna
u un
ders
tand
how
this
will
impa
ct th
eir
circ
umst
ance
s fo
r any
giv
en jo
b
6.4
You
unde
rsta
nd e
mpl
oym
ent l
aw a
nd
parti
cula
rly a
roun
d w
hat t
he ri
ghts
and
re
spon
sibi
litie
s of
em
ploy
ees
are
in th
e w
orkp
lace
6.5
You
are
fam
iliar
with
Hea
lth a
nd S
afet
y re
quire
men
ts in
the
wor
kpla
ce a
nd c
an
ensu
re th
ese
are
not u
sed
as in
appr
opria
te
barr
iers
to e
mpl
oym
ent
45HOW TO SUPPORT DISABLED PEOPLE TO GET THE JOB THEY WANT
Qua
lity
Indi
cato
rsV
ery
G
ood
Goo
dFa
irP
oor
Com
men
ts/E
vide
nce
Act
ion
6.6
You
are
fam
iliar
with
Priv
acy
Legi
slat
ion
ther
eby
enab
ling
disa
bled
jobs
eeke
rs
to m
aint
ain
cont
rol o
ver t
heir
pers
onal
in
form
atio
n an
d en
surin
g em
ploy
ers
unde
rsta
nd th
eir r
espo
nsib
ilitie
s in
han
dlin
g pe
rson
al in
form
atio
n
6.7
You
know
abo
ut th
e rig
hts
of d
isab
led
peop
le
as d
efine
d by
the
Uni
ted
Nat
ions
Con
vent
ion
on th
e R
ight
s of
Per
sons
with
Dis
abili
ties,
and
in
the
New
Zea
land
Hum
an R
ight
s A
ct
46 EMPLOYMENT SUPPORT PRACTICE GUIDELINES
NOTES – Practice Guideline 6
47HOW TO SUPPORT DISABLED PEOPLE TO GET THE JOB THEY WANT
NOTES – Practice Guideline 6
48 EMPLOYMENT SUPPORT PRACTICE GUIDELINES
Pra
ctic
e G
uide
line
7 Pr
ovid
ers
of e
mpl
oym
ent s
uppo
rt s
ervi
ces
dire
ct a
nd le
ad th
eir o
rgan
isat
ion
in w
ays
that
pro
mot
e th
ese
empl
oym
ent s
uppo
rt p
ract
ices
in p
artn
ersh
ip w
ith d
isab
led
peop
le
Qua
lity
Indi
cato
rsV
ery
Goo
dG
ood
Fair
Poo
rC
omm
ents
/Evi
denc
eA
ctio
n
7.1
You
can
dem
onst
rate
you
r com
mitm
ent t
o do
th
e th
ings
that
are
pro
ven
to b
e su
cces
sful
7.2
You
are
able
to re
crui
t and
kee
p gr
eat s
taff
who
are
ski
lled
in e
mpl
oym
ent s
uppo
rt
7.3
You
activ
ely
recr
uit d
isab
led
peop
le
7.4
Em
ploy
men
t spe
cial
ists
are
act
ivel
y en
cour
aged
to b
e in
nova
tive,
dev
elop
ing
new
ap
proa
ches
/way
s of
wor
king
and
con
tribu
ting
to a
n un
ders
tand
ing
as to
wha
t wor
ks
effe
ctiv
ely
in N
Z en
viro
nmen
ts
7.5
You
can
show
how
dis
able
d pe
ople
influ
ence
th
e w
ay y
our a
genc
y is
gov
erne
d, d
irect
ed
and
man
aged
thro
ugh
havi
ng p
eopl
e w
ith
pers
onal
exp
erie
nce
of d
isab
ility
on
your
bo
ards
and
with
in y
our l
eade
rshi
p te
ams
7.6
You
can
dem
onst
rate
you
wor
k w
ell w
ith
othe
r age
ncie
s
7.7
You
are
activ
ely
invo
lved
in e
mpl
oym
ent
supp
ort n
etw
orks
(loc
ally
and
nat
iona
lly),
incl
udin
g m
ento
ring
new
pro
vide
rs/
prac
titio
ners
49HOW TO SUPPORT DISABLED PEOPLE TO GET THE JOB THEY WANT
NOTES – Practice Guideline 7
50 EMPLOYMENT SUPPORT PRACTICE GUIDELINES
Pra
ctic
e G
uide
line
8 Pr
ovid
ers
of e
mpl
oym
ent s
uppo
rt s
ervi
ces,
mea
sure
how
goo
d th
ey a
re a
t get
ting
peop
le in
to w
ork
and
striv
e to
co
ntin
ually
impr
ove
thei
r em
ploy
men
t ser
vice
s to
dis
able
d pe
ople
, to
empl
oyer
s an
d to
fund
ers
Qua
lity
Indi
cato
rsV
ery
Goo
dG
ood
Fair
Poo
rC
omm
ents
/Evi
denc
eA
ctio
n
8.1
You
publ
ish
your
trac
k re
cord
for g
ettin
g em
ploy
men
t out
com
es
8.2
You
regu
larly
sur
vey
the
peop
le w
ho u
se y
our
serv
ices
, and
em
ploy
ers
abou
t the
thin
gs th
at
mat
ter t
o th
em a
nd m
ake
chan
ges
as a
resu
lt of
the
feed
back
8.3
You
parti
cipa
te in
rese
arch
to p
rogr
ess
evid
ence
-bas
ed p
ract
ices
and
to te
st th
e ef
fect
iven
ess
of n
ew th
ings
that
you
try
out
8.4
You
inve
st in
the
ongo
ing
deve
lopm
ent o
f yo
ur s
taff
8.5
You
are
com
mitt
ed to
ass
essi
ng/e
valu
atin
g th
e w
ider
impa
ct o
f em
ploy
men
t on
the
wel
l-be
ing
of d
isab
led
peop
le a
nd th
eir f
amili
es
and
whā
nau
51HOW TO SUPPORT DISABLED PEOPLE TO GET THE JOB THEY WANT
NOTES – Practice Guideline 8