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VOCATIONAL PROFILING I.A.S.E. National Conference 2008 Shane Martin B.A.,H.D.E.,Dip.Psych,MSc.,Reg.Psychol.,Ps.S.I. (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author The Association for Persons in Supported Employment : "Ethical Guidelines for Professionals in Supported Employment" Basic human principles to follow (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Ethical Guidelines for Professionals in Supported Employment People receive assistance as unique individuals with varying interests, preferences and aptitudes. There are sufficient options related to each individual's interests and desires in life in order for them to exercise control and autonomy over their life's direction. Services are always dignified, age appropriate and enhancing. (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Ethical Guidelines for Professionals in Supported Employment People have the opportunity to actively participate in all their chosen pursuits of life. Individuals are provided opportunities to develop skills of interest and use in their lives by discovering their capacities. People have access to diverse individuals in social contexts in order to build friendships, working relationships and networks of individuals to share places, interests or experiences. (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Ethical Guidelines for Professionals in Supported Employment Services are designed to support persons in natural settings in ways that minimise artificiality or restriction. At all times, the individual receiving supports is the central driving force in the development of options and decisions. Employment should be an option for any person interested in working, regardless of label, support need or perceived functioning level. (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Ethical Guidelines for Professionals in Supported Employment Jobs developed reflect personal interests, preferences, abilities and life goals as well as employer needs. The decision to take the job is made by the individual based on reliable information. Existing supports natural to the work environment are maximised for training and ongoing support. Best training practices and technology appropriate to the setting and culture are used. Efforts to provide a holistic and integrated life service support are made. The individual's family members and friends are involved. (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Ethical Guidelines for Professionals in Supported Employment Persons have the opportunity and support for career advancement that may provide additional responsibilities, compensation and challenge. (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author The Vocational Profile process Callahan and Nesbit 1986 and 1996 McLoughlin (et al) 1987 DiLeo and McDonald 1993 Leach 2001 (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author The Vocational Profile process The process through which information based on each individual’s interests, skills and potential skills (as well as support/resource needs) is gathered with the sole purpose of helping employment facilitators find the ideal job for each individual (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author The Vocational Profile process Different from many traditional employment assessments because it assumes anyone who wants to work is employable. An essential time/energy investment to facilitate someone learning about and achieving their career objectives. (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Measured application :never to be imposed on anyone who knows exactly what they want and need minimal support to get a job The 3 Fundamentals of vocational profiling (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author 3 Fundamentals of Vocational Profiling The Power of Conversation The Power of Observation The Power of Partnerships (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Of crucial importance……. The relationship between the applicant and employment specialist Evolving over time from conversations, observations, partnerships and time Empathy, compassion Strong knowledge base (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Of crucial importance……. The profile needs to capture what has been ‘discovered’ and form the basis of planning Particularly useful for clients with complex support needs or past difficulties in achieving successful employment outcomes (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Gathering the Information variety of methods variety of environments, settings investing time Linking with family members, friends, staff etc. (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Gathering the Information Accompanying the client to a variety of work places The Quiet Observer: the person's reactions Talking to people who know the client (may produce additional information) (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Gathering the Information Discussions can provide important material about the person's interests, experiences, habits and skills, especially if these are hidden or no longer practised. Suggested contacts and consent (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Gathering the Information Short job trials in a variety of real work places. Two weeks maximum or a number of hours Person's interest in the particular job and comfort zone (tasks, workplace, colleagues) (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Gathering the Information Stamina, speed, degree of focus On-the-job learning would provide an insight into typical adaptations, training development, resources necessary for each individual (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Gathering the Information Listening to and learning with the job seeker Formulate an agreed vision of the needs Strengths and potential difficulties (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author What needs to be written? What are the basic requirements? (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Registration Information Name, age, address and other relevant personal information Domestic information: living circumstances, family and friends in the person's life – questions re: degree of support and understanding from these key people Local environs: employment potential, services, transport Current reality: how the client currently fills their day (from morning to night) (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Educational information school experience, certification, extra-curricular pursuits at school Post-school training, courses (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Community information Involvement in community Hobbies and leisure Volunteering activities past/present Community supports (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Work experience information Formal and informal work performed (at home or for others) Sheltered employment Paid work (part time or full time) The previous job – comprehensive conversation around this area important (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Practical information Literacy skills Academic (reading, maths, time, money) Mobility (walking, sitting, lifting, carrying) Sensory (hearing, sight) Communication Social interaction Physical health Mental health (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Preferences information Learning / performance characteristics and preferences In what ways/environs does the client learn best? Any helpful adaptations, resources? Agreed degree of instruction Alone or as part of a team Line Manager clarification (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Preferences information Does the client really want a job? (or is someone else pushing him/her into it?) Types of work the person wants to do What is the client good at doing? What does the client enjoy doing at home (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Potential partnerships information Linking with potential employers amongst family, friends or community Client suggestions re: family or friend contacts for employer leads (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Employment Setting Preparation Flexibility/accommodations that may need to be negotiated Any habits or routines, including specific preferences for hours, location, work environment, transport, co-workers, adaptations and assistance Any physical/health requirements now or later Any regular medical appointments Communication requirements (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Research indicates that moving quickly to respond to a clients desire to ‘return to work’ along with facilitating his/her preference for type of work are the key ingredients influencing a positive employment outcome (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Vocational profiling does not have to be a rigid or clinical tool/instrument Rather a route to highlighting all areas which may help the person exploring the pluses to assist them achieve their goal. (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author IMPACT ON WORK DEPRESSION BI-POLAR DISORDER ANXIETY PHOBIA SCHZIOPHRENIA PANIC DISORDER (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author WORK READINESS Clarification re: energy levels Clarification re: sleeplessness Poor motivation is not a health and safety issue Pessimism (downbeat) is part and parcel of depression Concentration issues Medication side effects? (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author WORK READINESS Suicidal thoughts? Not to expect pleasure from work experience (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author More complex mental health needs Typical episode description Hospitalisation Has the client learned how to recognise the signs of potential manic phase? Agreed protocol Anxiety watching Honest feedback process Manic now? (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Anxiety issues Current state Issues re: being noticed by others Sickness Last minute withdrawals Anxiety not about work environs May check with you for reassurances Or co-workers (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Phobias Should prove no problem Open and honest discussion wise Ensure trigger cannot enter work environment May be need to share information (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Schizophrenia Pre-requisite- medical compliance Advice from ‘key worker’ re: specific vulnerabilities Paranoia – avoid groups/noisy environs Definite sequence of adsorbing and focused tasks Skills and responsibilities match (stress) Under challenged rather than over challenged (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Work Readiness Frequency of clinics/visits gives clues Family support Tiredness – when and how bad? Change of intervention – be informed Triggers –computers, security cameras etc (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Best practice Regular check-in with client Regular check-in with colleagues Potential of ‘buddy’ system Reassurance for boss Are ready for work if compliant, staggered approach, partnership, reviewed and supported (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Can an employee work safely? Will the job enhance wellness? Can the employee cope with high levels of stress? Will the employee’s environment help or hinder progress? (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Impact of various psychological disorders on vocational functioning is a crucial area of training Badly needed (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Proper assessment is key Impact of specific psychological disorders in workplace Methods for helping people find and keep satisfactory competitive-level work (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Essential factors Cognition Pace Persistence Reliability (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Essential factors Conscientiousness Motivation Interpersonal skills Stress tolerance (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Honesty Trustworthiness (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author When an employee’s disorder significantly affects these psychological dimensions, it can have major implications for all involved in the workplace, supervisors, co-workers and the troubled employee (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Cognition Effects on Job Performance Intelligence, memory, concentration, academic skills Diagnostic Factors Intellectual disability Brain injury Schizophrenia Depression Anxiety (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Pace Effects on Job Performance Ability to perform tasks at a reasonable speed Diagnostic Factors Depression, OCD, Passive Aggressive Personality Disorder (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Persistence Effects on Job Performance Ability to stay at task until complete Diagnostic Factors Bipolar disorder manic phase, ADHD, Psychosis, PD (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Reliability Effects on Job Performance Coming to work everyday in spite of personal or emotional problems Diagnostic Factors Agoraphobia, Major Depression, Bipolar disorder manic phase, psychosis, PD (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Conscientiousness and motivation Effects on Job Performance Wanting and trying to do a good job; persisting until it is accomplished Diagnostic Factors Major depression, Psychosis, PD (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Interpersonal functioning Effects on Job Performance Ability to accept supervision, to get along with co-workers or public Diagnostic Factors Bipolar manic phase, Post Traumatic Stress Disorder, Narcissistic PD, Paranoid Schizophrenia (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Honesty, trustworthiness Effects on Job Performance Ability to be truthful, direct, and straightforward, to refrain from such things as lying and theft at work Diagnostic Factors PD, Addiction (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Stress tolerance Effects on Job Performance Ability to withstand job pressures such as deadlines or working with difficult people Diagnostic Factors Schizophrenia, Post Traumatic Stress Disorder, Major depression (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author The following areas are linked to satisfactory employment outcomes according to best research Interpersonal functioning Severity and type of disorder Job satisfaction Work history Cognitive functioning (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author The following areas are linked to satisfactory employment outcomes according to best research Family support Substance abuse Level of motivation (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Mental health disorders less easily understood Criteria for diagnosis is subjective Suggests that clinician knows best (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Clinician knows best? Exclusively rely on clinician as primary source Self-reporting difficulties Rogers: empathy, warmth, congruence and unconditional positive ‘regard’ (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Key Information for Employment Facilitators Work history: length, job description, disciplinary history, absenteeism etc. Prior medical and/or mental health data as is relevant Data may yield critical clues i.e. prior episodes of illness, treatment recommendations, prognosis etc. (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Key Information for Employment Facilitators Comprehensive interview via best instruments (training) Employee’s description of work problems Employee’s social history Employee’s work history (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Employee’s social history Education Family Legal Psychiatric Substance use Aggression Medical Activities of daily living (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Employee’s work history Prior to problems Training placement(s) Work trials References (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Current symptoms Current mental health status Behavioural observations (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Employee’s perception of ability to work Views of employee Examples of worries, concerns Suggestions around modifications (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Five Star Extra Psychological Assessment aimed at vocational potential Other countries Not in Ireland (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Five Star Extra Cognitive: measures of intelligence, concentration and memory Personality: measures personality and emotional characteristics Effort and Motivation: measures extent employee is putting forth appropriate effort and is motivated to present in accurate manner i.e. whether employees are minimising or maximising their symptoms Organisational behaviour: job matching with appropriate validated tests (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Assessment not complete Unless specific recommendations have been agreed and documented Unless fully implemented and reviewed (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Workplace modifications For vast majority of mental health problems, these are simple and inexpensive Major issue is confidence of employee Appropriate handling of disclosure (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Recommendations for major depression (Fischler & Booth, 1999) Giving employee simple, straightforward tasks to aid memory and concentration and help him develop mastery over the job Promoting as much predictability as possible in employee’s daily tasks (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Recommendations for major depression (Fischler & Booth, 1999) Providing clear guidelines and instructions, possibly in writing Allowing for flexibility with regard to pace of work and timing of breaks Working as part of a team to decrease sense of loneliness or isolation (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author Crucial sustainers Regular three-way feedback Review meetings Maintain partnerships (assuming they have been established) Promise of on-going support link (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author RED FLAGS Continued problems with symptoms Increased anxiety (protocol?) Lack of family support Treatment non-compliance (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author RED FLAGS Addiction but no intervention Denial New behaviour / symptoms Hyperactivity / Over-confidence (c) moodwatchers. All rights reserved. No part of these notes should be reproduced in any form without the prior permission of the author
