Scribd
Upload
2 views2 pages

6.1 Employment Support Strategy Examples

The document outlines various employment support strategies provided by Disability Employment Service (DES) providers during the induction, employment, and maintenance phases of an employee's journey. It includes examples of workplace modifications, performance monitoring, co-worker education, and ongoing support to enhance employee integration and productivity. Additionally, it offers resources for further assistance through the JobAccess service.

Uploaded by

Oanh Vo
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
2 views2 pages

6.1 Employment Support Strategy Examples

The document outlines various employment support strategies provided by Disability Employment Service (DES) providers during the induction, employment, and maintenance phases of an employee's journey. It includes examples of workplace modifications, performance monitoring, co-worker education, and ongoing support to enhance employee integration and productivity. Additionally, it offers resources for further assistance through the JobAccess service.

Uploaded by

Oanh Vo
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
You are on page 1/ 2

Employer Toolkit

Resource 6.1

Employment support strategy


examples
There are a range of ways that Disability Employment Service (DES) providers can support employees.
Below are some examples of the ways they might assist during different phases of a person’s
employment.

Induction Strategies
1. Advice on workplace communication and /or orientation strategies
2. Help with workplace modifications and /or special equipment
3. Provision or arrangement of ergonomic or workplace assessment
4. Detailed task analysis development and provision of systematic instruction in job duties
5. Detailed job analysis leading to the development of a duty statement and training plan. The plan
may feature training in either duty-specific or social skills (e.g. hygiene, personal presentation,
acceptable workplace behaviours, punctuality, time management, communication, managing co-
worker and management relationships, using initiative, understanding workplace culture)
6. Performance monitoring and introduction of aids to foster independence and productivity (e.g.
self-monitoring production charts, visual/written checklists or schedules, memory prompts, mod-
els or work samples)
7. Co-worker/employer education regarding specific disability issues (e.g. impact on learning, ef-
fects of medication, illness triggers/symptoms, sharing of access requirements with co-workers,
etc)
8. “Train the trainer” approach involving instruction of co-worker/supervisor in appropriate training
techniques, task breakdowns, performance monitoring
9. Assistance with employer incentives and other forms of government assistance:
a. Employment Assistance Fund: wage subsidies, workplace adjustments, equipment, Aus-
lan interpreters/training
b. Disability Apprentice Support (wage subsidies, tutorial assistance, mentoring),
c. Supported Wage System
10. Job re-design services (e.g. tasks, processes, hours)
11. Regular employer liaison and performance feedback

Employment support
1. Assistance with problem resolution, advocacy and workplace performance appraisals
2. Employee reassurance and motivation/confidence-boosting advice through initial and/or periodic
workplace presence
3. Follow-up support to ensure personal skill development and workplace social integration
4. Off-site counselling and/or performance feedback
5. Flexible off-the-job support with non-work issues that could impact on work performance (e.g.
housing, financial management, health, diet, relationships)
6. Linkage into and ongoing liaison with external or internal support services and mechanisms
(e.g. mental health professionals, counsellors, family/carers, workplace buddies/mentors, em-
ployment assistance program)
7. Contingency planning for relapse of illness (e.g. temp replacement, access to leave, contact
regime, return to work planning)
8. Re-training assistance (e.g. new tasks, performance problems, new personnel)
Maintenance
1. A planned approach to reducing support – including a negotiated time table
2. Updated employment support plan to reflect the employee’s current status with their DES
provider and the subsequent nature of support available to both the employee and employer
3. Provision of advice on the ‘ongoing assessment’ process as appropriate
4. Provision of up-to-date DES contact details for the employer and employee in the event circum-
stances in the workplace change over time and DES intervention is once again required (e.g.
Work Assist support)
5. Providing employer information about the JobAccess advisory service to support sustainability
and as a means of managing disability-related queries for any employee with disability

For more information and examples of reasonable adjustment visit the JobAccess website
(www.jobaccess.gov.au) or call 1800 464 800 to speak to a Professional Adviser.

JobAccess is the national hub for workplace and employment


information for people with disability, employers and service
providers.
Australian Government Crest 1800 464 800 www.jobaccess.gov.au

You might also like