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ANNEX IINSTRUMENT FOR PRE-ACCESSION ASSISTANCEHUMAN RESOURCES DEVELOPMENT COMPONENT

OPERATION IDENTIFICATION SHEET

1. Title and number of the Operation: Increasing Employability of People with Disabilities

2. Operating Structure: Ministry of Labour and Social Security (MoLSS)- EU Coordination Department

3. Organization Responsible for the Implementation of the Operation:

Hacettepe University

4. Compatibility and coherence with the Operational Programme

4.1 Title and number of the Programme: Human Resources Development Operational Programme - CCI No. 2007TR05IPO001

4.2 Title of the priority axisTo promote an inclusive labour market with opportunities for disadvantaged people, with a view to their sustainable integration into the labour force and combat all forms of discrimination in the labour market (Priority Axis 4).

4.3 Title of the measureTo increase the employability of people with disabilities (PwD), facilitate their access to labour market, and eliminate barriers for their entrance into the labour market (Measure 4.1).

5. Description of the Operation

5.1 Contribution to the achievement of the Operational Program:

The operation will focus on the Priority Axis 4 of the Human Resources Development Operational Program (HRD OP) whose objective is “to promote an inclusive labour market with opportunities for disadvantaged people, with a view to their sustainable integration into the labour market and combat all forms of discrimination in the labour market”.

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People with disabilities face widespread disadvantage and discrimination. This operation focuses on visually, physically, hearing and mentally disabled people among disadvantaged groups. The operation will contribute to the implementation of measure 4.1 of the HRD OP which aims at “increasing the employability of PwD, facilitating their access to labour market, and eliminating barriers for their entrance into the labour market”. More specifically, this operation aims to increase the employability of PwD through improving their social and self-management skills and developing their work capacity. By this operation, the following issues are also targeted;

1- Need Analysis:

The objectives of need analysis are assessing the awareness of the disabled about employment; understanding the willingness, requests and needs of the disabled, employees of the disabled and associations (by preparing and applying survey and interviewing); data gathering and analysis; guiding the training modules by identifying local context needs. Need analysis will be done in several cities by a questionnaire to over thousand disabled people, their families and employers. This analysis aims to investigate perception of disability of the disabled and to define the perspective of employers to disabled employees.

2- To increase the employability:

Training modules will be developed to increase the employability by improving communication skills, self-expression, self-confidence, awareness of strong aspects, pre-vocational skills. By increasing individual capacity of PwD, they can create own opportunity to be employed.

3-To increase productivity, motivation and quality:

The interventions aiming to increase social skills, self-management and work capacity of disabled will focus on coping with stress and pain, time management, problem analyzing, career planning, decision making skills, effective communication skills, cognitive behavioural skills, vocational capacity etc. Therefore, the main target of this operation, vocational performance and independent working skills enhancement will be succeeded. As a result, these gains will increase productivity and motivation and that will support the job quality improvement.

4- Job Satisfaction:

Job satisfaction is important on continuity of the job and doing effective work. Self and mental awareness (such as being aware of his/her own strength and weakness), own working capacity, cognitive perception are factors effecting job satisfaction of the disabled. Cognitive

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behavioural therapy, business skills, self-awareness training besides social and self-management skills training will help disabled to be more successful in job and also to find a suitable job for themselves. Increase in self-efficiency, cognitive, emotional and physical capacity will have a role on the improvement of product quality and therefore job satisfaction.

5- The ability to sustain capacity development

By increasing the stress management, self- management and social skills of PwD, help from other people (e.g. support of supervisor or job counselor) will be less needed. By this way, every PwD can be responsible from himself/herself. While using the skills gained in the training during the operation, PwD can continue developing self skills and benefit from other courses. By this operation, the willingness and motivation of the disabled to develop her/his own capacity can increase.

To increase the employability of PwD, specialists who are professionals about this subject are needed. Occupational therapists have been exposed to an increasing amount of information about vocational rehabilitation and they are engaged in vocational rehabilitation related with continuing professional development. Some of the interventions that occupational therapists are engaged can be stated as follows: supporting the individual on their pathways to engaging in work, career counselling and advice, worksite assessments, ergonomic analysis, task analysis, vocational assessments, functional capacity evaluations (FCE’s), case management, condition management, work rehabilitation and work hardening/conditioning, the use and development of work skills, job analysis and job modification/adjustment, compliance advice to employers, health and safety, occupational health and other relevant areas, injury prevention, accessibility issues.

Operation coordination members have many experiences with PwD since 1981. A vocational rehabilitation project of İŞKUR was conducted in 1991 in Turkey and it was supported by the United Nations. The aim of this project was mainly teaching knitting work, confection, ceramics and computer work to the bodily disabled and Hacettepe University worked as a partner to assess physical capacity and work requirements of the PwD. In order to achieve the project’s ambitions, Ankara Vocational Rehabilitation Centre was established. In this centre, physical work capacity of disabled individuals were examined and identified. During the early phases of the project, 150 disabled persons were evaluated; however due to needs for assistance, transportation and accommodation costs this number was decreased to 39. This project contributed to the initiation of vocational rehabilitation in Turkey, however there was the lack of reinforcement in social skills, self-management and work capacity development. Currently, the Ankara Vocational Rehabilitation Centre is not running.

Vocational rehabilitation which consists of social and self-management skills is very important for increasing the employability of the PwD. Interventions of vocational rehabilitations require studying with interdisciplinary professionals. Occupational therapy is directly related with vocational rehabilitation. The first and unique school of occupational

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therapy in Turkey was established in Hacettepe University. The first occupational therapists in Turkey will graduate from this school in 2014. Occupational Therapy Department of Hacettepe University provides a comprehensive vocational rehabilitation course programme for undergraduate and postgraduate education. Undergraduate education in this program includes vocational rehabilitation and vocational rehabilitation for mental health problems courses. Additionally, the postgraduate education includes ergonomic analysis, occupational therapy in physical dysfunctions and vocational rehabilitation courses. The academic staff has been studying both on Occupational Therapy Department and Vocational Rehabilitation Unit of Physiotherapy and Rehabilitation Department of Hacettepe University since 1991.

However, there is not any comprehensive and technologically equipped vocational rehabilitation centre in Turkey. Hacettepe University academic staff could combine their existing knowledge and experience with new developments and technology through the establishment of this centre.

5.2 Overall Objective:

The objective of this operation is increasing the work capacity, motivation, productivity, job search skills and social skills of the PwD by social and self-management skills training and also work capacity training, thus to increase their employability and facilitate their access to labour market,.

5.3 Operation Purpose:

The main purpose of the operation is to increase the employability of PwD through developing their social skills, behavioural rehearsal, communication skills, physical functioning, writing skills, cognitive skills, motivation, stress management skills, use-of-time skills, self-awareness, job-search skills, efficiency and productivity and to facilitate their integration into the labour market, and also to bring up specialized educators and health professionals about the employment of PwD.

5.4 Location(s):

The base of the Operation is Ankara. Also, most of the disabled persons will be trained in Ankara. However, the Operation activities will also be held in different provinces where the trainers and disabled persons live.

Identification of trainers and implementation of the modules for trainers will be conducted in Ankara. Training and rehabilitation of the people with disabilities (PwD) living in Ankara will be conducted by 30 local experts and staff of Hacettepe University, Department of

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Occupational Therapy. These 30 trainers will continue providing the PwD with trainings throughout the Operation; however, training-of-trainers will be given to at least 40 people in order to avoid probable withdrawal of trainers because of unexpected reasons.

Training of the PwD will be implemented in different provinces by the experts that are trained by the Operation modules. Considering the duration of the trainings and the situation of the target groups, this method will be adopted for providing the PwD with trainings and rehabilitation in the provinces where they reside. In addition, this is expected to decrease the accommodation, transportation and other daily necessary expenditure.

Pilot provinces will be determined according to the results of a need analysis, in line with the trainers’ residential area. It is predicted that most of the trainers will be from Ankara, so a majority of the PwD who will be trained during the Operation is expected to be from Ankara. The other pilot provinces will be determined according to the geographical proximity to the PwD and the location of the trainers providing the module training. This is regarded also as a method for decreasing the accommodation costs of PwD and their families. . Data and information about these three variables will be determined through the need analysis. Additionally, Hacettepe University Life Long Learning Centre, and Job and Vocational Counselling Department of İŞKUR will support Operation’s module training for ensuring smooth running and continuity of this activity.

5.5 Duration: 20 months

5.6 Target group(s):

People with hearing, visual, mental or physical disabilities and their families.

Hacettepe University, Department of Occupational Therapy staff

How to select target groups:

Disabled graduates from all levels of education (primary, secondary, high school and university) will be able to participate to the program. The PwD illiterate and/or having no diploma are also targeted. In order to expand the coverage of the Operation, the PwD that apply to İŞKUR, Job and Vocational Counseling Department for employment will be oriented to Hacettepe University, Occupational Therapy Department. Also, the PwD participants will be accepted from Hacettepe University Disabled Students Unit and Towards Inclusive Universities by Empowering the Disabled Students. The target groups will be reached through information and announcement facilities such as advertisements, announcements via web sites, social media etc.

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The selection in the case of the number of applicants is high will be done by the committee of Hacettepe University, TAT and CA according to the criteria which will be established in ToR.

This operation will contribute to achieve the following indicators defined in the HRD OP:

Number of disadvantaged people having participated or directed to public employment, guidance, counseling and rehabilitation services

Number of actions for elimination of stereotypes and prejudices against disadvantaged persons

Number of awareness raising activities for informing disadvantaged people about means to access public services

Number of disadvantaged persons entered into labour market following the services under the measure

Number of disadvantaged people established their own job after benefiting from the services under this measure

5.7 Description of the operation and background:

Working is a fundamental human right as declared in Universal Declaration of Human Rights. Therefore, every individual has the right to be able to work, allowing him/her to live in dignity as a citizen of the community. The right to work contributes, at the same time, to the survival of the individuals and to that of his/her family, and insofar as work is freely chosen or accepted, to his/her development and recognition within the community. Additionally as written in Universal Declaration of Human Rights, every person regardless to his/her gender, ethnicity, race etc. has the right to live a healthy life with well-being, to rest, have leisure and appropriate occupations. Participating and maintaining balance in occupations are related to earning money which can be achieved through employment. Social and recreational systems collaboration with employment supports full citizenship. Full citizenship equals to participation of disabled persons to all segments of the society.

According to the Convention on the Rights of Persons with Disabilities (CRPD), persons with disabilities have the right to work on an equal basis with others. This includes the right to have the opportunity to gain a living by working freely chosen or accepted in the labour market and work environment that is open, inclusive and accessible to persons with disabilities. To take adequate measures to safeguard and promote the realization of the right to work of the persons with disabilities must include; enabling persons with disabilities to have effective access to general technical and vocational guidance programs, placement services and vocational and continuing training.

The operation will seek to identify good practices in promoting employment opportunities for persons with disabilities, in the public and private sectors alike. This will also contribute to raising awareness about the challenges that persons with disabilities continue to face in employment/labour market, and to highlight the measures that community and employers can

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take with a view to ensuring that persons with disabilities enjoy access to, retention of and advancement in employment on an equal basis with others. No matter how much healthcare and workplace management is improved, there will always be a minority of people who do not return to work in a timely manner and who need additional help. And because of the prevalence of common health problems, the increasing number of PwD will be a continuous issue. Additionally, lack of appropriate vocational rehabilitation services in Turkey is increasing the problems in PwD’s employment. The operation will provide an opportunity to highlight the importance of including the rights of persons with disabilities in Turkey with supporting vocational needs of the PwD.

Current status in Turkey is that there is a need to develop systems to deliver effective vocational rehabilitation interventions for the workers who need additional help to continue work or new employment. The International Labour Organization’s (ILO) Disability Program promotes equality of opportunity and treatment for persons with disabilities in vocational rehabilitation, training and employment, as reflected in Convention No. 159 concerning Vocational Rehabilitation of Employment of Disabled Persons, dated 1983, and the ILO Code of Practice on Managing Disability in the Workplace adopted in 2001. ILO works to increase knowledge on the training and employment of people with disabilities, by carrying out applied research relating to policy and practice, compiling and disseminating information, publishing guidelines and manuals, and sponsoring other research and reports. As to Vocational Rehabilitation and Employment (PwD) Recommendation, 1983 (No. 168), vocational rehabilitation should be started as early as possible. For this purpose, health-care systems and other bodies responsible for medical and social rehabilitation should cooperate with those responsible for vocational rehabilitation.

According to this recommendation, measures should include encouragement of the following:- the dissemination of information on examples of actual and successful instances of the

integration of PwD in employment, and- the research and the possible application of its results to various types of disability in

order to expand the participation of PwD in working life.

It is very important that in devising the programs for the integration or reintegration of PwD into working life and society, all forms of training should be taken into consideration; these should include, where necessary and appropriate, vocational preparation and training, modular training, training in activities of pursuing daily living, in literacy and in other areas relevant to vocational rehabilitation.

There are many vocational rehabilitation centres in developed countries. In these countries the clients could apply directly to these centres or they can be referred from rehabilitation centres. These vocational rehabilitation services are in cooperation with job centres. For example, Banyan Work Health Solution Inc. established in 1995 is a leader centre for providing health

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management solutions for employers and insurers in Canada. In their model, their disability management is the fine balance of working with employees, their employers and health care providers to assist them in returning to a healthy productive lifestyle following a health event.

Boston University Vocational Rehabilitation Centre aims to identify interests, aptitudes and abilities, to career planning, rehabilitation services and return to work planning and coordination of job training with other community agencies and research.

In George Brown College of Occupational Therapy Sainsbury Centre for mental health is a centre developed for people with a health problem to return to and remain at work. Vocational rehabilitation including the bio-psycho-social approach considers of an individual’s needs for employment.

There are private vocational rehabilitation centres like MPOT (Marilyn Pattison Occupational Therapy) centre which are providing both qualified vocational rehabilitation and risk management programs to help individuals and companies achieve appropriate and healthy outcomes since 1998 in Australia. This centre’s aim is to deliver quality medical expert, rehabilitation and injury prevention services to both industries and a population consisting of either people with an injury (who may have compensable or non-compensable injuries which prevent them from functioning at their optimum level and maintain active participation) or people who do not have an injury but who may be put at risk of sustaining one.

As mentioned above, there are a number of good examples of advanced vocational rehabilitation centres in the world. However, there are no sufficient specialized vocational rehabilitation centres and services in Turkey. The concept of vocational rehabilitation was firstly introduced to the curriculum of School of Physical Therapy and Rehabilitation in Hacettepe University. The first vocational rehabilitation studies were started in 1980s by cooperation of staff of Hacettepe University, Occupational Therapy Unit of School of Physical Therapy and Rehabilitation with the Foundation of Strengthening Bodily Disabled and Turkish Employment Agency. A vocational rehabilitation project in Turkey was supported by the United Nations in 1991. In this project, Hacettepe University worked on determination of working capacity and work-hardening of PwD. Since then the university took part in many projects like this to develop vocational rehabilitation services. Effective vocational rehabilitation needs good interdisciplinary team work. Occupational therapists have been exposed to an increasing amount of information about vocational rehabilitation and more are engaged in vocational rehabilitation related to continuing professional development. For institutional and professional development, a comprehensive centre is needed to give the best program for employability of the disabled.

Persons with disabilities are still 'invisible' in Turkish society, either segregated or simply ignored as passive objects of charity. They were denied their rights to be included in the general school system, to be employed, to live independently in the community, to move freely, to participate in sport and cultural activities, to live in an accessibly-built and

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technological environment, to enjoy freedom to choose medical treatments and to enter freely into legal commitments such as buying and selling property. Employment of PwD will provide them with financial freedom and the ability to sustain their daily living, which necessitates vocational rehabilitation services consisted of self- and social management skills training in Turkey.

According to Turkish Statistical Institute (TURKSTAT) figures of 2002, there are about 8.5 million people with different physical and mental disabilities which count approximately 12.29 percent of the total Turkish population. In the urban area, 12.69 percent of the population is PwD while this rate is 11.67 percent in rural areas where some essential service is difficult to provide. For the population with physical, visual, hearing, speech and intellectual impairment, 40.97 percent are graduated from primary school, 5.64 percent from secondary school, 6.90percent from high school and only 2.42 percent have a university degree. These rates are much less in rural areas compared to urban areas (www.tuik.gov.tr).

It is obvious that 45 percent of the disabled people have only primary education that makes them highly vulnerable to unemployment. 52.5 percent are not covered by the social security system. 79 percent of the PwD are unemployed although mean age of the PwD is 33 years old which means that most of them are young and within working age. According to Ministry of Labour and Social Security (MoLSS) statistics, the number of disabled people newly recruited in public and private sector in 2013 was 9595 (public:67; private: 9528) while it was 35531 in 2012 (http://www.iskur.gov.tr/kurumsalbilgi/istatistikler.aspx). This means, private and public sector managers, workers and the public have to be informed and trained to employ more PwD.

According to Ministry of Labour and Social Security the labour force participation rate of persons with disabilities over the age of 12 is 22.19 percent, which shows that 77.81 percent of those people is not involved in the labour market. By 2012; 83955 persons with disabilities have applied to Turkish Employment Agency and 35531 were employed (http://www.iskur.gov.tr/kurumsalbilgi/istatistikler.aspx). However, 75 percent of the Persons with Disabilities registered at Turkish Employment Agency do not have any occupation. In this respect, there is profound need for vocational rehabilitation in order to increase employment of persons with disabilities with adequate level of knowledge and skills in appropriate occupations.

According to the records of MoLSS, 60.28 percent of persons with disabilities in Turkey have access to social security (directly and indirectly). Social security institutions mainly finance rehabilitation services. These services are given through public and private services. For example, "Dilek Sabanci Vocational Rehabilitation and Business Centre for the Disabled" aims to operate as a business centre that allows the disabled citizens to become productive professionals and to set an example for other cities. However, these rehabilitation services only give support for mainly physical impairments and people with disabilities need to be supported not only in a rehabilitation centre but also in a simulated environment to be ready

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for work. These people who did not get proper education or active role in home and community cannot develop self-management, time-management, social or vocational skills.

In Turkey, cooperation and coordination between institutions aiming to give vocational rehabilitation needs to be developed. Vocational training and rehabilitation services are determined without making a research on the labour market and evaluate the specific situation of the disabled. Because of this reason, PwD have difficulties in finding a sustainable job even if they have benefited from vocational training. 

Turkish Employment Agency (ISKUR) has conducted approximately 465 vocational training ateliers where 6402 persons with disabilities were trained for vocational education. These atelier trainings contribute to the development of the job skills and reduce unemployment of the disabled. But they do not include a process of work hardening or social and self-management programs to overcome the barriers to accessing, maintaining or returning to employment for disabled persons.

Regarding the vocational training of people with disabilities in Turkey, there are vocational training centres, training and practicing centres, work training centres and apprenticeship training centres. Vocational Education Institutions for Mentally Handicapped, Vocational Education High Schools for hearing, orthopedic and visually impaired are aiming to give vocational training in various areas like carpentry, plastic production as galosh and poshette/plastic bags, hand crafts, office services, agricultural works, computer operations, furniture-decoration, installation technology, etc. There is newly established job training centre for children with autism at higher education levels. For increasing employability of the disabled, some precautions are also taken. In accordance with Turkish Labour Law and the Regulation about Employment of Disabled People, employers employing at least 50 and more employees in their workplace have statutory obligation to employ 4percent disabled person in the of total numbers of workers for the public sector, 3percent in the private sector. If they do not meet this quota they have to pay a monthly levy. In the employment system there are subsidies to employers who are employing more persons with disabilities than the statutory requirement of 3 percent; employing persons with disabilities although not having an obligation; and employing disabled persons above a reduced working capacity of 80 percent. Such employers are subsidized by a 50 percent reduction of social insurance contribution for each disabled worker. The difference is paid by the State Treasury. There are also subsidies for people with disabilities. Disabled who are active in the labour market benefit from tax reductions. The amount of reduction differs according to the degree of disability.

In Turkey, the vocational training is limited to teaching a profession and no effective, multi-dimensional and comprehensive support on self-management of disabled persons is provided. Vocational training of PwD necessitates an approach that considers the disabled persons as agents having continuous contact with their families and social environments. To deal with

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this shortcoming, cooperation of professionals from different fields are provided. Also, the training programmes in Turkey are general and are not designed according to the characteristics of the people. In the field of vocational training and rehabilitation of the PwD, coordination between decision-makers, implementers/schools and labour market is not at an adequate level. Some of the families do not have awareness that their family member(s) with disabilities would be successful if adequate vocational training and rehabilitation is provided. There are no practices that would increase the awareness of the families on this matter and make the people with disabilities attend vocational training programmes.

According to these data, the problems in the employment and vocational rehabilitation of the disabled in Turkey are absence of job and vocational analyses; insufficiency of effective vocational rehabilitation; unsuitability of the working conditions for persons with disabilities; inadequacy of the policies and initiatives on labour market participation of the disabled accompanied with the insufficiency of vocational skills and experiences of these people.

As it is seen from the newest regulations, to give PwD the chance in the labour market, education and training needs the incorporation of innovative approaches to skills acquisition that combine training with employment and income generating opportunities. Support services including literacy and remedial education, vocational and job-readiness training, job search assistance, and career guidance and counselling can also help young people to find their way into work. Therefore, social and self-management skills training are important for being successful in working life and continuing to work for the PwD.

After the training, participants should benefit from the following results:1. Greater enthusiasm for seeking for a job and participating to labour market,2. A willingness to learn from peers,3. A more shared responsibility for work and other people,4. A feeling of greater belonging and value to the group, even more so than just merely feeling like a "member in a team who has to do this job or else",5. Knowing there is help when you need it,6. A greater sense of accomplishment and meaning in life,7. Higher performance in employment,8. Less stress on the "supervisor" to make sure work is being done,9. Greater decision-making responsibilities to the employees that would bring a sense of achievement.

The two most common strategies for developing self-management in the individuals are:1. Work Environment planning2. Behaviour programming

In “work environment planning”, the environment is rearranged is such a way as to promote the specific behaviour needed to achieve a goal (which is self-management in this case). For example, some people may decide to rearrange a desk in an office so that it does not face the

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door and therefore reduce the likelihood of being distracted and spending too much time chatting with others.

In behaviour programming, rewards are used as a future consequence of applying a specific behaviour when achieving the goal of self-management.

Once the work environment planning and behaviour programming are properly set up, with adequate support from others, people will acquire the critical knowledge by which self-management will be applied on their own in that area.

The essential procedures for social and self-management are as follows:1.Self-observation: This involves gathering information about one's own behaviour and determining which part of the behaviour needs modification using some form of self-reinforcement.2. Specifying goals: This is believed to be important by psychologists not only to improve performance, but might be sufficient as a self-regulatory strategy in itself.3. Cueing strategies: The process of gradually reducing certain stimuli that precede maladaptive behaviour. One such example of this is environment planning.4. Incentive modification: The process of self-reinforcement (using rewards) or self-punishment. Generally positive self-reinforcement consistently yield positive results. The same cannot be said of self-punishment.5. Rehearsal: The covert or overt practice of a desired behaviour. Usually the rehearsal is covert (i.e. imagined) and later it becomes overt (actual consequences).6. Self-evaluation: Comparison of actual behaviour reached with the desired behaviour.

Work capacity assessment and training

People with disabilities have reduced work-capacity and should not leave the labour force and should be supported to find, or remain in, an appropriate job. PwD have great difficulties remaining in work. Hence physical performance, evaluation and treatment of working capacity, provides employers with superior processes and technology to enable employers to optimize productivity, through lower absenteeism/turnover, improved safety, reduced injuries and claims costs, and measurably increased performance.

Currently, the job requirements and the demands of the labour market are high and will probably be increasing. However, there are not appropriate and comprehensive policies for increasing the working capacity of the disabled. This leads to more stressful situations for the people in the process of finding a job as well as remaining in a job.

Functional Capacity Evaluation (FCE) assesses an individual's capacity to perform work activities related to his or her participation in employment. The functional capacity evaluation process compares the individual's health status and body functions and structures to the demands of the job and the work environment. In essence, a FCE’s primary purpose is to

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evaluate a person's ability to participate in work, although other instrumental activities of daily life that support work performance may also be evaluated.

A well-designed FCE should consist of a battery of standardized assessments that offers results in performance-based measures and demonstrates predictive value about the disabled's sustainable participation to employment or return to work. FCE measures the disabled’s ability to perform the physical demands of a job, and also include client's safety and well-being. After assessment training of the individual can be planned in a client centred manner to increase working capacity of the person.

1.Increasing social and self-management skills of PwD

Education of PwD about following social and self-management skills:

The following modules will be prepared for increasing the social and self-management skills of the disabled:

Job Success and Productivity: Self-Management skills such as coping skills, stress management, problem solving, time management, behavioural training, pain management, career planning, motivation, decision making and cognitive behavioural skills etc.

Communication and Interaction Skills: Verbal skills, non-verbal skills, writing skills, coping with work place challenges, team working, using communication technologies, conflict management etc.

Independent Living Skills: Creative thinking and innovation, community mobility, facilitation techniques for independent living, financial management, cognitive skills training, community services, assistive devices management, motor and process skills, socialization skills etc.

Module training will be given face to face or online, which will be provided as optional in line with the situation of the disabled.

Online training (or e-Learning) is the use of electronic media and information and communication technologies in education. By online training lifelong learning can be achieved. By online training the disabled who cannot get on-site training by individual or official reasons can easily participate in module training. Also, the disabled who are working and cannot get permission from work can take this training anytime he/she wants. Trainers can reach more people since they can repeat the subjects.

In 1960, the University of Illinois and Stanford University initiated education programs linked with computer terminals. In 1963, Bernard Luskin installed the first computer in a community

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college for instruction, working with Stanford and others, developed computer assisted instruction. In Europe, The European Distance and E-Learning Network, abbreviated EDEN and originally named the European Distance Education Network - established in 1991, is an international educational association open to institutions and individuals dealing with e-learning, open education, and distance education. EDEN is a not-for-profit organisation, registered as a limited Company under English law. Brighton School of management and Sustainability Management School (SUMAS) are good examples using online education in Europe.

Online education also becomes popular in Turkey and it is widely used for learning and development model. There are some companies conducting works on this area in Turkey, however further initiatives and an innovative approach are required for enabling the employees in obtaining up to date information and competencies that will lead them to their career objectives.

Education of health professionals (physiotherapist, occupational therapist, social worker, psychologist, etc. ) and other professionals about social and self-management skills and working capacity assessment and training of PwD.

2. Establishing a vocational rehabilitation centre

Within the context of this operation, the centre will be established at Hacettepe University. The centre which will include computer aided work analysis station and simulated environment for working capacity (physical, psychomotor and cognitive training special approaches as driver rehabilitation, work hardening, activities of daily living etc.) and will be used for evaluating (work capacity, work place analysis, functional capacity) and training the PwD.

Training will include behavioural rehearsal, physical functioning, cognitive skills training, using assistive devices, job security, efficiency and productivity in the work besides social and self-management skills onsite.

This centre will work as a vocational rehabilitation (working capacity assessment and development centre) for the PwD. In the progression of this operation, the operation team will cooperate with;

- Related departments of Hacettepe University (disabled students unit, social services, physiotherapy and rehabilitation, psychology)

- Occupational Therapy and Physiotherapy and Rehabilitation departments of other universities (İstanbul University, Üsküdar University, Pamukkale University, Dokuz Eylül University, Bülent Ecevit University)

- Related associations in Turkey Related foundations of chronic diseases like neuromuscular diseases.

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- Turkish Employment Agency (İŞKUR); Job and Vocational Counselling Department, Active Labour Force Services Department

- Ankara Provincial Directorate of the Ministry of Family and Social Policies; Directorate of Disabled and Aging Services

- Families of the disabled

The relevant stakeholders’ roles are as follows:

-Ministry of Labour and Social Security, Turkish Employment Agency (İŞKUR)

(Active Labour Force Services Department - Job and Vocational Counseling Department)

200 job consultants will benefit from the training of trainers. These consultants will be selected from 44 Provincial Directorates of ISKUR. They will have a role to be a bridge between PwD and the vocational rehabilitation centre which will be established within this operation. Besides, consultant will direct the PwD to the vocational rehabilitation centre that will be established within the context of this Operation. After vocational training, consultants will help for matching available jobs for PwD. The PwD coming to the vocational rehabilitation centre will be directed to İŞKUR.

-Ministry of Family and Social Policies

(Ankara Provincial Directorate, the General Directorate of Disabled and Aging Services)

Ministry of Family and Social Policies will coordinate and promote the actions about policies and strategies of vocational rehabilitation in the country. Professionals from MoFSP are concerned with social and psychological subjects and they will have a role in the announcement of the operation to PwD, direct the PwD to the vocational rehabilitation centre and provide professional support with its staff, such as social workers and psychologists) centre

-Physiotherapy and Rehabilitation Department of the other Universities (İstanbul University, Üsküdar University, Pamukkale University, Dokuz Eylül University, Bülent Ecevit University)Professionals from rehabilitation departments of universities will also be involved in the preparation of training modules related with physiotherapy. In case of lack of trainers, professionals/academicians from universities will contribute to trainings in the process of establishing the rehabilitation centre and providing sustainability. Professionals from these departments will help to assess working capacity of PwD in the interdisciplinary team. These departments will support the sustainability of the centre voluntarily and assist the access of the PwD in terms of access to labour market and employment. They will also contribute to preparing the modules for the PwD. These departments will also take part in the

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training of trainers. The students of these departments can participate to internship programmes at the centre.

-Disabled Student Units of Universities

The role of Disabled Student Units of Universities will refer disabled students who are studying at the university to vocational rehabilitation centre. The Units already existing in the universities will be involved in the operation actively for directing the disabled university students to vocational rehabilitation centre, which is a kind of a referral mechanism to be established within the context of the operation. The operation attributes specific role to these Units for maintaining a more comprehensive support mechanism for the PwD.

-Non- Governmental Organizations

The relevant NGOs which also contribute to labour market participation and employment of the PwD.

-Families

Parents can have a significant impact on their children's values and expectations in terms of independence and social integration. They can set an example and promote positive attitudes for their disabled child regarding school and the need for an education. Family participation is important in vocational programs and the success of their children achieving economic and residential independence.

In this operation families will advocate for the continuity of services. The attendance of the families will be encouraged for educational meetings for them to encourage their child to value the transition process. The parents will gain from the progress of their disabled child who will be able to make concerning academic, social and vocational skills.

The family can provide essential information regarding disabled family members’ strengths, needs, preferences and interests crucial to developing effective transitional components. The family can guide, encourage and empower their disabled members to take an active role in the vocational programs. Families are essential in helping their disabled members identify life and career goals and in providing the opportunities to attain those goals. They will involve the disabled family member in all aspects of transition planning. These parents can be empowered by teaching them what information is needed regarding their child and what the gathered information means.

In summary, the situation of the target group will be improved by the following procedure:

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Before establishing the programs firstly advanced centres in the world will be visited about the subject and the necessary training will be taken. Then, the following two modules will be developed.

1. Module of social and self-management training of the disabled people

2. Module of interdisciplinary work-hardening program for health professionals Education of health professionals about the employment of disabled people Establishment of the centre which is for evaluation and training of disabled people (e.g.

setting up the computer aided work analysis station and simulation environment Training of disabled people

Existence of trained health professionals, establishment of the centre for the disabled and training the disabled people will lead to solid results in terms of employment. In other words, the operation will have an employment-generating role through the employment of health professionals and increasing the employability of disabled people through various training programmes. The Operation is composed of service and supply components. The activities to be conducted under the service component of this Operation aims to increase the employability of PwD, to facilitate the integration of PwD into the labour market, to train the professionals and also increase the work capacity for specialization of the employment of PwD. Therefore, social and self-management skills training to be developed in this Operation will also facilitate the beginning of a job coaching programme for different types of disabilities.

The supply component covers the purchase of equipment for the rehabilitation center to be established under the Operation. Usage areas of these equipments can be sorted as functional capacity evaluation, psychological tests in human resources, eye-tracking evaluation, hand-eye coordination, reaction time evaluation and cognitive training, post-rotary nistagmus evaluation and treatment.

5.8 Results with measurable indicators:

1) The knowledge on labour market and social needs of the PwD, their families, employers and associations were increased.

2) Vocational, social and self management skills of the disabled and capacity of trainers about training of the disabled were increased.

3) Awareness of the disabled, their families, the stakeholders and the public about employment of PwD was increased.

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5.9 Activities:

1) The knowledge on labour market and social needs of the PwD, their families, employers and associations were increased.

Activity 1: Need AnalysisNeed analysis will be done through surveys which will be formed for 3 target groups; PwD, their families, employers and associations. Therefore, according to results of the power analysis, surveys will be conducted with 95 percent confidence interval.

Objectives:Assessment of awareness of the disabled and their families about employmentUnderstanding the willingness, requests and needs of the disabled, their families and employers of the disabled and associations Guiding the training modules by identifying the needs

1.1: Preparing the surveys for the PwD, their families, employers and associations

1.2: Applying the surveys

1.3: Analyzing the surveys

1.4: Reporting the surveys

Result 2: Vocational, social and self management skills of thePwD, and capacity of instructors and trainers about training of the PwDwere increased.

Activity 2: Development of social and self-management skills training modules for the PwD

2.1. Getting courses by staff of Hacettepe University, Department of Occupational Therapy about Social and Self-Management Skills and Vocational Rehabilitation in Turkey and abroad Objectives:Self-development of the staff of Hacettepe University, Department of Occupational Therapy by participating to different courses about social and self-management trainingGiving support and guidance in preparation of the training modulesProviding sustainability of the training module by this self-development activityPresenting qualified management and services for the centre to be established for increasing the social and self-management skills and working capacity of the disabledGaining ability to train to the trainers who will take part in the trainings for the disabled

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2.1.1 Courses in TurkeyThe indicative training modules are as follows: Cognitive Behavioural Therapy, Model of Creative Ability, Motivational Interviewing, Time Management, Self- Awareness, Driving Rehabilitation, Cognitive Therapy, Communication Skills, Auditory Processing, Model of Human Occupation. Although there are a total of 10 modules, the Cognitive Behavioural Therapy module will be repeated in two sessions, hence there will be a total of 11 sessions throughout the training programme.

2.1.2. Courses abroad The indicative topics of these courses are models of occupational performance. Among all, courses will be taken on Person-Environment-Occupation Model of occupational performance which is based on an innovative approach that occupational performance results from the dynamic relationship between people, their occupations and roles, and the environments in which they live, work and play. This Model of occupational performance builds on concepts from the Occupational Therapy Guidelines for Client Centered Practice and from environment-behaviour theories. It is a valid and current instrument/model to evaluate functional capacity that would improve the capacity of the Operation Beneficiary in the field of employability of the PwD.

2.2. Developing training modules about social and self-management skills for the PwD.Description: This training will include the following three indicative modules: Job Success and Productivity, Communication and Interaction Skills, Independent Living Skills. 2.2.1. Job Success and ProductivityContent: Self-Management skills such as coping skills, stress management, problem solving, time management, health behaviour, pain coping, career planning, motivation, decision making and cognitive behavioural skills etc.2.2.2. Communication and Interaction SkillsContent: Verbal skills, non-verbal skills, writing skills, coping with work place challenges, team working, using communication technologies, conflict management etc.2.2.3. Independent Living SkillsContent: Creative thinking and innovation, community mobility, facilitation techniques for independent living, financial management, cognitive skills training, community services, assistive devices management, motor and process skills, socialization skills etc.All modules will be prepared for the training of three different target groups. These groups are; -PwD (visually, physically, mentally and hearing).-Trainers who will directly train only the PwD.-Hacettepe University staff who will train the trainers.

Objectives:

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Implementing the modules’ training to the disabled in order to support the employability with empowerment Forming separate representative training packages for improving the employability of physically, visually, hearing and mentally disabledDeveloping modules to increase the employability and personal development such as job success and productivity, communication and interaction skills and independent living skills of PwD

2.3. Converting the modules to the online versionObjectives:Adapting the learning environment for all PwD to gain social and self-management skillsEnsuring dissemination of the module training to a higher number of PwDImplementing the module training to the disabled in order to increase their employability Forming separate representative training packages for improving employability of physically, visually, hearing and mentally disabled (online training)

2.4. Instructor trainings for Hacettepe University Department of Occupational Therapy Academic Staff Objectives:Improving knowledge and proficiency of the instructors for face-to-face and online trainings Providing training-of-trainers about social skills and self-management module training

2.5. Training the trainersObjectives:Improving the knowledge, skills and proficiency of the trainers about disabled training by face-to-face and online trainings

2.6. Testing of the modules: Starting to implement the modules (pilot study) to the disabled Objectives:Making pilot study (applying the module to the sample group)Getting feedback from the sampleMaking necessary revisions

The details of the training will be determined in ToR.

2.7. Implementing the modules (main training) and assessment of the disabled (face to face and online)The participants will be assessed by pre- and post-entry tests Objectives:Increasing the capacity of the PwDFacilitating the employability of the PwD

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Increasing the number of employed PwD

The details of the training will be determined in ToR.

2.8. Visiting and observing pioneer foreign Vocational Rehabilitation CentresObjectives:Investigating good example of the centresCollecting detailed information about high technology computerized equipmentsMeeting with other vocational training experts

Through visiting these centres, specific models that are adopted in other countries in the area of vocational rehabilitation will be investigated. The know-how transfer and development of a point of view are expected to be facilitated by means of visiting the good examples of rehabilitation centres abroad. It is expected that the staff, already experienced in vocational rehabilitation, will gain a new vision to be utilized during and after the Operation. In addition, these visits will contribute to the sustainability of the Operation through developing the knowledge and capacity of the Hacettepe University staff for future implementations.

2.9. Establishing a centre where the simulation training, social and self-management skills training will be providedThe centre will include computerized working capacity assessment station. Working capacity assessment and training of work hardening of PwD will be conducted in this centre

The centre will include various evaluation and training materials/systems for prevocational assessment of the disabled, psychological Tests for cognitive assessment and rehabilitation, visual assessment, work capacity analysis, independence in vocational rehabilitation, and self-management assessment.

The relevant necessary equipment for this centre will be provided under a supply component in the operation.

Objectives:Increasing the working capacity of the PwD through trainings in simulated environmentGiving trainings about social and self-management skills to the PwD

2.10. Assessment and training of the disabled in the centreObjectives:Measuring effectiveness of the trainings given in the centre on working capacity (Various techniques such as questionnaires and interviews related with self-management skills will be used.)Determination of job opportunities in line with the skills of the disabledMaking assessment of the progress in the working capacity of the disabled (working capacity evaluation will be done with the computerized equipment and functional tests)

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Assessment of the use of skills in simulated environment (observation and interviews will be conducted onsite)

2.11 Analysis of Work Capacity Assessment and Training DataObjectives:To increase the use of working and general ability of PwD in the simulation environmentTraining and developing the working capacity of the disabled

Result 3: Awareness of the disabled, their families, the stakeholders and the public about employment of PwD was increased.

Activity 3: Information, publicity and awareness raising activities

3.1. Informational meeting with partners/stakeholders, the disabled and their familiesObjectives:Introducing the operation to partners/stakeholders Making announcements to the people who may participate to the training or be a bridge between PwD and the operation team (employees, related people from ministries, etc.)

Invitation of the disabled and their families who will benefit from training and the centre

3.2. Establishing a web siteObjectives:Providing visibility of the operationDisseminating the information about the operationSupporting the employment process of the disabled through the establishment of a website

3.3. Organizing a meeting with the family members of the PwDObjectives:Increasing the awareness of the families about the social integration and employment of the PwD(The Operation does not only focus on increasing the awareness on employment but also social integration of the PwD. Family structures and consciousness are extremely important in the lives of disabled. Inviting the family member together with PwD will contribute to an increase in the participation to the activities and the impact of the Operation.)Location: Ankara

3.4. Organizing national meetingObjectives:Establishing bridges between governmental organizations and non-governmental organizations (NGOs), public and private institutions about employment of disabledInforming families about the working ability and capacity of the disabled

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3.5. Preparing and publishing advertisement materialsObjectives:Increasing the awareness of the community about purpose and performance of the centreIncreasing awareness of the families about employment and social integration of the disabled

3.6. Organizing international scientific meeting Objectives:Sharing information and the results of the training modulesDissemination of the Operation outcomesLocation: Istanbul (Istanbul is a province with a high population with a considerable job-creating potential. There exist a high number of professionals and academicians related to the employability and social integration of PwD, and it is easy to accommodate and travel.)

3.7. Organizing a national symposiumObjectives:Increasing the awareness of the community about employment of PwDIncreasing the awareness of families about employment of the disabled family member Disseminating of the operation module resultsLocation: Mardin (According to patient profile of Hacettepe University Occupational Theraphy Department, Southeastern Anatolia Region has the second biggest patient population. Therefore, Mardin is an important location in terms of advertisement of Operation’s objectives and outcomes.)

3.8. Participating to an international organization Objectives:Strengthening the cooperation and network between Occupational Therapists, exchanging knowledge and developing further collaboration with colleagues across Europe working on clinical practice, management, education and research for gaining new insight on employment of PwDConveying the results of the Operation in an international platform in order to provide the Operation Beneficiary with the opportunity to share the experience gained through the Operation and get feedback for further actions in the field of Occupational Theraphy. It will be an important opportunity to present the results of the operation in an international platform that all experienced European occupational therapists participate

6. Implementation arrangements 6.1 Institutional framework:

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The overall management of the Operation will be carried out by the following structures:

Contracting Authority (CA)

Operation Beneficiary (OB),

Senior Representative of the Operation Beneficiary (SROB),

Operation Coordination Unit (OCU).

This operation will be implemented under the Human Resources Development Operational Programme (HRD OP) which is managed by Ministry of Labour and Social Security (MoLSS) as the Operating Structure (OS) which also fulfils tendering and contracting tasks as the HRD Contracting Authority. The OS will be represented by Deputy Undersecretary of MoLSS as the Head of Operating Structure while the CA will be represented by the Head of EU Coordination Department.

Contracting Authority: The CA will be responsible for tendering, technical and financial management of contracts under the operation. It ensures that all the documents, reports submitted by contractors are duly checked /controlled/ read/ approved by the OB which cooperates with the CA in managing the operation and any other aspects with relevance to the implementation of the Operation.

Operation Beneficiary: Hacettepe University as the operation beneficiary will be responsible for the implementation of this operation. To that end, Hacettepe University will assign a high level manager who will act as SROB that will be the official representative of the OB. OB will establish an OCU which is the responsible body for supervision of implementation of the operation.

Senior Representative of the Operation Beneficiary: The operation will be implemented under the authority of the SROB on the side of beneficiary. The SROB will act as the formal representative of the Hacettepe University and will assume ultimate responsibility for the successful implementation of the operation against the OS. He/she cooperates with the teams responsible to implement contracts ensuring that the tasks are performed in accordance with the pre-defined deadlines and the standards of quality required. He/she will provide preliminary approval of the reports of the contracts, or any technical and financial documents (such as approval of invoices with “read and approved” stamp) or deliverables and outputs, before final approval by the Contracting Authority. He/she will appoint one risk manager and one irregularity officer among OCU members, responsible for the operation on behalf of the OB.

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Operation Coordination Unit: The Hacettepe University will establish an OCU which will be adequately staffed composing of an Operation Coordinator and (at least) five Hacettepe University experts. Existence of a professional and stable staff of OCU is guaranteed by Hacettepe University as a crucial factor for the timely and proper implementation of the Operation.

OCU is responsible for supervising the implementation of the operation which may include different types of contracts that will be managed by the CA. It will perform the following tasks (it is not an exhaustive list):

- Following operation activities and working in close cooperation with the teams responsible to implement contracts,

- Coordinate and facilitate processes between SROB, the teams responsible to implement contracts (consultant, contractor, TAT, etc. ) and the CA regarding any kind of reports, requests, documents which need approval of SROB.

- Ensuring the required coordination with other departments within the SSI or other institutions related to the implementation of the operation.

6.2 Proposed Monitoring Structure and Methodology:

The overall monitoring of the Operation will be performed by the following structures and tools under the daily supervision and secretariat of the OCU:

Operation Steering Committee Meetings,

Operation Monthly Management Meetings (and other if necessary),

Operation Steering Committee (OSC): OSC will be established to serve as a platform to share results achieved, follow-up of progress of the Operation (including different types of components/contracts) and exchange experiences, ideas etc. The SROB will initiate the establishment of a core OSC which will be composed of representatives of OCU, the teams responsible to implement contracts (consultant, contractor, Technical Assistance Team (TAT) , etc.), the CA, stakeholders such as Ministry of Family and Social Policies, Governorship of Ankara Provincial Directorate of Family and Social Policies, and Vocational Qualifications Authority, relevant department of the other universities and relevant NGOs. Contracting Authority and the European Union Delegation in Turkey (EUD) are ex officio members of the Committee. The OSC will meet on a semi-annual basis. First OSC will be organized 6 months after the first service contract signed under the Operation. Organization of OSC meetings is under responsibility of Hacettepe University which may use TAT when available. Agenda of the OSC and brief note on the issues that will be discussed in the meeting will be provided to the members of the OSC at latest 1 week before. Minutes of OSC meetings will be kept by Hacettepe University (or TAT when available) and submitted to the participants in the

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meetings for their approvals at latest 1 week after. Minutes, agenda and brief notes can only be sent to the participants after the approval of the CA.

Operation Monthly Management Meetings : It will be convened in order to monitor the activities of the operation, discuss and assess the progress of the operation and provide solution to the problems arising during the implementation of the operation. These meetings will be chaired by SROB. Contracting Authority, EUD, OCU and representatives of the contracts composing the operation (such as TAT) will be participants of the monthly management meetings. Minutes of OMMM will be kept by Hacettepe University (or TAT when available) and submitted to the participants in the meetings for their approvals. OCU may organize additional meetings with the teams responsible to implement contracts if necessary.

As regards monitoring of operation on the basis of reports;

In terms of entire operation; Hacettepe University will submit progress reports to the CA on the overall progress of the operation. The format of the progress reports including irregularity reports will be provided by the CA. Progress reports (PR) will cover the progress in all components in relation with the operation, gap analysis in terms of indicators, the strategic contribution of each component of the operation in terms of quality, efficiency, relevance of intervention to the objectives of Operational Programme, issues of sustainability, lessons learnt, risks and remedial actions incurred under the operation. PR will be submitted once in a year. First progress report will be submitted exactly one year after the first contract under the operation is signed.

Hacettepe University will prepare Final Component Reports (FCR) when a component (service contract) under the Operation is concluded. The format of the FCR including irregularity reports will be provided by the CA. FCR will cover an executive summary regarding the finalization of the related component, output effectiveness diagramme, gap analysis regarding gaps in between the expected and realised results and outputs of the component, strategic contribution of relevant component in relation with the operation, issues of sustainability, lessons learnt, risks and remedial actions incurred under the operation. For service component, Hacettepe University will submit final component report within two months after the end of service contract. The final component report for supply contract will be submitted within 2 weeks after the last final acceptance certificate for relevant contract is officially approved by the CA.

In terms of contracts; Hacettepe University with its OCU will ensure that the responsibilities regarding delivery, check, control and approval of documents as stated in 6.1 part of the OIS are duly performed. Types, frequency and content of the documents and reports will be defined specifically in the relevant tender documents of the contracts.

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Hacettepe University is aware of its responsibilities as the OB including reporting requirements which will be defined in the Operational Agreement in detail. Hacettepe University is also aware that in addition to the reports mentioned above, ad hoc reports may be requested by the Contracting Authority on various aspects or issues related to the implementation of the operation. The content and time of submission of such ad-hoc reports will be agreed between Hacettepe University and the Contracting Authority on a case-by-case basis.

6.3 Required procedures and contracts for the implementation of the operation and their sequencing:

7. Risks and assumptions:

Risks-Any major change in the institutional set up related to the operation (Hacettepe University has the most experienced and the biggest team on occupational therapy and vocational rehabilitation fields in Turkey. Periodic changes in staff workload will be set with rotational assignments. Also the location of the centre will be established near to Hacettepe University for saving transportation time and facilitating accessibility of staff.)-Any major delays in the implementation of the operation

-Unwillingness/lack of interest/lack of commitment of the target groups/stakeholders/ final beneficiaries/ partner organizations during the implementation of the operation-Lack of coordination and/or cooperation in the implementation phase of the operation activities-Insufficient participation in the activities. To overcome the unwillingness of stakeholders and people with disabilities, effective and efficient communication and coordination meetings will be organized for the determination of responsibilities, providing motivation and sharing information .Coordination experts will be involved to the operation as key experts.

Assumptions-Smooth implementation of IPA throughout the design and implementation of the Operation

-Economic, political, social and institutional stability is sustained.

-Sufficient participation of PwD. Participation of the target groups will be ensured by the connection of federations and associations of disabled, Turkish Physiotherapy Association (TFA) and Disabled Students Units of Universities.

8. Expected impact of the operation on the target group and multiplier/spillover effects:

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Self-management education module will be developed for four different disability groups that can be used for several disadvantaged groups.

By these modules, it is expected to enhance the number of qualified (social skills, job search skills, awareness of self-skills, self-confidence etc.) PwD.

Trainers who would train the disable people for social and self-management skills will be trained. By enhancing professional number, sustainability of the operation will be maintained. Training of trainers and the disabled will continue after the operation in the Life Long Learning Centre of Hacettepe University.

Community awareness about disabled worker and their capabilities will be gained by informational meeting with the target group, families, /stakeholders and public spot.

Spillover effect will be as;

- Employed PwD by this operation will contribute to national economy via gained skills usage.

- Increased consciousness of families and individuals will spread through social relations.

- By this operation, beneficiaries will improve their existing capacity. This will be a new cooperation opportunity with EU countries and Turkey.This centre will be the first comprehensive example of vocational rehabilitation centre in Turkey. Data gathered from the centre will be shared with job and vocational counseling department of İŞKUR. This will be a pioneer for establishing a common monitoring system.

9. Sustainability:

Regarding institutional sustainability: The unique and comprehensive centre which will be established for increasing the

employability of PwD in Hacettepe University as a part of this operation will not be closed down after the completion of this operation. This centre will continue to provide service.

Using of the modules which will be prepared within the context of this operation will be continued for both the trainers and health professionals.

Staff of Hacettepe University will support this centre’s sustainability. ICT materials will be provided by Hacettepe University after completion of the

operation. Students of Occupational Therapy and Physiotherapy program will intern in this

centre after completion of the operation. Therefore, applying this module and doing internship will provide the sustainability of our educational program.

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Existence of the website will continue providing online trainings after completion of the operation.Roles and responsibilities of stakeholders for sustainability of the operationare; providing communication and cooperation between PwD and the centre, identifying vocational roles and tasks of trained trainers.

The strengthened link between İŞKUR and Turkish Employment Agency (Job and Vocational Counseling Department and Active Labour Force Services Department) will increase the number of disabled who will benefit from this operation and will contribute to the sustainability.

Regarding financial sustainability: All services gained by this operation will be sustained with the financial support of

Hacettepe University after the end of the Operation. Social Security Institution will provide rehabilitation payments for PwD who will get

services from the centre.

10. Horizontal Issues:The operation will take into consideration the following horizontal issues which HRD OP refers to:

All the disabled participants of this operation will fully benefit from equal opportunities, especially with respect to gender. Gender equality is an indispensable element of equal treatment and equal opportunities for the people with disabilities, including in skills development and employability programmes. To promote equal opportunities for women by improving their employability and/or employment situation, equal numbers of women and men will be selected to benefit from the operation. Also one of the purposes of this operation is to increase the awareness and willingness of employers regarding the employment of PwD (especially women with disabilities).

As regards sustainable development and environmental protection, necessary actions for ensuring the well-being of environment and society will be taken when appropriate. The implementation of the operation will in no way harm the environment. To that aim, for example, usage of environment-friendly materials and equipment during the operation will be encouraged. Operation staff will also be sensitive about arrangements for protection of environment like minimizing paper consumption via re-utilizing paper printed on one side, and using electronic filing and archiving systems to the extent possible. Waste paper will gather to recycle. For well-being of society in this operation, health and safety arrangements will be provided during the training. The centre will be accessible and safe according to universal design.

As regards participation of civil society, partnership approach will be ensured in the operation implementation phase. Civil society and local administrations will be participating in the

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operation actively in the form of partnerships. Participation and awareness of the civil society will be increased as written in result-3 of OIS by organizing national and international meetings, preparing and publishing advertisements.

As regards thematic concentration, the thematic focus of this operation will be ensured by delivering active labour market activities to increase employability and entrepreneurship of the PwD.

As regards good governance, that issue will be a permanent concern of the operation at all stages and levels. In this operation, information and publicity arrangements will be made to ensure transparency of the usage of EU funds; in fact, transparency of procedures and results will be sought at all times.

11. Links with other IPA component/national programmes/policies:

This operation is linked with IPA component III, more specifically, “Regional Competitiveness”. Improving the employability of the PwD will assist on the improvement of business environment by providing a more skilled labour force. In addition to these issues, attention will be paid to priorities of the RC OP in order to ensure that trainings and guidance delivered within this operation will be consistent with the needs of the demand side of the economy.

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