2018 - nzdsn · employment support services are a critical investment by government, the disability...

How to support disabled people to get the job they want

Employment Support Practice Guidelines:

2018

3HOW TO SUPPORT DISABLED PEOPLE TO GET THE JOB THEY WANT

ContentsForeword 5

Introduction 8

Key terms defined 10

The Practice Guidelines are aligned with and informed 11 by the following key documents

Who the Practice Guidelines are for 12

How to use the Practice Guidelines 13

Employment Support Practice Guidelines 14

Practice Guideline 1 15 Any disabled person who wants to work has opportunities to receive skilled support to get work

Practice Guideline 2 16The disabled person’s goals and aspirations drives the uptake of employment support

Practice Guideline 3 17People and agencies involved in a disabled person’s life are encouraged to understand the importance of work as an achievable outcome

Practice Guideline 4 18Disabled people experience a personalised service. This means getting individually tailored, ongoing employment support to get and maintain a job

4 EMPLOYMENT SUPPORT PRACTICE GUIDELINES

Practice Guideline 5 20Employers know about and have confidence in employment support services, the benefits of employing disabled people and the importance of building natural supports in the workplace

Practice Guideline 6 22Providers of employment support have the knowledge to support each disabled person to get a job and develop a career of their choice

Practice Guideline 7 23 Providers of employment support services direct and lead their organisation in ways that promote these employment support practices in partnership with disabled people

Practice Guideline 8 24Providers of employment support services measure how good they are at getting people into work and strive to continually improve their employment services to disabled people, to employers and to funders

Appendix 1: 25Employment Support Practice Guidelines Self-Review Framework

Published by the New Zealand Disability Support Network March 2018 ISBN number: 978-0-473-43179-2


ForewordAccess to secure employment is a high priority for disabled people, not just because of the increased financial security it can bring, but because of the difference it can make to people’s health and well-being. Paid work really matters and is essential to a good life! Yet for disabled people the employment participation rate is half that of the general population. Disabled people, employers, the labour market and the New Zealand economy are all missing out on the contribution that disabled people can make. To seize these missed economic and social opportunities it is essential that the government, the disability sector and the community commit to improving this, as it is something that will benefit society as a whole.

Employment support services are a critical investment by government, the disability sector and the community. Employment support services have an important role to play in improving the employment participation rate of disabled people by working alongside both disabled people and employers to tailor work opportunities to address their respective needs. It is therefore essential that employment support services offer a level of quality that provides assurance that these outcomes can be achieved.

NZDSN initiated a project to develop the Employment Support Service Practice Guidelines as one way of providing this assurance.

These Guidelines are an essential “how to” guide for supporting disabled people into work and are built on a set of principles and practices that are evidence based. They have also been further refined through a cross sector collaboration process involving disabled persons organisations, provider umbrella groups and government.

A large number of sector leaders, practitioners, academics and disabled people (including those using employment support services), have contributed to the development of these Guidelines. An in-depth and robust consultation process was followed.

This project would not have been possible without the incredible input of Project Lead Gordon Boxall who showed extraordinary patience, perseverance and determination to see that the desired outcomes were achieved. His generosity also needs to be acknowledged, given the actual time he dedicated to the project.


It is our hope and intention that the Guidelines be used by all those who are dedicated to providing high quality support services that achieve great employment outcomes for disabled people. The Guidelines are intended for:

• disabled people and family members to inform and guide consumer expectations

• providers of employment support services to guide self-review and continuous quality improvement

• funders to inform service specifications and contracted outcomes

• training providers as a resource for workforce development

• independent auditors and evaluators as a benchmark for service quality

The Governance Group’s aim all along has been for the Guidelines to become a touchstone for quality and best practice. As such, group members are dedicated to promoting their use through its wider networks. The Guidelines, and accompanying documents, can be found on the websites of each of those on the Governance Group. See below:

The Governance Group acknowledges funding support for this project from:

www.platform.org.nz

www.sams.org.nz

www.nzdsn.org.nz www.inclusive.nz

www.dpa.org.nz

www.peoplefirst.org.nzwww.msd.govt.nz

www.msd.govt.nzwww.workingtogether.org.nz


People who worked on the GuidelinesThe following people and agencies participated in developing the Employment Support Practice Guidelines:

Governance Group:• Anne Hawker and Alison Riseborough – Ministry of Social Development

• Christine Wilson – Standards and Monitoring Services

• Cindy Johns – People First New Zealand, Ngā Tāngata Tuatahi

• Esther Woodbury – Disabled Person’s Assembly

• Garth Bennie, Sarah Halliday and Sara Georgeson – New Zealand Disability Support Network

• Marion Blake – Platform Trust

• Tess Casey – Inclusive NZ

Working Group:• Ali Shapland and Kervin Farr – Inclusive NZ

• Cath Williams – Accident Compensation Corporation

• Maihi Rapata – Ministry of Social Development

• Fiona Williams and James Carr – People First New Zealand, Ngā Tāngata Tuatahi

• Leo MacIntyre and Therese Hamlin – Platform Trust

• Louise Deane and Margaret Reilly – New Zealand Disability Support Network

• Nick Ruane and Jak Wild – Disabled Person’s Assembly

Project Lead: • Gordon Boxall – Weaving Threads


IntroductionAs a signatory to the United Nations Convention on the Rights of Persons with Disabilities (UNCRPD), New Zealand is committed under Article 27 to “recognise the rights of persons with disabilities to work, on an equal basis with others.” To honour this, it made sense to co-design a set of Employment Support Practice Guidelines, with people and organisations who believe that disabled people deserve and require better access to jobs and careers of their choice. This initiative builds on the earlier work of Inclusive NZ, the former ASENZ (now part of NZDSN) and others that have identified and promoted good practice with supported employment providers. The ‘co-design’ approach taken reflects the paradigm shift of ensuring the personal experiences and expertise of disabled people are included in anything that affects them.

The process included looking locally and internationally at what practices have been successful in supporting disabled people into jobs and careers of their choice. It also involved getting feedback on these practices from the wider sector.

Whilst it was beyond the scope of this initiative to consider the specific characteristics of individual disability groups, the accompanying Companion Document - Evidence and Resources details the extent of the review with some important pointers as to what works in particular circumstances. However, it is recognised that there are important cultural considerations and approaches that will be important to develop further along the track (e.g. working with Deaf people and the deaf community). Similarly, some providers specialise in services for a particular culture and/or impairment type and there is considerable scope to expand the evidence review in these areas and add resources over time.

The Employment Support Practice Guidelines are aspirational and it is recognised that all agencies involved may be at different stages of the journey towards their implementation.

Initiatives to provide employers with more confidence to employ disabled people, and the expansion of Enabling Good Lives are examples of change that will build higher expectations, as well as offering more choice and control to disabled people and families.


It is within this context that the governance group that led this initiative will continue. Members will seek to influence the necessary policy, assessment, funding, contracting, reporting, training and qualification developments that will be required over time to create optimum conditions in employment support for disabled people to be able to get the job and career of their choice.

These Guidelines will also be regularly reviewed and updated. Next steps also include creating opportunities for employment support providers to commit to the Guidelines, and to build on the Self-Review Framework as part of a developmental evaluation process.


Key terms defined:The following terms are used throughout this document, the Evidence and Resources Companion Document and the Self-Review Framework.

• Employment – work in the open labour market in a job not reserved for a disabled person and paid at or above the minimum wage, or being self-employed

• Disabled People/Disabled Job-seekers – the term ‘disabled people’, as utilised in the NZ Disability Strategy, covers people defined by the UNCRPD which includes people with psychosocial disabilities/mental illness. We do, however, recognise that many people prefer other terms including ‘people with disability’ or ‘people with lived experience of disability’. It is therefore important that people take the lead from the people they are supporting and use the terminology they are comfortable with

• Employment Support Providers – any government or non-government agency involved in the provision of employment support services to disabled people


The Practice Guidelines are aligned with and informed by the following key documents:• The UNCRPD particularly Article 27 – Work and Employment but also

Article 26 (Right to Habilitation and Rehabilitation) www.ohchr.org/EN/HRBodies/CRPD/PagesConventionRightsPersons WithDisabilities.aspx

• The New Zealand Disability Strategy 2016-2026 and particularly Outcome 2: NZ employment and economic security. www.odi.govt.nz/nz-disability-strategy/about-the-strategy/new-zealand-disability-strategy-2016-2026/read-the-new-disability-strategy/

• The eight Principles of Enabling Good Lives (2012) www.enablinggoodlives.co.nz/about-egl/egl-approach/principles/

• ACC’s Living My Life – A new approach to disability support (2016)

The following values and principles underpin the Guidelines: • The belief that everyone can contribute to their community through

employment – defined as working in the open labour market, in a job not reserved for a disabled person and paid at or above the minimum wage, or being self-employed

• Employment provides an important way to enhance quality of life and mana for disabled people, including their whānau and community

• Improved economic security and overall wellbeing are achieved by having employment, and are key ingredients of citizenship

• Opportunities to access employment need to be based on the aspirations and preferences, strengths and skills of each person

• Disabled employees must receive at least the same wages and conditions as their non-disabled workplace peers

• Employment support practices need to be evidence-informed


Who the Practice Guidelines are for:• People who use employment support services (and their families

and whānau), so they can know what to expect from a high-quality employment service

• Providers of employment support services, to enable them to get and maintain the best employment outcomes for the people they support and their funders

• Funders of employment support services, so they know what providers are committed to, and to support the implementation of evidence-based practices through their contracts and monitoring arrangements

• Evaluators of employment support services, to assist with monitoring performance and measuring outcomes for continuous learning and improvement

• Trainers and educators working in the field of employment support, to inform their ability to contribute directly to the design of courses and the development of consistent national qualifications


How to use the Practice Guidelines:Consider the values and principles that underpin the Guidelines and what they mean to you, your role, your rights and your responsibilities.

Take time to work through the eight employment support practices that need to be in place to improve the likelihood of more disabled people getting a job.

Consider what to look for when seeking alignment of the Guidelines’ eight practices and an employment support provider. Again, from your perspective as a disabled person, family member/advocate, service provider practitioner/board member or funder.

Please note that the Practice Guidelines are available in a range of accessible formats. You can go to the NZDSN website to access these.

For people working in employment support, two further documents are available to aid in imbedding the Employment Support Practice Guidelines into practice – the Companion Document – Evidence and Resources and the Self-Review Framework Template.

The Companion Document – Evidence and Resources outlines the journey undertaken to complete the Practice Guidelines. It provides detailed information about the evidence that was drawn on with direct links to examples that illustrate best practice.

The Self-Review Framework Template (Appendix 1) provides a process for employment support providers to reflect and evaluate how effective their work is against the Guidelines. It is intended that providers will look for evidence from within their own experience, as well as their organisation to demonstrate how well they are aligning with the Guidelines and if they need to establish an action plan to improve quality.

The Companion Document and the Self-Review Framework Templates are available from the NZDSN website as well as the other Governance Group members websites.


Employment Support Practice Guidelines: (Things that need to be in place to improve the likelihood of more disabled people getting a job). There are eight practice guidelines:

1. Any disabled person who wants to work has opportunities to receive skilled support to get work.

2. The disabled person’s goals and aspirations drives the uptake of employment support.

3. People and agencies involved in a disabled person’s life are encouraged to understand the importance of work as an achievable outcome.

4. Disabled people experience a personalised service. This means getting individually tailored, ongoing employment support to get and maintain a job.

5. Employers know about, and have confidence in employment support services, the benefits of employing disabled people and the importance of building natural supports in the workplace.

6. Providers of employment support have the knowledge to support each disabled person to get a job and develop a career of their choice.

7. Providers of employment support services direct and lead their organisation in ways that promote these employment support practices in partnership with disabled people.

8. Providers of employment support services measure how good they are at getting people into work and strive to continually improve their employment services to disabled people, to employers and to funders.


What to look for when matching an employment service’s practice to each of the Practice Guidelines:

1.1 Their website and promotional information indicates their commitment to the values and principles of the Guidelines

1.2 They demonstrate a clear attitude that a disabled person’s willingness and desire to work are the only requirements to access employment services

1.3 They are well known to disabled people’s networks in the areas in which they work – they have positive relationships with the disability community and are able to tap into that wider expertise as required

1.4 They are well connected with other employment support agencies (both locally and nationally)

1.5 They understand the labour market and are well connected to employer and business groups

1.6 They actively work with local Māori, Iwi and Hapū to ensure disabled job-seekers who identify as Māori are engaged in a culturally appropriate way

1.7 They actively work with local community groups to ensure disabled job-seekers who identify as being from other ethnic backgrounds are also engaged in a culturally appropriate way

1.8 Information they provide is accessible in a range of formats, the way in which they interact with a disabled person demonstrates an understanding of disability, and their buildings are welcoming and easily accessible

1.9 They know about changes in the disability sector and how they will impact employment support, and are open to new ways of working

Practice Guideline 1 Any disabled person who wants to work has opportunities to receive skilled support to get work


2.1 It is clear the disabled person is listened to and enabled to explain their aspirations

2.2 Any work assessment and planning process should be underpinned by the strengths and interests of the disabled person. The process includes opportunities to discover and explore a range of employment opportunities that match a person’s strengths and interests

2.3 They ensure the disabled person determines the type of work they want and identify imaginative and practical solutions to ensure any barriers to work are minimised/removed

2.4 They work with the disabled person to identify and obtain any skills, training or qualifications that will be necessary to get a particular job

2.5 They recognise that the degree of support a disabled person requires for daily living does not prevent them from seeking work. Indeed, such support could should enhance, rather than reduce, their opportunities to get a job - including self-employment

2.6 They are able to demonstrate success stories where they have worked in partnership with a disabled person to successfully overcome barriers to work

Practice Guideline 2 The disabled person’s goals and aspirations drives the uptake of employment support


3.1 The benefits of work are clearly set out and they are prepared to discuss these with disabled people, families and whānau

3.2 They are encouraging and welcoming to families and whānau

3.3 They actively seek to understand the importance of a person’s background and culture

3.4 They don’t make assumptions but are guided by the disabled person and the people/agencies they want to involve in the process

3.5 They offer their employment support expertise to other professionals (including teachers and medical/health professionals) to promote and build an understanding of the value of work for disabled people

3.6 They actively promote the benefits to businesses and the wider community of disabled people being more visible in the workplace

3.7 They are committed to disabled employees receiving the same wages and conditions as their non-disabled colleagues

Practice Guideline 3 People and agencies involved in a disabled person’s life are encouraged to understand the importance of work as an achievable outcome


4.1 Staff are encouraging and optimistic around finding work opportunities based on a disabled person’s unique situation

4.2 They lead by example in employing a diverse workforce that reflects their local demographics

4.3 They listen to individuals (and their close supporters), get to know them well and show they understand their unique circumstances

4.4 They focus on getting people into work first and then provide on the job training as that is what is proven to work best

4.5 Sufficient time will be spent on working together to ensure that a person is well prepared to apply for jobs and attend interviews, including time afterwards to reflect on the process. Alternative interview processes and formats are pursued to ensure recruitment barriers are removed

4.6 They assess what is needed in terms of supports or workplace accommodations and how these can be created/sourced in a timely manner

Practice Guideline 4 Disabled people experience a personalised service. This means getting individually tailored, ongoing employment support to get and maintain a job


4.7 Guidelines 4 and 5 need to be considered together. There is common language within Guidelines 4 and 5, with the focus for Guideline 4 being on the job-seeker. The work of the employment support provider is to connect, broker and build rapport between the two to mutual benefit. Therefore, they will work together with the disabled job-seeker and prospective employer in the following ways:

• People are always matched to jobs to the mutual benefit of the disabled job-seeker and the employer

• They will identify what is needed to prepare the employee for the commencement of duties

• When the job has started, employment support practitioners have the skills and the time to be available for the employee, as required

• They work out with the employee what to do if things don’t go as planned

• They will have purposeful, regular on-going contact to assist the employee to build confidence and positive relationships in the workplace. As well as ensuring the job is working out for the employee, this process can also focus on the building of supports that naturally occur in workplaces and it can also provide opportunities to identify potential steps for further career development

• Their approaches will support and complement, not supplant, naturally occurring workplace supports

• They will remain available to the employee until it is clear that they are no longer needed and will be responsive to any change in circumstances thereafter


5.1 They can demonstrate that they are known to local employers and their representatives

5.2 They show they understand the local labour market and its requirements

5.3 They have positive relationships/partnerships with, and actively work with local secondary schools to ensure disabled students will have the best chance to access the local labour market, including supporting work experience

5.4 They are successful at promoting the benefits and advantages of employing disabled people

5.5 They keep employers in touch with what’s available to assist them to employ disabled people

5.6 They support prospective employers to understand individual job-seekers skills/talents/strengths, as well as their learning/development needs, and disability support needs

5.7 They have the skills to consider how a person’s strengths may fit an employer’s needs, and suggest adaptations to an existing role or to create a new role as necessary

Practice Guideline 5 Employers know about and have confidence in employment support services, the benefits of employing disabled people and the importance of building natural supports in the workplace


5.8 Guidelines 4 and 5 need to be considered together. There is common language within Guidelines 4 and 5, with the focus for Guideline 5 being on the employer. The work of the employment support provider is to connect, broker and build rapport between the two to mutual benefit. They will work together with the disabled job-seeker and prospective employer in the following ways:

• People are always matched to jobs to the mutual benefit of the disabled job-seeker and the employer

• They will identify what is needed to prepare the employer for the commencement of duties

• When the job has started, they have the skills and the time to be available for the employer, as required

• They work out with the employer what to do if things don’t go as planned

• They assist the employer to consider how natural workplace supports can develop and enhance the experience of the employee over time

• They will assist in building the employer’s capacity to support the disabled employee but will remain available until it is clear they are no longer required, and if circumstances change, be ready to step in again


6.1 They understand income support systems (Work and Income, ACC) and have a good relationship with Work and Income/ACC staff. They can enable disabled people, families and whānau to understand the impact of work on their financial circumstances

6.2 They have expertise in knowing what subsidies, training and other supports are available to disabled people and employers

6.3 They understand tax law and can enable disabled people, families and whānau understand how this will impact their circumstances for any given job

6.4 They understand employment law, particularly around what the rights and responsibilities of employees are in the workplace

6.5 They are familiar with Health and Safety requirements in the workplace and can ensure these are not used as inappropriate barriers to employment

6.6 They are familiar with Privacy Legislation, thereby enabling disabled job-seekers to maintain control over their personal information and ensure employers understand their responsibilities in handling personal information

6.7 They know about the rights of disabled people as defined by the UNCRPD, and in the New Zealand Human Rights Act

Practice Guideline 6 Providers of employment support have the knowledge to support each disabled person to get a job and develop a career of their choice


7.1 They can demonstrate their commitment to doing things that are proven to be successful

7.2 They recruit and keep great staff who are skilled in employment support

7.3 They actively recruit disabled people

7.4 Employment specialists are actively encouraged to be innovative, developing new approaches/ways of working and contributing to an understanding as to what works effectively in New Zealand environments

7.5 They can show how disabled people influence the way the agency is governed, directed and managed through having people with personal experience of disability on their boards and within their leadership teams

7.6 They can demonstrate they work well with other agencies

7.7 They are actively involved in local and national employment support networks including mentoring new providers/practitioners

Practice Guideline 7 Providers of employment support services direct and lead their organisation in ways that promote these employment support practices in partnership with disabled people


8.1 They publish their track record for reaching employment outcomes

8.2 They regularly survey both the people who use their services, and employers, about the things that matter to them and make changes as a result of the feedback

8.3 They participate in research to progress evidence-based practices and to test the effectiveness of new initiatives

8.4 They invest in the ongoing development of their staff

8.5 They are committed to assessing/evaluating the wider impact of employment on the well-being of disabled people and their families and whānau

Practice Guideline 8 Providers of employment support services measure how good they are at getting people into work and strive to continually improve their employment services to disabled people, to employers and to funders


Appendix 1: Employment Support Practice Guidelines Self-Review Framework:Self-review process• Spend some time as an employment support team familiarising yourselves with

the Employment Support Practice Guidelines and the Companion Document - Evidence and Resources.

• Meet regularly with relevant colleagues to self-evaluate your employment support service against one or two of the Practice Guidelines. Try to reach consensus on what each quality indicator means for your services.

• Make sure you involve disabled people and family members in your self-review process as part of the review team – their experience and perspective is critical in reviewing your agency’s performance, development and governance.

• Clearly identify evidence that supports the rating you have assigned to each quality indicator.

• Analyse the results and discuss the areas that seem to be strengths and those areas where there appears to be the need for development. Decide on the priorities for development and clearly identify action steps needed.

• Celebrate success and consider how such positive experiences can be made accessible to disabled people, families, whānau, employers and funders.

• Record the tasks, activities, and changes that need to be undertaken, with timescales and identify who will be responsible for each one.

• Review progress quarterly with your management team.

• Present annually to your managers/directors.

• Use your organisation’s Annual Report as an opportunity to celebrate success.

• Ensure your organisation’s business planning process has regard to your ambitions as an employment support provider.


• Collaborate with other providers to build the capacity and capability of the wider employment support sector.

• Consider ways to overcome the systemic issues which may be inhibiting the realisations of the Practice Guidelines.

• Commit to the development of this organisational self-review and consider how it can contribute to any external evaluation process.


Ratings Key

VERY GOOD Very strong and consistent evidence to support quality practice

GOOD Some good examples of evidence to support quality practice

FAIR A few examples of evidence to support quality practice, but patchy

POOR Little or no evidence to support quality practice

Review Team

Review date(s)


Pra

ctic

e G

uide

line

1

Any

dis

able

d pe

rson

who

wan

ts to

wor

k ha

sopp

ortu

nitie

s to

rece

ive

skill

ed s

uppo

rt to

get

wor

k

Qua

lity

Indi

cato

rsV

ery

Goo

dG

ood

Fair

Poo

rC

omm

ents

/Evi

denc

eA

ctio

n

1.1

Your

web

site

and

pro

mot

iona

l inf

orm

atio

n re

gard

ing

your

ser

vice

indi

cate

s yo

ur

com

mitm

ent t

o th

e va

lues

and

prin

cipl

es o

f th

e P

ract

ice

Gui

delin

es

1.2

You

dem

onst

rate

a c

lear

atti

tude

that

a

disa

bled

per

son’

s de

clar

ed d

esire

to w

ork

and

will

ingn

ess

to d

o w

hat i

t tak

es to

get

em

ploy

men

t sha

ll be

the

only

requ

irem

ents

to

acce

ss e

mpl

oym

ent s

ervi

ces

1.3

You

are

wel

l kno

wn

to d

isab

led

peop

le’s

ne

twor

ks in

the

area

s in

whi

ch y

ou w

ork

– yo

u ha

ve p

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ve re

latio

nshi

ps w

ith th

e di

sabi

lity

com

mun

ity a

nd a

re a

ble

to ta

p in

to th

at w

ider

ex

perti

se a

s re

quire

d. Y

ou u

nder

stan

d th

e la

bour

mar

ket a

nd a

re w

ell c

onne

cted

to

empl

oyer

and

bus

ines

s gr

oups

1.4

You

are

wel

l con

nect

ed w

ith o

ther

em

ploy

men

t sup

port

agen

cies

(bot

h lo

cally

an

d na

tiona

lly)

1.5

You

activ

ely

wor

k w

ith lo

cal M

āori,

Iwi a

nd

Hap

ū to

ens

ure

disa

bled

peo

ple

who

iden

tify

as M

āori

who

wan

t to

wor

k ar

e en

gage

d in

a

cultu

rally

app

ropr

iate

way


Qua

lity

Indi

cato

rsV

ery

Goo

dG

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Fair

Poo

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ents

/Evi

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1.6

You

activ

ely

wor

k w

ith lo

cal c

omm

unity

gr

oups

to e

nsur

e di

sabl

ed p

eopl

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ho id

entif

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bei

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om o

ther

eth

nic

back

grou

nds

who

w

ant t

o w

ork

are

enga

ged

in a

cul

tura

lly

appr

opria

te w

ay

1.7

Info

rmat

ion

you

prov

ide

is a

cces

sibl

e in

a

rang

e of

form

ats,

the

way

in w

hich

you

inte

ract

w

ith a

dis

able

d pe

rson

dem

onst

rate

s an

un

ders

tand

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of d

isab

ility,

and

you

r bui

ldin

gs

are

wel

com

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and

easi

ly a

cces

sibl

e

1.8

You

know

abo

ut c

hang

es in

the

disa

bilit

y se

ctor

and

how

they

will

impa

ct e

mpl

oym

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supp

ort a

nd a

re o

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to n

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ays

of w

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ng

that

follo

w o

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m th

is


NOTES – Practice Guideline 1


Pra

ctic

e G

uide

line

2

The

disa

bled

per

son’

s go

als

and

aspi

ratio

ns d

rives

the

upta

ke o

f em

ploy

men

t sup

port

Qua

lity

Indi

cato

rsV

ery

Goo

dG

ood

Fair

Poo

rC

omm

ents

/Evi

denc

eA

ctio

n

2.1

It is

cle

ar th

at th

e di

sabl

ed p

erso

n is

list

ened

to

and

ena

bled

to e

xpla

in th

eir a

spira

tions

2.2

Any

wor

k as

sess

men

t and

pla

nnin

g pr

oces

s sh

ould

be

unde

rpin

ned

by th

e st

reng

ths

and

inte

rest

s of

the

disa

bled

per

son.

The

pro

cess

in

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es o

ppor

tuni

ties

to d

isco

ver a

nd e

xplo

re

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of e

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oym

ent o

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tuni

ties

that

m

atch

a p

erso

n’s

stre

ngth

s an

d in

tere

sts

2.3

You

will

ens

ure

the

disa

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per

son

dete

rmin

es th

e ty

pe o

f wor

k th

ey w

ant a

nd

iden

tify

imag

inat

ive

and

prac

tical

sol

utio

ns

to e

nsur

e an

y ba

rrie

rs to

get

that

wor

k ar

e m

inim

ised

/rem

oved

2.4

You

will

wor

k w

ith th

e di

sabl

ed p

erso

n to

id

entif

y an

d ob

tain

any

ski

lls, t

rain

ing

or

qual

ifica

tions

that

will

be

nece

ssar

y to

get

any

pa

rticu

lar j

ob

2.5

You

will

reco

gnis

e th

at th

e de

gree

of s

uppo

rt a

disa

bled

per

son

requ

ires

for d

aily

livi

ng

does

not

pre

vent

them

from

see

king

wor

k.

Inde

ed, s

uch

supp

ort c

ould

enh

ance

, rat

her

than

redu

ce, t

heir

oppo

rtuni

ties

to g

et a

job,

in

clud

ing

self-

empl

oym

ent

2.6

You

will

be

able

to d

emon

stra

te s

ucce

ss

stor

ies

whe

re y

ou h

ave

wor

ked

in p

artn

ersh

ip

with

a d

isab

led

pers

on to

suc

cess

fully

ov

erco

me

barr

iers

to w

ork


Pra

ctic

e G

uide

line

3 Pe

ople

and

age

ncie

s in

volv

ed in

a d

isab

led

pers

on’s

life

are

enc

oura

ged

to u

nder

stan

dthe

impo

rtan

ce o

f wor

k

as a

n ac

hiev

able

out

com

e

Qua

lity

Indi

cato

rsV

ery

Goo

dG

ood

Fair

Poo

rC

omm

ents

/Evi

denc

eA

ctio

n

3.1

The

bene

fits

of w

ork

are

clea

rly s

et o

ut

and

you

are

prep

ared

to d

iscu

ss th

ese

with

di

sabl

ed p

eopl

e, fa

mili

es a

nd w

hāna

u

3.2

You

are

enco

urag

ing

and

wel

com

ing

to

fam

ilies

and

whā

nau

3.3

You

are

activ

e in

see

king

to u

nder

stan

d

the

impo

rtanc

e of

a p

erso

n’s

back

grou

nd

and

cultu

re

3.4

You

don’

t mak

e as

sum

ptio

ns b

ut w

ill be

gu

ided

by

the

disa

bled

per

son

and

the

peop

le/

agen

cies

they

wan

t to

invo

lve

in th

e pr

oces

s

3.5

You

offe

r you

r em

ploy

men

t sup

port

expe

rtise

to

oth

er p

rofe

ssio

nals

(inc

ludi

ng te

ache

rs a

nd

med

ical

/hea

lth p

rofe

ssio

nals

) to

prom

ote

and

build

an

unde

rsta

ndin

g of

the

valu

e of

wor

k fo

r dis

able

d pe

ople

3.6

You

activ

ely

prom

ote

the

bene

fits

to b

usin

esse

s an

d th

e w

ider

com

mun

ity o

f dis

able

d pe

ople

be

ing

mor

e vi

sibl

e in

the

wor

kpla

ce

3.7

You

are

com

mitt

ed to

dis

able

d em

ploy

ees

rece

ivin

g th

e sa

me

wag

es a

nd c

ondi

tions

as

thei

r non

-dis

able

d co

lleag

ues


Pra

ctic

e G

uide

line

4

Dis

able

d pe

ople

exp

erie

nce

a pe

rson

alis

ed s

ervi

ce. T

his

mea

ns g

ettin

g in

divi

dual

ly ta

ilore

d, o

ngoi

ng e

mpl

oym

ent

supp

ort t

o ge

t and

mai

ntai

n a

job1

Qua

lity

Indi

cato

rsV

ery

Goo

dG

ood

Fair

Poo

rC

omm

ents

/Evi

denc

eA

ctio

n

4.1

Sta

ff ar

e en

cour

agin

g an

d op

timis

tic th

at

they

can

find

wor

k op

portu

nitie

s ba

sed

on a

di

sabl

ed p

erso

n’s

uniq

ue s

ituat

ion

4.2

You

will

list

en to

indi

vidu

als

(and

thei

r cl

ose

“sup

porte

rs”)

, get

to k

now

indi

vidu

al

jobs

eeke

rs w

ell a

nd s

how

you

und

erst

and

indi

vidu

als’

situ

atio

ns

4.3

You

lead

by

exam

ple

in e

mpl

oyin

g a

dive

rse

wor

kfor

ce th

at re

flect

s lo

cal d

emog

raph

ics

4.4

You

will

focu

s on

get

ting

peop

le in

to w

ork

first

an

d to

trai

n on

the

job

beca

use

that

is w

hat i

s pr

oven

to w

ork

best

4.5

Suf

ficie

nt ti

me

will

be

avai

labl

e to

wor

k to

geth

er o

n w

hat i

s ne

eded

to p

repa

re w

ell f

or

job

appl

icat

ions

and

inte

rvie

ws

incl

udin

g tim

e af

terw

ards

to re

view

wha

t wen

t wel

l and

wha

t co

uld

have

bee

n be

tter

4.6

You

will

ass

ess

wha

t is

need

ed in

term

s of

su

ppor

ts o

r wor

kpla

ce a

ccom

mod

atio

ns a

nd

how

thes

e ca

n be

cre

ated

/sou

rced

in a

tim

ely

man

ner

1 It w

ill b

e no

ted

that

ther

e is

com

mon

lang

uage

with

in P

ract

ice

Gui

delin

es 4

and

5 w

ith o

ne s

et a

pply

ing

to th

e jo

b-se

eker

and

one

the

empl

oyer

. The

wor

k of

the

prov

ider

is to

con

nect

, bro

ker a

nd b

uild

rapp

ort b

etw

een

the

two,

in th

e ar

eas

desc

ribed

, to

mut

ual b

enefi

t.


Qua

lity

Indi

cato

rsV

ery

Goo

dG

ood

Fair

Poo

rC

omm

ents

/Evi

denc

eA

ctio

n

4.7

Peo

ple

are

alw

ays

mat

ched

to jo

bs to

the

mut

ual b

enefi

t of t

he d

isab

led

job-

seek

er a

nd

the

empl

oyer

4.8

You

will

iden

tify

wha

t is

need

ed to

pre

pare

the

empl

oyee

for t

he c

omm

ence

men

t of d

utie

s

4.9

Whe

n th

e jo

b ha

s st

arte

d, y

ou h

ave

the

skill

s an

d th

e tim

e to

be

avai

labl

e fo

r the

em

ploy

ee,

as re

quire

d

4.10

You

wor

k ou

t with

the

empl

oyee

wha

t to

do if

th

ings

don

’t go

as

plan

ned

4.11

You

have

pur

pose

ful,

regu

lar o

ngoi

ng c

onta

ct

to a

ssis

t the

em

ploy

ee to

bui

ld c

onfid

ence

an

d po

sitiv

e re

latio

nshi

ps in

the

wor

kpla

ce.

As

wel

l as

ensu

ring

the

job

is w

orki

ng o

ut

for t

he e

mpl

oyee

, thi

s pr

oces

s ca

n al

so

supp

ort t

he b

uild

ing

of s

uppo

rts th

at n

atur

ally

oc

cur i

n w

orkp

lace

s an

d it

can

also

pro

vide

op

portu

nitie

s to

iden

tify

pote

ntia

l ste

ps fo

r fu

rther

car

eer d

evel

opm

ent

4.12

You

rem

ain

avai

labl

e to

the

empl

oyee

unt

il it

is c

lear

that

you

are

no

long

er n

eede

d an

d w

ill b

e re

spon

sive

to a

ny c

hang

e in

ci

rcum

stan

ces

ther

eafte

r


Pra

ctic

e G

uide

line

5

Empl

oyer

s kn

ow a

bout

and

hav

e co

nfide

nce

in e

mpl

oym

ent s

uppo

rt s

ervi

ces,

the

bene

fits

of e

mpl

oyin

g di

sabl

ed

peop

le a

nd th

e im

port

ance

of b

uild

ing

natu

ral s

uppo

rts

in th

e w

orkp

lace

Qua

lity

Indi

cato

rsV

ery

Goo

dG

ood

Fair

Poo

rC

omm

ents

/Evi

denc

eA

ctio

n

5.1

You

can

dem

onst

rate

that

you

are

kno

wn

to

loca

l em

ploy

ers

and

thei

r rep

rese

ntat

ives

5.2

You

show

you

und

erst

and

the

loca

l lab

our

mar

ket a

nd it

s re

quire

men

ts

5.3

You

have

pos

itive

rela

tions

hips

/par

tner

ship

s w

ith, a

nd w

ork

with

loca

l sec

onda

ry s

choo

ls

to e

nsur

e di

sabl

ed s

tude

nts

will

hav

e th

e be

st

chan

ce to

acc

ess

the

loca

l lab

our m

arke

t, in

clud

ing

supp

ortin

g w

ork

expe

rienc

e

5.4

You

are

succ

essf

ul a

t pro

mot

ing

the

be

nefit

s an

d ad

vant

ages

of e

mpl

oyin

g di

sabl

ed p

eopl

e

5.5

You

keep

em

ploy

ers

in to

uch

with

w

hat’s

ava

ilabl

e to

ass

ist t

hem

to e

mpl

oy

disa

bled

peo

ple

5.6

You

supp

ort p

rosp

ectiv

e em

ploy

ers

to

unde

rsta

nd in

divi

dual

job

seek

ers

skill

s,

tale

nts

and

stre

ngth

s as

wel

l as

thei

r le

arni

ng/d

evel

opm

ent n

eeds

, and

dis

abili

ty

supp

ort n

eeds


Qua

lity

Indi

cato

rsV

ery

Goo

dG

ood

Fair

Poo

rC

omm

ents

/Evi

denc

eA

ctio

n

5.7

You

have

the

skill

s to

con

side

r how

a

pers

on’s

stre

ngth

s m

ay fi

t an

empl

oyer

’s

need

s by

bei

ng a

ble

to s

ugge

st a

dapt

atio

ns

to a

n ex

istin

g ro

le o

r to

crea

te a

new

a n

ew

role

as

nece

ssar

y

5.8

Peo

ple

are

alw

ays

mat

ched

to jo

bs to

the

mut

ual b

enefi

t of t

he d

isab

led

job-

seek

er a

nd

the

empl

oyer

5.9

You

iden

tify

wha

t is

need

ed to

pre

pare

the

empl

oyer

for t

he c

omm

ence

men

t of d

utie

s

5.10

Whe

n th

e jo

b ha

s st

arte

d, y

ou h

ave

the

skill

s an

d th

e tim

e to

be

avai

labl

e fo

r the

em

ploy

er,

as re

quire

d

5.11

You

wor

k ou

t with

the

empl

oyer

wha

t to

do if

th

ings

don

’t go

as

plan

ned

5.12

You

are

pro-

activ

e in

ass

istin

g th

e em

ploy

er

to c

onsi

der h

ow n

atur

al w

orkp

lace

sup

ports

ca

n de

velo

p an

d en

hanc

e th

e ex

perie

nce

of

the

empl

oyee

ove

r tim

e

5.13

You

assi

st in

bui

ldin

g th

e em

ploy

er’s

cap

acity

to

sup

port

the

disa

bled

em

ploy

ee b

ut w

ill

rem

ain

avai

labl

e un

til it

is c

lear

you

are

no

long

er re

quire

d an

d, if

the

circ

umst

ance

s ch

ange

, be

read

y to

ste

p in

aga

in


Pra

ctic

e G

uide

line

6

Prov

ider

s of

em

ploy

men

t sup

port

hav

e th

e kn

owle

dge

to s

uppo

rt e

ach

disa

bled

per

sont

o ge

t a jo

b an

d de

velo

p

a ca

reer

of t

heir

choi

ce

Qua

lity

Indi

cato

rsV

ery

G

ood

Goo

dFa

irP

oor

Com

men

ts/E

vide

nce

Act

ion

6.1

You

unde

rsta

nd th

e in

com

e su

ppor

t sys

tem

s (W

ork

and

Inco

me,

AC

C),

have

a g

ood

rela

tions

hip

with

Wor

k an

d In

com

e/A

CC

sta

ff an

d ca

n en

able

dis

able

d pe

ople

, fam

ilies

and

w

hāna

u to

und

erst

and

the

impa

ct o

f wor

k on

th

eir fi

nanc

ial c

ircum

stan

ces

6.2

You

have

exp

ertis

e in

kno

win

g w

hat

subs

idie

s, tr

aini

ng a

nd o

ther

sup

ports

are

av

aila

ble

to d

isab

led

peop

le a

nd e

mpl

oyer

s

6.3

You

unde

rsta

nd ta

x la

w a

nd c

an e

nabl

e di

sabl

ed p

eopl

e, fa

mili

es a

nd w

hāna

u un

ders

tand

how

this

will

impa

ct th

eir

circ

umst

ance

s fo

r any

giv

en jo

b

6.4

You

unde

rsta

nd e

mpl

oym

ent l

aw a

nd

parti

cula

rly a

roun

d w

hat t

he ri

ghts

and

re

spon

sibi

litie

s of

em

ploy

ees

are

in th

e w

orkp

lace

6.5

You

are

fam

iliar

with

Hea

lth a

nd S

afet

y re

quire

men

ts in

the

wor

kpla

ce a

nd c

an

ensu

re th

ese

are

not u

sed

as in

appr

opria

te

barr

iers

to e

mpl

oym

ent


Qua

lity

Indi

cato

rsV

ery

G

ood

Goo

dFa

irP

oor

Com

men

ts/E

vide

nce

Act

ion

6.6

You

are

fam

iliar

with

Priv

acy

Legi

slat

ion

ther

eby

enab

ling

disa

bled

jobs

eeke

rs

to m

aint

ain

cont

rol o

ver t

heir

pers

onal

in

form

atio

n an

d en

surin

g em

ploy

ers

unde

rsta

nd th

eir r

espo

nsib

ilitie

s in

han

dlin

g pe

rson

al in

form

atio

n

6.7

You

know

abo

ut th

e rig

hts

of d

isab

led

peop

le

as d

efine

d by

the

Uni

ted

Nat

ions

Con

vent

ion

on th

e R

ight

s of

Per

sons

with

Dis

abili

ties,

and

in

the

New

Zea

land

Hum

an R

ight

s A

ct


Pra

ctic

e G

uide

line

7 Pr

ovid

ers

of e

mpl

oym

ent s

uppo

rt s

ervi

ces

dire

ct a

nd le

ad th

eir o

rgan

isat

ion

in w

ays

that

pro

mot

e th

ese

empl

oym

ent s

uppo

rt p

ract

ices

in p

artn

ersh

ip w

ith d

isab

led

peop

le

Qua

lity

Indi

cato

rsV

ery

Goo

dG

ood

Fair

Poo

rC

omm

ents

/Evi

denc

eA

ctio

n

7.1

You

can

dem

onst

rate

you

r com

mitm

ent t

o do

th

e th

ings

that

are

pro

ven

to b

e su

cces

sful

7.2

You

are

able

to re

crui

t and

kee

p gr

eat s

taff

who

are

ski

lled

in e

mpl

oym

ent s

uppo

rt

7.3

You

activ

ely

recr

uit d

isab

led

peop

le

7.4

Em

ploy

men

t spe

cial

ists

are

act

ivel

y en

cour

aged

to b

e in

nova

tive,

dev

elop

ing

new

ap

proa

ches

/way

s of

wor

king

and

con

tribu

ting

to a

n un

ders

tand

ing

as to

wha

t wor

ks

effe

ctiv

ely

in N

Z en

viro

nmen

ts

7.5

You

can

show

how

dis

able

d pe

ople

influ

ence

th

e w

ay y

our a

genc

y is

gov

erne

d, d

irect

ed

and

man

aged

thro

ugh

havi

ng p

eopl

e w

ith

pers

onal

exp

erie

nce

of d

isab

ility

on

your

bo

ards

and

with

in y

our l

eade

rshi

p te

ams

7.6

You

can

dem

onst

rate

you

wor

k w

ell w

ith

othe

r age

ncie

s

7.7

You

are

activ

ely

invo

lved

in e

mpl

oym

ent

supp

ort n

etw

orks

(loc

ally

and

nat

iona

lly),

incl

udin

g m

ento

ring

new

pro

vide

rs/

prac

titio

ners


Pra

ctic

e G

uide

line

8 Pr

ovid

ers

of e

mpl

oym

ent s

uppo

rt s

ervi

ces,

mea

sure

how

goo

d th

ey a

re a

t get

ting

peop

le in

to w

ork

and

striv

e to

co

ntin

ually

impr

ove

thei

r em

ploy

men

t ser

vice

s to

dis

able

d pe

ople

, to

empl

oyer

s an

d to

fund

ers

Qua

lity

Indi

cato

rsV

ery

Goo

dG

ood

Fair

Poo

rC

omm

ents

/Evi

denc

eA

ctio

n

8.1

You

publ

ish

your

trac

k re

cord

for g

ettin

g em

ploy

men

t out

com

es

8.2

You

regu

larly

sur

vey

the

peop

le w

ho u

se y

our

serv

ices

, and

em

ploy

ers

abou

t the

thin

gs th

at

mat

ter t

o th

em a

nd m

ake

chan

ges

as a

resu

lt of

the

feed

back

8.3

You

parti

cipa

te in

rese

arch

to p

rogr

ess

evid

ence

-bas

ed p

ract

ices

and

to te

st th

e ef

fect

iven

ess

of n

ew th

ings

that

you

try

out

8.4

You

inve

st in

the

ongo

ing

deve

lopm

ent o

f yo

ur s

taff

8.5

You

are

com

mitt

ed to

ass

essi

ng/e

valu

atin

g th

e w

ider

impa

ct o

f em

ploy

men

t on

the

wel

l-be

ing

of d

isab

led

peop

le a

nd th

eir f

amili

es

and

whā

nau

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