Results of Member Survey into Training Needs 2010.

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1 Results of Member Survey into Training Needs 2010.

2 In 2010, ACE conducted an online member survey to determine the training needs of it s members. In total 894 participants started the survey with 813 completing it, representing a 90%+ completion rate.

3 The survey examined five domains; Education Profile Employment Profile Base Profile (age, gender etc.) Career Path Introduction (location, employer)

4 I have included a comparison survey (A)*, which I will elaborate on. Survey B is the ACE survey. Some survey results are more relevant, which is the focus of this presentation. *Survey A: 1998 survey by Ford & Ford; Flinders University. Self Reported Training Needs of Supported Employment Program Managers in South Australia. Journal of Intellectual & Developmental Disability, Vol. 23, No. 2, pp , 1998.

5 Gender Survey A (1998) Survey B (ACE) Male % Female % Male % Female %

6 Age Range Survey A (1998) Survey B (ACE) % % % % % % % % % %

7 Job Status Survey A (1998) Survey B (ACE) P/T Casual 23.80% F/T 76.20% P/T Casual 15% F/T 85%

8 Length in Position Survey A (1998) Survey B (ACE) <1 yr 9.50% 1-<2yrs 14.30% 2-<3yrs 4.80% 3-<4yrs 33.30% 4 yrs % <1yr 29.60% 1-<2yrs 14.80% 2-<3yrs 14.30% 3-<4yrs 10.60% 4yrs %

9 Education Level Survey A (1998) Survey B (ACE) Some H/S 14.30% Yr % Cert/Tafe 42.90% UG 33.30% PG Other Some H/S 7.10% Yr % Cert/Tafe 49.90% UG 24.70% PG 3.20% Other 5.20% 55% indicated that their qualification was work related.

10 Interest in Further Training Yes 84.10% No 15.90%

11 What Training Do We Want? Certified Training in; Diploma in Employment Services 37.70% Cert IV Employment Services 36.70% GC Business Management (NFP) 30.40% GC Employment Services 25.70% Diploma in Business Administration 18.30% Cert IV Business Administration 16.00%

12 Professional Development Disability Specific 44.60% Leadership 43.60% Working with Multiple/Complex Barriers 40.30% Mental Health First Aid 36.40% Client Marketing 35.20% Case Management 33.50% Employer Engagement 32.80% Coaching* 31.00% Project Management 30.80%

13 Cont. Recruitment/Retention 27.80% Working with Gov't 27.60% Performance 24.90% Contractual/Operational 21.70% Customised Employment 19.00% OH&S 17.20% Cashflow& Finance 14.80% Other Non Spec 6.70%

14 Job Coaching* It has been suggested by a prominent person in our field that, support staff require training in the basic procedures and principles used by special educators Food for thought!

15 Comments Training needs to be tailored to our programs and sensitive to the demands and opportunities in our local communities Packages approaches from a book don t work I need someone who knows about disability issues and the real world of business The so called experts who have provided training in the past knew all about the theory, but nothing about our region

16 Cont. I need experts to come here and get their hands dirty and see how hard it is to get our clients real work Workshops need to be followed up with on site consultation and technical assistance, which allows participants to implement the new learning and get feedback on their efforts I need ongoing assistance to help improve our program

18 Time Poor Staff Delivery Mode Learning Styles Competing Knowledge Bases Prioritising PD & Courses Costs Organisational Requirements

20 Training Options. Tailoring the Cert IV ES to include a teaching component. Certified Training delivered by a variety of methods. Face to Face. Multi Media. Distance Education with webinar/skype type support. PD delivered via ACE trainers and industry experts within your organisation or delivered in blocks in central locations, with participants from a variety of member companies. PD by webinar either live or archived from our website. Skill Sets this may consist of certified units from VET courses. DES Essentials A one day pre employment induction course* that can be delivered in-house by your trainers.

21 An Example of a Tailored Program Cert. IV Employment Services. (Electives) From the CHC41708 C4 in Education Support; CHCDIS405A Facilitate skills development and maintenance. CHCEDS413A Support students with learning difficulties and learning disabilities. From the CHC42008 C4 in Employment Services; BSBEMS403B Develop and provide employment management services to candidates. CHCCDP501B Liaise with employers to promote flexible work arrangements. CHCDIS408C Support people with disabilities as workers. CHCORG529B Provide coaching and motivation. CHCCS500A Conduct complex assessment and referral.

22 Options for Professional Development Stand alone course material. e.g.; Schizophrenia, Case Management. Units from CHC08 or similar with option to complete assessments and gain credit standing towards certified training. e.g.; CHCCS521A Assess and respond to individuals at risk of suicide. CHCNET404A Facilitate links with other services. Costs will reflect option chosen.

24 It is proposed that we establish a reference group to achieve the following aims; Ensure that training and professional development is timely and industry relevant. That it reflects the needs of members; large, medium and small. That we develop resources that reflect evidence based practices. That promote reflective practice. That encourages scholarship and ongoing learning.

25 Get Involved! Phone, or talk to me in person to express your interest. Meetings will occur at least three times a year, with phone and discussions more frequently. Timeline: Expressions of Interest Feb 28 th Agenda discussion, including future meeting dates march 30 th Its all about ensuring that members get what they want from training and development.

26 DES Essentials will be trialled within the next month. It consists of a facilitators guide, learner workbook and slide presentation.

27 The DES Essentials Training Program

28 Program Aim The aim of this program is to provide you with the appropriate knowledge and skills to be able to perform your required tasks as employment consultants within the Disability Employment Sector.

29 Learning Outcomes At the end of this session you should be able to; Understand the history of Disability Assessing and developing rapport Employment Services with job seekers with a disability Demonstrate an understanding of Duty of Care the Disability Employment Services Model Understanding the role of an Employment Consultant / Case Describe aspects of the Disability Manager Employment Services Model Employment Transition Strategies for Demonstrate an understanding of job seekers with a disability the 12 Disability Standards

30 *Some thoughts which come immediately to mind on challenges for the disability employment sector are: What are the critical variables which lead to the successful placement and maintenance of high risk people in open employment? How effective are career paths for this population? What are the essential skill sets of formal support workers (i.e., job coaches)? What are the essential skill sets of informal/co-worker supports? How successful is job carving in successful job matching? What roles do families play in the placement and maintenance processes? What are the economic and quality of life gains for PWD who are in open employment? What role do client characteristics such as motivation and social competence play in job outcomes? * Trevor Parmenter 2011

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