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1 Working with Individuals with Mental Health Issues: An Employment Perspective Part III Presented by: Hosted by: Mariella Bozzer Dr. Sarah-Jane Meachen BC Centre for Employment Excellence The webinar will begin shortly.

2 Welcome & Agenda Agenda 5 mins Welcome & Introductions 45 mins Presentation 10 mins Discussion We encourage you to ask questions! We will address them during and after the presentation. To submit a question: Use the Questions tab at the right of your screen (at any time during the presentation.)

3 Working with Individuals with Mental Health Issues An Employment Perspective: Part 3

4 OVERVIEW Recap of Webinar 1 & 2 Employment Continuum Supported Employment in the PSR Context Supported Employment Components Individual Placement and Support (IPS) Model The Role of the Employer Bringing it all together Where are we headed in vocational rehab?

5 Recap of Webinar 1 Mental health conditions increasingly recognized as common barriers to employment. Employment is a key factor in recovery of persons with mental health conditions. Employment benefits individuals with mental health conditions and society as a whole Principles of psychosocial rehabilitation provide framework for guiding work with this population

6 Recap of Webinar 2 Psychosocial Rehabilitation The role of the job developer / career practitioner Strength-Based Assessment Wellness for work Wellness Recovery Action Plan (WRAP) for Work

7 The Employment Continuum Prevocational Training Volunteer Placement / Work Transitional Employment Supported Employment Customized Employment Competitive Employment

8 Employment Continuum: Pre-Vocational Training Pre-employment education & support Prepare client for volunteer or employment roles Examples: Resume building, Job search strategies, Interviewing, work readiness, wellness planning, CBT Research suggests of limited value train and place versus place and train Clinical experience: augments engagement, client confidence, builds skills

9 Employment Continuum: Volunteer Placement / Work Support client to choose, obtain, and maintain volunteer positions or work experience placements May be time-limited or unlimited Build skills Gain experience and confidence Obtain reference Useful in facilitating recovery and employability May lead to competitive / supported employment

10 Employment Continuum: Transitional Employment Often time limited / may involve work crews (job sharing) May be competitive or non-competitive Provide an accessibility ramp 1 May be facilitated through... Clubhouses 1,2 Social cooperatives 3,4,5 (even in remote communities) Peer-run initiatives 6

11 Employment Continuum: Transitional Employment Potential benefits to both client AND employer Limits stress of interviews training by strangers threat of job loss due to absenteeism

12 Supported Employment Place and Train Approach Competitive jobs for pay Strength-Based Assessment / Goal Setting Client/consumer choice Time-unlimited Provision of supports on job Most effective in terms of employment outcomes and recovery

13 Customized Employment Individualized support based on relationship between applicant and specific employer Meeting needs of both Assumes employers have unmet needs Individualized e.g. Job carving or restructuring Result in at least minimum wage Similar to supportive employment in emphasis on strengths

14 Customized Employment 17 Discovery Capturing Discovery Through Profiles Customized, person-centred planning Portfolio Development Job development and negotiation Job site analysis, accommodations, support

15 Customized Employment vs. Supported Employment 17 Similarities Provision of supports Emphasis on strengths Evidence for enhanced employment outcomes Differences SE: labour market approach; fill existing jobs; emphasis on formal assessment, traditional resume, job coaching CE: discovery approach; job carving; portfolio vs. resume; customized

16 Competitive Employment Return-to-work scenario or self-serve job search supports Collaborate with employer and unions to develop and implement workplace supports (e.g. self-care resources) Stress early identification of problems proactive approach Harm reduction, stress management

17 Supported Employment An effective approach to vocational rehabilitation that emphasizes helping individuals to obtain competitive employment Each person has an Individualized training and support plan to ensure success Place and train approaches

18 Supported Employment (con t) Evidence: 40-60% of clients in SE programs obtained competitive employment Key features of SE model: ongoing support jobs not services all persons regardless of diagnosis can benefit all those interested in work are included variety and flexibility in providing individualized support

19 Components of Sup Employment: Strength-based assessment Goal-setting by the client Job coaching and job development Employer outreach Job placement (may include accommodations or modifications) Skills training on the job On-going support to maintain employment

20 Individual Placement and Support (IPS ) Model Most researched and most widely used SE model Has well developed Fidelity IPS 25 Fidelity Scale and Model - available at: Fidelity criterion: eg. caseload size

21 Components of IPS model: Focus on competitive employment and rapid job search from the start Eligibility based on client choice zero exclusion philosophy Attention is focused on clients interests / preferences and choice Integration of IPS programs within mental health treatment centers

22 Components of IPS :(con t) Counselling advise on benefits/income assistance, health care benefits Job development: build on employer networks, develop relationships with employers Follow-along supports are individualized, continuous and time-unlimited

23 Supported Education and Supported Employment Research to support the effectiveness of combining Sup Education with Sup Employment to assist clients in pursuing skill trades Rudnik and Gover ( 2009)

24 Case example Client centered approach Strength-based assessment Goal-setting by the client Flexible approach/ accommodations Work experience to build confidence Close follow-up support Working closely with employer and client as partners to problem-solve

25 Role of the Employer Increasing recognition of duty of employers to provide psychologically safe workplaces 7 Mental health conditions rank in top 3 causes of long-term disability for 72% of businesses 8 82% of businesses rank mental health conditions in top 3 causes of short-term disability Recognition of not only absenteeism cost but presenteeism costs (may be 1.5x greater)

26 13 Psychosocial Factors Promoting Workplace Psychological Health 9,10 Psychological Support Organizational Culture Clear Leadership / Expectations Civility & Respect Psychological Competencies and Requirements Growth & Development Recognition & Reward Involvement & Influence Workload Management Engagement Balance Psychological Protection Protection of Physical Safety

27 National Standard of Canada for Psychological Health & Safety in the Workplace ( The Standard ) Championed by Mental Health Commission of Canada Developed by Canadian Standards Association and Bureau de normalisation du Quebec Voluntary set of guidelines, tools, resources Focus is promoting employee psychological health and preventing psychological harm in the workplace Benefit employer through increased: productivity, financial performance, risk management, organizational recruitment, employee retention

28 What can the employer do? Sign up for The Standard 11 Monthly webinars, Audit Tool, Action Guide for Employers and so much more Join Guarding Work Take Mental Health First Aid course Be proactive have conversations! Create safe spaces where employees can seek supports when needed Provide regular constructive feedback

29 What can the employer do? Other Resources Mental Health Works (CMHA) 10 Great West Life Centre for Mental Health 12 Bell Let's Talk Toolkit 13

30 Career Practitioners are KEY Uniquely positioned Knowledge of PSR and recovery principles Knowledge of job market and employers Key relationship with clients and their support systems

31 Where are we headed? Role of technology, internet, social media Reaching more remote areas Peer-based initiatives / social enterprises Recovery Focus / reduced stigma PSR Principles as guiding framework Mental Health as Important as Physical Health Recognition that employment key to recovery inability to work is exception, not rule.

32 References 1. Austin Clubhouse: 2. Pathways Clubhouse: 3. British Columbia Cooperative Association: 4. Canadian Cooperative Association: 5. The Cooperative Learning Centre: 6. Lived Experience Research Network: 7. Shain Reports on Psychological Safety in the Workplace: 8. WatsonWyatt 2007 Survey Report: - Effective Presence At Work:

33 References 9. Leadership Framework for Advancing Mental Health in the Workplace (Mental Health Commission of Canada): 10.Guarding Minds at Work: National Standard of Canada for Psychological Health and Safety in the Workplace ( The Standard ): Great West Life Centre for Mental Health: Bell Let's Talk Toolkit: Best Practices in Supported Employment: Canadian Association for Supported Employment:

34 References 16.Customized Employment Demonstration Project Questions and Answers: CustomizedEmploymentQAs.pdf 17. Customized Employment: A Comprehensive Job Developer's Manual (BackinMotion & Community Living B.C.):

35 Questions and Discussion To submit your question: Please use the Questions tab to the right of your screen. 35

36 Next Webinar May 21st Accessibility for Specialized Populations in One-stop Employment Centres: Best Practices from the UK, US and Australia Presented by: Wendy Bancroft, it s about us research In a one-stop employment services model like the Employment Program of British Columbia (EPBC), what can be learned from countries with a longer history of implementing one-stop approaches? What have other jurisdictions found to work best for clients and providers within one-stop frameworks? What are the factors most likely to spell success, in terms of supporting specialized populations to find and retain jobs? 36

37 Thank you for attending today! Continue the conversation at 37