Kristiina Härkäpää University of Lapland, Rehabilitation Science

Kristiina Härkäpää University of Lapland, Rehabilitation Science

poor employment results case load is high - no resources for more individualized planning and support need for case management often stronger than need for employment service resources are spent on planning and organizing other services focus is primarily on the supply perspective - on the individual job-seeker, e.g. his/her skills and aspirations, training and service needs no real interest in the demand perspective no profound knowledge of the employers needs and what the employers think about recruiting people with disabilities or support needs support and guidance services end with employment which is seen as the end not the beginning no extra support for the employer or new employee to deal with problems or needs for help service structure and job description of job coaches?

support to persons with disabilities or other disadvantaged groups to obtain and maintain paid employment in the open labour market support is carried out by a job coach or employment specialist requires close collaboration with employers SE is not, e.g.: work experience placement or voluntary work, vocational training or sheltered or segregated employment IPS (individual placement and support) is the most frequently studied form of SE quality standards of IPS have been tested and proven to be valid in several rigorous studies; strong evidence base Kristiina Härkäpää, University of Lapland, 2013

services focus on paid jobs in open labour market (not only on work training placements, job try-outs; requires knowledge about job opportunities in the community and ways of working with employers) eligibility based on consumer choice (job readiness not required) rapid job search (no long-term training period) integration with (mental) health service (joint understanding of individual goals, support from relevant stakeholders) attention to consumer preferences (not any job, but a job that the client prefers) intensity of support; time-unlimited and individualized support benefits counselling strong research evidence-base

clients benefiting from SE services have different backgrounds, e.g. learning disabilities mental health problems physical disabilities long-term unemployed long-term unemployed immigrants employment rates (open labour market) range between 30 to 70 % Kristiina Härkäpää, University of Lapland, 2013

312 clients randomly assigned in six European centres in UK, Germany, Italy, Switzerland, the Netherlands and Bulgaria to receive IPS (n=156) or vocational rehab (n=156) 18-month follow-up IPS quality standards (checked) outcome criteria and results: IPS VR paid jobs 55 % 28 % job tenure 130 days 30 days readmission rate 20 % 31 % service drop-outs 13 % 45 %

Casetti (2001) persons with severe mental health problems, n = 59 drop-outs:11 decided not to attend after the first interview, 17 before starting job search final number of active clients 31 paid jobs 24 (77%; incl. drop-outs 41 %) work experience, job try-outs 7 (23%; incl. dro 12 %) Tutka (2006) unemployed disabled job-seekers with university education and mental health problems (employment office) SE program, n = 23, control group, n = 34 employment status after 12 months: paid jobs: SE 43 %, controls 9 % unemployed: SE 35 %, controls 70 %

Majakka (2005) long-term unemployed immigrants with social and health problems, n = 102 spoken Finnish: good 56%, moderate 27%, poor 17% employment results at the end of the project: paid jobs (no subsidies) 28 % wage-subsidised jobs 28 % unemployed 18 % Kompassi (2013) n = 119, long-term unemployed and disabled job-seekers (56 %) or persons on disability pension /sickleave with health and social problems (31%) personal goals: paid job or vocational training 73 % (n = 87) intermediate employment and training results - positive results 77 %: paid jobs 22 % wage-subsidised jobs 25 % vocational training (voc. qualifications, apprenticeships) 30 %

Labour market status before and after attending mainstream job coach services of the employment administration register data (n = 2096) % 70 60 66 50 50 40 30 24 before after 20 10 11 10 7 13 18 0 employed unemployed student other

% 45 40 35 36 39 30 25 27 20 18 19 before 15 14 15 13 14 after 10 8 5 0 employed unemployed student pension other

Employment administration disabled job-seekers (n=35) Social insurance persons with mh problems (n=21) Median Range Median Range no. clients/job coach 15 2-35 7,5 2-15 search for work experience placement (weeks from start) search for paid job (weeks from start) job search from open labour market (% of work hours) support at workplace (% of work hours) no. employer contacts/month 5 0-24 22 1-40 1 0-12 34 7-40 30 0-100 5 0-25 15 0-100 5 0-20 20 2-200 4 1-60

1. acceptance of SE as an essential part of employment and vocational rehabilitation services (government, funders, service providers) 2. profoud knowledge of SE principles, quality standards and goals (government, funders, service providers) 3. knowledge how to implement the service successfully, commitment, funding (government, funders, service providers) 4. referral practices: avoiding inadequate referrals (e.g. correspondence between the service and the client s goals?) 5. training of staff clear description of the essential work tasks of job coaches division of tasks between job coaches (employment-focused activities) and case managers (other support needs) 6. follow-up of service implementation and outcome relevant feedback concerning outcomes and fidelity to quality standards concrete action steps and ability to use feedback

Individual factors Personal circumstances External factors Employability skills and attributes (e.g. personal and vocational qualifications, work experience) Demographics (e.g. age, gender) Health & well-being (e.g. physical & mental health, disabilities, working ability) Job seeking skills (e.g. ability to use services/resources, informal networks) Adaptability & mobility (e.g. geographical mobility, occupational flexibility) Household circumstances (e.g. caring responsibilities) Work culture (work encouraged and supported within one s family, peers etc.) Access to resources (e.g. transport, financial support, support networks) Demand factors (e.g. local & regional, nature of demand, occupational structure) Macroeconomic factors (e.g. stability, level of labour demand) Recruitment factors (e.g. recruitment procedures, selection preferences, search channels, discrimination, use of informal networks) Enabling support factors (e.g. accessibility of public services, incentives, measures supporting transitions)