business needs of the employer” (Civic Impulse, 2015, as cited in Jorgensen Smith, Dillahunt-Aspillaga, & Kenney, 2017, p. 195) Principles of Customised Employment The process of CE starts from three fundamental principles (Griffin, Hammis, & Geary, 2007): Every person is employable in an open employment environment The first principle centres on the belief that society creates the barriers that exacerbate the impact of an impairment. If society is the problem, then changing the construct of the environment is society’s responsibility. Persons with disabilities, particularly complex disabilities are disadvantaged by traditional competitive employment methodology The second principle comes from a critique of traditional job seeking methods. Finding a job opportunity, making a written application and waiting for a reply has traditionally provided poor outcomes for persons with disabilities. Firstly, the written application needs to be understood for what it is, a method used by employers to exclude the majority of applicants. Secondly, the proposition of disclosure will become a greater issue of significance using a written resumé and thirdly, the applicant under these circumstances, can’t get to show the skills and abilities that will become the major determinant in a positive employment outcome. It’s all about the person/s The third and final principle defines the critical element of any successful position of sustainable employment the quality of the relationship between the job seeker and – the potential employer. Relationships cannot be established on paper, they can only be developed when key questions about the key individuals are answered and the participants are encouraged to meet in circumstances that will enhance a quality conversation. The process of Customised Employment The underlying process of CE is as Discovery. In the 1990’s, rather than continually using comparative quantitative assessments to drive employment, the method of Discovery was proposed as an alternate qualitative technique to gather the information necessary to guide the employment pathway (Callaghan, Griffin, & Hammis, 2011). Discovery is characterised by the following concepts: seeks to identify existing information rather than creating information to formulate a new evaluation or diagnosis
business needs of the employer” (Civic Impulse, 2015, as cited in Jorgensen Smith, Dillahunt-Aspillaga, & Kenney, 2017, p. 195) Principles of Customised Employment The process of CE starts from three fundamental principles (Griffin, Hammis, & Geary, 2007): Every person is employable in an open employment environment The first principle centres on the belief that society creates the barriers that exacerbate the impact of an impairment. If society is the problem, then changing the construct of the environment is society’s responsibility. Persons with disabilities, particularly complex disabilities are disadvantaged by traditional competitive employment methodology The second principle comes from a critique of traditional job seeking methods. Finding a job opportunity, making a written application and waiting for a reply has traditionally provided poor outcomes for persons with disabilities. Firstly, the written application needs to be understood for what it is, a method used by employers to exclude the majority of applicants. Secondly, the proposition of disclosure will become a greater issue of significance using a written resumé and thirdly, the applicant under these circumstances, can’t get to show the skills and abilities that will become the major determinant in a positive employment outcome. It’s all about the person/s The third and final principle defines the critical element of any successful position of sustainable employment – the quality of the relationship between the job seeker and the potential employer. Relationships cannot be established on paper, they can only be developed when key questions about the key individuals are answered and the participants are encouraged to meet in circumstances that will enhance a quality conversation. The process of Customised Employment The underlying process of CE is as Discovery. In the 1990’s, rather than continually using comparative quantitative assessments to drive employment, the method of Discovery was proposed as an alternate qualitative technique to gather the information necessary to guide the employment pathway (Callaghan, Griffin, & Hammis, 2011). Discovery is characterised by the following concepts: seeks to identify existing information rather than creating information to formulate a new evaluation or diagnosis