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When I'm at work: Supported employee induction Trainer's guide

Chapters

The DVDs

Introduction to the DVDs

As mentioned in the introduction to this guide, there are two DVDs in this resource. Each contains footage of a new supported employee’s experience as he is inducted to the workplace. DVD 1 is a shorter version of DVD 2, and is more suitable for supported employees with intellectual disability. You should choose the most appropriate version of the DVD for your new supported employees.

Transcripts of the footage and key points for discussion are provided to:

You can use the DVDs as part of the organisation’s pre-existing induction program, or as a guide to producing a customised induction resource.

DVD 1

Load DVD 1 into the DVD player. The main menu will appear on the title screen.

There are four chapters on DVD 1.

What can I expect on the first day?

Transcript

What we are going to do this morning is go very slowly through a lot of paperwork and you probably won’t be getting out to do any work whatsoever on the floor until about 10 o’clock, so morning tea time, all right?

We’ll go slowly through our handbook and all; this is the induction kit. So, a lot of this stuff you get to take home with you. Every organisation like us has a policy that says what the plan is for the organisation and our plan is so that people with a disability have fulfilling employment in a viable business environment. Okay? So we’ll go through this handbook, the handbook is yours to take home and it has all the information that you need to know about us.

Discuss the following with the supported employee.

Discussion

Discuss the key points from the DVD.

On the first day, a new supported employee can expect to:

Discuss the key words and phrases from the DVD.

What can I expect after working for one week?

Transcript

Shane, today we are actually looking for, we’re doing an inspection job today. These 400g cans, you’ve got to look for dints along the bottom, as soon as you feel something like a slight dint down the bottom of the label, like that, you feel that there, that’s got to be out so you just put that aside and all the good stuff goes straight past. Right?

Discuss the following with the supported employee.

Discussion

Discuss the key points from the DVD.

After a week, a new supported employee can expect:

What can I expect after working for three months?

Transcript

How’s it going, Shane?

Not bad, Jamie.

You’ve been here for a while now so it’s time for your appraisal, right? We’ll go up to the office. We’ll go and do your appraisal.

OK, Shane, you’ve been here for three months now. This is an appraisal process we go through just to see where you’re at and how everything fits into the business. We’ve got performance, abilities and the outcomes and then we have a personal plan for something you might want to learn down the future like different machines and stuff. So, on this plan we have work attitudes, abilities and all that sort of stuff. We have also your attitudes in relationships to other people as you work in a team, the safety signs and stuff, alright? Also, this is all about your teamwork, how you can work in with others and get on with other people in your team and how you all combine together and work as a team. Alright? So, it won’t take too long and we’ll just fill all this out and see how you are going.

Discuss the following with the supported employee.

Discussion

Discuss the key points from the DVD.

After three months, a new supported employee can expect:

Discuss the key words and phrases from the DVD.

What can I expect after working for 12 months?

Discuss the following with the supported employee.

Discussion

Discuss the key points from the DVD.

After 12 months, a new supported employee can expect:

DVD 2

DVD 2 contains interviews with a supervisor who explains the expectations of a Disability Business Service, and what a new supported employee can expect from the various stages of employment. DVD 2 should be introduced by the trainer to the supported employee prior to viewing.

The trainer should advise that it comprises comments from a business service manager, as well as the story of a new supported employee on his first day, at the end of his first week, three months later, and after twelve months.

Load DVD 2 into the DVD player. The main menu will appear on the title screen.

There are four chapters on DVD 2.

Some chapters are designed to be played without pause, and then discussed. Others are designed to be paused at certain points, discussed, and then continued. Full details about how to deliver DVD 2 are provided in the following pages.

What is a business service organisation?

This chapter emphasises that a Disability Business Service is a business, and as such, has business and financial goals as part of its role to support people with disability.

Transcript

A business service organisation in our situation is ... we’re actually a manufacturing company that happens to employ people with disability. It is very important that we keep focused on our commercial activity while not forgetting that we are a service provider. Our role is really to employ people with disability, to increase their skills, to give them job competencies, to either move on into open employment or for many who prefer to stay here. The only difference we have with our employment conditions is that supported employees undergo a recognised wage assessment and so we pay based on their competency and productivity.

It’s a caring environment; however it is not a welfare-focused environment. It is very much more a commercially-focused activity, and we’re here to make money. The money gets put back into the business which then assists people in the future.

Discuss the following with the supported employee.

Discussion

Discuss the key points from the DVD.

Discuss the key words and phrases from the DVD.

What can a new worker expect from a business service organisation?

This chapter discusses what new supported employees can expect from a workplace including areas of training and staff development, such as training pathways, individual assessments, types of work, supportive environment and wage assessment. It highlights that everyone has equal access and opportunity to participate in staff development and training.

Transcript

A new worker’s expectations vary, as far as what people expect from ourselves. Everybody comes here knowing that they will be given real work to do, and that’s the key, is that we don’t do any menial work, it’s all highly desirable type work these days. It’s fairly technical, and it stretches people and challenges people as far as their skills and competencies go.

Our aim is to actually give people skills for the future. We have young people leaving school that come here, that perhaps only want to stay for 12 months then move on into open employment. This is their first step so we can actually give them a reference or a testimony that they actually worked here. They build up a work ethic and the confidence to actually do better. Other expectations are to feel comfortable with knowing the environment is actually a supportive environment, so people know that there are no silly questions. If people have got an issue they can actually raise those questions. They’re supported on the job with trained staff in a production area and we also have employees and staff that have a background in disabilities who are there to assist with non-commercial issues so we are dealing with people with ... it could be accommodation issues, it could be dealing with legal issues, whatever it might be, we will refer them on to appropriate agencies.

The thing I would stress when we are actually meeting with families and employees for the first time is the fact that it is our conditions of employment are the same as anywhere else if not better. The only difference is we have within our EBA is the fact that we do assess people’s wages, that is with the wage tool that’s been recognised by the union and is also supported by our own employee base. So there’s that slight difference, other than that everybody has the same conditions, everybody has a personal performance and development review whether you have a disability or not and everybody shares in the spoils, I suppose.

We offer the same support to non-supported employees. If it becomes a thing of needing some counselling of some sort we’ll refer them to the appropriate agencies. We often cover the costs of the counselling if it’s not free, but our expectations are also the same as for our supported employees. If you do something wrong, you will be treated like any other employee. You will be counselled, disciplined and whatever the consequence might be.

Pause the DVD here. Discuss the following with the supported employee.

Discussion

Discuss the key points from the DVD.

Discuss the key words and phrases from the DVD.

Resume the DVD.

Transcript

What we are going to do this morning is go very slowly through a lot of paperwork and you probably won’t be getting out to do any work whatsoever on the floor until about 10 o’clock, so morning tea time, all right?

We’ll go slowly through our handbook and all; this is the induction kit. So, a lot of this stuff you get to take home with you. This is what is called our ‘strategic ends’ policy. Every organisation like us has a policy that says what the plan is for the organisation and our plan is so that people with a disability have fulfilling employment in a viable business environment. Okay? So we’ll go through this handbook, the handbook is yours to take home and it has all the information that you need to know about us.

Discuss the following with the supported employee.

Discussion

Discuss the key points from the DVD.

On the first day, a new supported employee can expect to:

Discuss the key words and phrases from the DVD.

What is the role of a supported employee in a business service organisation?

This chapter emphasises the fact that new supported employees have valued roles in the business, as do all employees, in that they are important contributors to the organisational outcomes of the business and as such should enjoy comparable working conditions and remuneration.

Transcript

The role of a supported employee is the same as anybody else working in any environment. They’re a valued employee, they have the same rights and entitlements as anybody else in the workforce, and the fact that they have a disability doesn’t take away the fact that they are employed, so we ensure the remuneration is at the appropriate levels. The conditions of employment are the award conditions or in our case we have an enterprise agreement which is supported by the union. They generally enjoy very good work conditions and our expectations are fairly high. We do expect people to behave when they are at work, the same as anybody else.

Discuss the following with the supported employee.

Discussion

Discuss the key points from the DVD.

Discuss the key words and phrases from the DVD.

What does a business service organisation expect from a new worker?

This chapter looks at what a Disability Business Service may expect from a new supported employee. A case study looks at ‘Shane’, a new supported employee who has just started work with a Disability Business Service.

Transcript

At the end of the first day our expectations aren’t that great for a new employee, it is their first day so we are not expecting them to work on a production line and know what they are doing. It is very important however that they’ve actually had a full induction and orientation to the workplace. We provide supported employees with a handbook. We work through that handbook as a reference source. Again we don’t expect them to actually remember everything that is in there. So our expectations at the end of the first day are really that they can actually feel comfortable with the work environment. We do actually link people with a work mate, like a buddy system so that they have somebody that they know to go and sit with at lunch time, morning tea and so on.

So at the end of the day we’d like them to leave work knowing that they are working in a safe environment, it’s healthy and it is a caring environment, but also it is a business so it is work.

Pause the DVD. Discuss the following with the supported employee.

Discussion

Discuss the key points from the DVD.

Discuss the key words and phrases from the DVD.

Resume the DVD.

Transcript

Scene changes to the end of the first week

Shane, today we are actually looking for, we’re doing an inspection job today. These 400g cans, you’ve got to look for dints along the bottom, as soon as you feel something like a slight dint down the bottom of the label, like that, you feel that there, that’s got to be out so you just put them aside and all the good stuff goes straight past. Right?

At the end of the first week our expectations are a little higher, we know that the person has settled and depending on the hours of work they are going to work, whether they are full-time or part-time, but at the end of the first week they have usually been introduced to a particular part of the production line. It is often the most menial jobs initially, we don’t start people off on jobs that they can’t do so we try and look at them succeeding straight away, so we set people up to succeed which is often the entry level of the first step on the ladder. Our expectations are again at the end of the first week, they can go home feeling confident that they have done a good job and that they have been introduced to some real work.

Pause the DVD here. Discuss the following with the supported employee.

Discussion

Discuss the key points from the DVD.

After working for a week, a new supported employee can expect:

Resume the DVD.

Transcript

At the end of three months all our supported employees undergo a personal performance and development review. This is where we actually sit down with the individual, we sit down with a direct line manager or supervisor and we discuss their progress to date. We look at the type of duties they’ve been performing; we look at their competencies in the area of work skills, work habits, occupational health and safety, material handling, organisational culture and quality. We identify their strengths, we also look at any deficits that they might have in their skills in certain areas and we also look at their long-term goals. So we look at objectives we’d like to set for the next 12 months, we try and keep all goals and objectives work related. However, we do assist people with non-work-related activities or training they may wish to pursue in the future.

You see a massive change take place with people from when they first start from the first week, the first three months. By the end of the first three months, people have met new friends at work. We’ve helped to build their social networks. We don’t facilitate the social club as such but we do promote a lot of external activities with local sports clubs and so on so a lot of new employees find that’s an excellent way of actually meeting new people. There is a lot more confidence on the line because we give a lot more autonomy to people as well. So if people have got the skills we encourage them to use them. We are always there as a backup, so we’ve always got support staff there to assist with any problems. It is great to see people actually gaining that confidence so that they can actually do things themselves without being dependant on others.

Pause the DVD here. Discuss the following with the supported employee.

Discussion

Discuss the key points from the DVD.

Discuss the key words and phrases from the DVD.

Resume the DVD.

Transcript

How’s it going Shane?

Not bad Jamie.

You’ve been here for a while now so it’s time for your appraisal, right? We’ll go up to the office; we’ll go and do your appraisal.

OK, Shane, you’ve been here for three months now, this is an appraisal process we go through to see where you’re at and how everything fits into the business. We’ve got performance, abilities and the outcomes and then we have a personal plan for something you might want to learn down the future like different machines and stuff. So, on this plan we have work attitudes, abilities and all that sort of stuff. We have also your attitudes in relationships to other people as you work in a team. You’ve got production requirements, work requirements, also safety signs and stuff, alright? Also this is all about your teamwork and how you can work in with others and get on with other people in the team and how you all combine together and work as a team. Allright? So, it won’t take too long to sort all this out and see how you are going.

Pause the DVD. Discuss the following with the supported employee.

Discussion

Discuss the key points from the DVD.

After working for three months, a new supported employee can expect:

Resume the DVD.

Transcript

At the end of 12 months, we usually have people who are very settled in their employment, have gained a lot of competencies and skills, have usually worked on a range of lines and operations, have learnt quite a lot of machinery operations. All of the skills are documented and we retain them on their personal files and on each line that we operate we keep a database of who’s trained to work on particular machinery to ensure safety.

It’s usually the person’s undergone their first wage assessment within the first 12 months so they’ve actually seen some benefits to their own performance. It’s usual after the first wage assessment that people do get pay rises because they’ve learnt some new skills and the competencies have increased.

Discuss the following with the supported employee.

Discussion

Discuss the key points from the DVD.

After working for 12 months, new supported employees can expect:

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