Types of accreditation criteria

An important discussion point related to the design of an accreditation system for Supported Employment was: does an accreditation system conflict with the philosophy of Supported Employment? Traditional accreditation systems are based on program input. Mostly there was no real attention for individuals with a disability and on results/outcomes. Supported Employment is person centred. A program oriented approach in an accreditation system doesn’t fit.
Supported Employment needs another reference framework, which is related to a support oriented approach.
Another question was: what should be the level of criteria? When the level is very low than people start questioning this and might conclude that the service provision is very poor. On the other hand when the level is very high there might not be enough stimulation and encouragement to develop Supported Employment further.

The choice for an accreditation system for Supported Employment is based on:

1. it must be person centred;

2. not program related, but support oriented;

3. quality focus on outcomes/results;

4. basic criteria with guidelines.

On April, 10th WASE has accepted the following criteria.

(1) All Supported Employment Services must be customer focussed.

The central aim of Supported Employment organizations is tailoring services to the unique needs of the clientele being served.  Consequently, clients are not expected to  adjust to an inflexible, pre-established system.  Rather, customer participation at the very initial stages of service delivery is required.  The onus is on the organization to adjust and accommodate the needs and characteristics of clients being served.

Recipients of supported employment services are never a homogeneous group; individual characteristics, needs, and goals of each client must be respected and attended to.  Thus, concern should be with the well being and satisfaction of each client.
In summary, the Supported Employment methodology is intended to be an individual process dependent on constant, open communication between the service provider and clients being served.  It is not enough for service providers to ask how their services should be designed to meet the needs of each customer; service providers  must regularly look to consumers for answers on how services can be improved.  The client perspective is key in determining what is and is not effective in the provision of quality services.

(2) The Supported Employment process is an individual process whose outcomes must include:

From the Person's point of view:

	The individual is actively involved in his or her planning
	The individual is free to express his/her desires and needs
	The development of a supportive environment
	The individual defines his/her life directions
	The individual established the outcomes and how they will be measured

From the families and friends point of view

	The process includes input from significant "players" in the individual's life.
	The significant "players" have important and contributing roles in the process
	The significant players are listened to and respected.

From the staff's point of view

	Gain a better understanding of the person
	Changing the perception of the needs and desires of the individual
	The process puts the focal person in charge of his or her services

It is crucial that the client not be positioned as a passive recipient of Supported Employment Services. Instead, he or she must be an active participant in setting goals and planning services.  This may be achieved through interviews, records, checklists and the  provision of assistive technology and communication accommodations ect.

Coordinated individualized service plans are developed with the persons served based on information about their strengths, abilities, needs, and preferences, with a focus on their desired outcomes and expectations.  The individual service plans are communicated in a manner that is understandable to the persons served and to the individuals who are responsible for implementing the plans.

Reasonable efforts and/or accommodations are made to obtain the active participation and understanding of the persons served.  The organization develops its service plans to meet the needs of  the persons served and its referral and funding sources (local, provincial, state, federal, or managed care) as well as the standards for quality plans and records the organization sets for itself.

Many of the following are typically included in a plan:

	Documentation of the decisions made by the person served.
	Goals and objectives that address the person's preferences and choices.
	Time frames
	Measures and procedures to assess outcomes
	Individuals responsible for implementing the plan.
	Specific supportive services
	A schedule for periodic review of the plan.

Needs a service

3) The organization must provide individual support plans based on individual input.

-Use the least restrictive supports.

-Training on the job, consultation with employer, supervisor, and co-workers, assistance in integrating the employee into the work environment, relating to co-workers at break/lunch. Support and counseling necessary for maintenance of employment.
Intervention following job loss?

The decision for supported employment placement should be based on the optimum anticipated outcome for the client at time of job placement including integration, wages and client satisfaction. 

- Employment services may include an array of services and supports that ultimately lead to employment, including assisting the person with the identification of employment goals and objectives and identifying, planning, and providing the supports a person needs to achieve and maintain employment

The persons served have individually tailored support services that reflect their needs and desired outcomes.  Services are developed with the knowledge and the preferences of the persons served, information about community employment needs and opportunities for interaction with people at the job site and in the community.  Continuous review of the individual outcomes provides data for improving, modifying individual services.  Interviews with the persons served reveal their participation in the planning process. 

The persons served have assistive technology and related equipment available to meet their needs and preferences within the context of immediate accommodation. 

The persons served have ongoing opportunities and support to make informed choices.

The persons served become knowledgeable about the personal impact of employment and the rights and responsibilities associated with employment.  Examples of areas in which they make decisions based on informed choice  may include:

	The scope, duration and expected outcomes of the services
	employment choices, plans and options
	paid or unpaid work
	work settings
	career development and/or training activities
	career advancement opportunities

The persons served acquire and maintain employment consistent with their preferences, strengths, and needs. For example, if employment cannot be maintained due to medical contraindications or aging, the organization recognizes and plans for appropriate services or referral. 

Focus on one person at a time.  The service includes significant members of the community who surrounds the person served.  Parents, family members, friends, associates from work, church and local neighbourhoods all play a part in the planning and delivery of comprehensive, coordinated services which assist a person to be included in their neighbourhood and/or community. 

a person centred support delivery system drives the organization which develops and delivers the services, not vice versa. 
 

4) The supported employment activities must lead to a paid job.

Guidelines:

	job finding
	job re-design
	job analysis
	matching
	introduction
	on the job training
	work adaptation  also includes workplace adaptation

Work that is performed on a full-time or on a part-time basis averaging at least 20 hours per week for each pay period.

The client is paid at or above minimum wage or payed based on his or her productivity under the proper State and Federal labor certificates.  The employment site is in the community and the client has regular contact with co-workers who are not disabled or other individuals (such as the general public) at the work site other than support personnel.

The client is to be paid directly by the employer.

It is expected to be a long term, permanent position.