Feb/110
Disability Employers and the BWAP
Disability employers and diverse organizations know that recruiting talent is meaningless without the means of organizing individuals to yield optimum production or service efficiency. Identifying individual aptitudes, abilities, and preferences goes a long way in placing new hires as well as advancing current employees. At times, specific assessment tools are necessary. For workplaces that employ individuals with disabilities, core operations depend on the accurate assessment and placement of individuals. Disability employers are smart to consider the Becker Work Adjustment Profile (BWAP) when conducting these assessments. This easy-to-use disability training resource provides critical insight on individual vocational abilities, a prerequisite for providing meaningful and safe job placement for those with disability.
Introduction: The Becker Work Adjustment Profile
The BWAP is an observer rating instrument that gauges the work readiness of an individual. This is measured by having a subject perform several work-related tasks while a third party observes and notes their behavior. The outcome of the BWAP assessment will highlight deficiencies in certain areas necessary for job performance. Businesses use this information to help place employees with physical or mental disability in appropriate positions within the organization.
Advantages of the BWAP
One advantage of the BWAP: It does not depend on the solicitation of user responses. Instead, it is an observer rating instrument. A professional observes the subject, rating him or her on several dimensions including work attitude, interpersonal relations, cognitive skills, and work performance skills. This significantly reduces the incidence of subject-driven error, so you may be confident in the outcomes of the assessments and place employees effectively.
The greatest advantage of the BWAP is that it highlights specific areas where the subject exhibits a skill deficiency. The deficiency is framed in the context of the work setting, and this varies by organization. In this way, the observer attains a clear understanding of the specific areas in which an employee may need support or additional training. Vocational training may then be implemented to remedy areas of skill deficiency, making the subject “work ready.”
Moving forward, companies are smart to prepare for assessing and placing workers with disability. Workplace disability is on the rise, indicated by the Council for Disability Awareness. Having a firmly established assessment and placement protocol will help to create the structure necessary to support employees with disabilities in 2011.
Jan/110
Emotional Quotient: A Managerial Study
Our disability training and education blog has a long history of distributing articles to help business professionals make the most of the talent they recruit. This article is no different. Today, Program Development Associates explores Emotional Quotient, or EQ, and the benefits employers receive by engaging in this type of employee training. It goes without saying, however, that leaders are smart to construct this sort of training in an inclusive manner. Opening the doors to a diverse talent pool adds depth to an employee base that translates to greater idea exchange and a heightened bottom line. In short, implementation of an EQ employee training program that accommodates those with disabilities is your organization’s best bet for increased productivity in 2011.
Training and The Emotional Quotient
The emotional quotient, typically denoted EQ, is the ability of an individuals to perceive, evaluate, and curb their emotions, as well as the emotions of their peers. This domain of ability is becoming characterized by organizational leaders, leadership consultants, and psychologists as the primary indicator of work performance. Individuals with a high EQ are more in tune with the emotions of themselves and those around them, increasing their ability to empathize, negotiate, and motivate individuals including themselves. EQ is thought to have the greatest impact on individuals in positions of authority because of their role in organizing and motivating a group.
Disability Employment Programs with EQ
Disability programs are already in place at most American businesses, their goals ranging from ADA compliance oversight to aggressive hiring of individuals with disabilities. No matter what the whole disability employment programs play in your organization, one thing is certain: Managers with high EQ scores drive effective disability employment programs that drive improvements in performance, workplace culture, and revenue (i).
Unfortunately, managers are often categorized by low levels of EQ. In a study of more 1400 managers, Ken Blanchard businesses found that about 56-82% of managers lacked the EQ skills most necessary for successful leadership (ii). Specifically:
- 82% fail to give employees praise for positive contributions
- 81% neglect to incorporate each of their followers in job processes
- 76% either over-supervise their followers, or under-supervise them, providing a leadership style incongruent with job tasks and work environment
- 59% neglect to implement proper employee training programs to motivate their employees
Moving Forward: Developing Employer Relations
The good news: it’s never too late to create employee or managerial training programs tailored specifically to the needs of your organization. Organizations are cautioned, however, to fully assess business operations as well as managerial EQ levels before engaging in training to build employer relations skills. Full business analysis is a critical factor in creating training programs that yield true results. Disability videos, EQ materials, and other resources are available online, giving businesses the opportunity to create a custom library of training materials geared specifically towards their unique training objectives.
(i) http://guidebestofthebest.com/emotional-intelligence-eq-matters-more-than-iq-to-increase-business-profit-budget-for-executive-leadership-development-and-success.php
Jan/110
Government Trains to Hire Workers with Disabilities
President Barack Obama issued Executive Order 13548 last summer, challenging the Federal government to reevaluate their strategy for disability employment. The Order fell on July 26th, 2010, the 20th anniversary of the Americans with Disabilities Act. Motivation for the Order came from the need for the nation’s largest employer, the Federal government, to lead by example. The President challenged Federal departments to not only higher individuals with disabilities, but also to increase the rate at which they are retained and advanced. The government made significant strides towards attaining that goal just before the New Year; the Office of Personnel Management (OPM) hosted a disability employment training event, focusing on how best to achieve the goals set forth by the President’s Order.
An Overview: Executive Order 13548
Executive Order 13548 moved to unite the Office of Personnel Management, Department of Labor, Equal Opportunity Commission, and Office of Management and Budget in an effort to reassess Federal disability employment initiatives. The goal: reposition the Federal government as a “model employer of persons with disabilities,” (i). Each department was charged with developing their own plan of action for hiring prospects with disabilities. Additionally, Order 13548 encourages Federal departments to utilize the excepted service hiring authority of Schedule A to expedite job, internship, and training program placement of those with disabilities.
Federal Disability Training, October 2010
The Office of Personnel Management hosted the disability training workshop, partnering with fellow departments to address the lofty goals set forth by the President’s Order. Commenting on the training program, OPM Director Christine Griffin stated:
This is a win-win for everyone. Employment opportunities are increased for people with disabilities and the Federal government hires highly talented and skilled individuals. (ii)
Disability Programs and Employment
In the wake of President Obama’s Order and the Federal Disability Employment Training event, it is time for employers nationwide to embrace Ms. Griffin’s message: training for disability is a win-win. Preparing your organization to take on individuals with disabilities adds rich depth to your employee base, strengthening human capital. Further, according to a study of disability trends conducted by the Council for Disability Awareness, the rate of serious disabilities among working Americans is growing at an alarming rate (iii). Training for disability is becoming an essential component of employee training, creating a competitive advantage for the forward thinking organizations that embrace it.
(i) http://jfactivist.typepad.com/jfactivist/2010/10/from-the-office-of-personnel-managment-102610-opm-hosts-disability-employment-training-workshop-gave-agencies-the.html
(ii) See above.
(iii) http://www.beamalife.com/blog/disability-insurance/5-most-alarming-long-term-disability-ternds/
Jan/110
Achieve Interoffice Efficiencies with Disability Training
Disability training may take on several forms. From enhancing employee communications to creating cohesion among different departments, training for disability optimizes organizational performance. The means of implementation may vary, however the end is most always constant: increased operational efficiency.
Reasons to Train for Disability
Training for disability is a requisite for success in today’s dynamic and diversified business culture. The Council for Disability Awareness has issued disability trends report stating that the incidence of serious disability has grown steadily since just 2007. Women and younger workers are most at risk, according to the report, and managers who anticipate disability in the workplace are positioned for success. Disability costs can be staggering, but forward-thinking organizations can anticipate areas of risk and train employees accordingly. Remaining compliant with the Americans with Disabilities Act, for example, requires attentive study of Federal and state level laws. Specifics may fluctuate, and creating a disability employment program that oversees compliance issues can save organizations immense amounts of time, money, and unwanted publicity.
Disability Training Topics
Disability training topics are similar to those of other, more common employee training programs. Unlike common training programs with which most employers are familiar, however, training for disability addresses these areas with workplace diversity in mind. This new and forward thinking method of employee training increases accessibility, builds inclusion, and positively leverage diversity to increase the bottom line. Three areas of beneficial disability training include employee communications, human relations, and ethical decision making:
Communications
With the number of different cultural customs and languages increasing in today’s workplace, increased importance is placed on effective communication. The same may be said for public relations; as community diversity increases, so too does the need for business to make an effort to communicate with persons of different backgrounds.
Human Relations
Training to better human relations involves more than communications training. Subtopics here include soft skills training, sensitivity training, and other areas of training that aim to increase the emotional quotient of employees.
Ethical Decision Making
From a legislative stance, employers are prohibited from discriminating against qualified job applicants. However, job posting, recruiting, and interviewing practices are each performed at the discretion of the employer. Training managers and human resources departments to carry out these functions in an ethical manner translates to ADA compliance, increased reach to prospects with disabilities, and an enriched talent pool from which to choose.
What to Expect from Disability Training
Ongoing employee training benefits each member of the organization. For organizations with an eclectic employee base, disability training offers the added benefit of creating a sense of inclusion among employees with rich differences. Ongoing training is essential; disability videos and other multimedia resources are essential in presenting and refining concepts that are critical to success.
Oct/100
Skilled Technical Careers
Pursuing a college degree is not the only option for young people. Instead, it is a cultural norm that has become the go-to option for those who need more education, engagement, and time to decide on a career path. Skilled careers are a viable option for young people that are often lost in the overwhelming societal push towards the college experience.
There are many ways to transition into a skilled career as a young person. Apprenticeships, work-based learning programs, and associate’s degrees are just three ways to pursue opportunities for employment. These paths are each explored in the Succeeding Without College DVD resource from Program Development Associates. This indispensable resource helps viewers consider the abundant alternatives to college and decide which option is best.
Apprenticeships
Apprenticeships are an excellent way to link employers with individuals who are ready to dive into the workplace. The Internet has become a valuable resource for employers to post apprenticeship opportunities, and for young people to find apprenticeship opportunities in their field of interest.
Work-Based Learning
Work based learning takes a hybrid approach to education, combining traditional the traditional learning environment with hands on work experience. This provides the ideal environment for individuals to showcase their abilities, as well as to learn firsthand whether or not a particular work environment is aligned with their personal values and abilities.
Associate’s Degree
The Associate’s Degree is perfect for the individual who does not want to pursue a four year undergraduate college degree but nonetheless has a particular field that they wish to study. Moreover, individuals who choose this path will be well positioned to transition to a college to attain an undergraduate degree if they so choose.
Making the change from teenager to young adult is difficult, and choosing the correct opportunity is critical. The Succeeding Without College DVD is an essential resource for young adults who are considering alternatives to a college education. This resource explores various skilled career options, highlighting skills and essential qualities for success along the way.
Oct/100
Disability Employment: Making Transitions
Whether transitioning into the workforce for the first time or making a career change, finding jobs for people with disabilities may be a challenge. Caregivers and advocates see firsthand, for example, the difficulty people with learning disabilities face in trying to find employment that is both fulfilling and congruent with ability. The most effective way to make this transition is to first gauge the ability, talent, and interests of the individual. This personal assessment must then be used to compare real world employment options to confidently make career decisions.
Disability Employment Evaluation
Identifying the interests and abilities of an individual is crucial in determining the field of employment to pursue. The Career Evaluation DVD has been a popular disability product; this resource is available in Closed Captioned format and helps individuals relate occupational tasks and work environments to their own unique values. Education level, skill set, personal values, and lifestyle are all explored in the context of employment opportunities to mesh the attributes of an individual with an ideal area of work.
Disability Job Advancement
Many persons with disabilities are currently employed and may be happy with the environments in which they work. Still, these individuals may need assistance in evaluating how to progress as a professional in their field. The Career Advancement Strategies and Tools textbook will serve as a guide for these individuals to better identify their desires and to construct actionable steps towards achieving employment that is more satisfying.
Whether employed or seeking employment, career management is a necessary element for persons with disabilities, caregivers, and advocates to consider when seeking and evaluating career opportunities. Active career management can not only help with disability employment, but it can also aid in job retention. As studies like the Unnecessary Boundaries report produced by TeleWork Exchange indicate, it is the lack of disability job retention that has driven unemployment to such high levels in recent years.
