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EMPLOYMENT SUPPORT
Describe ways to provide employment
support and related services for diverse
service user groups
level:
4
credit:
6
planned review date:
May 2007
sub-field:
Social Services
purpose:
People credited with this unit standard are able to describe
important considerations for working with diverse service
user groups in employment support, and describe how to
engage and stay current with specific services indicated by a
service user's needs.
entry information:
Open.
accreditation option:
Evaluation of documentation and visit by NZQA and industry.
moderation option:
A centrally established and directed national moderation
system has been set up by Community Support Services ITO
Limited (Careerforce).
special notes:
1
People awarded credit in this unit standard are able to
demonstrate knowledge of Te Tiriti o Waitangi for social
service purposes, and are able to apply this
competence to the context of assessment for this unit
standard (for further clarification, please refer to Unit
7926, Explain Te Tiriti o Waitangi for social service
purposes).
2
Glossary
Employment is the agreed exchange of labour for
money in compliance with all the conditions of the
Employment Relations Act 2000.
For the purposes of this unit standard, employment
support is defined by the following six principles –
placement first; ongoing support; wages and associated
employment benefits; universal eligibility; real
workplaces; career development.
 New Zealand Qualifications Authority 2016
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EMPLOYMENT SUPPORT
Describe ways to provide employment
support and related services for diverse
service user groups
Employment support worker refers to the person
seeking award of credit for this unit standard.
Financial support includes support to both employers
and employees, but does not include wages and
salaries. Examples of financial support include
equipment grants, Mainstream payments, taxi
vouchers, Workbridge administered support funds,
Work and Income subsidies and allowances.
The term service user is used in this unit standard
because that reflects the nature of their relationship
with the employment support worker and service
provider. However, they may also be regarded as a
‘job seeker’ or ‘employee’ in other circumstances.
3
Assessment notes
The following apply to the performance of all elements
of this unit standard:
a
All activities must comply with service provider
guidelines, protocols, staff manuals, strategic
plans, kawa, or tikanga.
b
All activities must comply with relevant cultural,
legislative, and regulatory requirements, which
include but are not limited to: Code of Health and
Disability Services Consumers’ Rights 1996;
Employment Relations Act 2000; NZS 8134:2001,
Health and Disability Sector Standards; Health
and Disability Services (Safety) Act 2001; Health
and Safety in Employment Act 1992; Human
Rights Act 1993; Official Information Act 1982;
Privacy Act 1993.
4
Significant social policy and legislative and regulatory
requirements (both historical and current) include:
Minister for Disability Issues. April 2001. The
New Zealand disability strategy: Making a world of
difference: Whakanui oranga. Wellington: Ministry of
Health;
Department of Labour. September 2001. Pathways to
inclusion: Ngā ara whakauru ki te iwi whānui: Improving
vocational services for people with disabilities.
Wellington: Department of Labour;
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EMPLOYMENT SUPPORT
Describe ways to provide employment
support and related services for diverse
service user groups
Mental Health Commission. 1998. Blueprint for mental
health services in New Zealand: How things need to be.
Wellington: Mental Health Commission.
This resource can be downloaded from the Mental
Health Commission’s website:
http://www.mhc.govt.nz
National Advisory Committee on Health and Disability.
2003. To have an ‘ordinary’ life – Kia whai oranga
‘noa’: Community membership for adults with an
intellectual disability – Ko te noho-ā-iwi mō te hunga
hinengaro hauā kua pakeke nei. A report to the
Minister of Health and the Minister for Disability Issues
from the National Advisory Committee on Health and
Disability. Wellington: New Zealand.
This resource can be downloaded from the National
Health Committee’s website:
http://www.nhc.govt.nz
accident compensation legislation, including the
Accident Compensation Act 1982 and the Injury
Prevention, Rehabilitation, and Compensation Act
2001;
Code of Health and Disability Services Consumers’
Rights 1996;
Disabled Persons Community Welfare Act 1975;
Education Act 1989;
Employment Relations Act 2000;
Health and Disability Services Act 1993;
Health and Disability Services (Safety) Act 2001;
Health and Safety in Employment Act 1992;
Human Rights Act 1993;
Minimum Wages Act 1983;
Privacy Act 1993;
New Zealand Public Health and Disability Act 2000;
State Sector Act 1988 (and associated Equal
Employment Opportunity EEO strategies);
New Zealand Standard (NZS) 8134:2001 Health and
Disability Sector Standards: Te Awarua o te Hauora,
available from Standards NZ – Paerewa Aotearoa:
Wellington.
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EMPLOYMENT SUPPORT
Describe ways to provide employment
support and related services for diverse
service user groups
5
Resources related to working with diverse groups in
employment support may include but are not limited to:
a
The Association for Supported Employment in
New Zealand (ASENZ). 1999. Second edition. A
framework for quality: Quality assurance for
supported employment services in New Zealand.
Palmerston North: ASENZ.
b
The following websites provide further information
and resources, including links to other sites
related to specific disabilities and mental health
issues:
http://www.dpa.org.nz/links.html
http://www.weka.net.nz
http://www.asenz.org.nz/
http://www.nzvass.org.nz/
http://www.mhc.govt.nz
http://www.msd.govt.nz/
http://www.odi.govt.nz/
http://www.workandincome.govt.nz
http://www.workbridge.co.nz
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EMPLOYMENT SUPPORT
Describe ways to provide employment
support and related services for diverse
service user groups
Elements and Performance Criteria
element 1
Describe important considerations for working with diverse service user groups in
employment support.
Range:
diverse service user groups include but are not limited to – groups defined by
culture, ethnicity, gender; mental health consumers/tangata whai ora; people
with intellectual disability; people with physical disability; people with sensory
impairments.
performance criteria
1.1
Important considerations and practical ways for working with people with
different impairments are described in terms of their relevance to providing
employment support to those service users.
Range:
1.2
people with different impairments include people with – autistic
spectrum disorder; challenging behaviour; head injury; intellectual
disability; deafness and hearing impairment; physical disability;
psychiatric disability; vision impairments;
important considerations – service user experience, perspectives,
values;
practical ways – individual; group; family or whānau; referral to
others with specific expertise; networking; co-working.
Evidence is required of two important considerations and two
practical ways for working with each of the range of people with
different impairments.
Important considerations and practical ways for working with diverse service
user groups are described.
Range:
important considerations – service user experience, perspectives,
values.
Evidence is required of two important considerations for each of
three diverse service user groups, one of which is Māori.
practical ways – individual; group; family or whānau; referral to
others with specific expertise; networking; co-working.
Evidence is required of two practical ways for working with each of
two diverse service user groups, one of which is Māori.
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EMPLOYMENT SUPPORT
Describe ways to provide employment
support and related services for diverse
service user groups
1.3
Important considerations for the employment support worker in working with
diverse service user groups are described.
Range:
1.4
Types of financial support for employment of diverse service user groups are
described.
Range:
1.5
financial support includes – wage subsidies, employment
incentives, allowances.
Evidence is required of five examples of financial support and how
to obtain them.
The interrelationship between earnings, income support, and tax abatement
regimes is described for two different forms of income support.
Range:
1.6
important considerations – employment support worker
experience, perspectives, values.
Evidence is required of two important considerations for the
employment support worker for working with two diverse service
user groups, one of which is a service user group defined by
culture, ethnicity, or gender.
income support – ACC payment, Work and Income administered
benefit.
The objects and main provisions of the Employment Relations Act 2000 are
outlined in terms of their relevance to employment support.
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EMPLOYMENT SUPPORT
Describe ways to provide employment
support and related services for diverse
service user groups
element 2
Describe how to engage and stay current with specific services indicated by a service
user's needs.
Range:
people with different impairments include people with – autistic spectrum
disorder; challenging behaviour; head injury; intellectual disability; deafness and
hearing impairment; physical disability; psychiatric disability; vision impairments;
specific services – evidence is required of providers in the employment support
worker's local community; or regional or national providers wherever services
are unavailable locally.
performance criteria
2.1
The range of specific services indicated by a service user's needs is identified
and described in terms of services for people with different impairments.
Range:
2.2
Services are evaluated in terms of their accessibility to service users.
Range:
2.3
evidence is required of one different service provider for each of
the range of people with different impairments, and one kaupapa
Māori service provider.
accessibility may include – welcome, respect, affirmation, and
support for service users; attention to physical comfort, safety, and
privacy; physical accessibility; responsiveness to service user
needs; use of language in verbal and written communications.
Evidence is required in relation to two of the service providers
identified and described under performance criterion 2.1.
Methods of keeping up to date with changes in services for diverse service user
groups are identified and described.
Range:
evidence is required of two different ways of keeping up to date.
Comments on this unit standard
Please contact Community Support Services ITO Limited (Careerforce)
info@careerforce.org.nz if you wish to suggest changes to the content of this unit
standard.
 New Zealand Qualifications Authority 2016
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EMPLOYMENT SUPPORT
Describe ways to provide employment
support and related services for diverse
service user groups
Please Note
Providers must be accredited by the Qualifications Authority or a delegated interinstitutional body before they can register credits from assessment against unit standards
or deliver courses of study leading to that assessment.
Industry Training Organisations must be accredited by the Qualifications Authority before
they can register credits from assessment against unit standards.
Accredited providers and Industry Training Organisations assessing against unit standards
must engage with the moderation system that applies to those standards.
Accreditation requirements and an outline of the moderation system that applies to this
standard are outlined in the Accreditation and Moderation Action Plan (AMAP). The
AMAP also includes useful information about special requirements for providers wishing to
develop education and training programmes, such as minimum qualifications for tutors and
assessors, and special resource requirements.
This unit standard is covered by AMAP 0222 which can be accessed at
http://www.nzqa.govt.nz/site/framework/search.html.
 New Zealand Qualifications Authority 2016