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EMPLOYMENT SUPPORT
Describe and participate in job
development in employment support
level:
4
credit:
7
planned review date:
May 2007
sub-field:
Social Services
purpose:
People credited with this unit standard are able to describe
the principles and processes of job development in
employment support, and participate in job development in
employment support, under supervision.
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
Characteristics and needs of the service users may be
physical, emotional, psychological, spiritual, social,
economic, or political. Characteristics and needs may
include but are not limited to: age and stage of
development, culture, disability, gender, health status,
language, sexual orientation, and needs for physical
comfort, safety, and privacy.
 New Zealand Qualifications Authority 2016
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EMPLOYMENT SUPPORT
Describe and participate in job
development in employment support
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.
Employment support worker refers to the person
seeking award of credit for this unit standard.
Job development means the process of matching the
aspirations of a service user with employment
opportunities discovered through marketing and selling
and other processes. These may include web
searches, newspaper searches, networking, and the
use of business directories.
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.
For the purposes of this unit standard, under
supervision refers to the candidate working alongside
and under the supervision of an experienced
employment support worker who has the overall
responsibility for job development with the employee
and employer in an employment situation.
3
Assessment notes
This unit standard can be assessed in the workplace or
in a simulated environment that closely matches the
requirements of an employment support workplace.
Workplace assessment could take place in paid or
unpaid employment, or in placements in a service
provider workplace negotiated by an education
provider. An ability to integrate theory with practice in
the workplace must be demonstrated. This will call for
a variety of modes of assessment and forms of
evidence.
 New Zealand Qualifications Authority 2016
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EMPLOYMENT SUPPORT
Describe and participate in job
development in employment support
The employment support worker is required to take all
necessary steps to ensure the safety and selfdetermination of the disabled people to whom they are
offering employment support. These measures are in
accordance with criteria established by legislation,
ethical practice, and service provider guidelines.
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
Resources related to job development 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
DiLeo, D.; Langton, D. 1993. Get the marketing
edge! A job developer's toolkit for people with
disabilities. St Augustine, Florida: Training
Resource Network Inc.
c
DiLeo, D.; Langton, D. 1996. Facing the future:
Best practices in supported employment. St
Augustine, Florida: Training Resource Network
Inc.
d
Fabian, E.S.; Luecking, R.D.; Tilson, G.P. 1994.
A working relationship: The job development
specialist's guide to successful partnerships with
business. Baltimore, Md.: Paul Brookes Pub.
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EMPLOYMENT SUPPORT
Describe and participate in job
development in employment support
e
f
Hatten, A. 1996. Marketing plans with a winning
edge. London: Pitman Publishing.
Nietupski, J.; Verstagen, D.; Petty, D. 1995. The
job development handbook: Facilitating employer
decisions to hire people with disabilities. St
Augustine, Florida: Training Resource Network
Inc.
The Training Resource Network Inc web site
address is: www.trninc.com
Elements and Performance Criteria
element 1
Describe the principles and processes of job development in employment support.
performance criteria
1.1
The principles of job development are described in relation to employment
support.
Range:
1.2
Job analysis strategies are described in terms of their relevance to employment
support.
Range:
1.3
principles of job development – job/person fit; job/lifestyle fit;
job/outcome fit; workplace culture; potential/availability for any
specific support needs.
evidence is required of two job analysis strategies.
Job matching, job carving, and job redesign are described in terms of the roles
they have in creating employment opportunity.
 New Zealand Qualifications Authority 2016
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EMPLOYMENT SUPPORT
Describe and participate in job
development in employment support
element 2
Participate in job development in employment support, under supervision.
performance criteria
2.1
Job analysis addresses four employee and employer requirements.
Range:
employee and employer requirements include but are not limited
to – career prospects; increased income; increased responsibility;
information; ongoing support; opportunities for job matching, job
carving, and job re-design; potential workplace accommodations
(modifications); skills required; three way employment relationship;
transport; workplace culture.
2.2
Job analysis focuses on matching a specific service user to a potential
employment opportunity in terms of the service user's career plan.
2.3
Job matching is evaluated in terms of employer and employee requirements in
the employment opportunity.
Range:
employee and employer requirements include but are not limited
to – career prospects; increased income; increased responsibility;
information; ongoing support; opportunities for job matching, job
carving, and job re-design; potential workplace accommodations
(modifications); skills required; three way employment relationship;
transport; workplace culture.
Evidence is required of four.
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.
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.
 New Zealand Qualifications Authority 2016
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EMPLOYMENT SUPPORT
Describe and participate in job
development in employment support
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