21734
28-Jun-16
1 of 8
EMPLOYMENT SUPPORT
Contribute to workplace training and
ongoing employment support
level:
4
credit:
6
planned review date:
May 2007
sub-field:
Social Services
purpose:
People credited with this unit standard are able to: describe
strategies for establishing and maintaining effective
employment support for service users on the job; implement
an aspect of an individualised plan for workplace training and
ongoing support; and evaluate the effectiveness of an aspect
of an individualised plan for workplace training and ongoing
support.
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 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
21734
28-Jun-16
2 of 8
EMPLOYMENT SUPPORT
Contribute to workplace training and
ongoing 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.
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.
Social policy and legislative and regulatory
requirements may include but are not limited to:
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;
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, Industrial Relations Act 1973;
Minimum Wages Act 1983;
Privacy Act 1993;
 New Zealand Qualifications Authority 2016
21734
28-Jun-16
3 of 8
EMPLOYMENT SUPPORT
Contribute to workplace training and
ongoing employment support
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.
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.
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.
 New Zealand Qualifications Authority 2016
21734
28-Jun-16
4 of 8
EMPLOYMENT SUPPORT
Contribute to workplace training and
ongoing employment support
All communications are treated confidentially. The
scope and limits of confidentiality are defined through
negotiation and informed consent, and criteria
established by legislation, ethical practice, and service
provider guidelines. In the context of this unit standard,
sources of criteria established by legislation, ethical
practice, and service provider guidelines include but are
not limited to: Official Information Act 1982, Privacy Act
1993, service provider codes of conduct, codes of
practice issued by the Privacy Commissioner, social
service codes of ethics, and service provider guidelines,
protocols, staff manuals, strategic plans, kawa, or
tikanga.
4
Resources related to workplace training and ongoing
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, Dale. 2001. Developing instructional
plans to help supported employees learn their
jobs. St Augustine, Florida: Training Resource
Network Inc.
c
Ford, Laurie Howton. 1995. Providing
employment support for people with long-term
mental illness: Choices, resources, and practical
strategies. Baltimore, Md.: Paul H. Brookes Pub.
p. 193-225, p. 253-265.
d
Hagner, David; DiLeo, Dale. 1993. Working
together: Workplace culture, supported
employment and persons with disabilities.
Cambridge, USA: Brookline Books. p. 19-45,
148-175, p. 207-235.
e
Lavin, Don; Everett, Andrea. 1995. Working on
the dream: A guide to career planning and job
success. Spring Lake Park, Minnesota: Rise Inc.
 New Zealand Qualifications Authority 2016
21734
28-Jun-16
5 of 8
EMPLOYMENT SUPPORT
Contribute to workplace training and
ongoing employment support
Elements and Performance Criteria
element 1
Describe strategies for establishing and maintaining effective employment support for
service users on the job.
performance criteria
1.1
The primary roles, functions, and relationships that need to be managed for
ongoing support and how they may change over time are described.
1.2
Strategies for workplace training and ongoing employment support are
described.
Range:
1.3
Instructional strategies are described.
Range:
1.4
evidence is required of two methods for engaging and including
co-workers, and three co-worker support strategies.
The concept of natural supports is described and examples of natural supports
are provided.
Range:
1.6
instructional strategies include but are not limited to – chaining,
errorless learning, fading, modelling, prompts, reinforcement,
shaping, task analysis, self-management.
Methods for engaging and including co-workers in support strategies are
described.
Range:
1.5
evidence is required of three strategies.
evidence is required of three types of natural supports.
The role and function of service co-ordination is described.
 New Zealand Qualifications Authority 2016
21734
28-Jun-16
6 of 8
EMPLOYMENT SUPPORT
Contribute to workplace training and
ongoing employment support
element 2
Implement an aspect of an individualised plan for workplace training and ongoing support.
Range:
evidence is required of an individualised plan, linked to an established career
development plan and job development processes.
An aspect of an individualised plan may include but is not limited to – carrying
out two work related tasks.
performance criteria
2.1
The aspect of the plan is developed in collaboration with the service user and is
consistent with their goals and employment aspirations.
2.2
The aspect of the plan is developed and implemented in collaboration with
people who are significant to the service user and the workplace.
Range:
2.3
The aspect of the plan takes into account natural supports and significant
factors in the situation.
Range:
2.4
significant factors in the situation – characteristics and needs of
the service user; skills required and current skills of the service
user; resource issues related to the goals and aspirations of the
service user; safety of the service user; responsiveness to the
employment situation; the requirements of the employment
opportunities and workplace circumstances; job exit.
Workplace training and support methods and skills are positive and empowering
of the service user.
Range:
2.5
people who are significant to the service user and the workplace
may include but are not limited to – family or whānau; employer;
co-workers; others who will be engaged in providing employment
support; support people.
workplace training and support methods and skills may include but
are not limited to – degrees of assistance; goal setting;
instructional strategies; maintenance and generalisation; record
keeping; use of positive reinforcement; career development.
Implementation of workplace training and support enhances the employment
relationship.
 New Zealand Qualifications Authority 2016
21734
28-Jun-16
7 of 8
EMPLOYMENT SUPPORT
Contribute to workplace training and
ongoing employment support
element 3
Evaluate the effectiveness of an aspect of an individualised plan for workplace training and
ongoing support.
performance criteria
3.1
Information is gathered for the evaluation process from all people involved in
developing and implementing the aspect of the plan.
Range:
all people involved in developing and implementing the plan –
service user; family or whānau; employer; co-workers; others who
were engaged in providing employment support; support people.
3.2
Information gathered is in accordance with the perspectives, goals, and
aspirations of the service user.
3.3
The evaluation process is matched to the characteristics and needs of the
service user and others involved in developing and implementing the aspect of
the plan.
3.4
The evaluation measures the outcomes of the aspect of the plan against the
goals that were set for the plan.
3.5
The evaluation identifies any changes perceived by the service user that result
from implementation of the plan.
Range:
changes may include but are not limited to – changes in roles of
service user and others involved in developing and implementing
the plan; identity shift from service user to employee.
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
21734
28-Jun-16
8 of 8
EMPLOYMENT SUPPORT
Contribute to workplace training and
ongoing 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