UEmploy: Consultancy for
Employment Inclusion
Auditor Training
Handbook
Leonardo da Vinci Development of Innovation
2010 – 4205/ 001 - 001 -< 510784-LLP-1-2010-1-RO-LEONARDO-LMP >
Welcome
Welcome to the Consultancy for Employment
Inclusion course!
Housekeeping matters
• Safety rules
– What to do in an emergency situation?
– Escape routes?
– Fire extinguisher?
– Whom to call for help?
• Interrupt the course any time if you have a
question!
Introduction
• Who are here?
– Participants
– Trainers
– Delegates
– Guests
• Please, introduce yourself
– Name
– Represented company (location and activity)
– Professional background
– Good or bad example from business or other examples
about employing people with disability
Agenda for the Course
Day 1. Morning
Time
09:00 – 09:15
09:15 – 09:45
Welcome
Introduction
Activity
09:45-10:00
What is the UEmploy project?
10:00-10:10
10:10-11:30
Coffee break – free questions
The UEmploy consultancy process (The human side)

Basic consultancy skills

Needs of people with disability

11:30-11:40
Understanding people with disability: Lego
exercise
 Learn to see things with the eye of the disabled
people
Coffee break
Content









‘Housekeeping’ matters
Introduce the Trainers
Have delegates introduce themselves
Ice breaker
Agenda for the course
Training outcomes / aims (General objective: To enable consultants
to run UEmploy audits in companies
Explanation of UEmploy project
Objectives
Target companies





Collecting needs of people with disability in a workplace
What is it like to be disabled? Group exercise
Conclusions from group exercise
How people with disability see the world?
What motivates them?
Agenda
Day 1. Afternoon
11:40-13:00
The UEmploy consultancy process (The company side)
 Preparation for the audit and the interviews
 Collecting information about the company
 First company trip (Case study video)
 Compiling questionnaires for stakeholders of the
selected work process
 Compiling work process tailored competency
checklist
 Rules of the filed trip
 Interviewing stakeholders of the work processes







13:00-14:00
14:00-15:30
15:30-15:45
15:45-17:00
Lunch
Role play exercises

Interviews between consultants and foremen,
workers and line management

Rules of the interviews

Analysing information
o Selecting critical competencies
o Compiling a decision making matrix
Identifying potential processes and stakeholders
Gathering information about processes and work positions by visiting
the company for the first time
Watching case study video
Exercise 1. Compile a questionnaire for the work process in groups,
present the interview questions
Exercise 2. Compile a work process tailored competency checklist in
groups, present the list of selected competencies
Exercise 3: If possible: visit a real company and fill out a field trip
checklist. If not: watch a video about a company (from the entrance
to the workshop) and fill out the checklist in groups. Present the main
findings.
Interviewing stakeholders
 Building good consultant client relationship


Rules of the role play exercises
Exercise 4: Company case studies: (Based on the description of roles
o Interview with a line manager
o Interview with a colleague, worker
o Assessment of case studies (role play exercises will be video
recorded and analysed in groups)

Ranking important competencies for the assessment (based on the
competency checklists filled out by interviewed stakeholders)
Exercise 5: Select critical competencies for the work process shown
on the video)
Compiling decision making matrix
Exercise 5: Compile a decision making matrix in groups. Present the
matrix, evaluate presentations and results
Selecting the most appropriate type of disabled people for the work
positions or the work process according to the decision making
matrix
Tea




Agenda
Day 2. Morning
Time
08:00 – 09:15
08:15 – 10:00
Activity
Welcome: Discussion about the previous day
Risk analysis
Content
o
o
o
o
o
o
10:00-10:10
10:10-11:30
Coffee break – free questions
Potential problem analysis
10:30-11:40
11:40-13:00
Coffee break
 Writing a report
13:00-14:00
Lunch
o
o
o
o
o
Determining risk factors
Understanding probability of risk factors
Determining seriousness of risk factors
Final assessment of risks
Selecting the most appropriate type of disabled people for the position or
the work process considering the risk assessment
Exercise 6: Make a risk analysis about the work process shown on the
video. Present the analysis. Evaluation of the presentations.
Defining potential problems (based on the risk analysis)
Finding causes
Working out preventive actions
Working out immediate actions
Exercise 7: Make and present a PPA in groups. Evaluate presentations
Attributes of a good report: Structure, impartiality, professionalism, accuracy,
confidentiality, logic of analysis, relevance and pragmatism
Recommended structure
 Draft report
 Final report (example)
 Exercise 8: Compile a short report in groups, present its structure.
Evaluate presentations
Agenda
Day 2. Afternoon
14:00-15:00

Presenting a report
15:00-15:30

Compiling administration

Sending Evaluation Questionnaire to companies
15:30-15:45
15:45-16:45
Tea
Key actors of the auditing process
 Consultants’ roles and responsibilities
 Other auditing issues
Marketing UEmploy consultancy services
16:45-17:00
Closing programme, evaluation
How to present a report
 Presentation techniques
 Preparing for potential questions and answers
o Competency checklist
o Interview questionnaires
o Identifying core competencies
o Decision making matrix
o Risk analysis
o Recommendations
o Description of different types of people with disability
Roles of the consultants, scheme managers, companies
Marketing
 Brief introduction to selling/sales techniques
 Who needs to be convinced?
 Reasons why companies want the UEmploy consultant
 Identifying the key benefits
 Future of the scheme
 Relationship with the scheme manager
 Evaluation of the training
 Certificates
Icebreaker
Video: No arms, no legs…
The Objectives of the Uemploy project
• To develop methods and professional supports to help SMEs
to employ people with disabilities
• To motivate SMEs to hire more SN
• To collect best practices in participating countries
• To train 5 Uemploy consultants and scheme managers in each
participant country to provide consultancy services for SMEs
to find the best type of people with disabilities to employ in
certain job positions without any risk
The Objectives of the UEmploy Training Course
• To run a 2 day training course for potential Uemploy consultants in
order to enable them
– To prepare for the audit and the interviews
– To collect all the necessary information about the company and its work
processes
– To analyze collected information
– To write a report to the company with recommendations of proper types of
disabled people in certain work processes and work positions
– To present the report to stakeholders of the company
• To train 5 Uemploy consultants per participating country and
scheme managers to provide consultancy services for SMEs
UEmploy: Consultancy for
Employment Inclusion
What is UEmploy?
Leonardo da Vinci Development of Innovation
2010 – 4205/ 001 - 001 -< 510784-LLP-1-2010-1-RO-LEONARDO-LMP >
What is UEmploy project?
•
The UEmploy project provides an opportunity to train consultants who visit
companies, examine work processes and collect information in order to write a
report to the company how to employ people with disability without any risks or
quality problems.
Preparation for the audit and interviews
Collecting information (interviews)
Analysing information
Writing report
Presenting findings
Writing summary
Who is a UEmploy Consultant (Auditor)?
Low interaction
Middle interaction
High interaction
Consultant’s responsibility for the client
Consultant Roles
Consultant
Coach
Facilitator
Teacher
Observer
Technical
consultant
Partner
Showing example
Expert
Consultant’s responsibility for the success of the project
Consultants’ Competencies
Basic Competencies
Position-related Competencies
•
• Independence
•
•
•
•
Some marketing,
communication
experience in business
life
Empathy – to understand
customers’ (companies’
and disabled people’s)
needs.
Excellent observation
skills
Excellent analytical
skills
Professional appearance
•Mobility (to visit companies in different
locations)
•Change management skills
•Conflict handling skills
•Good problem solving skills
•Presentation skills
•Motivation skills
•Listening skills
•Decision making skills
•Report writing skills
•Creativity
•Flexibility
Target companies: SMEs
New employers
Passive
• Not interested in
employing SN
Experienced employers
Reactive
• Employs people with
SN but accept present
employment rate
Adaptive
• Interested in
Strategic
• Wants to employ more
employing SN but has
no experience
SN in a long term
UEmploy: Consultancy for
Employment Inclusion
The UEmploy Consultancy
Process
Leonardo da Vinci Development of Innovation
2010 – 4205/ 001 - 001 -< 510784-LLP-1-2010-1-RO-LEONARDO-LMP >
Needs of employees with disability: Group exercise
Expectations
Company
Employee
Expectations
What is it like to be disabled? Lego exercise 1.
Example of disability with hearing impairement
What is it like to be disabled? Lego exercise 2.
Example of disability with visual impairement
Learn to see things with the eyes of disabled people
Behaviour
What motivates people with disability?
UEmploy: Consultancy for
Employment Inclusion
The UEmploy consultancy process
1. Preparation for the audit and interviews:
Collecting Information about the company
Leonardo da Vinci Development of Innovation
2010 – 4205/ 001 - 001 -< 510784-LLP-1-2010-1-RO-LEONARDO-LMP >
The UEmploy Consultancy Process
•
The Process of UEmploy consultancy service
1.
Preparation for the audit and the interview
•
•
•
•
•
•
2.
Interviewing (Visiting the company)
•
3.
Interviewing stakeholders of the work process (Rules of the interviews)
Analyzing information
•
•
4.
5.
5.
6.
7.
8.
Collecting information about the company
First company trip
Compiling questionnaires for stakeholders of the selected work process
Compiling work process tailored competency checklist
Field trip
Writing a project plan
Selecting critical competencies
Compiling a decision making matrix
Risk analysis
Potential problem analysis
Writing reports
Presenting reports
Compiling administration
Sending Evaluation Questionnaire to the audited company
Preparation for the Audit and Interviews
1. Preparation for the audit
•
Collecting information
–
•
Studying company’s website
–
–
–
•
Collect as much information as possible before
contacting the client
Visit company’s website and summarize first
impressions
Find out wether the company employs people
with disability
Find out whether the company has an
employment strategy
Writing a project plan
–
Make a list of To do’s
Studying Company Website
• There are different tools and unlimited methods to collect
information about the company before auditing.
– The reason for this is very simple: The auditor must look
professional and well informed
– The auditor can save a lot of time for the real audit by
collecting basic information before the review takes place
– The auditor must avoid „asking silly questions”
Desk Top Research (Website research)
• Use the Internet to learn a lot about the company
– Visit and study company’s website
– Collect the names of the partner organisations of the
company
– Read mission statement
– Collect information about the values of the company
– Use the „Collecting information about the company”
checklist
Practical Exercise
• In groups of three visit the indicated website and by using the
checklist try to collect as much useful information about the
company as possible.
• Develop objectives for the review. Write 10 questions for a
potential interview with one fo the stakeholders (line
management, supervisor, HR manager)
• Give a presentation about your important findings and about
the list of recommended questions.
UEmploy: Consultancy for
Employment Inclusion
The UEmploy consultancy process
1. Preparation for the audit and interviews:
First company trip
Leonardo da Vinci Development of Innovation
2010 – 4205/ 001 - 001 -< 510784-LLP-1-2010-1-RO-LEONARDO-LMP >
The Objective of the First Company Trip
• Objectives:
– To get the first impressions about the company
– To meet stakeholders
– To collect information about the work process where
people with disabilities may be employed
– To take pictures (make a video) if possible
– To determine basic steps of the work process
– To build relationships
Information to be Gathered
• On the first company trip try to find information about
– main steps of the work process
– positions and body movements of the workers
– workload, shifts and turnover rate
– people with disabilities employed in the work process
– stress factors
– unsafe conditions, potential hazards and compulsory
personal safety equipment
Next step: Compile a Questionnaire for Stakeholders to be
Interviewed
• Based on your experience and information you gathered,
compile a list of questions for the following interviews.
• Use the „Interview questions for Uemploy consultants”
checklist
Steps of the work
process
Frequency
Knowledge necessary
to perform the task
Main steps of the
whole work process
How often does the
employee do this work?
(Once a day, once in an
hour, in every5 minute)
What special
knowledge is necessary
for the employee to
perform the task
perfectly?
Step 1.
Step 2.
Step 3.
Skills needed
Tools
Personal protective
equipment
What special skills are
What tools are
What personal
needed to perform the necessary to accomplish protective equipment is
task perfectly?
the task perfectly?
compulsory at this step?
First Company Trip: Case study
• Case study video
Consultancy tool: Potential Interview Questions for
Stakeholders
How often does the
employee do this
work? (Once a day,
once in an hour, in
every 5 minutes)
What kind of quality
problems occur
frequently at this
step?
What are the key
stress factors of this
step?
What special
knowledge is
necessary for the
employee to perform
the task perfectly?
Work process
What kind of attitude
is necessary to
perform the task
perfectly?
What special skills are
needed to perform
the task perfectly?
What tools are
necessary to
accomplish the task
perfectly?
What personal
protective equipment
is compulsory at this
step?
Group Exercise 1.
• Watch the video in groups. By using the list of interview
questions compile relevant interview questions for the
stakeholders to be interviewed during the second trip. Try to
find out their potential answers.
• Present the interview questions in groups.
Next step: Compile a Work Process Tailored Competency
Checklist
• Based on your experience and information you gathered,
compile a work process tailored competency checklist.
• Use the „Competency toolkit” for companies
Competencies
Mobility
competencies
Sensory
competencies
Visual
competencies
Arithmetic
competencies
Detailed activities
Ability to walk into the workplace
Ability to use elevators
Ability to move from one position to an another
Ability to feel pain
Ability to feel cold
Ability to feel heat
Ability to taste
Ability to smell
Able to walk and reach workplace without any help
Able to use elevators alone without any help
Able to leave position and rotate in the workplace regularly
Able to feel own injuries
Able to feel if a machine or a part is too cold
Able to feel if a machine or raw material (e.g. aluminium) or a part is too hot
Ability to taste unsafe food
Ability to smell hot or burnt parts
Ability to see clearly (see problems on surface)
Ability to read
Ability to write
Ability to distinguish colours
Ability to see traffic signs
Ability to see monitors
Ability to count
Ability to extract
Ability to divide and to multiply
Able to examine the surface of each part and to see any stains and other problems
Able to read small letters on labels on different components
Able to fill out forms and checklists of documentation regarding quality systems
Ability to clearly distinguish colours and shades
Ability to see traffic signs and marked pedestrian crossings
Ability to see and to read monitors and screens with work instructions
Ability to count small objects and spare parts
Ability to count the parts and objects necessary for assembling the products
Ability to calculate the necessary parts for assembling the products
Scores
Group Exercise 2.
• Watch the video again if necessary. By using the competency
toolkit, compile a work process tailored competency checklist
for the company.
• Present the company tailored checklist in groups.
UEmploy: Consultancy for
Employment Inclusion
The UEmploy consultancy process
2. The filed trip and the interviews
Leonardo da Vinci Development of Innovation
2010 – 4205/ 001 - 001 -< 510784-LLP-1-2010-1-RO-LEONARDO-LMP >
Rules of the Field Trip
• Objectives of the filed trip
– To find potential unsafe conditions and obstacles in the
company for people with disabilities if they are employed
– To find suggestions to improve environment and to prevent
accidents when employing people with disability
– Methodology
• The UEmploy consultant walks along the routes
workers cover every day from the parking place to the
workshop.
• Consultants check all the potential unsafe conditions
and barriers and make notes to prevent accidents
Consultancy tool: The Field Trip Checklist
• The checklist covers the following places and equipment in a
company
– Parking places
– Walkways for pedestrians
– Stairs
Conditions of barrier free movements of people with disability
Insured
Uninsured
Parking places
– Walls
The parking place for disabled employees is not further than 50
metres from the entrance
entrance of the plant can be reached without any barriers
– Corridors The
5% of the total parking place is insured for people with disability
If there is a multi-storey car park, parking places for people with
disability are located close to the elevators.
– Toilets
Parking places for disabled employees are clearly painted and
indicated
– Tools
– Devices
– Technologies
Exercise 3: Field Trip at a Company
• Visit a real company and fill the field trip checklist out. Add other points to
be examined if necessary.
• Present main findings in groups
Organise the interview: Rules of the Interview
•
Always prepare for the interview
– List participants
– Write tailored questions
– Get ready to make notes
– Collect all the potential information
– Read Potential Problem Analysis for interviews
•
Find a separate and quiet place for the interview
•
Always switch off your mobile!
•
Always ask open questions!
•
Never ask questions which could be answered during preparation for the
interview
Identifying Steps of the Interview
• Based on the previous collection of information identify steps of the
interview(s) with client(s)
• Recommended steps:
– Short introductions (with name cards)
– Explain the UEmploy audit system
– Describe the objective of the interview
– Ask open questions (previously listed)
– Summarize the interview
– Explain next steps
– Ask stakeholders to rank competencies on the competency
checklist
Exercise 4: Role Play Exercises
• Imagine that one of you is a supervisor/worker in a glass
manufacturing company.
• The auditor must write a list of questions regarding hazards of
work processes
• In a role play the consultant has to run a 10 minutes long
interview with the supervisor to collecting information about
the potential hazards and unsafe conditions for people with
disability
• Read the role play descriptions
UEmploy: Consultancy for
Employment Inclusion
The UEmploy consultancy process
3. Analyzing Information
Leonardo da Vinci Development of Innovation
2010 – 4205/ 001 - 001 -< 510784-LLP-1-2010-1-RO-LEONARDO-LMP >
Summarizing Findings
•
After the preparation and the interviews consultants have a lot of information about
the selected work process
•
It is impossible to summarize findings without any structures or models
•
In order to write a professional report consultants use models to describe the present
condition of the companies
•
These models help auditors to structure information, to find proper solutions and to
write a professional report for the client.
Seleting Critical Competencies
• Collect competency checklists filled out by stakeholders
• Summarize results
Competencies
Ability to see clearly (see problems on surface)
Ability to read
Ability to distinguish colours
Ability to see monitors
Ability to communicate verbally
Ability to give clear instructions
Ability to use body language
Detailed activities
S1
S2
S3
S4
Average
Able to examine the surface of each part and to see any stains and other problems
Able to read small letters on labels on different components
Ability to clearly distinguish colours and shades
Ability to see and to read monitors and screens with work instructions
Ability to send and receive information verbally in noisy workplace
Ability to inform colleagues and to give instructions about quality problems
Ability to use warning and other signs using body language in case of emergency
• Select the most important competencies of the work process by
determining an average (usually 8,0) of the scores stakeholders
gave on the checklist. Competencies over 8 points are the key
(critical) competencies of the work process.
10
5
10
10
2
2
8
List of Critical Competencies
• Selected critical competencies should look like this:
Competencies
Ability to see clearly (see problems on surface)
Ability to distinguish colours
Ability to see monitors
Ability to use body language
Detailed activities
Able to examine the surface of each part and to see any stains and other problems
Ability to clearly distinguish colours and shades
Ability to see and to read monitors and screens with work instructions
Ability to use warning and other signs using body language in case of emergency
Ability to understand the whole work process
Ability to understand all the steps, the sequences of steps and the cycle time
Ability to work alone and independently
Ability to work alone with minimal supervision
Ability to pay attention in stressful environment Ability to concentrate on work for a long time in stressful (noisy) environment
Ability to keep up with taktime
Ability to work in standing position
Ability to accept criticism
Safety awareness
Ability to work with short cycle time
Ability to work in standing position for a long time
Ability to understand safety rules and instructions
Ability to accept negative feedback regarding personal performance
Ability to handle unsafe conditions and dangerous materials
S1
S2
S3
S4
Average
10
10
10
8
10
8
10
10
8
10
10
10
Sensory disability
Developmental disability
Mental health and
emotional disability
Intellectual disability
Balance impairment
Somatosensory
impairment
Olfactory and
gustatory impairment
Hearing impairment
Visual impairment
Physical disability
Types of Workforce According to Categories of Disability
• Check whether you mentioned all the categories of people with
disability on a chart.
Compiling a Decision Making Matrix
Able to examine the surface of each part and to see any stains and other problems
Able to read small letters on labels on different components
Able to fill out forms and checklists of documentation regarding quality systems
Ability to clearly distinguish colours and shades
Ability to see and to read monitors and screens with work instructions
Ability to count small objects and spare parts
Ability to count the parts and objects necessary for assembling the products
Ability to calculate the necessary parts for assembling the products
Ability to send and receive information verbally in noisy workplace
Ability to inform colleagues and to give instructions about quality problems
Ability to use warning and other signs using body language in case of emergency
Ability to write reports, to fill out checklists, to make notes if necessary
Developmental disability
Mental health and
emotional disability
Balance impairment
Somatosensory
impairment
Olfactory and
gustatory impairment
Hearing impairment
Visual impairment
Selected competencies
Physical disability
Sensory disability
Intellectual disability
• After selecting the critical competencies of the work process
the UEmploy consultant must compile a decision making
matrix.
Determining Best Type of Disability for the Work Process
Decision making matrix
Able to examine the surface of each part and to see any stains and other problems
Able to read small letters on labels on different components
Able to fill out forms and checklists of documentation regarding quality systems
Ability to clearly distinguish colours and shades
Ability to see and to read monitors and screens with work instructions
Ability to count small objects and spare parts
Ability to count the parts and objects necessary for assembling the products
Ability to calculate the number of the necessary parts for assembling the products
Developmental disability
Mental health and
emotional disability
Balance impairment
Somatosensory
impairment
Olfactory and
gustatory impairment
Hearing impairment
Visual impairment
Selected competencies
Physical disability
Sensory disability
Intellectual disability
√
Appropriate but with preventive measures
Not appropriate for this job position
Appropriate for this position
Exercise 5: Selection of Categories of Disability
• Watch the video again if necessary. Collect all the information
you gathered on the interviews and from the competency
checklist.
• By using a decision making matrix select those categories of
disabilities which can be employed with minimum risk in the
selected work process.
• Present your decision making matrix in groups.
Analizing Risks
• Analyze risk factors by determining potential hazards and
probability and seriousness of the accidents.
Risk analysis
Explanation of signs
P: Probability (1 not probable, 10 very probable)
S: Seriousness (1 not serious, 10 very serious)
T: Total score
Risks
Short sighted workers can make mistakes when
reading small labels and mix parts on the main bodies
Workers can not rotate in every half an hour.
Workers can not get access to main building
Workers can not feel hot parts and material
Workers can not hear instructions and alarm from
foremen.
Total
High risk
Middle risk
Low risk
Selected types of workers with disabilities
2
10
10
1
10
2
2
1
10 100
6 12
10 20
10 10
1
2
2
1
1
6
10
10
2
12
20
10
1
2
2
1
1
6
10
10
2
12
20
10
1 1 2
2 6 12
2 10 20
5 10 50
1
2
5
1
1 2
6 12
10 50
10 10
2 6 12
8 6 48
3 10 30
5 10 50
5 6
5 6
5 10
5 10
30
30
50
50
8 6 48
5 6 30
5 10 50
1 10 10
1
10 100
242
10
10
100
144
1
10
10
54
1 10 10
94
1
10 10
84
1 10 10
150
1 10
10
170
1 10 10
148
10
10
240
Intellectual
disability
P
S T
Developmental
disability
P S T
Visual
impairment
P
S
T
1
Balance
impairment
P
S
T
Mental
health and
emotional
disability
P S
T
Physical
disability
P
S
T
10 20
10 100
10 100
10 10
Hearing
impairment
P
S
T
Olfactory and Somatogustatory
sensory
impairment impairment
P
S
T
P S T
Exercise 6: Make a Risk Analysis with the Selected Categories
of People with Disability
• In groups
– Determine potential risks and unsafe conditions
– Judge probability and seriousness of these potential risk
factors
– Make a risk assessment
– Compare selected categories with the result of the risk
assessment and choose and recommend those categories
which can be employed in the selected work process with a
minimum of risks
– Present your chart in groups
Potential Problem Analyzis
• Make a potential problem analysis and recommend some
preventive actions to minimize risks while employing selected
categories of people with disability
Potential problems
Short sighted employees may have problems to read
instructions and performance charts on the
information walls
People with wheelchairs can hit other employees
running errands
PPA (Potential Problem Analysis)
Causes
Preventive actions
Short sighted people can not
Use larger characters on charts and
read perfectly
information tables
Lack of signed passes for
wheelchairs plant
Short sighted workers can make mistakes when
reading small labels and mix parts on the main
bodies
Workers can not get access to main building
Visual impairment
Workers can not feel hot parts and material
Workers can not hear instructions and alarm from
foremen.
Somatosensory impairment
Hearing impairment
Mobility impairment
Immediate actions
Explain the content of the chart or give a printed
version with larger fronts to the employee
Mark passes for wheelchairs in the pass ways, Help the employee at once and report it to the
train colleagues to pay attention to
EHS manager
handicapped employees
Use bigger characters and colours
Send employee to an another work position
Build free access paths for disabled employees Appoint a person responsible for transportation of
the employee
Separate hot parts and hot machines
Call for the ambulance
Help chain should be set up to inform workers Supervisor responsible for the area must check
with hearing impairment
workers with hearing impairment in case of
emergency
Exercise 7: Make a PPT
• In groups make a Potential Problem Analyzis about the glass
manufacturing process while employing selected people with
disability
–
–
–
–
Define potential problems
Find causes
Work out preventive actions
Work out immediate actions
• Present your analysis in groups
Summarizing Recommendations
• Based on the decision making matrix and the risk analysis
summarize your findings
Recommended employees with disability for each step of the work process
Categories
Steps
Physical
disability
Visual
impairment
Hearing
impairment
Olfactory and
gustatory
impairment
Somatosensory
impairment
Balance
impairment
Intellectual
disability
Mental
health and
emotional
disability
Develop-mental
disability
Step 1.
Step 2.
Step 3.
Step 4.
Step 5.
Step 6.
Step 7.
Step 8.
Step 9.
Step 10.
Step 11.
Step 12.
Meaning of colours
Recommended
Recommended with care
Not recommended
Report Writing
• Attributes of a good report
– Structure
– Impartiality
– Professionalism
– Accurace
– Confidentality
– Logic of analysis
– Relevance
– Pragmatism
Recommended Structure of a UEmploy Report
The report written by UEmploy consultants should have the following structure:
•
Contents page
•
Executive summary
•
Objectives of the audit
•
Scope
– Steps of the audit (with the methodology of the audit)
– Description of the audited work process
– Summary of the interviews with names of employees interviewed
– Summary of the field trip
– List of competencies sorted out be employees and managers interviewed
– Introduction of the decision making matrix
– Details of risk analysis
– Description of the Potential Problem Analysis
– Description of selected steps of the audited work process with the recommended categories of people with disabilities
•
Recommendations
– Recommended changes in the work environment (if any) based on the conclusion of the field trip
– Recommended changes according to the Potential Problems Analysis
– Recommendations for the HR manager
• How to select employees with disabilities
• How to run interviews
• How to train new employees with disabilities
• How to train line management
•
Privacy statement
•
Brief consultant’s profile
Exercise 8: Compiling Reports
• Compile a short report structure in groups
• Present and explain the structure in groups
• Evaluate presentations
Key Expectations of the Report
• Objectivity (all the statements are real without any emotions)
• Relevance (Does the content refer to the company work
processes?)
• Professionalism (Words and graphics suit for the company
culture)
• Structure (Models are used)
• Quality of Analysis (Clear, understandable analysis)
• Accuracy (Is the information provided correct for the company
and the market?)
• Confidentiality
UEmploy: Consultancy for
Employment Inclusion
The UEmploy consultancy process
4. Presenting the report
Leonardo da Vinci Development of Innovation
2010 – 4205/ 001 - 001 -< 510784-LLP-1-2010-1-RO-LEONARDO-LMP >
Presenting the Report
•
In some cases a written and printed copy of the report is sent to the MD of the
company.
•
It is more efficient if the consultant presents findings in a form of business
presentation
•
These are the advantages
–
–
–
–
–
–
Presenter can see the reactions of the MD while presenting and can change even the structure of the
report by emphasizing the most important messages.
MD can stop the presentation any time and ask questions if something is not understood.
A perfect presentation hides the weaknesses of the report.
MDs don’t like to spend hours with reading a report.
MDs can ask questions after the presentation.
It is possible to discuss the next steps right after the presentation. Nothing will be forgotten
Some Good Advice for Presentation
•
•
•
•
•
•
•
•
•
Always look into the eyes of the audience
Change rhythm if you see that the audience is being bored
Sometimes ask theoretical questions
Use as many visual aids and examples as you can
Try to find out what messages may be disturbing for the
participants and avoid offensive statement
You are a consultant, you came to help not to criticize
Never stand in front of the projector
Always face the audience
Examine faces while presenting
UEmploy: Consultancy for
Employment Inclusion
The UEmploy consultancy process
Compiling administration
Leonardo da Vinci Development of Innovation
2010 – 4205/ 001 - 001 -< 510784-LLP-1-2010-1-RO-LEONARDO-LMP >
List of Documents Used in the Audit
•
Checklists
•
Consultancy tools
–
–
–
–
–
–
–
–
Interview questions
Competency toolkit
Selected key competencies
Categories of people with disablity
Decision making matrix
Risk analysis
Potential problem analysis
List of selected categories of people with disability
•
Draft reports
•
Report
•
Company evaluation form
Company Evaluation Form
1. To what extent do you think the consultant who ran the UEmploy audit was:







Criteria
Objective (Not partial)
Clear in communication
Independent
Organized
Empathetic
Flexible
Creative
1.
2.
3.
4.
5.
Comment
Roles and Responsibilities: The Consultant
• The UEmploy consultant is responsible for:
– Working out a database of those Small and Middle Sized Enterprises which deal
with exporting to foreign countries
– Meeting with companies, businessmen and give them presentations about the
advantages of the scheme.
– Carrying out the audit in the company and collect all the available information (on
Internet or elsewhere) about the company’s communication channels and procedures
– Writing a written report to the company about findings, strengths and weaknesses,
identified problems and potential solutions
– Sending the report to the company stakeholders. In case giving a presentation if
required
– Following up the report with a company questionnaire
– Summarising activity and results with potential problems. Finding new and creative
solutions for individual and unique problems, sharing this information with other
Uuemploy Consultants.
– Writing a short summary about the audit to the Project Partners
Marketing the UEmploy Consultancy Service
• Discussion on how to sell the review to companies
– brief introduction to selling/sales techniques
– who needs to be convinced
– the reasons why companies want the audit
– identify the key benefits
– overcome the common objections;
Code of Practice
• Code of Practice for Conducting Reviews is Required on the Part of
the Consultant
– The consultant should always act in compliance with the brief provided by or agreed
with the management of the Company.
– The consultant will at all times respect confidentiality, and act with professional integrity
in his/her dealings with the Company and its employees.
– The consultant will provide impartial advice to assist the Company in reaching its
objectives and allow the Company ownership of its own decisions.
– The consultant will acquaint himself/herself with the key information before visiting the
Company: e.g.,
Code of Practice
• The consultant will acquaint himself/herself with the
– Company’s activities (its products, production – integrated or otherwise
– and nature of contacts with suppliers and customers).
– The structure of the company (size, number and categories of
employees, training level of employees, languages spoken and written)
– The company’s environment (geographical situation, competitors and
their languages, proportion of turnover involving foreign customers).
• The consultant will avoid jargon and ensure clarity and speed of
communication with the Company.