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Section A: WRP Q2: Sebastian (23) - Coggle Diagram
Section A: WRP Q2: Sebastian (23)
Mitigate Challenges
Him as client
Job prep
Simulating work environment
Address PC barriers
Work Preparation:
Academic Skills
Communication skills
Social and interpersonal skills
Vocational skills
Career guidance
School to work transition:
Phase 1:Prevocational (skills development)
Phase 2: Vocational (work exposure)
Phase 3: Placement and follow up
Foundational skills
Transferable skills
Technical and vocational skills
Empowerment:
Process of helping people assert control over factors that affect their lives
Acceptance
Affect
Autonomy
Active participation
Mitigate Challenges
His work
Educate around RA
Inform employer on rights/ legislation/ policies
Support strategies:
Simple step tasks
Repetitive tasks
Consistency in work environment and schedule
Hands-on activities
Activities that harness culinary skills
Identify supervisor for support pathways
RA
Any action, behaviour or modification to job tasks or a working environment done in effort to eliminate a barrier to employment or increase access, participation or advancement of a person with a disability, or other categorically disadvantaged group.
According to Employment Equity Act, an employer is required to provide reasonable accommodation unless it is an unjustifiable hardship.
The aim of this accommodation is to reduce the impact of the impairment on the person’s capacity to perform the essential functions of the job.
Unjustifiable hardship:
A reasonable accommodation that requires “significant or considerable difficulty or expense and that would substantially harm the viability of the enterprise” is considered unjustifiable hardship.
Type of RA
A particular daily activity or task; its essential functions and inherent requirements
Barriers created by any environment
A person’s specific impairment.
necessary and appropriate modifications and adjustments, as well as assistive devices and technology; to ensure the outcome that PWDs are able to fully and actively participate in, on an equal basis with others.
No-tech: (costs nothing)
flexi time; additional prep time, colour coding filing system
Low-tech: (available in office)
replacing door knob, magnifying glass
High-tech:
assistive devices
screen reading software
Live assistance:
personal aids, guides, sign language interpreters, service dogs
Legislation
PEPUDA: Act 4 of 2000
Promotion of Equality and Prevention of Unfair Discrimination Act
race, gender, sex, pregnancy, family responsibility or status, marital status, ethnic or social origin, HIV/AIDS status, colour, sexual orientation, age, disability, religion, conscience, belief, culture, language as "prohibited grounds" for discrimination.
POPI:
Protection Of Personal Information
minimum standards regarding accessing and ‘processing’ of any personal information belonging to another.
TAG:
Codes of Good Practice and Technical Assistance Guidelines
Employer:
obligation to implement non-discrimination and affirmative action
The opportunities that are afforded to them through the employment of
PWDs
Practical ways to move forward that are relevant to their business
PWD:
right not to be discriminated
affirmative action measures to which they may be entitled
obligation in participating as an informed partner with the employer
right to the provision of reasonable accommodation
Practical ways to move forward in preparing for and accessing employment
Mitigate Challenges
The community
Educate on ID
Advocacy: to change mindsets, to bring about more employment opportunities
Advocacy
Initiatives taken by OT on behalf of client to pursue change in environement
Have their voices heard
defend and safegaurd rights
have views and wishes genuinely considered in decision making
Occupational rights:
Right to experience occ as meaningful and enriching
Right to develop through participation in occ for health and societal inclusion.
Right to exert individual or population autonomy through choice in occupations
Right to benefit from fair privileges for diverse participation in occupations
Name the problem
Explain how problem impacts health and well-being within context (client-narrative)
Describe how OT will respond to problem providing rationale informed by theory
Discuss M&E measures
Focus of info gathering and Ax
Baseline functioning
FCE
vdtMOCA: Level of CA- Informs intervention
Rudas: Ax cognitive skills- shows where impairment lies
OTTOS: Ax task and general behaviour
Ax problem-solving & adaptability
FCE:
A functional capacity evaluation (FCE) evaluates an individual’s capacity to perform work activities related to their participation in employment (Soer et al., 2008). The FCE process compares the individual’s health status, and body functions and structures to the demands of the job and the work environment. In essence, an FCE’s primary purpose is to evaluate a person’s ability to participate in work, although other instrumental activities of daily living that support work performance may also be evaluated.
Role of OT
To do a thorough job analysis to identify what needs to be assessed
To choose the most valid and reliable forms of testing
OBJECTIVE assessor
Use clinical reasoning and experience to make decisions & recommendations
DO NOT Advocating for the client
DO NOT Being on the side of one party
Purpose:
To determine the worker’s capacity to return to work full time
To determine the worker’s capacity to return to work in a modified manner
To determine what supports/adaptations/interventions are needed to allow the worker to return to work full time
To determine the worker’s capacity to work in the open labour market
To determine if the worker fits the criteria for permanent disability
To predict the ability of the worker to meet the demands of a job (pre-hire Ax)
To predict the occupational prognosis and needs of the individual in order to make recommendations and identify ‘degree of impairment
Outcome
Return to work in normal duty
Return to work with reasonable accommodations
Return to work in alternate position
Temporary / Permanent disability benefits
Referral for intervention
Case management
Referral for training/Learnership
Disability Grant
Work in open labour market