Project SEARCH
Job Coach Training
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Traditional Coaching vs. PS Consultant
Traditional• Learn job first,
provide all training, work in isolation & as workers supervisor
• Expert and mysterious to coworkers
• Focus on job tasks
Natural Supports• Worker participates
in typical orientation with support
• Coach supplements training
• Focus on job task, work culture, establishing natural supports, support to business staff
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Begin with the end in mind!• What is our goal?
• Independent student intern• Productive, accurate work• Acquired skills in order to work
competitively • Change business culture• Gain integrated job!
• How do we get there?
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Annual Calendar
August June
1st Internship (10 weeks)
Graduate & Begin Work at Site or in Community
Begin PS
Program
2nd Internship (10 weeks)
3rd Internship (10 weeks)
2
Orientation
Workshop Week
AugSummer
Student Selection
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Roles and Responsibilities
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Orientation to Job Site
• Attend business orientation: HIPAA, Safety, Sexual Harassment, etc. • Check for understanding
• Uniforms / Dress Code• Way finding• Travel Training to business• Complete appropriate paperwork
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Teaching/Training
• Begin with task analysis• Sensory approach: visual, auditory,
Kinesthetic• Demonstration• Repetition • Forward, Backward chaining• Isolate difficult tasks
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Teaching/Training
• Praise all progress - specific• Limit verbal explanations – short,
specific• Don’t prompt too much – wait time• Repetition: Tell them what skill will be
learned, teach the skill, review teaching the skill
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We Learn:
• 10% of what we see• 20 % of what we hear• 50% of what see and hear• 70% of what we discuss with others• 80% of what we personally experience• 95% of what we teach someone else
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Good Teaching Strategies• Put the intern at ease / give respect• Evaluate skills: what do they know• Determine effective learning styles• Be consistent• Use short, frequent training sessions • Provide frequent practice opportunities• Give clear expectations• Observe: give your full attention• Review and reinforce• Chart progress
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Fading• Begin fading on Day 1• Watch your physical positioning• Utilize co-workers in problem solving• Don’t act as an expert - share and
model• Look for opportunities to back away• Explain what you are doing• Be overt – ask co-workers to assist• Be covert
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Fading
• Anytime you feel the need to be there – find another way• Create an adaptation• Re-design a task• Use pictures
• Make sure the intern takes breaks and lunch with others
• Watch for unwritten rules and culture
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Develop Natural Supports
• Use a buddy system during travel training
• Facilitate supervisor and co-worker support; mentoring
• Use of training guides and checklists• Technology: low tech/high tech
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Develop Natural Supports
• Job Modifications/ accommodations• Developing support system with job
coach away from the internship/ work site
• Attend department staff meetings• Take breaks / lunch with co-workers• Involvement with outside activities
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Identify Internship Skills
• Identify core skills needed for employment at host business
• Identify internships that teach skills • Layer additional skills as student
shows proficiency • Demonstrate productivity and quality
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Job Coach Role During Internships
• Observe department work• Identify core skills/essential functions• Develop task analysis• Confirm internship tasks with manager• Teach skills to student• Develop productivity enhancements• Work with peer mentor to provide support
• Evaluate progress• Layer additional skills
• Give feedback to student
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Job Analysis/ Task Analysis• Gift to employer• Helpful to:
• Supervisor / peer mentor• Instructor, other job coaches• Co-workers• VR Counselor• Family members• HR department for possible hire
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Job / Task List
• Include a diagram of work area if needed• Design work flow: reduce worker
movement for efficiency• Ask co-worker to review and/or try it• Clocking in, greeting, breaks, lunch
should be included • Give key people copy of task list
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Market the program
• Internally and externally • Internship Departments• Other departments:
• HR, Education, Security, Diversity • Informal and formal
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Prompts: Least to Most
• Verbal (short and direct)• Gestures• Modeling (always stand
beside the person)• Physical (use with caution)
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Reinforcement Strategies
• Reinforcers are dependent upon the training situation and interns needs.
• Frequency will vary • The more immediate the reinforcer
and the more it is related to the behavior the more effective it is
• Provide only as much reinforcement as needed to maintain the behavior
• Use natural reinforcers when possible
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Correct Mistakes!
• Interrupt the error immediately and gently!
• Provide direct and specific feedback• Isolate task, repeat the steps• Provide assistance and re-teaching• If error continues, try another way!
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Evaluate progress
• Give feedback to student intern• Identify challenging areas for growth• Information for monthly meeting• Self evaluation when possible
• Productivity logs• Intrinsic motivation
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Communication
• Instructor• Other coaches• Department supervisors /peer
mentors • Report +/-
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Reinforce Workplace Rules and Culture
• Interpret culture• Mandatory education
• Safety• Confidentiality• Relationships
• T – Charts to teach behavior
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Culture• Mission, Values• Dress and Grooming• Eating and Drinking• Pace of Work • Cliques• Ceremonies/celebrations • Power relationships• Humor
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Create work aids
• Accommodations• Low Tech / high tech• Tool to enhance productivity
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Job Placement
• Networking with departments and their contacts
• Knowledge of student intern’s skills to market them for job opportunities
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Supervision Strategies
Direct your communication to the intern, not the job coach
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Talk to the intern as any other new employee
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Set Goals:
Skills & tasks to be learnedProductivity & quality standards to achieve
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KISS: Give concrete, specific, short instructions
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Utilize Job Coach for training, problem solving & creating natural
supports.
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Orient them to the facility and department
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Demonstrate the work to be done
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Check for understanding
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Add new tasks
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Praise learned skills
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Have high expectations!
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