There are many pathways to meaningful, fulfilling, paid employment. In this section we focus on Customised Employment and Microenterprise, or small business, as approaches to tailoring employment that are suited to an individual’s talents and interests.
In this section there are tips, tools and resources that can be used when trying to find the right job for you. Below we offer a diverse range of media types including videos, websites referrals, articles, booklets and more exploring and unpacking the below topic areas.
Customised Employment
- Customised Employment starts with the person, their unique skills, strengths and ideal work conditions, then matches these with the needs of an employer or business. A Job Facilitator then helps to tailor and negotiate the employment opportunity.
- Customised Employment is an alternative approach to applying for positions advertised, which can be quite competitive. While people with disability can often be disadvantaged in traditional job-seeking markets, the Customised Employment approach allows a job to be matched and tailored to the unique strengths and skillsets of the person.
Video
Customised Employment Explainer
Imagine More
This video explains the key features of Customised Employment.
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- Chapter 1: Customised Employment – What is it, and how does it work?
- Chapter 2: The Discovery Process
- Chapter 3: How jobs are developed with employers
- Chapter 4: How to build inclusive teams with Job Support
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Website
Marc Gold and Associates
Australian Institute for Teaching and School Leadership (AITSL)
Customised Employment was developed in the US by Marc Gold and Associates (MG&A). MG&A, founded in 1976 by Dr. Marc Gold (University of Illinois), is a network of consultants that specialise in disability employment and community participation. They provide information, consulting and training on Systematic Instruction, Customised Employment and Discovery. For examples of their work, see the success stories page on their website. Freely available publications, templates and other resources are also available on the resources section of their website.
Phases of Customised Employment
Tool
Discovery and Plan for the Job
The Discovery Process, a key feature of Customised Employment, aims to recognise the unique and meaningful aspects of a person’s interests, contributions (skills and qualities), and their conditions for success. Facilitated Discovery generally involves conversations or interviews with employment professionals, family members, friends or a small group of people to better understand the person. Self-Discovery and Group Discovery are other approaches to Discovery.
Video
DRAFT VIDEO
Thoughts about the Discovery Stage with Milton Tyree
Community Resource Unit (CRU)
This is the first of four videos where Milton Tyree responds to questions relating to Customised Employment. This series explores how families & supporters of a person with disability can assist in finding meaningful employment via a customised approach. In this video Milton shares his thoughts about the Discovery Stage.
The Discovery process involves:
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- First, spending time with the person
- Then, speaking with others who know the person well
- Lastly, reviewing documentation
The answers that emerge become the foundation for the later processes of Job Development and Job Analysis.
Workbook
Discovery Record
Resourcing Inclusive Communities (RIC)
RIC’s Discovery Record can be used to record observations and conversations about the person’s interests, contributions and conditions for success. This resource was developed as part of the School to Work project, with ideas based on Marc Gold & Associate’s work.
Video
Let's Get To Work - Zellner Services
Imagine More
This video explains how Cameron and his family used the Discovery Process to identify his unique interests and talents. Through interviews with various people in his life, including mentors, circle of support members and family members, a process of exploration evolved into Cameron launching his small business. Zellner Services specialises in Scanning, Shredding and Data Entry (Zellner Services).
Worksheet
Conditions for Success
Community Resource Unit (CRU)
Work through the questions on this document to better understand the job seeker’s conditions for success.
Customised Plan for Employment Meeting
Following the Discovery Process, a Customised Plan for Employment is developed. This is done through a structured meeting process, with a paid facilitator, that explores what a person could do for work by identifying the unique features - a ‘blueprint’ - for a job that would suit the person. The meeting is generally between the person, family members and trusted allies, and people who have community connections that are aligned with the person’s areas of interest.
The Customised Plan for Employment Meeting will include:
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- Identifying what works and what doesn’t work for the person
- Reviewing and summarising the persons conditions for success, interests, skills, personality characteristics, experiences, credentials and references.
- Listing specific job tasks in various interest areas
- Identifying potential employers and business contacts
- Making a list of action steps for each member of the meeting
For example, see the following Customised Plan for Employment worksheets from Marc Gold and Associates
Video
COMING SOON VIDEO - Approaching Employers with Milton Tyree
Community Resource Unit (CRU)
This is the second of a four part video series where Milton Tyree responds to questions relating to Customised Employment. This series explores how families & supporters of a person with disability can assist in finding meaningful employment via a customised approach. In this video Milton shares his thoughts about Approaching Employers,
Coming soon: Topics covered here: tips when approaching an employer, how to best represent someone, how to use your networks and think outside the box.
Develop the Job
Developing involves approaching potential employers, introducing the Job Seeker and the idea of Customised Employment (often with a visual resume and positive pitch) and asking questions to better understand the business and any areas of need. Finally, a job is negotiated that is mutually beneficial. Job Development is often done with assistance from a paid Job Developer, who represents the Job Seeker in this process. Sometimes a family member will fulfill the role of the Job Developer.
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- Employer Needs and Benefits Analysis
During Job Development, an Employer Needs and Benefits Analysis aims to identify the potential benefits of having specific tasks done in the workplace. These tasks might be:
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- Tasks that are related to unmet needs of the employer
- Tasks that might be better performed by another employee
- Tasks that would be of benefit to the employer or business
Identified benefits include fulfilling unmet needs, cost savings, and improvements that can assist the employees and business operate more efficiently.
Webinar
Developing a Visual Resume
Community Resource Unit (CRU)
A CRU webinar recording presented by Gina Barwell building on information developed by Mac Gold and Associates. The session includes practical real life examples and focuses on key components of a visual resume, where to start and how to best represent someone.
A Visual Resume
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- Tells a visual story about the person’s talents, skills, experiences and tasks
- Enables employers to visualise the person within their business
- Can be written or video in form
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Visual resumes originated during the 1980s, from the work of Marc Gold and Associates. The key components of a visual resume are
- Images of competence
- Narrative descriptions
- Task lists
Article
Using a Visual Resume for Job Development
Ellen Condon - MG&A
“The visual resume can be used to make a first impression on an employer instead of a more traditional path of a job application or an initial interview. Marc Gold and Associates uses the visual resume as one component of a two-part Representational Portfolio. This training segment will focus solely on the visual resume component using information developing by Marc Gold and Associates."
- Positive Pitch
A pitch is a thoughtful proposal, that outlines who you are and what you have to offer a workplace. The following resources provide more details, examples and a template for creating your own positive pitch.
Fact Sheet
How to Get your First Job
Community Resource Unit Ltd. (CRU)
In this hands-on fact sheet, you can read about some strategies that have worked for people in finding work. This factsheet has been designed for you to grab a pen and paper and start writing down some of the strengths and skills you have to offer.
Click here to view the worksheet (PDF 75KB)
Worksheet
Developing a Pitch
Community Resource Unit (CRU)
This series of questions is designed to assist with structuring the pitch. Sharing some simple information on Customised Employment can help potential employers to understand and get on board with the idea. Consider sharing this document from RIC, or you could choose to customise one and include your own photos, such as this example from Imagine More.
Video
The Power of a Positive Introduction
Family Advocacy
The concept of a positive introduction applies to a person of any age and is particularly relevant when job seeking. In this video, Janet explains how highlighting the positive attributes of a person when introducing them raises possibilities within people’s minds, and allow conversation to flow more easily.
Describing a person in terms of their strengths, interests and the tasks they are good at, rather than their deficits, is important in making a great first impression, and maintaining the job-seeker’s confidence. Conversation about workplace adjustments and helpful supports can come later.
Social Role Valorisation (SRV) also highlights the importance of conveying positive imagery messages. Appearance is a role communicator. In terms of employment, this can mean dressing well or ‘looking the part’ for work and work interviews. For more on SRV and how it relates to employment, visit the section on Valued Roles.
Disclosing Disability to an Employer
When disclosing a disability, you have the choice of timing, who you will talk to and what you will tell them. It is important that the information you present is clear, concise and relevant. Keep in mind it’s not essential to disclose in-depth medical or personal information about a disability, unless related to specific requirements or adjustments that are required for your work.
When disclosing your disability, you could choose to mention:
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- What your disability is
- Important access and support requirements for your disability that will allow you to complete your work effectively
Video
COMING SOON VIDEO - Post Employment & Role of the Job Coach with Milton Tyree
Community Resource Unit (CRU)
This is the third part of a four part video series where Milton Tyree responds to questions relating to Customised Employment. This series explores how families & supporters of a person with disability can assist in finding meaningful employment via a customised approach. In this video Milton shares his thoughts about Job Development.
Coming soon: Topics covered here: Negotiating tasks / award wages, first day tips and whats your advise for when things go wrong.
Keep the Job
A Job Analysis is completed to find out the typical ways, means and people in a workplace that could be helpful in training and supporting an employee. This information is helpful for the Job Coach to have before the work begins, and allows for observation, reflection and planning. A Job Analysis is completed to identify and take steps to improve the likelihood the person will fit in the role, and to plan strategies to maximise the use of typical supports available in the workplace (supports provided by the employer).
- Job Coaching
The role of the job coach is to work as a team with the employer to address support needs.
The Job Coach is there to build the capacity of the employee. The employee starts employment with the same orientation, training and supervision available to any other employee completing the same duties. While the employer provides training to the Employee, the Job Coach is present in the background. This support can fade out over time.
The job coach role includes:
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- Support
- Training
- Communication
- Interpretation
- Negotiation
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Video
COMING SOON VIDEO - Developing the Job with Milton Tyree
Community Resource Unit (CRU)
This is the final video where Milton Tyree responds to questions relating to Customised Employment. This series explores how families & supporters of a person with disability can assist in finding meaningful employment via a customised approach. In this video Milton shares his thoughts about Post-Employment and the Role of the Job Coach.
Coming soon: Topics covered here: Top three tips for Job Coaches, how can a job coach best encourage natural supports, tips for fading supports and when to suggest new tasks.
- If the Job Coach doesn’t understand their role in being a facilitator, supporter and role model in the workplace, co-workers might be reluctant to approach the employee and therefore a lack of interaction and relationship building will occur between the employee and others in the workplace.
- Mastering Tasks
When a person correctly performs all steps of a method multiple times, without assistance, they have mastered the task. This decision would typically be made by the workplace trainer and observed and recorded by the Job Coach. Breaking down the method of a task into teachable steps is the key to fading support in the future.
- Natural Supports
Natural supports should remain central to the person’s training. In a workplace, natural supports are those that are typical to the workplace environment – a manager, supervisor, or a co-worker that has experience doing the same job. The employee should aim to rely primarily on natural supports rather than on a Job Coach.
More Customised Employment Videos & Resources
Website
Imagine More Resources
The Imagine More Customised Employment resource page offers additional comprehensive guides designed for families navigating the journey toward meaningful employment for people with disability.
Website
Resourcing Inclusive Communities
Resourcing Inclusive Communities is an initiative of Family Advocacy that provides information and resources to assist people with disability to live meaningful lives, as valued members of their communities.
Video
Customised Employment Video Series
Family Advocacy
This series of short videos, presented by Professor David Mank and Milton Tyree, introduces the key concepts of customised employment.
Video
Coming Soon: Drew's Story About Employment
Equity Works
Drew is passionate about Customised Employment. Notice how Drew was clear on his intention to find work that was aligned his personal values and strengths, rather than settling with a job that didn’t feel right for him. He now works as a Peer Mentor with Equity Works.
Microenterprise and Small Business
The principles of Customised Employment can also be applied to starting a small business or ‘microenterprise’. A microenterprise is a very small business that is crafted around a person’s talents, gifts, interests and the available resources. Generally, it would be simple to start, require minimal capital and have a viable purpose.
Webinar
Discover Micro-Enterprise
Community Resource Unit ft. Helen Neal from The Community Living Project
This webinar, presented by Helen Neale from The Community Living Project (South Australia), introduces the Micro Enterprise Project and the concept of microenterprise.
Website
Microenterprise Process
Valued Lives
The process of setting up a micro enterprise (as structured around the framework set out by Valued Lives in the image above) typically involves:
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- Discover – start by identifying skills, talents, activities and attributes of the person. Explore ideas centered around the person that meets their needs, including their preferred working times, and how many hours or days a week they would like to work. Also consider available resources, such as spaces and equipment.
- Plan – Conduct market research and think about community and business needs that align – is there already a business like this one already in your local area? Also, what will be the genuine contribution of the person? The person doesn’t have to know how to complete all the tasks but a few specific jobs are essential.
- Start – Begin service or production, often on a small scale to begin with. For example, focus on a few tasks that the person enjoys and can complete successfully.
- Sustain – If it’s appropriate, gather a business management team and recruit a paid business assistant who will work alongside the person with disability, on the days and hours of business. They are employed based on their skills that match the business, for example baking, floristry, ability to drive with a trailer, etc. Once the hobby becomes a business, you may need additional licenses and permits specific to your type of business.
In some cases, a consultant could work alongside the person in this process. Having a consultant can be helpful in working through the steps, in particular assisting with discovery, and finding people to be part of the business management team.
Examples of Microenterprise
Video
Jack Baggoley
Community Resource Unit (CRU)
In this video, passionate business owner Jack Baggoley shares with us his journey in setting up an ice-cream cart business and the ways in which he is pursuing his interests and talents. Notice how through employing a support worker with relevant skills can assist.
Video
Master Shredder, Emma Lynam
Community Resource Unit (CRU)
This wonderful example of a microenterprise features Emma Lynam from Townsville. This business started small and built over time. Emma is a confident young woman who connects with her business partners, clients and community through her shredding business.
Website
Micro Enterprise Project
Community Living Project (CLP)
Community Living Project (South Australia) provides opportunities for people to establish their own small business through the Micro Enterprise Project. Their website features a range of videos featuring these micro enterprises.
Video
Micro Enterprise Project
Community Living Project (CLP)
This video, about the Micro Enterprise Project, includes three examples of small businesses that have been developed as part of the project. These stories demonstrate the ways in which meaningful employment in microenterprise can provide a sense of accomplishment, pride, enjoyment and contribution.
Video
Starting at School
Community Living Project (CLP)
For school age students, Bailey’s story is a wonderful example of how a family and school can work together to get started on customising a micro enterprise.
Video
The Young Entrepreneur - A Successful Story of Microenterprise
Family Advocacy
A short video introducing Luca’s successful microenterprise, called Braille by Luca.
Video
Your Stories
Valued Lives
Valued Lives (Western Australia), have created a series of 60-second videos showcasing local and innovative microenterprises.
Small Business and Social Enterprise
When starting a microenterprise, consider looking to the broader range of resources available on starting and running small businesses generally. Government websites often contain useful resources. If starting a microenterprise that benefits a social or environmental cause, you could consider the social enterprise business model.
Booklet
Securing Futures Through Employment
Family Advocacy
This employment guide covers many of the themes we discuss here, from setting a vision and career goals, to exploring work opportunities, customising employment and capturing the learnings.
Click here to view the Booklet (PDF)