ZBORNIK RADOVA

7. Međunarodni stručni skup, NA POSAO!Uloga pružatelja usluga u profesionalnoj rehabilitaciji i zapošljavanju osoba s invaliditetom – europska i hrvatska iskustva• Must Coach!Method differs from training/ counselling /instruction / demonstration..• have to believe in the employability of our cliënts.and ofcourse in the usefulness of the support we deliver. If this is not the case we don't start with a clientor we stop the training or coaching. Those cliënts will be referred back to GTB.• Must show resultsJob-coaches have a workload of about 15 cliënts –depending on the predictability of cliënt'semployability. Results are monitored (different for cliënts with TBI or psychiatric problems). We do notwant them to engage in a coaching processus that takes up too much energy or time. Our job-coaches arenottogivetherapy.Ifthereissuchneedpeoplecanbereferredtoatherapyandstartupagainlater.• mustmastermethods,tools,employmentmediation&labourmarketknow-how.The aim for a job-coach shouldn't be just to find someone 'a job'. They will support good careerperspectives that fit the cliënts' competences and aspirations.• Should give special support, where needed onlyavoid stigmatization. Example: person lost learning abilities due to TBI: carving.• Do introduce themselves (& sometimes the client )They become acquinted with the company, boss, job, colleagues,mentor (first name basis)• Will confirm agreements and give adapted info. (agreed before with cliënt )to Boss, Human resources responsible, direct chief, colleagues and mentor on consequences ofdisability and on the proposed support by the coach. Adapted & with respect for privacy & autonomy!• Pay attention to perspectives :- It is often better to write out in consensus with all involved what should be learned in the introductionperiod in what timeframe. This involves all necessary practical and social skills in the workplace.- the vocational training program on the job. If needed or/and if no prior apprenticeship. Get clearpicture of expectations on attitude & productivity..- exchange info on support opportunities in life long learning..• Always do respect and stimulate autonomy!!bring about the independence of the employee with a disability. Keep your eye open for patronizingbehaviour. Yourself but also colleagues and a mentor can become confused on the borders of familiarityand start to belittle and patronize..• Promote own fading out-fading in of natural resources.We try to fade out coaches' involvement asap and develop natural supports (foster active involvementof persons in the immediate surroundings of the cliënt for the best form and value to the employment andsocial integration of the employee.• Follow up & support of natural resources.Spontanuous follow up in order to avoid urgent interventions. A good practice is to indicate a mentoramongst close colleagues and to support the building out of a social network involving the companiesconfidential advisor / the security advisor / the shop steward's committee.37