UEmploy: Consultancy for Employment Inclusion Auditor Training Handbook Leonardo da Vinci...
-
Upload
earl-leonard -
Category
Documents
-
view
216 -
download
0
Transcript of UEmploy: Consultancy for Employment Inclusion Auditor Training Handbook Leonardo da Vinci...
UEmploy: Consultancy for Employment Inclusion
Auditor Training Handbook
Leonardo da Vinci Development of Innovation2010 – 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 Activity Content
09:00 – 09:15 Welcome 09:15 – 09:45 Introduction ‘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 09:45-10:00 What is the UEmploy project?
Explanation of UEmploy project Objectives Target companies
10:00-10:10 Coffee break – free questions 10:10-11:30 The UEmploy consultancy process (The human side)
Basic consultancy skills
Needs of people with disability
Understanding people with disability: Lego exercise
Learn to see things with the eye of the disabled people
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?
11:30-11:40 Coffee break
Agenda
Day 1. Afternoon11:40-13:00 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
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
13:00-14:00 Lunch 14:00-15:30 Role play exercises
Interviews between consultants and foremen, workers and line management
Rules of the interviews
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) 15:30-15:45 Tea 15:45-17:00 Analysing information
o Selecting critical competencies o Compiling a decision making matrix
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
Agenda
Day 2. Morning
Time Activity Content 08:00 – 09:15 Welcome: Discussion about the previous day 08:15 – 10:00 Risk analysis o Determining risk factors
o Understanding probability of risk factors o Determining seriousness of risk factors o Final assessment of risks o Selecting the most appropriate type of disabled people for the position or
the work process considering the risk assessment o Exercise 6: Make a risk analysis about the work process shown on the
video. Present the analysis. Evaluation of the presentations. 10:00-10:10 Coffee break – free questions 10:10-11:30 Potential problem analysis
o Defining potential problems (based on the risk analysis) o Finding causes o Working out preventive actions o Working out immediate actions o Exercise 7: Make and present a PPA in groups. Evaluate presentations
10:30-11:40 Coffee break 11:40-13:00 Writing a report 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 13:00-14:00 Lunch
Agenda
Day 2. Afternoon
14:00-15:00 Presenting a report How to present a report Presentation techniques Preparing for potential questions and answers
15:00-15:30 Compiling administration
Sending Evaluation Questionnaire to companies
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
15:30-15:45 Tea 15:45-16:45 Key actors of the auditing process
Consultants’ roles and responsibilities Other auditing issues
Marketing UEmploy consultancy services
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
16:45-17:00 Closing programme, evaluation 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
What is UEmploy?
UEmploy: Consultancy for Employment Inclusion
Leonardo da Vinci Development of Innovation2010 – 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)?
Consultant Roles
Observer Technicalconsultant
Expert
Facilitator Teacher Showing example
Consultant Coach Partner
Consultant’s responsibility for the success of the project
Con
sult
ant’
s re
spon
sibi
lity
for
the
clie
nt
Low interaction
Middle interaction
High interaction
Consultants’ Competencies
Basic Competencies
• 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
Position-related Competencies• Independence•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
Passive• Not interested in employing SN
Reactive• Employs people with SN but accept present employment rate
Adaptive• Interested in employing SN but has no experience
Strategic• Wants to employ more SN in a long term
New employers Experienced employers
The UEmploy Consultancy Process
UEmploy: Consultancy for Employment Inclusion
Leonardo da Vinci Development of Innovation2010 – 4205/ 001 - 001 -< 510784-LLP-1-2010-1-RO-LEONARDO-LMP >
Needs of employees with disability: Group exercise
Company Employee
Expectations
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?
The UEmploy consultancy process
1. Preparation for the audit and interviews: Collecting Information about the company
UEmploy: Consultancy for Employment Inclusion
Leonardo da Vinci Development of Innovation2010 – 4205/ 001 - 001 -< 510784-LLP-1-2010-1-RO-LEONARDO-LMP >
The UEmploy Consultancy Process
• The Process of UEmploy consultancy service1. Preparation for the audit and the interview
• 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
2. Interviewing (Visiting the company)• Interviewing stakeholders of the work process (Rules of the interviews)
3. Analyzing information• Selecting critical competencies• Compiling a decision making matrix
4. Risk analysis
5. Potential problem analysis
5. Writing reports
6. Presenting reports
7. Compiling administration
8. Sending Evaluation Questionnaire to the audited company
Preparation for the Audit and Interviews
1. Preparation for the audit
• Collecting information– Collect as much information as possible before
contacting the client
• Studying company’s website– 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.
The UEmploy consultancy process
1. Preparation for the audit and interviews: First company trip
UEmploy: Consultancy for Employment Inclusion
Leonardo da Vinci Development of Innovation2010 – 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
FrequencyKnowledge necessary to perform the task
Skills needed ToolsPersonal protective
equipment
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?
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?
Step 1.Step 2.Step 3.
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 special knowledge is
necessary for the employee 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?
What kind of attitude is necessary to
perform the task perfectly?
What are the key stress factors of this
step?
What kind of quality problems occur
frequently at this step?
Work process
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 companiesCompetencies Detailed activities Scores
Ability to walk into the workplace Able to walk and reach workplace without any helpAbility to use elevators Able to use elevators alone without any helpAbility to move from one position to an another Able to leave position and rotate in the workplace regularlyAbility to feel pain Able to feel own injuriesAbility to feel cold Able to feel if a machine or a part is too coldAbility to feel heat Able to feel if a machine or raw material (e.g. aluminium) or a part is too hotAbility to taste Ability to taste unsafe foodAbility to smell Ability to smell hot or burnt parts
Ability to see clearly (see problems on surface) Able to examine the surface of each part and to see any stains and other problemsAbility to read Able to read small letters on labels on different componentsAbility to write Able to fill out forms and checklists of documentation regarding quality systemsAbility to distinguish colours Ability to clearly distinguish colours and shadesAbility to see traffic signs Ability to see traffic signs and marked pedestrian crossingsAbility to see monitors Ability to see and to read monitors and screens with work instructionsAbility to count Ability to count small objects and spare partsAbility to extract Ability to count the parts and objects necessary for assembling the productsAbility to divide and to multiply Ability to calculate the necessary parts for assembling the products
Mobility competencies
Sensory competencies
Visual competencies
Arithmetic competencies
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.
The UEmploy consultancy process
2. The filed trip and the interviews
UEmploy: Consultancy for Employment Inclusion
Leonardo da Vinci Development of Innovation2010 – 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– Walls– Corridors– Toilets– Tools– Devices– Technologies
Conditions of barrier free movements of people with disability Insured Uninsured Parking places The parking place for disabled employees is not further than 50 metres from the entrance
The entrance of the plant can be reached without any barriers 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.
Parking places for disabled employees are clearly painted and indicated
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
The UEmploy consultancy process
3. Analyzing Information
UEmploy: Consultancy for Employment Inclusion
Leonardo da Vinci Development of Innovation2010 – 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
• 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.
Competencies Detailed activities S1 S2 S3 S4 Average
Ability to see clearly (see problems on surface) Able to examine the surface of each part and to see any stains and other problems 10Ability to read Able to read small letters on labels on different components 5Ability to distinguish colours Ability to clearly distinguish colours and shades 10Ability to see monitors Ability to see and to read monitors and screens with work instructions 10Ability to communicate verbally Ability to send and receive information verbally in noisy workplace 2Ability to give clear instructions Ability to inform colleagues and to give instructions about quality problems 2Ability to use body language Ability to use warning and other signs using body language in case of emergency 8
List of Critical Competencies
• Selected critical competencies should look like this:
Competencies Detailed activities S1 S2 S3 S4 Average
Ability to see clearly (see problems on surface) Able to examine the surface of each part and to see any stains and other problems 10Ability to distinguish colours Ability to clearly distinguish colours and shades 10Ability to see monitors Ability to see and to read monitors and screens with work instructions 10Ability to use body language Ability to use warning and other signs using body language in case of emergency 8Ability to understand the whole work process Ability to understand all the steps, the sequences of steps and the cycle time 10Ability to work alone and independently Ability to work alone with minimal supervision 8Ability to pay attention in stressful environment Ability to concentrate on work for a long time in stressful (noisy) environment 10Ability to keep up with taktime Ability to work with short cycle time 10Ability to work in standing position Ability to work in standing position for a long time 8
Ability to understand safety rules and instructions 10Ability to accept criticism Ability to accept negative feedback regarding personal performance 10Safety awareness Ability to handle unsafe conditions and dangerous materials 10
Types of Workforce According to Categories of Disability
• Check whether you mentioned all the categories of people with disability on a chart.
Visu
al im
pairm
ent
Hea
ring
impa
irmen
t
Olfa
ctor
y an
d gu
stat
ory
impa
irmen
t
Som
atos
enso
ry
impa
irmen
t
Bala
nce
impa
irmen
t
Phys
ical
dis
abili
ty
Inte
llect
ual d
isab
ility
Men
tal h
ealth
and
em
otion
al d
isab
ility
Dev
elop
men
tal d
isab
ilitySensory disability
Compiling a Decision Making Matrix
• After selecting the critical competencies of the work process the UEmploy consultant must compile a decision making matrix.
Visu
al im
pairm
ent
Hea
ring
impa
irmen
t
Olfa
ctor
y an
d gu
stat
ory
impa
irmen
t
Som
atos
enso
ry
impa
irmen
t
Bala
nce
impa
irmen
t
Able to examine the surface of each part and to see any stains and other problemsAble to read small letters on labels on different componentsAble to fill out forms and checklists of documentation regarding quality systemsAbility to clearly distinguish colours and shadesAbility to see and to read monitors and screens with work instructionsAbility to count small objects and spare partsAbility to count the parts and objects necessary for assembling the productsAbility to calculate the necessary parts for assembling the productsAbility to send and receive information verbally in noisy workplaceAbility to inform colleagues and to give instructions about quality problemsAbility to use warning and other signs using body language in case of emergencyAbility to write reports, to fill out checklists, to make notes if necessary
Phys
ical
dis
abili
ty
Inte
llect
ual d
isab
ility
Men
tal h
ealth
and
em
otion
al d
isab
ility
Dev
elop
men
tal d
isab
ility
Selected competencies
Sensory disability
Determining Best Type of Disability for the Work Process
Appropriate but with preventive measuresNot appropriate for this job position
√ Appropriate for this position
Visu
al im
pairm
ent
Hea
ring
impa
irmen
t
Olfa
ctor
y an
d gu
stat
ory
impa
irmen
t
Som
atos
enso
ry
impa
irmen
t
Bala
nce
impa
irmen
t
Able to examine the surface of each part and to see any stains and other problemsAble to read small letters on labels on different componentsAble to fill out forms and checklists of documentation regarding quality systemsAbility to clearly distinguish colours and shadesAbility to see and to read monitors and screens with work instructionsAbility to count small objects and spare partsAbility to count the parts and objects necessary for assembling the productsAbility to calculate the number of the necessary parts for assembling the products
Decision making matrix
Selected competencies
Phys
ical
dis
abili
ty
Sensory disability
Inte
llect
ual d
isab
ility
Men
tal h
ealth
and
em
otion
al d
isab
ility
Dev
elop
men
tal d
isab
ility
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.
Explanation of signs
P: Probability (1 not probable, 10 very probable)S: Seriousness (1 not serious, 10 very serious)T: Total score
RisksP S T P S T P S T P S T P S T P S T P S T P S T P S T
Short sighted workers can make mistakes when reading small labels and mix parts on the main bodies 2 10 20 10 10 100 1 1 2 1 1 2 1 1 2 1 1 2 2 6 12 5 6 30 8 6 48Workers can not rotate in every half an hour. 10 10 100 2 6 12 2 6 12 2 6 12 2 6 12 2 6 12 8 6 48 5 6 30 5 6 30Workers can not get access to main building 10 10 100 2 10 20 2 10 20 2 10 20 2 10 20 5 10 50 3 10 30 5 10 50 5 10 50Workers can not feel hot parts and material 1 10 10 1 10 10 1 10 10 1 10 10 5 10 50 1 10 10 5 10 50 5 10 50 1 10 10Workers can not hear instructions and alarm from foremen. 1 10 10 1 10 100 10 10 100 1 10 10 1 10 10 1 10 10 1 10 10 1 10 10 1 10 10Total 240 242 144 54 94 84 150 170 148
Risk analysis
High risk Middle risk Low risk
Mental health and emotional disability
Develop-mental
disability
Selected types of workers with disabilities
Balance impairment
Intellectual disability
Physical disability
Visual impairment
Hearing impairment
Olfactory and gustatory
impairment
Somato-sensory
impairment
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 Causes Preventive actions Immediate actionsShort sighted employees may have problems to read instructions and performance charts on the information walls
Short sighted people can not read perfectly
Use larger characters on charts and information tables
Explain the content of the chart or give a printed version with larger fronts to the employee
People with wheelchairs can hit other employees running errands
Lack of signed passes for wheelchairs plant
Mark passes for wheelchairs in the pass ways, train colleagues to pay attention to handicapped employees
Help the employee at once and report it to the EHS manager
Short sighted workers can make mistakes when reading small labels and mix parts on the main bodies
Visual impairment Use bigger characters and colours Send employee to an another work position
Workers can not get access to main building Mobility impairment Build free access paths for disabled employees Appoint a person responsible for transportation of the employee
Workers can not feel hot parts and material Somatosensory impairment Separate hot parts and hot machines Call for the ambulanceWorkers can not hear instructions and alarm from foremen.
Hearing impairment Help chain should be set up to inform workers with hearing impairment
Supervisor responsible for the area must check workers with hearing impairment in case of emergency
PPA (Potential Problem Analysis)
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
Steps
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
Visual impairment
Hearing impairment
Develop-mental disability
Categories
Recommended employees with disability for each step of the work process
Physical disability
Recommended Recommended with care Not recommended
Olfactory and gustatory
impairment
Somato-sensory
impairment
Balance impairment
Intellectual disability
Mental health and emotional disability
Report Writing
• Attributes of a good report– Structure– Impartiality– Professionalism– Accurace– Confidentality– Logic of analysis– Relevance– Pragmatism
Recommended Structure of a UEmploy ReportThe 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
The UEmploy consultancy process
4. Presenting the report
Leonardo da Vinci Development of Innovation2010 – 4205/ 001 - 001 -< 510784-LLP-1-2010-1-RO-LEONARDO-LMP >
UEmploy: Consultancy for Employment Inclusion
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
The UEmploy consultancy process
Compiling administration
Leonardo da Vinci Development of Innovation2010 – 4205/ 001 - 001 -< 510784-LLP-1-2010-1-RO-LEONARDO-LMP >
UEmploy: Consultancy for Employment Inclusion
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 1. 2. 3. 4. 5. Comment Objective (Not partial) Clear in communication Independent Organized Empathetic Flexible Creative
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.