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| − | == Theory of Change ==
| + | __NOTOC__ |
| − | {| class="wikitable"
| |
| − | ! <big>Short-Term Outcomes</big> !!!! <big>Mid-Term Outcomes</big> !!!!<big>Long-Term Outcomes</big>
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| − | !
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| − | !<big>Social Impact</big>
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| − | |-
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| − | ! style="background: #CEE0F2" |[[Disability/Employment/Understanding PWD Capabilities|<big>Employers understand PWD capabilities</big>]]
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| − | ! style="background: #CEE0F2;" |<big>→</big>
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| − | ! rowspan="3" style="background: #CEE0F2;" |<big>Employers are willing to hire PWDs</big>
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| − | ! rowspan="3" style="background: #CEE0F2;" |'''<big>→</big>'''
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| − | ! rowspan="3" style="background: #CEE0F2;" |<big>Workplaces are inclusive</big>
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| − | ! rowspan="6" style="background: #FFF8DC;" |<big>→</big>
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| − | ! rowspan="6" style="background: #FFF8DC;" |<big>PWDs are able to secure, retain and progress in employment</big>
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| − | |-
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| − | ! style="background: #CEE0F2;" |<big>Employers know how to accommodate PWDs' needs</big>
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| − | ! style="background: #CEE0F2;" |<big>→</big>
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| − | |-
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| − | ! style="background: #CEE0F2;" |<big>Employers find it financially feasible to hire PWDs</big>
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| − | ! style="background: #CEE0F2;" |<big>→</big>
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| − | |-
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| − | ! style="background: #F2DACE;" |<big>PWDs fully understand their suitability for job options/career paths</big>
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| − | ! colspan="3" style="background: #F2DACE;" |<big>→</big>
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| − | ! rowspan="3" style="background: #F2DACE;" |<big>PWDs' ability to compete in the job market is maximised</big>
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| − | |-
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| − | ! style="background: #F2DACE;" |<big>PWDs know about available job opportunities</big>
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| − | ! colspan="3" style="background: #F2DACE;" |<big>→</big>
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| − | |-
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| − | ! style="background: #E0F2CE;" |<big>PWDs acquire work skills</big>
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| − | ! style="background: #E0F2CE;" |<big>→</big>
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| − | ! style="background: #E0F2CE;" |<big>PWDs are work ready (having put work skills into practice in actual work settings)</big>
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| − | ! style="background: #E0F2CE;" |<big>→</big>
| |
| − | |}
| |
| − | {| class="wikitable"
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| − | !<big>If....</big>!!!!<big>Then...</big>
| |
| − | |-
| |
| − | ! style="background: #CEE0F2" |<big>Employers understand PWD capabilities</big>
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| − | ! style="background: #CEE0F2;" |<big>→</big>
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| − | ! style="background: #CEE0F2;" |<big>Employers are willing to hire PWDs</big>
| |
| − | |}
| |
| | | | |
| − | {| class="wikitable"
| + | <big>Click on each outcome in the Theory of Change to explore services, gaps and ideas.</big> |
| − | | style="width: 33.3%;" |'''Programmes'''
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| − | | style="width: 33.3%;" |'''Gaps'''
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| − | | style="width: 33.3%;" |'''Ideas'''
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| − | |'''[https://employment.sgenable.sg/news/1021/ Inclusive Business Forum (IBF) and “Fostering Inclusion At The Workplace” Seminar]'''
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| − | *Inaugural IBF held in 2016 , second round on 25 Jul 2018
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| − | *Inaugural seminar held in 2017
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| − | *Inform businesses of the benefits of hiring PWDs and encourage more employers to hire PWDs
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| − | |
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| − | |Can there be more opportunities to dialogue with employers or partners such as WSG/MOM, such that the process may be more institutionalised/supported?
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| − | |-
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| − | |[https://employment.sgenable.sg/employers/get-resources/ '''SG Enable employer resources''']
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| − | *Resources that assist employers in understanding, communicating and working with PWDs.
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| − | |
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| − | |
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| − | |-
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| − | |Inclusive Employers in Singapore
| |
| − | *[https://www.joanbowen.com/wptempkyk/ Joan Bowen Café]
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| − | *[http://www.believe-nj.com/ Believe NJ Pte Ltd]
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| − | *[https://m.facebook.com/Soul-Food-Enterprise-Pte-Ltd-286503891431586/ Soul Food Enterprise Pte Ltd]
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| − | *[http://flourpower.com.sg/ Flour Power]
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| − | *[https://sidewalkgallerycafe.wordpress.com/ Sidewalk Gallery Cafe]
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| − | *[https://projectdignity.sg/dignity-kitchen Dignity Kitchen]
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| − | *Flourish Culinary
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| − | *[http://mynonnas.com/ My Nonna’s]
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| − | *[https://trampolene.org/ahead/ Trampolene]
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| − | *[https://www.forewordcoffee.com/ Foreword Coffee]
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| − | *[https://www.mustardtree.com.sg/ Mustard Tree]
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| − | *[http://www.profbrawn.com.sg/ Professor Brawn Café] - donated to ARC
| |
| − | * https://www.linkedin.com/feed/update/urn:li:activity:6557440111913603072/
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| − | |
| |
| − | |
| |
| − | |}
| |
| − | {| class="wikitable"
| |
| − | !<big>If....</big>!!!!<big>Then...</big>
| |
| − | |-
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| − | ! style="background: #CEE0F2" |<big>Employers know how to accommodate PWDs' needs</big>
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| − | ! style="background: #CEE0F2;" |<big>→</big>
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| − | ! style="background: #CEE0F2;" |<big>Employers are willing to hire PWDs</big>
| |
| − | |}
| |
| − | {| class="wikitable"
| |
| − | |'''Programmes'''
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| − | |'''Gaps'''
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| − | |'''Ideas'''
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| − | |-
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| − | |[https://employment.sgenable.sg/employers/get-resources/ '''SG Enable employer resources''']
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| − | *Resources that assist employers in understanding, communicating and working with PWDs.
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| − | |
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| − | |
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| − | |-
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| − | |'''Disability education training for employers and co-workers of PWDs'''
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| − | *[https://www.dpa.org.sg/about-us/what-we-do/ DPA Disability Awareness Talks]
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| − | *[https://www.societystaples.com.sg/experience-services/ Society Staples training for employers]
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| − | *[https://takeaction.spd.org.sg/disability-etiquette-talks/ SPD Disability Etiquette Talks]
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| − | *APSN Employer Education Workshops
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| − | |PWDs continue to face discrimination in the workplace: see 2015 study by [http://www.dpa.org.sg/wp-content/uploads/2015/08/Employment-merged.compressed.pdf DPA] and this DPA-IPS 2016-2017 [https://www.straitstimes.com/singapore/manpower/study-sheds-light-on-job-discrimination-faced-by-those-with-disabilities participatory research]
| |
| − | |
| |
| − | *Speak to training attendees to assess efficacy of current training avenues.
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| − | *Focus on practical strategies to communicate with colleagues with disabilities, rather than generic education.
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| − | *Encourage hiring managers to share their fears/stereotypes about hiring PWDs — this should be a standard part of companies’ disability education training, and official HR curricula in Singapore.
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| − | *Make it mandatory for co-workers working together with the PWD, HR and management-level staff to attend disability education training.
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| − | *Conduct research/collect data on disabled employees who were terminated or had to leave because employers did not accommodate their needs.
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| − | *Consider a rotational buddy system for disabled employees, to reduce buddy fatigue and allow co-workers to understand their PWD colleague better
| |
| − | |}
| |
| − | {| class="wikitable"
| |
| − | ! rowspan="2" |<big>Employers find it financially feasible to hire PWDs</big>!!<big>then</big>
| |
| − | ! rowspan="2" |<big>Employers are willing to hire PWDs</big>
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| − | |-
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| − | ! style="background: #CEE0F2;" |<big>→</big>
| |
| − | |}
| |
| − | ==='''Engaging and Equipping Employers'''===
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| − | ====Need for ready supply of jobs====
| |
| − | {| class="wikitable"
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| − | |Ready supply of jobs
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| − | *Adequate number of jobs
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| − | *Jobs have varying position levels and required qualifications, skills and work experiences
| |
| − | |}
| |
| − | {| class="wikitable"
| |
| − | !EXISTING RESOURCES
| |
| − | !GAPS AND THEIR CAUSES
| |
| − | !POSSIBLE SOLUTIONS
| |
| − | |-
| |
| − | |[https://employment.sgenable.sg/news/1021/ Inclusive Business Forum (IBF) and “Fostering Inclusion At The Workplace” Seminar]
| |
| − | *Inaugural IBF held in 2016 , second round on 25 Jul 2018
| |
| − | *Inaugural seminar held in 2017
| |
| − | *Inform businesses of the benefits of hiring PWDs and encourage more employers to hire PWDs
| |
| − | |
| |
| − | |Can there be more opportunities to dialogue with employers or partners such as WSG/MOM, such that the process may be more institutionalised/supported?
| |
| − | |-
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| − | |[https://www.sec.gov.sg/FAQ/Pages/How-much-Special-Employment-Credit-(SEC)-can-employers-of-persons-with-disabilities-(PWDs)-receive.aspx Special Employment Credit (SEC)]
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| − | *Extended to employers who hire PWDs in 2012
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| − | *From 2012 to December 2016, $59 million in SEC credit has been disbursed to employers of about 10,000 PWDs.[[Disability#cite note-61|[61]]]
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| − | |
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| − | |
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| − | |-
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| − | |[https://www.straitstimes.com/singapore/taking-job-help-to-those-with-disabilities Government efforts to set up employment centres in residential neighbourhoods]
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| − | |Question: Any updates on the neighbourhood employment centres?
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| − | |
| |
| − | |-
| |
| − | | colspan="3" |Employment Opportunities
| |
| − | |-
| |
| − | |Inclusive Employers in Singapore
| |
| − | *[https://www.joanbowen.com/wptempkyk/ Joan Bowen Café]
| |
| − | *[http://www.believe-nj.com/ Believe NJ Pte Ltd]
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| − | *[https://m.facebook.com/Soul-Food-Enterprise-Pte-Ltd-286503891431586/ Soul Food Enterprise Pte Ltd]
| |
| − | *[http://flourpower.com.sg/ Flour Power]
| |
| − | *[https://sidewalkgallerycafe.wordpress.com/ Sidewalk Gallery Cafe]
| |
| − | *[https://projectdignity.sg/dignity-kitchen Dignity Kitchen]
| |
| − | *Flourish Culinary
| |
| − | *[http://mynonnas.com/ My Nonna’s]
| |
| − | *[https://trampolene.org/ahead/ Trampolene]
| |
| − | *[https://www.forewordcoffee.com/ Foreword Coffee]
| |
| − | *[https://www.mustardtree.com.sg/ Mustard Tree]
| |
| − | *[http://www.profbrawn.com.sg/ Professor Brawn Café] - donated to ARC
| |
| − | |
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| − | |
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| − | |-
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| − | |[https://www.sgenable.sg/pages/content.aspx?path=/for-adults/sheltered-workshops/ Sheltered Workshops]
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| − | *Offers employment or vocational training to adults with disabilities who do not possess the competencies or skills for open employment, allowing them to practice in jobs or tasks where the processes are either simple or broken down into simpler steps.
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| − | *8 workshops as of 13 August 2018
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| − | |Some PWDs may find sheltered employment too easy/not challenging, yet be unsuited for open employment. What of a supported employment model?
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| − | *Currently there are some PWDs who are not able to gain employment in open market but rejected sheltered employment. This is due to the tasks are too simple for them and the low allowance provided (<$300/month).
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| − | |
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| − | |-
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| − | |[https://employment.sgenable.sg/jobseekers/public-service-career-placement-pscp-programme/ Public Service Career Placement (PSCP) Programme]
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| − | *Provides job matching services for persons with autism spectrum disorder, intellectual disability, physical impairment, hearing impairment and visual impairment who are interested to pursue a career in the public service sector.
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| − | *After placement, job support services will be provided.
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| − | |
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| − | |
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| − | |-
| |
| − | | colspan="3" |Gaps
| |
| − | #There is a lack of commensurable jobs/job-matching when it comes to highly-skilled PWDs. In 2011, a blind individual with a master’s degree in professional counselling was offered an hourly paid telemarketer job when they approached a job placement and support agency in 2011.
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| − | #58.3% of HR leaders felt that their organisations were not doing enough to support PWDs. The main reason for this was the lack of disability-friendly facilities.<ref>https://www.straitstimes.com/singapore/aged-and-disabled-should-be-top-issues-in-the-workplace-survey-of-hr-leaders-show</ref>
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| − | Questions
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| − | #Do we know how many PWDs are employed in government agencies? Should we build a case for the government to take the lead in employing PWDs?
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| − | #*In Singapore, those with disabilities comprise just 0.55 per cent of the resident labour force, according to the MSF in 2017.
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| − | #*8,600 estimated to be employed in the public and private sector in 2017.<ref>https://www.msf.gov.sg/media-room/Pages/Employment-rate-of-Persons-with-Disabilities.aspx</ref>
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| − | #Can we explore the feasibility of more diverse jobs and job tracks (e.g., evergreen sectors such as cleaning – including laundry/waste management, healthcare, infant and childcare, education)?
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| − | #*What of purposeful re-design and job carving – are there people working on this?
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| − | #*To what extent do caregiver perceptions of employment opportunities perceived as inferior but which may pay relatively handsomely (e.g. collecting refuse, funeral parlour work) hinder PWDs from gaining employment?
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| − | #*What about freelance/cottage industry work?
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| − | #What are ways to increase the labour force participation rate for PWDs?
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| − | #*Purposeful job reservation – quota hiring system or protected industries (e.g., horticulture/farming at HDB veg plots, postal/mail distribution, food preparation, wholesale veg processing, carwashing, logistics. Can parents be funded to set up viable businesses to train/support their SNCs?
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| − | #*Carrots – tax incentives/rebates, educate businesses on schemes (e.g., ODP)
| |
| − | |}
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| − | ----
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| − | ====Need for secure jobs====
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| − | {| class="wikitable"
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| − | |Available Information
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| − | *SG Enable has placed more than 1,200 PWDs in jobs within the past three years, in the retail, F&B, IT and other sectors.
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| − | *PWDs comprise 0.55% of the resident labour force. Median monthly gross wage ranged from $1,000 to $2,800.
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| − | *The Straits Times has calculated that five in 100 PWDs have job.
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| − | *8,600 estimated to be employed in the public and private sector in 2017.[[Disability#cite note-62|[62]]]
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| − | |}
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| − | {| class="wikitable"
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| − | !EXISTING RESOURCES
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| − | !GAPS AND THEIR CAUSES
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| − | !POSSIBLE SOLUTIONS
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| − | |-
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| − | |[https://employment.sgenable.sg/students/special-education-students/ School-to-work transition programme (S2W)]
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| − | *Jointly launched by MSF, MOE and SG Enable in 2014
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| − | *Begins in the year of graduation and lasts for up to a year after
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| − | *Students with the potential to work identified by SG Enable and matched to job training
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| − | [https://www.msf.gov.sg/policies/Disabilities-and-Special-Needs/Documents/Enabling%20Masterplan%203%20(revised%2013%20Jan%202017).pdf Enabling Masterplan 3]
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| − | *To scale up S2W programme so that more SPED school students can participate
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| − | |
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| − | |
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| − | |-
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| − | |[https://www.spd.org.sg/employment-support-programme/ SPD Employment Support Programme (ESP)]
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| − | *Vocational training and employment planning for persons with permanent disabilities 16 years and above
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| − | |Job retention is a major issue even if people with disabilities are hired.
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| − | |Consider to improve rapport between employers and job support and placement agencies (JPJS), to increase the likelihood of employers approaching JPJS agencies and being more forthcoming whenever they face issues (e.g. behavioural) with PWD employees that are new on-board. SPD provides job coaching support post-employment for up to six months.
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| − | |-
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| − | |[https://www.spd.org.sg/transition-to-employment/ SPD Transition To Employment Programme (TTE)]
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| − | *Aims to reintegrate people with acquired physical disabilities aged 18-60 back into the workforce
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| − | |
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| − | |
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| − | |-
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| − | |[https://www.autism.org.sg/core-services/e2c#tab_e2cProgramme ARC Employability & Employment Centre (E2C) Programme]
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| − | *Autism-specific pre-assessment, assessment, employability training, job placement and job support
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| − | |
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| − | |
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| − | |-
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| − | |[http://www.minds.org.sg/AdultSvcs.html#EDCprogramme MINDS Employment Development Centres (EDCs)]
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| − | Provides vocational training for adults with intellectual disabilities aged 18 and above:
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| − | *[http://www.minds.org.sg/IEDC/index.html Idea Employment Development Centre]
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| − | *[http://www.minds.org.sg/SMEDC/ SIA-MINDS Employment Development Centre]
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| − | *[http://www.minds.org.sg/WEDC/ Woodlands Employment Development Centre]
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| − | |
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| − | |
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| − | |-
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| − | |[https://www.able-sg.org/rehab.html ABLE Return-to-Work Programme]
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| − | *Provides physical rehabilitation, vocational rehabilitation, social support, training, return-to-work coordination and employment support.
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| − | |
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| − | |
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| − | |-
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| − | |[https://employment.sgenable.sg/jobseekers/public-service-career-placement-pscp-programme/ Public Service Career Placement (PSCP) Programme]
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| − | *Provides job matching services for persons with autism spectrum disorder, intellectual disability, physical impairment, hearing impairment and visual impairment who are interested to pursue a career in the public service sector.
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| − | *After placement, job support services will be provided.
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| − | |
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| − | |
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| − | |-
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| − | | colspan="3" |Gaps
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| − | #Cases in vocational assessment and job placement:
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| − | #*Inconvenient job placement locations? An individual staying in Bedok was offered placement in Boon Lay, while another staying in Yishun was offered placement at Margaret Drive.
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| − | #Companies ought to hire employees based on a match between the skills required to perform the job and the applicant's skill sets, qualifications and past work experience. However, as disclosure of one’s disability is mandatory and companies tend to put the disability before the skill/qualification/work experience, this disadvantages PWDs, especially those with visible disabilities, during the hiring process.
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| − | #Labour participation/employment rate (0.55%) continues to stand low compared to the prevalence rate of PWDs (17% – 3.4% for 18-49 y/o, 13.3% for 50 y/o and above).
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| − | Questions
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| − | #As job coaches are salaried staff, is there a reason why job coach fees have to be paid?
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| − | #Is there available statistical data that informs us of the average amount of time an employee with disability stays in their job?
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| − | #To promote the securing of jobs through bridging employers’ understanding of potential PWD employees, can we encourage more employers to visit PWD job training centres?
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| − | #Would monetary incentives be a feasible way to encourage persons with acquired disabilities to return to the workforce?
| |
| − | |}
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| − | ----
| |
| − | ====Need for inclusive workplace====
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| − | {| class="wikitable"
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| − | |Definition
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| − | *Employee is hired, appraised and remunerated fairly
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| − | *Employment rights are upheld
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| − | *Appropriate and reasonable re-design/modifications/accommodations to workplace and job are made
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| − | *Attitudinal barriers at workplace are absent
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| − | Inclusive workplaces should include
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| − | *Fair recruitment and procurement practices
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| − | *Policies concerning equality and human rights, working conditions, dignity at work, employee welfare
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| − | *Reasonable accommodation made by employers:
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| − | **An accommodation is defined as any change in work environment or processes to allow an employee with disability to enjoy equal employment opportunities.
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| − | *A welcoming workplace culture
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| − | **“Inclusion goes beyond merely having a mix of employees with different demographics and backgrounds in the workplace. It is about appreciating employees for the unique value they bring to the workplace, and leveraging on those differences to add value to the organisation so that both the person and the organisation can flourish.”<ref>https://www.tafep.sg/sites/default/files/E-News%20April%202011_files/Publication%20CIW%20Start%20Up%20Kit%20(as%20of%20040712).pdf</ref>
| |
| − | |}
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| − | {| class="wikitable"
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| − | !EXISTING RESOURCES
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| − | !GAPS AND THEIR CAUSES
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| − | !POSSIBLE SOLUTIONS
| |
| − | |-
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| − | |[https://employment.sgenable.sg/get-funding-support/ Open Door Programme]
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| − | *Employers of PWDs eligible for grants and employment support services such as the Job Redesign Grant, Training Grant and other Recruitment and Job Support Services
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| − | *Enhanced and renamed as ODP from Open Door Fund in 2014
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| − | *Since 2012, 140 companies have applied for ODP support. The average claim per company is $3000.[[Disability#cite note-63|[63]]]
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| − | |
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| − | |
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| − | |-
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| − | |[https://www.msf.gov.sg/policies/International-Conventions/Documents/Singapore%20CRPD%20Report%20-%20final.pdf Guidelines by Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) for fair employment practices]
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| − | *Singapore adopts promotional and educational methods to prevent discrimination of PWDs at the workplace
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| − | *Job seekers or employees who encounter discrimination due to their disability may approach TAFEP for assistance
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| − | |
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| − | |
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| − | |-
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| − | |[https://www.panpacific.com/en/newsroom/press-releases/global/2017/fostering-inclusion-at-the-workplace.html#.Wuu7m4huY2x Inclusive Business Forum (IBF) and “Fostering Inclusion At The Workplace” Seminar]
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| − | *Attended by business leaders from different sectors
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| − | *Business leaders share experiences from hiring PWDs and the implementation of inclusive hiring practices
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| − | |
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| − | |
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| − | |-
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| − | |Enabling Employers Network
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| − | *Employers of persons with disabilities who support and champion employment opportunities for PWDs
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| − | |
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| − | |
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| − | |-
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| − | |[https://www.sbnod.com/ Singapore Business Network on Disability]
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| − | *Community of businesses in Singapore across various industries who work in collaboration to share (as appropriate) expertise, experience, networks and resources to help advance the equitable inclusion of persons with disabilities
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| − | *Started in May 2015 with AIG, Barclays, Dairy Farm, Deutsche Bank, EY, KPMG, Singtel, Standard Chartered
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| − | |
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| − | |
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| − | |-
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| − | |[https://employment.sgenable.sg/employers/get-resources/ SG Enable employer resources]
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| − | *Resources that assist employers in understanding, communicating and working with PWDs.
| |
| − | |
| |
| − | |
| |
| − | |-
| |
| − | |DPA Diversity Inclusion Workshops
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| − | |
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| − | |
| |
| − | |-
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| − | |Disability education training for employers and co-workers of PWDs
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| − | *Job placement and job support agencies / departments craft their own training or workshop
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| − | *e.g., SPD’s disability education workshop, APSN DSS employer education workshop, Society Staples staff training
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| − | |
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| − | |
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| − | |-
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| − | | colspan="3" |Experiences of PWDs in the workplace
| |
| − | *Disabled People’s Association (DPA) 2015 study “Achieving Inclusion in the Workplace”
| |
| − | *DPA-IPS 2016-2017 participatory research “Employment Discrimination Against People with Disabilities”
| |
| − | Gaps
| |
| − | #Inclusive workplaces are rare in Singapore, where persons with disabilities (PWDs) comprise just 0.55 per cent of the resident labour force. They are mainly employed in the hospitality, food and beverage, wholesale and retail, and administrative support sectors"<ref>https://www.straitstimes.com/lifestyle/myth-of-the-disabled-worker</ref>
| |
| − | Questions
| |
| − | #Do official HR curricula (e.g. SHRI) teach on how to support companies to employ PWDs fairly?
| |
| − | #Is there a sense/research on how many PWDs lose their jobs because of communication breakdowns in the workplace?
| |
| − | #Do companies face any penalty if they terminate employees who acquired a disability without attempting any job re-design or job modifications? If yes, are PWDs aware of who they can report such situations to?
| |
| − | #Will a rotational buddy system help to reduce buddy fatigue and allow other co-workers to understand their PWD colleague better?
| |
| − | |}
| |
| − | ----
| |
| − | ==='''Job Matching/Placement'''===
| |
| − | ====Need for information on available job opportunities for persons with disabilities====
| |
| − | {| class="wikitable"
| |
| − | |To know about job opportunities
| |
| − | *Focus is on knowledge and awareness (of job opportunities)
| |
| − | |}
| |
| − | {| class="wikitable"
| |
| − | !EXISTING RESOURCES
| |
| − | !GAPS AND THEIR CAUSES
| |
| − | !POSSIBLE SOLUTIONS
| |
| − | |-
| |
| − | |[https://employment.sgenable.sg/jobseekers/employment-assistance/ SG Enable - Job Advisory]
| |
| − | *Job-readiness assessment by specialists such as occupational therapists/psychologists/employment coaches.
| |
| − | |
| |
| − | |
| |
| − | |-
| |
| − | |[https://eservice1.enable.gov.sg/MSFPortal/EDS/Employment/Pages/Common/Index/Index.aspx SG Enable — Disability Employment Jobs Portal]
| |
| − | *Job portal for PwDs to search for opportunities
| |
| − | |Jobs listed on most job portals do not reflect if the hiring company is interested to employ PWDs. Career events are not always universally designed as well.
| |
| − | |Employers can reflect if they are keen to employ PWDs, at career events, on job portals and other avenues.
| |
| − | Having a “ready-to-hire PWDs” mark would ease PWDs’ job search process.
| |
| − | |-
| |
| − | |[https://able-sg.org/return_to_work.html ABLE Return to Work Programme]
| |
| − | *Provides physical rehabilitation, vocational rehabilitation, social support, training, return-to-work coordination and employment support
| |
| − | |
| |
| − | |
| |
| − | |-
| |
| − | |[http://www.bizlink.org.sg/services/vocational-assessment-program/ BizLink Vocational Assessment Service]
| |
| − | *Provides assessment for a disabled individual to determine strengths and weaknesses pertaining to work capacity
| |
| − | *Assist people with disabilities and/or special needs in exploring job opportunities and training
| |
| − | *Offer assistance and counselling to PWDs and/or their families on issues relating to disabilities or work-related issues
| |
| − | |
| |
| − | |
| |
| − | |-
| |
| − | |[https://www.spd.org.sg/employment-support-programme/ SPD Employment Support Programme (ESP)]
| |
| − | *Vocational training and employment planning for persons with permanent disabilities 16 years and above
| |
| − | |
| |
| − | |
| |
| − | |-
| |
| − | |[https://www.spd.org.sg/transition-to-employment/ SPD Transition To Employment Programme (TTE)]
| |
| − | *Aims to reintegrate people with acquired physical disabilities aged 18-60 back into the workforce
| |
| − | |
| |
| − | |
| |
| − | |-
| |
| − | |[https://www.autism.org.sg/core-services/e2c#tab_e2cProgramme ARC Employability & Employment Centre (E2C) Programme]
| |
| − | *Autism-specific pre-assessment, assessment, employability training, job placement and job support
| |
| − | |
| |
| − | |
| |
| − | |-
| |
| − | |[http://www.minds.org.sg/AdultSvcs.html#EDCprogramme MINDS Employment Development Centres (EDCs)]
| |
| − | Provides vocational training for adults with intellectual disabilities aged 18 and above:
| |
| − | *[http://www.minds.org.sg/IEDC/index.html Idea Employment Development Centre]
| |
| − | *[http://www.minds.org.sg/SMEDC/ SIA-MINDS Employment Development Centre]
| |
| − | *[http://www.minds.org.sg/WEDC/ Woodlands Employment Development Centre]
| |
| − | |
| |
| − | |
| |
| − | |-
| |
| − | | colspan="3" |Gaps
| |
| − | #In helping PWDs find a variety of suitable job opportunities, VWOs and SPED schools still need to take initiative to make connections themselves, or rely on personal contacts. SPED graduates tend to lack information on job opportunities beyond their track – type, pay range, skillsets required etc.
| |
| − | #*An ex-student who worked in Coffee Bean switched to forklift driving after finding out on his own that the latter paid better
| |
| − | Questions
| |
| − | #Are there other organisations apart from SPD, ABLE and SG Enable that provides job support and placement services to persons with acquired disabilities (e.g., stroke survivors, traumatic brain injury)?
| |
| − | #For the planned 2020 disability census, can we find out how many people have acquired disabilities, and have the data split by disability types? Related question – do we know why SGE’s definition of disability does not cover temporary disabilities?
| |
| − | |}
| |
| − | ----
| |
| − | ==='''Continuing Career Development'''===
| |
| − | ====Need for continued opportunities for job growth, career development and skills upgrading====
| |
| − | {| class="wikitable"
| |
| − | !EXISTING RESOURCES
| |
| − | !GAPS AND THEIR CAUSES
| |
| − | !POSSIBLE SOLUTIONS
| |
| − | |-
| |
| − | |[https://employment.sgenable.sg/jobseekers/get-trained/ SG Enable]
| |
| − | *Available training programmes such as IT skills, F&B
| |
| − | *Funding for skills upgrading is available through the Open Door Programme (for in-employment training) and the SkillsFuture Study Award
| |
| − | [https://www.msf.gov.sg/policies/Disabilities-and-Special-Needs/Documents/Enabling%20Masterplan%203%20(revised%2013%20Jan%202017).pdf Enabling Masterplan 3]
| |
| − | *Increase range of training options and inclusive training providers
| |
| − | *Expand use of Post-Secondary Edusave Account (PSEA) to cover more training courses to make courses more affordable
| |
| − | |Questions:
| |
| − | #Are training opportunities sufficient? How much does training contribute to improving employability?
| |
| − | #Is there uptake for the training programmes? If yes, is there available statistical data on the response?
| |
| − | #How aware are PWDs and their caregivers of these training opportunities?
| |
| − | |Consider availing using HDB void decks or unwanted public buildings as training venues.
| |
| − | |-
| |
| − | |[https://www.msf.gov.sg/assistance/Pages/Employment-Assistance-for-Persons-with-Disabilities.aspx Workfare Training Support (WTS) Scheme]
| |
| − | *For Singaporean PWDs aged 13 and above and who don’t earn more than $2,000 a month, their employers can qualify for 95% course fee subsidy and absentee payroll funding when they sign employees up for any course approved for WTS-eligible courses
| |
| − | |Even with the WTS Scheme, accessing SkillsFuture training courses remain difficult for some. A blind individual with a Master’s degree in counselling called SG Enable asking for help to navigate available subsidies for training such as the WTS, but she was offered Sheltered Workshop training instead.
| |
| − | |
| |
| − | |-
| |
| − | |SkillsFuture
| |
| − | *All Singaporeans aged 25 and above have S$500 in credit to take courses
| |
| − | |The SkillsFuture platform is difficult to navigate for the blind.
| |
| − | |To facilitate lifelong learning, have additional funds for the SkillsFuture Credit of PWDs.
| |
| − | |-
| |
| − | | colspan="3" |Gaps
| |
| − | #There is a lack of knowledge of which courses (e.g., WSQ courses) are disability-friendly, or which Continuing Education and Training (CET) centres are conducive or accessible to PWDs (e.g. traveling to and within centres, sensory disturbances).
| |
| − | #*POSSIBLE SOLUTION: CET centres can consult relevant organisations to understand the considerations involved in ensuring that a venue is accessible (not just in the centre/building, but also getting there)
| |
| − | #For SPED graduates, there is a need to mitigate the loss of personal income incurred in seeking re-training, where necessary.
| |
| − | |}
| |
| − | ----
| |
| − | ====Need for financial independence and stability====
| |
| − | {| class="wikitable"
| |
| − | !EXISTING RESOURCES
| |
| − | !GAPS AND THEIR CAUSES
| |
| − | !POSSIBLE SOLUTIONS
| |
| − | |-
| |
| − | |[https://www.workfare.gov.sg/Pages/WISEmployee.aspx Workfare Income Supplement]
| |
| − | *Singaporean PWDs who earn less than $2,000 a month will receive a certain WIS amount per month, dependent on age — 40% of which is in cash and 60% in CPF contribution
| |
| − | |
| |
| − | |
| |
| − | |-
| |
| − | |[https://www.iras.gov.sg/IRASHome/Individuals/Locals/Working-Out-Your-Taxes/Deductions-for-Individuals/Earned-Income-Relief/#title4 Handicapped Earned Income Relief (EIR)]
| |
| − | *For those with permanent physical or mental disability that severely affects their ability to work — relief amount is $4,000 (< 55 years), $10,000 (55-59) and $12,00 (> 59 years)
| |
| − | |
| |
| − | |}
| |
| − | ----
| |
| − | ==='''PWD Training & Work Readiness'''===
| |
| − | ====Need to be job ready====
| |
| − | {| class="wikitable"
| |
| − | |How 'job ready' is understood
| |
| − | *To obtain vocational/technical, soft and employability skills
| |
| − | *To be aware of their own strengths and preferences
| |
| − | *For those with acquired disabilities: To be in good psychosocial health, mindset and adjusted expectations
| |
| − | *To be proactive in searching for jobs
| |
| − | |}
| |
| − | {| class="wikitable"
| |
| − | !EXISTING RESOURCES
| |
| − | !GAPS AND THEIR CAUSES
| |
| − | !POSSIBLE SOLUTIONS
| |
| − | |-
| |
| − | |[https://www.skillsfuture.sg/ SkillsFuture]
| |
| − | *All Singaporeans aged 25 and above have S$500 in credit to take courses[[Disability#cite note-57|[57]]]
| |
| − | |
| |
| − | |
| |
| − | |-
| |
| − | |Vocational Training in SPED Schools
| |
| − | |
| |
| − | |
| |
| − | |-
| |
| − | |[https://employment.sgenable.sg/students/special-education-students School-to-Work Transition Programme (S2W)]
| |
| − | *Begins in the year of graduation and lasts for up to a year after
| |
| − | *Students with the potential to work identified by SG Enable and schools and matched to job training
| |
| − | *24 in 30 students who joined S2W found a job, with 20 remaining employed for at least 6 months[[Disability#cite note-58|[58]]]
| |
| − | |
| |
| − | |
| |
| − | *EM3 has taken note of this: To scale up S2W programme so that more SPED school students can participate[[Disability#cite note-:12-3|[3]]]
| |
| − | |-
| |
| − | | rowspan="3" |[https://www.moe.gov.sg/education/special-education/special-education-schools/sped-curriculum-framework#Vocational-Education-in-SPED-School Framework for Vocational Education]
| |
| − | To guide the 19 SPED schools in designing a structured vocational education programme that includes vocational guidance, an assessment of students’ interests, preferences and strengths, and opportunities for structured and authentic work experiences to support development of work habits and skills.
| |
| | | | |
| − | Enabling Masterplan 3[[Disability#cite note-59|[59]]]
| + | <big>To change anything in this page, feel free to contribute directly or to propose revisions and amendments in the [http://wiki.socialcollab.sg/index.php?title=Talk:Disability/Employment/Theory_of_Change&action=edit&redlink=1 Discussion] page.</big> |
| − | *MOE to work more closely with SPED schools to further strengthen vocational preparation for SPED students
| |
| − | *SG Enable, MSF and MOE to work with the community to strengthen and expand opportunities for vocational training and job placements
| |
| − | |Some SPED students have difficulty mastering job skills training even when approaching graduation/18 years old. Can they continue learning even after graduation?
| |
| − | |Allow SPED students to attend courses ad-hoc, even after graduation.
| |
| − | |-
| |
| − | |SPED school graduates lack internship opportunities during their school-going years and a foothold in permanent employment. SPED schools and VWOs typically do this through their own contacts.
| |
| − | |Have a central coordinator that facilitates the internship process. What are the possible alternatives for students who are unsuccessful in an internship placement?
| |
| − | |-
| |
| − | |Content taught in WSQ- and WPLN- certified courses may not always be understood, and skills learnt not retained and applied.
| |
| − | |
| |
| − | |-
| |
| − | |Transition Planning Guide
| |
| − | (entitled Transition Planning For Living, Learning And Working - Making It Happen)
| |
| − | *Received by all SPED schools in 2017
| |
| − | *For SPED schools to help students with setting post-school goals; provides suggestions and templates on how schools and parents can prepare students for the transition process[[Disability#cite note-60|[60]]]
| |
| − | |Question: Are there channels available for teachers and parents to provide feedback on the transition planning process?
| |
| − | |
| |
| − | |-
| |
| − | |[http://www.mettaschool.edu.sg/programmes/vocational-programme/ Metta School’s Vocational Certification Programme]
| |
| − | Institute of Technical Education Skills Certificate (ISC)
| |
| − | *For eligible students 17 years old and above
| |
| − | *Offers ITE Skills Certification (ISC) upon completion, e.g., in Baking, Food Preparation and Housekeeping Operation (Accommodation)
| |
| − | |
| |
| − | |
| |
| − | |-
| |
| − | |[http://www.mettaschool.edu.sg/programmes/employment-pathway-programme/ Metta School’s Employment Pathway Programme (EPP)]
| |
| − | *For MID and ASD programme students not on the Vocational Certification track
| |
| − | *Students will undergo vocational skills training, such as WSQ modules, Food and Hygiene courses, etc. and job trials and on-the-job training
| |
| − | *Upon graduation, SG Enable will support these students with vocational training and support in identified suitable pathways such as supported employment, customized employment and internships.
| |
| − | |
| |
| − | |
| |
| − | |-
| |
| − | |[http://www.mettaschool.edu.sg/programmes/c-programme/ Metta School’s C (Career) Programme]
| |
| − | *For MID students between 13 and 16, preparing them for vocational skills training and/or employment
| |
| − | |
| |
| − | |
| |
| − | |-
| |
| − | |[http://www.apsn.org.sg/schools/delta-senior-school/programmes/ APSN Delta Senior School’s Vocational Certification Programme] - Singapore Workforce Skills Qualifications (WSQ)
| |
| − | *For students aged 17 to 21, in four areas: (1) Food Services; (2) Hotel and Accommodation Services; (3) Landscape Operations and (4) Retail Operations.
| |
| − | |
| |
| − | |
| |
| − | |-
| |
| − | | colspan="3" |Students in Institutes of Higher Learning (IHL) – Universities or Polytechnics
| |
| − | |-
| |
| − | |[https://employment.sgenable.sg/students/internship-programme IHL Internship Programme]
| |
| − | *Provides internship opportunities for IH students with ASD, ID, PI and SI
| |
| − | |
| |
| − | |
| |
| − | |-
| |
| − | |[https://employment.sgenable.sg/students/rise-mentorship-programme Rise Mentorship Programme]
| |
| − | *12-week programme where students are matched with business managers who provide mentoring in job interviews, resume writing skills etc.
| |
| − | |
| |
| − | |
| |
| − | |-
| |
| − | | colspan="3" |Non-Students/Adults with Disabilities
| |
| − | |-
| |
| − | |Vocational Training
| |
| − | For post-primary school students, available at:
| |
| − | *[https://savh.org.sg/ Singapore Association of the Visually Handicapped (SAVH)]
| |
| − | *[http://sadeaf.org.sg/ Singapore Association for the Deaf (SADeaf) – Mountbatten Vocational School]
| |
| − | *[https://www.autismlinks.org.sg/programmes/ecfa Autism Association (Singapore) – Eden Centre for Adults]
| |
| − | *[http://cpas.org.sg/our-programmes/pro-grow/key-programmes/ Cerebral Palsy Alliance Singapore – Goodwill, Rehabilitation and Occupational Workshop (GROW)]
| |
| − | *[http://downsyndrome-singapore.org/post/view/8/23 Down Syndrome Association – Adult Enhancement Programme]
| |
| − | |
| |
| − | |
| |
| − | |-
| |
| − | |[http://www.bizlink.org.sg/services/vocational-assessment-program/ BizLink Vocational Assessment Service]
| |
| − | *Provides assessment to determine strengths and weaknesses in areas related to work capacity, exploration of job opportunities/training in social enterprises or Bizlink sheltered workshops, and disability-relation counselling/assistance.
| |
| − | |
| |
| − | |
| |
| − | |-
| |
| − | |[https://employment.sgenable.sg/students/cv-clinic/ CV Clinics by Singapore Business Network on Disability]
| |
| − | *Business professionals provide CV/resume and interview advice, graduates with disabilities share experiences from their career journeys
| |
| − | |
| |
| − | |
| |
| − | |-
| |
| − | |[https://employment.sgenable.sg/jobseekers/get-trained/ Training Programmes]
| |
| − | *Wide selection of courses to develop vocational skills
| |
| − | |
| |
| − | |
| |
| − | |-
| |
| − | |[https://www.able-sg.org/rehab.html ABLE Return-to-Work Programme]
| |
| − | *Provides physical rehabilitation, vocational rehabilitation, social support, training, return-to-work coordination and employment support.
| |
| − | |
| |
| − | |
| |
| − | |-
| |
| − | |[https://employment.sgenable.sg/jobseekers/hospital-to-work-programme/ Hospital-to-Work Programme]
| |
| − | *Provides persons with acquired disabilities with support and opportunities to overcome the challenges in gaining sustainable employment.
| |
| − | |
| |
| − | |
| |
| − | |-
| |
| − | |[https://www.spd.org.sg/employment-support-programme/ SPD Employment Support Programme (ESP)]
| |
| − | *Vocational training and employment planning for persons with permanent disabilities 16 years and above
| |
| − | |
| |
| − | |
| |
| − | |-
| |
| − | |[https://www.spd.org.sg/transition-to-employment/ SPD Transition To Employment Programme (TTE)]
| |
| − | *Aims to reintegrate people with acquired physical disabilities aged 18-60 back into the workforce
| |
| − | |Job coaches face difficulties in providing psychosocial support for those with acquired disabilities. Some PWDs have difficulty accepting their disabilities and the job coaches are not trained to provide psychosocial support to address these issues.
| |
| − | |
| |
| − | |-
| |
| − | |[https://www.autism.org.sg/core-services/e2c#tab_e2cProgramme Employability & Employment Centre (E2C) Programme]
| |
| − | *Autism-specific pre-assessment, assessment, employability training, job placement and job support
| |
| − | |An individual with autism received vocational assistance from ARC; he paid $494 (after subsidy) for the vocational assessment but was deemed unemployable. However, he managed to secure a job later through his & his family’s efforts with Dignity Kitchen.
| |
| − | *ARC has responded to this.
| |
| − | |
| |
| − | |-
| |
| − | |[http://www.minds.org.sg/AdultSvcs.html#EDCprogramme MINDS Employment Development Centres (EDCs)]
| |
| − | Provides vocational training for adults with intellectual disabilities aged 18 and above:
| |
| − | *[http://www.minds.org.sg/IEDC/index.html Idea Employment Development Centre]
| |
| − | *[http://www.minds.org.sg/SMEDC/ SIA-MINDS Employment Development Centre]
| |
| − | *[http://www.minds.org.sg/WEDC/ Woodlands Employment Development Centre]
| |
| − | *Minds regularly organises internships in industries as diverse as laundromats, supermarkets, hardware shops and car wash facilities in petrol stations for its clients starting from the age of about 16. By around age 19, some PWDs can be guided towards working in sheltered workshops that cater to them, doing work such as packing, retail, baking and making crafts. Others are placed in the general labour market, where they are mentored and supported by job coaches from Minds who ensure that they are not stressed in their new environment or check that they are able to take public transport to work.<ref>https://www.straitstimes.com/lifestyle/myth-of-the-disabled-worker</ref>
| |
| − | |
| |
| − | |
| |
| − | |-
| |
| − | |[https://www.sgenable.sg/pages/content.aspx?path=/for-adults/sheltered-workshops/ Sheltered Workshops]
| |
| − | *Offers employment or vocational training to adults with disabilities who do not possess the competencies or skills for open employment, allowing them to practice in jobs or tasks where the processes are either simple or broken down into simpler steps.
| |
| − | *8 workshops as of 13 August 2018
| |
| − | |
| |
| − | |
| |
| − | |-
| |
| − | | colspan="3" |Gaps
| |
| − | #PWDs’ employability may be at risk in view of increasing automation and technological advancement. Can we equip them to work alongside technologies such as digital media, handheld tech, machines? Is there a group that needs support most?
| |
| − | #*To consult/learn from Orana, Australia in this respect
| |
| − | #There is a lack of information on trends and relevance of industries that SPED schools usually train their students to enter. How are these industries projected to change? Will there be sufficient job opportunities available?
| |
| − | Questions
| |
| − | #To study European apprenticeship models to improve on vocational training and transition planning? Other countries?
| |
| − | #Are vocational assessments of strengths, job preferences and skills accessible and effective?
| |
| − | #Is there available statistical data on the number of SPED students who have:
| |
| − | #*Secured jobs (private / public sector) or
| |
| − | #*Are enrolled in organisations for further job training (sheltered workshop) immediately after graduation?
| |
| − | #*Is there data that informs us of how these numbers change over the years?
| |
| − | |}<references />
| |
| − | {| class="wikitable"
| |
| − | |}
| |