Definition: Job Coaching
Job coaching refers to the training of an employee by an approved specialist, who uses structured intervention techniques to help the employee learn to perform job tasks to the employer’s specifications and to learn the interpersonal skills necessary to be accepted as a worker at the job site and in related community contacts. In addition to job-site training, job coaching includes related assessment, job development, counseling, advocacy, travel training and other services needed to maintain the employment.
Benefits of Job Coaching
Through job coaching, a qualified individual (job coach) works directly with an individual with a disability in a training or placement site to help him/her learn the specific requirements of the job; learn work-related activities and requirements such as time and attendance rules; and learn appropriate work-related (including social) behaviors when dealing with supervisors and co-workers.
By placing a consumer directly in a job with the hands-on assistance of a job coach, areas of vocational and personal strength and weakness become apparent early in the process and are based on actual, not projected or simulated experience; the consumer is able to receive immediate feedback, assistance, and follow-up from the support person; and an employer is able to take on and observe the progress of the consumer without a full commitment of personnel resources in the beginning of the process.
A family member should not be used as a job coach.
Job Coaching During On-the-Job Training
In order to justify the provision of job coaching in support of On-the-Job Training (OJT), a clear distinction must be made between:
1. training the employer will provide (usually specific job skill training normally provided to any new employee) and
2. the activities of the job coach such as:
a. advocacy
b. task analysis
c. developing necessary job accommodations
d. teaching appropriate work behaviors and interpersonal skills, or
e. reinforcing travel training
When job coaching is provided in support of OJT, this factor should be considered in negotiating employer contribution. It is anticipated that provision of job coaching services will result in a shorter period of OJT or a greater employer contribution early in the training period.
A Coaching Culture
As much as possible employers should develop a coaching culture and review all materials in this multi-media tool to familiarize themselves with best practices. Investing in coaching training for all supervisors and managers will be important and holding people accountable for coaching in performance reviews is also important for success.
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