Understanding the competencies needed to customize jobs: A competency model for customized employment.
BACKGROUND: Customized employment (CE) has been shown to be a viable employment option for individuals with disabilities [1, 2], but to implement CE solutions, service providers need expanded capabilities that they may not have. OBJECTIVE: The specific purpose of this research was to develop a CE co...
| Publicado en: | Journal of Vocational Rehabilitation Vol. 38; no. 2; pp. 77 - 90 |
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| Autores principales: | , , , , |
| Formato: | research tables/charts Journal Article |
| Publicado: |
Sage Publications Inc.
2013
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| Acceso en línea: | Ver este registro en EBSCOhost |
| fields | @attributes: recordID: 1 pdfLink: plink: https://search.ebscohost.com/login.aspx?direct=true&db=ccm&AN=86380730&site=ehost-live header: @attributes: shortDbName: ccm uiTerm: 86380730 longDbName: CINAHL Complete uiTag: AN controlInfo: bkinfo: dissinfo: jinfo: jid: 10522263 3O2 jtl: Journal of Vocational Rehabilitation issn: 10522263 maglogo: N pubinfo: dt: 2013 vid: 38 iid: 2 pid: 344 pub: Sage Publications Inc. place: Thousand Oaks, California artinfo: ui: 86380730 104258539 104258539 10.3233/jvr-130622 86380730 ppf: 77 ppct: 13 formats: fmt: @attributes: type: P tig: atl: Understanding the competencies needed to customize jobs: A competency model for customized employment. aug: au: Harvey, Jennifer Szoc, Ronald Dela Rosa, Michelle Pohl, Michelle Jenkins, Jessica affil: ICF International, Fairfax, VA, USA sug: subj: Job Accommodation Rehabilitation, Vocational Professional Competence Models, Theoretical Government Agencies United States United States Human Interviews Q-Sort Summated Rating Scaling Descriptive Statistics Interpersonal Relations Job Characteristics Funding Source ab: BACKGROUND: Customized employment (CE) has been shown to be a viable employment option for individuals with disabilities [1, 2], but to implement CE solutions, service providers need expanded capabilities that they may not have. OBJECTIVE: The specific purpose of this research was to develop a CE competency model embodying the knowledge, skills, abilities and other characteristics necessary to provide CE solutions. METHOD: Using a job analysis approach, data collection activities included interviews with subject matter experts (SMEs) and a series of iterative SME panel reviews to develop task, knowledge, skills and ability lists. Next, competencies were developed using a Q-sort methodology. The CE competency model was then verified to ensure its accuracy, completeness, and relevancy through SME ratings. RESULTS: The final model contained 31 tasks grouped into four CE components, and 84 KSAOs grouped into nine competencies. CONCLUSION: The CE competency model has a number of strengths that will make it a useful tool for the vocational rehabilitation field. Future research should seek to identify, develop or obtain objective measures of CE outcomes and test the relationship between the CE competency model and CE outcomes. pubtype: Academic Journal doctype: research tables/charts Journal Article ougenre: Article language: English refInfo: holdings: @attributes: islocal: N |
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