- UID
- 192007
- 热情
- 1269
- 人气
- 3361
- 主题
- 162
- 帖子
- 1127
- 精华
- 0
- 积分
- 3008
- 分享
- 0
- 记录
- 0
- 相册
- 1
- 好友
- 4
- 日志
- 0
- 在线时间
- 4815 小时
- 注册时间
- 2009-7-15
- 阅读权限
- 30
- 最后登录
- 2024-1-22
升级 67.2% - UID
- 192007
- 热情
- 1269
- 人气
- 3361
- 主题
- 162
- 帖子
- 1127
- 精华
- 0
- 积分
- 3008
- 阅读权限
- 30
- 注册时间
- 2009-7-15
|
谢谢LS的薛佳,也分析的很全面。我衡量了一下,决定申请2年work visa.顺便提个问题,有些还能申请3年的work visa? 要有职业registration那种?
我的专业是social worker,我现在刚毕业只能申请provisional registration. 要full registration需要1000个supervised hours.我跟现在的单位商量过,他们是全力支持我full registration.不知我这种情况能不能申请3年的work visa?
祝LS的同届快快批,我也要赶快递了,现在就是等国内的无犯罪证明。。
还有我现在的job title不是social worker,是employment consultant,我是跟clients recovered from mental health issues直接接触,协助他们找工作。单位是专门做mental health recovery的,跟我学的专业是相关的。顺便附上一份我的job description.应该符合专业和工作对口吧,当时seek上单位写了要招mental health, nurse, occupational therapist或social work 背景的。 如果不符合就晕死了。。下面是job description.
Position: Employment Consultant
Date prepared: October 2010
Prepared by: HR, NB
Manager’s approval:
Job holder’s approval:
Purpose of position:
To provide individualised support to Workfocus clients aimed at facilitating their successful entry to the work-force and maintenance of that employment. This involves identifying needs, setting goals, providing support, role-modelling and coaching.
Reports to: Team Leader, Workfocus in the first instance
Functional relationships:
Clients seeking open employment
Clients in employment
Internal
Family/Whanau
Vocational services
Other FW services
External
Other mental health agencies
Identified clinicians
Employers
Community Mental Health Centres
ASENZ (The Association for Supported Employment in New Zealand)
Authorities
N/A
Key Result Area Performance Standard Performance Measure
Supporting client to identify ‘natural’, employment and community supports through the Workfocus Service.
Process ensures that the client’s career development process is on-going and attempts to identify, develop and meet the client’s strengths, needs and aspirations.
The Employment Consultant assists and encourages natural community supports that enhance employment opportunities and interdependent relationships.
Ongoing liaison with identified clinicians and support workers.
Every client has a completed Personal Plan and on-going goal setting is evidenced.
Individual career development is evident through Personal Plans.
Strengths Based model is implemented and documented.
Natural supports are identified and documented.
Multi-disciplinary meetings and inter-service liaison is evidenced for best practice service delivery. Evidence of Group supervision as per Strengths Model.
Facilitating client entry into the mainstream work-force.
Pre-vocational
Study
Job Cub The Employment Consultant supports the client towards growth and development in the fulfilment of individual employment goals and objectives. Personal Plans completed.
Client acknowledgment of increased job seeking competencies.
Client placement into mainstream employment.
On-the job support. The Employment Consultant ensures the development of a Job Support Plan which identifies and addresses the client’s needs whilst in employment.
Job Support plan is established and assistance is offered to the client as learning outcomes are identified through the Strengths Model review process.
On-going improvement in the client’s quality of employment experiences. Relationship building with communities, family / whanau and client. The Employment Consultant establishes a pro-active, open and ongoing liaison with: employers, other MH services, and community resources in order to maintain a safe environment and ‘pre-empt’ problems before they occur. (This includes formal and informal linkages with the community)
Early intervention, observation, and demonstration of knowledge in order to provide quick and appropriate solutions/actions.
On-going improvement in the client’s relationships with people in his/her employment environment. Relationship building with employers. The Employment Consultant facilitates the process and establishment of positive relationships in the workplace. The Employment Consultant is able to coach and act as a role model for clients in a wide range of communication skills.
Relationships building in FW services.
Vocational Services
Personal Development
Like Minds, Like Mine
Clinical Teams Integral internal relationships are evidenced.
Meeting FW’s expectations.
The Employment Consultant understands and follows the policy and procedures of both FW and Workfocus Vocational Services.
Undertakes ongoing personal and professional development and training.
Also includes Health and Safety, ASENZ principles and standards, core business training, marketing and promotion.
Undertakes regular ongoing supervision.
Operates within the parameters of the Treaty of Waitangi in observance of cultural safety protocols.
Participates actively and constructively in team meetings, group supervision and service development.
Reporting
Adherence to FW’s Performance Standards.
Completes Performance Review requirements as per schedule.
Observes and role models FW values and can be evidenced in Performance Review.
Completion of developmental plan within 3 months of commencement of position in consultation with the Team Leader and Workfocus.
Regular attendance at monthly internal supervision.
Delivery of culturally safe service is evidenced.
Attends and contributes to team meetings.
Maintains accurate and timely client records, both computerised and files.
Provides accurate monthly statistical reporting as per requirements.
Provides other reports as required by the Team Leader and /or Operations Manager.
General As directed by Workfocus Team Leader.
To adhere to the ASENZ principles and standards.
Evident through ASENZ quality standards evaluation.
Health and Safety Monitor Health and Safety relevant to the needs of Service and which comply with Health and Safety Act 1992 and Amendment May 2003
Ensure your own health and safety and also the health and safety of other colleagues and/or visitors to our premises • Compliance with the Health and Safety Act. Specifically in relation to the induction of new staff
• Potential risks are identified and appropriate action is taken.
The above statements are intended to describe the general nature and level of work being performed. They are not intended to be construed as a list of all responsibilities, duties and skills required of the position and the incumbent.
KEY COMPETENCIES: fully detailed in the Competency Framework
Skills:
• Working with Data and Information
- Gathering and analysing information
- Record keeping/documentation
- Decision making
• Working with People
- Managing relationships and networking
- Team working, coaching and guiding
- Communicating, influencing and negotiating
• Working with Service Users
• Working with Maori
• Working with Families/Whanau
• Working within Communities
• Challenging Stigma and Discrimination
• Law, Policy and Practice
• Professional and Personal Development
Personal Attributes:
• Compassionate & Caring: sensitive and empathetic
• Genuine: warm, friendly, fun, have aroha and a sense of humour
• Non-judgmental: non-discriminatory
• Open-minded: culturally aware, self-aware, innovative, creative and positive risk takers
• Optimistic: positive, encouraging and enthusiastic
• Patient: tolerant and flexible
• Professional: accountable, reliable and responsible
• Resilient
• Supportive: validating, empowering and accepting
• Understanding
Role-models and upholds key FW Values:
• Demonstrating Integrity
• Evidence Informed
• Person centred
• Outcomes focused
• Innovation
• Valuing Diversity
• Working Collaboratively
• Striving for Excellence
• Communicating Effectively
• Financial Sustainability
• Environmental Responsibility
• Embracing Aroha
HR-16 – EMPLOYMENT HAZARDS & CONTROLS
All work roles have inherent hazards associated with them. The roles that you will be involved in at FW are no exception. As an employer, FW is required by law to manage such hazards.
Possible hazards associated with your role are listed in this brochure, together with measures which have been designed to ensure your health and safety. The listed “control” measures include various equipment, processes, policies and/or approved procedures.
All employees are expected and required to follow the established controls.
In addition to the above, all work areas have processes in place to identify hazards specific to that area. Trained Health and Safety Representatives in your area can assist you with any Health & Safety issue.
Role/Task/Position Hazard Outcome Controls in place to Manage
VDU users
(all employees) Overuse/ergonomics Strain injury • Workstation assessment, equipment and setup
• VDU Training
• Manually varying tasks
Manual and patient handling
(all clinical staff) Excess weight Strain • Back Care Training
• Utilizing appropriate services
Working with public and clients
(all clinical staff) Unwell/stressed service users and families Verbal Abuse, violence/aggression
Stress • Attend appropriate training Supervision
• Utilize team based processes Debriefs
• Be familiar with procedures for dealing with violence (watches, security, police)
Working with public and clients
(all clinical staff) Unwell service users Infectious diseases • Infection control training appropriate to area – local procedures
• Utilizing protective equipment Vaccination programmes
• Paid sick leave and return to work programme
Working with public in the community Isolation/lack of support Poor outcomes, stress, potential injury • Community Visits Policy (Health & Safety Manual)
• Local procedures (e.g. cell phones, access to consultation)
• Team based reviews, risk management plans
• Organisational Counselling Programmes (OCP) (free counselling) regular supervision with manager
Driving for work – company vehicles
(All staff) Usual traffic hazards Breakdown/injury • Current drivers licence Driver Responsibility
• Vehicle maintenance Insurance/roadside rescue
All Staff Slips and falls Potential Injury • All staff members are required to cleanup a spill or remove an unsafe obstacle
• Report hazard to Manager or Health & Safety Rep.
All Staff Long hours
Lack of training/support
Bullying Stress • Report hazards, alert direct manager, attend regular supervision
• Regular meetings and appropriate training
• Organisational Counselling Programmes (OCP) (free counselling) Harassment Policy/Officers
• Utilising own GP
All Staff Machinery/electrical appliances Potential Injury
Lack of service • Regular maintenance / checklist Utilizing appropriate support services
• Report hazard to Manager or Health & Safety Rep
All Staff Chemicals (very limited) Exposure/injury • Clearly labelled and correctly stored Staff training
• Accompanying Safety Data Sheet (S.D.S)
AREA OR ROLE SPECIFIC |
|