The Employment Opportunities Program provides individuals with an intellectual disability assistance to find and maintain employment in the Kings County area.
Our staff support our job seeking clients by contacting employers to find job opportunities, helping develop life skills and employment development skills, and preparing individuals for employment in the community. They support employers through initial job coaching and ongoing follow-up with both employee and employer.
Montague Office: Blair Johnstone
| Souris Office: Julie McCloskey
|
Services Offered to Clients
- Case Management
- Needs assessments
- Development of Return To Work Action Plan
- Employment Counselling
- Employment Group Services and Support
- Transitional Employment Support
- Assistance in contacting Employers
- Job training and supervision – pre-employment and on-site
- Providing access through Outreach Services
- Resume writing, job search techniques
- Group Sessions on various topics including many life skills
Employers
- Assisting Employer in choosing suitable employees
- Maintaining relationship with Employers and Clients
- Job Maintenance – creative problem solving and strategies
- Promotion of Clients' successes - i.e. articles in Employment Journey
- Understanding of various employment and other programs, funding and services
Benefits of Including Individuals With Intellectual Disabilities in Your Workplace
In surveys carried out in Canada and in United States, employers of people with intellectual disabilities have noted some common characteristics among these employees;
- Work attendance is high.
- Employees are dedicated to their work.
- The turn over rate of employees with intellectual disabilities is no higher than other employees performing similar jobs.
- Productivity and initiative is more than satisfactory.
- People with intellectual disabilities are not usually “job hoppers.” They are loyal and hard working employees.
For Employers recognizing the business benefits, beyond the right thing to do or compliance with legislation, of employing people with disability, includes:
- Being an Employer of Choice: Attraction of employers through access to a broader talent pool as people with disability bring a diverse range of skills and abilities and new and valuable perspectives to the workplace.
- Retention: Retaining existing employees who develop or acquire disability as they age.
- Shifting demographics: An aging population and increased incidence of disability not only impacts workforce but also means changing markets.
- Increased use of technology: Enhancing opportunities for people with disability.
- Greater creativity, innovation and product development: Understanding the needs of people with disability can be critical in retaining those customers.
- Improved customer service and attraction: Being disability confident, including knowing how to communicate with customers with disability, enhances customer service.
- Reputation & brand: According to a University of Massachusetts survey, 92% of the American public view companies that hire people with disability more favourably than those that do not. 87% of the public also agree that they would prefer to give their business to companies that hire people with disability.
- Strengthening workplace morale and productivity through a more committed and diverse workplace.
Funded by the Department of Education and Lifelong Learning through the Canada-PEI Labour Market Agreements.