8. What a ‘Workplace Needs Assessor’can offer
A workplace needs assessment is a complex ‘operation’. The assessor not only carries out the client assessment but is also responsible for suggesting skills training and IT support, explaining dyslexia and related syndromes to employers, and advising on reasonable adjustments and legal obligations.
A work skills evaluation should look at the whole person, including their skills and abilities. It should be flexible, individualised and provide a variety of solutions and suggestions for skill development. Recommendations should facilitate progression and independence. A satisfactory evaluation should lead to adjustments or accommodations being made that are ‘reasonable’.
The correct course of action in a workplace when an employee suspects a probability of dyslexia.
- Employee seeks help and support from their line manager
- Line manager alerts Human Resources manager
- Disabilities officer or occupational health advisor is alerted
- The dyslexia consultant is contacted to discuss the referral and request information and gathers advice about an assessment.
Remember: An Employment tribunal bases judgement about a disability on the severity of day-to-day difficulties, not job specific workplace problems.
What to expect from the assessment process
The dyslexia consultant sends the employer written information about dyslexic difficulties, their effects in the workplace, the scope and purpose of an assessment, and the type of help and support which is available.
1. The dyslexia consultant gathers advice
Request made for job description and personal specification for the job.
Questionnaires given to the employee and relevant manager. A check will then be made to see if the employer and employee agree or disagree about difficulties presenting themselves.A note will be made of
- Workplace and everyday difficulties
- Job difficulties
2. The Assessment
Dyslexia consultant with the employee
Gathering of detailed information about the job
Notes made of strengths and weaknesses
Discusses coping strategies
Discusses workplace and everyday difficultiesDyslexia consultant outlines Employee’s needs in respect of
- Workplace skills training
- IT support
- Adjustments the employer could make in the workplace including concessions in psychometric tests and professional examinations
Dyslexia consultant has a preliminary discussion with employer.
The dyslexia consultant will contact relevant managers and summarise findings and recommendations.
They will together discuss and share thoughts on possible ‘reasonable adjustments’The adjustments will be looked at in terms of finance - what is ‘reasonable’?
‘Access To Work’ Scheme
The Dyslexia consultant will give advice on sources of funding for the support programme. The ‘Access To Work Scheme’ will contribute to training and equipment costs. They will not fund tuition for basic literacy skills, they may fund help with higher-level literacy skills that are specifically related to a job. For example note-taking, reading for research purposes and report writing may be included here.An initial 30 hours of individual training could be awarded. If the employer finances the training there is more flexibility for basic literacy skills, if this is necessary.
The Report written by the Dyslexia consultant will include the following sections.
- Referral
- Background
- Job description
- Work performance
- Information from manager[s]
- Information from employee
- Recommendations
- Workplace skills training
- IT support / technological aids
- Further assessment
- Support from employer
- Concessions for courses / tests
- General information and help
- Appendix: Access to Work: quotations for equipment and training
Action to take
1. A diagnostic assessment via a psychologist or specialist training consultant -leads to self understanding
Evaluates abilities
Explains why certain tasks are difficult.
Measures
- verbal ability
- Non-verbal ability
- memory
- processing skills
Impact of above on literacy
2. Arrange a work skills evaluation via an ‘Assessor In The Workplace’ – adjustments that are relevant and practical.
This should look at the whole person including their skills and abilities
- It should be flexible
- Individualised
- Provide a wide variety of solutions and suggestions for skill development
Recommendations: should facilitate progression
should facilitate independence
Include future monitoring to take change of circumstances into account
Include
- Adjustments
- Accommodations
Adjustments are REASONABLE
- Is based on documented individual needs-identify specific issues that have been identified
- It allows the most integrated experience possible[philosophy of inclusion]
Secondary characteristics
- Lack of confidence
- Low self esteem
- Anxiety
These exacerbate the processing of literacy difficulties and can lead to greater mis-understanding
Value what you can do!Providing solutions – not problems
What does a dyslexic employee’s colleague need to understand?
A dyslexic
- Reads thoroughly [not slowly]
- Writes carefully [ not slowly]
- Prefers to use a processor [rather than have poor handwriting]
- Likes to have someone check over their work [because they are a perfectionist]
- Likes to be organised
- Prefers written, rather than verbal, instructions
Visual Stress Resource Sheet
The Irlen Self Test
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