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Table Of Contents

1.1. attraCting staff in a tight labour markEt
1.2. ComplianCE with thE aps ValuEs
1.4. tapping a pool of qualifiEd appliCants
Chapter 2 Cultural ChangE
2.1.1 the aps performance culture
2.1.2 aps merit Value
2.1.3 the merit selection process
2.2 what it takEs to aChiEVE Cultural ChangE
2.2.1 Commitment (or ‘leadership’)
2.2.2 management (or ‘mainstreaming’)
2.2.3 assurance (or ‘accountability’)
2.2.4 ‘disability confident’ agencies
Chapter 3 aCCEss to aps EmploymEnt
3.1 lEVElling thE playing fiEld for pEoplE with disability
3.1.2 accessible job advertisements
3.1.3 accessible forms of application and time frames
3.1.4 selection criteria limited to the inherent requirements of the job
3.1.5 recruitment agencies
3.1.6 assessment centres
3.1.7 selection panels
3.2 improVing aCCEss to aps work ExpEriEnCE opportunitiEs
3.2.1 agency training schemes
3.3 EmploymEnt of pEoplE with intEllECtual disability
4.1 making rEasonablE adjustmEnts
4.1.1 making premises more accessible
4.1.4 access to development opportunities
4.1.5 advocates and mentors
Chapter 5 supporting managErs
5.1 rEduCing thE ComplExity, Cost and risk for managErs
5.1.1 disability coordinators and case managers
5.1.2 funding and resources
5.1.3 one‑stop shop
5.1.4 aps better practice guides
5.1.5 salary setting
5.1.6 awareness of mental health in the workplace
5.1.7 ongoing disability awareness for all employees
5.1.8 networking with other organisations
Chapter 6 monitoring agEnCiEs’ pErformanCE
6.1 CurrEnt data
6.1.2 data limitations
(with fewer than 250 employees), june 2005
(with more than 1000 employees), june 2005
6.2.1 aps organisational and structural changes
6.3 oVErsEas and intErstatE Comparisons
6.4 pErCEptions of aps staff with disability
6.5 dEfining disability
6.5.1 definition of ‘disability’
6.5.3 apsEd data collection
6.6.1 is there a role for targets?
6.7 rEporting progrEss
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Disability Employ

Disability Employ

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Published by raluca_onicas

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Published by: raluca_onicas on Sep 26, 2010
Copyright:Attribution Non-commercial


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