10/18/04 Webcast Scribe Log From Guest69562: Do you have any examples or more information on self- management strategies? Yes, we can post the citations of studies and other resources for you on the web page. From Guest31630: Is there a timeframe you suggest for the beginning of the fading process? It really should begin at the onset of the employment process, that is making sure the job coach is not glued to the employee. Otherwise the data should assist you in determining the schedule. In most cases, the job coach has to be around for the direct instruction so it may be a little longer. However I would caution folks about not promoting dependency. From Guest31630: The individual that I provide service for in SE has been employed for approximately 3 months now. He seems to know all the tasks for his position, but still needs occasional verbal prompting. I feel that this individual has become somewhat dependant of me. How can I gradually change this? I think I would first start to determine who in the workplace could offer support (e.g., coworkers). Is there a way the task could be adapted, modified or redesigned? Can you use a compensatory strategy or self-management strategy to assist? Knowing the specific tasks and environment helps (workplace culture) I think I could be more specific. From ORI: Do you have any suggestions to increase independence for long term supported employees where coach dependency and lack of natural supports are an issue? Obviously not "best practice" job match, but employee, parents & employer do not want any change. Well, it is not necessarily a poor job match it could be a systematic training and fading issue. I would need more information such as about the dependency--where, when and how much. There are many jobs where co-worker support is readily available so that is where you can think about self- management strategies. If you would be willing to give more information on the type of dependency I would be happy to talk to you either through the web or Teri can get you my email and phone number From Guest31630: This individual works in a pet grooming business where his tasks consists of bathing the animals and placing them in the cages to be dried. The establishment is very small and there is only usually the owner/Groomer there. So, really that does not leave very many choices as other supports. Do this help you to better understand the situation? So is the issue that the job coach is there too long? From Guest31630: That's the issues @ hand. How can this be resolved? The employer is ready for job coach to proceed with the fading process. I was given a timeframe of leaving the individual about 30 minutes out of every hour. Does that sound right? Or is that too long? I guess that would depend on what your data says. Is the person independent during that time? Are the tasks being performed accurately and with proficiency? Are you having to prompt the individual at any point and if so, when? What is happening while you are gone? If the individual is performing to the supervisor's standards then I would assume you are fine. This is hard to talk about over email--I know it would be easier if we could just have a conversation. I hope it helps and feel free to contact me. From Guest31630: This is true. It is hard to discuss via email. So, should I fade out and see how the individual is doing when I am not present and gather data from the employer as to the individual's progress in carrying out his tasks? First I would ask the supervisor how the person is doing when you are not present but is there also a way you can collect some information while not being seen?? If so that is the other way is to physically begin removing yourself.