Why Focus on Competencies?
In an era where funding agencies and clients served are expecting excellence in their services and high-quality outcomes, expectations of employment staff are high. Professionals in these roles must quickly learn how to handle all aspects of their jobs. While every organization in the country has thoughts about the best way to train staff, there is much variability as to the quality/quantity of training and skilled trainers available.
In order to promote best practices in the field of employment, ACRE developed a process for reviewing curriculum against competencies to ensure that training curricula be competency-based.
In order to promote best practices in the field of employment, ACRE developed a process for reviewing curriculum against competencies to ensure that training curricula be competency-based.
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Evidence Based Competencies
Competency = The ability to do something successfully or efficiently.
ACRE Focus: Competencies that have been proven over time to be effective, in practice, set a measurable standard for what is taught that is a baseline for learning and growth. Knowledge - Information sufficiently understood so as to be utilized in practical experience. Skills - Application of proven techniques in supported and customized employment. Abilites - Demonstration of learner capacity to put into action learning. Behaviors - Actions that contribute to individual and/or organizational performance. |
How were the Competencies Established?
Since ACRE began, its members were interested in creating training that was competency-based. We must give credit to APSE (the Association of People Supporting Employment First), a national organization that has promoted community employment for people with disabilities since 1988, for doing the first work on the development of competencies. APSE assembled nationally recognized experts in the field to establish the first set of competencies for employment providers. These competencies covered the knowledge and skills needed to work effectively in the field of employment for people with disabilities.
ACRE embraced these APSE competencies, and then refined and expanded them. Once finalized, these competencies allowed us to develop a process for curriculum review and approval. The expanded competencies included multiple approaches to employment for people with disabilities, including competitive employment, Customized Employment, supported employment, transitional employment, etc. Additionally, these competencies were broken down into 2 levels (Basic and Professional), in order that training could be developed for a basic level of knowledge and skill as well as a professional level of knowledge and skill. In 2013, ACRE revised the Employment Services competencies, to keep in line with the revisions that APSE had mades to its competencies, and in 2021, ACRE released an updated version of the Employment Competencies.
ACRE embraced these APSE competencies, and then refined and expanded them. Once finalized, these competencies allowed us to develop a process for curriculum review and approval. The expanded competencies included multiple approaches to employment for people with disabilities, including competitive employment, Customized Employment, supported employment, transitional employment, etc. Additionally, these competencies were broken down into 2 levels (Basic and Professional), in order that training could be developed for a basic level of knowledge and skill as well as a professional level of knowledge and skill. In 2013, ACRE revised the Employment Services competencies, to keep in line with the revisions that APSE had mades to its competencies, and in 2021, ACRE released an updated version of the Employment Competencies.
Evaluation
Evaluation of competencies on a periodic basis. |
Workgroup
Workgroup of experienced professionals gather to walk through competencies & make recommendations for updates, |
Reviews
Put into practice for all new curriculum reviews. Current members make updates at their next curriculum renewal. |
