Understanding the competencies needed to customize jobs: A competency model for customized employment

BACKGROUND: Customized employment (CE) has been shown to be a viable employment option for individuals with disabilities [1, 2], but to implement CE solutions, service providers need expanded capabilities that they may not have. OBJECTIVE: The specific purpose of this research was to develop a CE competency model embodying the knowledge, skills, abilities and other characteristics necessary to provide CE solutions. METHOD: Using a job analysis approach, data collection activities included interviews with subject matter experts (SMEs) and a series of iterative SME panel reviews to develop task, knowledge, skills and ability lists. Next, competencies were developed using a Q-sort methodology. The CE competency model was then verified to ensure its accuracy, completeness, and relevancy through SME ratings. RESULTS: The final model contained 31 tasks grouped into four CE components, and 84 KSAOs grouped into nine competencies. CONCLUSION: The CE competency model has a number of strengths that will make it a useful tool for the vocational rehabilitation field. Future research should seek to identify, develop or obtain objective measures of CE outcomes and test the relationship between the CE competency model and CE outcomes.