With some notable exceptions, support workers are generally thrown in at the deep end, with little idea of what they are expected to do or how they can most effectively do it.  Training a support worker, in the context of a particular employment and disability situation, can make a huge difference to their effectiveness and thus to the effectiveness of the disabled worker they support.

It is not sufficient simply to itemize those tasks which are to be carried out by the support worker and then to leave them to it.  Instead, by giving the support worker an understanding of the disability of the employee they support and by relating that to the job in general, the support worker can learn to give more effective support.  This helps to clarify the line between doing the job and supporting the doing of the job.  In other words,, it ensures that the job is still being done by the disabled person and that the support worker is simply providing support to that person.

If a support worker can work in a way which genuinely supports the disabled employee, that employee will be able to work more effectively and will remain in control of their own job.  This can only benefit the disabled employee through increased self-esteem and job satisfaction.

Training for support workers is offered as a means of ensuring that the most effective support is provided.  Often this training can be integrated with training in the management of a support worker.  The support worker training is always tailored to meet the specific needs arising from the disability of the disabled person, the job being done by the disabled person and the specific areas in which support is required and appropriate.  Support worker training can also be an effective tool in helping to define the boundary between disability related support and support needs which are part of a broader business need arising from the job being done by the disabled person.

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