Standards for clubhouse programs: Why and how they were developed.

Propst, Rudyard N.

doi:10.1037/h0095711

Cited by 65 publications

(66 citation statements)

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“…This was most likely because six-month time limits on transitional employment were not strictly observed, and transitional employment jobs resembled non-transitional employment jobs in that they were individually held jobs in local businesses that paid above the minimum wage (mean pay $6.85±$1.14 per hour; median pay $7 per hour). However, the program difference in total work hours was not significant (p=.06) when transitional employment was included, because transitional employment jobs, by definition, were all half-time positions (30).…”

Section: Participants Interested In Employment At Baseline-mentioning

confidence: 99%

“…On-the-job training and support were provided whenever needed. Clubhouse members could also work transitional employment jobs, which were above-minimum-wage jobs reserved for the clubhouse by a consortium of local employers (30,36).…”

Section: Experimental Programsmentioning

confidence: 99%

“…Various rehabilitation services, including case management, a work-ordered day, supported education, supported employment, transitional employment, and weekend social activities, were continuously available to clubhouse members, but attendance was not mandatory. The International Center for Clubhouse Development certified this second program and ensured fidelity to the standards for clubhouse programs (30).…”

Section: Experimental Programsmentioning

confidence: 99%

“…On the basis of previous research (20), we tested the hypotheses that ACT would have higher service engagement and retention rates than the clubhouse and that this superiority in engagement and retention would ensure higher job placement rates, especially for individuals with greater disability. On the other hand, because certified clubhouses are mandated to build strong relationships with local employers (30), we hypothesized that participants who obtained jobs through the clubhouse would earn higher wages and remain employed longer than ACT participants. …”

mentioning

confidence: 99%

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Supported Employment Outcomes of a Randomized Controlled Trial of ACT and Clubhouse Models

Macias¹,

Rodican²,

Hargreaves³

et al. 2006

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Objective-In a randomized controlled trial, a vocationally integrated program of assertive community treatment (ACT) was compared with a certified clubhouse in the delivery of supported employment services.Methods-Employment rates, total work hours, and earnings for 121 adults with serious mental illness interested in work were compared with published benchmark figures for exemplary supported employment programs. The two programs were then compared on service engagement, retention, and employment outcomes in regression analyses that controlled for background characteristics, program preference, and vocational service receipt.Results-Outcomes for 63 ACT and 58 clubhouse participants met or exceeded most published outcomes for specialized supported employment teams. Compared with the clubhouse program, the ACT program had significantly (p<.05) better service engagement (ACT, 98 percent; clubhouse, 74 percent) and retention (ACT, 79 percent; clubhouse, 58 percent) over 24 months, but there was no significant difference in employment rates (ACT, 64 percent; clubhouse, 47 percent). Compared with ACT participants, clubhouse participants worked significantly longer (median of 199 days versus 98 days) for more total hours (median of 494 hours versus 234 hours) and earned more (median of $3,456 versus $1,252 total earnings). Better work performance by clubhouse participants was partially attributable to higher pay.Conclusions-Vocationally integrated ACT and certified clubhouses can achieve employment outcomes similar to those of exemplary supported employment teams. Certified clubhouses can effectively provide supported employment along with other rehabilitative services, and the ACT program can ensure continuous integration of supported employment with clinical care.Supported employment is designed to help adults with serious mental illness obtain jobs in socially integrated settings that pay at least minimum wage (1-3). Randomized controlled trials have established supported employment as an evidence-based practice on the basis of higher employment rates for specialized supported employment teams compared with interventions NIH Public Access NIH-PA Author ManuscriptNIH-PA Author Manuscript NIH-PA Author Manuscript that do not provide supported employment (4-9). The effectiveness of supported employment has been partially attributed to rapid job placement, which bypasses prevocational training, trial jobs, and sheltered work (9-12).However, being hired does not guarantee success on the job. Enrollees express interest in employment when entering a supported employment program, yet typically average only a few months of employment after finding a job (1,8,11,(13)(14)(15)(16). One explanation for brief work tenure is the failure of many supported employment specialists to work closely with treating clinicians (17). Encouraging integration of supported employment with case management and other rehabilitation services, such as supported housing or supported education, also seems beneficial (18,19). Research suggests...

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Section: Participants Interested In Employment At Baseline-mentioning

confidence: 99%

Section: Experimental Programsmentioning

confidence: 99%

Section: Experimental Programsmentioning

confidence: 99%

mentioning

confidence: 99%

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Supported Employment Outcomes of a Randomized Controlled Trial of ACT and Clubhouse Models

Macias¹,

Rodican²,

Hargreaves³

et al. 2006

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“…This may include housing, recreation, social support and employment. It is hypothesised that members benefit from participation in the clubhouse because they feel needed for its successful functioning (Macais, 2001;Propst, 1992). One drawback of the clubhouse is that people may develop an institutional dependency on the prevocational work programs that the club house provides.…”

Section: Clubhouse and Transitional Employment Approachmentioning

confidence: 99%

Bias Misinformation and Disinformation: Mental Health Employment and Human Computer Interaction

Martin¹,

McKay

Shankar³

2006

InSITE Conference

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This paper explores the design and application of information communication technologies and human computer interaction for people recovering from severe mental illness wishing to gain employment. It is argued bias, misinformation and disinformation limit opportunities for people recovering from mental illness who are seeking employment. Issues of bias are explored in relation to systems design as well as dominant socially constructed paradigms of 'mental health' and 'mental illness' and employment. Misinformation is discussed according to the contemporary dominant paradigm of 'recovery' as well as web resources, discrimination and employment. Disinformation is considered in terms of media myths and stereotypes and vocational rehabilitation. Multidisciplinary collaboration is required to meet the ICT needs of this diverse group.

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Stages in realizing the international diffusion of a single way of working: The clubhouse model

Propst¹

1997

New Directions for Mental Health Services

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Standards for clubhouse programs: Why and how they were developed.

Cited by 65 publications

References 0 publications

Supported Employment Outcomes of a Randomized Controlled Trial of ACT and Clubhouse Models

Supported Employment Outcomes of a Randomized Controlled Trial of ACT and Clubhouse Models

Bias Misinformation and Disinformation: Mental Health Employment and Human Computer Interaction

Stages in realizing the international diffusion of a single way of working: The clubhouse model

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