The developing the assessment training program using app for employment support of person with disabilities with fluctuations in their condition

using ADDIE Model

Abstract

This study reports on the process of developing a training program aiming to improve assessment skills for employment support for persons with disabilities with significant variations in their condition using an app, with a view toward Employment Choice Support. Prior to program development, a self-monitoring app, WARAIFU, which monitors behavior, health condition, and circumstances was created. The training program was then developed in five stages using the ADDIE model, comprising: [Assessment: Needs], [Design: Objective and Content], [Development: Content Creation], [Implementation], and [Evaluation]. The study also discusses implications for future program development. In [Assessment: Needs], interviews and questionnaire surveys were conducted with support staff nationwide who had experience in employment support for PWDs in 2023. [Design: Objective and Content] focused on designing the program's objectives and content, while [Development: Content Creation] focused on the creation of specific content. In [Implementation], the training was piloted with supporters nationwide via a public recruitment process. [Evaluation] included (a) output evaluation such as self-assessments before and after training, (b) process evaluation such as identification of needs, and (c) structure evaluation such as adequacy of the available resources. As a result, [Assessment: Needs] yielded “process-oriented assessment,” “monitoring methods (using apps, etc.),” “regional information (regional industries, attitudes toward disabilities, etc.),” and other findings. In [Design: Objective and Content], the objectives and content were reviewed by experts, and “employment systems and reasonable accommodations” were added. In [Development: Content Creation], on-demand lectures and group exercises were planned. The assessment exercise incorporated elements of employment choice support, including “assessment sheets for employment support,” “provision of information,” “situation assessment utilizing work scenarios,” “case conferences involving multiple agencies,” “documentation of assessment results,” and “cooperation with PWDs.” A process was also established to deepen the assessment, using simulated cases that utilized WARAIFU for monitoring. In [Implementation], a trial training program was conducted for 48 supporters nationwide. In [Evaluation], positive changes were observed in self-assessments before and after the training in the output evaluation, while the process evaluation indicated that needs were appropriately identified. In the structure evaluation, the training venue was reconsidered. Based on the above, it is considered reasonable to develop training programs using the ADDIE model based on needs, and to proceed with design, development, and implementation. On the other hand, a needs assessment is conducted prior to the implementation of Employment Choice Support, and it is necessary to continue revising training methods and conducting evaluations even after the trial period of Employment Choice Support, including revisions to evaluation criteria.