Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / A presente pesquisa tem por objetivo implementar e avaliar um programa de inserção de jovens com deficiência intelectual em atividades laborais na Faculdade de Educação da Universidade do Estado do Rio de Janeiro.Para tal, foi utilizado o conceito de emprego customizado, que baseia-se na criação e/ou adaptação de postos de trabalho em empresas e outras instituições, se adequando a demanda do empregadorcom as habilidades do sujeito com deficiência, de forma a criar uma função que atenda às necessidades de ambas as partes. Um dos procedimentos da customização do trabalho é o Perfil Pessoal Positivo PPP, uma estratégia para traçar as habilidades e dificuldades dos jovens e adultos com deficiência, de forma a facilitar sua inserção no mercado de trabalho e outros espaços sociais. Participaram da pesquisa quatro jovens com deficiência intelectual, denominados treinandos indicados pelos professores de uma escola especial da rede pública do Estado do Rio de Janeiro, oriundos decursos de formação inicial e continuada em auxiliar de serviços gerais e auxiliar de contínuo-reprografia. Utilizou-se a metodologia de pesquisa-ação, com dados colhidos através de entrevistas semiestruturadas com os sujeitos com deficiência intelectual e os funcionários da Faculdade de Educação, assim como observação de seu desempenho. Como dados complementares, também foram realizadas entrevistas semiestruturadas com as mães dos jovens e os funcionários da Faculdade de Educação que aturaram diretamente com os treinandos. As entrevistas iniciais com os treinandos serviram como base para traçar seu o PPP, e determinar que atividades seriam mais adequadas para eles. Já as realizadas com os gestores da Faculdade, visaram compreender a dinâmica de funcionamento e as necessidades de trabalho da instituição.A elaboração do PPPpermitiu romperas barreiras impostas pelas exigências do mercado de trabalho, como escolarização mínima, capacitação, entre outras, pois, compreendendo as características do sujeito, é possível encontrar funções laborais que se adequem às suas singularidades e, ao mesmo tempo, atendam às necessidades do empregador. Concluímos, com base nos dados colhidos, que analisar o ambiente de trabalho com o objetivo de oferecer mão deobra adequada para a demanda é pré-requisito para a contratação e inclusão laboral de pessoas com deficiência. A customização do emprego contribui para a eliminação das barreiras atitudinais e preconceitos, aumentando as probabilidades de um desempenho e produção laboral satisfatória, beneficiando, tanto a instituição quanto o funcionário. / The present research has the objective of implement and evaluate a program that inserts young people with intellectual disabilities in work activities at the School of Education College of the Rio de Janeiro State University. For that, the concept of customized job was used, which is based on the creation/adaptation of work posts in companies and other institutions, meeting the demands of the employer with the skills of the handicap person, the forma that benefits both parties. One of the procedures of work customization is the Positive Personal Profile PPP, a strategy to trace the skills and difficulties people with disability have, in a way to facilitate their inclusion in the work market and other social spaces. Four youth with intellectual disability took part on the research, they were called trainees and were indicated by the teachers of a special school of the public network of Rio de Janeiro; they were graduates formation courses in general services (cleaning) and administrative helpers. The methodology used was the action research, with data collected from semi-structured interviews with the subjects and employees of the School of Education, as well as from the observation of their performance. Semi-structured interviews with the mothers of the subjects and with the employees of the Education College that had direct contact with the trainees, provided complementary data. The initial interviews with the trainees served as a foundation to trace their PPP, and determine the activities that would be more adequate for them. The interview with the supervisors from the College had the objective of understanding the functioning dynamic and the institutions work needs. The elaboration of the PPP allowed the break of some barriers of the work market, like minimal school graduation, capacitation, among others, because when you understand the characteristics of the subject you can find work functions that adapt to his uniqueness and at the same time fulfill the employers needs. We conclude, based on the data collected, that analyzing the work environment with the objective of offering proper workforce is prerequisite for laboral inclusion of deficient people. Job customization contributes for eliminating the barriers of attitude and prejudice, enhancing the probabilities of a satisfactory production and performance meeting both the institution and the employees needs.

Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / A presente pesquisa tem por objetivo implementar e avaliar um programa de inserção de jovens com deficiência intelectual em atividades laborais na Faculdade de Educação da Universidade do Estado do Rio de Janeiro.Para tal, foi utilizado o conceito de emprego customizado, que baseia-se na criação e/ou adaptação de postos de trabalho em empresas e outras instituições, se adequando a demanda do empregadorcom as habilidades do sujeito com deficiência, de forma a criar uma função que atenda às necessidades de ambas as partes. Um dos procedimentos da customização do trabalho é o Perfil Pessoal Positivo PPP, uma estratégia para traçar as habilidades e dificuldades dos jovens e adultos com deficiência, de forma a facilitar sua inserção no mercado de trabalho e outros espaços sociais. Participaram da pesquisa quatro jovens com deficiência intelectual, denominados treinandos indicados pelos professores de uma escola especial da rede pública do Estado do Rio de Janeiro, oriundos decursos de formação inicial e continuada em auxiliar de serviços gerais e auxiliar de contínuo-reprografia. Utilizou-se a metodologia de pesquisa-ação, com dados colhidos através de entrevistas semiestruturadas com os sujeitos com deficiência intelectual e os funcionários da Faculdade de Educação, assim como observação de seu desempenho. Como dados complementares, também foram realizadas entrevistas semiestruturadas com as mães dos jovens e os funcionários da Faculdade de Educação que aturaram diretamente com os treinandos. As entrevistas iniciais com os treinandos serviram como base para traçar seu o PPP, e determinar que atividades seriam mais adequadas para eles. Já as realizadas com os gestores da Faculdade, visaram compreender a dinâmica de funcionamento e as necessidades de trabalho da instituição.A elaboração do PPPpermitiu romperas barreiras impostas pelas exigências do mercado de trabalho, como escolarização mínima, capacitação, entre outras, pois, compreendendo as características do sujeito, é possível encontrar funções laborais que se adequem às suas singularidades e, ao mesmo tempo, atendam às necessidades do empregador. Concluímos, com base nos dados colhidos, que analisar o ambiente de trabalho com o objetivo de oferecer mão deobra adequada para a demanda é pré-requisito para a contratação e inclusão laboral de pessoas com deficiência. A customização do emprego contribui para a eliminação das barreiras atitudinais e preconceitos, aumentando as probabilidades de um desempenho e produção laboral satisfatória, beneficiando, tanto a instituição quanto o funcionário. / The present research has the objective of implement and evaluate a program that inserts young people with intellectual disabilities in work activities at the School of Education College of the Rio de Janeiro State University. For that, the concept of customized job was used, which is based on the creation/adaptation of work posts in companies and other institutions, meeting the demands of the employer with the skills of the handicap person, the forma that benefits both parties. One of the procedures of work customization is the Positive Personal Profile PPP, a strategy to trace the skills and difficulties people with disability have, in a way to facilitate their inclusion in the work market and other social spaces. Four youth with intellectual disability took part on the research, they were called trainees and were indicated by the teachers of a special school of the public network of Rio de Janeiro; they were graduates formation courses in general services (cleaning) and administrative helpers. The methodology used was the action research, with data collected from semi-structured interviews with the subjects and employees of the School of Education, as well as from the observation of their performance. Semi-structured interviews with the mothers of the subjects and with the employees of the Education College that had direct contact with the trainees, provided complementary data. The initial interviews with the trainees served as a foundation to trace their PPP, and determine the activities that would be more adequate for them. The interview with the supervisors from the College had the objective of understanding the functioning dynamic and the institutions work needs. The elaboration of the PPP allowed the break of some barriers of the work market, like minimal school graduation, capacitation, among others, because when you understand the characteristics of the subject you can find work functions that adapt to his uniqueness and at the same time fulfill the employers needs. We conclude, based on the data collected, that analyzing the work environment with the objective of offering proper workforce is prerequisite for laboral inclusion of deficient people. Job customization contributes for eliminating the barriers of attitude and prejudice, enhancing the probabilities of a satisfactory production and performance meeting both the institution and the employees needs.

This investigation focused on identifying model foundational strategies to assist Canton Public School District (CPSD) officials in recruiting new teachers, successfully hiring them, and then retaining them the district. Located within the boundaries of the city of Canton, Mississippi, CSPD is geographically located in the central portion of the state. The district consists of 1 high school, 2 middle schools, 4 elementary schools and Canton Education Services Center. CSPD is continually affected by an ever-increasing teacher shortage because new teachers tend to leave the district after they are hired. More than 50% of new teachers leave their teaching positions in the district’s schools within 5 years. The investigation utilized published literature and other archival data (e.g., scholarly papers presented at conferences) accessible to the public in the form of books, chapters in published books, journal articles, and scholarly papers presented at learned societies and associations. Two research questions guided the investigation. The first research question asked: What does the published literature and related archival data (e.g., available scholarly papers retrievable from sources such as colleges, universities, foundations, conferences, etc.) accessible to the public reveal about recruiting, hiring, and retaining teachers? Overall, the material collected and analyzed yielded abundant information. Much of the available information proved valuable because the material focused attention the “how-to-do-it” aspects of recruiting, hiring, and retaining quality new teachers. The second research question asked: Will information gleamed from an analysis of the published literature and other archival data (e.g., unpublished scholarly papers) lead to the development of foundational strategies for assisting school district officials in recruiting, hiring, and retaining new teachers for CPSD? It was possible to develop a model holding potential for improving teacher recruitment, hiring, and retention at CPSD. The model that was developed features seven foundational strategies that if implemented, hold potential for improving teacher recruitment, hiring, and retention at CPSD. The seven strategies are: (1) identify the vacancy and write the job description, (2) announce and advertise the teacher vacancy, (3) develop a customized application form, (4) paper screening process, (5) interviewing process, (6) salary and benefit package, and (7) induction and mentoring.