『保健医療科学』 2025 第74巻 第4号 p.384-396（2025年10月）
特集： 障害者の就労を通じたダイバーシティ・エクイティ＆インクルージョンの再考
＜報告＞
変調の大きい障害者のためのアプリを併用した就労アセスメント研修の開発 ―ADDIEモデルを用いて―
丸谷美紀1），湯川慶子2），川尻洋美3），今橋久美子4），武澤友広5），湯沢由美6），
1） 国立保健医療科学院生涯健康研究部
2） 国立保健医療科学院疫学・統計研究部
3） 群馬パース大学看護学科
4） 国立障害者リハビリテーションセンター研究所
5） 独立行政法人高齢・障害・求職者雇用支援機構 障害者職業総合センター
6） 東京大学先端科学技術研究センター社会包摂システム分野
The developing the assessment training program using app
for employment support of person with disabilities with fluctuations in their condition: using ADDIE Model
MARUTANI Miki1），YUKAWA Keiko 2），KAWAJIRI Hiromi3）， IMAHASHI Kumiko4），
KOIZUMI Akio5），TAKEZAWA Tomohiro 5），YUZAWA Yum6），
1）Department of health Promotion, National Institute of Public Health
2） Department of Epidemiology and Statistics, National Institute of Public Health
3） Gunma Paz University Department of Nursing, Faculty of Nursing
4） Research Institute of National Rehabilitation Center for Persons with Disabilities
5） National Institute of Vocational Rehabilitation
6） Social Inclusion Systems Laboratory, Research Center for Advanced Science and Technology, The University of Tokyo
＜抄録＞
本研究は，就労選択支援を見据え，変調の大きい障害者のためのアプリを併用した就労アセスメント研修の開発を，ADDIEモデルを用いて[Assessment:ニーズ把握][Design設計:目的と内容検討][Development:内容作成][Implement:実施][Evaluation:評価]の 5 段階で開発した過程全体を報告し，今後の研修発展に向けた示唆を検討した．研修開発に先立ち，「行動」「心身の状態」「環境」を日々入力し，1 週間の三項目の入力内容を突合させてグラフ出力して支援者と振り返りを行うアプリ「わらいふ」を開発した．研修の開発方法は[Assessment:ニーズ把握]では，令和 5 年度に全国の障害者の就労支援経験を有する支援者に，インタビュー調査，及び質問紙調査を行った．[Design設計:目的と内容検討]では目的と内容を検討し，[Development:内容作成]で具体的内容を作成し，[Implement:実施]では全国の支援者に公募により研修を試行した．[Evaluation:評価]ではアウトプット評価として研修前後の自己評価等，プロセス評価としてニーズの特定等，ストラクチャー評価として従事者数等を検討した．結果として，[Assessment:ニーズ把握]は「プロセスを主としたアセスメント」「モニタリング方法（アプリ等を活用）」「地域情報（地域の産業・障害への考え方等）」等が得られた．[Design設計:目的と内容検討]で，研究班で設計した目的と内容について有識者と検討し「雇用に関する制度や合理的配慮」を加えた．[Development:内容作成]で，具体的内容としてオンデマンドの講義と集合形式の演習を検討し，特にアセスメント演習には，就労選択支援の要素として「就労支援のためのアセスメントシート」「情報の提供」「作業場面を活用した状況把握」「多機関連携のケース会議」「アセスメント結果の文書化」「本人との協同実施」を組み込み，かつモニタリングに「わらいふ」を活用した模擬事例を用いてアセスメントを深めるプロセスを設定した．[Implement:実施]では全国の 48 名の支援者に研修を試行した．[Evaluation:評価]のアウトプット評価では研修前後の自己評価等は研修後に改善し，プロセス評価ではニーズの特定等は適切であり，ストラクチャー評価として実施会場の再検討等が得られた．以上より，アプリを併用し，ADDIEモデルを用いてニーズに基づき，設計・開発・実施を展開した研修開発は妥当と考え得る．一方，ニーズ把握は就労選択支援の施行前であり，評価基準の改訂も含め，就労選択支援試行後も継続して研修方法を改訂し，評価する必要がある．
キーワード：障害者，就労支援，アセスメント，ADDIEモデル，アプリ
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 programʼs 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.
keywords : Persons with disabilities, employment support, assessment, ADDIE model, app.