An APS Employee was referred to the Clear Path – Pathway A program following concerns regarding challenges with emotional regulation, workplace fatigue, and interpersonal communication. The referral aimed to explore strengths-based strategies to support the employee’s sustainable work participation and wellbeing.
Pre-Screen Results
Work Role Functioning Questionnaire (WRFQ 2.0–SF)
The employee’s results indicated:
- Work Scheduling Demands: 66.7 – Difficulty maintaining structure and managing scheduling expectations.
- Output Demands: 95.8 – Productivity and workload pace were unaffected.
- Physical Demands: 100 – No difficulties performing physical aspects of work.
- Mental and Social Demands: 71.4 – Challenges with concentration and interpersonal interactions.
- Flexibility Demands: 95.0 – Strong adaptability and ease with task-switching.
Summary: High performance in workload, physical, and flexibility demands; reduced capacity noted in time management and navigating social demands.
Difficulties in Emotion Regulation Scale – Short Form (DERS-SF)
The employee’s emotional regulation results highlighted:
- High challenges in Awareness (13), Clarity (13), and Strategies (14).
- Moderate difficulty in Nonacceptance (10).
- Strengths in Impulse control (6) and maintaining Goals when distressed (3).
- Overall score: 59/90 – indicating significant challenges in self-regulation, especially recognising and managing emotions.
Employee Consultation – Key Insights
- Role context: EL1 in internal communications, with over 15 years APS experience. Well regarded for strong written communication, policy knowledge, and client management.
- Strengths: High quality of work, trusted by colleagues, resilient, proactive, and committed to output.
- Challenges:
– Chronic sleep issues impacting cognitive regulation.
– Difficulty interpreting social cues and group dynamics.
– Tendency to overwork and poor recognition of fatigue.
– Challenges setting boundaries with staff and peers. - Environment: Works hybrid (3 days in office, 2 WFH). No strong sensory sensitivities, but impromptu tasks and meetings trigger anxiety.
- Support preferences: Predictability, weekly 1:1s, written follow-up after instructions, transparency in communication.
Manager Consultation – Key Insights
- Self-management, particularly overwork and fatigue.
- Occasional misinterpretations of communication, often linked to exhaustion.
- Taking on too much responsibility for his direct report’s challenges.
The employee’s manager confirmed he was supportive of strategies to promote balance, communication, and
boundaries.
Workplace Strategy Toolkit
A Brief Workplace Strategy Toolkit was collaboratively developed and agreed upon with the employee, manager, RCM, and Clear Path Coach. Key strategies included:
- Communication Supports
– Provide verbal instructions with written follow-up.
– Weekly face-to-face check-ins with a focus on positive reinforcement.
– Advance agendas for meetings; allow post-meeting or chat contributions. - Use respectful, precise tone and avoid ambiguous requests (e.g. “just quickly, ” “ASAP”).
- Environmental & Scheduling Adjustments
Priority access to quieter spaces where possible.
Maintain hybrid arrangement (3 days office / 2 WFH) with flexibility for poor sleep days.
Text supervisor (rather than Teams) on low-capacity days to avoid email overload.
Avoid enforced “Rest & Stretch” software – replace with self-directed break system.
- Executive Function & Workflow Supports
– Morning task-setting and clear prioritisation.
– Written action lists and shared trackers for accountability.
– Support with time-blindness via planners and reminders.
– Encouragement to log off at set times.
- Emotional Regulation Supports
– Acknowledge early signs of fatigue and allow safe exit from meetings.
– Manager to follow up by phone after emotionally taxing events.
– Normalise the use of mindfulness and pacing strategies.
Post-Screen Results (4 Weeks Later)
A follow-up screen demonstrated measurable improvement:
Work Role Functioning Questionnaire (WRFQ 2.0–SF)
- Work Scheduling: ↑ 66.7 → 83.3
- Output Demands: stable at 95.8
- Physical Demands: stable at 100
- Mental & Social Demands: ↑ 71.4 → 85.0
- Flexibility: stable at 95.0
DERS-SF
- Strategies: ↓ 14 → 9 (greater confidence in coping tools)
- Nonacceptance: ↓ 10 → 7 (improved emotional acceptance)
- Goals: stable at 3
- Impulse: stable at 6
- Awareness: ↓ 13 → 8
- Clarity: ↓ 13 → 8
- Overall: ↓ 59 → 41 (improved emotional insight and self-management)
Program Outcomes
- Improved confidence in managing workplace challenges, particularly setting boundaries and communicating fatigue to his manager.
- Increased self-awareness, with ability to identify early signs of burnout and initiate supports.
- Positive team impact, with manager reporting stronger balance between workload delivery and self-care.
- System-level improvements, with greater alignment to APS inclusion strategies and manager willingness to engage in the Clear Path Manager Assist pathway.
- Referrer feedback: “The strategy toolkit discussion meeting was really good. I loved that she focused on what the worker can do. So many of these services focus on what they can’t do. Sujin the Clear Path Coach was amazing and I will be passing this feedback onto the team.”
Participant Feedback
The employee provided the following feedback at program completion:
- “Sujin was/is excellent at interpreting what I say and aligning it with highly suitable support services. I have a tendency to downplay my autism related issues but she navigated that sensitively to help me anyway. ”
- “Thank you for offering and allowing me to take part in this program. Can’t believe how much the support services offered by the department have improved in such a short amount of time. This is truly excellent and very grateful.”
Net Promoter Score (NPS): 10/10
The participant strongly agreed that they felt supported, gained useful tools, and were satisfied
with their Clear Path experience.
Conclusion
The Clear Path – Pathway A program successfully supported the employee to strengthen selfmanagement, emotional regulation, and workplace communication. With practical strategies embedded in a collaboratively developed toolkit, both the employee and manager reported improved confidence and sustainability. Feedback from both the employee and the RCM reinforced the program’s strengths-based, neuro-affirming approach. This case demonstrates how Clear Path interventions can enhance capability, reduce risk of burnout, and foster inclusive APS workplaces.
