Supported Employment Demonstration Sites 2010/2011

1. Supported Employment Demonstration Sites 2010/2011

2. Supported Employment Framework A framework that commits to supporting disabled people into sustainable work. • Raise awareness: • Promoting employment opportunities for all; promoting health and wellbeing • Invest to save • Integrated into local employment services • Focus on paid employment • Improve quality and consistency of services.

3. Background to Framework 75% of the 91 services identified and badged as ‘supported employment’ may not be operating within the definition’ ‘The scoping study was also unable to suggest what level of employment outcomes are being achieved through Supported Employment services. Thus there is no possibility at this time of benchmarking services.’ ‘Value for money may not be universally delivered at present, but indications are it could be if a more standardised approach is used’

4. Demonstration Sites • Relationship between local strategic planning level and service providers • Committed to paid employment for disabled people • A supported employment service that exhibits basice features and principles of s.e. • A service with capacity to undertake development activities, to collect and use monitoring data • Scottish Development Centre for Mental Health/ Mental Health Foundation (MHF).

5. The Framework’s Activities • Promoting clarity: what are the defining characteristics of supported employment http://learning.susescotland.co.uk/about-us/definition-of-terms.aspx • Benchmarking services’ activities • Defining outcomes for monitoring • Sharing Learning

6. Learning Portal

7. What is Supported Employment? Supported Employment Services provide individualised support to secure people with disabilities, long term conditions and multiple barriers to work a sustainable, paid job in the open labour market.

8. Supported Employment Principles ‘Place and train’ approach not ‘train and place’... • Focus on competitive employment as a primary goal • Eligibility based on the individual’s choice • Rapid job search, minimal pre-vocational training • Employment team integrates with health and social care • Individualised support to enable real attention to client preferences • Availability of time unlimited support • Individualised welfare benefits counselling.

9. Supported Employment Stages – supporting the aspiration towards 16+ hours of work Engagement Vocational Job Finding Employer On / Off the Job by SE Service Profiling Engagement Support and Aftercare The 5 Stage Approach to Supported Employment Helping Identifying Identifying the Finding out Providing help, disabled skills and preferred job about the information people most preferences for through workplace and backup to distanced from work, giving employer environment, the employee the labour work engagement, co-workers and their market to experiences also providing and the employer, make that will help support to the ‘supports’ a developing informed the individual employer person might independence choices on make their need through natural their own own supports in the future vocational workplace choices The Framework for Supported Employment in Scotland

10. Promoting good practice • A scale to measure supported employment services against a model of good practice • Effects of intervention depend on how it is delivered • Programmes that faithfully implement the key elements of supported employment have better outcomes • For supported employment, this means higher competitive employment rates • A validated scale is available for employability services working with mental health services

11. The Fidelity Scale • Three sections: staffing, organisation, and services • 25 items define the critical components of supported employment • Each item rated on a 5-point scale – ranging from 1 = no implementation to 5 = full implementation

12. The Fidelity Scale in Scotland • MHF organised a fidelity scale training: • Participants agreed scale could fit to their skills and service • Participants saw improvements that could be made in their service • Agreed fidelity assessment best by outsiders: peer process • Reiterates integrated employability approach needed • Agreed assessment useful in Scotland and for generic services • Scottish tool to be made available soon.

13. EBSE_FS reveals good practice • Staffing: Maximum scored for caseload < 20 • Organisation: • Zero exclusion criteria • Focus on competitive employment • Exemplary services offered include: • Benefits planning/money advice • Ongoing work based vocational assessment • Individualised job search • Individualised follow on support in work

14. Outcomes of supported employment • Sustainable work for service users • Health gains for service users • Increased employability of service users • Reduced need for day care, L.A.s • People moving off out of work benefits, DWP • Freeing up families time, so more people moving into work • Reduced staff turnover and enhanced reputation for employers.

15. The Paradigm Shift • No grounds for selecting people on the basis of their ‘work readiness’ or ‘employability’ • Focus should be on employment through job matching based on client skills and preferences, rapid job search and support for as long as necessary • Welfare systems support the transition to employment • Health, social care and employment support should be integrated • Sustainable funding.

16. Exercise • Briefly describe the performance monitoring system or (commissioning guidelines)of your agency/service • What process does it explore? • What outcomes does it measure? • Which Supported Employment principles are measured? • What do you think you should be measuring?