Getting employment specialists established in clinical teams, Lynne Miller

Getting Employment Specialists established within clinical teams
Lynne Miller, Vocational Services Manager, CNWL
Katherine Dawson, Vocational Team Leader Brent

Introduction:
Introduction to CNWL
Setting up vocational services from scratch – where to you start!
Keys to successful implementation of IPS and UEP
Integration - an Employment Specialist’s Perspective
Feedback from service users, clinical teams
Monitoring/Recovery stories

Introduction to CNWL:
5 Mental health boroughs – Westminster, Brent, Kensington and Chelsea, Harrow and Hillingdon
7 Addictions boroughs – Westminster, K&C, Hammersmith and Fulham, Brent, Hillingdon, Hounslow and Ealing.
Vocational Services Manager, 4 Vocational Team Leaders (16 ES)
Now delivering IPS in a range of teams including CMHTs, EIPT, Addictions and Forensic Services

The road to evidence based services:
Start with a User Employment Programme:
Getting your own house in order within the Trust/partner agencies.
Success of UEP was an important factor in adoption of IPS within CNWL.
Two elements – direct access to paid posts within the Trust, and time limited work placements as a step towards paid work

Getting started - UEP:
Selling the vision to key people – top down, top up
Gaining commitment from CEO, Directors, HR, Occupational Health
Staffing / partnerships
Employment Charter / Launch
Encouraging other providers to develop a similar commitment eg LA

IPS – getting started:
VSM – selling the vision – evidence base
Sponsorship from Snr Management
Implementation plan
Working in an opportunistic way
Start small, communicate successes

Keys to success:
ROLES :
CMHT Mgr/Snr Practitioner– shared vision/clear expectations
OT Role
Joint supervision/joint induction/joint meetings
Consultants
Team presentation – emphasis around it being a team model
ES role in selling the idea that anyone can work with the right support.

Keys to success :
ES – recruiting the right staff
ES is clear about their role/purpose
Someone who is not afraid of employer engagement
Fidelity to IPS: Focus on service user strengths/ early job seeking/ job development / effective in work support / MDT approach
Staff supervision/training/local leadership
Effective monitoring and evaluation
Communicating successes

Integration: an ES/Voc Team Leader Perspective
Into the CMHT
Building trust within the team
Integration within Vocational Services
Training staff
Advisory groups
Effective Supervision
Job clubs

Challenges:
Not recruiting the right ES
Lack of a multi-disciplinary approach – person seen as an add on
Team chemistry
Lack of commitment from team mgt or low expectations around what an ES can achieve
Confusion over performance mgt issues

Common IPS fidelity issues:
Zero exclusion
Early job seeking
Lack of employer engagement
Lack of a Team approach
Not providing effective in work support hence the job retention rate is low
ES is not confident about supporting service users to manage personal information, hence employer engagement is limited

Monitoring:
Clear monthly and bi-annual monitoring systems in place
Making sure ES are part of integrated files
Use of recovery stories
Fidelity Reviews

Feedback from clinical teams:
Clinical teams have identified that having an effective ES immediately raises the profile of employment
Raises expectations – especially when they can see results
The clinical team are more aware of local employment resources
ES can assist in engaging service users with the team.

Feedback from service users:
“ My name is R.M. I am 44, and have had schizophrenia and a physical illness for over 21 years. I have been to the Job Centre many times over the years, but they did not seem interested in helping me. Staff at my community mental health team put me in contact with their Employment Specialist.
After a few sessions with the ES she invited me to the job club every Friday between 3-5pm. I quickly became motivated and eager to look for a job. They explained to me how to draw up a CV and write correct application forms. Within months I had an interview with B&Q but didn’t get the job. Then I had an interview with Homebase but didn’t get the job! The ES suggested some pointers and we did more interview practice and I got a job – 14hrs a week at B&Q. I couldn’t have done this without the constant support from the ES, she kept motivating me even when I felt low after not getting the first two jobs. I considered taking a break but she encouraged me to keep trying. I know have my dream job.

Results:
UEP – since it started in Sept 05, 200 people have accessed the programme, 168 placements have taken place, 80 people have gone into jobs, 30 into educ, and 11 into volunteering.
When IPS was first introduced within an Early Intervention Team. In Yr 1 80% of those referred were inactive. Within 9 months 77% were involved in paid employment or education. Year 2 37 people accessed the service of which 1 was in employment (78% were unoccupied) and none were in education. By the end of the year 15 were in paid work and 8 were in education.
In Brent in first 10 months of this financial year – 2.5 posts (one of has been in post just 10 months), 125 people accessed the service 35 have been supported into paid work and 25 into education.

Conclusion
Support from Snr and local Management to move the agenda forward and free resources.
Joint work with OTs
Leadership/Support for ES / Ensuring high fidelity to the model
Getting the monitoring and evaluation right
Increasing access to external partnerships to increase capacity
Fidelity reviews and a culture of continuous improvement

For Further information
[email_address]
[email_address]

Getting employment specialists established in clinical teams, Lynne Miller

by Centre for Mental Health

Accessibility

Categories

Upload Details

Usage Rights

2 Embeds 409

Statistics

Getting employment specialists established in clinical teams, Lynne Miller Presentation Transcript

http://www.centreformentalhealth.org.uk	404
http://translate.googleusercontent.com	5