Getting employment specialists established in clinical teams, Lynne Miller
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This document discusses setting up and implementing an evidence-based vocational service within a mental health trust. It outlines keys to success like recruiting the right employment specialists, ensuring fidelity to the Individual Placement and Support model, and gaining support from clinical teams. Feedback from service users and teams has been positive, and monitoring shows the program has helped many find paid work or education. Continued support from management and a focus on fidelity and improvement are important going forward.
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* Discuss the generational differences in workplace concerns and about national trends in employee engagement.
Practical Participation–practical hints and tips to help you to involve child...
CYP IAPT 2014 National Conference
Run by young people, this will be a practical workshop with tools that delegates can take away and use in their own area, with a focus on the participation priorities.
internship prez
Parvati Swamyamrojgar (Vikas) is a microcredit non-profit that started in 2001 and now has 9 branches across Pune serving over 15,000 families. The author conducted interviews with 40 staff members across 7 branches to assess job satisfaction, work environment, and suggestions for improvement. Major findings included that about half of staff wanted opportunities for growth, 70% of loan officers found recovery visits frustrating, and job stress was a key indicator of dissatisfaction. Staff emphasized the importance of communication, cooperation, and addressing issues like work-life balance to improve performance and retention.
NAMI CWEP Presentation
The Community Work Experience Program (CWEP) is a partnership between Michigan Rehabilitation Services (MRS), Community Mental Health (CMH), and Peckham that helps people with disabilities find and maintain employment. CWEP connects clients with employment specialists who provide job development, training, and 90 days of support after employment. Research shows supported employment programs like CWEP are effective at helping those with mental illness get and keep jobs. The presentation highlights the involvement of partner agencies, success stories, challenges clients may face, and how to get referred to CWEP from CMH or apply directly with MRS.
TFTC Readiness Assessment in progress 021815
This document is an agency readiness assessment for implementing a new treatment foster care model called Together Facing the Challenge (TFTC). It consists of a series of statements that agency personnel are asked to rate on a scale to assess their agreement level. It also includes some short answer questions. The purpose of the assessment is to validate intuitions about an agency's readiness for change, facilitate discussion, solicit honest staff feedback, share results, and confirm readiness to implement TFTC. It aims to evaluate current practices and develop a clear implementation plan.
Not invited to the Christmas party
Presentations from a seminar at SSE on 16 November 2015: “Not invited to the Christmas party: Keeping sustainable company values and competence with increasing use of external competence providers”.
Presentations by: Edin Colak, Ellen Montén, Pernilla Bolander, Sofia Vahlne.
IPS: what is it and how do you flog it?! Rachel Perkins
Employment is important for personal identity and as a source of friends as well as improved income and the benefits this brings. Individual Placement Support (IPS) must deliver the 7 principles of evidence-based employment e.g. we must focus on real employment not voluntary work. The combination of clinical support alongside employment support is vital and we must retain the opportunity to work with anyone who wants to give it a try.
eWIN Inspirational Story - Matthew Carlisle v1.3
The document discusses an apprenticeship program in healthcare science created by Health Education Yorkshire to develop new roles and skill mixes within healthcare science disciplines. It introduces Matthew Carlisle, a 23-year-old apprentice in medical engineering at a hospital in Leeds. Matthew has taken on an ambassador role to promote apprenticeships and attract talent to healthcare jobs.
Hr project
This document provides an overview of a project report on total quality management. It discusses key concepts like quality, total quality, total quality management, principles of TQM, factors that affect employee commitment, and the research methodology used in the study. The study aimed to measure the degree of TQM implementation in an organization and identify factors influencing employee commitment levels. A questionnaire was used to collect primary data from employees. The findings showed that most employees felt the organization was quality conscious but communication could be improved and rewards for good performance were lacking. Recommendations included improving communication, involvement of employees, and recognizing good performance.
New Wellness Coaching Overview
This document provides an overview of a wellness coaching programme with the objectives of improving employee retention, attendance, wellbeing, productivity, and relationships. The wellness coach facilitates counselling sessions, financial planning assistance, wellness days, messaging groups, and develops personal action plans. The wellness coaching model involves setting goals, creating a roadmap, generating ideas, practicing skills, and building relationships. The coaching process begins with identifying employee challenges, setting goals, creating a plan, generating solutions, and practicing skills. Common employee challenges include health issues, family problems, workplace conflicts, and transportation difficulties. Coaching challenges include high work volumes, lack of performance data, and inconsistent reviews. The recommended process is to identify and coach low performers
Sharing what works - Evidence-Based Supported Employment
Helen Lockett's presentation on implementing EBSE on a visit in New Zealand.
Originally uploaded on 28 May 2010.
Counselling Psychotherapy with Children and Young People
Prof Mick Cooper in his keynote speech to the conference address counselling psychotherapy: putting statistics and quantitative evaluation before the complex reality of a human, person-to-person encounter.
CV revised
Sarah Meadway is a charismatic and organized individual with over 10 years of experience in care coordination and project management. She currently works as a Line Manager and Project Coordinator at The National Autistic Society Hertfordshire, where she manages four properties, oversees 19 staff members, and develops support plans for those with autism. Previously, she has held roles as a Senior Support Worker and Key Worker at rehabilitation centers, where she set up new programs and services, secured funding for clients, and provided direct care.
C:\fakepath\sjphs jsp new coach orientation
The document provides an overview of the SJPHS Job Shadow Program, which connects individuals exploring healthcare careers with professionals to gain firsthand exposure through job shadowing. It describes who can participate as coaches and participants, what job shadowing entails, when and where coaching sessions will take place, why coaches should participate, and answers frequently asked questions about the program.
Employee Engagement
This document discusses employee engagement and provides information on defining engagement, measuring engagement, and strategies for improving engagement. Some key points:
- Employee engagement refers to an employee's emotional commitment and positive attachment to their organization. Highly engaged employees are enthusiastic about their work and further the interests of the organization.
- Common models for measuring engagement include the Gallup Q12 survey, which measures 12 factors like clear expectations, resources, development opportunities, and praise. Other models look at engagement drivers like career development, leadership, rewards, and work-life balance.
- Managers play a critical role in driving engagement through coaching, communicating goals, team development initiatives, and believing in employees' abilities. Regular communication, feedback
Critical Candidate Touch Points
This document outlines the critical touch points in the candidate lifecycle from recruiting through onboarding and working with a Talent Solutions Manager. Three key touch points are: 1) providing clear assignment details upfront, 2) explaining the onboarding process and importance of documents, and 3) regular communication from the Talent Solutions Manager. Engagement throughout the process, but especially in the first six months, is important to ensure candidates have what they need to succeed.
Brunel News Profile
Leanne Hunt works as a Senior Quality Assurance Officer at Brunel University. She did not follow a traditional academic path, originally training as a Paramedic. Through undertaking various training programs over 17 years working at Brunel in front-facing student roles, she has progressed in her career and now helps ensure Brunel's policies for educational quality. As the elected Staff Representative on Brunel's governing Council, her role involves helping set the university's strategic direction and accepting collective responsibility for Council decisions.
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1.6 Supported Employment - Increasing Employment for People with Disabilities
1.6 Supported Employment - Increasing Employment for People with Disabilities
Practical Participation–practical hints and tips to help you to involve child...
Practical Participation–practical hints and tips to help you to involve child...
IPS: what is it and how do you flog it?! Rachel Perkins
IPS: what is it and how do you flog it?! Rachel Perkins
Sharing what works - Evidence-Based Supported Employment
Sharing what works - Evidence-Based Supported Employment
Counselling Psychotherapy with Children and Young People
Counselling Psychotherapy with Children and Young People
More from Centre for Mental Health
Workplace training intro
This document discusses mental health in the workplace and provides strategies for addressing it. It notes that 1 in 6 people experience conditions like anxiety and depression, which impact individual workers and workplaces through absenteeism, lost productivity and costs. Effective treatments exist but many go untreated. The document recommends workplaces develop a culture of prevention, early intervention and awareness to address mental health issues and realize benefits for individuals and the organization.
Talking about work
A training presentation for clinician involved in providingIndividual Placement and Support (IPS) employment services to those with mental health problems.
Health, Work & Wellbeing – putting it into action in the West Country
Mark Dudderidge, Director at Ginsters, talks us through their scheme to bring Health, Work and Wellbeing to the 24-hour baking environment at Ginsters.
Originally uploaded on 23 August 2010.
Health and work: next steps
Dame Carol Black takes us through the current position of the UK Health, Work and Wellbeing agenda in light of the recent change in government. She outlines the work going on and the challenges that lie ahead.
Originally uploaded on 23 August 2010.
Working our way to better mental health: a framework for action: Dame Carol B...
Working our way to better mental health: a framework for action: Dame Carol B...Centre for Mental Health
The document outlines Dame Carol Black's framework for action to improve mental health and employment in the UK. The framework proposes six themes: changing attitudes towards mental health, improving population well-being, intervening quickly when mental health issues arise at work, providing tailored help for individuals, building resilience from an early age, and coordinated government action. It also discusses initiatives to promote mental health in the workplace and support for employers and employees.Is IPS value for money? Research update, Eric Latimer
1) Supported employment (IPS) is more effective at helping people with severe mental illness find competitive jobs compared to other vocational services.
2) While IPS does not seem to improve non-vocational outcomes or reduce healthcare costs in the short-term on average, working appears to provide long-term benefits to self-esteem, symptoms, and healthcare costs.
3) The cost-effectiveness of IPS from the perspective of departments of health, governments, and societies is unclear and depends on factors like client characteristics, program fidelity, unemployment rates, and social benefits systems, but IPS may be cost-neutral or cost-saving for some groups in the long-run.
Commissioning IPS: the role of local partnerships, Jonathan Allan
The document discusses commissioning Individual Placement and Support (IPS) services in Shropshire. It summarizes that IPS has been shown to be twice as effective as other vocational approaches and can provide good value for money through cost savings elsewhere in the health system. While IPS may require investment, evidence suggests it can save more money over the long-term by lowering healthcare costs through increased employment outcomes for those with mental illness or disabilities. The document advocates for integrated employment strategies between health and employment providers to improve recovery outcomes through hope and the key role employment can play.
IPS in practice: the partnership experience in Sussex, Martin Dominy and Kate...
IPS in practice: the partnership experience in Sussex, Martin Dominy and Kate...Centre for Mental Health
Martin Dominy, Head of Supported Employment, Southdown Supported employment and Kate Bones, Director of Occupational Therapy, Sussex Partnership NHS Foundation TrustWhat Impact on Depression can do for you
The benefits of the Impact on Depression workplace mental health training for your business.
Originally uploaded on 14 December 2010.
Workplace Training follow up 6 months later
A presentation about the 6-month follow-up we carried out after the Impact on Depression training. Within eight months, 2 out of 5 managers reported that they had put what they had learnt into practice. This training is now called Centre for Mental Health Workplace Training.
Originally uploaded on 14 December 2010.
Sharing what works in the UK
The document discusses barriers and facilitators to implementing evidence-based supported employment (EBSE) in the UK. It summarizes the evidence showing EBSE is effective for people with severe mental illness. While government policy now supports EBSE, barriers remain like separate mental health and employment services and a lack of provider training. The Sainsbury Centre is working to establish "Centres of Excellence" through partnerships, training, outcome measurement, and learning networks to systematically implement high-quality EBSE across England. Successful implementation requires factors like organizational commitment, ongoing supervision, and measuring both process and outcome indicators.
Dr. Geoff Waghorn on The Queensland Employment Specialist Initiative
1. The document discusses a study in Queensland, Australia that aims to enhance employment outcomes for people with serious mental illnesses by co-locating employment specialists within community mental health teams.
2. Preliminary results from an early trial show that 54% of clients receiving integrated employment and mental health services found competitive jobs within 12 months, compared to 36% of clients receiving standard brokered employment assistance.
3. Integrating employment specialists and mental health services has been well-received and shows promise based on international evidence, though long-term outcomes data is still being collected. Barriers to referring clients to employment services are being addressed.
Blurring the boundaries: the convergence of mental health and criminal justice
Blurring the boundaries: the convergence of mental health and criminal justiceCentre for Mental Health
A presentation about how mental health and criminal justice policies and services are converging in the UK. The report on the subject is available from: http://www.centreformentalhealth.org.uk/publications/blurring_the_boundaries.aspx?ID=608
Originally uploaded 15 March 2010.Evidence-based Support Employment Conference, 3 March 2011, Dr Bill Gunnyeon
Evidence-based Support Employment Conference, 3 March 2011, Dr Bill GunnyeonCentre for Mental Health
Dr Bill Gunnyeon, Director for Health Work and Well Being, Department for Work and Pensions
Ministers in DWP are interested in mental health – Chris Grayling, Minister for Employment is keen to improve outcomes for people with mental health problems and Lord Freud’s interest is not just in improving work outcomes but improving mental health for the population as a whole. The Government has asked Liz Sayce to review specialist disability programmes and the report will be published summer 2011.More from Centre for Mental Health (14)
Health, Work & Wellbeing – putting it into action in the West Country
Health, Work & Wellbeing – putting it into action in the West Country
Working our way to better mental health: a framework for action: Dame Carol B...
Working our way to better mental health: a framework for action: Dame Carol B...
Is IPS value for money? Research update, Eric Latimer
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Commissioning IPS: the role of local partnerships, Jonathan Allan
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IPS in practice: the partnership experience in Sussex, Martin Dominy and Kate...
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Dr. Geoff Waghorn on The Queensland Employment Specialist Initiative
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Blurring the boundaries: the convergence of mental health and criminal justice
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Recomendamos muito.
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Esta publicação só está disponível em inglês até o momento.
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www.agostodourado.com
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