This document summarizes data from North Lanarkshire, Scotland regarding their supported employment program. The program placed over 100 individuals with learning disabilities and other disabilities in paid employment from 2007-2008. On average, individuals worked 24.2 hours per week. After employment, total income increased 113.2% on average compared to pre-employment welfare benefits. The annual cost of the supported employment program was £4,304 per person, lower than the annual cost of day services. The program resulted in cost savings for the government and significantly improved financial outcomes for individuals with disabilities.
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.
What makes a difference to outcomes for people with intellectual disability l...Christine Bigby
Presentation of interim resaerch findings at NDS conference in May 2014. Points to the significance of practice leadership to staff practices in group homes.
Our team is a highly experienced team with a long history of working with clients in the health sector. Our cross functional team of health specialists includes clinicians and technical experts located across Australia. Contact details are provided for several key specialists located in different states.
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.
Improving NHS staff experience to improve NHS staff performance:
This session focused upon the impact staff engagement and experience has on organisational performance, specifically patient experience. The session was aimed at commissioners and policy makers, and outlined why staff experience is so important. It also offered examples from an organisation that has improved staff experience to great effect.
Sally Pezaro (Centre for Technology Enabled Health Research (CTEHR), University of Coventry) and Rhian Bishop (Staff Engagement Lead at Sheffield Teaching Hospitals Foundation Trust).
Bigby et atl qualty of staff practice in group homes what makes a differnce...Christine Bigby
Bigby et al qualty of staff practice in group homes for people with intellectual disability. What makes a differnce -findings from year 1 of a 5 year study of the implementation of active support. Presented asid confernce nov 2014
NHS Workforce Development conference 28/06/2016mckenln
This document summarizes the challenges facing the NHS due to an aging workforce. The average age of NHS staff is 43.7 and projected to rise to 47 by 2023, with over half over age 40. This aging workforce needs support through improved occupational health, flexible work arrangements, pension education and awareness of challenges and opportunities. Research is examining how to extend working lives through management practices and policies that engage and support an aging workforce. Cultural change and long-term workforce planning are needed to address retention risks as more staff retire, posing quality and supply challenges for the NHS.
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.
What makes a difference to outcomes for people with intellectual disability l...Christine Bigby
Presentation of interim resaerch findings at NDS conference in May 2014. Points to the significance of practice leadership to staff practices in group homes.
Our team is a highly experienced team with a long history of working with clients in the health sector. Our cross functional team of health specialists includes clinicians and technical experts located across Australia. Contact details are provided for several key specialists located in different states.
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.
Improving NHS staff experience to improve NHS staff performance:
This session focused upon the impact staff engagement and experience has on organisational performance, specifically patient experience. The session was aimed at commissioners and policy makers, and outlined why staff experience is so important. It also offered examples from an organisation that has improved staff experience to great effect.
Sally Pezaro (Centre for Technology Enabled Health Research (CTEHR), University of Coventry) and Rhian Bishop (Staff Engagement Lead at Sheffield Teaching Hospitals Foundation Trust).
Bigby et atl qualty of staff practice in group homes what makes a differnce...Christine Bigby
Bigby et al qualty of staff practice in group homes for people with intellectual disability. What makes a differnce -findings from year 1 of a 5 year study of the implementation of active support. Presented asid confernce nov 2014
NHS Workforce Development conference 28/06/2016mckenln
This document summarizes the challenges facing the NHS due to an aging workforce. The average age of NHS staff is 43.7 and projected to rise to 47 by 2023, with over half over age 40. This aging workforce needs support through improved occupational health, flexible work arrangements, pension education and awareness of challenges and opportunities. Research is examining how to extend working lives through management practices and policies that engage and support an aging workforce. Cultural change and long-term workforce planning are needed to address retention risks as more staff retire, posing quality and supply challenges for the NHS.
Este documento lista varias plataformas populares para crear y administrar blogs. Algunas de las opciones más conocidas incluyen Blogger, WordPress, Blogia, Bitacoras y Blogalia.
Bungy jumping is an extreme sport that involves jumping from a high place while attached to an elastic cord. Participants jump from bridges, buildings, or other structures and experience a thrilling free fall before the cord stretches and bounces them back up, bringing them to a stop. Though risky, bungy jumping provides an adrenaline-pumping experience for thrill-seekers looking for adventure.
El documento proporciona información sobre el Puerto Antilla Grand Hotel, ubicado en Islantilla, España. El hotel cuenta con 400 habitaciones de varios tipos, 6 salones para eventos con capacidad para 1000 personas, 3 restaurantes y áreas para practicar golf, paddle tennis, y otras actividades acuáticas y en el spa. El hotel ofrece servicios de catering, excursiones a sitios turísticos cercanos, y es un lugar adecuado para eventos y convenciones de negocios.
Bungy jumping is an extreme sport that involves jumping from a high place while attached to a large elastic cord. Participants jump from bridges, buildings, or other structures and experience a thrilling free fall before being bounced back up by the cord. Though dangerous if not performed properly, bungy jumping provides an adrenaline-pumping experience for thrill-seekers looking for an adventurous activity.
El documento proporciona información sobre las instalaciones y servicios del Puerto Antilla Grand Hotel. El hotel cuenta con 400 habitaciones de diferentes tipos, 6 salones para eventos con capacidad para 1000 personas y acceso WiFi, y 3 restaurantes que ofrecen cocina internacional, fusión y comidas al aire libre. El hotel también tiene 5 piscinas, canchas de paddle, actividades acuáticas, caballos, y un spa de 1000 metros cuadrados con tratamientos. Además, el hotel organiza excursiones a atracciones turísticas de la región.
This document provides definitions and descriptions of various construction and building materials and components. It includes entries on air barrier paper, attic ventilation components, backhoe parts, batter boards, brick bonds and sizes, bulldozers, cladding materials, code requirements, concrete joints and masonry units, decorative concrete, doors, electrical components, framing components, front end loaders, gypsum board, heat pumps, insulation types, lintels, mortar, oriented strand board, plumbing fixtures, plywood, rebar, roof drainage components, roof materials, roof shapes, roof terms, stone types, and vapor retarders.
The document describes the Puerto Antilla Grand Hotel, located on the beach in Islantilla, Portugal. It has 400 rooms of various types as well as large conference rooms that can accommodate up to 1000 people. The hotel has 3 restaurants serving international, local seafood, and grill cuisine. Additional amenities and activities include a golf course, paddle courts, swimming pools, water sports, and a spa. The hotel can also arrange excursions to nearby attractions.
The Shop.com program provides tools for businesses to gain access to Shop.com's online marketplace and loyal customer base. Businesses can grow their sales through Shop.com's website, mobile app, and social media presence. Shop.com also offers business management tools, dedicated account managers, and advertising opportunities to help businesses promote their brand. Shop.com is backed by Market America, which provides an extensive affiliate network and global online shopping platform.
Eliminar un blog puede ser un proceso sencillo o complejo dependiendo del servicio de alojamiento que se esté utilizando. Generalmente, los pasos incluyen iniciar sesión en la cuenta del blog, navegar a la configuración y encontrar la opción para eliminar el blog o cuenta. Esto eliminará todo el contenido, comentarios e historial asociado con el blog.
Steve Beyers Presentation Supported Employment 20 Oct 09SCLD
This document discusses supported employment for people with learning disabilities. It provides data on employment rates for those with learning disabilities in different areas ranging from 2-17%. It then discusses the supported employment process used in North Lanarkshire, Scotland which focuses on helping people obtain jobs working 16+ hours per week. Data shows that through this process, most people obtained jobs working over 16 hours and earned higher total incomes than just receiving welfare benefits. Overall, supported employment was found to significantly improve employment and financial outcomes for those with learning disabilities.
El documento proporciona información sobre las instalaciones y servicios del Puerto Antilla Grand Hotel. El hotel cuenta con 400 habitaciones de diferentes tipos, 5 piscinas, 2 canchas de pádel, un spa de 1.000 m2, 6 salones para eventos y está situado cerca de un campo de golf. El hotel también ofrece 3 restaurantes, actividades acuáticas, y excursiones a atracciones turísticas cercanas.
This document is a food log for 6 weeks tracking breakfast, lunch, dinner, and drinks. It shows a pattern of bagels or cereal for breakfast, sandwiches or salads for lunch and dinner consisting of meat, vegetables and grains. Beverages include water, milk, Pepsi and other diet drinks. The log demonstrates an effort to choose healthier options like whole grains, lean meats and low-fat dairy while limiting sugary drinks.
This document provides an overview of the APA citation style, which is widely used in the social sciences. It discusses the general format for citing different sources like journals, books, and websites in both the text of a paper and in the reference list. Key aspects covered include using parenthetical citations in the text that provide brief author and date information, listing full citations for sources alphabetically on the references page, and providing examples of citing common source types like journal articles, books, and online resources.
The document discusses the transformation of healthcare delivery at Southcentral Foundation (SCF) in Alaska. SCF changed from an episodic and reactive care model to one focused on long-term relationships and individual/family control. Key changes included moving from doctor-centric to team-based care, and emphasizing control, responsibility and options for customers/patients. As a result, SCF saw reductions in emergency visits, outpatient visits and hospital admissions/days, while spending growth was below national averages and performance metrics were high.
Este documento lista varias plataformas populares para crear y administrar blogs. Algunas de las opciones más conocidas incluyen Blogger, WordPress, Blogia, Bitacoras y Blogalia.
Bungy jumping is an extreme sport that involves jumping from a high place while attached to an elastic cord. Participants jump from bridges, buildings, or other structures and experience a thrilling free fall before the cord stretches and bounces them back up, bringing them to a stop. Though risky, bungy jumping provides an adrenaline-pumping experience for thrill-seekers looking for adventure.
El documento proporciona información sobre el Puerto Antilla Grand Hotel, ubicado en Islantilla, España. El hotel cuenta con 400 habitaciones de varios tipos, 6 salones para eventos con capacidad para 1000 personas, 3 restaurantes y áreas para practicar golf, paddle tennis, y otras actividades acuáticas y en el spa. El hotel ofrece servicios de catering, excursiones a sitios turísticos cercanos, y es un lugar adecuado para eventos y convenciones de negocios.
Bungy jumping is an extreme sport that involves jumping from a high place while attached to a large elastic cord. Participants jump from bridges, buildings, or other structures and experience a thrilling free fall before being bounced back up by the cord. Though dangerous if not performed properly, bungy jumping provides an adrenaline-pumping experience for thrill-seekers looking for an adventurous activity.
El documento proporciona información sobre las instalaciones y servicios del Puerto Antilla Grand Hotel. El hotel cuenta con 400 habitaciones de diferentes tipos, 6 salones para eventos con capacidad para 1000 personas y acceso WiFi, y 3 restaurantes que ofrecen cocina internacional, fusión y comidas al aire libre. El hotel también tiene 5 piscinas, canchas de paddle, actividades acuáticas, caballos, y un spa de 1000 metros cuadrados con tratamientos. Además, el hotel organiza excursiones a atracciones turísticas de la región.
This document provides definitions and descriptions of various construction and building materials and components. It includes entries on air barrier paper, attic ventilation components, backhoe parts, batter boards, brick bonds and sizes, bulldozers, cladding materials, code requirements, concrete joints and masonry units, decorative concrete, doors, electrical components, framing components, front end loaders, gypsum board, heat pumps, insulation types, lintels, mortar, oriented strand board, plumbing fixtures, plywood, rebar, roof drainage components, roof materials, roof shapes, roof terms, stone types, and vapor retarders.
The document describes the Puerto Antilla Grand Hotel, located on the beach in Islantilla, Portugal. It has 400 rooms of various types as well as large conference rooms that can accommodate up to 1000 people. The hotel has 3 restaurants serving international, local seafood, and grill cuisine. Additional amenities and activities include a golf course, paddle courts, swimming pools, water sports, and a spa. The hotel can also arrange excursions to nearby attractions.
The Shop.com program provides tools for businesses to gain access to Shop.com's online marketplace and loyal customer base. Businesses can grow their sales through Shop.com's website, mobile app, and social media presence. Shop.com also offers business management tools, dedicated account managers, and advertising opportunities to help businesses promote their brand. Shop.com is backed by Market America, which provides an extensive affiliate network and global online shopping platform.
Eliminar un blog puede ser un proceso sencillo o complejo dependiendo del servicio de alojamiento que se esté utilizando. Generalmente, los pasos incluyen iniciar sesión en la cuenta del blog, navegar a la configuración y encontrar la opción para eliminar el blog o cuenta. Esto eliminará todo el contenido, comentarios e historial asociado con el blog.
Steve Beyers Presentation Supported Employment 20 Oct 09SCLD
This document discusses supported employment for people with learning disabilities. It provides data on employment rates for those with learning disabilities in different areas ranging from 2-17%. It then discusses the supported employment process used in North Lanarkshire, Scotland which focuses on helping people obtain jobs working 16+ hours per week. Data shows that through this process, most people obtained jobs working over 16 hours and earned higher total incomes than just receiving welfare benefits. Overall, supported employment was found to significantly improve employment and financial outcomes for those with learning disabilities.
El documento proporciona información sobre las instalaciones y servicios del Puerto Antilla Grand Hotel. El hotel cuenta con 400 habitaciones de diferentes tipos, 5 piscinas, 2 canchas de pádel, un spa de 1.000 m2, 6 salones para eventos y está situado cerca de un campo de golf. El hotel también ofrece 3 restaurantes, actividades acuáticas, y excursiones a atracciones turísticas cercanas.
This document is a food log for 6 weeks tracking breakfast, lunch, dinner, and drinks. It shows a pattern of bagels or cereal for breakfast, sandwiches or salads for lunch and dinner consisting of meat, vegetables and grains. Beverages include water, milk, Pepsi and other diet drinks. The log demonstrates an effort to choose healthier options like whole grains, lean meats and low-fat dairy while limiting sugary drinks.
This document provides an overview of the APA citation style, which is widely used in the social sciences. It discusses the general format for citing different sources like journals, books, and websites in both the text of a paper and in the reference list. Key aspects covered include using parenthetical citations in the text that provide brief author and date information, listing full citations for sources alphabetically on the references page, and providing examples of citing common source types like journal articles, books, and online resources.
The document discusses the transformation of healthcare delivery at Southcentral Foundation (SCF) in Alaska. SCF changed from an episodic and reactive care model to one focused on long-term relationships and individual/family control. Key changes included moving from doctor-centric to team-based care, and emphasizing control, responsibility and options for customers/patients. As a result, SCF saw reductions in emergency visits, outpatient visits and hospital admissions/days, while spending growth was below national averages and performance metrics were high.
This document summarizes a presentation on neurodiversity in the workplace. It discusses the background and motivation for the research study, which was funded by Acas to examine how to better integrate neurodivergent individuals into mainstream employment. The study included interviews with experts and case studies of employers with good supportive practices. Key recommendations included reviewing recruitment and training processes, raising awareness of neurodiversity, encouraging disclosure to provide appropriate support, and focusing on maximizing individual productivity. Limitations of the study were its scope and the changing workplace environment since the 2016 research.
This document summarizes a presentation on integrating employee assistance programs (EAP), work/life programs, and wellness programs. It finds that while EAP and work/life programs have integrated more over time, full integration faces barriers like confidentiality concerns and decentralized corporate cultures. Emerging models include overseeing multiple employee services under one umbrella or moving wellness back under EAP. Research interest areas include cost-benefit analysis, global models, measuring program impact on productivity, and addressing different generations in the workforce. The presentation promotes creating an employee assistance archive to preserve the field's history.
The document provides an overview of a webinar on the Fit for Work scheme launched in the UK. It discusses the objectives of understanding the costs of absence and how the scheme works. Key points include that absence costs the UK economy £100 billion annually, the scheme aims to support early intervention for employees absent from work, and it will provide services to help employees return to work sooner and stay at work. Pilot areas for the scheme are testing innovative approaches to assisting individuals and employers.
The document discusses evidence-based supported employment (SE) practices for improving employment outcomes for homeless individuals with disabilities. It describes the core features of SE, including integrating employment services with treatment teams, having no employment exclusions, focusing on competitive community jobs based on client preferences, and providing long-term ongoing supports. Research shows SE following these principles leads to significantly higher employment rates than traditional models.
AHDS Conference November 2014 - Workshop; Poverty, Attainment & LeadershipAHDScotland
AHDS Annual Conference 2014 'Teaching Scotland's Future: Whate you need to know and do. Workshop bt Graeme Young, HT at St Bartholomews Primary School and Susan Hannah, Scottish Government
The document discusses factors that will impact the future of A&E nursing in New Zealand. It notes that the population is increasing and aging, which will put more pressure on emergency departments. It also mentions issues like globalization and rules around shorter emergency department wait times. To address these challenges, the document suggests that nurses will need to work faster, improve teamwork, pursue more education, and consider roles like advanced practice nurses to work differently and help meet future needs.
Occupational therapy helps people participate in everyday activities through therapeutic means. Occupational therapists help those recovering from injuries regain skills and provide supports for older adults experiencing physical and cognitive changes. Common interventions include helping children with disabilities participate fully in school and helping people recover from injury. The document provides an overview of the field of occupational therapy, including its history, common practices, education and training requirements, skills needed, and growth potential.
The document discusses guidance from the College of Occupational Therapists on the specialist learning disability occupational therapy role. It outlines principles for occupational therapy services for adults with learning disabilities, including that they should provide services related to how a learning disability affects occupational performance. It also discusses current issues like pressure on occupational therapists to provide both minor and major adaptations. Recommendations include developing close working relationships with mainstream services to facilitate access. The document also summarizes new Scottish guidance on equipment and adaptations provision and implications for occupational therapy, including identifying assessors and developing specialist roles in major adaptations.
- The study assessed the effectiveness of Individual Placement and Support (IPS), a "place-and-train" employment model, compared to traditional vocational services in helping people with severe mental illness find and maintain competitive employment.
- 252 patients across 6 European countries were randomly assigned to IPS or vocational services and followed for 18 months. IPS was more effective, with 55% working at least one day compared to 28% for vocational services. IPS patients also worked more hours and days on average.
- IPS was more effective than vocational services in every vocational outcome measured, including employment rates, time spent working, and time maintained in jobs.
The document discusses principles and experiences of workplace learning (WPL). It notes that WPL is informal, participatory, flexible learning organized by the workplace that supports employment roles. Common themes are that learning tasks are influenced by work nature and context is vital for learning. Challenges of WPL include lack of dedicated support, inconsistent funding, and barriers to career progression. However, WPL improves job performance and quality of service. For managers specifically, WPL is crucial for higher performance, better results, promotion, and job security.
This document summarizes a PhD research study on work-life balance issues facing older workers in the fire and rescue service. The study examines the impact of organizational and legislative policies on work-life balance. It involves comparing perceptions of work-life balance across gender, roles, ranks, and locations. The methods include questionnaires sent every few weeks and interviews with both retired and current employees to understand their views on work-life balance, factors influencing their decisions to join and remain in the fire service, and the support provided by their organization. Preliminary findings indicate that many workers already work longer than their contracted hours, and spending cuts could worsen work-life balance. Poor management and unsupportive policies also increase work-family conflict.
Pravinesh Chand is seeking a role where he can support disadvantaged people and maximize his positive impact on society. He has over 15 years of experience in disability services, most recently as Line Manager at Disability Services Australia, where he oversaw day programs and residential services. He holds a Certificate IV in Disability and a Bachelor's degree in Operations Management. His career goal is to learn how to best serve people from disadvantaged backgrounds.
The document summarizes key findings from research on job demands and resources among nurses in Singapore, Japan, and Australia. Some similarities found across the studies include high workload being a major job demand and stressor for nurses. Personal characteristics like emotional intelligence and self-motivation can help increase work engagement. Differences include varying demographics and scopes of work between the countries. The summary concludes with applications for managers to reduce job demands, increase job resources, and improve work productivity and employee well-being through a balanced approach.
Sharing the Learning from Innovation in Mental Health PracticeNHSScotlandEvent
Mental health practice has a long history of person‐centred care approaches and recent initiatives and material have further developed this focus. This session will highlight what impact these initiatives have had..
The financial viability of evidence based supported employment within DESDr Vanessa Parletta
This study examined the financial viability of two approaches to supported employment for people with mental illnesses in Australia: pre-IPS (Individual Placement and Support) and IPS-enhanced. It found that the IPS-enhanced approach achieved significantly more job placements (67.6% vs 56.1%) and was more cost-effective per person and per employment outcome than the pre-IPS approach. Specifically, IPS enhancements were most financially beneficial when applied to participants with more severe psychiatric disabilities who have higher assistance needs. The blended public funding system in Australia, which includes both fee-for-service and results-based payments, financially advantages providers who can deliver more intensive, evidence-based practices like IPS.
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Steve Beyer S Presentation Supported Employment 20 Oct 09
1.
2. Why Supported Employment? Stephen Beyer Welsh Centre for Learning Disabilities Cardiff University Wales, UK
3. Percentage of people with a learning disability in paid work Estimates of people in paid work Scotland- 12.1% 2007 17% - English National Survey 2003/04 7.5% - English Local Authorities, Commission for Social Care Inspection 2007/08 WORKSTEP - about a third of people placed 2008 Pathway to Work pilots- about 2% New Deal- about 3% Access to Work- about 4% We do not know what hours people are working
4.
5.
6. WORKSTEP primarily over 16 hoursNational Survey 2003/04
7. Problems of awareness and definition There is little shared definition across social care and employment services of: Learning disabilities “Mild, moderate or severe” Awareness of their work potential, and support needs, is low among: Families People with learning disabilities DEAs Some employment providers Social workers and social care staff
8. Key problems of moderate and severe learning disabilities Majority of people will have problems with: speech and language memory cognitive processing More people with severe learning disabilities are are likely to experience additional: sensory and physical impairments poor vision measurable hearing loss epilepsy
9. Key problems of moderate and severe learning disabilities Ability to understand verbal instruction and to provide information Cue dependency creates difficulty transferring tasks learned here (training) to there (job) Small changes can lead to the person being unable to do a well known task : Changes in task sequence Changes in work machinery Changes in work materials Changes in a co-worker role Changes in workplace environment All this weakens the relevance of pre-training
10. Why supported employment for people with learning disabilities? Effective task training research going back into 1970s Complex & dangerous tasks Matching “ecology” of workplace to person’s wishes, talents and specific strengths researched in 1980/90s “Zero reject” vocational profiling in use since the mid 1980s instead of “work/can’t work” testing Training in a specific workplace crucial to this client group Put together, these techniques were called “supported employment” and success with people with learning disabilities demonstrated in US University evaluations in 1980 and 90s
11. What works for people with a learning disability learning jobs? Severe Moderate Mild Training on the job- Systematic Instruction Job coach support on-site Breaking tasks into steps “Chaining” tasks together Hierarchy of cues Physical guidance Gestures Verbal prompts Job adaptation if needed Managing praise and reinforcement more closely Specific social training strategies Work-based accreditation of skills demonstrated Pre-employment training is possible Verbal instruction & demonstration Simple language Greater time to learn Use of naturally occurring praise and re-inforcement through: Supervisors, work-mates Ordinary pay incentives Managing work pressure/ productivity demands Shaping social contact through co-workers Qualifications for job and career development
12. What works in finding jobs? Severe Moderate Mild Greater use of support to find & plan Families Job coaches Extended Vocational Profiling/ Discovery 20+ hours in various environs? Interests and what good at Relevant experiences Work types and environments Days and schedules Welfare benefit planning Use of practical job tryouts to aid decision-making Aided CV and support planning Proactive and specific job finding and matching jobs to people Employer presentation and negotiation Adaptation of interview and induction Greater independent action More use of generic help to identifying strengths, interests and experience Use of more generic sources for vacancies Greater use of courses, “job clubs” CV development Job search Writing applications More use of mainstream job application & interviewing and induction processes
13. Outcomes from supported employment Shafer et al. (1990) 27 states- 1,400 SE programs People with a learning disability most frequent participants 157% increased participating individuals during the study period Individual placement superior to other models West et al. (1992) 42 states- 74,960 individuals in SE People with a learning disability 62.8% of all participants 30.4% classified moderate, 8.7% as severe or profound Individual placement model dominant model
14. Outcomes from supported employment Schalock, Mcgaughey and Kiernan (1989) 1629 vocational services wages per hour in SE double those in sheltered work average full-time hours higher in SE Confirmed by Lewis et al. 1992; Noble et al, 1991 Beyer et al. (1996) UK less positive wage outcomes over half of workers increasing income by less than 60% only 2% of workers more than doubled their income 17% experienced no change in income
15. North Lanarkshire Generated significant interest because of reported high levels of employment of people with learning disabilities for 16 hours per week or more Significant financial benefits to the people reported Noted for challenging the view that the 'benefits trap' is the biggest problem restricting movement into employment An opportunity arose to examine in detail the North Lanarkshire experience and to analyse their data.
16. North Lanarkshire North Lanarkshire Supported Employment (NLSE) operates within a framework of a Supported Employment Partnership from 1999 By 2007: Two bases- Motherwell & Aidrie- one more planned One service co-ordinator Two senior support officers 16 job coach posts (often not all filled) 2 care and support workers LD clients mainly, but people with mental health issues and acquired brain injury also served since 2005
17. NLSE Process Referral visit (7 days) An assessment to ensure that the agency’s criteria are met Home visit (within 6 weeks) Explain the service Check on Welfare Benefits with Welfare Rights Officer if needed Vocational profiling (8-12 weeks) Agree person’s preferences and conditions the person wants, jobs and specific employers Twice per week for 2-3 hours per session Meeting 1:1 in a variety of settings, at different times, and involving different activities, including social outings Information also sought from family, professionals and relevant others Period includes 2 short job tasters, supported by a job coach
18. NLSE Process Job finding (Meet 1-2 hours per week) Registering person with Job Centre Plus Pursuing employers Assisting person in job search Interview preparation Further work placements as needed Job coaching (as long as needed) Providing training at work and fading support Mentoring and evaluation (agreed with person/employer) Agreeing criteria and monitoring success of placement from employer and employee perspectives Career development (No timescale) Updating Vocational Profile Taking action to improve current, or change, job
19. NLSE Process Validation Average hours provided to a sample of young people with learning disabilities in transition
20. North Lanarkshire Day Services 2005/06 Day Services in North Lanarkshire composed of 5 Day Centres Registered populations for these 5 day centres was higher at 332 places/264 people By 2007/08 a system of 5 community-based locality day services had been developed to replace traditional day centres (+ 1 opening) Registered population 334 places/295 people
21. Jobs 2007-143 jobs (138 people, 5 with 2 jobs)- 114 people with learning disabilities; 21 with mental health issues; and 3 with brain injury All people with a learning disability “either came from day centres or had an eligibility to attend the same”
22. Jobs Unemployment was 6.9% in the area compared with 4.7% for Scotland and 5.4% for the UK (ILO definition) Full data existed for 104 people in work at 2007 (96%), of which: 88 were people with learning disabilities 15 mental health issues 1 person with brain injury Data presented relates to these 104 people for whom we have data, with sub-analysis for 88 people with learning disabilities
23. Hours Mean Hours= 24.2 hours per week >16 hours= 91.3% all (89.8% LD)
24. Welfare Benefit Before (LD) The mean total income from Welfare Benefits before people entered employment was £137.60 per person (£139.51 for LD)
25. Impact of benefits advice There was a small increase in take-up of DLA at this point from 93% to 98%. Mean total income from Welfare Benefits after maximisation was £141.93 per person, an average increase of 3% on the pre-employment income. Income actually increased only for 9 people (7 for LD) Average increase in income from Welfare Benefits being 91%, or £50.03 per week (94% and £50.83 for LD) Range of individual increases being from 6% to 306% (same for LD)
27. Benefit changes Overall, Welfare Benefits represented: 99.4% of income before employment (98.7% LD) 100% after maximisation (100% LD) 48.5% when in employment (49.7% LD) Reduction in Welfare Benefits from: a mean of £137.60 per person before (£139.51 for LD) to a mean of £122.05 per person (£122.65 for LD) a fall of 11.3% (12.1% for LD) This represents a total saving to the taxpayer of per year £84,032 for the total group of clients (£77,168 for LD).
28. Wage income The average salary earned in employment was £134.29 per week (£129.60 for LD) The average hourly rate was £6.11 per hour (£6.09 per hour for LD), 14% above the adult National Minimum Wage of £5.35 in place for 2006/07 On its own, salary was slightly lower than both the average pre-employment and the maximised Welfare Benefit incomes before employment However, 40.4% of the workers had a higher gross income from salary alone, than their maximised Welfare Benefit income before employment (34.1% for LD)
29. “Better off” Overall, average total gross income from all sources after employment was £256.34 per week per person (£252.25 for LD) Better off by +113.2%, based on 104 people for who we have all data (+94.8% for 88 people with LD) Most common increase 51% and 75% A slightly greater proportion of people from other client groups (mental health, brain injury etc.) in the 200%+ better off group People with learning disabilities showed the full range of better off outcomes
30. Tax? No better off data net of Tax and National Insurance, as North Lanarkshire does not collect this data Using Tax Benefit Model Tables for 2007 (DWP 2007) can estimate the tax paid On average people would pay £16.91 tax/NI per week (£9.80 for LD) This would reduce income in employment to an average net figure of £239.43 per week per person (£242.45 for LD) Percentage better off in employment, net of tax/NI reduced slightly to +102.7% (+86.8% LD)
31. Costs to LA The annual costs of SE in North Lanarkshire, based on 2007/2008 budget was £4,304 per person per year, based on “actual capacity”- 202 people Equivalent Locality Support Service, which catered for 295 people on a full- and part-time basis with an annual cost of £14,998 Using the average number of people in jobs 122 (ranging from 109 Jan. to 129 Dec. 2007) the cost per employed person of SE rises to £7,126 per job. This still represents 47.5% of the cost of a LSS place
35. Conclusions North Lanarkshire have been successful in placing people from the general Social Work Services population of people with learning disabilities in employment of 16 hours per week or more This has been with relatively unfavourable unemployment levels locally. It is likely that this can only be achieved with this client group if the key approaches used in North Lanarkshire are replicated, particularly the focus on 16+ hours per week. Any reduction of cost:benefit ratios is cumulative and must be assessed across the body of people shifted from day service to employment Year 1 costs are much higher than year 9 costs Any “saving” in costs related to day service can only be redeemed if there is a strategy of shifting resources from day service to employment outcomes
36. Conclusions Skilled job coaching and investment in a staff group of sufficient size is important, and it is likely that replication would require: Investment at a significant level to provide enough job coach and Welfare Rights Advice and management resources effective training in the process Replication of the intensive SE process, and including expert Welfare Rights Advice Monitoring to ensure the process is delivered to an adequate level of intensity There remain some uncertainties in the cost analysis that would benefit from a more detailed costing of the full package of support for supported employees and day service alternatives for future workers
37. Reference Beyer, S. (2008) An evaluation of the outcomes of supported employment North Lanarkshire (2007). Motherwell: North Lanarkshire Council. Beyer, S. Goodere, L. and Kilsby, M. (1996) The Costs and Benefits of Supported Employment Agencies: Findings from a National Survey. Employment Service Research Series, No. 37. London: Stationery Office. Beyer, S., Grove, R., Schneider, J., Simons, K., Williams, V., Heyman, A., Swift, P., and Krijnen-Kemp, E. (2004) Working lives: The role of day centres in supporting people with learning disabilities into employment. London: Department of Work and Pensions. Beyer, S., Kaehne, A., Grey, J., Sheppard, K. and Meek, A. (2008) What works?- Transition to employment for young people with learning disabilities. Chippenham: Shaw Trust. DoH (2001) Valuing People: A New Strategy for Learning Disability for the 21st Century. London: The Stationery Office. DWP (2005) Improving the life chances of disabled people. Sheffield: Department for Work and Pensions.
38. Acknowledgement We are grateful to: Duncan Mackay and George McInally of North Lanarkshire Social Work Services for being prepared to share their time and their experiences with others Maureen Cook, Margaret Gavan, and Margaret Wilson for background to the services the NLSE team for producing the original updated data, to Ruby Stewart for compiling the data Patrick McAviney for providing comparative financial data. Simon Whitehead of the Valuing People Support Team for his support and VPST and CSIP