1. The Supported Employment Model A (very)brief history!

2. Some Statistics People with a Learning Disability in Scotland in Employment - 6.7% Adults with Autism (UK Wide) - 15% Disabled People 45.6% Non-disabled people 74.8% Children living in a family with a disabled adult were twice as likely to be in poverty compared to a family without a disabled adult – Supported Employment Framework

3. Statistics (Cont.) Many more than 50% of disabled people want to work CIPD research suggests that more than 78% of organisations have reported recruitment difficulties in the past year The HSE says Disabled employees: Are as productive Have less time off sick Stay longer Have fewer work accidents

4. History

5. Background and History Supported Employment originated in North America in the 1960’s and early 1970’s Marc Gold: “All people with disabilities should have the opportunity to live their lives much like everyone else; and everyone can learn if we can figure out how to teach them”. People learn on the job, maybe with additional support

6. Background and History (Cont.) During the 1980’s and 90’s these ideas spread to Scotland Long Stay Hospitals started to close Disabled people’s groups began to lobby against segregation and for open access to employment Legislation changes – Quotas/DDA now the Equality Act 1992 - Edinburgh launched Real Jobs Pilton – part of The Action Group

7. What is supported employment? “The aim of supported employment is that disabled people obtain sustainable work in the open labour market, where they are paid the going rate for the job” Review of Disability Employment Services in Edinburgh 2013

8. Three main principles: I. The job should be in an integrated work place; II. The jobholder is paid the rate for the job; III. All individuals have the right to end their reliance on welfare benefits, Thus reduce poverty.

9. The Supported Employment Framework A job coach provides structured flexible support to both the service user and employer This support includes identifying the skills, preferences and experiences of the individual and matching this with potential employers Along with work trial opportunities this helps to determine the type of employment that is best suited to the individual

10. SUSE definition of Supported Employment Concurrent with the European Union of Supported Employment definition. Where: All individuals have the right to end their reliance on welfare benefits Support is provided by a qualified workforce The outcome sought is permanent employment of a sustainable nature with support available when required. "Supported Employment is individualised support to secure people with disabilities, long term conditions and multiple barriers to work a sustainable, paid job in the open labour market”

11. 5 Stage approach to Supported Employment The Supported Employment Framework for Scotland approach, where individuals are provided with personalised support through the 5 stages of: 1.Engagement 2.Vocational profiling 3.Job finding 4.Employer engagement 5.Ongoing support in work (or aftercare) However we find that there is an earlier stage which we call Transitions

12. Pre-Stage 1 - Transitions Young people with a disability leaving school, or more likely special education school Follows the Supported Employment Model: Benefits – Welfare Rights input essential Work experience that meets their skills, experience and aspiration Includes Job Coaching and Travel Training – as appropriate Leads to a greater expectation of employment on leaving school, moving into stage 1 of the SE model

13. Stage 1: Initial Engagement Reaching people: Advertising, Word of mouth People knowing about the service Person centred - able to make choices about employment Welfare Rights input essential “Helping disabled people most distanced from the labour market to make informed choices on their own future” – Supported Employment Framework

14. Initial Engagement – Case Study Billy Has autism unwilling to communicate with family, friends teachers or other professionals Skydesign - Freepik.com

15. Stage 2: Vocational Profile This is the key document for the SE process It is owned by the person and forms the basis of all future ongoing work with them The intensity and person centred nature of the VP is in sharp contrast to mainstream employment support “Identifying skills and preferences for work, giving work experiences that will help the individual make their own vocational choices” – Supported Employment Framework

16. Vocational Profile – Case Study Sarah Has a learning disability as well as previous work experience in a charity shop Skydesign - Freepik.com

17. Stage 3: Job Search Job Matching - Skills to needs! Employer engagement: existing vacancies vs identifying opportunities Welfare Rights input: How much will I earn/have in my pocket? This is often more complex for people with support needs. Care charging may be a factor. “Identifying the preferred job through employer engagement, also providing support to the employer “ -Supported Employment Framework

18. Job search - Case study Isma’il Isma’il has an acquired brain injury, which means he is subject to epileptic seizures at any time Skydesign - Freepik.com

19. Stage 4: Employer Engagement Employer offer: Support with application process Interview support, and practice Training and support from a dedicated Job Coach Follow up support available, if and when required, at the end of a telephone “Finding out about the workplace environment, co-workers and the 'supports' a person might need” – Supported Employment Framework

20. Employer Engagement – Case Study Local Hotel The hotel’s manager is keen to employ Henryk but unclear about how to make reasonable adjustments.

21. Stage 5: In work support (Job Coaching) Job Analysis – Break down the job into “bite size” chunks. Makes it easier to learn. Systematic Instruction: Those processes we all do when we look at a job thinking about how I would go about it e.g. Making a cup of tea! “Providing help, information and backup to the employee and their employer, developing independence through natural supports in the workplace and addressing career progression in due course” – Supported Employment Framework

22. Job Coaching – Case Study Asmaa Has Down’s syndrome and is just started working in a local cafe. Skydesign - Freepik.com

23. Support in Work and Progression This is effectively stage 6! Support available acts as an insurance for the individual, the employer and for society, to ensure the person can stay in, and indeed progress in, employment Many people with support needs will have difficulty understanding or coping with change Support available up to, and through, retirement Welfare rights help to deal with benefit changes

24. Support in Work – Case Study Jimmy Jimmy has a learning disability and has worked successfully for a large retail firm for 9 years. His employer however is making all its staff redundant. Skydesign - Freepik.com

25. Historically disabled people and people with long term conditions have been poorly served We need to find a better way - 0.5 million people on ESA are in the WRAG - 1.2 million people on ESA are in the Support Group - 0.2 million plus people have migrated from ESA to JSA Devolved responsibility for employability So what role can Supported Employment play?

26. What happened to the Framework for Supported Employment ? Launched - 2011, referenced in ‘WORKING FOR GROWTH, in 2012. The Future, or perhaps a case of “we need now to consider, alongside employability partnerships, how supported employment can become a more integrated element of the local menu of services for those seeking work”. – Working for Growth 2012 “more work is needed to see supported employment delivered as an integral part of locally funded employment services” – Working for Growth 2012

27. Framework for Supported Employment promised in its Action Plan: Raise awareness of contribution to economic growth and social inclusion Promote delivery - local & distinct from DWP programmes Should be led, owned and driven by Community Planning Partnerships Should focus on employment and delivering job outcomes COSLA to explore how Single Outcome Agreements can include plans for Supported Employment

28. A national Data Set and Quality Indicators developed for Supported Employment That Supported Employment workers work to a competency framework supported by an accredited qualification Raise awareness with Careers Advisers Local Supported Employment services should fit with and be recognised in DWP programmes Raise awareness with Disability Employment Advisors and relevant JC+ staff Some of this is in place, but there is work to be done Framework for Supported Employment promised in its Action Plan:

29. The Supported Employment Model and feedback from the recent CREATING A FAIRER SCOTLAND Consultation The Scottish approach to employability support should... Provide a flexible, tailored, whole person approach De designed and delivered in partnership Drive towards real jobs Be designed nationally, but adapted and delivered locally Use contracts that combine payment by outcomes and progression towards work Have a separate employability element for those with higher support needs Supported Employment & the AiE approach seem to hit all these marks

30. The supported employment model of service delivery ‘hits all the marks’ It should provide the model for the high support needs service element as identified in the recent consultation It sits best as a bespoke element within a well designed local framework of services As a response to unemployment it needs to sit as a key element within a wider person centred service delivery approach that can handle higher volumes It has been perceived as expensive but... in the right conditions with adequate resources it does work

31. Billy is Mathew The restaurant is Tapa in Leith. Tapa is a finalist in Most Supportive Employer, National Autistic Society Autism Professional Awards

32. Any questions? One question to take to the final panel please