1. Individual Placement Support (IPS) Amanda Noon - Team Manager Margaret Parker - Senior Practitioner

2. Who are Pure? Pure Have 2 main areas of work:  Modernising Traditional Day Services  Supported Employment

3. Individual Placement Support Approach  Employment agencies working in partnership with Community Mental Health Teams to support people with severe mental health into competitive, sustainable jobs using a rapid person centered approach.

4. Key Principles of IPS  Competitive employment is the primary goal  Everyone who wants it is eligible for employment support.  Job search is consistent with individual preferences  Job search is rapid: beginning within one month  Employment specialist and clinical teams work and are located together  Support is time unlimited and is individualised to both the employer and the employee  Welfare benefits counselling support the person through the transition from benefits to work *Taken from the Sainsbury’s Center for Mental Health briefing paper.

5. Pure Employment Mental Health Team IPS Pilot project – Funded for 17 months Target 24 people into employment Team  Senior Employment Officer  3 Employment Officers  Working within CMHT’s:-  Councillor Lane - Kristian Wraxall  York House - Julie Rothwell  Torkington Lodge - To be appointed  1 part time Monitoring Officer to provide Long term support

6. Referral Process  Referral via the 3 Community Mental Health teams  Referrals also accepted from Recovery and Inclusion Team, Early Intervention Team, and Assertive Outreach Team.  Pure Innovations referral form to be completed and a copy of CPA, risk documents, and Wellbeing Care Plans to be received.  Initial Meeting with Team Senior and Employment Officer.  Waiting list and then allocation to Employment Officer.

7. Key Elements of Delivery  Secure real paid competitive employment – not voluntary work  Employment Officers working within the Community Mental Health Teams.  Employment Officers to be part of Recovery Planning and multidisciplinary meetings  Partnership working i.e. Lives Course, Supported Permitted Work Group, NW Employment Practitioners Network Meeting, Pathways to Employment, Voluntary work and education  All CPA documentation and wellbeing care plans to highlight employment  All clients will be allocated an Employment Officer for Individual Development planning.  Rapid approach to job searching  Job matching based on clients preferences, interests and skills leading to high levels of sustainability  Working to robust Quality Framework which was awarded an Ofstead Grade 1  On-going job support and monitoring  Working in partnership with employers and clients to negotiate individual needs  Transparent working practices to reduce stigma relating to mental health  Provide on-going benefit advice to maximize income

8. Pure Employment An Employment Officers Tool Belt  Work Development Plan  How we get to know you, What kind of support do you need?, and what do you want to do?  Better Off Calculations – Lets make sure you are financially better off working  Travel declaration – Where, when and how? Do we need Access to Work?  Action Planning and Goal Setting – It’s not just about the job it’s how we get prepared for the world of work and what we need to do to sustain our employment.  It can’t just be any job - Job matching based on preferences, interests and skills leading to rewarding employment  Sales and Marketing Training in Employer Engagement  Work Agreement & Reasonable Adjustments  Job Analysis/Company Analysis  H&S checks and Risk Assessments  On the job training when required  Natural buddies identified in the workplace  Work and performance reviews  Initial intensive support from EO and then Long term support provided by Monitoring Officer  Minimum 6 monthly work reviews

9. Any Questions?