Incapacity Benefit Customers. Steve Farrow Jobcentre Plus South London Profile Numbers on IB % of Working Age on IB • Bexley 6600 4.98% • Bromley 8490 4.72% • Croydon 12005 5.76% • Greenwich 11265 8.31% • Kingston 3590 3.70% • Lewisham 11995 7.30% • Merton 5060 4.10% • Richmond 3855 3.42% • Sutton 5110 4.56% The Health Risk Long-term worklessness is one of the greatest known risks to public health • Health Risk = Smoking 10 packs of cigarettes per day (Ross, 1995) • Suicide in young men > 6 months out of work is increased x40 (Wessely, 2004) • Suicide rate in general increases x6 in longer-term worklessness (Bartley et al, 2005) • Greater risk than most dangerous jobs (Construction & North Sea) • Children of unemployed parents suffer with more chronic ill health Figure 2.1: Incapacity benefits caseload 1979 to 2005 JCP Focus: IB Customers • 2.7m people on IB in 2004 (0.87m on Income Support by reason of Incapacity) • Average time on IB now is 9 years (3 years in 1985) • 1 in 13 (6.6%) of working age population • 703,000 new claims in 2003 – lowest since IB introduced in 1995, but clients on caseload longer • after 1 year on IB chance of returning to work in next 5 years = 20% • 41% receiving IB, have been on it for 5 years or longer Partnership Working • Working in partnership with key stakeholders, Jobcentre Plus can play a pivotal role in helping refugees overcome barriers to employment, promoting work as the best form of welfare and reducing labour market inequalities, thus contributing to addressing the Government’s wider social and economic goals. • To develop effective ways of working with external organisations to maximise JCP performance and achievements of partner organisations. The role of the IBPA • IBPAs perceive their primary function to be supporting and enabling IB customers to progress towards employment • See themselves as ‘enablers’ rather than ‘enforcers’ • Offering support and encouragement • Sign-posting to other sources of support • Challenging but rewarding & high job satisfaction reported • Welcomed flexible, customer-led approach • Challenging & interesting caseload Challenges of the SIBPA role • Training for IBPA role – Generally seen as good preparation for role but some gaps • Challenges – Working with severe and complex illness, especially mental illness – Working with ‘can’t do’ customers – Job centre admin processes – Emotional pressures & “compassion fatigue” – Increasing size of caseloads – Influence of job entry targets Closeness to work and progress • IB customers at different starting points when first see IBPA Not ready or willing to Considering consider work, prepared receiving help to receive help and support to Not yet ready to and support to Ready to work, overcome consider work but bring them not in need of initial key prepared to closer significant help barriers to receive some help or support to work and support to move into work overcome initial key barrier/s Who are our partners? Partnership – Learning and Skills Council (LSC) – IAG (Prospects) – South London Learning Partnership – Local Authorities x 9 – Voluntary Sector – Stakeholders –PCTs, MHTs – Providers (contracted/non-contracted) – Jobcentre Plus Future Challenges Improved Engagement of IB customers GP Relations Co-ordinated delivery of employment support and training services Supporting employers to recruit IB customers and retain people in work. Training v Employment. Improved Engagement of IB customers • Variety of traditional media vehicles • Posters – in targeted areas • Mailshots • Local Newspaper/Radio • Outreach • GPs, Libraries, • Events • Partners GP Relations • Buy in of local GPs • Employment v alternative targets • Sharing of good news • Opportunity for Outreach Surgeries • Opportunity for targeted leafleting Co-ordinated delivery of employment support and training services • Linkages to mainstream provision • Linkages to local labour market • Where is the skills need? • We know the sectors; • Sector Skills Needs Manufacturing: Construction Retail Hospitality: Financial and Business Services: Health and Social Care: Supporting employers to recruit IB customers and retain people in work. Equal (Workforce Futures Partnership) • Support Strategies for Improving Retention and Reintegration of Disabled Employees in SMEs • The Partnership is piloting innovative models of support, using an employer-focused approach, providing new strategies to enable effective reintegration and retention of employees who are suffering from physical or mental health problems as well as those who are at risk of drop-out from the workforce due to physical or mental stress Training v Employment Manchester Local Labour Scheme • Formation of Procurement company • 2 Trainees for every £1m spend (£360m Investment = 720 Jobs) Job Coach / Volunteering Mentor Support clients through their first 12 months of employment, that can range from support with travel, equipment, work problems/ issues. Working and liasing with client’s employers to help client’s progress and retain their employment, helping them overcome any possible barriers. Provide advice, information and support to employers. Assisting clients in preparing for employment, developing interview skills, application forms and confidence building. Working with external agencies/ providers to ensure all our clients support and financial needs are met whilst in work. To take an active role in the development of the customer through identifying training and development activities. Professional Health Advisers To provide leadership/mentorship for Advisory Staff, and contribute to their ongoing development and understanding of health related issues and how they impact upon work. To participate in and contribute to case conferences and review meetings for Want2Work customers. To actively develop and maintain close working relationships with colleagues across disciplines and agencies, voluntary, statutory and private, which facilitate the coordinated provision of service to best meet the needs of IB customers and their families. To develop partnerships across primary and secondary care with voluntary organisations, the local authority, other appropriate health and social care sectors and employers, to facilitate developmental, condition management and employment opportunities. To actively promote employment and training to colleagues working in Health (GPs’ and Practice Nurses etc.). Ensuring the project is viewed positively raising the customer group profile – selling abilities, challenging perceptions, and advocating referrals.
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