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					Strategy for Specialist Learning Disability Employment Support and Services in Nottinghamshire April 2008 – April 2010

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INDEX

Summary

1. 2.

Introduction Key Drivers
2.1 – National Drivers 2.2 – Local Drivers

3.

Strategic Objectives and Targets April 08 – March 10 Current Service Provision and outcomes
4.1 – Statistics 4.2 - Current employment support services for people who have a learning disability 4.3 - Strengths, weaknesses, opportunities and threats related to the current employment environment for people who have a learning disability 4.4 - What people with learning disabilities and other significant supporters have said about aspiring to work and employment in general

4.

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5.

How we will increase the number of people with learning disabilities into paid work
5.1 5.2 5.3 5.4 5.5 5.6 5.7 Expansion of Job coaching Development of Social Firms and Micro-enterprise Increasing the demand for paid work Increasing the pool of employers to support the strategy Working effectively with key stakeholders Raising expectations of young people to work Financial investment

6.

Implementation
Appendices: 1 2 3 4 Definitions of all terms used in the strategy Standards for employment training projects Standards for emerging social enterprises / social firms Demographics

7.

Comments received for this strategy

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SUMMARY

1.

What is this strategy about?
This strategy describes how Nottinghamshire employment services for people with a learning disability will change and develop, such that at least 350 people who have a learning disability (and who are known to the Council) will be in paid employment by April 2010. Of the target number of 350 people, at least 110 will be people who are eligible for support from specialist learning disability services.

2.

Who will this strategy make a difference for?
This strategy will make a difference to anybody who:  has a learning disability  lives in Nottinghamshire  is known to the Council.

3.

What happens now?
a) During 2007/08 in Nottinghamshire, 128 people with a learning disability known to the Council were undertaking some form of paid work (i.e. paid at the minimum wage). This includes:   62 people who are eligible for specialist learning disability services, working between 1 to 16 hours per week 66 people with a learning disability using the Supported Employment service, working over 16 hours per week.

b) A disproportionate number of paid employees are men 70%, compared to the gender split for workers in Nottinghamshire where men make up 55% of the work force. We therefore need to focus on enabling more women with learning disabilities to be in paid work. c) There are currently no people with more complex needs who are in paid work. So we will consider this area and evaluate options to address this. d) 295 people with learning disabilities who are eligible for specialist learning disability services are doing voluntary work, work experience placements, and vocational training. These activities occur in day services, work projects or colleges. There are more people with

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learning disabilities involved in these kinds of activities around the County, but we do not have the full picture at the moment. e) National guidance argues that too many people remain trapped in never-ending cycles of training. Others finish courses, but are not provided with the appropriate levels of support needed to move into paid work, or become trapped in voluntary or “training” roles alongside other people doing similar work (who are paid). f) We know that local people who have a learning disability say that they would like to work. But they are not able to explore this aspiration due to a lack of available support, a lack of placements or fears about a loss of benefits resulting from poor or inadequate welfare benefits advice.

4.

What we will change?
a) There will be more employment support staff to help people think about their benefits, find work and stay in their job. We will prioritise women so that we work toward a reflection of the Nottinghamshire employment profile. We will work with at least 1 person with additional complex needs in each District to enable them to gain paid work. b) We will support work training projects to become Social Firms so that they can pay people who work there. Also we will support people to become self-employed (also called “micro-enterprise). c) There will be an information campaign so that people with learning disabilities, carers and staff have better information about benefits and working, and how to get the right support to find a job. d) We will work with employers more effectively across the County and within the Council itself, so that there are more opportunities for people with learning disabilities to have work experience, train for work and move into paid jobs. e) An Employment Strategy Forum will bring together the key people and organisations that have a role in supporting people with learning disabilities into work. There will be better partnerships and networking in other ways too so that we sort out problems as early as possible and get feedback on how the changes are working. f) We will work more effectively with children and young people services so that young people in schools have expectations about being able to work when they leave school and have the opportunity to do work experience whilst at school and at college.

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5.

How much will it cost?
The Strategy will require £250,000 per year of extra funding into specialist employment support, for 3 years. This will be reviewed on an ongoing basis.

6.

What will we achieve by this strategy ?
350 people with learning disabilities known to the Council will be in paid work. Of this 350, 110 people with learning disabilities who are eligible for specialist learning disability services will be in paid work. Of the 110, we will aim for 60 to be men and 50 to be women. We will aim to support 7 people with learning disabilities and more complex needs into paid work (1 per District). For some people, this will offer the first meaningful chance to understand what work is, as opposed to day service activity or college. It is expected that having a job will offer people the chance to: gain in self-confidence and independence learn new skills increase their disposable income be recognised and feel valued for their contribution take on new rights and responsibilities associated with having a job expand their social networks and make new friendships.

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1.

Introduction
In Nottinghamshire, we are proud to be championing the right for all people with learning disabilities to seek paid and voluntary work. We know from our own experience and nationally that, with the right support and advice, people with learning disabilities can: be better off financially with paid work gain in self-confidence and independence learn new skills that are relevant to work be recognised and valued for their contribution take on the new rights and responsibilities that come with a job make new friendships within the wider community through work.

The Social Exclusion Task Force has made it clear that having a paid job is a key indicator of social inclusion. “Valuing People Now” (consultation version 2008) emphasizes the high priority that needs to be given to expanding current employment opportunities, so that all people with learning disabilities can move along the pathway that leads to “real” work. This is the only way to break out of the constant cycle of training or protected but unpaid work-type activity that affects so many people. “Valuing People Now” challenges us to start with the assumption that employment can be relevant to all people with learning disabilities, including those with the most complex needs (due to health needs or behaviors that challenge) – to have the courage to explore what might be possible and take action. After all, not so many years ago it was a widelyheld belief that a large number of people with complex needs would never be able to live outside of hospital. The purpose of this strategy is to outline the developments needed to expand the scope, scale and range of employment opportunities within Nottinghamshire for people who have a learning disability. The strategy focuses on those people who need more intensive initial and on-going support than is available from other existing employment providers. This strategy should be read in conjunction with the Nottinghamshire Adult Social Care and Health Strategic Direction for Supported Employment, which responds to all disability groups.

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An accessible summary version of this document is available.

Roger’s story Roger lives in a residential unit, challenges services and requires 1:1 support. He started voluntary work one day per week and after several months, progressed onto paid work of 1 hour per week. The paid work and voluntary work were very successful and has also led to Roger being invited out socially with co-workers.

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2. 2.1

Key Drivers National Drivers

2.1.1 Valuing People and Valuing People Now (2001)
The “Valuing People” (White Paper, 2001) sets out a clear vision for people with learning disabilities to receive a wide range of person-centred supports and services from different organisations, in order to deliver:     enhanced social inclusion promotion of independence promotion of choice and control enablement of people to enjoy civil rights and responsibilities equivalent to any other citizen.

Day service modernisation and the promotion of employment was a key aspect of how this vision was to be implemented. “Valuing People Now” (January 2008 consultation paper) sets as one of its four main priorities for further action - „What People Do During the Day‟. Local authorities and partners must plan to enable significantly more people with learning disabilities to be able to access work.

2.1.2 Improving the Life Chances for Disabled People (January 2005)
The report proposed that the Government should set an ambitious vision for improving the life chances of disabled people. Future strategy for disabled people should seek to realise this vision through. Practical measures in four key areas, by:  helping disabled people to achieve independent living  improving support for families with young disabled children  facilitating a smooth transition into adulthood  improving support and incentives for getting and staying in employment.

2.1.3 Public Service Agreement (PSA) 16
The 2006 Local Government White Paper, Strong and Prosperous Communities, promised a new era of freedom for local government: greater flexibility to set priorities, greater discretion over how to meet them.

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The New Performance Framework for Local Authorities & Local Authority Partnerships: Single Set of National Indicators sets out a single set of 198 measures (indicators) representing what Government believes should be the national priorities for local government, working alone or in partnership, over the next three years. The framework contains a number of public service agreements (PSA), Government departmental targets and other indicators. PSA 16 relates to indicators that “Increase the proportion of socially excluded adults in settled accommodation and employment, education or training.” Within this PSA Indicator 146 (NI 146) relates to Adults with learning disabilities in employment.

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2.2

Local drivers

2.2.1 PSA 16 – NI 146
The Nottinghamshire Partnership has chosen to include this indicator within the 35 key targets from the national indicator set to be part of the Local Area Agreement for Nottinghamshire. The Nottinghamshire target:  By April 2010, 350 people who have a learning disability will be in employment

This target includes people with mild to moderate learning disabilities who are not eligible for specialist learning disability services, as well as those who are eligible due to their greater complexity of need. The national prevalence of people with a Learning Disability in paid work is between 5% and 17% (according to Valuing People, 2001). In contrast, employment levels are 47% for all disabled people and 74% for the working age population as a whole. We have 128 people with a learning disability now in paid employment, which constitutes 6.02% of that total of 2125 known to the Council. It is our intention to increase this figure to 239 by April 2009 which will be 11.24% of the total, and by April 2010 to have achieved 350 people in work (16.5%). Within this overall target, it has been agreed:  By April 2010, 110 people, who have a learning disability and are eligible for specialist learning disability support, will be in paid work.

This figure represents 10% of the total number of people with learning disabilities using formal day services in the County.

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2.2.2 Best Value Review of Promotion of Independence of Young Disabled Adults undertaken in 2004
This review recommended:    a working group be set up to make recommendations about the strategic direction and coordination of all employment initiatives that relate to young disabled adults there should be a co-ordinated pathway into work and more opportunities available for service users to attain paid employment the values, principles and quality standards of the European Union of Supported Employment should be adopted.

2.2.3 Commission for Social Care Inspection Report on the inspection of Learning Disability services undertaken in 2005
Within the inspection report the Commission recommended:  positive efforts should be made to increase the opportunities for paid and sheltered employment of women with learning disabilities (as they were significantly under-represented in the outcomes reported).

2.2.4 Commissioning Strategy for Adults with a Learning Disability 2007 – 2009
The Adult Social Care and Health Commissioning Strategy noted as a key priority, “Accessing employment, including paid employment, is a key priority. Specific grants have been secured to open up the world of work for the broad range of learning disabled people across the county. The Department will work with partners such as Job Centre Plus, Sheltered Employment Services, Learning and Skills Council, and the Voluntary sector to maximise the opportunities for employment. This will allow learning disabled people to gain more independence and offer a higher prospect of self valorisation.”

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3.
3.1

Our Strategic Objectives and Targets, April 2008 – April 2010 Objectives

3.1.1 To ensure that people can find and maintain work by:  creating an environment where people are encouraged to consider work as an option using person-centred planning tools (eg. Person Centered Plan‟s) increasing opportunities for people to do vocational training if they choose and to access the pathway to work at a level which is appropriate to each person‟s individual needs increased provision of accessible information for people to make informed choices about work (eg. about benefits, opportunities, success stories) Increasing knowledge and awareness of employment issues and opportunities amongst other supporters, so that they will positively encourage people to think about work (eg. carers, housing providers).

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3.1.2 To continue to develop the employment support services available to ensure that the department can support people with learning disabilities who want to work and support them appropriately so that they can continue to work. 3.1.3 To proactively seek out employers in Nottinghamshire and demonstrate positive options to enable them to employ people who have a learning disability and sustain that employment. 3.1.4 To work in partnership with all significant stakeholders, to ensure the successful implementation of this strategy i.e. Job Centre Plus, Nottinghamshire County Council, the NHS, Housing Providers, Carers, Learning and Skills Council, Independent and Voluntary sector, Schools, Connexions.

Marvin’s story Referred by a Community Learning Disability Team four years ago, Marvin was in day services five days per week and lived at home. He gained a paid job one day a week in Horticulture. In 2006 he moved into supported living, increased his work to two days per week and goes to college. 622105d4-a361-414b-b0de-4445470e7dd9.doc He no longer uses a day service.

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3.2

Day Service Modernisation Board Targets
KPR LD04/1 There will be 110 people in paid work who have a learning disability and who are eligible for specialist LD day services and supports. This population will be made up of:    Up to 25% (27 people) employed by Social Firms and/or Microenterprises Minimum of 75% (83 people) employed in jobs as a result of job coaching Minimum 7 people who have the most complex needs (i.e. At least 1 person per District).

Note: “Paid work” means to be paid at the National Minimum Wage or above. “The most complex needs” is defined by the Day Services Matrix Model as people categorised with “High” needs. KPR LD04/2 To match the gender balance of workers who have a learning disability to the gender balance of the Nottinghamshire Employment Profile (i.e. 54.9% male, 45.1% female of all workers, as at 7/2006 – 6/2007, Annual Population Survey. KPR LD04/3 To ensure all performance monitoring of current service providers (in-house and external) is against specific outcome targets and agreed quality standards, and that payment is led by outcome delivery.

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4. 4.1

Current Service Provision and Outcomes Current outcomes

4.1.1 Number of workers who have a learning disability
a) People who are eligible for specialist learning disability support services and who are supported in work activities, by district of residence (known to Adult Social Care and Health as at March 2008). Bs Paid workers Volunteers Vocational trainees Work experience People doing worktype activity in day services Total 7 8 0 9 23 NS 15 15 21 15 17 5 0 0 9 45 A 9 1 36 3 2 M Gd 5 0 0 6 3 Brx 6 11 1 3 17 R 15 25 18 7 0 Total 62 60 76 52 107

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83

59

51

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38

65

357

Note: People are not counted twice if they are doing different forms of work. “Paid workers” are paid the minimum wage, for between 1 to 16 hours per week. Bs: Bassetlaw A: Ashfield Gd: Gedling R: Rushcliffe b) NS: Newark and Sherwood M: Mansfield Brx: Broxtowe

66 people with a learning disability known to the Council are supported by the Ready4Work Team into paid employment. They work between 16 – 40 hours per week. 65 people with a learning disability known to the Council are working as vocational trainees at Brooke Farm (and associated satellite units), a horticultural establishment run by Nottinghamshire County Council which offers work training to people for 16 or more hours per week.

c)

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d) Total number of people as at March 2008 in: paid work: voluntary work: vocational training: work experience: work-type activity in day services: Total 128 60 135 56 107 486

4.1.2 Gender of workers per category (as at March 2008):
Paid Men Women 73% * 27% * Volunteers 31% 69% Trainees 43% ** 57% ** Work Experi. 53% 47% Activity 47% 53%

* includes paid workers supported by the Ready2Work Team ** does not include trainees from Brooke Farm This data shows that there needs to be significant attention given to supporting women with learning disabilities into paid work as there is a marked difference between the proportions of women in paid employment to all other forms of work. Adopting the gender profile of the working population in Nottinghamshire as a future target for people with learning disabilities in paid work : Current no. Men Women 95 35 Future target 192 157 Difference 97 122

Kevin’s story After referral from his Community Nurse, Kevin started work in 2001 on a work trial in a busy warehouse which turned into a temporary contract for the Christmas period. After this trial, he was taken on for 8 hours per week. Today he remains in this job and has progressed from warehouse to front of house. In 2005 he was made employee of the month.
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4.2

Current investment by Nottinghamshire County Council into employment support services for people who have a learning disability

4.2.1 Supported Employment Service
The total relevant supported employment management board (SEMB) budget is £1,941,000 pa of which £ 638,000 (33%) funds supported employment for people with learning disabilities.

4.2.2 Ready4Work team - £27,000 pa (top-up funding)
This is a team of 10 Employment Development Workers who support people who have any form of disability into paid employment for 16 hours per week or more. Referrals come from Job Centre Plus along with funding of over £ 1 million. Targets are for 210 people to be supported into paid work. About 40% of the people supported have a learning disability.

4.2.3 County Council Learning Disability Employment Team – £140,000 pa
   Supported Employment, Mansfield / Ashfield, 1 fte Employment Inclusion Worker. Target : 15 people into work Phoenix Work Project, Mansfield 2 wte staff, 15 work trainees Strawberry Fayre Catering Project, Mansfield, 2 fte staff, 20 work trainees.

4.2.4 Royal Mencap Society - £ 190,000 pa
 2 Supported Employment contracts, covering Rushcliffe, Newark & Sherwood and Bassetlaw £43,000 per contract, 1 Employment Inclusion Worker per contract. Targets 07/08: 4 people voluntary, 6 people paid per contract. Work training project in Rushcliffe - £104,000. 48 people referred at end October 2007.

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4.3

Strengths, weaknesses, opportunities and threats: the current employment environment for people who have a learning disability

Strengths
The LD Employment Team is developing its Vocational Profile in line with Person-Centred thinking and is piloting Learning Logs. Other services will need to follow suit.

Weaknesses
Limited strategic planning has taken place to date within NCC to expand employment.

Opportunities to expand service and outcomes
Day Service Coordinators have an overview of all people working who are ASC & H day service users. The LD Employment Team links with Coordinators to get feedback on reviews. Employment is discussed if the service user raises it as an aspiration. Employers are sourced when services know what job seekers want and where. There is an Employer database (342 in total) in South Nottinghamshire and Nottingham City. The Valuing People Regional Employment Network offers a useful forum for sharing best practices and learning the lessons from local initiatives (eg. Project Search in Leicester) as well as national (eg. North Lanarkshire).

Threats to achievement of service and outcomes
Benefit changes – the uncertainty of new reforms, people may be afraid of risking loss of benefits by taking on work.

Services have Current contracts are not information in accessible meeting the required formats although more number of paid outcomes. needs to be developed.

Employer attitudes – untested in North Nottinghamshire.

Job coaching support available in Rushcliffe, Newark and Bassetlaw, Mansfield and Ashfield.

Lack of coverage across whole County – no job coaching service in Broxtowe, Gedling and part-time posts in other Districts.

An increase of competition for employers and jobs in Nottingham City may affect outcomes in Broxtowe, Gedling and Rushcliffe.

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Strengths
Existing experience with work projects eg. Strawberry Fayre, Phoenix are working well.

Weaknesses
People are not moving from work and training projects into paid work, yet there is significant investment by NCC into training projects.

Opportunities to expand service and outcomes
Within LD Day Services, developing work contracts with current people who volunteer on reception, coffee bar, cleaning (eg. buses, rooms) and kitchen.

Threats to achievement of service and outcomes
Changing the name of the Employment Service (no longer the Employment Initiative) will require re-education of employers in South.

7 years of experience placing people into work in South Nottinghamshire and Nottingham.

There is confusion about the pathways that people can use to find support into work.

Other work-type projects now classed as day service activity eg. catering, horticulture.

National Minimum Wage legislation – limits the potential for self-employment if claiming benefit.

Mencap Essential Skills for Work Systems (Rushcliffe, Newark and Sherwood, Bassetlaw).

Some carers can be reluctant to agree to a person working, if the transport arrangements and hours of support are different to what is provided by a day service.

Day Services, Employment Services and Day Service Coordinators need to be working in partnership to promote employment. Day Services offer very valuable opportunities for people to learn the softer skills necessary for work eg. team work, punctuality.

Reticence of carers to accept changes to transport arrangements and variations in care provision over the hours of the day.

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Strengths
History of work-type activity going on in day services : staff have always used creativity to overcome barriers and use opportunities available.

Weaknesses
Many people have a very limited understanding about working and there is a lack of accessible information to explain this, as well as benefits implications and the kind of opportunities available. No specific work projects aimed at young people in school and no planning or liaison to date with Children‟s Services in relation to preparation for work. We need better partnerships with colleges and voluntary sector training schemes, to access courses at the right levels, and then to link training to actual paid work.

Opportunities to expand service and outcomes
Within wider NCC services there are many other services and new developments (eg. Lawn View House) which could support people being employed on reception and to provide catering.

Threats to achievement of service and outcomes
Creating cultural change in attitudes to work type activities amongst service users and carers. Ensuring that a corporate approach is maintained to opportunities internally to develop schemes in new developments. Inter-departmental lack of cohesion and planning.

Political support for growth of employment support services.

There may be opportunities to influence employment of people with learning disabilities by other contractors of NCC, via procurement processes

Agreed quality standards and specification for employment services have been in place since 2006.

Membership of the Community Department Worklessness Forum should bring better opportunities to influence employment planning for people with learning disabilities, join in with other relevant initiatives and network with other partners (eg. Welfare to Work, Local Employer Partnerships, Making the Connection).

Localised quality standards not being agreed by all across the sector of employers due to lack of sign-up.

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Strengths
Dedicated Learning Disability Welfare Rights service is experienced at supporting people with learning disabilities who are in work. There are examples of people being supported to work using Direct Payments (ROB trainees, short-term support to a Mansfield client in 2007). The Employment Service has good engagement with stakeholders who may assist with job finding and education. I.e. carers, professionals, JC+, LSC, colleges, Schools, e2e, WBL.

Weaknesses
LSC funding priorities do not seem to reflect the needs of people who have a moderate to severe learning disability as courses available are not at the right level. Some districts may have more limited scope to offer employment due to the nature of the economy and limitations on public transport.

Opportunities to expand service and outcomes
The transfer of LSC funds to the Local Authority in 2009 may enhance the flexibility of these funds to address the vocational training needs of people who have a learning disability. Within other public sector eg. Nottinghamshire Healthcare NHS Trust, Learning and Skills Council, Job Centre Plus.

Threats to achievement of service and outcomes
Resource limitations not directing supports towards people in the moderate and severe levels of disability categories.

Anxieties of service users and carers towards direct payments and individualised budgets.

Concerns about transportation arrangements and changes in hours of care provision during the day.

Within local communities, café work in community centres (social firm) eg. Bassetlaw CHUB, transport training / buddy scheme for other people who have a learning disability and local business developments eg. Ransom Business Park.

Reluctance of service users of carers to accept the changes resulting in failure of placement options.

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Strengths
The workforce planning team has made links with colleges to agree to work placements in the department. The Appointment of a strategic director for the Personalisation Agenda.

Weaknesses
Currently this is limited and does not include people with learning disabilities specifically.

Opportunities to expand service and outcomes
Developing links into children‟s services to support work experience development for schoolchildren.

Threats to achievement of service and outcomes
Limited availability of work placement options for people leaving colleges.

This is a new process driven by central government and is untested in the area.

The development of personal budgets and self-directed services should increase the ability of people to secure on-going support needed to achieve employment.

That people are not able to access enough opportunities if they are not available regardless of the increase in control.

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4.4

What people with learning disabilities and other significant supporters have said about aspiring to work and employment in general

4.4.1 Consultation within day services
Consultation with 46 day service users took place in January and February 2008. Out of the 46 people, 33 had a learning disability. Some positive experiences were:      Benefits advice College Courses Mencap support Allotment work Getting paid

Some negative experiences were:          Lack of benefits advice (x13), Lack of info (on which services were available) x 7 no suitable transport (x4) bullying at work (x 2) no support if working below 16 hours per week (x2) co-workers not sufficiently understanding. I want to choose the job, not have one chosen for me. Not enough privacy at the Job Centre Lacking confidence, feeling vulnerable and not being paid

Future services should include:            Work tasters (to get current references, and to be introduced to work gradually) x 5 Benefits advice x 20 One to one support from specialist job coach/employment advisor x 4 Job search support x 3 Voluntary work x 2 Training colleagues/employers about disability x 2 Job coach x 2 Support when at work x 2 Flexible working hours x 2 More information on services available x 2 Work support for those in employment of less than 16 hours per week.

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4.4.2 Views of service users at Willow Wood day service
The Service User Forum at Willow Wood Day Service, SURGE, carried out a survey of 103 service users in January 2008. Out of this number, 35 people said that they would like to have a job (i.e. 34%). 68 people said that they would not, or did not know.

Pauline’s story Pauline was referred from a Community Learning Disability Team in 1999. Pauline lived at home and started on a work trial in catering in 2000. From this trial she was successful in obtaining work in the hotel trade and has been in work since then. She works 8 hours per week.

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5. 5.1

Proposals to meet future employment targets
Job coaching into paid work
Experience in the Employment Initiative (South Nottinghamshire, 2000 – 2007) suggests that 1 Employment Inclusion Worker can support 8 people who have a learning disability and who are eligible for specialist Learning Disability services into paid work per year. On-going support needs to be provided by “natural” supports within the workplace but the Learning Disability Employment Team will be available to offer on-going support as appropriate, for the worker to maintain the job. Building on the current situation with 62 people in paid work, 48 additional people from specialist services need to be supported into paid work by April 2010. We will recruit an additional 4 Employment Inclusion Workers during 2008/09, who will be expected to support at least 66 additional people with learning disabilities into paid work by April 2010. The Ready4Work Team expect to support an additional 36 people with learning disabilities into paid work by April 2010, on the current contract, based on the current proportion of people with learning disabilities referred to the service by Job Centre Plus. This will bring the total number of people supported directly by Nottinghamshire County Council job coaching services into paid work to a minimum of 233 by April 2010. By April 2010, a minimum of 117 people with learning disabilities will be supported into paid work by our partner agencies working in Nottinghamshire, with support from Nottinghamshire County Council. This will be achieved through a variety of activities, including:    Effective job coaching Development of social firms and micro-enterprise Employment of people with learning disabilities by Nottinghamshire County Council.

Progress towards this target will be monitored regularly. We recognise the need to develop a countywide network of quality job coaching services, grounded in best practice, to include:

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    

person-centred approaches and assessment methods goal setting learning plans for individuals as appropriate, recognizing current skill levels and development areas needed (eg. Timekeeping, appropriate behaviours, communication, responsibility, social skills) monitoring and review longer-term support available to employees and employers.

Other steps needed are:          Ensure that women are prioritised for paid work as appropriate Develop clearer referral processes and a clear “pathway” into the various options for work, in conjunction with other supported employment providers Assess all vocational trainees to ensure that people who are fully trained now can be supported into paid or appropriate voluntary work Set time limits for work projects so that people have clear expectations of moving into paid or appropriate voluntary work when training is completed Explore how Direct Payments and Individual Budgets can assist people to gain and maintain employment Develop better consultation and feedback systems for service users Provide support to staff from other organisations (e.g. supported living providers), so that those support staff can act as job coaches and ongoing support for people in work Provide support to other staff within learning disability services so that people can be supported into voluntary work, as a step along the pathway to work Establish job clubs within day services, so that people have the chance to explore their understanding of work and find out more about it from a job coach

See section 5.7 for detail of financial investment to meet this goal.

5.2

Development of work training projects, creation of social firms, social enterprises and micro-enterprises
Steps needed are:   clarify benefits implications continue to work with Nottinghamshire County Council Business Support and Social Firms UK, to understand which current work projects are viable as Social Firms so that they could employ people as paid workers

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 

 

encourage the development of work training projects which can demonstrate that trainee‟s progress into paid work take advantage of new business opportunities to provide realistic work training / experience, and where possible over time, develop these into Social Firms which can employ people as well as offer training (eg. Bassetlaw CHUB) increase the use of Direct Payments and Individual Budgets for people to have personal care and support into paid work work with Nottinghamshire County Council procurement side to explore relevant opportunities.

5.3

Increasing the demand for paid work
Steps needed are:       Promotion of the expanded team to service users, carers and referrers Production of accessible information about what is available, benefits information, success stories etc. and circulation of information already available Provide good examples of success stories for women Employment Inclusion Workers to establish Job Shops within day services Each day service to nominate a member of staff and day service user as the Employment Champions, to link into the Learning Disability Employment Team Development of a peer mentoring scheme so that people already in work can encourage and support others, and other mechanisms for people with learning disabilities to meet with people who are doing paid work

5.4

Increasing the pool of employers to support the Strategy
Steps needed are:  a database of supportive employers has been developed in South Nottinghamshire from the work of the Employment Initiative. These employers will need to be clear about the changing remit of the employment team recruitment of employers in North Nottinghamshire development of marketing materials use of Job Centre Plus to find supportive employers approach on an individual basis with potential workers in mind join the County Worklessness Forum to tap into employer networks already established

    

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

lobby for changes to recruitment systems at Nottinghamshire County Council, to improve the chances of securing paid work for people who have a learning disability (e.g. by learning from recent successes in Leicester City Council).

5.5

Working effectively with key stakeholders
Steps needed are:     Liaise with day services to agree effective working relationships and to clarify their role in relation to promoting work. Build relationships with Benefits Agencies in each District to ensure quick and responsive services if circumstances change Enhance positive partnerships with the Learning and Skills Council, colleges and voluntary sector training providers, to ensure training needs can be met appropriately Ensure effective data collection from all Local Area Agreement and other partners, so that the numbers of Nottinghamshire people with learning disabilities in work and training are as comprehensive as possible Explore the possibilities of working more closely with partner organisations who are also charged with supporting people into paid work, to maximize effective working and provide clarity to employers Bring together the Countywide Employment Strategy Group to oversee progress with the Strategy, work towards common standards in employment practice and share best practice

 

5.6. Employment for young people/transitions
Steps needed are:  Work with Children and Young People Services commissioners, Connexions and schools, to develop their understanding and expectations for their pupils, in relation to employment of adults with learning disabilities Establishment of projects for schoolchildren to gain work experience whilst at school, as preparation for work on leaving school Learn the emerging lessons from successful “Getting a Life” projects and “Project Search” (Leicester City).

 

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5.7

Financial investment
Permanent modernisation funding already awarded to fund employment developments is: Additional finance allocated for 3 years is: annum £99,740 per annum £250,000 per

This will be spent on additional employment support staff (Job Coaches), marketing materials, accessible information in a variety of formats and any other developments that can be shown to deliver the specified targets and outcomes of this strategy.

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6.

Implementation Plan
What
Recruit expansion to Learning Disability Employment Team. Confirm new name for LD Employment Team and produce relevant marketing to employers, service users etc. Clarify / confirm pathway into work from day services, CLDTs, Day Service Coordinators, work training projects.

When
2008/09

Who
Service Manager Modernisation Employment Development Manager

By
Full team by Sept 08 July 08

Employment Strategy Group

Clarified by Dec 08

Improve level of stakeholder Employment knowledge about Employment and Strategy Group benefits – accessible information and training for employers. Strengthen internal and external partnership working - establish LD Employment Strategy Forum - present strategy to relevant stakeholders - strengthen feedback systems for service users, carers, employers and referrers. Strengthen data and performance recording Service Manager Modernisation, Employment Development Manager, Service Head Community Support Services

Mar 09

Oct 08

Service Manager Modernisation, Service Head Community Support Services

Oct 08

Strengthen monitoring and support Service Manager to external organisations Modernisation, necessary to achieve targets. Employment Development Manager Explore best practice elsewhere in the Country. Service Manager Modernisation,

Dec 08

Dec 08

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When

What

Who
Employment Development Manager, Service Head Community Support Services Employment Development Manager Service Manager Modernisation, Employment Development Manager Employment Development Manager Employment Development Manager Service Manager Modernisation Employment Development Manager Employment Development Manager Service Manager Modernisation, Employment Development Manager, Service Head Community Support Services, Employment Strategy Group

By

Move 1 work project towards social firm status. Consult with HR and wider NCC Depts about employment opportunities for people who have a learning disability. Development of micro-enterprises.

Dec 08

Mar 08

Mar 08

Apply for external funding as appropriate. 2009/10 Review experiences of 2008/09. Development of additional microenterprises. Apply for external funding as appropriate. Continue to identify work opportunities and strengthen partnerships internally to NCC and externally.

Mar 08

May 09 May 09

May 09

Mar 10

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7.

Comments received for this strategy
Thank you to all the following people for expressions of support, comments and information received towards this strategy:                People with learning disabilities attending day services and employment projects Carers, service users and other stakeholders attending the Valuing People Now consultation event, January 2008 Learning Disability Day Service Managers LD Employment Team members LD Day Service Modernisation Project Board members Paul Stafford, Senior Welfare Rights Officer, NCC Jo McAulay, Broxtowe CLDT Manager, ASC & H Jo Wade, Ashfield CLDT Social Worker, ASC & H Ian Smellie, Chair, Nottingham Mencap Mark Crouch, Regional Service Manager, Royal Society Mencap Debbie Abrams, General Manager (LD), Nottinghamshire Healthcare NHS Trust Eric Wodke, Service Manager, Supported Employment, ASC & H Tim Brown, Disability Employment Advice, Job Centre Plus Trish Adams, Economic Regeneration, Communities Department, NCC Andrew Price, Nottinghamshire Learning and Skills Council

ASC&H: Adult Social Care and Health Department, NCC

If you wish to give any comments, ask for further information or get involved in the implementation of this Strategy, please do not hesitate to contact : Wendy Lippmann, Service Manager, Modernisation Adult Social Care and Health, Nottinghamshire County Council Lawn View House, Station Road Sutton-in-Ashfield, Nottinghamshire NG17 5GA 01623 434290 wendy.lippmann@nottscc.gov.uk

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