where are we now by alendar

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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.   Introduction

2.   Key Drivers
     2.1 – National Drivers
     2.2 – Local Drivers

3.   Strategic Objectives and Targets April 08 – March
     10

4.   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




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5.   How we will increase the number of people with
     learning disabilities into paid work

     5.1   Expansion of Job coaching

     5.2   Development of Social Firms and Micro-enterprise

     5.3   Increasing the demand for paid work

     5.4   Increasing the pool of employers to support the strategy

     5.5   Working effectively with key stakeholders

     5.6   Raising expectations of young people to work

     5.7   Financial investment


6.   Implementation

     Appendices:
               1        Definitions of all terms used in the strategy
               2        Standards for employment training projects
               3        Standards for emerging social enterprises /
                        social firms
                4       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 widely-
     held 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.    Key Drivers

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

3.1   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).

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.
            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 Micro-
          enterprises
         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.     Current Service Provision and Outcomes

4.1    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      NS          A       M     Gd   Brx       R   Total
Paid workers               7       15       5       9       5      6     15      62
Volunteers                 8       15       0       1       0      11    25      60
Vocational trainees        0       21       0       36      0      1     18      76
Work experience            9       15       9       3       6      3     7       52
People doing work-         23      17       45      2       3      17    0       107
type activity in day
services
Total                      47      83       59      51      14     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                 NS: Newark and Sherwood
       A: Ashfield                   M: Mansfield
       Gd: Gedling                   Brx: Broxtowe
       R: Rushcliffe

b)     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.

c)     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.




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d) Total number of people as at March 2008 in:

      paid work:                                  128
      voluntary work:                              60
      vocational training:                        135
      work experience:                             56
      work-type activity in day services:         107

      Total                                       486


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

      Women         27% *          69%            57% **          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.                   Future target         Difference

      Men           95                            192                   97
      Women         35                            157                   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


                                                            Opportunities to expand                Threats to achievement of
Strengths                    Weaknesses
                                                            service and outcomes                   service and outcomes

The LD Employment            Limited strategic planning     Day Service Coordinators have an       Benefit changes – the
Team is developing its       has taken place to date        overview of all people working who     uncertainty of new reforms,
Vocational Profile in line   within NCC to expand           are ASC & H day service users.         people may be afraid of risking
with Person-Centred          employment.                    The LD Employment Team links           loss of benefits by taking on
thinking and is piloting                                    with Coordinators to get feedback      work.
Learning Logs. Other                                        on reviews. Employment is
services will need to                                       discussed if the service user raises
follow suit.                                                it as an aspiration.

Services have             Current contracts are not         Employers are sourced when             Employer attitudes – untested in
information in accessible meeting the required              services know what job seekers         North Nottinghamshire.
formats although more     number of paid outcomes.          want and where. There is an
needs to be developed.                                      Employer database (342 in total) in
                                                            South Nottinghamshire and
                                                            Nottingham City.
Job coaching support         Lack of coverage across        The Valuing People Regional            An increase of competition for
available in Rushcliffe,     whole County – no job          Employment Network offers a            employers and jobs in
Newark and Bassetlaw,        coaching service in            useful forum for sharing best          Nottingham City may affect
Mansfield and Ashfield.      Broxtowe, Gedling and          practices and learning the lessons     outcomes in Broxtowe, Gedling
                             part-time posts in other       from local initiatives (eg. Project    and Rushcliffe.
                             Districts.                     Search in Leicester) as well as
                                                            national (eg. North Lanarkshire).




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                                                          Opportunities to expand                Threats to achievement of
Strengths                  Weaknesses
                                                          service and outcomes                   service and outcomes

Existing experience with   People are not moving          Within LD Day Services,                Changing the name of the
work projects eg.          from work and training         developing work contracts with         Employment Service (no longer
Strawberry Fayre,          projects into paid work, yet   current people who volunteer on        the Employment Initiative) will
Phoenix are working        there is significant           reception, coffee bar, cleaning (eg.   require re-education of
well.                      investment by NCC into         buses, rooms) and kitchen.             employers in South.
                           training projects.


7 years of experience      There is confusion about       Other work-type projects now           National Minimum Wage
placing people into work   the pathways that people       classed as day service activity        legislation – limits the potential
in South                   can use to find support        eg. catering, horticulture.            for self-employment if claiming
Nottinghamshire and        into work.                                                            benefit.
Nottingham.


Mencap Essential Skills    Some carers can be             Day Services, Employment               Reticence of carers to accept
for Work Systems           reluctant to agree to a        Services and Day Service               changes to transport
(Rushcliffe, Newark and    person working, if the         Coordinators need to be working in     arrangements and variations in
Sherwood, Bassetlaw).      transport arrangements         partnership to promote                 care provision over the hours of
                           and hours of support are       employment. Day Services offer         the day.
                           different to what is           very valuable opportunities for
                           provided by a day service.     people to learn the softer skills
                                                          necessary for work eg. team work,
                                                          punctuality.




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                                                            Opportunities to expand                   Threats to achievement of
Strengths                   Weaknesses
                                                            service and outcomes                      service and outcomes

History of work-type        Many people have a very         Within wider NCC services there           Creating cultural change in
activity going on in day    limited understanding           are many other services and new           attitudes to work type activities
services : staff have       about working and there is      developments (eg. Lawn View               amongst service users and
always used creativity to   a lack of accessible            House) which could support                carers.
overcome barriers and       information to explain this,    people being employed on                  Ensuring that a corporate
use opportunities           as well as benefits             reception and to provide catering.        approach is maintained to
available.                  implications and the kind                                                 opportunities internally to
                            of opportunities available.                                               develop schemes in new
                                                                                                      developments.
Political support for       No specific work projects       There may be opportunities to             Inter-departmental lack of
growth of employment        aimed at young people in        influence employment of people            cohesion and planning.
support services.           school and no planning or       with learning disabilities by other
                            liaison to date with            contractors of NCC, via
                            Children‟s Services in          procurement processes
                            relation to preparation for
                            work.
Agreed quality              We need better                  Membership of the Community               Localised quality standards not
standards and               partnerships with colleges      Department Worklessness Forum             being agreed by all across the
specification for           and voluntary sector            should bring better opportunities to      sector of employers due to lack
employment services         training schemes, to            influence employment planning for         of sign-up.
have been in place          access courses at the right     people with learning disabilities,
since 2006.                 levels, and then to link        join in with other relevant initiatives
                            training to actual paid         and network with other partners
                            work.                           (eg. Welfare to Work, Local
                                                            Employer Partnerships, Making
                                                            the Connection).




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                                                            Opportunities to expand               Threats to achievement of
Strengths                    Weaknesses
                                                            service and outcomes                  service and outcomes

Dedicated Learning           LSC funding priorities do      The transfer of LSC funds to the      Resource limitations not
Disability Welfare Rights    not seem to reflect the        Local Authority in 2009 may           directing supports towards
service is experienced       needs of people who have       enhance the flexibility of these      people in the moderate and
at supporting people         a moderate to severe           funds to address the vocational       severe levels of disability
with learning disabilities   learning disability as         training needs of people who have     categories.
who are in work.             courses available are not      a learning disability.
                             at the right level.
There are examples of        Some districts may have        Within other public sector eg.        Anxieties of service users and
people being supported       more limited scope to offer    Nottinghamshire Healthcare NHS        carers towards direct payments
to work using Direct         employment due to the          Trust, Learning and Skills Council,   and individualised budgets.
Payments (ROB                nature of the economy and      Job Centre Plus.
trainees, short-term         limitations on public
support to a Mansfield       transport.
client in 2007).

The Employment               Concerns about                 Within local communities, café        Reluctance of service users of
Service has good             transportation                 work in community centres (social     carers to accept the changes
engagement with              arrangements and               firm) eg. Bassetlaw CHUB,             resulting in failure of placement
stakeholders who may         changes in hours of care       transport training / buddy scheme     options.
assist with job finding      provision during the day.      for other people who have a
and education. I.e.                                         learning disability and local
carers, professionals,                                      business developments eg.
JC+, LSC, colleges,                                         Ransom Business Park.
Schools, e2e, WBL.




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                                                              Opportunities to expand              Threats to achievement of
Strengths                    Weaknesses
                                                              service and outcomes                 service and outcomes

The workforce planning       Currently this is limited        Developing links into children‟s     Limited availability of work
team has made links          and does not include             services to support work             placement options for people
with colleges to agree to    people with learning             experience development for           leaving colleges.
work placements in the       disabilities specifically.       schoolchildren.
department.

The Appointment of a         This is a new process            The development of personal          That people are not able to
strategic director for the   driven by central                budgets and self-directed services   access enough opportunities if
Personalisation Agenda.      government and is                should increase the ability of       they are not available regardless
                             untested in the area.            people to secure on-going support    of the increase in control.
                                                              needed to achieve employment.




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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.    Proposals to meet future employment targets

5.1   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 on-
          going 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:               £99,740 per annum

      Additional finance allocated for 3 years is:              £250,000 per
      annum

      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

When      What                                     Who                 By
2008/09   Recruit expansion to Learning            Service Manager     Full team by
          Disability Employment Team.              Modernisation       Sept 08

          Confirm new name for LD                  Employment          July 08
          Employment Team and produce              Development
          relevant marketing to employers,         Manager
          service users etc.

          Clarify / confirm pathway into work      Employment          Clarified by
          from day services, CLDTs, Day            Strategy Group      Dec 08
          Service Coordinators, work
          training projects.

          Improve level of stakeholder      Employment                 Mar 09
          knowledge about Employment and Strategy Group
          benefits – accessible information
          and training for employers.

          Strengthen internal and external         Service Manager     Oct 08
          partnership working                      Modernisation,
          - establish LD Employment                Employment
          Strategy Forum                           Development
          - present strategy to relevant           Manager, Service
          stakeholders                             Head Community
          - strengthen feedback systems for        Support Services
          service users, carers, employers
          and referrers.

          Strengthen data and performance          Service Manager     Oct 08
          recording                                Modernisation,
                                                   Service Head
                                                   Community Support
                                                   Services

          Strengthen monitoring and support Service Manager            Dec 08
          to external organisations         Modernisation,
          necessary to achieve targets.     Employment
                                            Development
                                            Manager

          Explore best practice elsewhere in       Service Manager     Dec 08
          the Country.                             Modernisation,


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When      What                                     Who                 By
                                                   Employment
                                                   Development
                                                   Manager, Service
                                                   Head Community
                                                   Support Services
          Move 1 work project towards              Employment          Dec 08
          social firm status.                      Development
                                                   Manager
          Consult with HR and wider NCC            Service Manager     Mar 08
          Depts about employment                   Modernisation,
          opportunities for people who have        Employment
          a learning disability.                   Development
                                                   Manager
          Development of micro-enterprises.        Employment          Mar 08
                                                   Development
                                                   Manager
          Apply for external funding as            Employment          Mar 08
          appropriate.                             Development
                                                   Manager
2009/10   Review experiences of 2008/09.           Service Manager     May 09
                                                   Modernisation
          Development of additional micro-         Employment          May 09
          enterprises.                             Development
                                                   Manager
          Apply for external funding as            Employment          May 09
          appropriate.                             Development
                                                   Manager
          Continue to identify work                Service Manager     Mar 10
          opportunities and strengthen             Modernisation,
          partnerships internally to NCC and       Employment
          externally.                              Development
                                                   Manager, Service
                                                   Head Community
                                                   Support Services,
                                                   Employment
                                                   Strategy Group




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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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