Supported Employment Staff Training Qualification Workstream

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1 Supported Employment Staff Training Qualification Workstream

2 Supported Employment Staff Training Qualification Workstream The Scottish Government, Edinburgh 2010

3 Crown copyright 2010 ISBN: (web only) The Scottish Government St Andrew s House Edinburgh EH1 3DG Produced for the Scottish Government by RR Donnelley B /10

4 Staff Training and Qualifications May 2009 Purpose: This paper sets out the developments of the Staff Training and Qualifications Workstream and presents the latest position from the group. The aim is to allow Task Group members to consider the content and respond to the conclusions and offer support for further work. There is a need to consider how the work fits with the results of the Finance & Implementation and Standards and Regulations workstreams. Background: The Workstream was asked to consider the recommendations from the EOC report around training and qualifications for Supported Employment (SE). There is no single recognised industry standard qualification at an entry level or more advanced level in Scotland. The aim is to recognise and increase the skills of the existing workforce and to support the development of career progression which was also identified through the scoping exercise. From the recommendations of the EOC the workstream considered the following; What are the skills required to be an Employment Support Worker? What qualifications/competencies are necessary to be an Employment Support Worker? What training is currently available? Is it fit for purpose? What training/competencies are required to develop the skills of an Employment Support Worker? To provide some consistency in recruitment, training and development of employee in Supported Employment the workstream developed: A generic person specification for a post of Employment Support Worker. A generic job description for a post of Employment Support Worker. Qualifications/training/competency requirements for an Employment Support Worker. It was agreed that if a common set of standards for an SE service was to be adopted then it follows that there needs to be a training programme to allow staff to understand and work to these standards. It was also agreed that both from the point of view of the interests of staff and the development of the service such a programme should be placed within a formal and accredited framework. It was viewed that if we develop a training programme, a qualification could naturally follow with accreditation, however it was felt that we could not insist on prior completion of the programme by people applying for Supported Employment posts. The workstream was unable to decide on whether SE services and staff should fall within a regulatory framework and, if so, who should be the regulating bodies. Developing a common Job Description, Person Specification and Training Job Description The Workstream agreed the need for a job description that links to key competences and training that is accredited. The group considered a variety of job descriptions from different 1

5 organisations across the country. We adopted the elements that were considered most appropriate and the final product is set out at Annex A. Q. Does the task group agree that the Job Description becomes part of the training and qualifications structure within the framework? Personal Specifications We looked at the value of the person specification and agreed that it could be valuable to certain organisations. The version that we developed provided varying comments on whether requirements where essential or desirable. It was concluded that it could be offered as an element of good practice in recruitment but not essential as competences and training were deemed more important. A copy of the person specification is included at Annex B. At the meeting on 14 May the group proposed that the personal specification could be subjective and included a combination of skills and attributes that an employer may want at the recruitment stage but could also be developed once in post. Q. Does the Task Group agree with the conclusions on the value and role of a person specification within the framework? Training and Competences The group looked at training packages that could be considered and further developed and converted to units or modules that could fit to accreditation. Although they are not exhaustive it was agreed the following elements of training would be required for an Employment Support Worker; A - Supported Employment An introduction to Values, Process and Principles B - Client Engagement/Job Readiness C - Vocational Profile D - Job Finding and Working with Employers E - Disability and Health & Safety Legislation F - On and Off the Job Support G - Partnership Development H - Welfare Benefits and Employment The above training events are examples that could be built on to develop the skills, knowledge and competences of an Employment Support Worker. It is envisaged that such training would need to be produced by experts in their relevant field and may or may not form part of a formal training accreditation/qualification. The table at Annex C provides more details of the original training products that could be developed. There is still a need to make the training units or modules fit within a framework and accreditation. The process of accreditation would include a credit rating against the SCQF, including the number of learning hours for each element of training. If the training was connected to an SVQ the requirement would be for training provision to meet the competences. This would fit with the Scottish Government approach that allows the learner to develop at their own pace and it can be within or outside the work place or a combination of both. 2

6 Q. Does the task group agree with the broad themes that fall within the training programme and fit the programme within accreditation? The Task Group members are asked to consider how this could be funded? Competences It was agreed that competences were crucial in the recruitment and development of staff working within Supported Employment. In developing the competences for the job there is the opportunity to consider the recently developed National Occupational Standards (NOS) created by the Scottish Social Services Council - Skills for Care and Development. It has developed 11 new National Occupational Standards around sensory services and numbers 5, 8 and 10 are relevant to the development of competences for an Employment Support Worker. There is still work to be done to look at how existing competences within other National Occupational Standards might apply. Included at Annex D is an example of competences from the Skills for Care and Development that could be developed. Q. Does the Task Group agree that we develop competences to strengthen the training and qualifications for Supported Employment? Conclusion The Workstream group recognises that recruitment and training will be key elements of providing a consistent approach that Local Authorities and partners are all seeking in Supported Employment. There will be greater potential to strengthen the case for using the framework and promoting it if it has a recognised accredited training and qualification structure. This will present the opportunity to create a career path within existing structures in Care and Employability leading to a more skilled, developed and flexible workforce to support the Framework. The Workstream would recommend that any new Employment Support Worker adopts the new training approach and existing workers agree to gaining accreditation within 3 years. Next Steps Further work is needed around the costs of creating any new qualifications and to develop existing ones. This will have to be reflected in the Funding and Implementation Workstream. There is also work to be done to link the agreed outputs from the Task Group tie into an accreditation framework. May

7 Annex A JOB DESCRIPTION - Suggested Model Job Title - Employment Support Worker Job Purpose Provision of a Supported Employment service for disabled people as defined by current disability legislation and working to the stages of the Supported Employment model and the Scottish standards of Supported Employment. Provide a quality service to all users ensuring the values and principles within the Supported Employment Framework are upheld. The following is an indicative Job Description that should be adapted as appropriate to take account of the specific employer and sector. Main duties may include; Client 1. Identify and attract suitable clients for Supported Employment. 2. Work with clients on a one to one basis using a person centred approach. 3. Compile a vocational profile which will establish the client's skills, expectations, identify barriers solutions and support needs. 4. Develop an agree Employment Action Plan with the candidate 5. Identify suitable jobs through discussions with both client and employers. 6. When appropriate organise time limited Work Experience Placements in accordance with client needs. Provide support and monitor progress. 7. Provide information regarding Welfare Benefits and the financial implications of paid work. 8. Provide appropriate training and support to enable clients to secure and sustain paid employment. 9. Provide aftercare through ongoing support. Networking 1. Develop a network of contacts and build relationships with partners such as; Health Professionals, Social Work, Jobcentre Plus, Welfare Benefit experts. 2. Work with employers to develop employment opportunities through a range of support initiatives including Supported Employment and Jobcentre Plus employment support programmes such as Access to Work and Workstep. 3. Promote the Supported Employment Framework through presentations, attendance at meetings/events and marketing. Develop an awareness of: 1. Disability and employment issues. 2. Topics relating to employment including relevant government employment programmes. 4

8 3. The current local job market and employer needs. 4. Recruitment and selection techniques. 5. Income maximisation including welfare benefits. 6. Retention and redeployment issues 5

9 Person Specification - Employment Support Worker Annex B Experience, Skills and Attributes Required PROFESSIONAL/ EDUCATIONAL QUALIFICATIONS Would suit an individual with relevant experience or qualifications at SCQF level 7 RELEVANT WORK/OTHER EXPERIENCE Be able to demonstrate experience and understanding of multi-agency partnership working Demonstrate successful experience of self-directed working PARTICULAR SKILLS/ABILITIES Demonstrate an in depth knowledge of issues relating to disability and be able to apply these in working with customers, employers and other stakeholders Demonstrate experience of interfacing with employers Has the organisational skills needed to manage a variable caseload. Can use a range of skills to communicate at all levels with customers, partners and employers. PERSON QUALITIES Can demonstrate a working knowledge of government employment programmes including those for disabled people Displays a thorough understanding of job seeking and recruitment techniques Displays a thorough understanding of welfare benefits and its role in helping people into work ANY ADDITIONAL JOB RELATED REQUIREMENTS Displays the skills to present and market customers and Supported Employment Has the skills to maintain records in relation to performance and outcomes Possesses the skills needed to meet challenging situations that arise around people with disabilities in a work environment e.g. effective negotiation, risk assessment and disability awareness Has an excellent track record of achieving agreed outcomes 6

10 Annex C Accredited Training Programme or Qualification for a Supported Employment Worker In order for the Employment Support Worker to obtain accredited training or a qualification, the following elements should be included in the training/qualification. For the purposes of accreditation, modularisation or unitisation of the training would be advantageous in terms of enhanced flexibility: for providers delivering the training for learners undertaking the programme Additionally, modularisation or unitisation of the training would provide learners with the opportunity to accumulate credit, which, through the SCQF, would provide portability of their qualification within the wider lifelong learning context. This would provide Employment Support Workers with the added value that an accredited qualification to the SCQF brings an enablement to further develop their current and future lifelong learning opportunities. An accredited training programme or qualification should include a mapping process of potential credit transfer opportunities from existing qualifications (such as certain SVQs, Professional Development Awards (PDAs), HNC/HND, etc.). This should enable either exact or (possibly) relevant credit transfer, where appropriate. Elements for an Accredited Training Programme or Qualification Any modularisation or unitisation of the training/qualification would not necessarily require to be set out as below, and could be integrated in various ways, as appropriate. However, any training programme or qualification should incorporate the 5 stage process for Supported Employment. A) Introduction to Supported Employment Values, Process and Principles An overview of the fundamental issues relating to Supported Employment Defining Supported Employment roles and responsibilities Values and principles - emerging trends, empowerment and informed choices Overview of the 5 stage Process Standards and quality improvement B) Client Engagement/Job Readiness Relating to Stage 1 of the 5 stage Supported Employment process Referral Sources Initial Interviews Suitability for Supported Employment Job Ready Issues Development and Implementation of a Support Strategy 7

11 C) Vocational Profile Relating to stage 2 of the 5 stage Supported Employment process Compiling a vocational profile Contents of a vocational profile- a person centred approach Building links and networking Client ownership in making informed, realistic choices for the future Job matching and development D) Job Finding and Working with Employers Relating to stages 3 and 4 of the 5 stage Supported Employment process The techniques and methodology of interacting with employers Issues and support packages for employers Formal and informal job finding techniques Job interview skills Marketing to employers Government support programmes Job matching Employment rights and retention E) Current Disability Legislation 1 The employment implications of current disability legislation Definition and scope of legislation Reasonable adjustments Case studies Role of Supported Employment within legislative context F) On and Off the Job Support Relating to stages 4 and 5 of the 5 stage Supported Employment process Levels of support Natural supports Duration Job development and career progression 1 This reflects the focus in Scotland on disability and Supported Employment. However, if the scope in Scotland extends to the broader definition of Supported Employment in the future, this Element could be adapted to refer to other forms of legislation, as appropriate. 8

12 G) Partnership Development Relating to stage 4 of the 5 stage Supported Employment process Developing a successful partnership within Supported Employment Local partnership Need and creation of local partnership Potential partners and roles within the partnership Addressing barriers and problems H) Welfare Benefits and Employment Relating to stage 5 of the 5 stage Supported Employment process Income maximisation and exploration of the implications of working regarding welfare benefits Relevant benefits and implications of ongoing changes to the system Accessing information In work benefit calculations Role of Supported Employment 9

13 Example of Elements of Competence Annex D STANDARD 5 - ENABLE INDIVIDUALS WITH SENSORY NEEDS TO ACCESS TRAINING, EMPLOYMENT AND CAREER DEVELOPMENT ELEMENTS OF COMPETENCE 1. Work with individuals with sensory needs to identify their training, employment and career development needs and preferences 2. Enable individuals with sensory needs to identify, seek, prepare for and access training, employment and career development opportunities 3. Support individuals to sustain training and employment and to evaluate the effectiveness of the work opportunities ABOUT THIS STANDARD For this standard you need to support individuals with sensory needs to plan for, identify and seek training and employment and career development activities that are realistic for them and appropriate to their needs. You will need to be able to signpost individuals to relevant specialist agencies and offer support where appropriate. The standard is relevant for all levels. Sections of the standard can be used for induction purposes, professional development and for training. For this standard you will be expected to work in partnership with individuals and to collaborate with key people to identify and seek training and employment and career development activities. Although the primary responsibility for your professional development rests with you, the standard also requires management support to facilitate the continuing professional development of the workforce. Evidencing your performance, knowledge and understanding The performance criteria sections under each element and the knowledge and understanding section indicate areas that you should be able to evidence in relation to your performance or knowledge and understanding. 10

14 Crown copyright 2010 ISBN: (web only) RR Donnelley B /10 w w w. s c o t l a n d. g o v. u k

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