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Supported Internship Pilot Supported Internship pilot Andrew Briggs: Post 16 Commissioning & Finance Officer (IOW) Rob Nash: Team Co-Ordinator (Hampshire Futures) Ashburton Hall Housekeeping Hampshire County Council The two primary fire exits are at the The toilets are situated outside establishments are subject to a non entrance to the Hall where you came the Hall. Turn right out of the smoking policy, and we ask that any in, and the two secondary exits are Hall, and then left just before smoking be carried out in the smoking located at the front of the Hall. Please the large yellow pillar. shelter outside. Exit out the main door note that the fire alarm is tested for 20 by reception then turn right and seconds at 10:00 every Tuesday. through the small gate. Should you require first aid at This room is fitted with an infra red Please be considerate any time during the event, hearing loop which is permanently and turn your mobile to please contact Facilities switched on. In order to benefit from silent, or turn it off. Management on 01962 this system you will need either a neck 847304 or go to the Reception desk and assistance will be loop (if you use a hearing aid) or head given. phones (for amplified sound). Please contact your event host to access the headsets. Agenda: 10:00 – 10:05 Welcome, introductions (Rob Nash) 10:05 – 10:10 The pilot (Andrew Briggs) 10:10 – 10:50 Overview of Supported Internships & key success factors (Kathy Melling) 10:50 – 11:00 Comfort break 11.00 – 11:30 Ways into Work (Laura Davis) 11:30 – 12:30 Learning from pilot colleges 12:30 – 13:00 Networking lunch and viewing of stalls Supported Internship pilot SEND Preparation for Employment Grant - 8 education providers in the pilot: •BASINGSTOKE COLLEGE OF TECHNOLOGY •BROCKENHURST COLLEGE •EASTLEIGH COLLEGE •FARNBOROUGH COLLEGE OF TECHNOLOGY •ISLE OF WIGHT COLLEGE •QUEEN MARY'S COLLEGE •SOUTH DOWNS COLLEGE •TOTTON COLLEGE Pledge of up to 60 learner places available in a supported internship programme Supported Internship pilot Overview of Supported Internships & key success factors Kathy Melling, Preparing for Adulthood Employment Lead It’s not just another college course It’s not a work experience programme It’s not for learners who have not thought about getting a paid job before It’s not for learners who are unsure whether they want a paid job It’s not for learners who could progress onto either a Traineeship or Apprenticeship Study programme listed in a prospectus and in the local offer For those with an EHC Plan Based on place and train approach to learning Based primarily at an employer’s premises Meets the career goals of young people Meets the business need of an employer On-the-job training Qualifications The majority of the young person’s time is spent at the employer’s premises Young people are expected to comply with real job conditions, such as timekeeping and dress code Systematic instruction, a method specifically designed to help people with complex learning difficulties learn new tasks, is used where appropriate Stretching learning goals are set, including English and Maths Both the young person and employer have support from a Job Coach and Tutor Young people continue to be supported after the course of study Partnership approach Communication Personalised and flexible Skilled job coaches Job matching Instilling the work ethic Average cost EFA funding Access to Work Health and Social Care Employer contributions Inspectors will make a judgement on outcomes for learners by evaluating the extent to which: Learners develop personal, social and employability skills Learners progress to courses leading to higher-level qualifications and into jobs that meet local and national needs Supported Internship pilot Comfort break Supported Internship pilot Ways into Work Laura Davis WAYS INTO WORK SUPPORTED EMPLOYMENT - CHANGING LIVES ONE JOB AT A TIME. STUDY PROGRAMMES WHAT ARE STUDY PROGRAMMES? • Study programmes are education that has employment at the heart of it • They take on many forms including, work experience, traineeships and supported Apprenticeships • Supported Employment principles should be applied to ensure study programmes lead to employment outcomes and this can be achieved by embedding supported employment into Education MANOR GREEN SCHOOL • Took time to engage with the school to share the vision and benefits of Supported Employment within the school. • Identified the budget being used to provide work experience and presented a model that reduced cost and increased positive outcomes. • Established a clear collaboration between Supported Employment and Education. • Joint interviews and appointment between the partners • Post 50% funded through the School budget and 50% through Children’s LDD service. • Post holder based in the school Key Stage five group and line managed by Ways into Work Manager OUTCOMES • Within three months of the job-coach being based within the school young people were asking for jobs. • All the young people that wanted to access bespoke Work Experience Opportunities. • Five young people accessed Paid Employment • Two young people started an Apprenticeship as an alternative to college (both were destined for work preparation courses). • Individuals are travelling to work independently • Teachers are using the curriculum to support work. • Young people are thinking about what college course to do next and why all in relation to work. • Due to the success the school now funds 100% of the post. SCHOOL AS AN EMPLOYER With the new commitment to employment, motivated young people and a school staff team who shared the vision we began to look at the school as an employer. Using Supported Employment best practice we identified roles that: Added value Were needed Met the aspirations young people had And we came up with……. IT technician Post Support Assistants Lunchtime Assistants Swimming Tutor Classroom assistant Apprentices https://www.youtube.com/watch?v=dvdVZWeZ4Qs BERKSHIRE COLLEGE OF AGRICULTURE Due to the success of MGS we began a partnership with BCA in January of this year • Supporting good quality work experience • Engaging with Employers • Promoting Traineeships and Apprenticeships • Working with a cohort of 12 young people, 6 individuals are undertaking personalised study programmes, including 1 person who left college to take up a paid job and 6 individuals are currently action planning. • Young people now undertaking planned work experience in everything from a customer service roles to a young man working on a Duck Farm. Supported Internship pilot Learning from the pilot Colleges Eastleigh College Supported Internship pilot Learning from the pilot Colleges Isle of Wight College Supported Internship pilot Learning from the pilot Colleges Brockenhurst College Supported Internship pilot Learning from the pilot Colleges Farnborough College of Technology Supported Internship pilot Learning from the pilot Colleges Queen Mary’s College Supported Internship pilot Learning from the pilot Colleges Southdowns College Supported Internships at South Downs College Moving Into Work What are they? Study programme for young people aged between 16-24 who need extra support getting into work Based mostly with an employer (3 days a week) Designed to give you real skills in the workplace with the aim of finding paid work at the end of the internship Interns spend one day at college building Maths, English and employability skills Interns will be expected to comply with real job conditions, such as time-keeping and dress code; How we started…. We launched a pilot with 2 existing students – Jack and Rachel who had completed all other course options After discussing their interests and job aspirations we began making enquiries and meeting with possible employers QA hospital, Motiv8 and South Downs Refectory service agreed to take the interns on We supported the interns by visiting and maintaining the link with the employers but did not have a job coach at this point. Challenges Informing and supporting employers about specific support needs Setting sufficiently challenging targets for the interns that could be met in the workplace Ensuring that the interns take responsibility for their placement and progress EHC plans and conversions for new interns 2016-17 Employer engagement event – February 2016 Job coach employed – February 2016 Visits to local employers and following leads Marketing for new interns ( 8 currently on the programme for September) 2016-17 Individual interviews and profiling of new interns Matching interns and possible job placements Working with Jack and Rachel on CV building, applying for jobs and interviews Introduction day planned for July 2016 for all new interns 2 job coaches plus bank coaches for September Supported Internship pilot Plenary & Networking Lunch .
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