Fire Service Prince’s Trust Association

Fire Service Prince’s Trust Association Nottinghamshire FRS Thursday 29th September 2011

The Team programme Everything a new FRS Delivery Partner needs to know

The Team programme - aim • Team aims to increase confidence, motivation and skills and as a result enable unemployed Team members to move into employment, education or training

Team – Positive Outcomes • Employment • Education • Training • Continue to volunteer in the community

The Team programme • The Team programme is the vehicle to deliver educational qualifications to young people but also a brilliant method for the Fire & Rescue Service to engage with and deliver safety messages to young people and the wider community

Target groups – young people who are; • Unemployed • In or leaving care • Young offenders/ex-offenders • Educational underachievers

Target groups - continued • Young people from black & ethnic minorities • Those with disabilities • Refugees and asylum seekers • Lone parents

Qualifications • England, Wales & Northern Ireland • Certificate & Awards at EL, L1, 2 &3 • Certificate/Award in Employment, Teamwork & Community Skills • Scotland – Customised PT Personal Development Award

Funding • England – SFA & YPLA - EFA from 2012) • Wales – WAG • Scotland – Mixture LA’s, Scottish Executive & ESF • Northern Ireland - ESF (Dept of Education & Learning)

Funding • Who pays the piper plays the tune? • Discuss!

Programme staff • Deliver Partner Manager • Team Leader • Deputy Team Leader • Assistant Team Leader • Skills for Life Support Workers • Student Social Workers Placements – ‘Wellbeing • Secondees • Other support roles - e.g. Mentor • Staffing levels? • Qualifications?

Health & Safety • Safety Management System • Risk Assessments • Accident/Incident Reporting • Health & Safety Training Requirements • Health & Safety Help notes • Procedure for Emergency Situations

The Team mix – the secret of success? • A key feature of Team is that it is for a broad mix of 16-25 year olds. Ideally this will include a majority of unemployed and one or two employed Team members along with a 50/50 mix of gender; full spread of ages; ability levels; and social, ethnic and cultural mix reflecting the demographics of the local community

Recruiting - marketing • The networks created are the secret of recruiting and retention success • Is there a recruitment ‘phase’? • Identify target groups to best contact young people • Job Centres, women’s centres, young people’s services, Connexions, social workers • Local media – newspapers, radio and TV • Taster days • Marketing materials • Other ideas include...................................?

Receiving referrals • Referred young people – voluntary? • What assessments has the young person already been through? • Why was Team thought appropriate • If there are concerns about the risk of accepting a particular young person – discuss the risks and issues – note special measures • Referral agencies role vital • Individual Risk Assessment • Team Leaders decision final?

Safeguarding • Staff • Young people? • Employed Team members?

Retention – how to keep ‘em! • Funding – performance related • Week 1 - Good attendance and time-keeping essential. A requirement to attend the residential – minimum 3 days? • Dragged to end of the programme kicking & screaming?

Week 1 Induction, Planning & Target-setting • To start the process of team-building • To complete initial self assessments & skills for Life assessments • To set targets and begin action planning • To prepare for the residential week

Week 2 Team-building Residential • To understand & put into practice the principles of team-work • To build confidence and a sense of responsibility to others • To establish mutual trust and respect between individual Team members and between them and the Team Leader and other staff

Weeks 3 to 5/6 – Community Project • To develop project planning skills, defiine targets and agree actions • To develop skills including time management, decision-making, organisation and team-working (and where appropriate leadership) • To build a sense of achievement • To develop a sense of responsibility within the local community

Weeks 6/7 and 8 – Individual Work Placements • To apply the skills being acquired on the Team & understand how those skills relate to the world of work • To develop awareness of caring for and tolerance of others • To develop work place skills such as time-keeping and attendance skills • To increase understanding of what sort of work might suit them • To gain current experience to add to CV’s • To gain an understanding of the ‘work ethic’ and prepare for employment

Week 9 – Next Steps • To focus on individual plans beyond the programme • To review, discuss and decide upon future options • To improve job search skills • To review skills development

Weeks 10 & 11 – Team Challenge • To take collective responsibility for the Team Challenge • To demonstrate project planning, problem solving and communication skills • To demonstrate team-work skills • To demonstrate understanding and awareness of needs of others outside their Team • To demonstrate care and tolerance for others

Week 12 – Programme Review and Presentation • To review Team experiences • To review and re-assess Skills for Life needs and action plans • To provide an opportunity for each Team member to demonstrate their confidence and presentation skills • To persuade others of the value of their experience • To focus on what the Team members have learned • To say a public ‘thank you and well done’ to those who deserve this • To provide a PR and marketing exercise for the programme and the Delivery Partner • End of Team report

Evaluation & Outcome Monitoring • End of Team leaver questionnaire • Soft Outcome Evaluation • My Journey Evaluation • Hard Outcomes

Week 13! • Day 1 of week 13 • Positive outcomes • Role of referral agencies

Questions? fireandrescue@princes-trust.org.uk

Fire Service Prince’s Trust Association