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QAC’s Pilot Internship Programme

QAC’s Pilot Internship Programme. Background. May 2012- Announcement of the trial- expressions of interest June 2012- submissions of work plans for approval July 2012- Work plan accepted August 2012- Funding agreed. Key Principles. Course of study Spend the majority of time at employer

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QAC’s Pilot Internship Programme

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  1. QAC’s Pilot Internship Programme

  2. Background May 2012- Announcement of the trial- expressions of interest June 2012- submissions of work plans for approval July 2012- Work plan accepted August 2012- Funding agreed

  3. Key Principles • Course of study • Spend the majority of time at employer • Real jobs with real working conditions ( but brokered roles) • Systematic Instruction • Stretching and changing learning and achievement goals • Support to young person (families/carers and employer) • Support continues into paid employment

  4. The Interns Currently 4 in place with a further 2 due to start in January – two further referrals have been made from Connexions

  5. The Job Coach • Able to deliver high quality personalised support to people with disabilities • Informed by a set of values that does not adhere to a work readiness model • Choice and control, partnership and full inclusion are key aspects which all assume successful employability • Two customers – Jobseeker and the employer

  6. The Job Coachcont... Client engagement Vocational profile Employer engagement Job match Support & career development

  7. The Job Coachcont... • Spend time to get to know both the young disabled person and the employer to ensure an effective job match • Have a plan of support to both the intern and employer, which is regularly reviewed and up-dated • Layering of skills – stretching learning goals – use of systematic instruction – needs to be at the pace suitable to both the intern and the employer • Support employers to maintain productivity whilst adapting jobs • Advise on reasonable adjustments always ensuring the health, safety and wellbeing of the intern • Ensure intern is socially included at the workplace • Identify natural supports • Advocate on behalf of interns • Provide better-off calculations • Ensure support continues after the course of study to make sure that young people get paid jobs and sustainable careers.

  8. The Job Coachcont... Employers • Want a happy and productive workforce • Disabled people are likely to be under-represented in their workforce • May be lacking in disability confidence and understanding the contributions that people can make • May not understand the clear business case for a diverse workforce • Are often bombarded by requests – work experience, apprenticeships, Work Programme etc. • What’s in it for them?

  9. Progress • Intern recruitment ongoing • Job Coach Appointed (and then not!) • Vocational and learner profiles complete • Discussions with families/carers and young people • Learning programmes underway • Employer engagement underway

  10. Next Steps Further employer engagement (external support) Evaluation of programme Planning for the future- (funding!)

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