Network Meeting 10/5/12

1. Network Meeting10/5/12

2. Mission to Lars: New documentary follows Tom Spicer as he leaves his Devon care home on a quest to meet Metallica drummer Lars Ulric Tom Spicer and his sister Kate at the Honda Centre, Anaheim, California. Photograph: Mission to Lars Date for the premier, Wednesday 6th June 2012 and tickets will be for sale on Picturehouse website soon: http://www.picturehouses.co.uk/ http://www.missiontolars.com/#

3. Beauty and the Beast to be next Autism Friendly Film Classic Disney animation Beauty and the Beast is to be the next Autism Friendly Film, support provider Dimensions and cinema chain ODEON have announced. Beauty and the Beast will be shown in more than 80 ODEON cinemas in the UK and Ireland on Sunday, May 13 at 11:30am. Tickets are available from 11am on Wednesday, May 9. Autism friendly screenings are mainstream films shown in a sensory friendly environment. Lights are on low, sound is turned down, trailers are omitted and people can bring their own food and drink, make noise and move around the cinema as they feel comfortable. The screenings are for anyone who would benefit from the subtle differences made to the cinema environment. Additionally, support workers/carers can attend for free with a CEA Card. To view a full list of participating cinemas please visit www.dimensions-uk.org/autismfriendly. Tickets can be bought in advance through the ODEON accessibility helpline number 0800 138 3315.

4. New Advocacy Arrangements Over the last 18 months Adult Social Care in Surrey CC and NHS Surrey have tendered for an advocacy grant which is to be provided Surrey wide in a universal and generic way using a lead provider model.  The lead provider as at 01/04/12 is Surrey Disabled People's Partnership and they can be contacted on 0300030733 for any advocacy issues or alternatively they have and email address which is advocacy@sdpp.org.uk.The lead provider has subcontracted with secondary providers i.e. Age UK for people over 55 and KAG Advocacy for people with learning disabilities, mental health issues or Autism.Further Information can be found hereWe would welcome feedback on the gaps in advice and information that providers experience and how this can be improved? Please email Jenni with any comments.

5. From 28 May, the CRB’s identity checking guidelines will be strengthened in order to improve public protection. The changes, which are a government priority, will make it more difficult for individuals to conceal previous criminal records by changing their identity. They are designed to enhance the good working practices adopted by many organisations when verifying and validating the identity of those that they intend to recruit, appoint or licence. The focus will be on asking applicants, in the first instance, to produce documents that they would have acquired through undergoing stringent identity verification with the document issuer, such as the Identity and Passport Service or the DVLA. The new identity checking process will have three routes, and includes an option to use a new external identity validation check, which can be used by organisations for applicants who cannot provide the required documentation. Details of the new external identity validation services have yet to be finalised but full details will be made available soon. To help organisations comply with the new guidelines and to introduce them into their identity verification procedures, we will run both the new and existing guidelines in parallel from 28 May until the 31 August, when the existing guidelines will cease to apply. To find out more about the changes to the CRB identity checking guidance please download the following documents: Revised and enhanced identification checking guidelines, effective from 28 May 2012 Enhancing the CRB identity checking process – Frequently Asked Questions (FAQs)

6. http://www.mencap.org.uk/news/article/keeping-within-law-mental-capacity-resourceshttp://www.mencap.org.uk/news/article/keeping-within-law-mental-capacity-resources

9. http://www.scie.org.uk/publications/perstool/index.aspx

10. http://www.homeoffice.gov.uk/publications/crime/hate-crime-action-plan/http://www.homeoffice.gov.uk/publications/crime/hate-crime-action-plan/

11. http://www.learningdisabilitycoalition.org.uk/latestnews.asp

14. Psychometric Tests for Care Sector Job Roles Lots of users in US Descriptor sets The process PeopleClues uses is to start with a comprehensive job analysis (or descriptor set) for each proposed role family. Empirical research clearly showed that, when the hiring process was based on a careful job analysis, the prediction of job success was greatly increased, and that it was possible to correctly identify those candidates most likely to succeed.

15. Benchmarking is the process most commonly used by PeopleClues in which the competencies necessary for job success are determined by comparing the results of individual assessments of a sample of successful incumbents on a specific job with those from samples of both average and poor or struggling performers on that job. The differences in the patterns of results among the three groups can then be used as a benchmark against which to compare the characteristics of applicants for that job on a variety of tests - a criterion-related validation process. All the care roles we use have been benchmarked multiple times by care employers and normalised for the UK culture using 2,045 candidates. Currently previewing – any thoughts or comments http://youtu.be/SKIM3grI9Xc