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Lynne Miller, Vocational Services Manager

Lynne Miller, Vocational Services Manager Increasing access to paid employment opportunities for service users in a large Mental Health and Addictions Trust. INTRODUCTION:. Introduction to CNWL Why create a User Employment Programme Why include work placements

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Lynne Miller, Vocational Services Manager

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  1. Lynne Miller, Vocational Services Manager Increasing access to paid employment opportunities for service users in a large Mental Health and Addictions Trust

  2. INTRODUCTION: • Introduction to CNWL • Why create a User Employment Programme • Why include work placements • How does it work / what are the challenges • Keys to success/lessons learnt • Results to date • Feedback from service users • Conclusions

  3. Introduction to CNWL: One of the larges NHS Foundation Trusts in London. 5 mental health boroughs – Westminster, Brent, Kensington and Chelsea, Harrow and Hillingdon. 7 Addictions boroughs – Westminster, K&C, Hammersmith and Fulham, Brent, Hillingdon, Hounslow and Ealing. Community Services in Hillingdon and Camden. Vocational Services Manager, 4 Vocational Team leaders, 14 Employment Specialists.

  4. Why create a User Employment Programme: Employment opportunities for service users – an important priority for CNWL. UEP one component of our employment strategy. NHS is a large employer and offers a range of opportunities Set an example Feedback from service users – a confidence boost

  5. Policy Framework – UK: No Health Without Mental Health – Cross government mental health strategy 2011 – access to employment results in better health outcomes. New Horizons Report (DH September 2009) Realising Ambitions, Better Employment Support for people with a MH Condition (DWP 2009). Social Exclusion Report 2004, Social Exclusion Unit, Office of the Deputy Primeminister.

  6. CNWL User Employment Programme: Encourages service users to apply for existing posts in CNWL. Supported employment model. Offers time limited work experience placements in the Trust for up to 4 months (with active job search). Offers post placement support. Between Mar 2004 and Sept 2004 197 people accessed the programme, 172 people accessed placements, 81 paid outcomes, and 35 education, 17 volunteering outcomes.

  7. Why are placements important: Can provide on the job training, references and a graded return to work. Job taster, foot in the door, fills gaps in CV. Added value to the organisation. Sets good example.

  8. Establishing the programme: Getting people on board at all levels Working with HR and Occupational Health Positive statement on job adverts/recruitment packs Employment Charter Employment Specialists in place to create support.

  9. Challenges: Fear around what can go wrong Finding and creating the right opportunities – real work Creating the right support Ensuring that any issues are addressed promptly Ensuring that people don’t get ‘stuck’ in placements Managing demand

  10. Keys to success: Start small and demonstrate success Partnership with HR and Occupational Health Proactive management of placements with SMART objective – placement needs to reflect the clear career goal. Active job search and internal networking/job development

  11. Feedback from service users who have done placements: “The placement made me feel more confident, I was down and negative” “I was out of work for 10 years, and needed to re-train, the service really helped me do that and believe in myself again.” “Felt like a real job not just a placement” “The placement has been a huge success and has had a positive impact on my mental health, job prospects and quality of life.”

  12. Lessons learnt: Essential to have a Co-ordinator to drive the programme. Monitoring of the over-all number of staff with mental health problems who gain employment in the organisation. Mechanisms in place to support Career development. Extending the programme to other organisations Build in service user feedback Extending to partner organisations

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