Jan Hutchinson – Centre for Mental Health Becky Priest – Centre for Mental Health

1. Delivering results through IPS:using IPS to improve job outcomes for people with severe mental health problems Jan Hutchinson – Centre for Mental Health Becky Priest – Centre for Mental Health Jonathan Allan – Shropshire Council Dean Atkinson – Coventry City Council

2. Individual Placement and Support Jan Hutchinson Director of Programmes Centre for Mental Health

3. The question.... ? How do we provide effective support for people with mental health problems to return to work?

4. The Individual Placement and Support approach • 8 evidence-based principles: 1. Eligibility for the service is based on individual choice; 2. Employment support is integrated with treatment; 3. Open ‘ordinary’ employment is the goal; 4. Job search begins rapidly (within 4 weeks); 5. The job finding action plan is individualised; 6. Employers are approached with individuals in mind; 7. Follow-along supports are multiple and not time-limited; 8. Financial planning is provided.

5. Integration of IPS It would be nice to have a job... IPS Service Provider Employer engagement Benefits advice Rapid job search Long term employee support Referrals Psychiatric Support and Medication Psychological Support and CBT Care coordination and self management support Employment support and benefit advice

6. Research Studies • Compare IPS with the best alternative • Many US studies • European study – EQOLISE (2007) London site Percentage who obtained competitive employment

7. Elements of fidelity • 20-25 clients per Employment Specialist • Do not provide any ‘general’ on employment support • Make 6 face-to-face employer contacts per week • Spend 65% of time out of the office • Integration of employment support with clinical care and treatment • NHS top level support for IPS • Linking with Job Centre and Work Programme • Accurate benefits advice • Planned disclosure of mental health history • Tailoring support for ‘in employment’, not ‘before employment’ • Finding jobs according to individual preferences • Support continues for as long as necessary to achieve steady employment

8. UK Centres of Excellence Centre for Mental Health carried out independent fidelity reviews and recognises the quality of services in: Central & North West London Coventry Devon Essex Leeds Nottingham Shropshire Somerset South West London & St George’s Sussex Walsall Worcestershire

9. Turning evidence into outcomes: The Sussex Experience Becky Priest, Clinical Specialist OT, Sussex and Associate of Centre for Mental Health,

10. Sussex • Population of 1.55 million, mix of coastal, urban and rural towns • Supports 10,000 people with a mental health problem every year across 3 local authorities • 32 clinical teams (including early intervention and assertive outreach) • 19 employment specialists, employed by Southdown supported employment a not for profit organisation • Attached to and embedded within clinical teams • Every mental health team has a vocational champion

11. Regional trainer • Modelled on state trainer programme • Successful results in 13 states over ten years • Translates the research into practical ‘on the ground’ advice • Accelerates implementation and therefore outcomes

12. The role of a UK trainer • Fidelity reviews, preparing, conducting and action planning • Demonstrate a learning culture, targeting specific staff groups • ‘Lets talk about work’ training- how to ask and just ask • Regular meetings with senior leaders utilising data such as NI150 • Internal magazine articles • Reports to Trust exec board • Field mentoring

13. Paid work outcomes against targetApr 2010-Oct 2011 Introduction of the Regional Trainer in November 2010 Reproduced with permission of Southdown Supported Employment

14. Additional outcomes • Profile for employment has been raised across the Trust and in specific staff groups • Further embedded partnership • Positioning the role in the Centre for Mental Health helped with this • Ensuring employment is everyone's business not just the ES • Developing real employment focused health care

15. “I’m a bit embarrassed really. When (the employment specialist) first came to our team I thought, what are they hear for? We work with people who are really ill, you know? I refer people now who say they want to work even if I think it’s impossible for them to ever get a job as I’m constantly proved wrong.” Community Psychiatric Nurse, Sussex

16. The IMPROVE Projectdeveloping IPS in the West Midlands Jonathan Allan, Enable Supported Employment Service, Shropshire Council enable

17. Enable enable Provided a mental health employment service for 17 years Shropshire is an IPS Centre of Excellence as part of the Centre for Mental Health’s CoE programme LD employment Other disability / substance misuse employment via personal budgets

18. The Improve Project 2011 - 12 enable Regional project in partnership with the Centre for Mental Health IPS Regional Development Manager = UK version of State Trainer in the US Working with 6 services to improve performance and quality in mental health employment using IPS Coventry, Birmingham, South Staffordshire, Worcestershire, Walsall & Dudley, Shropshire (south) Provided training in theory and practice of IPS, self assessment, employment engagement, training and mentoring and Fidelity Reviews (via CfMH).

19. Key Objectives enable Act as IPS lead in the West Midlands (with CfMH) Work with frontline mh services in the W. Midlands to develop their IPS services through coaching and training Work with senior managers in NHS Trusts and local commissioners Commission the CfMH to varry out Fidelity Reviews

20. Areas covered enable Walsall / Dudley Coventry Worcester South Staffordshire Birmingham Shropshire (south))

21. Implementation enable Introduction: getting to know the teams, agreements, data Self assessment against FR criteria and action planning Regional IPS leads project meetings Training of staff Individual and team coaching Fidelity Reviews by CMH

22. Role of regional trainer in W.Mids eable Previously supervised Enable’s IPS service in Shropshire Putting IPS theory into practice – working with service users, employer engagement, disclosure, working with clinical teams, marketing IPS ,barriers to employment, Caseloads, supervision Challenges – variation in services, service barriers, commitment levels, mh services change, economy

23. Lessons learned, progress made enable • Raising performance - average job starts increased by 73% • Increasing quality: 5 services FR: originally: 2 “not SE”, 3 “Fair” went to : 2 “Fair” and 3 “Good” (C of E) • Five years to establish a full working IPS service – we made these improvement s in 9 months • Staying close to Fidelity is crucial

25. For more information enable Jonathan Allan Tel: 01743 276900 www.shropshire.gov.uk/enablemarketing jonathan.allan@shropshire.gov.uk

26. The Employment Support Service (TESS) Implementing IPS in Coventry Dean Atkinson

27. Overview of TESS Started in March 1993 Client groups Supported Employment Part of the Council’s Employment Team Partnership with Adult Social Care & Health

28. Some of the challenges Research project Changing practices Increasing employer engagement • Gaining commitment • Changing attitudes • Resources

29. Our journey Part of the Improve project Fidelity self-assessment & plan Focus purely on paid employment To disclose or not to disclose? Work with health and social care colleagues Greater integration The Fidelity Review

30. Being part of the Improve Project Information & guidance Training Mentoring & support Fidelity Review

31. Progress so far Moved from Fair to Good Fidelity Increased client and employer contact time Increased job outcomes Increasing integration into CMHT’s Centre of Excellence

32. Remain focused on IPS Further investment Develop stronger partnerships Ongoing review Share what we are learning Promote success and learn from the rest!

33. Thank you

34. Thank youAny questions? jan.hutchinson@centreformentalhealth.org.uk becky.priest@centreformentalhealth.org.uk dean.atkinson@coventry.gov.uk jonathan.allan@shropshire.gov.uk