IPS in practice: the partnership experience in Sussex, Martin Dominy and Kate Bones
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Martin Dominy, Head of Supported Employment, Southdown Supported employment and Kate Bones, Director of Occupational Therapy, Sussex Partnership NHS Foundation Trust
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IPS in practice: the partnership experience in Sussex, Martin Dominy and Kate Bones
- 1. Kate Bones Director of Occupational Therapy Sussex Partnership NHS Foundation Trust Martin Dominy Head of Supported Employment Southdown
- 9. Social Inclusion Project Board Vocational Project Group Vocational Working Group East Sussex Brighton & Hove Vocational Partnership Meeting Employment Specialists & Vocational Champions West Sussex VPM VPM Steps to Work Multi Agency Vocational Forum X 3 MAVF X 1 MAVF X 3 Employment & Mental Health Focus Group Service user led Early intervention psychosis
Notas del editor
- Play DVD Slide One KATE Welcome to workshop Introduction and Job titles of Kate and Martin Explain the focus of the session today Today we are going to focus on Making Individual placement and Support work through the partnership approach We have been invited to preset today as part of The IPS centre of excellence programme, explain the purpose of the programme. We understand the definition of partnership is wider within IPS – but the core is Health – Employment provider and service user Martin The structure of today: We are going provide an brief introduction to IPS and its key principles We are going to provide a overview of the partnership in Sussex and Southdown Supported Employment We are going to explore and discuss the challenges and explain how we have or how we are trying to overcome them Finishing for a question and answer session and group work if time allows If you wish to ask questions as we going along you please feel free Any questions
- Martin The definition of IPS Setting IPS in context Include the link to the USA Form research to practise 15 years Jenni’s information IPS contains 7 key principles, and a fidelity framework to the model, research demonstrates that by keeping to the principles and staying faithful to the framework, higher rates of outcomes and lower rates of drop out Ask awareness of IPS in the room Kate Show of hands who is in the room Can you add about the needs to utilise main scheme services for the mild to moderate And the need focus intensive employment support on the client group that has been furthest away from the labour market.
- Martin Its worth spending time on the principles, for those who do have a working knowledge can you think about the principles in terms of partnership core and beyond Run through the 7 principles Very obvious the integration stands out in the partnership approach But all principles or underpinned and reinforced by the partnership Pick examples Any questions IPS in practice Competitive Paid Work: – how we increase the aspiration of paid work for service users and professional staff, practical examples, positive statements, benefits assessment, how do we move the agenda on from education, volunteering to paid. Using peoples networks Community links East Sussex, Surrey Zero exclusions: , balancing against indictors of success and contract targets, missed appointment Individuals preferences: the service users =, may not know or keep changing them. how did we all get our first job question, vocational profiling, Rapid Job search: min pre-vocational training Southdown framework keeping on track, what does rapid mean? Integration : benefits link between ES and OT champions Clinic support Meeting, team meetings. Getting employment on the agenda, communication, and data collection. Time unlimited support : reduce the need by correct job match, does it always need to be ES, explain Southdown approach Benefits counseling
- Kate Overview of Sussex Any questions
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- Martin
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- Martin Reinforcing the point made by Kate
- Kate The success of these services is only possible in partnership with us and the health trust, which need to be endorse by senior management We need to have a shared vision and agree a strategy including a time frame of how we are going to get there, experience when we first started without these in place, we have been lost at Sea 3. We have created a Memorandum of understanding between the two partners, to define roles and responsibilities, processes and systems, to ensure we are clear and can move on together. The link between OT leads and service/contract managers is invaluable, to trouble shoot, promotion and plan 4. The SPFT have structures in place to influence and promote the service to senior management, teams and Service users 5. The Employment specialists and Vocational champion, work together and sit together (if possible) to raise the agenda, manage referrals Clinic support meeting 6. Getting vocation on the agenda, we understand
- Martin 1, Message to commissioners, 6 months better than 3 months – 3 months only just enough time to prepare, commonly contract starting with vacancies. Joint planning, the Integration (champions and Leads) needs to happen months before the ES go into the teams Presentations to teams and meetings with service managers and team leaders 2, this is a complex job working interviews, social vs. recruitment backgrounds 4 to 6 months to performing to target. It is highly likely than new IPS services, will be replacing old services, TUPE situation arises and employing staff who don’t embrace IPS 3. Work at integration Launch events: internal by 3 months for a this sectors point of view and six for the main external, think creatively, family and carers, church/spiritual leaders, MP’s and local government councillors 4. Data collection: 1. ES engaging 12-15 service users per week 2. 12 face to face employers engagements session following clients interests 3. 65% of the time spent in the community settings 4. Data collection, while an important part of the role, this is evidence basis service after all recording and reporting on two systems. And the answer is? To persevere We continue to work on this area, we can say that a dictated IPS DATABASE is available, from New Zealand “ dairy Walk back” sheets, a simple way to monitor time, which is also part of the fidelity review 5. Commissioner We have all experienced many commissioning approaches, those who have commissioned vocational services, those who have commissioned employment service, and finally those who have commissioned an IPS Employment services IPS in Transition, planned 70/30 80/20 90/10 paid work to voluntary and education Along side Contract meeting, development plans etc, Centre for Mental Health as a resource Build Trust 6. Outcomes Ambition targets and set up time Soft outcomes application made and interviews attended, show trends In-house no targeted set them evidence based 7. Centre of Excellence Programme The positive experience, everyone wants to be involved in Excellence, without doubt one of the significant developments in to promoting, even when presenting to the teams, this was the one thing that hooked them.
- Martin How much time explain and instruction sheet Topic sheet
- Martin
- Kate and Martin