QACs Pilot Internship Programme Background May 2012 Announcement

QAC’s Pilot Internship Programme

Background May 2012 - Announcement of the trialexpressions 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 • 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

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

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

The Job Coach cont. . . Client engagement Vocational profile Employer engagement Job match Support & career development

The Job Coach cont. . . • • • 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.

The Job Coach cont. . . 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?

Progress üIntern recruitment ongoing üJob Coach Appointed (and then not!) üVocational and learner profiles complete üDiscussions with families/carers and young people üLearning programmes underway ü Employer engagement underway

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