QAC’s Pilot Internship Programme

Background

May 2012- Announcement of the trial- expressions 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 Coachcont...

Client engagement

Vocational profile

Employer engagement

Job match

Support & career development

The Job Coachcont...

• 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 Coachcont...

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

Intern recruitment ongoingJob Coach Appointed (and then not!) Vocational and learner profiles completeDiscussions with families/carers and young peopleLearning programmes underway Employer engagement underway

Next Steps

Further employer engagement (external support)

Evaluation of programme

Planning for the future- (funding!)