Doing More for ESA Claimants on the Work Programme

Publish in



Please download to get full document.

View again

of 15
All materials on our website are shared by users. If you have any questions about copyright issues, please report us to resolve them. We are always happy to assist you.
Doing More for ESA Claimants on the Work Programme. Gareth Parry Disability Capability Director Remploy Employment Services 24 th September 2013. About Remploy. Established for over 65 years UK’s leading provider of specialist employment related services support for disabled people
Doing More for ESA Claimants on the Work ProgrammeGareth ParryDisability Capability DirectorRemploy Employment Services24th September 2013About Remploy
  • Established for over 65 years
  • UK’s leading provider of specialist employment related services support for disabled people
  • Support over 16,000 disabled people annually into and/or in work
  • Coverage across England, Scotland and Wales
  • Over 50 delivery centres – national office in Leicester
  • 6 Sub-contracts to deliver the Work Programme with strong comparative performance on ESA groups
  • Improving Our ESA Performance - 4 Strands of Work
  • Further understanding the customer group
  • Reviewing & improving our service delivery model
  • Up-skilling delivery teams
  • Driving a candidate-centric, but employer-led approach
  • Strand 1 – Further Understanding the Candidate Group
  • Improved profiling of candidates through new profiling tool
  • Still early days, but key trends so far are;
  • Individual reports enable us to work with candidates to address support needs and work towards employment goals
  • Summary reporting enables us to review our overall approach and service delivery model
  • Strand 2 – Reviewing and Improving our Service Delivery Model
  • Previously, delivery model based on volume approach previously adopted on Pathways to Work programmes
  • Not dissimilar to approach to JSA
  • Results were poor
  • EOS pilot gave us opportunity to re-invent our model and experiment
  • New approach adopted
  • Sharing emerging good practice across our contracts
  • Revised Delivery Approach
  • Dedicated ESA Employment Advisors
  • Pre-employment;
  • In-work – Work Choice delivery model will be utilised
  • What’s Working and What’s Not;Strand 3 – Up-skilling Delivery Teams
  • Undertaking significant investment in up-skilling delivery teams in knowledge
  • and understanding of disability via;
  • E-learning modules
  • Advisor Guides
  • NVQ in Employment Related Services,
  • (specialising in mental health and learning disabilities)
  • On-the –job coaching from experienced Employment Consultants
  • Strand 4 – Driving a Candidate Centric, but Employer-led Approach
  • Key is to balance support needs for ESA candidates with the operating needs
  • of the employer
  • Must offer employers a high quality, value added offer;
  • Bespoke pre-employment training packages agreed with employer
  • and delivered to consistent standards
  • Strong emphasis on “place and train” rather than “train and place”
  • On-the job workplace support is key to both candidate and employer
  • Job coaching available (trained TSI coaches)
  • Additional offers to employer – disability training, advice guides, etc
  • Continuing Challenges
  • Balancing risk v reward
  • Short-term expectations vrs long-term opportunity
  • Pressure on caseload numbers
  • Cultural barriers of worklessness persist
  • Challenging economic environment
  • Competition for every job
  • We are still learning!
  • Work Sticking With!
  • As many job starts for ESA candidates in the last 6 months as we have
  • delivered contract to date across all our contracts
  • Case Example 1
  • Rochdale – ESA candidate with significant mental health issues. Been on ESA for over a year. Very low self-esteem and confidence. Formerly a butcher. Undertook intensive 1:2:1 work to build confidence, self-esteem and belief. Eventually secured 2-week work experience placement with Tesco. Following successful 2 weeks, he was offered 7 hours paid work per week (permitted work). He performed so well in the role that he was subsequently offered 30 hours per week as the store’s butcher. He now leads a fully independent life and recently bought himself a new car!
  • Case Example 2
  • Abergavenny– David - 51 year old male with significant epilepsy. Never worked in his life. Recent medication changes had reduced the number of seizures per day from 10 on average to 2. Outside of managing the epilepsy his biggest challenge is very low self-esteem and a fundamental lack of aspiration – he did not believe anyone would ever employ him. He is now working as a volunteer in a safe retail environment with British Heart Foundation and doing well. He is making great progress and we are confident that by the end of his 2 year period on Work Programme he will be in paid work.
  • In Summary – Key Messages
  • No quick fixes – must take a long-term view
  • Take time to get to know the candidate, and for them to get to know you
  • Focus first on raising aspiration, structured activity and building stamina
  • Dedicated, skilled Advisors
  • Focus on “Place and Train” rather than “Train and Place”
  • Must ultimately meet employer’s needs
  • Have belief in the candidate group (with some patience!)
  • Keep reviewing, learning and imporving
  • Thank You!
  • Questions?
  • Related Search

    Previous Document


    Next Document


    Related Documents
    View more...
    We Need Your Support
    Thank you for visiting our website and your interest in our free products and services. We are nonprofit website to share and download documents. To the running of this website, we need your help to support us.

    Thanks to everyone for your continued support.

    No, Thanks