personalisation self directed support & supported employment in scotland

Personalisation

Self Directed Support &

Supported Employment

in Scotland

Self-directed Support

Self-directed support is a route to greater independence and citizenship for individuals with care and support

needs.

Self-directed Support Bill

1.Involvement

2.Informed Choice

3.Collaboration

SUSE Capacity Building

• Exploring the connection between work, supported employment and self-directed support

• Clarifying how SDS systems can help people get work

• Exploring what supported employment service providers can do to take advantage of SDS to help disabled people get work

SDS and Supported Employment

The aims

• Build capacity• Develop tools to help providers engage with

commissioners and explore options

The activity

1. Consultation exercise2. Desk research


Consultation exercise:• A scoping exercise with SUSE, Capability Works & Renfrewshire Council.

• Focus group activity with commissioners, service users, carers and provider staff

• A review of the funding of supported employment in Renfrewshire.

Desk research on current policy drivers, evidence base, data and research:

• The Scottish Supported Employment Framework,

• The SQA Personal Development Award in Scotland.

• The National Occupational Standards for supported employment in England.

• Early customer data on Work Choice published in June 2012.

• Previous exercises to cost supported employment.

• Valuing Employment Now demonstration sites in England.

• A summary of the discussions across the UK so far between providers and commissioners collated by BASE.


The challenges for providers in a personalised marketplace:

1. Pricing

2. Marketing

3. Delivering


The Commissioning Matrix

The consultation and research suggest that the options for commissioners revolve around two central themes:

1. Control: the extent to which a local authority intends to manage the marketplace in which supported employment is traded,

2. Pricing: the way the market defines and prices the supported employment service which is traded in that marketplace.


The Control Axis

The control axis describes to what extent the commissioner intends to manage the marketplace.

At one end of this continuum is a free market.

At the other end of the continuum is the block contract

Somewhere near the middle is the Preferred Provider scheme.


Free Preferred Block market Providers Contract


The Pricing Axis

The pricing axis describes how a local authority defines what is being bought and sold.

At one end of the continuum is payment by occupancy.

At the other end of the continuum is payment by results.

Along the continuum are the degrees to which what is being purchased is defined by milestones.


Payment

Milestone

by results

payments

Occupancy

payments

Payment by results

Payment by occupancy

A Free market

B Block contract

C

D

Quadrant A

Commissioners believe competition and payment by results (including paid job starts) will drive performance.

Commissioners have a strong presumption of employability. Customers pay for a job outcome rather than hourly or daily rate payments.

Supported Employment activity is not constrained by any performance or quality standards.


Quadrant B

Commissioners believe success is best driven by a clear set of performance and quality standards alongside a payment by results approach.

Commissioners have a strong presumption of employability.

A single agencies, or small number of competing agencies, are commissioned to provide the service.

Customers receive a service that is defined and regulated by the commissioner.


Quadrant C

Individuals purchase work experience or employability training from a range of providers.

There is open entry for providers into the marketplace.

Commissioners have a weak presumption of employability.

Individuals pay on an hourly or daily rate, as they would for any on-going day care provision.


Quadrant D

A single provider delivers the service in accordance with the specifications of the commissioner.

Commissioners have a weak presumption of employability.

Commissioners fund hourly or daily rate payments and receive an occupancy-based service which they define and regulate.


A

Pricing continuum B

Control continuum

C

D

Manchester Right to Control pilot

NDDP

ESF Work Choice

Torbay Council 2012 tender

Employability projects run by multiple providers

Block contract for in-house provider

Renfrewshire

Work Programme

Workstep

Commercial job agencies


The Key Questions Framework for commissioners(based on the Commissioning Matrix)

1. What presumption of employability do we hold for service users?2. What strategic considerations do we have?3. What is our approach to choice? 4. How do we want to manage or influence performance?5. How, if at all, do we want to influence quality?


The Five Key Questions

Drilling down

1. The presumption of employability

Do we believe that people with moderate and severe learning disabilities, and people with profound and enduring mental health conditions, can get and keep jobs? How much do we believe this?

What is it that we want to pay for? Where do we want to draw the line in terms of paying providers to work hard and paying providers to find the right job?

2. Strategic considerations

To what extent do we agree with the Scottish Supported Employment Framework which argues for `a partnership approach [through Community Planning Partners] to delivery, coupled with the dynamics of various funding sources, as this avoids duplication, reduces bureaucracy and provides a single approach to the individual's employment journey`.

What role, if any, should we have in facilitating the transition of young people with a learning disability from education into employment?

What transitions arrangements do we want in place? To what extent do we want a managed approach to

employer engagement within the local authority area?


3. Choice

How central to our approach to personalisation is a retail model of consumer choice?

How do we reconcile the commissioners` responsibility to ensure effective service provision with service user choice?

How effectively do we think that retail choices can be exercised in the arena of employment support?

To what extent do we think customers will want to exercise provider choice?

Should we have a role in managing entry to the marketplace?

How should market entry be managed?


4. Performance

How do we define `performance`? What outcomes do we want achieved? What balance of outcomes do we want to see achieved with and for service users?

To what extent can performance be driven by choice? How can high performance be driven in the absence of a

choice of provider or where choice is limited? To what extent do we think that payment incentivise

performance? Should commissioned activity be time-limited?

5. Quality

What do we think is the relationship between performance and quality?

What should our role, if any, be in ensuring quality in relation to the five stage process of Supported Employment?

How do we ensure that service users get the right job? To what extent should provision in Scotland be

influenced by the Scottish Supported Employment Framework and the SQA`s Professional Development Award in Supported Employment Practice.


Summary

There are no easy answers

The aim of the Commissioning Matrix and the Key Questions Framework is to provide members of SUSE with a set of tools to help them engage more confidently with commissioners as they consider together how employment outcomes for our service users can best be achieved in a world of Self Directed Support.


• Everyone should have an opportunity to work

• Looking at the strategies for including work within SDS developments and developing a SUSE position statement

• Influencing SDS systems to support opportunities for work

• Equip staff and services with skills and information• My Life My Way training with personal assistants provided by VIAS

• Encouraging care managers to integrate employability into care plans

• Facilitating supported employment services to make action plans to be ready for SDS


• SUSE is working strategically with members to ensure SDS supports work

• We would welcome anyone interested in this contacting us

• We are collecting examples of people with personal budgets purchasing employability support – please contact us

[email protected]

www.susescotland.co.uk

mailto:[email protected]

http://www.susescotland.co.uk/


Questions

&

discussion

personalisation self directed support & supported employment in scotland

Documents

support supported employment

support planning

support needs

self directed support

employment service providers

sds developments

valuing employment

sds systems