Sharing good practice: resources and learning to support individual - - PowerPoint PPT Presentation

Sharing good practice: resources and learning to support individual employers

Wednesday 26th February 2020

Housekeeping and introductions

#PAFramework

Today’s programme

10.00 Registration and Networking 10.30 Opening/Introduction 10.45 Presentation and Discussion around Joint Budgets/Social Workers/personal experience 11.30 ACAS Presentation and Discussion - Ian Mastaglio 12.30 Lunch and Networking 13.30 Individual Employers and Supervision Presentation/Discussion including Disability Sheffield Supervision Work – Emily Morton 14.15 Skills for Care Update including William Case from SfC National Steering Group, and Jak Savage talking about Accolades 14.45 Training for Individual Employers and Discussion – Helen Duffy, Jaime Fenwick and Miles Evans 15.15 Summary and Round up 15.30 Close

#PAFramework

Joint packages of care

Discussions

How ACAS can support individual employers and the personal assistant workforce

Ian Mastaglio Advisory, Conciliation and Arbitration Service (ACAS)

working for everyone

Skills for Care Employing People: The Basics

Ian Mastaglio

imastaglio@acas.org.uk

Agenda

Role of Acas

Who we are? How we can Help?

1 2 3

Employer Responsibilities - The basics Open forum Q&As Table time

Further support/Role of Acas

In-company training Website acas.org.uk Conciliation Tools and templates Mediation E-learning Helpline 0300 123 1100 Workshops and projects Advice

Who are we?

Prevent or resolve disputes between employers and their workforce Provide information advice and training

Settle complaints about employee rights Encourage people to work together more effectively

Area of expertise

Comprehensive up-to-date advice to help you

Acas Website

www.acas.org.uk

Acas Helpline

0300 123 1100

Practical face to face

Ending employment planning to Take on an employee managing performance

managing attendance

employing someone

managing conduct

The employment life cycle

Contracts and statements

What is a contract of employment?

• Legally binding agreement between an employer and an

employee which is formed when an employee accepts the offer of employment in return for pay

• Can be a verbal agreement
• Intention to create legal relations
• As of April 2020 employees will be entitled to a Written

Statement on their first day

What must a written statement contain?

Name of employee Name of employer Date employment began Pay and intervals

• f payment

Hours of work Job title/job description Place of work/ address

• f employer

Holiday entitlement and pay Working time Principal statement

Varying a contract of employment

• Breach of contract
• Imposed
• Fundamental change
• Constructive dismissal

Termination of contract

• Resignation
• Dismissal – fair or unfair
• Mutual agreement
• Expiry of fixed term
• Retirement
• Redundancy

Cancelled

Contract

Dismissals

The five potentially fair reasons

• Conduct
• Capability
• Redundancy
• Statutory ban
• Some other substantial reason

Pay and holidays

All employees are entitled to holiday pay? True or false?

Protection of wages

Deductions may be only where they are:

• Statutory deductions
• Authorised by written contract
• By prior written agreement

Discipline & grievance

Why have rules? Discipline and grievance.. ..what’s the difference?

Acas Code of practice

Deal with issues fairly Act consistently Deal with issues promptly Carry out investigations Allow them to put their case Inform employees

• f the

problem Right to be accompanied

Formal discipline

Make a decision

• Your procedure
• Past penalties
• Special circumstances
• Past record

Formal action

Allow an appeal

• Essential for natural justice
• Timescale for appeal
• Deal with promptly
• Senior/different manager
• Right to be accompanied

Why have a grievance procedure?

Always agree a way forward Opportunity to deal with matters fairly and speedily Employees may have problems or concerns about their work Resolve grievances informally

Questions?

Eg…other topics: Employee rights Employer responsibilities Recruitment Absence Performance Equality……..

Acas Training

www.acas.org.uk/training

Employment law update Discipline & grievance at work Conducting investigations Recruitment, selection & induction Equality & diversity Managing absence at work Redundancy & restructuring Difficult conversations Essential skills for supervisors Contracts of employment

Lunch and networking

#PAFramework

Person centred supervision and appraisal

Emily Morton, Disability Sheffield Blake Williamson, Individual Employer

A Person Centred Guide to Supervision and Appraisal

Sheffield Individual Employer and PA Development Group

Supported by Disability Sheffield

The Aim of the Project

Funded through Skills for Care Innovation Fund

❖ To support managers and their employers, across Health and Social Care, to increase their knowledge and understanding of person-centred approaches and align them to supervision and appraisal ❖ To co-produce a person-centred guide to supervision and appraisal

Person Centred Approaches

An approach where the person using care and support is at the centre of the way care is planned and delivered. It is based around their individual needs, preferences and priorities. It treats people as an equal partner and puts into practice the principle of ‘no decision about me without me’. The Association of Directors of Adult Social Care, Quality

• Matters. See https://www.adass.org.uk/quality-matters

Achieving the Aim

To co-produce a person-centred guide and alongside it to develop a film clip

The guide was developed through: ❖ Steering group set up with range of organisations and individuals ❖ 7 development meetings with people working in health and social care ❖ One to one interviews with Individual Employers ❖ Sandy Marshall and Steven Lee-Hodgins were commissioned to lead

• n the project

Key themes from discussions

Supervision should be:

❖ Regular – consistent and regular ❖ Open – Building positive and trusting relationships ❖ Focused – Being present ‘ on the job floor’ ❖ Flexible – Needs to work for the learning and support preferences of the supervisee ❖ Reflective – Needs to reflect on what has worked well and what’s not worked so well

Key themes from discussions

Being person-centred – focusing on people:

❖ A shared understanding – Developing a core, shared and local understanding of person-centred approaches ❖ Involvement – It is always possible to involve people in decisions about themselves ❖ Choice and Control – Promoting choice and control, enabling risk and supporting independence for people at all times ❖ Acceptance – Being non-judgemental and promoting equality and inclusion

Key themes from discussions

Being person-centred – focusing on people:

❖ Listening – Being present when you are with someone, focusing attention on them and resisting distraction ❖ Reflection – Have time to share and explore the emotional and ethical implications of your interactions with the people you work for and with ❖ Trust – Being reliable and consistent with people. Building trust and being clear and honest about what is and isn’t possible

Contents of the Guide

The guide contains 5 work charts to support Managers to develop person-centred thinking and approaches with Employees through supervision:

1. Setting the right tone for supervision 2. Supervision guidance for Individual Employers 3. Developing an understanding of person-centred skills and approaches 4. Exploring, reflecting on and developing person-centred practice 5. A planning tool that draws on the six major themes of person- centred approaches from the TLAP ‘I statements’

Examples from the Guide

Examples from the Guide

Examples from the Guide

‘Being-Person Centred’ Film

' Being person centred in Supervision and Apprasial' a Short Film can be viewed here

A short film clip featuring a Social Work Manager and Social Worker, and an Individual Employer and their PA brings the guide to life as they talk about what being person-centred means to them, their experiences of supervisions and what skills they think are necessary to work in a person-centred way

Views of an Individual Employer

Blake Williamson, Individual Employer

Brief summary of Blake’s reasons for being involved, his reflections on why person-centred supervision and appraisal is important and his approach as an individual employer

The Resources

How to view and use the Resources

The How-To Guide is available for anyone to use either as a print version or an electronic editable text box version The Guide also includes links to further resources on being person- centred You can download a copy of the Guide from Disability Sheffield’s website where you can also access the short film www.disabilitysheffield.org.uk or email info@disabilitysheffield.org.uk

Skills for Care Accolade Process

Jak Savage – Individual & Accolade Shortlisted Employer

PA Framework – an update from the Skills for Care national steering group

William Case, Your Support Matters CIC

William Case CF’ Member of the of PA Framework Individual Employers CEO of Your Support Matters CIC Winston Churchill Follow 2011

My Advocates at the time

 Debi is one of my Aunties good friends, she said to

Denise (my Aunty) that the Sharing Knowledge Course was starting in Sep and I could go on it . This is when my life really started to change.

 Debi has a son with complex needs herself, she

understands what its like .

Debi Walker

Sue Harris

 I met Sue in August 2009  She has helped me with some PowerPoint  She facilitated my ‘PATH’ (planning alternatives with

tomorrow with hope) she helped me get a home, which I moved in on the 4th of February 2010. She helped me get my P.A.’s. They have all began to help me get work!

Now I Believe I Can dream

My First Year of PAs

Meet My PA’s

I am now Will’s longest serving PA. for 8 years now It is my pleasure to work with will, I've enjoyed the great experiences we've had and long may they continue. We have a great relationship as mates, and of course we argue as mates do, but in the end I always win. I couldn't ask for a better job. Dom I’ve been working with will now for 6 years. He’s a down to earth, genuine guy and is a pleasure to be around. Will is always positive and enthusiastic in his work and social life . Bonnie

I am the last member to join Will’s team of personal assistants. I really enjoy working for Will and working along side the other personal assistants. It’s a great working environment to be a part of. P.S- Behind Dominic, I am the best looking of the team. James

Travel to learn – return to inspire We empower individuals to learn from the world and transform lives across the UK.

Update from the National PA Strategy Framework Group

▪ It is a group set up by Skills For Care, made up of Individual Employers with representatives from User Led Organisations (ULO), councils, NHS England & Dept. Health & Social Care.

• They advise on new tool kits Skills For Care produce & oversee IE funding.
• The most popular pages continue to be ‘Information for individual employers’, ‘Working as a

personal assistant’ and ‘In your area’.

• We are still continuing to scrutinise the ‘Every Day Is Different’ campaign with the DHSC &

taking on people’s opinions about the campaign. One of our successes was the completion of the ‘a question care’ website

• We are still perusing the long awaited green paper. NHS England informed us they will be

publishing new guidance about when an individua has a hospital stay for IEs & PAs, local authorities & local commissioning groups. It should be published by the end of January.

• Skills For Care are always looking for new IEs to join. You can contact them at

PA.Framework@skillsforcare.org.uk

MY LIFE

Follow me @ willcase100 / @YSMCIC Your Support Matters

‘Standing back doesn't mean you are backing away from something or someone, standing back means you are reflecting on the world’s gifts and talents we all have’

• W. Case

House of Commons

Skills for Care support for individual employers and those who support them

Skills for Care #PAFramework

The information hub has links to practical advice, guidance and resources for: ▪ individual employers ▪ personal assistants (PAs) ▪ people who support individual employers and PAs.

www.skillsforcare.org.uk/iepahub

Information hub for individual employers and PAs

This toolkit includes information about: ▪ recruiting a personal assistant ▪ before your personal assistant starts ▪ managing your personal assistant ▪ training and qualifications ▪ sorting our problems. Email marketing@skillsforcare.org.uk for a free printed copy visit www.employingpersonalassistants.co.uk

Employing personal assistants toolkit

This report (2019) explores more about the personal assistant workforce. www.skillsforcare.org.uk/IEPAreport

Personal assistant workforce report

140,000

PA jobs for direct payment recipients

18.4%

turnover rate for personal assistants

70,000

direct payment recipients employing their own PAs

Accolades awards

The awards recognise and celebrate great individual employers, that are committed to developing their own and their PAs skills. The application forms asks individual employers to tell us about: ▪ the things that they do to recruit the right people to be PAs ▪ how they manage them ▪ what they do to develop their PAs skills ▪ how they widen their skills as an employer. Entries open spring 2020. Visit: www.skillsforcare.org.uk/Accolades

User led organisation (ULO) funding

Each year, we disburse funding to ULOs to deliver training for individual employers and PAs. In 2019/20, we’ve funded 16 organisations to deliver a range of training courses, including: ▪ induction ▪ being a good employer ▪ peer support ▪ condition specific training ▪ health and safety. Find local ULOs and funded training: www.skillsforcare.org.uk/ULOfunding

ULO funding 2018/19

ULO funding 2018/19

The benefits ▪ Individual employers improve their leadership and management skills ▪ PAs increase their skills and knowledge and achieved a recognised qualification ▪ Improved working relationships ▪ Lowered PA turnover ▪ Shared experiences and knowledge through training ▪ Raised awareness and reach of ULO services

Individual employers can apply for funding to pay for training for themselves and their PAs. The funding can pay for the cost of: ▪ training (we fund lots of different training courses) ▪ travel to and from training ▪ hiring a replacement PA. Find out more: www.skillsforcare.org.uk/IEfunding Last date for application Friday 28th February 2020

Individual employer funding

Who can apply?

People who: ▪ live in England ▪ are an adult and employs their own care and support (also known as a personal assistant or PA) using a personal budget from social care or health or their own money ▪ are a parent of a child who is under 18 and receives their personal health budget as a direct payment and employs PAs.

What types of training can I apply for?

We fund lots of different training courses, and we look at each application on a case by case basis. ▪ Being a good boss ▪ Moving and handling ▪ First Aid ▪ Communication skills ▪ Social care qualifications ▪ Nutrition and hydration ▪ Induction training

The funding enabled the training to be delivered in my own home so it was personalised to my needs.

Individual employer funding 2018/19

229

Applications processed

184

successful applications

48 + 599

individual employers personal assistants

1,507 learning outcomes funded

“The funding was much appreciated by the participants, in particular to those PAs who previously have never attended any formal academic training sessions. The training has helped my PAs to reach their potential. This is just the start of their individual learning journey – they’ve already asked to do further training in the future and shown that they know how to provide practical support, and this training explained the theoretical knowledge in a formal education setting. I am so proud of their achievements. None of this would have been achievable without Skills for Care funding.”

Sector-based work academies for PAs

In 2018-19 we funded four organisations to test a sector-based work academy for PAs: Our online guide shares best practice from the pilots, and provides a step by step process that you can follow to set up and run an academy. www.skillsforcare.org.uk/SBWAforPAs

What is a sector-based work academy and how can it help?

A sector-based work academy is a type of pre-employment training programme that offers unemployed people the opportunity to do training and work experience. It could be one way to attract and recruit more people to become

• PAs. It also:

▪ gives people the chance to understand more about the sector and the PA role ▪ helps people to see if the role is right for them, and they’re right for the role ▪ helps employers to develop their skills and confidence.

The project aimed to develop a sustainable route into PA work, which will enable the continued growth of a diverse, skills and supported PA workforce. WECIL

Seminars to support PA recruitment

We run a series of seminars to support you to take a values-based approach to recruiting PAs. ▪ Finding the right people ▪ Values-based interviewing ▪ Valuable conversations www.skillsforcare.org.uk/events

Question of Care: new PA scenario

A Question of Care is an online, scenario-based quiz for people that are interested in working in social care. Employers can use it as a profiling tool during the recruitment process, to assess whether candidates have the right values and behaviours to work in social care. Visit: www.aquestionofcare.org.uk

Leaflet for social workers

Social workers might support people to assess and decide what care and support they want and need to access.

It’s important that people are told about all the options available to them, so that they can make an informed decision, including becoming an individual employer. This leaflet is for social workers and outlines the benefits of becoming an individual employer and how Skills for Care can help. Download: www.skillsforcare.org.uk/IEforSW or email marketing@skillsforcare.org.uk for printed copies.

Training in South Tyneside Helen Duffy, Myles Evans and Jamie Fenwick

Training in South Tyneside

Over r th the la last 2 years we e have developed tr training for r our Peo eople who re receive Dir irect Payments and th those who would lik like to work rk in in th the Care and Su Support Se Sector

• PA Induction Training - Magpie
• Bespoke Training - Magpie
• Effective Employer Training –Premier/Fish
• Pathway to Employment – My Life

A quick whistle stop tour of f what th the content was th that we e re required and how we e aim im to kee eep developing wit ith ch choice in in min ind

• PA Induction – To enable new and current PA’s to understand the

role

• Bespoke Training – From either the PA Induction course or at set up
• f a Direct Payment for training to be identified to individual PA’s and

delivered

• Effective Employer training – To be delivered as a course or a paper

work book at different stages of the person receiving DP

• Pathway to Employment – A creative way of showing potential Care

and Support staff how the different ways we deliver Support Packages in South Tyneside focusing on PHBs.

My Life

• Training which has just started in South Tyneside
• Focus on training people who have the right values to work in Care and

Support

• 3 day course with a matching theme as the course moves on
• Focusing on PHB’s not only for PA’s but providers also but has been good to

assist with the Social Care Employment Market

• Making the thought of working for a family attractive
• Having a different conversation about how we want to see Care and Support

in the future

• Ran by Caroline Tomlinson who received the 1st Personal Budget for her son
• ver 20 years ago along SDS/Commissioning staff
• Hopefully I will come back next year to tell you the success of adding this

training

• https://www.my-life.org.uk/

Training in South Tyneside

What is Magpie Training Ltd

• Delivering to NHS, schools, local authorities and the private sector
• Tailor made specialist courses
• Based in North East but deliver nationally
• Qualified staff vocationally and academically.
• We deliver bespoke training to PAs across the North East Region,

including support courses and full NVQs.

What we aim to achieve for PAs

• Effective introductory training
• Ongoing training and support to suit individual needs
• Facilitate PAs to work safer and better
• Ultimately to keep service users safe
• Offer ongoing coaching and mentoring forum for PAs and service

users

• a one stop shop for all needs in the most cost effective way.

Course content

• Emergency first aid and basic life support to Care Act 2014 standard

12 and UKRC regulations CPR and defibrillation Heart attack and Angina Stroke Wounds, breaks and head injuries

Course content

• Moving and Assisting (Care Act 2014 standard 13)
• Techniques on safely moving an individual using equipment including

hoisting, slide sheets, assisting to stand and sit etc.

Course content

• Safeguarding (standards 10 and 11)
• The role and responsibility of the carer
• How to respond and report concerns
• Confidentiality and disclosures

Course content

• Infection Prevention and Control
• Standard 15

What tr training is is a Personal l Assistant required to complete?

• Personal assistants are not obliged to undertake any training, but

those employed as a carer should have completed mandatory training covering a minimum of:

• Safeguarding, First aid,
• Moving and handling, Infection control
• They should also be trained further to meet individual needs.
• If a personal assistant works directly for the client, they still need to

ensure that they are trained to the minimum levels required.

The role of the employer

• Very often Direct payment clients do not realise their responsibilities

as an employer.

• Employers have a duty of care to ensure employees are safe.
• Employees are competent

We work closely with the employer to assist them to meet their

• bligations

We believe..

• Anyone who delivers hands on care should know what to do, safely

and efficiently.

• Training cannot prevent accidents but can reduce them and simple

procedures can make a difference.

What are the minimum levels required?

• The Care Act 2014 says that all carers should be competent. There

are a set of standards that the law says we need to attain.

• To protect vulnerable adults from mistreatment and improve their

quality of life, caregivers must follow the principles of the Care Act

• 2014. The principles aim to emphasise that everyone in care is a

human being with wants and needs.

• What if something does go wrong?
• Who will be accountable?

Responsibilities

What we aim to achieve for PAs

• Effective introductory training
• Ongoing training and support to suit individual needs
• Facilitate PAs to work safer and better
• Ultimately to keep service users safe
• Offer coaching and mentoring forum for PAs and service users
• a one stop shop for all needs

Training in South Tyneside

Who Are Mark Bates Ltd

• Specialist Insurer for independent living
• Over 20 years experience
• 55 staff
• Low staff turnover
• Internal claims handling team
• Partner with specialist legal advice company MSL to provide

invaluable employment support.

Our Aims

Working together with Local Authority Direct Payment teams and Support Organisations, Mark Bates Ltd aims to educate all employers in

• rder to act as a responsible employer and get the most from their

Direct Payment.

Workshop Overview

The workshop is an interactive session including quizzes that lasts 2 hours.

• Basic Employer Obligations
• Recruitment Top Tips
• Disciplinary & Grievance Help

Workshop Overview

Feedback

What people said; “I now feel more confident in my role as an employer” “The presentation was easy to understand and the handouts were great”

Locality Managers - Yorkshire and the Humber and the North East

Bradford and Calderdale Rachael Ross (part-time) rachael.ross@skillsforcare.org.uk T: 07815 429170 North Lincs & North East Lincs Fiona Macmillan (part time) fiona.macmillan@skillsforcare.org.uk T: 07967 247220 City of York and North Yorkshire Angela Thompson angela.thompson@skillsforcare.org.uk T: 07813 031257 Durham, Gateshead, Hull and East Riding of Yorkshire Peter Northrop peter.northrop@skillsforcare.org.uk T: 07817760387 Kirklees, Leeds and Wakefield Jeanette Cookson jeanette.cookson@skillsforcare.org.uk T: 07969 762864 South Yorkshire Zoe Thomas zoe.thomas@skillsforcare.org.uk T: 07792 425219 South Tyneside, North Tyneside, Newcastle, Sunderland and Northumberland Wendy Adams wendy.adams@skillsforcare.org.uk T 07823444136 Tees Valley Karen Winspear karen.winspear@skillsforcare.org.uk T: 07811393012

Thank you, keep in touch!