Self Directed Support
Personalisation
&
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 exercise
2. Desk research
SDS and Supported Employment
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.
SDS and Supported Employment
The challenges for providers in a personalised
marketplace:
1. Pricing
2. Marketing
3. Delivering
SDS and Supported Employment
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.
SDS and Supported Employment
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.
SDS and Supported Employment
Free
market
Preferred
Providers
Block
Contract
SDS and Supported Employment
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.
SDS and Supported Employment
Payment
by results
Milestone
payments
Occupancy
payments
Payment by results
A
B
Free market
Block contract
C
D
Payment by occupancy
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.
SDS and Supported Employment
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.
SDS and Supported Employment
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.
SDS and Supported Employment
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.
SDS and Supported Employment
Commercial
job agencies
NDDP
Work Programme
Pricing continuum
A
ESF
B
Work Choice
Manchester Right
to Control pilot
Torbay Council
2012 tender
Control continuum
Workstep
C
Employability
projects run by
multiple providers
D
Renfrewshire
Block contract for
in-house provider
SDS and Supported Employment
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?
SDS and Supported Employment
1.
The Five Key
Questions
Drilling down
The
presumption of
employability


2.
Strategic
considerations




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?
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?
SDS and Supported Employment
3.
Choice

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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?
SDS and Supported Employment
4.
Performance



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
5.
Quality



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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?
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.
SDS and Supported Employment
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.
SDS and Supported Employment
• 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
SDS and Supported Employment
• 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
SDS and Supported Employment
Questions
&
discussion