Sector Employability Toolkit Guidance Notes. better skills better jobs better health

Transcription

1 Sectr Emplyability Tlkit Guidance Ntes better skills better jbs better health

2 SET Guidance Ntes Stage 1: Planning and Preparatin Wh shuld be invlved? Emplyer Jbcentre Plus (JCP) Training Prvider List f relevant SET materials: Actin Plan Template SET Rles Outline Checklist Flwchart Gd practice in planning and preparatin: Cre elements: Frmatin f a Lcal Emplyment Partnership (LEP). An emplyer led apprach based n identified wrkfrce planning and develpment pririties. Clear understanding f the cntributin / rle f each partner. Appintment f a c-rdinatr wh has a clear mandate, with authrity t act, agreed by all partners. Flexible elements: Number and range f jb rles available. NHS r private healthcare emplyer / cntractr. Guidance Ntes: 1. Implementing the SET mdel requires the frmatin f a Lcal Emplyment Partnership (LEP). Yu can find ut mre abut LEPs by cntacting yur lcal JCP ffice r via their website: 2. Use the Actin Plan Template which sets ut in detail the actins that need t be taken and by whm. Phase ne f the template sets ut what needs t happen in the planning and preparatin stage. The Flwchart may als be used t help in understanding the prcess. 3. Frmulating a LEP agreement is ne f the first imprtant steps in the actin plan: Use the LEP diagram verleaf and the SET Rles Outline Checklist (alng with the Actin Plan Template) t frm the basis f a LEP agreement. Ensure that all partners are clear abut their cntributin and cmmitment t the LEP. Include as much detail as pssible (fr example, number f vacancies and range f jb rles, minimum number f candidates etc). 4. Appint a suitably qualified c-rdinatr as sn as pssible t ensure smth implementatin f the actin plan frm the utset. Agree a jb descriptin based n the utline in the SET Rles dcument. 1

3 The Lcal Emplyment Partnership (LEP) All the partners in a Lcal Emplyment Partnership make an essential cntributin and play a key rle t the prcess f successfully recruiting candidates int the wrkplace. 2

4 Stage 2: Recruitment and Selectin Wh shuld be invlved? List f relevant SET materials: Jbcentre Plus (JCP) Emplyer Training Prvider C-rdinatr Emplying Manager / Line Manager Current emplyees Recruitment Checklist Emplyability Checklist Selectin Event Templates and Accmpanying Ntes Selectin Event Grup Activities Interview Questins Interview Benchmarking Guidelines Gd practice in recruitment and selectin: Cre elements: Planning and implementing a prcess which supprts entry int emplyment fr individuals wh may find it difficult t access emplyment via mre traditinal rutes. JCP and emplyer wrking in partnership t address emplyer s identified recruitment challenges and skills needs. Flexible elements: Number recruited t selectin event. Selectin event may be planned ver ne day r as a tw stage prcess, fr example, ver tw mrnings / afternns etc. Guidance Ntes: Initial Recruitment: 1. Recruitment f ptential candidates t the selectin event is the respnsibility f JCP. Hwever, the emplyer s invlvement in preparing fr the recruitment stage is crucial. 2. Prir t the recruitment stage, the emplyer (e.g. HR manager / departmental manager) shuld arrange t brief JCP advisers. The briefing shuld: Prvide backgrund infrmatin n the NHS and the emplyer s specific recruitment challenges and skills needs. Clarify jb rles n ffer / prvide jb descriptins. Clarify any specific HR prcedures e.g. cncerning applicants with criminal recrds, CRB checks and ccupatinal health frms etc. 3. Specific methds f recruitment t the Selectin Event may vary at a lcal JCP level. 4. Use f the recruitment and emplyability checklists as part f this prcess will ensure an equitable and skills based apprach that is relevant t the health sectr. The emplyer and JCP may wish t select the key requirements fr the specific pst frm these lists. (JCP advisers may find the recruitment checklist useful when speaking t ptential candidates; the emplyability checklist will be helpful t emplyers as this crss referenced t the Skills fr Health Emplyability Skills Matrix and the Career Framewrk fr Health.) 3

5 5. If the emplyer is able t prvide jb descriptins the recruitment checklist culd be mdified t reflect the specific jb rles n ffer. Selectin Event: 1. All partners need t be actively invlved in the planning and c-rdinatin f the selectin event. (See diagram belw, Rles during Recruitment and Selectin). 2. The event may be planned ver ne day r as a tw stage event, ver tw days. There are selectin event templates fr bth ptins and ne set f accmpanying ntes. 3. Wherever pssible a tw stage event shuld be rganised as the timetable fr a ne day event is a demanding schedule. 4. If a ne day event is t be held cnsideratin shuld be given t: Organising literacy and numeracy assessments utside the selectin event. This wuld be particularly suitable where the lcal Jbcentre Plus already arranges these assessments as part f their services t jb seekers. Criminal Recrds Bureau (CRB) and ccupatinal health frms are cmpleted by applicants prir t the selectin event day, with supprt frm JCP advisers. 5. A key rle fr the emplyer during the selectin event is t cnduct ne t ne interviews with each candidate. This may be undertaken by, fr example, a HR manager and/r departmental manager. 6. It is crucial that the interviewer has the skills t facilitate an interview with candidates wh may present with pr cmmunicatin skills and lw levels f cnfidence. This requires specialist interviewing and questining skills, which shuld include an understanding and awareness f literacy, language and numeracy skills (LLN). 7. It is the respnsibility f the emplyer t ensure that prir t starting recruitment t the prgramme all partners understand the emplyer s rules regarding eligibility, particularly in relatin t CRB and ccupatinal health checks. NB The SET materials fr this stage have been specifically designed t be used with candidates wh may find an emplyer s existing recruitment resurces less accessible. Therefre, it is strngly recmmended that partners utilise the SET resurces prvided, even if they have existing recruitment resurces f their wn. 4

6 Rles during Recruitment and Selectin 5

7 Stage 3: Tw Week Training Prgramme Wh shuld be invlved? Training Prvider Emplyer Jbcentre Plus C-rdinatr Gd practice in planning and delivering the training prgramme: Cre elements: List f relevant SET materials: Training Prgramme Timetable Training Prgramme Accmpanying Ntes Detailed Sessin Plans & Materials Flexible elements: Resurces (handuts and slides) Develpment f a training prgramme which meets lcal emplyer s expressed needs and requirements. The materials prvided are fr guidance nly. Cntent shuld be develped t meet lcal needs: Cntent which is cntextualised t the health sectr and, where pssible, t specific jb rles n ffer. Guidance Ntes: The cntent shuld primarily be emplyer led (jint planning and /r delivery f material is key). The level and scpe f the prgramme shuld take accunt f the results f each individual s literacy and numeracy assessments. 1. The training prgramme prvides a general inductin t emplyment in the sectr and als prepares candidates fr the three week wrk trial. 2. Essential preparatin fr the training prgramme shuld include clse liaisn between the emplyer and the training prvider t discuss the emplyer s specific requirements, including: Cntent necessary t meet mandatry training requirements f the emplyer. Sectr and jb specific knwledge and skills, which can then be put int practice during the three week wrk trial. Aspects f the training which culd be delivered in partnership with the emplyer (e.g. mandatry training). Any certificated training which might be incrprated. Fr example, First Aid, Hygiene, Literacy and Numeracy, Basic IT skills. Arranging a familiarisatin visit t the wrkplace prir t the three week wrk trial. This shuld include a ne t ne interview between the candidate and the emplyer (preferably departmental manager). 4. Fr a summary f the rle f each partner during the tw week training prgramme see diagram belw, Rles during planning and delivery f the tw weeks training prgramme. 6

8 Rles during planning and delivery f the tw week training prgramme 7

9 Stage 4: Three Week Wrk Trial Wh shuld be invlved? Emplyer Jbcentre Plus Training Prvider C-rdinatr Buddies / ULRs Line Managers / Supervisrs List f relevant SET materials: Wrk Trial Checklist Outline Timetable and Accmpanying Ntes Reflective Learning Lg Gd practice in planning and delivering the wrk trial: Cre elements: A structured wrk trial where candidates can gain and demnstrate the necessary skills, persnal attributes and behaviurs t wrk within a health setting in a Level 1 pst. Allcatin f a buddy (e.g. ULR), r mentr, wh has been prepared fr the rle and can supprt candidates n a daily basis. Cmpletin f a Reflective Learning Lg by each trainee. Candidates prvided with regular feedback n their perfrmance. Flexible elements: The Outline Timetable and Checklist aim t highlight the key activities that shuld take place during the three weeks. Lcal planning will require flexibility in: Learning and develpment needs f each individual n the prgramme. Skills and cmpetences required f different jb rles. Hw the learning and develpment is facilitated. Guidance Ntes: 1. The SET materials have been develped t ensure that emplyers prvide a three week wrk trial which builds n the tw week training prgramme. 2. Using the SET materials will ensure that the wrk trial is rganised s that candidates have an pprtunity t demnstrate their skills in a real wrk setting and t becme cmpetent in day t day wrk tasks. 3. Prir t candidates starting the wrk trial ALL current staff within the relevant part(s) f the wrkplace shuld be carefully briefed. This briefing shuld include infrmatin abut the prgramme, why it is being implemented and shuld include an pprtunity fr staff t ask questins and raise any cncerns. 4. The candidates may have been ut f the wrkplace fr sme time. (In sme cases it may be their first real experience). Therefre, it is imprtant that apprpriate supprt is prvided. See diagram belw, Rles during the three week wrk trial. 5. This will ensure that the wrk trial is nt nly an pprtunity fr the emplyer t assess each candidate s suitability fr the jb vacancy but als fr the candidate t have the best pssible chance f succeeding in gaining emplyment. 6. In the event that the candidate is nt cnsidered ready fr an ffer f emplyment at the end f the three weeks, specific feedback n why s/he des nt meet the requirements shuld be requested by the apprpriate partner in rder fr the apprpriate nging supprt t be prvided. 8

10 Rles during the three week wrk trial 9

11 Stage 5: Pst Three Week Wrk Trial Wh shuld be invlved? Emplyer C-rdinatr Buddies/Unin Learning Reps (ULR) Jbcentre Plus (JCP) Training Prvider List f relevant SET materials: Flwchart Gd practice in running a successful three week wrk trial: Cre elements: Emplyer supprts successful candidates t cntinue in a planned prgramme f learning and develpment. Emplyer prvides feedback t unsuccessful candidates and infrms JCP / training prvider s that apprpriate supprt may be ffered. LEP partners t engage in an evaluatin prcess, t share experiences and establish learning pints. Flexible element: The learning and develpment needs f each new emplyee will vary. Onging learning may include: Natinal Vcatinal Qualificatins (NVQs). Literacy, language and numeracy skills / qualificatins. Bradening experience and cmpetence in the wrkplace. Apprenticeships. Guidance ntes: 1. At the end f the wrk trial the candidates will be interviewed by the emplyer fr the available vacancies. The training and wrk trial shuld have prepared candidates fr this interview. 2. Emplyers shuld then ensure that candidates are infrmed f the utcme f the interview and feedback n their perfrmance. 3. Emplyers need t prvide cntinual develpment fr the successful candidates t fully develp in their new rle. The Reflective Learning Lg and Individual Learning Plan cmpleted during the prgramme may be used t begin putting tgether a persnal develpment plan (PDP). The Flwchart may be used t help in understanding the prcess. Identifying the key learning pints frm the prcess is essential t the future f successful staff recruitment thrugh this methd. This needs t invlve all partners in the LEP and gathering the views f all thers invlved including the c-rdinatr, line managers, supervisrs, buddies/ulrs and candidates. 10

12 Actins t be taken pst the Three Week Wrk Trial 11

13 Surces f Further infrmatin There is a range f websites and ther surces f infrmatin abut the NHS, jb rles and careers. Fr example: NHS Careers Skills Academy fr Health Skills fr Health, in particular: Literacy, Language and Numeracy - an nline Guide: Careers Infrmatin and Advice website: Qualificatins and Learning Pathways: Careers and Individual Learning Pathways: The Health Learning and Skills Advice Line: NHS Cre Learning Unit (CLU): CLU prvide a range f e-learning and face t face learning prgrammes fr healthcare staff. Fr example: Fire Safety Awareness Health & Safety Awareness Manual Handling Infectin Cntrl 12

14 Access and supprt fr candidates with specific needs UK legislatin (ntably the Disability Discriminatin Act 1995, the Learning and Skills Act 2000, and the Special Educatinal Needs and Disability Act 2001) requires educatin prviders and institutins t prmte equality f pprtunity fr trainees with learning difficulties r disabilities. Learning prvisin needs t be rganised s that it takes full accunt f the aspiratins and needs f all trainees. Many rganisatins supprt thse with particular needs and culd ffer specialist infrmatin, guidance and advice t supprt delivery f the prgramme. These are nly a few: British Institute f Learning Disabilities (BILD) British Deaf Assciatin Disability Infrmatin Services Disability Rights Cmmissin (DRC) Lndn Language and Literacy Unit (LLLU) Mencap Mental Health Fundatin (MHF) Mind Natinal Institute f Adult and Cntinuing Educatin (NIACE) Refugee Cuncil Ryal Natinal Institute f the Blind Ryal Natinal Institute fr the Deaf Skill (Natinal Bureau fr Learners with Disabilities) British Dyslexia Assciatin Dyslexia Actin General nging supprt (in the frm f a buddy r ULR r mentr) shuld be available fr candidates n the prgramme. 13

15 Skills fr Health (Head Office) 1st Flr Gldsmiths Huse Brad Plain Bristl BS2 0JP Tel: Fax: Skills fr Business is an emplyer-led netwrk cnsisting f 25 Sectr Skills Cuncils and the Sectr Skills Develpment Agency. Thrugh labur market intelligence, the identificatin f skills needs at all levels and its influence n the UK s educatin and learning infrastructure, the netwrk aims t increase prductivity in business and public services. Published: Octber 2009