Employment Issues. Selection, recruitment, CRB and on-going support

Transcription

1 Employment Issues Selection, recruitment, CRB and on-going support Sharon Gilfoyle Peer Employment Project Manager Miles Rinaldi Head of Recovery and Social Inclusion

2 CPFT Recruitment and Selection Process Attend Orientation session (2 hour information session) Completion of detailed application form to demonstrate: Lived experience (secondary mental health) Good standard of secondary education (comprehension test on application form) Able to demonstrate insight and self management of own recovery through completion of Whole Life Plan or WRAP Applicants attend thorough interview for training Want to work as a Peer Worker within CPFT following successful completion of the Peer training

3 South West London Planning your own Recovery course Telling your story course Introductory day to peer support Peer support training course Work experience Apply for jobs Induction On the job training programme to develop skills and confidence

4 HR considerations Some challenging CRB issues Lack of recent employment references Increased burden on Occupational Health needing to provide face to face assessments Senior HR / ES / OH support essential Welfare Benefit considerations Helped CPFT to reflect on and action positive and supportive employment practice e.g. recruitment and selection policy and toolkit Standardised CRB risk management Developing MINDFUL EMPLOYER responsibilities SWL User Employment Programme

5 How to manage CRB issues Open and honest about our expectations at orientation Treat each individual CRB separately Chief of Police can make comments on the CRB Inform people of Section 136 (place of safety) issue Rehabilitation of Offenders Act whereby convictions considered spent after a certain amount of time - majority of posts in NHS exempt from this Act Convictions, cautions, reprimands and warnings will show up on a CRB check

6 CRB issues continued Development of comprehensive objective assessment form (risk assessment) enables us to reflect on what the conviction was, when it took place, any re-occurrence, was it due to mental health etc Decision reached between HR Director and Peer Employment Project Lead (CPFT) Would we employ anyone with that level of criminal history in a post? Ultimate decision CEO (SWL)

7 Occupational Health Considerations CFPT Significant amount of work for OH staff (more people seen than the SLA indicated) Met with majority of Peer Workers face to face 3 occasions requested more detailed information from specialists prior to clearance Everyone was cleared Now have a mental health nurse in OH Essential to have senior level support from the start SWL User Employment Programme Coproduced information sheet on role of OH Jointly discuss supports and reasonable adjustments

8 Supporting Peer Workers Core part of workforce, not us and them Supervision provided within team as for other staff Additional support and mentoring provided by Project Manager and Peer Educators Structured Support from fellow peers via monthly peer support forums Continuing professional development via quarterly peer professional forums Supervision focuses on: - Use of Recovery language - Developing a recovery environment - Maintaining Recovery principles and practice - Polish and Praise - Strengths focused

9 What type of support? Problems with the job - The specific demands of the work - Relationships with managers and colleagues Problems outside work that might affect the person s ability to do the job - Relationships with family, partners etc - Financial issues Mental health problems that might influence the person s ability to do the job - Fluctuations in mental state - Difficulties with medication - Keeping well at work plans

10 I manage my moods with medication, Olanzapine 10mg at night. I have the support at work. Working shift patterns affected me, so I spoke to my Deputy Ward Manager, who sent me to Occupational Health, who gave me reasonable adjustment. I was informed about reasonable adjustments by the User Employment Programme. Knowledge is power!

11 Determining, implementing, and maintaining Adjustments 1. What problem is the person experiencing in their work? 2. To what degree do these problems affect the person and their job performance? 3. What specific job tasks are difficult as a result of these problems? 4. Has the person been consulted regarding reasonable adjustments? 5. What adjustments can you make to reduce or eliminate these problems? 6. Are meetings being held with the person to evaluate the effectiveness of existing adjustments?

12 Further Questions? Please contact Miles Rinaldi Head of Recovery and Social Inclusion South West London and St Georges Sharon Gilfoyle, Peer Employment Project Manager Cambridgeshire & Peterborough NHS Foundation Trust