The Integration of Inclusion in South East Region of Careers Scotland

1. The Integration of Inclusion in South East Region of Careers Scotland Brian Scott Inclusion Coordinator

2. Outline • ‘Mainstreaming’ an Inclusiveness approach within Careers Scotland centres • Why? • How? • What does this mean for Inclusiveness project key workers? • What does this mean for Careers Scotland staff? • What does this mean for partners?

3. Why Integrate? • Careers Scotland Operating Model – Priority 2 – Reducing economic inactivity among young people • Evidence: More 16-19 year olds in sustainable employment. • Embedding an ‘inclusive’ approach • National Evaluation of the Inclusiveness Projects

4. How? • Moving key workers into multi-disciplinary teams …by end of March 2005 • Protecting the effectiveness of key workers: “ a dedicated resource within a multi-disciplinary team” • Key workers line managed by Team Leaders • Professional support from Inclusion Coordinators • Inclusion Coordinators to have geographic and thematic responsibilities and a role supporting the wider inclusion agenda

5. What does this mean for Inclusiveness Project Key Workers? • Protection of effectiveness of the distinctive role • Support mechanisms in place e.g. peer support • Flexibility and discretionary funding • Case load guidelines • Clear referral procedures • Source of advice, support and information for CS colleagues Need to avoid isolation and ‘burnout’

6. Case loads • Case load guidelines • At any one time – An optimum of 5 clients receiving high intensity support An optimum of 10 clients receiving medium intensity support An optimum of 15 clients receiving low intensity support

7. Referral Procedures • Clear Referral Procedures Include: “Young people who have been assessed as having a high level of additional support needs and unable to access post school opportunities without individual key worker support.” It is assumed that the referring agency deems the level of support required to access opportunities beyond what they can reasonably or normally provide

8. Referral Criteria Young people who aspire to further education, training or employment and will engage with the key worker and other appropriate agencies to address any barriers to progression n.b. Priorities • NEET and 16-19 Years • Young people who meet the criteria and have experienced a breakdown in the assessment and planning process

9. What does this mean for CS staff? • Time and case load management • Information and resources • Community based delivery of services • Appropriate ‘internal’ referrals to key workers • Training – assessing client needs barrier awareness networking & partner awareness

10. Careers Scotland & Inclusion • Strategy on Work with Individuals with Additional Support Needs • Additional Support for Learning (Scotland) Act • Work with care leavers • Use of recommended assessment tools and Client Achievement Summary

11. Careers Scotland & Inclusion • Early intervention – Activate, Worknet, Lothian Step Up Programme • Employability products and services • Referral and placing service • GRfW personal advisory service • Work with LECs and key partners – partnership agreements and delivery of key worker support

12. What does this mean for partners? • Careers Scotland priorities • Careers Scotland products and services • Referral procedures • Partnership agreements