Quality assurance standards and professional development opportunities for employment practitioners supporting blind and partially sighted people into employment
Index:
1. Introduction
1.1 What this document is for:
1.2 Background
1.3 Methodology
1.4 Professional development
2. Professional development and accreditation
2.1. Employment Related Services Association (ERSA)
2.2. Institute of Employability Professionals (IEP)
2.3 Education Development International (EDI)
2.4 Supported Employment Practice
2.5 Vocational Rehabilitation Association (VRA)
2.6 VITES (Visual Impairment and the Training of Employment Specialists)
3. Quality Assurance Standards
3.1 Working Links Quality Excellence in delivery
3.2 ISO 9000 and 9001
3.3. Matrix
3.4 OFSTED and ESTYN
3.5 Investors in People
3.6 Disability Symbol
3.7 Clear Assurance Accreditation
3.8 Merlin Standard
3.9 European Foundation for Quality Management (EFQM)
5. Further information
1. Introduction
1.1 What this document is for:
The purpose of this document is to identify any quality assurance standards that exist for the delivery of services that support blind and partially sighted people into employment, and any professional development opportunities for accreditation to those standards.
It is intended to be a useful tool to assist with recruitment, induction and appraisal of employment staff, as well as help those staff to consider and plan their professional development requirements.
1.2 Background
RNIB Group provides direct services to blind and partially sighted people seeking work, or looking to develop the skills for entry into the labour market. These services fit within the context of a UK-wide, government-funded provision of services for disabled job seekers. This is often referred to as the welfare to work industry.
Until recently there has been no recognised qualifications for the industry, which offers consistent quality assurance standards or career progression opportunities, thereby ensuring better services for blind and partially sighted people seeking work, as well as other disabled and non-disabled people.
Although some qualifications have been available (for example NVQ qualifications in information, advice and guidance), they do not necessarily cater for the specific skill set required for welfare to work providers. For example: those working with blind and partially sighted people who are low in confidence, often vulnerable, and feeling stigmatised to identify and overcome barriers to employment.
At the time of writing, considerable progress has been made to professionalise the welfare to work industry, and create a standards and qualifications framework. This has been developed by the PoWER group (Professionalisation of Welfare Expert Reference). RNIB Scotland have also been working with the Scottish Qualifications Authority (SQA) to develop a professional development award in supported employment practice.
It is therefore likely that training courses leading to industry-recognised qualifications will be made available within the coming year.
1.3 Methodology
This document has been created as a result of consultation with service delivery managers across the RNIB group, and compiling information from the wider welfare to work industry in order to provide a consistent set of standards to adhere to, and help to identify professional development opportunities.
1.4 Professional development
Professional development requirements would typically be identified through the appraisal or induction process, and follows four simple steps:
1. Clarify the role that the member of staff is expected to carry out.
2. Identify any standards that are expected in the delivery of a service.
3. Ascertain if the member of staff has the competency to carry out the role to those standards; i.e. required skills, qualifications or demonstrable abilities.
4. If not, or there is need for some training, plan a programme of professional development to develop those competencies.
Professional development falls into three broad areas:
- self-teaching
- peer support
- formal professional development and accreditation to those standards.
2. Professional development and accreditation
2.1.Employment Related Services Association (ERSA)
ERSA is the trade body for all those delivering, or with an interest in, employment related services; sometimes called the welfare to work industry. Established by the industry for the industry, it was set up in 2005 to provide a stronger collective voice to government in the development of public policy.
ERSA exists to support its members in their collective drive to deliver quality services to aid people into sustainable employment. Its objectives are to:
- be the voice for the employment related services sector
- improve standards for the benefit of all customers
- ensure a fair and effective market for the commissioning and delivery of employment services
ERSA helps to support the new Institute of Employability Professionals (IEP), to promote standards, training and qualifications in the welfare to work industry.
For further information:
2.2. Institute of Employability Professionals (IEP)
The IEP was set up in 2012 as a result of the PoWER group, and now acts as the regulatory body for the welfare to work industry, developing and maintaining quality standards for qualifications, training and customer service. The employment-related services sector includes those working with unemployed customers, clients and communities to affect their entrance into sustained employment and reduce dependency on benefits. There are an estimated 20,000 people working in this sector.
The Institute has three objectives:
- To act as an individual membership body dedicated to raisingperformance through improved professional standards and qualifications.
- To have developed a framework of qualifications (from Level 2 to 5) and agreed standards which are practitioner and competence based.
- Toensure the industry is seen as one of choice by prospective employees, with defined entry points, good progression routes, training and apprenticeships.
IEP is currently working with Educational Development International(EDI) to provide a framework of qualifications designed to meet the industry’s needs.
For further information:
2.3 Education Development International (EDI)
EDI is a provider of education and training qualifications, and assessment services. EDI has developed a suite of new Employment Related Services qualifications and an Advanced Apprenticeship. The EDI qualifications will be incorporated into the PoWER framework. The qualifications and Apprenticeship have been specifically designed to support the development of staff of any organisation that helps people find employment.
The aims of the suite of Employment Related Services qualifications are to:
- contribute towards meeting the professionalisation of the employment related services sector;
- raise the performance and productivity of practitioners working within the employment related services sector;
- improve delivery standards and positive progressions so that more people are moved into sustained employment.
EDI portfolio of employment-related qualifications include:
- Employment Related Services Advanced Apprenticeship
- Employment Related Services Higher Apprenticeship
- Award in Employment Related Services Level 3
- Certificate in Employment Related Services Level 3
- Certificate in Employment Related Services Level 4
- Diploma in Employment Related Services Level 3
- Diploma in Employment Related Services Level 4
For further information:
2.4 Supported Employment Practice
RNIB Scotland has been working with the Scottish Qualification Authority to develop a suite of qualifications entitled, "Supported Employment Practice". These qualifications aim to ensure that employment practitioners are competent in the application of knowledge in a broad range of varied work activities performed in a wide variety of contexts. Supported Employment Practice consists of the following modules:
- Engaging with clients
- On and off job support
- Promoting equality and diversity in the workplace
- Values and principles
For further information contact:
Kate Storrow
Employment and Learning Services Manager
RNIB Scotland
or visit the SQA website:
2.5 Vocational Rehabilitation Association (VRA)
The VRA is a multi-disciplinary UK-wide organisation supporting and promoting all those working in vocational rehabilitation whether in the public, private, voluntary or third sector.
The VRA exists to:
- help people working in the field of disability and employment
- promote and develop their personal, professional and practical skills
- maintain their awareness of a broad range of rehabilitation issues.
The Vocational Rehabilitation Association provide modular and accredited training programmes in vocational rehabilitation. The training is available as stand-alone days or as a complete course, and is accredited to degree or masters level. It is also available as in-house training. VRA work in partnership with a number of universities throughout the UK, and private sector providers. For example:
- University of Salford
- Canterbury Christ Church University
- London Metropolitan University
- Sheffield Hallam University
- Harrison Training
- KMG Health Partners Ltd
- Travors (European and UK Training).
For further information:
2.6 VITES (Visual Impairment and the Training of Employment Specialists)
This Diploma was developed for employment specialists or Consultants working with blind and partially sighted people in an employment context. Originally accredited by the Scottish Qualifications Agency, the qualification currently requires re-accreditation
Prior to the development of this qualification, no nationally agreed and recognised qualification existed for employment specialists working with blind and partially sighted people in any of the partner countries. The VITES Project was funded by the European Union's Leonardo da Vinci Programme.
VITES aims to:
- develop acore knowledge of visual impairment by providing candidates with an overview of the functioning of the eye and common conditions which lead to sight loss
- develop and maintain working relationships with employers to promote opportunities for employees with a visual impairment by providing candidates with the skills and knowledge to advise employers on recruiting and retaining staff with sight loss
- develop and maintain working relationships with clients with sight loss
- provide employment advice to individuals with a visual impairment by carrying out vocational assessments taking into account the client's needs
- develop and maintain relationships with relevant professionals and agencies to meet the needs of individuals with sight loss.
- evaluate and enhance their service
For further information contact:
Kate Storrow
Employment and Learning Services Manager
RNIB Scotland
3. Quality Assurance Standards
3.1 Working Links Quality Excellence in delivery
Working Links have adopted their own Quality Excellence in Delivery (QED) standard, which incorporates a number of external standards including ISO9001, Matrix and OFSTED. It aims to provide a clear definition and approach to quality and offers a continuous improvement programme. It allows the organisation to measure quality and performance across the business.
For further information:
3.2 ISO 9000 and 9001
ISO 9000 is a family of standards related to quality management systems and designed to help organisations ensure that they meet the needs of customers and stakeholders.
Within the ISO 9000 family of standards, ISO 9001 is the international standard for Quality Management Systems (QMS). It provides the host company with a set of principles that ensure a common sense approach to the management of business activities allowing the host company to consistently achieve customer satisfaction.
For further information:
3.3. Matrix
The matrix Standard is a quality framework for the effective delivery of information, advice and guidance on learning and work. It promotes the delivery of high quality information; advice and or guidance by ensuring organisations review, evaluate and develop professionally recognised qualifications and the continuous professional development of their staff.
The purpose of the matrix Standard is to provide a benchmark for organisations to assess/measure their advice, and support services which ultimately support individuals in their choice of career, learning and work goals.
The matrix Standard is made up of four elements: (1) Leadership and Management, (2) Resources, (3) Service Delivery, (4) Continuous Quality Improvement.
The matrix Standard is owned by the UK government's Department of Innovation, Business and Skills. The organisation that is responsible for the management, administration and delivery of the matrix Standardis EMQC.
For further information:
3.4 OFSTED and ESTYN
Inspect and regulate services for those providing education and skills for learners of all ages. Employment Services that currently undergo OFSTED and ESTYN inspections include
- Loughborough College (OFSTED)
- If the pre-employment programme is to be delivered as an accredited training route within our employment services it will need to undergo regular inspections.
For further information:
3.5 Investors in People
Launched in 1991, Investors in People is the UK's leading people management standard. It'sa business improvement tool designed to help all kinds of organisations develop performance through their people.
In April 2010, strategic ownership transferred tothe UK Commission for Employment and Skills who are now responsible for developing and maintaining its integrity.
For further information:
3.6 Disability Symbol
The disability symbol is made up of two ticks and the words 'positive about disabled people'. You will see the symbol displayed on job adverts and application forms.
If an employer uses this symbol, it means they are positive about employing disabled people and will be keen to know about your abilities.
The symbol is awarded by Jobcentre Plus to employers who have made commitments to employ, keep and develop the abilities of disabled staff.
3.7 Clear Assurance Accreditation
DWP have developed the disability Clearkit in association the Clear Company to address employer barriers when recruiting disabled people. This complements and supports the Disability Two Ticks symbol. It has been designed by employers for employers and is an online toolkit that offers free help and support.
The Clear Assured process is an on-line self assessment programme, for organisations to state their commitment to identifying and removing barriers from recruitment policy, process and practice which have the potential to exclude disabled people.
Action for Blind People are accredited to the Clear Assured standard.
For further information:
3.8 Merlin Standard
The Merlin Standard is the standard of behaviour to which prime providers are expected to adhere in their relationship with their subcontractors. It is designed to encourage excellence in supply chain management by prime providers, to ensure fair treatment of sub-contractors and development of healthy high performing supply chains, supporting DWP's commissioning strategy and code of conduct.
The Merlin Standard comprises a set of Principles - Supply Chain Design, Commitment, Conduct and Review - against which prime providers are to be assessed to achieve Merlin accreditation.
The Merlin Standard has been designed by the Department of Work and Pensions. The organisation that is responsible for the management, administration and delivery of the Merlin Standardis EMQC.
For further information:
3.9 European Foundation for Quality Management (EFQM)
The EFQM Model a knowledge management process is based on nine criteria against which to measure progress towards achieving quality excellence.
The EFQM Excellence Model is used as a basis for self-assessment, an exercise in which an organisation grades itself against the nine criteria.
The nine criteria are: leadership, strategy, people, partnership and resources, processes, products and services, customer results, people results, society results, key results.
This exercise helps organisations to identify current strengths and areas for improvement against strategic goals. This gap analysis then facilitates definition and prioritisation of improvement plans to achieve sustainable growth and enhanced performance.
Shaw Trust has adopted the EFQM approach as an umbrella to quality standards.
For further information:
5. Further information
For further information about anything contained in this report, please contact:
Andy White
Employment and Working Age Manager
RNIB Evidence and Service Impact
30 November 2012
rnib.org.uk