Self-directed support workforce training development (NToW109)
Background
When disabled employers understand the issues and training needs faced by their personal assistants (PAs), it supports the development and progression of the PAs bringing benefits for both parties. Having this understanding can also encourage people with disabilities to utilise individual training budgets where these are available.
This project worked with the recipients of direct payments to raise their awareness of the workforce issues that affect PAs.
The project was delivered by staff from the Herefordshire Centre of Independent Living, the registered charity controlled by disabled and older people with the aim of helping anyone in need of home support to have support in the way they prefer.
Aims/Objectives
The aims of the project were to:
- Raise disabled employers' awareness of workforce issues and develop induction and training that would attract, support and enable PAs to develop and progress
- Develop the skills and knowledge that disabled employers need to maintain positive working relationships with their PAs
- Use peer mentoring and disabled training teams to pilot tools locally
- Develop a template that would provide guidance on the induction of PAs and help employers identify training needs
What happened?
The project had four stages:
- Initial national research on the work of similar new types of working (NToW) projects and local consultation with recipients of direct payments and PAs regarding their views on training requirements
- Development of an induction template/package for PAs
- Piloting the package with a number of employer/personal assistant partnerships
- Identifying key messages and disseminating information
The initial research along with local consultations provided the basis for questionnaires. These covered issues such as difficulties with recruitment, what was considered mandatory training, what training had been provided, what was available and what would help to develop necessary skills and aid retention of PAs.
Outcomes
Over 50 questionnaires were circulated but only 12 were returned. The small number of returns was viewed as indicative of the lack of value placed on induction and training.
The recipients of direct payments identified a number of training needs for themselves and also a number of training requirements for PAs.
The research findings were used to draft an induction pack for individual employers, covering the principles of care and the role of the personal assistant.
The document provided a series of questions suitable for individual circumstances which can be completed as part of a discussion between the employers and the PAs.
Impact on workforce development and how you can use the learning
The intention of the project was that working with recipients of direct payments to raise awareness of their roles as an employer would establish a better employer/employee relationship. The findings from the questionnaires raised some concerns as it appeared that recipients of direct payments have a limited understanding of their role as an employer, although they did indicate a willingness to learn and wanted to be good employers.
A number of new type of worker projects and two Skills for Care regions have produced similar tools. It is important that these are promoted so that others can use prior learning as a starting point to develop their own specific employer resources.
Additional material
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