Fire Service Prince’s Trust Association Nottinghamshire FRS Thursday 29 th September 2011.

Fire Service Prince’s Trust Association

Nottinghamshire FRS Thursday 29th September 2011

The Team programme

Everything a new

FRS Delivery Partner

needs to know

The Team programme - aim

Team aims to increase confidence, motivation and skills and as a result enable unemployed Team members to move into employment, education or training

Team – Positive OutcomesEmployment Education Training Continue to volunteer in the

community

The Team programme

The Team programme is the vehicle to deliver educational qualifications to young people but also a brilliant method for the Fire & Rescue Service to engage with and deliver safety messages to young people and the wider community

Target groups – young people who are;

Unemployed In or leaving careYoung offenders/ex-offendersEducational underachievers

Target groups - continued

Young people from black & ethnic minorities Those with disabilitiesRefugees and asylum seekersLone parents

QualificationsEngland, Wales & Northern Ireland

Certificate & Awards at EL, L1, 2 &3

Certificate/Award in Employment, Teamwork & Community Skills

Scotland – Customised PT Personal Development Award

Funding

England – SFA & YPLA - EFA from 2012)

Wales – WAG

Scotland – Mixture LA’s, Scottish Executive & ESF

Northern Ireland - ESF (Dept of Education & Learning)

Funding

Who pays the piper plays the tune?

Discuss!

Programme staff

Deliver Partner Manager Team Leader Deputy Team Leader Assistant Team Leader Skills for Life Support Workers Student Social Workers Placements – ‘Wellbeing Secondees Other support roles - e.g. Mentor Staffing levels? Qualifications?

Safety Management SystemRisk AssessmentsAccident/Incident ReportingHealth & Safety Training

RequirementsHealth & Safety Help notesProcedure for Emergency Situations

Health & Safety

The Team mix – the secret of success?

A key feature of Team is that it is for a broad mix of 16-25 year olds. Ideally this will include a majority of unemployed and one or two employed Team members along with a 50/50 mix of gender; full spread of ages; ability levels; and social, ethnic and cultural mix reflecting the demographics of the local community

Recruiting - marketing

The networks created are the secret of recruiting and retention success

Is there a recruitment ‘phase’? Identify target groups to best contact

young people• Job Centres, women’s centres, young people’s

services, Connexions, social workers• Local media – newspapers, radio and TV• Taster days• Marketing materials• Other ideas include...................................?

Referred young people – voluntary? What assessments has the young person

already been through? Why was Team thought appropriate If there are concerns about the risk of

accepting a particular young person – discuss the risks and issues – note special measures

Referral agencies role vital Individual Risk Assessment Team Leaders decision final?

Receiving referrals

Safeguarding

Staff Young people?Employed Team members?

Funding – performance relatedWeek 1 - Good attendance and

time-keeping essential. A requirement to attend the residential – minimum 3 days?

Dragged to end of the programme kicking & screaming?

Retention – how to keep ‘em!

Week 1 Induction, Planning & Target-setting

To start the process of team-building

To complete initial self assessments & skills for Life assessments

To set targets and begin action planning

To prepare for the residential week

To understand & put into practice the principles of team-work

To build confidence and a sense of responsibility to others

To establish mutual trust and respect between individual Team members and between them and the Team Leader and other staff

Week 2 Team-building Residential

To develop project planning skills, defiine targets and agree actions

To develop skills including time management, decision-making, organisation and team-working (and where appropriate leadership)

To build a sense of achievementTo develop a sense of responsibility

within the local community

Weeks 3 to 5/6 – Community Project

To apply the skills being acquired on the Team & understand how those skills relate to the world of work

To develop awareness of caring for and tolerance of others

To develop work place skills such as time-keeping and attendance skills

To increase understanding of what sort of work might suit them

To gain current experience to add to CV’s To gain an understanding of the ‘work ethic’ and

prepare for employment

Weeks 6/7 and 8 – Individual Work Placements

To focus on individual plans beyond the programme

To review, discuss and decide upon future options

To improve job search skills To review skills development

Week 9 – Next Steps

To take collective responsibility for the Team Challenge

To demonstrate project planning, problem solving and communication skills

To demonstrate team-work skills To demonstrate understanding and

awareness of needs of others outside their Team

To demonstrate care and tolerance for others

Weeks 10 & 11 – Team Challenge

To review Team experiences To review and re-assess Skills for Life needs and

action plans To provide an opportunity for each Team member to

demonstrate their confidence and presentation skills To persuade others of the value of their experience To focus on what the Team members have learned To say a public ‘thank you and well done’ to those

who deserve this To provide a PR and marketing exercise for the

programme and the Delivery Partner End of Team report

Week 12 – Programme Review and Presentation

Evaluation & Outcome MonitoringEnd of Team leaver questionnaireSoft Outcome Evaluation

• My Journey Evaluation

Hard Outcomes

Day 1 of week 13Positive outcomes Role of referral agencies

Week 13!

Questions?

[email protected]