Standards Review Project Aims Review language Review original “ Foundation Principles ” Review layout Add statements about value of employment Update

Standards Review Project Aims

• Review language • Review original “Foundation Principles”• Review layout• Add statements about value of employment• Update ASENZ background information and history of

Supported Employment in NZ• Consider the need for Interpretive Guidelines• Delineate between governance, management and

operation areas of responsibility

ASENZ expresses gratitude to MSD National Contracts team for funds that greatly assisted this project

Standards Review Team

• Magdel Hammond – Connect Supporting Recovery

• Louise Deane – Jobconnect• John Taylor – Community Connections• Rachel Jones – Gracelands• Roy Wilson – Career Moves• Rob Warriner – Walsh Trust• Joe Riley – MSD National Contracts Team• Les Gilsenan – Whanganui DRCPlus wordsmith John Kavanagh

Sharpening the Cutting Edge!

ANALOGY:• An axe loses its cutting edge through constant use and

lack of maintenance• 1999 Supported Employment represented “cutting edge”

approach• Review 2008/9 re-sharpened that cutting edge!

Sharpening the cutting edge!

SECTION ONE: Introduction

Whole new section incorporating:• Information about ASENZ beginnings aims and

objectives• Statements about intrinsic value of work• History and practice of Supported Employment in NZ• Acknowledging SAMS contribution


SECTION THREE: ….CORE PRINCIPLESOriginal 6 “Foundation Principles” revised and become “Core Principles” or critical characteristics/attributes.

1. ‘Open waged employment’ reinforces open employment for same wages/conditions as others

2. ‘Individualised – based upon partnership’ emphasises meeting support needs within a partnership

3. ‘Direct access to employment pathways’ emphasising timely use of precise job/person match and no ‘getting ready

4. ‘Inclusive services; socially inclusive outcomes’ reinforces no denial of support on any basis

5. ‘”Life match” through choices’ asserts that work is not an end in itself

6. ‘Ongoing workplace support’ emphasises need for quality supports design


SECTION FIVE: Using the standards…• Original eleven standards reduced to six and but retained all original

QI’s, and ‘Transition’ separated and appended.

STANDARD ONE: THE ORGANISATION• Focuses on organisational establishment and development• Describes governance and mangement responsibilities and required

responses• Mistake Page 15 – all Quality Indicators pages 15 & 16 are

‘Management’ responsibilities


STANDARD TWO: CULTURAL RELEVANCE AND RESPONSIVENESS

• Governance, Management (and Operational) responsibilities• Emphasises need to develop a Maori Action Plan (cultural action

plan)

STANDARD THREE: EMPLOYMENT PATHWAYS• Mangement and Operational responsibilities• Emphasises “aspirational” based plans and direct entry to labour

market

STANDARD FOUR: WORKPLACE SUPPORT• Operational responsibilities• Emphasises “whatever it takes” approach to precise placement and

support for as long as required


STANDARD FIVE: COMMUNITY AND EMPLOYER RELATIONSHIPS• Management responsibilities• Highlights need for an explicit marketing plan

STANDARD SIX: “CLIENT” LEADERSHIP• Management (Governance) responsibilities• “Client” voice applied across the breadth of the organisation

Appendix: STANDARD SEVEN: TRANSITION• Management and Operational responsibilities• Essentially, pursuit of employment aspirations drives the process


LANGUAGE

• From “people with disabilities” in 1999 to “people who experience significant disadvantage” in 2009

• Language needed to be inclusive of people who experience mental illness

• Acknowledges that Supported Employment is an approach to employment that has potential for all people who experience disadvantage in the labour market

So the cutting edge has been resharpened!

Honing the cutting edge!

ANALOGY:• For an axe to have ultimate effect, that is to be able to

cut as much wood as possible in a single blow, the edge must not only be sharp but it must be finely/precisely honed

• An axe can be prepared so that it will more or less effectively cut different types of wood but it cuts far less efficiently than an especially prepared axe

• A competition axeman will have at least 3 axes - each axe honed to cut a range of woods such as soft, medium or hard woods

Our future Best Practice needs to be like those axes!


STANDARDS REVIEW 2012• Over the next 3 years we need your application, evaluation and

critiquing of these standards

• We need to know what strategies and actions make your service successful

• Are there areas of your “Quality Assurance Plan” ASENZ could assist with?

What follows are some key areas ASENZ needs you to comment about!


MENTAL HEALTH• What is working for people who experience mental

illness?• What is working for people who experience mental

illness that could apply to all people who experience significant disadvantage?

• What makes for successful Supported Employment outcomes in a Mental Health service?


SAMS/ASENZ “MULTI-PERSPECTIVE APPROACH”

• ASENZ/SAMS developed 2001• Formed the tool SAMS use to evaluate our services• Considered 7 existing ‘Quality Indicators’ and certain

implications for service users, family/whanau and the service provider


FAMILY/WHANAU• How do our services recognise the ‘natural authority’ of

families/whanau?• What part do families/whanau play in our provision of

Supported Employment services?• How real are the conflicts between providing highly

individualised services and the ‘natural authority’ of families/whanau

• What are the cultural impacts of the ‘natural authority’ of families/whanau?

(Refers “The Natural Authority of Families” Michael Kendrick CRUcial Times July 1996)


QUALIFICATIONS• Certificate/Diploma delivery should ultimately reflect the

determined Best Practice• Ideally, our Quality Plans reporting and ‘student’ study

assessments will inform and moderate the material being delivered

• Important that QP’s evidence ‘moderate’ and assessments’ ‘inform’ until there is evidence


RESEARCH• Need to research the efficacy of Supported Employment

in NZ• Should be longitudinal – say 4 year study• Challenged by Geoffrey Waghorn 2006• ASENZ constitutional obligation• Ultimately, ASENZ would have a system to collect data

for and beyond


TRANSITION• Do we need an explicit set of standards beyond the MSD

guidelines?• Could be the right opportunity for ASENZ to re-assert that

“community participation” falls out of the exploration or pursuit of employment

• Is the current “Transition” program working?


BEYOND “A FRAMEWORK FOR QUALITY” 3RD EDITION• In 1999 our standards represented the “cutting edge”

principles and practice of all disability service provision in NZ

• 10 years later our standards would seem to have been surpassed by far better resourced quality developments

• 25 of 51 ‘Quality Indicators’ are generic to a range of other disability services eg MOH DIAS services

• The remaining 26 QI’s specifically represent Supported Employment practice and form the foundation for the development of a ‘Code of Practice’

Honing the cutting edge!A CODE OF SUPPORTED EMPLOYMENT PRACTICE

Definition and Context: • Set of recommended/preferred processes, actions

and/or structures applied within a framework or setting• Not generally supported by legal mandate but may imply

considerable imperative force such as conferring an organisation’s status, funding, prestige

• May be linked to an individual’s professional development within a competency framework

• Provides an authoritative reference point that systematically assures academic quality of training programs, awards and qualifications

• Development of a code requires extensive advice from a range of knowledgeable practitioners


QUOTE

Abraham Lincoln: Give me 6 hours to cut down a tree and I will

spend the first 4 hours sharpening the axe!

It is 3 years to the next review.Let’s spend the next 2 years in a process of honing the sharp edge we already have!

Documents

Standards Review Project Aims Review language Review original “ Foundation Principles ” Review layout Add statements about value of employment Update