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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!
