NOTATER FRA WORKSHOPDELEN

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Peder David Sørensen
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1 NOTATER FRA WORKSHOPDELEN GRUPPE 1: CHALLENGES: 1. Employer barrieres: a. Knowledge, fear bureaucracy. 2. Employee barriers: a. Lack of basic life experience. b. Small benefits causes stress especially for young people. 3. System barriers: a. Lack of cooperation/silo thinking. b. Too few specialists/knowledge. c. Hard to provide continuing and individual solutions. SOLUTIONS: 1. Equipping municipalities less bureaucracy. a. Education of caseworkers direct access to interventions.

System barriers: a. Lack of cooperation/silo thinking. b. Too few specialists/knowledge. c. Hard to provide continuing and individual solutions.

2 b. Interdisciplinary teams review work processes. c. Cooperation of municipalities. 2. Reintegration of people who lost/never had connection to labour market. a. Adopt abeneficiary address the cause. b. Incentives security, job coach, educate/inform employer. 3. Getting the incentive design right, so that also public employers are incentivized. a. Naming/shaming internship for free is part of the problem. b. Financial incentives employers peer support. 4. Integrate employment/health services (mutual understanding) a. Sharing offices (drink coffee together) b. Mutual competences c. Broader educations (change curriculum) 5. Subjectivity of defining mental health problems. a. Frequent reassessment. b. Use existing knowledge. c. Define remaining capacity ( not necessarily medical) i. Keep balance in mind. d. Listen to patient.

b. Financial incentives employers peer support. 4. Integrate employment/health services (mutual understanding) a. Sharing offices (drink coffee together) b. Mutual competences c.

3 GRUPPE 2 CHALLENGES 1. Social benefits not recognized. 2. Integration in mental-health terms (privacy-issues). 3. Culture about full-time/part-time. 4. Flex-jobs (right people in flex-jobs) size-fits-all. Generalized approach. SOLUTIONS 1. Good marketing strategy for (evidence of) IPS/research. a. Mix strategy with solid research and success stories. 2. Trust building a. Successive teambuilding exercises on health & work related issues. 3. Good marketing examples from other countries regarding part-time. 4. Talk to the staff of the jobcenters. They know what is best/what they miss in cooperating.

2. Trust building a. Successive teambuilding exercises on health & work related issues. 3.

4 GRUPPE 3 BORGERENS ØNSKER SKAL VÆRE STYRENDE FOR SYSTEMETS INDSATS. Fælles mål(common goals) o Systemet skal samarbejde og der skal være ressourcer nok. o Ikke kun job men også fælleskab og netværk på tværs af faglighed. Case manager/koordinator (IPS) o Selvvalgt af den psykisk sårbare. Systematisk videndeling, uddannelse og udveksling. o Education and knowledge. Økonomiske ressourcer o Economical manpower DE 5 STØRSTE UDFORDINGER: 1. Forebyggelse skal opprioriteres. a. Prevention needs to be prioritized. 2. Systemet stresser. Nedbryder i stedet for at opbygge, pga. manglende sammenhæng.

o Ikke kun job men også fælleskab og netværk på tværs af faglighed. Case manager/koordinator (IPS) o Selvvalgt af den psykisk sårbare.

5 a. The system stresses individual. Breaks down instead of building up because of lack of coherence. 3. Vidensmæssigt efterslæb indenfor systemet, arbejdsgiver og samfundet generelt. a. Mangler mere uddannelse og afmystificering. b. Lack of competences, knowledge, insight and understanding. More education/competence building up. 4. Ikke prioriterede ressourcer til at give de udsatte tro, tillid etc. a. Resources need to give the individual confidence, hope etc. 5. Tidlig opsporing/intervention er nødvendig. a. Early intervention needed.

Lack of competences, knowledge, insight and understanding. More education/competence building up. 4.

6 GRUPPE 4:

7 1. Incitamenter højere løn ikke lavere ydelser. a. Barrierer hos arbejdsgiveren: b. Velvilje. c. Kollega angst. d. Lovgivningsbureaukrati. 2. Barrierer hos arbejdstager: a. Manglede erstatning. b. Ikke rehabilitering, men habilitering. c. Små penge stor stress. 3. Traumatiserede: a. Hvordan skabes der plads? b. Manglende kontinuitet. 4. Manglende viden hos plejepersonalet/ledelse. 5. Ledelse a. Der der har autoritet mangler kontakt til klienten. i. Kan ikke gennemføre koordinering ansvaret for borgenere. b. Manglende kompetencer hos ledelsen i systemet angst for forandring. 6. Manglende ressourcer til at give individuel behandling. 7. Silotænkning: a. Organisations struktur forhindre individuelle tilbud.

Manglende viden hos plejepersonalet/ledelse. 5. Ledelse a. Der der har autoritet mangler kontakt til klienten. i. Kan ikke gennemføre koordinering ansvaret for bo

8 GRUPPE 5: CHALLENGES 1. Tidlig identifikation af borgere med mentale helbredsproblemer fx afhængighed. a. Fast identification of clients with mental problems and addiction problems. 2. Ændringer af værdier og holdninger, plus viden bland personalet I behandlingssystemet/arbejdspladserne. a. Change values/attitudes among personnel in the treatment system & firms. 3. Få sundheds-, beskæftigelses og socialsystemet til at samarbejde. a. Make the health care, employment and welfare system cooperate. 4. Større fleksibilitet for at imødekomme borgerens behov. a. More flexibility to meet the needs of the clients. 5. Mere fokus på borgens ressourcer end på behandling. a. Focus more on the client s resources than on treatment. 6. Behov for kompetenceudveksling mellem fagområde. a. Need for exchange of competences between different professions.

Få sundheds-, beskæftigelses og socialsystemet til at samarbejde. a. Make the health care, employment and welfare system cooperate. 4. Større fleksibilitet for at imødekomme borgerens behov. a. More flexibility to meet the needs of the clients.

9 LØSNINGER (SOLUTIONS) 1. Forvaltninger skal videregive information om opdagede misbrugsproblemer til andre forvaltninger i samarbejde med borgeren. (One treating authority must forward information about addiction problems to other authorities in accordance with the client.) 2. Sagsbehandleren skal kunne rumme borgere ellers skiftes sagsbehandleren. (The case manager must like the client otherwise the client will be given another case manager. 3. Indarbejde rummelighed I lovgivningen til at imødekomme borgerens behov. (The legalization should be more flexible to meet the needs of the client.)

Sagsbehandleren skal kunne rumme borgere ellers skiftes sagsbehandleren.

10 GRUPPE 6: CHALLENGES 1. Higher Benefits. 2. Resources for employers. a. Money for mentor hours. b. Face to face meeting with potential employers. c. Clear, credible information. 3. Resources for employers a. Master your illness/learn to cope b. Exercise c. Strengthening reality 4. System a. Fever rules b. Better coordination LØSNINGER 1. Rehabiliteringsteams. 2. Best practice:

Resources for employers a. Master your illness/learn to cope b. Exercise c.

11 a. Information til virksomheder(hjælp til løsning af opstående problemer). b. Videoinformation. 3. Økonomiske incitamenter a. Færre indlæggelser. b. Skaber værdi. c. Eksemplificerer fleksibilitet.

12 GRUPPE 7 1. People CSR, på bundlinjen(social responsibility with economic gains). a. Hvordan etableres social ansvarlighed så det giver økonomisk mening. 2. Oplysningskampagner (Enlightenment campaigns) a. Aftabuisering b. Hvad med succeshistoriene? c. Du er ikke din diagnose. 3. Relation(Establish more relations: Employers, citizens and organizations) a. Til arbejdsgiver b. Til borgere/personer/mennesker c. Mellem aktører 4. Fokus op den enkelte( Focus on the individual person not the systemet) 5. Langsigtede koordinerede plander (Longterm coordinated plans)

Hvad med succeshistoriene? c. Du er ikke din diagnose. 3. Relation(Establish more relations: Employers, citizens and organizations) a.

13 GRUPPE 8: SOLUTIONS: 1. Tro på at alle kan noget. a. Believe everbody can do something. 2. Flere penge a. More money 3. Tidlig indsats a. Early action/intervention. 4. En koordinator/coach + ejerskab/empowerment a. Coordination/empowerment. 5. Inddrage frivillige i den virksomhedsrettede indsats. a. Include volunteers in cooperation with workplaces. b. Flere socialøkonomiske virksomheder. CHALLENGES: 1. Ressourcer til indsatsen a. Resources

Coordination/empowerment. 5. Inddrage frivillige i den virksomhedsrettede indsats. a.

14 2. Samme mål resource orienteret tilgang. a. Same goal focus on ressources. 3. Silotankegang/lovgining. a. Silo thinking/legalization 4. Manglende investering i samarbejde med virksomheder. a. Lack of time to invest in cooporating with the workplaces.

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