Training, Consultancy and Access to Work

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Workplace needs

services for the workplace

Phoenix Services

Advice and Training

Advisory services for employers

  • Advice on interviewing, training and managing dyslexic employees, including for human resources staff

Advisory services for employees:

• A psychological diagnostic assessment by an educational psychologist, or an assessment by a specially trained dyslexia tutor (please see ‘Services Provided’ in the information pack for more information on the differences between these assessments, or call us on 020 7388 8744) 
• Advice on interviews
• Training and coaching for the workplace
• Study skills courses
• Career planning
• Preparing expert witness reports for Employment Tribunals Work skills evaluations and suggestions for adjustments

Consultancy
  • Workplace consultancy, including advice on policy, provision of services and adjustments
  • Dyslexia awareness sessions for disability officers, welfare officers or HR departments, either at our office or at your workplace
Lectures, talks and workshops
  • Lectures, talks and workshops to local groups  

Dyslexia in the workplace awareness sessions and courses:
Both the structure and content of courses offered are flexible, which allows us to focus on the particular priorities of the individual or establishment – we can adapt any programme to meet the requests of employers and employees. Equally, if the current course list does not quite meet your needs, we can work with you to develop a course that targets the issues you wish to address.   We provide the following range of courses:   

  1. Continuing Professional Development courses for psychologists, HR personnel, managers and trainers, designed to upgrade skills in assessing dyslexia, understanding dyslexia and the difficulties faced by dyslexic employees, making adjustments and enabling dyslexic employees to become more successful. 
  2. Awareness Raising courses and briefings which can include an explanation of what dyslexia is and how it can affect individuals, an outline of the skills and abilities of dyslexic people, presenting strategies for both individuals and managers to make adjustments and overcome the problems in the work place.

3. Skills Development courses, including Strategies for Success (a short course designed to improve employees’ performance through skill development); Stepping Stones to Success (for people who are unemployed, designed to provide the necessary skills and confidence for finding work); Top up IT training and Creative Strategies Workshops (learning more successfully).    

4. Training for Work course, run on a one-to-one basis and designed to develop skills for specific individuals. Each programme is prepared with the client, and ideally in discussion with their manager or supervisor.   

 5. Work skills evaluations, designed to ensure that the skills of the individual meet the job requirement, and that the dyslexic employee is able to work efficiently. We recommend specific skills training, advise on technological aids that may improve performance, and make recommendations for adjustments to be made, either to the work environment or to the job role.   Although we always aim to support the dyslexic individual, we will assist them to work only in a job that is right for them.   Please call us on 020 7388 8744 for further information on our services.

Access to work - everything you need to know - the workplace

WHAT IS ACCESS TO WORK? 
Access to Work is a publicly funded employment support programme that aims to help more disabled people start or stay in work. It can provide practical and financial support if you have a disability or long term physical or mental health condition.
 

YOU CAN APPLY IF YOU:
Have a disability or Mental health condition
Have an interview for a job and need help with communication
Have just started or are already in work
Are self-employed or a business owner
Are setting up a company or become self-employed

WHAT DOES IT COVER? 

Practical help at work, such as a job coach to help develop work skills and strategies Mental Health Mentoring
A support worker to help with daily activities
Specialist equipment and software for your workplace
Adapting equipment to make it easier for you to use
Money towards any extra travel costs to and from work
Interpreter or other support at job interviews if you have communication difficulties

ANYTHING ELSE I SHOULD KNOW? 

Apply within 6 weeks of your new job. The sooner you apply for Access to Work the more effective it will be and the more support you are likely to get.
You can choose your own supplier, even if they are not in your report.
If you are self-employed or employ less than 50 people you are unlikely to pay for any of the support.

ACCESS TO WORK - THE EMPLOYEE

HOW DO I APPLY?
You can apply Online or by calling the Jobcentre Plus on: Telephone: 0800 121 7479
Textphone: 0800 121 7579
To find out more go to https://www.gov.uk/access-to-work

download as PDF

HOW WILL IT HELP MY COMPANY?
You retain employees with disabilities or long term condition (keeping their valuable skills and saving time and money recruiting a replacement)
Support and value employees by having good employment policies and practices. It provides a safety net for employees with mental health conditions
Make managers more aware and confident of disabilities and mental health conditions

HOW MUCH WILL IT COST? 

You may have to share the cost with Access to Work if the person has been working for you for more than six weeks when they apply for Access to Work. Cost share does not apply to self-employed applicants or to the Mental Health Support Service.

WHAT TYPE OF SUPPORT IS AVAILABLE? 

Support will depend on the employee's needs and their role. It can include:
- Job Coaching & Strategy Training and Mentoring
- Disability Awareness and Training for Managers and other Staff
- Assistive Technology Software and Training
-Equipment adaption and aids, Travel Costs and much more.

ACCESS TO WORK - THE EMPLOYER

HOW TO GET THE MOST OUT OF ACCESS TO WORK.
Make employees aware of the program and support them to apply as soon as they start work and before the 6 week deadline. Train managers to identify possible needs and support applications as soon as possible.
Develop a relationship with a training company (like PDC) and use them for all provision, this will improve outcomes for the employee and company

download as PDF

Key Features

Click for more Info

Online Screening Forms

The way we work

Resources

Other Services

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Your Questions ANswered

We find that we are frequently asked some of the following questions and hope these help - we are always happy to talk or email and if you prefer you can contact us directly

Contact Us
What is a workplace Needs assessment?

A Workplace Needs Assessment enables us to determine the reasonable adjustments, ongoing support and training required to enable individuals with disabilities or specific learning difficulties do their job to the best of their ability.


A workplace needs assessment is carried out, at your workplace, by a qualified Needs Assessor with specialist knowledge of specific learning disabilities.

The first step is to gather some background information, from both the individual and the employer, to determine if a Workplace Needs Assessment is appropriate. We do this via an online questionnaire.


Workplace Assessment

The assessment will be carried out in the workplace. Our specialist assessor will meet with both the employee and their line-manager to discuss the job role, assess the working environment, the employee’s work tasks, equipment used and current coping mechanisms, discuss in more detail the job role and the challenges it presents to the individual. The assessor will also observe the work environment and will need to see examples of the types of work being undertaken. 

Report and Recommendations

On completion of the workplace assessment, our assessor will compile a report of their findings and will make recommendations for adjustments which the assessor believes will help the employee to improve their effectiveness and fulfil the demands of their job role. These may include equipment, software, one-to-one strategy training for the employee, and awareness training for colleagues and managers.

Further support

Ongoing one-to-one support for employees including assistive technology support and strategy training

Disability awareness training for employees.

Consultancy services for employers and managers.

How do I prove that I have a disability to my employer?

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Do I have to disclose my disability to my new employer?

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How do I know how much of the cost my employer will cover?

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