Lifeworks Evaluation Report Digital

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LIFEW RKS AN INDEPENDENT EVALUATION OF LIFEWORKS

RESEARCHED BY EMILY JONES, CORIN EGGLESTONE AND SARAH DOWNES

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CONTENTS

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2015 RBLI COMMISSIONED THE LEARNING AND WORK INSTITUTE TO UNDERTAKE AN EVALUATION OF THE LIFEWORKS PROGRAMME. THE AIM: TO ASSESS ITS IMPACT ON PARTICIPANTS’ EMPLOYMENT OUTCOMES.

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FOREWORD

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THE ARMED FORCES

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THE DISABILITY EMPLOYMENT GAP

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WHO LIFEWORKS SUPPORTS

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FINDINGS

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RECOMMENDATIONS

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HOW THE PROGRAMME WORKS

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THE LEARNING & WORK INSTITUTE

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THE EVALUATION

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ABOUT LIFEWORKS

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EVALUATION METHODOLOGY

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EVALUATION FINDINGS

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SUGGESTIONS FOR IMPROVEMENT

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COMPARATIVE ANALYSIS

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CONCLUSIONS

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RECOMMENDATIONS

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FOREWORD During the 6 years I have been CEO of Royal British Legion Industries (RBLI), I have seen LifeWorks go from design to delivery. I am proud to be leading a charity which champions innovation and is passionate about improving lives and LifeWorks is the epitome of the good work we do.

The work of our LifeWorks team, the trainers, support team and the academics behind it has been outstanding, and has improved the lives of 100s of ex-service personnel across the UK, including many whose lives have been touched by injury or ill health.

Whilst the achievements of LifeWorks so far have been excellent, we believe we can do more. We can certainly reach more Veterans, all over the country. At RBLI, we are committed to using our expertise to help people beyond the military community. This is why we are asking the government to invest in LifeWorks as part of their commitment to halve the disability employment gap. With nearly 80% of previous LifeWorks delegates having a disability or health condition, we are confident the programme could have a big impact on the wider community of people with disabilities in the UK who are out of work.

Halving the disability gap is a big ambition, which if the government is to be successful in achieving, must have investment to match that ambition. Helping 1.2 million more people into work is not a small order, but we believe it can be done, and we believe LifeWorks is the way to do it.

I am delighted that the Learning and Work Institute undertook this evaluation for us, and would like to thank the team there for all their hard work over the last year. It is now time for us to showcase these results and look forward to the potential of LifeWorks, and how we can use it to improve more lives in the future.

STEVE SHERRY CMG OBE CHIEF EXECUTIVE

"WE ARE CONFIDENT THAT THE LIFEWORKS PROGRAMME COULD HAVE A BIG IMPACT ON THE WIDER COMMUNITY OF PEOPLE WITH DISABILITIES IN THE UK WHO ARE OUT OF WORK." 5

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THE ARMED FORCES In 2013/14, 23,360 individuals left the Armed Forces. Today, over 120,000 ex-service personnel are unemployed. Whilst support is available to those leaving service, not all ex-service personnel take up this support. Even with a successful transition, Veterans can face unemployment later in life due to issues such as redundancy, ill-health or disability.

120,000 VETERANS IN THE UK WHO ARE UNEMPLOYED

Several charities and support organisations provide individualised support to Armed Forces veterans who face challenges to resettlement and employment. Royal British Legion Industries’ LifeWorks course offers intensive, tailored employability and resettlement support to Veterans.

UNEMPLOYMENT ALONE CARRIES C O S T S O F A P P R O X I M AT E LY

£21 M 6

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THE DISABILITY EMPLOYMENT GAP Our society today needs to face some difficult truths. Whilst the unemployment rate across the country is now under 5%, not everyone is benefiting. The employment rate for non-disabled people stands at 80%, for disabled people the story is very different.

In 2015, the government announced their aim to halve this gap – a big ambition which would help approximately 1.2 million more disabled people into work.

In March 2016, the Work and Pensions Select Committee launched an inquiry on the disability gap. RBLI submitted written evidence to the committee and were subsequently invited to give oral evidence.

RBLI Chief Executive, Steve Sherry, said the investment in the campaign “must match the ambition”. Other providers of employment support for disabled people giving evidence, including Kennedy Scott and Shaw Trust, agreed.

The Learning and Work Institute have recommended that ‘RBLI should consider developing the programme specifically around adults with health conditions’ – if the government were to invest in LifeWorks for this purpose, it could be a step towards closing the gap.

H A LV I N G T H E D I S A B I L I T Y E M P L O Y M E N T G A P W O U L D M E A N

1.2 Million MORE DISABLED PEOPLE INTO WORK

AT THE END OF 2015, THE EMPLOYMENT RATE AMONGST DISABLED PEOPLE STOOD AT JUST 47%, A SHOCKING DIFFERENCE OF OVER 30% 9

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WHO WE SUPPORT

COURSES BOOKED SO FAR 2016-17

The LifeWorks employment support programme involves a period of intensive face-to-face support followed by ongoing reachback and remote support.

LifeWorks was designed to help ex-service personnel struggling to find work ,and since its launch five years ago has helped over 600 ex-service personnel into work.

600

COURSES DELIVERED 2015-16

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EX-SERVICE PERSONNEL SUPPORTED THROUGH L I F E W O R K S T O D AT E

VETERANS FAMILIES EX-OFFENDERS

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FINDINGS

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79% of the ex-service personnel who attend LifeWorks have a health condition or disability. This proportion is considerably higher than the proportion of Armed Forces leavers with reported health conditions (around 7%) and suggests that LifeWorks is currently targeted towards Veterans who face complex challenges to gaining sustainable employment, especially those with disabilities and physical and mental health conditions.

Comparative analysis found that LifeWorks outperforms both the Work Programme and Work Choice. As a result, LifeWorks offers a unique and successful service in helping veterans to transition from a military to a civilian career and LifeWorks advisors offer highly specialised and effective support. It also has huge potential to support those beyond the military community.

79%

OF EX-SERVICE PERSONNEL W H O AT T E N D L I F E W O R K S H AV E A H E A LT H C O N D I T I O N O R DISABILITY

Analysis of employment outcome data found that 6 months after completing the course:

Analysis of employment outcome data found that 1 year after completing the course:

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Over half of delegates were in employment

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Over half of delegates were in employment

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Over two-thirds of these were in full-time employment.

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Three quarters of these were in fulltime employment

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Three quarters of delegates had achieved positive career outcomes, including employment, training and volunteering

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Over four fifths of delegates had achieved positive career outcomes, including employment, training and volunteering

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In general, delegates were very positive about their experience of the LifeWorks programme. All delegates interviewed would recommend LifeWorks to ex-Armed Forces personnel. Delegates were particularly positive about the ongoing support received through the 12 month ReachBack process. All delegates interviewed had a strong positive relationship with the RBLI representative who contacted them, and many delegates viewed the follow-up calls and emails as an integral part of LifeWorks’ success.

RECOMMENDATIONS FOR RBLI TO CONSIDER INCLUDE: •

Increasing the visibility of LifeWorks among the veteran community to ensure that all those who can benefit know about the opportunity

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Further developing the course to meet the needs of delegates living with longterm health conditions

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To evaluate the sustainability of employment outcomes over a longer period of time. This could also support any further development of LifeWorks to meet the needs of those living with long-term health conditions

"WITHOUT A DOUBT, LIFEWORKS HAS CHANGED MY LIFE." Ex-serviceman, Jamie, attended LifeWorks in Kent, 2014

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HOW THE PROGRAMME WORKS VOCATIONAL ASSESSMENT

The course is personalised using an in-depth vocational assessment complete prior to attendance which focuses on skills, goals and traits. This allows the trainers to better support individuals when they attend the course and help them confirm appropriate and realistic job goals. RBLI believe this is one of the key factors in the success of the course.

THE FIVE DAYS

At the beginning and end of the course, delegates complete a softskills measurement tool which allows for analysis of various skills. Analysis of this data pre-and post-course demonstrates an increase for all employability skills areas – searching for work self-efficacy, want to return to work, feeling motivated and positive, management of health/disability, realistic achievable job goals, job seeking skills, social and communication skills. Further analysis within each skill suggests that delegates who want to return to work and believe they have realistic job goals, particularly at the beginning of the course, are most likely to secure employment.

Delegates undergo the ‘Coaching 4 Change’ module which was developed by RBLI Head of Wellbeing and Occupational Psychologist, Sharon Patmore, who has over 20 years of experience in the employment support sector. This supports them to recognise the effect of perceptions, beliefs and values on actions, and understand the value of effective communication. It also helps build confidence and self-esteem.

The course also focuses on helping individuals gain and develop key employability skills including CV writing and interview technique.

AFTER THE COURSE

Following attendance at the five-day course, individuals are able to access advice and support remotely via telephone, email and on social media indefinitely. The LifeWorks team also operate a formal 12 month reachback process which aims to ensure those who have undertaken the course are progressing towards their goals and help with anything they may need.

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THE EVALUATION INTRODUCTION WHO ARE THE LEARNING AND WORK INSTITUTE? Learning and Work Institute (L&W) is an independent policy and research organisation dedicated to promoting lifelong learning, full employment and inclusion. We research what works, develop new ways of thinking and implement new approaches. Working with partners, we transform people’s experiences of learning and employment. What we do benefits individuals, families, communities and the wider economy.

L&W brings together over 90 years of combined history and heritage from the National Institute of Adult Continuing Education and the Centre for Economic & Social Inclusion.

In 2015, Royal British Legion Industries (RBLI) commissioned L&W to undertake an independent evaluation of the LifeWorks programme. LifeWorks is a five day course that aims to equip exArmed Forces personnel with the tools to get into and maintain an appropriate civilian job. It takes an innovative approach to supporting groups of individuals to develop their self-efficacy in job-seeking and finding work, using an assessment and coaching approach. The programme has been operating for 4 years and around 600 individuals are likely to have benefited from the programme to date.

The overall aim of the evaluation is to assess its impact on participants’ employment outcomes. In addition, L&W analysed data collected through RBLI’s Softskills measurement tool for external validation. This report presents the findings of the evaluation and makes a set of recommendations based on the evidence.

CONTEXT In 2013/14, 23,360 individuals left the Armed Forces.1 Transitioning from the Armed Forces to civilian life and work can be a complex process with many challenges for individuals and organisations. The Career Transitions Partnership (CTP) Resettlement Programme, funded by the Ministry of Defence, aims to address some of these challenges and enable those leaving the forces to lead fulfilling civilian lives. The costs associated with poor transitions – which include risks of homelessness, alcohol and substance misuse, debt, psychiatric treatment and short-long term unemployment – have been estimated to be around £113.8 million.2 Unemployment alone carries costs of approximately £21 million, whilst psychiatric treatment for common neurotic disorders and post-traumatic stress disorder (PTSD) carry costs of approximately £16 million.

There are several charities that provide targeted support to veterans including: The Warrior Programme; SSAFA Mentoring, RFEA Compass Employment Programme; the Poppy Factory Employability scheme; Employ-Able from Poppy Scotland; and On Course Foundation Employment Programme.

Each of these are described in the following pages.

1. Ministry of Defence (2014) Ad-Hoc Statistical Release Career Transition Partnership: Follow-up Questionnaires, available at: https://www.gov.uk/government/uploads/system/uploads/attachment_data/ file/434406/20150522_CTP_official_statistic_0910_1314Revised.pdf [accessed 8th March 2016], p. 6.

2. Forces in Mind (2013), Transition Mapping: Understanding the Transition Process for Service Personnel Returning to Civilian Life, p. 7.

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CAREER TRANSITION PARTNERSHIP (CTP) The Ministry of Defence contracts Right Management to provide the Career Transition Partnership (CTP) support programmes that help support those leaving the Royal Navy, Army, Royal Air Force or the Royal Marines to make the transition to civilian life. This includes facilitating access to education, training, mentoring and coaching to support veterans to find civilian employment. Those who have completed at least four years service are entitled to benefit from the full resettlement programme, which begins up to two years before an individual leaves the forces and can continue for up to two years after leaving.

CTP Support is graduated and delivered in three tiers.

TIER 1 offers resettlement information through a staff officer. This will include information about what is available and signposting to services that can offer the support to which they are entitled.

TIER 2 offers support through a Resettlement Advisor who facilitates the delivery of support from individual services at a regional level.

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Comparison with the Labour Force Survey (LFS) indicates that the employment rate for Armed Forces leavers who used the CTP service was consistently higher than the average for the UK population during the same period.8 However, this employment rate is markedly lower for those with declared medical conditions and no LFS comparison has been carried out for this demographic.

CTP: FUTURE HORIZONS The Future Horizons programme provides support for Early Service Leavers (ESLs).

The programme is open to all ESLs across the Forces irrespective of how long they have served or why they are leaving the Forces. The programme was developed by the Education, Resettlement and Job Finding Cluster of the Confederation of Service Charities (COBSEO), and is funded through the Forces in Mind Trust with investment funding from the Royal British Legion.9 Future Horizons was trialled with infantry ESLs and independently evaluated in 2013.10 During the evaluation 777 ESLs were engaged with a uptake rate of 99%.

Around half of those who leave the forces each year are classed as Early Service Leavers and receive only Tier 1 support. A further 10% qualify for Tier 1 and 2 support, and 40% qualify for full support across all three tiers.4

The programme tracked ESLs as they left the Forces and offered ‘a range of employment and training support and opportunities’ that were delivered through partner organisations.11 After 6 months on the programme, 63.4% of ESLs were in employment or training and 90% of ESLs said that they would recommend the programme to others.12 In addition to helping ESLs find employment, the evaluation also ascertained that 302 ESLs have been in employment for 13 weeks or more, meeting the then-standard Department for Work and Pensions (DWP) sustainability test.13

Of the 23,360 individuals who left the Armed Forces in 2013/14, 19,540 were eligible to use the services provided by the CTP and 14,630 engaged with CTP services.5 Evaluation data compiled by the Ministry of Defence indicates that:

WARRIOR PROGRAMME

TIER 3 offers a tri-service resettlement programme delivered by CTP Advisors, including education and training opportunities, mentoring and employment support before and after leaving the Forces.3

•

84% of those who use CTP services gain employment within six months of leaving the Armed Forces

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9% of those who use CTP services remained unemployed within six months of leaving the forces

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9% of those who use CTP services were economically inactive within six months of leaving the Forces6

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13% of those use used the CTP services in 2013/14 were medically discharged.

Of these:

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76% had gained employment within six months

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13% remained unemployed7

3. Forces in Mind, p. 13.

4. Forces in Mind, p. 6.

5. MOD, 2014, p. 6. Of the services leavers that did not engaged with CTP services, 3,820 were Early Services Leavers and thus ineligible for CTP support; a further 3,410 were eligible but did not use the service and 1,320 individuals were not recorded on the CTP database for unknown reasons.

6. MOD, 2014, Figure 1: UK Regular Service Personnel Who Used CTP Services, p. 7.

7. MOD, 2014, p. 18.

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Founded in 2007, the Warrior Programme is a charitable organisation that provides services to people with emotional distress, including depression, anxiety and PTSD. The aim of the organisation is to support individuals to achieve their goals and reduce the negative consequences of emotional distress, such as addiction, unemployment, social exclusion and homelessness.14 The Warrior Programme uses techniques based on Time Line Therapy (TLT) to reduce dysfunction associated with emotional distress or stressful events. It involves a three-day residential coaching programme that teaches techniques to increase motivation and overcome negative emotions and associations.

Post-course, participants have the opportunity to attend monthly and quarterly workshops to review their situation, refresh skills and refocus on their goals.15 The effectiveness of the programme was evaluated through a randomised controlled trial (RCT) conducted by the University of Southampton.

8. MOD, 2014, p. 22.

9. Fossey, M. (2013) Transition Support for British Army Early Service Leavers: An Evaluation of the Future Horizons Programme, p. 5.

10. Since this trial the programme has been rolled out to other units and Forces.

11. Fossey, p. 3.

12. Ibid.

13. Ibid.

14. Nicola Fear and Neil Greenberg (2015), The Warrior19 Programme: Randomised Control Trial 2015, p. 4.

15. The Warrior Programme, http://www.warriorprogramme.org.uk/

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The sample consisted of 52 participants allocated randomly to either the treatment or control groups. Employment status within the group was as follows: •

33% were already employed

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21% were unemployed and searching for work

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44% were unemployed and not searching for work

The majority of participants (90%) reported being diagnosed with a mental health problem; 81% of these were receiving some kind of help and support for their condition.

Compared to the control group, those who received the treatment reported ‘a statistically significant decrease in functional impairment scored based on the Work and Social Adjustment Scale (WSAS)’ along with ‘statistically significant improvement in Clinical Outcomes in Routine Evaluation (CORE) scores’ and selfreported anxiety, depression and PTSD scores.16 At three months post-intervention this positive impact was still statistically significant, although somewhat reduced.

Although employment outcomes were not directly measured in the RCT, there is some indication that the Warrior Programme had a positive impact on employment.

A follow-up with 41 participants in February 2014 found that employment among this subset has increased from c.41% to 49%. Interestingly, of the participants who were neither working nor looking for work at the time of participation, 52% had secured employment by February 2014.

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Table 1: Work Programme Evaluation Point A

Point B

18% were currently employed

33% were currently employed

22% had been employed during the previous six months

44% had been employed during the previous six months

44% of those employed were on part- 43% of those employed were on parttime or temporary contracts time or temporary contracts 13% of those employed were self employed

15% of those employed were self employed

At Point A, 18% of participants were currently employed and just over one fifth had been employed at some point during the previous 6 months. At point B, 33% of participants were currently employed, and just over two fifths had been employed at some point during the previous six months.

WORK PROGRAMME AND WORK CHOICE

The Work Programme accepts referrals from individuals receiving Job Seekers Allowance (JSA) and those receiving Employment Support Allowance (ESA). ESA is targeted at individuals who are unable to work due to illness or disability. Analysis of data collected between June 2011 and Jun 2014 shows that, in general, success rates for ESA claimants are considerably lower than for JSA claimants.

The Work Programme is a welfare-to-work scheme that offers support, work experience and training for up to two years to help people find and retain employment. Individuals claiming Job Seeker’s Allowance (JSA) for more than 3 months, or Employment Support Allowance (ESA) claimants in the Work Related Activity Group.

Between 10 and 25% of JSA claimants aged 18-24 had achieved a job outcome 12 months after being referred to the Work Programme. Between 8 and 20% of JSA claimants aged 25+ had achieved a job outcome in the same timescale. Only between 2 and 6% of ESA claimants, however, were successful in achieving a job outcome 12 months after referral to the Work Programme.17

The Department for Work and Pensions commissioned a large scale evaluation of the Work Programme that tracks the performance of the programme since its launch in 2011 from a range of angles. The evaluation found that the majority of participants were young white males without health conditions with either no or low-level qualifications.

Job outcomes for Work Programme participants were measured at two different points: Point A was six months after beginning the programme; Point B was two years after beginning the programme. Key findings of the evaluation are summarised in Table 1, opposite.

The ESA group includes individuals that are new ESA claimants and those transferred from Incapacity Benefit. Data analysed by the Centre for Economic and Social Inclusion in 2015 shows that new ESA claimants are more likely to achieve job outcomes than those that were claiming Incapacity Benefit.18 This suggests that Work Programme Support is potentially more effective for those individuals closer to employment. Indeed, the least likely demographic to achieve a job outcome through the Work Programme were male participants over the age of 55 with a health condition and/or disability, low or no qualifications or no recent work experience.

17. Aliyah Dar, Work Programmes: Background and Statistics Briefing Paper (London: House of Commons Library, 2015), p. 6.

18. Centre for Economic and Social Inclusion (2014) Work Programme statistics: Inclusion analysis, Centre for Economic and Social Inclusion, UK <http://webcache.googleusercontent.com/search?q=cache:http:// stats.learningandwork.org.uk/websitw_documents/wpjune15/WP_stats_briefing_June2015.docx&gws_ rd=cr&ei=D1AOV9WLDoSpa-KXlYgI>

16. Fear and Greenberg, p. 5.

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Alongside the Work Programme, Work Choice is a voluntary scheme that provides support with training and skills development, confidence building and interview coaching to disabled people. There are three levels of help depending on the level of support needed: work entry support provides six months of preemployment advice and development; in-work support provides up to two years of on-the-job support; longer-term in-work support extends this support for a longer period of time.

On average 26.5% of participants achieved a job outcome. Just over half of those who achieved a job outcome found short-term employment with in-work support. Just under a third of those who achieved job outcomes found shortterm employment with no in-work support. Of those who achieved short-term unsupported employment, 18% remained in employment for longer than 26 weeks.

ADDITIONAL SUPPORT Other third sector organisations offer a range of personal and employment support to ex-Armed Forces personnel.

These programmes tend to be targeted to meet specific needs. The SSAFA Mentoring scheme, for example, offers specialist support for sick and injured Armed Forces veterans, whilst the On Course Foundation has structured an employability programme around managing and organising golfing competitions and businesses.

The RFEA offers employment support through their Compass Programme, which includes personal advisors who work closely with Jobcentre Plus Armed Forces Champions to provide access to tools and facilitates for job searching.

Poppyscotland offer a service to veterans who are finding the transition to civilian life challenging. The support incorporates Scottish Association for Mental Health (SAMH) Employment Advisors to tailor advice and guidance to the needs and requirements of individuals.

"I HAD AN ABSOLUTELY BRILLIANT WEEK ON LIFEWORKS... I WOULD RECOMMEND THIS COURSE TO ANYONE. THE INSTRUCTORS WERE FANTASTIC, THE COURSE IS COMPLETELY INCLUSIVE." Phil, ex-serviceman, attended LifeWorks in Liverpool, May 2015

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LIFEW RKS ABOUT THE COURSE LifeWorks is a five-day course which aims to equip ex-Armed Forces personnel with the tools to get into and maintain an appropriate civilian job. It takes an innovative approach to supporting groups of individuals to develop their selfefficacy in job-seeking and finding work, using an assessment and coaching approach.

Its personalised approach, where each individual works in real-time and real circumstances, allows individuals to address specific needs within their situation and circumstances; learning and understanding how to overcome barriers that prevent movement towards gaining work. In contrast, most employability programmes for Armed Forces veterans tend to be delivered in a fragmented way with each of the job-seeking skill modules being either provided on a one-toone basis, where the work is predominantly completed between the employment advisor and jobseeker, or in groups where material is delivered in a more taught manner.

LifeWorks also provides individuals with an opportunity to be psychometrically assessed, in order to help ensure that their identified job goal is both realistic and achievable. Goals are discussed with a trained Vocational Assessor to refine and assess until more specific work options are clearly identified.

The LifeWorks delivery team combines a wide range of professionals including trained life coaches, vocational assessors, physiological and psychological condition management expertise to address health difficulties, ex-military personnel, careers advice and guidance professionals, welfare and housing experts. The team works in an integrated manner to ensure that the right person deals with the needs of individuals at the right time.

The LifeWorks programme has been operating for five years. At least one course runs per month, with approximately 10 participants per course, such that nearly 600 individuals are likely to have benefited from the programme to date. At present, data is gathered from participants at the start and end of the course, using a distance-measured tool called Softskills. In addition, internal review suggests that between 70-86% of participants who are able to work secure employment, volunteering or education/training.19 19. ‘Able to’ means that they are not still serving or already in paid employment.

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COURSE STRUCTURE

Delegates typically contact RBLI after receiving information or recommendations from friends, colleagues or mentors working with other support organisations.20 The LifeWorks process begins with an initial telephone call to establish whether the programme could be of benefit to that individual. Following an initial in-depth telephone interview with a Vocational Assessor, delegates are booked onto the five-day course where they receive group and one-to-one training that is designed to help them achieve their goals.

The LifeWorks course is comprised of three core elements: Vocational Assessment, Employability Skills and Coaching 4 Change.

VOCATIONAL ASSESSMENT

Conducted by a qualified Vocational Assessor, this element of the course consists of a telephone interview which forms part of the screening process. There are also one-toone discussions during the five-day course that build on this initial interview. A series of assessments – which may include Career Preference Profiling (CPP) and aptitude tests, among others – allow the delegate and assessor to explore the individual’s career preferences and identify appropriate career goals. Assessments are tailored to suit the requirements and circumstances of each individual based on the emerging outcomes of the ongoing dialogue between delegate and assessor. At the end of the five-day course, an individual report will be provided. This may include: identified potential career goals, career progression research, specialised assessment feedback and interpretation in terms of vocational goals, recommendations for further training and development, and potential future support requirements and adjustments in the workplace.

EMPLOYABILITY SKILLS

Specialist trainers deliver a series of modules covering a range of information on accessing employment. This includes: CV design and development, completing job application forms, interview and communication skills, researching vocational options and indentifying transferable skills. The delivery of the modules is dictated by delegate need and there is one-to-one support available in all sessions.

COACHING 4 CHANGE

The Coaching 4 Change module focuses on understanding the effect of imposed change and chosen change, recognising the effect of perceptions, beliefs and values on actions, and understanding the value of effective communication. A series of individual and group activities enable delegates to develop confidence and selfesteem, which in turn help to create readiness to consider the next positive step forward.

20. These include SSAFA Mentors, Jobcentre Plus Armed Forces Champions, and Military Mentors.

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REACHBACK

Following the 5-day course delegates receive ongoing support through a ReachBack process. This involves an Advisor from RBLI contacting delegates at set intervals to review their circumstances and their evolving needs. At each ReachBack point, additional support and signposting to other helpful services is provided and the representative supports the delegate to work through any emerging challenges.

Delegates can also then be referred back to their Vocational Assessor or Specialist Trainer for further support as required. The formal ReachBack schedule extends to 12 months after completion of the five-day course, however, ongoing support is provided to those delegates who require it. Table 2 below details the ReachBack schedule.

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“I WOULD URGE ANYONE STRUGGLING TO FIND WORK TO GET IN TOUCH WITH LIFEWORKS AND RECEIVE THE SUPPORT THEY NEED.” Ros Jones Mayor of Doncaster

Table 2: ReachBack Schedule Time Point

Activity

Completed By

End of course

Complete course evaluation

Delegate

2 weeks after course

Informal Support Call

RBLI Advisor

5 weeks after course

Letter to self

Delegate (written during course)

8 weeks after course

1st Survey

Delegate

12 weeks after course

Informal support call (Optional as required)

RBLI Advisor

18 weeks after course

Informal support call

RBLI Advisor

26 weeks after course

2nd Survey

Delegate

52 weeks after course

Informal support call

RBLI Advisor

Ongoing

Ad hoc support calls

RBLI Advisor/Delegate

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EVALUATION METHODOLOGY This project aimed to provide an independent assessment of the LifeWorks programme with particular focus upon the employment and self-efficacy outcomes for participants. In addition, the project intended to validate the distance travelled tool known as Softskills. The objectives of the evaluation were: 1. To validate internal review evidence on the impact of the programme on progression into further learning and work.

2. To explore the effectiveness of LifeWorks in assisting delegates to develop their self-efficacy towards finding and obtaining work or education.

3. To measure whether LifeWorks affects the mental wellbeing of delegates, and explore whether there are differences between delegates that progress into employment or education and those that do not.

4. Validate the Softskills measure (a distance travelled tool) that captures the delegates’ perception of a range of elements that impact on job seeking.

5. Produce an evaluation report with recommendations for improvements in the design and delivery of the programme.

The research adopted a mixed methods approach. As data had already been collected and stored by RBLI, methods drew upon this pre-existing data, supplementing it with further qualitative data to produce a detailed evaluation framework.

THIS PROJECT AIMED TO PROVIDE AN INDEPENDENT ASSESSMENT OF THE LIFEWORKS PROGRAMME WITH PARTICULAR FOCUS UPON THE EMPLOYMENT AND SELF-EFFICACY OUTCOMES FOR PARTICIPANTS.

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STAGE 1 DESK REVIEW A comprehensive literature review was conducted to explore the structure of the LifeWorks course, the support offered to veterans from various sources and the impacts of this support. Sources included: the Career Transition Partnership, The Warrior Programme, RFEA, SSAFA Mentoring, the Poppy Factory, Poppy Scotland and Work Programme/Work Choice.

The review allowed the research team to gain a thorough understanding of the LifeWorks programme and benchmark employability support for veterans.

STAGE 2 QUANTITATIVE DATA ANALYSIS Using pre-existing data collated by RBLI, quantitative analyses explored the experiences, outcomes and impact of delegates’ participation in LifeWorks. The analysis consisted of three parts: (1) a description of delegates’ demographics, (2) analyses of employment outcomes and (3) an analysis of Softskills questionnaire scores.

1. Delegates’ demographics were presented as aggregate data with the percentage of delegates who corresponded with each demographic category given. Due to small sample sizes, several demographic categories were combined for the quantitative analysis: type of service was combined into ‘Army’ or ‘Other’; health conditions were combined into either the presence or absence of a health condition; and marital status was combined into either living with a partner or not living with a partner.

2. A summary of the number of delegates who had experienced each outcome was given alongside a comparison between employment outcomes and demographics.21 Due to small sample sizes, each employment outcome was not separately analysed. Rather, two sets of analyses were conducted, each involving two categories of employment outcome: •

Any type of employment (including full-time, part-time and selfemployment) versus any other outcome; and

•

Any type of unemployment (including unemployment, economic inactivity and retirement) versus any other outcome

3. Analysis of the Softskills scores also involved two stages; pre-intervention (completed at the start of the course) and post-intervention (completed at the end of the course). Questionnaire scores were compared to measure distance travelled.22 Secondly, scores were compared with employment outcomes to explore correlations between the two.23 All reported percentages have been rounded to the nearest whole number and so the total may sum slightly more or less than 100%.

21. Employment outcomes and demographics were analysed using chi-squared, Mann-Whitney U and Kolmogorov-Smirnov tests.

22. Using a Wilcoxin Signed Rank test.

23. Using a Mann-Whitney U Test. Since the Softskills questionnaire was revised in April 2015, the Softskills analysis was conducted twice: once for delegates who29had participated in the Lifeworks course before April 2015 and once for those who had participated afterwards.

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STAGE 3 QUALITATIVE INTERVIEWS Qualitative interviews with LifeWorks delegates were conducted to collect indepth data on their overall experience and impact of the LifeWorks programme.

These interviews explored the impact of the programme on delegates’ mental wellbeing, confidence and self-efficacy alongside the tangible work and learning related outcomes.

Following demographic analyses in Stage 2, ten delegates were selected with the following characteristics: a range of ages; at least one delegate from the Royal Air Force, Navy and Royal Marines with the remainder being selected from the Army; three delegates without health conditions; two women; a mixture of employment outcomes.

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EVALUATION FINDINGS The data used in the evaluation was obtained from three discrete sources. Firstly, RBLI submitted anonymous ReachBack data that included detailed delegate demographic information and employment outcomes. Secondly, RBLI submitted anonymous matched pre and post-course Softskills data. Thirdly, interviews with a selection of delegates were conducted to gather rich qualitative evidence of the impact of the LifeWorks course.

A series of four case studies were produced to illustrate the qualitative impacts of the LifeWorks course.

Analysis of the quantitative data provided by RBLI consisted of three subsets: aggregate demographic profiling; employment outcomes; Softskills analysis. This analysis was supplemented by qualitative data exploring delegates’ experiences of the LifeWorks programme.

STAGE 4 VALIDATION OF SOFTSKILLS TOOL

ABOUT DELEGATES

Through triangulation with the qualitative data and statistical testing, the research team validated RBLI Softskills distance-travelled tool. This validation aimed to confirm the reliability of the qualitative tool and offer recommendations for development in order to ensure the tool adequately supports delegates.

STAGE 5 REPORTING A detailed evaluation report presenting the quantitative and qualitative findings, together with recommendations for development, was produced and presented to RBLI.

Around three quarters of delegates (76%) had served in the Army, followed by the Royal Navy (13%), Royal Air Force (8%) and the Royal Marines (3%). Just over one third (36%) of delegates served for under six years (see Table 3). Around one quarter (26%) served for 6-10 years, 27% served for 10-22 years and 10% had served for over 22 years.

Table 3: Length of service Length of service

Percent

Under 6 years

36

Six - 10 years

26

Ten - 22 years

28

Over 22 years

10

Base: all respondents who gave their length of service = 202

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The majority (91%) of LifeWorks delegates were men; only 9% were women.

Delegates’ mean age was 45. Figure 1 below shows that the proportion of delegates in each age group gradually increased until the 50 to 60 group, and then decreased sharply for over 60s.

19%

O T H E R M E N TA L H E A LT H

34%

16%

27%

30%

16+19+31864111G

40%

ANXIETY/ DEPRESSION

21% 13% 6%

10%

30-40

40-50

50-60

60+

Almost four in five delegates (79%) reported a health condition or disability.

This demographic profile distinguishes LifeWorks from the CTP Resettlement Programme and the Work Programme, and aligns it more closely with Work Choice and the Warrior Programme.

Figure 2 provides a breakdown of the proportion of delegates reporting different health conditions and disabilities.

Just over one third of conditions (35%) were mental health related, with 16% reporting anxiety and depression. Just under one third of conditions (31%) were musculoskeletal. Other conditions reported included neurological (8%), sensory (6%), cardiovascular (4%), dyslexia or dyspraxia (4%), autism, Asperger's syndrome or ADHD (1%). 11% of delegates reported having ‘Other’ health conditions or disabilities.

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REPORTED HEALTH CONDITIONS

11% OTHER

0% 20-30

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Figure 2: Reported health conditions Base: all respondents who reported a health condition = 160

Figure 1: Age of delegates

20%

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1%

AUTISM/ ADHD ASPBERGER'S

4%

DYSLEXIA/ DYSPRAXIA

4%

8%

6%

NEUROLOGICAL

HEARING/ SIGHT

CARDIOVASCULAR

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45%

M U S C O L O S K E L E TA L

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Table 4 shows the marital status of delegates. Just over two fifths (43%) of respondents indicated that they were single, while 29% were married or in a civil partnership and 5% were cohabiting. Around one fifth (21%) reported that they were separated or divorced and a further 2% indicated that they were widowed.

Table 6: Employment outcome at 26 weeks

Table 4: Marital Status

Employment

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Employment Outcome

Number Full-time employment

28

Part-time employment

11

Marital status

Percent

Self-employed

1

Single

36

Total

40

Married/civil partnership

26

Full-time education

4

Separated/divorced

28

Part-time education

4

Cohabiting

10

Full-time training

1

Widowed

2

Part-time training

2

Total

11

Education or training

Base: all respondents who gave their marital status = 199

EMPLOYMENT OUTCOMES RBLI collect data from delegates, particularly their employment status, at specific time points for up to 52 weeks following their participation in the LifeWorks course. The following two sections present the findings of the analysis of the data collected at 26 weeks and at 52 weeks.

OUTCOMES AT 26 WEEKS As Table 6 shows, 26 weeks after completing the course over half (40 out of 74) of delegates were in employment, with over two thirds (28) of these in fulltime employment. At this point, 11 delegates were participating in some form of education or training, four were volunteering and one was re-enlisting.

In total, three quarters of delegates (56) had achieved positive career outcomes at 26 weeks. Just under a fifth (15) of delegates remained unemployed, with a further two delegates retired and one economically inactive.

Part-time volunteering

4

Re-enlisting

1

Unemployed, retired or economically inactive

Unemployed

15

Retired

2

Economically inactive

1

Total

18

Base: all respondents with ReachBack data at 26 weeks = 74

Employment outcomes and demographics were compared to see if there were any associations between the two. Due to the small sample size, employment outcomes were not compared individually. Rather, two comparisons were made; any type of employment (including full-time, part-time and self-) and any type of unemployment (including unemployed, economically inactive and retired) were both compared with all other outcomes. No association was found between any demographic variable and employment outcomes.

Although no association was found between presence or absence of a health condition and employment outcomes, it is notable that all but one of those who were unemployed, retired or economically inactive had a reported health condition; the lack of significance, however, means that no conclusions can be drawn.

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OUTCOMES AT WEEK 52 As Table 7 below shows, 52 weeks after completing the course over half (42 out of 68) of delegates were in employment, with around three quarters (32) of these in full-time employment. At this point, nine delegates were in some form of education or training and six were volunteering. In total, just over four fifths of delegates (57) had achieved positive career outcomes at 52 weeks. Just under a sixth (10) of delegates remained unemployed, with a further delegate economically inactive.

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Although Table 7 shows a higher proportion of delegates achieving positive career outcomes at 52 weeks, it should be noted that these delegates cannot be matched to 26 week outcomes. As such, the general increase in career outcomes may include forwards and backwards flow between unemployment and employment, education or training that occurred between 26 and 52 weeks.24 No association was found between any demographic variable and employment outcomes. Similar to the results for employment outcomes at 26 weeks, however, it is notable that all delegates who were unemployed or economically inactive at 52 weeks had a reported health condition.

Table 7: Employment outcome at 52 weeks Employment Outcome

Employment

Education or training

Number Full-time employment

32

Part-time employment

8

Self-employed

2

Total

42

Full-time education

3

Part-time education

2

Full-time training

1

Part-time training

3

Total

9

Part-time volunteering Unemployed or economically inactive

6 Unemployed

10

Economically inactive

1

Total

11

Base: all respondents with ReachBack data at 52 weeks = 68

"I WAS LOOKING FOR WORK IN A SHOP AND LITERALLY FROM SPEAKING TO THE ADVISOR, IT CAME TO LIGHT THAT I WAS MORE SUITED FOR CARE WORK, LEGAL WORK OR MANAGEMENT. SINCE THEN I'VE BEEN WORKING DOWN ONE OF THOSE ROUTES." LifeWorks Delegate who is now completing an Access to Higher Education course with a view to re-training.

The success of the LifeWorks course in helping delegates to achieve positive career outcomes was attributed by many interviewees to the combination of vocational assessment, employability skills training and Coaching 4 Change.

Delegates approached the LifeWorks course from one of two vantage points: some had a clear idea of what career they would like to build, whilst others felt unable to find a coherent direction. For the former group, the vocational assessment helped to ‘recalibrate and crystallise’ their aims, and highlight the smaller steps they could take to achieve their goals.

For the latter group, it helped them to understand how their military skills could be applied to civilian work. One delegate noted that ‘you can open up a magazine or a recruitment paper and just browse but you don't know what 24. Further evaluation of the sustainability of career outcomes would necessitate collection of additional data – including job role or employer type – at specific time points that would enable delegates’ individual progression to be tracked over time.

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your skill set is [most appropriate for]’. Speaking with the Vocational Assessor, however, provided a fresh perspective that allowed the delegate to explore employment in other vocational fields.

Helping delegates to gain a better understanding of their skills, abilities and how these could be applied in civilian contexts had a range of positive impacts.

Many delegates reported having found work in vocational areas they had not considered before they attended the LifeWorks course. Other delegates have entered into education with a view to re-training as a result of the guidance they received from the Vocational Assessor. For these delegates in particular, the ongoing support provided by RBLI through the ReachBack process has been important in helping them to remain focused on their goals.

The majority of interviewees reported feeling more confident when applying for jobs following the LifeWorks programme. They attributed this to having a better understanding of their skills and knowing how to relate these skills to specific job descriptions. Because of this increase in knowledge and confidence, delegates also experienced a resurgence of enthusiasm for job searching.

For all delegates, developing employability skills was an important aspect of the LifeWorks course, particularly CV writing and interview skills. As the majority of delegates were already searching for employment when they enrolled on the LifeWorks course, they already had CVs, which listed their qualifications and experience. As a result, the CV writing skills sessions not only focused on compiling a representative CV but also looked at evaluating existing documents in order to make improvements.

One delegate noted that they thought ‘that's probably the most important part of the course for me, because they all say on day one, print your CV off, let's see you what you've got and they just tear it up completely’.25 The ‘tearing up’ of the

"THAT WAS ONE OF THE THINGS WHEN I WENT ON THAT COURSE. I WASN'T ALONE IN SAYING THAT'S NOT ME ANYMORE, I CAN'T DO THAT ANYMORE. THEY ACTUALLY TOOK THE TIME TO GO THROUGH THE TESTS, TO SIT DOWN WITH YOU AND GET A CV THAT YOU WERE HAPPY WITH."

LifeWorks delegate now searching for work in a different vocational area

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existing CV was a positive experience for the delegate as advisors broke down the delegate’s experience and skills and discussed how to tailor CVs to specific roles. Another delegate described the re-writing of their CV as being shown how to ‘put the icing on the cake’.

Interview skills were also highly regarded by delegates as many acknowledged they had low confidence when speaking with employers face-to-face. The opportunity to be interviewed by real employers and get detailed constructive feedback was an effective addition to the course. Most delegates reported feeling much more confident in applying for jobs and accepting interviews as a result of this experience. One delegate noted that ‘prior to the course I just had absolutely no confidence in going in and being able to speak about myself or anything’.

"PRIOR TO THE COURSE I JUST HAD ABSOLUTELY NO CONFIDENCE IN GOING IN AND BEING ABLE TO SPEAK ABOUT MYSELF OR ANYTHING." Within a week of completing the LifeWorks course, however, the same delegate had secured employment, a development that they strongly attribute to the skills developed through LifeWorks.

As each LifeWorks delegate faced different challenges in their transition from the Armed Forces to civilian life, the Coaching 4 Change element of the programme impacted on each delegate slightly differently. One delegate, for example, found that Coaching 4 Change made them better able to accept, and make other people aware of, their limitations.

Another delegate felt that Coaching 4 Change helped to highlight what they were struggling with and ‘where [they were] going wrong’ even though they thought they were doing it right. This process gave them a ‘boost’ to evaluate and refocus their job seeking activities. A third delegate thought that ‘the key thing really was to have somebody that you don't know challenge your views and opinions based on your aspirations and what you felt you wanted to do’. In all cases this was viewed as a positive, if challenging, process that allowed delegates to reorient their ambitions and job-seeking behaviour. Through Coaching 4 Change, many delegates reported becoming more aware of their abilities and thus more confident to communicate these to potential employers.

25. Note that this is not done in all cases, sometimes the existing CV is built upon.

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SUSTAINABILITY OF OUTCOMES

SOFTSKILLS DATA

Employment outcomes were available at both 26 and 52 weeks for 33 delegates. Due to the small sample size, it was not possible to conduct any statistical analyses as to outcome sustainability. However, the following points were noted:

Delegates complete the Softskills tool before and after the LifeWorks course.

Tables 8 and 9 below compare the median pre and post-intervention scores for each skill assessed in the Softskills questionnaire.26 It is notable that the median scores for each skill significantly improved during the course for both the pre and post-April 2015 results; this indicates that the LifeWorks course is effective in improving delegates’ employability skills as measured by the Softskills questionnaire.

FIRSTLY, twelve out of the 33 individuals were in full-time employment at 26 weeks. Out of these, 11 had remained in full-time employment by 52 weeks and only one had become unemployed. Job details were available for nine of the 11 delegates who had remained in full-time employment; seven had stayed in the same job and two had moved to different jobs.

SECONDLY, seven of the delegates were in part-time employment at 26 weeks.

Out of these, four had remained in part-time employment by 52 weeks, two had progressed to full-time employment and only one had become unemployed.

The individuals who remained in part-time work stayed in the same jobs. By contrast, the two who moved into full-time employment had changed jobs.

The individual who became unemployed did so due to a health condition.

THIRDLY, at 26 weeks, five of the delegates were unemployed, one was economically inactive and one was retired. By 52 weeks three of the unemployed delegates had remained unemployed and the economically inactive individual had remained so. However, two of the unemployed delegates and the retired individual had moved into full-time employment.

Delegates reported that the ongoing support and guidance provided by RBLI through the reachback process has contributed substantially to delegates’ ongoing progress. One delegate, for example, reported having put in place additional workplace support for a medical condition as a result of information offered during the ReachBack process, whilst another had applied for funding to access further training.

This continuing support is valuable not only in terms of helping delegates to achieve training and employment goals, but also in terms of building confidence and security, both at home and in the workplace.

OVER

90% H A D S U S TA I N E D T H E I R F U L L TIME EMPLOYMENT

The pre-April 2015 skill with the highest median score (both pre and postintervention) was ‘wants to return to work’, with a median of 4.75 and 4.88 out of 5.00 respectively. The skill with the lowest pre-intervention median score was ‘realistic achievable job goals’, at 3.50. However, this skill was the joint most improved during the intervention, rising to a median of 4.50 out of 5.00.

Table 8: Pre-April 2015 median Softskills scores Skill

Preintervention median

Postintervention Difference median

Significance

Wants to return to 4.75 work (n=87)

4.88

0.13

Significant (p < 0.001)

Motivated and positive (n=87)

3.25

4.25

1.00

Significant (p < 0.001)

Manage health/ disability (n=86)

3.50

4.25

0.75

Significant (p < 0.001)

Realistic achievable 3.25 job goals (n=87)

4.50

1.25

Significant (p < 0.001)

Job seeking skills (n=87)

3.50

4.75

1.25

Significant (p < 0.001)

Social and communication skills (n=87) Combined (n=86)

4.25

4.75

0.50

Significant (p < 0.001)

3.75

4.50

0.75

Significant (p < 0.001)

Base: all respondents who completed the pre-April 2015 Softskills questionnaire = 87 26. Due to the revision of the Softskills questionnaire in April 2015, analyses have been conducted twice: once for delegates who answered the pre-April 2015 version and once for those who answered the postApril 2015 version.

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Table 9: Post-April 2015 median Softskills scores Skill

PrePostintervention intervention Difference median median

Significance

Despite the small sample sizes, the following significant results were found27: •

Pre and post-intervention scores for ‘wants to return to work’ were significantly lower for those who were unemployed at 26 weeks and those who were not28

Searching for Work 3.71 Self-Efficacy (n=68)

4.86

1.14

Significant (p < 0.001)

•

Wants to Return to 4.50 Work (n=68)

5.00

0.50

Significant (p < 0.001)

Pre-intervention scores for ‘wants to return to work’ were significantly higher for those who were employed at 52 weeks compared with those who were not29

•

Motivated and Positive (n=68)

3.17

4.33

1.17

Significant (p < 0.001)

Mean pre-intervention scores for all of the skills combined were significantly lower for those who were unemployed at week 52 compared with those who were not30

•

Manage Health/ Disability (n=68)

4.00

4.50

0.50

Significant (p < 0.001)

Pre-intervention scores were significantly lower for ‘wants to return to work’ for those who were unemployed at 52 weeks compared with those who were not31

•

Realistic Achievable Goals (n=68)

3.38

4.50

1.13

Significant (p < 0.001)

Pre-intervention scores were significantly lower for ‘realistic job goals’ for those who were unemployed at 52 weeks compared with those who were not32

Good Job Seeking 3.50 Skills (n=68) Social and 4.25 Communication Skills (n=68)

4.75

1.25

4.75

0.50

Combined

4.55

0.79

3.76

Significant (p < 0.001) Significant (p < 0.001) Significant (p < 0.001)

Base: all respondents who completed the post-April 2015 Softskills questionnaire = 68

The post-April 2015 skill with the highest median score (both pre-and postintervention) was also ‘wants to return to work’, with a median of 4.50 and 5.00 respectively. The skill with the lowest pre-intervention score was ‘motivated and positive’, at 3.17 out of 5.00. However, this was one of the most improved skills, with an increase to 4.33 by the end of the course.

Delegates’ combined Softskills scores and their scores for each skill were compared with their employment outcomes to see if there were any associations. Two sets of analyses were conducted: one for all employment outcomes versus all other outcomes and one for all unemployment outcomes versus all other outcomes. In addition, analyses were conducted separately for the pre-April 2015 and post-April 2015 results.

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These statistics indicate that delegates who want to return to work and believe they have realistic job goals, particularly at the beginning of the course, are most likely to secure employment. This suggests that people are more likely to find work if they have higher levels of self-esteem and resilience, and so are ready to take action. This supports the theoretical underpinning of RBLI’s Coaching 4 Change approach.

QUALITATIVE DATA FOUND AN INCREASE IN CONFIDENCE AND A MORE POSITIVE OUTLOOK WERE THE MOST FREQUENTLY REPORTED IMPACTS OF LIFEWORKS.

27. All results are for the pre-April 2015 delegates only as no significant differences were found for the postApril 2015 delegates. It is important to note that due to the small sample size it cannot be concluded that there is no or little association between Softskills scores and employment outcomes, just that no association was found.

28. p = 0.012 and p = 0.034 respectively 29. p = 0.002 30. p = 0.021 31. p = 0.002 32. p = 0.003

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Qualitative data similarly found that an increase in confidence and a more positive outlook were the most frequently reported impacts of LifeWorks.

One delegate said that ‘looking for a job's probably [one of] the most depressing things in the world, especially if you're out of work. So to have that energy just to go, right, that's it, I'm going back and I'm going to get a job next week; I'm going to keep looking until I've got one’ was one of the major benefits of the programme.

"LOOKING FOR A JOB'S PROBABLY ONE OF THE MOST DEPRESSING THINGS IN THE WORLD, ESPECIALLY IF YOU'RE OUT OF WORK. SO TO HAVE THAT ENERGY JUST TO GO, RIGHT, THAT'S IT, I'M GOING BACK AND I'M GOING TO GET A JOB NEXT WEEK; I'M GOING TO KEEP LOOKING UNTIL I'VE GOT ONE." This stemmed from a combination of one-to-one support, being with other delegates in similar situations and being challenged to question personal beliefs and behaviours.

Another delegate noted that LifeWorks ‘provides you with the skill set to be confident in achieving your goals’ and this contributes to a positive outlook and rejuvenated job-seeking behaviours.

Another delegate noted that working on understanding their own behaviour, skills and situation has contributed to strengthening family relationships. The delegate came to realise that family and friends empathised more than the delegate realised and these relationships have helped to build confidence and overcome mental health difficulties.

Critically, LifeWorks appears to address underlying issues that are specific to exArmed Forces personnel. It helps delegates to reassess their skills, abilities and qualifications; it shows delegates how to package these in order to meet the needs of employers.

It also offers delegates a space in which they can come to terms with the very specific challenges they face as ex-Armed Forces personnel.

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SUPPORTING DELEGATES WITH HEALTH CONDITIONS AND DISABILITIES The range of medical conditions reported by LifeWorks delegates poses distinct challenges to delivering training and support. From physical access issues to confidence and overcoming traumatic experiences, the LifeWorks programme addresses a range of complex challenges to successful transition and employment.

Qualitative evidence, however, suggests that the programme is highly successful in working with and through these challenges with delegates as the two most commonly reported impacts of attending the course are an increase in confidence, coupled with a more positive outlook on the future.

One delegate reported that the Coaching 4 Change element of the course in particular helped them to come to terms with, and communicate to others, their limitations.

The delegate reported that: 'Now I'm not afraid to say something - even at work. I will now say, no that's not good for me, I prefer this way. I'm not ashamed of who I am anymore and will speak up for myself, whereas before I wouldn't. At work you feel like you're supposed to be able to do everything to perfection all the time and it's not practical.'

"NOW I'M NOT AFRAID TO SAY SOMETHING - EVEN AT WORK. I WILL NOW SAY, NO THAT'S NOT GOOD FOR ME, I PREFER THIS WAY. I'M NOT ASHAMED OF WHO I AM ANYMORE AND WILL SPEAK UP FOR MYSELF, WHEREAS BEFORE I WOULDN'T." Similarly, another delegate reported that as a direct result of completing the LifeWorks course they have put in place additional workplace support to cope with their medical condition, which in turn has helped them to maintain employment.

For other delegates, their medical conditions resulted in them being unsure where their future career lay. For these individuals, the employability skills and speaking with the vocational assessor helped them to identify their skills and how they could be applied to civilian work. Critically, this process also took into consideration the influence of physical and psychological constraints in a process that brought delegates to a greater understanding of their potential.

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SUGGESTIONS FOR IMPROVEMENT

COMPARATIVE ANALYSIS

Four of the ten delegates interviewed were referred to LifeWorks by friends or colleagues, which suggests that word-of-mouth advertising is important to the continuation of the programme. A further four of the delegates were referred through other support agencies, including: the CTP Resettlement programme, regional Veteran’s Centres, RFEA and other personnel at the Royal British Legion.

In most cases, these other agencies were providing support with other challenges (such as mental wellbeing or debt management) and referred individuals to the LifeWorks programme for dedicated employability support. This range of referral sources suggests that visibility of the LifeWorks programme amongst organisations is high; however, many delegates noted that if the course had not been pointed out to them, they would not have discovered it by themselves.

As a result, the visibility of LifeWorks among the ex-Armed Forces community could be increased to extend the reach of the programme.

Employability programmes vary greatly in terms of both content and success rates, with considerable differences between certain demographics.

Evaluation of the Government funded Work Programme, for example, found that only 18% of delegates were employed six months following completion of the programme. Of these, just under half were on part-time or temporary employment contracts, which raises questions regarding the sustainability of employment. An additional 22% of delegates reported gaining employment at some point during the six-month period although they were out of work at the time of the follow-up survey.

Overall, delegates were very pleased with their experience of the LifeWorks course. Some recognised that the five-day residential aspect can be quite intensive but they acknowledged that in many ways this intensity is beneficial in encouraging delegates to critically evaluate their goals and behaviours. A small number of delegates indicated that they would have liked a longer course that allowed more one-to-one time with the tutors. This was motivated primarily by the positive influence the vocational assessment, employability skills and Coaching 4 Change had on the delegates.

Analysis of delegate data for the LifeWorks programme revealed that an average of around 74% of delegates gain employment within six months.

Delegates also expressed a desire to have better and more reliable IT facilities.

Reliable internet connections were among the most frequently requested facilities so that delegates could practice using job search websites or re-drafting CVs between sessions.

One delegate felt that LifeWorks courses should be more regional. This particular delegate had a significant journey to attend the LifeWorks course in Kent and they felt that more veterans might be willing to access the course if they had a local LifeWorks course to attend.33 In terms of content, delegates expressed a desire to do more work on filling in application forms to complement the CV and cover letter writing skills. Further topics exploring equality and diversity in the workplace, particularly in terms of what support is available to employees with health conditions or disabilities in the workplace, were also requested. Overall, however, delegates were happy with the subject matter and they felt that the course met their needs very well.

33. The delegates interviewed had completed the course up to two years previously. The RBLI has introduced more regional courses in 2016.

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Employability and transition support programmes for veterans, however, are more successful. On average, between 63% and 84% of delegates gain employment within six months of leaving the Armed Forces or completing additional support programmes.

ANALYSIS OF DELEGATE DATA FOR THE LIFEWORKS PROGRAMME REVEALED THAT AN AVERAGE OF AROUND 74% OF DELEGATES GAIN EMPLOYMENT WITHIN SIX MONTHS It is notable, however, that a considerable proportion of LifeWorks delegates reported having medical conditions or disabilities. Both the Work Programme (ESA group) and Work Choice cater to individuals with health conditions, illnesses or disabilities that impact on their ability to find or maintain employment outcomes. The Work Programme’s success with ESA claimants – particularly those with long-term conditions that were previously claiming Incapacity Benefit – is considerably lower than its success with JSA claimants. On average, 11.8% of new ESA claimants referred to the Work Programme achieved a job outcome within two years whilst only 4.6% of long-term claimants transferred to ESA achieved a job outcome within two years of referral.34 34. Centre for Economic and Social Inclusion (2014) Work Programme statistics: Inclusion analysis, Centre for Economic and Social Inclusion, UK <http://webcache.googleusercontent.com/search?q=cache:http:// stats.learningandwork.org.uk/websitw_documents/wpjune15/WP_stats_briefing_June2015.docx&gws_ rd=cr&ei=D1AOV9WLDoSpa-KXlYgI>

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helpful to discuss the suggestions made by the trainers.

Evaluation data for the former Work Choice programme demonstrates that it is more successful, with around 26% of delegates achieving a job outcome.

Unfortunately, less than one in five of these individuals remained in sustained employment for 26 weeks or more.

Although this evaluation does not examine the sustainability of employment outcomes for LifeWorks’ delegates, the programme achieves a substantially higher rate of success with delegates who face similarly complex challenges to employment.

Medical discharge accounts for around 7% of Armed Forces leavers each year and analysis of CTP Resettlement data suggests that those with medical conditions are less likely to find employment within six months of leaving the forces.

In addition, personnel voluntarily discharged or those discharged for other reasons may also be living with physical or psychological conditions that require additional support.

The development of The Warrior Programme recognises the need to provide this support to enable ex-Armed Forces personnel to transition successfully.

Specifically targeted towards reducing the negative impacts of depression, anxiety, PTSD and other conditions using Time Line Therapy (TLT) techniques, Warrior focuses upon removing the barriers to successful transition rather than the transition activities that follow.

Their recent randomised controlled trial, for example, shows a significant increase in participants’ mental health and wellbeing but it did not specifically measure employment outcomes.35 Indicative data from the follow-up survey demonstrated a small increase in the proportion of delegates in employment from around 41% before the programme to around 49% following.

Moreover, around 52% of the subgroup identified as ‘not searching for work’ prior to completing the programme had secured employment within six months. This suggests that emotional and psychological support is critical to enabling veterans to re-engage with civilian life and employment.

This is reflected in the qualitative data collected through interviews with LifeWorks delegates. Nearly all interviewees confirmed that they had received ongoing support from RBLI through the ReachBack process, and several indicated that this support had been both extensive and helpful.

In addition, many interviewees explained that the atmosphere during the five-day course was important to them.

One interviewee particularly valued spending time around other ex-Armed Forces personnel who were experiencing similar challenges as they found the camaraderie motivational, whilst another felt that the group environment was particularly

Within this kind of supportive environment many delegates reported feeling increasingly motivated and confident to search for and find work. Similarly, the marked increase in self-reported Softskills – including motivation, confidence and resilience – suggests that LifeWorks addresses a range of softer skills alongside the practical employability skills.

One interviewee reported that it felt as though they had ‘a new lease of life […] which has settled my mind down a lot’ since completing the LifeWorks course.

"I HAVE A NEW LEASE OF LIFE, WHICH HAS SETTLED MY MIND DOWN A LOT" Although LifeWorks does not target specific demographics, nearly four out of five delegates report having a medical condition. LifeWorks, therefore, is one of few employability programmes that successfully engages veterans with medical conditions by offering targeted employment support services.

Moreover, LifeWorks’ success rate far exceeds that of Work Choice, strongly indicating that LifeWorks is effective in meeting the needs of delegates who are experiencing a range of challenges.

All delegates interviewed reported that no single aspect of the LifeWorks course helped them more or less than any other. In fact, all delegates indicated that the value of the course was in the combination of activities that guided through a complex and challenging process.

The Vocational Assessment helped delegates to focus or refocus their career goals on role that were appropriate to their skills. The employability skills training demonstrated how delegates could go about communicating their skills to potential employers.

The Coaching 4 Change element encouraged delegates to challenge themselves in order to overcome barriers to employment. The ongoing support provided the opportunity for delegates to continue the process in their own time whilst providing reassurance and support when required.

As one delegated reported during their interview, ‘it’s like you’re suddenly – instead of feeling you’re on your own, you have your eyes opened that there is actually much more out there.

35. Although follow-up data suggested a small positive impact.

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CONCLUSIONS The LifeWorks course combines Vocational Assessment, Employability Skills and Coaching 4 Change modules with ongoing specialist support and guidance. The course aims to support ex-Armed Forces personnel to engage with civilian life and employments.

Overall, employment outcomes for LifeWorks delegates were positive, with the majority of delegates in employment at both 26 and 52 weeks after the course.

In fact, positive career outcomes (including employment, education and training) were experienced by over two thirds of delegates at 26 weeks and three quarters of delegates at 52 weeks.

Fewer than a fifth of delegates were unemployed at 26 weeks, and fewer than a sixth at 52 weeks. These employment rates are broadly comparable to those of other veteran support programmes.

The poor success of both the Work Choice and Work Programme in supporting individuals with health conditions, illnesses or disabilities that affect employment confirms the complex challenges to providing support to these individuals.

Although direct comparisons are difficult due to differences in course structure, aims and the scale of respective evaluations, LifeWorks appears to perform considerably better than other employment support programmes aimed at delegates with medical conditions and/or disabilities.

This would suggest that LifeWorks is more consistently effective in meeting the varied needs of ex-Forces personnel with medical conditions than other programmes. Moreover, LifeWorks’ focus upon employability skills distinguishes it from the Warrior programme and establishes a distinctive target audience.

Analysis showed a clear and marked increase in Softskills scores during the LifeWorks course, with median post-intervention scores significantly higher than pre-intervention scores for each skill.

It is important to note that, before the questionnaire has been validated, it cannot be concluded that the LifeWorks course increases employability skills. However, it can be concluded that it increases employability as measured by the Softskills questionnaire.

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This indicates that a delegate’s desire to return to work has considerable influence over their employment outcome. Additionally, all but one of the associations were between outcomes and pre-intervention scores, with only one association between outcomes and post-intervention scores.

However, further investigation would be required to determine if any other scores were associated with employment outcomes and to shed light on the relationship between outcomes and pre and post-intervention scores.

In general, delegates were very positive about their experience of the LifeWorks programme. Principle outcomes for delegates include: •

A clearer understanding of how their military skills can be applied to civilian work

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A clearer understanding of what kind of roles they could or should be applying for

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An understanding of how to ‘sell’ their skills, on CVs and in interviews, and tailor their applications

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Becoming more aware of self-imposed barriers to employment, and how to overcome them

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Concomitant increases in confidence and enthusiasm for job searching;

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A more positive outlook on job-seeking, their future potential and their personal development

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Rejuvenated job-seeking behaviours

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Strengthening of family and social relationships through increased selfawareness

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Knowing how and where to access practical support to achieve their career goals

All delegates interviewed would recommend LifeWorks to ex-Armed Forces personnel. Delegates were particularly positive about the ongoing support received through the ReachBack process.

All delegates interviewed had a strong positive relationship with Progression Advisor who contact them, and many delegates viewed the follow-up calls and emails as an integral part of LifeWorks’ success.

Similarly, although few associations between Softskills scores and employment outcomes were identified, no conclusions can be drawn due to the small sample size. It is interesting to note that four out of the six associations found were for ‘wants to return to work’, with increased scores associated with better employment outcomes for pre-April 2015 delegates.

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RECOMMENDATIONS

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RBLI may wish to consider the following recommendations for future improvement and development of the LifeWorks programme.

SIX: Incorporate additional topics in the course content. Topics requested by delegates included advice on filling in application forms, further equality and diversity topics and particularly those that address how individuals find and secure in-work support with health conditions or disabilities.

•

SEVEN: Run more regional courses across the UK to enable a broader range of delegates to attend.

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EIGHT: Invest in IT facilities and improve internet connectivity for delegates.

This would enable delegates to practice using job search websites or redrafting CVs between sessions.

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ONE: Increase the visibility of LifeWorks amongst the veteran community.

Other support organisations signpost ex-Armed Forces personnel to the programme, however, many delegates reported that if they had not been told about LifeWorks they would not have discovered it by themselves. In 2013/14 around 8,550 Armed Service leavers did not engage with CTP support services, either because they chose not to or because they were ineligible.

This represents a substantial potential delegate pool for the LifeWorks programme, which offers an effective and unique approach to supporting veterans – and especially those living with ongoing health conditions.

•

TWO: The evaluation evidence shows that the LifeWorks programme is particularly effective at supporting veterans with health conditions. Given the challenges that other organisations and initiatives have at meeting this need successfully, RBLI should consider developing the programme specifically around adults with health conditions, a product that could be used more widely.

•

THREE: To support a justification of developing the course in this way, establishing whether there is a link between the presence of a health condition and the achievement of positive career outcomes would be helpful. In order for RBLI to be able to establish whether there is a significant association, analysis suggests that approximately 200 data records would be required containing a minimum of 70 delegates with no health condition. These records should ideally include employment outcome data at both 26 weeks and 52 weeks, with the dates of changes to employment status also recorded.

•

FOUR: Evaluate the sustainability of positive career outcomes achieved by LifeWorks delegates. This may take the form of a longitudinal study that makes use of an augmented ReachBack data-recording process. Such an evaluation would seek to establish not only the quantity of employment outcomes achieved by delegates, but the quality of that employment and the impact it may have upon delegates’ continued personal and professional development.

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FIVE: The analysis of ReachBack data indicates that employment outcomes were better at 52 weeks than 26 weeks. An extended programme could be trialled and evaluated to see whether this further improves outcomes.

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LIFEWORKS WITHOUT A DOUBT HAS CHANGED MY LIFE JAMIE, EX-ROYAL ENGINEER SUPPORTED INTO WORK

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LIFEW RKS

wearelifeworks.org.uk

01622 795900

lifeworks@rbli.co.uk

A DIVISION OF RBLI LifeWorks is a division of RBLI. Charity No. 210063 56