Some young people refer to leaving care as ‘the instant expectation of adulthood’. They are suddenly expected to know how to cook their own meals, run home, and manage their finances, all in one go and without any support.
This is why living in a Fusion Matrix care semi-independent home before leaving care can be hugely beneficial. We provide safe, comfortable homes for care leavers, homeless teenagers, and unaccompanied asylum-seeking children, where they can learn the essential life skills they will need when they transition to independent living.
Our semi-independent homes are more than just somewhere to live. They bridge the gap between childhood and adulthood so that a young person is prepared for the challenges of living independently.
The type of accommodation we offer varies depending on the young person. However, no matter which one of our supported housing services they live in, staff will always support young people to work towards their goals and build their confidence for the future.
our Aftercare team offers advice and support to YP to help them on their journey to independence. Their drop-in service is available to any young person who wants to seek advice from staff on issues like managing tenancies, drug and alcohol awareness, or securing employment.
Staff working for Fusion Matrix care are supported and required to complete a range of social care courses and high specialist training. All staff receive training in understanding autism and learning disabilities. Best Practice in supporting Autism and Aspergers; Managing Challenging behaviours and Medication; as well as all mandatory training appropriate for the sector.
All of our staff undertake in training courses which include – Health & Social Care Diplomas at levels 2 and 3.
Fusion Matrix Care provides a truly flexible and tailored approach to support in the community; with multiple options available to individuals to maximise choice and realise potential.
We have a very strong and strict recruitment process which our staff needs to comply with.
· Full work history – with no Gaps in employment history and if there are gap reasons for gap, leaving past employers must be clarified & verified
· record of interview
· Proof of Identity .
· Proof of National Insurance Number or other proof of right to work
· Minimum of 2 satisfactory, written, references and from the most recent employers. All references are verified in writing
· Enhanced DBS Disclosure.
· Health Declaration and Immunisation status, including Hepatitis B, Rubella, Tuberculosis and Varicella
· Evidence of Qualifications and experience.
As we prepare to return to work employers are faced with both reopening and re imagining their businesses in an uncertain world, which means challenges and possibilities. Lock down has meant different things to different businesses. Hospitality has experienced complete closure and furloughing, whilst an upsurge in demand for care services has seen fast tracked recruitment initiatives. Yet, one thing all employers have in common is a need to plan for a new ‘uncertain’ normal. This is a period of transformation, where your business must go from surviving to thriving – and it starts with your staff.
At time of writing the government has advised that employees who cannot work from home should travel to work – although hospitality and non-essential retail remain closed. In practice that means making a risk assessment. With this is in mind, the CIPD urges employers to ensure they can meet three key tests before asking staff back to work:
NOTE: The CIPD’s risk assessment guide can be found here. In short, make sure returning to work works for everyone and embrace flexibility wherever possible.
Well being Matters From furloughed to front line, employees have experienced lock down differently too. The impact on their well being isn’t to be underestimated. Acknowledging this will help promote workplace harmony and boost morale. Reassure your team about the future and point them in the direction of mental health support, so they know where to turn if they need it:
“This is now the new normal,” says Fusion matrix care Registered Manger Antonia Olabode . “Remember communication is paramount – even if that means you don’t know all the answers right now. ”Indeed, it’s important to understand that nothing is the same. Which means, reorienting people with specialist training on their return – so they can familiarise themselves with how things work right now – this will be key to soothing employee anxieties, while helping ensure the business successfully transitions out of lock down.
In their report Out Manoeuvre Uncertainty Accenture says employers may have been prioritising the unprecedented ‘Now’ but are fast turning to the very uncertain ‘Next’. "From fluctuations in client demand to workforce productivity, agility will separate the thriving business from the just surviving business,” says Head of Administration Anthony Alabi. Indeed planning is paramount, but where to start? Well, Fusion matrix care, can help you get:
Changes to COVID-19 lock down restrictions will be gradual and affect different sectors and teams differently. Keeping staff informed will help ease anxiety and provide a sense of security in uncertain times. Showing employees they are valued and supported by prioritising their health, safety and well being whilst ensuring the health of your business by planning for the ‘new normal’.
For more information and advice on supporting the team and transforming workplace from a just surviving to thriving post-lock down contact Fusion matrix Care or email us at firstname.lastname@example.org