Changing Ethos of the Department of Social Protection

Changing Ethos of the Department of Social Protection REPORT ON THE CHANGING ETHOS OF THE DEPARTMENT OF SOCIAL PROTECTION I am writing about the way the Department of Social Protection has evolved since the recession in 2009.   How their Services were delivered and the changes that have been implemented over the past few years.   The Department of Social Protection plays a part in everyones life at some stage. The aim of the Department is to provide citizens with information, financial support and other services they require in a timely customer-friendly manner.   This report will outline the evolution of the Department in the last few years and the way they have changed their working practices and also more importantly the way the unemployed are treated when first coming into contact with the Department of Social Protection. Department of Social Protection Before 2012 Passive income maintenance expenditures rose very rapidly as unemployment climbed after 2008; the response in terms of expenditure on labor market programmes inevitably lagged somewhat. The Jobs Initiative and Community Employment Schemes were changed and modified.   Jobs Initiative which is amount paid for the Job was introduced in the 1990s it was targeted towards the unemployed over 35yrears of age and unemployed for more than 5yrs.   The jobs were created in the community and participants were paid the market rate.   The Community Employment schemes were also introduced and expanded during the 90s participants would work part time hours in the community and earn additional money to supplement their Lone Parents or Disability payment.   The criteria for additional payment were that they had to be on Lone Parents or Dept. Payment.  Ã‚  Ã‚   They also provided excellent training allowance to enhance the skills and qualifications of those on the scheme.   The Scheme would last anything up to 12 months to 24 months.   These schemes re-energized underprivileged areas all over major cities in Ireland.   Some of the C.E. Schemes made a great benefit to people and they used it to gain skills and experience in order to move into the open job market. Fas the training agency concentrated on long term training rather than short term training courses.   The training courses were not geared towards up skilling for shortages in the Job Market.   There as a gap between what was needed in the labor market and what training was being provided by Fas. They failed to link in with Companies and factories on skills shortages.   To train people for specific skills shortages to fill contract positions.   A revolving door seemed to happen in the early years of the recession the unemployed were floating from one course to another.  Ã‚   A lot of our students left the country to seek employment in Europe and overseas.   Small towns in Ireland became devoid of young people.   Our educated young were leaving Ireland for a better life. The unemployed were treated badly when signing on for benefits and were made to feel small and worthless.   They were dictated to and treated like children when seeking what they were entitled. ACTION AND REMODELING OF OUR DEPARTMENT OF SOCIAL WELFARE AND TRAINING CENTRES The Government introduced a Programme a Pathway to Work and Employment Activation Policy for all areas in the community.   Community initiatives were drawn up to increase employment.   The Criteria for C.E. Schemes was changed and those on the dole were only entitled to one payment from the Department of Social Welfare.   The Job Initiative was to be phased out.   Money was to follow employment only; private training companies were to be funded if the Government agencies could not provide relevant job market training.   There was a huge shortage of trained people for the Pharmaceutical Industry; training companies began to spring up providing such training over a 12 month period.   The merger of Dept. of Social Welfare and Community Welfare Service, FAS Community and Employment Services and the redundancy and insolvency payment schemes the Department is now one of the largest public service organizations in the country.  Ã‚   The department now has close relationships w ith employers who are essential partners in getting people into employment.   The Department is developing integrated services with the introduction of Intero this model of service is to enhance the service to the customer. It is a quality service delivery across a wide range of disciplines and programmes to meet the changing needs of our customers.   As the economy is now booming and we are heading towards full employment again the Department has played a pivotal role in 2015 in supporting Irelands economic progress.   Unemployment has fallen from a crisis peak of 15.1 percent to 2012 to 8.8% at the beginning of 2016. The integrated new services are now paying huge dividends to the unemployed. Pathways to work to help the unemployed into work, training and education. The Rollout of the Intreo service meets the key objective in the Statement of Strategy 2011 to 2014 to transform the Department into an integrated, activation focused service provider which puts the customer at the center of all our operations.   In short both a safety net and a springboard.   The Department is determined to deliver a customer service that meets best international standards and maintains the public service that meets best international standards and maintains the public service values of openness, responsiveness, professionalism and good governance.   The Charter and Action Plan will be a focal point to help staff meet this challenge. The most important thing is to be responsive to the customer and the job market.   Keep abreast of the changes to industry and the skills shortage, anticipate demand for skills and retain and up skill the unemployed to meet those challenges.   A proactive organization rather than reactive.   The department will be run as an innovative and strategy orientated body who meets the needs of their customers. Customer Charter was initiated We value your opinion Treat with courtesy and respect Inform you of your rights and entitlements Plan and deliver our employer services to ensure you can support people into employment Protect your information Respect your privacy Consult with you to establish your needs when developing delivering and reviewing our services Provide redress when you have a complaint. We Value your opinion let us know what you think of our service.

Psychology Supervision Essay

  Ã‚   Culture basically means the pattern formed by the thoughts, actions, customs & traditions of humans living in an inter-related community, be it racial, ethnic, religious or social. It is based on the beliefs, values & behavior of the people involved. No matter where you are situated, around the world, culture plays the vital role in an individual’s social & vocational life. It is significant in every institution to practice cultural competency, which may help it to operate efficiently. â€Å"Cultural competence is a developmental process and may be viewed as a goal toward which agencies can strive.† (T. Cross et. al. as cited in University of Minnesota Duluth) Cross- culture environment in offices, educational institutes & etc. are not uncommon these days especially in well developed countries like America where the demographic rate comprises more of ethnic & racial minority groups. This fact ultimately poses a great challenge for all professional & educational organizations. Since it is not very easy, to create a healthy & happy environment among diverse groups. The reason for that are different beliefs & traditions of each group may not mix well with the other, hence, sprouting problems among colleagues. CULTURAL DISPARITY:    Cultural competency maybe defined as a combination of multiple thoughts, behaviors & personality traits belonging to a number of cross cultural members, however following the same patterns thus increasing the proficiency of an organization or group. The main issues that are faced often in cross cultural groups causing cultural disparity are the diverse ethnic & religious beliefs of its members. In educational institutes this problem is significantly in attendance, causing psychological differences among the students & even the teachers. The course outline may or may not reflect each individual’s values & beliefs, hence disturbing the social harmony. It is vital to form a non judgmental & respectful attitude in the organization in order to achieve harmony.   Ã‚   Racial, ethnic & even gender bias is present in every society & institution. Many a times the female students face difficulties in accomplishing their goals & presenting their thoughts on various women related issues due to strong opposition from the male members of the group. It is a dilemma not just present in our society but around the globe that men are considered to be the highest decree of human race & women are believed as their contrary. This contemplation creates a rift among the male & female members of any group. The same goes with ethnic minorities who face criticism on their appearance & different accent making them feel isolated & disparaged from the society.    When dealing with multicultural clients, it often trigger discrepancies among the worker & the client as a result of contrasting opinions due to miscellany in areas like religion, culture, race, gender, family backgrounds & ethics. The reasons for these disagreements are usually the rejection of one’s expectations, therefore resulting in the failure of venture. Learning from one’s past mistakes is the best way to improve. Helping & respecting each other will result in a constructive outcome. The educational institutes should take care in designing a study course, so that it suits to every individual’s mind no matter which culture he or she belongs to. Cultural knowledge s should be a part of studies so that students may learn about different values & customs & learn to respect them.    Being multilingual, having different skin color or following a diverse religion does not make an individual different from others. Being a human being, it is the responsibility of every person to respect & support each other. This approach will surely create an amicable environment in work places, educational institutes etc. every organization should have some ethical code regarding minority groups, but not to make them feel segregated or disparate from their colleagues. Dealing with multi cultural clients involve tact & proper accord of their priorities & decisions. Culture plays an essential role in developing one’s mind & thought pattern. Revolutionizing the behaviors & policies of employees will help create cultural competence successfully.

Rationale For Art And Design - 3002 Words

EA670 Rationale for Art and Design Introduction There is a paradox. Throughout the world, companies and organisations are trying to compete in a world of economic and technological change that is moving faster than ever. As the axis shifts toward intellectual labour and services, they urgently need people who are creative, innovative and flexible. Too often they can’t find them. Yet governments worldwide are pouring resources into the very process that’s meant to develop natural talent and abilities - education. There is a misconception that raising academic standards alone will solve the problems, instead it may compound them. Society needs and values more than academic abilities. This is evident in the recent uproar against the now discredited EBacc, which was to replace the GCSE exam with an English Baccalaureate to focus studies towards three core subject areas – English, Maths and Science - not including Art and Design. Young people have much more to offer. The arts exemplify these capacities - of institution, creativity, sensibility, and practical skills. However, there are many problems confronting arts in education. They are the result of long established attitudes towards the arts: as a leisure activity, that they do not represent academic achievement, or are ‘unimportant’ for children in school and society unless they intend to make a career in them. Furthermore, these attitudes are also affecting UK arts and culture, with increasing governmentShow MoreRelatedContribution of Digital Projections for Approaching Mise En Scene in Contemporary Theatre Performance1401 Words   |  6 Pagescontemporary theatre. That can be briefly described as a fusion of live performance and the magic of the big screen. 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