Frequently asked questions about supported internships

This is a term used to encompass any needs that may require consideration within education or the workplace. Not all interns will have additional ‘learning’ needs but all those on a supported internship will have an education, health and care plan.

No, the interns are on a full-time education programme, which is just taking place within the workplace rather than an educational establishment.

Definitely. The interview process is very important for all concerned. The provider will have already discussed your requirements and the potential intern prior to the interview to give you the time to prepare the interview and take into consideration any environmental needs.

If you think it isn’t working, please speak to the job coach or education provider when you first have concerns. Very often these can be addressed, and the placement can go on successfully.

However, if that is not the case the placement will cease. If you have more general concerns or would like more information about the supported internship programme please email economy-mailbox@devon.gov.uk.

Acas offers a free helpline offering support with disability and employment. Call 0300 123 1100.

The job coach will support the employer, the intern and staff. There is no cost as it is funded by Access to Work.

The job coach will stay for as long as is required. They will liaise with you in planning a phased withdrawal.

If you do not have a vacancy the job coach or provider will work with the intern to seek alternative employment.

Free familiarisation training can be provided or, if needed, specific training to address an individual’s needs. The job coach will be there, or can be contacted, to answer any questions.

Interns are covered by the employer’s insurance as for any employed staff. For the vast majority of interns, there will be no need for any considerations beyond those that exist for all staff.

Any concerns can be discussed with your job coach or the education provider. The placement will have been carefully job matched to ensure the environment is suitable for the intern and the employer.

The intern will still require new staff induction and training on the tasks to be undertaken but the job coach will be there to give the extra time required to support the intern and ensure the tasks are learnt to a high standard.

The training provider or job coach can deliver awareness training for your staff around the needs of the intern but they will also be available for any support that is required.

Interns can also request training for staff using an Access to Work claim.

Employers are often surprised at just how much a person with a learning difficulty or disability is able to do, once the right support is in place. It may also be useful to think how a specific role might be ‘carved’ for an individual if tasks were allocated differently across a team.

Some employers have found productivity is increased when they take this approach, for example, freeing up some staff from data entry work, taken on by the intern, so they can do more customer-facing activity.

The job coach can support the staff to understand the abilities and needs of the intern. It is rarely a problem for existing staff and often brings out the nurturing side of one or more colleagues who thrive in that role.

Customers and clients are often pleased to see a diverse workforce, especially if it helps the workforce to better reflect the client group – and that’s any workforce that serves the general public.

If issues do arise, the job coach can help negotiate solutions.

Job coaches are very skilled in making their presence as unobtrusive as possible. They are likely to be around quite a lot to start with – but this is very helpful to the employer in getting the intern trained up to do the job and ironing out any teething issues.

As the intern grows more confident, the job coach will begin to withdraw although they will do some light-touch monitoring and be available to the intern or the employer if additional support is needed, for example, if the employer introduces new or more challenging tasks.

Employers are not obliged to recruit the intern at the end of the internship. This is the ideal outcome but is not always possible.

Employers are only expected to recruit the intern if there is a vacancy and the intern is the best candidate for the job.

Providers will expect them to apply their normal recruitment procedures – with reasonable adjustments to the process as required, as for any disabled job applicant.