Following a decade of radical change in policy and funding in children’s early intervention services and with the role of the third sector under increased scrutiny, this timely book assesses the shifting interplay between state provision and voluntary organisations delivering intervention for children, young people and their families. Using 100 voices from the frontline, it provides vivid accounts of the lived experiences of charitable groups and offers crucial insights into the impact of recent social policy decisions on their work. Telling the story of how the landscape of children’s early intervention services has changed over the last decade, the author highlights important lessons for future policy while demonstrating the immeasurable value of voluntary organisations working in this challenging terrain.
How can we help children make a difference, allowing them to shape their communities, locally and globally? Drawing on a rich blend of academic research and case studies, Alison Body critically examines societal structures, including education, communities and cultural narratives, that shape children's understanding of active, philanthropic citizenship. Children as Change-Makers calls for a reimagining of philanthropy as a form of participatory citizenship, advocating for a philanthropic ecosystem framed by justice, solidarity and collective action. It serves as a roadmap for all stakeholders – from individuals to institutions – to empower children as agents of positive social change, fostering a more just world for generations to come.
This is the 40th Report by the Armed Forces' Pay Review Body, and provides independent advice to the Prime Minister and the Secretary of State for Defence on remuneration and charges for members of the naval, military and air forces of the Crown. The key recommendations in this Review are as follows:
The Review Body's key recommendations this year are: a 2.6% increase in military salaries; a range of targeted pay measures including new financial retention incentives for submarine nuclear watchkeepers, RAF regiment gunners, RAF firefighters, REME vehicle mechanics and the Royal Artillery; a new category of specialist pay for explosive ordnance disposal operators and a targeted enhancement to submarine pay; an increase in x-factor from 13 to 14% plus revised tapering; a 2.6% increase in specialist pay, compensatory allowances and reserves' bounties; and a 3.7% increase to Grade 1 SFA/SLA rental charges and lower graduated increases below Grade 1, a phased increase to garage rent and introduction of the daily food charge
Ethics in Speech and Language Therapy is a key text for students, practitioners and managers alike. The demands of practice, legislation, registration and the recognition of competencies all point to the need for speech and language therapists to be explicitly educated about ethics. This book provides an overview of this key topic, grounds ethical practice in the broader context of morals and values; discusses frameworks for ethical decision making; discusses common ethical issues in speech and language therapy practice and service management; and considers factors which complicate ethical decision making.
Running a railway is a complex business, constantly throwing up drama, misadventure and the unexpected. Geoff Body and Bill Parker have collated a rich selection of railwaymen’s memories and anecdotes to create an enjoyable book of escapades and mishaps, illustrating the daily obstacles faced on the railways, from handling the new Eurostar to train catering, nights on the Tay Bridge to rail ‘traffic cops’, and from mystery derailments to track subsidence. However interesting the infrastructure of the large and varied railway business may be, the real heart of this great industry lies in its people, the complex jobs they occupy and the dedicated way in which they carry them out.
This is the 38th Report by the Armed Forces' Pay Review Body (Cm. 7516, ISBN 9780101751926), and provides independent advice to the Prime Minister and the Secretary of State for Defence on remuneration and charges for members of the naval, military and air forces of the Crown. The key recommendations in this Review are as follows: a 2.8% increase in military salaries; a 2.8% increase in specialist pay, compensatory allowances and reserves' bonuses; 3.7% increase in Grade 1 SFA/SLA rental charges and lower graduated increases below Grade 1, a further phased increase to garage rent and daily food charge of £4.07. Also there are specific targeted pay measures, including: a 5% minimum pay increase on promotion to OR6; new commitment bonuses and associated transitional arrangements; a reduction in the qualifying periods for longer separation allowance; new pay spines and specialist pay for service nurses; a new RN Clearance Divers' pay spine and two new supplementary rates of diving pay for EOD qualified divers and targeted increases to hydrographic pay. The Review Body estimates that the above recommendations will add 3.4% to the Armed Forces' pay bill. The Review Body also see the weakening labour market as giving the Services an advantage in recruitment and retention, but new policies will be needed to compete in the labour market, when the country emerges from recession. A more strategic approach is also required to review elements of the remuneration package. The Review Body stresses the need to deliver on the Government's commitments under the Service Personnel Command Paper (Cm.7472, ISBN 9780101742429) and specifically to push forward on support for home ownership.
This Report sets out recommendations on pay in the Defence Medical Services (DMS) from 1 April 2010 together with the supporting evidence. The context is one of continuing economic uncertainty, sustained commitment to operations in Afghanistan and continued manning shortfalls. The aim is to maintain broad pay comparability with National Health Service (NHS) doctors and dentists and to enable the DMS to recruit, retain and motivate suitably qualified personnel. In 2009, Defence Medical Service manning generally continued the positive trend of recent years. As at 1 April, the trained strength of Medical Officers was 74 per cent of the trained requirement - an increase of 32 trained Medical Officers. Trained Dental Officer manning was 92 per cent of requirement, accounted for by increased numbers obtaining accreditation. DMS recruitment continued with some success but still fell short of targets for Medical Officers and Dental Officers. While the DMS has been able to meet all of its operational commitments, this has only been achieved by augmenting the Regulars with a mix of Reserves, NHS and contract staff. It is recognised that pay was not the only solution to manning shortfalls and that non-pay related measures may have a role to play in addressing retention. Pay recommendations range from no increase to 1.5 per cent for certain grades. The Review Body encourages MOD to make progress on measures outside of pay to help DMS recruit and retain the highly skilled and motivated personnel needed to address current and future challenges.
Following a decade of radical change in policy and funding in children’s early intervention services and with the role of the third sector under increased scrutiny, this timely book assesses the shifting interplay between state provision and voluntary organisations delivering intervention for children, young people and their families. Using 100 voices from the frontline, it provides vivid accounts of the lived experiences of charitable groups and offers crucial insights into the impact of recent social policy decisions on their work. Telling the story of how the landscape of children’s early intervention services has changed over the last decade, the author highlights important lessons for future policy while demonstrating the immeasurable value of voluntary organisations working in this challenging terrain.
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