trustees report 2013

Facebook: Steps to Work

Twitter: @stepstowork

trustees report 2013

www.stepstowork.co.uk

steps

to

work

Developing and delivering training

programmes, and creating employment

opportunities for the local community,

for over 13 years

2


steps

to

work

the trustees are pleaseD

to present their annual

report toGether with

consoliDateD Financial

stateMents oF the charity

For the year enDinG 31st

March 2013

Steps to Work (Walsall) Ltd is a registered charity formed in 1999,Charity No.1100403 and a Company Limited by guarantee constitutedunder the Companies Act 2006 and registered in England and Wales,Company Registration 3738249.

The registered office of the charity is Challenge Building, HathertonRoad, Walsall, WS1 1XS.

The charity operates a wholly owned subsidiary, Starting Point Recruitment Ltd, which is a Company Limited by shares and registeredin England and Wales, Registration No. 4560776, formed in October2002. The registered office for Starting Point Recruitment is the sameas that of the charity.

As an organisation we are committed to equality and diversity and toa working environment that is free from any form of discrimination onthe grounds of colour, ethnicity, race, religion, sex, sexual orientation ordisability.

our Mission:‘We will work with our current and future customers, to developand deliver a range of first class measures to support training andthe creation of sustainable employment. This will lead to improved levels of skills and employment within the Black Country, making a positive difference to people regardless oftheir background’.

we will achieve this Mission by:• Remaining innovative, flexible and responsive to our customers’ needs.• Delivering a professional service for our customers.• Supporting local companies to achieve their recruitment goals.• Building strong, sustainable partnerships.• Striving for continuous improvement in everything we do.

3

The company’s objectives are to promote all and any charitable purposes for the benefit ofthose who are unemployed. Offering practical advice, personal support and any charitablepurpose, for the benefit of those who are employed. We offer training, development andtuition (in the case of the stated objectives) within the Metropolitan Borough of Walsall, theCity of Wolverhampton and all adjacent areas, as well as other areas designated from timeto time by the Trustees.

In setting our objectives and planning our activities, our Trustees have given careful consideration to the Charity Commission’s guidance on public benefit.

Underlying our main objectives has been the need to generate external funding to supportour activities while providing a high quality service to our customers and stakeholders.

Throughout the existence of the company we have been reliant upon funding from externalsources, secured through successful applications to the Department of Work and Pensions,Skills Funding Agency, European Social Fund, Neighbourhood Renewal Fund, WorkingNeighbourhood Fund, Deprived Area Fund and New Horizons Community Enterprise (Walsall’sNew Deal for Communities).

A full list of funding partners is provided on page 51.

The impact as an organisation on providing public benefit will be seen from the outputs and outcomes, measured or non quantifiable, which arise from our work,these include:-

• Assisting large numbers of people disadvantaged in the labour market to improve their skills through advice, guidance and training, examples of which are detailed further in this report.• Developing and delivering projects and programmes that provide benefits to individuals and groups that meet the company’s overall aims and mission.• Providing access to support regardless of people’s ability to pay for the service and where private benefits are incidental. �

the

coMpany

our obJectives For

public beneFit

4


Delivery is unDertaken throuGh

six sites, Five in walsall anD

one in wolverhaMpton

Townend House The Townend House offices opened in August 2006,situated on Park Street within the Town Centre of Walsall. We occupypremises on the third and fifth floors for delivery with some corporatefinance & administration functions on part of floor seven. Monday toFriday, Steps to Work deliver training sessions, supports customers withinterviews, employer engagement, sales administration, ICT and customer awareness training for the DWP Work Programme. �

Caldmore One Stop Shop Caldmore One Stop Shop is based at 14Caldmore Green, Walsall, WS1 3RL. The premises opened its doors tocustomers in February 2011, although the project itself commenced inApril 2010, running from the Mobile Information Unit. The project predominantly covers the areas of Caldmore, Palfrey and Pleck. In addition the shop operates a pilot project entitled Support for Emerging Minority Groups. �

Darlaston JET The Darlaston Multi Agency One Stop Shop, or Darlaston JET as it is better known, has been in operation since August2008 and is based at 40 King Street, Darlaston, WS10 8DE. The shopserves Darlaston South, Bentley and Darlaston North, Willenhall North,Willenhall South and Short Heath. �

Walsall One Stop Shop The Walsall One Stop commenced deliveryon the 1st April 2010; it is delivered from existing premises locatedwithin Challenge Building, Hatherton Road, Walsall, WS1 1XS. The primary focus is workless residents from the most deprived ward andneighbourhood areas in the Walsall Borough, namely St Matthews. �

Work on the Horizon Initially commenced in 2003 as an outreachservice based on the Mobile Information Unit the premises at 1 QueensParade, High Street, Bloxwich, Walsall, West Midlands became fully operational in June 2005 serving the residents of the Bloxwich and Blakenall area. �

St Johns House (Wolverhampton) The Wolverhampton Office wasestablished in September 2005. It is located in St John’s House, ChurchStreet, Wolverhampton, WV2 4BH. �

You can read about each of the projects outlined from page 12 ofthis report.

steps to work delivers through its various

sites projects and programmes which

aim to:

● Develop people’s skills

● promote employment opportunities

to people who face specific

disadvantage in the labour market

Facebook: Steps to Work

Twitter: @stepstowork

� �

� �

� �

�

5

2 Company overview

6 The Chair’s Statement

7 Structure, Governance and Management

8 The Chief Executive’s Statement

10 Delivering Public Benefit (includes statistics and case studies)

42 Highlights of the year

48 Financial Review

50 Summarised Accounts

52 Risks and Opportunities

54 The Future

56 Employer Engagement

58 Partnerships and Funding Partners

trustees

Councillor Tom Ansell CouncillorMrs Vera Birch Community ResidentMs Mandy Holcroft (1) Assistant Director of Housing ServicesMiss Susan Wakeman Director of Human ResourcesMs Carole Wildman Director of Regeneration and Development (Chair)Mr Stephen Preston Managing DirectorMrs Mary Clarke Community ResidentMr Robert Thomas Community ResidentMr David Brown Community ResidentMr Manjit Singh Jhooty Managing DirectorMrs Ravinder Sahota Centre OwnerMr Patrick Newland Managing DirectorMr David Bassett DirectorMrs Susan Wood Community ResidentMr Michael Hew Chief Executive

(1) Resigned 25/05/2012

senior ManaGeMent teaM

John Brewer Chief Executive OfficerSusan Brookes Finance & Administration ManagerAnne Marie Ruddy Senior Manager (Wolverhampton)Trevor Codner Senior Manager (Walsall)Crystina Woolley Business Continuity Information & Compliance Manager

corporate teaM

Raj Sarai Personnel OfficerClaudette Stephenson Personnel Officer (Maternity cover)Katie Sohal Marketing OfficerDavid Jones Health & Safety Officer

6


1

chairs

stateMent

The past twelve months has flown by, I would like to

take this opportunity to thank my fellow Trustees for

the support they have given me, the management and

staff of the company which has allowed it to effectively serve the

residents and businesses of the area.

As an organisation we have remained focused on achievement and

during the past year we have successfully become one of the few

organisations to be awarded Leadership in Diversity status demonstrating

our commitment to equality and diversity and supporting our Investors

in People accreditation gained previously. The maintenance of Matrix,

ISO 9001 and 14001 have also ensured that we demonstrate that our

services are developed and delivered with sustainability and quality at

the heart of our work.

Financially this has been a challenging year with further transition to a

greater level of output related funding. This has resulted in the

Trustees maintaining the desire to restrict the majority of funds to

provide a basis for moving forward and meet the challenging cash flow

issues which we face.

I would like to take this opportunity to personally thank all those

businesses who have provided opportunities for our customers, those

partners who have developed their services in support of our aims and

our customers, some of who have allowed their stories to be recognised

within our Annual Report for 2012/2013.

�

Carole Wildman

Acting Chair

Appoint:

Govern:

Organize:

Establish:

Provide:

Develop:

structure,

Governance

anD

ManaGeMent

appointMent oF trusteesNew Trustees are appointed through a process of open recruitment. To become a Trusteecandidates must either live or work within the geographical area of operation (Walsall andWolverhampton) and have an empathy with the work being undertaken by Steps to Work.Job descriptions and job specifications are produced for the main key roles and for generalTrustees. Appointments are made on the basis of individual skills and abilities.

A Trustees’ handbook is used which outlines the role of the Trustee along with a Trustees’ induction book which provides further information about the role and its responsibilities. A budget is set aside to develop board members and provide training where required ensuring that all Trustees’ have a common understanding and ethos. To ensure that wholesalechanges are not made, a rolling programme of annual changes has been agreed whereby allmembers will, over a three year programme, be subject to possible retirement.

Expressions of interest for potential new Trustees are now sought between July and Septembereach year. Anyone expressing an interest will be given a copy of the job description and personspecification and asked to complete an application form by an agreed closing date.

Interviews will be set up with a panel of existing Trustees and the Company Secretary whowill take account of the candidate’s skills and abilities as the basis for a recommendation tothe Annual General Meeting held in September each year.

GoverninG DocuMentThe company is registered as a Company Limited by guarantee in England and Wales (Ref: 3738249) and is governed in accordance with its Memorandum and Articles of Association.

orGanisational structureThe Board of Trustees meets bi-monthly and receives reports from the Chief Executive onstrategic and operational issues. Each report contains historical performance data and a seriesof recommendations prepared by the Chief Executive on which the board are required tomake decisions.

To allow for a smooth and efficient operation, many of the day-to-day decisions are delegatedto the Chief Executive. With the support of the Senior Management Team, the Chief Executivewill take decisions in line with the company’s Memorandum and Articles of Association, relevant agreed policies and procedures which cover financial transactions, personnel andmarketing activities, along with contractual obligations outlined within Service Level Agreements (SLAs) and contracts.

obJectives anD activities to proviDe public beneFitSteps to Work (Walsall) Limited, through its activities aims to:● Establish and operate a multi-functional employment and training programme serving the Black Country and surrounding areas.● Provide employment and training opportunities for employed and unemployed residents of the Black Country, in particular those in Walsall and Wolverhampton.● Develop partnership arrangements with other local organisations to support the employment and training of local people.

7

�

�

�

�

Creating amazing

opportunities for local

people and local business’s

1

8


Welcome to the 2012/2013 Trustees Report for Steps to

Work (Walsall) Limited.

Within the last year, challenges caused by the economic uncertainty

have kept us busy as we have tried to provide services to customers in

a tight labour market which has shown little overall movement in the

claimant counts during the year.

The management and staff at Steps to Work have needed to adapt with

the times, seek new opportunities and ways of working as programme

funding ceases as a result of central and local Government budgets

being re-focused.

Working as a Sub Contractor for several organisations has been a major

challenge. As an independent small charity we have needed to manage

our finances carefully as much of our work is payment by results.

Balancing income and expenditure whilst increasing public benefit has

been extremely difficult in such prudent economic times.

The following pages will highlight just some of the projects and

partnerships in which we have been involved during the past twelve

months. The report will also showcase some of the customer

achievements and provide a look into what the board and management

of the company see as some of the challenges going forward.

chieF

executives

stateMent

John Brewer

Chief Executive,

Steps to Work (Walsall)

�

�

“the ‘one stop’ shop staff

were really helpful,

i took part in their

training course and

i now have found work

and the project is still

supporting me even now

with travel expenses.”

Sharnie

9

“From the start i knew i

wanted to be an instructor,

but without the support

and finance from

Darlaston Jet i wouldn’t

have been able to afford

to put myself through

the training i needed

and would have still

been unemployed”

Sean�

“excellent support

in perfecting my

interview

techniques which

made me

comfortable and

confident during

a real interview

process”

Wesley

�

“a very big thank you

to steps to work

for giving me the

boost i needed and

supporting me after

7 years of being

out of work”

Christine“proactive, professional

and caring attitude

that they work above

and beyond what is

expected of them.

the whole team have

a ‘can do’ attitude and

do their very best to

support customers”

Karen

�

��

“i’ve been really

pleased and grateful

for the support that

steps to work

have given me and

without them i’d still

be claiming benefits.

it’s a great feeling to

come into work in

the morning”

Aaron

10

There must be an identifiable benefit or benefits

The identifiable benefit or benefits are recognised from the large numbers ofpeople, experiencing disadvantage in the labour market (our customers) who wehave assisted to improve their skills, qualifications and employment prospects(Principle 1a) by providing advice, guidance and training through programmessuch as:-

• 3SC• EOS• Work on the Horizon (New Horizons Community Enterprise)• Darlaston JET (Working Neighbourhoods Fund)• Programmes to assist those not in Employment, Education or Training (NEETs)• WorkWise• Other projects designed to assist employees and employers

The benefits of providing opportunities for people to overcome their personalbarriers, and improve their skills and employment prospects, are via the deliveryof the above programmes. This directly relates to the aims, objectives and mission of the Charity (Principle 1b) as stated.

Delivering high quality, inclusive services that benefit our customers and, by default, the wider community, is wholly integral to the work we do as a Charity.

Further details of the various programmes and projects we have delivered, areprovided in the summaries of various projects and in the case studies of someof the customers we have supported, as featured throughout this report.

The services we deliver for the benefit of our customers are balanced againstany detriment or harm to individuals, groups or the environment (Principle 1c).

The Trustees have examined the programmes, projects and actions, which areundertaken by the organisation and believe that its work delivers net benefit tothe public. Through its work of assisting people disadvantaged in the labour market, customers can gain the skills and knowledge to access sustainable employment and/or improve their skills. The Trustees have reviewed their actionsand believe that any detriment or harm caused through its actions are minimaland would not outweigh any potential benefit.

The organisation has, as part of its commitment to reducing any potential detriment or harm, developed strategies, policies and actions that minimise anydamage to the environment. The strategic principles are published through oursustainable development policy and environmental policy statements.

We work to ensure that actions that could be seen to be dangerous or damagingto mental or physical health, or that encourage or promote violence or hatredtowards others are outlined within our Equality and Diversity strategy, policiesand procedures. External recognition is seen through our award of Committedto Equality standard, Investors in People Gold Award and our award of the Disability two ticks.

Practical examples are seen through our strict health and safety procedureswhich we have in place to ensure the safety and welfare of all customers, staffand visitors. This includes any activity that takes place on our own premises orwhen undertaking activities in other locations. We encourage all of our customers and staff to use public transport wherever possible to minimise theenvironmental impact of any journeys they make.

Please see the details for the Workwise project for more information.

DeliverinG

public

beneFitthis section describes how

the activities and services we

deliver meet the various

principles of ‘public benefit’

as set out by the charities

commission and in so doing

provides real, measurable

benefits for the people who

have been supported by us

Benefit must be to the public, or a section of the public

In line with our aims and objectives, the programmes we have delivered have been targeted predominantly at the unemployed resident populations (our customers) of Walsall and Wolverhampton (Principle 2a) as much of the funding provided to support our work is geographically targeted, in accordance with the service level agreements we operate.

We consider that such a group represents an important section of the community as they include individuals with significant barriers and great levels of need. Customers therefore require specific help and support to overcome barriers and realise their potential. We believe that by enabling our customers to overcome disadvantage, we are helping to ensure that they are able to lead fulfilling lives and contribute positively, both economically and socially, to the communities in which they live.

As a Charity, our aim is to provide benefit to the widest range of people. Therefore, the organisation takes a pro active response to developing and delivering a diverse range of projects, which benefit our target group. Benefit is not unreasonably restricted by geographical restrictions, or by the ability of an individual to pay for a service (Principle 2b). The only constraints within individual programmes are where external restrictions apply.

No person is restricted from benefiting because they are in poverty, as most courses and programmes are externally funded (Principle 2c). In fact, the vast majority of the customers we support are likely to be definable as ‘being in poverty’. This is based on the economic, social and personal barriers they face. No person or organisation will accrue any private benefits, as a result of the support and assistance we have provided (Principle 2d).

The graphs on page XX show the background of the customers we have assisted in the financial year 2011/2012. The breakdown of unemployed customers by their own definition, assisted by Steps to Work, are detailed by gender, ethnic origin, age and disability.

11

Benefit must be to the public, or a section of the public

In line with our aims and objectives, the programmes we have delivered have been targeted predominantly at the unemployed resident populations (our customers) of Walsall and Wolverhampton (Principle 2a)as much of the funding provided to support our work is geographically targeted, in accordance with theservice level agreements we operate.

We consider that such a group represents an important section of the community as they include individuals with significant barriers and great levels of need. Customers therefore require specific helpand support to overcome barriers and realise their potential. We believe that by enabling our customersto overcome disadvantage, we are helping to ensure that they are able to lead fulfilling lives and contribute positively, both economically and socially, to the communities in which they live.

As a Charity, our aim is to provide benefit to the widest range of people. Therefore, the organisation takesa pro active response to developing and delivering a diverse range of projects, which benefit our targetgroup. Benefit is not unreasonably restricted by geographical restrictions, or by the ability of an individualto pay for a service (Principle 2b). The only constraints within individual programmes are where externalrestrictions apply.

No person is restricted from benefiting because they are in poverty, as most courses and programmes are externally funded (Principle 2c). In fact, the vast majority of the customers we support are likely tobe definable as ‘being in poverty’. This is based on the economic, social and personal barriers they face.No person or organisation will accrue any private benefits, as a result of the support and assistance wehave provided (Principle 2d).

The graphs on page 45 show the background of the customers we have assisted in the financial year 2012/2013. The breakdown of unemployed customers by their own definition, assisted by Steps to Work, are detailed by gender, ethnic origin, age and disability.

12


The following pages provide an overview of the many different projects and programmes contracted to Steps to Work duringthis financial year.

All have enabled us to achieve our aims and objectives to deliver a service to our customers and the wider community. The summariesshown allow you to observe the level and scope of provision Steps toWork are able to offer. There are many case studies of customers andpartnerships we have successfully built over the last twelve months.

MaossThe Multi Agency One Stop Shop project is partially funded by the European Regional Development Fund in conjunction with Walsall MBC and Working Neighbourhood Funds.

The four shops are based in Bloxwich, Caldmore, Darlaston and Walsall Town Centre. Theyhelp unemployed Walsall residents overcome barriers to gaining employment, offering a rangeof services in a local friendly, welcoming environment. They work in partnership with key organisations and providers.

The shops allow users to access partners services for one to one support for Information, Advice & Guidance, Careers Advice, CV completion and interview techniques as well as signposting to more specialist organisations. By housing all of the key support agencies underone roof, within their local area, residents can easily access all of the support that they needto get them back into employment. Local employers work closely with the shops to ensurethat local people can acquire the necessary skills to take advantage of local employment opportunities.

DurinG 2012-2013 the shops assisteD the FollowinG

nuMber oF custoMers;

● Caldmore One Stop Shop – 971● Darlaston Jet – 964● Walsall One Stop Shop – 897● Work on the Horizon – 1,254

● Total Walsall residents assisted – 4,216

the Multi

aGency

‘one stop’

shops

13

Partners include

Prospects

Connexions

Walsall NHS Stop Smoking

NHS Health Trainer

Pathways to Enterprises

Walsall Probation Service

Citizen Advice Bureau

Welfare Rights

Walsall Health Service

Walsall Adult Community College

Jobcentre Plus

‘One Stop’Employment shops

14


wothWork on the Horizon is the North Walsall One Stop Shop basedupon Bloxwich High Street and covers the Bloxwich East, BloxwichWest, Birchills Leamore and Blakenall wards.

The shop and its experienced staff offer a range of interventions individually tailored to meet the needs of the local residents, aged 16years and over, to assist them towards sustainable employment. Theseinterventions can include the construction of CV’s, Information Adviceand Guidance, access to employment vacancies, help with applicationforms, training and in work support.

The shop works in partnership with local employers by offering companies free support with their recruitment needs.

To assist users address other barriers the shop also works in partnershipwith a number of other organisations such as Jobcentre Plus, Healthyliving, Stop Smoking, Walsall Adult Community College, Walsave, CABand more.

During 2012-2013 Work on the Horizon was funded by Working neighbourhood Fund, European Regional Development Fund and theView fund.

work

on the

horizon

DurinG 2012-2013 local

resiDents were assisteD

with the FollowinG

● 428 Customers with careers advice

● 359 Were assisted with IAG

● 205 Customers gaining a qualification

● 262 Supported into employment

�

“i am very pleased with the

service, help and support

i have received from

work on the horizon.

they have given me

everything i needed to

get back to work”

Tony

DJetDarlaston JET (Jobs Education & Training) is situated within the main retail area ofDarlaston in the borough of Walsall.

The main aim of the project is to offer a range of interventions in order to assist local residentsin improving their employability skills and employment opportunities, whilst also assistinglocal companies with recruitment, signposting to support services and training. This is achievedthrough the ‘Multi Agency’ approach of working with partner organisations in order to offerservices such as:-

For residents: Bespoke training, mentoring, C.V. compilation, interview techniques and financial support where appropriate.

For companies: In-house training, free vacancy advertising, compilation and delivery of application forms, use of interview rooms on site, pre-screening of applicants, introductionsto other related organisations.

The project began in 2008 and covers a wide area of deprived wards, namely: Bentley andDarlaston North; Darlaston South; Short Heath; Willenhall North; Willenhall South.

During 2012-13 we have built on the previous year’s ‘outreach’ activities, and are now established in all of our wards, in particular the Bentley and Darlaston North and WillenhallNorth wards through our regular visits to ‘The Hub’ and Fibbersley respectively.

One of our main objectives over the past year was to increase employer engagement activities. Although we are represented at board level on both Darlaston Business Park andDarlaston Town Centre Company, we went the ‘extra mile’ and organised a Business Networking Event. Held at Darlaston Town Hall, the event was aimed at connecting youngpeople and local businesses, whilst also informing local companies of what opportunities andassistance was on offer now that Darlaston is within the local Enterprise Zone. The event wassupported by over one hundred companies and more than sixty pupils from local schools.

Darlaston

Jet

The figures below could not have been achieved without the

on-going support of our partner organisations which include:-

N.H.S., Welfare Rights, Jobcentre Plus, National Careers Service,

Walsall Adult Community College and West Midlands Police.

2012-13 suMMary





15

�

“without the staff and the project i

know i would have really

struggled to find employment”

Mark Darlaston

16


wossThe Walsall One Stop Shop offers support to the workless

residents of the St Matthews ward by assessing users needs and

breaking down any identified barriers.

A personal and specific action plan is developed with each user to assist

them towards employment and support mechanisms are put in place

to maximise their chances of success.

Vacancies are sourced by working in partnership with local employers

and users are enabled to apply for said vacancies by being assisted with

CV’s, Interview technique sessions, help with application forms and

where possible offered financial support with equipment, clothing and

travel.

Partner organisations also offer their services from our premises to

ensure that all users needs are met.

walsallone stopeMployMent

shop

DurinG 2012-2013

the walsall one stop

eMployMent shop assisteD





�

“i have learnt some new skills with

preparation to work,which has boosted my confidence in

working with others”Chris

cossCOSS is a ‘Multi Agency One Stop Employment Shop’ situated within the communityof Caldmore in the south of the Walsall Borough.

The purpose of the project is to develop a robust worklessness action which will set out apackage of support to contribute to the Borough’s ability to tackle worklessness in Walsall.Its aims are to provide:

● Employer support and engagement: brokerage of wage subsidies, training, equipment;● Employability support: targeting residents needing specific help to become work focussed;● Cross referrals: gaining clients from and passing clients to other service providers;● Provision of a mobile facility to target services at all residents within Caldmore, Palfrey and Pleck

To achieve these aims, we provide a range of services which include, for individuals, high quality information, advice and guidance; job search facilities; CV development; support withapplication forms and preparation for interviews; training and in work support. For employerswe offer a bespoke recruitment package which includes advertisement of vacancies, initialsifting of CVs, interview support and facilities, and wage subsidies for SMEs.

To support us in delivering the highest standard of service, we work in partnership with arange of organisations both in and out of the shop premises. Partners who deliver from withinthe shop on a regular basis include Walsall Probation, Citizens Advice Bureau, Stop SmokingService and Walsall Adult and Community College. Partners we have worked with in the localcommunity include Palfrey Sure Start, Joseph Leckie School and Aaina Women’s Centre.

We have seen a large increase in the number of customers who are from an Eastern Europeanbackground. This has brought with it many challenges, including a language barrier. To addressthis, we applied for temporary funding from the Walsall South Area Partnership and have recruited a member of staff who can speak Polish, Czech and Slovakian.

calDMoreone stopeMployMent

shop

a suMMary oF

perForMance in

2012-13 is as Follows





�

“useful information, polite staff team

in a friendly and relaxed

environment”Kira

17

18


Miu Gets

a new

look

the Mobile inForMation

unit (Miu) has been Given

a new lease oF liFe with

Fresh new Graphics,

transForMinG it FroM

Drab to Fab

MiuThe Mobile Information Unit has been providing residents with

an outreach service, going into the most vulnerable and deprived

areas of Walsall to support and regenerate the Borough.

During 2012 the vehicle went through a makeover to provide our

customers with a more equipped service.

The services include specialist employment advice, employability

development, training, subsidised work placements, work readiness,

confidence building, mentoring, access to work equipment, childcare,

subsidised travel and bespoke tailored support.

The Steps to Work Mobile Information Unit, is a project individual to

Walsall and surrounding areas. There is no other service like it in our

area that is supporting communities and giving outreach support to

those who need it most.

It has been very successful in engaging with the wider community and

to customers that we do not reach through our other services.

19

The objective of the Work Wise project is toassist unemployed Walsall residents withpublic transport whilst seeking and taking up employment together with promoting thesustainable use of public transport.

The project offers free travel information including timetables and journey planners. It alsooffers unlimited free travel day tickets to attendjob interviews and a month’s travel pass oncethey commence employment.

These travel passes can be issued for use on thebus, tram or train within the network boundariesdependent upon the individual customers needs.

During 2012-2013, 239 passes were issued to enable local residents to attend interviews and666 passes were issued to people commencingemployment.

DepartMent For

work anD pensions

� DwpLong-term unemployment is damaging to individuals and communities, it affects mental and physical health, and holds back economic growth.

We want to help people into work and make sure that work pays. In return, people on out-of-work benefits need to take the opportunities available to them to move off benefits and into work.

Out of work older people can find it more difficult to get a job and they are more likely thanyounger people to remain unemployed for longer.

The Work Programme provides personalised support for claimants who need more help lookingfor and staying in work. Service providers have freedom to decide how best to support WorkProgramme participants while meeting minimum standards for delivering the service.

This is a major change in the way we help people move from welfare to work in this country.The Government has created a structure that treats people as individuals and allowingproviders greater freedom to tailor the right support to the individual needs of each claimant.Steps to Work have been delivering the Work Programme since 2011 and will continue to doas contracted under the Department of Work and Pensions until 2014.

The Work Programme also gives value for money for the taxpayer by basing payments toproviders largely on results they achieve. The Work Programme is part funded by the EuropeanSocial Fund.

workwise

the workwise project

operates in walsall in

partnership with walsall

Mbc and centro

20


work proGraMMeThe focus of the Work Programme is to support a variety of unemployedindividuals in receipt of various types of benefits such as Job SeekersAllowance, Employment and Support Allowance, Invalidity Benefit andmore recently Prison Leavers, to move into sustainable work. Work Programme is outcome based and is measured by placing customersinto a job for 13 weeks, or 26 weeks and 4 weekly sustained periods ofcontinual employment thereafter.

All customers due to join the Work Programme are referred by JobcentrePlus, the advisers determine a customer’s eligibility for the Programmeand, where customers have the option to volunteer, will determinewhether the Work Programme is the most appropriate option for thatperson.

Jobcentre Plus will allocate customers to one of the three Work Programme Prime contractors for the West Midlands area and they willin turn allocate individuals to themselves or their sub-contractors.

We are responsible as a subcontractor for the Walsall area engagingwith customers for EOS and Newcastle College Intraining (managed by3SC). We conduct attachment interviews within 15 working days of thecustomer being referred and have up to 104 weeks to support the customers, unless the customer completes the programme early, byfinding work, the 104 weeks includes periods where a customer is offbenefit.

Whilst customers are on the Work Programme, they will be assigned apersonal coach, attend tutor led employability courses have access toone to one and group jobsearch, pre-employment training specialistsupport, community projects, health and wellbeing advice, housing advice employment options and other services

work

proGraMMe

proJect

overview

�

“i never would have thought i could

find job vacancies on my mobile phone - they

showed me how!”Omar

work proGraMMe eosThe delivery model for EOS is based on their contractual processes, the customer journeystarts at a one to one initial contact officer’s attachment meeting and then the customer isassigned a personal coach who conducts further face to face, home visit or telephone interviews and agrees an action plan which is reviewed during a minimum contact of at leastevery 4 weeks.

The Job Seekers Allowance customers are mandated to take part in an awareness session, informing them about the Work Programme, fortnightly interventions, soft skills, taught jobsearch, employability skills, work trials, placements internal and external accredited and non-accredited training, ICT training interview techniques, job matching and supported toapply for jobs.

When they have found a job, in work support is made available to help with the transitionfrom benefit to work. Employment and Support Allowance customer cannot be mandated totake part in the activities but are strongly encouraged to so and have the same opportunities offered to them as the Job Seekers Allowance customers.

Part of the delivery model involves fast track to employment courses (FTTE) based aroundregular attendance by customers on a daily basis over a period of 4 weeks which includes employability training.

The impact of the support is measured by their EOS management information system whichis a move from a paper based system. Following the initial weeks activity the customers attends the centre a minimum of every 4 weeks with a one to one job focused interview withtheir coach and a full initial advice and guidance review every 12 weeks.

EOS have given us a level of flexibility to add our individually tailored service and we deliveradditional accredited and none accredited training to enhance the support the customer receives. We also link our customers to the ‘One Stop’ Employment Shops who also offer various levels of customer support.

We have engaged over 2,677 customers and helped 813 into work.

work proGraMMe newcastle colleGe

intraininG (ManaGeD by 3sc)The Intraining contract targets the same customer group as EOS but this is a smaller contract.

Their delivery model comprises of 5 stages for the customer, invite, invigorate, inspire, intensity and independence. This supports the customer journey to improve employabilityprospects.

Intraining have allowed us the flexibility to enhance the programme and even deviate fromtheir prescribed delivery. The overall model is very similar to EOS as both have been derivedfrom DWP specifications.

The Intraining customers are seen by a personal coach who conducts the attachment and thecustomer is assigned to that coach from the beginning of their journey. They are seen on afortnightly basis where an action plan is agreed and customers’ targets set.

Here customers are supported by employability courses and intensive job search activities,placement, opportunities and internal and external training. Intraining uses an IT system calledMaytas to record and monitor customer activity on the programme.

21

�

“i would like to thank the staff on

the work programme for their help and

support that has led to me getting a

full time job” Dorren

22


supporteD housinGThe Supported Housing project, funded by Walsall MBC has been developed anddesigned to support clients who are currently being accommodated within Supported Housing accommodation, the Gypsy & Travellers site or who aredeemed to be homeless, all based within the Walsall Borough.

The key aim is to provide a process of engagement, encouragement, mentoringand motivation to improve future outcomes of clients who are in these temporary supported housing programmes. The vast majority of these are clientsthat are economically inactive and / or unemployed with multiple barriers tobreak down. The key aim and objective of the intervention is to help them overcome barriers that the clients may face which will in turn improve their longterm employability factors.

The project has engaged with 99 individuals, of these 86 have received Information Advice and Guidance, 54 have been referred to more specialist support, 41 have been referred to individual training and 13 have beensupported into employment.

FlexibilitiesIn June 2012 Steps to Work were awarded a project to deliver Employability SkillsTraining in Wolverhampton as a Sub Contractor to Performance Through People.The eligibility criteria for this programme is that the learner is aged 19+ and inreceipt of benefits (JSA, ESA or Income Support) and they must be eligible towork in the UK.

The course content includes Working as Part of a group, Preparation for Work,Searching for a Job, Writing a CV, Business and Customer Awareness and Preparation for an Interview, the programme is qualification led with learnersgaining a Level 1 Certificate in Employability Skills.

Course content also includes Safeguarding, Equality & Diversity and Health &Safety. The course aims are to motivate and prepare each learner with the knowledge and skills required for attending interviews and presenting personalinformation either in the form of a CV or a written application form, the programme is designed for each individual to make job applications specific totheir areas of work, comparing job specifications to transferrable skills.

ManDatory work activityIn October 2012 Steps to Work were awarded a project to deliver MandatedWork Activity in Wolverhampton and Walsall as a sub contractor to esg Group.MWA is for JSA customers only and is mandatory for those who are referred.

The programme is designed to help and support unemployed people to moveinto work, as this is a mandated programme we do not market this provision,referrals are made from job centre advisors to the prime contractor (esg) whothen allocate customers to sub contracted provision.

MWA is intended to help customers move closer to the labour market, enablingthem to establish the disciplines and habits of working life, carry out specifictasks and working under supervision while delivering a contribution to the localcommunity.

Customers who are referred to the programme are required to engage in a workplacement lasting for four weeks, for up to 30 hours per week over a seven dayperiod, the placement must be of benefit to the local community. Customersare provided with travel expenses and support while in placement and on completion the placement activity can be added to a CV and the PlacementHost will provide a reference.

Placements are varied enough to supply work experience in Customer Care, Administration, IT Support, Retail, Driving Delivery Vehicles, Warehousing, Classroom Support, Animal Care, Cleaning, Catering, Sports Coaching, Gardening,and General DIY Maintenance.

To date we have engaged 181 customers in the Wolverhampton area and261 in the Walsall area.

proGraMMes

oFFerinG

traininG anD

QualiFications

� wacc stranD 1Working in partnership with the Walsall Adult Community College, Steps to Work are deliveringa number of training courses, both accredited and non accredited, within local venues. Thecourses are available to any Walsall Borough unemployed resident aged 19 years plus and aredelivered from a number of locations including Challenge Building, Townend House, Work onthe Horizon and the Caldmore One Stop Shop.

The programmes are available to any Walsall Borough resident who is unemployed, or undernotice of redundancy and is aged 19 years or over. All learners complete an individual learningplan and can enrol upon the programme which best suits their needs and requirements.Courses available include Improving Job Hunting Skills, Preparation for Employment includingICT, Introduction to IT, Motivation & Life Skills and Employability Skills.

� wacc stranD 2Funded by The Walsall Adult Community College this project aims to deliver accredited training, in both ICT and Employability, to Walsall residents aged 19 years and above.

The courses are set within local community venues such as Challenge Building in central Walsall, Caldmore One Stop Shop, Work on the Horizon and Townend House.Since September 2012, 59 Walsall residents have taken advantage of this opportunity.

� wacc stranD 3Funded by The Walsall Adult Community College this project offers local residents who haveno computer skills a basic introduction to various aspects of using this technology to assistwith their job search.

The course is held at Work on the Horizon and consists of 2 hour sessions per week. Thesesessions include Introduction to Computers, Introduction to Word Processing, Introduction tothe Internet, Introduction to Email and Introduction to using Universal Job Matching Service.These courses commenced in August 2012 and have resulted in 147 enrolments.

Strand 3 also fund a Confidence & Motivation and Employability Skills course run from Workon the Horizon once a week. The Confidence & Motivation course runs for 4 hours a weekover 4 weeks. The course covers Assertiveness & Confidence Building, Motivation & Development, Following Instruction & Problem Solving, Stress Management.

It is designed for customers who are unemployed and have lost their confidence which is affecting their ability to find employment.

The Employability Skills course also runs for 4 hours per week over 4 weeks. These courses commenced in August 2012 and have resulted in 221 enrolments.

walsall

aDult

coMMunity

colleGe

DurinG 2012-2013

there were:

● 713 enrolments onto Improving Job

Hunting Skills

● 53 enrolments onto Preparation for

Employment including ICT

● 147 enrolments onto Introduction to IT

● 108 enrolments onto Motivation &

Life Skills

● 104 enrolments onto Employability Skills

23

24


� step aheaDThe Step Ahead programme is designed for young people residing

in the Wolverhampton and surrounding areas.

Learners are young people not in education, employment or training(NEET) and are referred to the programme by Connexions, Youth ClubLeaders, Social Workers, Job Centre Advisors or are self referrals, whojoin the programme through marketing.

Learners are aged 16-19 but can be considered up to the age of 24 yearsof age if they have learning difficulties or a disability.

The programme consists of 2 phases and continues until

December 2013.

● Phase 1 is a 6 – 12 Week programme focusing on a wide range of positive activities and opportunities to develop the learner’s personal and social development. Learners complete an Individual Learning Plan tailored to their needs. The Learning Plan is reviewed every 4 weeks for Non Vulnerable and every 2 weeks for Vulnerable learners. Learners then commence working on Personal Development, Team Skills, Motivation, Employability Skills Training and Functional Skills – Maths, English and ICT (Entry 1 to Level 2).

Learners have the opportunity to take part in Work Tasters and Placement Activity. Learners also have outings to local places of interest (Museum, Art Gallery, The Think Tank, Baggeridge Park), this has proved very useful in Team Building, Motivation and Communication Skills as they take part in the planning of events.

● Phase 2 is a progression to Foundation Learning, Apprenticeship Training, College, Employment or Voluntary Work with pastoral Support supplied by staffs who have built up good relationships with the learner during stage 1.

youth

provision

steps to work Deliver neet

provision as a priMe

contractor within the

wolverhaMpton area, the

priMary Focus is neet

learners FroM hot spot

areas wv10, wv11, wv14

anD wv4.

FunDeD by the skills FunDinG

aGency, the proGraMMe

aiMs to assist younG people

FroM wolverhaMpton who

are aGeD 16-19 years anD

are classeD as neet

(not in eDucation, eMployMent or traininG).

we have enGaGeD 5 Delivery

partners to ensure a Diverse

ranGe oF occupational

traininG is available to our

learners.

�

“with the support of staff

and training provided on

the step ahead programme,

i have gained full time

employment in mental health

care and working towards

nvQ level 2 in health &

social care. i am earning

and learning, i couldnt be

happier!” Craig

� non vulnerableNon Vulnerable learners are aged 16-19 years (up to 24 if learners have learning difficulties or disabilities) and are not engaged in Training or Employment. Steps toWork have engaged 80 young people during 2012- 2013 and of these 31 learners haveprogressed to positive progressions (Foundation Learning, Apprenticeship Training,Voluntary Work or Employment).

Learners complete diagnostics, agree an individual action plan which is reviewed and updatedevery 4 weeks. Pastoral support is in place to ensure that learners continue with progressionroutes and do not return to the NEET register and staff visit or telephone learners on a regularbasis to support them with any issues and learners are able to return to centre to completeunfinished work.

Placement hosts include British Heart Foundation, The Vintage Company, Age UK, WoodfieldInfants School, Wodensfield Primary School, TOPPs Training and Oxygene. Learners who haveengaged in placement activity have gained skills in Class Room Support, Retail and Warehousing, which has greatly improved learners confidence, motivation and work skills.

� vulnerableVulnerable learners are aged 16-19 years (up to 24 if learners have learning difficulties or disabilities) and include those who are at much greater risk than their peers of not engagingand are broadly defined as:

● Learners with learning difficulties and /or disabilities● Young offenders● Young carers● Substance misuse● Teenage parents● Certain ethnic minority groups (including Roma/Travellers)

Steps to Work have engaged 31 young people during 2012- 2013. 15 learners have progressed to positive progressions (Foundation Learning, Apprenticeship Training,Voluntary Work or Employment). Learners on this programme are heavily supportedby tutors with progress reviews being more frequent and 1-2-1 support available atall times.

All learners engage in Functional Skills Training – Maths, English and ICT, Employability Skillsand Soft Skills training to build motivation and confidence in preparation for their progressionroute.

Learners complete diagnostics, agree an individual action plan which is reviewed and updatedevery 4 weeks. Pastoral support is in place to ensure that learners continue with progressionroutes and do not return to the NEET register and staff visit or telephone learners on a regularbasis to support them with any issues and learners are able to return to centre to completeunfinished work.

25

there are 2 areas oF

provision

1 non vulnerable

learners

2 vulnerable learners

26


accelerate

programme

inspire

programme

Inspire Programme for 16-18 yr old NEETS

We are delivering this programme on behalf of Inspire Futures Group.We have been given an allocation of vulnerable young from Walsall andWolverhampton who are aged 16-18 yrs and Not in Education, Employment or Training.

Programme delivery mirrors that of the Accelerate Programme in Walsall. Vulnerable learners include those with learning difficultiesand/or disabilities, young offenders, young carers, substance misuse,teenage parents and certain ethnic minority groups includingRoma/Travellers.

Each learner attends a programme of activities aimed at assisting themto progress, for a minimum of 12 hours per week. During 2012-2013the programme engaged with 20 young people, 18 of whom progressedto a positive progression which included Foundation Learning, Employment, Training or Apprenticeships.

The Accelerate programme, funded by Serco, is designed toengage and support 16- 18 year old people from within theWalsall area who are not in education, employment or training(NEET).

Referrals are made to the programme from Prospects, SupportedHousing and JobCentre Plus amongst other agencies with a particularemphasis on young people living within the WS3, WS2, WS1 andWS10 areas of Walsall.

Each learner received an induction onto the programme and completed a robust initial/diagnostic assessment to identify, alongside any additional pastoral support required;

● Social and personal barriers to learning and progression

● Skills for life needs

● Current level of vocational skill

● Preferred learning style

● Career aspirations and ambitions

Each young person, with the aid of a tutor, produces an IndividualLearning Plan which includes the learners preferred and most appropriate route back into education, employment or training,the activities they will undertake to achieve these aims and impartial information, advice and guidance from their tutor.

Regular reviews take place with the individual learner to monitor anddiscuss their progress and learners are supported by staff throughouttheir time on the programme.

Each learner attends a programme of activities aimed at assisting themto progress, for a minimum of 12 hours per week, which includes;

● Basic skills

● Personal and social skills

● Employability skills

● Confidence and motivation

● Team building and problem solving

● Developing a healthy lifestyle

● Drug and alcohol awareness

● Environmental awareness

During 2012-2013

The Accelerate programme engaged with 45 young people, 39 of whom

progressed to a positive progression which included Foundation

Learning, Employment, Training or Apprenticeships.

The City of Wolverhampton College. Course content includes Diagnostics, Target Setting, Progress Reviews, Safe-

guarding, Health & Safety, Equality & Diversity, First Aid, Budgeting, Healthy Eating & Cooking,CV Building and Employability Skills, Managing Conflict and Stress. Learners also attend ex-cursions to Kinver Adventure Centre.

YMCA. Course Content includes Initial Assessments, Diagnostics, Coaching Sessions,long Term Goal Setting, Team Building, Personal Development, Drug/Alcohol

Awareness, Arts and Drama and Work experience. Placements are available in Construction,Childcare, Catering, Gardening, Fitness, Customer Service, Retail and Business Administration.

Learnfit. Learnfit provides a Vocational Sports Programme for Post 16 Learners, the‘Wanna be a Sports Coach’ programme provides an accredited programme for

those that are passionate about sport. The programme is delivered flexibly between 1 and 3days per week and contains variations of the following elements:

BTEC Work Skills, L2 Award in Community Sports Leadership, FA Referees Course, Personal &Social Development, Assistance with employment and FE application, activities include Football, Basketball, Cricket, Athletics, Multi sports, Tennis, Badminton and many more.

Heantun Housing. Course content includes Functional Skills, Maths & English, Employability Skills,Personal Development, Carpentry, Basic Plumbing, Painting & Decorating.

Timken Training. Course content includes Functional Skills, Employability Skills, Personal Development, Carpentry, Painting & Decorating, Brick Work, General Engineering,Mechanics, Hair & Beauty and Nail Art.

Inspire (Contract for Vulnerable 16-18 NEETS)In March 2011 Steps to Work were awarded a project to deliver NEET provisionas a Sub Contractor to Inspire Group within the Wolverhampton area.

This programme consists of 2 phases and mirror images the Step Ahead Vulnerable programme. Vulnerable learners include those with learning difficulties and /or disabilities,Young offenders, Young carers, Substance misuse, Teenage parents and Certain Ethnic MinorityGroups (including Roma/Travellers)

Course content includes Diagnostics, Functional Skills – Maths, English and ICT, Budgeting,Drugs/Alcohol Awareness, Equal Opportunities, Personal Development, First Aid, Food Hygiene,Employability Skills and Work Tasters/Placement opportunities. Pastoral support is in placeand progression routes include Foundation Learning, Apprenticeship Training, Voluntary Workand Employment.

Health and Social CareHealth and Social Care is a small project funded by Skills for Care. The projectis aimed at working with young people, aged 16 -18, who are not in education,

employment or training to stimulate an interest in careers within the adult social care sectorand to then support them to progress to a full apprenticeship in adult social care.

Each young person works with a learning mentor and completes an individual learning planto tailor training to meet their needs. All learners will receive a Level 1 qualification in preparing to work in adult social care. Learners also undertake short courses such as level 1 Health & Safety in the work place, level 1 Food Hygiene, First Aid, Manual Handling and Infection Control. 11 young people have commenced this course.

27

all partners Deliver

Functional skills traininG

– Maths, enGlish anD ict,

eMployability skills anD

soFt skills traininG.

learners coMplete

DiaGnostics, aGree an

inDiviDual action plan

which is revieweD anD

upDateD every 4 weeks.

pastoral support is in

place to support learners

who May have probleMs

aDJustinG to their

proGression routes.

partner

Delivery

28


Kate had moved from Poland to the UK in 2010 and started workingas a carer in London. Kate found the cost of living too high in theSouth and relocated to Walsall with her partner in 2012.

Kate’s English language was excellent, she saw an advert as a voluntaryinterpreter at the Caldmore ‘One Stop’ Employment Shop and so applied for the role and was taken on to see the shops EU customerswith language barriers every Thursday.

Over the few months of volunteering at the shop, Kate's skills had improved dramatically and now wanted to find employment within theadvice and guidance field working with jobseekers as she felt she couldshare and support others with her own experiences.

Working with the Project team at Caldmore, Kate quickly settled in andbecame one of the team; although she did not have any recognised qualification in Advice and Guidance, she was able to learn and pick upthe necessary skills required to fulfil a support officer role.

A position became available through Steps to Work, working as a traineepersonal coach on the Work Programme at Townend House in WalsallTown Centre.

On the job training was just what Kate needed and so she applied forthe role. Kate was successful at interview and started a week later.

Kate has now been working for Steps to Work for nearly a year and isenjoying working with a range of customers, finding others employmentand utilising all the essential communication skills and experience shehas.

Kate is also managing to pick up ad-hoc work at the Caldmore one stopshop, still supporting EU customers with their language barriers.

� case

stuDies

volunteer turneD

personal coach.

kate, aDDs a new set oF

skills to the steps to work

teaM

�

“without the support from caldmore and theteam really working with

me to support mytransition to the uk and

into walsall i wouldn't ofbeen able to find work.

i really enjoy my role andhelping and supporting

other people.” added Kate

Anthony had been out of work since June 2011 and needed help and support to get back towork. Anthony was given the motivation and encouragement he needed to get a foot in thedoor with local company, Scrap car buyers.

Scrap car buyers had several car part sorting vacancies which they had asked Steps to Workto source suitable candidates for. The company specialise in second hand car parts and havean online business selling and buying a range of parts for all types of vehicles.

Anthony’s personal coach put him forward for the vacancy and he attended an informationsession which told him all about the job, what the role entailed and pay rates etc.

Anthony went for an interview on the same day. With the skills and training that he had gainedsince being on programme at Steps to Work, Anthony was well prepared and as a result wassuccessful at his interview and secured a work trial with the company.

Anthony needed additional support and help with financing his travel expenses and worksafety boots to enable him to do the job. Steps to Work provided Anthony with a travel passso he could get to his new place of work.

After the one week work trial with Scrap Car Buyers, Paul, the owner of the company was verypleased with how Anthony had been progressing and so offered Anthony a full time position.

Anthony has now signed off Jobseekers Allowance and is earning a full time wage enablinghim to finally move out from his parent’s house and get his own accommodation. A goal thatAnthony wanted after finding employment.

“steps to work has

helpeD Me Get this Job

anD boosteD My

conFiDence no enD”

anthony, walsall

29

�

“i'm much happier now i have a job and i havebeen able to move out and get my own place.

steps to work has helped me get this job

and boosted my confidence no end”

Anthony, Walsall

30


One in 4 families are now headed by a single parent. Christine isa lone parent with 3 children ages 9, 13 and 15. Christine wantedto find employment now her children were growing up; she feltshe had the time to take a part time job in the care sector.

Although Christine had no up to date relevant qualifications, Work onthe Horizon were soon able to help her out and put her on the rightpath to success.

Christine visited Work on the Horizon after passing the high street onestop shop daily. Christine enquired about courses that would assist herinto sourcing employment in the care industry.

It was identified that Christine would need to hold certificates in healthand safety in the work place and emergency first aid as a starting pointfor her quest in employment. Work on the Horizon enrolled her straightaway on the courses. After a couple of weeks, Christine passed bothcourses with flying colours.

Keeping in contact with Work on the Horizon, Christine informed theteam that as he had achieved the courses they had placed her on, shehad now been accepted onto a nursing course at Walsall College andalso had found part time work with Accord Group as a Personal Assistant.

With the hands on experience she will gain through her work, she hopesthat this will enable her to enrol at Wolverhampton College in 2013and eventually lead to her main goal of working in Adult Nursing.

sinGle MuM

christine

FinDs new

traininG

anD Gets a

new Job!

“i aM extreMely GrateFul

For all the help anD

encouraGeMent i have

receiveD anD i aM really

happy to now be in

eMployMent with a

reputable coMpany”

christine, bloxwich.

� case stuDies

Turnocks are a locally based electrical company, situated on Leamore BusinessPark. Over the years the company has progressed into manufacturing domesticand automotive electric and light fittings.

Work on the Horizon have worked with Turnock’s for many years, matching job readyunemployed customers to suitable, sustainable vacancies with the company and in addition providing local businesses with wage subsidies where appropriate.

Liam had been unemployed for 9 months before he walked through the doors of Workon the Horizon located on Bloxwich High Street.

Initially Liam was looking for support with his CV and so an appointment was madefor him to have an informal chat with a project officer who went through his experienceand qualifications to get his CV started.

Liam had recently gained qualifications through Walsall College in electrical installationand needed to showcase his achievements through his CV. Within a few weeks a vacancy for an Electrical Technician/ Assembler became available through Walsall basedelectrical company, Turnock’s.

Liam’s CV was forwarded onto the Managing Director of the company, which was successful and he was offered a full time position with the company.

Jane had been unemployed for 5 months before being supported by Work on theHorizon, who assisted Jane in writing her CV. The One Stop Shop then matchedJane’s CV against local vacancies.

With the same company, an internal sales administrator vacancy became available.Jane’s CV was forwarded on to Turnocks and she was offered a full time position.

Through being customers at Work on the Horizon, both Liam and Jane have benefitedfrom gaining full time work, having their CV’s professionally written, which reflectedtheir new skills and experience.

31

work on

the horizon

assists two

custoMers

into Full

tiMe work!

GorDon stone, ManaGinG

Director at turncocks

coMMenteD;

“thank you For all the help

anD assistance in our

recruitMent neeDs.

work on the horizon have

been our port oF call For

vacancies anD we will

continue to work with theM

where we can to place local

people into local Jobs.”

32


Craig (17) left school with grade Level 1 and 2 in Functional Skills,where he then enrolled into the Army with a view to joining as aninfantry solider.

After completing 42 weeks of phase 1 training and graduating, Craighad an ankle injury which prevented him going any further which wasa major blow to his future Army career. A few months past and Craigfound out that he was going to become a father.

Worried he may become tempted into previous negative behaviour,Craig attended his local Jobcentre Plus where he was informed aboutthe Step Ahead programme, a 12 week course to boost his confidenceand motivation that would hopefully evolve into a future apprenticeship.

After feeling deflated from missing an opportunity in the Army, Craigwas determined to find an apprenticeship in Health and Social care ashe wanted to become a carer. Through support and guidance with histutors, Craig was able to determine a stable career and gain extra adviceon housing through income support and bursary payments to enableCraig to pay rent and find suitable accommodation for his young family.Whilst on the programme, Craig learned a range of skills to help himmove forward with finding employment and training, such as, CV building; confidence, motivation and team building skills; equality anddiversity and environmental training.

Craig was supported in applying for a Diploma in Heath and Social CareLevel 2 at Wolverhampton College. In addition to the course, a vacancybecame available at a local care home and Craig was offered an interview. Craig was successful and has been working since the end ofMay 2012.

Feedback from the employer has been encouraging and given Craig themuch needed boost of confidence he needed.

craiG

steps

aheaD

“everyone Just neeDs that

bit oF DeterMination anD

conFiDence to Make a

better liFe For yourselF”

� case stuDies

�

“if it wasn't for the step ahead programme pushing me forward into

getting what i really wanted, i could of easily become distracted and got into

trouble. everyone just needs that bit of determination and

confidence to make abetter life for yourself”

craig, step ahead (non vulnerable)wolverhampton

Josh is

a cut

above

the rest

“step aheaD Gave Me

the skills anD support

i neeDeD to Move into

an apprenticeship.”

Josh, wolverhaMpton

33

The Step Ahead programme, funded by the skills funding agency, aims to re-engagethose not in education, employment or training (NEET) and offered a flexible pathwayfor young people with different needs, attributes and skill level.

Josh (18) from Wolverhampton, had attended a BTEC Level 2 course at Wolverhampton College where he completed one year of the course but became disillusioned with the course.

After deciding to leave the course and look for work, Josh found a post as a sales trainee at alocal builder’s merchant. This did not work out unfortunately and Josh became frustrated inhis search for long term employment and didn’t know where to go for training apart fromback to college. And so, Josh like so many other young people, didn’t know where to turn andended up signing on. Josh really disliked having to sign on at the job centre, he wanted to beindependent, he wanted to be able earn money and gain long term training and he wanted tohave control of his future.

Josh was very frustrated, having had bad experiences in the past with training, he struggledto stay focused and motivated. Josh admits in the past to being more focused on the socialside of work, he needed to understand the importance of committing to a job and to still retain his admirable sense of humour.

The Step Ahead course gave Josh a focal point for his job search. Josh attended personal development and vocational sessions which helped him to develop his communication skillsparticularly in preparation for interviews. Working as part of a group helped Josh to understandhow he could use his social skills to become a better team member.

Josh attended interview training which was important for Josh to gain employment. Havingkept up the momentum of searching for opportunities Josh sought an apprenticeship vacancyin retail and applied. Josh went to his apprenticeship interview with a positive attitude andwas prepared. Josh attended a range of training sessions which improved his communicationskills the sessions included equality & diversity and substance awareness.

Josh was successful and is on a full time level 2 retail apprenticeship at The Lawnmower Hospital sited in Codsall and Wergs Garden Centre. He started his apprenticeship on 07/01/13.His duties are mainly customer service, and he is also gaining experience in diagnosing machinery faults and some repair work.

Josh is enjoying his course and has a more positive outlook for his future. Josh hopes his apprenticeship will lead into a permanent post at the Lawnmower Hospital he says he hasfound a type of work in which he can progress.

Josh really enjoyed being part of a group, he liked engaging with other young people. Joshsays he appreciated the way he was treated as an adult on the Step Ahead course this hadnot been his experience on pervious training. He liked being able to talk to staff and expresshis opinions, he says the course made him realise he can hold down a job.

34


chilDren in neeDWhile some staff opted to change the dress code to raise pennies andpounds for the cause, others dressed down and all staff donated £2.

The annual fundraising bake sale at Starting Point Recruitment alsoproved a big hit. Tasty delights cooked up by staff and went down atreat, as did the bake off competition. Staff donated prizes to the raffle(huge thanks to Village Hotel, Anne Ruddy, Asda, Katie Sohal, Holly Kinsey and Kate Vallance Clayton for donating prizes).

Tricia Hatton’s home grown aloe vera plants also proved to be a hugehit, boosting the Children in Need charity buckets.

Caldmore ‘one stop’ shop staff made a fantastic effort with diwalicelebrations and collecting from local businesses raising a massive£108.14 alone.

Steps to Work Wolverhampton also got involved with their learners andproviders with a quiz adding over £80 to the final figure.

Darren O’Hare from Townend House who wore his onesie, admitted hegot some strange looks on the way to work, but it was all worth it!

Baking enthusiasts from Starting Point and Steps to Work enteredthe ‘Children in Need Bake off’ this year in addition to the cake saleheld at Challenge Building. Tracie Glover, Katie Scott, Lucy Baker, KateVallance-Clayton, Crystina Woolley and Katie Sohal entered the competition with ex colleague and baker Roy Jones and Board Member,Sue Wood as judges.

Mindful that the cakes were going to be judged on quality and decorative skill, staff spent their time creating a range of exotic, unusualand fun Pudsey themed cakes.

The winner of the 2012 Bake Off was Katie Sohal who won 1st prize£10 Tesco voucher and was presented with a ‘Star Baker’ certificate forher Baileys and White Chocolate Cheesecake.

hiGhliGhts

oF the

year

once aGain staFF have

shown their Generosity all

in the naMe oF charity

raisinG a whoppinG £513.68,

sMashinG last years total

oF £419.70 by nearly £100.

�

“the staff and children have all enjoyed the day and look forward

to doing the same next year.”

calDMore eiD celebrationStaff at the Caldmore One Stop Shop recently celebrated the Muslim festival of Eid by wearingtraditional Asian clothing, decorating the office and having a lunch consisting of a variety ofcurries and Indian and Pakistani snacks.

The period known as Ramadan was held in July and August. This is where Muslims fast duringdaylight hours to remember the time when the Qu’ran was revealed to the Prophet Mohammed. Two members of the team, Taz and Tahmeena fasted throughout the 30 day period, supported by their manager Heather who fasted during working hours.

At the end of the month, the end of fasting is celebrated by Eid, where processions and servicestake place and of course, a celebratory meal.

Eid at Caldmore was celebrated by all staff members, which include not only 2 Muslims, buta Hindu, a Sikh, a Christian and an Agnostic. The photo below shows that our team can notonly enjoy themselves, but can show to our customers, partners and employers how peoplefrom different faiths and cultures can come together as one.

GettinG you to the FinishinG line - olyMpics 2012

torch relayThe Olympic Torch came to Walsall on Saturday 30th June 2012. The Relay gave Walsall thechance to showcase its people and communities.

Mary Clarke (Steps to Work Board Member) carried the torch from Walsall Police Station downto Walsall Town Hall.

Semi retired, Mary was nominated by her husband for her achievements and experience inadult learning in Walsall and Birmingham. Mary has kept herself incredibly busy, active andhealthy since retiring from the learning sector by becoming a School Governor, a Board Member at local training charity, Steps to Work and taking part in Walsall Council’s Walk onWalsall Project.

2 years ago, Mary took part in the London Moon Walk sponsored by Playtex in aid of BreastCancer - a charity that is very close to Mary’s heart and rose over £1500 for the charity.

“I am very excited and thrilled to be taking part in such a prestigious one-off opportunity.Carrying the torch will be a huge honour, bringing the Olympics into the community. Not everyone is lucky enough to have the chance to go to London, but having the torchcome through Walsall is an opportunity to get everyone involved” added Mary.

The Olympic Torch started its 70 day journey around the UK at Land’s End on 19 May 2012.The Torch covered around 8,000 miles, carried by 8,000 torchbearers who all had the opportunity to carry the Torch for approximately 300 metres in their local town.

The Olympic Torch Relay passed through Bloxwich, Walsall and Willenhall.

35

36


our coMMitMent

to is0 9001

iso 9001 is an international

stanDarD For a Quality

ManaGeMent systeM.

it senDs a clear MessaGe to

FunDers, partners, eMployees

anD custoMers that we aiM

to achieve stanDarDs oF

Quality that are respecteD

anD recoGniseD

throuGhout the worlD

1We are committed to using ISO 9001 to improve the service

to all our customers both internal and external on a continuing

basis.

We do this by having a team of colleagues who are trained ISO auditors,

planning a year-long cycle of audits on all aspects of Steps to Work

activities and by reviewing, implementing and evaluating their findings.

Audits cover customer activities such as job search, training, reviews,

customer satisfaction and complaints, as well as corporate functions

such as purchasing, communication and approving suppliers.

The audit findings are reviewed by the Senior Management Team and

implemented across the company.

We consult with our customers on a regular basis to ensure we are

meeting their expectations by holding monthly learner forums and

asking for their feedback.

We ensure that our management information systems are maintained

regularly and reflect customer and quality requirements.

ISO 9001Registered

QualityManagement

015

ISO 27001Registered

Information SecurityManagement

015

BS 25999Registered

BusinessContinuity

015

�

“effective and customer

focussed processes are

evident in all areas; good

monitoring and measurement

practices and the use of

databases in creating and

maintaining records was

noted. it is clear that the

system continues to mature

and change to meet the

organisation’s needs”.

bs25999 anD iso22301

business continuity ManaGeMent systeMsBS25999 is the British Standard and ISO22301 is the international standard for Business Continuity Management. We work towards the principles of these standards, as it providesthe framework that enables Steps to Work to identify potential threats and the impacts tobusiness operations that those threats, if realized, might cause.

We have completed Business Impact Analysis identifying our business critical activities, ourrecovery time objectives (how quickly we want to recover) and maximum tolerable period ofdisruption (how long disruption would be to significantly impact on business).

We have developed and tested a Business Continuity Plan to assist in the recovery of ourbusiness critical activities following any disruptions.

For Steps to Work having this framework provides us with some benefits ● Improving our resilience against disruption ● Maintaining an ability to manage uninsurable risks ● Developing a capability to manage business disruption ● Minimising consequences of unexpected disruptions ● A method of restoring our ability to supply our key products and services ● Protecting and enhancing our reputation and brand ● Demonstrating our ability to maintain delivery of our products and services

iso27001

inForMation security ManaGeMent systeMsISO27001 is the international standard for Information Security Management. We work towards the principles of this standard, as it provides the framework that enables Steps toWork to assure itself that our information security measures are effective.

We implement our Information Security Management System through programme specificSecurity Plans. These are a requirement of a number of our programmes. There are overallpolicies and procedures in place that cover Information Security, Information and Communication Systems, Information Security Incident Management, Data Protection andRetention and Destruction of Records to name a few.

There are also controls for Physical and Environmental Security, HR security, asset management and access control.

For Steps to Work having this framework provides us with some benefits ● Customer Satisfaction – by giving confidence that their personal information is protected and confidentiality upheld ● Business Continuity – through management of risk, legal compliance and vigilance of further security issues and concerns ● Legal Compliance – by understanding how statutory and regulatory requirements impact on us and our customers; this reduces the risks of costly breaches ● Improved Risk Management – through a systematic framework for ensuring our records and information are protected from loss, theft and damage

37

38


our coMMitMent

to environMental

sustainability

39

iso 14001The environmental team have raised awareness throughout the organisation inways such as introducing an environmental bulletin which is sent out to all employees informing on what key issues the team are working on.

By compiling a bulletin this raises an awareness amongst staff ensuring that adherence toenvironmental legislation is met. The 14001 team also ensure that signage is current at all itspremises, encouraging staff to recycle, re-use, and recover.

The team have also introduced a yearly schedule planner for the year, each month having aprocess to review. This can range from Environmental Aspects and Impacts, Significant AspectsRegister, Review of audits that have been carried out and evaluation of compliance.

The 14001 process has been of great benefit to the organisation, and shows the commitmentof both the organisation and its employees to environmental sustainability.

Steps to Work (Walsall) Ltd is committed to environmental sustainability andvalues the environment by monitoring the environmental impacts of its programmes, projects and services.

Steps to Work recognises that the environment is a major factor in determining the qualityof life throughout the areas in which it operates. It cannot be treated in isolation as it impactsupon, and in turn is affected by many other equally important social and economic issues.

The organisation shows commitment to the prevention of pollution and compliance with legislation and other relevant requirements to which the organisation subscribes, also givingdue consideration in the decision making processes to the environmental impact of new proposals as well as the social and economic impacts.

The organisation enhances employee and participant awareness of environmental issues andpolicies through training programmes encouraging customers to take part in projects whilston programme.

Steps to Work encourage reducing energy consumption by strengthening the commitmentto energy conservation. Employees are encouraged to turn off electrical appliances when notin use and to turn off lights if adequate lighting is sufficient or when rooms are not in use.

The company encourage the use of recycled materials and the recycling of waste at each ofits premises. Steps to Work also show commitment to reducing its carbon footprint by encouraging walking, cycling, and the use of public transport by staff, and also car sharing ifmeetings are being held at the same venue with numerous employees being in attendanceat the same meeting.

The company promotes measures to discourage waste, to recover, re-use and re-cycle wastematerials and to ensure that the remainder is disposed of responsibly. Also ensuring that dueconsideration is given when purchasing new resources to the energy saving measures availablewithin products.

Environmental objectives and targets are set and reviewed to monitor the effectiveness ofthe environmental management system through meetings of the senior management teamsupported by an internal audit team.

The organisation also has published an environmental policy which is available to the publicon the website.

Each month a team of environmental representatives meet to discuss issues, and concerns and legislative requirements and review of key performance indicators.

ISO 14001Registered

EnvironmentalManagement 015

40


Amazon, the US-based online retailer, officially opened anew distribution centre in Rugeley, Staffordshire in September2012 creating 600 new jobs.

Steps to Work’s employer response team have been exceptionally busyover the last few months, securing jobs for local Work Programme customers across the EOS and 3SC contacts in Walsall. Amazon havetaken on packers at its new distribution centre, by taking advantage ofSteps to Works free employer services; increasing their workforce, bysourcing local unemployed people.

Paul, (57) had been unemployed for nearly 2 years. Having gone througha very difficult time, having recently got divorced which had led to anxiety and depression. This resulted in Paul losing his last job and alsohis home. Feeling very low and unmotivated, Paul desperately wantedto find a job to enable him to get his life back on track.

Paul attended the Work Programme at Steps to Work, once a week bytaking part in job search training, giving Paul the skills he needed to getback to work. Paul attended an Employability course at the Walsall onestop employment shop which helped him with interview techniques,CV building to gain a certificate in Employability skills. In addition tohelp outside the Work Programme, Paul booked an appointment withthe Money Advice service to help Paul get his finances on track.

The employer response team had been working closely with Amazon inthe recruitment process of the new vacancies. Paul’s personal coach puthim forward for the role. During the interview, Paul was tested for drugand alcohol use as part of the screening process, where he wassuccessful. Paul is now working for Amazon and is feeling much moreconfident in getting his life back on track.

Catherine McDermott, Amazon UK director of operations; “We lookforward to welcoming a good number of new faces to our centres [and]welcoming back temporary employees who join us every year. We area company in growth and when we have permanent positions to fill, it’sthe top performing temporary employees we look to.”

eMployer

enGaGeMent

�

“Getting the job atamazon has given

me a purpose, i'm happy to be

working and getting my life back on track”

paul, (57) walsall.

Darlaston JET were contacted by Craig, a Regeneration Officer at Walsall M.B.C. ‘Walsall Works’, to see if there were any local Sports Clubs who may be interestedin offering an apprenticeship.

Walsall Council have a cohort of young people who have recently completed a sports relatedcourse through Walsall Adult and Community College, and require a job opportunity in thehealth and fitness sector.

Darlaston JET contacted Sprintz Health Club Director Mr. Dave Lepper; who had previouslyrecruited two senior members of staff through Steps to Work and Darlaston JET.

Dave knew exactly the type of person he was looking for at his health club and stated if Stepsto Work could find Sprintz an individual of a high enough calibre, he would offer them theright opportunity.

The standard of interviewees were very high, but the one who particularly impressed Davewas Declan. Declan had studied sport, Maths and English at Walsall College but found himselfunemployed for almost a year after he finished his studies. “There was just not the work outthere for me” commented Declan.

In order to improve his employment chances, Declan attended Walsall Adult Community College, for a Pre-Apprenticeship Level 1 Sports Foundation course. During the interview heimpressed the panel with his all round knowledge, personality and commitment.

After three months in the role Declan said; “The job is very varied and gives me the opportunityto use not only my sports qualifications, but also to learn how to deal with members of thepublic and suppliers. The staff have been really supportive and I enjoy the atmosphere hereat Sprintz”.

Dave added; “Declan has proved to be an excellent choice, he has settled in very quickly andgets on well with both staff and customers. I would like to thank Darlaston JET and Craig from‘Walsall Works’ who provided valuable information regarding subsidies as well as anexcellent candidate”.

through the ‘multi-agency’approach of Darlaston Jetand their network of partnerorganisations, the one stopemployment shop havebeen able to place an apprentice seeking employment with a localorganisation, who havebeen considering employinga young trainee

41

42


Pioneered by the last Conservative government, EnterpriseZones are now back in vogue as a way of kickstarting localeconomies and helping to create new private sector jobswhen the public sector is still shedding staff.

The new breed of local Enterprise Zones, which are in the gift of thegovernment, offer companies moving in, many incentives not availableelsewhere.

“17th October saw over 150 organisations meet to network and findmore information on how the new multi-million pound Darlaston Enterprise Zone will benefit their organisation, which will create newjobs in the area by 2015”, Walsall Council bosses said.

Local organisations, Z.F. Lemforder, Regent Engineering, Cougar Monitoring and Bonner Studs exhibited their businesses at DarlastonTown Hall, showing their support for the Enterprise Zone. Alan Shaw,Director of Regent Engineering added; “I have been a member of Daralston Business Park for 25 years and am really encouraged by theprospect of the enterprise zone and what it will bring, such as newcompanies, expansion of organisations and business opportunities. This is a big incentive and a positive move by the Government in the current economic climate, ultimately bringing jobs into Darlaston.”

The site, which includes the former IMI James Bridge copper works, wasdeclared an Enterprise Zone by the Government earlier this year, alongwith the i54 site on the border of Wolverhampton and South Staffordshire. The zones offer relaxed planning laws, a business rate holiday and superfast broadband to companies. Jaguar Land Rover hasalready signed up to the Wolverhampton site. The Darlaston site waschosen due to its excellent transport links with the M6.

The enterprise zone in the Black Country is one of 24 in England thatalso offer businesses tax incentives. Darlaston JET hope to play a largepart in engaging with new organisations, seeking opportunities andworking with the new companies that come into the Enterprise Zone.

The prospect of increased job opportunities is great news for Jet customers. Steve Pearcey, Darlaston JET added; “The interest shown inthe Darlaston Enterprise Event and the feedback we have received sincethen shows that the outlook for Darlaston is positive and it will continue to improve. It was significant that a number of businessesfrom outside the Darlaston area attended the event and also how manywere interested in using Darlaston JET for future recruitment of staff.”

Darlaston

enterprize

zone

FirMs line up to Move on

Darlaston enterprise zone

brinGinG new Jobs to the

area.

leaDinG businesses are

alreaDy inQuirinG about

MovinG on to the new

Multi-Million pounD

Darlaston enterprise zone,

which will create new Jobs

in the area by 2015

After the success of the previous employer breakfast held last year, a second

employer breakfast meeting was held at Townend House on 1st April 2013.

Presented by members of the Steps to Work Board, Carole Wildman (Chair), Pat Newland

(Relko) and Ravinder Sahota (Kall Kwik). The exclusive breakfast meeting introduced Riz

Hussian (Assistant Manager) and Trevor Codner (Area Manager - Walsall) and saw employers

from National Express, Logistic Apprenticeship Academy and SME Quick Fit Auto.

Employers where welcomed to Steps to Work and introduced to the services to employers

from the Work Programme, One Stop Employment Shops and Starting Point Recruitment.

Employers where very enthusiastic with the tailor made, pre-selection training and extensive

pre employment training that was available to employers across the Black Country, and how

Steps to Work are responding to the needs of each employer and market when looking for

candidates.

Newly joined Board Members and local employers, Pat Newland (Relko) and Ravinder Sahota

(Kall Kwik) added to the networking meeting by including information on their business and

how their relationship with Steps to Work have supported them over the last 12 years of

operation.

Ravinder Sahota added; “We want to encourage local businesses to invest in local, seeing

what calibre of staff are available locally to us, building trust and relationships with

businesses and making a commitment to overcome the economic downturn, ensuring

future growth and prosperity for Walsall. I would encourage employers and those looking

for employment to take a look at the website to see how Steps to Work have developed

people and supported them to a better future.”

brinG a

buDDy to

breakFast

43


Income is derived from either service delivery or frompayments against specific outputs (mainly jobs, sustainablejobs and qualifications).

Many of the changes over the past year have been a move away froma cost replacement model of funding, where we were paid for deliveringa service with outputs, to payment upon achievement of outputs.

net MoveMent oF FunDsDuring the period, the charity continued to comply with FRS17;this has meant the pension reserve has increased from £1,375,000 to £1,658,000

total FunDs at year enDRestricted funds at 31 March 2013 £27,389 compared to £55,392in 2012, and unrestricted funds are £1,327,242 compared to £1,114,667in 2012.

Grant incoMeAll of the grant income comes from either service level agreements orfrom grant agreements within the public sector. Income is derived fromexpenditure incurred to support local people with up skilling or inimproving their aspiration to secure sustainable employment.

resources expenDeDTotal resources expended during the period have increased due to theactivities of the trading operation – Starting Point Recruitment.

net incoMinG resourcesAn increase had been seen in the net incoming resources due to theactivities of the trading operation – Starting Point Recruitment.

Financial

review

coMMercial traDinG

activities Mainly coMe

FroM the incoMe GenerateD

throuGh our subsiDiary

coMpany, startinG point

recruitMent.

all oF our Grant incoMe

coMes FroM service level

aGreeMents/ contracts

within the public sector.

44

These charts show the background of customers who have used Steps to Workservices within the boroughs of Walsall and Wolverhampton combined, in the financial year 2012- 2013.

The breakdown of the unemployed by their own definition, assisted by Steps to Work is detailed by; Ethic Origin, Age, Gender and Disability.

45

Facts &

statistics

ethnic oriGin

GenDer

aGe

Disability

Indian

Asian or Asian British Other

Asian or Asian British Pakistani

Asian or Asian British Bangladeshi

Black or Black British Caribbean

Black or Black British African

Black or Black British Other

Mixed White and Black Caribbean

Mixed White and Asian

Mixed White/Black African

Mixed Other

Chinese

Not known

Other

White British

White Irish

White Other

4.54%

0.55%

5.02%

1.62%

3.85%

2.87%

0.43%

2.10%

0.53%

0.26%

0.43%

0.07%

2.44%

1.03%

71.29%

0.45%

2.53%

Male

Female

58%

42%

Under 24

25-49

50+

34%

53%

13%

No Disability

Disability

Prefer not to say

Not known

94%

5%

0%

1%

46


suMMariseD

accounts

Steps to Work (Walsall) Ltd (A company limited by guarantee)Consolidated statement of financial activities(incorporating income and expenditure account)Year ended 31 March 2013

Trustees’ StatementThese summary financial statements are not statutory financial statements. We confirm that the information contained in the summary financial statements is taken from the audited financial statements for the year ended 31 March 2013 and includes details relating to both the Consolidated Statement of Financial Activities and the Consolidated Balance Sheet. Thefull financial statements were approved and signed by the Trustees on 19 September 2013 and will soon be submitted to the Charity Commission and to Companies House. They receivedan unqualified audit report and copies can be obtained from Steps to Work (Walsall) Limited.

Signed on behalf of the Trustees:

Carole Wildman, Chair19 September 2013

47

Steps to Work (Walsall) Ltd (A company limited by guarantee)Registered number: 03738249Consolidated balance sheetas at 31 March 2013

Independent Auditors’ Statement to the members of Steps to Work (Walsall) LtdWe have examined the summary financial statements of Steps to Work (Walsall) Ltd for the year ended 31 March 2013 which comprise the Consolidated Statement of Financial Activitiesand Consolidated Balance Sheet.

Respective responsibilities of Trustees and auditorsThe Trustees are responsible for preparing the summarised Annual Report in accordance with United Kingdom Law.

Our responsibility is to report to you our opinion on the consistency of the Summary Financial Statements within the Summarised Annual Report with the Full Annual Financial Statementsand the Trustees' Report, and its compliance with the relevant requirements of section 427 of the Companies Act 2006 and the regulations made thereunder. We also read the otherinformation contained in the Summarised Annual Report and consider the implications for our report if we become aware of any apparent misstatements or material inconsistencies withthe Summary Financial Statements.

Our report has been prepared pursuant to the requirements of the Companies Act 2006 and for no other purpose. No person is entitled to rely on this report unless such a person is entitledto rely upon this report by virtue of and for the purpose of the Companies Act 2006 or has been expressly authorised to do so by our prior written consent. Save as above, we do not acceptresponsibility for this report to any other person or for any other purpose and we hereby expressly disclaim any and all such liability

Basis of OpinionWe conducted our work in accordance with Bulletin 2008/3 ‘the auditor’s statement on the Summary Financial Statements in the United Kingdom’ issued by the Auditing Practices Board.Our report on the charity's and groups full annual financial statements describes the basis of our audit opinion on those financial statements and on the Trustees report.

OpinionIn our opinion the Summary Financial Statements are consistent with the Full Annual Financial Statements and Trustees' report of Steps to Work (Walsall) Limited for the year ended 31March 2013 and complies with the applicable requirements of section 427 of the Companies Act 2006, and the regulations made thereunder.

Dains LLPStatutory Auditor and Chartered Accountants. Fort Dunlop, Birmingham, 19 September 2013.

48


� risks The Trustees have identified four main areas of risk which it considers the group areexposed to:● Damage to the companies’ reputation● The availability of resources to enable an effective and efficient service delivery● The Health, Safety and welfare of the Trustees, staff and customers● The changes in local, regional and central government policies on worklessness and skills.

Damage to the company’s reputation:The reputation of the company is of great importance to the Trustees and the Trustees haveindicated that they will act vigorously to protect its good name at all times. In support ofthe company’s commitment to open and honest relationships, Steps to Work have publishedtheir own code of ethics. The code covers the company’s policy statements and principals,which have been approved by and have the full support of the Board of Trustees.

We believe that our continued success depends on earning and sustaining the trust of, thosewe deal with – including customers, stakeholders, employees, business partners, fundingpartners and the broader community.

Behaving ethically through the actions of our employees and though the company’s decisions, Steps to Work are bringing together the company’s heritage and continues to bepart of our future business development and is laid down within our corporate values.

The availability of resources to enable effective and efficient service delivery:

The nature of the environment in which we operate, leaves the organisation vulnerable tochanges and has adverse effects on our ability to plan in the long term, as many of the effects are not in our direct control. The Trustees have categorised the resource risk intothree main areas, human resources, finance and fixed assets. Each of these have been riskassessed and where possible some actions developed to mitigate against them.

Human Resources - Within the business we need to have a flexible workforce which canundertake a variety of tasks that is dependent upon the customer group, and where the requirements of funding bodies remains a severe challenge. As an organisation, we havecontinued to develop our workforce through training and job shadowing to encourage multi tasking and personal development.

We have maintained a core staffing element and have developed several relationships withemployment businesses through our subsidiary Starting Point Recruitment, to maintain asupply of associate workers and sub contractors who can provide as required to meet theneeds of the business.

Financial Resources - The business has managed to maintain a healthy level of financialresource to support its service delivery. During the past five years we have seen a greateremphasis being placed on output related funding and the timeframes by which sustainableemployment is measured continue to grow longer creating increased cash flow concerns.Those contracts that remain “cost recovery” are becoming shorter and less available placingdifferent constraints on the development and delivery of the programmes.

Fixed assets - The complete unpredictability to determine volumes has created endless issues with availability of appropriate fixed assets. Of particular concern has been officespace where we have tried to negotiate flexible terms to our leases as the future can be uncertain. Leases take long periods to negotiate and some landlords want to placespecific restrictions on our customer group. Planning for assets such as computers and printers are dramatically affected by volume changes and such assets cannot be activatedinstantly and once purchased are equally redundant when levels of customers fall.

The Health and safety of our workforce:The health, safety and welfare of the Trustees, staff and customers are, and will remain, extremely important to the organisation. This is demonstrated through the effective implementation of our Health and Safety Policies and Procedures.

As part of the ongoing developments in this area we ensure staff receive appropriate trainingin areas such as conflict resolution and dealing with aggressive behaviour. All aspects of aparticular job are risk assessed and measures put in place to reduce or remove risks wherepossible.

Changes in local, regional and central government policies on skills and worklessness:The changes in local, regional and central government policies on worklessness and skillsare an inherent part of our business and one which we have had to deal with since incorporation. Many of the changes have required us to change the way in which we deliverour services, the number of staff we employ and the accommodation we need as well asupdating or replacing the resources we require.

National changes have been more prevalent than ever before during the past twelve monthswith the change in Government. The coalition has cancelled Flexible New Deal in favour oftheir flagship Work Programme. The Department of Work and Pensions has lengthened theprogramme length for individuals, they have stretched the time which customers must bein employment to claim outputs but have provided more flexibility in the delivery.

The impact upon organisations such as ours is to cause cash flow concerns in the initialyears but hopefully more potential later to earn more through our success. Governmenthave also made it clear through their contracting arrangements that they intend to offerlarger contracts to fewer contractors moving some of the risk and some of the opportunityto larger national providers who may wish to subcontract some of the delivery.

We have seen changes at a regional level with the closure of the regional developmentagency Advantage West Midlands and a change to more capital based projects rather thantheir revenue funded provision in the community.

As an organisation we have had to develop and adjust to these changes and have developedstrategies that aim to minimise the impact and maximise the potential that such changescan bring to the organisation and its delivery partners. With each change risk occurs, butthe trustees and senior management team have adopted a proactive response to risk management and all potential new ventures are risk assessed before we agree on our response.

These risk assessment procedures have resulted in us leading where we believe we are ableto and working with others as a delivery partner where we believe the risk to ourselves istoo great.

risks anD

opportunities

� opportunities During the past twelve months opportunities to develop our services have been limited although in the finalquarter there appeared to be more evidence that the DWP and SFA were beginning to provide tendering opportunities in the area.

Previously we have take the decision on such as Work Programme that the risk as the top tier provider with the changein funding, the change in contract and the cash flow requirements would pose a greater risk to the organisation and wewere happy to be considered by some as a potential sub contractor.

The decision however did not mean that we would not wish to be a ‘Prime or First tier’ contractor where we believe wecan develop suitable delivery models without excessive risk and we continue to develop our systems and procedures toenable this to happen should a suitable opportunity arise.

Investment policy:The nature of our work remains funded through a retrospective model which requires high levels of cash to support ourstaffing and sub contracting arrangements. The funding model has lead to the development of short term investmentsmanaged by the charity’s bankers in areas which are low risk, but therefore deliver low returns.

Recently the trustees have set up a new investment group that will look at the companies’ balances and determinewhere money can be placed and what level of risk is appropriate. The continuing problems in the Global economy andwithin the financial sector causing the low levels of interest payable have seen extremely low returns which we need toexamine and improve.

Reserves policy:The company has set out its reserves policy in response to its market. The income we receive from our Service LevelAgreements and contracts is retrospective and therefore requires us to keep the majority of our reserves in unrestrictedgeneral funds. This is so that our expenditure profiles can be met.

During the financial period 2012/2013, our unrestricted reserves have increased by £212,575.

During the finacial period 2012/2013, our restricted reserves have decreased by £28,003 due to a depreciation of fixedassets.

During 2012/2013 changes within the economy and the volatile money markets have seen our pension liability increase,as a result of the increased deficits being reported in the final year of the three year valuation period an increase in theamount of reserves set aside has been required. Unrestricted reserves to cover our pension liability managed by WestMidlands Local Authorities have increased by 20.58%

During 2013/2014 a full fund valuation due will be undertaken which will be based on the financial position in 2014and will reflect any changes in staffing numbers which will see further movements but provide a more up to date appraisal.

The trustees have agreed that it would be prudent to ensure that certain funds are restricted to meet future developmentand replacement costs and in 2013-2014 the IT equipment will be replaced therefore funding reserved to undertakethis will be released from the balance sheet as the corresponding depreciation is met in future years.

49

50


Movements of this kind will continue as some of the largerproviders seek to build upon their contract base and widen theirspecialist delivery models.

Steps to Work has two potential options; develop and grow or besubsumed into another provider. Either way the future must be indiversity and growth looking at larger geographical areas and newdelivery models to enable us to provide services across the wholespectrum of our customer base.

Our success to date has been built upon sound financial and operational processes which will enable us during these volatile economic times to develop and evolve operational models that willmake the business fit for purpose and meet the foreseeable challengesthat we face through political, economic, social and technologicalchanges.

Work has begun on developing our IT infrastructure to ensure that it isfit for the future, consultants have recently completed the scopingexercise and we should be in a position to implement a new IT deliverysystem within the financial year 2013/2014. The annual developmentof our Self Assessment Report and the work on each element of ourdevelopment plan is moving us closer towards our goal of becomingrecognised as an excellent provider in the future.

The recognition of Investors in Diversity, our IIP status the commitment to ISO 9001: 2008 quality and ISO 14001:2004 environmental award along with the work towards BS25999 Businesscontinuity has established procedures and processes that show ourcommitment to the development of excellence.

We intend to continue with the development of our partnerships bothas a lead contractor and as a sub contractor in the areas we operate,we will build relationships with larger providers, who undertake themanagement of contracts as well as some of the delivery in support ofthe Governments current agenda of having fewer but larger contracts.

We will grow our role locally to develop holistic solutions that can assist local people reach their employment and skills goals buildingupon the ‘One Stop’ Employment shop principles explained throughoutthis report.

By developing the holistic approach to the needs of individuals,businesses and families in the area we will be able to bring greatereconomic benefit to the area and support the local, regional andnational agendas on developing the workforce.

the

Future

the Future For steps to work

neeDs to incluDe the

DevelopMent oF a Diverse

portFolio which enables us

to Deliver a ranGe oF

services to our current

anD Future custoMers.

recently we have seen

MerGers anD acQuisitions

within the sector with Dwp

priMes takinG over sMaller

proviDers or reachinG

aGreeMents to work

toGether with other priMes

to Deliver over Greater

areas.

partnerships

& FunDinG

partners

51

Steps to Work gratefully acknowledgesthe financial support it has receivedfrom the following organisations andfunding streams:

● TBG Learning● EOS● 3SC● Inspires Future Group● Department for Children, Schools and Families● Department for Communities and Local Government● Department for Work and Pensions● European Social Fund● European Regional Development Fund● Skills Funding Agency● Serco● Walsall Council● Working Neighbourhoods Fund (WNF)

proFessional services

Auditors Dains LLP Third Floor, Fort Dunlop, Fort Parkway, Birmingham, B24 9FD

Bank National Westminster Bank PLC Park Street, Walsall, West Midlands, WS1 1ER

Insurance D E Ford Insurance Brokers Ltd Poppleton Grange, Low Poppleton Lane, York North Yorkshire,YO26 6GZ

Solicitors HCB Solicitors Limited 20 Lichfield Street, Walsall, WS1 1TJ


Registered Office: Challenge Building, Hatherton Road Walsall. WS1 1XS.

A Company Limited by Guarantee I Registered in England No: 3738249 I Charity Registration No: 1100403

Head office:Challenge Building, Hatherton Road, Walsall. WS1 1XS

Tel: 01922 627555 Fax: 01922 622133

Walsall:Townend House, Third Floor, Townend House, Park Street, Walsall. WS1 1NS

Tel: 01922 651870 Fax: 01922 651879

Wolverhampton:First Floor, St Johns House, St Johns Square, Wolverhampton. WV2 4BH

Tel: 01902 719910 Fax: 01902 719915

‘One Stop’ Employment Shops

Work on the Horizon:1 Queens Parade, High Street, Bloxwich, Walsall. WS3 2EX

Tel: 01922 496555 Fax: 01922 408589

Darlaston JET:40 King Street, Darlaston. WS10 8DE

Tel: 0121 526 6238 Fax: 0121 568 3848

Walsall ‘One Stop’ Employment Shop:Rear entrance Challenge Building, Hatherton Road, Walsall. WS1 1XS

Tel: 01922 627555 Fax: 01922 622133

Caldmore ‘One Stop’ Employment Shop:14 Caldmore Green, Walsall. WS1 3RL

Tel: 01922 720114

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