welcome! skills support for unemployed clients lyn gardner, head of ies steve o’hare, business...
TRANSCRIPT
Welcome!
Skills Support for Unemployed Clients
Lyn Gardner, Head of IES
Steve O’Hare, Business Development Manager
Workshop Aims
Introduce JHP and the Work Programme in CPA 12
How IES informs our Work Programme and the client journey
Skills opportunities pre and post job entry
Case study examples of our experiences
Review how skills opportunities can support clients pre and post job entry
Discuss the uptake of skills support for unemployed clients
JHP Group: Who we are
• Established in 1983
• Heritage in vocational training and more recently welfare-to-work
• National provider
• Now privately owned (MBO backed by LDC)
• Turnover of circa £80m per annum – 60:40 Skills and welfare-to-work (W2W)
• Grown by 300% over the past 4 years
• 1,300 staff – over 1,000 delivery staff
• 120 business centres (mainly welfare-to-work provision)
• Ofsted Grade 2
• Apprenticeship success rates above national averages
Skills Funding Agency (SFA) £40m
Skills Development Scotland (SDS) £4m
Welsh Assembly Government (WAG) £0.5m
Department for Work and Pensions (DWP)
Work Programme Prime Provider £70m
Work Programme subcontracts £20m
JCP Support Contract £30m
MWA £20m
Programmes for the Unemployed (PFU) £9m
Others £10m
Work Programme: Supply Chain
25%
75; 75%
JHP's prime de-livery - Glouces-ter and Bath
Subcontractors' delivery
Shaw TrustTomorrow's PeopleProspects Services LtdAvon and Somerset ProbationCity of Bristol CollegePinnacle PeopleLearning CurveGloucestershire Development AgencyBTCVNorth Wessex Training
• CPA 12 Prime Contract – direct and subcontracted delivery
• CPA 12 covers the South West (Bristol and top of South West)
JHP Prime Contract delivery – CPA 12
Subcontracted delivery
Prime Yorkshire & Humber
East Midlands
Scotland North West West Midlands
A4e
Ingeus
Serco
Make the leap from…
Work Programme: Our approach
Job Search
Career Management
Knowledge
Attitudes
Skills
Habits
Engage Focus Transform Sustain in work
Include:
Job availability Skills levelsTransport ExperienceHousing Health Childcare MotivationEmployers’ needs
Incr
easi
ng s
kills
leve
ls
Increasing sustainability
Skills and sustainabilityJHP Group commissioned report with CESI, “Integrated employment and skills: maximising the contribution for sustainable employment”
Skills that effectively support sustainability will:
• Meet local labour market needs
• Be designed with employers’ input and involvement
• Provide generic employability skills, basic skills, technical skills and knowledge
• Be accessible in work – so skills can be put into ‘practice’ and employed individuals can participate
• Include work placements
• Provide a wage return to the individual – Research by CESI states Apprenticeships in particular provide a higher return; namely 16% at level 2 and 18% at level 3
JHP’s offer
Sector tasters and short courses funded through new flexibilities:
• Multiple sectors
• Standard or bespoke delivery
• Tailored to both individual and employer needs
• Linked to Qualification & Credit Framework (QCF)
• 1 day to 6 weeks
• Clients continue skills development and can complete the full Apprenticeship once in-work
For example:
Skills opportunities
1 day Paediatric First Aid course to
enter the childcare sector
2 week ICT and employability
course to access multiple
opportunities
6 week technical certificate ready for a Hospitality
Apprenticeship
• Partnerships with other providers
• Utilises existing employer relationships – retained by client’s provider
• Complementary to the existing client journey with maintained focus on job entry and sustainability
• Fit for purpose
• Funded by Skills Funding Agency (SFA) Adult Skills Budget (ASB) and Apprenticeships
In practice – JHP Work Programme…
Skills opportunities
Work Programme attachment
Provider black box delivery
Job entry Job outcomes and sustained employment
Career progression
• Multiple sectors and occupations
• 100% work based learning – not time away from workplace
• Can continue units achieved pre-employment to complete full Apprenticeship in-work
• Able to move jobs and employers whilst continuing Apprenticeship
• Intermediate, Advanced and Higher levels
• Blended learning utilising e-technology as well as in the work place e.g. e-portfolio, not paper based
• Further progression to Higher Education
Skills opportunities
Apprenticeships…
77% of employers believe they make them more competitive
76% say they provide higher overall productivity
80% feel they reduce staff turnover
83% of employers rely on them to provide the skilled workers that they need for the future
88% believe they lead to a more motivated and satisfied workforce
59% report that training apprentices is more cost-effective than hiring skilled staff, with 53% feeling that they reduce recruitment costs
What are your experiences of integrating skills into clients’ employability journey?
What has worked for you?
What are the challenges?
Discussion
Case Studies
Liam Kelch
Charlotte Bradford
Case Studies
Liam Kelch
Charlotte Bradford
