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REPORT OF THE ASSISTANT DIRECTOR FOR CUSTOMER AND SUPPORT
SERVICES (HR)
TO THE SUSTAINABLE REGENERATION SCRUTINY COMMITTEE
ON 6 December 2010
TITLE: Salford Working Futures Update
RECOMMENDATIONS:
That Sustainable Regeneration Scrutiny Committee are made aware of the progress
of the Salford Working Futures Project
EXECUTIVE SUMMARY: The Salford Working Futures (SWF) Project was setup to
bring together a number of linked and complementary initiatives into a single coordinated approach to increase the skills and employability of both the council’s
employees and the residents of Salford. The SWF Project consists of four work
streams; Future Jobs Fund, work placements, apprenticeships for existing staff and
apprenticeships for new staff.
This project has made good progress which is detailed in the report. .
BACKGROUND DOCUMENTS:
Future Jobs Fund
Appendix 1 – FJF placements by Salford ward
Appendix 2 – Case Studies
Appendix 3 – FJF placements by Directorate/ Corporate Targets
Appendix 4 - The range of vocational qualifications accessed by Salford FJF
employees
Appendix 5 - The range of in-house training accessed by Salford FJF employees
Apprenticeships for Existing Staff
Appendix 6 – Internal Apprenticeship Summary
SOURCE OF FUNDING: Future Jobs Fund; external apprenticeship funding
LEGAL IMPLICATIONS: There are no direct legal implications
Contact Officer and Extension No:
Date Consulted:
Comments:
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COMMUNICATION IMPLICATIONS: An internal communications exercise is
underway.
VALUE FOR MONEY IMPLICATIONS: No direct implications
CLIENT IMPLICATIONS: No direct implications
PROPERTY: No implications
HUMAN RESOURCES: This project is directly related to the recruitment, retention
and development of quality staff.
CONTACT OFFICER: Debbie Brown
Extension No: 8600
WARD(S) TO WHICH REPORT RELATE(S): All
KEY COUNCIL POLICIES: Recruitment and selection. Cabinet work plan 2010-11
DETAILS:
1.0
Background
1.1
The Salford Working Futures (SWF) Project was setup to bring together a
number of linked and complementary initiatives into a single co-ordinated
approach to increase the skills and employability of both the council’s
employees and the residents of Salford. The SWF Project consists of four
work streams with the following objectives:
Future Jobs Fund - aims to provide job opportunities within the council
and other partner employers to jobseekers and people that have been
claiming out of work benefits for a minimum of six months and is targeted
at those aged 18 – 24 as they are more likely to face challenges in
securing employment during the economic downturn and the recession.
Work Placements – aims, through the Young Ambassador and Salford
Ambassador network, to put in place a wide variety of short-term work
experience opportunities for a range of potential participants.
Apprenticeships for existing staff – aims to improve the skills and
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knowledge of existing employees and help develop the workforce of the
future by increasing the number of staff undertaking apprenticeships and
widening the range of apprenticeships on offer within the council.
Apprenticeships for new recruits – aims to recruit to all entry level
posts through a Recruitment Gateway, co-ordinated by Salford City
College on behalf of the council. Salford City College will provide preemployment training and pre-recruitment support which includes
providing job ready candidates for entry level vacancies. On appointment,
they will start an apprenticeship.
2.0
Future Jobs Fund
2.1
Context
 Salford City Council has a key role to play in reducing
worklessness and delivering a local package of support to reduce
the impact of the current economic downturn.
 The Skills & Work Commissioning Unit focuses on co-ordinating
the whole system of skills and work support and on developing
structures and systems for more integrated working.
 The Unit will be leading on the work taking place to reduce
worklessness in the city and ensuring that Salford residents have
the best possible employment opportunities.
2.2
Background
 The Chief Executive’s Directorate Business Plan (2010/2013) has
five key strategic priorities this year. Priority 1 'Beyond the
recession', which specifically focuses on 'narrowing the gap
between the levels of worklessness in Salford’s most
disadvantaged neighbourhoods and the regional average by 0.15
percentage points'.
 This priority has direct links to the Future Jobs Fund programme
and is identified as key delivery activity which will significantly
contribute towards this priority within the business plan.
2.3
Performance
 The national FJF programme was launched in October 2009, and
delivery commenced in Greater Manchester in November 2009.
 To date Salford City Council and key partners, including public
and 3rd sector employers have supported 514 (65% of profile of
800) people into Future Jobs Fund opportunities, of which 58%
are aged 18-24 and 42% are aged 25+yr olds.
 We have four months of the programme remaining and we still
need to develop and deliver a further 286 jobs to achieve our 800
target by 31st March 2011.
Please see Appendix 2 – Which illustrates take up of Salford Future Jobs
Fund places by Salford ward
2.4
In-Work Training
 Skills development and vocational training is an important element
of the Future Jobs Fund programme, and the opportunity to
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2.5
access training has been a key factor in attracting many
individuals to FJF.
In Salford we have fully utilised mainstream funding (Train2Gain)
to support vocational training and qualifications.
o Please see Appendix 4 - The table illustrates the range of
vocational qualifications accessed by Salford FJF employees
o Please See Appendix 5 - The table illustrates the range of inhouse training accessed by Salford FJF employees
Progression
 To date 241 FJF employees have either completed or left the
programme early. Of this cohort 152 employees have completed
their 6 months placement, of whom 71 (30%) have progressed
into employment, and 89 have left the programme early for a
number of reasons including, to access full-time education,
university, pregnancy, health reasons, personal reasons, as well
as a number whose destination is unknown.
 The Greater Manchester Future Jobs Fund programme is in the
process of being evaluated by the Cambridge Policy Consultants
(CPC) and Training and Employment Research Unit (TERU). As
part of the evaluation, FJF employees were asked how FJF had
helped them. The following is an extract from the interim
evaluation report and captures the most commonly mentioned
benefits:
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Gained work experience (91% of respondents stated FJF
had helped in this way),
Opportunity to earn a wage (86%),
Ability to obtain a reference from employer (82%),
Improved confidence (63%),
Enhanced opportunity to find sustainable employment
(74%).
1% of respondents stated that FJF had not helped them in
any way.
Source: TERU FJF Employee Survey
Please see Appendix 1 – For case studies from people who have been
employed through the Future Jobs Fund
2.6
Further Support
 A report was taken to CMT (Corporate Management Team) on
21st September for formal approval for the new Recruitment
Gateway Model which supports new approaches for recruiting to
entry level opportunities within Salford City Council and delivery of
in-work training including apprenticeships.
 HR colleagues are currently in discussions with Salford City
College and Economic Solutions (Apprenticeships and Salford
Working Futures Partnership Provider Co-ordinator) to develop an
assessment process, referral route and support arrangements for
Future Jobs Fund employees who are interested in accessing the
Recruitment Gateway.
 Future Jobs Fund employee database now live to capture
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employee journey e.g. personal development plan, internal /
external training, employability and vacancy support via
recruitment gateway, leaver documents, tracking progress etc. To
be rolled out in conjunction with Manchester Solutions and the
Recruitment Gateway.
A Thank You pack has been developed and is ready to roll-out for
all those FJF employees coming to the end of their placements.
HR will send out a pack to each employee with the thank you
letter from Salford City Council. The pack will include Reference;
Record of Achievement; Training Record and further contacts for
advice and support via Recruitment Gateway to access and
applying for Salford City Council jobs and wider job opportunities
i.e. UKDC (Census jobs). In addition contacts for other external
support i.e. Jobcentre Plus; Skills and Work
2.7
Tracking
 The remaining 81 leavers who are yet to secure employment will
be tracked by Work Solutions, at intervals, for up to 12 months to
be offered on-going advice and support beyond FJF e.g. Skills
and Work Service, Jobcentre Plus, and Salford City College.
 Leavers will also be contacted by letter and telephone by Salford
City College to be offered further support to access jobs via the
Salford Recruitment Gateway, including applying for Salford City
Council jobs and more realistically, wider external private sector
job opportunities.
3.0
New Apprenticeships
3.1
Background
Salford City Council has a key role to play in making sure that Salford
residents have access to quality employment opportunities and this
continues to be a priority. The Council must also be an exemplar
employer to encourage external providers to offer positive employment
opportunities and to contribute to the development of the future
workforce.
Human Resources have recently reviewed the Recruitment and Retention
Policy and Strategy to facilitate a more flexible approach which will
enable a wider range of opportunities for Salford residents to be provided.
In delivering this element of the strategy, we will:
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Ensure that basic level entry jobs up to and including Grade E are
linked to an apprenticeship framework
Offer work experience placements each year across all directorates
for children in or leaving care, workless adults, residents with low
skills, ex-offenders and schoolchildren
Deploy the Young Ambassadors to create a network of work
experience placements and to foster relations with schools
Restrict recruitment to Salford residents for certain posts
A target will also be agreed each year for apprenticeships to be
ringfenced to care leavers in the first instance and for 2010/2011 this
is 12
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3.2
New Apprenticeships brief overview
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Due to the current budgetary situation the Council has not been in a
position to create additional posts on the establishment for
Apprentices, other than the 6 that have been filled by care leavers
In order to ensure that entry level jobs are available and are linked to
an apprenticeship framework it has been agreed to convert these jobs
into apprenticeships so new employees start on a learning track and
have the opportunity to improve their skills and knowledge
3.3
Progress
 It was agreed as part of the remit of the Salford Working Futures
Project that in order to recruit into the Council’s entry level jobs
Human Resources will work with a local training provider who will
deliver pre-employment/recruitment support to Salford residents for
each occupational area of entry level role the council is recruiting to
 The provider will work with the recruiting manager to develop a
bespoke pre-recruitment course for those assessed as ‘job-ready’
 They will work with participants to ensure that they meet the criteria of
the post and are screened
 A pool of suitable candidates will then be put forward to the recruiting
manager for interview
 Successful candidates will then start work with the council in an
Apprenticeship role on the appropriate framework
3.4
Recruitment Gateway
 Through a mini-procurement exercise undertaken Salford City College
were identified as the local provider for the new apprenticeship
recruitment and this will be know as the Salford Recruitment Gateway
 The Apprenticeships framework will be delivered by one of the 5
providers in the Salford Working Futures Partnership
 Support will be provided to Future Jobs Fund participants (with
Salford Council or Salford residents) from the start of their placement
to assist them to find further employment
 This service is for Salford residents and aims to engage with all target
groups across the city to assist them to find employment opportunities
 Referrals will be received from a number of organisations within
Salford including Skills and Work; Job Centre Plus, Connexions etc.
 The process for referrals, Future Jobs Fund and pre/post recruitment
and apprenticeship starts has been agreed with Salford City Council.
3.5
Future developments
 The Recruitment Gateway is going to be trialled with the Citywide
service for catering and cleaning roles and discussions will be held
with schools for Teaching Assistant roles
 HR are in discussions with Salford PCT and Urban Vision to identify
whether they will start using the Gateway to recruit to their entry level
vacancies
 A member of Human Resources also attended the last Partnership
Board meeting to encourage all partners to use the Recruitment
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Gateway as one portal for recruitment in Salford
Human Resources will be working with the Skills and Work
Commissioning Unit and their links to Economic Development,
SERCO, GMEC, Job Centre Plus and other employment agencies to
engage with local employers to encourage them to recruit through the
Gateway and increase the number of Apprenticeship opportunities
they provide.
3.6
Risks
 Due to the changing landscape and current budgetary situation there
is a restriction on recruitment in the Council and with other partner
organisations
 The key services that are still recruiting need to fully engage with the
process and use the Recruitment Gateway
 Local private employers and partner organisations may not engage
with the process and the Gateway may become over-subscribed with
participants and not enough opportunities.
4.0
Work Placements
4.1
Brief overview
 Short-term unpaid placements are to be made available to provide
pre-employment support and development opportunities across a
range of occupational areas for looked after children, workless adults,
residents with low skills, ex-offenders and school children.
 The intention was that they will be made available using the council’s
Young Ambassador network.
 In March 2010 targets were set to contribute to the ambitions of
providing Salford residents with employment opportunities.
 The target was set across all directorates for a total of 50 work
placement opportunities.
4.2
Progress
 In October 2009 Human Resources launched a formalised work
experience programme across the council with supporting guidance
for managers
 The council already has a good relationship with Salford Foundation
and Salford high schools to providing work experience placements for
school pupils as part of their development
 9 Young Ambassadors either created or committed to hosting work
placement opportunities all of which were filled by Salford high
schools. A further 19 placements have been offered across the
Council
 A number of development and recruitment events have taken place to
encourage more Salford employees to become Ambassadors and
create/host placements as well as attending career events with
schools, Salford Foundation, Salford College and Salford university
 A Framework has now been put in place with clear guidance on roles
and responsibilities to support a streamlined approach and to reduce
ad-hoc responses to requests
 This includes work placements to be provided for those participants of
the Recruitment Gateway where the Council may not have vacancies
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but can provide suitable work experience by hosting a placement to
increase an individual’s chance of gaining employment
Discussions have taken place with a range of partners/providers e.g.
Salford Foundation (for high schools), Salford City College and
Salford University (for student placements), SERCO (for benefit
claimants) Next Step (care leavers) and Supported Employment
Service (disabled people) to identify their needs for placements and
build this into the framework
Human Resources have hosted a number of work placement
opportunities for care leavers in conjunctions with the Next Step
service, and the Legal section have supported a placement for a
school pupil with a disability as he was having difficulty finding a
placement
4.3
Future developments
 Discussions are to take place to identify how the council can support
and provide relevant placements for ex-offenders.
 There is a possibility that once the Future Jobs Fund programme
ends that these placements be converted into work placement
opportunities as part of the Work Programme implementation
requiring benefit claimants to complete a work placement in order to
continue receiving benefits.
4.4
Risks
 Competition for placement opportunities and ambassador
participation (as well as promotion of these) being overtaken by
priority focus on Future Jobs Fund and Apprenticeships for existing
staff
 Managers of the council arranging placements independently are not
all reporting this to Human Resources (needed for health and safety
reasons)
 Majority of managers/teams/services of the council are not committed
to the creation and hosting of placements
 Managers are concerned that there is a lack of capacity to properly
supervise the people undertaking placements, however this is a
potential development opportunity for staff to increase their skills and
marketability
 Lack of interest and participation for both new and existing Young
Ambassadors across the council due to pressures of work in the
current climate
5.0
Apprenticeships for existing staff
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The target of 100 existing members of staff to be signed up for an
apprenticeship by the end of March 2011 has already been exceeded
with 169 staff signed up. The majority of learners undertaking
apprenticeships in Business Administration, Customer Service,
Management and Health & Social Care. Other vocational areas
include ICT, Horticulture and Youth Work
34 staff not eligible for an apprenticeship have been signed up to an
NVQ funded through Train to Gain
An analysis of the levels of qualifications of all staff has been
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completed and a plan is being drawn up to target specific service and
occupational areas
Economic Solutions have provided a partnership co-ordinator for up to
3 days per week to take lead responsibility for overseeing Salford’s
apprenticeship programme which will be funded until July 2011. This
arrangement commenced on 20th September 2010
o Please see Appendix 6 - The Internal Apprenticeship summary
sheet
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