Skills Support for Unemployed Clients Welcome! Lyn Gardner, Head of IES Steve O’Hare, Business Development Manager Workshop Aims Review how skills opportunities can support clients pre and post job entry Discuss the uptake of skills support for unemployed clients 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 JHP Group: Who we are • Established in 1983 • Heritage in vocational training and more recently welfare-to-work • National provider Skills Funding Agency (SFA) £40m Skills Development Scotland (SDS) £4m Welsh Assembly Government (WAG) £0.5m • 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-towork provision) • Ofsted Grade 2 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 • Apprenticeship success rates above national averages Others £10m Work Programme: Supply Chain JHP Prime Contract delivery – CPA 12 • CPA 12 Prime Contract – direct and subcontracted delivery • CPA 12 covers the South West (Bristol and top of South West) 25% 75% Shaw Trust Tomorrow's People Prospects Services Ltd Avon and Somerset Probation City of Bristol College Pinnacle People 75, 75% Learning Curve Gloucestershire Development Agency BTCV North Wessex Training Subcontracted delivery Prime A4e Yorkshire & Humber East Midlands Ingeus Serco Scotland North West West Midlands JHP's prime delivery Gloucester and Bath Subcontractors' delivery Work Programme: Our approach Make the leap from… Job Search Career Management Knowledge Attitudes Skills Habits Skills and sustainability Include: Skills levels Experience Health Motivation Increasing skills levels Job availability Transport Housing Childcare Employers’ needs Increasing sustainability JHP 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 Skills opportunities 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: 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 Skills opportunities • 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… Work Programme attachment Provider black box delivery Job entry Job outcomes and sustained employment Career progression Skills opportunities Apprenticeships… • Multiple sectors and occupations 77% of employers believe they make them more competitive • 100% work based learning – not time away from workplace 76% say they provide higher overall productivity • Can continue units achieved preemployment to complete full Apprenticeship in-work 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 • 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 Discussion What are your experiences of integrating skills into clients’ employability journey? What has worked for you? What are the challenges? Case Studies Liam Kelch Charlotte Bradford Case Studies Liam Kelch Charlotte Bradford Questions? steve.ohare@jhp-group.com lyn.gardner@jhp-group.com Welcome! Visit us at stand 37