Introduction and Overview
‘TfL and the Primes MOU’
Health, Work and Welfare Reform Nov 5th 2012
Andrea Fozard Supplier Skills Project Manager, Transport for London
Tessa Staniforth
Background: Mayoral & TfL priorities
 In 2008 TfL jointly commissioned Industry Study ‘Project Brunel’ with
DFT. Skills shortages and an aging workforce in key sectors pose a
risk to future growth
 Transport for London released its 10 year ‘Skills and Employment
Strategy’ in March 2009, recently revised edition circulated February
2012. Continued commitment to developing skills within supply chain
 Mayoral commitment to developing London’s economy by creating
skills and employment opportunities through the GLA group & it’s
supply chain
250,000 apprentices
200,000 jobs
 Almost one in five households in London are workless
 Less than 50% have the numeracy skills expected of those who have
completed primary school
Central Responsible Procurement Team
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TfL Procurement
 Supply chain programme initiated in 2008/9 2009/10 first
full year of delivery, and in 2010/11 programme moved
under the Mayor’s Responsible Procurement Programme –
leverage wider links with suppliers and Mayoral initiatives.
 Programme uses a model developed in conjunction with
suppliers to incorporate job and training requirements in
new contracts
Flexible to accommodate different sectors and business
models,
Backed up with pro-active management and support
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Central Responsible Procurement Team
Delivery Summary 2009/12
• Over 3,000 unemployed Londoners have been able to
access jobs with suppliers on TfL contracts.
• Supported suppliers in creating over 3000 new
apprenticeship positions within the TfL supply chain
• Delivered successful pilots to provide, work, training and
placement opportunities for a range of under represented
groups including NEET’s, ex offenders and people with
disabilities. 83 ex offenders into employment.
• Volume recruitment at entry level, majority of vacancies in
the service sector
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Central Responsible Procurement Team
Supplier Skills Team (SST)
SST is embedded within TfL and funded by the GLA.
Their role is to:
Assist TfL suppliers gain funding and support from available
employment and skills programmes
Work with the TfL Supply Chain to understand the suppliers’
requirements and help them deliver these
Help co-ordinate the various agencies and organisations
(including Primes, Sector Skills councils, NAS, JCP etc)
Priority areas: Apprenticeships, Youth Engagement and the
Worklessness – long term unemployed. Underrepresented
groups.
Central Responsible Procurement Team
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Why the partnership with the Primes?
Move larger numbers of long term unemployed Londoner’s into
sustainable employment opportunities within TfL’s supply chain
To be able to work with suppliers to offer the support of the work
programme as a coordinated and effective recruitment
mechanism.
Develop a simple, coordinated and strategic approach to
enabling DWP work programme customers to access jobs within
the TfL supply chain.
Utilising demand planning and future skills requirements to
shape and inform existing and future funding provision
Enable the prime contractors to promote the work programme as
a brand and market its services, developing its ‘offer ‘to employers
across London.
Central Responsible Procurement Team
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How does the relationship work?
 Central resource within the SST which ensures fair and equal
access to all vacancies across the programme
 TfL and the Primes recognise that the success of this
partnership is based upon a clear and joint understanding of
the measures of success, and action by all parties to achieve
these
 Nominated account lead from TfL and within each prime
contractor
 Each recruitment process is unique to each suppliers and
therefore all time scales and processes for each supplier
recruitment drive are discussed and bespoke programmes
agreed
 Four weekly operational meetings; Six weekly strategic
meetings; Strategic reviews quarterly.
Central Responsible Procurement Team
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Success to date!
111 long term unemployed into sustained employment within TfL supply
Chain
Successful high profile recruitment drive for phase two of Barclays
Cycle Hire All recruitment for operatives was coordinated through the
primes.
74% conversation rate on open day to interview
 50% interview to offer conversation rate.
Survey
Assistant
Redistribution
Operative
Welding
Apprentice
Business
Admin
Vacancies
Mobile
Operative
Health &
Safety
Advisor
Track
Maintenance
Home Energy
Assessor
Central Responsible Procurement Team
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Lessons Learnt
Demand is critical to success of model
Set clear objectives- MOU developed to underpin activity
Be prepared to work together to overcome challenges
Further work must be done to increase the numbers of people
with disabilities accessing the work programme and therefore
gaining access to current vacancies
Suppliers are willing to be challenged and open up their
recruitment activities
Supply must meet demand, this can only be achieved through
working with experienced partners, in partnership
Manage expectations!
Central Responsible Procurement Team
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Priorities for 2012-2013
 Increase the number of suppliers engaged with the TfL/ Primes
Work Programme activity
 Work to address the numbers of Londoners with additional barriers
accessing these employment and apprenticeships opportunities
 Promote and encourage further take up of this approach with other
organisations.
 Building capacity of the Primes to be able to provide diverse work
programme candidates -in particular those with a disability!
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Central Responsible Procurement Team
Questions?
Central Responsible Procurement Team
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