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Welcome! Skills Support for Unemployed Clients Lyn Gardner, Head of IES Steve O’Hare, Business Development Manager.

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Presentation on theme: "Welcome! Skills Support for Unemployed Clients Lyn Gardner, Head of IES Steve O’Hare, Business Development Manager."— Presentation transcript:

1 Welcome! Skills Support for Unemployed Clients Lyn Gardner, Head of IES Steve O’Hare, Business Development Manager

2 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

3 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

4 Work Programme: Supply Chain Shaw Trust Tomorrow's People Prospects Services Ltd Avon and Somerset Probation City of Bristol College Pinnacle People Learning Curve Gloucestershire Development Agency BTCV North 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 PrimeYorkshire & Humber East Midlands ScotlandNorth WestWest Midlands A4e Ingeus Serco

5 Make the leap from… Work Programme: Our approach Job Search Career Management Knowledge Attitudes Skills Habits

6 Include: Job availabilitySkills levels TransportExperience HousingHealth ChildcareMotivation Employers’ needs Increasing skills levels Increasing sustainability Skills and 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

7 JHP’s offer


9 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

10 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 entryJob outcomes and sustained employment Career progression

11 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

12 What are your experiences of integrating skills into clients’ employability journey? What has worked for you? What are the challenges? Discussion

13 Case Studies Liam Kelch Charlotte Bradford


15 Case Studies Liam Kelch Charlotte Bradford


17 Welcome! Questions? Visit us at stand 37

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