1. Paul Convery Director Unemployment Unit & Youthaid, London SCVO, Glasgow, June 22nd 2000 New Deal performance: improvement and re-design

2. Is New Deal under-achieving? þNew Deal 18-24 sustained job entry rates: averaging 33% (GB) þDelivery Unit variations - from 50% highest sustained entry rate to 22% lowest þND for 25+ only achieving 10% job entry þND for lone parents: 33% job entry þ"Jobs first": over-strong emphasis on job submission - 42% of job starts are for work that is not sustained for more than 13 weeks (19% not sustained rate even on employer option)

3. Is New Deal under-achieving? þThe "Disappeared": a third of leavers (cumulative 93,600 by March 2000) are still unaccounted for þOptions are not popular: 60% of all job entrants are from Gateway after interview; only 12% of job entrants come from Options þSanctions numbers rising from 650 in Q3 1998 to 5,000 in Q1 2000 þSanctions data shows some options are clearly unpopular e.g. one fifth of ETF participants get sanctioned (41% in West Midlands)

4. The “disappeared” þNCRS survey found - on leaving New Deal - 57% had entered a job (compares with entry rate amongst those with known destinations of 77%). þbut majority had not ended up in sustained work - by the time of survey: –55% were unemployed (¾ were claiming JSA) –29% were in paid work þ81% of unemployed were still looking for work þ"unknown destination" leavers drawn from a more disadvantaged and more vulnerable groups

5. Improving Gateway þbetter identification and diagnosis (client profiling), improved case management and counselling; þbetter measurement of progress and achievement; þreplicate workplace cultures: expectations of punctuality, attendance and effort; þstronger development of participants’ interpersonal and communication skills; þsectoral gateways and employer sponsorship

6. Improving placement þIntegration with “normal” job broking; þidentify skills required in growth potential industries and occupations; þonly refer those with realistic chance of meeting an employer’s specification; þspecial packages for the most disadvantaged; þcombat low attraction of low paid, low quality jobs or where employment is not sustainable; þbetter preparation of participants on what to expect from a job.

7. Working smarter with employers þvacancy taking staff and PA need to understand employer's business and "sell" clients þmaintain communication between PA, employee and employer after the placement has been made; þpost-placement services for participant/employer; þemployers should offer structured introduction to work; mentoring; performance appraisals and help; training to support career advancement; þinter-firm/supply chain collaboration.

8. Improving options þenriching the offers - more option tasters, intensive activity and services; þmix, match and blend the options; þspecialist support services provided in the Gateway should continue as part of an option; þ"soft skills" integrated into all options; þnon employer options need increased relevance and connections with the labour market; þILMs have better retention rates for the most disadvantaged.

9. Improving the Employment Service þreduce PA caseloads and maximise time spent with individuals and employers; þreduce the 30% administration "overhead"; þreduce PA turnover and improve advisor management þES contracting: needs fewer & better providers with realistic volumes þrevise ES APA - crude job placement targets have previously ignored retention (APA 2000/01 will pilot a retention target)

10. New Deal 2002 þMore emphasis on non-JSA claimant population; þHigher performance “demand-led” intermediaries; þIntegrating all New Deals into a single programme; þStronger geographical focus; þMore linkage with enterprise and regeneration initiatives and European funding; þFunding flexibility - the Personal Job Account

11. Internet sources: Unemployment Unit & Youthaid New Deal briefings, innovation, talks, articles, performance data, advice & information for participants: www.uuy.org.uk/newdeal Copy of this presentation: www.uuy.org.uk/speakers