1. Future Jobs Fund A legacy for Greater Manchester

2. Greater Manchester’s FJF —Biggest FJF programme in the country - brought together efforts from a large number of partners – one common aim —Driven by the 10 local authorities, engaged thousands of line managers; hundreds of local employers —Less than 18 months, jobs and support for 8,000 young people —Managers and others report very positive experiences —99% felt FJF had raised their long term employability in one way or another. —In Manchester, 50% progression Created not just jobs, but a legacy for the future

3. Legacy 1 - Travel to work TfGM – 75% discount travel across the entire GM Passenger Transport network. 81% travelled more than 20 mins; 32% around an hour. Significant cross boundary travel to work 84% agreed that the Bus Pass scheme increased their usage of public transport 90% would now consider applying for jobs further afield. TfGM now considering similar for all GM’s apprentices

4. Legacy 2 – recruitment & selection practice Method – competency based selection – no application forms, no qualifications/experience required. Did it work for employers? 66% of FJF supervisors thought FJF employees of same standard as usual recruits - 15% thought them superior. Competency based selection now used by many LAs to recruit their apprentices Ambition to extend approach to entry level recruitment & selection across GM

5. Legacy 3 – engagement in the welfare to work agenda Relationships good between partners, but they improved greatly with FJF. Councils, employers, JCP. – paved the way for future joint work e.g. Get Britain Working Worklessness always high on agenda – but interest increased through FJF – from Chief Execs of major agencies & authorities, to SMEs and third sector orgs. Many employers now want to talk about apprenticeships and asked, ‘what is the work programme?’ – there’s interest in the agenda and a commitment to help others in the community Many are keen to support programmes in the future

6. Legacy 4 – thousands of line managers & engaged employers 40% now have ‘much better’ or ‘better’ perception of young unemployed. A legacy of line managers – councils recruiting ex-FJF supervisors to volunteer as mentors – now aim to extend network of mentors for YP across GM. Get Britain Working - Work experience and volunteering easier to sell and to set up using established methods and e.g. FJF JDs Selling WFD and apprenticeships Employer engagement & work programme – door is ajar

7. Legacy 5 - in the community A few examples.... FJF employees – increased take up of sexual health screening and health checks for YP Fire & Rescue – Tameside – Station Commander, ‘FJF community fire team directly led to significant drop in secondary fires Increase in footfall at retail and tourism sites as a result in FJF warden employees Some key projects now being continued with volunteers....

8. Legacy 6 – ingredients that work The ‘Job’ made all the difference – referred to as a job from day one....now we want to continue ‘jobs’ – big difference to ‘schemes’. Retain benefits but reduce cost.... – Competency based recruitment & selection – potential to achieve L2, not prior qualifications – 3 month job in growing private sector employers – Induction at start – set the scene, expectations, support – Supportive supervisor – Mentor - boost retention and support decision making – Skills & development of key competences built in to meet employer expectations

9. Legacy 7 – Apprenticeships Evaluation recommended NEET model is excellent example of pre-apprenticeship provision, particularly for disadvantaged YP aged 16 & 17 Local concern – drop out at 17, RPA, competition for apprenticeships Pre-apprenticeship provision. Number of councils using FJF based model particularly to support young people further from the jobs market – into jobs with training or apprenticeships GM proposals now being developed to roll out new model as pre-apprenticeship approach

10. Thank you Questions & comments Contact: Alex.howley@neweconomymanchester.com Alex.howley@neweconomymanchester.com