Driving Local Employment for the Harder to Reach

1. Driving Local Employment for the Harder to Reach A Single Employer Offer: Prime Contractor collaboration with Transport for London

2. Content • GLA Group Procurement and commitment to supporting the Work Programme • Background of Work Programme • Rationale of the collaboration between Prime Contractors • How the model works • Successes so far • Future Strategy

3. GLA Responsible Procurement commitment to the Work Programme GLA Group annual procurement spend c.£8bn A Skills Supplier team is funded to develop strategic labour needs and training assessment with contractors. Key focus to: Upskill existing workforces Create new apprenticeships Support the recruitment of individuals furthest from the labour market. Commitment from the GLA Group will promote these objectives through procurement spend and to support the Work Programme contractors to access opportunities.

4. The Work Programme The Work Programme (WP) in London is delivered by 6 Prime Providers across 2 Contract Package Areas; East and West – each with 3 providers 6 London WP Prime Providers The WP supports customers on JSA, IB, ESA and IS who join on a mandatory or voluntary basis according to their benefit and length of claim – see next slide. c. 50,000 customers attached to provision to Oct 2011 Work Programme Customers We have a two year timeframe in which to help the customer into work Two year programme for Customer Less prescription in how we deliver and engage customers gives us greater flexibility to adapt our approach Customers can be referred only by Jobcentre Plus and are randomly allocated to each WP provider Payment is by results. The initial attachment payment is on a sliding scale. Black box approach CURRENT PROGRAMMES Random allocation Outcome funded Emphasis on sustainability supported by payments for sustained jobs Sustainability

5. How the TfL model works • TfL team obtain the vacancy details, agree numbers, start date and job description • Employer information session with Primes to agree recruitment process and number of submissions • Primes select and screen candidates against job spec criteria and complete vacancy submission checklist • Primes submit agreed number of candidates for assessment day • Assessment day with employer • Feedback from employer and next stage interviews scheduled, Primes confirm candidates attending • Interviews take place • Employer feeds back from interviews within 5 days • Job offers notified and start dates agreed

6. Prime Collaboration Advantages • Key areas where joint working maximises opportunity • “Hide the wiring” to employers • In house recruitment support for employers • Drives prime performance through transparency of results. • Maximise join up of local services • Unified voice for Work Programme and local stakeholders • Competition lies in internal quality of delivery. Employer Engagement Key Stakeholders Complimentary Provision

7. How it fits with WP Model Assessment of Customer Needs Support to remove barriers Upskilling Employment Post Employment Support

8. How it fits with WP Model Work with employers to identify skills needs for future recruitment and link up with colleges. Link in with colleges On up skilling/ progression Join up of Local services Assessment of Customer Needs Support to remove barriers Up skilling Employment Post Employment Support Prime bespoke support through own delivery and partners

9. Success so far Some figures: • 174 vacancies • 256 submissions • 135 attended open days • 135 interviewed • 65 job starts

10. Future Employment Collaboration • Primes interested in further joint investment (Financial/ Resource/ Time) • “TFL model” • Needs to have minimum numbers of jobs and sustainability • Regeneration Projects • Looking at proposing team to work on ad hoc programmes • Specific large employers : • NHS • Cross Rail • Supermarkets Key things to consider with large employers: how could joint working maximise recruitment strategy and employment outcomes for both?