Sector-Based Work Academies: Effective Strategies for Employment

1. Making sector based work academies work Aileen McBrierty - Jobcentre Plus Galashiels District Julie Wills - Jobcentre Plus Greater Manchester East and West District Michael Dzioba - Jobcentre Plus Mercia District11th July 2012

2. Introduction – What are sector based work academies? Case study one – Reviving the declining Borders Textile Industry – Aileen McBrierty Case study two – an example of using a sbwa to successfully recruit apprentices in the NHS – Julie Wills Case study three – Filling a gap in the care sector - Michael Dzioba Making sector based work academies work – session outline

3. Sector based work academies – the background • Introduced on 1st August 2011 • Implemented as one of a range of six measures designed to support unemployed jobseekers back to work prior to referral to the Work Programme. • The six measures together form part of a range of initiatives under the banner of “Get Britain Working” • Greater emphasis on partnership working, Jobcentre Plus, providers, local authorities, employers, and jobseekers working together to find new solutions to unemployment. • The other employment support measures under “Get Britain Working” are; Work Experience, Work Together, New Enterprise Allowance, Work Clubs and Enterprise Clubs.

4. Sector based work academies – key facts Sector based work academies combine sector-specific training with a work experience placement and a guaranteed job interview with an employer in that sector SBWAs are targeted at customers close to the labour market to help them find work They are established in sectors with high volumes of entry-level jobs and current vacancies SBWAs last for a maximum of six weeks, with the individual remaining on benefit and receiving additional support with travel and childcare costs if required SBWAs can be accredited – leading to units on the Qualifications and Credit Framework as appropriate to the entry requirements for intended jobs in those sectors

5. By participating in a sector-based work academies employers can reap real benefits by :- Supporting people in the community Structuring training appropriate to their business No wage costs involved to the organisation Ongoing support Developing the supervisory and management skills of the workforce Enhancing their public profile by supporting your local community Networking with peers, raising the company’s profile Sector based work academies - advantages

6. CASE STUDY 1 Reviving the declining Borders Textile Industry Aileen McBrierty

7. Background Textile Industry had been in decline for many years. Recruitment was easy as Mills were closing and trained staff were available for hire. Then things bottomed out and with an aging work force recruitment was needed. Unemployment was rising but confidence that Textiles could offer a stable future was at an all time low. Employers View 13 Key textile Employers got together and agreed that things had to change and they needed to take action, but could not do it alone and looked for Partner Organisations to support them. Jobcentre View Work Experience had been introduced within Jobcentres and 63% of people in the Borders taking part moved into work. The Jobcentres were eager to build on this success and were looking to generate a wider range of opportunities and create growth if possible. Borders Textile Initiative

8. Barriers Employers had no confidence that the young people had the right work ethic. Money was tight as the economic climate in general was not good. Agreed Package Employers involved in the selection process and providing an 8 week work experience placement. 4 week work experience with the Employer at start. Borders College provided employability training, health and safety and First Aid certification, on a day release basis during the final 4 weeks of the placement. Skills Development Scotland providing financial support through training for work funding and payment of Employer Recruitment Incentive. Employers agreed to interview all candidates and employ those who had successfully demonstrated their aptitude for the job. Partnership

9. 72 customers attended the Open day. 10 placements were offered and filled. 9 out of the 10 successfully completed the course and 8 were employed. 80% success rate. Lessons learned Longer lead in time needed by the College. Shorter placement period. Next Step 2 Textiles SBWA per year have been agreed to built on this success. Outcome

10. CASE STUDY 2 Using sector based work academies to successfully recruit apprentices in the NHS Julie Wills

11. Background Jobcentre Plus were approached by Joint Learning Partnership, a North West training provider, to support the recruitment of six apprenticeships in Medical Administration for a consortium of GP surgeries in Rochdale, Greater Manchester. This was a pilot initiative and following evaluation, wider roll out is planned for future recruitment. Case Study 2 – Consortium of GP surgeries

12. The package Co-ordination of an Open Day to invite suitable applicants for a general information session and one-to-one screening - including Maths and English assessment A two-week full time pre-employment training course – the pre-employment training included a customer service level 1 accreditation as well as employability skills. A four day programme of work experience which included a visit to one of the surgeries and a day spent with North West Ambulance Service. Case Study 2 – Consortium of GP surgeries

13. The outcome Of the customers referred: 22 attended the open day 15 attended the two-week pre-employment training course 15 undertook the four-day work experience programme 15 attended a guaranteed job interview Six were successful in gaining employment. This is a showcase example of an sbwa that involved partnership working between Jobcentre Plus, Joint Learning, the NHS and the National Apprenticeship Service. Case Study 2 – Consortium of GP surgeries

14. CASE STUDY 3 Filling a gap in the Care Sector Mike Dzioba

15. Care Sector Recruitment in Herefordshire • Context • Identified that there was a definite gap between jobseekers and jobs available in the care sector in Herefordshire. • Care sector employers reluctant to consider candidates without prior experience • Reluctance from jobseekers to consider the care sector as a career route Something Needed to be done!!

16. Initial Actions • Decided to hold a care fortnight in the local Jobcentre. • Contacted Hoople Ltd, a local training provider to consider training options. • Liaised with SFA to consider funding • Contacted employers involved in the care fortnight to gauge interest • Looked at barriers preventing customers moving into the care sector or employers recruiting. • Concluded a sector based work academy would be ideal to bridge the gap between employers and jobseekers

17. What Happened Next? • Funding secured from the Skills Funding Agency by Hoople Ltd. • Inspired Jobcentre advisers by bringing in the Association for Care Training to talk to them about personal experiences of working in the care sector. • The “sbwa” was then advertised and customers were booked into a pre-course start interview to establish their suitability and commitment to completing the training. • Engaged with employers who were able to offer either work placements or had vacancies to fill. • A 6 week course was started on Monday 6th February 2012.

18. Results • 14 out of 15 starters completed the course. • 60% were offered jobs immediately. • Due to success a rolling programme of “sbwas” has been started. • Employers offering driving licence training and more contracted hours • Successful jobseekers are continuing with in work learning to work towards Diplomas.