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Future Jobs Fund A legacy for Greater Manchester

Future Jobs Fund A legacy for Greater Manchester. 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

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Future Jobs Fund A legacy for Greater Manchester

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  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. 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 Legacy 3 – engagement in the welfare to work agenda

  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 youQuestions & comments Contact:Alex.howley@neweconomymanchester.com

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