Making it Work for Employers in the Olympic Host Boroughs Welfare to Work Convention 10 July 2012

1. Making it Work for Employers in the Olympic Host Boroughs Welfare to Work Convention 10 July 2012 Mary Conneely Kim Chaplain

2. The Partnership Aims • To employ a first class workforce - Employers • To create and develop a motivated and inspired workforce to help to deliver a memorable Olympic and Paralympic Games in 2012 - LOCOG • To ensure local people are seen as a valuable resource to be built into recruitment planning – Host Boroughs • To provide a world class recruitment service worthy of a world class event – Host Boroughs, JCP

3. 200,000 Approx. Contractor 100,000 Workforce C Games time 5,200 Current - 1,673 Paid Jan 2012 60,000 to 2,000 Volunteering 70,000 9 weeks duration Workforce Enabling Volunteers V 70,000 Legacy Paid workforce Workforce starts to grow 9 weeks duration 100,000 Contractors Approx. Paid 5,200 Workforce Paid workforce P 1673 GAMES NOW 2012 2010 The reality of the opportunity : Olympic workforce Our aim is to create and develop a motivated and inspired workforce to help to deliver a memorable Olympic and Paralympic Games in 2012

4. The Challenge • The scale of the numbers required • Delivery of a streamlined ”hidden wiring” service to employers • The accreditation process and its impact on timescale • Raising the skills and confidence of unemployed people • The contribution to legacy • Short and long term • Some facts and figures

5. Games Time Recruitment Time Line Relevant workforce time frame Potential Role Specific / leadership Training commences Paralympics Venue training commences Games Time Induction training starts Venue training commences April 2012 April 2012 June 2012 August 2012 Background Checks Commence Host Boroughs Readiness Review Olympics GAMES Paralympic GAMES Jan 2012 27 July 2012 29 August 2012 Test events Bespoke/ Bulk Campaigns Contingency/ Attrition process Some Games Time Recruitment activity Budgeted 2011 hires Selection days May 2011 June 2011 1 Feb 2012 31 March 2012 Selection days commence GT Offers Commence Games Time Recruitment 70% complete Games Time Recruitment 100% complete • Dependencies on complete • Strong employment proposition • Labour market supportive of recruitment in advance of start dates • FA Resources • Engagement and retention plan to decrease attrition • Home office delivering against SLA for background checks April 2011 May 2011 Recruitment team resource ramp up Launch Games Time Recruitment pages on website Recruitment Time Frame

6. Scope and Scale of Contractor Workforce 100,000+ contractors, 100+ organisations Across 90 competition and non competition venues 90+ service procurements to the value of circa £250m

7. What we did Checked the readiness of all partners Established a joint service delivery model Established a clear and unambiguous understanding of the employers requirements Clear communication routes Transparent reporting of performance

8. Funding Action into Jobs Demand Supply activity Outcome delivery 5,200 LOCOG paid roles Games time & now • Forecasted delivery volumes • Operational plans 6HB LLaBs • 5,200 Paid Games time roles with LOCOG • Live & ongoing recruitment GLA Legacy funding £3.6m 10,000 Contractor Games time paid roles • 10,000 paid Games time roles with contractors • Catering, cleaning, waste, security & retail • Bulk recruitment autumn ‘11 SFA/ESF funding £2.0m Host Boroughs GLA funding £15m FE/HE JCP

9. LOCOG Contractor Vacancy management model Delivery & Performance Team (Operational) FE Colleges 6HB LLaBs JCP Work PRG 2012 Legacy DP • LOCOG Employment & Skills team • Manage relationship with Contractors • Sell the benefits of JCP / job brokerage delivery • Understand and communicate contractor workforce demand Employment Brokerage Candidate sourcing and preparation CONTRACTORS Catering Cleaning & Waste • Training • Screening • Matching Criteria developed through Sector Working Groups Overlay Retail Job Ready Candidates Security Sector Working Groups Guaranteed Interviews Recruitment methodology Candidates Commercial Recruitment Agencies Assessment Centres Bespoke DEMAND SIDE SUPPLY SIDE

10. Job Seeker Journey Attraction Preparation Application Ongoing engagement & Mobilisation Employment Outplacement HB LLaB channel Existing caseload & new recruits through own and LOCOG led/supported outreach and events. Single number referrals. Possible feed from Adecco JFTG website Attend UDAC (Uniform Distribution & Accreditation Centre) Issued with uniform and accreditation Accreditation (Contractor responsibility) Pre Employability Training And/Or Industry Specific Training Assessment / Interview Days Meet Employer and gain further understanding of roles Assessed for suitability Tripartite engagement strategy delivered by provider, LOCOG and Games time employer to keep candidates motivated and informed Start Games time role JCP register JSA claimants Sector specific data mining and engagement via own and LOCOG led/supported outreach and events.” Single number referrals. Finish Games time role and attend outplacement events Provide Job Seeker with Employability package, inc. details of “Rapid Reclaim Guaranteed interview channel Non 6HB LLaB channels 2012 Legacy project Work Programme Providers FE/HE routes Specialist providers • Final preparation • In venue training • Benefits stop & rapid reclaim process live Limited in job support Warm up Possible pre-Games work placement or experience Job ready job seekers are screened and directed straight to interview and assessment

11. What we achieved and what they said about us 13500 people offered a Games time job either with LOCOG or their sub contractor “We needed to recruit a team of 3,000 people to deliver a large scale catering service and had some reservations as to how many we could source via the host borough network and what the quality of the candidates would be like. The Host Borough network attracted and screened the candidates well and we experienced a very high conversion rate from interview to offer. As a result we recruited a far higher proportion of our team via this route. The support from the various employment agencies was second to none and our experience of recruiting in East London far exceeded our expectations. I would urge any potential employer to consider harnessing the diversity and plethora of experience and expertise which exists within these areas.” - ARAMARK (Neil Shroeder - Executive Director, Special Projects) “Working with the Host Boroughs throughout our recruitment campaign for the Olympics has been a fantastic experience. The candidates put forward to us were of a high quality and eager to work and they displayed the values we were looking for working at games time. Throughout the process the Host Borough candidates have remained engaged and enthusiastic and we are really looking forward to meeting them again at our training sessions in June and working with them and equipping them with skills for the future during games time. I would encourage employers to work with Host Borough Labour Bureaus when looking to recruit personnel as if you are clear on the jobs on offer and the skills you require there are some outstanding candidates through this route.” - SODEXO (Jo Morgan - Senior HR Manager)

12. What next • The post Games offer to graduates of games time jobs to turn the steps they have taken so far into their own journey • Marketing a new workforce for London • Exclusive website for “Games Graduates” • East London – beginning to make the legacy a clear deliverable objective not just for games time - convergence