Transcript JHP Training

Skills Support for
Unemployed Clients
Welcome!
Lyn Gardner, Head of IES
Steve O’Hare, Business Development Manager
Workshop Aims
Review how skills opportunities can support clients pre and post job entry
Discuss the uptake of skills support for unemployed clients
Introduce JHP and the Work Programme in CPA 12
How IES informs our Work Programme and the client journey
Skills opportunities pre and post job entry
Case study examples of our experiences
JHP Group: Who we are
•
Established in 1983
•
Heritage in vocational training and more
recently welfare-to-work
•
National provider
Skills Funding Agency (SFA) £40m
Skills Development Scotland (SDS) £4m
Welsh Assembly Government (WAG) £0.5m
•
Now privately owned (MBO backed by LDC)
•
Turnover of circa £80m per annum – 60:40
Skills and welfare-to-work (W2W)
•
Grown by 300% over the past 4 years
•
1,300 staff – over 1,000 delivery staff
•
120 business centres (mainly welfare-towork provision)
•
Ofsted Grade 2
Department for Work and Pensions (DWP)
Work Programme Prime Provider £70m
Work Programme subcontracts £20m
JCP Support Contract £30m
MWA £20m
Programmes for the Unemployed (PFU) £9m
•
Apprenticeship success rates above
national averages
Others £10m
Work Programme: Supply Chain
JHP Prime Contract delivery – CPA 12
• CPA 12 Prime
Contract – direct and
subcontracted
delivery
• CPA 12 covers the
South West (Bristol
and top of South
West)
25%
75%
Shaw Trust
Tomorrow's People
Prospects Services Ltd
Avon and Somerset Probation
City of Bristol College
Pinnacle People
75, 75%
Learning Curve
Gloucestershire Development
Agency
BTCV
North Wessex Training
Subcontracted delivery
Prime
A4e
Yorkshire
& Humber
East
Midlands
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

Ingeus
Serco

Scotland
North West


West
Midlands

JHP's prime
delivery Gloucester and
Bath
Subcontractors'
delivery
Work Programme: Our approach
Make the leap from…
Job Search
Career
Management
Knowledge
Attitudes
Skills
Habits
Skills and sustainability
Include:
Skills levels
Experience
Health
Motivation
Increasing skills levels
Job availability
Transport
Housing
Childcare
Employers’ needs
Increasing sustainability
JHP Group commissioned report with CESI,
“Integrated employment and skills: maximising
the contribution for sustainable employment”
Skills that effectively support sustainability will:
•
Meet local labour market needs
•
Be designed with employers’ input and
involvement
•
Provide generic employability skills, basic skills,
technical skills and knowledge
•
Be accessible in work – so skills can be put
into ‘practice’ and employed individuals can
participate
•
Include work placements
•
Provide a wage return to the individual –
Research by CESI states Apprenticeships in
particular provide a higher return; namely 16%
at level 2 and 18% at level 3
JHP’s offer
Skills opportunities
Sector tasters and short courses funded through new flexibilities:
• Multiple sectors
• Standard or bespoke delivery
• Tailored to both individual and employer needs
• Linked to Qualification & Credit Framework (QCF)
• 1 day to 6 weeks
• Clients continue skills development and can complete the full
Apprenticeship once in-work
For example:
1 day
Paediatric First
Aid course to
enter the
childcare sector
2 week ICT and
employability
course to
access multiple
opportunities
6 week
technical
certificate ready
for a Hospitality
Apprenticeship
Skills opportunities
• Partnerships with other providers
• Utilises existing employer relationships – retained by client’s provider
• Complementary to the existing client journey with maintained focus on job entry and
sustainability
• Fit for purpose
• Funded by Skills Funding Agency (SFA) Adult Skills Budget (ASB) and Apprenticeships
In practice – JHP Work Programme…
Work Programme
attachment
Provider black
box delivery
Job entry
Job outcomes and
sustained employment
Career
progression
Skills opportunities
Apprenticeships…
• Multiple sectors and occupations
77% of employers believe they make
them more competitive
• 100% work based learning – not time away
from workplace
76% say they provide higher overall
productivity
• Can continue units achieved preemployment to complete full Apprenticeship
in-work
80% feel they reduce staff turnover
83% of employers rely on them to
provide the skilled workers that they
need for the future
88% believe they lead to a more
motivated and satisfied workforce
59% report that training apprentices
is more cost-effective than hiring
skilled staff, with 53% feeling that
they reduce recruitment costs
• Able to move jobs and employers whilst
continuing Apprenticeship
• Intermediate, Advanced and Higher levels
• Blended learning utilising e-technology as
well as in the work place e.g. e-portfolio,
not paper based
• Further progression to Higher Education
Discussion
What are your experiences of integrating skills into
clients’ employability journey?
What has worked for you?
What are the challenges?
Case Studies
Liam Kelch
Charlotte Bradford
Case Studies
Liam Kelch
Charlotte Bradford
Questions?
[email protected]
[email protected]
Welcome!
Visit us at stand 37