1 / 10

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

lorin
Télécharger la présentation

Future Jobs Fund A legacy for Greater Manchester

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  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

More Related