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Manchester Cultural Employers Forum

Manchester Cultural Employers Forum. Thursday 24 th November 2011. MANCHESTER CULTURAL PARTNERSHIP. Volunteering. 24 November 2011. Sarah Elderkin Culture Team s.elderkin@manchester.gov.uk 0161 234 4241. Volunteering. Huge interest from the cultural sector

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Manchester Cultural Employers Forum

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  1. Manchester Cultural Employers Forum Thursday 24th November 2011 MANCHESTER CULTURALPARTNERSHIP

  2. Volunteering 24 November 2011 Sarah Elderkin Culture Team s.elderkin@manchester.gov.uk 0161 234 4241

  3. Volunteering • Huge interest from the cultural sector • Powerful evidence from volunteer programmes including ‘In Touch’ by The Manchester Museum and Imperial War Museum North Volunteering Slide 2

  4. Volunteering Delivering services and saving money Volunteering Slide 3

  5. Volunteering • Research - MA cultural policy student Alexa Frandina Brown • Volunteering : • The economic and opportunities. • Interest in working collaboratively • 85% keen to diversify recruitment • WOM predominant approach • 75% wish to improve recruitment methods Volunteering Slide 4

  6. Task and Finish Group • Online presence, integrating with new volunteer centre • Greater use of referrals and signposting between cultural organisations • Training needs of cultural partners • Joint recruitment activities Volunteering Slide 5

  7. Volunteer Centre Manchester • Part of a national framework being led by Manchester Alliance for Community Care (MACC) Aims to be operational in April 2012 • Brokerage • Marketing volunteering • Good practise development • Developing volunteering opportunities • Policy response and campaigning • Strategic development of volunteering Volunteering Slide 6

  8. Capacity Research • 86% have capacity or plans to take on more volunteers • 77% wish to change the profile of their volunteer workforce with a particular interest in attracting unemployed young people • Popular proposed approach to work collaboratively with cultural partners is a webpage/ website. Volunteering Slide 7

  9. Training Programme • Workshop programme in association with GMCVO and Manchester Museum: • 4 x 1 day events Dec/Jan/Feb/ March • Recruiting volunteers • Managing Volunteers • Policy and Strategy • Evaluating and influencing Volunteering Slide 8

  10. Sharing information • manchesterculturalpartnership.org Volunteering Slide 9

  11. Get Britain Working The Pre –Work Programme • ‘Working Together’ - volunteering • Work Experience • Work Clubs • New Enterprise Allowance Get Britain Working Slide 10

  12. Get Britain Working The Work Programme • Relationships with Prime Contractors • Opportunities for commissions as part of the supply chain • Clear offer from cultural partners • Financial viability uncertain Get Britain Working Slide 11

  13. Slide 12

  14. Sarah Elderkin Culture Team Manchester City Council s.elderkin@manchester.gov.uk 0161 234 4241 Contact Details Slide 13

  15. Supporting Information In Touch Evaluation - Research Report (February 2011) www.north.iwm.org.uk >> Volunteering Volunteering – the Economics and Opportunities Research Report Manchester (March 2011) and Manchester Cultural Partnership Work Programme Briefing Note www.manchesterculturalpartnership.org >>About the partnership >> Cultural Employers Forum Supporting Information Slide 14

  16. Growth and Prosperity for Manchester

  17. Background • 2009 - Government programme in response to growing youth unemployment in a depressed labour market. • Greater Manchester – largest contract in the UK £52M programme to create 8,000 jobs within 18 months • Future Jobs Fund – for young people (18-24 year olds) with more than 6 months claiming Job seekers allowance

  18. The Offer

  19. Partners • To work across 10 councils and major partners to deliver the programme. • Fire Service; Manchester University; Hospitals; Passenger Transport Executive; Jobcentre Plus, Police • To bring together efforts from a large number of partners – one common aim • To engage thousands of line managers from many hundreds of local employers 10 AGMA local authorities, NHS, GM Police, GM Fire Service, GMPTE, Manchester Airport, Manchester City Football Club, The Lowry, hundreds of grass roots community & voluntary groups. • Jobs included: Trainee Accountants, Grounds Maintenance staff, NHS Patient care trainees, Airport meet & greet staff, Police support staff, mobile fire support staff etc, etc….

  20. Results • 8,009 jobs created for our young people • Programme delivered much more than the minimum standards – qualifications and skills • Managers and others involved report very positive experiences – 80% managers said young recruits were as good as or better than more experienced staff • Created not just jobs, but a legacy for the future • Progression – approx 40% went back onto benefits after 6-month job; 40% went into a job or apprenticeship; others into education or unknown • Cost – max £6,500 per person – relatively expensive, but compares well with other interventions for young people • Delivered a significant reduction in youth unemployment. Since ending, youth unemployment has gone up by 30%

  21. Future Jobs Fund for 16/17 year olds • Progression • After the 6 month temporary job, • 33% moved into employment • 20% moved into apprenticeships, which under normal circumstances they would not have been able to access. • 4% moved onto college • Impact • 78% of young people reported they were very satisfied with their FJF job – a very high rating • 75% of employees reported that they had seen ‘big’ or ‘very big’ changes in themselves – self confidence; time keeping; reliability; following instructions; working in a team & customer service skills.

  22. What did we learn? • Wage – minimum wage paid by project for 12+ weeks, or on a sliding scale with employer contributions increasing in month 2 and 3. • For many young people, a job, is the key ingredient to engage then in learning • Induction • Skills Assessment • Training & personal development • Develop competencies, not just achieve qualifications • A mentor and a supportive line manager • Length of temporary job - 3 months or longer • Working week - 25 hours + • Inclusive recruitment practices • In a depressed labour market, temporary job programmes can be very effective, especially when targeted

  23. Lessons • Temporary job initiatives are costly; however: • They produce job outcomes • They boost sustained employment • They work for the hard to help • They work in low vacancy areas • They work in growth sectors • They work for employers

  24. FJF Legacy • FJF lessons learned passed on to improve service delivery in other programmes • Recruitment best practice campaign with Chamber of Commerce – A pledge • Work experience – building on Future Jobs Fund • Ex-Line managers now acting as mentors for young people • Using lessons from FJF for future approaches to Apprenticeships, particularly those to support young people further from the jobs market into apprenticeships.

  25. About Youth Unemployment in GM • Since FJF ended, youth unemployment has gone up by 30% • Total of 82,085 claimants – 4.7% of the working age population is claiming Jobseekers Allowance • Number of claimants has risen by 9,770 (13.5%) in the past year • 27,080 – one third of all claimants – are aged 16-24 • Number of youth claimants has increased by 4,230 (18.5%) in the last year • One in four youth claimants has been out of work for more than 6 months – up from one in six this time last year • The number of long term youth claimants has almost doubled (+93.1%) since December last year

  26. Why does this matter? • Increasingly aged workforce • Young people are particularly disadvantaged with regard to recruitment and selection • 80% of FJF managers said young recruits were as good as or better than more experienced staff • When asked to identify specific elements that they were particularly satisfied with. The most often identified elements were: • Willingness to learn. • Ability to get on with other staff. • Positive attitude to work. • Ability to follow instructions.

  27. FJF Legacy • FJF lessons learned passed on to improve service delivery in other programmes • Recruitment best practice campaign with Chamber of Commerce – A pledge • Work experience – building on Future Jobs Fund • Ex-Line managers now acting as mentors for young people • Using lessons from FJF for future approaches to Apprenticeships, particularly those to support young people further from the jobs market into apprenticeships.

  28. Recruitment best practice campaign with Chamber of Commerce Recruiting Young People: A Best Practice Guide • The pack includes: • Why employ young people • Traditional recruitment practices done differently • Innovative/Alternative recruitment practices • Disc containing document library

  29. A Guide to Employing Young People • Contents – Click to select • Why Employ Young People • Document Library • Case Studies • Where to get help with your recruitment

  30. Work experience – building on Future Jobs Fund • Part of a new campaign by Government to Get Britain Working • JCP can arrange Work Experience two to eight weeks • No expenses for employers

  31. Ex-Line managers now acting as mentors for young people • One-to-one relationship with managers voluntarily giving time to support and encourage a young jobseeker • Capitalising on the positive experience of managing young people through FJF • Many managers not involved with FJF keen to work with young people and support them on their journey into work

  32. Want to get involved? • Complete a ‘pledge’ Form • Assistance with recruitment & selection • Willingness to host Work Experience • Desire to become a mentor • Contact menicola.boyd@neweconomymanchester.com T: 0161 237 4483 M: 07920 844847

  33. Growth and Prosperity for Manchester

  34. Employer experiences Fiona Gasper, Executive Director, Royal Exchange Gill Wright, Project Manager, Victoria Baths MANCHESTER CULTURALPARTNERSHIP

  35. Creative Sector Apprenticeships 24 November 2011 Sarah Elderkin Culture Team s.elderkin@manchester.gov.uk 0161 234 4241

  36. Creative Sector Apprenticeships • Creative Apprenticeship • by Creative & Cultural Skills • Creative and Media Apprenticeship • by skillset Manchester Creative Sector Apprenticeships

  37. Strategic Partnerships Manchester Creative Sector Apprenticeships • The Manchester College • National Apprenticeship Service • Vision+Media • Creative & Cultural Skills

  38. Creative Apprenticeship Pathways Manchester Creative Sector Apprenticeships • Technical Theatre - lighting • Live Events and promotion • Community arts administration / management • Costume and wardrobe • Music Business support - marketing and promotions/ record label

  39. Creative Apprenticeship Pathways Manchester Creative Sector Apprenticeships • Cultural heritage • Cultural and heritage venue operations • Design/ design support • Jewellery (from May 2012)

  40. Advanced Apprenticeship in Creative and Digital Media Manchester Creative Sector Apprenticeships • Writing, recording and editing content • Technical skills in TV, interactive media and post production • Exploiting converging technology

  41. Employers to date NK Theatre Arts Parrswood High School Royal Exchange Theatre The Lowry The Manchester College Whitworth Art Gallery Zion Arts Centre Manchester Creative Sector Apprenticeships BBC Cornerhouse Live Nation (Manchester Apollo) Manchester City Council Manchester Arts Gallery Manchester Museum Marketing Manchester Music Stuff

  42. Employment Manchester Creative Sector Apprenticeships • Employer recruits the candidate • National Vacancy Matching Service • Apprentice is employed directly on a contract similar to other staff • Typically 12 month contract needed to complete the qualification

  43. Training and Qualifications Manchester Creative Sector Apprenticeships • Day release to college • Technical Certificate • Key Skills • Work-based learning and experience • National Award level 2 or 3

  44. Joining forces as employers Manchester Creative Sector Apprenticeships • Timeframe and recruitment • Salaries and contracts • Apprenticeship induction • Staff Training • Sharing experiences & joint learning

  45. Apprenticeship Partnership Learner Agree & develop a delivery model & plan to best fit the learner/employer needs. Provider Employer Manchester Creative Sector Apprenticeships

  46. Manchester’s Creative Apprentices 2010 Manchester Creative Apprentices 2010 - 2011

  47. Apprenticeships - 2012 Manchester Creative Sector Apprenticeships • Second cohort July 2011 • Additional recruitment this autumn • Next cohort April 2012

  48. Sarah Elderkin Culture Team Manchester City Council s.elderkin@manchester.gov.uk 0161 234 4241 Contact Details

  49. Creative ApprenticeshipsInternships Jennie Godsalve Engagement Manager Creative & Cultural Skills November 2011

  50. Who are we? Creative & Cultural Skills is the Sector Skills Council for craft, cultural heritage, design, literature, music, performing arts and visual arts. • We work with employers, education and Government to make sure that these sectors can recruit people with the right skills for the job. • We enable the creative and cultural industries to reach their economic potential through relevant skills and training.

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