Youth Unemployment sand the Future Jobs Fund - Work and Pensions Committee Contents

Written evidence submitted by Pathways Community Interest Company

SUMMARY

Pathways believe that the FJF has made a real difference to the young people and to our society. It has been an excellent programme to match new and real work experience opportunities to vulnerable young people in our society to help them move into mainstream employment whilst doing societal good.

To improve the FJF, Pathways believes the system needs to change, so that the jobs are only available for the most vulnerable and the roles to be created need to be tested for real community value.

The value of FJF is not only in the potential of turning the FJF into sustainable posts, but fundamentally about using the opportunity that the FJF offers to move young people into mainstream employment. To do this young people need to know that whilst they are employed from day one of their employment, the job of the FJF employment is to move them into mainstream employment; giving young people the tools knowledge and experience to empower themselves to understand what employers want, and how to market their skills, knowledge and experience competitively whilst undertaking real paid work.

This vital component of paid work experience is missing from the Work Programme, which is fundamental to moving young people into mainstream employment in a difficult market. Pathways has significant concerns that the decision to end the FJF in March 2011 will have significant negative impact and will result in a lost generation as in previous recessions.

1  BACKGROUND

1.1  Pathways CIC is a social enterprise who deliver holistic health, wellbeing and employment support.

1.2  Evidence base shows that young people are particularly vulnerable in recession. As a country we face losing a generation to unemployment. Long term unemployment is not only costly to us as a country in welfare benefits, but also has a significant additional cost to the whole system including health, criminal justice etc

1.3  Pathways believe the notion behind the FJF about providing a more secure future for 18-24 year olds through giving young people paid work experience on their CVs is a responsible and cost effective one.

2  FJF SUCCESS IN MATCHING NEW WORK EXPERIENCE OPPORTUNITIES TO YOUNG UNEMPLOYED PEOPLE

2.1  Pathways has pledged to create 750 jobs for young people between November 2009 and March 2011, funded through the FJF in order to fundamentally make a commitment to give young people in Cheshire and across Greater Manchester the support they need to find mainstream employment in these tough times, so their working future can get off to a good start. To date 63 young people have gained employment with Pathways through FJF with a further 300 commencing employment at the end of September 2010.

2.2  Eligibility criteria is six months on JSA. Some localities as a consequence of negative environmental factors of young people living in areas in the top quintile of deprivation have opened up the FJF for any young person. Pathways believes this is appropriate. Clearly if people are able to move into mainstream employment without support or through additional training then the most cost effective methodology for the public purse is through the individual taking control themselves to find employment, or the Work Programme.

2.3  Young people that Pathways has employed through the FJF, say that beyond six months unemployment, they quickly become "perceived" as unemployable by employers. Their confidence drops, they struggle to explain gaps in their CV and their lack of real work experience. They simply lose hope. Whilst young people attend for interviews they do not expect to get the job, and that defeatism shows at interview. They become low in motivation.

2.4  Many of the young people who have been employed by Pathways through the FJF have significant barriers eg care leavers, ex offenders, carers, many have mental health problems, either diagnosed or undiagnosed. Some young people are receiving support through primary care, many who have risk issues are not in receipt of any services. As an employer we have in place work well-being action plans, in order that those people who demonstrate risk eg self harm are supported through what are the triggers for them, and how work contributes to those triggers. We help young people think through how they would like their manager and their colleagues to react when they see any of these triggers, and agree with the young person what can be disclosed to their colleagues. We support young people to identify appropriate coping mechanisms and support these young people to access appropriate services including improving access to psychological therapies.

2.5  If a young person with these barriers moves into employment without this appropriate support then the likelihood is that the job will not be sustainable and the young person will either leave the employment, or they will be exited from employment accordingly. The value of the FJF is that it allows you to deal with these issues in a real work environment, increasing retention.

2.6  Most of the young people we have employed are living independently without support systems. These young people are not experiencing freedom years. They are not disengaged as society would depict them, just young people who are surviving in negative environments where social norms are quite often distorted. Many are living in social landlord properties or poor quality rental properties, and are economically disadvantaged. These negative environments coupled with negative motivation quickly turns these young people into unemployable in mainstream employment.

2.7  From an employers perspective I know that if the young people had come to myself as a potential recruit through mainstream recruitment process, I would not have employed them, as they would score significantly lower than more experienced applicants.

2.8  If they had managed to be recruited, very few employers would take the time to help those young people manage their barriers. Enabling young people to take on a real job, and be supported to deal with their issues in a live environment helps them to understand that they are employable and can move into mainstream employment and be retained.

2.9  The jobs the young people are undertaking for Pathways are customer insight and market segmentation jobs. These young people are working within their own communities to understand how joblessness affects people, and to identify the drivers of their behaviour across public health priorities of alcohol consumption and sexual health, as well as specific locality issues for example men's health.

2.10  These young people are leading community influence in helping commissioners to build a shared insight into specific audiences, clearly defined through segmentation analysis which will enable commissioners to commission services which will bring about specific behaviours. Ultimately this will lead to more cost effective targeted interventions and better commissioning. This is in stark contrast to the traditional model of identifying a need, designing a service to meet that need, and then spending resources to engage the community with that service.

2.11  These young people quickly become impassioned by the issues within their own community, and are committed to making a difference. These young people quickly go from believing they have nothing to give to society, to understanding how they can make a difference for their community. They quickly start to take personal responsibility for their own health, their families and supporting people in their communities. They talk knowledgably about health issues.

2.12   We have linked their personal development with the Search Institute's Developmental Asset Framework. The framework shows the assets a young person needs to reduce their risk taking behaviour. Every day, the young people employed by us are collecting evidence of how they have demonstrated these assets, and can clearly define how their risk taking behaviours with regard to sexual health and alcohol have reduced for example.

2.13  This same methodology has been used to support young veterans who having exited military services, to integrate back into their communities and overcome barriers such as alcohol and mental health issues.

3.0  STRENGTHS OF FJF

3.1  Pathways believes FJF delivered appropriately, sits at the heart of delivering "The Big Society". It is about community taking responsibility for its most vulnerable, and its about recognising that even those most vulnerable individuals in our society have a contribution they can make to their community.

3.2  Pathways knows from experience that these young people are responsible, enthusiastic, motivated, and committed. Being unemployed has knocked their confidence. I believe through the FJF it has given an opportunity to build up their confidence, and to provide them with the real paid work experience they need in order to continue on their employment journeys.

3.3  Many young people as a consequence of being brought up in negative environments are unaware of acceptable behaviour. For example one of the FJF employees we employed, swore in every sentence. This was done in a non-aggressive manner, and it was clear from his behaviour it was a communication style. He had no idea this was unacceptable behaviour. Similarly throughout some of the young people's education, poor attendance at school has not been challenged by their parents. They carry this social norm into the working environment. Pathways challenges these inappropriate norms within the working environment, using organisational processes in a lenient way than mainstream employment would dictate. The organisation explains what the implication for inappropriate behaviour would be in mainstream employment. The behaviour and implications are used as evidence within the Developmental Asset Framework with a monitored action plan for changes in behaviour to be demonstrated and evidenced. The FJF employment is making these young people fit for mainstream employment.

3.4   A focus group of young people employed by Pathways CIC through FJF identified these benefits:

1. Helps to get young people out of long-term unemployment back into work for a period of six months.
2. Gives you the confidence to break the ongoing cycle of trying to get a job.
3. Gets you back into a routine and keeps you motivated by carrying out planned tasks throughout the day.
4. Gives you purpose.
5. Enables you to meet new people in similar circumstances as yourselves.
6. Opportunity to participate in project work and become a valuable team member.
7. Opportunity to develop your existing skills and be creative and imaginative.
8. Opportunity to become a team leader.
9. Improve your communication skills and leadership qualities.
10. Improve time management skills by working to meet project deadlines.
11. Gives you the work experience you need to get a job.

3.5   A focus group of the first 12 young people we employed through the FJF identified that they had developed the following skills during their six months employment

NOTES FROM GROUP 1 MEETING: 22.04.10

Research

1. Contacts : local activities to attend.
2. Questionnaires : developed, ran and evaluated questionnaires.

Processing of information

1. Data input onto Surveymonkey.
2. Statistical analysis and report writing.
3. Data handled confidentially and in accordance with current data protection act.

 Performing Arts

1. Script writing/development.
2. Costume making.
3. Camera work.
4. Performing in front of local group and recorded for use in feedback of results.

Publicity

1. Wrote press release.
2. Appeared in local publications eg Crewe Chronicle and DWP Nationwide magazine.

Increased awareness

1. Of local area and different communities within it.
2. Of health issues affecting young people locally.
3. Of support services available to young people.
4. Of young people requiring support and lack of services available to them.

Communication skills

1. Improved telelphone techniques.
2. Approaching general public and engaging with them.
3. Improved interpersonal skills.
4. Increased patience.

Attendance at meetings

1. As representatives of the young persons health partnership eg links event - local involvement network, IAPT, PCT
2. Given presentations to partnership companies eg connexions and to members of the Primary Care Trust
3. Internal pathways meetings

Worked independently and as part of a team

1. Planned own working day.
2. Prioritised own workload.
3. Ensured targets were met.
4. Worked without direct supervision.

Interview panel member

1. Assessed future community champions eligibility for post.
2. Involved in selection process.

Targets

1. Agreed, set and met targets eg number of questionnaires, number of visits per day.

Developed and gave presentations

1. Improved presentation skills.
2. Worked as part of a team to develop health related presentations and then helped to present them.
3. Developed and ran focus groups within schools.

Chlamydia training

1. Attended chlamydia training.

Development of local links and networks

1. E.g. local social groups/meetings.
2. Schools/colleges

Self awareness

1. Raised awareness of local health issues.
2. Improved self awareness regarding general well-being, healthy eating, sexual health issues, alcohol etc.
3. Increased awareness of green issues eg of personal carbon footprint.
4. Reduced use of paper eg ran questionnaires double sided and did all of work in Crewe on foot.
5. Increased self confidence and self worth.
6. Improved time management skills.
7. Increased awareness of effect of own behaviour upon others.

Team leading

1. Lead team to successfully achieve objectives.

3.6   A focus group of the second group of young people we employed through the FJF identified the following skills they had developed during their six months employment

NOTES FROM GROUP 2 MEETING: 29.06.10

1. Presentation skills.
2. Report writing.
3. Trained on health issues.
4. Role plays.
5. Telephone manner.
6. Communication skills.
7. How to engage with management.
8. Teamwork.
9. Computer/it skills.
10. Organisational skills.
11. Public speaking.
12. Questionnaire development.
13. Time management.
14. Engagement with young people.
15. Increased flexibility and reliability.
16. Multi tasking.
17. Ability to interpret data.
18. Utilisation of resources.
19. Interview tips.
20. CV tips.
21. Cover letter tips.
22. Ability to work on own initiative.
23. Assertiveness.
24. How to run a focus group.
25. How to carry out research.
26. Confidentiality.
27. Increased listening skills.
28. Leading a team.
29. Tolerating people.
30. Negotiation skills.
31. Conflict resolution.
32. Improved self awareness.

3.7  A third focus group of the young people we employed in Future Jobs fund identified the following skills and knowledge that they developed whilst employed by Pathways CIC

SKILLS AND EXPERIENCES AT 25.08.10

1. Leadership.
2. Team Work.
3. Team Building.
4. Effective Job Search.
5. Updated CV, cover letter, spec letter.
6. Job Logs.
7. Independent Research.
8. Presentation Skills.
9. Script Writing & Development.
10. Identified Personal Strengths/Weaknesses.
11. Communication Skills.
12. Organisation.
13. Co-ordinating Projects.
14. Questionnaires - Developed, Ran, Evaluated.
15. Improved computer/IT Skills.
16. Participated in interview process for future employees.
17. Learnt about health issues relating to young people (eg smoking, alcohol, sexual health).

3.8  Structured interviews with young people employed by Pathways CIC with regard to FJF employment focused on the impact of FJF employment on the young people

What is your background/what work experience have you had previously?

1. My background was coming out of college after 3 years and not being able to get a job. I had no real experience of work which made it difficult to get a job.

What brought you to pathways?

1. I was out of work for six months and got put on "new deal". I was given the form which I filled in.

What was your outlook on job prospects at this point?.... How were you feeling ……..

1.  I wasn't feeling good - I can tell you that much. I didn't think I would get a job for a while.

What do you think you have gained during your employment with pathways?

1. I have gained lots of skills such as communication and presentation skills. I've also enhanced my IT skills.

Do you think your employment experience at Pathways will stand you in good stead in your jobsearch?

1. It has given me the right skills and confidence to go out and find a new job. I have something to offer an employer. I have something to offer my community.

Would you recommend the community champion post to others? If so why?

1. Yes because it is a good stepping stone for people to find a permanent job. It gives you valuable skills and puts you in a routine which helps you take the next step. I feel a much more responsible citizen.

Had you not been successful in securing your community champion post what do you think you would be doing now?

1. I would probably be on JSA, feeling depressed, and feeling that there was no way out of the cycle of unemployment.

4.0  WEAKNESSES OF FJF

4.1  A particular weakness in the original design of the FJF was the emphasis on the quality of the experience the young person gained whilst employed on the FJF . Too little focus was spent on ensuring from day one the young person understood that this was a specific programme which would help them move into mainstream job at the end of the six months. What Pathways has learnt, is that unless you spell this out to young people at the beginning, because of their short term view of the world, then they will not concern themselves about finding alternative employment until 4-5 months into the programme. This was a design fault in our original programme. Since April 2010 Pathways have altered the work plans for young people so that supporting them to find mainstream employment is the central tenant to the job they do. The activities they undertake in terms of customer insight and market segmentation and through the asset developmental framework is the methodology we are using to achieve this. This has significantly increased job outcomes

4.2   A further weakness is the lack of universal consistency in the way that JCP encourage young people to take on the vacancies. Pathways staff are often told by JCP that their young people are completely inappropriate for our jobs. Pathways is consistently giving the message that we are prepared to talk to any young person, and we believe its our job to turn these young people around. As long as they are not a risk to the community Pathways can work with anyone. Pathways believe many JCP staff write off young people without really giving them a chance. This is completely unacceptable.

4.3  A further weakness is the commissioning frameworks used by Local Authorities. These frameworks can impede employers engaging with the process and creating posts for young people. It simply becomes too hard for employers. Some LAs such as Wigan Council have made the process incredibly straightforward for employers.

5.0  JOB SUSTAINABILITY

5.1  Clearly within commissioning either with PCTs, PBCs and LAs there is a need for real engagement with people. Similarly many jobs in any sector require customer focus. These skills are all developed through the FJF jobs we provide. This has resulted in new contracts being awarded for the delivery of services. For example, as a consequence of the work we have undertaken, Pathways secured a contract with Central and Eastern Cheshire Primary Care Trust to make health services more young people friendly which has allowed staff on FJF programme to be retained. This makes sustainable employment a real outcome for young people,

5.2  The jobs created by FJF are not necessarily sustainable. Pathways would question should they be. These are transitional roles which have a community good, which should empower young people to move into mainstream employment.

5.3  To date, in Cheshire, 61 FJF jobs have been created by Pathways CIC, with 28 of these being new starts on 24 August 2010, and a further 10 still employed with ourselves until 30 September 2010. Out of the 22 people who have been employed by Pathways 10 FJF staff have secured mainstream employment and two young people have returned to education .

5.4   Structured interviews with young people employed by Pathways CIC on FJF jobs asked "What do you think about the FJF being stopped?" Young people employed by Pathways responded "The Government says a lot about moving people off benefits. The FJF employment works in helping you move into permanent employment. I think it's disgraceful because a lot of young people will be missing out on job opportunities and will continue to remain on JSA. How is this good for young people or the country?"

5.5  Leonie Bradford FJF employee said "I have enjoyed this immensely, and it is fantastic that I now have a job because of it" When Leonie Bradford started on this project six months ago, she was still looking for something solid and steady in her life. She started the year unemployed after completing a beauty course, but that was more of a hobby and she realised it was time to get on the road to employment. Leonie explains "In February when I heard about Pathways I thought it would be a really good way to meet new people and gain new skills, so I applied and attended an interview". After being successful in her interview Leonie was accepted onto the Pathways programme. It is something which Leonie is very grateful for, as she has learnt some valuable new skills, which will be crucial for any future employment opportunities. Leonie feels the fact that she has learnt so much is of vital importance, "I have learnt so much, which is brilliant. I have been interacting with people, so my communication skills have improved. I have also grown in confidence and feel much more positive about the future after these six months". Leonie performed to such a good standard that she now has a permanent job as a result of the programme, something which she is really looking forward to. "I have got a job as an assistant co-ordinator. I am really happy as my skills will improve even more". Leonie would certainly recommend anybody to this programme "I would definitely advise people to go experience what I have. I have enjoyed this immensely, and it is fantastic that I now have a job because of it."

5.6  Kelly Williams FJF employee said - "It has given me so much confidence. I feel like a new person ready for any challenge". Kelly Williams had been going from one job to the next, not really enjoying her work and trying to discover what career path to take. When the Job Centre told her of a new project named "Pathways" through the new deal programme, she thought it would be worth taking a look at. That decision has proven to be a very good one, as Kelly now feels she is in a better position than she was 6 months ago. She explained, "before I started this I had been doing bar work for a number of years, I didn't mind it but it wasn't something I wanted to do long term". Kelly thinks back to those long hours working behind a bar and admits that she was tired a lot of the time, "I was always shattered; I was not motivated at all and was ready for a change." So when her advisor at the job centre told her about interviews to get onto the Future Jobs Fund programme at Pathways in Crewe, she jumped at the chance, "I attended some interviews, and was really happy when I was accepted". Since that has happened Kelly has excelled during her six months. So much so that she was named recruit of the year for Job Centre North west, an accolade which she should be very proud of. All of this has given Kelly a huge boost in confidence, and she now feels her future looks bright, "It has given me so much confidence. I feel like a new person ready for any challenge". Kelly feels that as a result of her experiences over the past six months, she has greatly increased her chances of future employment. She continues with a smile "Of course I have gained new skills and knowledge, which can only be beneficial. My C.V. looks good, and hopefully employers will notice that". Kelly would have no hesitation recommending this type of employment to anybody who is in a similar situation to herself, "This has been a brilliant scheme for me, I have met new people and friends for life. I have developed as a person and learnt new things; I have absolutely loved working here". Kelly has gained further employment with Pathways CIC

5.7  Chris Dunn FJF employee 1.2.10 said "Joining YPHP has given me the motivation to get up and I feel like I am making a change in my home town. It is the best thing to happen to me in a long time. It's made me happy again to be back in the work environment. Friends and family have noticed a difference in me and say that I seem much happier". Chris has gained employment as a care assistant.

5.8  Nicola Owo started FJF employment with Pathways CIC in March 2010. She said:

"I have not had much experience in the past only jobs such as; cleaner, warehouse operative, and bar work. When I was on job seekers allowance I had a new deal advisor, she told me about the community champion vacancies. I wasn't too optimistic about applying for the community champion vacancy, at this point I had been receiving job seekers allowance for six months and I was really un happy, I would be applying for jobs everyday at not hearing nothing back. So when I got the offered the interview I was really happy and saw that opportunity as my last chance. Then I was offered a six month contract at Pathways, and then things went onwards and upwards. I have learnt a lot being at Pathways.

1. Time keeping.
2. Presentation skills.
3. Team work.
4. Working on my own initiative.
5. Data input.
6. Computer skills.
7. Web page design.
8. Dealing with the public.
9. Dealing with sensitive situations.
10. Staff meetings.
11. Supporting others.

As my employment at Pathways is nearly coming to an end I started to look for a new employer and was supported a great deal by everyone here with stuff like C.V's, cover letters, employability skills ETC.. I have been offered full time employment at LSG (Life style Services Group) as a sales executive; it's a great opportunity for someone like me to step on the career ladder in something I've always wanted to do. I feel that everything along the way that I have learnt at pathways has definitely helped me to get to where I am now, if I had not been offered my contract at Pathways I would most definitely be still living off £90 every two weeks. I would recommend anyone to apply at pathways it's a great opportunity to learn new things and be passionate about something other than the Xbox"

6.0  TRANSITION FROM FJF TO WORK PROGRAMME

6.1  Pathways CIC is fully supportive of the work programme and can see the value to many client groups. Pathways is however, concerned that the real issue for young people is that they have no paid work on their CV, and lack core skills and knowledge that employers need. This vital component of paid employment for this segment of our society is missing in the Work Programme. Pathways believe these bespoke created jobs can deliver this need in a way that is of benefit to the young person and makes a contribution to our society.

6.2  Pathways is also supportive of apprenticeships. The difficulty employers have always had with apprenticeships is 'we would love to have one, but we cannot afford the salaries'. In these difficult times, employers are less likely to take risks on giving an individual a chance, simply because it could have a negative effect on their business competitiveness.

7.0  LIKELY IMPACT OF ENDING FJF MARCH 2011

  Pathways believes that as the programme had been running for such a short period of time, employers have not fully had the opportunity to embrace the potential of the FJF. Similarly public sector have not embraced fully the potential the FJF had to support better commissioning. By ending the FJF early is a lost opportunity.

  Pathways believes there is a risk that as a consequence of the lack of paid experience the number of young people who find themselves unemployed will increase, as will their vulnerability.

  Pathways acknowledges the short term gain of not funding the salary for FJF, however, the evidence base demonstrates that the long term cost is significant.

  Pathways believes Britain will have a lost generation.

9 September 2010

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Prepared 21 December 2010