Written evidence submitted
by Barnsley Metropolitan Borough Council
1. INTRODUCTION
- 2. Barnsley Council is pleased to have the
opportunity to respond to your enquiry into Youth Unemployment
and the Future Jobs Fund (FJF) and at the same time explain why
our innovative scheme is a success.
- 3. Barnsley has been hit hard by the recession
and the FJF programme is part of our response to its effects.
It is providing some of our most disadvantaged young people as
well the older long-term unemployed with work experience, skills
and knowledge which are raising motivation levels and engendering
a work ethic which was lacking in some cases.
- 4. We believe there are many lessons to be
learnt from FJF particularly as the country starts to emerge from
the recession and many unemployed people of all ages are seeking
to get back into the labour market. We also strongly believe that
the innovative programme put together by Barnsley Council and
its partners can provide many of those lessons.
- 5. As well as this written evidence Councillor
Stephen Houghton who chaired the Tackling Worklessness Review
(Tackling Worklessness: A Review of the contribution and role
of English local authorities and partnerships March 2009) would
like the opportunity to give oral evidence to the Work and Pension
Committee Inquiry
BACKGROUND
- 1. Like many other local authorities the
number of people claiming Job Seekers Allowance in Barnsley increased
steeply in 2008 and 2009 and young people have been particularly
affected. In addition, there are 16,000 people claiming Incapacity
Benefit/Employment Support Allowance. Two thirds have been claiming
for over two years, over a half are less than 35 years of age
and an increasing number present with mental health issues.
- 2. Councillor Stephen Houghton the Leader
of Barnsley Council, was instrumental in the establishment of
the Future Jobs Fund, which was one of a number of recommendation
in his report The Review of Worklessness, established by the previous
administration. Many of his findings have been taken up by Barnsley
and other authorities as a way of tackling worklessness, addressing
the structural difficulties that faced partners as they struggled
to deal with the large numbers of out of work claimants and sought
ways of working with long-term unemployed people to re-integrate
them back into the labour market.
SUMMARY
- 1. Key to the success of Barnsley's Future
Jobs Fund programme was the personalisation of the service to
the individual achieved through the initial assessment which ensured
people were placed with the right employers and then provided
with a personal journey while on the programme
- 2. Individuals were given a real taste of
work experience through the offer of up to twelve months on the
programme and the opportunity to obtain a level two qualification.
This offer was possible because all partners agreed to match fund
the government funding.
- 3. Genuine partnership working was instrumental
in ensuring the success of the programme, maintained through monthly
strategic and operational meetings.
- 4. A variety of job roles ensured we had
a wide menu of opportunities from employers to match the capabilities
of people with a range of skills and work experience from those
with no/low skills to graduate level attainment.
- 5. The impact of ending the programme a year
early will result in the loss of employment opportunities, particularly
in the private sector which is where we need to work and support
businesses to create more jobs.
- 6. FJF is a locally based programme. Designed
and managed locally by those organisations who know the area and
its people. The Work Programme will be managed by national prime
contractors who must genuinely engage local partners who have
many years experience of their particular area.
- 7. It is vitally important that lessons learnt/best
practice from FJF are transferred into the new apprenticeship
programme.
- 8. Where apprenticeships are filled by mainly
younger people, there should be scope to address the issue of
older long-term unemployed people moving from sickness benefits
to Job Seekers Allowance.
THE BARNSLEY
FUTURE JOBS
FUND PROGRAMME
- 1. We believe that we have created an innovative
FJF programme and have taken the opportunity to describe the key
points below as a programme held up by many as a beacon of good
practice before dealing with the questions posed by the Inquiry.
- 2. Like other programmes, the Barnsley FJF
is predominantly a programme for 18-24 year olds, unemployed beyond
39 weeks plus residents of any age living in areas of high unemployment
within the borough. Councillor Houghton went to great length to
have it agreed that we could operate a 50/50 split between young
people and hotspot residents in recognition of the high numbers
of IB claimants. The core objective of the programme is to create
employment opportunities with training for candidates for 6 months.
- 3. We knew from knowledge of our clients
and their multiple barriers that we needed innovative approaches
to ensure motivation, participation and retention. That is why
Barnsley committed to creating real jobs for up to 12 months to
benefit the local community. Government funding for the Future
Jobs Fund programme has been match-funded by the council and other
partners. This means that all FJF employees will be able to remain
in their jobs for up to 50 weeks, thereby significantly increasing
their employability with local private sector businesses
The principles of our innovative approach to making
the programme a success can be summed up as:
- 1. A range of different types of employers
and employment opportunities sufficiently broad enough to cater
for a range of people with no, or low skills to those with more
advanced skills and qualification such as graduates.
- 2. Agreement by all employers to match fund
and facilitate up to 50 weeks employment and experience
- 3. All partners have agreed to use a simple,
single application form with generic terms and conditions which
are adapted to suit individual organisations requirements. This
has provided people with the motivation to apply for multiple
jobs - with the consequence that they have received multiple job
offers.
- 4. Advertisement of vacancies and initial
interview with Job Centre Advisers.
- 5. Pre-recruitment training for all candidates
prior to start dates funded by Barnsley TUC Training Ltd. Provided
to all candidates at job offer stage just before they begin work
the sessions help the candidate with the transition from long-term
unemployment into a job and provide an opportunity for them to
have any last minute questions answered.
- 6. Initial assessment of skills to allow
a bespoke training package to be developed; both Skills for Life
and Vocational.
- 7. In-work training and Day release to study
for vocational qualifications up to NVQ level 2 incorporating
basic literacy, numeracy and information technology where required.
- 8. Pastoral care through individual mentoring
to address ongoing barriers to work to help the client address
any in work problems or barriers and help broker solutions. Assignment
of a personal mentor funded by Working Neighbourhoods Fund
- 9. Mandatory half day per week job search,
training in CV building and interview skills, including how and
where to look for jobs ensuring people leaving the programme are
equipped with the necessary skills and qualifications to compete
in the jobs market, thereby increasing the legacy of FJF.
- 10. IT based tracker system, updated in real
time to show destinations and outcomes.
- 11. In short our extensive wraparound care
and 12 month job guarantee have ensured wide participation; competitive
interviews for every job advertised and are crucial to Barnsley's
successful FJF programme.
OUTCOMES AND
IMPACT
- 1. The scheme went live in October 2009.
By December 2009, 164 people had been recruited to FJF jobs.
- 2. Over 430 will have been employed by October
2010; over 100 of these will have gained an NVQ level 2, 150 will
have achieved Skills for life qualifications and over 100 will
have moved into full time employment by March 2011 possibly increasing
as new employers are committing to job outcomes.
- 3. Barnsley has achieved a 50/50 split between
young people and hotspot employees, this in real terms equates
to a minimum of 322 young people. As a Lead Accountable Body we
will look to recruit more young people than hotspot participants.
- 4. The partnership set a target of six weeks
from job advert to employment and to date that target has been
met. .
- 5. Over the two years, 412 jobs will be created
within the Council, 162 in the wider public and voluntary sectors
and 40 jobs in the private sector.
- 6. The pre-employment day has been the principal
key to helping people deal with the difficult transition from
long-term unemployment into a job
- 7. A positive working relationship with Job
Centre Plus and delivery partners has been in place from the start
of the programme. Monthly strategic and operational meetings are
held.
- 8. The benefit to participants is the offer
of a real job for up to a year, with quality training and wraparound
services. This has been the single biggest success factor.
- 9. The Barnsley FJF programme has proved
that local partnerships working closely together are able to deliver
real benefits to local areas, based on their in-depth knowledge
and expertise built up over many years.
The following sections sets out Barnsley's response
to the specific questions the Committee have for their inquiry.
1. THE EXTENT
TO WHICH
THE FJF HAS
SUCCEEDED IN
MATCHING NEW
WORK EXPERIENCE
OPPORTUNITIES TO
YOUNG UNEMPLOYED
PEOPLE.
- 1. We have offered a wide and varied job
portfolio increasing the range of opportunities as new employers
have joined the partnership. We have developed low skilled entry
level jobs through to more complex roles to meet the expectations
and skill levels of clients.
- 2. Each candidate has the opportunity of
up to 50 weeks employment and the opportunity to gain relevant
qualifications including NVQ's and Skills for Life (Literacy,
Numeracy and Computer Skills) which they would not have the chance
to get under the six months offer. This additional six months
therefore makes them more attractive to an employer.
- 3. Our programme is successful because of
its unique nature to other FJF programmes. Barnsley's FJF starts
with a long term job at least minimum wage which raises the applicant's
confidence and esteem. The programme is individualised to the
employee by an initial assessment which personalises the individual's
journey with us. The other wrap around care has been instrumental
in a low drop off rate designed to lessen the impact of long term
unemployment in to employment. During their employment they are
encouraged to seek employment off the programme; over 100 will
have been successful by March 2011. Over 400 employees will have
gained a relevant NVQ level 2 and over 150 gaining skills for
life qualifications which alongside the work experience will enhance
their employment opportunities.
- 4. The Barnsley programme has been successful
and will have created 644 new work experience opportunities through
a wide sectoral mix of organisations involved in the programme
and a strong partnership working
2. STRENGTHS
AND WEAKNESSES
OF THE
FJF PROGRAMME FROM
THE PERSPECTIVE
OF PROVIDERS
(INCLUDING IN
THE THIRD
SECTOR), EMPLOYERS
AND YOUNG
UNEMPLOYED PEOPLE,
AND PARTICULARLY
IN RELATION
TO THE
LONG TERM
SUSTAINABILITY OF
EMPLOYMENT OPPORTUNITIES.
Strengths
- Local knowledge of the clients and their needs/barriers.
- Experience of managing previous work programmes.
- Strong relationships with social enterprises
and Third Sector organisations.
- Strong partnership working and partnership commitment.
- Good relationship with Job Centre Plus.
- The ability to be flexible and innovative.
- Variety of job roles.
- Variety of training opportunities with industry
recognised qualifications.
- Regional networking and sharing of best practice.
- Barnsley's "wraparound" care.
- 1. A particular strength of Barnsley's FJF
programme has been the genuine partnership working, particularly
from the third sector and social enterprises, who increased their
capacity, strengthened their sustainability and delivered more
services to the community through their participation and commitment
to the programme.
- 2. The different public sector organisations
(NHS, PCT, Local Authority) have worked together to provide a
wide variety of work experience and training opportunities to
some of the more disadvantaged individuals across Barnsley which
has increased their employability.
- 3. Young and older unemployed people have
been given the opportunity to motivate themselves through gaining
valuable work experience, obtain a relevant qualification and
increase their job search skills by learning where and how to
look for jobs in the future with increased confidence.
- 4. We have many testimonials from the people
we have worked with and the two case studies below are a reflection
of what people have told us and how the programme helped to turn
people's lives around.
Case study 1
- 1. Joanne had been unemployed for six years
before joining FJF last October. "I didn't have the confidence,
or the skills, to apply for work. But FJF doesn't discriminate
against your background and I found that everyone was very supportive
- from the engagement team and managers I worked with to the local
Councillors I met.
- 2. She completed the scheme this summer,
gaining a NVQ2 in Customer Service, IT skills in word processing,
spreadsheet and email applications, plus English and Maths qualifications.
Her FJF post involved community engagement work followed by a
spell at the Central Library where she helped people with no previous
experience get to grips with computers and the internet.
- 3. Her time on the programme and experience
gained ensured she was successful in applying for a permanent
post within the Library Service. Her new role includes helping
customers use the internet for tasks like job search and travel
enquiries, and answering general enquiries.
Case study 2
- 1. Sharon was an unemployed single mum who
hadn't worked since having the first of her three children in
2000. Despite the personal rewards of raising a young family,
the demands on her time and energy had left her feeling isolated
at home and lacking the confidence to tackle paid employment.
- 2. Now, she has benefited from the confidence
of eight months' paid employment with FJF - achieving the first
formal qualifications of her life - to secure a permanent, full-time
job as a care assistant at a nursing home as well as an NVQ level
2 in customer Care. "After you've been out of the workplace
for so long, the programme gives you the confidence to think,
'Yes, I can do this,' while the income means you start to get
your financial independence back."
Weaknesses:
- 1. The restrictions of creating posts that
must be additional, of community benefit and lack of engagement
with the private sector for the same reason has proved difficult
for partners to fully engage. Many organisations have indicated
that they would have liked the opportunity to create new posts
supporting existing operations.
- 2. We have not been able to provide opportunities
within the programme for continued employment other than through
learning job search techniques and applying for vacancies within
partner organisations and the private sector.
- 3. Early closure of the programme minimises
the chance of the programme reaching its full potential.
3. THE LIKELY
IMPACT OF
THE DECISION
TO END
THE FJF IN
MARCH 2011 RATHER
THAN MARCH
2012.
- 1. Partners and Lead Accountable Bodies have
had to bring opportunities forward to meet the new deadline, this
will restrict opportunities as developing new and innovative roles
will be hindered.
- 2. As efforts switch elsewhere resources
will inevitably follow and there is the danger that outputs and
outcomes will not be met
- 3. We would have had time to increase the
number of private sector partners (and roles) to replace jobs
opportunities lost in the public sector.
- 4. W e would welcome the opportunity to work
with the new government to influence changes to the programme,
building on our innovative and successful programme and taking
ideas forward into the Single Programme, in anticipation that
best practice could have been replicated.
- 5. Uncertainties and lack of information
over the "Single Programme" will encourage organisations
to work in isolation rather than partnership.
- 6. Partners in the voluntary, community and
third sectors would have had time to build capacity in their organisation
to be able to take on contracts becoming available from the new
programme.
- 7. If the programme had run to 2012 we could
have influenced changes to the programme to engage the private
sector to create jobs in growth areas. Partners would have been
able to vary roles reflecting changes to the public sector reductions.
4. HOW THE
TRANSITION FROM
FJF TO THE
WORK PROGRAMME
WILL BE
MANAGED. INCLUDING
THE PART
TO BE
PLAYED BY
THE GOVERNMENT'S
PROPOSAL TO
FUND NEW
APPRENTICESHIPS.
- 1. FJF has been a locally based programme
whose successes or otherwise have been linked to local design
and management. The work programme will fall to national bidders
who may decide to deliver a "one size fits all" programme.
This will not work
- 2. FJF partners will lose some autonomy as
prime contractors are likely to be major organisations and local
partnerships will contract through the primes instead of directly
with DWP.
- 3. FJF provided six months funding to organisations
that participated in the programme. Consideration could be given
to some type of subsidy for SMEs that take on apprentices.
- 4. DWP must take note of what has worked
and where it has worked on FJF to avoid replicating previously
failed schemes.
- 5. If the apprentice posts are predominantly
filled by younger people there is an argument to continue with
a quality work programme for older long term unemployed clients
moving from sickness benefits to Job Seekers Allowance.
- 6. The lessons learned from FJF should be
transferred to the apprenticeship scheme. The importance of a
pre work information session to allay fears re the transition
from benefit to employment and in work mentoring for both the
participants and their employers.
- 7. Apprenticeships will remove one of the
main obstacles to FJF; it will be open to private sector employers
without the restrictions based on community benefits.
- 8. Apprenticeship should be marketed to all
ages. In areas of high deprivation there are significant numbers
of people on sickness related benefits (16,000 in Barnsley). The
introduction of the capability assessments for existing recipients
will lead to many needing support into work. An FJF experience
would have offered that transitional support and given them a
work record to help remove the doubts of new employers recruiting
someone who has a history on a long term sickness benefit.
10 September 2010
|
