EXAMPLE: WHAT IS CHANGING FOR SOMEONE ON OUT OF WORK BENEFITS?

Old world: Mr Smith had problems with reading and writing so found it hard to get the jobs he wanted. Mr Smith found temporary work, but he quickly moved back onto benefits as he couldn't get a longer-term job with prospects, because of his lack of basic skills.

New world: Mr Smith signs up for Jobseekers Allowance and is automatically screened by a Jobcentre Plus personal adviser to assess if he has a skills need. He is then referred to the new advancement and careers service for a skills health check to understand the options available to him and to address his skills needs. If his personal adviser believes that training can help him find a job, they will sign him up for the relevant training.

Mr Smith does not start the course. As he has been claiming for more than six months, he is advised by his personal adviser that he will have to attend in order to receive all of his benefit. After attending the course Mr Smith's reading and writing improve and he is able to move into a job with real prospects, as he now has the skills to succeed. Moreover, through Train to Gain he will now have access to additional in-work training which will help him to progress further.

EXAMPLE: WHAT IS CHANGING FOR AN EMPLOYER WITH RECRUITMENT NEEDS?

Old world: Company A had around 50 vacancies a year. The company had a haulage fleet and a distribution centre and was finding it increasingly difficult to recruit and retain suitable candidates locally. The HR manager advertised widely in the local press and on internet notice boards to fill a variety of vacancies from stock controllers to LGV drivers. They had limited responses and they were disappointed with the level of basic and job-specific skills of the candidates. When they did recruit LGV drivers they found they would move onto other jobs as soon as they got their licences. They were keen to maintain a diverse workforce and were starting to worry about their future recruitment and skills needs, which they could predict would be increasing as the business expanded year-on-year.

New world: Company A's Chief Executive signs up to a Local Employment Partnership and the Skills Pledge and commits to providing opportunities to help Jobcentre Plus customers back into, and on at work. The company's HR manager now works directly with the local Jobcentre Plus local account manager to define skill requirements and any training needed to enable customers to match the agreed recruitment process.

Jobcentre Plus, in collaboration with the LSC, identifies and organises the right pre-work training for the customers who need it. This is delivered by the local college or training provider. In return Company A guarantees interviews and, in some cases, work trials. For their newly recruited LGV drivers loyalty and progression is achieved through an adult Apprenticeship programme, again delivered through the local college or training provider. Company A now has applicants with the right skills, can employ the right mix of people to take their business forward and has reduced driver turnover by 50 per cent. They are also able to plan for the future - they work with colleges and training providers to identify their future training and recruitment needs and, through Train to Gain, continue to up-skill their new recruits alongside the rest of their workforce.

Footnotes

  1. As noted at the start of this document, while most of the policies are specific to England, the challenges are common across four countries. DWP operates across Great Britain and works closely with the Devolved Administrations in Scotland, Wales and Northern Ireland. While structures and policies differ, each has a commitment to a more integrated employment and skills service. City Strategy Pathfinders exist in both Scotland and Wales and we will work closely with the Devolved Administrations and their local partnerships to identify how we can develop approaches there which are similar to those set out in this chapter.
  2. £7,000 is the average amount an individual without any qualifications could be entitled to to enable them to gain basic skills, first full Level 2 and first full Level 3. The Level 3 entitlement applies just to those aged 19-25.
  3. The Employability Skills Programme helps people back into work by improving their skills. The programme has been developed to meet the needs of Jobcentre Plus customers and will enable them to gain an employability award that is based on the skills, behaviours and attitudes that employers want to see in someone they recruit.

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