royal borough of kingston upon thames youth … · • 20 pre-apprenticeships • youth contract...
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ROYAL BOROUGH OF KINGSTON UPON THAMES (16-19) Youth Employment Strategy 2012-13
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CONTENTS
PAGE
Executive Summary 3
Why Develop a Youth Employment Strategy?
9
Globalisation & the Knowledge Economy in London (Skills Levels)
12
Kingston Youth & NEET Employment Context
• Kingston context & the Kingston Quality Commitment (16-19
• Long term effect of NEET & youth unemployment
12 13 17-18
Kingston 14-19 Targeted Support
• Pre-Apprenticeships
• Youth Contract from September 2012
• Work-Pairing (16-18)
• Kingston Social Enterprise Project, SEN & LLDD
• KS4 work Experience
• Extended and Special Schools
• Post 16 Work Experience
• Insight into Work Week
19 20 20 20 21 22 22 22 23
Kingston and Apprenticeships
• Intermediate Apprenticeships
• Advanced Apprenticeships
• Higher Apprenticeships
• Frameworks (subjects)
23 23 23 23 23
Employers
• Type of Business Activity in the Borough
• Size of Business Enterprise in the Borough
• The case for Apprenticeships
•
25 26 26 26
Government Policy on Youth employment
• Building Engagement, Building Futures: key priorities
• The Rise in the Participation Age (RPA)
• Schools and Universal Careers Guidance
• Destination Measures
• The headline data at national level (England)
• The headline data at Kingston level
27 27 28 28 29 29 29
Kingston Youth Employment Strategy Aims 31
Apprenticeships and Skills Procurement Appendix A
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Executive Summary Why Develop a Youth Employment Strategy
• The collapse in youth employment due to globalisation, migration and a knowledge economy, especially in London
• Increasingly the only two routes open to young people post 16 are Higher Education and Apprenticeships
• This has effectively created a National Apprenticeship policy • This will be further reinforced by the RPA 2013 and 2015 • RPA, is the beginning of the end, for employment without training (NVQ 2) for
16-18 as an option • Increased focus on work experience post 16, especially for those with low
qualifications and in particular vulnerable groups (below FL2 5A*-C GCSE) • Destination Measures at KS4 & KS5 will increase the demands for support
from schools & providers • Increase in University Fees, affecting L3 and HE choices, for more able
16-19 Globalisation & the Knowledge Economy The UKCES nationally expects a major reduction in the number of jobs requiring low skills, Level 2 will become the minimum in retail, hospitality and care sectors
Employment & Skill Levels in England National Research shows that around 70% of the 16-17 year olds who are not engaged are actively seeking work or learning. As the table below shows, the relatively small number who seek to enter employment directly at 16/17 do not always have the skills and experience they need to be attractive to employers.
2011 Employment Rates by Highest Qualification
Data Excludes Economically Inactive Students
England
Employment Rate
Level 3 73.6%
Level 2 63.4%
Below Level 2 51.2% 16-18
No qualifications 35.6%
Level 4 & above 82.6%
Level 3 80.7%
Level 2 69.5%
Below Level 2 56.9%
19-24
No qualifications 36.0%
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RBK Skill Levels at 19 FL2 & FL3 (delivery)
RBK 14-19 Targeted Support • Apprenticeships, provided by Kingston College, KAE and more widely • Work-Pairings SVDS and (RBK Training Providers) • Pre-Apprenticeships SVDS and (RBK Training Providers) • SEN into Employment (St Philips & Orchard Hill Social Enterprise Post 16) • KS4 & Post 16 Work Related Learning (SVDS 14-18) • Work Programme etc. (Job Centre + 19-24) • Youth Contract (14-19 Team & Fit for Sport) Post 16 • Job with Training (RPA) 14-19 Team, Chamber of Commerce (Post 16 ) • Volunteering (Kingston Voluntary Action) • Employers (Chamber of Commerce) • Employer incentives (60K fund for employers to support vulnerable groups)
• Targeted Support (Integrated Youth Support and European Social Fund)
RBK Resident Under 19 Apprenticeship Starts In line with Government priorities: Apprenticeship funding is increasing year on year and the number of starts is rising, with the 16 – 19 Apprenticeship budget set to rise by a further £54,000,000 to £883,000,000 in total in 2012/13 and the number of Apprentices starts rising 35,000 to 240,000 overall in 2012/13.
National Indicator 79: Full Level 2 by age 19 (5 A*- C GCSE or Equivalent)
Year 19 in 05 19 in 06 19 in 07 19 in 08 19 in 09 19 in 10
19 in
11 RBK %
75% 79% 77% 81% 84% 84% 88%
Achieved 1,049 1,144 1,166 1,225 1,299 1,273 1,357
England % 67% 69% 71% 74% 76% 79% 82%
National Indicator 80: Full Level 3 by age 19 (2 A levels or Equivalent)
Year 19 in 05 19 in 06 19 in 07 19 in 08 19 in 09 19 in 10
19 in
11 RBK %
56% 59% 57% 61% 61% 65% 67%
Achieved 782 858 858 920 948 988 1,038
England % 42% 44% 45% 46% 48% 51% 53%
LONDON ALL AGE APPRENTICESHIPS PROGRAMME STARTS BY LEVEL AND AGE 2005/6 – 2010/11
Age 2005/06 2006/07 2007/08 2008/09 2009/10 2010/11
Apprenticeships Under 19 6,060 5,980 6,100 6,100 7,880 10,620
KINGSTON ALL AGE APPRENTICESHIPS PROGRAMME STARTS BY LEVEL AND AGE 2005/6 – 2010/11
Age 2005/06 2006/07 2007/08 2008/09 2009/10 2010/11
Apprenticeships Under 19 100 110 110 110 110 150
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RBK Apprenticeship Starts 2010/11
Apprenticeship delivery where the Employer is based in Kingston 2010/2011
16-18 19-24 25+ All ages
155 236 242 633
Apprenticeship starts where the provider is based in Kingston 2010/2011
16-18 19-24 25+ Total
141 126 83 350
RBK NEET and Youth Unemployment
Unemployment Rates in the 16-24 Year Old Age Group
Month Kingston Age 16-24
Kingston All Ages
London Age16-24 years
Jan-2012 5.9% 2.6% 12.0%
Feb-2012 6.3% 2.6% 12.4%
Mar-2012 6.7% 2.6% 12.2%
Apr-2012 5.6% 2.4% 11.6%
May-2012 5.3% 2.4% 11.1%
Jun-2012 4.8% 2.3% 10.6%
RBK NEET and Youth Unemployment
NEET 2011/12 July Performance Current Volume of NEET (Adjusted)
Bromley 4.9% 496
Kingston 3.2% 142
Merton 5.3% 294
Richmond 4.0% 137
Sutton 4.2% 284
Not Known 2011/12 July Performance Current Volume of NK (Adjusted)
Bromley 12.6% 1,323
Kingston 11.2% 509
Merton 11.8% 677
Richmond 14.5% 521
Sutton 9% 625
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RBK NEET & Youth Unemployment
Learners by Age Number &
Level 1 (5 GCSE A*-G)
Level 2 (5 GCSE A*-C)
Level 2 (5 GCSE A*-C inc E
No pass
No result
(No info out of borough)
16 (31) 48% 8% 0% 0% 3% 41%
17 (93) 64% 8% 4% 9% 7% 8%
18 /19 (99) 58% 5% 12% 2% 6% 17%
Kingston Quality Commitment NFL2 In 2010/11 we identified with our secondary schools 160 year 11 young people who required additional support to progress post 16. This non Full Level 2 group who at 16 had not achieved 5 A*-C GCSE. As you can see from the table below, their post 16 destinations were considerably better than the norm for the group as a whole.
NFL2 Cohort Current Activities Sep 2011 Jan 2012 April 2012
In Employment Education or Training
116 133 129
Not in Employment Education or Training
15 15 15
Not Known 29 12 16
The Cost of NEET
• National figures for 2009 show 9.2% (183,200) of young people aged 16-18 were NEET. The 2008 NEET cohort will cost an estimated £13 billion in public finance costs and £22 billion in opportunity costs over their lifetime. Young men who were NEET are three times more likely to suffer from depression, and five times more likely to have a criminal record than their peers.
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RBK Employers • Types of Business Activity in the Borough • A snapshot of information (March 2011, ONS) stated there were 6,290 business
enterprises in the Borough • Professional Scientific and Technical businesses form the largest single sector,
representing 23.3% of all enterprises. • This is followed by information and communication enterprises which form 14.7%
of the total number of enterprises. • There has been no significant change in these percentages since March 2010. • Size of the Business Enterprises in the Borough: small businesses with up to 4
employees form 81% of enterprises in the Borough which is slightly above the overall London level (78.2%).
• Overall 96% of enterprises in the Borough employ less than 20 people. • RBK Employer fund to support vulnerable young people into employment
opportunities
There is huge scope for an extension of the current low level of take up in Apprenticeships in Kingston, by local employers to the benefit of young people, but this will require a coordinated and targeted campaign. RBK Employer Benefits • Better trained employees with the right skills. Apprenticeship training provides your
employees with expertise that is specific to the industry and directly relevant to the business
• Improved productivity – as training is relevant they can have an immediate effect and make a meaningful contribution to business
• Motivated and loyal workers – apprentices feel valued which makes them motivated
• Progression pathways available to higher qualifications, Foundation Degree, Degree and Professional Qualifications
• Potential managers/leaders of the future • Improved retention especially in high turnover sectors • Addressing skills shortages
Government Polices on NEET and Youth Employment • Building Engagement, Building Futures: Key priorities • The Rise in the Participation Age (RPA) • Full-time education, such as school or college; • An Apprenticeship; or • Part-time education or training if they are employed, self-employed or volunteering
for 20 hours or more a week. • Schools and Universal Careers Guidance • Destination Measures at KS4 & Post 16 • Youth Contract • Apprenticeships
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Kingston Youth Employment Strategy Aims
1. To reduce NEET and Youth Unemployment in Kingston 2. To increase the number of Employment, Work Experience and Apprenticeships
opportunities available in Kingston 3. To identify and support Kingston Residents or those in Kingston schools into an
Apprenticeship at Intermediate FL2 or Advanced FL3 4. To raise awareness of the knowledge of Apprenticeships and Apprenticeship
opportunities in schools and post 16 5. To match young people interested in undertaking an Apprenticeship or work
experience with prospective local employers, targeted at those who are NEET or in vulnerable groups
6. To increase the annual number of Kingston Resident Apprenticeship starts in year on year
Apprenticeships and Skills Procurement
• Set an internal target to increase the number of training and job opportunities to be created through procurement
• Look at existing contracts and seek voluntary commitment from contractors to create apprenticeships and other opportunities
• Promote their policy and commitment to contractors and to the wider public through meetings, events and media
• Support London Councils’ procurement toolkit • Potential requirements could include: • Number of apprentices recruited to work on the contract or apprenticeships started
by existing employees • Percentage of the workforce recruited locally, for example by advertising with local
Jobcentre Plus • Number of work placements offered to young people • Contractors working with their supply chains to create additional opportunities. • Regarding Starts, in the years 2009-2012, overall London boroughs created 2,714
Apprenticeships. • Of these, 845 were created via contractors (1,869 via direct recruitment)
RBK Key Partners
• If the Strategy is agreed, in order to embed the skills procurement approach across the authority the 14–19 team will work closely with, as appropriate the Strategic Partnership Board, People’s Services Committee, the Chief Executive, Strategic Business, Regeneration, Assets and external partners (listed below).
• To agree, the way forward, within RBK Regeneration and Assets would be key areas with which to reach agreement regarding Skills Procurement.
• Key Stakeholders: Local Authority Directorates and teams, • RBK Employers, Chamber of Commerce, Schools & Post 16 Training Providers,
Kingston Adult Education, Kingston College, Business Training Enterprise and Head to Head
• Kingston Apprenticeship Training Providers, Kingston Adult Education, Kingston College,
• Education Funding Agency, National Apprenticeship Service, Job Centre+ • Kingston Voluntary Action. Kingston Youth Employment Strategy: targets and action plan to be developed and embedded within the next Children and Young People’s Plan
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LA Employment Role Redefined • The LA as champion of parents and young people • An LA is essentially a local community organisation • Adopting a pastoral role supporting young people • Becoming the independent, non profit, matchmaker for employers and young
people • Creating opportunities rather than simply reporting them with 14-19 as the lead for
16-19 • Offering support to those unable, but willing to start an Apprenticeship • Working with the Kingston’s employers and RBK supply chain to create
employment opportunities for the Borough's young people Why Develop a Youth Employment Strategy? For some time Kingston Local Authority has had its own successful Youth Apprenticeship scheme. Since 2009 the Local Authority has acted as an employer for 30 young people who have been recruited as apprentices. The aim of this paper is to evidence the increasing need for Kingston to support the Apprenticeship pathway and for the Local Authority to promote and facilitate Youth Apprenticeships with young people and employers, without the Local Authority needing to become the employer. Recent global and national events mean that locally we should lead and co-ordinate the move to not just offering Apprenticeships but promoting, creating and increasing the number of Apprenticeship and other employment opportunities that are available to young people across Kingston. The Youth Employment Strategy will be targeted primarily at young people, in vulnerable groups, who have not achieved the minimum Full Level 2 threshold (5 GCSE A*- C or equivalent) at 16, but not exclusively. It will also support those young people who have achieved a Full Level 3 (2 A Levels or equivalent) and have traditionally looked to University. As set out below, the changing Government National policies and funding context, driven in many ways by globalisation, the downturn and the collapse of employment opportunities for 16-18 year olds means that increasingly, there are now only two routes available for young people post 16, into Higher Education or an Apprenticeship. These two paths will effectively become mandatory with the implementation of the Rise in Participation Age in 2013 to age 17 and by 2015 to age 18. We have long recognised there are some young people in vulnerable groups who find the transition at age 16 and 19 more difficult and require additional support. Our data confirms there are young people at below Full Level 2 who are unable to access Apprenticeships immediately and for whom aside from their lack of qualifications, the lack of any work experience is a significant barrier. However, they can progress into employment and Apprenticeships through a number of other work related programmes such as Pre-Apprenticeships, Work Pairing, Work Experience, Internships and Foundation Learning. The collapse in the employment opportunities for 16 – 18 year olds, alongside the need for higher skill levels to compete in the knowledge economy during the current economic downturn and Government announcements in both policy and funding.
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This effectively means there are only two main routes available to young people post 16. One route is the well understood traditional path, which is, GCSE’s to A Levels and University and the other which has more recently emerged is into Apprenticeships, primarily at 16-18 by acquiring a Full Level 2 and gaining employment with training. The increase in Higher Education (HE) fees and the cuts in support for non STEM subjects (science, technology, engineering and maths) in HE allied to the ever increasing Government funding available for Apprenticeships has progressively meant that more young people are actively looking at Apprenticeships as a route they aspire to. This is true for both those young people who have traditionally gone into employment at 16 and accessed Apprenticeships at the lower skills level at Level 2 (intermediate) or Level 3 (Advanced) and those seeking to move into a Level 3 with strong GCSE or A Level results. The cohorts who are not academic can access Apprenticeships at Level 2. However, with the changes in HE policy and the increasing availability of high skills Level 3 Apprenticeships for those high attaining academic students at 16 or 19, Apprenticeships are appealing to a new cohort. Kingston with its outstanding KS4 academic results at 16 and post 16 at Level 3 is well placed to adapt to this changing environment. It is now harder than ever for young people to gain employment; employers are increasingly demanding work experience, which with the removal of the statutory duty to access work experience at KS4 from September 2012 will be harder than ever to acquire. Young people are caught in a vicious circle, whereby without work experience they cannot enter employment, but without employment they cannot gain work experience. We have identified the urgent need for a clear Borough wide strategy to identify and support those young people for whom this new route is most appropriate and to support them into an Apprenticeship or Work Experience. We need to do more to ensure that there are sufficient Apprenticeship and work experience opportunities available for those young people who are either Kingston residents or have been educated in Kingston schools and academies. On average, since 2005, there have only been 138 Under 19 Apprenticeship starts per academic year among Kingston residents, from a cohort of approximately 4,500, whilst nationally and regionally numbers have increased dramatically. As a Local Authority we need to begin to promote and embed Apprenticeships across the Local Authority directly in our procurement and supply chain strategies to create many of those opportunities. However, it is also crucial that we work with the Borough’s private sector employers, particularly Small and Medium Enterprises, to support young people into Apprenticeships. This will also address our NEET (Not in Employment Education and Training) and youth unemployment issues. We also need to support the increasing numbers of young people who no longer feel that HE is the default destination for them. We also intend to set out clear targets for increasing Apprenticeship participation by 16-19 year olds with the support of our key stakeholders. This will mean establishing a clearly understood set of roles and responsibilities aligning with the Governments stated priorities as set out in their participation strategy. Building Engagement, Building Futures.
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The Kingston 14-19 Team, with our school and training providers, has successfully trialed and developed a system for identifying and supporting those young people most at risk in the year 11 Non Full Level 2 cohort, of not making a successful transition into Employment, Education or Training post 16. However, we now need to move to the next phase by creating and generating employer awareness, interest and knowledge of the proven benefits of offering young people employment opportunities in the Borough. This will allow young people to become employed or gain the necessary experience and skills to become more employable through accessing the programmes listed below.
• Apprenticeships, provided by Kingston College, KAE and more widely
• Work-Pairings SVDS and (RBK Training Providers)
• SEN into Employment (St Philips & Orchard Hill Social Enterprise Post 16)
• KS4 & Post 16 Work Related Learning (SVDS 14-18)
• Work Programme etc. (Job Centre + 19-24)
• Youth Contract (14-19 Team & Fit for Sport) Post 16
• Job with Training (RPA) 14-19 Team, Chamber of Commerce (Post 16 )
• Volunteering (Kingston Voluntary Action)
• Employers (Chamber of Commerce)
• Employer incentives (60K fund for employers to support vulnerable groups)
• Targeted Support (Integrated Youth Support and European Social Fund)
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Globalisation & the Knowledge Economy in London (Skills Levels) The United Kingdom and especially London is increasingly part of a global economy which brings jobs and prosperity to the capital, but also significant challenges. The table below was created by the United Kingdom Commission for Employment and Skills (UKCES) and sets out the projected future demand and growth by skill level for jobs in future years. As you can see the table clearly demonstrates a decline in jobs requiring only low level education / skills (and an increasing demand for higher skill level positions. This position is even starker for young people in London, with the added high inward migration of highly skilled (Degree Level) young people seeking relatively low skill level employment in London. The UKCES nationally only expects a major reduction in the number of jobs requiring low skills. Level 2 will become the minimum in retail, hospitality and care sectors.
Employability Level Data: London’s working age population (16-65) and employment rates by highest qualifications held in 2008. Kingston Youth & NEET Employment Context
2011 Employment Rates by Highest Qualification Data Excludes Economically Inactive Students
England Employment Rate
Level 3 73.6%
Level 2 63.4%
Below Level 2 51.2% 16-18
No qualifications 35.6%
Level 4 & above 82.6%
Level 3 80.7%
Level 2 69.5%
Below Level 2 56.9%
19-24
No qualifications 36.0%
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Youth unemployment has featured in the national press in recent weeks and for the first time over 1 million young people are now listed as unemployed or NEET. Kingston is faring well in youth unemployment terms compared to London and National figures. This is a testament to the outstanding qualifications that young people at 16 achieve in Kingston. The chart above demonstrates the clear link between qualification levels and unemployment in London and demonstrates why Kingston is better placed than many areas. However, not all residents study in Kingston and every year approximately 160 young people do not achieve the minimum Level 2 threshold to allow them to make a successful transition post 16. The level of youth unemployment was 4.8% in June 2012 lower than the 6.6% recorded in December 2011, but overall the level over the last six months remains higher than in the same period in 2011. Youth unemployment also remains significantly above the Kingston all age unemployment levels of 2.3% in June 2012. Youth unemployment, although reduced in recent months and well below London rates, is higher than in the first six months of 2011.
Unemployment Rates in the 16-24 Year Old Age Group
Month Kingston Age 16-24 Kingston All Ages London Age16-24 years
Jan-2012 5.9% 2.6% 12.0%
Feb-2012 6.3% 2.6% 12.4%
Mar-2012 6.7% 2.6% 12.2%
Apr-2012 5.6% 2.4% 11.6%
May-2012 5.3% 2.4% 11.1%
Jun-2012 4.8% 2.3% 10.6%
Source: JSA Claimant Count (Local Economy Monitor)
Youth Unemployment Figures July 2012
RBK (level) Age 18-24 RBK number & % London (%) Great Britain (%)
Total 400 2.1% 6.8% 7.5%
Up to 6 months 300 1.6% 4.4% 4.6%
Over 6 and up to 12 months 70 0.4% 1.4% 1.6%
over 12 months 20 0.1% 1.1% 1.2%
ONS Youth Unemployment Figures July 2012 Kingston context & the Kingston Quality Commitment (16-19) In response to these pressures, Kingston’s 14-19 Team, its schools and post 16 providers have made a public quality commitment to all the young people post 16 who enrol on a Full Level 3 or Full Level 2 Programme in 2011/12. It has been agreed that all those young people will, as a minimum, be supported to achieve these key educational milestones which have been demonstrated to have a substantial impact on young people’s future employability, prospects and life chances. As part of this commitment, the providers, with the support of the local authority, will ensure that any young person who decides to leave a Post 16 learning programme early is referred to the 14-19 Team for support and the offer of an appropriate alternative placement in Kingston.
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A key component of the commitment is working with schools on the early identification and support of those young people at risk of becoming NEET post 16 in Year 11. Learners who are not predicted to achieve a Full Level 2 equivalent to 5 GCSEs A*-C are, via their school, given an Opportunities Pack setting out all the borough’s 16-19 provision below Level 3 (Level 2 and Foundation Learning) available post 16 in the 2012/13 academic year. The young people are then supported by school staff in assessing their options to ensure they take up an appropriate positive destination. This year the pack was available during the mock examination period and is downloadable from the RBK website on the 14 – 19 web pages. See the Kingston LA 14-19 Education Employment and Skills website for more detail http://www.kingston.gov.uk/browse/education/14-19_education.htm
Learners by Age
Level 1 (5 GCSE
Level 2 (5 GCSE
Level 2 (5 GCSE
No pass No result (No info out of
16 (31) 48% 8% 0% 0% 3% 41%
17 (93) 64% 8% 4% 9% 7% 8%
18 /19 (99) 58% 5% 12% 2% 6% 17%
Another key component of the commitment for 2012/13 is that all providers will contact RBK when a post 16 learner is in danger of or has dropped out to ensure they are immediately supported into an alternative positive destination. Where appropriate the young person will be followed up, signposted and referred to Integrated Youth Support as necessary. In 2010/11 we identified with our secondary schools 160 year 11 young people who required additional support to progress post 16. This non Full Level 2 group who at 16 had not achieved 5 A*-C GCSE. As you can see from the table below, their post 16 destinations were considerably better than the norm for the group as a whole.
NFL2 Cohort Current Activities Sep 2011 Jan 2012 April 2012
In Employment Education or Training 116 133 129
Not in Employment Education or Training 15 15 15
Not Known 29 12 16
However, a barrier to supporting and placing a larger number of vulnerable young people into positive employment destinations, remains the lack of available roll on roll off provision below Level 3 in Kingston and a lack of vocational workplace opportunities due to the lack of available employers. A continuing pattern within the NEET cohort, both locally and nationally, is low qualifications (Below Full Level 2). This is the biggest barrier to a positive transition Post 16 and the group most likely to become NEET.
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Full Level 2 by 19 (5 A*- C GCSE or Equivalent)
Year 19 in 05 19 in 06 19 in 07 19 in 08 19 in 09 19 in 10 19 in 11
RBK % 75% 79% 77% 81% 84% 84% 88%
Achieved 1,049 1,144 1,166 1,225 1,299 1,273 1,357
England % 67% 69% 71% 74% 76% 79% 82%
Full Level 3 by 19 (2 A levels or Equivalent)
Year 19 in 05 19 in 06 19 in 07 19 in 08 19 in 09 19 in 10 19 in 11
RBK % 56% 59% 57% 61% 61% 65% 67%
Achieved 782 858 858 920 948 988 1,038
England % 42% 44% 45% 46% 48% 51% 53%
The Mainstream NEET figures in Kingston, whilst encouraging, are by no means perfect. The table below is the latest NEET figures for the London South consortium area. On average between 60/80% of the NEET group, do not possess a Full Level 2.
NEET 2011/12 July Performance Current Volume of NEET (Adjusted)
Bromley 4.9% 496
Kingston 3.2% 142
Merton 5.3% 294
Richmond 4.0% 137
Sutton 4.2% 284
The 142 Young People figure above is misleading as this is the adjusted statistical figure at that time. For the 2011/12 academic year, 231 actual Kingston residents were NEET at some point. There is also a much larger group 509 whose current destination is Not Known, but many of these young people will be NEET also.
Not Known 2011/12 July Performance Current Volume of NK (Adjusted)
Bromley 12.6% 1,323
Kingston 11.2% 509
Merton 11.8% 677
Richmond 14.5% 521
Sutton 9% 625
Data on NEET durations comes from the Longitudinal Study of Young People in England (LSYPE). This survey tracked the background, behaviour and work/educational outcomes of young people from the age of 14 to 20, from the year 2004 to 2010. The strongest school-related predictors of being NEET are low (1-4 passes at GCSE grades D-G) or no attainment following Year 11, the average experience of young people falling into any of those groups was to spend around 6 months NEET after compulsory schooling.
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National Research on information collected by local authorities shows that around 70% of the 16-17 year olds who are not currently engaged are actively seeking work or learning. As the table below shows, the relatively small number who seek to enter employment directly at 16 do not always have the skills and experience they need to be attractive to employers. This makes it all the more important that we ensure that there are high quality options to engage all 16-17 year olds in education and training, helping them to gain the skills and qualifications they need to succeed in the workplace. It is clear that many of them are motivated by work.
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National figures for 2009 show 9.2% (183,200) of young people aged 16-18 were NEET. The 2008 NEET cohort will cost an estimated £13 billion in public finance costs and £22 billion in opportunity costs over their lifetime. Young men who were NEET are three times more likely to suffer from depression, and five times more likely to have a criminal record than their peers. Data from fieldwork areas found a quarter of young people were NEET at some point during a two-year period, but most engaged into education, employment or training. However, ten per cent of young people remain NEET for six months or more.
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The costs of supporting this relatively small group in Kingston are similarly very high; the Local Authority currently spends approximately (approximately £2 Million TBC) annually in assisting and supporting our NEET cohort. An effective Kingston campaign to identify and support potentially suitable NEET Young People and support them into sustainable employment related activities will be put in place. This will set them on a self sustaining path which will be not only morally and ethically the right course of action, but has the potential over time to significantly reduce both NEET, and the expenditure on support needed from targeted services. This will also reduce the ‘social footprint’ of the NEET group. NEET and Youth Unemployment: National statistics on NEETs focus on young people aged 16-18 years. However, at age 18 young people are also classed as unemployed and will count in 18-24 unemployment statistics. This is in part due to an overlap in government responsibilities for young people aged 18. The ‘Connexions Service’ (now LA Services) overseen by the Department for Education works with young people to the age of 19. Jobcentre Plus (an executive agency of DWP) starts working with unemployed young people at the age of 18.
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Kingston 14-19 Targeted Support: There is a package of targeted support both pre and post 16 now available in Kingston. This is provided by both Integrated Youth Support and private training providers funded via the European Social fund and targeted at those who are NEET or who have been identified as having risk factors such as being unlikely to achieve a Full Level 2 by 16. Arrangements brokered in European Social Fund (ESF) pre NEET to support Year 10 pupils at future risk of NEET (including Pupil Referral Units)
• IAG provided to eligible learners under the ESF pre-Apprenticeship programme
• Destinations project delivered to current Year 11 (3 schools) – dovetailing with ESF pre-NEET support (see above)
• Youth Support advice provided to learners at Anstee Bridge (part of PRU) on a one to one and group basis (average learner group = 25 per year)
• ESF pre-NEET project continues to March 2014, delivering workshops to Year 10 learners and mentoring them on a one to one basis through 2 terms into positive destinations
• IAG provided to NEET young people through 4 x ESF NEET projects, (one south west cluster and one pan-London) as part of overall support package (14 – 19 team co-ordinate the planning of these across the borough and in collaboration with colleagues in other teams)
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• IAG provided to a total of 36 young people (up till 2014) through ESF pre-Apprenticeship programme
Pre – Apprenticeships: The RBK Schools Vocational Development Service (SVDS) is delivering a Pre-Apprenticeship programme for 16 – 18 year olds in conjunction with local and national employers including Waitrose and Compass. SVDS recruits 16-18 young people who are currently NEET, agreeing an individual training plan and supporting them to find an Apprenticeship. They are given the opportunity to ‘taste’ different types of job opportunities as well as accessing employability skills such as time management, customer service, CV preparation and interview skills, alongside the required levels of numeracy and literacy. The SVDS mentors the young person for 26 weeks once in paid employment as an Apprentice. RBK Pre-Apprenticeship Training Programme:
• Ensuring the young people receive the correct information and guidance about work and becoming an Apprentice
• Working with employers and other agencies to make sure all young people receive the correct advice about work
• The delivery of employability skills training (including time management, CV preparation and interview skills)
• Work experience and taster sessions with employers
• Access to, and support from a dedicated mentor throughout the Pre-Apprenticeship and first 6 months of employment
The benefits for employers include:
• Better trained employees with the right skills. Apprenticeship training provides your employees with expertise that is specific to the industry and directly relevant to the business
• Improved productivity – as training is relevant they can have an immediate effect and make a meaningful contribution to business
• Motivated and loyal workers – apprentices feel valued which makes them motivated
• Progression pathways available to higher qualifications, Foundation Degree, Degree and Professional Qualifications
• Potential managers/leaders of the future
• Improved retention especially in high turnover sectors
• Addressing skills shortages Youth Contract from September 2012, will offer the 14-19 Team further referral options for Young People needing targeted support. Funding charities and businesses will help the most disengaged 16-17 year olds acquire skills and jobs. As part of the Youth Contract, £150 million will be available over the next three years to get the most vulnerable and disengaged young people in England back in education, onto an apprenticeship or into sustainable employment. In Kingston, Richmond and Merton Fit for Sport have been awarded the contract. Work-Pairing (16-18): Work Pairing – this is a flexible 6 month work-placement programme matching keen local young people with local small to medium sized employers as a way to re-invest in our local communities. It is a work-based mentoring programme with practical learning on the job.
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The employer pays the young person a weekly training allowance of £55-£75 per week. Employers get the benefit of passing on their skills and industry enthusiasm to a local young person looking to make their first steps into employment and/or training. The young person gets the opportunity to learn from the experience and provides a stepping stone to a Level 2 Apprenticeship, full-time employment or full-time further training. Participation will give young people the experience they need of work, help to strengthen their CVs and enable them to compete more effectively in the jobs market. As a result, young people will be better equipped for a life away from benefits dependency.
• Target group: 16-19 non Level 2 cohort including vulnerable groups
• 26 weeks work-based mentoring programme
• SME business focused
• Practical learning on the job and mentoring, one young person per SME
• Employer pays the Training Allowance approx (£55 - £75 per week)
• Foundation Learning Training Provider claims funding from the EFA
• To Engage Employers and vulnerable Young People to create opportunities
• The young person and employer are supported by a member of staff
throughout the Work Pairing programme. Kingston Social Enterprise Project, SEN & LLDD: It is expected that learners leaving school or from other routes, will access a social enterprise project which is relevant to their identified employment ambition in the local area. The project is aimed at Kingston residents. The project will design and implement a method of assessing the upcoming cohort of young people in Kingston schools and colleges, and identifying which young people would benefit from accessing work experience through the project. This will enable young people to move into employment with the social enterprise and then onto sustainable employment once they have the necessary work skills. The project will work with Kingston schools and colleges to ensure that young people with LD, including those without statements, are able to progress via the project rather than leave learning at 16/17 and become NEET.
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Kingston health
service enterprise
project
Kingston health
service enterprise
project
Kingston sport
partnership
enterprise project
Kingston sport
partnership
enterprise project
Kingston Orchard
Cafe Enterprise
Partnership
Kingston Orchard
Cafe Enterprise
Partnership
Kingston creative
industries
enterprise project
Kingston creative
industries
enterprise project
Kingston
Phillips/Orchard
Horticulture
Enterprise Project
Kingston
Phillips/Orchard
Horticulture
Enterprise Project
Kingston volunteer
partnership
Enterprise Project
Kingston volunteer
partnership
Enterprise Project
Specialist Job
finder process
Specialist Job
finder process
Sustainable
employment
KS4 Work Experience: SVDS works with schools and academies work experience coordinators through:
• Providing training for staff on the work experience database used in Kingston
• The provision of regularly updated work experience guidelines, student diaries and student health and safety booklets
• Health and safety checking of placements at regular intervals, according to risk
• Providing a help line for teachers who have concerns about placements
• Facilitating cross-borough work experience meetings Extended and Special Schools: In addition to the above, schools can access additional services for young people they wish to place on extended placements or those in special schools. In such cases the SVDS liaises with school staff to establish student requirements and special needs for placement; conducts one to one interviews to discuss the purpose of the placement and to aid employer match. The young people will also be briefed on the placement including health and safety procedures. A link will be established with the employer for the teacher to assist with monitoring the placement. For young people attending special schools the service also includes the delivery of a British Safety Council – Hazard Awareness Course. This includes the development of appropriate materials and delivery of workshops in preparation for an external test. Post 16 Work Experience: The SVDS works closely with schools and academies to determine appropriate placements to link with their courses, usually vocational.
• Student preparation includes CV and interview skills workshops, employer talks and interviews to match students to placement.
• Health and safety checking of the placement.
• Liaising with the employer and student to monitor the placement and debriefing students and staff following the placement and providing feedback to employers
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Insight Into Work Week This service includes:
• Visits to schools and academies to discuss with students their interests and aspirations
• Engaging employers and booking visits
• Monitoring the visits and providing an evaluation on completion
• Provision of certificates and support in organising an employer ‘thank-you’ event
Kingston and Apprenticeships Apprenticeships are no longer just offered in the traditional craft and trade professions, but cover over 80 different sectors with 200 different Apprenticeships available. These range from the construction and building trades to creativity and games design; business and financial services to engineering; health and social care to travel and tourism services. In short, virtually every employment sector is covered by an Apprenticeship!
• Anyone aged 16 and over can become an Apprentice
• An Apprentice will earn a wage and work alongside experienced staff to gain job-specific skills
• Receive training to work towards nationally recognised qualifications
• Apprenticeships can take between one and four years to complete, depending on the level of training and what industry you are working in. Some Apprenticeships will require candidates to complete a pre- Apprenticeship programme
• Organisations of all sizes offer Apprenticeships – from large multi-nationals to medium and small sized enterprises
Intermediate Apprenticeships (equivalent to 5 A*- C GCSE passes) Apprentices work towards work-based learning (WBL) qualifications such as an NVQ Level 2, Key Skills and, in some cases, a relevant knowledge-based qualification such as a BTEC.•These provide the skills you need for your chosen career and allow entry to an Advanced Apprenticeship. Advanced Apprenticeships (equivalent to 2 A-level passes) work towards WBL qualifications such as NVQ Level 3, Key Skills and, in most cases, a relevant knowledge based certificate such as a BTEC. • To start this programme, you should ideally have five GCSEs (grade C or above) or have completed an Apprenticeship. Higher Apprenticeships work towards WBL qualifications such as NVQ Level 4 and, in some cases, a knowledge-based qualification such as a Foundation degree. Higher Apprenticeships are currently only available in a small number of frameworks Frameworks (subjects) There are over 200 frameworks (subjects) covering over 1,200 job roles which can be undertaken. They all will have a competence, technical and a skills element.
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Funding in line with Government priorities: Apprenticeship funding budgets are increasing year on year and the number of learners participating is rising, with the 16 – 19 Apprenticeship budget set to rise by a further £54,000,000 to £883,000,000 in total in 2012/13 and the number of Apprentices starts annually rising 35,000 to 240,000 overall in 2012/13.
LONDON ALL AGE APPRENTICESHIP PROGRAMME STARTS BY LEVEL AND AGE 2005 – 2010 Age 2005/06 2006/07 2007/08 2008/09 2009/10 2010/11
Intermediate L2
Under 19
4,760 4,630 4,740 4,600 5,890 7,720 19-24 3,000 3,080 3,720 3,690 5,600 8,460
25+ 0 0 1,470 3,230 2,550 11,190 Total 7,760 7,710 9,930 11,520 14,040
27,370 Advanced L3 Apprenticeship
Under 19
1,300 1,350 1,360 1,500 1,990 2,890 19-24 1,890 2,010 2,320 2,090 2,920 4,450
25+ 50 20 910 2,070 1,340 6,590 Total 3,240 3,380 4,590 5,660 6,250
13,930 Higher L4 Apprenticeship
Under 19
0 0 10 0 0 10 19-24 0 0 10 10 50 60
25+ 0 0 0 0 0 40 Total 0 0 20 10 50 100
All Levels Apprenticeship
Under 19
6,060 5,980 6,100 6,100 7,880 10,620 19-24 4,890 5,090 6,040 5,780 8,570 12,970
25+ 60 20 2,380 5,300 3,900 17,810
Apprenticeship All Ages Total 11,010 11,090 14,520 17,180 20,350
41,400
KINGSTON ALL AGE APPRENTICESHIP PROGRAMME STARTS BY LEVEL AND AGE 2005 - 2010
Age 2005/06 2006/07 2007/08 2008/09 2009/10 2010/11
Intermediate L2 Apprenticeship Under 19 80 80 90 90 70
120
19-24 60 40 80 70 80 120
25+ 0 0 20 50 20 120 Total 140 120 190 210 170 370
Advanced L3 Apprenticeship Under 19 20 30 20 30 40
30
19-24 40 50 60 50 60 60
25+ 0 0 20 30 30 130 Total 60 80 100 110 130 220
Higher L4 Apprenticeship Under 19 0 0 0 0 0
0
19-24 0 0 0 0 0 0
25+ 0 0 0 0 0 0 Total 0 0 0 0 0 0
All Levels Apprenticeships Under 19 100 110 110 110 110
150
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19-24 100 100 140 120 150 190
25+ 0 0 50 80 40 250 All Ages Apprenticeships Total 200 210 300 310 300
590
In London and nationally between 2005-10 the number of under 19 and all age Apprenticeship starts has increased dramatically. In Kingston the figure has remained consistently low with approximately only 3.1% of Kingston’s resident under 19 cohort starting an Apprenticeship.
Apprenticeship delivery where the Employer is based in Kingston 2010/11
16-18 19-24 25+ All Ages
155 236 242 633
Apprenticeship starts where the provider is based in Kingston 2010/11
16-18 19-24 25+ Total
141 126 83 350
Employers Clearly any strategy to boost youth employment opportunities must have employers at its heart. The Chief Executive of the Chamber of Commerce, Jerry Irving is also the Chair of the 14-19 Employability and Skills Group. He has agreed to support the strategy once in place. Our 16-18 Apprenticeship training partners, Kingston Adult Education, Kingston College, Business Training Enterprise and Head to Head have extensive links with local employers. The Schools Vocational Development Service, (SVDS) within the 14-19 Team has delivered KS4 and Post 16 Work Experience for all Kingston’s secondary Schools for many years, working with over 500 local employers and currently delivers a successful Pre-Apprenticeship Programme with KAE Training for Work team. They would be the Key Local authority driver in coordinating and delivering the Strategy. One of the biggest barriers to employers recruiting young people is the difficulty in navigating the education and training system in order to attract Government Funding, for employability and Apprenticeship programmes. CBI Head of Labour Market Policy, said: “SMEs are a major untapped source of apprenticeships, SMEs need better local advice and systems in place which help them get started providing on-the-job training for new apprentices. Making sure SMEs realise the value of taking on apprentices is critical, and incentives like the newly expanded national Apprenticeships Grant for Employers can make all the difference.SVDS can deliver and coordinate with our other partners. Most importantly the business benefits for employers of taking on young Apprentices are clear. Because of their success, the expansion of the Apprenticeships programme is a high priority for the Government; and over the past few years there has been a huge rise in the number and range of businesses offering Apprenticeships as a way of tackling their skills shortages – over 85,000 businesses cannot be wrong”.
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Yet, within the Public Sector an opportunity is being missed. The sector accounts for some 20% of the national workforce, but employs less than 10% of all apprentices. Many more organisations could be taking advantage of the benefits that Apprenticeships bring, as a way of unlocking talent within their local communities and ensuring that they have a workforce equipped with the skills it needs for today and tomorrow.
Types of Business Activity in the Borough
A snapshot of information (March 2011, ONS) stated there were 6,290 business enterprises in the Borough (Source: the government Interdepartmental Business Register [IDBS] ). Professional, scientific and technical Businesses form the largest single sector, representing 23.3% of all enterprises. This is followed by information and communication enterprises which form 14.7% of the total number of enterprises. There has been no significant change in these percentages since March 2010.
Size of Business Enterprises in the Borough
• Information supplied from the IDBS Register shows that the small businesses with up to 4 employees form 81% of enterprises in the Borough which is slightly above the overall London level (78.2%).
• Overall 96% of enterprises in the Borough employ less than 20 people.
There is huge scope for an extension of the current take up of Apprenticeships in Kingston by employers to the benefit of young people, but this will require a coordinated and targeted campaign. The case for Apprenticeships: There are economic and social reasons for the Public Sector to employ Apprentices. They are a way of:
• Developing the skills of local people;
• Bringing young people into the workforce;
• Involving the local community in the delivery of local services;
• Training the organisation’s current workforce and growing the workforce of the future;
• Increasing staff morale, productivity and retention. The strategy would work with employers to set out those benefits. This is not about promoting philanthropy within the local business community, but recognising the win win potential for both young people and employers of adopting a young employment philosophy. As evidence of this SVDS is currently recruiting its own Young Apprentice walking the walk? SVDS, whilst working with local employers, will promote the Apprenticeships Grant for Employers and will also create our own Incentive scheme for employers. We will recognise the additional difficulties some young people and employers will face in recruiting young people from vulnerable groups. This fund will be targeted at placing the most vulnerable including our Looked after Children into Apprenticeships or employment.
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Government Policy on Youth Employment
The Government confirmed 2011 that the Rise in Participation Age will take place in 2013 to age 17 and 18 years in 2015. This means that the Year 11 cohort who commenced this September, 2012 will be the first expected to participate until the age of 17.
The vast majority of young people in Kingston schools already continue post 16 and for them the change will not be noticeable. However, for many of those in the vulnerable groups listed below this will be a significant change and a challenge for Local Services.
• Poor attainment at KS4 / Below Full Level 2
• Looked After Children
• Poor attainment at KS3
• Eligible for FSM
• Resident in area of high deprivation
• Below 85% school attendance
• Special Educational Needs
• Learners with Learning Difficulties and or Disabilities (post 16 only)
• Behavioural issues
• Multiple exclusions / Permanent exclusion
• Attendance at Pupil Referral Unit
• Pregnant or teenage parents
• Supervised by Youth Offending Team
• One or more previous period of NEET
• Chronic illness
• Adverse family circumstances
Kingston’s Participation at 17 is currently very high 96%, but this figure reduces to 88% at 18. There is a considerable issue with ‘Drop Out’ Young People who are unwilling or unable to continue with a Post 16 Programme of study. For 2012/13 we have agreed a Protocol with all our Schools, Academies and Post 16 Providers to ensure they alert us whenever any young person ‘Drops Out’ or fails to complete a programme of study which they have enrolled on.
Building Engagement, Building Futures: key priorities: The Government’s Strategy to Maximise the Participation of 16-24 year olds in Education, Training and Work alongside creating the conditions for balanced and sustainable growth in the wider economy. The strategy sets out our five priorities for action to maximise the proportion of 16-24 year olds who are participating in education, training and work:
1. Raising attainment in school and beyond to ensure that young people have the skills they need to compete in a global economy.
2. Helping local partners to provide effective and co-ordinated services that support all young people, including the most vulnerable, putting Kingston on track to achieve full participation for 16-17 year olds by 2015.
3. Encouraging and incentivising employers to inspire and recruit young people by offering more high quality Apprenticeships and work experience places.
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4. Ensuring that work pays and giving young people the personalised support they need to find it, through Universal Credit, the Work Programme and our Get Britain Working measures.
5. Putting in place a new Youth Contract worth almost £1 billion over the next three years to help get young people earning or learning before long term damage is done.
The Rise in the Participation Age (RPA) will come into effect from summer 2013. Local authorities will be subject to new duties to support all young people to participate. The Education and Skills Act (2008) places a duty on all young people to participate in education or training until their 18th birthday. Young people will be required to continue in education or training until the end of the academic year in which they turn 17. From 2015, they will be required to continue until their 18th birthday. This doesn’t necessarily mean staying in school. Young people will be able to choose how they participate post-16, which could be through:
• Full-time education, such as school or college;
• An Apprenticeship; or • Part-time education or training if they are employed, self-employed or
volunteering for 20 hours or more a week. The Education and Skills Act places duties on local authorities, in relation to RPA. Local authorities will be required to:
• Promote the effective participation in education or training of all 16 and 17 year olds resident in their area;
• Make arrangements to identify young people resident in their areas who are not participating.
• These complement the existing duties to secure sufficient suitable education and training provision for all 16-19 year olds;
• To encourage, enable and assist young people to participate, • To put the processes in place to deliver the ‘September Guarantee’ and
track young people’s participation. • Local authories will be supported by duties on learning providers to notify
them when a young person leaves learning.
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Schools and Universal Careers Guidance: Children and Young People will look for advice and support as they make their Choices and will want support to make the right decision as they choose between their education and training options. Making choices about education and training can be a challenge, so from September 2012, the Government has placed a new duty on schools to secure access to independent careers guidance for pupils in school years 9-11, which must:
• Be presented in an impartial manner;
• Include information on the full range of post-16 education or training options, including Apprenticeships; and
• Promote the best interests of the pupils to whom it is given. Destination Measures: Education Destination Measures were published for the first time in July 2012. The measures show the percentage of students continuing their education in school, further education or sixth-form College or higher education institution, and the percentage training through an apprenticeship or work-based learning. The publication also includes local and institutional level data. The headline data at national level (England) 85% of young people were recorded as being in sustained education in the year after they took their Key Stage 4 qualification/s. 64% of young people were recorded as being in sustained education in the year after they took their A Level or equivalent qualification. The headline data at the Kingston Level 90% of young people were recorded as being in sustained education in the year after they took their Key Stage 4 qualification/s. 67% of young people were recorded as being in sustained education in the year after they took their A Level or equivalent qualification. Destination Measures when fully introduced in 2013, will effectively give each institution its own NEET measure, based on the outcomes of a previous cohort. This is a powerful and motivating tool in pursuing the Apprenticeship agenda with schools for those young people for whom it is most appropriate, especially those in vulnerable groups and at risk of becoming NEET post 16. They will also encourage schools and colleges to support and prepare their students to take up education or training which offers good long term prospects.
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KS4 age 16 2009/10 N
umber of
students
1
Any education
destination3
Further
Education
College
Other Further
Education
Provider4
School Sixth
Form
Sixth Form
College
Apprentice-
ships5
Work Based
Learning5
Higher
Education
Institution6
School/college
combination7
Education
destination not
sustained8
Not Captured in
Data
9
England 569,110
85% 33% 4% 36% 12% 4% - - - 9% 6%
Kingston
1,460 90% 16% 2% 68% 5% 2% 0 0 0 5% 5%
KS5 Age 19 2009/10 N
umber of
students
3
Any
education
destination5
Further
Education
College
Other FE
Provider6
School 6th
Form
6th Form
College
Apprentice-
ships7
Work Based
Learning7
Higher
Education
Institution8
Oxford or
Cambridge
Russell
(excl
Oxbridge
All other
HEIs
Other HE
Providers
10
ege/HEI
combinatio
n11
Education
destination
not
sustained12
Not
Captured in
Data
13
England 313,340 64% 8% 3% 1% 1% 2% - 52% 1% 8% 41% 1% - 8% 28%
Kingston 1,740 67% 6% 2% 1% - 1% x 57% 2% 10 45 1 0 7 26
The measures: Two measures were introduced which show the destinations of young people the year after KS4 or taking A level or equivalent qualifications.The KS4 measure is based on activity at academic age 16 (i.e. the year after the young person left compulsory schooling). The Key Stage 5 (KS5) measure is based on activity in the year after the young person took A level or equivalent qualifications. The measures are based on participation in education or training in all of the first two terms (defined as October to March) of the year after the young person left KS4 or took A level or equivalent qualifications.
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Kingston Youth Employment Strategy Aims:
• To reduce NEET and Youth Unemployment in Kingston • To increase the number of Employment, Work Experience and Apprenticeships
opportunities available in Kingston • To identify and support Kingston Residents or those in Kingston schools into
an Apprenticeship at Intermediate FL2 or Advanced FL3 • To raise awareness of the knowledge of Apprenticeships and Apprenticeship
opportunities in schools and post 16 • To match young people interested in undertaking an Apprenticeship or work
experience with prospective local employers, targeted at those who are NEET or in vulnerable groups
• To increase the annual number of Kingston Resident Apprenticeship starts in year on year
In Summary: In line with the One Council and commissioning approach, this proposal is not about the Local Authority, delivering Apprenticeships in competition with our Further education partners or employing many more young people as Apprentices. However, it is proposed that within our existing resources we will work more closely with our internal and external partners. We can greatly increase the number of young people in Kingston undertaking Apprenticeships, improving the lives and opportunities of for many of our vulnerable young people by leading and coordinating a comprehensive coherent youth employment strategy whilst supporting local employers to refresh and diversify their workforce and at the same time reduce the pressures and costs on our own services, reaping for the community a social dividend. If the Strategy is agreed, in order to embed the skills procurement approach across the authority the 14–19 team will work closely with, as appropriate the Strategic Partnership Board, People’s Services Committee, the Chief Executive, Strategic Business, Regeneration, Assets and external partners (listed below). To agree the way forward, clearly Regeneration and Assets would be key areas with which to reach agreement. Kingston Youth Employment Strategy: targets and Action Plan to be developed and embedded within the next Children and Young People’s Plan. Key Stakeholders: Local Authority Directorates and teams (as set out above) Employers, Chamber of Commerce, Schools & Post 16 Training Providers, Kingston Apprenticeship Training Providers, Education Funding Agency, National Apprenticeship Service, Job Centre+ and Kingston Voluntary Action.
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APPENDIX A: Apprenticeships and Skills Procurement Procurement / supply chain creating Apprenticeship Opportunities
Using procurement to create jobs and training: London boroughs and the City of London spend over £8bn annually on contracts for goods and services. By working with supply chains to create employment and training opportunities this spending power can deliver wider economic and social benefits. By writing requirements for apprenticeships, work placements, or local recruitment into new contracts, and working with existing contractors on a voluntary basis, many hundreds of employment and training opportunities can be created.
• Local Authorities fund a considerable number of projects pumping money into the local economy via works, goods and services, which are essential to the delivery of services for the community. In procuring and commissioning such works, goods and services, Local Authorities have an opportunity to implement a range of initiatives that can provide local skills training, Apprenticeships and employment opportunities.
• These "secondary" objectives can be addressed in procurement processes to the extent that they are relevant to the subject matter of the contract, are proportionate to the value of the contract and provided Local Authorities do not discriminate in favour of certain contractors. For example, they must not discriminate directly or indirectly against national or non-national contractors because they have not worked in the location of the scheme before, key opportunities to generate apprenticeships for Local Authorities lie in particular in construction and housing projects.
Social inclusion benefits are achieved by providing employment and training opportunities for people from target communities. For example, a regeneration strategy may describe the low levels of ‘economic activity’ and the high levels of deprivation in and around the regeneration area as part of the justification for the proposed activity, but may only include job or training targets in broad terms e.g. numbers of jobs to be accommodated. Promoting local business: Supporting the development and growth of locally based businesses – especially SMEs – may be seen as a way of securing additional job and training opportunities for the community. Some of these could benefit the socially excluded... The local impact: The recruitment of non-employed people from within target communities, and the provision of training that will increase the value they add through their work, will increase the amount of money that is spent in the local economy. However, issues such as travel-to-work patterns and areas, the size and location of projects or developments, and the potential for joint working across borough boundaries should be considered where it might help to deliver better results.
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The efficiency agenda: Local Authorities face an ever increasing challenge as a result of continually trying to achieve both value for money and making efficiency savings. This is especially the case now, when budgets are being stretched and belts tightened across the public and private sectors alike. Creating additional Apprenticeship opportunities in Kingston, through contractual procurement and supply chain activity, is of course complex and so this aspect of the strategy can currently only be viewed as an aspiration. In order to set about achieving this objective the following would have to be agreed and put in place, operational steps.
• Adopt a formal corporate policy, if this has not already been done. • Set an internal target to increase the number of training and job opportunities to
be created through procurement • Look at existing contracts and seek voluntary commitment from contractors to
create apprenticeships and other opportunities • Promote their policy and commitment to contractors and to the wider public
through meetings, events and media • Support London Councils’ procurement toolkit and adopt for use in the borough. • The requirements that the borough makes of contractors should be informed by
other relevant policies and local need. • Potential requirements could include:
1. Number of apprentices recruited to work on the contract or apprenticeships started by existing employees
2. Percentage of the workforce recruited locally, for example by advertising with local Jobcentre Plus
3. Number of work placements offered to young people 4. Contractors working with their supply chains to create additional
opportunities. 5. Regarding numbers, in the years 2009-2012, overall boroughs created
2,714 apprenticeships. Of these, 845 were created via contractors (1,869 via direct recruitment)
Benefits to Kingston: Two private members’ Bills are currently making their way through Parliament. One of these - Public Services (Social Value) 2010-11 - has government support, and has now reached the House of Lords. This Bill would require local authorities to take a more consistent approach to considering the economic and social benefits which can be secured through procurement. Bill would require local authorities to take a more consistent approach to considering the economic and social benefits which can be secured through procurement. London Councils have met with the lead MP on the Public Services Bill to explore its implications for boroughs. If the Bill becomes law it will be very much up to individual boroughs as to how they implement the requirements, and how they monitor its impact. It makes sense to take a lead now and help to set the agenda, rather than being dictated to in future. The more developed boroughs’ work is in this area, the more we can influence any future legislation or guidance from central government.
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Mitigating the impact of reduced funding: There is now very little dedicated funding for employment and skills and economic development work. By working with their supply chains boroughs can ensure that local opportunities are still created. Boroughs have worked extremely hard to create new apprenticeships for example, but recruiting them directly is increasingly difficult due to budget cuts and shrinking headcounts. Requiring contractors to take on apprentices is one way of ensuring that apprenticeships remain available to local young people. Value for money: Adopting a corporate policy and procedure will increase efficiency. For example a list of criteria to decide whether a contract should include employment and training requirements will ensure consistency and reduce time spent on decision-making across all departments. It will minimise any costs associated with implementing the approach. The GLA group has adopted a responsible procurement policy and applied this to its large contracts both through contractual and voluntary commitments. It has found that their contractors are positive about working with them in this way. London Councils and the GLA will be hosting a joint event to look at the best practice in the New Year.
London Councils Apprenticeships and Skills Procurement toolkit: http://www.londoncouncils.gov.uk/policylobbying/economicdevelopment/apprenticeships/procurement.htm London Councils has produced guidance for London boroughs, including model documents and clauses, to support the inclusion of employment and skills requirements in procurement. You can download the guidance here Opens in a new window and the model documents are also available as a Word document here Opens in a new window. London Councils has hosted two events looking at delivering employment and skills through procurement. Presentations and notes from the events are available to download: Apprenticeship Opportunities through Procurement Working with SMEs and Construction Projects