Given the current challenging economic downturn, there has never been a more important time to ensureGlasgowSchoolleavers are assisted into apprenticeships. One of the biggest mistakes made in the past was to fail to invest in training and young people during a recession and the council is committed to ensure that mistake is not repeated. At a time of reduced staff numbers, the Council is strategically using apprenticeships as part of its workforce planning for the future and encouraging businesses in and around the City to do likewise.
The Commonwealth Apprenticeship Initiative started in April 2009 and to date (Sept ’11)1887 young people have secured apprenticeships in Glasgow City Council, its Arms LengthExternal Organisations and across403public and private sector partners. The CAI targets both employers to create new apprenticeship jobs and each cohort of Glasgow school leavers to prepare them for recruitment to these newly created jobs.
PLANNING / The key driver for the Commonwealth Apprenticeship Initiative was to create a lasting legacy from the 2014 Commonwealth Games for young people in Glasgow. This was brought even more sharply into focus in 2008 when the impact of the global recession indicated that young people were being hardest hit by growing unemployment.
Rationale
The rationale for this project couldn’t be simpler – to limit and reduce youth unemployment in Glasgow by encouraging the creation of apprenticeships and targeting recruitment ofGlasgow school leavers each year.To create opportunities for young people to enhance all their life chances at the transition from leaving school by increasing skills and earning potential.
In planning how to deliver the CAI there were a number of policy areas and strategic action plans which informed development.
Council Plan – Key Objective 2 – Increasing Access to Lifelong Learning
2014 Commonwealth Games Legacy -
Scottish Government More Choices More Chances Strategy
Scottish Government Determined to Succeed Strategy
Glasgow10 Year Economic Plan – A Step Change for Glasgow
Stakeholders Needs
There are two main stakeholder groups – employers and young people. Planning the CAI took account of how to identify and assess suitability of young people for apprenticeships and how to create new opportunities and assist employers to recruit each year. Approx 5000 young people leave Glasgow schools each year. Traditionally many young people gain apprenticeships through word of mouth. It was recognised that this favours those who are already connected to both employment and specific sectors and can exclude/create barriers to opportunities for a significant minority – particularly those less likely to achieve a positive destination on leaving school.
In addition Small and Medium Sized Employers (SMEs), found it more challenging to recruit apprentices due to time and lack of knowledge of the apprenticeship system so often didn’t.
Planning Process
To plan the delivery process, a number of elements were considered
- How to best engage with the school leaver cohort each year
- How to engage with businesses to increase the number and range of available apprenticeships and design a recruitment and selection system that was fit for purpose
- How to increase the number and range of available apprenticeships in the Council Family and ensure they were linked to workforce planning
- How to best deliver the Skills Development Scotland modern apprenticeship contract across the council family.
- How to ensure sound financial governance and value for money
The CAI has been developed to assist both the council family and businesses in Glasgow to determine where apprenticeships fit their business and workforce needs and offer a free recruitment service to match young people to opportunities without removing the employer choice. In addition private and third sector businesses can access financial assistance to offset the initial wage cost of employing an apprentice and this has been a significant factor in the growth of businesses recruiting through the CAI – a total of 403 businesses.In 2009 69 businesses recruited through CAI. In 2011 so far 252 companies have recruited via CAI which includes 23 companies who also recruited in 2009 and 69 companies who also recruited in 2010. The repeat business from companies demonstrates a measure of success.
DELIVERING / Delivery of the Commonwealth Apprenticeship Initiative is based on a demand and supply model i.e. creating demand from employers for apprenticeships and ensuring a work ready supply of school leavers to meet demand.
The process for both employers and young people has been designed to be simple but effective and avoid red tape.
Basic process
Employers
Visited by Business Engagement Officer to discuss vacancy, fit with modern apprenticeship frameworks, wage rates, training providers,recruitment timetable and financial assistance available
Resultant vacancy advertised on vacancy web page
CAI Team handle applications, short listing, interview prep, admin associated with interviews and communication and feedback to unsuccessful candidates
On successful recruitment and once young person starts employment grant award process completed
Claim grant 13 weeks in arrears on submission of wage slips or payroll print to evidence grant claim.
School Leavers
Young people register their interest in apprenticeships on CAI website - glasgow.mappit.org.uk
If eligibility check successful they are given a unique username and password - access to vacancies page on website ( if not eligible they are invited to contact CAI Team to find out why and what other options could be available to them)
Apprenticeship vacancies are advertised - young people submit an online application for each vacancy they wish to be considered for ( basic information is automatically populated in to each form)
Young person offered assistance with application and interview prep via one – one meeting, group sessions, telephone etc. Progress is tracked via the CAI web based database
Communication about interview included letter, phone call and text reminder
The apparent simplicity of the recruitment, selection and grant payment process encourages employers, particularly small employers, to recruit their apprentices via CAI.
An important part of the deliver of CAI is the web based online management system. This has been developed to track progress of young people, manage vacancies, provide management information and is currently being further developed to manage and track grants awarded to employers who recruit. This will enable all the information to be held in one system and offer a holistic overview of the outcomes and performance of CAI.
INNOVATION + LEADING PRACTICE / The Commonwealth Apprenticeship Initiative is unique in that no other local authority currently delivers an apprenticeship programme of the same scale or with similar partnership arrangements with the business community. The CAI offers a free recruitment service to Council Services, its Arms Length External Organisations and to businesses across Glasgow.
The CAI has a number of unique features
a recruitment website which provides a one stop point of access for both businesses recruiting apprentices and Glasgow’s school leavers seeking apprenticeship employment. The CAI acts as the catalyst joining up the demand with supply.
the CAI concentrates on creating new employment opportunities in order to assist companies grow their workforce which is challenging in the current economic climate.
To facilitate new employment particularly with in SMEs the City Council offer companies a financial incentive to offset the initial wage costs of employing an apprentice. This has proved to be crucial in encouraging small employers to invest in apprentices at a time when order books are not full. It is assisting Glasgow’s businesses to invest in their future workforce now and providing much needed employment and training opportunities for young people in the city.
A system to track progress of young people and flag where assistance is required. This enables early identification of potential for the young person to become NEET and early intervention measures can be taken such as referral to more appropriate support agencies
An IT system that has been designed to join up all information about young person, employer, vacancy and finance. This assists in achieving the best outcome for both employer and young person and ensures that any financial incentive can be monitored to ensure good financial governance and ultimately value for money.
Communicates with young people through broadcast texting – a quick and effective way to ensure young people get important messages about vacancies, events etc – and they don’t get lost in the post!
established a new protocol for employment of apprentices finishing their programme. This has led to 54 out of 69 admin apprentices taken on in 2009 now having secured further employment in the Council, 3 outwith, 2 on maternity leave, 4 further college study, 6 no job on completion
Increased the range of apprenticeships in the Council as a consequence of the Workforce Planning exercise. New apprenticeships now in accountancy, graphic design, geotechnical engineering, early years development, social care as well as the more traditional horticulture, admin and construction.
The Commonwealth Apprenticeship Initiative is easily replicated in other local authorities. It is unique because no one else currently does it however the model has been established now with wider engagement of businesses, coordination of school leavers and some financial commitment all local authorities could deliver a similar programme.
RESULTS + IMPACT / Results
From inception in 2009 to date (Sept 2011) the CAI has assisted 1887Glasgow school leavers to make a positive transition from school and enter employment. Importantly this is employment with training that will provide these young people with skills and qualifications to enhance their career prospects, provide them with an employment history and ultimately add to the Glasgow economy.
3 Year Trend - Vacancies
2009 / 2010 / 2011
Target / Achievement / Target / Achievement / Target / Achievement
No target / 908 / Max 800 / 461 / Max 800 / 518 @ Sept 11
In 2009, due to economic crisisGlasgow City Council enhanced the number of vacancies available internally to meet demand. From 2010 more emphasis was put on assisting private sector companies to recruit as it was not sustainable for the Council to continue to enhance the programme. Results from 2011 show this is working as the number of vacancies are increasing as are the number of successful outcomes.
It is important to note that all the apprenticeship opportunities generated via CAI are new jobs; CAI `does not recruit or fund existing jobs being converted to apprenticeships as part of workforce development. Therefore CAI is able to demonstrate it is adding new employment to the Glasgow economy and genuinely new opportunities for Glasgow’s school leavers.
The 2009/10 School Leaver Destination Report, collated annually in September, counted 835 young people making a positive destination from school to employment which includes apprenticeships. Of this the CAI can evidence 425 of these positive outcomes at September 2010 were either as a direct result of or assisted by the Commonwealth Apprenticeship Initiative.
Since 2009 the CAI has brought in vacancies from 403 business partners of which approximately 80% are SMEs. In 2011 so far 252 companies have recruited via CAI which includes 23 companies who also recruited in 2009 and 69 companies who also recruited in 2010. The repeat business from companies demonstrates a measure of success.
Below are some testimonials from companies who have worked with the CAI.
Gary Walker – Scientific Services Manager
Glasgow Scientific Services (GSS) provides chemical analysis, microbiological examination, sampling, advice and emergency response to 16 Scottish Local Authorities, with Glasgow City Council as the lead Local Authority. Following a workforce planning exercise in 2009/10, a decision was taken to start a number of modern apprentices due to the number of staff leaving the service over a three year period. Following participation in the CIA open days, five apprentices have been started and work in the areas of food and consumer safety, microbiology and environmental sampling and analysis. The apprentices are supported by an extensive in house training process and day release at StowCollege. The support provided by the CIA team has been invaluable in guiding GSS through the recruitment process and promoting careers in science within the City.
Louise Joyce – HR Manager Verve – recruited 2010
The economic climate is very challenging at the moment. Businesses are focusing on surviving and not considering thegrowth required to make them a continued success in the future. Verve was one of those businesses until we spoke to the team at Glasgow City Council. Their Commonwealth Apprenticeship Initiative gave us the motivation and support to allow us to offer apprenticeships to 11 young people. The process was made easier by the professionalism shown by the team from helping set recruitment standards, to carrying out first level interviews. We held an Open Day which was highly successful in ensuring the applicants fully understood the culture of our business.As a result we have one of the strongest intakes that we have ever had – 11 young people who are truly committed to being the best. I believe that this is a direct result of the work the Glasgow Commonwealth Apprenticeship Initiative carried out with them.I would highly recommend any business – large or small – to consider this scheme.
Rose Kelly – Abel Alarm Services
I would like to reiterate that the team at the CAI have been extremely helpful in every way from our initial meeting giving us excellent information as to what was available to our organisation. The process of selection was made easy as the CAI done the initial elimination, affording us the opportunity to interview exceptional candidates who were all interested in a career within our profession. Help, advice and forms were easily explained allowing us to claim the grants awarded. The candidate we have is an excellent student, eager to learn, mixes well with the rest of the team, has excellent reports from his college and is keen to accommodate with any task given him to undertake. His Time-keeping, Attendance and Attitude are excellent. Our experience in utilising your team has made the process of attaining an Apprentice for our organisation quick easy and effective. Abel Alarm would certainly use your team in future, unfortunately in this current climate we are unable to employ another Apprentice at this time, should the situation change then we will most definitely contact your team.
COSLA EXCELLENCE AWARDS 2012 Page | 1
COSLA EXCELLENCE AWARDS 2012 Page | 1