CESP – Consultation Developing solutions Rocket Science 27 th January 2016
Agenda • Introductions and warm up • Presentation on the findings and emerging priorities • Table discussions • Making it happen • 2020 vision • What next? • 12.30 – Lunch and close
What have we done? • 2 consultation events with additional survey (over 170 people) • Over 25 interviews with key stakeholders • Review of national practice around apprenticeships and ATA models • Supported by employer engagement and approaches in Growth/City Deal areas • What’s coming up – horizon scanning around apprenticeship reform and employment programmes • Presentations/links – Fairness Commission and ESTF • Assessment of labour market – looking at trends • Various engagements with BHCC staff
A reminder from 1 st December Three priorities 1. Those suffering disadvantage in the labour market (unemployment, low pay or lack of aspiration) are supported effectively to make the most of the economic opportunity that Brighton and Hove and its wider partnership can offer – No one left behind. 1. Young people and those making career transitions are supported on their journey from learning to earning and can take advantage of the career, lifestyle and further education opportunities that the city has to offer – Learn to earn. But - this is an issue for all ages - not just young people. 2. Key growth sectors - Creative, Digital and IT - which are critical to sustaining a healthy and vibrant city, can access employees with the right technical skills, aptitude and readiness for work – Benefiting from growth . But - replacement job demand for key sectors far outstrips new jobs in growth sectors.
Key Issues – No one Ambition Challenges Opportunities What is needed? left behind Over 13,000 residents There is less of a New Work and Health Devolution offers opportunities to 4) Strategic level on Employment Support consensus on ambition to programme replacing Work influence the Work and Health commitment and support Programme – significantly Allowance, of which 70% address this priority owing Programme to the Work and Health are over 50 and over to its size and complexity. reduced investment will require Programme 50% report their primary We suggest that ambition a different model and access to Could the council become a direct This will include: clear roles condition as mental other funding and support to deliverer/provider on the new and responsibilities on focuses on the c 2500 health make it work locally programme as a way of corralling, approach to local delivery; a who are WRAG (Work developing and managing support programme of capacity Ready Activity Group (key Living Wage appears to This will require integrated -building on its work around building with key staff across clients of the new Work be having impact, but working within the council and troubled families and welfare all the agencies working with and Health Programme) effect of benefit cap to across local partners reform and adult health and social the cohort to understand £20,000 means 650 care priorities? issues and responses; a Improving access to the households affected as Cohort facing real barriers need single common assessment labour market for those ‘client friendly’ employers to Universal Credit is rolled Opportunity to use employer framework and client tracking who face the greatest out and costs of housing offer work experience and engagement model more widely to system; the development of disadvantage and increase in the City greater investment/quality of support this group and create a senior level working group challenge focusing on pre-placement support to group of cohort friendly employers and case management to those on work related Lots of provision but demonstrate how this cohort through the emerging Employer bring together different benefits (ESA etc) very disconnected, can be as dependable a recruit Pledge agencies to resolve issues duplicated and often as a graduate for entry level collectively. short term, offered by a jobs range of 4) Development of City- Developing complementary Perceptions of JCP moving Access to individuals and providers/services that wide low income and from ‘sanctioning’ to coaching, packages of support to households through network of do not necessarily progression strategy and those who need to UC is an offer but might be met community based connect and are likely to action plan increase their household with scepticism from both providers/organisations be interacting with same Lead the development of a income, targeted approach clients and providers individuals/ households strategy and action plan with to Universal Credit roll out Lack of funding available for Using flexibilities around the Adult partners to agree a city-wide via Jobcentre Plus those in work and reticence to Skills Budget and accessing other Focus on getting into approach to supporting low- access loans will hinder access funding through ESIF and other work or pathways to income residents building on to training and upskilling pots to develop a Brighton skills work – little support the success of the Living Developing and extending and income escalator programme currently in work or for Wage and outcomes from the current IAG offer to all Navigating the system will be a to support those in low-wage, part progression on the Fairness Commission ages and supporting challenge and identifying those time work. Providing further vocational pathways or enabling those in work to access to different levels who need support, but who do training opportunities, short work to improve income levels upskill and attract higher within vocational pathways not meet UC criteria and are based training/certification. earnings through higher level skills not in the system. Focus on ‘Job - blocking’ by training and development UC limit masks issues around graduates is impacting broader affordability issues re: on access to entry-level housing in the City. Is £21k Rocket Science 5 jobs for those furthest enough for a family to live on? from labour market
1.2 The rate of Jobseeker’s Allowance claimants has been falling in Brighton & Hove since 2010 but less of an impact on the older age group The falling rate of JSA claimants has been less for the older age group (29%) compared with 61% for those aged 16 to 24 and 56% for those aged 25-49. Despite absolute numbers being lower than other age groups previously (although now aligned), this rate of change suggests that there are challenges in helping older claimants and efforts should be made to support this group. JSA clients at May 2010 All 16-24 16-24 25-49 50-65 JSA clients at May 2015 All 16-24 16-24 25-49 50-65 All 2,870 600 1,660 610 All 6,220 1,540 3,810 860 Males 1,840 380 1,040 410 Males 4,320 1,020 2,690 600 Female 1,910 520 1,120 250 Female 1,030 220 620 200 White 2440 520 1400 520 White 5270 1310 3200 750 Ethnic Minority 320 40 160 20 Ethnic Minority 510 120 300 0 Source: NOMIS - Jobseeker's Allowance by age and duration with proportions
1.3 Employment Support Allowance claimant rates in Brighton and Hove are slightly higher than England. Although numbers on WRAG ESA claimants by phase - B&H May 2015 are low, JCP will want to work 5,000 with the support group to help them move towards work 4,000 related activity and it is likely 3,000 that the new Work and Health 2,000 programme will incentivise 1,000 providers to work with the 0 group. Assessment phase Work related Support group Unknown activity group Male Female
2.1 A changing employment rate in the City The Employment Rate for the Employment rate of population aged 16-64 City was below both Coast to Capital and Greater Brighton 78 regions during the first three Coast to Capital 76 years of the previous CESP. It Greater Brighton 74 increased in 2013/14 (to a level % 72 Brighton and Hove near that in 2008/9), but 70 reduced again in 2014/15. This suggests that there is some 68 volatility in employment in the 66 Jul 2008-Jun Jul 2009-Jun Jul 2010-Jun Jul 2011-Jun Jul 2012-Jun Jul 2013-Jun Jul 2014-Jun City and that the rate is 2009 2010 2011 2012 2013 2014 2015 consistently worse compared to Greater Brighton (greatest Source: NOMIS annual population survey divergence in 2011/12). Employment rate in Brighton & Hove by ethnicity The Employment Rate for ethnic minorities compared to White is 100 lower. Although this appeared 80 Brighton and Hove - to improve in 2012/13, the rate 60 aged 16-64 employment % is lowering to the level seen in rate - ethnic minority 40 2011/12 and below the current Brighton and Hove - 20 England average of 62.1%. aged 16-64 employment 0 rate - white Jul 2011- Jul 2012- Jul 2013- Jul 2014- Jun 2012 Jun 2013 Jun 2014 Jun 2015
Recommend
More recommend
