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Manchester Cultural Employers ForumThursday 24th November 2011
MANCHESTER CULTURAL PARTNERSHIP
Volunteering
24 November 2011
Sarah ElderkinCulture Team s.elderkin@manchester.gov.uk 0161 234 4241
Volunteering
Huge interest from the cultural sector
Powerful evidence from volunteer programmes including ‘In Touch’ by The Manchester Museum and Imperial War Museum North
Volunteering Slide 2
Volunteering
Reaching target participants and groups
Delivering services and saving money
Slide 3Volunteering
Volunteering
Slide 4Volunteering
Research - MA cultural policy student Alexa Frandina Brown
Volunteering :
The economic and opportunities. Interest in working collaboratively 85% keen to diversify recruitment
WOM predominant approach 75% wish to improve recruitment methods
Task and Finish Group
• Online presence, integrating with new volunteer centre
• Greater use of referrals and signposting between cultural organisations
• Training needs of cultural partners• Joint recruitment activities
Volunteering Slide 5
Volunteer Centre ManchesterPart of a national framework being led by Manchester Alliance for Community Care (MACC) Aims to be operational in April 2012
• Brokerage
• Marketing volunteering
• Good practise development
• Developing volunteering opportunities
• Policy response and campaigning
• Strategic development of volunteering
Volunteering Slide 6
Capacity Research
• 86% have capacity or plans to take on more volunteers
• 77% wish to change the profile of their volunteer workforce with a particular interest in attracting unemployed young people
• Popular proposed approach to work collaboratively with cultural partners is a webpage/ website.
Volunteering Slide 7
Training Programme
Workshop programme in association with GMCVO and Manchester Museum:4 x 1 day events Dec/Jan/Feb/ March
• Recruiting volunteers
• Managing Volunteers
• Policy and Strategy
• Evaluating and influencing
Volunteering Slide 8
Sharing information
manchesterculturalpartnership.org
Volunteering Slide 9
Get Britain Working The Pre –Work Programme • ‘Working Together’ - volunteering• Work Experience• Work Clubs• New Enterprise Allowance
Get Britain Working Slide 10
Get Britain Working The Work Programme• Relationships with Prime
Contractors• Opportunities for commissions as
part of the supply chain• Clear offer from cultural partners• Financial viability uncertain
Get Britain Working Slide 11
Advocacy and eventsfor employers
Pathways and careers for young people
Work Programme and Pre-Work Programme
offer to residentsRecruitment
Volunteering offer
Training support for cultural partners
Entry level employment opportunities:Apprenticeships and Future Jobs Fund
Worklessness
Slide 12
Sarah Elderkin
Culture Team
Manchester City Council
s.elderkin@manchester.gov.uk
0161 234 4241
Contact Details Slide 13
Supporting InformationIn Touch Evaluation - Research Report (February 2011)www.north.iwm.org.uk>> Volunteering
Volunteering – the Economics and OpportunitiesResearch Report Manchester (March 2011)
and
Manchester Cultural PartnershipWork Programme Briefing Note
www.manchesterculturalpartnership.org>>About the partnership >> Cultural Employers Forum
Supporting Information Slide 14
Growth and Prosperity for Manchester
Background
• 2009 - Government programme in response to growing youth unemployment in a depressed labour market.
• Greater Manchester – largest contract in the UK £52M programme to create 8,000 jobs within 18 months
• Future Jobs Fund – for young people (18-24 year olds) with more than 6 months claiming Job seekers allowance
The Offer
Partners• To work across 10 councils and major partners to deliver the
programme.
• Fire Service; Manchester University; Hospitals; Passenger Transport Executive; Jobcentre Plus, Police
• To bring together efforts from a large number of partners – one common aim
• To engage thousands of line managers from many hundreds of local employers 10 AGMA local authorities, NHS, GM Police, GM Fire Service, GMPTE, Manchester Airport, Manchester City Football Club, The Lowry, hundreds of grass roots community & voluntary groups.
• Jobs included: Trainee Accountants, Grounds Maintenance staff, NHS Patient care trainees, Airport meet & greet staff,
Police support staff, mobile fire support staff etc, etc….
Results
• 8,009 jobs created for our young people
• Programme delivered much more than the minimum standards – qualifications and skills
• Managers and others involved report very positive experiences – 80% managers said young recruits were as good as or better than more experienced staff
• Created not just jobs, but a legacy for the future
• Progression – approx 40% went back onto benefits after 6-month job; 40% went into a job or apprenticeship; others into education or unknown
• Cost – max £6,500 per person – relatively expensive, but compares well with other interventions for young people
• Delivered a significant reduction in youth unemployment. Since ending, youth unemployment has gone up by 30%
Future Jobs Fund for 16/17 year olds
• Progression
• After the 6 month temporary job,
• 33% moved into employment
• 20% moved into apprenticeships, which under normal circumstances they would not have been able to access.
• 4% moved onto college
• Impact
• 78% of young people reported they were very satisfied with their FJF job – a very high rating
• 75% of employees reported that they had seen ‘big’ or ‘very big’ changes in themselves – self confidence; time keeping; reliability; following instructions; working in a team & customer service skills.
What did we learn?1. Wage – minimum wage paid by project for 12+ weeks, or on a
sliding scale with employer contributions increasing in month 2 and 3.
2. For many young people, a job, is the key ingredient to engage then in learning
3. Induction4. Skills Assessment5. Training & personal development6. Develop competencies, not just achieve qualifications7. A mentor and a supportive line manager8. Length of temporary job - 3 months or longer9. Working week - 25 hours + 10. Inclusive recruitment practices
11.In a depressed labour market, temporary job programmes can be very effective, especially when targeted
Lessons
• Temporary job initiatives are costly; however:
– They produce job outcomes
– They boost sustained employment
– They work for the hard to help
– They work in low vacancy areas
– They work in growth sectors
– They work for employers
FJF Legacy
• FJF lessons learned passed on to improve service delivery in other programmes
• Recruitment best practice campaign with Chamber of Commerce – A pledge
• Work experience – building on Future Jobs Fund
• Ex-Line managers now acting as mentors for young people
• Using lessons from FJF for future approaches to Apprenticeships, particularly those to support young people further from the jobs market into apprenticeships.
About Youth Unemployment in GM• Since FJF ended, youth unemployment has gone up by 30%
• Total of 82,085 claimants – 4.7% of the working age population is
claiming Jobseekers Allowance
• Number of claimants has risen by 9,770 (13.5%) in the past year
• 27,080 – one third of all claimants – are aged 16-24
• Number of youth claimants has increased by 4,230 (18.5%) in the last
year
• One in four youth claimants has been out of work for more than 6
months – up from one in six this time last year
• The number of long term youth claimants has almost doubled (+93.1%)
since December last year
Why does this matter?
• Increasingly aged workforce
• Young people are particularly disadvantaged with regard to recruitment and selection
• 80% of FJF managers said young recruits were as good as or better than more experienced staff
• When asked to identify specific elements that they were particularly satisfied with. The most often identified elements were:
• Willingness to learn.
• Ability to get on with other staff.
• Positive attitude to work.
• Ability to follow instructions.
FJF Legacy
• FJF lessons learned passed on to improve service delivery in other programmes
• Recruitment best practice campaign with Chamber of Commerce – A pledge
• Work experience – building on Future Jobs Fund
• Ex-Line managers now acting as mentors for young people
• Using lessons from FJF for future approaches to Apprenticeships, particularly those to support young people further from the jobs market into apprenticeships.
Recruitment best practice campaign with Chamber of Commerce
• The pack includes:
• Why employ young people
• Traditional recruitment practices done differently
• Innovative/Alternative recruitment practices
• Disc containing document library
Recruiting Young People: A Best Practice Guide
A Guide to Employing Young People
• Contents – Click to select
• Why Employ Young People
• Document Library
• Case Studies
• Where to get help with your recruitment
Work experience – building on Future Jobs Fund
• Part of a new campaign by Government to Get Britain Working
• JCP can arrange Work Experience two to eight weeks
• No expenses for employers
Ex-Line managers now acting as mentors for young people
• One-to-one relationship with managers voluntarily giving time to support and encourage a young jobseeker
• Capitalising on the positive experience of managing young people through FJF
• Many managers not involved with FJF keen to work with young people and support them on their journey into work
Want to get involved?
• Complete a ‘pledge’ Form
– Assistance with recruitment & selection
– Willingness to host Work Experience
– Desire to become a mentor
• Contact menicola.boyd@neweconomymanchester.com
T: 0161 237 4483
M: 07920 844847
Growth and Prosperity for Manchester
Employer experiences
Fiona Gasper, Executive Director, Royal Exchange
Gill Wright, Project Manager, Victoria Baths
MANCHESTER CULTURAL PARTNERSHIP
Creative Sector Apprenticeships
24 November 2011
Sarah ElderkinCulture Team s.elderkin@manchester.gov.uk 0161 234 4241
Creative Sector Apprenticeships
Creative Apprenticeship
by Creative & Cultural Skills
Creative and Media Apprenticeship
by skillset
Manchester Creative Sector Apprenticeships
Strategic Partnerships
• The Manchester College
• National Apprenticeship Service
• Vision+Media
• Creative & Cultural Skills
Manchester Creative Sector Apprenticeships
Creative Apprenticeship Pathways• Technical Theatre - lighting
• Live Events and promotion
• Community arts administration / management
• Costume and wardrobe
• Music Business support - marketing and promotions/ record label
Manchester Creative Sector Apprenticeships
Creative Apprenticeship Pathways
• Cultural heritage
• Cultural and heritage venue operations
• Design/ design support
• Jewellery (from May 2012)
Manchester Creative Sector Apprenticeships
Advanced Apprenticeship in Creative and Digital Media
• Writing, recording and editing content
• Technical skills in TV, interactive media and post production
• Exploiting converging technology
Manchester Creative Sector Apprenticeships
Employers to dateBBC
Cornerhouse
Live Nation (Manchester Apollo)
Manchester City Council
Manchester Arts Gallery
Manchester Museum
Marketing Manchester
Music Stuff
Manchester Creative Sector Apprenticeships
NK Theatre Arts
Parrswood High School
Royal Exchange Theatre
The Lowry
The Manchester College
Whitworth Art Gallery
Zion Arts Centre
Employment
• Employer recruits the candidate
• National Vacancy Matching Service
• Apprentice is employed directly on a contract similar to other staff
• Typically 12 month contract needed to complete the qualification
Manchester Creative Sector Apprenticeships
Training and Qualifications
• Day release to college
• Technical Certificate
• Key Skills
• Work-based learning and experience
• National Award level 2 or 3
Manchester Creative Sector Apprenticeships
Joining forces as employers
• Timeframe and recruitment
• Salaries and contracts
• Apprenticeship induction
• Staff Training
• Sharing experiences & joint learning
Manchester Creative Sector Apprenticeships
Apprenticeship Partnership
Manchester Creative Sector Apprenticeships
Provider
Learner
Empl
oyer
Agree & develop a delivery model & plan to best fit the learner/employer needs.
Manchester Creative Apprentices 2010 - 2011
Manchester’s Creative Apprentices 2010
Apprenticeships - 2012
• Second cohort July 2011 • Additional recruitment this autumn• Next cohort April 2012
Manchester Creative Sector Apprenticeships
Sarah Elderkin
Culture Team
Manchester City Council
s.elderkin@manchester.gov.uk
0161 234 4241
Contact Details
Creative Apprenticeships
Internships
Jennie Godsalve Engagement Manager
Creative & Cultural SkillsNovember 2011
Who are we?
• Creative & Cultural Skills is the Sector Skills Council for craft, cultural heritage, design, literature, music, performing arts and visual arts.
• We work with employers, education and Government to make sure that these sectors can recruit people with the right skills for the job.
• We enable the creative and cultural industries to reach their economic potential through relevant skills and training.
Creative Apprenticeships
• 84% of stakeholders knew of Creative Apprenticeships
• 2008 – 2011 = 900 Apprenticeships
• Expanded from 6 pathways to 11 pathways
79% significant contribution to business
78% training makes them more effective
70% more appropriate skills
Economic contribution
210 on programme currently
• £2.4 million contribution to economy
Next 5 cohorts
• £16.4 million
57% remain in post
33% working in industry
10% other roles
Driving force Barriers
• Diversity
• Politics
• Skills development
• Leading by example
• Cost
• Time
• Administration
Internship guidelines
• Popular
• Well-established way to get into the arts
• Successful and varied
• Passion and talent
• Fresh approach
What is an Internship?
• Short-term
• First experience of a particular sector or role, or the ‘next step’ on from, for example, a volunteering role
• The intern is expected to contribute to the work of the organisation, rather than taking on a purely shadowing role
• An intern should be provided with a defined role and job title
What it is NOT
• Volunteering
• Voluntary Work
• Student placement
• An apprenticeship
• A traineeship
Thank you for your time
www.ccskills.org.uk
jennie.godsalve@ccskills.org.uk
020 7015 1813
Manchester Cultural Employers ForumThursday 24th November 2011
MANCHESTER CULTURAL PARTNERSHIP