Manchester Cultural Employers Forum

Manchester Cultural Employers ForumThursday 24th November 2011

MANCHESTER CULTURAL PARTNERSHIP

Volunteering

24 November 2011

Sarah ElderkinCulture Team [email protected] 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


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


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.


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


Sharing information

manchesterculturalpartnership.org


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

[email protected]

0161 234 4241

Contact Details Slide 13

mailto:[email protected]

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

http://www.north.iwm.org.uk/

http://www.manchesterculturalpartnership.org/

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

http://neweconomymanchester.com/stories/1516-recruitment__selection

http://neweconomymanchester.com/stories/1517-document_library

http://neweconomymanchester.com/stories/1518-case_studies

http://neweconomymanchester.com/stories/1521-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 [email protected]

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


Creative Sector Apprenticeships

24 November 2011

Sarah ElderkinCulture Team [email protected] 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


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


Creative Apprenticeship Pathways

• Cultural heritage

• Cultural and heritage venue operations

• Design/ design support

• Jewellery (from May 2012)


Advanced Apprenticeship in Creative and Digital Media

• Writing, recording and editing content

• Technical skills in TV, interactive media and post production

• Exploiting converging technology


Employers to dateBBC

Cornerhouse

Live Nation (Manchester Apollo)


Manchester Arts Gallery

Manchester Museum

Marketing Manchester

Music Stuff


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


Training and Qualifications

• Day release to college

• Technical Certificate

• Key Skills

• Work-based learning and experience

• National Award level 2 or 3


Joining forces as employers

• Timeframe and recruitment

• Salaries and contracts

• Apprenticeship induction

• Staff Training

• Sharing experiences & joint learning


Apprenticeship Partnership


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


Sarah Elderkin

Culture Team


[email protected]

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

[email protected]

020 7015 1813

http://www.ccskills.org.uk/


Manchester Cultural Employers ForumThursday 24th November 2011


Manchester Cultural Employers Forum

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