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'Employability Partners' is the place to hear about exciting work and success stories from organisations in the sector and to learn new ideas and innovations you can apply in your own workplace.

 

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Employability Partners

Posted By Heather Ette, 3 hours ago

Announcing the 'good employability company'

IEP Corporate Affiliate Partners, VRC, have changed their name to ‘the good employability company’. good, which is headed up by IEP Fellow David Imber FIEP, have launched a fresh new website at www.good-ec.com and are calling on practitioners, employers and development partners to get involved to help them achieve their vision of creating ‘equality of employment opportunity’.

David said “Good exists to enable practitioners to deliver equality of employment opportunity. We achieve this through Research, Consultancy, Training and Evaluation services, bringing together professionally qualified work-psychologists, respected vocational advisers, highly valued trainers and strategic leaders with many years’ experience developing and delivering training, evaluating impacts, as well as providing counselling and employability support to improve outcomes.

“The support of the IEP has been invaluable to our work, bringing it to the public and encouraging contributions and criticism. We are keen to build on our partnership with the IEP to grow our networks within the wider employability sector and to continue to work together to provide our resources and learning materials to IEP Members that will not only improve employability guidance and customer’s ability to get work but to further develop practitioner’s skills and knowledge.”

If you are a practitioner, an employer or you have an academic, policy, strategic or practical interest in this area and would like to partner with the good employability company you can get in touch at contact@good-ec.com

A range of learning resources are also available at the Good website here

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Employability Partners

Posted By Administration, 20 hours ago

Get involved in UK Employability Day 2019 - Friday 28 June 2019

Don't forget to mark your diary!

The fourth annual Employability Day -  the UK's largest celebration for organisations supporting local people into work - will take place on 28 June 2019. 

Last year, nearly 700 organisations took part, holding over 250 separate events to celebrate their success and engage local and national politicians, including eight Government Ministers, customers, commissioners and staff. 

Employability Day 2019 will take place at a critical time as we seek to improve equality of opportunity for people across the UK to secure good work, including young people, people with disabilities and those returning to work. 

It's easy to get involved in next year's celebration. Please 
contact ERSA or visit www.ersa.org.uk/empday for ideas and inspiration. And remember to keep us updated with your plans. 

Join the conversation at #EmpDay19 or follow @ERSA_news

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Employability Partners

Posted By Administration, 20 hours ago

Welcome to Our New Corporate Affiliate Partners, Education Development Trust

Education Development Trust transform lives by improving education around the world. We have first-rate credentials in providing services that bridge the gap between education, training and employment and have been a leading careers service provider in the UK for over 20 years.

Education Development Trust have been delivering the National Careers Service in the North East on behalf of the UK government since 2004. We are currently the  prime contractor for the National Careers Service in the North-East & Cumbria, and Yorkshire and Humber areas. Our work in the North East has been graded as Outstanding in our most recent Ofsted inspection and we look forward to achieving a great result when Yorkshire is inspected too.

After delivering the National Careers Service successfully across the South from 2015-2018, we now operate as a lead partner & subcontractor for the National Careers Service in the South East and South West, encompassing Dorset, Hampshire, Surrey, West Sussex and parts of Devon, Cornwall & Somerset. We provide world-class careers advice and guidance to more than 100,000 adults annually in a diverse range of community and custodial settings.

In addition to our National Careers Service portfolio, we also operate a bespoke traded service offer in London, the North East, and South East providing careers advice to local authorities, schools and colleges as well as organising work experience and delivering pupil destination data management solutions to our clients. Our best-in-class assessment centre also offers Level 4 and Level 6 Careers Information Advice and Guidance qualifications.

Our advisers are qualified to a minimum of Level 4 in their respective fields, and many of them hold Level 6 Careers Guidance qualifications or higher. We provide our teams with a comprehensive programme of continuing professional development and excellent support from dedicated labour market intelligence, quality assurance and digital and social media specialists; all of which is used to great effect by the advisory team in securing positive job and learning outcomes for our customers and clients.

Education Development Trust Careers are excited to partner with the Institute of Employability Professionals. Understanding the intrinsic link between Careers Advice & Employability and the effect this has on both social mobility and the UK economy, this partnership helps us to further bridge the gap between expert careers advice & guidance and positive skills, learning and job outcomes.

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Employability Partners

Posted By Administration, 09 January 2019

Building the future workforce: national provider creates local solutions

National employment and skills specialist Seetec is pioneering local solutions to meeting regional skills needs.

While Seetec brings sector expertise and experience of developing targeted skills programmes, it is building vital partnerships with specialists in priority sectors across the UK and Ireland to create local solutions.

This collaborative approach recognises that creating diverse supply chains taps into the specialist knowledge and expertise of smaller skills providers to provide the best solution for employees, employers and their communities.

Executive Director of Employability, Chris Harrison, explains: “Seetec’s approach is to create strong supply chains that complement our sector expertise and experience as a prime contractor with the diversity and deep local expertise of partners. This ensures we can offer the best possible solution for citizens, their families and communities.”

With employment rates remaining high, the focus is increasingly on smaller priority groups and localised needs. Over the last five years, Seetec has delivered high-quality services with 75 expert local providers embedded in its supply chains. These range from a small number of select local partners to fully subcontracted European Social Fund delivery.

Seetec’s collaboration with the New Anglia Local Enterprise Partnership (LEP) and delivery partners in Norfolk and Suffolk was the focus of a breakout session on collaborative working in devolved areas at the Employment Related Services Association (ERSA) annual conference in London on 5 December.

Chantel Hampton, Seetec’s ESF Contract Manager, who addressed the session, said: “Working in partnership with specialist skills providers in key areas such as social care and construction has enabled us to build our delivery models collaboratively to meet the local skills needs of the different businesses and their employees.”

“This supply chain diversity increases the talent and knowledge on offer and stimulates greater innovation and learning.”

The Skills Support for the Workforce programme in Norfolk and Suffolk is aligned to the LEP’s priority sectors and has helped to drive growth, development and productivity in the regional economy. Running since October 2016 with Seetec as the prime contractor, it’s aim is to up-skill the Small and Medium-sized Enterprise (SME) workforce through short, sharp interventions offering a diverse range of regulated and non-regulated qualifications.

Through the programme, more than 700 businesses across Suffolk and Norfolk have boosted the skills of their workforce.

Read more from Chris Harrison about The Power of Collaboration.

 

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Employability Partners

Posted By Administration, 09 January 2019

IEP Welcome ATDP as latest Corporate Affiliate Partners

 IEP are pleased to welcome ATDP as our Corporate Affiliate Partners. ATDP is a social enterprise that are committed to engaging with employers, educational establishments and those interested in training to become Animal Technicians within the medical research industry

 

The Animal Technician Development Programme (ATDP) is a sister company of S3 Science and are the only organisation within the UK that are employer led and focusing solely on attracting, developing and training new Animal Technicians for the UK Life Sciences sector.

 

Joanna Bradshaw, Programme Director said “Some of the best parts of my career were built whilst working within the Employability Sector. Although I have always had a commercial brain, my heart has always been drawn to supporting people into work, especially those who may feel disadvantaged or impacted due to barriers such as low self-esteem, having a disability or some form of health condition. My background within Employability, inspired me to develop the ATDP employability programme within the life sciences sector due to there being a noticeable gap between budding Animal Technicians wanting employment and employers offering ‘accessible’ employment.

 

“I remember reflecting back on my roles within Remploy and Shaw Trust, where the teams often came across job seekers who were looking for opportunities to work with animals, but whilst they were great with animals, they often lacked good social skills or unable to sell themselves well in interviews. The job opportunities were too often limited due to the number of vacancies available or the requirement for employees to be very highly qualified (even at a trainee level!). Many animal technicians are great at the job because they have a love for animals and are easily able to engage with them, but this does not mean that it comes naturally to all animal technicians when it comes to engaging with people. I also found that mental health conditions were very common within the industry and that support was not always discussed or available. In almost every case, a mental health condition has not prevented our ATDP learners from completing his or her learning and continuing a career as an Animal Technician, as we also offer this support.

 

“In setting up ATDP we have been able to provide a long-term, permanent link between employers’ animal facilities and fresh new diverse talent, by providing them with educated, committed and well informed, local workers. We raise awareness with the local College and University leavers about our partner employers’ and their outstanding work, along with the benefits of working for them as an Animal Technician. We identify and attract the very best local learners based on their capability to give ‘great animal welfare’ by enrolling them on a 24-week new Animal Technician Development Programme (ATDP) which provides structured training covering welfare, ethics, legislation, animal husbandry and bio security as well as hands on work experience to produce a new breed of talented, enthusiastic and local Animal Technicians. We raise the profile of the Animal Technician career pathway and deliver a competitive learning environment to produce future Animal Technicians that both the employers and animals deserve, based on the industry demands. The ATDP allows learners to study from home in their own time with a mixture of 2 weeks work experience and 12 weeks paid learning.

 

“In partnering with the IEP we are aiming to demystify the stigma associated with animal research within the life sciences industry and actively promote awareness of the Animal Technician career pathway.  Our employer partners include academia’s, charities and institutes such as Kings College, UCL, Cancer Research UK (to name a few) who have all pledged to ring-fence their vacancies for people who have completed the programme. This in turn provides strong career options, competitive salaries and an accessible route way for those people wanting to provide comfort to animals as a career. There is a heavy goal of an ‘80% in to Work Rate’ attached to the ATDP programme, to ensure we are helping those who really want the job, to get the job. Currently in our first quarter we have placed 24 out of 25 Animal Technicians in to work, which means we are over delivering and running at 96% - which is truly mind blowing!

Should you want any more information on the ATDP, or know of any potential jobseekers who have 2 years animal handling experience or some form of animal related qualification then please contact Joanna at joannab@atdp.org.

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Employability Partners

Posted By Heather Ette, 02 January 2019

FREE LinkedIn Training for Job Seekers 2019

CKMZ Consultancy Ltd are running a four week course for Job Seekers totally free of charge.

The FREE 4 week, daily task programme will help Job Seekers find their next role/position/job on LinkedIn. From optimising their profile to engaging with recruiters and hiring managers, Chris from CKMZ will take your customers through exactly what they need to do on LinkedIn to increase their chances of finding that perfect role.

The program will run daily (weekdays), for four weeks and participants will receive full training to help them ensure they stand the best possible chance to find work through LinkedIn and beyond.

Each day they will receive either a training video or a task to complete, each one geared up to take their LinkedIn activity to the point where they are not only visible to recruiters and hiring managers but they are also showcasing their profiles as key players in their sectors.

To access this free course just preregister at this link

 

 

 

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Employability Partners

Posted By Heather Ette, 13 December 2018

Helping Cardiff’s jobseekers to boost their confidence and self-esteem

TWO Cardiff charities are working together to help local unemployed people to build up their confidence and improve their chances of finding work.

The Salvation Army’s Employment Plus supports people who are unemployed to become job-ready, gain employment and stay in work.

Pedal Power in Pontcanna encourages and enables children and adults of all ages and abilities to experience the benefits of cycling.

Since joining forces, clients from Employment Plus are now going on work placements and volunteering at Pedal Power. They are also getting the chance to join a new walking group based at Pedal Power’s Tanglewood coffee house in Pontcanna Fields.

Speaking about the partnership, Siân Donovan, Director at Pedal Power said: “Working with The Salvation Army Employment Plus fits in with Pedal Power’s ethos of providing an atmosphere where people can achieve their goals and aspirations and there are opportunities here for them to grow and develop. Our volunteers get a very varied experience with the skills they gain here and we encourage them to take those experiences and use them when they move into the workplace.

“The respect and care I’ve seen from Employment Plus towards the people they send here is outstanding. We work so well together and the mutual respect between Pedal Power and Employment Plus is evident and so the partnership works well which helps us to build a strong foundation for the clients to succeed in their placements.”

The Salvation Army and Pedal Power have set up a walking group at the Tanglewood coffee house where Employment Plus clients can come and meet and make new friends or have some quiet time over a cup of tea or coffee.

The group’s leader - Paul Laybourn is an Employment Development Coordinator, based at The Salvation Army Employment Plus on Walker Road in Cardiff.

“At Employment Plus, we offer practical support for people who are searching for work by helping them with tasks such as updating their CVs, applying for jobs and preparing for interviews. But we also understand that looking for work can be a full-time job in itself, that there can be knock-backs along the way and that it is important to stay confident and feel positive about yourself and your abilities.

“We’re lucky to be working with Pedal Power because this allows us to send our clients into an empowering environment where they can get hands-on experience of being in a workplace and build up their confidence, get themselves ready for work and gain the skills they need to find a job.

“We’ve also set up the walking group here at the Tanglewood coffee house to encourage our clients to get out and about, enjoy some fresh air and exercise and to give themselves a sense of achievement and pride in themselves.”

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Employability Partners

Posted By Heather Ette, 13 December 2018

CSCS Card Scheme Update and implications for employment programmes

by Matt Kingswood, CEO, The Digital College

For many people getting their first proper job on a construction site requires a CSCS Card. And with card carrying workers in short supply in the construction industry, it is an excellent route into sustainable employment. However, the card scheme has undergone a significant shift over the last couple of years with implications for employability practitioners helping people into construction jobs.

Cards for everyone!

Historically the Construction Skills Certification Scheme asked that 100% of all site attendees had a card. The rationale was that card-carrying site visitors and workers could demonstrate that they had sufficient training to preserve the safety of themselves and others. However, the drawback meant that the scheme had to support a wide range of card for visitors - even including a card scheme designed for those filling up vending machines! It also created a possible shortcut where construction workers could attend sites with basic cards designed for casual visitors with little or no training.

The move to “100% qualified”

Since 2016/2017 CSCS has changed the strategy ensure that construction workers are 100% qualified but not everyone is card carrying. So, filling up the Coke dispenser no longer requires a card but labourers and other workers are expected to have the proper bit of plastic with them. This has seen a steady closure of unqualified cards: first the white Construction Related Occupation (CRO) card (in 2017); and now the yellow visitor’s card will cease to be issued in February 2020. The industry is making steady progress and is a little over a year away from ensuring sites only have qualified construction workers.

So, what does this mean for Employability Practitioners?

Customers seeking work in the construction industry will be required to obtain a card backed by suitable training and qualification. The “entry level” CSCS labourer’s Green card is a suitable and valuable first step for many. By including the associated Level 1 Health and Safety qualification it is also often a recognised outcome within many programmes. “Short-cuts” such as visitor’s cards will not be an option for much longer.

The Digital College provide online resources about navigating the CSCS card process and will work with IEP to keep the membership updated as this transition continues.

 

 

 

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Employability Partners

Posted By Heather Ette, 05 December 2018

Seetec’s Golden Success

Employment and skills specialist Seetec have achieved the Gold Investors in People Award for the second time, confirming its position among the top seven per cent of accredited organisations across the UK.

The award demonstrates Seetec’s commitment to high performance through good people management. IiP recognised the organisation’s well-structured and well-communicated learning and development opportunities, showing that its expertise in helping other organisations to develop their workforce skills is reflected in-house.

The IiP report stated: There are regular checks to ensure that the learning and development is appropriate and effective in meeting the needs. People are keen to learn and keep ahead to ensure that Seetec’s high standards are maintained. Continuous improvement is the norm with ideas very much encouraged.”

Seetec has also been re-awarded IiP’s Health and Wellbeing award, which assesses practices within the organisation to promote physical, psychological and social wellbeing.

Sasha Ashton, Seetec Group HR Director, said: “This is a great achievement, particularly as IiP has significantly raised the benchmark for Gold accreditation since our last assessment and, as an organisation, we have been through a period of significant change.

“The award demonstrates our commitment to building a high performing culture and a working environment that positively contributes to the overall health and wellbeing of our employees. It’s great that IiP recognised our managers’ ability to motivate and empower their teams and how dedicated all employees are in putting their customers and colleagues at the heart of everything they do.”

Seetec started life 33 years ago in South Essex and has grown and diversified to provide employment, skills, welfare and rehabilitation services across the UK and Ireland. Seetec has been committed to Investors in People accreditation for more than 18 years, first gaining IiP status in February 2000. It achieved “Gold” in its previous assessment in March 2016 and added the Health and Wellbeing award in December 2016.

Investors in People is the international standard for people management, defining what it takes to lead, support and manage people effectively to achieve sustainable results. It enables organisations to benchmark against the best in the business.

Paul Devoy, Head of Investors in People, said: “We’d like to congratulate Seetec. Investors in People accreditation is the sign of a great employer, an outperforming place to work and a clear commitment to success.”

John Baumback, Seetec Managing Director added: “This is a reflection of the hard work and dedication our teams have invested in the business, creating an environment where people want to do the best for our customers. We will continue to put people, both customers and employees, at the heart of our business. 

“I am particularly pleased that our corporate responsibility efforts have been recognised in the assessment as these are a key part of our culture and values and shone through in the feedback from our people”.

For more information about Investors in People, visit www.investorsinpeople.com, to find out more about Seetec’s services, visit www.seetec.co.uk.

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Employability Partners

Posted By Administration, 29 November 2018

Changes necessary if Universal Credit is to work for people living in supported housing, says housing coalition

Providers responsible for more than a quarter of supported housing for people with experience of homelessness in the UK – Riverside, YMCA, St Mungo’s and The Salvation Army – have today released research, which outlines a number of difficulties their residents face when attempting to make and maintain a claim for Universal Credit. As a result, the coalition has set out recommendations to government to help improve vulnerable claimants’ experience of Universal Credit in practice.

Conducted by social security experts, Policy in Practice, the findings are based on interviews with people living in supported housing, support workers, benefit and income advisers, and Work Coaches from Jobcentre Plus.

The research found that residents in supported housing often face challenges in adapting to new processes following periods of homelessness, as well as ongoing problems with mental ill-health and addiction. It also found that:

  •   claimants face difficulties in communicating their specific circumstances to the DWP, which can negatively impact their claim for Universal Credit’s personal elements;

  •   administrative processes such as providing identification and setting up online claims are problematic for claimants, with restrictions placed on existing forms of communication with the DWP limiting how quickly issues can be resolved; and

  •   that an increasing amount of time is being spent by support workers on Universal Credit related issues, which can negatively impact on other essential support activities.

    When discussing the complexities of Universal Credit and its potential effect on her efforts to make a claim, one research participant said: “I couldn’t have done it [alone]. I would have given up”. This is a situation, which would have left her without money to meet even basic living costs.

    Riverside, YMCA, St Mungo’s and The Salvation Army suggest that the current barriers can be largely overcome and recommend the DWP treat supported housing providers as partners in helping their residents manage their claim. In exchange, with much better communication channels, supported housing providers would be able to remove some of the administrative burdens currently faced by the DWP, actively supporting residents to adapt to Universal Credit’s unique requirements.

    Jonathon Graham, Policy Adviser for The Salvation Army, said: While we welcomed the announcement from government that housing benefit will be maintained to help meet the housing costs of people living in supported housing, we urge them to recognise the additional support that people living in our services require to access Universal Credit in the first place, and the ongoing support that is needed to ensure their claim is maintained as they move towards independence.

    As the roll out of Universal Credit continues more of our residents will be required to make a claim to help cover their daily living costs. In the absence of further action to improve Universal Credit, we fear that the problems highlighted in our report will continue to grow, causing unnecessary hardship to thousands of claimants who are already in vulnerable positions.

“As our research clearly demonstrates, many of the difficulties identified can be overcome if supported housing services and support workers are treated by the DWP as partners in helping to support claimants with specific needs make and maintain their Universal Credit claims. At its heart, this would involve the formal recognition of the role support workers can play in helping residents manage their money, and the more efficient two-way sharing of information between DWP and services, based on a simplified approach to consent.

“For mainstream housing, ‘Trusted Partner’ status is already available to certain housing associations. We believe that this process could be adapted for providers of supported housing to help people proactively manage the personal elements of their universal credit claim.

The benefit of support was emphasised by a research participant who said: “I can’t fault [her support worker]. She takes care of, everything, like tax questions, because it's all new to me. And bills too, setting up my water bill, because I've never had to do that before, so she's helped me with that too.”

The complexities involved with making and maintaining a Universal Credit claim has resulted in a significant amount of work already being undertaken by services to help people overcome barriers such as digital exclusion, lack of identification, and lengthy assessment periods. However, too often this progress is limited by a complex administrative system which assumes that claimants have the experience and life skills to cope.

Jonathan Graham continues: “We urge the government to take the time to make the improvements recommended by our research to help ensure Universal Credit can meet the needs of vulnerable people. Crucially, we believe that the vast majority of our suggestions can be made without technical changes to the Universal Credit Regulations.

“We are keen to continue our work with government to that universal credit works for all claimants, and specifically those living in supported housing.” 

A full copy of the report is available here

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