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Introduction and Overview ‘TfL and the Primes MOU’

Introduction and Overview ‘TfL and the Primes MOU’. Health, Work and Welfare Reform Nov 5 th 2012 Andrea Fozard Supplier Skills Project Manager, Transport for London. Tessa Staniforth. Background: Mayoral & TfL priorities.

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Introduction and Overview ‘TfL and the Primes MOU’

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  1. Introduction and Overview‘TfL and the Primes MOU’ Health, Work and Welfare Reform Nov 5th 2012 Andrea Fozard Supplier Skills Project Manager, Transport for London Tessa Staniforth

  2. Background: Mayoral & TfL priorities • In 2008 TfL jointly commissioned Industry Study ‘Project Brunel’ with DFT. Skills shortages and an aging workforce in key sectors pose a risk to future growth • Transport for London released its 10 year ‘Skills and Employment Strategy’ in March 2009, recently revised edition circulated February 2012. Continued commitment to developing skills within supply chain • Mayoral commitment to developing London’s economy by creating skills and employment opportunities through the GLA group & it’s supply chain • 250,000 apprentices • 200,000 jobs • Almost one in five households in London are workless • Less than 50% have the numeracy skills expected of those who have completed primary school

  3. TfL Procurement • Supply chain programme initiated in 2008/9 2009/10 first full year of delivery, and in 2010/11 programme moved under the Mayor’s Responsible Procurement Programme – leverage wider links with suppliers and Mayoral initiatives. • Programme uses a model developed in conjunction with suppliers to incorporate job and training requirements in new contracts • Flexible to accommodate different sectors and business models, • Backed up with pro-active management and support

  4. Delivery Summary 2009/12 • Over 3,000 unemployed Londoners have been able to access jobs with suppliers on TfL contracts. • Supported suppliers in creating over 3000 new apprenticeship positions within the TfL supply chain • Delivered successful pilots to provide, work, training and placement opportunities for a range of under represented groups including NEET’s, ex offenders and people with disabilities. 83 ex offenders into employment. • Volume recruitment at entry level, majority of vacancies in the service sector

  5. Supplier Skills Team (SST) • SST is embedded within TfL and funded by the GLA. • Their role is to: • Assist TfL suppliers gain funding and support from available employment and skills programmes • Work with the TfL Supply Chain to understand the suppliers’ requirements and help them deliver these • Help co-ordinate the various agencies and organisations (including Primes, Sector Skills councils, NAS, JCP etc) • Priority areas: Apprenticeships, Youth Engagement and the Worklessness – long term unemployed. Underrepresented groups.

  6. Why the partnership with the Primes? • Move larger numbers of long term unemployed Londoner’s into sustainable employment opportunities within TfL’s supply chain • To be able to work with suppliers to offer the support of the work programme as a coordinated and effective recruitment mechanism. • Develop a simple, coordinated and strategic approach to enabling DWP work programme customers to access jobs within the TfL supply chain. • Utilising demand planning and future skills requirements to shape and inform existing and future funding provision • Enable the prime contractors to promote the work programme as a brand and market its services, developing its ‘offer ‘to employers across London.

  7. How does the relationship work? • Central resource within the SST which ensures fair and equal access to all vacancies across the programme • TfL and the Primes recognise that the success of this partnership is based upon a clear and joint understanding of the measures of success, and action by all parties to achieve these • Nominated account lead from TfL and within each prime contractor • Each recruitment process is unique to each suppliers and therefore all time scales and processes for each supplier recruitment drive are discussed and bespoke programmes agreed • Four weekly operational meetings; Six weekly strategic meetings; Strategic reviews quarterly.

  8. Success to date! • 111 long term unemployed into sustained employment within TfL supply Chain • Successful high profile recruitment drive for phase two of Barclays Cycle Hire All recruitment for operatives was coordinated through the primes. • 74% conversation rate on open day to interview • 50% interview to offer conversation rate. 7

  9. Lessons Learnt • Demand is critical to success of model • Set clear objectives- MOU developed to underpin activity • Be prepared to work together to overcome challenges • Further work must be done to increase the numbers of people with disabilities accessing the work programme and therefore gaining access to current vacancies • Suppliers are willing to be challenged and open up their recruitment activities • Supply must meet demand, this can only be achieved through working with experienced partners, in partnership • Manage expectations!

  10. Priorities for 2012-2013 • Increase the number of suppliers engaged with the TfL/ Primes Work Programme activity • Work to address the numbers of Londoners with additional barriers accessing these employment and apprenticeships opportunities • Promote and encourage further take up of this approach with other organisations. • Building capacity of the Primes to be able to provide diverse work programme candidates -in particular those with a disability!

  11. Questions?

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