Developing employability in offender learning December 4 th 2009.

Support for Excellence Programme

Developing employability in offender learning

December 4th 2009


Housekeeping

• Fire alarm test - 1pm today

• Fire exits

• Facilities


Agenda

Time Content Presenter

10:30 – 10:40 Welcome and introduction Kerry Boffey (OL Consultant)

10:40 – 11:00 Key note: National employability initiatives within offender learning

Roger Stevens (NOMS Probation) and Angela Christopher (NOMS Prison)

11:00 – 12:00 AM workshops – designing, developing and delivering employability programmes for offenders

Custody - HMP EverthorpeCommunity – Dorset Probation

12:00 -13:00 Lunch

13:00 – 13:30 Key note: Developing links with employers Lance Harris (Employer Engagement Manager, NOMS)

13:30 – 15:15 PM workshop – considering your next steps in effective employer engagement

Kerry Boffey (OL Consultant), HMP Liverpool and West Yorkshire Probation

15:30 Close


Welcome and introduction

Objectives of the day:

• The workshop will help you design, develop and deliver employability programmes for offenders and work with employers

• Specific areas to be covered include:– the latest national initiatives in offender learning– effective provision in custody and the community– developing and maintaining links with employers.


What is employability?



Is it…….• a course that offenders attend?• a qualification that is achieved?• turning up for work on time?• a good attitude?• an individual using their initiative?



• Does this mean that if an employability course is completed then the offender is employable?

• It is without doubt something we are all in search of....– offenders– teachers– managers– education providers– employers

• But are we talking about the same thing?


Key note: National employability initiatives within offender learning

Roger Stevens (Community Skills and Employment Unit, NOMS) and Angela

Christopher (Prisons Skills & Employment Manager, NOMS)

The long and winding road to

Supporting Employability through Offender Learning

Roger Stevens

NOMS

OESS/ Community Skills and Employment Unit

Machinery of Government changes

Establishment of NOMS as an Executive Agency of the Ministry of Justice (MoJ)

Aims:– Protect the public– Reduce re-offending

Directors of Offender Management (DoMS)

Establishment of Probation Trusts

Other Changes

The Learning and Skills Council becomes the Skills Funding Agency from April 2010

Takes responsibility for funding post-19 learning in England

Route £4 billion of funding swiftly & securely to FE colleges, other providers and the third sector

OLASS arrangements will continue in the community but regional and local structures will change

Supporting Offenders into Employment

Reducing Re-Offending National Action PlanPathway 2 (Education, Training & Employment)

Dedicated Education, Training & Employment (ETE) teams in NPS areas provide Information, Advice and Guidance as well as motivation and support

Close local links with DWP colleagues help identify local labour market needs

Joint MoJ/DWP Strategic Review

Review commissioned by Permanent Secretaries

Improve Offender Employment support

Aims:Facilitate improvements to partnership working Increase effectiveness of employment related

servicesJoin up employer engagementPossible future shared target

NOMS Co-Financing

NOMS granted Co-Financing Organisation Status £50 Million of ESF funding obtained Focus is to deliver Employability Activity Supports PSA 16 to increase ex-offender participation in

employment Procurement now completed Based on an Integrated Case Management model Complementary to other provision

Roger Stevens

Community Skills & Employment Unit

NOMS

[email protected]

Office: 0207 217 5091

Mobile:07545 732840

Supporting Employability through Offender Learning

Standardisation of Vocational Qualifications

Angela Christopher MBEOESS/ Prisons Skills and Employment Unit

Prison Skills & Employment Unit

• Policy and strategy lead for prisons skills and employment

• NOMS devise the national approach through specifications and support the regions to deliver and performance manage activities

• Support for Regional and establishment Heads of Learning, Skills and Employment

• National partnerships with BIS, LSC/SFA, DWP, third and private sector

Prison Skills & Employment Heads of learning, Skills & Employment

Co commissioning LSC/OLASS

AssessmentCIASIdentifySkill and Employment Needs &Opportunity

Learning & SkillsOLASS 3/Non OLASSEducationLearningSkillsEmployability qualWorkshopsCore curriculumEmbedded learning

Employment In Prisons & Sector relevant training qualifications

Prison Production Workshops

Catering

PE

Laundry

Industrial Cleaning

Commercial Sector e.g. Timpsons

Community mainstream Employment Training /Further education in the community

Employers

Colleges

JC+ / DWP

Probation Service

LSC

Train to Gain

Case managed into by CFO

Track Offenders – Sustainable employment/ learning. JC+ and NOMS

Linking opportunities……..

..means co-operation between Learning and Skills and:

Employer Engagement in a consistent & co-ordinated way – locally, regionally and nationally

Prison labour or employment allocation boards OLASS 3 and non OLASS provision

Offender Management and “through the gate” activities Mainstream opportunities linked with through the gate and

community provision

Employability Opportunities in Offender Learning

NOMS has brought prisons and probation together under the employment and skills pathway (joining up our work) so that opportunities offered in custody can be continued in the community:Prison industries employ 10,000 prisoners in some of the following activities: - Catering

- Commercial sector employment- Retail, PE, Laundries, PICTA

- Prison radio - Woodwork, furniture making - Horticulture- Industrial Cleaning.

Relevant training and accredited qualifications are acquired through OLASS and non-OLASS partnerships

Standardisation of Qualifications Process

Consultation between SSCs; NOMS; LSC and a number of awarding organisations to standardise qualifications across the estate – cost of registration and certification is being reduced

Quality of training opportunities is being standardised through awarding body links and Prison Service Instructions with guidance and use of PDR principles

Regional labour market need and shortages are considered to inform training and qualifications offered regionally and nationally

Work is being established with JC+; DWP and the Alliance of SSCs to ensure links with actual employers

Staff training is offered to support the standard and quality of training delivery across the prison service through Newbold Revell PS College

Standardisation will enable partnership working and effective delivery to learners whether OLASS or Non-OLASS provision

Manual Contents…..

Contact details of HQ lead Sector Skills champion and web links Regional and national labour market need /shortages Preferred awarding body and cost of qualifications Identified qualifications for prisoners and staff Employment links Data collection – measure performance and impact

Manuals will be available between December/January on PSEU web and intranet

Sector Qualification Manuals

Manuals in draft format

Laundry

Engineering

Catering

Physical Education

Glass and glazing

Industrial cleaning

Woodwork

Warehousing and distribution/retail

Land-based

Contract services

Manuals pending

Waste management

Clothing and textiles

Plastics

Printing

PICTA

Charity workshops

Angela Christopher

Prisons Skills & Employment Manager

Learning & Skills specialist

NOMS HQ

[email protected]

0207 217 5400


Workshops: Designing, developing and delivering employability programmes for

offenders

a) Custody – HMP Everthorpe

b) Community – Dorset Probation


Lunch

12:00 – 13:00


Key note: Developing links with employers

Lance Harris (Prison Industries Employer Engagement Manager, NOMS)

Keith Naughton (Employer Support Manager, HMP Liverpool)

Prison Industries Employer Engagement

To enhance the employment prospects of prisoners upon release as a result of their time spent in prison industry workshops.

To engage the commercial, third and charity sectors by supplying “job-ready”

prisoners.

Industry Partnerships are the commitment of resources and

opportunities by external partners.

Industries - The Bigger Picture

10 000 Work places 305 Workshops £5.2m Commercial Revenue Circa £30m Internal Sales Value 420 Commercial Contracts Accreditation Programmes

The Evolution of Prison Industries

Commercial Companies Employment Survey

Employment Analysis

23

12

8

12

10

12

10

5

21

2 2

21

17

6

34

3 32

11

19

0

5

10

15

20

25

Would you employ anex-offender once

he/she is released,having worked on

your product rangewhilst in custody?

Qualities that we could support your potentialemployee in attaining

What qualificationswould you like him/her

to have?

Have you had anycontact with your

industry Sector SkillsCouncil?

What ongoingsupport would yourequire from the

P rison/P robationService in maintaining

the quality and

If you identify support,what period of time

would you wish this tobe sustained?

Why would you not consideremploying an ex-offender in

your organisation?

Would you beinterested inattending anEmployer

Forum in yourorganisation?

The Components of Partnership

Plant & Equipment Supervision Training Delivery Work on release Funding

Developing Partnerships

Establish the objective Identify what’s possible What's your offer - Benefits & Features Build in Time Frame & Measurement

(what does success look like and when?) Relationship management


HMP Liverpool

Keith Naughton – Employer Support Manager

Employment partners Employment partners with HMP Liverpool with HMP Liverpool and and

outcomesoutcomes Timpson Timpson 1212 Create Create 8080 FRC FRC 3535 Revive Revive 55 Bulky Bob’s Bulky Bob’s 4040 Recycling lives Recycling lives 2020 Jole Riders Jole Riders 11 NHS NHS 44

TOTALTOTAL 197197

Developing good Developing good working relationships working relationships

Awareness of boundariesAwareness of boundaries Open and consistent communicationOpen and consistent communication Regular feedback meetingsRegular feedback meetings Equal partnershipsEqual partnerships Sharing best practiseSharing best practise Promoting SuccessesPromoting Successes Obligations and ResponsibilitiesObligations and Responsibilities

Planning and Planning and timescalestimescales

Defining Roles and deadlinesDefining Roles and deadlines

Time frames 3months/6monthsTime frames 3months/6months

OutcomesOutcomes

Benefits of soft outcomesBenefits of soft outcomes

Through the Gate Support Through the Gate Support

Impact analysisImpact analysis

Over 190 outcomes into EmploymentOver 190 outcomes into Employment The social effect on all concernedThe social effect on all concerned Cost to the Tax PayerCost to the Tax Payer Some Recidivism Some Recidivism Needs the through the gate support Needs the through the gate support Social BarriersSocial Barriers Cultural ChangeCultural Change

What now ?What now ?


Yorkshire & Humberside Probation

Debbie Clark - Regional Employer Engagement Manager

• Research has consistently demonstrated that sustainable stable employment is single most important factor in reducing reoffending and can do so by up to 50%

• NOMS agenda of reducing reoffending and pathways designed to contribute to such reduction states we must raise levels of employment in ex-offenders

• Probation and Prison Services, in partnership with other organisations, have demonstrated effectiveness in preparing offenders for employment using holistic approach

However, there is a vital missing link...

• Not enough to give offenders training, education and skills

• We have to:

engage employer in the process

respond to employer needs

be more demand-led in the way this work is delivered

• Allocation of funding resulting in some excellent short term projects e.g. Impact, Hope, Equal Engage

• Positive outcomes including raising awareness of contribution of employers in reducing reoffending agenda

Lessons learned

• Lack of sustainability

• Lack of coordination

• Employer disengagement

• Training

• Organisational commitment

LSC funded Regional Employer Engagement Project commenced September 2008 with the following main objectives:-

• Sustainable employer engagement strategy for prisons and probation in Yorkshire and Humberside

• Regional web database of employers

• Resource manual

• Employer engagement activity

Strategy and Sustainability Plan

• Joined up approach pulling together relevant partners

• Introducing other key players and organisations who share vision and targets for increasing employment, reducing poverty and reducing reoffending

Partnership Model of Employer Engagement

• Business process to include and embed private and local authority sectors in employer engagement activity

• Partnership working with Job Centre Plus (Local Employment Partnerships) to meet shared targets of reducing unemployment for priority groups

• Public Sector Agreements provide opportunity for partnership approach

• Crime and Disorder Reduction Partnerships

Benefits of Partnership Approach

• Local authorities - key stakeholder

- major employers

• Offender employment agenda and impact on local communities

• Huge significance for strategic development of offender employability plans

Benefits of Partnership Approach (Continued)

• Shared vision / targets

• Employer engagement process delivered more effectively, enhancing good practice and ensuring connectivity between services

• Sustainability....commitment from key stakeholders to form model of sustainability plan for REEP

Strategy – with focus on partnership / collaborative philosophy

- Strategic Aim

- Strategic Objectives

- Action Plan

For further information, please contact:-

Debbie ClarkRegional Employer Engagement ManagerWest Yorkshire Probation AreaCliff Hill HouseSandy WalkWakefieldWF1 2DJ

Email: [email protected]


Workshop

Kerry Boffey (OL Consultant)

Debbie Clark (Yorkshire and Humberside)

Over to you……….


Reflection on current practice

Activity:

• On your tables discuss your organisation’s current approach to employer engagement

• Identify three things that are working well (good practice)• Identify three things that haven’t worked so well (lessons

learnt)• Feedback and whole group discussion


Where are you now?

Reflecting upon what you have heard today consider your own organisations position in relation to employer engagement

• Position 1 – planning and implementation

• Position 2 – evaluation and improvement


What is employabilty?

“Employability is a person's capability of gaining initial employment, maintaining employment, and obtaining new employment if required . In simple terms, employability is about being capable of getting and keeping fulfilling work...”

Hillage and Pollard, 1998


Final thoughts


Thank you for attending

Developing employability in offender learning December 4 th 2009.

Documents

Transcript of Developing employability in offender learning December 4 th 2009.