Making it Work for Employers in the Olympic Host Boroughs Welfare to Work Convention 10 July 2012
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Transcript of Making it Work for Employers in the Olympic Host Boroughs Welfare to Work Convention 10 July 2012
Making it Work for Employersin the Olympic Host Boroughs
Welfare to Work Convention 10 July 2012
Mary ConneelyKim Chaplain
The Partnership Aims
• To employ a first class workforce - Employers
•To create and develop a motivated and inspired workforce to help to deliver a memorable Olympic and Paralympic Games in 2012 - LOCOG
•To ensure local people are seen as a valuable resource to be built into recruitment planning – Host Boroughs
•To provide a world class recruitment service worthy of a world class event – Host Boroughs, JCP
Our aim is to create and develop a motivated and inspired workforce to help to deliver a memorable Olympic and Paralympic Games in 2012
Paid
Volunteers
Contractors
Current - 1,673
Jan 2012 2,000
Games time 5,200
9 weeks duration
9 weeks duration
70,000
100,000
Enabling Legacy
C
P
V
GAMES2010
Workforce starts to grow
2012
200,000
Paid workforce
60,000 to 70,000
Approx. 100,000
Approx. 5,200
1673
NOW
Contractor Workforce
Volunteering Workforce
Paid Workforce
Paid workforce
The reality of the opportunity : Olympic workforce
The Challenge
• The scale of the numbers required• Delivery of a streamlined ”hidden wiring” service
to employers• The accreditation process and its impact on
timescale• Raising the skills and confidence of unemployed
people• The contribution to legacy
– Short and long term
– Some facts and figures
Games Time Recruitment Time LineRelevant workforce time frame
Launch Games Time Recruitment pages on website
Olympics GAMES
27 July 2012
Selection days
Some Games TimeRecruitment activity
Budgeted 2011hires
April 2011
Potential RoleSpecific / leadershipTraining commences
Games Time Inductiontraining starts
April 2012 April 2012
Recruitment team resource ramp up
Paralympics Venue training commences
June 2012
Paralympic GAMES
29 August 2012
Venue training commences
August 2012
Games Time Recruitment70% complete
1 Feb 2012 31 March 2012
Games Time Recruitment100% complete
Recruitment Time Frame
Test events
May 2011
Selection days commence
June 2011
GT OffersCommence
Bespoke/ Bulk Campaigns
Background ChecksCommence
Jan 2012
May 2011
Contingency/Attrition process
Dependencies on complete•Strong employment proposition
• Labour market supportive of recruitment in advance of start dates
•FA Resources
•Engagement and retention plan to decrease attrition
•Home office delivering against SLA for background checks
Host Boroughs Readiness Review
Scope and Scale of Contractor Workforce100,000+ contractors, 100+ organisationsAcross 90 competition and non competition venues90+ service procurements to the value of circa £250m
Service Estimated number of contractor workforce2
Number of contracting organisations
Transport 19,000 50
Catering 15,000 11
Security 10,000 1
EVS 8,000 8
Cleaning 5,000 4
Retail 2,000 4
Waste 600 1
Ticketing 400 1
Others - estimated 45,000 30+
Totals 100,000 100+
What we did
• Checked the readiness of all partners• Established a joint service delivery
model• Established a clear and unambiguous
understanding of the employers requirements
• Clear communication routes• Transparent reporting of performance
Supply activity
GLA Legacy funding £3.6m
SFA/ESF funding £2.0m
Host Boroughs GLA funding
£15m
FE/HE
JCP
6HB LLaBs
Outcome delivery
•5,200 Paid Games time roles with
LOCOG
•Live & ongoing recruitment
•10,000 paid Games time roles with
contractors
•Catering, cleaning, waste, security &
retail
•Bulk recruitment autumn ‘11
Demand
5,200 LOCOG paid roles
Games time & now
10,000 Contractor
Games time paid roles
• Forecasted delivery volumes
• Operational plans
Funding Action into Jobs
LOCOG Contractor Vacancy management model
LOCOG Employment & Skills team
• Manage relationship with Contractors
• Sell the benefits of JCP / job brokerage delivery
• Understand and communicate contractor workforce demand
Employment BrokerageCandidate sourcing and preparation
Sector Working Groups
Security
Catering
Retail
Overlay
Cleaning & Waste
DEMAND SIDE SUPPLY SIDE
Commercial Recruitment
Agencies
Delivery & Performance Team (Operational)
FE Colleges
Candidates
Job Ready Candidates
Guaranteed Interviews
Assessment Centres
Bespoke
Recruitment
methodology
Criteria developed through Sector Working Groups
• Training• Screening • Matching
WorkPRGJCP6HB
LLaBs
2012 Legacy
DP
Job Seeker Journey
Job ready job seekers are screened and directed straight to interview and assessment
Pre Employability
TrainingAnd/OrIndustry Specific Training
Assessment / Interview DaysMeet Employer and gain further understanding of
rolesAssessed for
suitability
Attend UDAC (Uniform
Distribution & Accreditation
Centre)Issued with uniform and accreditation
Start Games time role
Finish Games time role and
attend outplacement
events
JCP register JSA claimantsSector specific data mining and
engagement via own and LOCOG led/supported outreach and events.”
Single number referrals.
Tripartite engagement
strategy delivered by
provider, LOCOG and Games time employer to
keep candidates
motivated and informed
Accreditation(Contractor
responsibility)
HB LLaB channelExisting caseload & new recruits
through own and LOCOG led/supported outreach and events.
Single number referrals. Possible feed from Adecco JFTG
website
Attraction Preparation Application Ongoing engagement&
Mobilisation
Employment Outplacement
Warm upPossible pre-Games work placement or
experience
Non 6HB LLaB channels2012 Legacy project
Work Programme ProvidersFE/HE routes
Specialist providers
Provide Job Seeker with
Employability package, inc.
details of “Rapid Reclaim
Guaranteed interview channel
Final preparation
•In venue training•Benefits stop & rapid reclaim process live
Limited in job support
What we achieved and what they said about us
13500 people offered a Games time job either with LOCOG or their sub contractor“We needed to recruit a team of 3,000 people to deliver a large scale catering service and had some reservations as to how many we could source via the host borough network and what the quality of the candidates would be like. The Host Borough network attracted and screened the candidates well and we experienced a very high conversion rate from interview to offer. As a result we recruited a far higher proportion of our team via this route. The support from the various employment agencies was second to none and our experience of recruiting in East London far exceeded our expectations. I would urge any potential employer to consider harnessing the diversity and plethora of experience and expertise which exists within these areas.”- ARAMARK (Neil Shroeder - Executive Director, Special Projects)
“Working with the Host Boroughs throughout our recruitment campaign for the Olympics has been a fantastic experience. The candidates put forward to us were of a high quality and eager to work and they displayed the values we were looking for working at games time. Throughout the process the Host Borough candidates have remained engaged and enthusiastic and we are really looking forward to meeting them again at our training sessions in June and working with them and equipping them with skills for the future during games time. I would encourage employers to work with Host Borough Labour Bureaus when looking to recruit personnel as if you are clear on the jobs on offer and the skills you require there are some outstanding candidates through this route.”- SODEXO (Jo Morgan - Senior HR Manager)
What next
• The post Games offer to graduates of games time jobs to turn the steps they have taken so far into their own journey
• Marketing a new workforce for London
• Exclusive website for “Games Graduates”
• East London – beginning to make the legacy a clear deliverable objective not just for games time - convergence