Step Up scheme pre August 2014 - Leicester City Council · Step-Up scheme pre August 2014 Forms and...

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Step-Up scheme pre August 2014 Forms and eligibility (Pre August 2014) These page provide quick access for employers for all the forms needed to express an interest in providing a Step-Up job placement, recruitment guidelines, tools and the claim forms to access grant payments. There are also forms relating to the assessment processes for both the employee and employer.

Transcript of Step Up scheme pre August 2014 - Leicester City Council · Step-Up scheme pre August 2014 Forms and...

Page 1: Step Up scheme pre August 2014 - Leicester City Council · Step-Up scheme pre August 2014 Forms and eligibility (Pre August 2014) These. page . provide quick access for employers

Step-Up scheme pre August 2014

Forms and eligibility (Pre August 2014)

These page provide quick access for employers for all the forms needed to express an interest in

providing a Step-Up job placement, recruitment guidelines, tools and the claim forms to

access grant payments.

There are also forms relating to the assessment processes for both the employee and employer.

Page 2: Step Up scheme pre August 2014 - Leicester City Council · Step-Up scheme pre August 2014 Forms and eligibility (Pre August 2014) These. page . provide quick access for employers

A. Expression of interest stage:

1. Criteria and guidance to complete online expression of interest form

2. Step-Up Terms and conditions of grant funding

3. Online employer expression of interest form - found at https://llepforms.evolutive.co.uk/ormPreApp2.aspx?m=1

Page 3: Step Up scheme pre August 2014 - Leicester City Council · Step-Up scheme pre August 2014 Forms and eligibility (Pre August 2014) These. page . provide quick access for employers

Criteria and Guidance Notes For completing On-Line Employer

Expression of Interest Form

Contents:

1 Background and scope of Step-Up Page 2

2 Expression of Interest Form Deadline Page 2

3 Process Chart Page 2

4 Assessment of Employer Expression of Interest Forms Page 3

5 Completing the On-line Employer Expression of Interest Form

Page 4

These guidance notes provide background information about Step-Up. They also provide information about the delivery processes; tips to complete the Expression of Interest Form and describe the appraisal process that will be applied to all expression of interests received.

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Step-Up: Criteria and Guidance Notes for completing Expression of Interest Form 2014/15 2

1. Background and scope of Step-Up:

Step-Up is part of the City Mayor’s Leicester To Work Programme supporting young people into employment and addressing worklessness.

Local data for December 2013 showed 2,380 young people in Leicester aged 18-24 were in receipt of Job Seekers Allowance (JSA). This is a key issue for the City, which this project aims to help address.

Objective

The main objective of Step-Up is to continue to tackle unemployment within the City for the 18-24 age group, specifically those who have been out of work for over 6 months.

Scope

Step-Up has been designed to align with the funding currently available via the Department of Work & Pensions (DWP) Wage Incentive Scheme, which will contribute towards the employee wage costs.

2. Expression of interest deadline:

There is no deadline to apply and expressions of interests will be invited until the available funds have been allocated.

3. Process chart:

The chart below provides an overall summary of the Step-Up processes that will be followed by employers.

Stage Activity

1 Expression of Interest submitted by employer.

2 Employer form assessed against set criteria (see Section 4 below for details).

3 Indicative ‘Grant Offer’ issued or expression of interest rejected/request more info.

4 Step-Up posts released on website (www.leicester.gov.uk/step-up). Job fairs may also be initiated by the Step-Up team.

5 Employer recruits individuals and checks eligibility with Step-Up team prior to confirming appointment.

6 Employer submits initial Wage Subsidy Claim Form for Step-Up at week 4.

7 Wage Subsidy Claim Form assessed.

8 Grant awarded.

9 Monitoring cycle triggered for subsequent Claim Forms and Evaluation Forms.

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Step-Up: Criteria and Guidance Notes for completing Expression of Interest Form 2014/15 3

4. Assessment of Employer Expression of Interest Forms:

Each Expression of Interest will be assessed on how well it meets the objectives and requirements of the Step-Up initiative.

Expressions of Interest will be given either indicative support, rejected or requested to re-submit. This process will enable us to establish a portfolio of indicatively approved employers and Step-Up posts.

The job opportunities will be released and advertised on the Step-Up website.

All Expression of Interests will be scored against the following assessment criteria:

A. Relevance to target age group and employment sectors

Is the job relevant to the target (18-24) age group and appropriate to the priority employmentsectors (please see Step-Up Terms and Conditions document for more details).

Does the Expression of Interest demonstrate that the position is a new job opportunity and is

not replacing existing vacancies or jobs at risk?

B. Training / support to develop skills

Does the proposal offer training?

Does it provide a clear programme of support/training for employee and evidence of

management capacity to support the number of posts applied for?

C. Progression to sustainable employment

Could the job roles result in sustainable employment opportunities?

D. Support to source alternative employment

Does the proposal demonstrate support to the employee for job search and finding alternative employment if they can’t be retained within the applicant organisation?

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Step-Up: Criteria and Guidance Notes for completing Expression of Interest Form 2014/15 4

5. Completing the on-line Employer Expression of Interest Form:

This section looks at each part of the on-line Expression of Interest Form in detail and provides additional information/clarification to help employers complete each section.

To access the on-line form click on the link below :

On-Line Employer Expression of Interest Form

Once you have opened the on-line form for the first time you can start inputting your details into the boxes as indicated. Please ignore the e mail and access code details boxes if you are completing a new form for the first time.

Boxes marked with an * are mandatory fields and must be completed, otherwise your expression of interest will not be accepted.

PLEASE TYPE DIRECTLY INTO THE BOXED AREAS ON THE FORM ONLY.

When responding to the questions please :

- Use plain and clear language - Explain technical terms or jargon - Ensure that you have given a complete answer bearing in mind the assessment criteria

that will be applied as detailed above in Section 4.

If you have accessed the on-line form before and didn’t complete it entirely, you can resume an incomplete expression of interest by entering your e mail and access code details at the top of the screen. The access code would have been sent directly to your e mail address at that time, if this is the case.

Step 1

Organisation Details:

Organisation applying:

Registered Name: This must be the lead organisation who will have overall responsibility for delivering the project and who will be named on any official documentation with Leicester City Council to provide the Step-Up work placement(s) for young people.

Trading Name:(If different from above):

Please provide additional organisation details if the Step-Up employees will be employed directly by another organisation not named above.

Address Details: Please ensure your address details are completed including telephone and e mail contacts. If you don’t have a building name, state the building number only.

Company Description of activities: (this should not exceed 50 words).

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Step-Up: Criteria and Guidance Notes for completing Expression of Interest Form 2014/15 5

Legal status of employing organisation (please select from the drop down list) and complete the Company Registration/Charity Registration and VAT numbers if applicable.

Date Established – You must state the date when your company was established.

Registered Address: please provide alternative address details if they are different from what you have already stated.

Main Contact: please provide full details for the main contact for this expression of interest.

The named person(s) should be the main point of contact Leicester City Council officers can liaise with and should be the person that will have responsibility for the proposal.

Organisation Employees: Please state the current number of employees that are employed by your organisation.

Check that you have completed all the mandatory fields on Page 1 and then proceed to Step 2 by selecting “Next”.

By pressing Next you will be sent an automated e-mail to the address specified on page 1 under the Main Contact. This will provide you with a link and access code to resume your application if you want to complete it at another time.

Step

2

Organisation Documentation

Please confirm that the following policies are in place and that the documents can be provided if required:

• Public Liability and Employer Liability Insurance

• Health and Safety Policy

• Grievance Procedures

• Equal Opportunities Policy

In addition, you must state the financial:

Limit of Public Liability insurance cover that you currently have in place

Limit of Employer Liability insurance cover that you currently have in place

Once all the mandatory checkboxes have been completed you can progress onto Step 3 of the form by selecting “Next”.

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Step-Up: Criteria and Guidance Notes for completing Expression of Interest Form 2014/15 6

Step

3

Annex 1 Job Details

Please complete the detail required within each of the boxes on this page for each individual job you are proposing to deliver.

The information requested within Annex 1 should be completed for each Step-Up job title that you intend to offer. Different posts will have different job descriptions, requiring different skills and different training plans.

Therefore, If you intend to deliver more than 1 Step-Up job, the following questions must be answered with respect to each job by completing a separate Annex 1 for each. You will be prompted to provide details of each separate Job after Step 5 below.

The information you provide within each Annex 1 will be used by Leicester City Council to assess your proposal and to compile an advert for each job on the Step-Up website. An officer will contact you for details of the closing date for each job and the job application process, if your expression of interest is endorsed.

Job Title - please state the title of the job that you are able to offer as a Step-Up job opportunity.

Hours - Please state whether the job you are offering is for 16 or 30 Hours. If you are offering both options of hours for the same job title, then please complete a separate Annex 1.

Duration - please state the period for which you intend this job to cover. If you are offering two options of 6 and 12 months for the same job title, then complete the details on a separate Annex 1.

Actual days and Hours to be worked- please indicate what these are likely to be.

Employment Sector - please state one of the priority sectors that your proposed Step-Up Job falls within, as listed on the drop down menu.

Expected start date: Please indicate a realistic expected start date, taking into account the application and recruitment process.

Location: Please provide a clear indication of the departmental section and location for the job/s on offer to enable potential applicants to take into account travel requirements.

Salary details: If you are intending to pay above the National Minimum Wage for each job, please state what the rate is. Otherwise, state National Minimum Wage rates apply.

Days and hours to be worked: Please provide details in terms of how the 16 or 30 hours of week will be worked during the week, e.g. 9.00am – 3.00pm (for 5 days @ 30 hours a week contract).

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Step-Up: Criteria and Guidance Notes for completing Expression of Interest Form 2014/15 7

Brief description of vacancy for the purpose of advertising this post on Step-Up website: (Max 100 words)

Please describe why you are recruiting to this post, what the job involves and a summary profile of the skills required.

For example: ABC Ltd is looking for a dynamic and proactive individual to join their successful team as a Property Accounts Assistant. You will be an energetic individual with a good understanding of general accounts as well as having an excellent telephone manner. Sage experience is preferred and you will need to be highly numerate and organised.

Job Description: (Max 200 words)

The purpose of this question is to enable us to determine if the job is suitable for the target age group and for a potential applicant to understand the remit of the Step-Up job that you are proposing to offer.

Please provide a summary of the job description for the post that you are proposing to offer.

Skills Required: (Max 200 words):

The purpose of this section is to enable us and a potential applicant to understand the specific skills required to perform the job. Please state if any of the skills are essential or desirable aspects of the job.

Please remember that Step-Up posts are aimed at individuals who have been out of work for more than 6 months. Therefore, please do not include unnecessary or overly demanding requirements in terms of relevant experience and qualifications.

Training and Other Support:

Describe what training and other support you can offer and how you will link with other support services to benefit the employee: (Max 200 words)

The purpose of this question is to:

A. Identify what training you will offer and what other support will be made available to the Step-Up employee, within a defined PLAN. You should identify internal and external training and other support, which may include for example: referral to specific training providers; provision of professional training requirements (first aid, manual handling or other) linked to this job role.

B. You should also include details of your management capacity to support the jobs applied for.

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Step-Up: Criteria and Guidance Notes for completing Expression of Interest Form 2014/15 8

Progression Routes:

Describe if there are any progression routes within your organisation for employees once the Step-Up funding has finished and if not, how you would support the employee to move into further employment or training: (Max 200 words)

The purpose of this question is to consider your proposals for helping employees to continue in employment after their participation in the Step-Up scheme.

Progression routes – You should provide details of potential progression routes for Step-Up employees to continue in employment within your organisation at the end of their placement. This could include progression into other similar roles within your organisation.

Supporting the employee to find further employment – In the event of no clear progression route being identified for Step-Up employees within your organisation, please explain what support you will provide to assist them to find suitable alternative employment. This may include:

access to your internal careers advice colleagues;

dedicated employment support officers;

generic job search support mechanisms;

evidence of your organisation’s track record in providing this support; contacts withother employers to help sustain employment periods.

‘Additionality’. The total Number of Job(s) you are applying to deliver must not replace existing job vacancies and should demonstrate added value as opposed to replacing a job(s) that would have been advertised and offered without the availability of external funding.

In view of the above, please confirm that the total Number of Jobs that you areapplying to deliver as Step-Up opportunities is ‘additional’, by checking therelevant box.

Check that you have completed all the mandatory fields on Page 3 and then proceed to Step 4 by selecting “Next”.

Step

4

Declaration:

Please ensure you have thoroughly read and understood the contents and implications of the declaration statement before confirming agreement:

By agreeing to the declaration the named officer is confirming that:

The information supplied on the form is correct and complete.

The organisation named in the Expression of Interest, is a formally constituted body,and has been established for at least one year.

The organisation named in the Expression of Interest conforms to all its legalobligations as a formally constituted body, including the Sex Discrimination Act 1975,Race Relations Act 1976 and Disabled Discrimination Act 1995. Your organisationalso complies with the Data Protection Act 1998, Health and Safety at Work Act 1974and undertakes to comply with any future enhancements, modifications orreplacements to the above.

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Step-Up: Criteria and Guidance Notes for completing Expression of Interest Form 2014/15 9

The organisation pledges to assist Leicester City Council to support the Step-Upemployee to progress within the organisation as stated within the proposal.

If successful, the organisation named in Section 1A of the Expression of Interest formwill use the monies awarded by Leicester City Council to administer the initiativesdescribed within the Expression of Interest Form.

On acceptance of the Expression of Interest, the organisation will be issued a formaloffer that sets out the conditions of funding, roles and responsibilities of theorganisation and Leicester City Council.

Check that you have completed all the mandatory fields on Page 4 and then proceed to Step 5 by selecting “Next”.

Step

5

Submitting your Expression of Interest Form:

Once you have completed all of the details on Annex 1 for this specific Job, press “submit”, as shown below:

You will then be sent an automated e mail to confirm that we have received your completed form.

Please note that if you are proposing to offer more than 1 Step-Up job, you will need to submit a separate Annex 1 for each separate vacancy, even if the additional job/s has the same details as the first one.

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Step-Up: Criteria and Guidance Notes for completing Expression of Interest Form 2014/15 10

Step

6

Providing details for additional jobs:

A. If you don’t wish to apply to deliver more than one Step-Up Job – click on “Close”

B. If however you want to express an interest in delivering more than one job, you will be prompted to select to create a new Annex 1 Form by choosing blank annex form from the dropdown or to select a pre-populated Annex 1.

The blank form should be selected if the additional job details are completely different from that already submitted and you don’t require any of the previous details submitted.

The pre- populated option should be chosen if the details for the additional job are the same or are similar so that you can edit the details and then submit this further expression of interest.

The above options are shown as per the screen shot below:

Please repeat the instructions at B. above until you have submitted all of the jobs that you wish to express an interest in delivering as Step-Up opportunities.

You will receive a confirmation e-mail and a copy of your completed expression of interest for each job you intend to deliver as a Step-Up opportunity.

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Step-Up: Criteria and Guidance Notes for completing Expression of Interest Form 2014/15 11

If you require further advice or support in relation to any aspect of the Step-Up process then please do not hesitate to contact:

Mahendra Patel: [email protected]

Tel: 0116 4542943

Robert Turnell: [email protected]

Tel: 0116 4542952

Priti Dattani: [email protected]

Tel: 0116 4542951

Economic Regeneration Group Leicester City Council A10 New Walk Centre

LE1 6ZG

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Step-Up Terms and Conditions (V1) 1

Leicester City Council Step-Up: Terms and Conditions

1. These are the terms and conditions referred to in Part 3 of the Step-Up WageSubsidy Claim Form (Employer declaration) that an employer (the “Employer”) hassigned and completed.

2. The Employer will ensure that the jobs are:

Additional to the existing structure of the workforce

Suitable for the target age group

Guaranteed for between 6-12 months

For 16-30 hours per week

Paying at least the National Minimum Wage

Potentially creating a sustainable job after the placement period

Linked to a structured training plan

Advertised in line with your normal recruitment practices with details alsoprovided to Leicester City Council for inclusion on website(www.leicester.gov.uk/step-up)

3. The Employer:

Is not planning redundancies or has made employees redundant within theprevious 12 months.

Has been established for at least 1 year.

4. The Employer will operate in the following priority sectors which have been identifiedas having growth potential and / or significant numbers of vacancies. Some job rolessuch as business administration and clerical jobs may feature across any of thesectors including within the public sector and the voluntary and community sector.

Priority Sector Additional details

Distribution and Logistics

Includes rail, water, and truck transportation, warehousing and storage, motor vehicle repair. Logistics involves the integration of information, transportation inventory, warehousing, material-handling, and packaging.

Food and Drink Manufacturing

Preparation of fresh products for market, manufacture of prepared food and drink products.

Environmental Technologies

Environmental protection, assessment, compliance with environmental regulations, pollution control, waste management, remediation of contaminated property, green transport technology.

Construction This sector includes work on new or existing commercial, industrial or domestic buildings or structures.

Tourism and Hospitality

This includes accommodation, tourist attractions, tour operators, sport and recreational activities, bars and restaurants.

Space and Aerospace This includes organisations involved in satellite technology and suppliers to the aerospace industry.

Care Services Includes primary care, secondary care and tertiary care, as well as activities involved with public health authorities.

High-Tech Manufacturing

Includes manufacturing engineering, technical consultancy and associated scientific research and development.

Business and Financial Services

Includes legal and accounting activities, management consultancy, professional services and scientific/technical consultancy.

Creative, Design, Media and Performing Arts.

Advertising, architecture, art, crafts, design, fashion, film, music, performing arts, publishing, R&D, software, toys and games, TV and radio, and video games.

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Step-Up Terms and Conditions (V1) 2

Retail Retail sector includes all kinds of shops, kiosks and small groceries to supermarket chains and large department stores. Includes mail-order and online businesses.

‘Knowledge Based’ General category that can include jobs from other sectors such as high and medium technology manufacturing, financial services, creative and cultural etc. Can include employment in education though which doesn’t feature elsewhere.

5. The Employer will ensure each recruited employee is:

Aged between 18 and 24 years at the start date of employment.

Lives within the Leicester City ward boundary, link below to be used as check tool:http://www.leicester.gov.uk/wardsearch/pcresultnew.asp

Has been claiming Jobseekers Allowance or Employment Support Allowance for atleast 6 months. (Employers should request evidence of this from the applicant atthe time of the application and at the interview, if they are invited to attend).

6. The total funding per job is a maximum of Two Thousand two hundred andseventy five pounds (£2,275) from the Step-Up budget. Employment must beexpected to last at least 52 weeks and be for 30 hours per week. This amount ishalved for part-time work (which is defined as between 16-29 hours per week) and/or employment lasts at least 26 weeks. All employment must be paid at least theNational Minimum Wage. Details of payment methodology are outlined in Table 1.

7. Total funding per job from the Talent Match grant is Two Thousand two hundredand seventy five pounds (£2,275). Employment must be expected to last at least52 weeks and be for 30 hours or more a week. This amount is halved for part-timework (which is defined as between 16-29 hours per week). Details of paymentmethodology are outlined in Table 1.

Table 1 Part-Time Rate 16- 29 hrs Full-Time rate 30hrs or more

6 month contract £568.75 £1,137.50

12 month contract £1,137.50 £2,275.00

Talent Match 12 month contract £1,137.50 £2,275

8. To receive the full grant, the employer will ensure the job(s) created are for at least30 hours per week the National Minimum Wage. All employment must be paid atleast the National Minimum Wage. For employment provided between 16-30 hours,the grant payment will be reduced by 50%.

9. To be eligible for Talent Match grant funds the employee will need to be:-

Resident of one of the following wards: Braunstone Park and Rowley Fields;

Beaumont Leys; New Parks and Spinney Hills;

Unemployed for more than 12 months.

10. The Employer will apply for Talent Match grant funding via the Step-Up claim

process. For further details on Talent Match please visit the following website:

www.leicester.gov.uk/step-up.

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Step-Up Terms and Conditions (V1) 3

11. The Employer may in addition, seek grant of £2,275 Two Thousand two hundredand seventy five pounds (£2,275) from the Department for Work & PensionsYouth Contract Wage Incentive. The employer is responsible for checking eligibilitycriteria and terms and conditions by reviewing the following links below:

http://www.dwp.gov.uk/youth-contract/key-initiatives/wage-incentives/

http://www.dwp.gov.uk/docs/wi-questions-answers.pdf

http://www.dwp.gov.uk/docs/wi-terms-conditions.pdf

12. The Employer will submit grant claims in accordance with the periods as outlined inthe following tables.

6 month contract at National Minimum Wage (Full-Time Minimum 30 hrs)

Claim submission week Claim to: £

@ Week 4 Step-Up Grant Claim £568

@ Week 8 DWP Grant Claim £700

@ Week 20 Step-Up Grant Claim £569

@ Week 26 DWP Grant claim £1,575

12 month contract at National Minimum Wage (Full-Time Minimum 30 hrs)

Claim submission week Claim to: £

@ Week 4 Step-Up Grant Claim £568

@ Week 8 DWP Grant Claim £700

@ Week 20 Step-Up Grant Claim £569

@ Week 26 DWP Grant Claim £1,575

@ Week 38 Talent Match Claim £2,275

@ Week 52 Step-Up Grant Claim £1,137

13. 1. The Authority must receive the Employer’s claim within the first 6 weeks of the employee commencing employment. 2. For initial claim and all subsequent claims for payment, the claim must beaccompanied by copies of wage slips covering the period of the claim. 3. On receipt of a valid claim the Authority will make a payment directly into theEmployer’s bank account within a maximum of 30 working days.

14. The Employer will receive the Department of Work & Pensions claim from via theStep-Up project for completion, which will need to be submitted to the DWPvalidation team for processing. DWP must receive the Employer’s claim within 6weeks after the end of the period being claimed for and all claims for paymentsmust be accompanied by copies of wage slips covering the period of the claim.On receipt of a valid claim the Department of Work & Pensions will make apayment directly into the Employer’s bank account.

15. If the individual leaves or is dismissed the ratio payments will be allowable, basedon a 30hrs per week contract. If the individual is employed 16-30hrs per weekthis will be reduced by half. Talent Match grant contributions will be applied at50% and 75% of the maximum grant available, if individual leaves between week21-36 or 37-52 respectively. For DWP Wage Incentive the employer should referto the DWP Terms & Conditions in respect of early leavers.

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Step-Up Terms and Conditions (V1) 4

If the employee leaves between weeks: Payment

5 – 13 £143 (25% of payment due)

14 – 20 £285 (50% of payment due)

21– 36 £569 (50% of payment due)

37– 52 £854 (75% of payment due)

16. Individuals can only have one wage incentive paid in respect of their employmentvia the Step-Up and Talent Match programme(s). The Employer can seek grantpayment from Step-Up, Talent Match and DWP wage subsidy subject to therelevant terms and conditions applying.

17. Where an individual moves between part-time and full-time hours or vice versa,the average hours worked over the period will determine at which rate theincentive is paid.

18. The Employer shall promptly notify and repay to the Authority any Fundingincorrectly paid by the Authority for any reason.

19. The Employer shall notify the Authority immediately of any actual or suspectedimpropriety or financial irregularity in connection with the Funding and theAuthority shall have the right, at its absolute discretion, to insist on correctivesteps.

20.1 The Authority shall have the right, at its absolute discretion, to withhold or suspend payment of the Funding and/or require repayment of all or part of the Funding if:

the Employer uses the Funding for a purpose other than that covered bythis Agreement;

the Employer behaves in a manner which, in the opinion of the Authorityat its absolute discretion is likely to bring the reputation of the Authorityinto disrepute;

the Employer fails to comply with any legislation or codes of practice;

the Employer provides the Authority with any misleading or inaccurateinformation;

the Employer is prohibited from continuing its activities under anylegislation in force and/or by an order of a court of competent jurisdiction.

20.2 The Employer shall indemnify and keep indemnified the Authority against all actions claims demands proceedings damages costs charges and expenses whatsoever in respect of or in any way arising out of this Agreement in relation to the injury to or death of any person loss of or damage to any property including property belonging to the Authority except and to the extent that it may arise out of the act default or negligence of the Authority its employees or agents not being the Employer.

21. The Employer acknowledges that the Authority is subject to the requirements ofthe Freedom of Information Act and the Data Protection Act (the “Acts”) and shallassist and co-operate with the Authority (at the Employer’s expense) asappropriate.

22. The Employer shall not publish any material referring to the Funding or theAuthority without the prior written agreement of, and conditions imposed by, theAuthority. The Authority may acknowledge the Employer’s receipt of the Fundingand use the name of the Employer in Authority publicity without prior notice.

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Step-Up Terms and Conditions (V1) 5

23. This Agreement does not and is not intended to confer any contractual benefit onany person pursuant to the terms of the Contracts (Right of Third Parties) Act1999.

24. The Employer shall not claim the Funding where it employs an Individual that isnot aged 18-24 on the first day of employment; employment is classed as self-employment; an Individual has previously been employed by the Employer andthat Employer received Funding for the employment of that Individual and theywere dismissed; an individual is being employed into a position where theEmployer received Funding for the employment of another individual into thatposition who was dismissed, and an individual has already been appointed to , oroffered, a vacancy before the scheme begins. Scheme start date is 24th

February 2014.

25. The receipt of Funding from the Authority could be considered State Aid. Wherethis is the case the Authority is using General Block Exemption Regulations(GBER) to administer the scheme. GBER Article 40 allows the payment of StateAid for the employment of disadvantaged workers and Article 41 for disabledworkers. The claim form will indicate which category the individual falls into –category one is ‘disadvantaged’ and category two is ‘disabled’. Per Employer,there are annual 5m and 10m Euro limits for the employment of disadvantagedand disabled workers respectively and Employers must ensure that eachindividual claim they are making does / will not take them over the financial limits.

26. If an Employer has received any funding over the last three years and isrequested by the Authority to provide details of such funding, it shall provide theAuthority with details of the dates and amounts of funding received.

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B. Recruitment stage:

1. Recruitment guidelines for employers

2. Pre-employment course details

3. Leicester city ward check tool found at http://www.leicester.gov.uk/wardsearch/pcresultnew.asp

4. Employee age check tool found at http://www.leicester.gov.uk/EasySiteWeb/GatewayLink.aspx?lId=218058

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Contents

Release of Vacancies ......................................................................................... 1

Selection process and eligibility criteria .......................................................... 1

Things to consider ............................................................................................. 2

Unsuccessful Candidates: ........................................................................ 2

Hold Candidates: ...................................................................................... 2

Offer Candidate: ....................................................................................... 3

Trial Period ............................................................................................... 3

Pre-Employment Checks - Good Practice ................................................ 3

References ............................................................................................... 3

Eligibility to work in the UK ....................................................................... 3

Qualifications ............................................................................................ 3

Start Date ................................................................................................. 4

Please bear in mind, the following ............................................................ 4

STEP-UP: RECRUITMENT

GUIDELINES FOR ORGANISATIONS

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Release of Step-Up Vacancies

Once your Step-Up application has been given an ‘Indicative Offer’ of support from the City Council, a member of the team will contact you to obtain the following details:

1. A proposed date to advertise your post/s on the Step-Up website and a closing date for applications;

2. The method of application; 3. Contact details from your organisation to enable interested individuals to obtain

the application forms for each of your approved Step-Up jobs; 4. Together with an Application Form, you will need to have available a Job

Description (JD) and Person Specification (PS) for each post. Please ensure these JD’s & PS’s have been approved within your organisation and human resource sections (if appropriate).

As soon as the above has been confirmed, the Step-Up Team will compile a summary of the job vacancy details and publish them on the Step-Up website which will link to your website or organisation for them to obtain full details. We will also inform a number of our partner agencies/organisations directly of when jobs have been released; this will encourage those that meet the criteria to apply for each position. We may also decide to hold recruitment days for potential Step-Up employees and employers to help with the recruitment process (i.e. shortlisting / Interviews).

Selection Process You will receive a number of applications after the jobs have been released. Therefore, you will be required to shortlist from the applications received and arrange to invite eligible candidates for interview.

PLEASE NOTE: it is the employer’s responsibility to conduct the recruitment process in line with their organisations requirements. If a grant payment is sought the employer must also ensure the appointed candidate meets the qualifying criteria. Qualifying criteria for candidates to be eligible to apply for a Step-Up Job and for employers to receive a grant payment:

Resident of Leicester (A Leicester City ward check tool is available on the Step-Up Website)

Aged 18-24 years at the start of employment (This is mandatory, therefore your recruitment advert could state, that applicants should be no older than 24 and 6 months at the application closing date. This will accommodate the timescales for your application process including references and other relevant employment checks.

An age check tool is also available on the Step-Up website).

Must be unemployed for 6 months or more and claiming JSA or ESA. Employers should ensure that candidates provide evidence of this in the form of a signing on card or obtain confirmation from their respective Job Centre Plus or Work Programme provider.

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Application Forms:

All applicants will be requested to follow the application process as confirmed by each employer. There are no upper limits of applications that you may receive and therefore you will be required to conduct a shortlisting exercise for those that are eligible and are to be invited for interview.

Recruitment Panel:

It is recommended that the recruitment panel should consist of 2 people.

Test / Interview:

We advise you to undertake a test (e.g. basic literacy/numeracy skills or a work based

assessment) as part of your selection process.

You will need to email or post to the candidates directly, details of the test and interview. If the applicants have been supported by a Job Centre Plus advisor or Work Programme provider they will aim to support the client to prepare for the interview. All applicants should be advised to bring evidence of their resident address, age, length of JSA or ESA claim, any qualifications certificates/driving licence as required for the role. Please make photocopies of these where needed.

Things to consider:

Ensure candidate meets all the employee eligibility criteria listed above;

Are there any reasonable adjustments that you are able to make to the job role to accommodate the employee and that you have been informed of;

Check application forms for any gaps in employment which aren’t accounted for and remember to clarify/discuss these at interview in a sensitive manner;

Check referee’s listed are appropriate (last employer/educational/referral agency) – if not please ask candidate to provide;

Ensure you have a correct contact telephone number and email address. An accurate record should be kept of the reasons for appointment or non-appointment as these may be requested.

Unsuccessful Candidates:

Email the candidate to let them know why they have been unsuccessful and keep the tests/interview notes for feedback purposes. YOU MUST GIVE FEEDBACK TO ALL UNSUCCESSFUL INTERVIEW CANDIDATES.

Hold Candidates:

You can place on hold as many good candidates as you wish. Please verbally inform

these candidate(s) that they are a ‘hold’ candidate for this post. If for some reason the

placement does not work out with your offer candidate you should offer it to the hold

candidate.

Please retain all paperwork for your hold candidate(s).

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Offer Candidate:

Prior to a verbal offer, it is strongly recommended that you check the eligibility of the candidate with Step-Up team to ensure your ‘Offer’ candidate is eligible for grant support. Once you have confirmed eligibility with the Step-Up Team, a verbal offer can be made. Recommendation: State that the offer is subject to receipt of satisfactory pre-employment checks and a voluntary work trial period (optional) and/or training.

Prior to Employment:

You may wish to request the individual to undertake a 2 week work-trial or attend a pre-employment course in preparation of work commencing. Work trial: The candidate could commence this whilst the pre-employment checks are in progress (you may need to do a risk assessment if your post requires a DBS check). Candidates should only commence paid work when you are satisfied that all the pre-employment checks are in place. We recommend a maximum period of unpaid work trial to be no longer than 2 weeks prior to paid employment. Please note that a Health and Safety check may also need to be completed, which will be administered by Job Centre Plus or a Work Programme provider. Pre-Employment Course: The candidate could also undertake a pre-employment course via Leicester college. For further details of the courses available, please see the link on the website. Note: Any trial period or time spent whilst completing a pre-employment course will be unpaid and the candidate will remain on ESA/JSA during this period. However, if during the trial period you decide to end the placement or the candidate does not start please inform the Step-Up Team, who will advise you accordingly.

Recommendation for References:

2 references should be requested. 1 reference should be from the last employer or

educational establishment where there is no history of employment. If 1 satisfactory

reference from an employer/education/referral agency has been received, but a 2nd

reference is proving difficult to obtain, you could accept just the 1 reference. However,

this approach should be adopted on a case by case basis.

If appropriate referees are not listed on the application form, please ask the candidate to provide correct contact details at their interview.

Eligibility to work in the UK:

An employer is legally required to ask for proof of this. Candidates need to be asked to

bring this to your organisation.

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Qualifications:

Given that these are National Minimum Wage training posts, we don’t expect them to have high qualification requirements. If these are stated within the person specification, we would recommend these are checked at interview.

Start Date:

Please ensure your candidate knows their official paid start date so they can notify the local Benefits Agency accordingly. In addition, you MUST inform the Step-Up Team of the agreed start date and details of the employee. To be eligible for the available grant(s), candidates MUST be aged 18-24 at the time of their employment Start Date. Therefore, you need to factor in your application process including reference and other relevant employment checks. Claims and Checks: The first grant payment can be claimed after 4 Weeks of employee’s employment by completing the claim form, which is available on the Step-Up website.

Please bear in mind, the following:

Induction Course. If you have an induction course within your organisation it is recommended you put this person forward.

Probationary Period. It is recommended you have a probationary period, and suggested reviews at 3 and 5 months from the start date.

End of Contract: At the end of the employment you should carry out an exit interview with the employee and complete an Employer Evaluation Form (available on the website).

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Leicester College Tel: 0116 224 2125

Venue: Bede Island Campus, 22 Upperton Road, Leicester, LE3 0BG

Contents of Pre-Employment Course:

1. Length: Max 15 Hours/Week over 2 Weeks (4 weeks for the Health and Social Care

Course).

2. Referral process: Direct from Step-Up Employers, operating on a roll-on, roll-off basis.

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Leicester College Pre Employment Course Contents:

Week 1 (15 Hours) Notes

Day 1 - Introduction

a. Client Assessment to include agreed individual

learning plan with client in line with the job

description and person spec.

b. Literacy/Numeracy assessment

The programme agreed with the client may be

different subject to the needs of the employer and

individual client.

There is a focus on essential employability skills

such as: attendance, timekeeping, motivation, work

place attitudes, teamworking and behaviour will be

covered. As part of the induction we will cover “the

way we do things round here” and support clients

with the development of work related skills and

attitudes during the 2 week period.

Where clients are not displaying the appropriate

employability behaviours, staff will challenge them

in a supportive way to recognise this.

Day 2-

a. Personal Goal Setting part one

b. Confidence/motivation building.

c. Preparing for your Work placement.

This programme is designed to help young people

to explore their own strengths and areas for

development in relation to work.

The focus is to help them to prepare for their six

month Step Up work placement. This will assist the

young person to set individual goals to aid their

short and long term development.

Day 3- Working Together & Communicating in the

workplace:

a. Team working

b. Workplace communication skills, to include

following instructions.

c. Respect for others

Covering essential communication methods for the

future employer.

Employers have reported to organisations like the

Chamber of Commerce that communication and

team working are essential skills for the modern

workplace.

Day 4- Level 1 Award Personal Money Management

Covering: starting work, income and expenditure,

banks, saving money, borrowing money, card and

internet fraud & internet theft.

Day 5: Personal Goal Setting part Two

This programme is designed to help young people

to explore their own strengths and areas for

development in relation to work.

This will assist the young person to set individual

goals to aid their short and long term development.

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Note: Referred Clients can begin the programme on any day of the week. The programme is fully

flexible to meet the needs of the employer and client; the 15 hours could be delivered in various

formats e.g. 3 hours per day for 5 days or 5 hours per day for 3 days.

Week 2 (15 Hours) Notes

Day 1- Level 1 Course in Internet Safety

Covering how to maintain your safety online – social

networks, Facebook accounts, cyber bullying, access the

internet, software update, firewalls and Wi-Fi.

Following successful completion of the learning

programme clients will sit a formal examination, but

there is an opportunity for the programme to be

extended should the client and tutor feel they are not yet

ready for the assessment.

Day 2- Understanding Employment, Business and Enterprise – day one

The Ascentis Level 1 Award in Understanding

Employment, Business and Enterprise qualification is

designed to give the learner knowledge and

understanding of the basic principles of employment,

business and enterprise.

This qualification introduces the learner to the

importance of entrepreneurial skills within business and

encourages them to consider their own role in

employment, business and enterprise.

Day 3- Understanding Employment, Business and Enterprise – day two

Following successful completion of the learning

programme clients will sit a formal examination, but

there is an opportunity for the programme to be

extended should the client and tutor feel they are not yet

ready for the assessment.

Day 4- Additional learning as appropriate to

individual client needs

Further training as outlined in their individual learning

plan.

Day 5- Next steps, evaluation and on-going support

Looks at additional programmes of study to support long

term job sustainability.

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Additional Programmes Available:

Award in Environmental Sustainability – Two days

Award in Health Living – One day

Award in Health and Safety – One day

Award in Food Safety – One day

Award in Equality and Diversity (new from early 2014) – One day

Award in Working in a Team – One day

Subject to availability the following programmes may also be available:

Level 1 Award in Fire Awareness (one day)

Level 2 Award in Customer Service (one day)

Level 2 Award in Emergency First Aid at Work (one Day)

Level 2 Award in Manual Handling (two days) (new from early 2014)

All programmes are available free to charge to clients on JSA or ESA.

For further details please call:

0116 2242125

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BTEC Level 1 Health and Social Care

Candidates who are successful will gain the following nationally recognised qualifications:

BTEC Level 1 Health and Social Care Award in Health Living

Level 2 Food Safety Level 1 Health & Safety Level 2 Award in Emergency First Aid at Work (subject to availability)

The BTEC Level 1 programme will develop your personal skills and employability in caring sector. You

will gain some of the essential skills required to work in this sector. This programme will help prepare

candidates for work placement and higher level qualifications within the sector.

The units covered are;

Investigating rights and responsibilities at work Managing your own health at work Managing the health needs of adults Communication with adults Job opportunities in a health and social care setting Awareness of dementia, Safeguarding, moving and handling

Investigating rights and responsibilities at work All employees have rights and responsibilities. This unit will introduce the learner to the concept of

having rights at work and what their responsibilities are as an employee. The learner will explore

what is meant by having rights, for example, being safe at work, being healthy at work, the right to a

minimum amount of pay and the right to be treated fairly. They will also consider the importance of

respecting others in the workplace. Practical examples such as appropriate use of language and

respecting service user’s cultures and beliefs will be discussed.

The unit goes on to explore the responsibilities that the learner has when they are employed or

participating in work experience. Learning will focus around their responsibility to arrive on time,

dress appropriately and complete tasks efficiently and effectively within agreed timelines.

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Managing you own health at work Much of our time is spent at work. Our work and how we work can have a huge impact on physical and mental wellbeing. During time spent at work, workers can suffer from everyday ailments and aches and pains including headaches, back problems and stress. It is important that people know how to look after themselves whilst they are at work so that they can stay healthy and work effectively. The aim of this unit is to help learners understand why it is important to be healthy at work and how to keep well at work. Learners will explore different types of health issues that could arise while working in a Health and Social Care setting. Managing the health needs of adults Those working in Health and Social Care must understand the health needs of service users. In this unit learners will consider their own health needs and will learn about factors that affect health. They will learn that being healthy is about more than not being ill. They will explore the health needs of different individuals and will find out about the social care provision to meet these needs. As part of this unit individuals will cover the health needs of adults, older people and vulnerable people with disabilities and health problems. Communication with adults, babies, children and teenagers Understanding how to communicate successfully is fundamental for progress in the world of work and has particular importance in the health and social care sector. In this unit learners will be introduced to the principles of communication. Learners will apply this knowledge to communicate effectively with adults with different needs. These needs include adults whose first language is not English, dementia and people suffering from a stroke. The learner will also be introduced to a range of ways to communicate with babies, children and teenagers including: British Sign Language, stroke boards and brail. Career opportunities in a health and social care setting Working in social care is challenging and rewarding. The social care sector needs people who are passionate about working with people. Considering a cereer in social care? Whether you are looking for a career change, thinking of returning to the social care sector, or starting your working life from school or college, there is a huge range of work opportunities in social care. This unit will provide you with information on the different career opportunities in the Health and Social care setting including the range of employers, different settings, job roles, training and development and career progression. Note: Whilst every care has been taken to ensure that all of the information is accurate at the time of printing, Leicester College is continually evaluating its services to meet the needs of learners. As a consequence, courses, fees, timings, resources and locations may be subject to change without prior notice.

For further details please call:

0116 2242125

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C. Delivery stage:

1. Employer assessment forms

2. Employee assessment forms

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Step-Up Employer Evaluation Form

Employer details Name of organisation:

Name of Employee: ..........…………………………………. Leaving Date: ………………………..

Evaluation of employee, scale: (1 = Poor, 5 = excellent)

1. Did the employee have a positive attitude towards work?

Beginning of employment 1 2 3 4 5

End of employment 1 2 3 4 5

2. Was the employee a team player? Beginning of employment 1 2 3 4 5

End of employment 1 2 3 4 5

3. Did the employee take responsibility for their work?

Beginning of employment 1 2 3 4 5

End of employment 1 2 3 4 5

4. Did the employee have the ability to work quickly and efficiently?

Beginning of employment 1 2 3 4 5

End of

1 2 3 4 5

5. Did the employee use their own initiative?

Beginning of employment 1 2 3 4 5

End of employment

t 1 2 3 4 5

6. Did the employee have good communication skills?

Beginning of employment 1 2 3 4 5

End of

1 2 3 4 5

7. Has the work experience improved the employees self-confidence?

Beginning of employment 1 2 3 4 5

End of

employment 1 2 3 4 5

8. Was the timekeeping acceptable??

Beginning of employment 1 2 3 4 5

End of

employment 1 2 3 4 5

YOUR STEP UP DETAILS:

Employing Organisation: …………………………………………………………………………….………….

Managers Name: ……………….....................................................................................

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Step-Up Employee Leavers/Evaluation Form

1. Did you enjoy your job? Very Much Quite a lot A Little Not at all

2. Has the Step Up opportunity increased your chances of getting into employment/training in the future?

Very Much Quite a lot A Little Not at all

3. How satisfied were you with the support you received from the employer?

Very Much Quite a lot A Little Not at all

4. Do you think that a scheme like the Step-Up opportunity should be funded again by the government

Yes No

5. Would you recommend a Step-Up opportunity to a friend? Yes No

6. Could you please tell us what you will be doing immediately after your job finishes?

Full-time employment with existing Step-up Employer

Part-time employment with existing Step-up Employer

Full-time employment with a new Employer

Part-time employment with a new Employer

To claim Job Seekers Allowance or ESA

Full-Time Education

Approved Training Course

Other, please state____________________________

Name:……………………………….………………………… Leaving date: ……………

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7. If you started employment with a new employer please give their details.

Name of Employer ………………………………………………

Address ………………………………………….…..

………………………………………………

Job Title …………………….……………………….. Start Date …..…………………………………………. Is the employment: Full Time Part Time

8. Any other comments ________________________________________________________________

________________________________________________________________

________________________________________________________________

Thank you very much for your help.

Please email completed form to [email protected]

EMPLOYEE DECLARATION

I declare that the details given on this form are true to the best of my knowledge. Signed: ………………………………………………………… Date: ……………………………

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Qualitative assessment of employee – according to the criteria set below, using (1 fail - 5 excellent) scale 1. Did the employee perform work to a satisfactory

level? 1 2 3 4 5

2. If it was necessary, did the employee follow advice for improving his/her performance? 1 2 3 4 5

3. Did the employee follow all internal rules, regulations and procedures? 1 2 3 4 5

4. Did the employee make any progress in his/her work that was more than expected? 1 2 3 4 5

5. Would you hire this employee for a regular job? 1 2 3 4 5

Overall Conclusion – The employee has achieved the planned training results

True False

Any Other Comments : ___________________________________________________________________________

___________________________________________________________________________

___________________________________________________________________________

1. Step-Up Application Process: Please provide your view in terms of the following aspects of the Step-Up application process? (Please tick one box for each statement. Scale 1=very poor and 5= very good).

1 2 3 4 5

Was the overall process for applying easy to follow and understandable

We would welcome any comments on the application stage?

2. Recruitment Process: (Please tick one box for each statement. Scale 1=very poor and 5=very good).

1 2 3 4 5

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Supporting information for recruiting individuals i.e. Recruitment Guidelines

The standard of application received from candidates.

Level of preparation candidates made for the interview.

Did the recruitment process work well; did you have any issues with the portal?

If utilised, pre-Employment Courses provided to candidates

If utilised: Usefulness of undertaking voluntary work trial period prior to start of candidates

We would welcome any comments on the recruitment stage?

3. Step-Up Claims and Payment Process: (Please tick one box for each statement. Scale 1=very poor and 5=very good)

1 2 3 4 5

Was the claim process easier to understand and apply?

Time taken in processing payments for Step-Up and/or Talent match payments.

We would welcome any comments on the claims stage?

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(Please tick one box for each statement). Scale 1= strongly disagree and 5= strongly agree.

1 2 3 4 5

As an employer, you have the capacity, expertise and necessary skills to support employees to secure long term employment?

You feel confident that you will be able to help employees to secure long-term employment after the Step-Up period?

Will your organisation be offering long term employment to any of the Step-Up employees? If so please state Job Role/s and number of employees to be retained.

We would welcome any comments on the employee progress stage?

4. Employee progression

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Information for employers (information

applicable to approvals made pre

August 2014)

Overview:

The grants payable will be a combination of a Leicester City Council grant and Department for

Work and Pensions (DWP) Wage Incentive funding of £2,275.

Please note: The DWP wage incentive is only available to employees starting their employment

by 6 August 2014.

The grant is not available for Step-Up employees employed after this date

The city council grant offer is summarised below:

For 6 month contracts a grant of up to £1,137 is available

For 12 month contracts a grant of up to £2,275 is available

For 12 month contracts an additional grant of £2,275 may be available for those employees from

Talent Match wards of Beaumont Leys, New Parks, Spinney Hills, Braunstone Park & Rowley

Fields and have been claiming work related benefits for 12 months. More details on the Talent

Match Programme can be found here: Talent Match.

City council grants listed above will be revised for new applications with amounts reflected

in the withdrawal of the wage incentive.

To be eligible for a grant, a job created must:

Be within a priority employment sector and additional to the existing workforce

Offer a contract of 6 or 12 months and at least 16 or 30 hours per week

Pay at minimum the National Minimum Wage to Step-Up employees

Have the potential to become a sustainable job after the placement period

Provide on the job training and job search support to all employees

Please note, all vacancies will be advertised on the city council website in addition to your current

employment recruitment practices

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Employers also need to ensure the employee:

Is aged between 18 and 24 years at the start date of employment. Please ensure you factor

in recruitment timescales for this requirement.

Lives within the Leicester city ward boundary. The following link can be used to check whether

employees live within a Leicester city ward City ward check tool

Has been claiming Jobseekers Allowance or Employment Support Allowance for at least 6

months. (This evidence should be requested by the recruiting employer at the time of application

and at the interview, if a candidate is invited to attend).

To find out more about these grants and other grants available under the Governments (DWP)

Wage Incentive Scheme, please review the Step-Up criteria and guidance and terms and

conditions, available on the Creating a vacancy page(Pre August 2014).

If you have any more questions, perhaps our FAQs may help

at the end of this document

Contact us

Step-Up team:

Economic Regeneration

Leicester City Council

City Hall

Leicester, LE1 1FZ.

Team members:

Mahendra Patel (Step-Up project manager)

Tel: 0116454 2943

e-mail: [email protected]

Robert Turnell (Economic regeneration officer)

Tel: 0116 454 2952

e-mail: [email protected]

Priti Dattani (Economic regeneration support officer)

Tel: 0116 454 2951

e-mail: [email protected]

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Step-Up: Employer Frequently Asked Questions (Feb 2014)

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Employer Frequently Asked Questions

1. What is Step-Up?

Step-Up is an employment initiative created by Leicester City Council to encourage

employers to provide paid work placements for young unemployed people, by

offering financial grants up to £2275 to recruit new employees.

2. What is the level of Step-Up and other grants available?

The grants payable will be a combination of a Leicester City Council grant and Department for Work and Pensions (DWP) Wage Incentive funding. In addition, some employees may be eligible to attract additional funding from the Big Lottery Talent Match Programme, please see the Criteria and Guidance for additional information in this respect.

A summary of the Step-Up and DWP Financial Offer is provided within the tables below based on the average wage costs (at National Minimum Wage) of recruiting the target age group:

6 month contract at 30 Hours per week

Step-Up Phase 2 Grant £1,137

DWP Wage Incentive Grant £2,275

Employer Contribution (25%) £1,137

Total average cost £4,550

12 month contract at 30 Hours per week

Step- Up Phase 2 Grant £2,275

DWP Wage Incentive Grant £2,275

Employer Contribution (50%) £4,550

Total average cost £9,100

City Council Talent Match Grant* £2,275

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Step-Up: Employer Frequently Asked Questions (Feb 2014)

2

Employers may choose to pay their employee’s more than the NationalMinimum wage or for more than 30 hours but the maximum contribution fromLeicester City Council will be as above.

* Additional payment of £2275 will be awarded for those employers who recruit employees from the Talent Match wards of: Beaumont Leys; Spinney Hills; New Parks; Braunstone and Rowley Fields.

3. Which organisations are eligible to apply?

Any organisation based in Leicester City Council‘s boundary or within reasonable

travel time or distance of the city.

4. Which jobs are eligible to be supported under the Step-Up initiative?

To qualify all jobs must:

Be based within the target employment sectors as identified by the

Leicestershire and Leicester City Enterprise Partnership. Please see the

Criteria and Guidance document for additional details of these sectors.

Pay the current National Minimum Wage of £5.03 per hour for 18- 20 year

olds or £6.31 per hour for over 21year olds and subsequent increases as

determined by central government.

Be ‘additional’ and new to the organisation, demonstrating that the position

would not have been recruited without the availability of grant support.

Be permanent for at least 6 or 12 months and include basic hours of 16 - 30

hours per week.

Have clear reporting and management support for the new employee.

Provide a structured training and support plan for the employee.

Have the potential to become a sustainable job after the initial contract term

has been achieved.

5. Which individuals are eligible to apply for Step-Up jobs?

Applicants MUST:

Be aged between 18 and 24 years at the start date of employment. Live within the Leicester City ward boundary. Have been claiming Jobseekers Allowance or Employment Support

Allowance for at least 6 months.

It is the employer’s responsibility to recruit an eligible candidate that meets all of the above criteria.

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Step-Up: Employer Frequently Asked Questions (Feb 2014)

3

6. Which jobs and organisations are excluded?

Jobs that are filled before approval from Leicester City Council has been received.

Jobs paying less than the National Minimum Wage.

Organisations which are planning redundancies.

Where organisations have money owing to Leicester City Council, this may be taken into consideration in determining eligibility.

7. What is the maximum number of jobs that can be applied for? Large applications are welcome from organisations; however applications concerning more than 5 jobs will require additional information to be provided and such applications may also be subject to special terms and conditions. 8. What is the closing date for employer applications? There is NO specific closing date for applications. However, there is a limited budget available to support this initiative and therefore Phase 2 of Step-Up will operate until such time as its resources are fully committed. 9. What is the process after an application is approved?

Employers will receive confirmation from Leicester City Council of an ‘Indicative Offer’ of grant support, subject to recruiting an eligible employee and submitting a Funding Claim Form.

10. When do I claim?

The grant will be paid in instalments:

6 month contract at National Minimum Wage (Full-Time- Mininum 30 hrs)

Claim submission Week Claim to: £

Week 4 Step-Up Grant Claim £568

Week 8 DWP Grant Claim* £700

Week 20 Step-Up Grant Claim £569

Week 26 DWP Grant claim* £1,575

12 month contract at National Minimum Wage (Full-Time- Minimum 30 hrs.)

Claim submission Week Claim to: £

Week 4 Step-Up Grant Claim £568

Week 8 DWP Grant Claim* £700

Week 20 Step-Up Grant Claim £569

Week 26 DWP Grant claim* £1,575

Week 38 Talent Match Payment £2,275

Week 52 Step-Up Grant Claim £1137

Page 43: Step Up scheme pre August 2014 - Leicester City Council · Step-Up scheme pre August 2014 Forms and eligibility (Pre August 2014) These. page . provide quick access for employers

Step-Up: Employer Frequently Asked Questions (Feb 2014)

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*Please refer to the DWP Terms and Conditions for further details of payment terms. http://www.dwp.gov.uk/docs/wi-terms-conditions.pdf

Employees may be contacted and visited at intervals (to be agreed by the Step-Up Team) to monitor their progress.

The Council reserves the right to require production of records relating to the recruitment and payment of employees involved.

11. What if an employee leaves during the grant period?

If employees leave before their contract is due to end, a proportion of the Step-Up

grants listed above will be paid. Please see the Criteria and Guidance document for

the rates that will apply. Any grants already paid by the Council at that time will not

be claimed back, unless other factors are involved.

12. What checks are made after the grant expires? A simple evaluation form will be completed by the employer giving details of the benefits the employee gave to the organisation.