Stockport Unit of Delivery 08 May 2001

Transcription

1 INSPECTION REPORT Stockport Unit of Delivery 08 May 2001

2 Grading Inspectors use a seven-point scale to summarise their judgements about the quality of learning sessions. The descriptors for the seven grades are: grade 1 - excellent grade 2 - very good grade 3 - good grade 4 - satisfactory grade 5 - unsatisfactory grade 6 - poor grade 7 - very poor. Inspectors use a five-point scale to summarise their judgements about the quality of provision in occupational/curriculum areas and in New Deal options. The same scale is used to describe the quality of leadership and management, which includes quality assurance and equality of opportunity. The descriptors for the five grades are: grade 1 - outstanding grade 2 - good grade 3 - satisfactory grade 4 - unsatisfactory grade 5 - very weak. The two grading scales relate to each other as follows: SEVEN-POINT SCALE FIVE-POINT SCALE grade 1 grade 1 grade 2 grade 3 grade 2 grade 4 grade 3 grade 5 grade 4 grade 6 grade 5 grade 7

3 Adult Learning Inspectorate The Adult Learning Inspectorate (ALI) was established under the provisions of the Learning and Skills Act 2000 to bring the inspection of all aspects of adult learning and work-based training within the remit of a single inspectorate. The ALI is responsible for inspecting a wide range of government-funded learning, including: work-based training for all people over 16 provision in further education colleges for people aged 19 and over the University for Industry s learndirect provision adult and community learning training given by the Employment Service under the New Deals. Inspections are carried out in accordance with the Common Inspection Framework by teams of full-time inspectors and part-time associate inspectors who have knowledge of, and experience in, the work which they inspect. All providers are invited to nominate a senior member of their staff to participate in the inspection as a team member. Inadequate provision A provider s provision will normally be deemed to be less than adequate where one third or more of published grades for occupational/curriculum areas and New Deal options are judged less than satisfactory, or leadership and management are judged to be less than satisfactory The final decision as to whether the provision is inadequate rests with the Chief Inspector of Adult Learning. The overall judgement as to whether the provision is adequate or inadequate is included in the summary section of the inspection report.

4 SUMMARY The provider Since April 2001, Stockport Unit of Delivery has covered the Stockport and Marple area. Previously, it covered both Stockport and the neighbouring area of High Peak. Until March 2001, a strategic partnership group was responsible for overseeing New Deal in Stockport Unit of Delivery. This group has been dissolved, and a new strategic partnership group is to be convened to reflect the new area covered by the unit of delivery. Inspectors did not award grades to the employment, environment task force and voluntary sector options, as fewer than 10 clients were following each. A neighbouring unit of delivery has provided the self-employment route since April Inspectors looked at the quality of the route for three clients, who started on the route when different arrangements existed and who were continuing under those previous arrangements, but they did not award a grade. Overall judgement The quality of the provision is adequate to meet the reasonable needs of those receiving it. More specifically, training in the Gateway is outstanding, the full-time education and training option is satisfactory and the leadership and management of Stockport Unit of Delivery are also satisfactory. New Deal There are 188 clients in the Gateway, of whom 17 were in training at the time of the inspection. There are six clients on the employment option, 20 on the full-time education and training option, five on the environment task force option and seven on the voluntary sector option. Three clients are following the self-employment route. Clients in the Gateway use a wide variety of excellent resources and can consult a personal adviser based at the training centre. Clients following the fulltime education and training option benefit from extremely good resources, but a high proportion of clients leave the option early without achieving their qualifications. Leadership and management Leadership and management are satisfactory. There is effective communication within the Employment Service and clients have a good understanding of equal opportunities. However, the Employment Service does not adequately monitor the quality of training. 1

5 GRADES Option Grade Training in Gateway 1 Employment Not graded Self-employment Not graded Full-time education and training 3 Environment task force Not graded Voluntary sector Not graded Leadership and management 3 Contributory grades: Equality of opportunity 3 Quality assurance 3 KEY STRENGTHS effective internal communication extremely good resources in full-time education and training option good availability of personal adviser to Gateway clients KEY WEAKNESSES lack of systems to assure quality of training low rates of achievement in full-time education and training option OTHER IMPROVEMENTS NEEDED more rigorous assessment and internal verification in full-time education and training option training option better procedures for monitoring of work placements The number of clients on each of the options at the time of the inspection was as follows Option Number of clients Employment Self-employment Full-time education and training Environment task force Voluntary sector

6 THE PROVIDER AND ITS CONTEXT 1. Until March 2001, Stockport Unit of Delivery covered both Stockport and the neighbouring area of High Peak. It now covers the Stockport and Marple area only. A new strategic partnership group is to be convened to reflect the new area covered by the unit of delivery. The contractors for all the options except the employment option have recently changed. The Stockport district Employment Service office manages the employment option. The Employment Service contracts with a range of colleges and private providers of training, to provide the other options. A neighbouring unit of delivery provides the self-employment route on behalf of Stockport Unit of Delivery. 2. Stockport is one of 10 local authority areas in Greater Manchester. It has a population of just under 293,000. Almost 24 per cent of the workforce is employed in distribution, hotels and restaurants. Manufacturing provides 22 per cent of jobs, and public services and education provide 24 per cent. In April 2001, the rate of unemployment in Stockport as a whole was 2.1 per cent, although some parts of the town have rates of up to 10 per cent. This compares with rates of 3.9 per cent for the Northwest as a whole and 3.3 per cent nationally. There is a high number of vacancies for jobs in Stockport. 3. In 2000, the proportion of school leavers achieving five or more general certificates of secondary education (GCSEs) at grade C or above was 51.7 per cent in Stockport, compared with a national average of 49.2 per cent. People from minority ethnic groups make up 2.4 per cent of the population. This compares with a regional average of 3.7 per cent and a national average of 6.2 per cent. 3

7 THE INSPECTION 4. Six inspectors spent a total of 27 days at Stockport Unit of Delivery during May They interviewed 29 clients and carried out 21 interviews with option providers staff, six with New Deal personal advisers, nine with the Employment Service s managers and 12 with other staff at the Employment Service. They visited nine work placements and interviewed five workplace managers and supervisors. Inspectors observed and graded five training sessions and observed one progress review. They examined a range of documents, including clients portfolios of evidence, clients records, minutes of meetings and the unit of delivery s plan, policies and procedures. Inspectors studied the unit of delivery s self-assessment report, which was compiled in February Grades awarded to learning sessions Grade 1 Grade 2 Grade 3 Grade 4 Grade 5 Grade 6 Grade 7 Total Full-time education and training Environment task force Total

8 OPTIONS Training in Gateway Grade 1 5. The overall aim of the Gateway period is to equip young people with the skills required to progress into work or, if this is not possible, into one of the New Deal options. The Gateway begins once a person has been identified as eligible for the New Deal and can last for up to four months. Clients are interviewed by a New Deal personal adviser and an action plan is prepared which outlines the activities that they will undertake. Several different types of training can be included in the action plan. Young people who are still on New Deal four weeks after entering the Gateway are required to participate in a two-week Gateway to Work course. This course aims to increase the numbers moving into jobs through developing the attitudes and behaviour needed for work. Clients aim to develop their communication, self-presentation, teamworking and jobsearch skills. Other types of training can also be included in the Gateway period. For example, young people can develop their basic skills and become better prepared to enter specific local industries. 6. There are 188 clients in the Gateway. Of these, nine are participating in the Gateway to Work and eight are undertaking training in basic skills. A local specialist training provider is responsible for the main Gateway to Work training and for a special Gateway to Work course, where clients receive training on a one-to-one basis. All the training takes place at this training provider s training centre in Stockport. Clients who indicate a possible need for help with literacy and numeracy at interview, undergo an assessment of their basic skills. A tutor from a local college spends two days each week at the training centre carrying out assessments of clients basic skills and giving training in literacy and numeracy. The tutor is a qualified trainer and assessor of basic skills. Clients receive two hours training in basic skills each week and remain on this training programme until they are ready to move on. The training provider refunds clients travel costs. It also provides lunch and other refreshments. A New Deal personal adviser is based at the training centre. Clients can drop in to see the personal adviser for advice on jobsearch and benefits. All the clients have access to professional one-to-one advice and guidance at the training provider s premises. Clients individual action plans are reviewed when they finish the Gateway to Work. The unit of delivery s original self-assessment report followed the guidelines in Partners for Quality and did not contain a section on training in the Gateway. The unit of delivery added a supplementary section to its selfassessment report in preparation for the inspection. STRENGTHS well-structured programme with interesting activities effective raising of clients self-esteem good availability of personal adviser excellent facilities for jobsearch particularly well-resourced training centre 5

9 WEAKNESSES no significant weaknesses identified OTHER IMPROVEMENTS NEEDED more detailed individual learning plans better marketing 7. The Gateway to Work is well structured. It develops clients personal skills and the skills they need for employment. Each course is taught by four members of staff with clearly defined responsibilities. The tutors carefully plan the content and objectives of their lessons. They teach in a very enthusiastic manner and encourage clients to interact with them. A varied range of activities and resources, including videos and computers, motivates clients to participate. When they start their training, clients answer questionnaires about their existing knowledge of the programme and what they hope to achieve from it. Clients assess the effectiveness of their training by answering further questionnaires midway through and at the end of their programme. The training provider analyses clients responses and uses the results to make improvements to the training. There are good links between the Employment Service and the training provider. The training provider sends the results of clients questionnaires to the Employment Service. Personal advisers and the training provider s staff communicate daily about issues relating to clients. The personal advisers visit the training centre regularly to talk to staff and clients. The training provider is quick to detect when a client is absent, and attempts to determine where the client is and why the client has not arrived. The training provider shares information about clients attendance with their personal advisers. 8. Many clients in the Gateway have a poor self-esteem and lack confidence. All the clients who were interviewed felt that the Gateway to Work had enhanced their selfesteem. All the staff at the training centre have a welcoming attitude towards clients. Clients receive the same treatment as other users of the training centre. They appreciate the help they receive with the cost of travel and the lunch and refreshments which are provided. 9. A New Deal personal adviser, seconded from the Employment Service, is based in the jobsearch area of the training provider s premises. Clients do not need to make an appointment to see the personal adviser. The Employment Service reviews this arrangement each year and has recently extended it for a further 12 months. Clients make good use of the service to obtain advice on benefits, job vacancies and the Employment Service s programmes. The personal adviser has access to information held by the Employment Service about clients, job vacancies and the local labour market. The personal adviser also helps clients to apply for jobs. All the clients in the Gateway to Work who were interviewed had used the drop-in service and valued receiving an instant response to their queries. 6

10 10. The training centre has excellent facilities for jobsearch. Clients can use the jobsearch area without making an appointment. Vacancies are displayed at the same time as they appear in the jobcentres. In addition, the personal adviser can search the Employment Service s database for vacancies in specific occupational and geographical areas. An excellent range of publications is available, containing advertisements for jobs. The local council sends regular bulletins about its vacancies to the training centre. Clients can use computers with access to the Internet to search for jobs and find out about careers. Clients can also obtain one-to-one advice on careers within the training centre. A qualified guidance worker gives clients an initial interview and can give further interviews on request. There is a careers library, containing videos and publications. Clients can use a range of computer packages to help them with their choice of career. The guidance worker works through these with clients and provides follow-up advice. Clients are taken to local employers to find out more about work in various occupations. In addition, employers visit the training centre to carry out mock interviews with clients. 11. The training centre is extremely well equipped and provides an excellent environment for learning. The training rooms are well lit and spacious. They contain modern furniture, which is arranged in a manner which encourages interaction in lessons. All the training rooms contain a range of aids to training, including whiteboards, flipcharts, televisions and videos. Clients have sole use of two computer suites, and additional workstations are available in some of the training rooms. Clients use the computers to produce curriculum vitae and to write letters. The computers have up-todate software, access to databases of qualifications and links to the Internet. 12. Between July 2000 and the end of April 2001, 80 clients entered the Gateway. Of these, 50 per cent progressed to jobs or New Deal options. Twenty-seven per cent were still in the Gateway after 13 weeks and the remaining 23 per cent had left the New Deal without obtaining employment. Of the clients who enter the Gateway to Work, an average of 70 per cent complete their training. 13. The individual action plans of some clients, who started their training less recently, lack detail and give little information about their needs and how they will be met. At the end of these clients time in the Gateway to Work, further plans were compiled, to help update the Employment Service s original plans. However, some of these plans also lack detail. The training provider is taking steps to ensure that the individual action plans of clients who have started training more recently, clearly specify actions to achieve precise targets. 14. There are currently no materials to promote the Gateway to Work programme. A change of ownership of the training provider has necessitated producing new marketing materials. Some clients have a weak understanding of the Gateway to Work and of how they will benefit from it. Although personal advisers explain the programme to clients, clients do not receive written details of the programme and its aims. Some clients have not been made aware of the benefits of the training. 7

11 Good Practice New Deal personal advisers attend awareness-raising days at the training centre to increase their understanding of the Gateway to Work. On these days, the training provider encourages the personal advisers to participate in some of the training programme s activities. For example, personal advisers have taken the psychometric tests which clients take, and this has improved their understanding of the clients experience. These days enable the personal advisers to discuss the Gateway to Work knowledgeably with clients. 8

12 Employment Not graded 15. The employment option pays a subsidy to employers offering permanent jobs to New Deal eligible young people. The young person is expected to remain with this employer after the end of the option, which lasts for up to six months. A temporary vacancy, of a minimum of six months duration, can only be considered in exceptional circumstances where the quality of the experience and training offered is especially high. Employers sign an agreement committing them to training their New Deal employees and outlining the terms and conditions for receiving subsidy and training payments. New Deal employees must receive on- or off-the-job training towards an approved qualification, usually an NVQ. Some large companies use their existing in-house programmes, if these arrangements have been agreed with the Employment Service. 16. Six clients are following the employment option. Four are men and two are women. No client is from a minority ethnic group. The six clients are employed in hospitality, manufacturing, leisure, administration, joinery, and painting and decorating respectively. The personal advisers help clients to find suitable employment. Clients can attend work for a trial period of two weeks before deciding to accept a job permanently. An individual learning plan is drawn up in consultation with the client, the employer and the training provider. The personal adviser must approve the individual learning plan within the first seven weeks of the client s employment. The employer carries out an induction to the workplace and the training provider carries out an induction to the client s chosen qualification. Clients receive practical training from their employers and work towards a qualification. Most clients work towards a full national vocational qualification (NVQ) at level 2 or towards appropriate units of the NVQ. The training provider assesses clients work towards their NVQs, carries out monthly reviews of clients progress towards their qualifications and plans clients learning. Personal advisers aim to visit clients in the workplace after four weeks on the option, midway through the option and at the end of the option. The table below shows details of all those who left the option between April 1998 and April New Deal (18-24) Number of clients Percentage Left into employment and also completed their ITP Left into employment but did not complete their ITP Left having completed their ITP but without employment 1 1 Left having completed their time on New Deal but without employment or a 4 6 completed ITP Transferred to another New Deal option 0 0 Left early without employment or a completed ITP 9 13 Total

13 17. Clients personal advisers give them good support from the time of their initial interview. This continues during the Gateway and during clients time on the option. The personal advisers carry out an initial assessment of clients readiness for work. In the employment option, personal advisers use their knowledge of the local labour market to match clients aspirations for employment to available job vacancies. Personal advisers help clients with application forms and letters and accompany them to interviews if necessary. The personal advisers can obtain funds to help with travel or clothes for interviews. A mentoring service is available to all clients. 18. A good range of work placements is available, mainly with small businesses. Clients have good opportunities to develop occupational skills through practical training in the workplace. They are well supported by their employers. Workplace managers and supervisors understand the needs of New Deal clients and their role in helping clients to develop. Personal advisers and employers give clients time to resolve personal difficulties which may prevent them from finding work. Clients, however, do not have a good understanding of some aspects of their training. Some clients do not know which qualification they are working towards and do not understand how they will be assessed. 19. As a result of the recent change in contractual responsibilities, clients who are in the first few weeks of their time on the option have not yet had progress reviews. Under previous arrangements, employers were responsible for arranging clients training with approved training providers. The change in arrangements has delayed the start of some of this training, although training in the workplace has not been affected. A designated member of the Employment Service s staff is now responsible for liaising with the employer, the training provider and the client as soon as the client chooses the employment option. There have been some gaps in personal advisers visits to clients in the workplace. Two of the three clients whom inspectors interviewed had not yet been visited, although their personal advisers had telephoned to make contact. 20. The proportion of clients who remain on the option for the full six months is high. Of the 20 clients who have joined the option since March 2000, only two have left early. However, a low proportion of clients achieve the targets on their individual learning plans. Only two of the 20 clients who have joined since March 2000, have achieved all the targets on their plans. The rate of progression to unsubsidised jobs is also low, with only seven of the 20 clients obtaining employment on leaving the option. 10

14 Self-employment Not graded 21. The self-employment route differs from the other options, in that the first two stages take place within the Gateway period. Initially, clients attend an awareness-raising session designed to inform them about the realities of self-employment. Those who continue then proceed to a period of training and support leading to the production of a business plan. The third stage consists of a period of test trading of up to six months, supported by a business counsellor. During this period, clients also work towards a business or occupationally relevant qualification. Clients can leave the option to begin independent trading at any point. 22. A neighbouring unit of delivery has been responsible for providing the selfemployment route on behalf of Stockport Unit of Delivery since April Support for clients is available locally, at the neighbouring unit of delivery s premises in Stockport. A separate contract for the route in the Stockport Unit of Delivery was not viable because of the low number of clients. Since April 2001, no client has entered the selfemployment route. On joining the route, clients attend an interview to raise their awareness of the realities of self-employment. The second stage of the route consists of a five-week training programme. This covers business-planning and marketing skills. Currently, there are three clients on the route. All three are in the third stage. These clients entered the route before April 2001, and the previous contractor for the route is supporting them in their test trading. The three clients are operating businesses as a handyman, a recording studio technician and a craft designer, respectively. The clients will continue to receive support from their personal advisers until they reach the end of their time on New Deal. When the clients reach the end of their test-trading period, the contractor will carry out checks on their businesses every three months and offer them advice and counselling for a further 12 months. Inspectors were not able to interview any of the clients because all of them are running their businesses outside the local area. The table below shows details of all those who left the option between April 1998 and April New Deal (18-24) Number of clients Percentage Left into employment and also completed their ITP 6 43 Left into employment but did not complete their ITP 0 0 Left having completed their ITP but without employment 7 50 Left having completed their time on New Deal but without employment or a 0 0 completed ITP Transferred to another New Deal option 0 0 Left early without employment or a completed ITP 1 7 Total The training centre which the three existing clients attended is modern, well 11

15 furnished and welcoming. All the training rooms have adequate equipment, including televisions, videos, whiteboards and flipcharts. The training provider s staff who oversee the route are experienced in business and hold relevant qualifications. The training provider is accredited to provide a range of qualifications. Clients can work towards these qualifications when they are appropriate to their business. The contractor also offers in-house certificates. However, none of the current clients has worked towards a qualification, even though the clients activities could have provided evidence towards full NVQs or units of NVQs. 12

16 Full-time education and training Grade The full-time education and training option is mainly for those without a level 2 NVQ or its equivalent. This option may also be offered in cases where a higher level qualification would clearly improve employability. It offers up to 52 weeks of education and training, leading to an accredited qualification, or support for the development of prevocational or basic skills. Training in a realistic work environment or work experience is also included, together with jobsearch skills. 25. The full-time education and training option is provided by the Employment Service, the local council, various colleges of further education and a range of private training providers. Before April 2001, the option was provided through a consortium. All the present contractors are new. Currently, there are 20 clients on the full-time education and training option. Clients can work towards key skills and basic skills awards as well as NVQs and other vocational qualifications. Training is available in a wide range of disciplines, including art and design, beauty therapy, construction, leisure and recreation and theatre studies. All clients also attend training in jobsearch skills. This training is available at a range of times and venues. Clients attend their college or work placement for 30 hours each week. Some clients attend mainstream courses with other full-time students at college. Others join day-release courses. Clients can use all the colleges facilities, including their computer suites, libraries and refectories. The table below shows details of all those who left the option between April 1998 and April New Deal (18-24) Number of clients Percentage Left into employment and also completed their ITP 9 4 Left into employment but did not complete their ITP Left having completed their ITP but without employment Left having completed their time on New Deal but without employment or a completed ITP Transferred to another New Deal option 1 0 Left early without employment or a completed ITP Total STRENGTHS extremely good resources flexible training good integration of key skills with jobsearch training 13

17 WEAKNESSES low rates of achievement no regular updating of individual learning plans OTHER IMPROVEMENTS NEEDED more rigorous assessment and internal verification 26. There are extremely good resources for learning. All the colleges have well-equipped libraries and resource centres, containing a comprehensive range of books, periodicals, videos and CD-ROMs. The computer suites are well resourced and well managed. Clients can use the computers without making an appointment and are encouraged to prepare work for their assignments by computer. Clients receive training in using the Internet for research in their subject area. Training restaurants, salons and fitness studios provide realistic working environments. The classrooms and workshops, particularly those for information technology, construction and art and design, are spacious and well equipped. The tutors are well qualified, occupationally competent and trained in assessment and verification. Staff at the colleges regularly undertake training to update their skills. There are good relationships between clients and staff and strong pastoral support. 27. The training which clients receive outside their work placements is good. The arrangements for the training are flexible: clients can train at their workplace, at college or with a private training organisation; clients can start on most of the programmes at various points throughout the year; and there is a wide choice of learning programmes. Clients learning programmes include workshops, work experience, assignments and tutorials. The Employment Service conducts a comprehensive initial induction with clients. The training providers then conduct their own inductions. At an early stage of the option, clients receive notes on their induction, course handbooks, details of their qualifications and the required standards, training schedules and details of their assignments. Lessons have clear objectives, which the trainers explain to clients at the beginning. Training in theory is well taught and is closely linked to practical training. Trainers use methods which are appropriate to the class they are teaching. Clients learn effectively and there is a good rapport between clients and trainers and assessors. Each provider of the option has a designated individual with responsibility for the New Deal within the organisation. Personal advisers, trainers and assessors work co-operatively to enhance clients self-esteem. Clients take an active role in developing their individual learning plans. Work placements are carefully matched to meet the aspirations of individual clients. Clients have opportunities to evaluate their training. There is encouragement for clients to progress to higher-level qualifications, especially in construction and hair and beauty. Clients can also follow additional short courses and work towards NVQ units to improve their prospects for employment. These include courses in first aid, lifesaving, advanced nail techniques and nail art. 14

18 28. Training in key skills is closely integrated with jobsearch training. Clients use their jobsearch activities as evidence towards key skills. Clients have a good understanding of how key skills are assessed and are clear about the requirements of their qualifications. Portfolios of evidence for key skills are well structured. They contain a wide range of good evidence of both practical skills and understanding of theory. Clients take responsibility for their own learning by completing records of their progress and logs of the tasks which they have completed, and by participating in self-assessment and actionplanning. 29. A high proportion of clients leave their training early without achieving a qualification. Of the 29 clients who have left during , 13 left without achieving a qualification or progressing to employment. There are no data on clients reasons for leaving the option. 30. Individual learning plans are not updated regularly. Neither the Employment Service nor the training providers routinely record information on clients achievements on the plans. Clients portfolios do not contain an up-to-date record of their achievement of units. In some areas, assessment and verification are insufficiently rigorous. Good Practice One training provider has developed a computerised system which comprehensively monitors New Deal clients achievement of units and full qualifications. It also monitors the proportion of clients who leave their programmes early. The system allows the training provider to notify the Employment Service swiftly if a client fails to attend for training. 15

19 Environment task force Not graded 31. The environment task force option gives up to six months work and training of benefit to both the young person and the environment. The main aim of the option is to help people move into employment at the earliest appropriate stage. It is the responsibility of the main contract holder to arrange the work activity, together with training towards an approved qualification, for the equivalent of one day a week. This may be done by the contract holder or through subcontractors. Help with jobsearch activities and jobsearch skills is provided in a similar fashion. 32. The Employment Service refers clients to the environment task force option. A specialist contractor provides the training for the option. The contractor gives clients a one-week induction. Most clients work towards qualifications in health and safety, first aid and manual handling. Some clients choose to work towards additional awards, such as certificates in using a chainsaw. The contractor also gives each client three hours training in jobsearch each week. Training takes place in clients work placements. The contractor hires specialists to assess the clients as necessary. Clients personal advisers and the contractor s staff review clients progress regularly. Clients have a choice of four work placements. They work on projects such as repairing and maintaining drystone walls and paths and drives, felling and removing dangerous trees and recycling timber. All the projects benefit either the community or the environment. There are five clients currently on the option. The table below shows details of all those who left the option between April 1998 and April New Deal (18-24) Number of clients Percentage Left into employment and also completed their ITP 10 4 Left into employment but did not complete their ITP Left having completed their ITP but without employment Left having completed their time on New Deal but without employment or a 1 0 completed ITP Transferred to another New Deal option 1 0 Left early without employment or a completed ITP Total The contractor is new to Stockport. At the time of the inspection, it had held the contract for the option for only three weeks. It has quickly become familiar with its role and is providing excellent support for clients. All the clients have appreciated the continuity of their training and work placements during the period when the contractor changed. The contractor offers a wide range of support to clients, including mentoring, help with jobsearch, guidance, counselling and advice on managing stress. Its staff visit clients in their work placements regularly to carry out reviews of their progress. The self- 16

20 assessment report identified the poor image of the environment task force as a weakness. The new contractor is trying to remedy this with positive publicity. 34. On their referral to the option, the contractor registers the clients with its own college, allocates them an assessor and registers them with the awarding body. The contractor carries out an initial interview and reviews clients individual learning plans, taking into account clients levels of basic skills and career aims. Clients one-week induction covers health and safety, equal opportunities, the requirements of New Deal, travel expenses and arrangements for work placements. Clients receive training at the contractor s premises in areas such as first aid, health and safety, moving and handling goods and equal opportunities. The contractor plans to integrate key skills with clients vocational training. The contractor s facilities are modern, bright and welcoming, with well-equipped training areas. 35. At the time of the inspection, no training and assessment was taking place in clients work placements. The contractor has subcontracted this training to specialist subcontractors. Assessment will take place once the training has started. The previous contractor for this option was not carrying out reviews of clients progress. Clients rate of achievement of the targets on their individual learning plans is low, at 21 per cent. Good Practice One client, who was experiencing severe difficulties in his work placement, has received good support and guidance. The contractor found the client a new work placement within a few days of his concerns being raised. In the meantime, he attended the contractor s premises for training in computing and jobsearch. Poor Practice One workplace supervisor, who was instructing a client in using a chainsaw, was taking illegal substances at the time of the training. The workplace supervisor and another member of staff made racist comments. Inspectors noted that the workplace was dirty, untidy and potentially dangerous. 17

21 Voluntary sector Not graded 36. The voluntary sector option gives up to six months work and training with a voluntary sector organisation. The main aim of the option is to help people move into employment at the earliest appropriate stage. As well as improving the individual s employability, the work done must also benefit the local community. It is the responsibility of the main contract holder to arrange the work activity, together with training towards an approved qualification, for the equivalent of one day a week. This may be done by the contract holder or through subcontractors. Help with jobsearch activities and jobsearch skills is provided in a similar fashion. 37. Since April 2001, Stockport Unit of Delivery has contracted the management of the voluntary sector option to a specialist training provider. This training provider subcontracts with various employers and voluntary organisations. There are seven clients on this option. All are in work placements with charitable and community organisations. The clients are performing tasks ranging from painting and decorating to retailing and customer service. Clients also receive jobsearch training and work towards an NVQ or equivalent qualification. Clients progress to this option from the Gateway and continue to receive support from their personal adviser. Clients can also request the support of a mentor. Clients experience and aspirations for employment are taken into account when developing their individual learning plans and arranging their work placements. Clients attend various forms of training. Some clients regularly attend training away from the workplace, while others undertake all their training in their workplace. All clients have jobsearch training. The table below shows details of all those who left the option between April 1998 and April New Deal (18-24) Number of clients Percentage Left into employment and also completed their ITP 5 4 Left into employment but did not complete their ITP Left having completed their ITP but without employment Left having completed their time on New Deal but without employment or a 3 2 completed ITP Transferred to another New Deal option 0 0 Left early without employment or a completed ITP Total A good range of work experience in the voluntary sector is available. Personal advisers try to meet the aspirations of clients. Most clients are pleased with the help they have received in selecting a work placement. However, one client is disappointed with the result of attempts to find a suitable position. Workplace managers and supervisors value clients and give them appropriate responsibilities in their work 18

22 placements. 39. The jobsearch training for clients on the voluntary sector option reinforces their learning in the Gateway. Clients on this option attend jobsearch training together with clients on other options. The training takes place in suitable premises with appropriate resources. The training is tailored to meet individual clients needs. Clients who need it can receive basic training in using computers. 40. Individual learning plans are not updated to show clients achievements or to record when progress reviews have taken place. Clients personal advisers review their progress and keep a record of the process. While personal advisers visit clients frequently in their work placements at the beginning of the option, this is not always maintained. One client had not had a visit for four months. Another client, who was due to finish the option within two weeks, had not had a visit for two months and had not received any advice on the future choices available. The option provider also reviews clients progress, but the scheduling and recording of these reviews is less thorough. Clients find their learning environment supportive and know whom to approach if they have problems. One client s arrangements for attending a work placement have been made more flexible to accommodate a need to support elderly parents. 41. Most clients are working towards a level 2 NVQ in information technology, customer service or administration. One client is working towards an award in community sports leadership. All clients have the opportunity to gain additional qualifications in health and safety, manual handling and first aid. Few clients understand the requirements of their NVQ or the arrangements for their assessment. There has been little assessment of current clients, even though some are near the end of their time on New Deal. Clients are not set sufficiently detailed targets or dates for achieving their targets. Clients portfolios of evidence are poor. There is no cross-referencing of evidence in clients portfolios to the standards of the NVQ. There is insufficient use of witness testimony, with some witness statements unsigned. There was no evidence of internal verification of assessments. Some clients work placements are cramped and have restricted stairways and corridors, but there has been no monitoring of action to remove these hazards. 42. Rates of achievement and retention on the voluntary sector option are low. On average over the past three years, only 25 per cent of clients have gained sustained employment, and only 21 per cent have achieved their target qualification. Sixty per cent have left early, without gaining employment or a qualification. There has been no improvement in retention and achievement year on year. 19

23 Good Practice One client s training included the preparation of lesson plans for instructing a class of junior school children in physical education. The quality of the client s work was assessed against national standards. The client was subsequently observed giving the lesson to a group of pupils in school, and the assessment contributed to an award in community sports leadership. 20

24 LEADERSHIP AND MANAGEMENT Grade Until March 2001, a strategic partnership group was responsible for overseeing New Deal in Stockport Unit of Delivery. The strategic partnership group was dissolved when the area covered by the unit of delivery and contractual arrangements changed. A new strategic partnership group is to be convened, with its membership still to be finalised. A New Deal manager has overall responsibility for New Deal. The managers of the team of New Deal personal advisers and the quality assurance team for Stockport District Employment Service report directly to the New Deal manager. There are 10 personal advisers in the unit of delivery. The quality assurance team has seven staff, who each take responsibility for one or more providers of the options. The unit of delivery has an equal opportunities policy and policies and procedures for quality assurance. The unit of delivery produced its self-assessment report in February 2000, following consultation with personal advisers and contractors. STRENGTHS effective internal communications wide range of training for New Deal personal advisers good awareness among clients of rights and responsibilities extensive use of feedback to achieve continuous improvement WEAKNESSES lack of systems to assure quality of training OTHER IMPROVEMENTS NEEDED clearer information on contractual changes better procedures for monitoring of work placements better targeting of under-represented groups 44. A system of structured meetings ensures good communications among the Employment Service s staff in Stockport. There are monthly meetings for all the sections of the Employment Service and regular meetings between different groups of staff. The meetings are well attended. Staff use them to exchange information about local, regional and national developments and to discuss new policies and procedures. Minutes are taken and circulated to all staff. Staff can raise concerns with senior managers, either at the meetings or in books which are specially provided for the purpose, and are confident that they will receive a response. 45. All the Employment Service s staff have quarterly meetings with their line manager, at which they discuss progress towards meeting their identified training needs. The personal advisers have a wide range of opportunities for training. Training is available in new systems and initiatives introduced by the Employment Service. Personal advisers 21

25 can also attend training in personal effectiveness, such as courses in time-management. In addition, all the personal advisers are either working towards, or have achieved an NVQ in guidance at level 3 or 4. Some personal advisers are also working towards assessors awards. As well as enhancing personal advisers skills in guidance, this training has given them a better understanding of clients training towards NVQs. 46. Stockport District Employment Service has recently taken over some responsibilities for quality assurance from the Employment Service s regional office. It has developed some procedures for monitoring quality, but will not start to carry out full reviews until summer The Employment Service checks that providers of the options have their own procedures for monitoring the quality of training. However, there is little monitoring of how option providers apply their procedures. There are no procedures for monitoring the quality of NVQ assessments. There are examples of poor assessment and internal verification in some options, which had delayed clients progress. 47. Managers in the Employment Service have attempted to minimise the impact of recent contractual changes on clients. However, some of the option providers staff are not aware of the changes which have taken place and do not know whom to contact with queries. Providers of the options are required to have procedures for checking workplacement providers adherence to legislation on health and safety and equal opportunities, but there are no systems to ensure that the option providers follow these procedures. 22

26 Equality of opportunity Contributory grade Stockport Unit of Delivery s equal opportunities policy is part of the unit of delivery s plan. It is reviewed every six months. The unit of delivery requires all contractors and subcontractors to comply with the policy. Stockport Unit of Delivery operates within the Employment Service s policies on equal opportunities, which are co-ordinated by its regional offices. The Employment Service requires Stockport District Employment Service to report on its compliance with equal opportunities policies every six months through the Employment Service s regional office. Programme executives and personal advisers monitor compliance through visits to work placements and reviews of clients progress. There has not yet been any monitoring of the compliance of the current providers of the options, owing to their recent appointment. 49. Personal advisers discuss equal opportunities at their first interviews with clients. The induction to the Gateway involves lively discussion of equal opportunities, discrimination and stereotyping. Clients recall this induction and have a good understanding of equal opportunities, as identified in the unit of delivery s self-assessment report. Clients are also clear about the procedure for making complaints. The Employment Service s charter for jobseekers clearly specifies this procedure. The Employment Service encourages personal advisers and contractors to resolve difficulties at a local level, but there is a clear procedure for resolving difficulties at a higher level if necessary. No client has yet made a formal complaint. 50. The Employment Service places a particular emphasis on involving clients and employers from minority ethnic groups. The proportion of clients from minority ethnic groups is similar to the proportion of minority ethnic people in the local population. Some jobcentres have material on display in languages other than English. The unit of delivery offers good support, particularly in the Gateway, for people whose first language is not English. However, the unit of delivery has not carried out any research about employers from minority ethnic groups in the district or identified work placements which are run by employers from minority ethnic groups. 51. It is the Employment Service s policy that all staff receive training in equal opportunities. A programme of training in diversity is currently underway. All the personal advisers have achieved, or are working towards, an NVQ in guidance. This requires them to demonstrate knowledge and understanding of equal opportunities and the risks of discriminatory practices. 52. The unit of delivery can use a variety of resources, both within and outside the Employment Service, to support clients. Personal advisers can use a service which offers interpretation in over 30 languages to communicate with clients who have difficulty with English. However, no personal adviser has yet used this service. In accordance with the Employment Service s policy, clients with disabilities have the offer of support from a disability employment adviser throughout their programmes. Funds are available to help clients with disabilities overcome problems which may prevent them entering New Deal. The unit of delivery is creating links with a group which works with the local authority and focuses on helping people with disabilities into work. 23