Pathway2 work presentation- plan to become a successful work programme provider
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The document outlines the mission and strategies of the Pathway Group, focusing on improving employment prospects through education and training by 2015. It details processes for engaging clients, assessing barriers to employment, and providing ongoing support, including skills development, job application assistance, and interview preparation. The organization aims to foster independence and ensure continuous support for clients during and after their job placement.
Pathway2 work presentation- plan to become a successful work programme provider
- 1. Our Mission Statement “Promoting & encouraging education & training & improving & advancing employment prospects for individuals & thereby contributing to the success of small & medium employers.”
- 2. “By the end of 2015, Pathway will be recognised as one of the leading employment & training organisations in the West Midlands, making a real difference to people’s lives & to the success of individuals & organisations through high-quality learning, employment opportunities & capacity building services.” - Safaraz Ali, Director
- 3. Pathway Group Work Programme Provider in Birmingham and Walsall
- 4. • Sales First Strategy • Prioritise the Performance Impacters. Key Drivers:
- 5. • 5 I’s • Deeper Assessment & Application • Identify what activities you can complete at each stage. • Increased JE’s • Increased Subsequent JE’s • Structure, Timetable & Monitoring Enhanced Customer Delivery Model
- 6. Definition of Insanity: “To keep doing what you are currently doing, but expect to get different results”
- 7. No Holding Back! “There’s a job for everyone” No more RED, AMBER, GREEN
- 8. Invite Stage Of our work programme delivery
- 9. The Invite Stage is the first contact that is made with the customer where we invite them to the centre. The following is done or discussed at the Invite stage:
- 10. • Confirm Customers Personal Details e.g.: National Insurance Number, Address, Date of Birth, Disability Status (If the customer has a disability this will be imputed in the Minimum Standards Tab under the Equality and Diversity Field), Benefit they are claiming, JCP details, Gender, Stage on Programme (Summary Page: Invite) & Telephone contact numbers.
- 11. • Advice the customer to bring in their ID & CV to their first appointment with the advisor. • Post out the Welcome Pack including the ESF Leaflet with the appointment letter. • Minimum Standards Tab: Tick Welcome Pack Given
- 12. Additional changes: • At the Invite Stage we will now confirm the customers Email address & gather their job goals.
- 13. Fill (someone) with the urge or ability to do or feel something, especially to do something creative. Stimulate Motivate Persuade Encourage Influence Move Energize Incite Impel
- 15. Listen to the client to find out reasons why they are not in employment. You will establish what barriers they may have. Do they want to work or are they content being a benefit claimant. Listen
- 16. Can’t Do... Won’t Do...
- 17. What are the barriers to work?
- 18. Childcare Single parents face problems with childcare arrangements, or have been unemployed for many years due to raising their family. Identify what skills they posses, & what sort of work they are able to do & what support that is available for them for childcare.
- 19. As a diverse community we have many clients who have linguistic barriers. • What have they done to integrate into society and learn the national language so they are confident in seeking employment, securing employment & carrying out their duties when employed. • Where can we signpost these clients to improve their linguistic & written skills? ESOL
- 20. Some clients lack confidence & are unable to work with others, or take part in group/one to one sessions. They can advantage of In-fit to help them overcome their barriers & confidence issues. Confidence
- 21. Better off calculation & debt management • Does the client know what other financial help is available if the are in work? • Do you they how much better they would be better off? • Have we signposted clients to other agencies for their financial issues? • How they can eliminate their debt?
- 22. MOTIVATION Mostly all claimants need motivation to return back to work. They may have lost hope or have no motivation, due to either socio/economic barriers, their comfort zone, other elements affecting their financial & personal circumstances, i.e. child support, maintenance, lack of skills, housing, FEAR of returning back to employment or being employed.
- 23. Most clients may not have the relevant TOOLS to apply for jobs & how to apply for jobs & sustaining employment. What do they need?
- 24. CV & Cover/Spec Letters
- 25. CV’s • How good is their cv? • Is their gaps in employment? Why? • Does their profile reflect them? • What are their skills? • Skills is something you have acquired through training, education & through previous work experience. Cover letter/Spec Letter: • Why is this required? • Why would you attach this to your cv when applying for a job?
- 26. • Does the client know who the local employers are? • Do they know if their are hidden meaning in job adverts? • Do they know the companies that exist in the job search radius? • Are they aware of seasonal variations in sectors of employment? Knowing the local Job Market
- 27. • Can the clients use a computer? • Who do we signpost them to/where can they learn how to use a computer? • Do they know how easy it is when applying for vacancies via the internet? • Do they have an email account? • Do they have a UJM account? • Do they have access to a computer? IT/Computer Skills
- 28. • Do our clients know how to complete an application form? • Are they supplying the information required by the employer on the application form? • Is the form completed fully? • Is the writing readable? • Is the application form completed neatly? • Is the form clean? Job Application
- 29. • Many clients are unaware that first impressions matters. • Many clients unfortunately needs to be educated how to present themselves when attending interviews, cold calling companies & their every day life. • The impact of cleanliness does ripple through the family & their behaviour would either have a positive or negative impact of who they are constantly spending time with. Personal Hygiene & Appearance
- 30. • Does the client know what to do before they attend an interview & during an interview? • What edge would they have over other applicants? • How can they be successful in the interview? Interview Techniques
- 31. • How can we make the client more marketable? • Can we up skill our client? • Is their any training that can improve their chances of employment through training? • Would the client benefit from an Apprenticeship leading to sustainable employment & a career? Training
- 32. Are the barriers down?
- 33. After support & ensuring that the barriers are eliminated the client should be job ready. They should now have: • CV &Cover/Spec Letters • Application Forms Support • A Better Off Calculation • Idea of the Job Market & Where & How to Apply • Interview Techniques • Know how To Prepare for an Interview • Up-skilled in Sector Based Qualifications • Good Standard of Numeracy & Literacy Skills Job Ready
- 34. RETURN TO WORK: Clients should be ready for work, and if they start creating barriers a ‘top and loop’ method should be exercised and fast tracked through the process again to ensure client understands they have no barriers to work and should be able to return back into work. We are 80% ready to achieve our KPi’s
- 35. Intensify Prepared for interviews/ Interview techniques Up to date and good quality CV Good quality cover/ speculative letters Achieving Interviews Good attendance levels Dress for success Overcome any barriers Research Good knowledge of job market
- 36. Activity Advertising Yourself Interviews Intensive job searchAttending job club Cold Calling CV dropping Door knocking Attending job club Employment /Job events Training/ Further skills Work Trials Networking
- 37. Independence In work support • From here on in, the support from Pathways2work does not stop. • Clients will be contacted every two weeks by the tracking team until work is more stable & we can arrange for monthly calls if the client is happy with this. • Clients are contacted between the hours of 4pm to 8pm.
- 38. • Clients will be asked whether the job they are doing is still the same, the hours & the Line Manager are all still the same. • Clients are also asked if they are happy with the job they are doing & they feel they need any support. • Clients need to be aware that from time to time we may contact the employer & their line manger to confirm their details. Independence
- 39. Clients need to be told what kind of in work support we offer such as: • Travel • Clothing • Job Search • Advice about Courses Available • Further Training the Clients may need • Clients need to be made aware that support is continuous even if they are employed. In Work Support
- 40. In Work Support • The most important part of in work support is to build a relationship with the client . The client needs to feel at ease with the tracking team when they are contacted. • Once a regular relationship is built the clients feel more at ease.
- 41. • Our aim is to make sure even when the client is jobbed they are still happy and willing to continue with Pathway2work. But if they fall out of work & want to return to ourselves for support, then the client is welcome to, as long as they are within the two years of attending Pathway2work. In Work Support
- 42. • Out of Work Customers: Customers that have had a job entry not achieved a job outcome no longer in work. • Top 20 • Inspire Caseload • Intensify Caseload • Invigorate Caseload • Independence: Customers that have gone into work & require IWS. Employment Advisor Caseload