Manchester s Work and Skills Team 2015 -2020 May

Manchester’s Work and Skills Team 2015 -2020 May 2016 Housing Support Providers Forum – Cormac Downey

Context Manchester City Council has put in place a strategic 5 year vision for work and skills that is strong, succinct and aspirational, to provide: • • a clear picture of Manchester’s work and skills strategy for external audiences a framework for MCC and partner actions and policies which is collectively owned Background and interdependencies • • • Development of the Manchester Strategy 2015 -25 Opportunity and challenge of devolution – interdependence between Manchester & GM & scale and impact in the City Emerging sectors and Manchester’s aspirations for economic growth Challenges of polarisation and disconnect between many residents and the city’s economic success Ensuring the strategy is relevant to partners and employers 2

Vision & Purpose Vision: “Manchester’s vision is to be in the top flight of world class cities, a thriving and sustainable city, as competitive as the best with an internationalised, dynamic and sustainable economy comprising highly skilled, enterprising and industrious people” Purpose: • Develop a work & skills system which meets the growth needs of all businesses & enables residents from all backgrounds to obtain the skills & attributes employers require • New & existing businesses benefit from a growing pool of local talent residents better equipped to compete within the local labour market • Increasing numbers of residents able to access sustainable & healthy work with opportunities for in work progression, resulting in a fairer and more equal city 3

Strategic alignment • • • Developed to meet the specific needs of Manchester residents, businesses and organisations. Will help to achieve the broader strategic priorities contained within the Manchester Strategy 2015 -2025. Successful delivery will require a collaborative cross-sector approach The Strategy has been aligned to the 5 Manchester Strategy strands with a particular focus on those in bold: - Thriving and Sustainable City - A Highly Skilled City - A Progressive and Equitable City - A Living City - A Connected City 4

Spine 1: Business & Enterprise • Simplified, demand led skills system which is reflective of current & future economy • Quality business start-up & growth service focussed on core & growing sectors • Build enterprise into education & skills provision • Increased employer investment in current & future workforce • Skills no longer perceived as a barrier to growth • Maximise employment opportunities for local people • Businesses able to retain local talent 5

Spine 2: Resident Skills • Prioritise resources into higher level & technical skills that meet demand of core & growing sectors Simplify the skills offer & pathways for residents from all backgrounds leading to sustainable jobs & career progression Embed teaching of skills required by growing sectors into education e. g. coding • Improved careers advice with real time LMI • Links between HE, other providers & businesses to maximise graduate opportunities & retention – especially STEM 6

Spine 3: Addressing Inequality • Intelligence led approach to targeting households & neighbourhoods impacted by welfare reform • Embed work as an outcome in PSR programmes • Promotion of in work progression, real Living Wage & Healthy Work principles via commissioning & welfare to work interventions • Tackle digital exclusion via improved access to online applications • Early intervention/prevention of NEET • Reduce gap between resident & workplace wage • More equitable city with access to same education & skills opportunities regardless of geography 7

Challenges… • Ensuring the Strategy is relevant at neighbourhood, Manchester & GM geographies • Effective communication of the Strategy to & buy-in from Manchester businesses, providers and organisations • Ensuring that national and GM stakeholders programmes make an impact on delivering Manchester’s priorities • Overcoming data sharing limitations between organisations & the inability to accurately track individual progression & outcomes • Using intelligence to project future demographic & labour market changes to influence delivery • Operating within a period of reducing public funding and national policy changes e. g. further welfare reforms 8

Job growth will be focussed in the core of the conurbation • 39% of new GM jobs over the next 10 years will be created in Manchester Local Authority Jobs 2014 -2024 Manchester 43, 000 Salford 17, 000 Trafford 13, 000 Bolton 11, 000 Stockport 10, 000 Bury 5, 000 Wigan 4, 000 Oldham 4, 000 Rochdale 2, 000 Tameside 2, 000 Total • Over 25% of all jobs in GM are located in Manchester 111, 000 Source: Oxford Economics, GMFM 2014 9

Key Opportunities Regional Centre GM • Spinningfields • Port Salford • The Corridor • Salford Quays • NOMA • Trafford Park • First Street Area • Logistics North • Civic Quarter • Kingsway Business Park • Former ITV site Manchester • Airport City Enterprise Zone • Construction Pipeline • Manchester Place & Manchester Life • Transport infrastructure • Etihad campus • Strangeways / Fashion District 10

Health impacts of being out of work • 20% preventable excess deaths in out of work population • Incidence of psychological problems increases from 16% - 34% • Risk of Cardiovascular disease and all cause mortality 1. 5 – 2. 5 times higher • Unemployed young men 25 times more likely to commit suicide than employed young men • 1 in 7 men will become clinically depressed within 6 months of job loss • Unemployment associated with increased alcohol and tobacco consumption and reduced physical activity 11

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Current Working Well CURRENT WORKING WELL PILOT Supporting 1 claimant group for whom the WP has not delivered results Up to two years of intensive dedicated key worker support for 5, 000 ESA WPL 40 -50: 1 keyworker ratio Bespoke and sequenced packages of support, drawing on a range of local services Up to one year of in-work support 20% enter work 15% sustain work for a year 2016 -17 Post 2017 PHASE 1 EXPANSION Continuing to wrap provision around the existing employment and skills landscape: extended cohorts Supporting up to 15, 000 those for whom the current mainstream is offering limited results: • Health issues • Homelessness • Addiction • Low confidence/motivation • Childcare problems • Low skills • Debt • Ex-offender GM Partners Expanding the groups receiving (and referral routes to) support. Where possible, supporting people earlier WW JCP WP PHASE 2 EXPANSION Phase 2 expansion should form an element of the broader reform of the GM employment and skills landscape: • • • Continuing to support up to and beyond 50, 000 GM residents who would benefit from the WW approach Delivering support within a reformed landscape, taking account of changes to the skills and broader employment support framework Phase 2 expansion aligns with Work and Health Programme cocommissioning and the reconfiguration of the GM skills landscape GM Partners JCP GM WP Range of employment support offers Skills for employment 13 13

Head of Work & Skills Angela Harrington Work & Skills Lead (Employer engagement & higher level skills) Philip Bradley (Employment & Reform) Karin Connell Work and Skills Specialists ( Employer Engagement); 1 x city wide, 2 x neighbourhoods Ryan Tracey , Mike Cunliffe, Teun van Rooij Work and Skills Officers (Employer Engagement); 3 City wide & deployed to Neighbourhoods Thorsten Mayer (Central), Tom Cass (South), Vacancy (Citywide + North) Business Support/Project Assistants x 2 Vacancies Work and Skills specialist - Young People; Work and Skills Officers-( Young People); x 2 citywide Stephanie Banks, Pamela Williams 0. 5 & Emma Harrison 0. 5 Work and Skills Specialist – (Employment and Reform); Hannah Scriven Rhianne Sweeney Work and Skills specialist(Employment and Reform); Cormac Downey Work and Skills Officers (Employment and Reform) 2 x Citywide, Elayne Redford, Peter Norris Work and Skills Specialist – (Strategy & Resources); Patricia Allen Work and Skills Officers (Employment and Reform) 3 x Neighbourhoods Dawn Warriner North), Lydia. Tetteh. Lartey/Michelle Le Brech (Job-share Central), Tom Nelson (South) 14