Driving Positive Outcomes

Best practice to drive positive outcomes

Driving better positive outcomes as a Movement, is a key focus for us. We know that there are c.45% of young people who either remain unemployed or we lose track of once they have completed a work placement. It is imperative that we better utilise the contact-time we have with them whilst on our programmes to ensure they are adequately supported both into employment as well as with knowledge of the various pathways post-programme.

We’ve looked at the data we hold on employers across our network to draw conclusions on what makes the difference in supporting young people to obtain positive outcomes. We have also looked at those organisations who have been towards the bottom end of the positive outcome conversation to understand the challenges faced by those organisations. The range of outcomes is broadly 45%-65% with a few outliers.

Best practice to drive positive outcomes

Key drivers of positive outcomes

Challenges faced

Possible solutions

RECRUITING THE RIGHT YOUNG PEOPLE

· Use of multiple outreach and delivery partners to fill programmes (Tesco)

· Use of charity partners who can track outcomes

· Unable to secure young people to fill placements

· No place for young people to find placements

· A broader outreach strategy

·ADVERTISE WORK PLACEMENT OPPORTUNITIES ON MTW TALENT PLATFORM WITH GMFJ (FREE TO USE)

CONNECTING TO TALENT STRATEGY: Connecting placements to the talent pipeline of the organisations:

· Delivering programmes where jobs are available (M&S, Tesco, Starbucks)

· Using a wide range of partners to deliver placements connecting them to jobs (Diageo, Starbucks/Headstart)

· Funding based out of CSR and not linked to recruitment or talent teams

· Better Supply Chain engagement in delivery

· USE THE MTW ONLINE MAPPING TOOL TO IDENTIFY AREAS OF NEED & ALIGN WITH WORKFORCE NEED

· MTW REGIONAL STRATEGY (WEST MIDLANDS, NORTH EAST AND NORTH WEST) WITH SME ENGAGEMENT

MENTORING PRE AND DURING PLACEMENTS: Support for employer’s and young people from charity partners throughout placements

· Delivery Partners mentor through the placement (Springboard, Knowledgepool)

· Buddies put in place at destination stores at central induction (M&S)

· Pre-placement engagement with young people through taster days (+others?)

· Significant challenge in engagement at the start of placements

· FREE-TO-USE MEET & ENGAGE CHAT PLATFORM TO CONDUCT PRE-ENGAGEMENT ACTIVITIES

FLEXIBLE PROGRAMME DESIGN to meet the needs of the young people and the employer

· Using best in class content to delivery bespoke training with employability and life skills that sets the young person up for success in the role

· Flexing the programme length to meet the needs of differing young people (Prince’s Trust)

· Evolving Movement to Work delivery models to change work placements and include direct entry (BUPA)

· Direct entry to jobs with training and apprenticeships (BUPA)

· Do not have the time/resource to invest in brilliant training materials

·FREE TO USE MTW EMPLOYABILITY PROGRAMME COMPRISING OF 36 MODULES

· (Skills to Succeed, iHeart)

POST PLACEMENT SUPPORT: Mentoring that supports young people through placements and post the placements

· Able to refer unsuccessful candidates to other programmes (Prince’s Trust, Springboard, Knowledgepool)

· 12 month aftercare service for young people (Diageo/Springboard)

· REFER YOUNG PEOPLE ONTO THE MTW AMBASSADOR PROGRAMME

· SHARE PATHWAYS INFO GRAPHIC WITH YOUNG PEOPLE (TBC IN DEVELOPMENT)

· REFER YOUNG PEOPLE TO REGISTER ON MTW TALENT PLATFORM WITH GMFJ TO SUPPORT JOB SEARCH ACTIVITIES

· 2 mandated modules that engage young people in a network of ongoing support

TRACKING POSITIVE OUTCOMES:

· Brilliant post placement engagement leading to great tracking of outcomes

· Use of data to understand impact on employability status (DWP)

· Unable to track young people post placements, no real engagement tools and limited investment

· REFER YOUNG PEOPLE ONTO THE MTW AMBASSADOR PROGRAMME

·Bring them into a network (Young Professionals)

· Adopt the DWP methodology

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On this page you will find data from employers that are leading the way to positive outcomes, as well as key drivers with challenges faced and possible solutions.

Best practice to drive positive outcomes

Best practice to drive positive outcomes

Key drivers of positive outcomes

Challenges faced

Possible solutions

RECRUITING THE RIGHT YOUNG PEOPLE

· Use of multiple outreach and delivery partners to fill programmes (Tesco)

· Use of charity partners who can track outcomes

· Unable to secure young people to fill placements

· No place for young people to find placements

· A broader outreach strategy

·ADVERTISE WORK PLACEMENT OPPORTUNITIES ON MTW TALENT PLATFORM WITH GMFJ (FREE TO USE)

CONNECTING TO TALENT STRATEGY: Connecting placements to the talent pipeline of the organisations:

· Delivering programmes where jobs are available (M&S, Tesco, Starbucks)

· Using a wide range of partners to deliver placements connecting them to jobs (Diageo, Starbucks/Headstart)

· Funding based out of CSR and not linked to recruitment or talent teams

· Better Supply Chain engagement in delivery

· USE THE MTW ONLINE MAPPING TOOL TO IDENTIFY AREAS OF NEED & ALIGN WITH WORKFORCE NEED

· MTW REGIONAL STRATEGY (WEST MIDLANDS, NORTH EAST AND NORTH WEST) WITH SME ENGAGEMENT

MENTORING PRE AND DURING PLACEMENTS: Support for employer’s and young people from charity partners throughout placements

· Delivery Partners mentor through the placement (Springboard, Knowledgepool)

· Buddies put in place at destination stores at central induction (M&S)

· Pre-placement engagement with young people through taster days (+others?)

· Significant challenge in engagement at the start of placements

· FREE-TO-USE MEET & ENGAGE CHAT PLATFORM TO CONDUCT PRE-ENGAGEMENT ACTIVITIES

FLEXIBLE PROGRAMME DESIGN to meet the needs of the young people and the employer

· Using best in class content to delivery bespoke training with employability and life skills that sets the young person up for success in the role

· Flexing the programme length to meet the needs of differing young people (Prince’s Trust)

· Evolving Movement to Work delivery models to change work placements and include direct entry (BUPA)

· Direct entry to jobs with training and apprenticeships (BUPA)

· Do not have the time/resource to invest in brilliant training materials

·FREE TO USE MTW EMPLOYABILITY PROGRAMME COMPRISING OF 36 MODULES

· (Skills to Succeed, iHeart)

POST PLACEMENT SUPPORT: Mentoring that supports young people through placements and post the placements

· Able to refer unsuccessful candidates to other programmes (Prince’s Trust, Springboard, Knowledgepool)

· 12 month aftercare service for young people (Diageo/Springboard)

· REFER YOUNG PEOPLE ONTO THE MTW AMBASSADOR PROGRAMME

· SHARE PATHWAYS INFO GRAPHIC WITH YOUNG PEOPLE (TBC IN DEVELOPMENT)

· REFER YOUNG PEOPLE TO REGISTER ON MTW TALENT PLATFORM WITH GMFJ TO SUPPORT JOB SEARCH ACTIVITIES

· 2 mandated modules that engage young people in a network of ongoing support

TRACKING POSITIVE OUTCOMES:

· Brilliant post placement engagement leading to great tracking of outcomes

· Use of data to understand impact on employability status (DWP)

· Unable to track young people post placements, no real engagement tools and limited investment

· REFER YOUNG PEOPLE ONTO THE MTW AMBASSADOR PROGRAMME

·Bring them into a network (Young Professionals)

· Adopt the DWP methodology