New Jobs, New Futures a Consortium Proposal for the Hampshire and Isle

New Jobs, New Futures

A consortium proposal for the Hampshire and Isle of Wight sub-region Contents

Summary of proposal

Section A

1.1 The lead partner Page 3 1.2 Partners Page 4 1.3 Responsibilities Page 5 1.4 Contact details Page 5 2.1 (+ 2.2, 2.3) Minimum requirements Page 6 2.4 Benefit to the local community Page 6 2.5 The costs Page 7 Appendix I - The consortium Page 9

Section B

1. Hampshire County Council Page 12 2. Portsmouth, PUSH and Isle of Wight Page 22 3. Groundwork Community Task Force Page 34 4. Southampton City Council Partnership Page 43 5. VT Training Page 50 6. Community Empowerment Ltd – Central Support Page 54 7. The City Growth Business Group Page 60

web: www.dwp.gov.uk/futurejobsfund 2 email: [email protected]

Future Jobs Fund Bid Document

Summary of proposal

‘New Jobs, New Futures’

This innovative consortium proposal covers the Hampshire and Isle of Wight sub- region, led by Hampshire County Council, and supported by North Hampshire Economic Board. Partners include Portsmouth City Council on behalf of Urban South Hampshire (PUSH1) and the Isle of Wight, and third sector organisations. A recognised priority economic need within the area is long term unemployed young people (18-24), and consequently this bid identifies 900 jobs covering a variety of disciplines. New employees will receive a range of benefits including personal development, vocational training, mentoring, job search and support to progress into permanent employment. The total grant requested is £5,850,000.

Section A: Information on the bidders

This section, and the section on minimum criteria, should be completed by the local authority or other lead partner.

1.1 Who is the lead partner? Hampshire County Council

Is your organisation: A Private Sector organisation? N A Public Sector organisation? Y A Third Sector organisation? N Do any of the following statements apply to your organisation? It is a partnership N It is a Voluntary or Community organisation N It is a Registered Charity N It is a Social Enterprise N I am a Sole Trader N I am a private individual N Please provide a brief history of your organisation and a summary of your business activities, where applicable.

1 PUSH is a partnership of 11 Local Authorities: Hampshire County Council, Portsmouth, Southampton and Winchester City Councils, Borough Councils of Eastleigh, East Hampshire, Fareham, Gosport, Havant and Test Valley and the District Council of New Forest. web: www.dwp.gov.uk/futurejobsfund 3 email: [email protected]

Hampshire County Council (HCC) rated as an 'Excellent' local authority by the Audit Commission, provides over 1.2 million people with a wide range of vital services delivered by over 38,000 staff.

‘The New Jobs, New Futures’ project aims to create jobs in the Hampshire and Isle of Wight sub-region. To ensure a spread of jobs across the area and to demonstrate coverage in those areas with highest concentrations of unemployment and opportunities, Portsmouth City Council is leading on behalf of the Partnership for Urban South Hampshire (PUSH).

1.2 What other partners are involved? (Please list)

To ensure delivery of jobs both in terms of concentration of opportunities and those most in need the sub-region delivery of the ‘New Jobs, New Futures’ project will be led by Hampshire County Council (HCC) with Portsmouth City Council (PCC) co-ordinating delivery in Urban South Hampshire and on the Isle of Wight. Additionally, the project is supported by the North Hampshire Economic Board which has co-ordinated opportunities in the North of the sub-region.

The Hampshire and Isle of Wight sub-region has a population of over 1.8million residents. Additionally, two of the eight “Diamonds for Investment and Growth” identified in SEEDA’s Regional Economic Strategy are in this area: Basingstoke and Urban South Hampshire. With these opportunities both in the North and South of the sub-region it is essential that the project coverage reaches to Basingstoke in the North, the city regions of Portsmouth and Southampton in the South and to the Isle of Wight.

In addition to HCC and PCC being employing bodies this sub-regional coverage will be enabled by the project partners who are actively involved in the development and delivery of the project, detailed in Appendix I and below:

Other employing bodies: Southampton City Council Public Sector The Isle of Wight Council Public Sector Groundwork Solent Third Sector The Wheatsheaf Trust Third Sector Community Empowerment Third Sector Solent University Third Sector The Portsmouth & South East Hants Partnership Third Sector VT Training Private Sector

Job creation partners (where HCC or PCC remains the employing body): Basingstoke & Deane Borough Council Public Sector East Hampshire District Council Public Sector Eastleigh Borough Council Public Sector Fareham Borough Council Public Sector Gosport Borough Council Public Sector web: www.dwp.gov.uk/futurejobsfund 4 email: [email protected] Hart District Council Public Sector Havant Borough Council Public Sector New Forest District Council Public Sector Rushmoor District Council Public Sector Test Valley District Council Public Sector Winchester City Council Public Sector Basingstoke College of Technology Third Sector First Partnership Third Sector Hart Neighbourhood Centre Third Sector First Sight Third Sector Testway Housing Third Sector First Wessex Housing Third Sector Newbury Community Resource Centre Third Sector SCA Institute of Social Enterprise Third Sector Taylor Wimpy Woodrow Private Sector Farnborough Leisure Centre Private Sector Basingstoke Sports Centre Private Sector

HCC employee training and support partner: Enham Third Sector

The New Jobs, New Futures project is supported by PUSH, The Hampshire Economic Partnership and the North Hampshire Economic Board.

1.3 Responsibilities: who is the senior responsible officer? If a public body, who would be the accountable financial officer?

Responsible officer: John Rees-Evans (Head of Economic Development ) Financial officer: Jon Pittam (County Treasurer)

1.4 Contact details for the project.

Chloe Atkins External Funding Officer Hampshire County Council Tel: 01962 846487 Email: [email protected]

Denise Vine Regeneration Manager Portsmouth City Council Tel: 02392 688352 Email: [email protected]

web: www.dwp.gov.uk/futurejobsfund 5 email: [email protected] The minimum criteria

Please confirm that your proposal meets the three core criteria set out in the invitation to bid.

The jobs:

2.1. That the jobs will be additional

Yes

2.2. That the jobs you are bidding for will last for at least 6 months, provide work for at least 25 hours per week and be paid at least at the National Minimum Wage?

Yes

2.3. That the jobs will be suitable for young people (18 – 24 year olds) who have been unemployed for around 12 months; or are in unemployment hotspots

Yes, the jobs will be suitable for young people (18-24 year olds) who have been unemployed for around 12 months

Benefit to the local community.

2.4. Please explain how the work undertaken in this proposal will benefit the local community

The 900 jobs being created by the New Jobs, New Futures project will be in the Hampshire County Council area consisting of 11 districts, the cities of Portsmouth and Southampton and the Isle of Wight. With its rural, urban and coastal zones this sub-region affords a diverse range of industries. The consortium will see 29 partners creating job opportunities across a wide geographic area to deliver a variety of community benefits, fitting broadly into the following categories:

Conservation and countryside Environmental improvements and regeneration Leisure, recreation and tourism Improved community facilities and public places Social enterprise support and development Sector support of hospitality, construction and tourism

The tangible practical improvements of creating these jobs will include better access to green space, safer and more welcoming urban centres, better access to and awareness of healthy lifestyles; improved leisure and web: www.dwp.gov.uk/futurejobsfund 6 email: [email protected] recreational facilities; improved community facilities and more opportunities for young and older people.

The New Jobs, New Futures project will give job opportunities and training to young people to improve their employability, including jobs in sectors that have identified skills shortage, enabling them to contribute economically to their communities. Giving young people the opportunity to undertake work that genuinely benefits communities will engender a sense of community pride and ownership in participants long after the Future Jobs Fund programme.

The skills learnt through the New Jobs, New Futures project will not only equip these young people for future employment opportunities but will improve their life skills generally, enabling them to better contribute to their own communities. By involving young people in projects to benefit communities negative attitudes towards young people can be reversed, creating a more cohesive society.

Consultations, surveys of residents and local community planning processes across Hampshire, Portsmouth, Southampton and the Isle of Wight show that the community benefits that will be delivered by the New Jobs, New Futures project are issues that matter to people’s quality of life as identified in the priorities of the 4 Sustainable Community Strategies2 that cover the sub-region. Furthermore, the community benefits of the project meet the priorities and targets of the Local Area Agreements in the sub-region and the Multi-Area Agreement for the PUSH area.

The costs:

2.5. Please confirm that the average cost to the Future Jobs Fund does not exceed £6,500 per job you are seeking to create.

The average cost to the Future Jobs Fund does not exceed £6,500

Partners will be using the following calculations as a guide to unit costs:

Salary Costs Minimum Wage (21+) £5.80 Hours each week 25 Weeks 26 NI (employer) from £94 per week 13% Wage each week £145 Employer NI each week £7 Travel Pass each week £20 Total weekly cost £172

2 Hampshire Sustainable Community Strategy 2008-18 Portsmouth's Local Strategic Partnership Vision for Portsmouth 2008-18 The City of Southampton Strategy – a 20 year vision 2020 Vision – The Island Community Strategy web: www.dwp.gov.uk/futurejobsfund 7 email: [email protected] Total salary costs £4,460

Other Costs Equipment and checks £100 Vocational training £800 Start up costs @ 7.5% (inc. additional training) £488 Management & administration @ 10% of project £650 income.

Total job cost £6,497

web: www.dwp.gov.uk/futurejobsfund 8 email: [email protected]

Section A: Appendix I

The New Jobs, New Futures Consortium

The consortium was formed to deliver the New Jobs, New Futures project to accommodate the diverse needs of the Hampshire and Isle of Wight sub-region.

The quantities of jobs created are aligned with concentrations of opportunities for job creation and potential beneficiaries. 7 key employing bodies will ensure a wide coverage, both geographically and thematically, of job opportunities across the sub- region. Furthermore, the consortium delivery area is aligned with the Jobcentre Plus sub-region and the legal structure of it allows for a simplified single contractual arrangement with DWP. The consortium members and numbers of jobs to be created in the sub-region are shown in Figure 1.

Figure 1 - New Jobs, New Futures Hampshire, PUSH and IOW DWP Future Jobs Fund Consortium

DWP Future Jobs Fund

Hampshire County Council - Financial accountable Body (contracting with DWP)

Employing body for Hampshire County Employing bodies for PUSH area - 687 jobs created Council area - 213 jobs created t

1. Hampshire 2. Portsmouth, PUSH / n l i County Council and Isle of Wight e t c

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213 jobs 128 jobs y e h u e t l t i p o o w g s u w f c r

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Job creation partners G b o h G m b b

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0 t d t e 5 0 e o 0 i 4 C 0 T t n n 7 6

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East Hampshire District Council B .

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Eastleigh Borough Council 4 o u 3 C Fareham Borough Council o

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Gosport Borough Council 6 Hart District Council Havant Borough Council New Forest District Council Rushmoor District Council Test Valley District Council Winchester City Council Basingstoke College of Technology First Partnership Hart Neighbourhood Centre First Sight Testway Housing First Wessex Housing Newbury Community Resource Centre SCA Institute of Social Enterprise Taylor Wimpy Woodrow Farnborough Leisure Centre Basingstoke Sports Centre

web: www.dwp.gov.uk/futurejobsfund 9 email: [email protected] The employing bodies, numbered 1 to 7 in Figure 1 have submitted secondary criteria and further information in Section B. These submissions are summarised below:

1. Hampshire County Council

The Hampshire Futures Project will be led by Hampshire County Council to create 213 accessible job opportunities identified through Hampshire County Council departments, the North Hampshire Economic Board, The Hampshire Economic Partnership, Hampshire district councils, and third sector partners. These opportunities are predominantly, but not limited to, green jobs ranging from conservation work and improving public access in the country side to a ‘greening our towns’ initiative. As well as these practical jobs, the project will have opportunities for related back-office work including design, administration and finance. The total grant amount requested is £1,375, 980

2. Portsmouth, PUSH and Isle of Wight

This innovative project proposes to establish an Intermediate Labour Market Model, run by Portsmouth City Council, and including as partners the adjoining areas within PUSH, and the Isle of Wight. Clients will be employed by PCC, on direct projects or by secondment to partner organisations in other local authorities, public bodies, and the voluntary sector. The project will deliver over 128 work opportunities linked mainly to general community benefit such as recycling, developing a new handyperson service, young person activity leaders as well as work with local theatres, tourism, visitor services and events, and construction.

3. Groundwork Community Task Force

Groundwork Solent will develop, run and employ a new Community Task Force (CTF). The project will contribute towards Groundwork Solent’s aims of benefiting people, places, and prosperity, by engaging young people living primarily in Southampton, Gosport, Portsmouth and Havant in a programme of environmental improvements, supported by employment and training-related advice and guidance. The CTF will support work in urban green spaces, urban woods, country parks, recreation areas and community gardens. It will assist local authorities, housing associations, education establishments and a range of community groups who have partial or complete management responsibility for these important natural spaces, but lack the resources to carry out all the tasks that are required. The CTF will create 75 new jobs and undertake specific work programmes in each local authority. The project value is £472,400

4. Southampton City Council Partnership

Southampton City Council has adopted a partnership approach working with delivery agents; Southampton Skills Development Zone, Wheatsheaf Trust & Groundwork Solent. 274 new apprentice jobs will be created including; • 98 salaried (£12k - £14k) FT, 1 year apprenticeships • 176 x 6 month apprenticeships

The work will involve - • Improved community and public facilities • Improved energy efficiency in rented dwellings web: www.dwp.gov.uk/futurejobsfund 10 email: [email protected] • Additional staff resources for day centres, care homes • Support to emerging social enterprises • Supporting Adult and Community Learning programmes • Supporting unemployed residents of RSL • Increasing support to VSO to secure external funding • Environmental improvements • Developing the employability of individuals • Supporting those with substantial barriers to employment: • Giving a ‘second chance’ to former apprentices who have been made redundant.

Total FJF grant £1,763,400 Total matched £1,225,694

5. VT Training

VT Training works in Partnership with PUSH to create 50 jobs within the Hospitality, Retail, Active Leisure and Adult care sectors. VT Training will employ unemployed individuals who will in turn work on their employability skills within work placements supplied by VTT. The employer contacts VTT has will create jobs in order for them to complete work experience to achieve their Apprenticeship programme, once the 6 month contract with VTT is completed, it is anticipated that the employers will then offer them a position in order for them to complete their apprenticeship programme.

6. Community Empowerment Ltd – Central Support

The employer will be Community Empowerment Ltd. The employee will either work within our Central Support team (new jobs) or be seconded to a new or existing Third Sector organisation (in either case, new jobs). After six months, the employee will either transfer to the employment of the Third Sector organisation or vacancies in other social enterprises will be considered, as will other suitable employers. We are bidding for £390,000 to create 60 new jobs in the Solent region, some of which will last beyond six months. Employees will be free to transfer to permanent employment at any opportunity during their six-month placement

7. The City Growth Business Group

This ambitious project aims to reinvigorate the city centre shopping area at the north end of Commercial Road through the coordinated action of a task group of 100 young people. The project is proposed by the City Growth Business Group in partnership with Portsmouth City Council and Highbury College and will require £650,000 of FJ Funding. All the group’s members in the retail, business, creative and cultural sectors will be encouraged to become involved in the project and in many cases be the employers. Some young people will also be employed directly by the host organisation – a not-for-profit, social enterprise.

web: www.dwp.gov.uk/futurejobsfund 11 email: [email protected]

Section B: Secondary criteria and further information

New Jobs, New Futures bid 1. Hampshire County Council ‘Hampshire Futures’ project

Contact details for the project:- Chloe Atkins, External Funding Officer, Hampshire County Council Tel 01962 846487 Email [email protected]

Number of jobs, speed of delivery and duration of bid:

3.1. How many jobs will you create and over what time period? Please set out how many of these jobs will be made available on a month by month basis.

The Hampshire Future Jobs project aims to create 213 jobs over a 12 months period, with the last jobs finishing at the end of 18 months. The jobs will be made available on a month by month basis as set out below:

October 2009 8 April 2010 40 November 2009 10 May 2010 25 December 2009 7 June 2010 23 January 2010 15 July 2010 10 February 2010 15 August 2010 20 March 2010 20 September 2010 20

web: www.dwp.gov.uk/futurejobsfund 12 email: [email protected] The jobs will initially be for a duration of 6 months with the anticipation that some employee contracts could be extended and funded beyond this through schemes such as apprenticeships. The number of jobs created in each month takes account of increased green job opportunities at the beginning of the summer months.

3.2. How long will it take you from notification of funding to get the first jobs up and running?

6 weeks

The costs:

3.3. What is the cost to the Future Jobs Fund per job you are seeking to create?

£6,460.00

3.4. What proportion of this cost will you require as start up costs, and what as ongoing costs? What will these costs cover?

All costs incurred by this project will be on going costs. The break down of costs per job created are shown below:

Future Jobs Fund employee costs • Salary at 25 hours per week, over 26 weeks (for £4,277.73 minimum wage for 21+) • 1-2-1 assessment (one hour including travel) £40.00 • Rickter Scale (assessment and distance travelled tool). £120.00 Three sessions including travel • Steps programme personal development £187.50 • Learning pack from Steps programme £70.00 • Additional in work support visit (£30 per hour) £90.00 • Vocational training (inc. NVQ modules) £595.00 • Essential equipment costs (boots, gloves, etc..) for FJF £150.00 employee

Project support • Grade F co-ordinator for 18 months £280.00 • Co-ordinator IT equipment, phone + travel (leased £37.50 through HCC IT services so no initial outlay) • FJF employee Hampshire bus pass (£21 per week) £546 • HCC accountable body finance contribution £32.50 • Management, HR & Legal costs £32.50

Total per job created £6,458.73 web: www.dwp.gov.uk/futurejobsfund 13 email: [email protected] 3.5. Are additional funding streams available to combine with the Future Jobs Fund? If yes, please provide details of the types of funding that are available and how you will use them.

Hampshire County Council is contributing £300,000 to set-up an apprenticeship programme that will complement the Future Jobs Fund opportunities. An Apprenticeship Officer, part funded by the Learning and Skills Council is being recruited to co-ordinate and create additional apprenticeship opportunities.

Additionally, the Learning and Skills Council has contributed to the funding of a Strategic Skills Co-ordinator to oversee Hampshire County Council’s delivery of the Public Sector Skills Challenge. This co-ordinator will work closely with the Hampshire Futures project.

Employees who do not find permanent work or enter an apprenticeship as a result of the Hampshire Futures Project, if eligible, will be encouraged to transfer to one of Enham’s (the Hampshire Future Jobs project training and support partner) employability programmes such as:

Entry to Employment (Funded by the Learning & Skills Council) Skills for Life (Funded by the Learning & Skills Council) Reach Out (Funded by the European Social Fund) Journey to Work (Funded by the European Social Fund)

Many of the projects that will be undertaken by Hampshire Futures project employees will require capital works. Departments and organisations taking on employees will be contributing the cost of this from their own capital programmes.

Meeting local requirements:

3.6. What analysis of your worklessness population and demand side strengths and opportunities have you done or referred to in developing your bid? Authorities in England will need to ensure the analysis contributes to the future development of an areas Local Economic Assessment and Work and Skills Plan;

Unemployment figures among Hampshire’s young people have nearly doubled in the past 12 months. 5.5% per cent of the county’s 103,000 18-24 year olds are out of work. Of these 5,600 unemployed young people, 754 have been Jobcentre Plus customers for over 6 months. In addition to this, vacancy numbers are shrinking; in Hampshire, the May 2008 rate stood at 10,234, by May 2009 this had shrunk to 7660.3

Based on Nomis on-flow data the jobs created by this Future Jobs Fund project take account of predicted peak levels of individuals claiming Jobseeker’s Allowance for 10 months from October 2009 to September 2010, these being:

3 ONS - DWP web: www.dwp.gov.uk/futurejobsfund 14 email: [email protected]

October 2009 252 April 2010 428 November 2009 185 May 2010 277 December 2009 189 June 2010 237 January 2010 250 July 2010 263 February 2010 189 August 2010 237 March 2010 232 September 2010 263 *10 month old on-flow data not yet available, figure assumed at June and July rates

Analysis of the worklessness population has been obtained through the ‘Employment and Skills Strategy for the Hampshire Workforce 2009-2011’. The overarching targets of this strategy are those of the Employment and Skills priorities of the Hampshire Local Area Agreement (LAA). This worklessness analysis in the strategy will contribute to the future development of a Local Economic Assessment and Work and Skills Plan for Hampshire.

The Government has recognised the opportunities afforded by the engagement of local authorities in the task of tackling worklessness.4 The public sector in Hampshire5 employs around 204,0006 people, approximately 27% of the available jobs. Of these an estimated 118,000 are in local authorities and over 38,000 are in Hampshire County Council alone. The puts the public sector in a prime position for effecting change.

Hampshire, with the second highest number of households, has the greatest area of green space in the South East, covering 13% of the county7. However, as a very large and predominantly rural county, unemployed young people in Hampshire often find employment opportunities inaccessible. Up to 213 accessible job creation opportunities have been identified through Hampshire County Council departments, the North Hampshire Economic Board, The Hampshire Economic Partnership, Hampshire district councils, and third sector partners. These opportunities are predominantly, but not limited to, green jobs ranging from conservation work and improving public access in the country side to a ‘greening our towns’ initiative. As well as these practical jobs, the project will have opportunities for back-office work including design, administration and finance, for example.

There is a clear community demand for these projects with many of the Local Authority community support schemes be oversubscribed. For example, the Country Side Access Forum Small Grants Scheme (which offers grant funding to Parish Councils for work to improve access to their local countryside) is heavily over-subscribed and work undertaken in 08/09, for just 25 projects, equated to a requirement of 893 volunteer hours to complete the works. Countryside access is one of the areas identified for creating opportunities

4 Tackling Worklessness Review, DCLG, December 2008 5 Including Portsmouth and Southampton 6 Annual Business Inquiry 2006 7 An analysis of accessible natural green space provision in the South East – a report by the Forestry commission, Natural England and the South East AONBs woodland programme (2007) web: www.dwp.gov.uk/futurejobsfund 15 email: [email protected] 3.7. How do the jobs you will create take account of your local labour market and the needs of the target group? (e.g. skills shortages, future employment opportunities and the need for outreach activity).

The type of jobs created will be entry level jobs designed to introduce individuals to the workplace to gain essential employability skills, including a positive approach; self-management; thinking and solving problems; working together and communicating and understanding the business8. A survey by the Learning and Skills Network11 found that employers don’t expect the “finished article”, but “they do expect candidates to at least be enthusiastic, literate, numerate and able to turn up on time”.

In Hampshire 30% of the working age population have NVQ level 4 or above which is better than the national average by 2%9. However this masks considerable disparity across the county ranging from 18% level 4 in Gosport to 40 % in Winchester. In addition there are 66,200 people with no qualifications at all and a further 107,800 with no higher than NVQ level 1. By making the Skills Pledge Hampshire County Council is committing to train its workforce to at least Level 2. The Strategic Skills Co-ordinator who will oversee Hampshire County Council’s delivery of the Public Sector Skills Challenge will work closely with the Hampshire Futures project to ensure employees are given sufficient support to increase their skills set.

Across Hampshire, data for live un-filled Jobcentre vacancies showed 940 unfilled elementary occupation vacancies, 23 % of the total vacancies. There is a clear need for trained entry level staff to fill these sort of vacancies and the Hampshire Futures project will contribute to addressing this skills shortage.

The skills learnt by individuals through the Hampshire Futures project will be relevant or transferable to a range of future employment opportunities that are expected across the Hampshire County Council area over the coming years. Hampshire County Council itself is responsible for seven major country parks, several nature reserves and maintains over 4,500 km of public footpaths, bridleways and byways and is well placed to offer a diverse range of ‘green job’ employment opportunities in future years.

Furthermore the South East Plan10 proposes a Strategic Development Area (SDA) consisting of a variety of types and sizes of 10,000 new homes, as well as jobs, shops, schools, health and community facilities and recreational space in Fareham. Another SDA is proposed, comprising of 6,000 new homes to the north and north east of Hedge End, in Eastleigh. It is also proposed that there will be 26,000 new properties built in North Hampshire and16,000 in the New Forest over the next 20 years. These development opportunities will create a large number of vacancies not only in the construction industries but also in design, landscaping, horticulture, office-based work and other green jobs.

8 The Employability Challenge - UK Commission for Employment and Skills, February 2009 9 ONS – Annual Population Survey 2007 10 The South East Plan – May 2009 web: www.dwp.gov.uk/futurejobsfund 16 email: [email protected] Supporting Future Jobs Fund employees:

3.8. How will you support Future Jobs Fund employees while they are employed through the Fund?

All jobs created will be assessed for their suitability, this assessment will include line-management suitability to ensure the departments and organisations taking on FJF employees have a clear understanding of some of the needs of long term unemployed young people.

Employees will be supported throughout their time on the project from initial assessment to completion through a range of interventions. A project co- ordinator will be recruited who will work with Jobcentre Plus, Enham (HCC employee training and support partner) and liaise with line managers to ensure candidates are matched to the appropriate job.

Personal development planning will enable a bespoke support package for individuals coming through the programme, this will consist of all or a combination of the following interventions:

Assessment

Initial assessment is seen as key to successful progression providing a starting point and identifying skills gaps. This will be delivered on a 1-2-1 basis and feeds into the Individual Development Plan.

Rickter Scale (assessment and distance travelled tool) will be used at the beginning of the programme, to develop an Individual Learning Plan, midpoint to track progress and make changes (where needed) and at the end to produce a report of development and distance travelled.

Personal Development

Following assessment qualified staff will facilitate Steps an international programme which supports self confidence/esteem and builds a ‘Can Do‘ attitude as well as team working to improve individuals employability skills.

Vocational Training

Where appropriate accredited training will be offered through schemes such as apprenticeships. Additionally, each employee will have an introduction to specific vocational areas e.g. Administration, IT, CAD, and Horticulture contributing to NVQ accreditation.

In Work Support

Regular contact with both the client and employer will support retention and resolve potential issues effectively.

The provision of a texting ‘keeping in touch’ service to further support job retention will be offered to individuals

web: www.dwp.gov.uk/futurejobsfund 17 email: [email protected] 3.9. How will you improve Future Jobs Fund employee’s long-term employability?

The programme of personal development is key to improving the long-term prospects for individuals. Increasing confidence and self esteem is an essential basis for maximising the benefits of each element of the programme. In addition to the on-going in-work support, individuals will receive assistance with continued job-search, interview techniques and CV writing. A range of standard training opportunities will be available such as Equalities at Work, Health & Safety, and Manual Handling.

The vocational training at the beginning and throughout employment will contribute to accredited NVQ assessment. Initiating the accreditation will inspire individuals to invest in themselves and work towards completing the full accreditation, as well as making them more attractive to future employers.

On completion of 6 months employment through the Hampshire Future Jobs project individuals will receive a record of achievement including references, details and photos of projects worked on, certificates for in-house training and details of skills gained.

The Hampshire Futures project co-ordinator will work with individuals, who do not find permanent work or enter an apprenticeship as a result of the project, to match them with and support them in applying to permanent opportunities across the 12 local authorities in Hampshire .

3.10. Can you confirm that you will offer an exit interview to everyone who leaves a Future Jobs Fund job to assess their experience, and provide them with a reference that captures their performance, attendance record and any skills learnt.

An exit interview will be given to all employees leaving a Hampshire Futures project Job. This interview will form the last phase of assessment and final evaluation. It will also be used to sign-post individuals who do not find permanent work or enter an apprenticeship to other employment opportunities, Jobcentre Plus or other employability programmes organised by Enham.

Bid credibility:

3.11. Can you provide evidence of the credibility of your bid: do you have any experience of delivering jobs of this type or support for young people in the past or is your bid for the expansion of current jobs? How will you ensure quality and viability of partnership commitments?

This Hampshire Futures project has been developed in a joint partnership with Hampshire County Council and Enham, both of whom have a credible track web: www.dwp.gov.uk/futurejobsfund 18 email: [email protected] record in delivering jobs and support to young people.

Hampshire County Council offers a wide range of employment across the County in roles as diverse as Care Home workers to Park Rangers. Therefore the departments involved are experienced in supporting employees through established HR practices.

In 2005 the Recreation & Heritage department within Hampshire County Council secured a £360,500 from the Heritage Lottery Fund for a Transport Heritage Bursary project. Sixteen engineering training work placements in transport heritage disciplines, from vehicle storage and operation to upholstery and construction of wheels were offered. The training scheme aimed to up- skill trainees in engineering so they could become skilled in traditional engineering practices.

The Family Learning Team within Hampshire County Council secured a Big Lottery Fund grant to run the “Beyond Horizons” project. This project provides opportunities for families to take part in a wide range of activities together, based on the key learning outcomes of health and wellbeing, family relationships, building confidence, having fun, numeracy and literacy. Hampshire County Council’s Children’s Services department are responsible for development and care of young people within the County. As a consequence they are OFSTED registered as appropriate.

Enham is Hampshire County Council’s Training and Support partner for this project. Enham is an organisation, based near Andover in Hampshire, whose vision is a society where disabled people are valued as individuals and are enabled to achieve their full potential through the choice of independence and the opportunity to work. They deliver a wide range of essential services that provide choice and empower people to make their own decisions about their lives.

Part of this work includes the Entry 2 Employment (E2E) programme to help and support young people aged 16 – 18 who may have challenges, disabilities or learning needs, to gain skills to enter employment, apprenticeships or full time education.

The programme is funded by the Learning and Skills Council (LSC) and is currently run in The Mall Marlands Shopping Centre in Southampton, the Farnborough Community Centre and the Alton/Bordon Community Centre, both of which are within Hampshire.

The project involves developing an individual programme designed to the young person’s needs. The core activities include job searching, work experience, improving IT skills, gaining qualifications and taking part in workshops such as How to Budget. A monthly magazine is also produced and participants are encouraged to get involved in other team building activities which are on offer, such as circus skills.

web: www.dwp.gov.uk/futurejobsfund 19 email: [email protected] Further details:

3.12. Please provide further details of your bid below. We are particularly interested in: the type(s) and numbers of jobs you will create, the benefit they will provide to the community, evidence that the jobs will be additional, and any wider benefits they will deliver. Please limit your response to 500 words.

Up to 213 accessible job creation opportunities have been identified through Hampshire County Council departments, the North Hampshire Economic Board, The Hampshire Economic Partnership, Hampshire district councils, and third sector partners. These opportunities are predominantly, but not limited to, green jobs ranging from conservation work and improving public access in the country side to a ‘greening our towns’ initiative. As well as these practical jobs, the project will have opportunities for related back-office work including design, administration and finance. All jobs created will fit broadly into the following categories:

Conservation and countryside Environmental improvements and regeneration Leisure, recreation and tourism Community and well-being

Following referral from Jobcentre Plus, individuals will attend a pre- employment training course to equip them with the skills and confidence to enter the workplace and introduce them to their preferred vocational area, such as CAD design, horticulture or administration. When ready, these young people will commence employment for an initial 6 month period in the job they are matched to. Additionally all individuals will receive assessment, personal development training, vocational training, on going in-work mentoring and support to progress into permanent employment. Training and mentoring will be provided by our third sector delivery partner, Enham.

A contract of employment will be held between Hampshire County Council and the Hampshire Futures employee with placement opportunities in Hampshire County Council departments, district and borough councils and third-sector organisations. A full-time project coordinator will be employed to oversee the ongoing development of new recruits and manage the relationship between employees and the department, district council or third-sector organisation with which they are placed.

The tangible community benefits of creating these jobs will include better access to green space, safer and more welcoming urban centres, better access to and awareness of healthy lifestyles; improved leisure and recreational facilities; improved community facilities and more opportunities for young and older people.

The Hampshire Futures project will give training and opportunities to young people to improve their employability enabling them to contribute economically to their communities. Giving young people the opportunity to undertake work that genuinely benefits communities will engender a sense of community pride and ownership in participants long after the Future Jobs Fund programme. web: www.dwp.gov.uk/futurejobsfund 20 email: [email protected]

The skills learnt through the Hampshire Futures project will not only equip these young people for future employment opportunities but will improve their life skills generally, enabling them to better contribute to their own communities. By involving young people in projects to benefit communities negative attitudes towards young people can be reversed, creating a more cohesive society.

All jobs created will be supernumerary. A working group within Hampshire County Council including HR and union representation is being established to assess the suitability of jobs created and this will include processes to ensure that jobs are genuinely additional and would not exist without this Future Jobs Funding.

web: www.dwp.gov.uk/futurejobsfund 21 email: [email protected]

Section B: Secondary criteria and further information

New Jobs, New Futures bid 2. Portsmouth, PUSH and Isle of Wight

This innovative project proposes to establish an Intermediate Labour Market Model, run by Portsmouth City Council, and including as partners the adjoining areas within PUSH11, and the Isle of Wight. Clients will be employed by PCC, on direct projects or by secondment to partner organisations in other local authorities, public bodies, and the voluntary sector. The project will deliver over 120 work opportunities linked mainly to general community benefit such as recycling, developing a new handyperson service, young person activity leaders, as well as work with local theatres, tourism, visitor services and events, and construction.

Contact details for the project:- Denise Vine, Regeneration Manager, Portsmouth City Council Tel 02392 688352 Email [email protected]

Number of jobs, speed of delivery and duration of bid:

3.13. How many jobs will you create and over what time period? Please set out how many of these jobs will be made available on a month by month basis.

The New Jobs, New Futures project for Portsmouth, PUSH and the Isle of Wight consists of a number of complementary projects targeted at slightly different areas within the community, in order to optimise the range of opportunities available to our target groups of 18 to 24 year old young people. The main types of jobs and their numbers can be summarised as:- 1. Young Person Activity Leaders (YPAL) • Less antisocial behaviour / crime (Charles Dickens Ward in Portsmouth has

11 PUSH is a partnership of 11 Local Authorities: Hampshire County Council, Portsmouth, Southampton and Winchester City Councils, Borough Councils of Eastleigh, East Hampshire, Fareham, Gosport, Havant and Test Valley and the District Council of New Forest.

web: www.dwp.gov.uk/futurejobsfund 22 email: [email protected] some of the highest reported crime and anti social behaviour in the City) • More use of community facilities, young people would feel more ownership of buildings, more inclusion would lead to less vandalism • Health would improve, helping reduce obesity, smoking, teenage pregnancies • Opportunity for integrated youth services to engage more and increase school attendance/ reduce NEETS 24 job opportunities created over the 18 months of the project. 2. Working in Community Centre Catering • Support community based social enterprise development across Portsmouth • Support to health eating/obesity objectives 5 job opportunities created over the 18 months of the project. 3. Improving Island Neighbourhoods • Improvements in local well being and community cohesion especially amongst young people • Opportunities to gain skills for new job opportunities in horticulture and tourism and visitor services 25 job opportunities created over the 18 months of the project. 4. Green Eastleigh • All the positions are in areas that benefit the community working in public open spaces, encouraging recycling, healthy lifestyles, sustainability and working on Countryside projects. 12 job opportunities created over the 18 months of the project. 5. Gosport Works • Opportunities for young people particularly targeted at those living in areas of deprivation. • The opportunities are expected to lead to permanent employment, reduce exclusion and enable young people to work/contribute to the communities in which they live. • Wider community benefit will accrue from the work they will be undertaking, which is linked to neighbourhood renewal initiatives. 10 job opportunities created over the 18 months of the project. 6. Community Housing Help Team • Help to people to improve the environmental footprint of their home, to cut their cost of living, reduce their carbon footprint, and help people to keep warm during the winter. • Help for vulnerable people to continue living independently in their homes, by providing home safety checks and help with DIY jobs. This will avoid accidents and people having to move into institutional care. • The child home safety work will help to prevent accidents in the home and reduce hospital admissions. • The environmental improvement work will improve the quality of the urban environment and help people to maintain their properties. This will also prevent areas becoming blighted by tackling local “eyesores”. This will promote community cohesion and reduce crime associated with run down areas. • Community outreach working with YOU Trust third sector partner 32 job opportunities created over the 18 months of the project.

web: www.dwp.gov.uk/futurejobsfund 23 email: [email protected]

7. Assistant Community Wardens • This will build on the existing Warden service which provides a locally delivered interactive service in inner city areas to reduce crime and the fear of crime and increase community cohesion. 12 job opportunities created over the 18 months of the project. 8. Visitor services, event and museum assistants • This will give young people the new skills needed to access further employment in these growing sectors. 6 job opportunities created over the 18 months of the project. 2 additional apprenticeships created in the museum service

New job opportunites available each month from Oct 2009 Monthly profile Org 1 2 3 4 5 6 7 8 9 10 11 12 Total Gosport Works 3 0 0 0 0 0 2 0 0 0 0 5 10 Community Catering 0 0 0 0 0 2 0 0 0 0 0 3 5 YPAL 8 0 0 0 0 8 0 0 0 0 0 8 24 Coms Housing Help Team 1 2 3 3 3 3 3 3 3 3 3 0 30

Green Eastleigh 2 0 2 0 2 0 2 0 2 0 2 0 12 Imp Island N'hoods 7 0 0 0 0 7 2 2 0 0 0 7 25 PCC/ You trust 0 2 0 0 0 0 0 0 0 0 0 0 2 Com Safety 4 0 0 0 4 0 0 0 0 0 4 12 PCC Tourism 2 2 2 6 PCC Museum 1 0 0 0 0 0 1 0 0 0 0 0 2 26 4 5 3 5 26 12 7 5 3 5 27 128

New Jobs Per Month

25 s b o

j 20

f o

r 15 e b

m 10 u N 5

0 1 2 3 4 5 6 7 8 9 10 11 12 Months

web: www.dwp.gov.uk/futurejobsfund 24 email: [email protected] 3.14. How long will it take you from notification of funding to get the first jobs up and running?

6 weeks

The costs:

3.15. What is the cost to the Future Jobs Fund per job you are seeking to create?

£6,500 per job opportunity

3.16. What proportion of this cost will you require as start up costs, and what as ongoing costs? What will these costs cover?

Salary costs Other costs

Minumum Wage (21+) 5.8

Hours each week 25 Weeks 26 NI (Employer) from £94 week 13% Wage each week 145 Employer NI each week 7 Travel Pass each week 20 Total weekly cost 172 Total salary costs £4,460

Equipment and checks 100 Vocational training 800 Start up costs @7.5% 488 Management and administration @10% 650 Total Job cost £6,497

3.17. Are additional funding streams available to combine with the Future Jobs Fund? If yes, please provide details of the types of funding that are available and how you will use them.

A number of linked additional funding streams have been identified by projects which will enhance the overall job offer available to each

web: www.dwp.gov.uk/futurejobsfund 25 email: [email protected] individual, will allow scope to extend the work opportunity period, will enable job opportunities to be offered at above minimum wage levels and will provide dedicated training to optimise future job opportunities. These are:- 1. Young Person Activity Leaders (YPAL) • Integrated Youth Support service (£73,680 already identified) 2. Working in Community Centre Catering • Department of Health Healthy Towns programme 3. Improving Island Neighbourhoods • Mainstream Council revenue funding 4. Green Eastleigh • Mainstream Council revenue funding 5. Gosport Works • Learning and Skills Council • Taylor Wimpey 6. Community Housing Help Team • Supporting People funding • Children and Young Person’s “Safe at Home” funding 7. Assistant Community Wardens • Mainstream Council revenue funding 8. Visitor services, event and museum assistants • Mainstream Council revenue funding

Meeting local requirements:

3.18. What analysis of your worklessness population and demand side strengths and opportunities have you done or referred to in developing your bid? Authorities in England will need to ensure the analysis contributes to the future development of an areas Local Economic Assessment and Work and Skills Plan;

Many young people aged 18 to 24 who have been out of work for a period of over 10 months experience multiple barriers to securing and progressing within employment. These can include health, housing, finance, childcare, transport, a criminal record and not having the right qualifications. One of the aspirations of PUSH is to promote individual aspiration and advancement by matching the skills of each client with the 21st Century skills needs of the developing economies in each area, predicted over the pilot period in PUSH to 2026, particularly at NVQ levels 2, 3 and 4.

Nearly 10% of the current workforce in this area have no skills; the percentage for people of working age with no skills is even higher (~ 12.6%) and significantly above the regional average of 10.1%. Despite

web: www.dwp.gov.uk/futurejobsfund 26 email: [email protected] improvement, school attainment at GCSE level in Portsmouth lags more than 10% below the national and South East averages12. Continuation of these trends could lead to emergence of a “low skill – low value added” economy similar to many other areas in England. There remain significant pockets of deprivation in some areas, which highlights that some of the most deprived LSOAs13 in the country occur in clusters in Portsmouth and the surrounding areas of Havant and Gosport Boroughs and the Isle of Wight. The domain scores relating to Education, Skills and Training are particularly poor in these clusters, highlighting the need to focus on raising skills and employability as being key to raising economic performance and productivity and closing the gap between these disadvantaged areas and the rest of the PUSH area.

3.19. How do the jobs you will create take account of your local labour market and the needs of the target group? (e.g. skills shortages, future employment opportunities and the need for outreach activity).

The underlying principles detailed in the PUSH Business Plan 2008 – 2011 are at the core of what New Jobs, New Futures aims to achieve during the course of this programme. The significant economic downturn and consequent impact on the world, the UK and our sub region makes it even more imperative that the economy of the sub region is strengthened so as to match the rest of the South East by 2026. Our economic goals are inextricably linked and can only be reached by achieving our regeneration goals, particularly by raising levels of economic activity and the skills of residents, especially for those aged 18 to 24 who have been out of work for a significant period. The current significant downturn in the employment market provides additional challenges by increasing the competition for the jobs available in the market place providing additional barriers to employment for people living in the most deprived communities. However, over the period of this programme, the New Jobs, New Futures programme will also continue to prepare for the economic upturn in order to maximise the opportunities to the sub regional economy in the long term, by delivering appropriate and up to date training and related work skills and actual work experience.

The relevant priorities within the PUSH business plan that link to this programme are as follows:- Skills and Labour Market: Priority Actions SLM1 Implement an ‘employment & skills board’ to provide coordinated leadership across all sectors • Develop specific sector focused skills strategies and interventions following on from the refresh of the economic baseline data to take forward the PUSH Employability and Skills Strategy and

12 ONS (5+ GCSEs at A*-C, by local authority) 13 Local Super Output Areas web: www.dwp.gov.uk/futurejobsfund 27 email: [email protected] develop a clear, responsive and focused action plan. SLM2 Develop and implement the PUSH Adult Learning & Skills Strategy SLM3 Engage and up-skill the resident working age population • Public sector bodies to sign up to skills and employment pledges to demonstrate benefits to private sector and pilot the skills pledge in at least three volunteer authorities with associated training support through Train to Gain. Enterprise, Innovation & Business Support: Priority Actions • EIBS3 Improve the coordination of business support across South Hampshire, to support the delivery of the MAA • Focus support through intensive assistance to priority sectors, clusters and inward investors. • Promote international trade to broaden the markets of South Hampshire businesses through both encouraging first time exporters and supporting the development of existing exporters to grow their markets. • Improve access to finance for SMEs.

We will integrate our proposals with the delivery of the Advancement Network Prototype programme “Fast Forward” which also covers the PUSH area, the trial location of the IES and link both to regeneration and renewal priority neighbourhoods to optimise the benefits for local people by promoting opportunities for them to acquire 21st Century skills.

Job Centre Plus (JCP) in Hampshire and the Isle of Wight has been selected as a trial location for the Integrated Employment and Skills Service, of which the Adult Advancement and Careers Service (AACS) is an integral part.

The New Jobs, New Futures project will create and sustain a culture of aspiration and individual progression through easy access to information, advice, training and support, as well as relevant work experience, and will assist the PUSH area to access 21st Century skills to respond to changing economic needs and to compete globally.

Within this culture we will pilot new and innovative ways of working which will:- • Work with the Advancement Network Prototype to build on existing services, including current IAG infrastructure, and all types of advice, information, local neighbourhood services and support (e.g. housing, current advice on benefits, employment rights, childcare and health) that people access so that they can improve their skills, employability and quality of life. • Build on other initiatives in the area including the Skills Development Zone (a partnership between HE, FE, the PCT, hospitals and other public sector organisations to meet skills and employment needs of the health and social care sector,) to maximise the opportunity for employer involvement including web: www.dwp.gov.uk/futurejobsfund 28 email: [email protected] skills audits in local authorities and opportunities in the health sector across the PUSH area. • Link to all current development strategies and plans including SEEDA’s RES, PUSH Business Plans and Economic Development Strategy, MAA, LAAs, IMD 2007, the Skills Pledge, Skills Accounts, LEPs, the regional reducing reoffending strategic plan and other strategic plans including the VT Operations Plan delivering the Universal service and DAPS. • Participate in the Skills Account pilot and further support the Skills Health check process including a review of prior learning. This will link to and complement existing provider led Skills Health Checks, and will build on accreditation of prior skills, (APEL) including a fast track accreditation process.

This innovative bid, New Jobs, New Futures, will operate across the area of Urban South Hampshire, which is the largest almost continuous expanse of urbanised land in the South of England outside London, with a population of about one million, and will additionally be extended to the Isle of Wight.

The PUSH area already has in place a Joint Committee to deliver its Multi Area Agreement (MAA) targets, consisting of the Leaders and Chief Executives of 11 Local Authorities with additional representation at a senior level from the Government Office, Regional Development Agency, and Regional Assembly.

In addition to being recognised in the draft South East Plan this geographical area is also established by SEEDA as a Diamond for Investment and Growth area. Its two Cities of Portsmouth and Southampton are also the main economic drivers for the sub-region as interlinked Travel-to-Work and Travel-to-Learn Areas.

A key objective for the PUSH area is to promote economic success by seeking to create a diverse economy where business, enterprise and individuals can flourish, underpinned by modern skills, and forms a crucial part of the development and delivery of the PUSH Business Plan approved by Government.

The Employment and Skills Board, set up to deliver the Skills and Employability agenda for PUSH, will oversee the delivery of the Portsmouth PUSH and Isle of Wight element of the overall New Jobs, New Futures programme, via a co-located Delivery Team of officers drawn from the Local Authorities, key partner agencies, such as the LSC and Jobcentre Plus, and will build on as well as complement the Group which is successfully taking forward the Advancement Network Prototype activity “Fast Forward” in this area.

We will also ensure the project provides complementary services to those of the New Deal for Young People, and the forthcoming Personalised Employment Programme, as well as other programmes web: www.dwp.gov.uk/futurejobsfund 29 email: [email protected] that will flow from the recently announced Building Britain's Future initiative.

Supporting Future Jobs Fund employees:

3.20. How will you support Future Jobs Fund employees while they are employed through the Fund?

The project will offer the following range of skills interventions tailored to the needs of the individual. It is recognised that not all of these will be needed in each case:

• Training Needs Analysis and Individual Learning Plan (to complement that delivered by the New Deal for Young People); • Identification of additional barriers to skills enhancement, such as dyslexia, or not having English as a first language • Skills for Life diagnostics (including ICT) and delivery of appropriate training; • Assessment of generic employability skills needs and the delivery of training to improve job search, job application and in-work skills; • Embedded IAG and learner support • Training to update skills needed for a specific employment sector, based on the future employment aspirations of the individual; • Pre-employment training to provide skills to enter a different occupation or sector; • Regular progress reviews; • Exit interviews and customer tracking.

3.21. How will you improve Future Jobs Fund employee’s long-term employability?

All participants in the New Jobs, New Futures project will be registered for Skills accounts, and will additionally receive the benefits of in house PCC induction training in areas such as Equalities and Diversity and Health and Safety at Work. All customer facing job entrants will additionally receive the Tourism South East Welcome Host training and certificate. The initial IAG session will identify areas of vocational training related to the job opportunity created for each individual. There should be no restriction on the type of education and training provision that can be delivered. It will be funded as long as it is organised and delivered according to the individual’s existing skill levels, local market intelligence on opportunities and the individuals own career aspirations, however, activity must be focused on skills development. web: www.dwp.gov.uk/futurejobsfund 30 email: [email protected]

Training achieved may not always lead to a full qualification award, but where accreditation, including of units, is available this will be identified in order to provide individuals with transferable evidence of skills and knowledge for future progression, particularly to full qualifications through Train to Gain or an apprenticeship.

3.22. Can you confirm that you will offer an exit interview to everyone who leaves a Future Jobs Fund job to assess their experience, and provide them with a reference that captures their performance, attendance record and any skills learnt.

Yes. All participants will have a reference from Portsmouth City Council and any additional linked work placement to reflect their work experience, and any training and qualifications they have received as part of the programme.

Bid credibility:

3.23. Can you provide evidence of the credibility of your bid: do you have any experience of delivering jobs of this type or support for young people in the past or is your bid for the expansion of current jobs? How will you ensure quality and viability of partnership commitments?

The Partner organisations have extensive experience in working within disadvantaged communities across the whole of the PUSH area, and on the Isle of Wight. This is demonstrated by previous success under all six Rounds of the SRB programme, (over £30 million in grant in Portsmouth alone) and also New Deal for Communities programmes.

Within PCC, as the employing organisation, there is previous experience of managing the New Deal 18 to 24 programme for the voluntary and community sector options. Additionally, PCC successfully delivered the “Portsmouth Employing People” Intermediate Labour market model project, funded by SRB and ESF. This project also formed part of the successful Beacon Award won by PCC for 2003 - 2004 for “Removing Barriers to Work”.

Further details:

3.24. Please provide further details of your bid below. We are particularly interested in: the type(s) and numbers of jobs you will create, the benefit they will provide to the community, evidence that the jobs will be web: www.dwp.gov.uk/futurejobsfund 31 email: [email protected] additional, and any wider benefits they will deliver. Please limit your response to 500 words.

This innovative bid, New Jobs, New Futures, will operate across the area of Urban South Hampshire, the largest almost continuous expanse of urbanised land in the South of England outside London, with a population of about one million, and will additionally be extended to the Isle of Wight.

The project intends to establish an intermediate labour market model based on a track record by the delivery partners, of the success of this type of project with this client group.

The clients on this programme will be employed by Portsmouth City Council, either directly on projects, or seconded to partner organisations in the public, private and voluntary sector.

All the job opportunities outlined for delivery by the project have been identified by means of a project “proforma” circulated to potential partners, which in each case has clearly stated that these opportunities are new, and would not have arisen without the Future Jobs Fund.

An initial training needs assessment will be carried out for each individual, complementing that already provided by their New Deal Advisors, and linked particularly to their aspirations for employment options made available as part of the project. As the project is targeted directly at young people aged between 18 and 24 who are long term unemployed, referral will be directly via JobCentre Plus.

These work opportunities will not be treated in isolation, but will form part of a package of Information Advice and Guidance (IAG) as well as monitoring and mentoring for clients and identifying appropriate training (such as basic skills, apprenticeships etc.).

The individual will not only have their relevant training needs identified, but will have linked access to the Advancement Network Prototype Fast Forward project, which provides a “no wrong door” approach to other challenges that this client group may be experiencing, such as with housing, debt, childcare issues and substance misuse. Our experience with previous projects has also demonstrated that often a significant barrier to individual advancement is dyslexia, so we will ensure that early diagnosis is made where relevant.

The New Jobs, New Futures job opportunities will deliver at least 128 work opportunities linked to general “community benefit” where such web: www.dwp.gov.uk/futurejobsfund 32 email: [email protected] work complements existing programmes, such as CREW crime reduction weeks etc. Job placements will also be geared around growth sectors, such as tourism and construction and further opportunities have emerged which include Community Warden Assistants, Visitor Services and Events and Museum assistant posts.

The community as a whole will benefit from the activities carried out by the individual projects, as well as experiencing the benefits of a local reduction in unemployment, increased economic activity and a greater sense of community cohesion.

This project will enable Portsmouth, the PUSH area and the Isle of Wight to build on a track record of delivering similar projects, to enable us to help some of the hardest to help client group to not only find short term work, but linked to appropriate training and guidance, to secure the building blocks of their individual future job and career options.

web: www.dwp.gov.uk/futurejobsfund 33 email: [email protected]

Section B: Secondary criteria and further information

New Jobs, New Futures bid 3. Groundwork Community Task Force

Tim Houghton Executive Director Groundwork Solent 4 Portland Buildings Stoke Rd, Gosport Hampshire PO12 1JH

Tel 023 9261 7020 mobile 07881 913208 www.groundwork-solent.org.uk

Number of jobs, speed of delivery and duration of bid:

3.25. How many jobs will you create and over what time period? Please set out how many of these jobs will be made available on a month by month basis.

It is expected that over the course of the project, up to 75 participants are expected to take up the job opportunities with the Community Task Force (CTF). The following outcomes are expected between Oct 2009 and April 2011: web: www.dwp.gov.uk/futurejobsfund 34 email: [email protected] • Improved public places and facilities by improving 500,000m2 of land • 75 applicants developing new, accredited conservation/ horticultural skills • 75 applicants with improved employability skills, e.g. communication, team working, time-keeping, etc • 75 applicants with Increased confidence, self-esteem, and personal independence • 30 applicants progressing into stable employment and/or further training • 12 applicants continuing to volunteer with Groundwork • Increased community engagement by working with 10 partners in the community and voluntary sector per year on environment- based community projects 40 applicants and 10 community/voluntary sector organisations with increased awareness of environmental issues and conservation techniques.

We plan to run the CTF on a ‘roll on roll off’ basis. The support programme will be modular with short course elements leading to qualifications in practical skills such as first aid, health and safety, tool use etc. This will enable people to up skill quickly with appropriate qualifications useful in any follow on work they do.

We will aim to recruit at least one team at the outset of the programme to be operational within a month of the initiative starting. We will aim to have 35 participants on the programme during Yr 1 and a further 40 by end of Mar 2011. We can vary numbers to accommodate more subject to funding and demand.

3.26. How long will it take you from notification of funding to get the first jobs up and running?

4 weeks

The costs:

3.27. What is the cost to the Future Jobs Fund per job you are seeking to create?

Assuming 75 work placements between October 2009 and April 2011, unit cost = £6,299 (based on minimum wage for clients/participants)

3.28. What proportion of this cost will you require as start up costs, and what as ongoing costs? What will these costs cover?

4% Start-up costs for Recruitment of supervisory staff, vehicle hire and web: www.dwp.gov.uk/futurejobsfund 35 email: [email protected] running costs, site materials, tools and equipment and on costs as detailed below. Year 1 Year 2 Total 09/10 10/11 Revenue Costs Supervisors 25,000 52,000 77,000 Recruitment costs 4,000 4,000 Client Salaries 136,500 156,000 292,500 Training and employability 10,000 16,000 26,000 advisor costs Vehicle hire and running 10,000 18,000 28,000 costs Overheads including line 10,800 21,600 32,400 management, accommodation and contribution to running costs Total Revenue Costs 196,300 263,600 459,900 Capital Costs Site materials 2,500 4,000 6,500 Tools and Equipment 3,000 3,000 6,000 Total Capital Costs 5,500 7,000 12,500 Total Project Costs 201,800 270,600 472,400

3.29. Are additional funding streams available to combine with the Future Jobs Fund? If yes, please provide details of the types of funding that are available and how you will use them.

• Landfill tax - £50,000 per annum • Lottery grants including working with residents groups to secure community spaces and awards for all funding £25,000 per annum • Private sector (including sponsorship through Gwk national programmes and local CSR initiatives- £10,000 per annum • Contracts secured with Housing Associations, private sector and local authorities including existing contracts to consult, design and deliver playbuilder programmes - £20,000 per annum

Groundwork contribution - £10,000 per annum (we have already secured an investment of £60,000 in 2009/10 for a green infrastructure initiative using exemplar projects in South Hampshire which the CTF will be able to work on

Meeting local requirements:

3.30. What analysis of your worklessness population and demand side strengths and opportunities have you done or referred to in developing your bid? Authorities in England will need to ensure the analysis contributes to the future development of an areas Local Economic Assessment and Work and Skills Plan;

web: www.dwp.gov.uk/futurejobsfund 36 email: [email protected] • Young people not in education, training or employment (NEET): In Southampton, reducing the number of NEETS is a key priority – the Local Area Agreement 2007-10 has a target to reduce the figures from 10.4% (2005/6) to 7.6% by 2010. It is also a key target of the Hampshire LAA 2008-11, which has set a target to reduce the percentage of NEETs from 5.3% to 3.3. Gosport suffered from increasing numbers of young people who are NEET although the trend is recently reversing following improvements made in secondary schools. There remains a significant core group and younger people still at risk of becoming NEET in areas like Bridgemary, Forton and Rowner.

• People in receipt of incapacity benefit (IB) – in both Southampton & Gosport, the proportion of the population claiming IB is high than the SE average (4.6%) at 6% and 5.5%. At ward level, IB claimants are particularly concentrated in the more deprived areas: Thornhill (9.9%), Redbridge (9.1%), Bevois (8.8%), Woolston (8.7%), and Millbrook (7.8%) in Southampton; and in Gosport; Town (12%), Grange (6.7%), Rowner & Holbrook & Bridgemary South (both 7%), Forton (6.5%), and Leesland (6.4%).

• People with learning difficulties – nationally only 1 in 6 people with a learning disability are currently in work. The Learning Disability Taskforce, in a report to Ministers commented that ‘Jobcentre Plus is not able to offer the support and work opportunities for people with learning disabilities’

• People recovering from mental health problems – both Southampton and Gosport have a higher than average proportion of residents with/or recovering from mental health problems – 0.8% (Southampton) and 0.7% (Gosport) compared to 0.6% nationally

• Ex-offenders – employment statistics are limited to those on probation but even so unemployment in this group is 10 times the national rate. In addition, 43% of prisoners do not have any qualifications, and one in two have literacy problems. A DWP report (year); Barriers to employment for offenders and ex offenders; made the following statement: “The evidence seems to point to two main actions which are required to reduce unemployment amongst people with criminal records ….. Of prime importance is the improvement of basic skills or qualifications amongst those with none.”

In addition, these key target groups tend to live in the more deprived areas of Southampton, Gosport and Portsmouth. According to the Index of Multiple Deprivation results for 2007, 9 Super Output Areas (SOAs) in Southampton fall within the 10% most deprived in England (Bevois & Bargate, Thornhill, Weston & Redbridge & Millbrook) - all designated as web: www.dwp.gov.uk/futurejobsfund 37 email: [email protected] priority neighbourhoods by the City Council’s Local Neighbourhood Renewal Strategy 2006. Looking at specific deprivation characteristics, the highest factor of deprivation in both Southampton and Gosport is the level of education, skills and training, with a total 32 SOAs falling within the 10% most deprived in England (27 in Southampton, 5 in Gosport). The level of employment deprivation is also significant; 3 SOAs in Southampton (Weston, Thornhill &, Northam) are within the 10% most deprived, and 2 SOAs in Gosport (both in Town) are in the 15% most employment deprived (IMD 2007). This project will contribute to the aims of reducing the level of deprivation for education, skills or training, and employment.

3.31. How do the jobs you will create take account of your local labour market and the needs of the target group? (e.g. skills shortages, future employment opportunities and the need for outreach activity).

In terms of strategic fit this project meets the priotrties of a number of key local and regional strategies. • Hampshire LAA – improving skills levels and raising skills. This is reflected as one of two key priorities in Gosport through the Sustainable Community Strategy but CTF will also deliver cross cutting priorities of health and wellbeing, community engagement and improving quality of life including tackling antisocial behaviour

• Portsmouth LAA – CTF will improve opportunity and achievement for all, making city safer and attractive, creating places where people want to live

• Southampton LAA – CTF will help people make a positive contribution to creating an attractive sustainable and stimulating environment in the city.

• South Hampshire Agreement and PUSH Strategy – reducing inactivity and increasing skills to support growth especially in disadvantaged communities in Gosport, Havant, Portsmouth and Southampton alongside creating quality of place to attract future investment. Our proposal will also help deliver elements of PUSH’s green infrastructure aspirations.

• SEEDA Regional Economic Strategy - emphasises the importance of employer based work experience and training, creating new ‘pathways to work’ for those excluded from mainstream job market and forging effective local employment partnerships. The CTF by its cross cutting nature and target client group can help to deliver against these regional strategic objectives.

The needs of the target group are meet because the type of work web: www.dwp.gov.uk/futurejobsfund 38 email: [email protected] undertaken by a Community Task Force is ideally suited to young people with mixed abilities including those with low attainment levels, disabilities and disadvantage. It is flexible in terms of its offer – although largely outdoors and manual, it can accommodate and support those who show aspiration towards supervising, design and planning, liaising with members of the public, and/or taking on more physically demanding roles. Projects are real which generates a sense of community and civic pride which itself can be very rewarding and motivating for younger people

Supporting Future Jobs Fund employees:

3.32. How will you support Future Jobs Fund employees while they are employed through the Fund?

Groundwork Solent has an established system of monitoring/tracking participant’s progress, which it will use to monitor the achievement of the expected outcomes. This includes undertaking an initial skills assessment; regular progress review/feedback sessions; end of programme exit interviews, and post-programme follow-up. Within these stages, participant’s progress will be assessed against the learning outcomes required to gain an accredited qualification, and the ‘Rosenburg’ scale will be used to measure participant’s personal independence. The project coordinator will also seek feedback from key stakeholders involved in the delivery of the project, The Wheatsheaf Trust, Learning Links Southern Ltd, and the Councils; as well as the participant referral agencies, and the community and voluntary groups involved in the project.

An interim evaluation of the project’s progress will be undertaken 12 months from the implementation of approved funding to assess the extent to which project targets are being met. Recommendations for change/improvement will be acted on in the light of the findings of this interim evaluation. Towards the end of the programme a comprehensive, independent evaluation will be undertaken and the results disseminated to funders, partners, stakeholders and any other interested parties.

The Groundwork Federation is developing systems to enable us to track individuals over a longer period of time after their initial engagement to better record longer term outcomes and progression

3.33. How will you improve Future Jobs Fund employee’s long-term employability?

All those that access the CTF jobs will develop new, accredited conservation/ horticultural skills. They will improve their employability web: www.dwp.gov.uk/futurejobsfund 39 email: [email protected] skills, e.g. communication, team working, time-keeping, etc. Their confidence, self-esteem, and personal independence will be increased. Because of this we expect many will progress into stable employment and/or further training. They may also continue to volunteer with Groundwork.

The support given with these job opportunities will be responsive to the needs of individual beneficiaries; particularly those with long-standing, more substantial barriers to employment and learning who require greater one-to-one support. From experience we know that people with a poor academic record who are therefore wary and resistant to ‘traditional’ learning environments respond well to supported practical outdoor activity. This is particularly important in context of working with younger people

Our experience in South Hampshire and in Groundwork in other parts of the country – such as Hertfordshire’s Green Team- indicates a high rate of success in getting young people to long term employment, or into further training and education. Success rates of up to 80% of participants have been achieved as evidenced by a recent survey undertaken across the Groundwork Federation at the end of 2008 We have made long term local commitments to, and are embedded in, some of communities suffering from disadvantage. We are well placed to secure additional funding to deliver environmental improvements and it fits well with our existing remit with local authorities and other partners

3.34. Can you confirm that you will offer an exit interview to everyone who leaves a Future Jobs Fund job to assess their experience, and provide them with a reference that captures their performance, attendance record and any skills learnt.

Yes

Bid credibility:

3.35. Can you provide evidence of the credibility of your bid: do you have any experience of delivering jobs of this type or support for young people in the past or is your bid for the expansion of current jobs? How will you ensure quality and viability of partnership commitments?

A pilot programme was undertaken in 2007 and again in 2008 with 24 participants, based on two short 10 week programmes (1 day a week). The programme had considerable success, demonstrating the validity of such a programme: improvements were made to a number of natural areas in Gosport and Southampton, participants gained useful employability skills such as teamwork and following a routine; the confidence, sense of self-worth and pride of participants increased; positive feedback from participants, referral agencies and the community was received; and 30% of participants progressed into web: www.dwp.gov.uk/futurejobsfund 40 email: [email protected] further training/employment. However, feedback from participants and referral agencies during the programme evaluation revealed that the short term nature of the project (participants were only engaged 1 day per week) was off-putting to some people, suggesting that a more substantial programme, providing participants with greater time to develop, would be more suitable. The value of this programme over the two years was @ £30,000 including volunteers and officer time. The initiative improved 50,000m² of land, maintained a further 25,000m², created two new gardens and contributed to creation of a new recreation facility (BMX track). In addition there were 7 routes to progression with people gaining further employment or going back into education

Groundwork has run a ‘Green Estates Team’ for the past 8 years comprising full time officers leading a small team of full time volunteers and trainees many of whom have had learning difficulties, mental illness, drug and alcohol problems or have been in prison. The total value of time for this team over the years is estimated at over £530,000 (volunteer time = £25/hr). The team has delivered over 1,000,000m² of land improvements and maintenance, planted over 16,000 trees, built 7km of new footpaths, involving over 10,000 volunteers and trainee person days

Further details:

3.36. Please provide further details of your bid below. We are particularly interested in: the type(s) and numbers of jobs you will create, the benefit they will provide to the community, evidence that the jobs will be additional, and any wider benefits they will deliver. Please limit your response to 500 words.

Groundwork Solent will develop and run a new Community Task Force (CTF). The project will contribute towards Groundwork Solent’s aims of benefiting people, places, and prosperity, by engaging disadvantaged people living in disadvantaged neighbourhoods primarily in Southampton, Gosport, Portsmouth and Havant in a programme of environmental improvements, supported by employment and training- related advice and guidance. This project will support work in urban green spaces, urban woods, country parks, recreation areas and community gardens. It will assist local authorities, housing associations, education establishments and a range of community groups who have partial or complete management responsibility for these important natural spaces, but lack the resources to carry out all the tasks that are required. It will focus on those areas most in need of investment and aims to ensure underused and neglected land not becomes an asset for the community The CTF will create 75 new jobs and undertake specific work programmes in each local authority area according to need including; • Green Team – enhance habitat and access to wildlife areas. • Civic Pride – local residents determine programme of estate web: www.dwp.gov.uk/futurejobsfund 41 email: [email protected] based clean up in addition to council responsibilities. • Prospect Team – focussing on industrial estate and retail area maintenance and improvement. Includes horticulture and void property clearance and preparation and improvement to accept new tenants. • Community Support - delivering improved services around visitor management in country parks and open spaces, play rangers to encourage safe play, sports development and volunteer management and co-ordination.

Groundwork’s core business in relation to tackling worklessness is ‘stock’ not ‘flow’: the long-term unemployed not those newly out of work due to the recession. Our USP is green jobs: building on our environmental credibility and expertise. This is what Community Task Force intends to do.

There will be 2 main benefits; For the Environment: Relying solely on Local Authority planned programmes of work to improve the physical condition of local areas means that a number of neighbourhoods will wait a long time or even indefinitely to see improvements in their local environment/facilities. Working with the local authorities through a largely grant-funded project will result in environmental improvements to public spaces and facilities that otherwise may not happen, whilst also developing the employability of the key target groups. The environmental improvements will contribute to key priorities in South Hampshire. Supporting those with substantial barriers to employment: Doing nothing means that large numbers of disadvantaged people will be left without the help they need to address barriers to employment and move closer to the labour market. Mandatory/statutory programmes, such as Pathways to Work, are not always sufficiently responsive to the needs of individual beneficiaries; particularly those with long-standing, more substantial barriers to employment and learning who require greater one-to-one support. Indeed, the pilot programme previously mentioned in bid credibility confirmed the expectation that people with a poor academic record who are therefore wary and resistant to ‘traditional’ learning environments respond well to supported practical outdoor jobs. This is particularly important in context of working with younger people.

web: www.dwp.gov.uk/futurejobsfund 42 email: [email protected]

Section B: Secondary criteria and further information

New Jobs, New Futures bid 4. Southampton City Council Partnership

The work will involve - • Improved community and public facilities • Improved energy efficiency in rented dwellings • Additional staff resources for day centres, care homes • Support to emerging social enterprises • Supporting Adult and Community Learning programmes • Supporting unemployed residents of RSL • Increasing support to VSO to secure external funding • Environmental improvements • Developing the employability of individuals • Supporting those with substantial barriers to employment: • Giving a ‘second chance’ to former apprentices who have been made redundant.

Total FJF grant £1,763,400 Total matched £1,225,694

John Connelly Assistant Regeneration Manager Southampton City Council 02380 834402 [email protected]

Number of jobs, speed of delivery and duration of bid:

3.37. How many jobs will you create and over what time period? Please set out how many of these jobs will be made available on a month by month basis. web: www.dwp.gov.uk/futurejobsfund 43 email: [email protected]

Round 1 (100) 1) SSDZ 33 salaried (average £14,000), 37 hours a week apprenticeships leading to at least NVQ 2 or 3 2) SCC - 11 salaried (average £14,000), 37 hours a week apprenticeships leading to at least NVQ 2 or 3 3) 56 – 25 hours a week apprenticeships with pre-employment training, supported employment and on the job training. (accredited training to HNC to be confirmed, subject to LSC funding) Early November 2009 – January 2010 start

Round 2 (70) 1) 60 – 25 hours a week apprenticeships with pre-employment training, supported employment and on the job training. (accredited training to HNC to be confirmed, subject to LSC funding) 2) 10 37 hours a week, 6 month apprentices, with paid day release Parks, Woodland and Biodiversity

Round 3 (104tbc) 1) SSDZ 33 salaried (average £14,000), 37 hours a week apprenticeships leading to at least NVQ 2 or 3 2) SCC - 11 salaried (average £14,000), 37 hours a week apprenticeships leading to at least NVQ 2 or 3 3) 60 – 25 hours a week apprenticeships with pre-employment training, supported employment and on the job training. (accredited training to HNC to be confirmed, subject to LSC funding)

Total 274 (This is forecast to increase as offers from SME’s and the private sector indicate a preference for Round 2 starts, and consultation with Business in the Community progresses)

3.38. How long will it take you from notification of funding to get the first jobs up and running?

Notification by early September 2009 will enable the first apprenticeships to be recruited by early November. Many partners are keen on earlier starts and this would be appreciated, ie October

The costs:

3.39. What is the cost to the Future Jobs Fund per job you are seeking to create? There is a wide range of estimates, but in general £5,000 - £6,400

web: www.dwp.gov.uk/futurejobsfund 44 email: [email protected] SSDZ (33 x 2 rounds) Total SSDZ investment £955,632 Total FJF grant £429,000

SCC (non SSDZ x 2 rounds) Total SCC investment £254,990 Total FJF grant £143,000

Wheatsheaf Trust/Groundwork (56 Round 1, 60 Round 2, 60 Round 3)

Total FJF grant £1,126,400

SCC Round 2 (Biodiversity) (10 apprentices) Total SCC investment £15,072 Total FJF grant £65,000

Total FJF grant applied for £1,763,400 Total matched funding £1,225,694

3.40. What proportion of this cost will you require as start up costs, and what as ongoing costs? What will these costs cover?

Start costs are not forecast to be substantial at this time, and will not exceed 5%.

Detailed financial models are attached as technical appendices to each element of the FJF bid. Costs generally cover salaries, expenses, equipment, supervision and mentoring. Training is included in SSDZ and SCC full time apprenticeships. Training (for accredited qualifications) is not sufficient for the Wheatsheaf Trust/Groundwork apprenticeships and will need to be identified in consultation with LSC and local providers. However, costs for significant levels of on the job training has been included

3.41. Are additional funding streams available to combine with the Future Jobs Fund? If yes, please provide details of the types of funding that are available and how you will use them.

Funding from partners in Southampton is forecast to total £1.1M. This does not include ‘in kind’ funding An additional source of funding from the EU will be evaluated in 2009

Meeting local requirements:

web: www.dwp.gov.uk/futurejobsfund 45 email: [email protected] 3.42. What analysis of your worklessness population and demand side strengths and opportunities have you done or referred to in developing your bid? Authorities in England will need to ensure the analysis contributes to the future development of an areas Local Economic Assessment and Work and Skills Plan;

The case for providing support to unemployed and low-skilled people hardly needs arguing in the present economic climate. Nationally, the number of people out of work rose 244,000 to 2.22 million in the first quarter of 2009, (Office for National Statistics) and is likely to reach 3 million before the end of 2009. In April Job Seekers Allowance claimants increased by 57,100 to 1.51 million while job vacancies are in a steep decline. There were 455,000 job vacancies January – March 2009, down 51,000 from the previous quarter and 232,000 fewer than the same period of 2008. The quarterly rises in the jobless rate and number were the biggest since 1981. Unemployment is rising most steeply in the 18-24 age group, one of the Trust’s key client groups. It has now reached 16.1%. This compares to 5.5% of those 25-49 years and 4.1% for the over 50s. The youth unemployment rate is at its highest since September 1994.

In Southampton, the number of JSA claimants has risen from just over 4000 to 6321 in the four months to April 2009, while over the same period the vacancies notified to Jobcentre Plus have fallen from nearly 3000 to 638. Southampton is the largest city in the most prosperous region in the UK, but still has significant pockets of deprivation and economic inactivity. It is also home to the largest multi-ethnic community south of London, and has been a particular magnet for recent migrants. The City’s resident population is around 230,000, but almost three times that number in the surrounding area rely on the City for employment, leisure and retail. In the 2007 Government Index of Deprivation, Southampton was ranked as the 91st most deprived local authority area in the country (out of 354). It was ranked 64th in the “income domain” and 66th for employment, in the top 20% for both. The contrast with the generally high levels of income, employment, and living costs in the South East region accentuates the difficulties of those on low incomes. Of the seven domains in the Index, Southampton performs worst in “Education Skills and Training”. On this measure, 27 of the “super output areas” (the smaller areas representing about 1500 residents) fall within the 10% most deprived in the whole country.

In Southampton (March 2009) there were nearly 8 JSA claimants for every registered vacancy. The most deprived areas in South Hampshire have higher unemployment rates. ‘Economic inactivity’, which includes people on long-term benefits, was (May 09) 21.3% in Southampton. Unemployment rates amongst ethnic minorities tend to be higher than for the population as a whole, and many members of ethnic minority communities (particularly women) do not access statutory provision such as Jobcentres. A large number of refugees and other migrants now seek work in the area, many of whom do not have good English. web: www.dwp.gov.uk/futurejobsfund 46 email: [email protected]

A particular issue in the area is low-skilled, low-paid jobs. In Southampton it is estimated that there are around 25,000 people who lack basic literacy and numeracy skills. (Source JCP and Wheatsheaf Trust, 2009)

Further work to help inform a city Local Assessment of Worklessness is underway, and is being performed by the University of Portsmouth)

3.43. How do the jobs you will create take account of your local labour market and the needs of the target group? (e.g. skills shortages, future employment opportunities and the need for outreach activity).

Wheatsheaf Trust and Groundwork Solent have a substantial existing client base in this age group, and a close working relationship with JCP in its areas of operation. Additional information is attached in each organisations appendices.

It is also proposed for the SSDZ partnership to employ a dedicated apprenticeships development officer, to promote opportunities and to engage with new partners in the city-region

Supporting Future Jobs Fund employees:

3.44. How will you support Future Jobs Fund employees while they are employed through the Fund?

SSDZ The partnership proposes to employ a dedicated apprenticeships development officer, to promote opportunities and to engage with new partners in the city-region. Part of the role will also to evaluate the success of apprenticeships and track employment.

Wheatsheaf Trust Specialist Support Workers will be employed on a 1:15 ratio to negotiate appropriate training, provide careers guidance, and help young people with personal issues such as health, legal, and family problems. There will be a 3-4 week trial period before employment is offered during which they will be given assessment and guidance to find the best placement, helped with immediate personal issue such as homelessness, and encouraged to maximise the take-up of benefits (teeth, eyesight &c.) before leaving the benefit system.

Groundwork Solent The basic programme will be run on a flexible ‘roll on-roll off’ basis allowing participants to join regularly and stay for up to 6 months depending on their circumstances. All potential project participants will have an initial needs assessment, which will assess short and long-term web: www.dwp.gov.uk/futurejobsfund 47 email: [email protected] interests/goals, aptitudes, employment aspirations, existing skills/qualification levels. This will be followed by a trial period of 1 month to enable a mutual assessment of suitability to proceed. Individual’s progress will continue to be reviewed at various intervals throughout the programme.

More details of the support available are included in the technical appendices

3.45. How will you improve Future Jobs Fund employee’s long-term employability? • Vocational and pre-vocational training • Careers advice • Help with CVs and interview skills • Job search support through Employment Access Centres • Access to Information, Advice and Guidance (IAG) on possible employment/training/lifestyle options • The opportunity to gain accreditation for the skills gained through completion of the jobs

3.46. Can you confirm that you will offer an exit interview to everyone who leaves a Future Jobs Fund job to assess their experience, and provide them with a reference that captures their performance, attendance record and any skills learnt. Yes

Bid credibility: 3.47. Can you provide evidence of the credibility of your bid: do you have any experience of delivering jobs of this type or support for young people in the past or is your bid for the expansion of current jobs? How will you ensure quality and viability of partnership commitments?

The bid is to create new apprenticeship jobs in the city region

Groundwork Solent and Wheatsheaf Trust have significant experience and success in delivering similar opportunities for young people. Detailed evidence is included in their appendices.

The SSDZ partnership comprises four of the largest employers in the city region, each with significant experience in delivering apprenticeships and of adding value. The terms of reference of the SDDZ are attached as an appendix and support is proposed from the establishment of a dedicated apprenticeships development officer, to promote opportunities and to engage with new partners in the city- region. Part of the role will also be to evaluate the success of apprenticeships and track employment, using a balanced scorecard matrix with four areas of enquiry; Organisational Growth & Learning, Key Results, Quality Perspective (Service and staff) and Efficient use of web: www.dwp.gov.uk/futurejobsfund 48 email: [email protected] resources.

Further details: 3.48. Please provide further details of your bid below. We are particularly interested in: the type(s) and numbers of jobs you will create, the benefit they will provide to the community, evidence that the jobs will be additional, and any wider benefits they will deliver. Please limit your response to 500 words. The jobs will be new

The types of jobs will include; 12 – 18 month ‘trades’ apprenticeships – 74 Environment and conservation – 110 Administrative – 16 Community engagement – 30 Support to the Business community – 36 Support to RSL’s – 8

Community benefits will include; • Improved community and public facilities • Improved Parks and Biodiversity • Improved energy efficiency in rented dwellings • Additional staff resources for day centres, care homes • Support to emerging social enterprises, including Thornhill New Deal for Communities • Supporting Adult and Community Learning programmes in deprived communities • Supporting unemployed residents of Registered Social Landlords • Increasing support to voluntary organisations secure external funding • Environmental improvements to public spaces and facilities that otherwise may not happen • Developing the employability of the key target groups • Supporting those with substantial barriers to employment • Giving a ‘second chance’ to former apprentices who have not been able to complete their apprenticeship due to redundancy

Further details for each element of the programme can be provided.

web: www.dwp.gov.uk/futurejobsfund 49 email: [email protected]

Section B: Secondary criteria and further information

New Jobs, New Futures bid 5. VT Training

Fiona Wadeson Regional Executive VT Training 260-262 Havant Road Drayton Portsmouth PO6 1PA Mobile: 07810658882 Email: [email protected] www.vtplc.com

Number of jobs, speed of delivery and duration of bid:

3.49. How many jobs will you create and over what time period? Please set out how many of these jobs will be made available on a month by month basis.

50 jobs over a 5 month period, 10 positions per month. All learners employed by VTT, a work placement with training delivered.

3.50. How long will it take you from notification of funding to get the first jobs up and running?

8 weeks.

The costs:

3.51. What is the cost to the Future Jobs Fund per job you are seeking to create? web: www.dwp.gov.uk/futurejobsfund 50 email: [email protected] £6,500

3.52. What proportion of this cost will you require as start up costs, and what as ongoing costs? What will these costs cover? Start up costs will be £1,500 per learner, to supply a venue for the initial training and a dedicated point of contact for the employees and employers. Ongoing costs will be the continued wages for the employees along with placement monitoring and the salary of the vocational coach to ensure learners are in a safe environment, which will result in a further £4,500 per learner. The remainder, £500 will be used to induct the employee into the apprenticeship programme in order for them to start the programme either during their work placement or upon being employed by the work placement after the 6 month induction.

3.53. Are additional funding streams available to combine with the Future Jobs Fund? If yes, please provide details of the types of funding that are available and how you will use them.

We will use our main stream work based learning funding once the 6 months is over to enrol the employees within a job to complete their apprenticeship programme.

Meeting local requirements:

3.54. What analysis of your worklessness population and demand side strengths and opportunities have you done or referred to in developing your bid? Authorities in England will need to ensure the analysis contributes to the future development of an areas Local Economic Assessment and Work and Skills Plan;

With employment levels fairly high in the PUSH area the earnings are relatively low in comparison due to the higher level qualifications within the population being below average. This project will ensure that the currently unemployed individuals will not only gain employment but also up the local skills level to at least a level 2. Long term the individuals would then have the option to look at their career within the sectors which could then result in progression to level 3.

3.55. How do the jobs you will create take account of your local labour market and the needs of the target group? (E.g. skills shortages, future employment opportunities and the need for outreach activity).

The skills shortages within the PUSH area are as a result of the manufacturing industry declining, and we can therefore increase the options for the individuals to learn a new trade. This will increase their web: www.dwp.gov.uk/futurejobsfund 51 email: [email protected] future employability within growth sectors. Within Active leisure environment we can look at supporting the Olympic bid for swimming, offering training within the sector.

Supporting Future Jobs Fund employees:

3.56. How will you support Future Jobs Fund employees while they are employed through the Fund?

The employees will have a point of contact who will be their vocational coach who will ensure they attend their work placements and have the support they require to achieve the training. This vocational coach will also liaise with the employer to ensure safety for the employee along with real opportunities to be offered a further employment opportunity.

3.57. How will you improve Future Jobs Fund employee’s long-term employability?

With the experience they gain over the 6 months they will naturally become more desirable which is then enhanced by an apprenticeship programme. As the employees build a relationship with their work placements they will then increase their employability skills with that employer.

3.58. Can you confirm that you will offer an exit interview to everyone who leaves a Future Jobs Fund job to assess their experience, and provide them with a reference that captures their performance, attendance record and any skills learnt.

Yes, all learners will receive an exit interview which will show their progression, and induction towards apprenticeship programme along with work skills learnt within work placement

Bid credibility:

3.59. Can you provide evidence of the credibility of your bid: do you have any experience of delivering jobs of this type or support for young people in the past or is your bid for the expansion of current jobs? How will you ensure quality and viability of partnership commitments?

VTT have worked with the LSC before to deliver pre apprentice pilots, which forms part of the E2E funding received. We currently deliver apprenticeship and Train to Gain programmes across the PUSH area and would use this resource to ensure the delegates achieve a qualification. The partnerships we have with the employers is long standing and this would enhance the relationship as we would use their in house training schemes to dove tail the apprenticeship.

web: www.dwp.gov.uk/futurejobsfund 52 email: [email protected] Further details:

3.60. Please provide further details of your bid below. We are particularly interested in: the type(s) and numbers of jobs you will create, the benefit they will provide to the community, evidence that the jobs will be additional, and any wider benefits they will deliver. Please limit your response to 500 words.

It is anticipated that VTT will work in partnership with the Job centres located across the PUSH area to engage the 50 individuals in the programme. The jobs created will be 10 per month where they will begin their employability skills training and interviewing with their preferred sector workplace.

The jobs created will be 50 across the PUSH area, focussing initially on the Retail and Hospitality sectors where there have been a large number of redundancies over the last quarter. The employers we work with are keen to have more employees but are uncertain within the current economic climate, but with VTT employing them they will then have time to work with them to see them as a valuable team member resulting in the job offer after the 6 months.

We also work with employers within the Adult care sector, where we would train the individuals to work within the care homes to provide an additional member of staff. This will increase the time being spent with the service users therefore enhancing the service provided to the elderly within the PUSH area.

The employees and work placement mentors will all have one point of contact, a vocational coach, who will ensure the employees not only have employability skills and training but have regular reviews to ensure progression within their job moving on to their apprenticeship programme.

Once the 6month contract with VTT has expired the employers will be encouraged to offer positions to the employees in order for them to complete their apprenticeship programme which will be funded by VTT's work based learning contract with the NAS. An exit interview will be completed to evaluate progression for the employees in order to evaluate the programme.

web: www.dwp.gov.uk/futurejobsfund 53 email: [email protected]

Section B: Secondary criteria and further information

New Jobs, New Futures bid 6. Community Empowerment Ltd – Central Support

Geoff Wade, CEO, Community Empowerment Ltd. Community Empowerment Ltd 90 Locksway Road Southsea PO4 8JP 077 2636 2707 [email protected] www.empower.coop

Number of jobs, speed of delivery and duration of bid:

3.61. How many jobs will you create and over what time period? Please set out how many of these jobs will be made available on a month by month basis.

60 Jobs total.

Oct 2009 – 3 Nov 2009 – 2 Dec 2009 – 1 Jan 2010 – 2 Feb 2010 – 3 Mar 2010 – 3 Apr 2010 – 5 May 2010 - 7 web: www.dwp.gov.uk/futurejobsfund 54 email: [email protected] Jun 2010 – 8 Jul 2010 – 8 Aug 2010 – 8 Sep 2010 - 10

3.62. How long will it take you from notification of funding to get the first jobs up and running?

Two months.

The costs:

3.63. What is the cost to the Future Jobs Fund per job you are seeking to create?

£6,500 per job.

3.64. What proportion of this cost will you require as start up costs, and what as ongoing costs? What will these costs cover?

£3,100.50 required as wages and £403.57 as employer’s National Insurance. These are ongoing costs. £217.00 is a contribution to office operational costs (equipment, stationery, software, communications). This amount is required ‘up front’. £778.93 is management, supervision and mentoring. These are ongoing costs. £1,500 is for the core costs of setting up and supporting new social enterprises, co-operatives, charities and/or mutuals. This includes the cost of publicity, meetings, registration and other start up costs. These activity will also benefit additional unemployed people (outwith the FJF). These are ongoing costs. £500 is for occupancy costs (rent, rates & services). 50% of this is required up front, therefore £250 is upfront and £250 is on going costs. In total, £450 is up front costs and the rest on going costs.

3.65. Are additional funding streams available to combine with the Future Jobs Fund? If yes, please provide details of the types of funding that are available and how you will use them.

We are seeking additional funding, including the Co-operative Enterprise Hub. We can contribute over £75,000 value of professionally experienced volunteer support.

Meeting local requirements:

web: www.dwp.gov.uk/futurejobsfund 55 email: [email protected] 3.66. What analysis of your worklessness population and demand side strengths and opportunities have you done or referred to in developing your bid? Authorities in England will need to ensure the analysis contributes to the future development of an areas Local Economic Assessment and Work and Skills Plan;

As per Portsmouth City Council / PUSH Section B evidence.

3.67. How do the jobs you will create take account of your local labour market and the needs of the target group? (e.g. skills shortages, future employment opportunities and the need for outreach activity).

As per Portsmouth City Council / PUSH Section B evidence.

Supporting Future Jobs Fund employees:

3.68. How will you support Future Jobs Fund employees while they are employed through the Fund?

Each FJF employee will be employed by Community Empowerment Ltd. Therefore payroll and other employer responsibilities will remain with Community Empowerment Ltd. This will ensure a consistent standard and provide the employee with a clear structure for problem solving.

FJF employees may be seconded to a Third Sector organisation (which includes ourselves) for work experience and support towards long-term employability. Each placement will be to undertake real work, in a job which would not otherwise be available.

As these are new jobs there is a possibility that the work would continue beyond the six month secondment, in which case the individual would then become an employee of the receiving organisation. Some of the organisations may be new start which enhances the prospect of extended employment, therefore we will assist the new start towards sustainability.

From ‘day-one’, the FJF employee will receive mentoring to improve their long term employability.

Each organisation accepting FJF employees on secondment will undertake the day-by-day supervision of the employee. All participating organisations will receive regular visits from Community Empowerment Ltd Consultants and these Consultants will provide mentoring and help prepare the FJF employee for permanent work. Monitoring will be undertaken by our Central Support Services.

The employee will be protected by grievance procedures which include web: www.dwp.gov.uk/futurejobsfund 56 email: [email protected] the right to discuss concerns with the CEO.

As indicated, where an organisation is a ‘new start’ they will receive enhanced support from our Consultants.

Each participating organisation will be required to release the FJF employee for ‘out of office’ training sessions.

All of the above support is reflected in the bid costings.

3.69. How will you improve Future Jobs Fund employee’s long-term employability?

The support offered (3.8) is designed to improve the FJF employee’s long-term employability, whether , after six months, they are employed by the hosting organisation or move to another employer.

There will be an emphasis on co-operation and on teamwork both in the training provided and on the practice expected from the host organisation.

We expect secondments to be challenging and enjoyable. Our consultancy team will make regular visits to the hosting organisation and hold mentoring sessions with the employee.

We will aim to increase the confidence and self-awareness of the employees.

The employees will be encouraged to recognise the value of work and its place in civil society.

In addition, task specific skills will be developed according to the work undertaken within the hosting organisation. There will be an emphasis upon transferable skills.

3.70. Can you confirm that you will offer an exit interview to everyone who leaves a Future Jobs Fund job to assess their experience, and provide them with a reference that captures their performance, attendance record and any skills learnt.

Definitely, yes. This will be a mutual task between the host organisation, the Consultant team, Central Services and not least, the employee.

web: www.dwp.gov.uk/futurejobsfund 57 email: [email protected] Bid credibility:

3.71. Can you provide evidence of the credibility of your bid: do you have any experience of delivering jobs of this type or support for young people in the past or is your bid for the expansion of current jobs? How will you ensure quality and viability of partnership commitments?

Over the past five years, together with our Consultants and Co-operative Development Bodies, 109 employing social enterprises have been created.

We are members of Co-operativesUK Ltd (the Apex body for Cooperative organisations in the UK) and adhere to the values & principles of the co-operative movement.

We will visit our host organisations in order to evidence first-hand the results that they are achieving. These visits and monitoring will be fully documented.

Our team of 18 Consultants have more than 250 years of relevant experience between them. We can provide CVs for all of our Consultants and Central Support staff and Volunteers.

Further details:

3.72. Please provide further details of your bid below. We are particularly interested in: the type(s) and numbers of jobs you will create, the benefit they will provide to the community, evidence that the jobs will be additional, and any wider benefits they will deliver. Please limit your response to 500 words.

We anticipate being able to offer a broad range of job types, within Third Sector organisations. Fifteen new jobs (total) will be created within our Central Services and Solent Outreach team.

Our Consultants are based at: Portsmouth (Central Support and Solent Outreach Team), Southampton (Team), Birmingham (Team), Manchester (Team), Grays, Wembley, Cambridge, Newhaven, Durham, Preston, Leicester, St Austell.

This bid pertains to Portsmouth (Central Support and Solent Outreach).

We expect to create 9 new Co-operative Enterprises (Part 2 of the project), an average of 3 per period. We anticipate that at least 1 new Co-operative Enterprise will be created in each of the partner Local Authority areas. We would aim that 4 of the 9 will create ‘green’ employment and environmental benefits to the community, 3 would web: www.dwp.gov.uk/futurejobsfund 58 email: [email protected] be areas of social care providing new forms of participatory involvement , 1 would be in the area of Co-operative Education & Training (services to Schools and to Social Enterprises) and the remaining 1 would be a ‘blue sky’ social enterprise allowing us to support the enthusiasm of those involved in the projects.

NB: Match funding may enable us to extend these targets.

In each and every case we would give full consideration to those needs which are identified by the communities themselves. All of above would aim to increase community and stakeholder involvement. All of our Consultants and team members have experience in the creation of new Co-operatives and other types of social enterprises, as well as support for established ones.

There is an emphasis upon sustainable new enterprises which will create new jobs not only for FJF participants but for others as well. We will make provision for funding older workers who do not qualify under the FJF. The jobs created through the FJF AND the additional jobs created through co-operative enterprises, will be new jobs which would not have otherwise existed.

All Third Sector hosting organisations will have a social purpose and the secondments will either enable them to increase their service delivery and community benefits AND/OR will increase the number of trained and experienced workers available to the Third Sector into the future. This support to the Third Sector increases its capacity to provide community benefits.

This project will also directly increase the capacity of Community Empowerment Ltd enabling us to develop our ongoing community empowerment activities, including the free support that we offer via our website www.empower.coop

We encourage co-operative & mutual solutions for community empowerment needs. In particular we champion mutual-self-help within communities, both geographical and communities of shared interest. We offer a choice of appropriate structures to formalise or incorporate such mutuality into Social Enterprises, Co-operatives, Credit Unions etc. When suitable we encourage multi-stakeholder Co-operatives giving the community democratic empowerment in decision making.

From our experience, the types of services that can be provided by these models of enterprise are at least as varied as those offered by ‘traditional’ profit-centred enterprises. The possibilities for a variety of job creation opportunities are considerable.

Wherever there is a suitable match, we will enable the FJF employees to move into permanent employment with Third Sector employers including the Co-operatives and Mutuals that we help develop. Where that is not possible, we will assist the FJF employee to develop transferable skills in order to increase their attractiveness to other employers.

web: www.dwp.gov.uk/futurejobsfund 59 email: [email protected]

Section B: Secondary criteria and further information

New Jobs, New Futures bid 7. The City Growth Business Group

Martin Dennison Executive Director, Portsmouth & South East Hampshire Partnership 17 Pembroke Road, Portsmouth, PO1 2NR Tel: 023 9289 9730 Email: [email protected]

Number of jobs, speed of delivery and duration of bid:

3.73. How many jobs will you create and over what time period? Please set out how many of these jobs will be made available on a month by month basis.

100 Jobs over 16 months. One month after the start date the first jobs will be created then increase at the rate of 10 a month up to a maximum of 60 in months 6, 7, 8, 9 & 10 then decrease to finish at the end of month 17. 100 young people will be employed over this period for 6 month periods paid at, the new revised, minimum wage.

3.74. How long will it take you from notification of funding to get the first jobs up and running?

12 weeks

The costs: web: www.dwp.gov.uk/futurejobsfund 60 email: [email protected]

3.75. What is the cost to the Future Jobs Fund per job you are seeking to create?

£6,500

3.76. What proportion of this cost will you require as start up costs, and what as ongoing costs? What will these costs cover?

Estimated cost, including start up costs – what will these cover

Set up costs = £20,000

Salaries + NI for employees 1 part - time co-ordinator £35,000 over 18 months 100 young people - project workers = £438,000

Management, supervision & marketing = £147,000 Including group supervisors @ £26,000 per year over 17 months. 6 Volunteers + expenses Training = £45,000

Total from Future Jobs Fund = £650,000

Match funding = £70,000

Total estimated costs = £720,000

3.77. Are additional funding streams available to combine with the Future Jobs Fund? If yes, please provide details of the types of funding that are available and how you will use them.

At this stage other funding has not been confirmed however additional funds for training and the capital implementation costs will be sought through the engagement of further partners. The project will also investigate adjusting the operational model to ensure the maximum amount of funds will follow the individual trainee.

Meeting local requirements:

3.78. What analysis of your worklessness population and demand side strengths and opportunities have you done or referred to in developing your bid? Authorities in England will need to ensure the analysis contributes to the future development of an areas Local Economic Assessment and Work and Skills Plan;

The NOMIS, City Council and PUSH data have been referred to. There web: www.dwp.gov.uk/futurejobsfund 61 email: [email protected] is a current (May 2009) cohort of 345 unemployed young people (18- 24yr olds for more than 6 months) At a national level young people have been particularly susceptible to the recession, with the unemployment rate in the 18-24 age group reaching 16.6%, its highest point since 1993.

City Growth research in the business community consistently shows employers want employees to have essential core skills in the modern workplace. Aside from good literacy, IT literacy and numeracy, other requirements including team working, self motivation, enterprising and initiative skills. The project approach will encourage the development of these skills.

The City Growth strategy showed that higher paid jobs in the city were not going to local residents as 28% of adults had no qualifications. The close work with Highbury College will ensure employees gain skills and are encouraged to continue in education.

The City Growth Business Group now supports the development of skills in the creative & cultural industries and retail.

3.79. How do the jobs you will create take account of your local labour market and the needs of the target group? (e.g. skills shortages, future employment opportunities and the need for outreach activity).

The aim of this project is to ensure the Portsmouth City Centre retail area is robust in dealing with the recession and the postponement of the major Northern Quarter development. Through the development of the local markets and creative use of the empty shops FJF employees will learn essential skills and expose them to opportunities. Skills and experience in customer facing roles are a growth sector in Portsmouth in the retail, leisure and tourism industries. This, together with the creative and cultural industries will give the young people skills and opportunities in the growing and emerging areas of business.

Supporting Future Jobs Fund employees:

3.80. How will you support Future Jobs Fund employees while they are employed through the Fund?

Individual employees will be supported by the group supervisors and project coordinator for their personal development. However through the partner organisations and their active supervision, employees will have access to other outside agencies who can help with their personal development and skills needs.

3.81. How will you improve Future Jobs Fund employee’s long-term employability?

web: www.dwp.gov.uk/futurejobsfund 62 email: [email protected] Employees will receive specific skills training and training in core soft skills during the programme plus help with completing their CV. As they work, the young people will be required to learn a wide range of new skills with Highbury College providing vocational training to qualification level. The team work approach will allow the young people to demonstrate initiative, take responsibility, develop leadership, build confidence, self-esteem and good peer relations, together with pride in their city and environment. These competences, as well as the qualifications gained, will assist the young people in finding work elsewhere.

3.82. Can you confirm that you will offer an exit interview to everyone who leaves a Future Jobs Fund job to assess their experience, and provide them with a reference that captures their performance, attendance record and any skills learnt.

Yes

Bid credibility:

3.83. Can you provide evidence of the credibility of your bid: do you have any experience of delivering jobs of this type or support for young people in the past or is your bid for the expansion of current jobs? How will you ensure quality and viability of partnership commitments?

A main partner is Highbury College whose principal focus is the training and development of young people. The Portsmouth & SE Hampshire Partnership has had many years experience of managing the delivery of regeneration schemes, including many youth & employment projects. After submission the City Growth team will speak with other local partners including the Groundwork Trust and PETA training to investigate their involvement in the delivery of this scheme. Partners involved in this City Growth initiative will sign a letter of intent committing them to the contributions and actions they have promised. This together with the strategic overview of the City Growth Business Group will ensure partnership commitment.

Further details:

3.84. Please provide further details of your bid below. We are particularly interested in: the type(s) and numbers of jobs you will create, the benefit they will provide to the community, evidence that the jobs will be additional, and any wider benefits they will deliver. Please limit your response to 500 words.

The aim of this ambitious project is to reinvigorate the city centre shopping area at the north end of Commercial Road with the help of the coordinated action of a task group of young people. web: www.dwp.gov.uk/futurejobsfund 63 email: [email protected] The Northern Quarter retail development has been postponed as a result of the credit crunch. A new development with a changed configuration is unlikely to begin for at least five years. The City Growth Business Group, Chamber of Commerce and many others are concerned the area will be blighted as retailers, investors, shoppers, residents & visitors become disenchanted with the quality of the environment. The work of a diverse and energetic task team will improve the precinct areas and vacant shop fronts; coordinate and install creative and cultural activities; work with and for a number of individual retailers to improve their shops; assist with the existing market and facilitate the development of new market provision; work to improve marketing of the shops and centre; make environmental improvements and work with urban designers in visioning work for the city. (see 2.4 for benefit to the local community) In order to achieve this The City Growth Social Enterprise will be created to oversee the delivery of this exciting project. Additional jobs are likely to come as a consequence of improved business success in the existing and new shops and improved and new market stalls. However, a few jobs could be generated through business start-ups and the success of the arts & performing arts groups planning to work in the area. • A general improvement to the appearance, attractiveness and vibrancy of the area as judged by retailers, shoppers, residents • Reduction in the numbers of out of work young people • Increase in rental levels • Increase in investor interest • Number of training places created • Number of qualifications achieved • Number of employees progressing to further employment or education • Improvement of Portsmouth in national retail offer rating • Reduction in void rates of retail units • A broadening of the kinds of shoppers visiting to the area The programme will promote managed placements with a wide variety of companies and not-for-profit organisations in the retail, business, creative and cultural sectors. In addition part of the programme will be based around group work, setting challenges for the young people These ‘project worker’ jobs will be created in the retail industry and will link with the creative industries working on the local environment. The role will include physical work such as the removal of graffiti but will also include problem solving/ development and marketing. Initial examples are emerging such as 1) working on the development of an extension of the local market, ensuring the quality of the product linking in with the Healthy Towns project and 2) working with the local creative sector to develop innovative retail window solutions for empty shops in the city centre. There will be numerous opportunities to build the skills needed to equip the young people for the future jobs market. All these jobs will be entirely additional. web: www.dwp.gov.uk/futurejobsfund 64 email: [email protected]

web: www.dwp.gov.uk/futurejobsfund 65 email: [email protected]