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GET BRITAIN WORKING
ENGAGING WITH EMPLOYERS AND PARTNERS
Section 11: Sector-based work academies (England)
What are sector-based work academies
1. Sector-based work academies (sbwa) are part of the package of Get Britain Working
measures that can be used by Jobcentre Plus to help individuals into work. They were
launched on 1st August 2011 in England only. They are also available in Scotland. Similar
support is available through the Routeways to Work programme for claimants in Wales.
2. sbwa are designed to support JSA and ESA (WRAG) claimants who are close to the
labour market but who have been unable to find work to move into sustained employment
in a demand sector. There is a further aim of supporting employers in those sectors to fill
their vacancies more efficiently.
3. Jobcentre Plus District Managers (DMs) have overall ownership and accountability for
the delivery of sbwa.
4. There is no standard approach to designing an sbwa. DMs are free to deliver flexible
sbwa to meet the needs of employers, claimants, colleges and training providers in order
to maximise off-flow within the principles outlined in this guidance.
5. The detailed design of sbwa will not be prescribed but will last for a maximum of six
weeks and must consist of:
Pre-employment
training (PET) of up to 30 hours a week;
Work Experience Placement (WEP); and
Guaranteed Job Interview (GJI with an employer in the sector)
6. Participants will remain on benefit during the sbwa
7. The decision for a claimant to participate in a sbwa is voluntary (Jobseeker’s Directions
should not be used) but:
once a JSA claimant has been formally referred to the sbwa, participation in PET
and GJI becomes mandatory (see note on exception to mandation to GJI);
Policy intent is that JSA claimants could have sanctions applied for “gross
misconduct” while on WEP. However the definition of “gross-misconduct” is
currently being established. Until that work is complete, DMA action should not be
taken for any claimant failing to complete WEP.
once an ESA(WRAG) claimant has been referred to sbwa, participation in Pre-
Employment Training becomes mandatory, but, participation at the Work
Experience Placement and Guaranteed Job Interview is voluntary;
ESA (WRAG) claimants who are in receipt of National Insurance Credits only, lone
parents responsible for a child under 5 and not yet at school or full-time carers
cannot be mandated Work-Related Activity. All 3 elements of sbwa must remain on
a voluntary basis for these claimants;
8.
Important note: An organisation called "The Work Academy" already exists and has
rights to use the registered brand "The Work Academy". Legal advice dictates that we
must ensure that reasonable steps are undertaken to ensure that sbwa is not confused
with "The Work Academy". To avoid the potential risk of a legal challenge to Jobcentre
Plus if the strict conventions detailed below must be specifically followed.
9. In any reference to sector-based work academies, capitalisation should not be used on
any of the words. When using an abbreviation, "sbwa" should be used and not capitalised.
When describing a specific sector-based work academy (sbwa), use the name of the
sector as well, e.g. Retail academy or Hospitality academy, without the specific or formal
use of "The" at the beginning of the title wherever possible. The following variations of
wording are acceptable:
”sector-based work academy”
“sector-based work academies”,
the abbreviation "sbwa"
“xxxxx [eg Retail] academy”,
“xxxxx [eg Hospitality] academies”
“Sector-based work academy” only where the name appears at the start of a
sentence.
10. In addition, any proposed marketing or publicity material which features colour
schemes, logos or provider/employers branding (other than the standard DWP and
Jobcentre Plus logos) should be cleared with the skills and provision team
Youth Contract
242. The Youth Contract launched on 2nd April 2012, includes a range of additional help
for young people, including extra places on sector-based work academies. Sbwa are open
to all age groups and Districts should not normally arrange sbwa for particular age groups
as this could lead to discrimination on age grounds. For further information on Age
Discrimination when advertising vacancies and opportunities please see the Discrimination
Guidance.
Which claimants are eligible to participate in sbwa?
11. sbwa are designed to support JSA and ESA (WRAG) claimants aged 18+, who are
close to the labour market but who have been unable to find work to move into sustained
employment in a demand sector. (Some colleges/providers will only be able to access
funding for age 19+)
12. Claimant groups other than JSA and ESA (WRAG) are not eligible for sbwa. However
where the provider agrees to other claimant groups joining the training and/or the
employer agrees to take other claimant groups for Work Experience Placement and
Guaranteed Job Interview, they can participate BUT these must not be counted as sbwa
participants. Only JSA and ESA (WRAG) customers can be submitted to the sbwa LMS
opportunities,
other customer groups must not be submitted to sbwa LMS
opportunities.
13. sbwa are not normally open to claimants on the Work Programme but in exceptional
circumstances, where Jobcentre Plus is unable to fill a sbwa with pre-Work Programme
eligible claimants, a District can approach all the Work Programme providers in their
Contract Package Area to seek nominations
14. It should be noted that 18 year old JSA claimants undertaking sbwa Pre-Employment
Training using non-Skills Funding Agency provision must continue to be available and
actively seeking employment in accordance with their Jobseekers’s Agreement. This
applies whether the provision is part-time or full-time. The normal rules for attending an
Employment Related Course apply in this case (maximum of 2 weeks in any 12 months).
15. It is expected that claimants will only complete one sbwa. However, this may not be the
case where a claimant has ceased to participate and the adviser decides that the claimant
should re-engage in sbwa.
16. Those participants who are unsuccessful in securing job offers should return to the
Adviser caseload and be matched to vacancies in the sector/industry for which they
received sbwa training and work experience, and other sectors for which they have
transferable skills.
17. Actions to take when referring claimants to sbwa can be found in the sbwa Adviser
Guidance.
Apprenticeships
Sbwa may be used as a stepping stone to apprenticeships. A GJI can be for a job
vacancy or an apprenticeship opportunity. Sbwa and apprenticeships are open to all ages
and Jobcentre Plus should not normally advertise these for a particular age group. If
funding for the apprenticeship is only available for 18-24 year olds then that information
should be shown on the opportunity. For further guidance please see the
Discrimination
Guidance.
Data sharing
18. Data sharing regulations allow for the proportionate sharing of claimant information
between Skills Funding Agency funded colleges and providers that are supporting JCP
claimants with their employment, skills and training needs. In practice this means that
such information can be shared as often as is necessary to support activities such as
the management of adviser caseloads or any reasonable adjustment requirements and
in providing updates to monitor and build on the progress a claimant is making with the
skills activity they are undertaking to support a move into work.
19. This legislation does not extend to include employers or non-Skills Funding Agency
funded provider. Informed consent must be obtained to allow entry to sbwa. Advisers
should ask the claimant to complete an authority (informed consent) to allow JCP to
disclose such information to the employer or non-Skills Funding Agency funded
providers.
20. The authority applies to the exchange of information between the employer, provider
and Jobcentre Plus.
Planning a sbwa
21. DMs have overall ownership and accountability for the delivery of sbwa. Additional
resource for districts to deliver a brokerage, management and support function for sbwa
has been allocated, with DM discretion on how this role is undertaken. During testing it
was apparent that appointing a co-ordinator is key to the success of sbwa. The Skills and
Provision pages contain details of the co-ordinator role.
22. The SERM role in sbwa is outlined later in this guidance.
23. The roles and responsibilities involved in the success of each sbwa will be defined
locally during the design process. There is no standard approach and each sbwa will be
individually tailored to meet the needs of all involved.
24. Districts will need to engage with and bring together local colleges, training providers
and national and local employers to influence and shape the design of sbwa. Districts can
choose the range and length of provision to offer, within the parameters set out in this
guidance. Engaging employers, providers and colleges early in the process is key to
ensuring that they are able to offer suitable Pre-employment Training (PET), Work
Experience Placement (WEP) and Guaranteed Job Interviews (GJI) and that there are
vacancies available for sbwa participants to apply for. Vacancies can be for jobs or
apprenticeships.
25. Sbwa opportunities may also arise via a direct approach from colleges, providers,
employers or local partnerships.
26. The decision to offer a sbwa should be based on local labour market need.
The best outcome for any sbwa would be for the claimant to enter a full time job as sbwa
are designed to support Districts in achieving off flow targets. However it is for District
Managers to decide, using the flexibility afforded to them, how to deploy activity on sbwa
taking account of the needs of their locality and local labour market and then secure the
types of vacancies that will lead to achievement of their off-flow target. This can include:
part-time
contracts
zero hour contract vacancies where appropriate.
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self-employment vacancies, for example, a taxi firm which recruits drivers to it’s
business but those drivers operate as self-employed once appointed.
NB GJI for
self-employed vacancies are not mandatory.
Districts will need to build a picture of local labour demand featuring vacancy trends,
current vacancies, claimant caseloads/volumes by JSAg preferences /occupations sought
using a range of sources including
Using the Knowledge Hub to find out information on:
Analysing vacancies available by sector;
Employer engagement/vacancy planning;
Local Labour Market knowledge and intelligence in relation to vacancies and
new business opportunities;
Supply and demand data; and
Vacancy trends and current vacancies (by sector);
Sector Employability Toolkits which are available for use by District teams and have
been developed by Sector Skills Councils in consultation with employers;
National Skills Academy Toolkit, information available via Business link;
Local Enterprise Partnerships and other local partnerships intelligence;
Building relationships with employers, colleges and providers;
Using adviser knowledge/networks to identify what participants want;
Revisiting employers who may have expressed an interest in sbwa as a result of
previous engagement;
Consulting the National Employers Get Britain Working pages to establish the
position at a National level and through contact with NEST to gain support from
national employers in the location;
Using claimant caseloads and JSAg preferences; and
Consulting employer forums and networks;
27. During planning the following must be considered:
ensure employers with vacancies are involved in the process from the outset and that
the sbwa is planned around their needs. All 3 elements must be at least in the planning
stage before opportunities are put on LMS and any referrals made.
a single point of contact should be put in place for colleges, training providers and work
experience host employers once the sbwa programme is underway, to deal with or
allocate responsibility for responding to any issues that arise during the delivery of the
sbwa;
sufficient numbers of work experience placement opportunities and guaranteed job
interviews in the appropriate sectors/industries should available to match the number of
sbwa participants completing pre-employment training;
sbwa is available for all age groups. This must be remembered especially where the
employer is keen to be involved in the
Youth Contract. Sbwa should not normally be
set up for specific age groups.
advisers have access to sufficient information to give them a high level of awareness of
sbwa opportunities available locally and sbwa are effectively promoted to eligible JSA
and ESA (WRAG) claimants e.g. by ensuring that details of the sbwa appear on the
District Provision Tool (DPT);
to maintain momentum of the sbwa, the separate elements should be brought together
in a seamless manner and time gaps between the different elements should be kept to
a minimum;
ensure sbwa Pre-Employment Training, Work Experience Placements and Guaranteed
Job Interview opportunities are set up on LMS;
ensure JR and signing arrangements are considered during the planning stages of the
sbwa;
ensure sbwa participants are notified of sbwa start dates and move seamlessly from
Pre-Employment Training to Work Experience Placement and then to Guaranteed Job
Interview;
The SL2 process will be used to refer claimants to providers – ensure providers
understand the process. This is particularly important for mandation;
There is no form to refer claimants to the employer for WEP and GJI. ensure colleges
and training providers are provided with details of sbwa participants that are expected
to start the Pre - Employment Training;
ensure employers are provided with details of sbwa participants that are expected to
start Work Experience Placements and attend Guaranteed Job Interviews;
ensure colleges and training providers agree start dates for Pre Employment Training
and communicate these to Advisers, e.g. by entering on the DPT;
ensure employers agree start dates for Work Experience Placements and dates of
guaranteed job interview;
ensure colleges and training providers confirm sbwa starts, FTAs, early leavers and
completions;
ensure Work Experience Placement employers confirm sbwa starts, FTAs, early
leavers and completions;
ensure employers providing Guaranteed Job Interviews confirm attendance, FTA, and,
wherever possible provide feedback to unsuccessful candidates;
ensure SLA is completed with provider, where provider is not Skills Funding Agency
funded;
ensure Work Experience Placement Agreement is completed with employer;
involve the Senior Employer Relationship Manager and National Employer Service
Team (SERM and NEST) where appropriate;
A list of top ten tips have been identified from feedback/evaluation of the experiences
of the Test Districts to help in the setting up and operation of sbwa.
Engaging with training providers
28. In order to establish a sbwa, districts should engage with colleges and other training
providers to:
Promote the benefits of their involvement in sbwa by using the planning discussions
with training providers and partner’s fact sheet.
agree who will lead on employer engagement and link the work experience
placement element to the training programmes
agree sector focus for sbwa;
agree a programme of training provision that meets local labour market demand and
the needs of employers
share vacancy information and employer leads;
agree local planning assumptions on potential referral volumes across the
academic year;
agree roles and responsibilities to facilitate employer input to the training and
deliver the required Work Experience Placement;
29. If providers are unable to deliver what is required by the employer:
consider whether you are engaging at the right level
consider finding an alternative provider e.g. revisit those colleges who have
previously been reluctant to engage, try new providers
for Skills Funding Agency provision, consider escalating the problem through The
Issues Resolution and Escalation Process
Engaging with employers
30. Use your local knowledge to identify those employers who, based on the local
labour market demand and sector identification would benefit from and be able to
participate in a sbwa.
31. Before approaching local outlets of national employers districts should consult the
National Employers Get Britain Working sites to establish what has been agreed to enable
local delivery.
32. Discuss sbwa, and the overarching Get Britain Working measures and Youth Contract
as part of your targeted and routine engagement.
33. Explain the key features of sbwa and promote the business benefits of their
involvement using key points from:
key messages for employers
the
‘Preparing for sector-based work academies Factsheet’;
the presentation developed to support engagement discussions about Get Britain
Working; and
the sbwa employer guide available via Business Link website
34. Explain to the employer how Jobcentre Plus will support them during the sbwa by
providing an overview of your district’s co-ordinator/single point of contact role.
35. Know the employers business, recruitment needs and activity, personalise your
approach and explain how sbwa will support their recruitment needs.
36. Consider what the employer can and is willing to offer – they can commit to just one of
the elements, e.g. Guaranteed Job Interviews, to support delivery – they don’t have to
commit to all of the elements. The sbwa can be organised with a group of employers
providing different elements.
37. If the employer would like an overview of the training available, familiarise yourself with
the appropriate information available in the QCF framework and/or liaison with the
Skills Funding Agency.
38. Where appropriate, explore a consortium approach and how they can work with other
employers in the area, including outlets of national employers.
39. Manage employer expectations when discussing their role and requirements in taking
part in a sbwa.
40. Explain that a Work Experience Placement Agreement will be signed between
Jobcentre Plus and the employer to cover roles and responsibilities e.g. health and
safety, if not already in place.
41. There may be occasions where the employer wants to influence the training, be part of
the selection process or be happy to discuss the Work Experience Placement with
claimants prior to them participating. In these instances the LMS opportunity should
reflect that the employer has agreed to this.
42. Explore the possibility of an employer led sbwa, explaining to the employer that this will
involve them providing both the Pre-Employment Training and Work Experience
Placement elements of the sbwa and that no funding will be provided for the training.
43. Discuss suitable training providers who are able to accommodate the employer’s
training requirement.
44. Providers and employers would normally be expected by law, to arrange and fund any
reasonable adjustments. However where these costs cannot be met from any other
source Jobcentre Plus can consider meeting these costs
45. Deliver the right messages about the Work Experience Placement element of sbwa.
Avoid creating confusion if the employer is already participating in the Work Experience
measure. Build on these discussions, re-inforcing the differing aims of the work experience
placement which now also forms part of a sbwa. The key differences in the two measures
are :-
Work Experience measure :
aimed at 18-24 year olds on JSA;
for claimants further away from the labour market who have little or no work
experience;
lasts between 2 – 8 weeks;
provides an insight into the world of work;
helps to build participant’s CV and employability
Work Experience Placement element of sbwa :
aimed at motivated, job ready JSA and ESA (WRAG) claimants close to the
labour market with no significant basic skills needs (such as literacy or
numeracy);
enables participants to consolidate their training with real work experience;
is designed and tailored to meet the employer’s specific sector requirement – no
minimum period;
shows recent knowledge and awareness of the sector, enabling them to present
this during a Guaranteed Job Interview.
46. There is not a specified minimum duration for sbwa work experience, so in theory it
could be as short as one day. What is important is that the work experience placement
provides sbwa participants with a meaningful experience of the reality of working in the
sector/industry, and an opportunity to demonstrate their skills to the host employer in
the workplace rather than the classroom.
Designing a sbwa
47. Sbwa
must combine three elements
Pre-Employment
Training
A Work Experience Placement, and
A Guaranteed Job Interview for participants completing both of the above elements.
48. Sbwa does not have a minimum length
49. The combination of time spent on the three components will be up to a maximum of six
weeks. Exceptionally, there may be short breaks between the elements to fit in with an
employer’s recruitment practices or to accommodate bank holidays, but it is crucial that
these be kept to a minimum and that the momentum of the scheme be maintained.
50. Sbwa can be employer-led, with employer funded, non accredited training;
51. Sbwa can be provider-led where the provider has engaged employers to provide Work
Experience Placement as part of the training, (with Jobcentre Plus input); To ensure that
any employer led sbwa meets policy intent, SERMs should e mail the Lee Miller National
Employer Service Team Manager with the details. Districts should e mail the details to
Provision Support JCP. Policy advice will be provided as appropriate.
52. The sbwa can include blended Work Experience Placement and training, and be
delivered in any order with the Guaranteed Job Interview typically being held at the end of
the scheme. The Guaranteed Job Interview cannot be before the Pre-Employment
Training.
53. Jobcentre Plus will provide payment for travel, and childcare costs and replacement
care costs.
54. Providers and employers would normally be expected by law, to arrange and fund any
reasonable adjustments. However where these costs cannot be met from any other source
Jobcentre Plus can consider meeting these costs.
55. sbwa can be a stepping stone to Apprenticeships.
sbwa Pre-Employment Training
56. The length of Pre-Employment Training should be in line with the employer’s needs as
long as the sbwa consists of Pre-Employment Training, Work Experience Placement and
Guaranteed Job Interview and does not exceed 6 weeks.
57. sbwa includes Sector-specific Pre-Employment Training, primarily funded and
delivered through the Skills Funding Agency and which enable participants to undertake
units on the Qualifications and Credit Framework (QCF). However where the Pre-
Employment Training element of a sbwa is not funded through the Skills Funding Agency,
participants do not have to undertake units on the QCF but, Jobcentre Plus should seek to
influence the type of training being offered to ensure that the skills participants develop are
transferable and meet industry standards wherever possible. This will normally be full-time
training, although the employer’s requirements should be considered and part-time
courses provided where appropriate.
58. Where the approach is made directly from an employer the first preference would be to
facilitate training delivered by a Skills Funding Agency provider, as this will be funded
through the Adult Skills Budget and will include accredited Qualification and Credit
Framework (QCF) modules. However the employer could deliver and fund in-house non-
accredited training.
59. If an employer states that they wish to use their own training provision, and to use their
own preferred training provider or their own in-house training team to deliver, then the
employer must fund the training. However if the employer wishes bespoke training to be
delivered, you must follow the normal hierarchy:
Firstly you must explore all avenues with colleges to offer Skills Funding Agency
funded training
If Skills Funding Agency funded provision is not suitable or available, then you must
discuss with the Work Programmes Division JCPSC Performance Manager the
potential for using the Support Contract. This is in scope of the Support Contract
because clauses are written into the contract to facilitate the delivery of Pre
Employment Training where the Skills Funding Agency or the Devolved
Administrations can not deliver.
In the unlikely event of the JCPSC not being able to provide the training, then the
prime providers of either the Work Programme or ESF contracts can be considered.
Clauses have been written into contracts for both WP and ESF 2011-13 to facilitate
PET delivery. You must discuss with the Work Programmes Division Performance
Manager the potential for delivering the required training using the Work
Programme or ESF contracts as the contractual vehicle.
As a very last resort, ad hoc procurement using the Flexible Support Fund can be
considered but this is likely to involve a lengthy competitive tender.
In all cases where a DWP provider delivers the Pre Employment Training, additional
payments will be made to the provider using the Flexible Support Fund.
sbwa Work Experience Placement
60. The Work Experience Placement should enable participants to consolidate their
training with real work experience;
61. It should be designed and tailored to meet the employer’s specific sector requirement
(as long as the sbwa consists of Pre-Employment Training, Work Experience
Placement and Guaranteed Job Interview and does not exceed 6 weeks).
62. Work Experience Placement can take place during evenings and weekends if this is
the employer’s normal pattern of shifts.
63. There is not a specified minimum duration for sbwa Work Experience Placement.
What is important is that the Work Experience Placement provides sbwa participants
with a meaningful experience of the reality of working in the sector/industry, and an
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opportunity to demonstrate their skills to the host employer in the workplace rather than
the classroom.
64. Work Trials must not be used as a substitution for the Work Experience Placement. A
Work Trial is conducted on a non-competitive basis where the participant has been
successful at a job interview, is the only person under consideration for the post and
will be recruited providing the trial is successful.
65. WEP should not be confused with Work Experience. Differences between Work
Experience Placement and WE can be found later in this guidance.
66. A Work Experience Placement Agreement should be signed by the employer.
sbwa Guaranteed Job Interview
67. Must be linked to a vacancy/apprenticeship (not a mock or practice interview);
68. Will typically take place at the end of the scheme, although some flexibility can be used
in order to meet the recruitment needs of the employer. However, the Guaranteed Job
Interview must not take place before the Pre-Employment Training.
69. There can be a short break between the end of the participation in sbwa and the
Guaranteed Job Interview.
70. There is no policy intent to exclude employers that use on-line recruitment from
participating in sbwa. However it does present an additional responsibility for sbwa co-
ordinators in that, if the online application is used by the employer as part of a sift process
and the claimants are only offered an interview if they successfully complete the online
application, then there is a responsibility on Jobcentre Plus to arrange a Guaranteed Job
Interview with another employer within that sector so that all 3 elements of the sbwa
process are followed.
71. The Guaranteed Job Interview does not have to be with the employer delivering the
Work Experience Placement, districts can broker and match individuals to other employers
vacancies within the sector.
72. GJI is mandatory for JSA claimants. However if the claimant has not attended the
WEP, the employer may withdraw the offer of a GJI. If that is the case a GJI with another
employer should be found if possible. If this is not possible then the claimant should be
released from the requirement to participate.
73. If the employer is still willing to offer the GJI then this remains mandatory for the JSA
claimant.
74. If the
job vacancy is for self employment, then attendance at the GJI is voluntary.
Monitoring and collection of Management Information
75. Jobcentre Plus will collect and report the following Management Information by benefit
type via LMS opportunities:
Total number of Pre-employment training referrals/starts.
Total number of Work Experience Placement referrals/starts.
Total number of sbwa Guaranteed Job Interviews attended.
76. Job outcomes will not be recorded or reported by Jobcentre Plus Districts.
77. A sbwa activity monitoring tool is available to assist Districts with capturing and
reporting sbwa activities and is recommended as best practice.
78. Districts are also required to report quarterly on sbwa progress as part of the Get
Britain Working requirements. The information sought includes number of sbwa, sector
coverage and extent of employer involvement.
Senior Employer Relationship Manager (SERM)/National Employer
Service Team (NEST) role in supporting Districts
79. NEST will help districts to deliver sbwa by :
Negotiating with national employers to secure their commitment and providing
Districts with the employer offers, by email where these are business critical;
Where non business critical offers are negotiated, these will be entered on the
National Employers Get Britain Working site with the agreed national approach to
inform local delivery (using the SERM National Employer GBW contact template).
80. Where districts identify that support from a specific national employer is required or you
need help to develop a local relationship with that employer, then you should contact the
NEST Senior Employer Relationship Manager for that employer directly.
81. Where, as a District, you identify that support or a local relationship is required more
widely from a NEST account, ie for a specific sector or for GBW measures, then you
should email this request to a single point of contact within NEST:
xxxxxxxx.xxxxxx@xxxxxxxxxxxxx.xxx.xxx.xx (s
hown in GAL as JCP Employer Advice).
82. The National Employers Get Britain Working pages show a list of national employers
and the level of commitment they have to Get Britain Working measures including
sbwa.
83. If an employer who is not account managed by NEST wishes to run an sbwa locally
then this can be organised without the involvement of NEST. It may be useful to use ERM
to record an employers interest/agreement in running sbwa. This can be done by using
the initiatives marker where there is a sbwa indicator.
Work Experience Placement Agreement
84. When the design of the sbwa has been agreed, employers delivering the Work
Experience Placement must sign a Work Experience Placement Agreement. The Work
Experience Placement Agreement contains the legal and policy requirements above the
signature and date.
85. Districts/NEST are able to tailor the second page of the Agreement to outline the
specific terms, roles and responsibilities agreed with the Employer or leave as a generic
template where overarching principles are appropriate. Where appropriate, you may also
wish to add a section regarding the role of the training provider.
86. This part of the Agreement should be treated as a “live” document and can be
evaluated, agreed and amended without the need for a further signature.
87. Where an employer has already signed a Work Experience Placement Agreement for
the GBW Work Experience measure they are not required to sign a further one for sbwa
work experience placements, but Districts can choose to review if needed.
88. Districts should discuss and complete the Work Experience Placement Agreement with
the employer, with both the employer and Jobcentre Plus retaining a copy. Districts
should update the employer record on ERM / LMS as appropriate.
89. Some national employers may have signed Work Experience Placement Agreements
which cover all of their outlets - the National Employers and Get Britain Working pages
provides this information for national accounts.
90. Where the employer is providing PET, the agreement should be amended to include
reference to this. This negates the need for an SLA where the employer is the training
provider.
CRB Checks
91. Jobcentre Plus cannot fund CRB checks on behalf of employers. Where an employer
identifies a need for a CRB check during the sbwa discussion, it is the employer’s
responsibility to obtain and fund the check.
92. Some participants, by exception, may have the cost of the enhanced CRB check
reimbursed to the employer as agreed in the CRB Framework. As this will not be known
until the participant has agreed to start the sbwa,the employer’s expectations must be
managed.
CRB Checks in the Adult Social Care Sector
93. The Care Quality Commission (CQC), the regulator for the care sector, has reviewed
and issued specific guidance for providers and managers of adult social care services who
are accepting people on Work Experience Placements (WEP) from DWP employment
programmes. The changes mean that for Work Experience Placement, courses lasting a
maximum of 2 weeks, the requirement for participants to have an enhanced Criminal
Record Bureau (CRB) check is removed.
94. For the new guidance to apply the care provider (employer) must ensure the following:-
that the participant in the sbwa will be appropriately supervised at all times by a
permanent member of staff who has had a satisfactory CRB check to minimise any
risk to people who use services;
they must not be left alone with people who use services. In Domiciliary Care, this
means that they should not visit people alone. Or be alone in the house of someone
who uses the service;
they must only be given tasks suitable to their level of knowledge, skills and
experience
the provider will take due account of their responsibility to respect and involve
people who use services – especially to promote and respect their privacy and
dignity and take into account their needs, wishes and preferences. This will include
informing people who use services that the person is on a placement and seeking
their consent to the person’s involvement;
the provider must carry out a risk-assessment to ensure that the above criteria are
met and any other risks are identified and managed. This will include a written
declaration by the individual that they do not have any prior convictions or cautions,
and that they are not barred from undertaking a regulated activity on the ISA list. In
asking for this declaration, providers should be aware of the provisions of the
Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975, as amended, which
allows for questions to be asked that include “spent” convictions relating to certain
exempted occupations;
95. Claimants being referred to a sbwa in the care sector
MUST be informed that it is a
requirement for staff working in this sector to have an enhanced CRB check before they
can be employed by registered care providers.
96. CQC guidance for information.
LMS Opportunities
97. Districts will need to set up three sbwa opportunities on LMS for Pre-Employment
Training, Work Experience Placement and Guaranteed Job Interview for Adviser referrals
and starts for MI purposes.
98. The LMS Opportunities as defined in the Adviser guidance are:
Ref’d to sbwa Pre-empl Training,
Ref’d to sbwa Work Experience Placem’t, and
Ref’d to sbwa G’teed Job Interview
99. District flexibilities can apply when inputting sbwa opportunities to LMS. However, the
following information must be captured from Opportunities for MI purposes – referrals and
starts to each of the three elements of sbwa. Please note that if using an employer record
to do this, the record must be set up as a provider otherwise the information will be
incorrectly displayed as a vacancy.
100. Claimant groups other than JSA and ESA (WRAG) are not eligible for sbwa and
should not be referred to these opportunities. (Other claimant groups can access sbwa
but must not be counted as participants)
101. The District Provision Tool will need to be updated with full details of the sbwa. DPT
publishers will already have received guidance.
Key Messages to promote sbwa to employers
102. How we promote and sell sbwa to our employers is key to their success. The
positive messages you deliver to employers could include :
This is a flexible programme that can be tailored to meet your recruitment needs
and improve attrition rates.
The eligibility criteria is simplified to provide access to a large pool of potential
candidates, enabling churn vacancies to be filled more easily.
It provides you with the opportunity to recruit staff with the right training and skills
from the outset developed through fully funded Pre-Employment Training.
We will work with you to understand what skills you need your recruits to have and
by doing so will ensure the Pre-Employment Training is fit for purpose.
The programme provides an opportunity for you to be in control of your own
recruitment and try out potential employees to make sure you have the right person
for the job after their training is completed.
Jobcentre Plus will support you through the sbwa experience, providing a single
point of contact to ensure the smooth running of the programme.
By offering Work Experience Placements within your company, your existing
employees could benefit by being offered a developmental opportunity to share their
insight ‘for example’ by developing their mentoring, supervisory and coaching skills.
By supporting this programme you will gain positive publicity to show you are part of
a business which is working together with Government to meet its social
responsibilities.
Pass on your expertise! Work with colleges and training organisations to share
ideas and good practices and contribute to the development of a package of support
that meets the needs of your local business community.
sbwa participants will achieve accredited units that will ensure that they have the
skills required to enter your business, and they can be used to build towards full
qualifications or as a stepping stone to an apprenticeship.
Recruiting the right skilled people will give you the potential to increase productivity.
Participants on a sbwa remain on benefits and will receive help with their travel,
child care costs and where appropriate reasonable adjustment.
This programme will give you the chance to raise your company profile by
networking with your peers.
Be as involved as you like. Invest as much of your time as you are able to the sbwa.
You can be involved in the full design and selection or limit your involvement and let
Jobcentre Plus support your needs.
sbwa Delivery Options
Examples of delivery options
103. Below are examples of how a sbwa could be designed and delivered. Jobcentre
Plus must provide a management and support role throughou the sbwa – we are
responsible for the customer journey.
Example 1
104. Where the sbwa is for one employer/new opening.
Pre-Employment Training – through Skills Funding Agency
3 weeks Pre-Employment Training
Work Experience Placement – by one employer
2 weeks Work Experience Placement
Guranteed Job Interview – by the Work Experience Placement employer
Example 2
105. A sbwa may be run using an consortium approach, where more than one employer
in the same sector work together to run a sbwa. An example of this could be in the fast
food sector where a large number of employers in a shopping centre agree to support a
sbwa.
Pre-Employment Training – through Skills Funding Agency
2 weeks part time (16hrs) Pre-Employment Training
Work Experience Placement – by a consortium of employers in the same
sector
1 week Work Experience Placement
Guaranteed Job interview – obtained by Jobcentre Plus matching and
screening participants to active vacancies from employers recruiting in the
sector
Example 3
106. A sbwa can be employer-led and/or take a blended approach
Work Experience Placement – one day introduction work experience day
Pre-Employment Training – employer led ( training provided by employer )
2 weeks full time
Work Experience Placement – 4 days work experience under supervision
Guaranteed Job Interview
Good Practice from the Test Districts
Make best use of Open Days:
to provide the opportunity to get everyone involved in the programme together at
the same time and gives the participants the chance to discuss the sbwa with
everyone involved in its delivery.
where the provider/employer has asked to be involved in selecting participants.
Select potential participants on the day and be able to offer places straightaway
Consider personal participant records, ie
to enable the participant to record their Pre-Employment Training/Work
Experience Placement before moving onto the next stage of sbwa.
to ensure training isn’t duplicated and the provider/employer knows what has
happened previously
to use as a record at the interview/on a CV.
Sbwa activity monitoring tool
107. The sbwa activity monitoring tool has been developed in partnership with South
Yorkshire and Merseyside Districts using their experience of testing the sbwa model and
maintaining an overview of all sbwa activities and monitoring the progress of each sbwa
programme through the pre-employment training and work experience placement stages
to guaranteed job interviews and job offers. It is based on a spreadsheet which also
enabled co-ordinators in the two test Districts to meet both internal and external
management reporting requirements.
108. The monitoring tool is focused on the management information that District
Managers and Senior Management Teams are likely to require sbwa co-ordinators / co-
ordinator teams to collate and report on a regular basis. The spreadsheet can also be
adapted to meet a District’s specific information needs, e.g. an additional column could be
added for recording the employers involved in each sbwa.
109. There is likely to be growing Ministerial interest in the level and extent of sbwa
activity across the country, therefore the use of this tool (or an equivalent locally produced
tool) is recommended as it will enable Districts to responding quickly and easily to ad hoc
requests for information about sbwa.
110. OPD will produce monthly MI reports on sbwa referrals and starts captured on
LMS. However, occasional requests for information to supplement this data for inclusion
in Ministerial and senior leader briefings are likely to be made, e.g. the number of sbwa run
and in which sectors.
Case studies
111. This section of the guidance will be updated when case studies information is
available.
Top Ten Tips
The following tips were gathered following trials of sbwa.
Obtain a list of Skills Funding Agency contracted providers in your District and the
skills training they deliver. These will be able to deliver Pre Employment Training
(PET) for sbwa.
Examine Labour Market Information, Vacancy Information and Sought Occupation
information and identify the sectors appropriate for consideration of establishing a
sbwa locally.
Build on any existing employer relationships / identify any new employers in the
relevant sectors and make contact to establish interest in developing a sbwa locally.
Once employer has confirmed an interest in being involved in the sbwa include
provider(s) in any discussions as soon as possible and take into account the
employer’s views when selecting the provider to deliver the Pre-Employment
Training
Ensure Jobcentre Plus is represented at any discussions between the employer and
the provider to ensure that sbwa procedures are adhered to.
Identify any pre-requisites for participation in sbwa, how the District will fund these
and the process the adviser needs to follow as early as possible in the planning
discussions. e.g In one of the Test Districts, a sbwa was delivered with McDonalds.
The employer required participants to wear flat, black shoes during the Work
Experience Placement (WEP). Ensure any pre-requisites are included on the LMS
opportunity and the District Provision Tool (DPT).
Ensure effective procedures are in place for the payment of travel childcare,
reasonable adjustment and replacement care expenses etc. Providers and
employers would normally be expected by law, to arrange and fund any reasonable
adjustments. However where these costs cannot be met from any other source
Jobcentre Plus can consider meeting these costs. Feedback from one of the Test
Districts showed that this worked best when one person was identified as
responsible for all expenses payments to claimants.
Open days involving both the employer and the provider were identified as the best
route for promoting the sbwa and selecting appropriate claimants. These provide
the employer with the opportunity to talk to all applicants and give the claimant full
details of the sbwa. It is good practice for advisers to book a follow-up interview with
the claimant to issue mandating paperwork and expenses etc for claimants that are
starting on the sbwa, explore non attendance at the open day if the claimant didn’t
attend or provide feedback as to why they weren’t selected, if appropriate.
Co-ordinator role is key – they need to stay close to the claimants, the employer and
the provider to ensure that the sbwa runs smoothly and the claimant is where they
should be at all times.
When developing generic sbwa with consortium of employers it is really important to
group together employers whose recruitment requirements are similar. E.g. during
catering sbwa some customers were not suitable for one employer involved but
were acceptable to others – this led to difficulties when organising Work Experience
Placements and Guaranteed Job Interviews(GJI), resulting in some claimants
dropping out of the sbwa. It is good practice to ensure “value for money” so Districts
should evaluate the first sbwa for a particular sector/employer to ensure a good rate
of job outcomes before arranging future ones.
Document Outline