executive leadership course city economic …

EXECUTIVE LEADERSHIP COURSECITY ECONOMIC DEVELOPMENT STRATEGIES & ACTIVITIES

12 NOVEMBER 2015

• Employers often require prior experience to mitigate their risk

• No networks to find work• No income to search • No information on options

NOT ENOUGH of the

right people for the job

3

Hiring the BEST PERSON, not the

first person through the door

1

Getting a big enough pool of WORK-READY young people for the available jobs

2

FOR EMPLOYERS:Develop a pool of work-ready, entry-level recruits, able to integrate into and perform in the workplace

FOR YOUNGWORK-SEEKERS:Absorption into sustained employment in the formal economy

MATCH&

WORK SEEKER SUPPORT

SCREENSOURCE BRIDGE&

STEP UPPLACE RETAIN

Target youth locked out of the economy and at

risk oflong-term

unemployment

Source and create access to new labour pool including

difficult-to-reach

candidates

Assess potential,

behavioural attributes and competence

Fit-for-purpose, work-readiness, competence and

behaviour interventions

Facilitateemployer placement

Support and track retention

DEMANDCONTRACTING

Diagnostic process with employers to define value proposition and secure placements

Financial services and insurance

Professional and business services

Business process outsourcing

Retail

Hospitality

Manufacturing

Logistics

Technical and industrial

+ SME’s

Mobile operations to support employers in areas without large office infrastructure

1. Nike

2 .Shoprite

3. Mr Price

4. Pick ‘n Pay

5. Coca-Cola

6. ABSA

7. Omo

7. Harambee8. KFC

9. Converse

10. Edgars

10. Avon

10. MTN

10. SAB

“They are committed”

“They help to make a difference to the youth”

UNDER R6 000Household income per month

Source: Yellowwood Mobile Survey March 2014

Mining pilot: fitness

‘BOOTCAMP’ Improved results

from 8% to 77% in 6 weeks

Business CONSULTING & DATA ANALYTICS offering

SMME SERVICE OFFERING including HR toolkit

RETAIL AND HOSPITALITY

bridge

Suite of solutions for

PRE-TECHNICAL ROLES

Scooter delivery drivers TO MEET HOSPITALITY GROWTH

Attrition trends by job type and sector feed newinnovation

Network effect documented andpowerful

Transport barriers critical to understand for youth jobs

Candidate profile confirms we reach those locked out of the economy

Learning potentialdata shows lowcorrelation to numeracy abilities

Vulindlel’ eJoziProgramme expectations and principles

• Goal: Every single young person engaging with the programme should be meaningfully engaged, with the objective of improving the potential of entering into sustained economic activity

• Objectives of the programme will be to:• Respond to existing employment, work and learning opportunities• Maximise the number of young people productively and meaningfully engaged• Focus efforts on areas of deprivation

• Principles• Principle 1: Young people have a “line of sight” of success – ratio of 1:10 is

important.• Principle 2: Self selection - “Vulindlela – make your own path”• Principle 3: “Hand up, not hand out”• Principle 4: Partnership with communities

Value proposition for young people: opportunities

OPPORTUNITY DESCRIPTION

Full time, formal sector jobs with public and private sector employers

• Harambee current and new partner employers• SME placement services• City of Joburg departments, agencies or special purpose vehicles• Suppliers

Work experiences - part-time jobs, and learnerships with public and private sector employers

• Internships at employers• Volunteer opportunities with NGOs• Expanded Public Works Programmes• Community Works Programmes• Part-time jobs for events and piece-meal work

Micro-enterprise opportunities in co-operatives and work programmes

• Jozi@work• Digital ambassadors• ECD enterprises• Self employment through access to micro-business networks and micro-

business incubators

Learning and foundational knowledge upgrade opportunities

• Foundation learning programmes• Bursary programmes• Further Education and Training institution referrals• Harambee Step-Up or bridging programmes• Referrals to other Jobs Fund training projects

• 200,000 young people across the City meaningfully engaged by June 2016 - in order to bring them closer to the labour market

• Ensure that approximately 20,000 young people are placed into a range of formal and informal opportunities (minimum of a 1:10 channel ratio).

• The COJ will activate opportunities across a learning, work experience, micro-enterprise and jobs spectrum – ambition is to place a minimum of 18,000 young people into emerging opportunities

• Harambee will place 2,000 candidates into formal controlled placements

• Build a metropolitan municipality model for employability through reflection on opportunity activation, conversion and placement processes

Vulindlel’ eJozi : What will success look like?

23

COJ Catalyst –Opportunity Activation

Opportunity activation & conversion frameworkVulindlel’ eJozi

Opportunity Diagnostic

Work Experiences & Opportunities Formal sector jobs

LearningOpportunity experience

New economic pathways – placement into microenterprise

Traditional controlled placements into formal

sector jobs

ABD C

Opportunity Conversion(Project management, minimum dosage,

extent of intervention, cost)

Clearing house(Sourcing, Opportunity Seeker Support, Matching, Readiness, Placement)