Delivering the Work Programme –

joint initiatives and partnerships

Jane Prior, Supply Chain Manager – Greater

Manchester, Cheshire & Warrington

Overview of G4S: Who we are

One of the largest private employers in the

world

Operate in over 125 countries

Turnover of over £7bn per year

Employ over 600,000 people, including

almost 50,000 in the UK alone

UK’s largest integrated security solutions

provider

FTSE 100 Company

Engage with over 30,000 employers in the

UK alone

Overview of G4S: What you know

us for

Security Officers Custody Officers

Cash Officers

Metering Reps.

Cleaners/

Porters

Mine Clearance

Events

Gurkhas

Close Protection

Overview of G4S: What you might not

know

G4S Welfare to Work - Overview

Work Programme

Employ a Team of Experts, with Hundreds of Years’ Combined Experienced

Surrey, Sussex and Kent is the Best Performing Work Programme Area

Helping more people into sustained employment than all of our competitors in every area in

which we operate.

35,000 people helped into employment by G4S

Deliver in Three Areas across the UK:

Surrey, Sussex & Kent (CPA10), Greater Manchester, Cheshire & Warrington (CPA7), North East

Yorkshire & The Humber (CPA18)

Fully Subcontracted model

Invested £30m in our partner organisations

ESF Family Support Programme

Greater Manchester, Cheshire & Warrington (CPA6)

Supporting families with complex needs towards and into employment

Fully Subcontracted Model

By the end of the programme we will have helped over 10,000 people turn their lives around

Community Work Placements

Delivering as a fully subcontracted programme since June 2014 across 6 CPAs

What is the Work Programme?

A unique opportunity to transform lives of thousands of people across the

UK and support people into lasting work.

The Work Programme is the largest ever payment-by-results welfare-to-

work programme that launched in June 2011. It is central to the Coalition

Government’s ambitious programme of welfare reform.

Delivered by a range of private, public and voluntary sector organisations

which are supporting people who are at risk of becoming long-term

unemployed to find work.

Different from previous employment-related service provision .

Black Box Approach

Payment by Results

“This is all about saving lives, not saving money – it's about

trying to work out who has the potential to make more of

their lives and deliver specialist help to help them do so.”

Chris Grayling MP

Work Programme league tables

CTD - Mar 2014

Rank Provider R2JO%

1 esg. Holdings Ltd 21.00%

2 EOS-Works Ltd 20.75%

3 G4S 20.64%

4 Careers Development Group 20.57%

5 Maximus Emp UK Ltd 20.56%

6 Serco Ltd 20.05%

7 Avanta Enterprise Ltd 19.82%

8 Ingeus UK Ltd 19.69%

9 Seetec 19.23%

10 Reed in Partnership Ltd 18.22%

11 A4e Ltd 18.08%

12 Pertemps 17.99%

13 Prospects Serv Ltd 17.83%

14 Working Links (Emp) Ltd 17.69%

15 Corp of Newc College 17.33%

16 JHP Group Ltd 17.01%

17 Interserve Working Futures 16.82%

18 Rehab jobfit LLP 16.65%

Who does G4S W2W support?

We support people who have been

long term unemployed into lasting

work.

If an individual has been on Job

Seeker’s Allowance for 6 months and

is aged18-25, or for 12 months and

are over 25, they will be automatically

referred to the Work Programme.

They have a “warm handover”

between Jobcentre Plus and our Job

Broker to begin their journey on the

Work Programme

Who does G4S W2W support?

Who? When? Mandatory or Voluntary

JSA 18-24 9 months Mandatory

JSA 25+ 12 months Mandatory

JSA ex-IB 3 months Mandatory

JSA early access* 3 months Voluntary

ESA WRAG From outcome of WCA Mandatory

ESA Support Group From outcome of WCA Voluntary

IB/IS Anytime Voluntary

Below are some of the key groups of people we support into sustainable

work:

Who does G4S W2W support?

Possible early entrants referred from JCP after 3 months are:

An ex-offender

A disabled person (DDA definition)

A person with mild to moderate mental health issues

A care-leaver

A carer on JSA

An ex-carer

A homeless person

An ex-HM Armed Forces personnel customer

A partner of current or former Armed Forces personnel

A person with a history of substance dependency that presents a significant

barrier to employment

24 MONTHS 24 MONTHS

Work Programme Payment Model

Payment-by-results

Attachment fee paid upon referral – this is removed

from the payment model in Year 3

Job Outcome fee paid after a Customer has been

employed for a period of 6 months (3 months in

some cases).

Continuous Sustainment payments paid on a

monthly basis for each continuous month if the

Customer remains in employment after the Job

Outcome

Financial structure

G4S Work Programme Delivery

We have a unique, wholly subcontracted delivery model:

Proven supply chain

management

Why we have chosen our

partners

We looked for partners with: A proven ability to deliver

A capacity and appetite to improve working methods

Demonstrable business agility

A shared vision/ethos

Our extensive due diligence included: Hundreds of hours partnership work conducted by our team of Partnership Managers

Extensive financial modelling to assess financial viability for each partner

Detailed modelling of staffing profiles and requirements

We chose organisations who fit this description and we were confident

could deliver, including VCSEs, Private sector and Public sector

organisations

Work Programme ESF Support for

Families with Multiple

Problems

Community Work

Placements

VCSE 8 4 14

Private Sector 9 7 14

Public Sector 4 2 2

Who else do G4S Partner with?

Second tier subcontractors and partners have included

– Specialist Organisations

• DEAF

• Autism Society,

– Partners

• Housing Associations, Prisons, Probation, Safeguarding

Teams, PCT, DOH, Local Authority

– D&A Services

– Financial Inclusion Organisations

Partners: Housing Associations

and Registered Social Landlords

• G4S offered apprenticeships and placements in various trades such as

painting and decorating, plumbing, joinery or administration.

• Our supply chain provided the necessary training for the apprenticeships

to equip new employees with qualifications.

• G4S source high-quality candidates who are on the Work Programme to

fill vacant roles in Housing Associations and their contractors.

• Our Housing Association partners inform us of job vacancies that are at

least six months in duration and we provide a supported recruitment

process tailored to the needs of either the Housing Association or its

contractors.

Creating positive relationships:

How do we work together

better?

We all share the same goals

Reduced unemployment

More people in better paying jobs

More effective public services

Best value for taxpayer

We have lots of the jigsaw pieces

Need to join them up

How?

How can we work together

better?

Shared targets

Consistent measurements

Consistent funding structures

Transparency and accountability at all levels and across all stakeholders

More robust and powerful Employment & Skills Boards? LAs

LEPs

VCSOs

Other public bodies

All of these can be achieved through a joint-commissioning model: National programmes – but local ownership

LAs should be involved in programme design, procurement and management

Reforming the differential

payments model

• Payment groups are redundant in some cases

• Alternative is to use benefit type against time spent

claiming it

• Use of assessment tool to identify jobseekers needs

at outset

• ‘Jobseeker Classification Instrument’

Cycling

Some Jobseekers begin claiming benefits at

JCP and then enter employment, only to fall out

of work and begin the process of claiming

benefits again

Jobseeker has multiple periods out of work over

a year or longer without ever having to join the

Work Programme

Any jobseeker who has been claiming JSA for 9

out of the last 12 months should automatically

join the Work Programme

Earlier access to those at risk of

long term unemployment

Early diagnostics and

intervention are key to

addressing worklessness and

more complex barriers to

employment, such as serious

mental health conditions

JCP could earlier identify

individuals that are likely to

require the more intensive

support provided by the Work

Programme

Future Commissioning through

shared ownership

Keep central expertise – DWP maintain overall control of the

procurement and the development of the payment structure

Bring accountability to a local level – Local Authorities have a role

in selecting the Prime contractor for their area and the on-going

performance management

Keep the Prime contractor model – retain management expertise

whilst drawing on the best local provision

Ensure Prime contractors have the best local provision, and that

they represent that provision at a national level

Any Questions?

Thank you!

Jane Prior, Supply Chain Manager – Greater

Manchester, Cheshire & Warrington

Jane.prior@uk.g4s.com