Differences between New Deal and Flexible New Deal, the challenges it presents and how to overcome

1. Flexible New Deal
Jay Hurley
Date 15th June 2010

2. Spotlight on:
✤ The key differences between New Deal and Flexible New Deal
✤ The challenges these may present
✤ Inspiring, developing, transforming - overcoming challenges to
benefit the centre

3. New Deal v. Flexible New Deal

4. Signing on
The Client Journey Jobcentre support
Provider support
Mandatory 2
week 1. Subsidized job with employer
Gateway to 2. Full time education and training
Work course 3. Voluntary sector work
4. Environmental task force work experience
Advisor
Access to non-New Deal support programmes Support Options
New
JOB SEEKERS ALLOWANCE (JSA) GATEWAY IAP FOLLOW
Deal 6 months 18 months
4 months 3 months THROUGH
over 25’s 4 months
under 25’s
4 weeks work
Action experience. Job
Planning “Black Box” outcomes
Increased
Flexible Needs
Diagnostic
Advisor
meetings Support
approach
? Pilot areas only ?
New FND WORK FOR
DIRECTED
SELF HELP GATEWAY FLEXIBLE NEW DEAL OPTIONAL
Deal JOB SEARCH
12 months EXTENSION
BENEFITS
?
6 months
MONTHS 3 6 12 18 24 30

5. Signing on
The Client Journey Jobcentre support
Provider support
Mandatory 2
week 1. Subsidized job with employer
Gateway to 2. Full time education and training
Work course £££ on 3. Voluntary sector work
job start 4. Environmental task force work experience
Advisor
Access to non-New Deal support programmes Support Options
New
Deal JOB SEEKERS ALLOWANCE (JSA) GATEWAY IAP
4 months
FOLLOW
3 months THROUGH
Process 6 months 18 months
over 25’s 4 months
focussed under 25’s
£££ - 30% 13 week
sustained employment
£££ - 40% 4 weeks work
Action experience. Job £££ - 30% 26 week
Service
Planning “Black Box” outcomes sustained employment
Flexible Needs Advisor Increased
payment
approach
Diagnostic meetings Support ? Pilot areas only ?
New
FND WORK FOR
DIRECTED
Deal SELF HELP
JOB SEARCH
GATEWAY FLEXIBLE NEW DEAL OPTIONAL BENEFITS
12 months EXTENSION ?
Outcome
6 months
focussed
MONTHS 3 6 12 18 24 30

6. Summary
✤ Step change from process to outcome
based funding;
✤ Graduated offer with conditionality
increasing with time on Job seekers
allowance;
✤ Client and provider centric; flexible not
prescriptive;
✤ Employer focused; real jobs for real
people with minimum red tape;
✤ Voluntary sector inclusion; stimulates
innovation and engagement with those
hardest to help.

7. The Challenges

8. ✤
Cash flow; large financial risk given that profit is aligned to outcome.
Before current downturn,W2W providers achieved average 30% success rate. Concerns therefore that sustainable employment
will not be a viable likelihood for many in the short term;
✤ Updating, refreshing and developing skills of long-term unemployed,
some of whom may have social or learning disadvantages, to ensure their
skills remain attractive and usable by employers
Includes specific vocational skills linked to particular jobs and sector needs and the development of the generic skills more
demanded by employers (teamwork, communications, problem-solving)
✤ Increase and maximise employer led opportunities/job creation; change
employer W2W perceptions and prepare for up-turn
Providers often mistaken for recruitment companies. Little understanding of (i) the free service offer, (ii) the potential of W2W
programmes to reduce recruitment overheads and (iii) the instant availability of up-skilled potential workers when the economy
picks up.
✤ Transition from FND to The Work Programme by summer 2011 as
announced 10th June by Minister for Work & Pensions, Chris Grayling

9. Inspiring,
Developing,
Transforming

10. Challenges? Opportunities!
✤ Employers & Partners; ‘Meet and Greet’ open day invites, industry/sector presentations,
obtain input to learning programme design, establish employer/client mentor or buddy
programmes, provide real business issue case studies to develop client problem solving skills, etc.
✤ Clients; move from ‘passive based’ learning to inspirational‘enquiry based’ learning in a
supportive environment; usually project based.
✤ EBL develops subject knowledge, professional and personal skills and attributes ranging from teamwork and leadership skills to
problem solving and information literacy. EBL develops attitudes such as acceptance of responsibility for own learning and
actions.
✤ Staff; encourage cross-functional working to understand team challenges and barriers to target
achievement. Add-value or resolve through structured development programmes.
✤ Profit; Monitor and evaluate learning programmes against KPIs to leverage exceptional results

11. For Future Generations