Doing More for ESA Claimants on the Work Programme Gareth Parry Disability Capability Director Remploy Employment Services 24 th September 2013

Doing More For ESA Claimants About Remploy 2 Established for over 65 years UK’s leading provider of specialist employment related services support for disabled people Support over 16,000 disabled people annually into and/or in work Coverage across England, Scotland and Wales Over 50 delivery centres – national office in Leicester 6 Sub-contracts to deliver the Work Programme with strong comparative performance on ESA groups

Doing More For ESA Claimants 3 Improving Our ESA Performance - 4 Strands of Work Further understanding the customer group Reviewing & improving our service delivery model Up-skilling delivery teams Driving a candidate-centric, but employer-led approach

Doing More For ESA Claimants Strand 1 – Further Understanding the Candidate Group 4 Improved profiling of candidates through new profiling tool Still early days, but key trends so far are;

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Doing More For ESA Claimants 14 Individual reports enable us to work with candidates to address support needs and work towards employment goals Summary reporting enables us to review our overall approach and service delivery model

Doing More For ESA Claimants Strand 2 – Reviewing and Improving our Service Delivery Model 15 Previously, delivery model based on volume approach previously adopted on Pathways to Work programmes Not dissimilar to approach to JSA Results were poor EOS pilot gave us opportunity to re-invent our model and experiment New approach adopted Sharing emerging good practice across our contracts

Doing More For ESA Claimants Revised Delivery Approach 16 Dedicated ESA Employment Advisors Pre-employment; In-work – Work Choice delivery model will be utilised

Doing More For ESA Claimants What’s Working and What’s Not; 17 What’s working Well?What’s Not Working So Well Less mandation is resulting in Candidate feedback that they feel more trusted and respected Personal budgets – Not having any significant impact Revised front-end approach means candidates are trusting us more as a provider Still struggling to meaningfully engage with up to half the candidate group Motivation programmes being well received by those attending (approx 50%) Much more activity and work placements, but ultimately still only limited success in terms of actual job starts Candidates slowly starting to consider more access to 3 rd party support More candidates willingly moving into work placements

Doing More For ESA Claimants Strand 3 – Up-skilling Delivery Teams 18 Undertaking significant investment in up-skilling delivery teams in knowledge and understanding of disability via; E-learning modules Advisor Guides NVQ in Employment Related Services, (specialising in mental health and learning disabilities) On-the –job coaching from experienced Employment Consultants

Doing More For ESA Claimants Strand 4 – Driving a Candidate Centric, but Employer-led Approach 19 Key is to balance support needs for ESA candidates with the operating needs of the employer Must offer employers a high quality, value added offer; Bespoke pre-employment training packages agreed with employer and delivered to consistent standards Strong emphasis on “place and train” rather than “train and place” On-the job workplace support is key to both candidate and employer Job coaching available (trained TSI coaches) Additional offers to employer – disability training, advice guides, etc

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Doing More For ESA Claimants Continuing Challenges 21 Balancing risk v reward Short-term expectations vrs long-term opportunity Pressure on caseload numbers Cultural barriers of worklessness persist Challenging economic environment Competition for every job We are still learning!

Doing More For ESA Claimants Work Sticking With! 22 As many job starts for ESA candidates in the last 6 months as we have delivered contract to date across all our contracts Case Example 1 Rochdale – ESA candidate with significant mental health issues. Been on ESA for over a year. Very low self-esteem and confidence. Formerly a butcher. Undertook intensive 1:2:1 work to build confidence, self-esteem and belief. Eventually secured 2-week work experience placement with Tesco. Following successful 2 weeks, he was offered 7 hours paid work per week (permitted work). He performed so well in the role that he was subsequently offered 30 hours per week as the store’s butcher. He now leads a fully independent life and recently bought himself a new car!

Doing More For ESA Claimants 23 Case Example 2 Abergavenny – David - 51 year old male with significant epilepsy. Never worked in his life. Recent medication changes had reduced the number of seizures per day from 10 on average to 2. Outside of managing the epilepsy his biggest challenge is very low self-esteem and a fundamental lack of aspiration – he did not believe anyone would ever employ him. He is now working as a volunteer in a safe retail environment with British Heart Foundation and doing well. He is making great progress and we are confident that by the end of his 2 year period on Work Programme he will be in paid work.

Doing More For ESA Claimants In Summary – Key Messages 24 No quick fixes – must take a long-term view Take time to get to know the candidate, and for them to get to know you Focus first on raising aspiration, structured activity and building stamina Dedicated, skilled Advisors Focus on “Place and Train” rather than “Train and Place” Must ultimately meet employer’s needs Have belief in the candidate group (with some patience!) Keep reviewing, learning and imporving

Doing More For ESA Claimants 25 Thank You! Questions?