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Career Choices Dewis GyrfaCareers WalesANNUAL REPORT 2016-17
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Careers Wales
CONTENTS
2
3
4
4 Performance against KPIs
Chair’s Statement 3
5 Contribution to Welsh Government Priorities and Policy Areas
6.1 Key Achievements
6.2 Digital Services
6.3 Website
6.4 Webchat
6.5 Telephone Helpline
6.6 Social Media
6.7 Email and Text
7 Education
Glossary 85
7.1 Key Achievements
7.2 Support for young people in schools and colleges
7.3 Young people with Additional Learning Needs
7.4 Young people educated otherwise than at school
7.5 Young people in the Youth Justice System
6 Digital Services
11 About Us
1.1 Vision, Mission, Values
1.2 Our Services
1.3 Our Business Model
2 Year at a Glance
3 Strategic Aims
Chief Executive’s Review 4
PERFORMANCE REPORT
22
30
34
28
31
35
38
39
42
44
45
32
36
37
7
6
9
10
12
5
FINANCIAL STATEMENTS 80
LOOKING AHEAD 82
7.10 Awareness of the Common Area Prospectus (CAP) 51
7.11 Other Projects Delivered
8.4 Adults at risk of, or facing, redundancy 63
9 Partnership Working 65
10 Staff 66
11 Estates 70
12 Environmental Impact 71
13 Welsh Language 72
14 Equality and Diversity 73
7.8 Resources and Training 49
7.9 Careers Wales Mark 50
- I2A, TRAC, Cynnydd 52
- Opportunity Awareness 53
8 Labour Market
8.1 Key Achievements 57
8.2 Support for 16 and 17 year old clients in the labour market 58
8.3 Unemployed adults accessing the Welsh Government’s Individual Skills Gateway (ISG) programme
60
CORPORATE GOVERNANCE 78
7.7 Supporting the development of Careers and the World of Work 48
7.6 Working with employers and schools to promote apprenticeships 46
Chair’s StatementThis report highlights the work that we continue to achieve for our clients and it reveals some of the innovation and change that we are continuing to introduce, e.g. the webinar programme and our use of social media. We have also been working with Gartner, the world’s leading research and advisory company, on producing a Digital Road Map. This is helping the organisation to focus on improving the clients’ engagement in, and experience of, services delivered through digital technologies, whilst also addressing the concerns about an aging hosting platform, content management, and navigation of our website. We will see considerable advancement in our digital capabilities and design in 2017-18 with the formation of a Digital Solutions Team. This is an exciting opportunity for Wales to have a careers service that is at the forefront of change and innovation in the sector.
2016-17 has seen some further challenges for Careers Wales – the departure of the Chief Executive, a voluntary release scheme, and the need to restructure to place the focus on the implementation on Changing Lives. These significant events, described as a “perfect storm of high risk issues”, has shown the resilience
and application of the team at Careers Wales in helping to address them and in keeping us focussed on implementing our vision.
Whilst we prepare the way for the structural changes that will facilitate the delivery of Changing Lives, the Company has put in place measures to maintain stability and progression, including the appointment of an interim CEO and the support of a consultancy on change management.
Our staff have continued to demonstrate their resilience and determination to change and to remain focussed on the services to our clients.
Our aspiration is for a service that is seen as a world leader, is cost effective, has impact, and is one of which we can all be justifiably proud. The organisation is focussed on the opportunities presented in Changing Lives and will use the resources at its disposal to deliver this vision.
Debbie Williams Chair
Careers Wales
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Message from the Chief Executive
Careers Wales
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with partners to deliver the very best Career Information, Advice and Guidance services for the people of Wales.
I would also like to take the opportunity to congratulate staff on their continued hard work and achievements. Their dedication and commitment is the greatest asset of this organisation.
I look forward to the year ahead and the opportunities presented by Changing Lives and the work that we will do to support the skills and economy of Wales.
Graham Bowd Chief Executive
It is with great pleasure that I present this report for Career Choices Dewis Gyrfa Ltd (CCDG). Trading as Careers Wales, we are a wholly owned subsidiary of the Welsh Government and we provide the all-age, independent, impartial and bilingual Careers Information, Advice and Guidance (CIAG) service in Wales.
We are passionate about helping clients achieve their potential – it’s what we do and we are very good at it. We inspire, enable and motivate clients and help them develop their career management skills.
This year has been one of opportunity in the face of strategic change; we have developed our new strategic vision, Changing Lives, which is a three year plan that sets out what we want to achieve. We have also managed the challenges of operating within reduced public-sector funding with further voluntary redundancies and ensuing structural changes.
In this report, we also demonstrate our contribution to Welsh Government priorities and policy areas and show how we work
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1PERFORMANCEREPORT
Annual Report 2016/17
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Careers Wales
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ABOUT US
Vision, Mission, Values1.1
OURMISSION
OURVISIONis for a Wales where
individuals are inspired to take control of their careers
is to ensure that clients achieve their
potential
OURVALUES
We are:• Client-centred• Impartial and professional• Collaborative• Creative and innovative• Focussed on continuous improvement• Committed to equality and diversity• Outcomes-focussed
Careers Wales
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ABOUT US
Our Services1.2
Our purpose is to support clients to become more effective at planning and managing their careers, recognising that career management no longer consists of a one-off occupational choice, but rather a series of lifelong career transitions. Through improving career management skills and competencies, clients are able to make these transitions more smoothly, enjoy a higher level of career satisfaction and play a more active part in the economy.
Our client-centred services help users explore, understand and make informed decisions about education and employment opportunities within the context of the current and future labour market.
Our impartial, careers information, advice and guidance services are delivered by professionals in a variety of settings - education, our careers centres, in the community, at partner premises and at events. Careers Wales’ digital services are available to everyone and offer wider access to our services. Our live webchat service can be accessed from our website or Facebook page and, like our telephone helpline, provides personalised information and support. All our Careers Advisers are trained to degree level or above in Careers Guidance and are members of the Careers Development Institute (CDI) professional register.
Our website provides high quality information including accessible, up-to-date Labour Market Information (LMI) covering a range of career areas and priority sectors where there are likely to be opportunities in the future; and detailed job information, Job Match Quiz, videos and case studies of career paths and jobs.
Visitors to careerswales.com will also discover interactive resources which allow them to:
» generate personalised career ideas matched to their skills and interests;
» prepare for option choices, work experience or job interviews;
» search and apply for vacancies; and
» search for courses from over 30,000 learning opportunities.
Partners and stakeholders are also supported through dedicated sections of the site hosting a variety of resources.
Careers Wales
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ABOUT US
Our Services1.2
CA
REERS WALES SERVICES IN THE LABOUR MARKET
DIGIT
AL SE
RVIC
ES
CAREERS
WAL
ES
Supporting successful
transitions from education to
training, further learning or
employment
CAREERS WALES SERVICES IN EDUCATION
AwarenessAspiration
AbilityAction
Universal Support
Year 9
Exploring options
choices for informed decisions
Providing information and advice to support
son/daughter making important
decicions
Assistance to access ReAct funding for updating skills or
retraining
Supporting sustained
engagement to reduce the early
dropout rate
Individual Skills Gateway (ISG) -
Improving employability and
overcoming barriers
Developing employability
skills and motivation for
further learning, training or
employment
Supporting resettlement programmes and reducing reoffending
rates
Available to all: www.careerswales.com
Telephone Helpline Webchat
Social Media
Supporting schools to develop their Careers and the World of Work
provision
Facilitating employer links with schools and
colleges to enrich ‘world of work’ understanding
Working with partners to agree
and support learning and skills plans for positive transitions
Helping to sustain
engagement in education,
employment and training
Year 10-13 including Further
Education
Educated other
than at school Additional
Learning Needs
Education Business
Links
Curriculum Support
Parents & Guardians
Redundancy
Employed or in
Training
Unemployed 25+
Unemployed 16-24
Youth and Adult
Justice System
CLIENT
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Careers Wales
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Careers Wales is a wholly owned subsidiary of the Welsh Government launched on 1 April 2013. The company provides an all age impartial careers information, advice and guidance service for Wales. The company deliver a remit set by the Minister for Education and Skills that supports the Welsh Government’s strategic objectives as identified in the Programme for Government and related Welsh Government policies. The company delivers services that support the development of the nation’s skills base, to meet the demands of the current and future labour market, thereby contributing to the economic and social well-being of Wales.
The Board comprises of a Chair and up to 13 other Directors who are appointed by the Welsh Government. The Board appointed three Committees – Finance, Audit and Risk Committee; People Matters and Remuneration Committee and Performance and Impact Committee - to discharge their responsibilities.
The main source of income for the company is from the Welsh Government core funding. The company also receive other funding partly from the Welsh Government for specific projects such as ReAct and Individual Skills Gateway, ESF funding and a small amount of other non-core contract income.
Our Business ModelABOUT US
1.3
Welsh Government
European Funding - ESF
Other Non Core Contracts
FUNDINGSOURCES
Year At A GlanceA n n u a l R e p o r t2 0 1 6 / 1 7
Careers Wales
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2.0During 2016-2017:
clients developedtheir careermanagement andemployability skillsduring group sessions
71,988
one-to-oneinteractions withclientsthrough
114,424users accessedinformation, toolsand resources onour website
858,356
people benefitedfrom personalisedsupport fromCareers Wales
73,104
2016 2017
Education
Individual Skills Gateway I2A, TRAC, Cynnydd
ReAct
Yearly face-to-face interviews
2016-2017
Yearly face-to-faceinterviews
Young people inEducation took part in
group interactions
Progressing topositive outcomes
Group sessions
Interviews
8,706
Interactions
5,909
Clients
Clients
2016-2017
70,818 48,366 4,4194,594
27,163 9832,256
Year At A GlanceA n n u a l R e p o r t2 0 1 6 / 1 7
Careers Wales
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2.0
Social media
Likes
11,424
13,461
Followers
Reach
7,070,152
2,178,378
Impressions
Engagements
98,030
27,694
Engagements
This is how we delivered our serviceson an average day in 2016-17
peoplebenefitedfrompersonalisedsupport
294
webchatsessions
37groupsessions
15
people attendeda group session
290calls per dayto the helpline
176
one-to-oneinteractionswith clients
461
people accessedinformation,tools andresourceson our website
3461
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Careers Wales
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3.1 AIM 1STRATEGIC AIMS
To work in partnership to promote and deliver world class careers information, advice and guidance services which lead to positive outcomes for clients
In 2016-17 we identified areas of the business we considered to be priorities for change. Our progress against priorities and actions for change are set out below against our five strategic aims.
We deliver tailored services to meet the specific needs of individuals. It is critical that we have efficient and robust systems in place to identify the needs, aspirations and levels of career management skills of clients. During the year we said we would focus on young clients in education.
Careers Wales has been through a period of significant and continuous change which has resulted in the development of new services and projects. Whilst continuing to plan for future change, we said we would take time to ensure that colleagues understand the reasons for recent changes and have clarity on the purpose of our various services.
Improve our understanding of client needs
Support staff through change
We said we would: Status Comments
Produce a simplified, integrated guide for (and with) staff on the delivery of services, supported with relevant training and development.
Guide is available to all staff on the company intranet.
Promote our new staff handbook that pulls together our various internal policies.
Consult staff about developing clear guidance on what measures we will use to understand and improve our services.
Performance measures have been agreed and will be implemented in the business year 2017-18.
We said we would: Status Comments
Review the ‘career check’ tool we currently use to identify the needs of young people in school.
Pilot the use of psychometric tools to help young people develop their aspirations and explore different career paths.
Job Match quiz developed and will be used in all schools in the academic year 2017-18.
In light of the above work, agree the approach to identifying the needs of young people to be implemented from the 2017/18 academic year.
Completed
Completed
Completed
Completed
Completed
Completed
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Careers Wales
3.1 AIM 1STRATEGIC AIMS
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With support from consultants PWC, Careers Wales planned to develop a new strategic vision for the future of the organisation.
Plan for the future
Subject to Welsh Government feedback we said we would:
Status Comments
Begin the redeployment of resources to support the transition of services in line with strategic vision (from September 2016) and update our estates and IT strategies.
Plans have been agreed and will be implemented from September 2017. See ‘Looking Ahead’ section for more details.
Increase our awareness and understanding of the latest developments in schools (given the even stronger focus in the vision on Key Stage 4).
During the course of 2016-17, Careers and World of Work Coordinators delivered sessions to all teams in the company covering the latest developments in schools in Wales, focussing on the curriculum changes stemming from Successful Futures, the review of education in Wales by Professor Donaldson, and the qualification changes taking place in Wales. Some of these sessions were supported by colleagues from Qualifications Wales.
Promote the new strategic vision to staff, clients and stakeholders.
A copy of Changing Lives has been circulated widely to all partners and stakeholders. Communication sessions have been completed in schools and colleges. A communication strategy has been agreed. Communication and updating will be ongoing.
Completed
In Progress
In Progress
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Careers Wales
3.2 AIM 2STRATEGIC AIMS
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To raise awareness of the opportunities for work, training and education In 2015 we launched a new Careers Search tool on our website underpinned by key facts and up-to-date LMI on over 1,000 job areas. This year we said we would build on that progress by:
Having an understanding of the labour market and how to use LMI helps clients make informed decisions. To help clients develop their knowledge of the labour market:
Further improving our Labour Market Information (LMI)
Make even better use of our LMI
We said we would: Status Comments
Develop and promote regional versions of our ‘spotlights’ job trends series, giving clients accessible information on the Welsh Government’s Economic Priority Sectors, major Infrastructure Projects and the priorities identified by Regional Learning Partnerships.
Undertake an internal review of best practice in the use of LMI and share this across the organisation.
Implement a programme of training and development for staff that aims to improve the depth and use of LMI in the delivery of client services.
Following an internal review of best practice using LMI, Learning and Assessment Coordinators and Information Coordinators visited team meetings across the company to provide an update on careerswales.com and how colleagues can keep up-to-date with LMI. Going forward, the future programme of CPD around LMI will ensure that we understand how we best support clients to understand the labour market and access it successfully.
We said we would: Status Comments
Procure additional data that would provide a more detailed and local breakdown of opportunities and trends in the labour market.
Strengthen links with Regional Learning Partnerships and investigate the scope to use their supply and demand assessments to inform our services.
We have now worked with all 3 regional learning partnerships in the development of our Spotlight on specific geographic regions which reflect the RLP regions. All are published on the website.
Investigate the scope for our Career Search tool to provide more precise and localised results.
Completed
Completed
Completed
In Progress
In Progress
Completed
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Careers Wales
3.2 AIM 2STRATEGIC AIMS
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Young people and adults have to consider a wide range of choices for post-16 education and training, and awareness of work-based learning options is lower than for more traditional routes.
Increase awareness of training opportunities
Subject to Welsh Government feedback we said we would:
Status Comments
Deliver the ‘opportunity awareness’ project to help raise awareness amongst young people of the different routes available to them and to increase their understanding of vocational pathways.
This project was extremely successful with positive outcomes reported for participating schools and pupils. Good practice learnt from this project will continue to support core delivery next year.
Provide advice to the Welsh Government on the merit of extending web-based support services (such as the Common Application Process) around option choices at age 14.
Due to planned development work on the company website this has been postponed and will be explored in 2017-18.
Working with Welsh Government, plan and implement an extended Individual Skills Gateway service through delivering the Gateway to Work programme for adults.
Completed
Completed
Postponed
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Careers Wales
3.3 AIM 3STRATEGIC AIMS
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To implement a digital strategy which extends the reach and impact of our services
Our website has developed over a number of years to support clients whilst also meeting the various requirements of different stakeholders. As a result the website is underpinned by different databases and different technologies which are inhibiting further developments. To address this:
Increase our understanding of the potential of digital services
Update and improve our website
We said we would: Status Comments
Clarify and coordinate the expectations of our website of different stakeholders within the Welsh Government.
Dialogue with key policy leads is ongoing in order to clarify how Careerswales.com can support emerging policy requirements.
Review and clarify the purpose of our website.
Scope the work required to develop a new course search application which will update and improve the data structure underpinning our website.
The work is progressing and we are now at the stage to engage with stakeholders to determine their requirements of a course service.
We said we would: Status Comments
Evaluate the use and impact of our current digital services (including webchat).
Research emerging technologies, client expectations/preferences and international best practice in the use of digital tools.
Develop the concept of ‘digitally enabled/supported’ frontline delivery staff.
Completed
Completed
Completed
Completed
Technological development is rapid and continuous, offering new opportunities and informing client expectations. To explore the potential of technology to underpin the efficiency and effectiveness of all our services and to extend the reach of our work:
In Progress
In Progress
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Careers Wales
3.3 AIM 3STRATEGIC AIMS
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Independent evaluation shows that clients have high levels of awareness of, and satisfaction with, our current digital services such as those delivered through the website. Nonetheless there is scope for clients to draw more value from our current digital services.
Help clients use our digital services
Subject to Welsh Government feedback we said we would:
Status Comments
Support staff through training and development to raise awareness and knowledge of current digital services and best practice in its use.
We have developed a skills audit of our current employees to establish the support they may need moving through digital transformation.
Promote the current range of digital services to clients, parents and other stakeholders.
User research conducted with parents concluded that they believed the website was an excellent source but that they were unaware of it. For 2017/18 we will be targeting parents through presentations in schools, providing information for schools at times relevant for parents e.g. subject choice, and directly marketing to parents to increase their awareness of the support available from Careers Wales.
Engage clients in the development of new digital services.
Research conducted with young people on our current website and its navigation. Also introduced new methods of providing information e.g. video content and virtual reality videos to test user engagement and interest.
In Progress
In Progress
In Progress
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Careers Wales
3.4 AIM 4STRATEGIC AIMS
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To support other organisations, including employers, to raise the career aspirations and awareness of young people
Support new school curriculum for Wales
We said we would: Status Comments
Develop a clear methodology to evaluate our current approach to capacity building in schools (and colleges) including client satisfaction and impact.
Support the Welsh Government’s review of guidance to schools on the Careers and World of Work Curriculum.
Work with the Welsh Government, schools and school improvement consortia to determine how we can best support them with curriculum change.
Completed
Completed
Completed
The new Curriculum for Wales (Qualified for Life) will be available from 2018. It will have a stronger focus on careers and the world of work; with one of the four purposes of the new curriculum being that children and young people develop as ‘enterprising, creative contributors ready to play a full part in life and work’. To help schools manage this transition:
We said we would: Status Comments
Review our current approach to business engagement across various services.
Strengthen the links between business engagement and the delivery of careers advice and guidance in schools.
This year we have provided a blended menu of employer engagement support to schools. This ranges from 81 formal partnerships between schools and businesses under the Business Class’ programme to bespoke employer engagement activities such as careers festivals, STEM events, mock interviews etc.
Explore how the organisation’s skills, expertise and data can be used to support young people to secure work experience placements (acknowledging that we are no longer remitted by the Welsh Government to deliver work experience services).
As a result of a review undertaken with employers and education sector, the company will be introducing an Education Business Exchange during 2017/18. Careers Wales employees will recruit employers, providing Business Champion training and facilitate engagement in schools. Careers Wales employees will also train teachers on the use of the exchange and how it can enhance the curriculum as well as support employability and a broader knowledge of the workplace.
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Careers Wales
STRATEGIC AIMS
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Make better use of data
Subject to Welsh Government feedback we said we would:
Status Comments
Consult with partners on how the data we hold can better meet their information requirements.
We are currently extending the initial pilot. All Local Authorities will have read-only access to their dataset by end March 2018.
Identify new ways to use our data to drive improvements and promote good practice.
We are currently developing a data warehouse which will allow our data to be interrogated in many ways. Local Authorities will be able to interrogate their own data quickly and easily without Careers Wales intervention.
Pilot the establishment of ‘data hubs’ to allow partners greater scope to directly analyse and interrogate the data we hold. Completed
Careers Wales leads on sharing data about 16-18 year olds with partners under the 5-tier monitoring system of the Youth Engagement and Progression Framework. This data helps partners focus their services according to the needs of young people. We planned to improve the efficiency of our data capture, whilst making better use of the data we hold.
In Progress
In Progress
Having contact with employers helps pupils have a better understanding of the employment opportunities available and the skills that employers require. Careers Wales has a long and strong record of business engagement. Our business engagement activity is spread across a number of areas, including new programmes such as I2A, TRAC, Cynnydd and Business Class.
Develop our business engagement work
Completed
3.4 AIM 4
Completed
In Progress
In Progress
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Careers Wales
3.5 AIM 5STRATEGIC AIMS
To be an efficient, high performing organisation that has an impact on clients and the wider society
The organisation has made significant progress in recent years which has been reflected in the findings of independent evaluations. To continue on this path::
Make Careers Wales an even better place to work
Embrace continuous improvement
We said we would: Status Comments
Produce quarterly improvement reports which bring together a range of evidence, evaluation and analysis to help us celebrate success and determine priorities for change.
Going forward, our quarterly reports will have an even greater emphasis on using a range of evaluative and other evidence, such as client feedback, to celebrate success and determine priorities for change. There will also be greater use of a “dashboard” approach to measure progress against key strategic areas of the business plan.
We said we would: Status Comments
Engage staff in developing and defining a new organisational culture and a revised approach to communications - and reinforce change through action.
During 2016-17 all colleagues were invited to take part in consultation meetings that took place across the country to define the organisational culture they would like to see in the organisation. These meetings were attended by over 150 members of staff and the work of embedding this new organisational culture will continue into 2017-18.
Develop a Health and Wellbeing Strategy and aim to attain the Bronze Standard of the Welsh Government’s Corporate Health Standard.
Strategy paper given to People Matters Committee. Improvements being tracked in preparation for applying for the Bronze Award.
Monitor progress by surveying staff.
Completed
CCDG was formed following the merger of seven companies and has subsequently faced significant change and uncertainty. Informed by our strategic review, and building on the progress of recent years, it is time to establish one new organisational culture, to ensure our future success.
In Progress
In Progress
In Progress
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Careers Wales
3.5 AIM 5STRATEGIC AIMS
Increase the proportion of time that frontline colleagues spend with clients
Subject to Welsh Government feedback we said we would:
Status Comments
Review the reporting requirements of the organisation, including our approach to collecting and reporting ‘destinations data’.
We have met with WG to determine reporting requirements for destinations going forward.
Undertake a ‘root and branch’ review of our IO client database system, and the requirements placed upon it.
Identify and share best practice in managing enquiries and making appointments for clients.
Completed
Completed
Our delivery staff are experts in providing careers advice and guidance to clients but have to manage a range of demands on their time, including supporting the administrative and reporting requirements of the organisation. We sought to increase the capacity of our delivery staff to support clients.
In Progress
We said we would: Status Comments
Introduce a new staff suggestion/improvement scheme.
Implement a new finance system what will improve the efficiency and effectiveness of our financial management.
Completed
Completed
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Careers Wales
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4.0 Performance against KPIs
The Welsh Government set Careers Wales four Key Performance Indicators (KPIs) for the 2016-17 financial year:
KPIs 1 & 2 are population indicators which are impacted upon by:
» Levels of economic activity in Wales, the UK and internationally;
» The provision of appropriate learning opportunities;
» The needs and personal circumstances of young people;
» The work of statutory, non-statutory and community based organisations in Wales.
The outcomes for KPIs 1 & 2 are the result of a range of influences and cannot on their own be attributed to just one organisation. It is, however, the role of Careers Wales to:
a. identify learners who are at risk of leaving education and training prematurely, and to agree the respective roles that each organ-isation can play in supporting students to remain engaged in learning.
b. help partner organisations to identify the levels of non-engagement of young people with education, employment and training.
KPI
KPI
“Client satisfaction with the quality of Careers Wales’ service provision, including in relation to an integrated digital presence.”
“Reductions in the number of young people who are outside the Education, Employment and Training system.”
4
2KPI
“The sustained progression of young people through education and into employment or further training/education.”
1KPI
“Careers Wales’ contribution to establishing effective school-employer engagement.”3
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Careers Wales
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Based on data obtained from:
» Censuses of school pupils’ destinations (Years 11 – 13) compiled on 31st October 2015, 31st March 2016, 31st October 2016 and 31st March 2017.
» Youth Engagement and Progression Framework (YEPF)reports, which track variations in the number of young people in Tier 3 (of the 5 Tier Model) between 1st November 2015 and 31st March 2016 and 1st November 2016 and 31st March 2017.
More Year 11 leavers were in EET (education, employment and training) in the Destination Census taken in November 2016 compared to 2015 (96.38% compared to 96.01%).
More Year 11 leavers were in EET in the Destination Census taken in March 2017 compared to 2016 (95.29% compared to 94.74%).*
Across the whole 16-18 age range, more young people were in EET in March 2017 (90.21%) compared to March 2016 (89.52%).
4.1 Performance against KPIs
KPI
1“Sustained progression of young people through education and into employment or further training/education”
* Participation rates in EET are usually expected to be lower in March of any given year than at the beginning of November, the latter being nearer the beginning of the academic year when participation is higher because young people have recently joined courses in education. Drop-out rates from education typically increase as the academic year moves on. The exception can be where increases in participation in employment and work based learning from November through to March outweigh leavers from education.
Careers Wales
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In 2016 the proportion of young people who were NEET fell across all year groups compared to 2015. A fall of 0.81 percentage points (291 individuals) occurred in Year 11, a reduction of 0.39 percentage points (78 individuals) occurred in Year 12 and a drop of 0.63 percentage points (93 individuals) in Year 13. Taken together, the whole population of school leavers who were NEET in 2016 (1208 individuals or 2.08% of the cohort) was 462 individuals or 0.66% percentage points fewer than in 2015 (at 1670 individuals or 2.70% of the population).
Analysis of YEPF reports reveals that fewer young people were in Tier 3* as at 1st November 2016 compared to the same date in the previous year. In 2016, 1.65% of the cohort (1136 individuals) were in Tier 3, 0.93 percentage points fewer and 719 individuals less than in 2015 (2.58% and 1855 individuals).
4.2 Performance against KPIs
KPI
2“Reductions in the number of young people who are outside of the Education, Employment and Training system”
* Clients in Tier 3 of the 5 Tier model (unemployed young people who are ready and able to enter EET) is the generally accepted definition of NEETs in YEPF reporting. It is this group of young people who will therefore be used to determine Careers Wales’ achievements against the requirements of KPI 2.
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Careers Wales
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As evidence for KPI 3, Careers Wales evaluated a sample of Business Class activities delivered by business volunteers (employers) to secondary school pupils. The survey demonstrated that Business Class delivered a range of benefits to all groups of participants; students, teachers and business volunteers.
4.3 Performance against KPIs
KPI
3“Careers Wales’ contribution to establishing effective school-employer engagement”
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Some key findings:
» Nearly all teachers comments focused on thanking Careers Wales and business volunteers for facilitating activities, to say how enjoyable and beneficial they were and to organise more such events
» All business volunteers felt that at least one of the groups (young people, the school, their organisation) would have derived some benefit from participating in Business Class
» Nearly all students (98.5%) felt that participating in Business Class improved their understanding of the world of work
» Overall, students felt that Business Class activities positively impacted upon their employability skills, with Teamwork identified as skill with the greatest level of improvement
» Business Class Activities broadly met their targeted skill development objectives
» Understanding the skills needed by employers was cited by the highest proportion of students as the aspect of learning which had been improved
» Teachers felt that Business Class had a positive impact on students employability skills per se, with a “Positive Attitude” identified as the skill where the activities were most helpful in enabling improvements
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Evidence for this KPI was taken from two reports: Careers Wales Connect Client Satisfaction Evaluation Report. Our telephone helpline service was formed in 2013. It provides careers information, advice and guidance to 14-65 year olds who live in Wales. The survey was sent via email and elicited 118 responses, equating to 5% of the 2244 emails sent out. The purpose of the survey was to establish how well Careers Wales is delivering services to clients via the helpline, particularly focusing on perceptions of customer service.
Evaluation of the Opportunity Awareness Project.We received additional funding from Welsh Gov-ernment to pilot the project which aimed to:
» Enhance pupil/student awareness and understanding of opportunities post 16;
» Increase awareness of vocational routes including Apprenticeship and Traineeships;
» Develop pupil/student awareness and understanding of the world of work;
» Support teachers/lecturers to embed opportunity awareness within CWOW and
4.4 Performance against KPIs
KPI
4“Client satisfaction with the quality of Careers Wales’ service provision, including in relation to an integrated digital presence”
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» Support employers to raise awareness of opportunities through engaging with schools and colleges.
Findings from Client Satisfaction Evaluation Report for Careers Wales Helpline.
» 94% of respondents are satisfied with the customer care they received from the Careers Wales Connect service;
» 94% of respondents were satisfied with the length of time the assistant spoke to them;
» 88% of respondents were satisfied with the assistant’s level of knowledge;
» 85% of respondents were satisfied with the information and advice provided being clear and easy to understand;
» 87% of respondents were satisfied that the assistant understood their needs;
» 84% of respondents were satisfied that the suggested referral made to them was relevant and helpful;
» 78% of respondents were satisfied that they got the information, advice or guidance to make an informed choice about what to do next.
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Findings from the Evaluation of the Opportunity Awareness Project As a result of attending an ‘options’ presentation - a 60 minute session delivered to year 11 pupils by careers advisers looking at all post-16 options for pupils - particularly work-based learning routes -
» 82% of pupils agreed that they had learned about new options that they didn’t know about before;
» 75% of pupils agreed that they knew more about the options they were interested in;
» Over half of pupils said they agreed that attending the session had made them consider other options. The option most commonly cited by pupils as one they would consider was apprenticeships;
» A majority of pupils (75%) agreed that they felt better prepared to make a decision about options at the end of year 11;
» 83% of pupils agreed that they knew more about apprenticeships; and
» The option most cited by pupils as one they would consider as a result of the session was apprenticeships. In the pre session questions only 6% of pupils were considering apprenticeship as a first choice and 11% as a 2nd choice. Following the session 30% of pupils indicated they would consider an apprenticeship.
4.4 Performance against KPIs
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As a result of attending an options information event
» All parents surveyed were in overall agreement that the event had helped them to ‘better understand the range of options to their child’ and to ‘be more aware of work based learning options e.g. apprenticeships.’
» All teachers agreed that they had learned more about post 16 options and had learned about new options as a result of attending an options workshop. All agreed that they felt better prepared to offer support to pupils choosing post 16 options;
» 98% of teachers said they knew more about apprenticeships; and
» All teachers indicated that they would use features of CW.com including Careers Search, Vacancy Matching Service and Job Matching Quiz
As a result of attending an Employer Engage-ment event:
» The majority of pupils agreed (87%) that they learned something new as a result of attending an employer engagement event. Over half of these indicated that they ‘agreed a lot.’
» In terms of overall agreement many clients (73%) agreed that what they had learned would help with their career plans.
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A curriculum for Wales: A curriculum for Life
We worked with the Welsh Government and the ‘pioneer schools’ to help develop the approach relating to one of the four purposes of the new curriculum - that is supporting young people to be enterprising, creative contributors, ready to play a full part in life and work. Youth Engagement and Progression Framework (YEPF)
We continued to support Local Authority delivery of the Youth Engagement and Progression Framework both in the provision of data and as a provider of support for young people. We improved the provision of data by exploring ways in which the data can be accessed directly by Local Authorities from our IO client database and through supporting Local Authorities to develop Information Sharing Protocols where required.
The Welsh Government Skills Policy Statement
We contributed to the Welsh Government’s Skills Performance Measures as set out below: Jobs and Growth (and Tackling Poverty):
» Continued to provide LMI on job trends and demand to help clients make realistic and informed decisions about their career pathway and reduce the skills mismatch in the labour market
» helped people to realise their potential by promoting greater understanding and awareness of Labour Market Information (LMI) and Welsh Government economic priority areas; and
5.0
» supported clients sustained engagement through transitions from education into employment, training or further/higher learning
Equality and Equity:
» provided specialist support for young people with additional learning needs (ALN);
» delivered all-age services targeted at those in greatest need - supporting those young people at risk of becoming NEET and by helping adults into work;
» focussed on the needs of groups who are under-represented in employment, learning or training and by challenging stereotyping and occupational segregation.
Improving Skills:
» We have continued to support the development of effective career management skills including raising awareness of opportunities, developing career resilience, motivation, decision making, self awareness, application and digital skills. These skills are instrumental in the management of career pathways leading to sustained engagement in education, employment or training.
Sustainability:
» Encouraged employers to invest in skills.
Contribution to Welsh Government Priorities and Policy Areas
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Wellbeing of Future Generations Act 2015 We continued to develop our service to meet all “five ways of working” as identified by Welsh Government:
» Prevention - we continued to provide careers services for priority groups with a focus on clients at an early stage of their education to help young people make informed choices on their career and learning pathways. We also continued to provide services to support clients to sustain in education, employment or training (EET) post 16 including support for 16 and 17 year olds in the labour market to reengage with EET;
» Integration - we sought to continue to align our vision and principles through the current strategic review with those of Welsh Government and contributed to achieving the goals of other relevant organisations in the wider careers family;
5.0
» Collaboration - we continued to work closely with other bodies and partners to meet the needs of our clients and customers including schools, colleges, work based learning providers, employers, Local Authorities, JCP;
» Involvement - we continued to involve a wide range of partners, clients, and stakeholders to support the achievement of shared outcomes including employers, parents, teachers and young people reflecting the diversity of our communities; and
» Long term - we continued to support individuals to develop the skills and experience they need to meet the future demands of the economy. This involved the use of enhanced labour market information.
Contribution to Welsh Government Priorities and Policy Areas
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Digital Services
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6.1
Key Achievements
Webchat enquiries received
Courses in Walesusers
Calls received to ourfree telephone helpline
Website users accessing the ApprenticeshipMatching Service (AMS) or Jobs Growth Wales (JGW)
Website users who used the'Job Matching Quiz' to generatepersonalised career ideas
9,099
2016/17
7,634
2015/16
43,665
2016/17
39,000
2015/16
273,3942015/16
339,7662016/17
61,898
2016/17
35,653
2016/17
24,423
2015/16
80,904
2015/16
Sessions oncareerswales.com
1,452,235
2015/16
1,487,203
2016/17
New registered accountson careerswales.com
2015/1645,965
2016/1750,118
JGWAMS
JGWAMS
858,3562016/17
792,0212015/16
Users oncareerswales.com
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Digital Services
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6.2
A new way of delivering services
Working towards delivering a dynamic blend of digital and face to face services was high on our agenda in 2016/17. We have worked towards developing services that are engaging and maximise the use of technology. Last year was a year of exploration during which we scoped out potential options in order to create a digital vision for the future.
Diversifying using digital channels
In order to reach as many people as possible we provide information through all of the key social media channels, including Facebook, Twitter, LinkedIn, Google+, YouTube and Instagram.
As we move our service delivery offer to different digital platforms we will continue to explore the use of the latest available technology to engage young people especially in understanding more about the world of work.
We created a range of videos aimed at our diverse target audiences. These are available on our website as well as our YouTube and Facebook accounts. They can be viewed here:
https://www.youtube.com/careerswales
360 video technology and VR headsets We purchased 12 virtual reality headsets and produced four 360° videos providing an insight into four different working environments. Clients can watch these videos whilst attending an event. We are aware of the need to produce
more content, both for use with the headsets and to put on our YouTube channels and social media. We have therefore purchased a small number of innovative 360° cameras for staff to use to create 360º videos and pictures. The cameras can also be used to livestream through Facebook and Periscope and we hope to trial this at the next Skills Cymru events.
Creative ways of engaging clients A careers adviser, who works with clients with additional learning needs, identified that some of her clients who were due to start courses in a large FE college in September were very apprehensive about what it would be like on the college campus. The adviser used one of our 360º cameras to film the walk from the college bus stop to the room where the students would be working. This was made available to clients so that they could familiarise themselves with the walk to college and be less intimidated by the thought of going to such a large campus.
Audience response system
We invested in an audience response system. This will make our group works and training with clients and stakeholders more engaging by allowing greater audience participation and increasing interactivity. The system will also provide us with instant feedback on group understanding and learning. We will be integrating this new product into our service delivery offer in 2017/18.
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Website
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DIGITAL SERVICES
6.3
Careerswales.com We made significant progress with scoping the requirements for a new re-platformed website. We identified the areas of our business where we want to use technology to help deliver services and created a plan to develop a new web platform over the next two years which is easy to use and accessible via multiple devices, including smartphones and tablets. The website has remained an essential tool for our clients.
During this year our website had over 10 million page views through just under 1½ million sessions.
Some of our most popular pages are ‘career search’ and ‘job details’ where users are able to search on specific job information, for over 700 different job titles.
The most popular jobs viewed are:
» Police;
» Doctor;
» Accountant;
» Bricklayer; and
» Lawyer
We want to keep our customers up to date with new jobs and career areas that will be important in the future. Last year we updated our job details by adding:
» Drone Pilot;
» Gamification Design Consultant;
» Digital Forensic Scientist;
» Big Data Expert; and
» Barista
Job Trends Helping clients to understand the make-up of current and future opportunities across
the Welsh job market as well as further afield is an important function of the website. Up-to-date regional and national Labour Market Information (LMI) is produced with information on jobs and employment sectors. Using this information our clients are able to make informed choices about their learning and work, helping to improve the balance between the supply and demand side within the labour market in Wales.This section of the site represents sectors that are economically important to Wales, with all nine priority sectors now represented on the site. Beyond the priority sectors we have a number of other sectors that were added to the site based on the high volume of jobs available in Wales.
At the end of the year our Spotlight series had 13 different sectors and regions in Wales. The following were added during 2016-17:
» Spotlight on North Wales
» Spotlight on South West and Mid Wales
» Spotlight on Energy and Environment
» Spotlight on ICT
» Spotlight on Advanced Materials and Manufacturing
» Spotlight on Finance
» Spotlight on Education
As part of our development on the South West and Mid Wales Spotlight we produced a video, which is available on our social media channels.
It is critical that young people in particular are aware of the emerging job market and about potential changes in the world of work both in their locality and beyond. Working with the Regional Partnership in South West Wales, we developed additional material to support our Spotlight on that area which included a video, and poster for distribution in schools and in our centres.
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Website
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DIGITAL SERVICES
6.3
Careers in... seriesThe ‘Careers in…’ series highlights occupations which are economically important in Wales and those career areas that are in high demand. The data highlights potential earnings, qualifications needed and routes into jobs in these sectors. Last year we expanded the occupations and included:
» Sport and Leisure
» Admin and Business
» Performing Arts
» Language and Culture
Job Matching QuizOver 35,500 users generated personalised career ideas matched to their skills and interests using the Job Matching Quiz (JMQ). The JMQ is an essential component in the delivery of the ‘Career Discovery Model’ as part of ‘Changing Lives’ (see page 84).
Professional SectionDuring the year our professional section was redesigned. Aimed at supporting teaching professionals, this section is used to support schools develop the new curriculum and help individual teachers and career leaders to provide relevant and well informed learning, helping to improve the standards of careers education in schools.
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DIGITAL SERVICES
6.4 Webchat
Our webchat services can be accessed through our national Facebook page as well as our website. Last year we dealt with over 9,000 chat sessions.
Chat sessions were supported by careers guidance teams supporting a broad range of individuals. Whilst many users of the
chat service are young people (under 25) an increasing number of adults are using chat to ask for advice and support. When the chat service is busy or during out of hours, clients can leave a message.
Telephone Support Following the support received, Lauren attended the job interview, applied for another position and gained employment in the sector she was looking to enter.
Referral to careerswales.com for support
Chelsea* was a stay at home mum and contacted the helpline to get information on how to be a Counsellor. The CWC adviser introduced her to the Job Match and Job Profile section on careerswales.com. The CWC adviser then emailed the job profile and a list of Introduction to Counselling courses in her area.
As a result she has now signed up to starter course in Coleg Gwent in September to undertake a certificate in Counselling.
Lauren* originally called the helpline for help with a CV as she was applying for her first job. She had studied social work and wanted to apply for a Supervising Social Worker position. The helpline adviser offered to read through her CV and call her back. Lauren mentioned her university colleagues had already started applying for jobs and she was diagnosed by the helpline adviser as having low confidence applying for work. Lauren needed support condensing the content, reformatting and rewording parts of her CV to hit key competencies from the job specification. The helpline adviser discussed this and sent through resources via email for Lauren to read. The adviser also helped her rework her personal statement in her application form for the same role. Lauren needed quite a lot of support from the helpline adviser and they emailed and spoke on the phone several times. The client was provided with information on writing covering letters and emails, and interview techniques.
CASE STUDIES
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DIGITAL SERVICES
6.5 Telephone Helpline
The helpline operates from Monday to Friday 9am to 5pm and employs 16 people.
Workload ManagementThrough effective caseload management we have continued to develop the working practices of the helpline team to ensure the delivery of a responsive, quality telephone helpline service for clients. The support offered includes:
» careers information and advice
» completing a CV
» job search skills
» labour market information – demands and trends
» help with application forms or undertaking a mock interview
All members of the team have now completed
their NVQ level 3 unit in case-loading.
Supporting Campaigns During this year the team supported our campaign to promote Careers Wales digital services for young people who were thinking of dropping out of college a few weeks after starting their course. Historical data suggests that the October following the start of the new academic year is a period where young people are most at risk of dropping out of their course. Our targeted campaign sign-posted clients to the support they required to sustain learning or change direction whilst remaining in education, employment or training. Using a combination of digital marketing and promotion on the website, young people were targeted and made aware of how to engage in Careers Wales services via Facebook, webchat and the telephone helpline. 38 calls were made to the telephone helpline in a two week period as a direct result of this campaign.
35* name has been changed in the interest of client anonymity
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DIGITAL SERVICES
6.6 Social Media
A social media presence is essential to effectively engage with our target audiences, particularly young people. We use a range of channels and communicate bilingually; these include Facebook, Twitter, Instagram, LinkedIn and Google+. In addition to the main Careers Wales accounts, we have a number of local career centre and school based accounts.
We continue to use a range of tactics to encourage engagement. We have delivered standalone advertising campaigns, as well as worked with Welsh Government on a range of campaigns delivered via the Careers Wales social media accounts. Campaigns have included Where Now?, Adult Learning Week, Skills Gateway, Apprenticeship Week and others.
Engaging ContentWe use a variety of content to engage with our target audiences. This ranges from inspirational quotes, event advertisements, job vacancies to news items, videos and practical advice, all aimed to engage and to encourage traffic to careerswales.com
Reach and Impressions Through a combination of organic and paid for our content has a huge reach. Last year our facebook posts had a reach of over 7 million – effectively our posts were seen this many times. Twitter impressions (same as reach) was around 2.2million. See stats on page 10.
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Examples of social media content
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0.0DIGITAL SERVICES
Careers Wales
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6.7 Email and TextDIGITAL SERVICES
97,858
2015/16
2016/17
116,320
105,368
2015/16
167,298
2016/17
Emails sent
Text messages sent
We use our database to contact clients using text messages and email.
Emails are sent to provide clients with vacancy bulletins and appointment reminders or to provide targeted, relevant information - for example support available for exam results or raising awareness of apprenticeships.
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HeadingHeading
SECTION NAME
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7.1
38
Education
Key Achievements
maintained Secondary Schools, Special Schools and Further Education Colleges across Wales
Careers Walessupported 38,480
young learners benefitedfrom one-to-one support
young people attended a group session to develop awareness and application of career management skills
70,818
teachers /lecturers toenhance their delivery of careers education through
professional developmenttraining sessions
1,811We enabled
386
Nearly 40% of mainstreamsecondary schools are engaged in one of 81 Business Class partnerships
98% 16 year olds
98.8% 17 year olds
96.9% 18 year olds
Positive transitions
moved from education into further education, training or employment
1,131Learning and Skills Plans in place for clients with statements of Special Educational Needs or equivalent
10,900 parents helped to support their son/daughter with important decisions
More than
young people participated in Opportunity Awareness activities aimed at raising awareness of apprenticeships and work-based learning
37,000 Over
2,256 young people accessed the I2A, TRAC, Cynnydd programme
ALL
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Careers Wales
0.0
39
Support for young people in schools and colleges
EDUCATION
7.2
information sessions to learn more about employment trends. We worked with Airbus, the Royal College of General Practitioners, NHS and Horizon Nuclear Power to deliver webinars in 19 schools.
We will be running more over the next academic year in partnership with a range of employers across Wales.
Communicating with Students Keeping in touch with young people when they make the transition between school, college and their next steps is a crucial part of the Careers Adviser role. Last year we kept in touch and shared information with young people by sending over 27,400 text messages and 25,300 emails.
We recognise the influence that parents have when supporting their children in planning for their future and we supported over 10,900 parents last year by inviting them to interviews with their children, or talking to them at parent evenings or information events.
We have a strong working partnership with schools that enables us to negotiate and provide bespoke services. We had 238 partnership agreements in place with schools and colleges across Wales.
Career Check The delivery of services to pupils and students in schools and colleges is informed through an assessment of need at both institution and individual level.
In Key stage 4 pupil need is assessed through use of our assessment tool ‘Career Check’. Every pupil in year 10 was given the opportunity to complete this careers aspiration survey. The results helped Careers Wales and the school to develop the careers and the world of work delivery and our services to meet needs, for example arranging employer engagement activities that match the interests of the pupils.
Careers Wales supported over 27,000 young people in year 9, 10 and 11 and over 11,000 in 6th form and FE colleges by offering them one-to-one interactions. Over 70,800 pupils attended one of our interactive, class room or group sessions in schools and colleges – where we delivered topics such as: raising awareness of apprenticeships; skills employers look for; choosing subjects to study in KS4; options after year 11, after year 13 and FE.
Webinars During 2016/17 we introduced careers webinars, where pupils from across Wales attended
Year 10 pupils18,740
know where to go, but ‘probably won’t’seek support
5,878Health & medical, Childcare, Art & design
Top occupations female
Top occupations males
Leisure, sports & tourism, Engineering,Computing, software & IT
targeting schools/college after Year 11
14,442
are ‘not confident’ in their decision-making
1,151
pupils report havingno plan for the future
3,717
indicated an interest in an apprenticeship
1,22161%are not sure they make decisions well
Headline figures from the Career Check survey
0.0
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Careers Wales
7.2
Webinar a huge success:
and pupils were able to converse and ask and respond to questions.
The session was very successful and meant that the employer was able to reach pupils in two schools at the same time making effective use of his time. It also meant that the pupils could access an interactive session with an employer without having to leave school. The feedback from the teachers was very positive and they could see potential in arranging similar webinars.
Tim Penn also commented: “I felt that the session went really well, from the technical support from Careers Wales to the participation of the pupils. This was my first experience of delivering a group talk via the web, and it went really well and I would welcome the opportunity to take part again as well as encourage other employers to get involved.”
Our Business Engagement Adviser arranged a webinar for pupils in two schools in Conwy delivered by a local employer, Tim Penn of Signature Leather. The purpose of the session was to raise awareness of how studying modern languages in school gives learners an edge in the labour market. Tim was able to demonstrate to the participants how markets across the world operate using languages other than English and how learning a modern foreign language not only enables students to communicate in a different language but also teaches them about different cultures across the world.
During the session, the employer was located in one of our careers centres using a PC and the pupils were in two different schools in rooms with smartboard facilities. The pupils could see the employer on a large screen, could hear him clearly and were able to see the slides he was using as part of his presentation. The employer
CASE STUDY
Support for young people in schools and colleges
EDUCATION
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Careers Wales
7.2 Support for young people in schools and colleges
EDUCATION
Feedback
From parent of a pupil who hadn’t achieved his required A Level grades.
Feedback on our services in schools and colleges
From a parent of a Year 11 pupil who wanted support from his Careers Adviser in school to find out more about becoming a Pilot. The Careers Adviser gave advice on Post 16 options qualification levels required and provided an action plan.
From FE student in the South Central region who had support from a Careers Adviser to liaise with an University to determine the level of her Romanian qualifications
I would sincerely like to thank you for all your help and support that you have given my son today, he has been very confused as to the best way to proceed from year 11, the help and advice that you have given him today has helped him to see what options are available, and he has come away a lot more settled with clearer thoughts to his future.
I would like to thank you for all your help in relation with my documents; I couldn’t do anything about it without your help. Thank you so much.
I just wanted to say thank you for all the help you gave my son on results day. He was devastated he didn’t achieve the grades he needed for his university choices but after speaking to you up at the school he came away more aware of what opportunities were available to him and the belief that it wasn’t the end of the world! Thanks to your advice and guidance he was able to make an informed choice about his future, he applied to Southampton and Reading Universities through Clearing and is now in the second week of his Law course.. He is enjoying the course, making new friends and has rebuilt his confidence and self-esteem after his initial disappointment.
I know you may say you were only doing your job but I really can’t thank you enough for what you done and the difference it made.
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7.3
and health professionals. All learners with statements of SEN and those who were school action/action+ and going through the formal transition review process were supported, with particular help focused on years 9, 11, 12 and 13, and on the production of Learning and Skills Plans and applications for specialist further education.
We worked very closely with Welsh Government colleagues during the year to improve the application process for specialist further education. This included contributing to a Welsh Government led review of the process and providing comprehensive feedback on new guidance. Careers Wales was also invited to provide editorial support for the production of technical guidance for Careers Advisers to support the process. This was the first time that this level of specific guidance had been available and supported significant improvements in the quality of applications and the timeliness of funding application decisions.
We also played a full part in consultation and implementation planning for the new Additional Learning Needs and Education Tribunal (Wales) Bill, including having a Careers Wales representative on two expert practitioner groups.
Our services continued to focus on meeting the requirements laid down in the special educational needs code of practice:
» Face-to-face interviews;
» Attendance at transition reviews;
» Providing a moving forward plan and relevant information;
» A Learning and Skills Plan for those entering further education, higher education, specialist college provision or work-based learning;
» Submitting specialist funding applications; and
» Support for parents, including the publication of specific information booklets.
1,131 Learning and Skills Plans were agreed, 106 funding applications for specialist residential funding were submitted to Welsh Government and we contributed to 3,431 transition reviews. We continued to work closely with other key professionals so that young people’s needs were assessed jointly, including Special Educational Needs Co-ordinators (SENCOs), parents, educational psychologists, counsellors
Young people with Additional Learning Needs
EDUCATION
Improving transport links for clients with Additional Learning Needs
after our initial meeting has been very positive. We recently reviewed the arrangements with all parties and asked for feedback on the value of the group.
The principal transport officer commented;
“Since the formation of the working group early last year the ITU has found that the transition of SEN students to college has been much more coordinated from a transport point of view.
As the same information is provided in a consistent manner and shared by all agencies involved, all those involved in the process are aware much earlier of the students involved and where they are being placed. This can only have a positive effect on the student’s experience of transition and enables appropriate arrangements to be put in readiness for the start of the term.”
Advisers identified an issue with transport arrangements in one Local Authority for young people leaving school and accessing college.
In some cases this was leading to young people being unable to access a college course and thus becoming NEET. To address this the advisers contacted the Local Authority transport department and arranged a meeting in order to facilitate the development of a working group which could take these issues forward on a regular basis.
It was a very productive meeting and they negotiated the necessity of quarterly meetings being held, attended by the transport team, a Careers Adviser, a representative from College, a representative from the Statementing team and the Managers from a lead worker project. The meeting focused on agreeing a process with appropriate timescales.
These meetings now allow for timely sharing of information about potential learners applying for college. It also allows transport decisions and arrangements to be made within an acceptable timeframe. Feedback from all involved a year
CASE STUDY
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7.3 Young people with Additional Learning Needs
EDUCATION
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Careers Wales
4444
advocacy, coaching and mentoring.
During 2016/17 we were able to work more intensively with young people educated otherwise than at school through regional ESF projects (Inspire 2 Achieve, TRAC and Cynydd). This included the arrangement of work experience and other bespoke employer engagement opportunities.
Careers Wales offer bespoke support for young people who are educated otherwise than at school. We work in partnership with other agencies to support these client groups and to ensure that services are delivered in a way that suits their specific need. This bespoke support is delivered in pupil referral units and other community based provision and includes assessment of need, guidance and information,
Apprenticeship opportunity from an employer placement
At the same time another company was looking for apprentices and we asked Mohammed if he would like to attend a trial day with a view to changing his placement to this company if he enjoyed it. A meeting was arranged with Mohammed and his mother to establish if he was able to travel to the employer premises. The trial day was arranged and both the employer and Mohammed were very keen to get his placement organised. Mohammed began his placement at and spent two days a week at the company. He was fully engaged on his placement and staff were pleased with the way he integrated into the team. He applied for an apprenticeship opportunity there and at the end of his placement they progressed Mohammed onto paid work experience whilst they await the outcome of his exams.
Subject to passing his Maths and English he will be employed as an apprentice in September.
Mohammed*, who has an autistic spectrum disorder, was lost to education for a period of time due to exclusion from school. A lead worker from the Inspire 2 Achieve project arranged a home visit with a Careers Wales adviser who discovered that he was very knowledgeable in mechanics to an advanced level, and would be interested in a relevant work experience placement. The careers adviser referred Mohammed’s case to one of our Business Engagement Advisers who secured a potential placement and an interview for him. Mohammed was successful and enjoyed his initial placement. He excelled in the workshop and the company were very pleased at the way he engaged whilst there, however, there were no opportunities at the company at the end of his placement.
CASE STUDY
7.4 Young people educated otherwise than at school
EDUCATION
* name has been changed in the interest of client anonymity
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0.0 Young people in theYouth Justice System
EDUCATION
One month before release all client records are checked to ensure they have a plan in place. This is confirmed via a monthly meeting with the units’ management team.
Before release, career plans are agreed with the client, the young person’s key worker and their home Youth Offending Team or probation officer.
During 2016/17 we completed 46 guidance interviews with young offenders prior to release.
We have continued to deliver services to young people in both Parc Young Offenders Institution and Hillside Secure Children’s Home. Young people are supported on entry and on exit from the centres. Our partnerships with Youth Offending Services ensure support is continued through resettlement back into their home areas on release. All young people in contact with the youth justice system are offered support through local arrangements with youth offending teams throughout Wales.
To support the young person’s career needs, we provided printed careers information such as job leaflets and our Spotlight labour market information sheets. Where appropriate, the careers adviser supported applications to work-based learning and college.
Working collaboratively with partners to support young people furthest from the labour market
that Darren could move forward and consider other ideas. With support of the YOS, the client came round to the idea of the Symed Ymlaen- Moving Forward (SYMF) project where he would receive support with basic skills. Referral to SYMF was made by YOS who were key and best placed to comment on risk assessment. We assisted with details of additional learning needs and learning requirements.
Darren successfully attended assessments and started with SYMF. Progress checks have been planned for later in the year.
One of our advisers met Darren* and his father on three occasions at Youth Offending Service (YOS) premises. Our guidance identified poor motivation, little self-awareness and inability to apply himself. His main barrier was refusal to consider other options outside of college and basic skills issues which he had failed to address or accept. Our adviser held an open discussion with the client and his father about options and level of course he could cope with. We identified an action plan to visit college open evenings so
CASE STUDY
7.5
* name has been changed in the interest of client anonymity
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Careers Wales Business Engagement Advisers brokered or maintained a total of 81 partnerships This equates to nearly 40% mainstream secondary schools in Wales engaged in a Business Class partnership with a local business.
The Business Class model of engagement is based on forming small clusters (one school to one employer) within a larger ‘cluster’ made up of all the partnerships in that area. Careers Wales had some great successes this year with the organisation of cluster events that pulled together all the Business Class schools and employers in a region for a collaborative event.
One such cluster event (CRE8) was held at the Senedd in Cardiff Bay in January 2017. The event - for Year 9 pupils based on energy efficiency involved 8 schools from the Heads of the Valley area, alongside their 8 matched businesses. Competitions in all 8 schools culminated in the final involving the winning team from each school. The allocated task (designed by Business Engagement Advisers from Careers Wales) was to market an energy efficient product of their own design.
The team from Cyfarthfa High took first prize thanks to their idea for a turbine biomass product which uses waste food from commercial premises/schools to generate methane gas which then is used to produce steam to operate a turbine which generates electricity.
We continued to build on our collaboration with Business in the Community (BiTC) to promote, manage and facilitate sustainable and worthwhile partnerships between education and business.
Careers Wales (under license from BiTC) delivers the ‘Business Class’ programme which aims to build lasting partnerships between businesses and schools. By developing relationships in a structured way, the Business Class programme helps to improve young people’s understanding of the world of work and their awareness of career choices, helping to develop them into “enterprising, creative contributors, ready to play a full part in life and work” (Successful Futures, Prof. Donaldson, Feb 2015)
The partnerships are based firmly on the needs of the schools and the priorities of the business. They help to transform the life chances of young people and develop talented employees for the future.
Building on our experience during 2015-16, where we established 20 successful Business Class partnerships, this year we aimed to achieve an additional 60 raising the total number to 80 across Wales.
We were overwhelmed by the willingness and enthusiasm of schools and employers to embrace the opportunity to work together.
7.6 Working with employers and schools to promote apprenticeships
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Business Class Cluster Event – Tech Challenge
» Risca Community Comprehensive » St Cennydd Comprehensive
Watched by Nick Smith, MP for Blaenau Gwent, and Alun Davies AM they also had to deliver a short presentation to demonstrate their business strategy, the skills they used to accomplish each task, and what they learned from the challenge. The groups were judged on their design, team work, and presentation, with the team from St Cenydd Comprehensive announced as the overall winners.
Each of the students who participated in the competition was given the opportunity to develop many work-related skills, including teamwork, communication, problem solving, budgeting and creative thinking.
By bringing clusters of schools together, our aim was to provide pupils with the opportunity to take part in activities which enabled them to develop personal and professional skills.
As part of our work with schools and businesses under the Business Class programme, we organised a series of LEGO challenges culminating at an event at Abertillery’s Eden Education Centre. The event saw pupils from five schools go head-to-head to carry out a range of challenges using LEGO Education robots which they had previously designed and built.
The 5 cluster schools were:
» Bedwas High School » Blackwood Comprehensive » Lewis Girls’ School
CASE STUDY
7.6 Working with employers and schools to promote apprenticeships
EDUCATION
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2016-17 resources for teachers have been updated. These are continually mapped against the Careers and World of Work Framework. Resources provide teaching staff with practical ideas and activities for delivering careers lessons in an education context. They are particularly useful for teachers who are new to the Careers and World of Work curriculum and direct them to useful parts of the our website, where they will find activities and information.
Developing the resources
Work includes:-
• Developing session materials linked to the measure / offer;
• Mapping resources for the careers resource directory;
• Developing resources for core offer;
• Updating supporting resources for WBQ;
• Development and launch of the professional section part of careerswales.com;
• Producing resources to support menu of services for discussion with schools, including a new promotional brochure;
• JGW / AMS resources; and
• A significant allocation of time to develop resources to promote the ‘Spotlight’ LMI publication that has been produced in conjunction with the regional learning partnerships in West and Mid Wales and South East Wales.
Capacity Building Training
We have delivered 386 training sessions with partner organisations. The topics have
included:-
• Welsh Baccalaureate;
• 14-19 ‘offer’;
• Uploading KS4 courses on careerswales.com;
• Learning Pathway plans;
• Overview of careerswales.com – tools and resources;
• Labour market information;
• Careers and World of Work framework sessions; and
• Common area prospectus.
In addition, this year we facilitated over 100 training sessions with teachers linked to the Opportunity Awareness project. Capacity Building Consultancy Meetings
We have facilitated 945 consultancy meetings during the year, including:-
• ALN, mainstream school and FE careers co-ordinator forums;
• Bespoke meetings with schools and colleges to develop Careers and World of Work provision;
• Careers Wales Mark;
• Meetings with regional school improvement consortia;
• Business Class needs analysis meetings; and
• Supporting schools and colleges with Estyn inspection preparation.
7.7 Supporting the development of Careers and the World of Work
EDUCATION
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Embedding careers work within the Welsh Baccalaureate qualification
Supporting the delivery of careers through the wider curriculum
on the WJEC website for all schools to use as part of the qualification.
These resources aim to embed Careers work within the Welsh Baccalaureate qualification and to improve students’ labour market awareness as well as enhancing and complementing their career management skills. The challenges draw heavily on the tools and resources housed on Careerswales.com.
that could be used in GCSE teaching. We also developed a training session which raised awareness of appropriate careers and highlighted the benefits of MFL.
Amy Walters-Bresner, lead for MFL within the Central South Consortium, agreed that we could deliver the session at a regional meeting of MFL teachers. The resources have also been circulated to Routes into Languages Cymru to use with their stakeholders and partners.
The response has been positive and we’ve since been asked if we could source appropriate employers to speak to the regional MFL group about career opportunities in languages.
We recognise the Welsh Baccalaureate as an exciting qualification which adds a valuable new dimension to the subjects and courses already available to students aged 14-19. We have produced a Welsh Baccalaureate individual project which has been approved for use by WJEC and are awaiting approval for a ‘Community Challenge’ and ‘Enterprise and Employability Challenge’ which will be available
As part of our work to embed career learning across the curriculum, we identified modern foreign languages (MFL) as a potential area for development. The decline in take up of languages and the introduction of new MFL GCSEs meant that it was a good time to build the capacity of MFL teachers to signpost learners to sources of careers information.
We mapped the Careers and World of Work framework to areas of the MFL GCSE specification and identified careers resources
CASE STUDY
CASE STUDY
7.8 Resources and TrainingEDUCATION
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The Careers Wales Mark accredits establishments that have committed to the continuous quality improvement of their Careers and World of Work provision. Establishments have to commit to, and demonstrate that they have active procedures in place to ensure, quality outcomes for learners.
The Mark was developed following the introduction of the framework for Careers
and the World of Work as part of the revised curriculum (2008). During the year our Careers and World of Work Co-ordinators facilitated 167 consultancy meetings relating to the Mark in schools and colleges, which led to 12 new accreditations and 22 re-accreditations. To date, well over 170 establishments in Wales have achieved the Mark.
points and adopt a whole school approach.
We were invited to deliver training to 80 staff on the Careers and World of Work Framework and communicated how important the Mark acts as a vehicle for ensuring high quality provision.
The training supported the embedding of Careers and World of Work provision within the curriculum, as well as stand-alone activities and events. This demonstrated how the Mark process is being used as a catalyst for curriculum improvements.
Colleagues met with staff at Ysgol Bryn Elian prior to the re-accreditation process for the Careers Wales Mark. The school welcomed any guidance to assist with ensuring that provision was being delivered effectively.
We discussed the resources available to assist with setting up a Careers Department and guided them to various areas of our website. A refresher overview of the Careers and World of Work Framework was provided, alongside discussion on the Careers Wales Mark and the type of activities that were already taking place. The school was very keen to develop on these
CASE STUDY
7.9 Careers Wales MarkEDUCATION
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Careers Wales continued to support schools to use the online Common Area Prospectus (CAP) to enable young people in Year 11 to view all post-16 courses available in their area. During the year we delivered 56 CAP related training and consultancy sessions in schools
and colleges. As in previous years we are particularly pleased with the support that we offered schools and colleges in the autumn term, following a request from Welsh Government for all institutions to publish course data on CAP by October 31st.
7.10 Awareness of the CommonArea Prospectus (CAP)
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The Inspire 2 Achieve, TRAC 11-24 and Cynnydd projects were delivered with European Social Funding. Careers Wales was a joint beneficiary alongside local authorities and colleges. The projects aimed to reduce the risk of young people aged between 11-24 years not progressing into employment, education or training (NEET).
We worked with 2,336 young people across Wales aged 11-16 delivering a range of one-to-one, group and employer engagement sessions in schools, colleges and on employer premises to help inspire and motivate the participants to maximise their potential and reduce their risk of
leaving school early and not making a positive progression. Direct contact with employers and learning about their expectations of their employees in the world of work can help young people make the link between what they do and the way they behave in school and how it can directly affect their employment chances later.
The work undertaken directly with employers was particularly well received by the young people and a number of participants who undertook a work placement have gone on to progress into apprenticeships, some with the same employer.
them properly. Workers like James are an asset to the company, so I’m glad that Careers Wales approached us to set up the placement, which has now lead to an apprenticeship for him.
CASE STUDY
I2A, TRAC, Cynnydd
The owner of Cardiff Bay Truck Services, David Harris, took on 16-year-old James after we contacted him to set up a work placement. In March, James was offered two days a week of work experience at the garage, before David saw his potential and offered him an apprenticeship at the company.
With the help of David and our business engagement adviser, James enrolled onto a Level 2 apprenticeship on Heavy Vehicle Maintenance with Cardiff & Vale College, and is now on track to achieve his goal of becoming an automechanic.
Speaking about the programme, David said:
“When young people come to us for work experience, we let them shadow other mechanics so they can learn on the job, looking at the variety of tools we use and how to use
Eastern High Pupil Doing Well on Extended Work Experience Placements
Other Projects DeliveredEDUCATION
7.11
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The Opportunity Awareness (OA) project was delivered with the aim of raising awareness of apprenticeships and work based learning as equal alternatives to academic study. The project had two key aims -
» To raise awareness of the different routes available to young people making a transition at 16, 17 and 18
» To help create parity of esteem for the different routes in the eyes of young people, their parents/guardians and other influencers such as teachers.
In line with our mission and vision we successfully delivered a range of Careers Guidance and Employer Engagement activities designed to inspire young people to take control of their careers and achieve their full potential.
We mediated new and innovative opportunities for pupils to participate in work-related activities and to grow their interest and knowledge of apprenticeships as realistic and viable alternatives to academic study at school.
We supported over 11,000 young people with one to one interventions. Over 37,000 young people participated in group activities and almost 25,000 young people participated in 155 employer led events delivered via a range of different media.
Around 9,500 parents received information advice or guidance from a Careers Adviser on behalf of their son or daughter during parents’ evenings, presentations and workshops and over 500 teachers attended training sessions delivered by Careers Wales, building their capacity to support young people to navigate their options at key transition points.
As anticipated, this year has seen a 30% increase in usage of the AMS (Apprenticeship Matching
Service) site. We have used social media, employer activities and our careers information and advice sessions with young people to signpost and otherwise mediate the usage of the AMS site wherever this is appropriate.
Careers Wales has worked with a range of employers and employer groups and networks to achieve the aims of the project. We have successfully used a range of media to facilitate opportunities for young people to link up with employers; most notably, employer led webinars which have enabled young people from across Wales to simultaneously interact with employers from a variety of sectors both in English and Welsh.
We have effectively worked in partnership with businesses, schools, local authorities and universities to deliver a range of high profile Careers Festivals at locations across Wales, where almost 25,000 young people have had the chance to take part in interactive activities supported by employers.
In addition to working directly with young people, we have also worked to support their ‘influencers’. We have produced resources to be used by teachers for raising awareness of young peoples’ options at key transition points and have delivered workshops and presentations for parents, making them aware of apprenticeships and other vocational opportunities.
The Opportunity Awareness project has enabled Careers Wales to deliver services in partnership with a range of employers, employer groups and networks including NHS Wales, ESTnet, CITB, The Royal College of GPs, Routes into Languages, DWP and many others.
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7.11 Other Projects DeliveredEDUCATION
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7.11 Other Projects DeliveredEDUCATION
Opportunity AwarenessOur apprenticeship awareness programme engaged with pupils across Wales
Pupil Interaction Parent Interaction
with 508 participants
51 teacher training events
Group Sessions
11,400face-to-faceinterviews
335schools
155events with
24,088participants
37,103participants
7,380individuals
careeer advisorsworking full time
20
parents’ eveningsattended
549
parent interactions
9,682
54
Photos from Opportunity Awareness events
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NHS Webinar Feedback was extremely positive. Teachers highlighted that this medium of employer engagement delivery causes less disruption to the school day and allows access to pupils that might have been denied had the event involved travel time to external venues etc.
NHS Wales were pleased with the support that they received from Careers Wales in organising and delivering the webinar. They felt that it allowed them to communicate their message to a wider audience in an innovative way - particularly as the webinar will now be available on careerswales.com for others to view. They have started to enquire about the possibility of a repeat webinar, involving more schools.
During the year of operation for the Opportunity Awareness project, Careers Wales delivered webinars in collaboration with Airbus, Horizon Nuclear Power, and the Royal College of General Practitioners.
Building on the success of the Webinar on General Practice, we planned and delivered a webinar on opportunities in the National Health Service in March 2016.
The aim was to raise awareness amongst young people in schools of the range of careers available in the NHS in Wales and the opportunities for career progression. We also worked with the NHS to design an interactive power point presentation that acted as the prompt for engagement.
The webinar included a live presentation; some ‘day in the life’ video clips; interactive quizzes and a live Q&A session with a panel of experts from across the NHS.
Almost 100 pupils from 19 schools across Wales participated.
CASE STUDY
7.11 Other Projects DeliveredEDUCATION
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Opportunity Awareness
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Choose your future - ‘Apprenticeships Work’, Cardiff
Welsh Baccalaureate workbooks were also produced for the day and teachers were very keen for their pupils to use these. These were used to gather information from employers that the pupils could use as evidence for their qualifications.
Initial feedback has been excellent. Of the nearly 100 pupils questioned, 92% said they had learned something new about Apprenticeships whilst 93% said they had learned things that will help them with their career plans. Feedback from teachers has also been very positive – Dawn Jayne-Manning from Willows High school said “the event was very professional. It was a great experience for the pupils” and Sharon from St Illtyd’s Catholic High school who said “it was great to have all of the providers and employers under one roof” and that she “enjoyed observing the pupils interacting with employers asking appropriate questions to gain information”.
The careers event was held at the Cardiff City Football stadium and was attended by over 1,200 pupils from 29 schools across the region.
All Key stage 4 and 5 pupils from schools in Cardiff and the Vale of Glamorgan were invited, along with students from Cardiff & Vale and St David’s colleges.
There were 70 exhibitors on the day, with interactive workshops taking place throughout the event. Cardiff & Vale College delivered a presentation on ‘Understanding Apprenticeships’ involving a current apprentice from Deloitte. Other providers held masterclasses/demonstrations e.g. a live barbering workshop, STEM workshop etc. We also produced an ‘Apprenticeship Newsreel’ with information about apprenticeships and the participating employers which was played on TVs throughout the venue.
CASE STUDY
7.11 Other Projects DeliveredEDUCATION
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Sub head
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8.1 Labour Market
Key Achievements
4,594
2,280
We tracked and managed employment status data on all
in Wales and continued to provide information to
in Wales to ensure provision of effective support for those most in need
We worked with partners to develop a “data hub”,
Unemployed clients aged 18+ benefited from Individual Skills Gateway to assess their skills and explore career options, via
unemployed 16-17 year olds and
unemployedadults into employment
or skills training
enabling us to share more detailed data on the needs of
16-18year olds
every Local Authority
2,126 clients benefited from our support to sustain their engagement in work based learning or employment
We supported
individuals facingredundancy with
applicationsfor fundingbeingapproved
(success rate of 98%)
7,261 3,400
4,575
25,144 unemployed clients aged 16+ benefited from personalised
support
individualinterviews
and job clubs
15,757
support, tailoredto their needsthrough
16-17 yearolds benefitedfrom personalised
unemployed
15,201 interactions
953
group sessions
Wesupported
SkillsGatew
ay1393
people registered to use
to develop their employability skills. Within a year,
had progressed to a positiveoutcome
‘Skills to Succeed’
466
27,163
16-18 year olds
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Work with partners
We continue to provide data for partners on the engagement status of young people and specifically on those young people identified as not ready to enter education, employment or training. These young people often present with complex barriers to engagement and require professional support to over come them. This information continues to be provided to local authorities and gaps in provision reported.
We continued to work with Local Authorities and other partners to meet the needs of unemployed young people contributing to thethe Welsh Government Youth Engagement and Progression Framework. We worked with a range of Local Authorities on exciting projects and events:
» Supporting the “Engaging with the Youth of Gwynedd” event;
» The job taster course delivered in partnership with Gwynedd LA, Coleg Meirion Dwyfor and Wynne Construction;
» Supporting a pilot to review the referral of young people to Work Based learning in Torfaen and Denbighshire;
» A school leaver event in Caerphilly called “opportunities for life”;
» Attendance on a “Lead Practioner Panel” in Merthyr, a multi-agency panel that supports tiers 1 and 2 young people and includes the local authority, communities for work and Inspire to Work; and
» Careers Wales hosting the multi-agency strategy group in Carmarthenshire, designed to look at available MIS to improve referrals between partner agencies.
8.2 Support for 16 and 17 year old clients in the Labour Market
LABOUR MARKET
Young People in Worked Based Learning/Employment and those reaching 18 years of age
Q4
16/17 year old Tier 3 Clients progressing into Training
Clients into Trainee Engagement 2379
Clients into Training - Level 1 246
No. of clients referred to Traineeships 2404
16/17 year old Tier 3 Clients progressing into Employment
Apprenticeship Employed 60
Employment - with training (other than Apprenticeships) 123
Employment - no training 592
Employment - Jobs Growth Wales 3
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Services to clients
Our services aim to re-engage unemployed 16 and 17 year olds with education, employment or training through developing their employability and career management skills. As well as continuing to deliver a variety of face-to-face and group activities with unemployed young people, we successfully delivered more innovative approaches to engaging with this client group. Activities included a series of high street based pop-up events called “Are you ready for work?” The events were designed to promote local opportunities in education, employment and training to young people with practical advice on how to be successful in applying for opportunities.
Provision of Careers and Employment opportunities
Careers Wales delivers bespoke progression events to meet the needs of uneployed young people in Cardiff.
On example of this was the Post 16 Opportunities Fayre. We provided an opportunity for unemployed clients to speak directly to local training providers and Cardiff and Vale College to find out about post 16 learning opportunities. Taking place at Cardiff Careers Centre Careers Advisers were on hand to offer guidance and support . Clients were encouraged to apply direct to college. All local traineeship providers were present including ACT Skills Academy, MPCT, ITEC Training, ISA hair and beauty, Cardiff City Foundation and the Princes Trust. The event wasn’t all serious aas there were opporunties to have fun including penalty shoot outs, military drills, hair and beauty tips as well as the chance to meet some of thanimals from the animal care course. There was also a prize draw with the chance to win tours of the Cardiff City Stadium, match tickets and other goodies. Our Employability Coaches delivered ‘Access to Opportunity’ workshops throughout the day.
8.2 Support for clients inthe Labour Market
LABOUR MARKET
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8.3 Unemployed adults accessing theWelsh Government’s IndividualSkills Gateway (ISG) programme
LABOUR MARKET
CLIENT FEEDBACKThe Skills Gateway for Adults has developed and grown over the past year. We continue to provide high quality careers information, advice and guidance to unemployed adult clients and successfully supporting them into employment, education or training. The 25+ service changed to include 18-24 year old clients from the end of May until the end of August 2016. We also worked with Welsh Government to provide an enhanced support for adults during the brief interval between adult employability programmes to an additional 1,500 clients.
We have supported 15,757 clients through the programme supporting them in assessing skills needs, exploring career options and making them aware of the support and provision available. We have delivered 27,163 face-to- face interactions through information, advice and guidance interviews and 953 employability group sessions. As well as face-to-face support a significant amount of follow up work has also been undertaken with clients over the telephone and through digital interactions.
5,508 of the clients that were supported were referred on to either education/ training courses or on to partner organisations for further support to address non-skills related barriers and 3,483 of the clients that we worked with went on to enter employment. 4,317 clients also received support with producing a CV.
I got the job and started formally on 14th November. Thanks for all your help, support and encouragement it really did make a difference.
I got the job! I will be starting on the 29th. I’ll be coming back to Cardiff over the following months and I hope to have the chance to thank you guys personally. Your assistance has been essential and I’ll never forget it. Thanks a million.
Just some feedback I found going through the interview with you really helpful thank you and appreciate your help. I was offered the job so must have made a difference. I have advised my son in law to contact for help with interview techniques.
Thanks again for your time today. You’re really very good at your job - I came out feeling focused and inspired!
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0.0
Partnership working delivers results
the PaCE (Parents, Childcare and Employment) project and an appointment was made at the careers office for her to meet with the local PaCE adviser. Paulina was signed up to the project and it was identified that her lack of a food hygiene certificate was one of her main barriers into employment. The PaCE project were able to support and arranged for her to attend a Food Safety Level 2 course at a local training provider, as well as assisting with transport and childcare costs whilst she was in training. It was also arranged for Paulina to undertake a work experience placement to enhance her CV. As a result of the work and support of both the careers adviser and PaCE adviser Paulina was successful in gaining full time employment as a Kitchen Assistant.
Throughout the year a significant amount of partnership work has continued with Job Centre Plus and other national and local organisations. We link with partner organisations to ensure the best outcome for the client, for example:
The Careers Adviser first met with Paulina* in March 2016 when she was referred by JCP to assess her skills requirement and explore career options. Paulina was a lone parent with no support network and childcare was a barrier due to her only being able to work in school hours so that she could drop off and collect her child from school. Paulina had some previous work experience but lacked any formal qualifications and had applied for several jobs but was unsuccessful. The Careers Adviser worked with her to identify her skills, experience and career interest and identify any gaps, and supported her in producing a tailored CV for the catering industry. Due to her childcare issues Paulina was made aware that she could access support from
CASE STUDY
8.3 Unemployed adults accessing theWelsh Government’s IndividualSkills Gateway (ISG) programme
LABOUR MARKET
* name has been changed in the interest of client anonymity
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that she wanted to achieve at college. We found suitable courses for adults, which she was very nervous about. Our adviser kept in contact with her to encourage and motivate her to attend, with the end goal of progressing with her qualifications at college. At the time of writing, Shannon has almost completed her English GCSE and is about to start on Maths. She has loved the course and is extremely positive about her future. She thanked our adviser over the phone for all the encouragement and support to get the ball rolling, and felt that it would not have been possible had she not visited Careers Wales.
Shannon* suffered from anxiety and depression, which prevented her from engaging in education/ employment for a number of years. An adviser met with her a few times over a series of months to focus on building confidence and helping to progress with career plans. Shannon was very self-conscious about not achieving GCSEs and lacked self-belief and confidence. She was encouraged to use one of our tools to assess her level of literacy and numeracy. This was the first opportunity she had taken to reflect on her current ability. Through the test results we identified that she would benefit from completing GCSE courses in both Maths and English, to prepare her for further learning
CASE STUDY
0.08.3 Unemployed adults accessing theWelsh Government’s IndividualSkills Gateway (ISG) programme
LABOUR MARKET
* name has been changed in the interest of client anonymity
Building confidence and progressing
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We worked with 4,594 people facing redundancy, delivering 147 on-site group presentations and creating 2860 Action Plans.
A team of advisers worked with employers and individuals who were facing redundancy in Wales to help them to identify alternative career paths, to help them to maximise their potential in the labour market and to administer the ReAct programme on behalf of Welsh Government. This dedicated team approach allowed us to react quickly to unexpected or large scale redundancies, wherever they occurred across Wales.
ReAct advisers are frequently deployed to areas of need throughout Wales to cover large scale redundancies and to help manage the day-to-day flow of ReAct work in our centres in affected areas. Advisers also worked through the night to ensure that shift workers affected by redundancies were able to access on-site support at a time and place that worked for them. Facing redundancy can be a traumatic and challenging experience for most people, so Careers Wales staff do all that they can to minimise the difficulties and disruption for people at this difficult time.
The ReAct team is extremely knowledgeable and experienced in supporting clients through redundancy and particularly through the ReAct applications processes - 98% of all applications to ReAct were accepted/successful, an increase from 86% in 2015-16.
We undertook an evaluation of our services at the end of the year, and the results were extremely positive;
» Overall, 96% agreed that contact with Careers Wales had helped to improve a range of career management competencies, improving on 79% in 2015/16;
» 98% agreed that their contact with CW has helped them to understand the opportunities that are available via ReAct funding, increasing from 81% in 2015/16;
» 96% agreed that their contact with Careers Wales has helped them to understand how their skills and personal qualities could be applied in the job market or in their career - another increase from 81% in 2015/16;
» 96% agreed that their contact with CW has made them more motivated to achieve their career and learning goals, increasing from 73% in 2015/16; and
» 97% agreed that their CW contact has helped them make more informed decisions about their career and learning plans increasing from 60% in 2015/16.
We also identified areas for further improvement and put in place measure to address this. There were variations in waiting times for ReAct Appointments across Wales, ranging from 0 to 14 days so we put in place checks that allow us to ‘forecast’ waiting times. This system provides reports on waiting times to managers on a fortnightly basis. Advisers can then be mobilised to areas with longer waiting times to see ReAct clients and to reduce waiting times.
Working with partners
The partnership approach with DWP/JCP continues to work well, with joint presentations delivered to affected employees where required. We also work closely with Trade Unions and employers who are making redundancies.
0.08.4 Adults at risk of, or facingredundancy
LABOUR MARKET
64
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ReAct Intervention
several sessions with additional support and encouragement through e-mail contact. He applied to ReAct for funding for a Certified Java Associate course and accessed Mock interview sessions.
Feedback from Jack: I have good news. I received job offers from both employers following my interviews with them 2 weeks ago. In the end, it came down to trying to be calm and confident, speaking to the interviewers as colleagues, rather than thinking of it as an examination. I am very happy and wanted to thank you for all the help you have given me over the last few months.
Jack was made redundant in October. He had worked for the company for approximately a year as a software developer. Prior to this he had been working with a different company for 15 years and had moved jobs for career progression. The redundancy and had severely knocked his confidence and had lead him to start doubting his skills and ability in the field and to think about a career change. Jack was very successful at getting to the interview stage, but had been for several interviews and had not succeeded in gaining the post, which was affecting his confidence. He mentioned that he had performed badly on a psychometric test for one company due to his ‘negative state of mind’.
Jack and the adviser looked at the option of accessing training courses with funding from ReAct to further enhance his knowledge and gain a formal qualification to help him feel more confident in his skills. They also discussed interview techniques and arranged mock interview sessions to help with building his interview confidence. He was seen over
CASE STUDY
Adults at risk of, or facingredundancy
LABOUR MARKET
0.08.4
* name has been changed in the interest of client anonymity
EDU
CATI
ON
LABOU
R MARKET
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9.0
65
Partnership Working
215 mainstream secondary schools25 special schools
4 Regional School Improvement ServicesBusiness in the Community (BiTC)
Colegau CymruEducational Psychologists
Local Health BoardPupil Referral Units
Youth Justice Board - Youth Offending Team
Chartered Institute of Personnel Development (CIPD)Department for Work and Pensions (DWP)
Federation of Small BusinessesHMPPS (Her Majesty’s Prison and Probation Service)
Job Centre Plus (JCP)National Offender Management Services (NOMS)
National Probation Service WalesNational Training Federation Wales (NTFW)Offender Learning Advisory Group (OLAG)
Prisons in WalesSector Skills Councils
South Wales Chamber of CommerceThird sector and charitable organisations
Wales Community Rehabilitation CompanyWest Cheshire & North Wales Chamber of Commerce
Work-based learning (WBL) providersYouth Service
22 Local Authorities14 Further Education Colleges and Institutions
Department for Education Skills (DfES)Employers
Learning, Skills and Innovation Partnership (RLP South East)North Wales Economic Ambition Board (NWEAB - RLP)
Regional Learning & Skills Partnership South West and Mid Wales (RLSP)Social Services
Wales Council for Voluntary Action (WCVA)Welsh Local Government Association
We continued to work with a wide network of partners. Effective partnership work is essential to ensure our expert services are available to clients at the point of need.
Working closely with partners and developing mutually supportive processes has enabled us to make the very best use of our time and resources.
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10.0 StaffIn conjunction with the new strategic vision articulated in Changing Lives, throughout 2016-17 we have been looking at our organisational culture to ensure that it is appropriate for meeting future developments in delivery. In order to inform a re-shaping of our organisational values and to ensure they support the needs of all our colleagues to best meet the needs of clients, we undertook a wide-ranging consultation exercise with staff across the company.
Based on work conducted by Abertawe Bro Morgannwg University Health Board, groups of staff came together to tell us what they felt were the strengths of our organisation and what they would like to see changed. Over 25% of staff participated in the exercise and from it we drew up a Values and Behaviour Framework that reflects the culture that staff would like to see within the organisation. These values are summarised under the three broad headings of People, Improving and Together and encapsulate the themes of working with people, seeking to continuously improve and
doing things as a team. The framework will be introduced to coincide with the new academic year in September 2017 and the launch of Changing Lives in schools and will be rolled out to ensure that the values we want to see in the organisation are genuinely reflected in the organisational culture. As an Employer Careers Wales will:
1. Aim to create an environment that is an inclusive place to work where an individual’s personal characteristics do not create barriers for them in any aspect of their work.
2. Ensure that all policies, procedures and strategies reflect Careers Wales’ equality and diversity policy.
3. Expect that all staff treat each other with dignity and respect.
4. Expect all staff to ensure that they are aware of equality issues and take responsibility for their actions both individually and collectively.
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Staff
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10.0
Number of staff by pay band
0
50
100
150
200
250
300
350
Grade 1
Grade 2
Grade 3
Grade 4
Grade 5
Grade 6
Grade 7
Grade 8
Grade 9
Grade 1
0
Chief Ex
ecutiv
e
Gender
75.3%Female
24.7%Male608
Total number of staff
60%Almost
of staff involved in frontline delivery of careers information advice and guidance
Part-time workers
Modified hours are less popular with male employees than female - 33% of female employees work modified hours compared to 11% of male employees. Looking at the age profile of those who have chosen modified working hours, women under 45 are more likely to choose reduced hours, whereas more men over the age of 50 are more likely to reduce their hours, although this is still a small number of the male population of employees.
34.9%36.0%Company
All Company
% Headcount part-time
2015-2016 2016-2017
Age profile % of total staff
16-24 0.5%
25-34 9.6%
35-44 37.6%
45-54 32.8%
55-64 18.1%
65+ 1.5%
67289CareersAdvisers
EmployabilityCoaches
(48% of staff) (11% of staff)
National Minimum Wage
On 31st March 2017, the lowest point on the salary scales was £9.09 per hour. On 1st April 2017, the National Minimum Wage rises to £7.50 per hour, whereas the UK Living Wage Foundation recommendation for outside London is currently £8.45 per hour. This is based on the real Living Wage rates which are independently-calculat-ed, based on what emplo yees and their families need to live see table below.
Before any negotiated CCDG pay settlement for 2017/18, the lowest paid employee earns £1.59 per hour above the statutory minimum and £0.64 per hour above the Living Wage Foundation recommendation. However, there are no employees currently on the lowest point of Band 1.
All employees have been asked to nominate the language of their choice in written communication with HR. 33 (5.4%) employees have elected to receive letters, contracts, emails etc. in Welsh.
Language of choice
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National Identity:
Descriptor*
White
Welsh/English/Scottish/Northern Irish/British 530Irish 3Gypsy or Irish Traveller 0Any other White background 5
Number SelfDeclaring
Percentage ofRespondents %
Mixed / multiple ethnic groups
White and Black Caribbean 0White and Black African 0White and Asian 0Any other Mixed / Multiple ethnic background 1Asian / Asian British
Indian 0Pakistani 0Bangladeshi 0Chinese 0Any other Asian background 0 0Black / African / Caribbean / Black British
African 0Caribbean 4Any other Black / African / Caribbean background 2Other ethnic group
Arab 0Any other ethnic group 0
16Prefer not to say or blank response
94.50.500.9
0000.2
0000
00.70.4
002.9
* Descriptors are the current Office of National Statistics codes for England and Wales based on the 2011 UK Census. Respondents were asked to choose the descriptor they most closely associated with their national identity.
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In Wales, Public Bodies are specifically required to collect statistics about the proportion of lesbian, gay and bisexual people in the workforce. Public bodies are required to publish this data annually, providing it doesn’t identify individuals. The following definitions are those approved by Stonewall. Respondents were asked to choose the definition that they most closely associated with, however it is recognised that may other descriptors are in common use.
The Company lost 5.2% of productive working days to sickness absence. Of this 2% is accounted for by absences of less than 20 days.
Disability
Sexual Orientation
Gender Reassignment Sickness Absence
The Company has embarked on a programme of Health and wellbeing initiatives looking at a holistic approach to supporting employees through change. It has been well received to date and, using internal communication methods has covered several health related topics. A health and wellbeing survey by People Insights showed a high employee wellbeing score. People Insights noted that this was good, however mental health wellbeing, financial anxiety and sleeplessness were at a low level and need to be addressed. The Company has a healthcare scheme that offers round the clock telephone counselling and, if necessary, face -to-face counselling for employees. Employees have access to HR and line management support in dealing with change but there has not, at present, been any rise in grievance rates.
Health and Wellbeing Initiative
Female staff with disability(self-declared)
1.21.1
0.2
0.53.9
93.0
Percentage whoself-declared
Bisexual
Gay man
Gay woman/lesbian
Heterosexual/straight
Other
Prefer not to say
Definition
20
% Headcount (female) 4.4
Male staff with disability(self-declared)
12
% Headcount (male) 8
No employee has self-declared agender reassignment.
5893 5835
2015-16 2016-17
Days lostto sicknessabsence:
491 486
2015-16 2016-17
Average number ofworking days lostper month:
9.6 9.7
2015-16 2016-17
The average numberof days lost peremployee:
192employees had no sickness absence
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10.0
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11.0
Careers Wales successfully continued to implement our five year Estate Strategy. We have now closed its high-cost administrative office at Ty Glyn and moved the Head office to the Cardiff office at 53 Charles Street. We also served notices on offices at Charnwood, Tonypandy, Shotton and Mold during the year. All staff have been re-located to other Careers Wales premises. These office closures will result in annual savings in rent alone of approximately £270,000
We also sold one of our freehold properties, 33 Charles Street Cardiff, in March 2017 and the sale proceeds will be utilised to carry forward the further implementation of the estates strategy in 2017/18. Careers Wales now has a total of 38 premises within our estate of which 8 are freehold properties.
Estates
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12.0 Environmental Impact
Careers Wales have continued to monitor our environmental impact through using an environmental management system which allowed the company to implement strategies to drive improvement throughout the estate. The company managed to successfully maintain the Green Dragon Level 2 award in the year and are committed to developing their processes further.
We made significant progress in reducing all the areas that are used to determine our environmental impact including business miles, electricity, greenhouse gases, electricity, water and gas. Monitoring data for these areas is collated on a monthly basis. We undertook a twice yearly environmental audit and impact assessment at each office and met with local management to review their offices performance. A company “green team “ is
also in place and they met twice in the year to review progress against targets and published data in the form of league tables to encourage improvement across the company.
Each of our offices has the responsibility of creating a tailored eco code and setting their own targets for cutting CO2 emissions. These eco codes then feed into our overarching company strategy.
During the 2017/18 financial year the company is committed to adopting the processes required to apply for Green Dragon Level 3. In addition, the company is in the process of reviewing each office from a bio diversity perspective to meet the needs of the Well Being of Future Generations Act
2,990,000
Water used (Litres)
Business (Miles)
Electricity used (khw)
Gas used (khw) Greenhouse gases (CO2 tonnes)
3,399,000 2,897,000
2014-2015 2015-2016 2016/2017
2014-2015 2015-2016
2014-2015 2015-2016 2016/2017
2014-2015 2015-2016 2016/2017
2014-2015 2015-2016 2016/2017
1,014,9281,179,211
922,977
1,0591,2681,231
1,184,887 895,771 846,956
2,064,1551,945,909
2016/2017
922,977
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13.0
We continue to work to our commitment that Welsh and English language services are offered on the basis of equality by providing the public with choices on their preferred language through our phone service, our website, our web services and other digital means as well as in person.
Careers Wales recognises the value of the Welsh Language in the education context and in identifying the importance of Welsh language skills in the workplace.
Our website hosts a comprehensive range of resources available in both languages which provide careers information and advice as well as labour market information and wherever possible, identify where Welsh language skills are a requirement in employment sectors. In addition to our web resources and in developing our digital offer, during the year we commissioned four virtual reality videos available in both languages, highlighting specific sectors as well as collaborating with partners in the production of bilingual videos as web content. As part of our strategic vision we will be extending our service offer to video interviews, also offered in the language of choice of the public.
Welsh Language Scheme and Welsh Language Standards
2017 is the final year of the implementation phase of our Welsh Language Scheme. This year has been a period of embedding, reinforcing and monitoring processes and procedures introduced since 2014. We have made a significant number of improvements during the three years for the public in Wales as well as our own employees. We will receive the final compliance notice in September 2017 and we will then be working towards implementing the Welsh Language Standards specifically applicable to us.
Welsh Language
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14.0 Equality and Diversity
through the Individual Skills Gateway programme for unemployed individuals and ReAct for those in employment who are at risk of or have been made redundant.
Statutory education (year 11)
This group saw the biggest increase with the percentage now at 56.25% for 2016-17 compared with 32.09% in 2015-2016. This reflects the gradual change in focus to working with clients in schools, which will continue with the developments outlined in our strategy for 2017-20.
Considerable effort is made to ensure that Careers Wales services are delivered to individuals in a way that promotes equality and social inclusion.
The service we offer is categorised by the purpose of the interaction which can be careers information or advice or careers guidance. As Careers Wales provides these services in different ways, according to need, demand or availability, the method and type of service offer is not identified in the statistics noted.
Ages 25 to 60+
There has been a small decrease in the percentage of clients in this age range accessing our services (from 25.5% to 23.87%). The majority of our face-to-face work with clients in this age range is funded by Welsh Government
The age profile of individuals with whom Careers Wales works will be disproportionate to the population statistics due to the nature of our work as determined by our remit from Welsh Government.
5.9456.26
13.93
10023.87
Percentage
Year 11 Statutory Education
15-17 Post Statutory Education
18-24
25-60+
Total
Gender
The 2011 Census statistics shows the overall population of Wales as 3.06 million with a breakdown of 49% male to 51% female.
The Careers Wales ‘All Wales’ figures across all age categories illustrate that in fact more males than females continue to access our services once again in 2016-2017.
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During 2016-17, Careers Wales amended its recording of gender to allow individuals to indicate ‘other’ or ‘do not wish to state’ which accounts for the 0.1% of the total population being provided with a service by Careers Wales. (See case study).
50.9952.76
56.2154.29
48.9647.23
43.7245.59
0.050.1
0.070.12
Year 11 Statutory Education
15-17 Post Statutory Education
18-24
25-60+
Male %
Female %
Other %Wales
14.0 Equality & Diversity
In comparison with 2015-2016
Year 11 statutory education
15-17 Post statutory education
18-24
25-60+
Male Female
51.18%50.79%53.76%54.56%
48.82%49.21%46.24%45.44%
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Male %
Female %
Other %
14.0 Equality & Diversity
White: English, Welsh, Scottish, N. Irish, British
White: Irish or Other 8.15Other Ethnic Groups 6.16
74.34
No information on ethnicity 11.37
Wales %
White: English, Welsh, Scottish, N. Irish, British
White: Irish or Other 3.03Other Ethnic Groups 6.30
72.33
No information on ethnicity 18.34
Wales %
White: English, Welsh, Scottish, N. Irish, British
White: Irish or Other 3.23Other Ethnic Groups 6.52
79.26
No information on ethnicity 11.00
Wales %
White: English, Welsh, Scottish, N. Irish, British
White: Irish or Other 4.82Other Ethnic Groups 3.45
53.25
No information on ethnicity 38.48
Wales %
Ethnicity
The 2011 Census identified the population of Wales as 95.6% White (total) with the remainder identifying in other ethnic groups.
Of the clients where ethnicity information is available, the largest percentage of clients who access Careers Wales services continue to identify themselves as White (Welsh, English, Scottish, N Irish or British) or White Irish or other, and this is reflected consistently throughout each of the regions and across all age categories.
For clients where no information on ethnicity is held, it is greater amongst the 25-60+ age group (38.48%).
5.6% of all clients accessing our service across Wales identified themselves within
other ethnic groups. The largest percentages are in the South Central region which includes Cardiff and this is consistent across age groups (all around 11%).
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14.0 Equality & Diversity
Disability
Welsh Government statistics illustrate that 20% of working age adults are living with a disability, 14.8% with a work limiting disability and 5.4% without a work limiting disability.
Of those clients accessing Careers Wales services the greatest percentage amongst year 11 statutory education (5.85%) are in South East with the same true of 15-17 (8.06%) statutory education but this switches to South Central for the over 25 age group (11.05%).
Careers Wales regions are
North: Ynys Môn, Gwynedd, Conwy,Denbighshire, Flintshire, Wrexham.
South West Wales: Ceredigion, Powys,Carmarthenshire, Pembrokeshire,Neath Port Talbot, Swansea.
South Central: Rhondda Cynon Taf, Merthyr,Bridgend, Cardiff, Vale of Glamorgan.
South East: Blaenau Gwent, Caerphilly, orfaen, Newport, Monmouth.
North
South East
South Central
South West Wales
Year 11 Statutory Education 5.04%
Wales
7.94%
9.45%
8.90%
15-17 Post Statutory Education
18-24
25-60+
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14.0 Equality & Diversity
these as part of our awareness raising within the organisation. As a result training for 378 Careers Wales employees across Wales, was delivered by the Trans*form Cymru project lead, facilitated by Careers Wales.
As part of the company’s Equality and Diversity plan for 2016-2017 Careers Wales signed the Trans*form Cymru charter signing up to making changes in the way Careers Wales employees work in support of our clients who did not wish to identify with the gender assigned to them or who did not wish to state their gender. Data storage and reporting was amended, including a change in our forms and clients accessing Careers Wales services are given the option of not identifying as male or female.
In addition, Careers Wales, supported by Youth Cymru’s Trans*form Cymru leader, consulted with young people about the main challenges faced when accessing public services and using
CASE STUDY
Trans*form Cymru Charter
2CORPORATEGOVERNANCE
Annual Report 2016/17
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Corporate Governance
The Board of CCDG is responsible for the governance of CCDG and compliance with the corporate governance code. The Board’s role is to satisfy itself that an appropriate governance structure is in place and to ensure that the company operates within the policy framework set by the Welsh Government. The board is made up of 13 members from diverse backgrounds.
Committee reports
Each of the three company committees receives reports from the Senior Management Team of the company and these are discussed in committee and are reported through to the Board meetings.
Risk Management
The responsibility for the management of the risk to the operation lies with the Board of Directors. The company have undertaken a comprehensive assessment of the risks that the company faces. The principal risks are then contained in the company Risk Register which is reviewed on a regular basis by the Finance, Audit and Risk Committee and the Senior Management Team. The risks are prioritised within a Risk Matrix and are then allocated with a risk profile according to the impact and likelihood of the risk. The Risk Register also includes a list of the preventative measures for each of the risks
The Board appointed three Committees with their own Terms of Reference to discharge its responsibilities and to obtain the assurance required that demonstrate good governance practices are in place. The Committees are:
identified, as well as the contingency measures and actions to reduce the consequences of an incident to a lower risk level and to facilitate recovery in the event of any crisis arising.
The principal risks that the company have been facing are the management of future budget reductions, implementing the Changing Lives vision and implementation of changes to the infrastructure of the careerswales.com website.
The Internal Audit Strategy was set by the Finance, Audit and Risk Committee and reviewed by the Board. The following areas were audited within the year, payroll regulatory compliance, estates strategy, governance and risk management, information technology, Welsh Language Act compliance, fixed asset review, procurement and budgetary control. The reports from Internal Audit showed an improvement within the company. Some areas had a substantial rating such as payroll. The internal audit reports were presented by the internal Auditors to the Finance, Audit and Risk Committee and then the committee reported to the Board.
The Board comprises a Chair, Dr D Williams and up to 13 other Directors who are appointed by the Welsh Government. The Chair is rumunerated position and the Chief Executive is also a Director. The Board has met four times this year.
Finance,Audit
and RiskCommittee
PeopleMatters and
RemunerationCommittee
PerformanceAnd
ImpactCommittee
3FINANCIALSTATEMENTS
Annual Report 2016/17
£
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Financial Statements
Statutory Accountsfor the Year ended 31st March 2017 >>
Our Business ModelVision, Mission, ValuesOur Services4
LOOKINGAHEAD
Annual Report 2016/17
17/18
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Looking Ahead
This report highlights many examples of how Careers Wales is developing its services in the context of “Changing Lives – A Vision for Careers Wales”. This vision builds on the independent strategic review undertaken by PwC which considered international evidence on the provision of careers services alongside the economic and policy context in Wales and feedback from stakeholders.
“Changing Lives” is a three year vision and work to embed its key messages will be central to all developments in 2017-18.
Increasing digital capabilities and delivery - Using technology to extend access and engage users is a priority but will also be accompanied by a Digital Transformation Strategy which considers the way we work , the skills that staff need, the infrastructure and technology we use across the organisation and how we can use data to support clients and partner organisations. Digital Transformation will underpin everything we do whilst retaining the professional expertise and skills of staff to offer services that meet the needs of clients that are delivered using a blend of appropriate including face-to-face support.
The key priorities from services are:
A new offer for young people - Stakeholders supported a preventative approach where Careers Wales focusses on helping young people develop the skills to consider their future career and make effective decisions. Over the next year a new model for delivering services will be implemented “The Careers Discovery Model” will see the continued development of Digital services, including careerswales.com the use of text and email, webinars and video along with input from employers blended with face-to -face support from our professionally qualified careers advisers.
Inspiring 16-18 year olds - Amongst the developments for this group of young people who have important decisions to make and who need to be engaged in learning and work is the
development of a Digital service. Services will be delivered by phone , web chat , skype and campaigns will be run on key areas of interest. A special team of staff, the Digital Discovery Team, will be formed to develop and deliver new ways of delivering services.
Supporting Adults back to work - We will work with the Welsh Government to develop the advice and guidance framework for people in the labour market aged 16+.
Solutions for Partner Organisations - Careers Wales has a role in helping develop expertise and understanding of Career Development in the are many organisations that support young people to consider the future. Key features in the coming year will be piloting a new qualification for Careers leaders, developing modules and material on the new professional area of Careerswales.com
Engaging Business - Strengthening the engagement of employers in schools across Wales is a priority. Careers Wales will continue to work on the development and implementation of the Education Business Exchange which allows businesses in Wales to identify how they are willing to help schools and schools to make contact with them
We believe that “Changing Lives” will have a positive impact and help deliver the outcomes outlined in Changing Lives.
» Improved efficiency of the labour market by reducing skills mismatches
» Reduced drop out and churn in post -16 education and training
» Increased take up of Apprenticeships
» Help other agencies target their resources
» Ensure the new curriculum for Wales prepares you people for the world of work
» Increase participation and attainment in education and training
Changing Lives - A vision for Careers Wales 2017-20
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Looking AheadCareer Discovery Model
Identifying career interests, levels of motivation and career management skills through online tools and psychometric tests.
DIAGNOSIS
Online psychometric test
DIGITAL
Career management diagnosis
Career managementgroup sessions
FACE TO FACE
Using digital channels including careerswales.com and social media to bring careers to life through careers stories, employer profiles, tools, resources and other rich content to inspire and inform.
DISCOVERY
Content and interactive tools on careerswales.com
Careers information and LMI disseminated via social media
Multi-channel campaigns and advice sessions on key career issues
Facilitation of online Q&A sessions using webchat and social media
DIGITAL
Employer-led group sessions
Work experience
Welsh Bac and PSE lessons
FACE TO FACE
A national digital programme blended with locally-based face-to-face services delivered by our digitally enabled Careers Advisers team
DELIVERY
Ongoing coaching and support from digitally-enabled Careers Adviser
National webinar programme with input from employers, professional bodies and key sector-specific organisations
LMI and careers-related content “pushed” to individuals via email and text
Raising awareness of opportunities using text and email
DIGITAL
One-to-One career coaching
Bespoke occupational workshops
Clinics and pop up surgeries
FACE TO FACE
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Careers Wales
Glossary
A free on-line recruitment system that helps employers find suitable candidates for apprenticeships and aspiring apprentices’ opportunities in a business that is right for them.
Additional Learning Needs
A three year plan and strategic vision for Careers Wales that sets out what we want to achieve.
Careers, Information, Advice and Guidance.
Project delivered with European Social Funding which aimed to reduce the risk of young people aged between 11-24 years not progressing into employment, education or training.
Business Class is a tried and tested programme which builds lasting partnerships between businesses and schools. Those partnerships, based firmly on the needs of the school and the priorities of the business.
Common Area Prospectus. A full list of all education opportunities for years 12 and 13 available on careerswales.com aimed at students.
Research undertaken by Careers Wales amongst pupils to determine how far they have got with planning their future.
Careers and the world of work forms part of the basic curriculum for all registered pupils aged 11 to 16 at maintained schools.
The ‘Mark’ is an award designed by Careers Wales to recognise a commitment to continuous quality improvement within an educational institution to meet with the Welsh Government’s requirements that are set out in Careers and the World of Work: a framework for 11-19 year-olds in Wales.
The annual survey of school leavers undertaken by Careers Wales on behalf of the Welsh Government, providing a useful snapshot of pupil destinations after leaving school which informs careers staff in their work with clients, parents, teachers and employers.
Apprenticeship MatchingService (AMS)
ALN
Changing Lives
CIAG
Cynnydd
Business Class
CAP
Career Check
Careers and World of Work Programme (CWW/CWoW)
Careers Wales Mark
Destinations Census
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Careers Wales
Glossary
Employment, Education and Training.
Careers Wales’ client information database.
Labour Market Information.
Not in Employment, Education or Training.
Project to raise awareness of apprenticeships and work based learning as equal alternatives to academic study.
The European Social Fund (ESF) is the European Union’s main financial instrument for supporting employment in the member states of the European Union as well as promoting economic and social cohesion.
Careers and the world of work forms part of the basic curriculum for all registered pupils aged 11 to 16 at maintained schools.
A data management and tracking framework to help reduce NEET statistics in Wales.
Welsh Government programme offering easy access for individuals wishing to access skills support.
Project delivered with European Social Funding which aimed to reduce the risk of young people aged between 11-24 years not progressing into employment, education or training.
A six month opportunity in a job paid at least the National Minimum Wage. JGW is funded by theWelsh Government with the support of the European Social Fund.
ReAct is the third cycle of the Redundancy Action Scheme (ReAct), a programme of funding for training provided by the Welsh Government for people living in Wales who are facing redundancy.
Key Stage 4 is the legal term for the two years of school education which incorporate GCSEs, and other exams, in maintained schools in Wales— normally known as Year 10 and 11 in Wales, when pupils are aged between 14 and 16.
EET
IO
LMI
NEET
Opportunity Awareness
ESF
Estyn Common Inspection Framework
Five Tier Model of Engagement
Individual Skills Gateway (ISG)
I2A - Inspire 2 Achieve
Jobs Growth Wales (JGW)
ReAct project
Key Stage 4 (KS4)
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Careers Wales
Glossary
Regional Learning Partnership
Science, Technology, Engineering and Maths.
The Skills to Succeed Academy, developed by Accenture Ltd, is an interactive, on-line training that helps people to get confident in choosing careers and get the key skills needed to find and keep a job.
Project delivered with European Social Funding which aimed to reduce the risk of young people aged between 11-24 years not progressing into employment, education or training.
Youth Offending Team (YOT) is a multi-agency team that is co-ordinated by a local authority,which is overseen by the Youth Justice Board. It deals with young offenders.
The Youth Engagement and Progression Framework aims to reduce the number of young people not in education, employment or training (NEET).
A system that allows users to communicate in real- time on the internet via careerswales.com. It does not require specialist software to be installed and is simple and accessible.
The Welsh Baccalaureate (Welsh: Bagloriaeth Cymreig), Welsh Bacor WBQ, is an officially accredited and established qualification delivered by schools, colleges and training providers across Wales.
Programmes for both secondary and post- secondary students which provide opportunities to achieve employment-related competencies in the workplace. Work-based learning is often undertaken in conjunction with classroom or related learning and may take the form of work placements, work experience, workplace mentoring, instruction in general workplace competencies and broad instruction in all aspects of industry.
RLP
STEM
Skills to Succeed
TRAC
Youth Offending Team (YOT)
Youth Engagement andProgression Framework (YEPF)
Webchat
Welsh Baccalaureate
Work based learning
