Report to follow.

Sara Williams, futureMerton, introduced the item. The Children and Young People Overview and Scrutiny Panel originally set-up a task group to look at the housing, health, education and employment of care leavers or those with additional learning needs. However, this was refocused to look solely at the employment of these groups. The task group’s report and recommendations were presented to the Panel for review in January 2018. This resulted in a request from the Panel to review them further after six months. The task group’s recommendations mainly focus on the role of Merton as an employer. Whilst the council has links with local businesses and employers, the main way in which it can influence the employment prospects of the target groups is through its own role as an employer.

Progress against each recommendation was then considered in turn with members being given the opportunity to ask questions:

·         Recommendation 1: focused on better communications. This has largely been achieved through activities such as improved information online and the working of the Economic Wellbeing Group. The latter is well-supported and successfully allowing information to be shared by key partners. Additionally, Merton’s HR team has been liaising with social and key workers.

·         Recommendation 2: the Workforce Strategy Board now has a focus on both traineeships and work experience opportunities. Dawn Jolley, Head of Commercial Services, explained how working with Merton’s contractors and suppliers to provide both traineeships and work experience is being built into a social value toolkit. This will be used as part of the commissioning process for contracts. This will take a little longer to finalise than planned but is being optimised following consultation with other boroughs. The toolkit will allow commissioners to evaluate bids received with ease and provide a framework that will mean using contractors to provide these opportunities will not be legally challenged. In response to member questions, it was clarified:

o   (Keith Shipman, Social Inclusion Manager) These opportunities are having a positive impact. With small cohorts of target young people, opportunities can be specifically matched to the needs/skills of the young person;

o   (Keith Shipman) Members and officers started to develop their thinking on using Merton’s role as an employer and its reach through contractors at the same time;

o   (Melissa Stewart, Commissioning Manager) Section 106 funding is being used to support those at risk or categorised as not in employment, education or training to provide opportunities over the summer when risks can increase;

o   (Melissa Stewart) One case study is of two young men known to the Mayor’s Office for Policing and Crime (MOPAC) for their risk of gang involvement. Both were offered initial opportunities by Veolia, now suppling waste, recycling and street cleaning services across the borough through the South London Waste Partnership. Following these initial opportunities both have remained with Veolia. One is now on a three-year apprenticeship for which Veolia lowered the application bar. The other has been offered a post and is training as a mechanic. This post has been specifically configured for him as it is understood an apprenticeship opportunity isn’t suitable; and

o   (Dawn Jolley) It is important to recognise the complexities of making these arrangements work. Whilst provision of an opportunity for a vulnerable young person can be a quick win, there are other complexities that need to be addressed to ensure the employer is happy with arrangements. In addition, it is important to ensure that putting these opportunities in place is not lost as part of the tendering process.

·         Recommendation 3: improved attendance at the Economic Wellbeing Group has largely been met. In response to a member question, it was clarified that this had previously been a struggle. However, attendance at this forum is a key way for groups across the council and the borough to work together to make employment opportunities available to the target groups and others. The example of the Merton Employment Team that supports vulnerable adults into employment was given. This team is now attending the Economic Wellbeing Group leading to lots of additional opportunities for its client group.

·         Recommendation 4: in terms of demonstrating its commitment to the employment of the target groups, a new strategy is being produced by the Council. Corum has been commissioned to survey and consult both Looked After Children and Care Leavers. Corum is an independent consultancy that has been specifically commissioned to undertake the work. This is specific and time limited.

·         Recommendation 5: this has largely been covered above although it was again noted that the Workforce Strategy Board now has a focus on both traineeships and work experience opportunities.

·         Recommendation 6: consideration of how to work with Merton’s contractors and suppliers has largely covered above.

·         Recommendation 7: it was highlighted that whilst data has been supplied in the agenda pack, this is generic for all apprenticeships as opposed to being specifically for the target groups.

RESOLVED: Panel members resolved the following:

·         Noted how impressed they are with the opportunities being provided for vulnerable young people in Merton and the success these are having;

·         A further report back is to be provided to the Panel in six months time;

·         Expressed their interest in receiving information on the work currently being undertaken by Corum with Looked After Children and Care Leavers and seeing the resulting strategy; and

·         Data should be provided to the Panel in six months time including the number of apprenticeships by Directorate fulfilled by those within the target groups. Of these how many have started, stayed and left should be stated. Members requested that an appropriate representative from the HR team attend the meeting to explain these statistics.

Lastly, Melissa Stewart stressed to members that she is very interested in hearing from them if they have any connections with local employers that might be explored to provide employment opportunities for these target groups.