2010 Report

Trustees Report 2010Developing and delivering training programmes and creating employment opportunities,

for the local community, for over 10 years.

people / skills / jobs

The Company

The Trustees are pleased to present their annual report together with the summarised

consolidated financial statements, of the charity for the year ending 31st March 2010.

Steps to Work (Walsall) Limited is a registered charity,Charity No. 1100403, and a Company Limited by guarantee constituted under the Companies Act 1985and registered in England and Wales, Company Registration 3738249, formed in 1999. The registered office of the charity is Challenge Building, HathertonRoad, Walsall. WS1 1XS.

The charity operates a wholly owned subsidiary, StartingPoint Recruitment Limited, which is a Company Limitedby shares and registered in England and Wales, CompanyRegistration No. 4560776, and was formed in October2002. The registered office for Starting Point Recruitmentis the same as that of the charity.

As an organisation we are committed to equality and diversity and to a working environment that is free fromany form of discrimination on the grounds of colour, ethnicity, race, religion, sex, sexual orientation or disability.

Our Mission:

‘We will work with our current and future customers, todevelop and deliver a range of first class measures, tosupport training and the creation of sustainable employment. This will lead to improved levels of skills andemployment within the Black Country, making a positivedifference to people regardless of their background’

We will achieve this mission by:

• Remaining innovative, flexible and responsive to our customers’ needs• Delivering a professional service for our customers • Supporting local companies to achieve their recruitment goals • Building strong, sustainable partnerships • Striving for continuous improvement in everything we do

22010 Trustees Report

Our Objectives for public benefit:

The company’s objectives are to promote all and anycharitable purposes for the benefit of those who are unemployed. Offering practical advice and personal support and any charitable purpose, for the benefit ofthose who are employed. The promotion of employment,training, development and tuition (in the case of thestated objectives) within the Metropolitan Borough ofWalsall and the City of Wolverhampton and all adjacentareas, as well as other areas designated from time to timeby the Trustees.

In setting our objectives and planning our activities, ourTrustees have given careful consideration to the CharityCommission’s guidance on public benefit.

Underlying our main objectives has been the need togenerate external funding to support our activities whileproviding a high quality service to our customers andstakeholders.

Throughout the existence of the company we have beenreliant upon funding from external sources, much ofwhich has been secured through successful applicationsto the Department of Work and Pensions, Learning andSkills Council, European Social Fund, Neighbourhood Renewal Fund, Working Neighbourhood Fund, DeprivedArea Fund and New Horizons Community Enterprise (formerly Walsall’s New Deal for Communities programme). A full list of funding partners is provided onpage 39.

The impact as an organisation on providing public benefit will be seen from the outputs and outcomes,measured or non quantifiable, which arise from ourwork. These include:-

• Assisting large numbers of people disadvantaged in the labour market to improve their skills through advice, guidance and training, examples of which are detailed further in this report. • Developing and delivering projects and programmes that provide benefits to individuals and groups that meet the company’s overall aims and mission. • Providing access to support regardless of people’s ability to pay for the service and where private benefits are incidental.

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Trustees 2009/2010David Wheeler ChairmanCllr Thomas Ansell Walsall CouncilVera Birch Community ResidentMandy Holcroft Assistant Director of Housing Services, Accord HousingSue Wakeman Director of Human Resources, Walsall Hospitals Trust Carole Wildman Director of Regeneration & Development, Walsall Housing GroupMike Lee Director of Operations, Breathing Space Gordon Stone (4) Managing Director, Turnocks Ltd Stephen Preston Managing Director, Kirkpatrick LtdMary Clarke-Mortiboys Community ResidentRobert Thomas Community Resident Jagtar Singh (1) Community ResidentPaula Manning (2) Business Exchange FactoryMalcolm Griffiths (3) Cougar MonitoringDavid Brown Community Resident

(1) Resigned 06.10.09 (2) Resigned 06.10.09(3) Resigned 07.12.09 (4) Resigned 25.03.10

Senior Management TeamJohn Brewer Chief Executive Susan Brookes Finance & Administration Manager Anne Marie Ruddy Operations Manager (Walsall) Trevor Codner Operations Manager (Wolverhampton) Crystina Woolley Management Information Manager

Corporate Team: Jayne Griffiths Quality Manager Raj Sarai Personnel OfficerDavid Jones Health & Safety & Facilities OfficerTamara Crutchley Project Development Manager Katie Sohal Marketing OfficerAlison Jefferies Personnel Officer

Company overview

The Chairman’s Statement

Structure, Governance and Management

The Chief Executive’s Statement

Delivering Public Benefit (includes stats & case studies)

Highlights of the year

Financial Review

Summarised Accounts

Risks and Opportunities

The Future

Employer Engagement

Partnerships and Funding Partners

Contents:

3 www.stepstowork.co.uk


The past twelve months has flown by, since my election to the chairmanship of the company. Many changes have affected the operation of the company.

However, with the continued support of my fellowtrustees, a dedicated and competent staff team, aswell as a proactive senior management team, wehave continued to provide a valuable service to the population we serve.

After a successful period of the delivery of New Deal, wehave ended in the upper quartile of the New Deal leaguetables overall and in the top ten providers nationally onsome of the specific programmes. This has now come toan end and we have now entered the Flexible New Deal era.

Steps to Work ceased to be a “Prime Contractor” for NewDeal in September 2009 as the programme came to anend. We have now commenced operating as a Sub Contractor on Flexible New Deal, ensuring that we bringcontinued support to those job seekers experiencinglonger periods of unemployment. Success in previousyears and a sound financial and operating base has enabled us to absorb the changes in payment model toreflect the requirements for longer-term sustainable jobs.

Once again the company has been recognised for itsachievements and those of its customers at the annualWalsall Lifelong Learning Awards. Our Environmental TaskForce won the Walsall EBP raising Aspirations Award alongwith 2 learners gaining individual awards and a further14 picking up certificates of recognition for their learningachievements.

Steps to Work celebrated ten years of success and Starting Point Recruitment celebrated five years of success on the 1st October 2009, at the Banks’s Stadiumin Walsall. Both companies celebrated memorable business with an eclectic evening of live entertainment,evening dinner, dancing and celebratory award ceremonyfor our Volunteers and Achievers.

In December 2009 the company achieved one of a smallnumber of Gold Investors in People awards demonstratingour commitment to staff development and a positivelearning environment.

Looking to the future the trustees and myself believe thatwe have a business that provides the right service in amanner which supports the aspirations of its customersand gains positive feedback from its partners, customersand those that provide financial support.

David Wheeler, Chairman

Chairman’s Statement

Structure, Governance and Management


Governing Document

The company is registered as a Company Limited by guarantee in England and Wales (Ref: 3738249) and isgoverned in accordance with its Memorandum and Articles of Association.

Objectives and activities to provide public benefit

Steps to Work (Walsall) Limited, through its activitiesaims to:

• Establish and operate a multi-functional employment and training programme serving the Black Country and surrounding areas• Provide employment and training opportunities for employed and unemployed residents of the Black Country, in particular those in Walsall and Wolverhampton• Develop partnership arrangements with other local organisations to support the employment and training of local people

Through its activities, Steps to Work is dedicated to improving economic activity within the area by supporting the development of its human resources. This will be achieved by developing and delivering measures to support training and the creation of sustainable employment.

Appointment of Trustees

New Trustees are appointed through a process of openrecruitment. To become a Trustee candidates must eitherlive or work within the geographical area of operation(Walsall and Wolverhampton) and have an empathy withthe work being undertaken by Steps to Work. Jobdescriptions and job specifications are produced for themain key roles and for general Trustees. Appointmentsare made on the basis of individual skills and abilities.

A Trustees’ handbook is used which outlines the role ofthe Trustee along with a Trustees’ induction book whichprovides further information about the role and its responsibilities. A budget is set aside to develop boardmembers and provide training where required ensuringthat all Trustees’ have a common understanding andethos. To ensure that wholesale changes are not made, arolling programme of annual changes has been agreedwhereby all members will, over a three year programme,be subject to possible retirement.

Expressions of interest for potential new Trustees are nowsought between July and September each year. Anyoneexpressing an interest will be given a copy of the job description and person specification and asked to complete an application form by an agreed closing date.Interviews will be set up with a panel of existing Trusteesand the Company Secretary who will take account of thecandidate’s skills and abilities as the basis for a recommendation to the Annual General Meeting held inSeptember each year.

Organisational Structure

The Board of Trustees meets bi-monthly and receives reports from the Chief Executive on strategic and operational issues. Each report contains historical performance data and a series of recommendations prepared by the Chief Executive on which the board are required to make decisions.

To allow for a smooth and efficient operation, many ofthe day-to-day decisions are delegated to the Chief Executive. With the support of the senior officers, theChief Executive will take decisions in line with the company’s Memorandum and Articles of Association, relevant agreed policies and procedures which cover financial transactions, personnel and marketing activities,along with contractual obligations outlined within Service Level Agreements (SLAs) and contracts.

Welcome to the 2009/2010 trustees report for Stepsto Work (Walsall) Limited. This year has seen us celebrate ten successful years of operation predominately in the North Black Country area helpingthousands of people realise their aspirations for employment and developing their skills.

Every year since incorporation, we have seen changes inthe marketplace and this year has been no different. Wehave witnessed the move from New Deal to Flexible NewDeal, the end of the Learning and Skills Council’s era andhuge shifts in local, regional and national priorities tocope with the increasing youth unemployment issues.

Steps to Work has not been immune to either thechanges in Government programmes or the downturn inthe economy, both of which have made sustainability akey priority, whilst growth has been difficult to achieve.

Throughout the year our staff have continued to providehigh levels of support to people. They have wherever possible “Gone that extra mile” to assist people regardless of their background or personal circumstances,they have accepted change, developed into new roles andtaken the opportunities change has given them duringdifficult economic times. Our trustees have continuedto support the senior management team. They haveshown patience, understanding and commitments to theway in which we have gone about undertaking our business, looking at the bigger picture and what can beachieved longer term.

Without the support of the staff, trustees and our sponsors we would not have been able to maintain thelevel of support we offer people, and we would not haveachieved the success for our customers; examples ofwhich are outlined throughout this report.

John Brewer Chief Executive, Steps to Work


Chief Executive’s

Celebrating 10 Years of Success


Statement“The staff are very professional

and friendly! I am full of praise

for the organisation and

thank them for the

opportunities they have given me.”Santokh, Wednesbury

“The staff at ‘Darlaston Jet’ are amazing.

They are cheerful, helpful to the fullest, and go

out of their way to get any information

they can for you. If they cannot help you,

they know somebody who can!”Louise, Darlaston

“Work on the Horizon’ has a

fantastic staff team,

who always ensure that

I am provided with the

information that I require.”Chantelle, Bloxwich


Delivering Public Benefit

The identifiable benefit or benefits are recognised fromthe large numbers of people, experiencing disadvantagein the labour market (our customers) who we have assisted to improve their skills, qualifications and employment prospects (Principle 1a) by providing advice,guidance and training through programmes such as:-

• Flexible New Deal• Future Skills Dudley (FSD)• Action for Employment (A4e)• Work on the Horizon (New Horizons Community Enterprise) • Darlaston JET (Working Neighbourhoods Fund) • Programmes to assist those not in Employment, Education or Training (NEETs) • WorkWise • Community Task Force (CTF)• Future Jobs Fund (FJF)• Other projects designed to assist employees and employers

The benefits of providing opportunities for people toovercome their personal barriers, and improve their skillsand employment prospects, are via the delivery of theabove programmes. This directly relates to the aims, objectives and mission of the Charity (Principle 1b) as stated.

Delivering high quality, inclusive services that benefitour customers and, by default, the wider community, is wholly integral to the workwe do as a Charity.

Further details of the variousprogrammes and projects wehave delivered, are providedin the summaries of various projects and in the case studiesof some of the customers wehave supported as featuredthroughout this report.

The services we deliver for the benefit of our customersare balanced against any detriment or harm to individuals, groups or the environment (Principle 1c).

The Trustees have examined the programmes, projectsand actions, which are undertaken by the organisationand believe that its work delivers net benefit to the public. Through its work of assisting people disadvantagedin the labour market, customers can gain the skills andknowledge to access sustainable employment and/or improve their skills. The Trustees have reviewed their actions and believe that any detriment or harm causedthrough its actions are minimal and would not outweighany potential benefit.

The organisation has, as part of its commitment to reducing any potential detriment or harm, developedstrategies, policies and actions that minimize any damageto the environment. The strategic principles are publishedthrough our sustainable development policy and environmental policy statements.

We work to ensure that actions that could be seen to bedangerous or damaging to mental or physical health, orthat encourage or promote violence or hatred towardsothers are outlined within our Equality and Diversitystrategy, policies and procedures. External recognition isseen through our award of Committed to Equality standard, Investors in People Gold Award and our awardof the Disability two ticks.

Practical examples are seen through our strict health andsafety procedures which we have in place to ensure thesafety and welfare of all customers, staff and visitors. This includes any activity that takes place on our ownpremises or when undertaking activities in other locations. We encourage all of our customers and staffto use public transport wherever possible to minimise the environmental impact of any journeys they make –

Please see the details for the Workwise project formore information.

Principle 1: There must be an identifiable benefit or benefits

This section describes how the activities and services we deliver meet the various principles of ‘Public Benefit’ as set out by the Charities Commission and in so doing provide real,

measurable benefits for the people who have been supported by us.


Principle 2: Benefit must be to the public,

or a section of the public

The graphs on page 28 show the background of the customers we have assisted in the financial year 2009/2010.

The breakdown of unemployed customers by their own definition,assisted by Steps to Work, are detailed by gender, ethnic origin,

age and disability.

Details confirming the numbers of customers who have been supported are also provided.

In line with our aims and objectives, the programmes wehave delivered have been targeted predominantly at theunemployed resident populations (our customers) ofWalsall and Wolverhampton (Principle 2a) as much of thefunding provided to support our work is geographicallytargeted, in accordance with the service level agreementswe operate.

We consider that such a group represents an importantsection of the community as they include individualswith significant barriers and great levels of need. Customers therefore require specific help and support toovercome barriers and realise their potential. We believethat by enabling our customers to overcome disadvantage, we are helping to ensure that they are ableto lead fulfilling lives and contribute positively, both economically and socially, to the communities in whichthey live.

As a Charity, our aim is to provide benefit to the widestrange of people. Therefore, the organisation takes a proactive response to developing and delivering a diverserange of projects, which benefit our target group. Benefitis not unreasonably restricted by geographical restrictions, or by the ability of an individual to pay for aservice (Principle 2b). The only constraints within individualprogrammes are where external restrictions apply.

No person is restricted from benefiting because they arein poverty, as most courses and programmes are externally funded (Principle 2c). In fact, the vast majorityof the customers we support are likely to be definable as‘being in poverty’. This is based on the economic, socialand personal barriers they face. No person or organisationwill accrue any private benefits, as a result of the supportand assistance we have provided (Principle 2d).

The following pages provide an overview of the many differentprojects and programmes we have delivered during this financialyear. All have enabled us to achieve our aims and objectives and

deliver benefit to our customers and the wider community. The summary helps to show the level and scope of provision

we are able to offer.


Summary of programmes and

projects:

Darlaston JET has been running since May 2007, operating from our existing premises in King Street Darlaston since August 2008. Darlaston JET is a ‘One StopShop’, aiming to help and support unemployed people toovercome their barriers to employment through training,advice and a variety of support mechanisms, such as finding suitable vacancies, confidence building, interviewskills, back to work financial incentives, c.v. writing, financial support for work and clothing.

The project works with some of the most deprived areas of the Walsall borough, namely:Bentley and Darlaston North; Darlaston South;Palfrey; Pleck; Short Heath; Willenhall North;Willenhall South. Each of these wards has beenidentified as a deprived area, with residentswho have barriers to employment.

2009/2010 supported:

Initial Advice and Guidance 267People into Employment 156 Qualifications 134Total of users to Darlaston JET: 3,441

DJET has attended a variety of networking and community events in an attempt to raise our profile, engage with businesses and support the local community.

We have engaged with users at ‘redundancy road shows’,‘jobs fairs’, Walsall College events, St. Thomas Moore Business Clubs and Alumwell Business College openevenings. We also had a major input in the ‘Party in thePark’ in Darlaston which attracted a lot of interest in our

services. We are now representedon the board of ‘The DarlastonTown Centre Company’, and recently attended the first Darlaston Business Forum. Thisresulted in DJET being asked tomarket 5 vacancies for variouscompanies. We attend every bi-monthly ‘Chamber’ networking event where around100 companies are representedand are regularly featured in theirliterature which is handed out toattendees, and network with awide range of potential employers.

onestopemploymentshop

Call us: 0121 526 6238Fax us: 0121 568 3848Email us: [email protected]

All our services are FREEand confidential!

40, King Street, Darlaston WS10 8DE

Open: Monday-Friday 9.00am-5.00pm

• Finding the right job or training course

• Creating a CV and interview preparation

• Advice about working, benefits and other issues

• Confidence building and one-to-one support

• Back to work financial incentives*

And much more . . .

*Subject to eligibility

www.darlastonjet.org

��

Looking for Work or Training?

We can help you with:

Darlaston Jet


Lynnette , Darlaston

Lynette first visited Darlaston JET to see if she couldapply for benefits as her contract as a housekeeper wascoming to an end. Growing up, Lynette always wantedto train as a nurse but didn’t feel confident enough to persue her ambition.

After getting the initial advice and guidance she neededfrom the team at Darlaston JET, Lynette began her searchfor new employment. Darlaston JET supported Lynetteby showing her how to search for jobs on the internetand collate her C.V and covering letters. “The team reallyhelped me pull everything together. I had a C.V but I knewit wasn’t very good, I didn’t know where to start. Your C.V.is very important as it is an advertisement for yourself sogetting Darlaston JET’s professional help and advice wasessential to the success of me finding work”explains Lynette.

Lynette spotted a vacancy on the shops Job board vacancy as a Support Services Assistant with the NHS.

“With the help from Darlaston JET, I applied for the job andwas successful. I couldn’t believe my luck after being outof work for nearly six months!” said Lynette.

Lynette also received £250 in back to work bonuses, asshe had found sustainable employment, as well as receiving a two month travel pass funded by Darlaston JET.

“I couldn’t believe all this supportwas available from help with puttingmy C.V together to gaining an extra£250 which has really helped me outwhilst I was waiting to be paid. Thebenefits of working for the NHS arefantastic and I really enjoy my job- it’s very rewarding. This hasopened new opportunities as I havebeen offered a higher vacancy as ahealth care assistant, hopefully I will eventually be in a position to train as a nurse this is something I’ve alwayswanted to do” says Lynette.

“I wouldn’t have known where to start looking for workwithout the advice and guidance of Darlaston JET. Ihave been recommending the shop to everyone I knowand from speaking to neighbours, it is an asset to thecommunity, especially in these difficult times. The jobboard is always kept up to date with new jobs and isdefinitely worth looking at” says Lynette.

Partnership leads new job vacancies and bright future

Cougar Monitoring based in Cradley Heath is one ofmany businesses who are already benefitting from theend of the recession, winning new business and taking onnew staff. In a time that has been bleak for most businesses, Darlaston JET (Jobs, Education and Training)and Steps to Work have been providing business employment support to Cougar for the last 8 years.

Darlaston JET has been working closely with Cougar Monitoring based in Cradley Heath this year. As membersof the Black Country Chamber of Commerce and after asuccessful networking event, arranged by Business ParkCo-ordinator, Sue Cyster, Sue pointed Operations Manager of Cougar Monitoring, Daren Hill, in the direction of Darlaston JET.

Daren explained; “I was initially looking for 4 new staff thathad the skills and abilities to provide security to NHS premises and Darlaston JET have been very helpful in supporting us with our needs. We have worked with Stepsto Work for many years and are pleased to have continueda successful working partnership with their ‘One StopShop’, Darlaston JET. Sue provided us with the contact thatwe needed to fulfil our business requirements.”

The partnership has provided 4 local jobseekers with fulltime employment. The 4 customers had been looking forwork with Darlaston JET, which isn’t just another recruitment shop. Darlaston JET specialise with helpingunemployed local people back into work by providingtraining, C.Vs, job search, confidence and interview techniques to help them back on the road to success.


Work on the Horizon, Steps to Work’s first Multi AgencyOne Stop Shop, is funded by Walsall Partnership and NewHorizons Community Enterprise. The shop which is situated in Bloxwich High Street assists residents fromwithin the wards of Bloxwich East, Bloxwich West, Blakenall and Birchills Leamore, who are unemployed orthreatened with redundancy. The shop offers support andassistance to local residents in order for them to gain newskills and qualifications and sustainable employment.

In addition to the support users can access from Work onthe Horizon staff they can also access the services ofpartner organisations who deliver outreach services fromthe shop. These partners include

A Jobcentre Plus Advisor, A Disability Employment Adviser, Prospects, Turning Point,Walsall PCT Stop Smoking, Remploy, West Midlands Police andWalsall College.

During 2009/10 Work on the Horizon saw 1296 new users accessing their facilities withtotal usage visits reaching 5789.It was able to assist 164 usersinto employment and enabledlocal residents gain a total of329 qualifications.

Work on the Horizon Karen - Work on the Horizon

New Horizons for single mum Karen

Being a single mother of 5 children isn’t easy and whenyou have been out of work for 10 years, getting yourworking life back can be very daunting. Karen’s confidence was non existent before she visited the ‘onestop shop’ and through the support of Work on the Horizon and partners like Jobcentre Plus, Karen has beenable to regain her self esteem and regain control over her life.

Karen visited Work on the Horizon for support and advicein taking the first steps back into work. After an initial interview with a Jobcentre Plus advisor Sue Harvey, Karenhad expressed interest in learning basic IT. Jenny Wells,Initial Contacts Officer at Work on the Horizon found thatKaren needed a confidence boost and so signed her up to

the 5 week taster course in IT at the onestop shop on BloxwichHigh Street.

“I was so nervous to startwith, I didn’t think Iwould be able to copewith learning fromscratch. I didn’t evenknow how to turn on a

pc, but everything is explained very well and I really wantto continue learning now” said Karen.

As the course has progressed, Karen has picked up certificates which have boosted her confidence levels andshown her that she can achieve anything if she wants to.Karen has learnt how to use spreadsheets and manipulateMicrosoft Word documents.

Karen is now confident enough to take her training further by enrolling on Food Hygiene, First Aid and Healthand Safety courses, preparing her for going back to work.

Karen says: “With the help from Work on the Horizonmy confidence has improved and I believe I can domore. I’ve been pushed in the right direction and I’mconfident I will find work after further training. Thanksto Jenny and all the team for their efforts, I don’t knowwhat I’d have done without them”

onestopemploymentshop


Flexible New Deal - A4e

The MIU was first acquired by Steps to Work in 2003 fora 2 year regeneration project. Since then, the vehicle wasmainly used for marketing and special events. This yearit was decided by Steps to Work to use the MIU on a moreregular basis, attending events around the Black Country4 days a week supporting non-Jobcentre related projects,such the ‘One stop shops’ Work on the Horizon and Darlaston JET.

We offer an outreach service attending many communityand residential areas, known for high unemployment. Onboard the MIU is a mobile office, having all the job searchand support facilities you would find at any of our shopsor training centres.

The Mobile Information Unit (MIU)

“Being a part of Steps to Work’s ‘A4e’

programme, I have appreciated being treated

as an individual, instead of just a number.

I have been provided great one-to-one

support and personal, tailored advice.”

Jayson, Walsall (A4E)

Action For Employment (A4e) - Flexible New Deal “Prime contractor”

Steps to Work is delivering Flexible New Deal (FND)on behalf of A4e in Walsall.

On the 5th October 2009 Flexible New Deal replaced theNew Deal programme. The essential differences betweenNew Deal and Flexible New Deal are as follows: -

• Flexible New Deal does not require continual attendance by customers every day for a fixed number of hours per week.

• Flexible New Deal allows for much greater flexibility to provide a tailored service to customers, which will vary from supplier to supplier – this is referred to as the ‘Black Box solution’.

• The focus of Flexible New Deal is upon sustained job outcomes, rather than just placing a customer into a role. In particular the commercial model for Flexible New Deal is set up so that most of the revenue will be achieved through placing customers into a job for 13 weeks, and for 26.

• A4e has created its own unique Delivery Model to deliver a customer journey which is tailored to the needs of all its customers.

Future Skills Dudley (FSD) Flexible New Deal “Prime Contractor”


found employment will be required to undertake a fourweek work placement which is aimed at improving employability skills.

Once in employment, the customer will receive assistance for a further 26 weeks. The focus of FlexibleNew Deal is upon sustained job outcomes, rather thanjust placing a customer into a role. In particular the commercial model for Flexible New Deal is set up so thatmost of the revenue will be achieved through placing customers into a job for 13 weeks, and for 26.

Steps to Work tailors the individual’s interventions to enable clients to move into sustainable employment byremoving their existing barriers.

Steps to Work is delivering Flexible New Deal (FND)on behalf of Future Skills Dudley (FSD) in Walsall andWolverhampton.

There is a tangible difference in the delivery model of Future Skills Dudley (FSD) compared to A4e in that it ispaper based as opposed to system based.

Future Skills Dudley (FSD) Customers on Flexible NewDeal are seen a minimum of every two weeks. They areallocated a Personal Coach who is their contact for theentire time the customer is on programme. The programme lasts for 52 weeks or until they are in employment. By week 12, customers who have not

“Steps to Work have given me the confidence I needed. I would not change anything about my job, im really happy at Sainsbury’s and

im really enjoying it and the money too!” Said Gemma


Workwise

WorkWise in Walsall is part of a larger West Midlands WorkWise project which has been runningsince 2003. The project has won several nationalawards for innovation in overcoming transport barriers for those who are seeking work. We are funded by Working Neighbourhoods Fund via theWalsall Partnership, Centro’s Social Inclusion Fund andEuropean Regional Development Fund via AdvantageWest Midlands. We are a small team of two: Kate Corrand Nancy Jones.

What Workwise does:

For all eligible unemployed Walsall residents, the projectoffers:

• Door to door sustainable travel information, to help plan journeys to interviews and work• Free public transport tickets to attend job interviews• Free public transport travel passes for up to the first 3 months of employment

One aim of the project is to support sustainable transportthrough the use of public transport in addition to the primary aim of reducing transport barriers to employment.

Our partners:

• Centro, the Passenger Transport Executive (PTE) for the West Midlands• Walsall Council via the Walsall Partnership• Advantage West Midlands • Steps to Work• Jobcentre Plus (JCP)• A range of referral organisations which are internal and external partners including WOTH, DJET, PeopleServe, Job Change, Connexions, and many others.

Achievements:

2009-2010 was another successful year for WorkWise as we again exceeded all of our targets.

In terms of passes issued, we gave: • 393 passes to interviews• 707 first passes to employment

In terms of people supported, we helped:

• 232 people to interviews• 696 people to employment

Developments during 2009-2010:

Walsall Council gave us a new target of helping peopleinto sustainable employment (ie, more than 13 weeks).We are pleased to report that we helped 340 people intosustainable employment over this financial year.

The WorkWise project as a whole is so successful thatover the last 2 years, WorkWise has expanded across theBlack Country area, with new projects in Sandwell (2008),Wolverhampton (2009) and another beginning in Dudleyfrom April 2010. WorkWise Walsall has supported and willsupport all of those projects.

The project was very proactive in the application to Advantage West Midlands for EU match-funding. Receiving this funding from February 2010 has enabledus to extend our employment pass offer from 2 to 3months so that we are now consistent with the WorkWise offer across other areas of the West Midlands.

Nancy looks after student work placements from the Education Business Partnership and this yearour placement Mohammed Zaeem (pictured)spoke about his experiences of working forWorkWise and Steps to Work at an EBP Employer conference.

Looking ahead:

The new EU funding will be used to provide an intensifiedservice throughout the Sustainable Urban Developmentareas of the Walsall borough. We therefore expect thatmore and more Walsall residents will find that WorkWiseis their ‘ticket to employment’ as we continue to workwith an expanding range of partners.


Programmes offering Training

and QualificationsIncreasing skills

Increasing skills is funded by Working NeighbourhoodFund (WNF) via Walsall Lifelong Learning Alliance. It aimsto fund NVQ level 1 to volunteers within a working environment. All the learners on this programme arebased at various sites at Links to Work and all have someform of disability, the main one being a learning disability.

Steps to Work have had 21 learners access this programme. 18 learners have achieved NVQ level 1 inPerforming Manufacturing Operations and 3 NVQ level1 in Business Administration.

The programme has supported this group in achievingtheir first accredited qualification giving a positive impacton the learner. They are all proud of their achievementand some have enquired about progression onto theirfirst level 2.

The programme was funded from August 2009 - 31st March 2010.

ELITE programme

The Elite programme is funded by the Learning and SkillsCouncil (LSC) and co-financed by European Social Fund(ESF). The programme aims to improve the skills base andadaptability of the employed labour force,

The Elite programme is aimed at:• SME’s within the Black Country.• 19+• Employed status• Individuals without a first full level 2 qualifications or higher that would benefit from development at a lower level before moving onto a level 2.

The Elite programme was funded from 1st August 2008- 31st March 2010.

58 achieved NVQ level 1 qualifications. Learners have been progressed or signposted to a level 2 qualification.

Heathmill café - Elite ProjectProject caters for staff training

Running a café for 18 months, self employed couple Phillip and Emily-Jayne and 2 members of their successfully completed NVQ level 1 in Customer Service thanks to the Elite project funded by Lear Council (LSC).

Heath Mill café, just outside Wombourne, Wolverhampton, first heard out about the free NVQs that small and medium sized businesses through a meeting with another company who had just completed the

“We were asked if we would be interested and we thought why not!” said Phillip, café owner.

Steps to Work has been fully committed to helping businesses gain a higher skilled work force for Phillip commented, “We had the opportunity to improve on our skills and better our staff team and up to Sutton Coldfield Training for level 2 in Food Preparation”.

The team has benefited from the course having a new insight to customer service, supporting each portfolios.

“The staff at Steps to Work and the NVQ Assessor from Sutton Coldfield Training have been very plea I would recommend this training to anyone who wants to better their skills and gain a nationally qualification.” said Emily-Jayne.

The whole team at Heath Mill café, started their NVQ portfolios in April 2009 and had completed showing their dedication and commitment to the course.

Tahmeena Mumtaz, Steps to Work Project Officer added, “It’s great to see all 4 of the team at Heath to progress to the next level. It shows how much they have enjoyed the Elite project.”

Project caters for staff trainingHeathmill café - Elite Project


Priority Areas Employment Programme (PAEP) Project

The first PAEP programme was operated from our Wolverhampton branch from July 2008 to March 2009.The aim was to support unemployed people remove thebarriers they face in seeking employment. Client eligibility is 1 day – 12 months unemployed and theymust live in 1 of the City’s 11 LANA wards.

All clients complete a 1-2-1 initial assessment with qualified staff and together they agree a learning plan ofsupport and training requirements which includes; thedrawing up of an individual Action Plan, intervention toaddress barriers to employment – this will include training for a specific job role, Fork Lift Truck Training, SIATraining, First Aid, Health and Safety and employabilitytraining, CV preparation, Interview Skills, identification ofjob opportunities and support into employment via 1-2-1 coaching and job search activity. As well as thetraining we can also support the client further, such asfunding the cost for them to apply and obtain their SIAbadge or FLT licence.

There is enough flexibility for clients to choose a selection of training needs and the client has a tailormade learning plan that may be updated at any time toreflect the client’s achievements and journey.

Over the duration of the programme we helped 84clients with the training they required, 66 of theseclients took part in a mass recruitment for the NHSwhich resulted in 21 jobs. All of the clients achievedtheir qualifications upon completion of their training. As this programme was a success we wereselected to subcontract the PAEP 2 programme.

The PAEP 2 project has been running from our Wolverhampton branch since January 2010. With thesame eligibility and aims as the previous programme, we

will continue to help and support ourclients in the ways they require.

So far we have had 18 clients startthis project with us and 100% havegone on to gain their qualificationssuch as Security Door Supervision, FLTLicence and Health and Safety. One ofour learners went into sustained employment and is still progressingwell after 13 weeks.

Thomas- PAEP, WolverhamptonTraining provides new career lift for Thomas

Established for 10 years, PLT Training have been providing our learners with the best comprehensive ForkLift Truck training in the Wolverhampton area. Steps toWork contacted PLT Training back in May 2009. Sincethen, nearly 20 Steps to Work customers have been putthrough their Fork Lift Truck (FLT) licence.

One Steps to Work customer, Thomas, 28, has recentlypassed his FLT licence through funding via the Priorities Area Employment Programme (PAEP), made available by the City Strategy of Employment and Skillsand the Wolverhampton Adult Education Service.

Thomas had been on a temporary contract at a local warehousing firm. Once his contract ended, Thomas soughtadvice from his local Jobcentre Plus, Molineux House inWolverhampton. Thomas had been out of work for 6 monthsand said, “I really wanted to work, I hadn't been out ofwork for more than 2 weeks before. I was then referredto Steps to Work where my advisor Nikki informed me thatfunding was available to complete my FLT Licence withPLT Training. “Thomas successfully completed the 5 daycourse, all paid for by the PAEP programme. Thomas added, “Being out of work there was no way I couldhave afforded this licence.”

Thomas showed enthusiasm and determination to gain hisFLT licence and had proved to his trainer and PLT Training Manager, Nick Bennett that he was committed anddetermined to secure work once he had his licence. Nick commented, “Thomas was a fast learner. Through my contacts, I knew that local company Mann & Hummle were looking for trained FLT drivers and put forward Thomas’sname. Thomas was successful at the interview and has now gained full time permanent employment.”

Thomas has settled into his new position and is enjoyinghis new career as a fully qualified FLT Driver.

Thomas commented “Steps to Work have been brilliant,I’ve had so much support from Nikki and Nick. This funding is a great way to help people like me retrainand gain employment and a better future, without thetraining I wouldn't had the confidence to go for the job.”

Trained for success!Left to right– Ni

kki Nahal,

Steps to Work PAEP Advisor,

Thomas Flowers, PLT Training Manag

er,

Nick Bennett.

team, have rning and Skills

were available to qualification.

over 10 years. have now signed

other with their

asant and helpful. recognised

it by June 2009,

Mill café want

Gradworks

The aim of the Gradworks programme is to develop apackage of support to contribute to the agenda to tackleworklessness within Walsall. The project provides a paidplacement programme for individuals who have graduated from university within 12 months and professional workers who have recently been made redundant. The placements will provide support in termsof a short term resource to complete specific projectswithin small to medium sized enterprises (SMEs) basedin the Walsall borough. This will also help to ease the painof the economic downturn for those SMEs who are unable at present to recruit staff due to financial constraints. This project has been running from May2009 and will continue until March 2011.

Individuals gain support through attending a placementwhere they can utilise the skills and knowledge gainedduring their degree course. This gives them valuable work experience which can be added to their CV, as well asproviding that all important employer reference. Thecompanies gain by having an individual with high levelskills to complete a specific project, at no cost to thecompany.

The project has supported a broad range of graduates including History and Philosophy, Business Management, IT and Web Development andHR Management and is still recruiting. Clients haveso far secured employment in areas such as BusinessSupport Officer and Employment Adviser.


Deprived Area Fund (DAF)Walsall

The Deprived Area Funded (DAF) project ran from February 2008 to June 2009 and engaged with almost800 individuals living within the most deprived wards ofWalsall Borough. It aimed to support hard to reach people who had been unemployed for over 12 monthsand provide interventions which enabled them to addresstheir barriers to employment. Over the course of theproject almost 250 people were given advice and guidance in the form of an Employment and Skills ActionPlan which gave them the opportunity to fully understand what their goals were and how, in realisticterms, they could achieve what initially seemed impossible.

The funding also allowed for training and personal support individual to the clients’ needs, including supportmeasures such as travel for clients to attend training elsewhere. This enabled us to support clients in less ‘popular’ training such as cosmetic beauty and counselling. 534 training completions were claimed overthe course of the programme which means that manyresidents of the DAF wards are now more employable dueto increased skills and confidence levels.

The project worked in partnership with Jobcentre Plusand Walsall College in providing Local Employer Partnership (LEP) Pre-Recruitment training. This meantthat individuals going forward for interview with an employer were given training and support specific to thejob in question. Employers involved in this initiative included Lidl, Starting Point Recruitment, TK Maxx andSkanska and resulted in over 30 DAF clients being givenan offer of employment.

Comments from clients supported through the project include:

Deprived Area Fund (DAF)Wolverhampton

The Deprived Area Funding (DAF) was operated across ourWolverhampton branch from February 2008 to April2009.

The aim of the DAF project was to tackle unemploymentin our most disadvantaged communities and aim to increase the number of people who are able to get backinto work. The project targeted people who were considered to be the hardest to reach due to living in deprived wards of the City to give them the same opportunities to gain training and support.

At our Wolverhampton branch we engaged 15 clients who went on to achieve qualifications suchas First Aid, Manual Handling and Health and Safety.


Youth ProvisionsKickstart:Life

The Kickstart:Life programme has been running from St John’s House, Wolverhampton since September 2008.The project is designed to show disengaged youngstersaged 16 to 18 how to achieve what they want from life.Funded by the LSC and European Social Fund (ESF) anddelivered by Steps to Work in partnership with BCTG, theprogramme enables young adults registered as not in education, employment and training (NEETs) to overcomebarriers, achieve qualifications and progress with confidenceinto employment, apprenticeships or other learning.Clients are referred onto the project by Connexions.

After one yearstudying health and

beauty at college, 18 year old Emma knewshe wanted something more than nailsand makeup. Feeling confused, Emmasought the guidance of her Connexionsadvisor who referred her to the Kick-startLife programme delivered by Steps toWork to build her confidence and raise her aspirations.

Emma gained many certificates whilstcompleting the 12 week course, including,Health and Safety, First Aid and CLAIT.Emma took the opportunity to start

health care training thanks to Housing21’s pre-recruitment campaign organisedin partnership with Steps to Work. Thispartnership has provided clients like Emmawith this opportunity.

“I really enjoyed the course in care, I learntmanual handling, personal care, nutritionand safeguarding vulnerable adults toname a few! It’s really interesting and nowI’ve been accepted to shadow a fully qualified carer, I can’t wait to start!”said Emma.

Emma will be earning while she’s training

to become a Care Assistant with Housing21. Manager Wendy Flores said, “We areconfident Emma has what it takes to become a great care assistant, she has allthe basis she needs thanks to the Kick-startprogramme for developing her skills andproviding us with a motivated member ofthe team, we look forward to having her onboard.”

Emma says; “I really enjoyed making newfriends on the Kick-start Life programme,the tutors are really friendly and give youmotivation which is what I needed to try something new.”

During 2009-2010 the Kickstart:Life projects has supported 27 clients,

with 22 clients achieving qualifications.

Emma - Kickstart life, WolverhamptonEmma’s learning on the job!


Freshstart

The Fresh-start project aims to provide a positive learningexperience for young adults aged 16 – 18 years old whoare disengaged and in many cases have a history of offending or are known to the Probation Service, localYouth Offending Team and Connexions.

Fresh-start offers clients a flexible combination of worktasters, education and training opportunities, basic skillssupport, personal and employability training which aredesigned to help them overcome barriers and learn newskills so that they can progress with confidence into employment, apprenticeships or other learning. Given thebackground and circumstances of some of the clients, akey focus of the project is on providing a lot of one-to-one support for each of them to ensure they are able togain maximum benefit whilst on the project.

During 2009-2010 the Freshstart project has supported 27 clients, with 22 clients achieving qualifications

Jordan - Freshstart, Wolverhampton

Jordan gets the Fresh Start that he needs

Jordan from Wolverhampton, was given an Anti Social Behaviour Order (ASBO) at 16. He was placed on a curfewand banned from going to certain areas and owning certain items. Jordan was always intimidating local people and his offences included threatening local residents.

Jordan voluntarily enrolled on the Fresh-Start course atSteps to Work. Jordan was given the opportunity to talkto tutors and undertook a variety of activities such as literacy and numeracy, IT and group exercises such as interview techniques and drug awareness, all of whichhelped boost his self esteem and help bridge a gap between leaving school and starting college.

Steps to Work arranged an interview for Jordan at Wolverhampton College. Jordan was interested in takingNVQ Level 1 in Groundwork and Construction skills. “I enjoy work based learning and like working outdoors sothis was the ideal course for me. I will be able to have a goat different construction skills like block paving and painting and decorating.” Explained Jordan.

Jordan passed the interview and is looking forward havinga fresh start at College.

“If I hadn’t of come to Steps to Work, I know I would have been at risk of offending again.

Being mixed with the wrong crowd, it’s easy to follow others and get in more trouble.

This course has really helped me,it’s been fun and helped me

stay on the straight and narrow”

Jordan, Wolverhampton


Moving on up - Delivered atWalsall and Wolverhampton

Moving on up is a programme specifically designed for16-25 year olds who have learning disability or other disability and live within a NEET (Not in education or training) Hotspot area. The 12 week programme is delivered over 3 days a week, and has a personalised approach to support the learner’s needs. The programmefocuses upon the interests and aspirations of the individual, tackling the disability, allowing each youngperson to achieve their potential.

As part on the Moving on up programme, learners complete a part of a series of modules within the ASDANPersonal and Social Development qualification and areencouraged to persue a variety of accredited and non-accredited training qualifications such as Health & Safety,Manual Handling, First Aid, Debt Management, Equal Opportunities and Disability Awareness.

Learners also have the opportunity to write their ownradio show, construct a jingle, interview people on a topicof their choice and present it on KIC FM radio.

Schools EngagementProgramme

Delivered in partnership with Serco, the Schools Engagement Programme commenced in September 2008and supports Year 10 and 11 students from Walsallschools who have become disengaged and disaffected.The project aims to help students overcome barriers,achieve qualifications and continue with their educationor access other training or employment opportunities.

Students complete different subject modules to create aportfolio and gain credits towards a bronze or silverASDAN Certificate in Personal Effectiveness. A key benefit of the project is that it provides an alternativelearning environment and is successful because thegroups are much smaller and informal than a traditionalclass at school.

The students attend for one day a week and feedbackfrom their schools confirms a marked change in them already, particularly in attendance and attitude towardsschool work. In March 2010 one of the students won theWalsall Centre for Independent Living Overcoming Adversity Award at the Walsall Lifelong learning Allianceaward ceremony for overcoming her own personal barriers.

17 students are currently participating on the programme. Since the programme commenced in September 2008, 5 have achieved the ASDAN COPE qualification.

Anita - Schools EngagementProgramme

Anita’s early years were very difficult. Her mother diedgiving birth and she was brought up by her grandmother.Not knowing her mother has been a very difficult forAnita, her father has been in and out of prison and so her grandmother is all the family she has.

Being under the age of 18, Anita wasn’t allowed to seeher father; only when he was on bail was she able to getto know him. Having only her Grandma to turn too, Anitahas found growing up a real struggle. Turning to alcoholand drugs from the age of 9, she was a rebellious childand was constantly running away from home and school.Bullied at school, Anita was placed on a restrictedtimetable at school and given the opportunity to learnnew skills outside the classroom.

Anita knew that if she didn’t do something with her lifequickly, she would end up seriously damaging her health.

Attending the Schools Engagement Programme at Stepsto Work, Anita’s social skills improved immensely and theimprovement on her basic skills and literacy and numeracy was incredible.

Anita now attends school twice a week and her teachersare overjoyed with her progress. Anita has completed herASDAN level 2 qualifications, which is the same as agrade C at GCSE level. This form of learning has enabledAnita to develop her key skills and give her skills for life.Anita is committed to developing her learning skills andher abilities to give herself a better future and is on herway to being job ready.

Anita commented “Without having learning as a distraction in my life, I would have never recoveredfrom the problems that I have faced the last few years.

This programme has given me the stability and routinethat I needed.”


Future Routes

Future Routes commenced delivery in September 2009.Funded by Walsall Children’s Services-SERCO the programme aims to assist young people from Walsallwho are aged 16-18 years of age and are classed as NEET(Not in Education, Employment or Training).

The programme consists of 3 phases:

• Phase 1 is a 6 week motivation course focusing on a wide range of positive activities and opportunities to develop personal and social skills. Learners commence working towards 2 modules of the ASDAN personal and social development (PSD) qualification.

• After completing Phase 1 learners will progress onto Phase 2 where they will have the opportunity to achieve certificates in Equal Opportunities, Disability Awareness, First Aid, Health and Safety, Debt Management and Drug Awareness. Learners will also have outings to local attractions and team building/activity days where they will have a chance to try rock climbing and skiing. Learners also work towards completing the whole of the ASDAN qualification.

• Phase 3 provides learners with the opportunity to participate on a work related placement

In March 2010 one of the learners won the Black Country Training Group Building Better PeopleAward at the Walsall Lifelong learning Alliance award ceremony.

During 2009/2010 the Future Routes programme hasengaged with 30 young people of whom 65% haveachieved a positive progression after completing theprogramme.

MichaelFuture Routes

Michael is rocking his way through qualifications!

Leaving school at 16 without anyqualifications, Michael didn't knowwhich way to turn next. Having learning disabilities, Michael truanteddue to not being able to cope with thepressures of school and being bullied.

“My brother attended Steps to Work onthe Schools Engagement Programme. Ivisited Steps to Work for advice andideas on what to do next and got aplace on the Future Routes course thereand then” commented Michael.

Since being on the course, Michael hasbeen working towards an ASDAN PSDand ASDAN Employability qualifications.

“Despite my learning difficulties andstruggling with reading and writing Ihave really enjoyed learning and gaining certificates in alcohol awareness,first aid, equal opportunities and debtmanagement. I didn't think I would beable to do the course and stick to it”added Michael.

Michael will move onto another training course with Nova Training tosupport him into his next choice oftraining or employment, once he hascompleted his ASDAN with Steps toWork.

“I have found this training active andfun. Its been a confidence boost for me.I have really enjoyed the camping andteam building and learning to interact.”said Michael


Highlights:

Volunteers Step out on Walsall’s Waterways

The Birchills bridge stretch (Walsall Top Lock) of Walsall’swaterway network have been transformed as Steps toWorks unemployed volunteers descended on the TownWharf’s canals and towpaths.

Armed with cans of paintand litter picks, 10 unemployed local residentsof Walsall have been makingthe most vulnerable sectionof the Walsall canal cleanerand tidier by maintaining thelocks, gates, bridges and towpaths. The worst effected

stretch of the canal that has been blighted by people’sthoughtlessness, has now been revamped and maintainedthanks to the Steps to Work volunteers. The volunteersmanaged to use 45 litres of paint and fill 10 large bagsof rubbish and weeds. This project has been successfulthanks to the coordination and partnership betweenSteps to Work and British Waterways.

Paul Cartright, British Waterways Operative said, “Theteam from Steps to Work have willingly wanted to help withthe maintenance of the worst part of the Walsall canal.They have made an invaluable contribution to the localcommunity. We are looking forward to continuing thescheme throughout the coming months”

Nicky Matthews Steps to Work Project Officer explained,“This scheme was set up to help these unemployed people gain confidence and gain experience in workingas part of a team. They have gained new skills and improved on existing skills such as communication andconfidence building. The team have all worked really hardto preserve and maintain a beautiful area of the Walsallcanal.”

Steps to Work volunteers are looking forward to startingmaintenance works on the Rushall canal in the next coming weeks.

“It’s important for unemployed people like us who are desperate to find work to keep our skills alive and to showthe community what we can do. We don’t want to be sat athome waiting for our benefits each week, we all want toget out there and prove that we can be successful andachieve something.” commented Peter Bott, Steps to Work volunteer .

Children in Need Fundraising Success

The Kick-start Life learners from local training charity,Steps to Work successfully raised over £250 for thisyears Children in Need campaign.

Over 10 learners bolstered by theirfundraising successesventured into

Wolverhampton town centre. Armed with collectionbuckets and dressed in their pyjamas, slippers and dressing gowns, the group impressed the public and returned to Steps to Work in Wolverhampton weigheddown with a whopping £250+, a fantastic effort!

Tutor Steve Powell said: “It was a great day for all thelearners who participated in organising the event frommaking posters and banners to arranging licences withWolverhampton Town Centre Management so they couldcollect from the public on the day. They have made the dayby dressing up and taking part in this worthy cause. Foryoung people to walk through the town in fancy dress takesa great deal of courage and are commended for approaching this project in such a positive manner.”

It was a day to be proud of, well done to all who tookpart, especially the learners who made such an effort in bringing the day to life.

Broadway Church

Local charity Steps to Work received a £1089 donationfrom Broadway Church in Walsall recently to help localunemployed people get back into training or employment, by breaking down the barriers by providingitems such as tools, clothing or equipment to help themget started.

The charity was chosen as the Church’s beneficiary in November, along with the Zimbabwe Orphanage, witheach charity receiving the £1089 donation. Collectivelythe Church raised £2178 from selling handmade items,cakes and raffle prizes to name a few.

Company Chief Executive, John Brewer said: “It is tremendous that the Church has made this amount ofmoney and the support to our charity is very much appreciated. We will be using the donation to help our customers back into training or employment. These fundsare more important to us than ever given the current jobscrisis; this kind donation is sure to help.”


Fate raises £1000 for Learners training equipment

Broadway Church in Walsall sponsored Steps toWork as their local charity for this year’s annual fair.The church held stalls selling handmade gifts, cakesand Christmas presents, raising money for thechurches chosen charities. Steps to Work jointly received donations alongside the Zimbabwe Orphanage.

Hat trick forand its

3 awards overSteps to Work and its learners scooped 3 awards atlast night’s Walsall Lifelong Learning Awards (WLLA), organised and supported by the Walsall LifelongLearning Alliance (WLLA).

This year’s12th Lifelong Learning Awards ceremony wasanother success for the Walsall Lifelong Learning Alliance.The awards celebrate the extraordinary learning achievements of people in Walsall.

Hosted by Sue Beardsmore and by one of England’s bestknown rugby and StrictlyCome Dancing stars, Austin Healey, the eveningwas a celebration of recognising learning andachieving. Austin met andcongratulated all the nominees. He was an excellent, inspiring speakerwho certainly had his ownlearning tale to tell.

At the 12th Awards of the WLLA, held at the Banks’s Stadium in Walsall, the Environment Task Force Team atSteps to Work was awarded the Walsall Education Business Partnership Raising Aspirations Award, nominated by British Waterways for their volunteeringand partnership work, promoting a better, safer,cleaner Walsall. This project has provided practicallearning to its volunteers and has been agreat opportunity to market their skillsand abilities to local employers.

Anita Russell, a learner on the Stepsto Work, Schools EngagementProgramme, was awarded theWalsall Centre for IndependentLiving Overcoming AdversityAward, for overcoming herpersonal barriers and hasmanaged to achieve a brighter future, via learning in an informal setting.

Left to right: Presenter, Austin Healey,Danielle Palatina, Steps to Work

Future Routes Learner 2009


Steps to Work learners, the cross bar!

Danielle Palatina, a learner on the Steps to Work FutureRoutes programme, scooped the Black Country TrainingGroup Building Better People Award. The award was givento Danielle to congratulate her for regaining focus toachieve through her learning programme. Danielle hasachieved and progressed to overcome her learning barriers.

This year’s Lifelong Learning Awards were another successfor the Walsall Lifelong Learning Alliance, in associationwith Starting Point Recruitment, one of the evening’smain sponsors.

John Brewer, Steps to Work Chief Executive commented,

“We look forward to continuing and supporting lifelong learning and being involved in promoting andcelebrating Walsall’s learning and its capabilities withthe WLLA. The evening was a huge success for Steps toWork and its learners who have been motivated and inspired by such an event. Congratulations to its organisers, Karen Donoghue and Colin Robinson who always put on a great evening.”

Going for Gold

Steps to Work (Walsall) incorporating Steps to Work andStarting Point Recruitment have achieved the GOLDAward, the highest recognition from Investors in People(IIP) following a recent inspection. We are one of a verysmall number of organisations nationally achieving Investors in People (IIP) Gold recognition.

This prestigious award was awardedfollowing a rigorous inspectionprocess, which judged the

organisation on business strategy, people management,learning and development, performance measurementand continuous improvement. 21 members of the staffteam where selected at random and put through a confidential interview as a way of seeing the organisationthrough the employee’s eyes.

IIP Assessor Dennis Humprey’s feedback was very encouraging towards both companies, he added; “Managers place great value on home-grown talents andabilities and this is the mainstay of career developmentwithin the company. Employees regard career prospects ashow they have progressed to higher skilled and paid rolesand as how their overall employability has been improved.Employees have backed up how training and developmenthad increased their skills, knowledge and confidence andhow their managers had encouraged them.”

Raj Sarai, Personnel Officer at Steps to Work, has beenthe lead on working towards the award, believes that theachievement is due to the company’s excellent processeswith regards to communication and its embedded cultureof supporting and developing its employees. Raj added;“Employees at Steps to Work receive regular communication in the form of team meetings, staff repsmeetings and individual communication meetings. Achievement of the award at such a high level is also atestament to all the managers at Steps to Work whoplace a great emphasis on offering their teams supportand discussing their development with them on a regular basis.”

John Brewer, Chief Executive added “It’s importantthat our staff feel valued and are given the opportunities to develop themselves in the workplace.Our staff are dedicated to providing a first class serviceto our customers and so we support and reward our staffwith excellent development and training both in-houseand externally.”

Steps to Work celebrated ten years of successand Starting Point Recruitment celebrate five

years of success on the 1st October 2009, at the Banks Stadium in Walsall.


Steps to Work and Starting evening of 10


Both companies celebrated memorable business with aneclectic evening of live entertainment, dinner, dancingand celebratory award ceremony to our Volunteers andAchievers.

Steps to Work is one of the Black Country’s leading training providers, inviting nearly 250 guests includingBoard members, colleagues and affiliates, friends and pastand present employees, to enjoy a fun evening in recognition of the contribution which has made the two company’s so successful.

For the last 10 years our goal has been and will continueto help local unemployed and employed people upgradetheir skills and find sustainable employment. Steps toWork has assisted 21,431 people into employment andtraining since 1999. 34,534 people have been assistedwith the support from our subcontractors since 1999.

The evening was presented by the company’s Chief Executive, John Brewer who gave an overview of the twocompany’s past, present and future. John Brewer, ChiefExecutive of Steps to Work and Starting Point Recruitment said:

“The evening was a huge success,”

having the following comments from our guests:

“Thank you very much for a superb evening and forinviting me to share in your fully justified celebrations. You are justly proud of your

achievements in helping so many people ontheir path towards employment, Walsall is fortunate

to have such an enthusiastic and capable team ofpeople, clearly delivering such an excellent service.

Thank you for your very generous invitation.”

“I wish you well for the future.” Commented Brian Lowe, Premier Business Park

(Walsall) Ltd.

“Thank you for organising a fantastic celebrationevening. We all thoroughly enjoyed ourselves.”

Commented Trevor Codner, Senior Manager, Steps to Work.

“Thankyou for a wonderful evening and keep up the good work!”

Andrew Rumble, Power Manager, Walsall Partnership.

Point Recruitment enjoy an years Success


Facts andStatistics

: Ethnic OriginIndian 4.67%

Asian or Asian British other 0.61%Asian or Asian British Pakistani 2.96%

Asian or Asian British Bangladeshi 0.49%Black or Black British Caribbean 3.64%

Black or Black British African 1.40%Black or Black British Other 0.44%

Mixed White and Black Caribbean 1.75%Mixed White and Asian 0.35%

Mixed White and Black African 0.17%Mixed Other 0.35%

Chinese 0.05%Not known 7.19%

Other 0.84%White British 73.77%

White Irish 0.40%White Other 0.91%

: AgeUnder 24 45%

25-49 43%50+ 12%

These charts show the background of clients who have used Steps toWork services within the boroughs of Walsall and Wolverhamptoncombined, in the financial year 2009/2010.

The breakdown of the unemployed by their own definition, assisted bySteps to Work, is detailed by: Ethnic Origin, Age, Gender and Disability.

: GenderFemale 71%

Male 29%

: DisabilityDisability 2%

No Disability 98%Prefer not to say 0%

Not known 0%


Financial ReviewCommercial trading activities mainly come from the income generated through oursubsidiary company, starting point recruitment. All of our grant income comes fromservice level agreements/ contracts within the public sector.

Income is derived from either service delivery or from payments against specific outputs (mainly jobs, sustainable jobs and qualifications). Many of the changes overthe past year has been a move away from a cost replacement model of funding,where we were paid for delivering a service with outputs, to payment upon achievement of outputs.

Net movement of funds During the period, the charity continued to comply withFRS17; this has meant the pension reserve has increasedto £1,324,000 from £495,000

Total funds at year endRestricted funds at 31st March 2010 £31,892 comparedto £18,428 in 2009, and unrestricted funds are £620,715compared to £1,704,158 in 2009

Grant incomeAll of the grant income comes from either service levelagreements or from grant agreements within the publicsector. Income is derived from expenditure incurred tosupport local people with up skilling or in improving theiraspiration to secure sustainable employment.

During 2009/10 the role of ’Prime Contractor’ in BlackCountry North for Jobcentre plus ended in September2009; we became a subcontractor for Flexible New Dealin October 2009 a project that will operate until June2010. The income derived from this project is heaviliyweighted to payments for people gaining employment.This shift has resulted in decreased turnover.

Resources expendedTotal resources expended during the period have decreased due to the change of contracts.

Net Incoming resourcesAn overall decrease had been seen in the net incomingresources as a result of the change of contracts.

Summarised Accounts



Risks:

The trustees have identified four main areas of riskwhich it considers the group are exposed to:

· Damage to the company’s reputation· The availability of resources to enable an effective and efficient service delivery· The Health, Safety and welfare of the trustees, staff and customers· The changes in local, regional and central government policies on worklessness and skills.

Damage to the company’s reputation: The reputation of the company is of great importance tothe Trustees and the Trustees have indicated that theywill act vigorously to protect its good name at all times.In support of the company’s commitment to open andhonest relationships, Steps to Work have published theirown code of ethics. The code covers the company’s policystatements and principles, which have been approved byand have the full support of the Board of Trustees.

We believe that our continued success depends on earning, and sustaining the trust of, those we deal with –including customers, stakeholders, employees, businesspartners, funding partners and the broader community.

Behaving ethically through the actions of our employeesand through the company’s decisions, Steps to Work isconsolidating the company’s heritage and continues tobe part of our future business development. This is laiddown within our corporate values.

The availability of resources to enable effective andefficient service delivery:The nature of the environment in which we operate,leaves the organisation vulnerable to changes and has adverse effects on our ability to plan in the long term, asmany of the effects are not in our direct control. TheTrustees have catergorised the resource risk into threemain areas, human resources, finance and fixed assets.Each of these has been risk assessed and where possiblesome actions developed to protect against them.

Human Resources - Within the business we need tohave a flexible workforce which can undertake a varietyof tasks that is dependent upon the customer group, andwhere the requirements of funding bodies remains a severe challenge. As an organisation, we have continuedto develop our workforce through training and job shadowing to encourage multi tasking and personal development.

We have maintained a core staffing element and havedeveloped several relationships with employment businesses through our subsidiary Starting Point Recruitment, to maintain a supply of associate workersand sub contractors who can provide as required to meetthe needs of the business.


Risk and OpportunitiesFinancial Resources - The business has managed tomaintain a healthy level of financial resource to supportour service delivery. Contracts have over time movedmore towards an output related payment system wheretimeframes are required to provide the necessary evidence have lengthened, creating greater cash flow issues, especially where our smaller sub contractors areconcerned. Those contracts that remain “cost recovery”are becoming shorter and less available placing differentconstraints on the development and delivery of the programmes.

Fixed assets - The complete unpredictability to determine volumes has created endless issues with availability of appropriate fixed assets. Of particular concern has been office space where areas in Walsall areat a premium, plus organisations demand leases that are outside of the normal delivery framework of existing contracts, leases take long periods to negotiate and somelandlords want to place specific restrictions on our customer group. Planning for assets such as computersand printers are dramatically affected by volume changesand such assets cannot be activated instantly and oncepurchased are equally redundant when levels of customers fall.

Changes in local, regional and central governmentpolicies on skills and worklessness:The changes in local, regional and central governmentpolicies on worklessness and skills are an inherent part ofour business and one which we have had to deal withsince incorporation. Many of the changes have requiredus to change the way in which we deliver our services,the number of staff we employ and the accommodationwe need as well as updating or replacing the resourceswe require.

We have seen changes from local to sub regional and nowtowards more regional delivery models as we look aheadwhere contracts become larger and longer, bringing withthem fresh challenges. As an organisation we have had todevelop and adjust to these changes and have developedstrategies that aim to minimise the impact and maximisethe potential that such changes can bring to the organisation and its delivery partners.

With each change risk occurs, but the trustees and seniormanagement team have adopted a proactive response torisk management and all potential new ventures are riskassessed before we agree on our response. These risk assessment procedures have resulted in us leading wherewe believe we are able to and working with others as adelivery partner where we believe the risk to ourselves istoo great.


Investment policy:The current global economic environment has createdmuch uncertainty within the financial markets. This hashit our pension liability as returns on corporate bondshave been severely affected. With poor levels of returnon investment as bank interest rates remain low, theboard has decided to explore the possibility of reducingfuture pension liability. This is by injecting a one off capital payment into the scheme, short term, with possible increased contributions through a sustained annual employees increase.

Over the coming weeks. discussions will be undertakenwith our auditors and the pension actuaries to determinethe effect of immediate, sustained or a combination ofboth options would have on our current and future liability.

Bank interest resulted is a decrease of 97.7% on the previous year.

Reserves policy:The company has set out its reserves policy in responseto its market. The income we receive from our ServiceLevel Agreements and contracts is retrospective andtherefore requires us to keep the majority of our reservesin unrestricted general funds. This year with the commencement of our involvement with Flexible NewDeal a two year budget was agreed by the board whichwould allow us to plan for a call on our reserves in2009/2010 and the early part of 2010/2011 as we movedto a new payment model that includes a greater percentage of payments based on sustainable employment rather than job entry.

In addition to the unrestricted reserve, our policy hasbeen to restrict a level of our unrestricted reserves tocover our pension liability managed by West MidlandsLocal Authorities. The pension fund is a Final SalaryScheme which has now been closed to new membersduring 2009/2010 in line with many similar organisations. The new pension scheme for new employees is a money purchase scheme which places nonew liabilities on our reserves.

Opportunities:

Working Neighbourhoods funding has seen us develop asecond ‘one stop shop employment shop’ in Darlastonmodelled on the development at Bloxwich. In 2010-2011we will be delivering the same models and promotinggood practice in Caldmore and Walsall Town Centre, in the form of the ‘Walsall employment and trainingshops’. In addition we are now working with young adultsnot in employment, education or training (NEETs) in Wolverhampton and are developing our delivery of youthprovision, working on the skills, qualifications and abilitiesthat our experienced staff team hold. The major opportunities that we have been afforded has seen us develop and respond positively during the year.

Opportunities such as Flexible New Deal have been lesspositive. However, we consider that the risk as the toptier provider, the change in funding, the change in contract and the cash flow requirements would all haveposed a greater risk to the organisation and so we arehappy to be considered by some as a potential sub contractor.

This outcome, however, does not mean that we would not wish to be a ‘Prime or First tier’ contractor where we believe we can develop suitable delivery models without excessive risk.

The Health and safety of our workforce:The health, safety and welfare of the trustees, staff andcustomers are, and will remain, extremely important tothe organisation. This is demonstrated through the effective implementation of our Health and Safety Policies and Procedures. The Trustees have also appointeda dedicated Health and Safety Officer; David Jones NEBOSH, whose responsibilities include the updating ofour policies and procedures, checking our own and ourpartners’ premises, equipment and staff to ensure thatthey all minimise the risk of accident or injury and leading on investigations where accidents do occur.

As part of the ongoing developments in this area we ensure staff receive appropriate training in areas such asconflict resolution and dealing with aggressive behaviour.All aspects of a particular job are risk assessed and measures put in place to reduce or remove risks wherepossible.

The deficits in the pension scheme for 2009-2010 have seen adramatic rise with an increase of 225%. This has been caused byseveral factors including the reduction in the discounted rate wereceive and the level of performance of corporate bond yieldswhich the FRS17 disclosures are linked to although the fund invests mainly in equities. It is expected that over the comingyears there will be increased levels of unpredictability in the marketplace therefore the trustees are exploring options to increase between 2-2.5% their rate of contribution to thescheme in 2010-2011 with possible future increases year on yearto reduce the exposure to future fluctuations.

Restricted funds are grants that are given to the charity for a defined purpose and each grant has specific terms. Restrictedfunds have increased by 4.67% over the previous year. Also capital grants received in prior years have been included as income in the year of receipt. However, the corresponding depreciation is spread over the life of the asset. At each year endthere is an amount included in restricted funds, which reflectsthe future depreciation charge relating to the assets.


The

As with many organisations Stepsto Work faces many

changes and challenges in thecoming year as once again the

landscape changes

We know that 2010/2011 will see theSkills Funding Agency and the YoungPersons Learning Agency commence operation, which will see the responsibility for 14-19 training andeducation move to the Local Authorities

and the National ApprenticeshipAgency grow to fulfil the work previouslycarried out by the now decommissionedLearning & Skills Council.

The changes we know about andthose which will present themselvesprovide us with opportunities whichwe intend to maximise as the landscape becomes clearer.

Changes in the operation of Steps toWork, will see new “One stop employment shops” open in Walsall; itwill see more work with 14-19 yearolds and a much greater diversity inthe work we do with unemployed 18-24 year olds.

Tighter funding regimes, greater emphasis on payment by result and a

volatile economic recovery will eachhave significant bearing on the upcoming year. However our experience of innovation, challengeand response to change will we believe enable us to develop our, services to meet our customers needs.

Our longer term aims are to workwith our partners to explore the opportunities that are likely to present themselves; with the onset ofthe City Region status, the development of localised packages tomeet the needs of the regional economy, as well as the nationalagenda using our reputation, resultsand ability to respond will ensure wemaintain and grow our market share.


Manufacturing local jobsfor local people

Holloway Plastics was formed in 1970, and has earned areputation for innovative design and sound technical expertise.

Contact was first made by ‘One stop’ Manager StephanieHammond who was introduced to the company byLeamore Business Parks Co-ordinator, Tony Jeavons.

An informal visit was made to Holloway Plastics with regard to Work on the Horizon advertising vacancies inthe shop window, and of the Employment Creation Project which could provide wage subsides of up to£1300 for small companies of less than 250 Employees,and provide funding for any training requirements.

Following this visit, Holloway Plastics placed an advertwith Work on the Horizon for a Plastic Fabricator. The position was advertised and a CV was required by theemployer for all who were interested in applying. Thesewere collected by Work on the Horizon and passed ontothe company to look through. Work on the Horizon alsooffered a room for interviews to take place if required.After many interviews took place a suitable candidatewas found from the New Deal area.

Funding was arranged through Work on Horizon to support Holloway Plastics with a wage subsidy of £50 perweek for 26 weeks.

Regular reviews with the Plastic Fabricator were undertaken every month by a Project Officer from Workon the Horizon to establish any training requirementsand general back to work support.

A good working relationship was established and Holloway Plastics have placed further vacancies throughWork on the Horizon; all adding to a successful workingpartnership, getting local people into local jobs.

“We have developed a good relationship with Work onthe Horizon and we know we will get skilled employeesto better our business. We look forward to continuingand maintaining our relationship for years to come”

Nick Holloway, Managing Director, Holloway Plastics


The Money Shop

The Money Shop is a leading company dealing in cheque cashing, payday loans and cashloans, and has recently expandedtheir business. They opened newstores in the local area and Stepsto Work has assisted in their recruitment during this expansion.

This has resulted in two candidates being placed in full-time roles with another linedup to start in the near future.

“Steps to Work provide a professional service and have provided us with excellent candidates for various stores. We will continue to work with Steps to Work.”

Smyth’sToy Store

Smyth’s Toy Store is a leadingprovider of children’s entertainmentwith over 40 stores throughoutthe UK and Ireland.

Smyth’s currently employ over350 employees across the regionwith 15-20 staff at the Walsallstore, located at the top of theTown Centre at the Crown WharfRetail Park.

Employment Support Advisorsfrom Steps to Work made contactwith the Store Managers to discuss staffing and recruitmentneeds within the company.

Through Steps to Work and Flexible New Deal, jobseekersfrom the programme attended interviews for temporary seasonal work. From this employer engagement, threecustomers have been givenpermanent contracts - anotherstep towards success for Walsall’s workless strategy.


Darlaston JET have been working with 3D Tools for the last 12 months, specifically a workingrelationship was formed between ‘one stop’ employment manager Stephen Pearcey and 3DTools Manager Dave Butler.

“Thanks to the contacts made through the business parks and with Steve, I have gained newcustomers and new business just from making one contact. 3D Tools will be more than willingto help Steve in the future should positions become available”

3DTooling

3D Tooling is a small enterprise based in Brierley Hill, specialising in engineering tool manufacture and repair.3D director David Butler and Steve Pearcey, ‘One Stop’employment shop manager met at a business networkingevent in Wolverhampton, where 3D were interested in future staff recruitment through Darlaston JET, particularlytaking advantage of the wage subsidy on offer.

Steve stated that Darlaston JET were currently advertisinga vacancy for Corus, a large local employer, and that hecould pass on David’s and 3D’s details on to Corus’s operations manager, for future work and contracts.

As Steve passed onthe details of 3DTools to Corus and,after a rigorous vetting process, 3Dare now an approvedsupplier of Corus,and have won contracts both at

the local branch of Corus in Wolverhampton, and at theirmain site in South Wales.

David added: “I would like to thank the staff of Darlaston JET who have been responsible for initiallyintroducing 3D to, and ultimately gaining contractsfrom, a large organisation like Corus. Companies suchas 3D are constantly looking for new contracts toquote for in order to survive and thrive, and we reallyappreciate the support and care taken by Darlaston JET”.

3D have recently passed on Darlaston JET’s details toother local employers, resulting in further employmentopportunities for local job seekers.

Working Partnerships

Partnership is central to what we do at Steps to Work.During the past year we have developed and continue tobuild close working relationships with many partners atlocal and regional levels from the public, private and voluntary sectors. By working together we can deliver inclusive, high quality services for the benefit of our customers and the wider community.

Delivery Partners:

Our main delivery partners throughout the years have included:

• Access to Business

• Bilston Regeneration

• Black Country Chamber of Commerce

• Black Country Training Group

• Bloxwich Community Partnership

• Centro

• City of Wolverhampton College

• Connexions

• Jobcentre Plus

• New Horizons Community Enterprise

• Palfrey Community Association

• Premier Business Park

• Prospects

• Serco

• The Vine Trust

• Walsall Housing Group

• Walsall Lifelong Learning Alliance

• Walsall Partnership

• Wolverhampton Adult Education Service

• Wolverhampton Learning Partnership

• Wolverhampton Network Consortium

• Wolverhampton Partnership


Partnerships

“The staff here at

Steps to Work are all

very knowledgeable and I

believe that this service is

essential for all local

unemployed people.”Becky, Wolverhampton


Steps to Work gratefully acknowledges the financialsupport it has received from the following organisationsand funding streams:

• Black Country Training Group (BCTG)

• Centro

• City of Wolverhampton College

• Department for Children, Schools and Families

• Department for Communities and Local Government

• Department for Work and Pensions

• European Social Fund

• European Regional Development Fund

• Learning and Skills Council

• New Horizons Community Enterprise

• Serco

• Walsall Council

• Walsall Partnership

• Wolverhampton City Council

• Wolverhampton Partnership

Professional Services:

Auditors Dains LLP Third Floor, Fort Dunlop, Fort Parkway, Birmingham, B24 9FD

Bank National Westminster Bank PLC Park Street, Walsall, West Midlands, WS1 1ER

Insurance AON Insurance 145 St Vincent Street, Glasgow, G2 5NX

Solicitors Hadens Solicitors Leicester Building, Bridge Street, Walsall, WS1 1EL

Funding Partners

www.stepstowork.co.uk

Head Office: Challenge Building, Hatherton Road

Walsall. WS1 1XSTel: 01922 627555 Fax: 01922 622133

Walsall: Third Floor , Townend HouseTownend Square, Park Street

Walsall. WS1 1NSTel: 01922 651870 Fax: 01922 651879

Wolverhampton:First Floor, St John’s House

St John’s Square, WolverhamptonWV2 4BH

Tel: 01902 719910 Fax: 01902 719915

Darlaston: Darlaston JET, 40, King Street

Darlaston WS10 8DE

Tel: 0121 526 6238 Fax: 0121 568 3848

Bloxwich:Work on the Horizon, 1 Queens Parade,

High Street, Bloxwich, Walsall. WS3 2EX

Tel: 01922 496555 Fax: 01922 408589

Registered Office: Challenge Building, Hatherton Road Walsall. WS1 1XS.

A Company Limited by Guarantee I Registered in England No: 3738249 I Charity Registration No: 1100403

Printed on 100%Recycled Paper

Documents

2010 Report