Making it Work for Employersin the Olympic Host Boroughs

Welfare to Work Convention 10 July 2012

Mary ConneelyKim Chaplain

The Partnership Aims

• To employ a first class workforce - Employers

•To create and develop a motivated and inspired workforce to help to deliver a memorable Olympic and Paralympic Games in 2012 - LOCOG

•To ensure local people are seen as a valuable resource to be built into recruitment planning – Host Boroughs

•To provide a world class recruitment service worthy of a world class event – Host Boroughs, JCP

Our aim is to create and develop a motivated and inspired workforce to help to deliver a memorable Olympic and Paralympic Games in 2012

Paid

Volunteers

Contractors

Current - 1,673

Jan 2012 2,000

Games time 5,200

9 weeks duration

9 weeks duration

70,000

100,000

Enabling Legacy

C

P

V

GAMES2010

Workforce starts to grow

2012

200,000

Paid workforce

60,000 to

70,000

Approx.

100,000

Approx.

5,200

1673

NOW

Contractor

Workforce

Volunteering

Workforce

Paid

Workforce

Paid workforce

The reality of the opportunity : Olympic workforce

The Challenge

• The scale of the numbers required• Delivery of a streamlined ”hidden wiring”

service to employers• The accreditation process and its impact on

timescale• Raising the skills and confidence of unemployed

people• The contribution to legacy

– Short and long term

– Some facts and figures

Games Time Recruitment Time Line

Relevant workforce time frame

Launch Games Time Recruitment pages on website

Olympics GAMES

27 July 2012

Selection days

Some Games TimeRecruitment activity

Budgeted 2011hires

April 2011

Potential RoleSpecific / leadershipTraining commences

Games Time Inductiontraining starts

April 2012 April 2012

Recruitment team resource ramp up

Paralympics Venue training commences

June 2012

Paralympic GAMES

29 August 2012

Venue training commences

August 2012

Games Time Recruitment70% complete

1 Feb 2012 31 March 2012

Games Time Recruitment100% complete

Recruitment Time Frame

Test events

May 2011

Selection days commence

June 2011

GT OffersCommence

Bespoke/ Bulk Campaigns

Background ChecksCommence

Jan 2012

May 2011

Contingency/Attrition process

Dependencies on complete•Strong employment proposition

• Labour market supportive of recruitment in advance of start dates

•FA Resources

•Engagement and retention plan to decrease attrition

•Home office delivering against SLA for background checks

Host Boroughs Readiness Review

Scope and Scale of Contractor Workforce

100,000+ contractors, 100+ organisationsAcross 90 competition and non competition venues90+ service procurements to the value of circa £250m

Service Estimated number of contractor workforce2

Number of contracting organisations

Transport 19,000 50

Catering 15,000 11

Security 10,000 1

EVS 8,000 8

Cleaning 5,000 4

Retail 2,000 4

Waste 600 1

Ticketing 400 1

Others - estimated 45,000 30+

Totals 100,000 100+

What we did

• Checked the readiness of all partners• Established a joint service delivery

model• Established a clear and unambiguous

understanding of the employers requirements

• Clear communication routes• Transparent reporting of performance

Supply activity

GLA Legacy funding £3.6m

SFA/ESF funding £2.0m

Host Boroughs GLA funding

£15m

FE/HE

JCP

6HB LLaBs

Outcome delivery

•5,200 Paid Games time roles with

LOCOG

•Live & ongoing recruitment

•10,000 paid Games time roles with

contractors

•Catering, cleaning, waste, security &

retail

•Bulk recruitment autumn ‘11

Demand

5,200 LOCOG paid roles

Games time & now

10,000 Contractor

Games time paid roles

• Forecasted delivery volumes

• Operational plans

Funding Action into Jobs

LOCOG Contractor Vacancy management model

LOCOG Employment & Skills team

• Manage relationship with Contractors

• Sell the benefits of JCP / job brokerage delivery

• Understand and communicate contractor workforce demand

Employment BrokerageCandidate sourcing and preparation

Sector Working Groups

Security

Catering

Retail

Overlay

Cleaning & Waste

DEMAND SIDE SUPPLY SIDE

Commercial Recruitment

Agencies

Delivery & Performance Team (Operational)

FE Colleges

Candidates

Job Ready Candidates

Guaranteed Interviews

Assessment Centres

Bespoke

Recruitment

methodology

Criteria developed through Sector Working Groups

• Training• Screening • Matching

WorkPRGJCP6HB

LLaBs

2012 Legacy

DP

Job Seeker Journey

Job ready job seekers are screened and directed straight to interview and assessment

Pre Employability

TrainingAnd/OrIndustry Specific Training

Assessment / Interview DaysMeet Employer and gain further understanding of

rolesAssessed for

suitability

Attend UDAC (Uniform

Distribution & Accreditation

Centre)Issued with uniform and accreditation

Start Games time role

Finish Games time role and

attend outplacement

events

JCP register JSA claimantsSector specific data mining and

engagement via own and LOCOG led/supported outreach and events.”

Single number referrals.

Tripartite engagement

strategy delivered by

provider, LOCOG and Games time employer to

keep candidates

motivated and informed

Accreditation(Contractor

responsibility)

HB LLaB channelExisting caseload & new recruits

through own and LOCOG led/supported outreach and events.

Single number referrals. Possible feed from Adecco JFTG

website

Attraction Preparation Application Ongoing engagement&

Mobilisation

Employment Outplacement

Warm upPossible pre-Games work placement or

experience

Non 6HB LLaB channels2012 Legacy project

Work Programme ProvidersFE/HE routes

Specialist providers

Provide Job Seeker with

Employability package, inc.

details of “Rapid Reclaim

Guaranteed interview channel

Final preparation

•In venue training•Benefits stop & rapid reclaim process live

Limited in job support

What we achieved and what they said about us

13500 people offered a Games time job either with LOCOG or their sub contractor“We needed to recruit a team of 3,000 people to deliver a large scale catering service and had some reservations as to how many we could source via the host borough network and what the quality of the candidates would be like. The Host Borough network attracted and screened the candidates well and we experienced a very high conversion rate from interview to offer. As a result we recruited a far higher proportion of our team via this route. The support from the various employment agencies was second to none and our experience of recruiting in East London far exceeded our expectations. I would urge any potential employer to consider harnessing the diversity and plethora of experience and expertise which exists within these areas.”- ARAMARK (Neil Shroeder - Executive Director, Special Projects) 

“Working with the Host Boroughs throughout our recruitment campaign for the Olympics has been a fantastic experience. The candidates put forward to us were of a high quality and eager to work and they displayed the values we were looking for working at games time.  Throughout the process the Host Borough candidates have remained engaged and enthusiastic and we are really looking forward to meeting them again at our training sessions in June and working with them and equipping them with skills for the future during games time.  I would encourage employers to work with Host Borough Labour Bureaus when looking to recruit personnel as if you are clear on the jobs on offer and the skills you require there are some outstanding candidates through this route.”- SODEXO (Jo Morgan - Senior HR Manager)

What next

• The post Games offer to graduates of games time jobs to turn the steps they have taken so far into their own journey

• Marketing a new workforce for London

• Exclusive website for “Games Graduates”

• East London – beginning to make the legacy a clear deliverable objective not just for games time - convergence