Upload
vodat
View
217
Download
2
Embed Size (px)
Citation preview
Proposed contracting of third party providers of employment services
Information Session
Friday 26 July 2013 Chartered Accountants House
Dublin
1
Please power off mobile phones
Please note emergency exits
Email facility for questions/comments [email protected]
Event is being recorded – FAQ will be published
Nothing is cast in stone – reflects only current thinking
2
Outline why contracting with private / third party providers of employment services is being considered
Provide high level overview of Irish Labour Market
Set out a ‘strawman’ contracting model
Invite questions/comments from interested parties
Use feedback to inform final design of any future RFT /contract (Subject to Government approval)
3
John McKeon: Assistant Secretary (DSP)- Chair
Brendan Friel: Principal (DSP)
Brian McCormick: Assistant Principal (DSP)
Paul Hill: Assistant Principal (DSP)
Tony Wilson: Director (Centre for Economic &
Social Inclusion)
4
Introduction – John McKeon
Labour market overview – Brian McCormick
JobPath model overview – Brendan Friel
5
6
Addressing long-term unemployment is a key challenge facing our state…
7
A person’s prospects of finding work diminish rapidly once they pass the 12 month threshold
8
Past experience shows that employment levels are slow to respond to economic recovery
9
And this delay imposes a real cost on our society
10
That’s why we’ve been given a particular mandate to tackle long-term unemployment….
“Put simply, no-one who loses his/her job should be
allowed to drift, with no support, into long term
unemployment. “
Pathways to Work Paragraph 4, page 7.
11
12
And that’s why we are changing the way we do business…
13
1. A Capacity Advantage
The provision of additional capacity.
2. A Complementarity Advantage
The availability of complementary skillsets/competencies from outside the public sector.
3. An Efficiency Advantage
Payment by Results (e.g. UK, Australia)
4. An Innovation Advantage
Stimulation of innovation within public and private employment service providers
5. A Flexibility Advantage
The avoidance of long term cost commitments (i.e. A ‘flexible resourcing’ model to help manage of demand peaks)
14
NEES Project Plan : 2011
“The Department will also explore the potential to augment internal resources through the complementary outsourcing of some elements of service (e.g. placement and employment advice services).”
Pathways to Work : 2012
“In order to address unemployment and develop a more flexible and responsive system the Department of Social Protection is examining the potential of contracting with the private sector as a means of complementing its own resources in areas such as case management of clients…”
Pathways to Work : 2013
“ensure that the resources of the State are combined effectively with resources from other sectors and deployed to maximum effective in the delivery of income and employment services to people who are unemployed….Finalise proposals for contracting additional capacity for employment services for long-term unemployed people” 15
A. Cream-skimming/parking:
Focus on clients most likely to secure employment at the expense of harder to place clients.
B. Employment Displacement:
Fixed no. of employment opportunities are filled by case managed clients with no net reduction in Live Register.
C. Deadweight:
Payments to contractors do not account for the fact that some clients would have secured employment without any help.
D. Third-Sector Displacement:
Activities of the state or its agents overlap with and displace the activities of community/voluntary/not for profit groups.
E. Contract gaming:
Contractors seek to exploit weaknesses in contract design to secure revenues not related to the delivery of services to clients. (The most extreme example of which is fraud).
F. Market failure:
Where market conditions change, or where contract terms are so tight, so as to deny contractors the ability to generate a return
G. Supplier Capture:
The development of a dependence on a few large contractors and/or profiteering by contractors
These risks already exist
in publicly managed
services
These risks are unique to
the contractor model and
can exacerbate risks
A – D.
16
Supplement not Replace
◦ Contracting is not the same as outsourcing
◦ No intention to transfer staff to a contractor or get a contractor to perform work currently performed by staff
◦ Similar to Branch Offices (contracted) complementing local offices (DSP)
Complement not Displace
◦ Contractors work alongside Community and Voluntary Sector (CVS)
◦ CVS continue direct relationship with DSP
◦ CVS players free to bid to participate as a contractor if they wish
Payment by Outcomes not by Inputs
◦ Risk-Sharing not Fixed/Service Fee: i.e. Contractors asked to carry set-up and most operational costs at their own risk
◦ No gain unless performance exceeds DSP counterfactual.
Service Guarantee not ‘Black Box’
◦ Contractors commit to and must comply with minimum service levels
17
18
GNP up 1.8% in 2012, GDP up 0.6%
Exports have been strong
Ironically – have benefited from Euro Crisis
FDI also strong
Domestic Economy has been weak
Consumer weighed down by debts
Q1 2013 – back in ‘technical’ recession
19
20
22
23
24
27
28
29
Emp 2 UE UE 2 EMP EMP 2 InAct
InAct to Emp
Emp 2 Emp
LM flows 120,000 130,000 150,000 150,000 250,000
30
31
32
Significant share of transitions are relatively low skilled.
Some inter-occupational movement upwards and transitions to education
33
14286
3553
5503
0
2000
4000
6000
8000
10000
12000
14000
16000
Sep
tem
be
r 20
04
Dec
emb
er
200
4
Mar
ch 2
00
5
Jun
e 2
00
5
Sep
tem
be
r 20
05
Dec
emb
er
200
5
Mar
ch 2
00
6
Jun
e 2
00
6
Sep
tem
be
r 20
06
Dec
emb
er
200
6
Mar
ch 2
00
7
Jun
e 2
00
7
Sep
tem
be
r 20
07
Dec
emb
er
200
7
Mar
ch 2
00
8
Jun
e 2
00
8
Sep
tem
be
r 20
08
Dec
emb
er
200
8
Mar
ch 2
00
9
Jun
e 2
00
9
Sep
tem
be
r 20
09
Dec
emb
er
200
9
Mar
ch 2
01
0
Jun
e 2
01
0
Sep
tem
be
r 20
10
Dec
emb
er
201
0
Mar
ch 2
01
1
Jun
e 2
01
1
Sep
tem
be
r 20
11
Dec
emb
er
201
1
Mar
ch 2
01
2
Jun
e 2
01
2
Sep
tem
be
r 20
12
◦ ICT, high tech manufacturing (especially bio-pharma and medical devices), agri-food, sales, marketing, business, finance and healthcare.
◦Multilingual skills are a key aspect of some of these shortages. For example, shortages of multilingual IT technicians, finance accounts
34
Thank you!
35
2.3% GDP growth p.a.
MT employment growth of 1% p.a.
Unemployment rate to fall to 12.3% by 2016
Inflows to rise from 210k p.a. to 250k p.a.
Inflows likely to pick up more for const./clerical
But competition for jobs will be intense.
Significant ‘headwinds’
Much will depend on how debt crisis pans out
36
Brendan Friel
37
JobPath is a proposed new programme of activation aimed specifically at the long-term unemployed (over 12 months) and those most distant from the labour market
JobPath will be delivered by third party providers of employment services under contract to the Department
JobPath will supplement and complement existing DSP/Intreo, Local Employment Service (LES) and Job Clubs capacity
38
Current capacity ~ 470
Target capacity ~ 1,900
Contracting ~ 930
Intreo Dividend (500) ~ 970
0
200
400
600
800
1000
1200
1400
1600
1800
2000
Current (Incl LES) InternalRedeployment
Potentialcontract capacity
Target Capacity
Building Towards Target Capacity
39
2011/2012: Examined programmes in other jurisdictions
2012: Commissioned Centre for Economic & Social Inclusion to carry out
study and draft report
2013 Jan - June: JobPath model design phase
2013: July – Dec Inform/engage with the market
Refine model
Government approval
2013 Dec – 2014 Sept Procure
Contract
Build
40
1980 1990 1995 2000 2005 2010
USA JPTA (1982) WIA (1998) Prime Contractor Model (2000) We Care (NYC 2005) Back to Work (NYC 2006)
Working Nation (1994) Job Network 1 (JN1) (1996) JN2 (1999) JN3 (2003) Job Services Australia (2009)
New Deal (1997) Employment Zones (2000) Pathways to Work (2005) Freud Report (2007) Flexible New Deal (2009) Work Programme (2011) Social Code III (1998) Placement Vouchers (2002) Reintegration Service (2003 – 07) ARGE (2005)
SUVI Act (2001) 16 Tender Rounds (2002 – 2008) Individual Reintegration Agreements (2004) Purchase Framework (2008)
Aust.
UK
Ger.
Neth.
41
Country is divided into a number of contract areas – exact number to be decided
Providers are contracted to deliver employment services for a defined period in those areas
Payments are made in respect of ◦ Verified production of an individual action plan for each client
◦ Sustained job placements
Target group = Long-term unemployed jobseekers
Representative ‘mix’ of jobseekers referred to providers based on DSP profiling
Individual client period with provider = 12 months
Contract term = 4 years (+ 2 workout years)
42
Existing DSP/Intreo service will target short-term unemployed jobseekers
Local Employment Service will ◦ Support Intreo in delivering services to short-term
unemployed jobseekers
◦ Provide services to those jobseekers returning from JobPath
◦ Continue to engage with long-term unemployed jobseekers as roll-out takes place
JobPath will focus on ◦ Those jobseekers who are currently long-term unemployed;
◦ Those who become long-term unemployed and, potentially,
◦ Those jobseekers profiled as most at risk of becoming long term unemployed
43
Profiling generates a Probability of Exiting the Live Register (PEX) score for each person
PEX is based on a person’s work experience, education, duration unemployed, age, access to transport etc.
Currently all new claimants are profiled
Project underway to profile all existing claimants – expected to conclude by the year end
Pending completion of profiling exercise the following data/categorisation of client groups is illustrative only
44
18-24 year olds
becoming 12
months unemployed
25 plus becoming
12 months
unemployed
Disadvantaged new
claimants (5% of all
claims with lowest
PEX)
Those already long-
term unemployed
We anticipate that each group will attract different fee rates 45
Year 1 Year 2 Year 3 Year 4 Total
18 - 24 5,000 5,000 5,000 25,000 40,000
25+ 20,000 20,000 20,000 35,000 95,000
Most Disadvantaged 5,000 5,000 5,000 10,000 25,000
Existing LTU 40,000 40,000 40,000 0 120,000
Total 70,000 70,000 70,000 70,000 280,000
46
Eligible Group Estimated leavers to work
18-24 reaching 12 months on Live
Register 11%
25+ reaching 12 months on live
register 13%
Most disadvantaged new claimants 8%
Existing long-term unemployed 6%
Indicative proportion securing sustained employment over a 12 month period
47
Experience abroad shows that providers need flexibility to customise their own solutions but that this flexibility needs to be tempered by specification of minimum standards.
Service Guarantee (SG) DSP will specify minimum basic requirements e.g. personal action plan,
regular face-to-face meetings, minimum level of ‘in-work’ follow-up
Providers to specify other SG elements and how they will deliver on SG
Compliance with basic minimum SG will be a qualifying criterion for inclusion in any RFT process
Service commitments in excess of basic SG will be scoring elements of any RFT response
48
A Referral Fee ◦ Paid on verified production of a personal action plan for each
client
Outcome Fees ◦ Anticipate that tenderers will submit fees based on client
categorisation
Higher fees for harder to place categories
Lower fees for easier to place categories
◦ Fees paid periodically in arrears e.g. after 3,6,9,12 months in employment
◦ Outcome fees paid over 12 months of sustained employment which can extend beyond engagement period e.g. a client finding employment in month 12 of the engagement may attract fee payments for the subsequent 12 months
49
Intreo refers eligible clients
ClientAssessment
Service payment paid
Starts in a job
Personal Action Plan signed
Remains in job or builds up 12 weeks of
employment
12 weeks trigger for outcome
payments
3 month job outcome payment
6 month job outcome payment
9 month job outcome payment
12 month job
outcome
Fees will be bid by providers as part of RFT process
For any individual client we anticipate ◦ Referral fee ~ 10% of total maximum payment
◦ Outcome fees ~ 90% of total maximum payment
Aggregated across all clients ◦ Referral fees ~ 30 – 50% of total provider income
◦ Outcome fees ~ 50 – 70% of total provider income 50
Complete a spread-sheet template
Outline their service model indicating key components of price calculations including: ◦ Number of offices/outlets
◦ Number and salaries of staff
◦ Target placement rates (High, medium and low)
◦ Service offer in excess of the base level SG
◦ Set-up and operational costs
◦ Projected cash flow statements and P&L
Projections of successful bidders may be compared to actual performance on an ‘open-book’ accounting basis.
Based on other countries we anticipate providers will set the ‘low’ scenario at c 50% performance above counter-factual
51
In the past profiteering has been a cause for concern in other countries.
Recognise that providers need to generate a return on investment however
We are conscious that the reference period for ‘counterfactual’ performance is a period of extended recession
Tender/contract may provide for review e.g. ◦ If economic environment changes significantly
◦ If contract performance exceeds tender submissions significantly
◦ If underlying welfare/employment incentives change significantly
52
Contracts likely to be over 4 years with 2 add-on years for end period referrals and placements
Likely to define 3 – 5 areas of roughly equal size ◦ Measured in terms of long-term unemployed jobseekers.
◦ i.e. Total of c 60,000 – 100,000 referrals per region over contract duration
Dublin likely to be divided due to scale effect.
Straw-man assumes one contractor per area with no intra-area competition.
53
54
Division
Long Term
Unemployed
May 13
Notified Posts
Vacant
1 Jan - 31 May %
Cork Central 11,512 3,346 29.1%
Dublin Central 15,000 6,896 46.0%
Dublin South 12,770 3,625 28.4%
Dublin North 13,811 3,181 23.0%
Midlands North 14,204 1,902 13.4%
Midlands South 14,929 1,982 13.3%
Mid Leinster 14,761 3,140 21.3%
Mid West 11,820 2,106 17.8%
North East 12,479 1,887 15.1%
North West 11,571 1,475 12.7%
South East 14,336 1,660 11.6%
South West 8,930 1,452 16.3%
West 12,750 2,992 23.5%
TOTAL 168,873 35,644 21.1%
55
Clients to be referred for 12 month engagement with provider
Mandatory for those selected
Risk of penalties for non-engagement
Providers may refer clients to recognised training/skills courses and employment programmes ◦ Engagement paused for duration of course/programme but
time added back to ensure a full 12 month engagement.
◦ There will be no outcome fees paid for referral to such courses/programmes.
Anticipate use of a common DSP owned IT system to manage referrals, updates and payments
56
Only Jobseekers – no incapacity group
Grey Box v Black Box
Service Guarantee
Programme duration 12 months (WP = 2 yrs)
Contract duration 4 years (WP =5 yrs)
Price bidding vs price fixed tenders
One contractor per area
Time-out for training & upskilling
57
July 13 – PIN and Information Sessions
Aug 13 – Evaluation of Info Sessions
Sept/Nov – Finalise JobPath Design – Draft RFT
Nov 13/Jan 14– Publish RFT
Feb/Mar 14 – Evaluation of Tenders
Mar/Apr 14 – Award contract
5/6 month set-up phase
Sept 14 – Go Live
58
Open and transparent
Information will be made available to all
Info published on www.welfare.ie
Use of eTenders.gov.ie and OJEU
Working with Dept. of Public Expenditure & Reform's (Reform & Delivery Office)
National Procurement Service
Final decision on procurement not yet taken
59
Please use roving microphone
Please state your name and organisation
We will publish FAQ on our website
Email facility for questions/comments
Reminder – nothing is cast in stone
Final decision rests with Government
60
Email questions / comments to
Information will be published on
www.welfare.ie
61