Demand-led employment strategy
A demand-led program starts with an employer and works backwards to develop a pipeline of employer-led skills training. This means designing and delivering services for job seekers based on the hiring requirements of employers. It is founded on the premise that the better the training meets the employer's needs, the more likely it is that the individual will get and keep the job.
Over the last 12 months Job Futures has focused on improving the way we work with medium to large employers. Historically our strength has been in local relationships formed by our members with local employers in their communities.
Our objective has been to introduce strategies to work with larger employers at both regional and national levels. After researching a number of different employer servicing models, Job Futures has adopted a demand-led employment strategy. The demand-led strategy aims to improve employment outcomes by ensuring the skills development we provide our job seekers meets employer requirements for available positions.
5 keys to success in employment services
1. Effective Assessments - Our Turning Point Assessment seeks to determine the most suitable time to deliver an intervention (e.g. counselling or training) based on an Applied Psychological Assessment to understand job seekers' attitudes towards readiness for employment. This targeted approach brings results.
2. Maintaining Engagement - Job Futures has consistently outperformed the JSA provider average for minimum contacts with clients during contract performance periods. We know the stronger the engagement the more quickly people address barriers and achieve employment.
3. Leadership Program - Skilled site leaders are key to effective delivery of employment services. We invest heavily in the professional development of our leaders. Job Futures received National Workforce Development Funding for our Leadership Program which delivers a Diploma in Employment Services. The program was part of a strategy to address the needs of our emerging leaders in what has become a demanding environment.
4. Online Learning Tools - Staff have 24 hour access to industry training through Turning Point, our online learning resource, with 1,175 resources to date that includes webinars and online tools.
5. Research & Innovation Team - Job Futures runs a research program which includes reviews of international and Australian best practice, stakeholder feedback, and encourages sector collaboration on pilot projects. It also identifies partnerships for research to drive continuous improvement and innovation. An example is our partnership with the University of Sydney, Queensland University of Technology and the University of Wollongong for the study into how formal and informal networks affect employment outcomes for the long-term and youth unemployed. This work is funded under the Australian Research Council Linkage Grants.
Job Futures delivers results for people with disabilities
Job Futures, one of the largest providers of DES, is currently assisting 7,713 DES job seekers (700 of whom are DES-DMS) in 42 contracts with 149 sites across Australia.
(Source: ACM07 DES Job Seeker Characteristics Caseload (30/06/14); Sub027DES caseload (30/06/14))
A Specialist in Psychiatric Disability
Job Futures works with some of the hardest-to-place job seekers with 31% of our current DES-DMS caseload in Psychiatric Disability (PSD) contracts (source: DES02 30/6/2014). Across our 9 DMS contracts, an average of 51.4% job seekers has a psychiatric disability identified as their primary disability. This figure is well in excess of the national profile of 33.7% (LMIP: DES Outcome Rates by Disability Type December 2013).
We have achieved strong outcome rates for these job seekers. Across our four specialist PSD contracts the average 26-week outcome rate was 20.5%. This is higher than the National 26 week outcome rate for job seekers with their primary disability being psychiatric. (LMIP: DES Outcome Rates by Disability Type December 2013).