Surrey County Council are the winners of the 2022 Good Youth Employment Awards for FAIR EMPLOYMENT. See their case study below for best practice.
About the Good Youth Employment Awards
Every year, youth employment experts Youth Employment UK hold the Good Youth Employment Awards at the Good Youth Employment Symposium. It’s an annual opportunity for HR leaders and decision makers to gather to achieve best practice with regards to youth attraction, engagement and retention.
Every year, organisations are invited to enter for the Awards in five categories relating to the core principles of good youth employment:
FAIR EMPLOYMENT Winner 2022:
Surrey County Council
What activities have you undertaken to improve your business practice?
We reviewed the apprenticeship salary and gave apprentices a higher % increase than higher grades in light of the cost of living crisis. Our apprentices are paid salaries well above the apprentice minimum wage, and with a limited amount of money available for salary increases in 2022, apprentices’ salaries were increased by 7.8% which was a significantly higher percentage than the increase for those at higher grades. We have also adapted our pay model so that apprentices progress to a higher pay point and an additional £2885 p/a after one year on their apprenticeship.
We have used our apprenticeship incentive payments from the Government to invest in our young workforce. Using this money we have created apprenticeship positions for Kickstarters to progress, paid for apprentices’ expenses such as accommodation, travel, books and professional memberships and developed a virtual work experience programme for schools.
We held an awayday for our under 30s workforce which gave them opportunities to network, take part in problem solving and team building activities and give feedback to senior managers about what it is like for young people working at SCC
Our apprentices and graduates are on the same contractual terms as other employees and are eligible for the same benefits. These benefits include a generous leave allowance of 26 days plus bank holidays, 3 paid volunteering days and eligibility for sick pay and employee support such as the Employee Assistance Programme from day 1 of employment.
We have implemented a values-based approach to hiring apprentices which enables them to show their potential and values rather than relying on previous employment experience or specific skills.
We have developed an Early Careers Hub with information for staff and managers about Early Careers opportunities including apprenticeships, work experience and internships
We have developed a range of digital badges for apprentices to offer them recognition at stages of their apprenticeship journey.
We piloted an Inclusive Apprenticeships project which funded 18 apprenticeship positions for young people with an EHCP.
We participated in a pilot to offer placements to Royal Holloway University students identified as having specific barriers to employment – ethnic minorities, financially supported, disability/long term health issue and care leavers.
What improvements have you seen?
1) Improvement in the financial reward for apprentices
2) Increased opportunities for young people to engage with SCC through virtual work experience
3) Increased engagement of young people with the Early Careers Network and senior managers
4) Increase in managers using values based recruitment with young people
5) Improved resources available for managers and staff looking to grow their teams or improve their own skills
6) Improved recognition for apprentices throughout their apprenticeship rather than just at the end
7) 18 apprenticeships for young people with an EHCP
8) Increased engagement with local university and opportunity to grow the number of student placements in 2023
Have these activities helped provide employment and/or learning and development opportunities for young people facing barriers to employment?
Our Awayday for under 30s gave our young employees the opportunity to network and develop their problem solving, teamworking and leadership skills. These skills are critical skills to help them make their next career move either within or outside of the organisation.
Using Values based recruitment has enabled us to select candidates based on shared values and potential rather than direct experience. This has been particularly helpful when recruiting to our inclusive apprenticeships for young people with EHCPs who might be disadvantaged in a traditional competency based recruitment process due to being new to the workforce.
Our Inclusive apprenticeships project has provided 18 apprenticeship opportunities at level 2 and level 3 for young people with an Education, Health and Care Plan (EHCP). These opportunities have been across a range of occupations such as Business Administration, Data Technician, Digital Marketing and Content Production in a range of services including Corporate Parenting, Early Help for Families and Data Operations.
The Royal Holloway Professional Skills and Insights Programme offers 2-4 week long work placements to individuals who identify as one or more of the following:
• A person of Black Heritage
• Financially supported background
• Care leavers
• Registered disability or long-term health condition with the College
By participating in offering work placements for this programme SCC is offering opportunities to gain work experience and insight to undergraduates who face barriers to employment.
Our Early Careers Network offers networking, support and training for those early in their career, primarily under 30s. The network has organised a range of learning and development opportunities for this group, including Digital Skills, Financial Wellbeing during the Cost of Living Crisis and Preparing for Interviews.
