1-11 of 11 results for subject:"Career development"
Librarians' tools
- Search time
- 0.173 seconds
- Solr query time
- 0.003 seconds
- Search query
- subject:"Career development"
- We searched for
- subject_t:"Career development" OR subject_t:"Career progression" OR subject_t:"Career structure" OR subject_t:Promotion OR subject_t:"Staff progression" OR subject_ses:90453
Type
House
Session
Year
Department
Member
Primary member
Answering member
More
Legislative stage
Legislation
Subject
Publisher
What steps she is taking with Cabinet colleagues to support people to upskill and change career paths.
What steps she is taking with Cabinet colleagues to support people to upskill and change career paths.
We have introduced Department for Work and Pensions Train and Progress to address our claimants’ skills needs. Working across Government, we have been able to extend the length of time during which universal credit claimants can undertake full-time training, including skills boot camps in England, to up to 16 weeks. I am also pleased about the role that kickstart has played in helping more than 152,000 young people to gain vital new skills and work experience to help them in their future careers.
What steps she is taking with Cabinet colleagues to support people to upskill and change career paths.
What steps she is taking with Cabinet colleagues to support people to upskill and change career paths.
We have introduced Department for Work and Pensions Train and Progress to address our claimants’ skills needs. Working across Government, we have been able to extend the length of time during which universal credit claimants can undertake full-time training, including skills boot camps in England, to up to 16 weeks. I am also pleased about the role that kickstart has played in helping more than 152,000 young people to gain vital new skills and work experience to help them in their future careers.
We have introduced Department for Work and Pensions Train and Progress to address our claimants’ skills needs. Working across Government, we have been able to extend the length of time during which universal credit claimants can undertake full-time training, including skills boot camps in England, to up to 16 weeks. I am also pleased about the role that kickstart has played in helping more than 152,000 young people to gain vital new skills and work experience to help them in their future careers.
What steps she is taking with Cabinet colleagues to support people to upskill and change career paths.
I thank my hon. Friend for the chance to highlight our jobcentre teams in Basildon and east Thurrock, who are working closely with partners to provide a wide range of support for local jobseekers, including with South Essex College, which has delivered a sector-based work academy programme—SWAP—for candidates to help them prepare to go into new roles in healthcare, logistics and administrative jobs with Essex Police.
I thank my hon. Friend for the chance to highlight our jobcentre teams in Basildon and east Thurrock, who are working closely with partners to provide a wide range of support for local jobseekers, including with South Essex College, which has delivered a sector-based work academy programme—SWAP—for candidates to help them prepare to go into new roles in healthcare, logistics and administrative jobs with Essex Police.
Ensuring that people have relevant skills is essential to helping them stay in work throughout their working lives. What opportunities are available to my constituents through jobcentres to access training to ensure they can apply for a wider range of opportunities in south Essex?
This is a very successful programme, helping jobseekers, including in my right hon. Friend’s constituency, get an opportunity to develop the key new skills that employers are looking for, including through training and work experience, and a guaranteed job interview in that new sector. I am delighted to be able to say that we have surpassed our delivery goal, with over 146,000 SWAPs having been started since April 2020.
This is a very successful programme, helping jobseekers, including in my right hon. Friend’s constituency, get an opportunity to develop the key new skills that employers are looking for, including through training and work experience, and a guaranteed job interview in that new sector. I am delighted to be able to say that we have surpassed our delivery goal, with over 146,000 SWAPs having been started since April 2020.
I welcome the work being done by the Government in this important area, which is appreciated in my constituency. Will my hon. Friend update the House on the SWAP and how it is helping people upskill and change careers?
The hon. Lady makes an important point about progressing; there is a focus on that at DWP and I hope the Select Committee she serves on will have a look at it, because we have just mentioned two areas where this is working for people and filling vacancies that need to be filled. We will be filling half a million new jobs by the summer through our Way to Work campaign; that will help people progress, and I hope the hon. Lady will welcome it.
The hon. Lady makes an important point about progressing; there is a focus on that at DWP and I hope the Select Committee she serves on will have a look at it, because we have just mentioned two areas where this is working for people and filling vacancies that need to be filled. We will be filling half a million new jobs by the summer through our Way to Work campaign; that will help people progress, and I hope the hon. Lady will welcome it.
We know we are at record levels of in-work poverty, with more than 8 million people in that category, so why are three out of four people who were in low-paid work in 2010 still in low-paid work now?
I thank the hon. Lady for giving me one last chance at the Dispatch Box—that sounded rather ominous. In-work progression is absolutely vital; from April we will, as was just mentioned, have more work coaches supporting people who have got stuck, as some people have—there might be things going on in their lives which mean they need more skills or confidence. The Secretary of State and I are working on this response and will be bringing it forward very shortly.
I thank the hon. Lady for giving me one last chance at the Dispatch Box—that sounded rather ominous. In-work progression is absolutely vital; from April we will, as was just mentioned, have more work coaches supporting people who have got stuck, as some people have—there might be things going on in their lives which mean they need more skills or confidence. The Secretary of State and I are working on this response and will be bringing it forward very shortly.
The Minister has just accepted the point made by my hon. Friend the Member for Oldham East and Saddleworth (Debbie Abrahams) that far too many people in this country are stuck in low-paid work. Last month the Secretary of State told me that she was the block to the Government’s response to the report on in-work progression, and last week the Minister told me it would be coming soon. It looks like nothing is happening, so may I give the Minister one last chance: when will the Government respond to the report they commissioned last year on in-work progression?
My hon. Friend will be pleased to hear that the Government will publish the response to that report by the end of the year. It will help his constituents and all those facing barriers to progressing in work. Almost £100 million was announced by the Chancellor to support a new in-work progression programme.
My hon. Friend will be pleased to hear that the Government will publish the response to that report by the end of the year. It will help his constituents and all those facing barriers to progressing in work. Almost £100 million was announced by the Chancellor to support a new in-work progression programme.
Will the Minister update me on the In-Work Progression Commission’s report and explain how this will help my constituents to earn more and progress in their careers?
To ask the Secretary of State for Work and Pensions, what steps her Department is taking to improve the (a) recruitment and (b) progression of its BAME staff.
To ask the Secretary of State for Work and Pensions, what steps her Department is taking to improve the (a) recruitment and (b) progression of its BAME staff.
The Department is committed to the Civil Service ambition to become the UK’s most inclusive employer and increasing the representation of under-represented groups to make DWP more diverse.
We are undertaking work to better understand the lived experiences of BAME colleagues and the career progression barriers they face. For example, we have implemented Listening Circles and held Let’s Talk About Race conversations throughout our organisation and are using the insight and feedback captured to help inform our departmental Race Priorities and Plan.
We have strengthened our commitment to Sponsorship and have extended this to all of our Senior Civil Servants with the expectation that their personal intervention will support BAME colleagues to move into new roles/projects to further develop their skills, or move to a role on promotion.
To further support career progression we also continue to actively promote Civil Service development opportunities which include: Future/Senior Leaders Scheme; the Civil Service Ethnic Diversity Programme; and access to the Civil Service Race to the Top staff networks.
We have introduced a departmental Catalyst programme which provides under-represented colleagues at Grades 6 and 7 with access to development opportunities, inspirational speakers and senior sponsorship to support their career and leadership journeys.
We have implemented a number of improvements to our recruitment and selection methods which include: improved marketing of DWP as a diverse and inclusive employer of choice; mandated ethnic minority representation for our senior recruitment panels; implemented anonymised recruitment to minimise bias; and introduced a new strengths based approach to our recruitment.
To ask the Secretary of State for Work and Pensions, what steps her Department is taking to support upward mobility for women in low wage jobs.
To ask the Secretary of State for Work and Pensions, what steps her Department is taking to support upward mobility for women in low wage jobs.
We are committed to ensuring that everyone – irrespective of their gender – is able to enter work, progress in work and realise financial security. We are proud that the female employment rate is at a record high. And we are looking to build on this by making Universal Credit better for lone parents (90% of whom are women), and exploring how we can support those in low-paid employment to increase their earnings through a programme of research and testing, looking into barriers to progression (for women in particular), and what works to tackle them.
To ask the Secretary of State for Work and Pensions, how many and what proportion of staff who applied for promotion within her Department from 1 September 2018 to 1 September 2019 and who identified as (a) BAME and (b) White were successful by each grade in her Department.
To ask the Secretary of State for Work and Pensions, how many and what proportion of staff who applied for promotion within her Department from 1 September 2018 to 1 September 2019 and who identified as (a) BAME and (b) White were successful by each grade in her Department.
The Departmental recruitment and promotion exercises are delivered through the Government Recruitment Service (GRS) which is part of Cabinet Office, therefore the Department does not hold the information you have requested of those staff that have applied on promotion or those who have been successfully promoted. The Department is committed to increasing its diversity and inclusivity and does receive and analyse recruitment statistics information from GRS but this data does not distinguish between internal and external candidates.