Publications

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  Developing Good Practice in New Deal in Colleges

  Ratcliffe M, Atkinson J, Burgess C, Cartner N | Oct 2001 | Learning and Skills Development Agency

  New Deal is a test of providers’ ability to respond flexibly and effectively to the needs of individuals who are disengaged from the learning process. These guidelines show what can be done to develop and improve the quality of the full-time education and training (FTET) option within the New Deal for 18-24 year olds. They identify features of high quality provision and principles of effective delivery,together with case studies and suggestions for further improving practice. These guidelines aim to assist providers of FTET New Deal programmes and the partners with which they work, to share and develop good practice.

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  Costing Sickness Absence in the UK

  Bevan S, Hayday S | Sep 2001 | Institute for Employment Studies

  Despite growing concern over sickness absence, organisations appear fundamentally ill equipped to form a comprehensive view of their absence costs. The most usual method of estimation uses only the basic salary of the absent employee, and neglects other significant aspects such as salary oncosts, overtime, payments to replacement workers, and all management costs from both line management or HR functions. This applies even to 'leading edge' UK employers who have the most sophisticated information systems.

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  Developing the University for Industry Concept - An Evaluation of ADAPT Round 3 Projects

  Hillage J, Atkinson J, Barry J, Dewson S, Stevens M, Walsh K, Kettley P | Sep 2001 | Department for Education and Skills

  This study examines the impact of a series of development projects funded by the ESF-sponsored ADAPT Initiative on the development of the University for Industry concept in the UK. While the Ufi policy was being developed, organisations were encouraged to submit proposals for the final round of ADAPT funding for projects which both met the aims of the ADAPT Initiative and would contribute to developing Ufi-related policy. This study tracks the development of ten of the successful projects and examines their policy contribution in terms of the outcomes of the projects themselves and the factors affecting their achievement and the implications for Ufi/learndirect and the processes in place for these lessons to be communicated. This is the main report on the findings; the case studies are published in a separate report (ref RR305).

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  Developing the University for Industry Concept - An Evaluation of ADAPT Round 3 Projects, Case Studies

  Hillage J, Atkinson J, Barry J, Dewson S, Stevens M, Walsh K, Kettley P | Sep 2001 | Department for Education and Skills

  This study examines the impact of a series of development projects funded by the ESF-sponsored ADAPT Initiative on the development of the University for Industry concept in the UK. While the Ufi policy was being developed, organisations were encouraged to submit proposals for the final round of ADAPT funding for projects which both met the aims of the ADAPT Initiative and would contribute to developing Ufi-related policy. This study tracks the development of ten of the successful projects and examines their policy contribution in terms of the outcomes of the projects themselves and the factors affecting their achievement and the implications for Ufi/learndirect and the processes in place for these lessons to be communicated. These are the case studies; the overall findings are published in a separate report (ref RR304).

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  Evaluation of New Deal 50 plus - Research with Individuals (Wave 1)

  Atkinson J, Dewson S | Sep 2001 | Employment Service

  This publication is no longer available. This report presents the results of the first representative survey (1,023 face to face interviews nationally) of New Deal 50 plus participants which was carried out in September 2000. The survey has explored the key elements of the programme with participants, including their entry routes on to the programme, their experiences of caseloading and the New Deal Personal Adviser (NDPA) service, the Employment Credit and the Training Grant.

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  Evaluation of New Deal 50 plus - Research with Individuals (Wave 2)

  Atkinson J | Sep 2001 | Employment Service

  This publication is no longer available. This report presents findings of a telephone survey of 503 participants in New Deal 50 plus undertaken in February 2001. Half the respondents (the re-contacts) had taken part in a survey six months previously, and were now being followed up; the other half (the new contacts) had joined the programme during those six months.

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  Higher Education: Sector Workforce Development Plan

  Aug 2001 | Higher Education Staff Development Agency

  This sector workforce development plan (SWDP) is linked to the development of HESDA's Skills Foresight capability. It drew on available data sets and other public sources, as well as employer surveys and consultations. It sets out priorities for targeted action to develop the workforce in response to major and continuing change in UK higher education, and provides an overview of the sector and its workforce, outlines development issues and sets priorities for action. This publication is no longer available.

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  Management Development

  Hirsh W, Carter A | Aug 2001 | Institute for Employment Studies

  Two forums were held with a wide cross-section of IES member organisations from both private and public sectors during the period January to March 2001. The purpose of this note is to provide an overview of the main themes and issues to emerge during the days. It is intended as a resource to members of the 'employee and management development' research network who were not able to attend the events.

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  Reward Strategy: A Practical Guide

  Bevan S | Aug 2001 | Institute for Employment Studies

  This paper describes how IES has helped employers to make changes to their reward strategies and payment systems, and highlights common 'pressure points' and solutions.

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  What Does Team Pay Have to Offer?

  Cummings J, Reilly P, Bevan S | Jul 2001 | Institute for Employment Studies

  This paper asks what team-based pay is and why it is attractive to employers. It outlines the mechanics of team-based pay and discusses evidence of its effectiveness and success factors. Problems with team-based pay are covered and the paper concludes by talking about future trends.