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Partnership Action for Continuing Employment: client experience survey 2022

Research into the experiences of clients receiving redundancy support services through Partnership Action for Continuing Employment (PACE). This research is the seventh iteration of research assessing client experiences of PACE.

This document is part of a collection


Footnotes

1 The previous iterations were carried out in 2010, 2012, 2014, 2016, 2018 and 2020.

2 The 24 organisations are: Skills Development Scotland; Department for Work and Pensions; Acas Scotland; Chartered Institute of Personnel and Development; Citizens Advice Scotland; Colleges Scotland; Confederation of British Industry Scotland; Convention of Scottish Local Authorities; Federation of Small Businesses Scotland; HM Revenue and Customs; Highlands and Islands Enterprise; Institute of Chartered Accountants in Scotland ; Public Health Scotland; R3; Scottish Chambers of Commerce; Scottish Council of Voluntary Organisations; Scottish Enterprise; Scottish Funding Council; Scottish Local Authorities Economic Development Group; Scottish Qualifications Authority; Scottish Trades Union Congress; Scottish Training Federation; South of Scotland Enterprise; Universities Scotland

3 Partnership Action for Continuing Employment (PACE) https://www.gov.scot/collections/partnership-action-for-continuing-employment-pace/

4 The 2010 survey covered individuals whose job had been selected for redundancy and who had received PACE services. Around half of these individuals had left their employment by the time of the survey, but the remainder were still working in the role that had been selected for redundancy. To maximise the breadth and depth of information that could be obtained about the influence of PACE on factors such as job search skills and employment outcomes, the decision was made to restrict subsequent waves of research to those who had left the job which was selected for redundancy. In assessing how satisfaction with PACE and the influence of the service may have changed over time, it is important that comparisons are made between equivalent samples. Therefore, where results for the four surveys are compared in the report, the 2010 findings are based on just those 2010 survey respondents who had left the job which was selected for redundancy by that time. Appendix A gives more detail of the profile of respondents interviewed.

5 Those classified as economically inactive comprises those who have retired, those not working due to ill health or disability and those who have taken on caring responsibilities in lieu of paid work.

6 In this case there was no statistically significant difference between those aged 50 and over and 40 to 49 (34%) in terms of the proportion reporting higher pay levels in their post-redundancy job. Under 40s were more likely than both of these groups to report this.

7 Highest level qualification data are from client responses to the new survey in 2020.

8 The proportion of clients who felt services were received too late has been steadily reducing year-on-year since 2014.

Contact

Email: margaret.sutor@gov.scot

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