Summer employment programmes  

What is it? 

Summer employment programmes take place in the summer holidays, usually for six weeks between July and September. They typically offer a fixed term paid work placement for young people aged 16-25, involving around 25 hours work per week. 

Young people are offered placements with local employers, including large corporations, local businesses, and non-profit organisations. Programmes offer young people a chance to earn income, while gaining valuable work experience and developing key skills for entry to employment. 

Summer employment programmes may include a mentor or coach, who provides support and guidance during the placement and helps to track performance. Programmes may also include a training component, such as pre-work training or employability skills training. The training includes exploration of future career options, and tends to include workplace safety, communication skills, application and interview strategies, and financial capability.  

Often summer employment programmes prioritise involvement of young people that experience disadvantage, such as those living in areas with higher rates of poverty, unemployment, and crime, and those attending schools in areas with higher rates of violence. Programmes may also prioritise young people with lower academic attainment and those who are less likely to undertake higher education or meaningful work.  

Summer employment programmes might protect young people from involvement in violence by diverting or distracting young people away from harmful activities or situations over the summer holidays. Various components of these programmes, including the pre-work training and skills development, coaching or mentoring, and development of positive relationships with fellow employees, may lead to increased self-esteem, confidence, maturity, emotion control, communication skills, responsibility, and time management. Improvements across these characteristics may reduce instances of violent or offending behaviour and improve future employment opportunities. 

Is it effective? 

On average, summer employment programmes are likely to have a high impact on reducing violence during the summer. However, the research on summer employment programmes is weak, and these impacts tend to reduce over time.   

Our estimate is based on only two studies, which suggest that summer employment programmes reduce violence by 36% during the summer months spent on the programme. The research also suggests that summer employment programmes reduce crime by 17% during the programme.   

The review found that the impact of the programme on violence lessened over time. Two studies show that violence-related arrests and convictions reduced by 9% during the three years following the programme. Two further studies found no effect on the number of children and young people arrested or convicted for violent offences during the following five years.  

The research suggests that, on average, summer employment programmes reduced violence by 36% during the summer months.

Long-term impacts on crime are small and inconsistent. The research found that summer employment programmes, on average, reduce the number of children and young people arrested or convicted by 4% in the five years following the programme. However, two studies also show small increases in the number of participants being arrested or convicted for drug-related and property-related offences. However, both of these findings should be treated with caution. In both cases, when the measure is total number of incidents of arrests or convictions (rather than the number of young people arrested), no impact was found. 

The review also looked at impact on higher education and employment outcomes. It found that participants on the programme were more likely to attend and complete higher education, but slightly less likely to be employed longer term, compared to young people that did not participate on the programme. Lower employment rates in the following one or two years may be because those young people were in higher education.   

How secure is the evidence? 

We have very low confidence in our estimate of the impact of summer employment programmes on violence.  

We gave our estimate of impact the lowest evidence security rating because it is based on only two studies, and there is variation in the results of those studies.  

We have low confidence in our ratings for impact on crime during the programme, and the impact on longer-term violence and crime outcomes, including drug-related and property-related crime. We did not give these outcomes the lowest evidence security rating because whilst they are only based on only two studies, low variation was reported in the results.  

The findings on attending and completing higher education are informed by three studies, and rates of employment post-programme are informed by four studies, and both were given a low evidence security rating because the results varied between studies.  

The six studies that informed the impact ratings were all undertaken in the US. None of the studies were undertaken in the UK.  

How can you implement it well?  

Network of employers  

Build a network of employers, share information about the summer employment programme and seek their feedback on the programme design and opportunities to improve it. This engagement may encourage new employers to become involved and help to retain existing employers, whilst ensuring the programme continues to align with the needs of both employers and young people.   

Pre-work training  

Provide consistent training materials and ensure staff delivering the pre-work training have skills in delivering educational content.  

Employer preparation and job matching  

Matching young people to jobs that align with their interests and career goals improves their engagement with the programme, increases their motivation in their work and they are more likely to perform well. Sharing orientation materials and supervisor handbooks help to engage and prepare employers to put in place successful work placements with structured work plans and measurable goals.   

Supervisor support  

Supervisors should provide support for young people settling into their work placement and help to develop the skills needed to perform the role well. Young people value positive supervisors that regularly check on their progress and wellbeing, and help them to explore new career aspirations.  

Coaching and mentoring  

Programmes should provide a coach or mentor that visits the young person’s workplace, and may provide on‐the‐job assistance, support for any issues or concerns, and coaching on future opportunities. Coaches and mentors may also provide positive reinforcement to stay engaged in the programme, and to avoid negative behaviours such as time spent with peers involved in crime, or substance use. Young people that have a positive relationship with a supportive mentor are more likely to stay engaged in the programme.  

Programme staff  

Programme staff act as intermediaries between young people and employers, facilitating successful working relationships. The delivery organisation should ensure that there are adequate numbers of programme staff, and that they maintain consistent communication between schools, the pre-work training programme, and employers. This will ensure a clear support system is in place and a smooth journey for young people through eligibility checks, training, job matching, and work placement.   

How much does it cost? 

On average, the cost of summer employment programmes is likely to be high.  

The costs include a contribution to the young person’s salary, programme coordination, recruitment and eligibility checks for young people, delivery of pre-placement training, coaching or mentoring provision, and administrative costs. The average cost of summer employment programmes is approximately £4,250 per young person, of which around £2,000 is paid to the young person.  

Topic summary 

• Summer employment programmes provide paid work placements for young people aged 16-25 during the summer holidays. They usually provide a short training course and coaching or mentoring alongside the summer job.  
• On average, summer employment programmes are likely to have a high impact on reducing violent crime. However, the research on summer employment programmes is weak, and these impacts tend to reduce over time. 
• Programmes tend to be more successful when employers are well prepared for the programme, young people are matched to jobs they are interested in, and young people are supported by supervisors and coach or mentor.  
• These programmes are typically high cost, including both the cost of administering the programme and contributions to the salaries paid to young people.  

Take away messages 

• Review the needs of the children you are seeking to support and consider summer employment programmes for young people at high risk or already involved in violence.  
• Consider providing a follow-up programme to maximise the positive impacts of summer employment, such as continued mentoring for at least six months, or a positive activity such as a sports programme.  

YEF projects and evaluations 

Summer jobs programme  

YEF funded UK Youth and the Ending Youth Violence Lab to design and evaluate a summer jobs programme for young people aged 16-24 at risk of involvement in violence in London, the West Midlands and Greater Manchester.  

External links 

UK Youth – The Summer Jobs Programme  

The Summer Jobs Programme is a six-week initiative for young people aged 16-20 (subject to change) at risk of violence. It includes a preparation week, five weeks of paid work experience, and comprehensive support from youth workers throughout. 

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