PPN 026 ALIGNMENT SUMMARY
LOOKING FORWARD: Delivering the Next Generation of Social Value
PPN 026 Model Award Criteria
Future Opportunity Under PPN 026 Introduce longitudinal tracking of job retention at 6 and 12 months. Capture participant feedback on workplace experience, wellbeing and job quality after employment. Measure salary progression, living wage outcomes and movement into higher-paid employment. Continue expanding retraining opportunities aligned to AI and future workforce demand. Measure promotions, role progression, qualifications gained and productivity improvements. Strengthen employer pipeline reporting and progression from education into employment and apprenticeships.
Evidence from the 2025–26 Portfolio
“PPN 026 reflects the direction IN4 Group has been moving towards for a number of years — creating high-quality jobs, developing future skills and ensuring people from every community can access opportunities within the UK’s fastest- growing sectors. Our next phase is about strengthening the evidence of long-term outcomes, so we can demonstrate not just who we reach, but how careers, businesses and communities continue to benefit over time.” Mo Isap OBE CEO of IN4 Group
Employment outcomes across The Creative Engine, Legacy Skills Bootcamps, AWS re/Start, MIND and AI Content Creator demonstrate clear progression into employment. Workplace readiness, mentoring, employer engagement and employability preparation are embedded across programmes. Progression pathways into higher-value digital, AI, cyber, cloud and creative occupations. More than 790 learners engaged across structured digital skills programmes, with high completion rates across multiple interventions. Modern Worker for the Modern Workplace (MWMW) programme supports existing employees and businesses to develop AI and digital capability. TechFirst and MEGA Hubs, scholarships, mentoring, school engagement, work placements and apprenticeships provide early intervention and progression routes into employment.
1a. High-quality jobs
The introduction of PPN 026 represents an opportunity for IN4 Group to strengthen how social value is evidenced as well as delivered. The existing portfolio already demonstrates many of the characteristics now prioritised within the new Social Value Model, particularly around inclusive employment pathways, employer-led skills development and creating opportunities within high- growth sectors. During 2026–27, it is recommended that IN4 Group align programme design, delivery and impact reporting with the new model by capturing richer evidence on employment quality, pay progression, apprenticeships, workplace adaptations, employer demand and long-term career outcomes. This will ensure future reporting demonstrates not only the scale of participation and social impact, but also the lasting economic and workforce outcomes that PPN 026 is designed to achieve.
1b. Fair working conditions
1c. Fair pay
2a. Training and retraining
2b. In-work progression
2c. Talent pipeline
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