Presentation is loading. Please wait.

Presentation is loading. Please wait.

Linking London - HE in FE Alison Morris and Rebecca Jones 14 January 2014.

Similar presentations


Presentation on theme: "Linking London - HE in FE Alison Morris and Rebecca Jones 14 January 2014."— Presentation transcript:

1 Linking London - HE in FE Alison Morris and Rebecca Jones 14 January 2014

2 2 Our Commissioners

3 3 About the UK Commission for Employment and Skills Commissioner Insights Delivering Investment Research and Intelligence Our ambition is to transform the UK’s approach to investing in the skills of people as an intrinsic part of securing growth

4 UKCES LMI resources Employer Skills Survey 87,500 interviews To understand employer investment and skills challenges Monitor employer investment Assess employer skills needs Understand recruitment practices Working Futures 850,000 time series extrapolations To understand labour market prospects for next ten years Input to careers and skills advice Inform policymakers at national & local levels Inform curriculum strategies Employer Perspectives Survey 15,000 interviews To understand employer perspectives of recruitment and young people development Young People Apprenticeships Work placements

5 Examples of how the data can be used Market segmentation Level of skills mismatches by sector Level of skills investment by sector Nature of training practices by sector Level of skills mismatches by sector Level of skills investment by sector Nature of training practices by sector Application Examples of relevant data Curriculum strategy Input into local economic development Economic contribution of sectors Growth prospects for sectors Economic contribution of sectors Growth prospects for sectors Local economic development Skill needs Skill needs linked with skill shortages and gaps (by broad occupation) Projected future qualification profile by occupation Skill needs linked with skill shortages and gaps (by broad occupation) Projected future qualification profile by occupation Curriculum content

6 Examples of how the data can be used Comparing career options Job prospects by occupation Prevalence of skill shortages by occupation Job prospects by occupation Prevalence of skill shortages by occupation Careers, information and advice Application Examples of relevant data Pricing Training spend per trainee (by industry, size) Marketing Promotions - messages Priority skill needs Preferred delivery modes Priority skill needs Preferred delivery modes Marketing

7 Hard-to-fill vacancies and skill-shortage vacancies Proportion of vacancies that employers find difficult to fill for any reason, 2011 Proportion of vacancies that are difficult to fill because of lack of skills or qualifications, 2011 Source: UKCES, UK Commission’s Employer Skills Survey, 2011

8 Employer use of recruitment channels 8

9 Sources of external training UKLondon Base (unweighted) 15,0041,345 Any private40%38% Commercial35%33% 3 RD sector / not-for-profit11% Any public14%10% FE Colleges12%7% Higher Education Institutions6%5% Don’t know3%4% No external training53%56% Any external training47%44% 9

10 The courses they provide are not relevant (49%) No need to (7%) Lack of knowledge (8%) No particular reason (8%) Quality (5%) Too expensive (6%) Private providers: reasons for Increasing proportion of establishment mentions Private providers: barriers Provide relevant courses (60%) The courses they provide are not relevant (26%) Good value for money (13%) Prefer in-house training (10%) Approached us (5%) No need to (5%) Too expensive (14%) Lack of knowledge (9%) No particular reason (8%) Benefits/ barriers mentioned by >5% shown; Multiple response permitted Local (5%) Base: Used private (7,896 unwtd) Public providers: reasons for Local (12%) Quality (12%) Value for money (9%) FE Colleges: barriers Universities / HEIs: barriers The courses they provide are not relevant (49%) Lack of knowledge (8%) Lack of info (5%) No need (9%) None locally (5%) No particular reason (7%) Too expensive (5%) Prefer in-house training (6%) Base: Used public(3,568 unwtd) Base: Not used private (1,189 unwtd) Base: Not used FE College (3,239 unwtd) Base: Not used HEI (4,510 unwtd) Quality (11%) Always used (6%) Provide relevant courses (67%) Always used (5%) 10 Reasons for and barriers to using different types of training provider

11 Profile of projected employment growth in high level occupations Rate of growth by SOC sub-major group, Source: Working Futures

12 Links and contact details Information about our LMI ESS Local Data Accessing the data Alison Morris – Rebecca Jones –

13  Trailblazer open data project, which draws together and opens up national sourcesof LMI in one place  Aims to make LMI accessible and intelligible to support informed decision making on skills and careers  Allows web and app developers to translate and shape the data for specific audiences and target groups  Sets high standards for data quality and disclosure meaning that developers can have complete confidence in the data  Recently certified as an example of best practice by the ODI 13 LMI for All

14 LMI for All is an online portal where the data is stored Developers access LMI for All to get data to build websites and apps Data sources are pulled or pushed into LMI for All LMI for All

15 Rich, extensive range of data Drawn from robust national sources Data selected for its value in careers context Organised by occupational category, indexed by job title Earnings Employment Current and projected Unemployment rates Vacancies Qualification level Supports individual in investigation of career options linked to learning pathways

16 16 Uses of LMI for All

17 17 CareerHack App Challenge

18 Contact details The main LMI for All site is at The APi web explorer for developers can be accessed at For technical details and details about the data go to our wiki at Details for the app competition For questions


Download ppt "Linking London - HE in FE Alison Morris and Rebecca Jones 14 January 2014."

Similar presentations


Ads by Google