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Humber LEP – Skills Network : July 2014

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Presentation on theme: "Humber LEP – Skills Network : July 2014"— Presentation transcript:

1 Humber LEP – Skills Network : July 2014

2 Skills Network Agenda 10am – 12pm:
Gary Warke - Chair Skills Network Agenda 10am – 12pm: Part 1 Skills Strategy Teresa Chalmers - Humber LEP Exec. Director Employment and Skills Employability Passport validation Andy Crossland - CEO Humber Learning Consortium (HLC) CEIAG Portal demonstration Sarah Blow - Partnership Officer HCC 14-19 Gold Standard update Jane Fisher - Jane Fisher Associates on behalf of the Humber LEP Part 2 Humber Energy Campus Teresa Chalmers/ Sam Rex Humber LEP 15 minute presentation/30 min feedback exercise Skills Network Chair Teresa Chalmers Main LEP board nominations received, panel have met to review names and will report back shortly. This will affect the three supporting board memberships – with additional members then sitting on one of the boards – Employment and Skills (led by Mike Parker); Business Development (led by Paul Sewell); Regulation and Infrastructure (led by Councillor Steve Parnaby). Forum attended by 200 employers and providers – demonstrating high levels of interest in the LEP agenda – main issues discussed were partnership and collaboration, acting not watching (Paul Sewell’s comments) -

3 Gary Warke - Chair Welcome and overview of LEP skills developments:
New LEP Board membership LEP Forum event held Friday 20th June Humber Growth Deal Main LEP board nominations received, panel have met to review names and will report back shortly. This will affect the three supporting board memberships – with additional members then sitting on one of the boards – Employment and Skills (led by Mike Parker); Business Development (led by Paul Sewell); Regulation and Infrastructure (led by Councillor Steve Parnaby). Forum attended by 200 employers and providers (SEE SLIDES)– demonstrating high levels of interest in the LEP agenda – main issues discussed were partnership and collaboration, acting not watching (Paul Sewell’s comments) - Many of those at the Skills Network may have attended the Forum and so have seen the following slides, however, we wanted to show the progress specifically. (3rd slide is skills)

4 From the LEP Forum Slides from the forum Sectors Energy
Ports and logistics Chemicals Engineering and manufacturing Creative and digital Food Visitor economy Themes Engagement Communications Marketing Procurement / supply chain Business support Investment Innovation Slides from the forum

5 From the review

6 Skills – full slides from the Forum can be found on the website – Sam will send out link

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9 Employment and Skills Strategy
Teresa Chalmers – LEP Exec. Director Employment and Skills Employment and Skills Strategy 9

10 Strategic Outcomes S1 Raise employer commitment and investment in skills at all levels. S2 Foster an inclusive, LEP-wide approach with all key stakeholders. S3 Influence provision to better meet local economic need. S4 Improve the quality, accessibility and dissemination of labour market information and careers education, information, advice and guidance (CEIAG), empowering employers and local people to make informed choices. S5 Support people in finding and sustaining employment, in progressing at work and/or setting up their own enterprises. S6 Maximise the use of funding, including capital, to develop excellent learning environments and facilities, leading to a more highly skilled current and future workforce. S7 Extend residents aspirations to gain higher level academic and vocational skills, including progression to Higher Education.

11 S1: Raise employer commitment and investment in skills at all levels.
Outcomes: A higher skilled and productive workforce, able to drive economic development to assist the UK to compete on a global platform. Employers actively engaged in delivering careers education, information, advice and guidance support. Employers recognising the benefits in investing in their workforce, making financial commitment, driving productivity. S2: Foster an inclusive, LEP-wide approach with all key stakeholders. S1: Research data have illustrated the clear skills gap in region’s future workforce needs; employers are a vital component in decreasing this breach. This includes raising awareness of employment opportunities within their industries and communicating the specific skills/qualifications required to access these roles. Employer commitment includes specific participation in CEIAG developments, e.g. forming partnerships with local schools and education and training organisations, and supporting work experience, education projects and providing mentorship. This is complemented by employers supporting specific routes into work such as traineeships, apprenticeships, graduate recruitment schemes and internships. Global and national studies have identified positive associations between highly skilled workforce and organisational performance. Furthermore, research has found that the higher the qualification level, the more robust and positive its impact on productivity within the company (UKCES)[1]. Investment and co-investment is essential in driving the skills profile of the region, utilising existing and new funding mechanisms alongside industry contributions to up-skill and retrain the workforce. Employers must recognise the value of skills investment in the workforce. The Leitch report5 indicates that the UK needs to invest heavily to improve its basic skills base to compete effectively in the global economy. This includes a direct challenge to address the fact that 20% of the UK adult population is functionally illiterate. The report indicates 95% of the population must be functionally literate by 2020 to bring the UK in line with the upper quartile of OECD countries. [1] UKCES Skills Productivity Report 2012 S2: The Humber LEP offers a breadth of opportunity for stakeholders, partners and residents to engage in creating solutions to develop the economy. The LEP Board and its supporting structures include a wide range of representatives from business, education and training providers, agency and local authorities who represent local residents and economic migrants. The Partnership is in a key position to ensure activities are coherent and responsive to local need and certify that resources are utilised effectively.Outcome: Successful, productive and well informed networks, working in close partnership to maximise resources and highlight any gaps in provision, services or resources. The LEP will continue to work collaboratively, utilising the expertise and knowledge of partners to develop a range of actions that will facilitate growth and inward investment. This work will be communicated using existing networks, via on-line and social communications, published reports and in regular media activity. Outcome: Successful, productive and well informed networks, working in close partnership to maximise resources and highlight any gaps in provision, services or resources.

12 S3: Influence provision to better meet local economic need.
Outcomes: Review of current skills provision, focussing on new curriculum opportunities to support sector growth areas. Development of new funding methodology, applying freedoms and flexibilities where possible to create new pathways for local citizens to enter or re-enter education and training. The changing industrial regional profile and the opportunity to deliver transformational projects requires a review of existing education and training provision, to inform where changes may be necessary to ensure maximisation of direct routes into employment. This will include a review of specific pathways to higher-level qualifications and an increased awareness of choice to assist in driving career aspirations. Outcomes: Review of current skills provision, focussing on new curriculum opportunities to support sector growth areas. Development of new funding methodology, applying freedoms and flexibilities where possible to create new pathways for local citizens to enter or re-enter education and training. This objective recognises that whilst there is some excellent practice in engaging employers to develop research, academic and skills provision this is not evident in all areas of delivery. Employer engagement by education and skills providers is essential in influencing curriculum delivery, including training development to enable work-ready skills to be maximised.

13 Raised aspiration in young people and adults.
S4: Improve the quality, accessibility and dissemination of labour market information and careers education, information, advice and guidance (CEIAG), empowering employers and local people to make informed choices. Outcomes: Coherent, contemporary and accessible Labour Market Intelligence (LMI) effectively used to develop curriculum and education and training support services. Empowered, inspired and informed residents who recognise the skills required to access specific career routes. Raised aspiration in young people and adults. Increase in residents’ employability skills. The development of a Humber CEIAG Hub. Increase in Employability Charter sign up and activity. Humber LEP validation of employability passports. The majority of education and training providers signed up to the Gold Standard for the provision of careers education, information, advice and guidance. S4: The 2013 National Careers Council report [1]:evidenced that “Young people and adults face tough competition for jobs, yet many employers report difficulties in recruiting people with the right skills” The situation in the Humber, with general levels of low skills and growth in demand for higher-level skills, illustrates the gap in residents’ understanding of career options, progression pathways and the need for high quality careers education, information advice and guidance. Early intervention is likely to obtain the greatest results, inspiring young people and their families to capitalise on individual potential. Adults are able to access services provided by the National Careers Service, however face to face support and advice is limited, particularly in rural areas.Outcomes: Coherent, contemporary and accessible Labour Market Intelligence (LMI) effectively used to develop curriculum and education and training support services. Empowered, inspired and informed residents who recognise the skills required to access specific career routes. Raised aspiration in young people and adults. Increase in residents’ employability skills. The development of a Humber CEIAG Hub. Increase in Employability Charter sign up and activity. Humber LEP validation of employability passports. The majority of education and training providers signed up to the Gold Standard for the provision of careers education, information, advice and guidance. CEIAG requires contemporary labour market intelligence that provides insight into various job roles, likely salary, training and access requirements to meet these opportunities. Employers, education and training providers, agencies such as DWP and local authorities can make a significant contribution to engaging young people and adults in recognising options to develop their career routes.[2] [1] An Aspirational Nation: creating a culture change in careers provision June 2013 p.2 [2] Department for Business and Skills: https://www.gov.uk/government/policies/increasing-opportunities-for-young-people-and-helping-them-to-achieve-their-potential

14 S5: Support people in finding and sustaining employment, in
progressing at work and/or setting up their own enterprises. Outcomes: An increase in the number of new business start-ups and in the growth of SMEs. Increase the longevity of existing SMEs helping them to sustain and further develop. Increased SME investment in staff training to drive business growth. The provision of a new Humber Apprenticeship Support Service, focussing on SMEs. S6: Maximise the use of funding, including capital, to develop excellent learning environments and facilities, leading to a more highly skilled current and future workforce. Outcomes: New funding flexibilities providing better opportunities to support local solutions to be delivered to improve outcomes. Improved learning environments, resulting in no bottom category within the Humber area. Higher skills profile across the region. Lower rates of employment/underemployment. S5: Self-employment is a valuable and realistic opportunity for many Humber residents which is apparent in the current SME economic profile. The Employment and Skills Strategy recognises the need for positive supportive interventions acting as enablers to unleash the potential of business start-ups. Considering that over 95% of existing Humber businesses are Small/Medium Enterprises (SMEs), enterprise skills and encouraging entrepreneurship presents as a strength in the Humber, however business sustainability of four years+ and business growth are limited. Outcomes: An increase in the number of new business start-ups and in the growth of SMEs. Increase the longevity of existing SMEs helping them to sustain and further develop. Increased SME investment in staff training to drive business growth. The provision of a new Humber Apprenticeship Support Service, focussing on SMEs. Services will be further developed using the LEP’s Growth Hub model to provide additional resources. This objective focuses on providing innovative education and training services that deliver tailor-made solutions for individuals, drawing on expertise within the region. Closely aligned with S4, interventions will consider successful methods that have previously delivered good results e.g. mentorship, skills analysis, action planning and providing advice on utilising skills funding. S6: Funding bodies are supportive partners, holding expertise in utilisation and distribution of funding streams, the LEP has ‘opted in’ to continue to work with our funding partners. New European funds will allow specific programme development to focus on creative and successful methodology under the Skills Programme. The Programme will support the development of Humber residents at all levels from access to employment and the sustainable integration of young people to technical and higher levels skills and leadership and management.

15 S7: Extend residents aspirations to gain higher level skills, including progression to Higher Education. Outcomes: Increase in residents taking higher level qualifications. Growth in additional attractive, high value qualification options. Increased employer understanding, support and investment in developing higher level skills. Increase in business start-ups. Increase in business productivity. S7: High aspirations drive high achievement; consideration of how to engage and influence residents in recognising their personal potential is vital in unlocking achievement. The significant mismatch in the current skills profile has influenced the addition of this additional skills objective to those described within the SEP following stakeholder feedback. This objective recognises the distinction and level of activity needed to engage residents to aim for higher-level qualifications. In addition to full time provision, many Humber residents are engaged in part-time high level study, a percentage of which is resourced by employers. However, whilst a number of employers recognise the value in up-skilling their workforce to grow and develop their business, further encouragement is necessary to effectively and consistently demonstrate the business benefits of a higher skilled workforce. In addition to the University of Hull, Further Education colleges and training providers deliver many part-time opportunities and provide a valuable accessible route for HE level learning and qualifications which can be further developed to meet growing economic need.

16 Validating Employability Passports Towards a LEP Kite-Mark
Andy Crossland Employability Skills Working Group Validating Employability Passports Towards a LEP Kite-Mark

17 Background Poor employability skills (ES) one of biggest complaints / concern for employers ES = key priority for LEP’s skills strategy Many providers developed employability passports for learners to evidence ES to employers Passports must be credible for employers LEP developing validation system for passports Based on CBI’s 7 ES skills Passports validated by employers

18 Next Steps LRF bid - validation framework, process, & kite-mark
Tender for consultant / org to do work with ES group Delivery Sept 2014 to March 2015: Employer engagement – priority sectors (Oct/Nov ‘14) Mapping existing ES passports in Humber (Oct ‘14) Complete validation framework (Dec ‘14) Soft launch LEP Kite-mark (March ‘15) Soft launch validation panel and process (March ‘15) Full launch academic year Interested, Involved, Informed 2 main ways… Employability Skills Working Group Skills Network

19 Sarah Blow CEIAG Working Group
Development of Bridging the Gap hub page Development of adult / employer prospectus Working group of providers to ensure that it meets the requirements of all stakeholders Initially promoting employability courses first. To be launched 1 October

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21 Humber CEIAG Gold Standard
Jane Fisher Humber CEIAG Gold Standard

22 Gold Standard - Update Consultation with key stakeholder groups across the Humber Education & training providers, employers On-line, strategy groups & network meetings, 1:1s Drafted specifications Mapped to the national quality standards for Careers Education (Careers England) Reference to ‘Ofsted Inspection Framework’ Reference to Careers Education and Inspiration in Schools’ (DfE Statutory Guidance) Synergy with ‘The Matrix Standard’ for CEIAG Service Providers Further Consultation period Amendments made Pilot Period (finished 26 June) Final Amendments

23 Gold Standard – Pilot Next Steps Feedback
To Emphasise: The Process is the key focus– excellent self- assessment & self-development tool for quality improvement Amount of time required for the self-assessment process: this will vary between institutions Assessment Criteria terminology can be used flexibly during the self- & external assessment processes To Amend some terminology to increase relevance to Special Schools To Clarify the presentation & cross-referencing of evidence & the use of recording templates To Consider the implementation & infrastructure of: External Support available to institutions during the process, incl. who & how – e.g. support packages & potential costs External Assessment approach, incl. who, how, validating evidence to ensure secure & robust, consistency of approach Gold Standard roll out, incl: training workshops, CEIAG support materials (Toolkit), Humber-wide CEIAG network Feedback Standards are ‘fit for purpose’ Excellent process for reflection and evaluating where an institution is wrt CEIAG, and planning its development Specifications/criteria are easy to understand Evidence is easy to identify & gather Self-assessment process is straight forward Support from Head/Principal is essential to engage all staff in the self-assessment process Team approach championed by a senior leader is required, as it is a relatively ‘large job’ External support is valued – level required varies depending on where the institution is with its CEIAG Launch Event – September 2014

24 Humber Energy Campus Vision
The Humber will become a centre of excellence for energy skills by creating a virtual campus that brings together the best knowledge, experience and facilities to define and drive a skilled Humber workforce driven by the needs of business. Audiences Employees and prospective employees (from Primary School through to those currently working in industry) Employers and prospective employers in the Humber’s energy industry Stakeholders - MPs, councillors, government, agencies, Humber people Investors Providers - UTCs, FE, HE and training providers

25 First phase key messages
The Humber LEP’s Employment and Skills Board is leading a collaboration between employers, the University of Hull, FE colleges and specialist training providers to build on the region’s expertise and become a centre of excellence for energy skills The project aims to enable the creation of a sustainable skilled workforce that will maximise the Humber’s economic development in the energy industry. The Humber Energy Campus offers an online single point of access [TBC] to more than xxx opportunities to show prospective learners and investors the breadth and quality of the energy related courses and training on offer. Humber businesses and those from outside the area looking to invest in the region will be consulted to understand their needs to help our education and training partners provide the right balance of high quality courses for the Humber Campus. The partnership will work to raise the aspirations of Humber people by raising awareness of the career paths available through from Primary School pupils to adult learners. The intelligence gathered by the partners as part of the process will be used to drive research, development and innovation.

26 Visual Identity - Examples

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29 Humber Energy Campus National College potential development:
Call for engagement – June 2014 Higher level pathways to enable global competition Focus on technical level skills Employer led Criteria includes: Evidenced skills gap at Level 3, 4 and 5 in identified sector Employer leadership at a national level Financial commitment from employers EOI – 5th Sept Govt suggests 5/6 national colleges Employer funding 50% initial set up costs Govt believe this will assist parity between vocational and academic pathways Nat colleges will deliver the higher level skills that business need By generating an increase in supply and demand across the FE sector Long term strategic focus; long term investment plan, employer leadership demonstrated in governance – formal partnerships Will expect employers to help set the curriculum and apprenticeship standards for their sector Expected to attain awarding body status with strong links to innovation centres and or catalysts Generates a ‘significant’ level of funding from employers Establishes formal relationship with universities Can evidence progression outcomes Will have national scope – attracting students from across the UK and globally Likely hub and spoke model across the country including existing FE colleges and providers National standard requires residential component Diversity

30 Humber Energy Campus exercise
How do you think you can participate and add value to the virtual campus? Do we need to consider any additional audiences/factors? Promotional messages – how/ when/ who? National College model – your contribution In tables please discuss the campus; appoint a note taker and person responsible for providing feedback – five minutes only.

31 Skills Network Chair As agreed in October 2012, the election of a new Skills Network Chair was due to take place in September 2014. The LEP Boards were recently reconfigured to reflect sector growth areas, regional representation and expertise needed to carry out growing responsibilities of the LEP. Due to this restructure of the LEP Boards and Secretariat – the Board have decided to postpone appointment of a new Chair for 6 months so as not to cause any further disruption at the present time.

32 Please sign up to LEP Newsletter on Humber LEP
Close Next Meeting Date: 14th October noon Innovation Centre, Grimsby Please sign up to LEP Newsletter on Humber LEP website Last thing to mention to the group – we have completed some recent analysis of the attendance at the Skills Network and have found a few members who consistently attend meetings but do not feature on any of our Boards or Working Groups. We will be in contact with them shortly to see if they would like to have any further involvement. The review has also shown some sporadic attendance and the number of people on our mailing list does not reflect actual attendance. We will be sending out a short questionnaire to all members to take a look at this and then bring results to the next meeting. See image on next slide for Newsletter sign up.

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