D2N2 Technical Assistance Workshop ESFA opt in call specifications - - PowerPoint PPT Presentation
D2N2 Technical Assistance Workshop ESFA opt in call specifications This project is part-funded by the European Social Fund as part of the 2014-2020 European Structural and Investment Funds Growth Programme in England D2N2 ESFA opt in Whats
D2N2 Technical Assistance Workshop ESFA opt in call specifications
This project is part-funded by the European Social Fund as part of the 2014-2020 European Structural and Investment Funds Growth Programme in England
D2N2 ESFA opt in What’s on offer?
workforce and redundancy
Supported by the European Regional Development Fund as part of the 2014-2020 European Structural and Investment Funds Growth Programme
D2N2 SEP 2014 - 2023
This project is part-funded by the European Social Fund as part of the 2014-2020 European Structural and Investment Funds Growth Programme in England
Why review the SEP?
policy
Supported by the European Regional Development Fund as part of the 2014-2020 European Structural and Investment Funds Growth Programme
A Growing Economy
2.6% 2.6% 3.5% 3.8% 5.2% 3.0%
4.3% 5.1% 2.5% 3.5% 3.6% 2.2%
1.0% 3.0% 5.0% 7.0% 2009 2010 2011 2012 2013 2014 2015
GVA Growth rates in D2N2 and England
England
Private Sector Job creation
Supported by the European Regional Development Fund as part of the 2014-2020 European Structural and Investment Funds Growth Programme
Productivity and Incomes Gap
0.882 0.884 0.886 0.888 0.89 0.892 0.894 0.896 0.898 0.9
GVA per hour worked
% of the UK 86.8% 86.0%86.1% 84.9% 85.1% 84.9%84.8% 84.7%84.7% 83.5% 84.0% 84.5% 85.0% 85.5% 86.0% 86.5% 87.0% 2007 2008 2009 2010 2011 2012 2013 2014 2015
GDHI in D2N2 as a % of England
Supported by the European Regional Development Fund as part of the 2014-2020 European Structural and Investment Funds Growth Programme
Skills and Healthy Life Expectancy
37.9 32.0 17.4 19.6 3.0 3.8 16.0 17.9 11.3 12.4 6.7 6.2 7.8 8.1 0.0 20.0 40.0 60.0 80.0 100.0 Englan d D2N2
Skills profile of the working age population, 2016
NVQ4+ NVQ3 Trade Apprenticeships NVQ2 NVQ1 Other qualifications No qualifications
61.3 61.6 61.1 61.1 60.5 60.7 63.0 64.1 63.2 63.9 63.4 64.1 58.0 59.0 60.0 61.0 62.0 63.0 64.0 65.0 Male Female Male Female Male Female 2009 - 11 2011 - 13 2013 - 15
Healthy life expectancy
D2N2 England
Supported by the European Regional Development Fund as part of the 2014-2020 European Structural and Investment Funds Growth Programme
Incapacity, sickness, housing
FIGURE 291: ESA, IB AND SDA CLAIMANTS IN D2N2 AND ENGLAND1,860 14,810 19,540 28,400 50,940 74,220 80,380 85,900 90,090 94,380 81,980 75,260 65,860 38,740 13,870 8,280 4,720 1,680 1,940,000 1,960,000 1,980,000 2,000,000 2,020,000 2,040,000 2,060,000 2,080,000 2,100,000 2,120,000 2,140,000 2,160,000 20,000 40,000 60,000 80,000 100,000 120,000 2008 2009 2010 2011 2012 2013 2014 2015 2016 ESA IB+SDA England ESA+ID+SDA trend
Diverse Performance
Productivity Reviews Findings
‘The main driver of living standards is productivity’ – Carolyn
Fairburn
In D2N2 our Sector profile does not explain our
Productivity Gap
interventions
differences;
SEP refresh Key issues
Focus of previous SEP was private
sector job creation
Shift now towards driving up levels of
productivity
Create inclusive economy with higher
value, better paid jobs – quality rather than quantity
SEP refresh Key issues
Out of 38 LEPs D2N2 4th largest population and 5th
largest workforce outside London. However 9th largest economy – raising business productivity is the challenge
D2N2 has earnings deficit. Too many people in lower
paid jobs (some 30% of people earn less than the Living Wage) and not enough in higher paid jobs
Little growth in working-age population by 2030. To be
internationally-competitive economy, maintain high levels of employment need to find ways to produce much more output with the existing workforce
Need to enable our workers at all levels to move up
the skills escalator into more productive, better-paid jobs and future proof the skills they need for the jobs
SEP refresh Key issues
Future success depends on how effective we are at
managing the transition to a higher-value
will be critical, by providing opportunities and raising skills levels and recognising that local economies are starting from different positions.
Some parts of D2N2 particularly disadvantaged
England average in Derby, to 65% in Mansfield.
Marked gap between the most prosperous parts
economic challenges (ranging from GVA per head of £27.6k in Nottingham, £27.3k in Derbyshire Dales to £14.4k in Gedling and £16k in Erewash).
SEP refresh Skills for Future
Skills Match & Pathways
Ensure that skills supply matches business demand
and future needs – enabling workers at all levels to move up the escalator to more productive, better- paid jobs of the future
Ensure that the local skills system supports the
skills matching ambition, through:
employer engagement to address course content skills commissioning to incentivise providers to
align with the demands of the labour market
live, accurate data on the labour market clear gateways and pathways for people to
progress
SEP refresh Skills for Future
Job Readiness
Enable young people of all ability levels to enter the
labour market – providing businesses with a stronger pool of indigenous talent
Educational attainment at 16 is a key driver of
productivity but there are areas of under- performance in some parts of D2N2. Build long long- term relationships which support schools to raise attainment levels by raising careers and employability skills required in a high performing economy
SEP refresh Skills for Future
Skilled and Adaptable Workforce
Enable the workforce to up-skill and adapt to
changes in technology (including digitalisation) and working practices, through lifelong learning
Roll out programmes of support particularly for
SMEs across sectors to enable their workforce to acquire the skills to adapt to digitalisation of the workplace
SEP refresh Skills for Future
Innovation Know-how Exploit and enhance our leading-edge, core specialist capabilities in the knowledge base, with the focus on
Advanced Manufacturing & Engineering Digital Technologies & Data Energy & Low-Carbon Technologies Systems Integration Develop a programme of support to help businesses
adopt new technologies, to innovate and drive up productivity
Skills Challenge
businesses have a larger share outside the cities
national trend
UK average
20% to 14% of the workforce
roles, half of which expected to be in professional roles
Derbyshire: Recruitment issues
attempted to recruit in Q2, and slightly more found difficulties in doing so
positions, though many more temporary posts were being advertised in Q2
positions overtook professional/managerial posts as being the hardest posts to fill in Derbyshire. Region Q2 Q1 2018 Q2 2018 Attempted to recruit: 67% 61% 63% Attempted to recruit the following:- Full-time 86% 89% 83% Part-time 28% 25% 22% Permanent 40% 33% 32% Temporary 26% 20% 29% Difficulties reported in recruiting: 62% 57% 59% Skilled manual/technical posts 49% 33% 50% Professional/managerial posts 52% 36% 48% Clerical 17% 11% 2% Unskilled/semi-skilled posts 18% 33% 22%
Nottinghamshire: Recruitment issues
much more concerted attempt to recruit in Q2, although difficulties in doing so rose considerably.
and regional norms, professional/managerial posts tend to be the hardest posts to fill in Nottinghamshire. Region Q2 Q1 2018 Q2 2018 Attempted to recruit: 67% 60% 70% Attempted to recruit the following:- Full-time 86% 86% 87% Part-time 28% 21% 28% Permanent 40% 46% 46% Temporary 26% 25% 21% Difficulties reported in recruiting: 62% 49% 63% Skilled manual/technical posts 49% 33% 48% Professional/managerial posts 52% 52% 54% Clerical 17% 18% 28% Unskilled/semi-skilled posts 18% 21% 15%
4 core technical groups that deserve policy attention
Engineering and planning/process/production technicians
Undersupply: 900
Average advertised salary: £28,200
Metals, tools and instruments manufacturing
Undersupply: 900
Average advertised salary: £25,300
Electricians and electronic trades/technicians/engineers
Undersupply: 600
Average advertised salary: £32,200
IT engineers and technicians
Undersupply: 390
Average advertised salary: £31,000
Key challenges
Apprenticeships could offer solutions where
skills shortages are acute
31% of L3 vacs difficult to fill due to skills
shortages
19 % of L2 vacs difficult to fill (predominantly
in sales and customer service) HE issues
Only 31% of graduates from D2N2 HE
institutions stay in the area to work
Only 48% of graduates working in D2N2 had
done degree in LEP area
ESFA ‘rules’
ESFA only fund organisations that have a current
funding agreement (ROTO) either:
as a single legal entity (college, private or public
with other legal entities (for example a consortium)
All lead providers and subcontractors must register
No subcontractors with a contract value of
£100,000 or greater for each funding year unless listed on ROTO.
All delivery subcontractors must be contracted
directly by lead. No second level
Community Grants Overview
IP 1.4 Community Grants
small organisations
Managing Agent
authority areas
Managing Agent
Priority Groups
Participants over 50 – 15% Participants with disabilities – 22% Participants from ethnic minorities – 25% Participants who are women – 36%
Progression conversion rates
To Education or Training – 14% To employment – 17%
Managing Agent
Design , implement and administer CG programme Put in place management and QA arrangements CG programme flexible, responsive to emerging
priorities
Complement and avoid duplication with similar
existing provision, including ESF, DWP, Big Lottery, ESFA, local authorities, NCS and CEC provision
Put in place conflict of interest protocols Design and implement a grant payment system ( ESF
compliant, internal audit and reporting)
Managing Agent
Management Information
Develop and operate an MI system which enables
submission of data to ESFA via ILR and Data Returns.
Develop systems to maintain and provide evidence to
support payments
Provide ESFA with a monthly report by the 4th working
day of each month and a quarterly report
Ensure that each Recipient Organisation provides it with
return ILR data for each Participant for the activity that is funded through the Grant. To include all details of regulated and non-regulated learning as well as destination data
Managing Agent
Publicity and application process
Work with partners to develop and deliver an engagement
and marketing strategy to encourage CG applications
Make calls for CG applications aligned to local priorities Develop, implement and administer a grant application
process and timetable for CG applications
Receive and assess applications for CGs using open and
transparent criteria,
Manage volume of applications for each geographic area Enter into a Grant Agreement with each Recipient
Organisation which sets out the conditions on which the Community Grants are provided
Managing Agent
Support to Grant Recipients
Provide support to Recipient Organisations to
help them manage ESF funds especially in maintaining records of actual grant expenditure to ensure a full audit trail.
Ensure the Recipient Organisation keeps
financial records such as invoices to support expenditure, bank statements, staff time sheets, job descriptions, expenses payments and is able to fully evidence any claims made in accordance with the Grant
Managing Agent
Local Governance
The Managing Agent must ensure that the Grant
Awards panel membership includes the LEP and relevant Local Authority representative.
D2N2 LEP convenes an ESF Provider Delivery Group,
which meets quarterly. The Contractor will be required to attend and provide management information (both hard and soft) to the group.
Key priorities Community Grants
To develop the capacity of the community and
to meet local needs.
Undertake activities that promote social
inclusion.
Build employment and enterprise skills
through the voluntary and community sector.
Provide intensive support to help upskill
individuals and move towards and enter work.
To engage those individuals who are the
hardest to reach through innovative approaches
Community Grants
NEET Overview
IP1.2 NEET
Support those at risk of NEET and NEET
Eligibility:
Deliverables:
Apprenticeship)
D2N1 Youth Engagement
1 contract for D2N1 worth £3,024,000
ITT closes 17 September 2018 Delivery commences 1 April 2019 Final date for participation starts 31 December
2020
All activity completed 31 July 2021 Area covered to be Derby City, Derbyshire and
Nottinghamshire (excluding Nottingham)
Focus on young people living in rural areas who
may face a range of barriers to employment such as transport and access issues.
D2N1 YOUTH Engagement
Support 16-24 year olds NEET to reengage
in education, education or training Outputs
1920 starts 192 progressions into employment 653 progressions into education 96 progressions into Apprenticeships 96 progressions into Traineeships Regulated and non regulated learning
D2N1 Youth Engagement
Programme targets
Female Participants – 45% Participants from ethnic minorities – 20% Participants with disabilities – 10% Participants without Basic Skills – 16% Participants who live in a single adult household
with dependent children – 4%
Inclusion Youth Engagement
Social Mobility Index assesses the education,
employability and housing prospects of people living in England’s 324 LA’s.
Half the local authority areas in the East Midlands are
social mobility cold spots.
D2N2 has high proportion of cold spots
Newark and Sherwood – 2nd in England Ashfield – 8th Derby – 9th Mansfield 10th Nottingham – 13th South Derbyshire – 14th Amber Valley – 23rd Bolsover – 39th Chesterfield – 40th
Productivity Youth Engagement
Little growth in working-age population by 2030 Need to produce much more output with the
indigenous labour and talent we have within D2N2.
Need to ensure that all young people are able to
develop the employability and vocational skills to move up the skills escalator into more productive, better-paid jobs in a transformed economy.
The Youth Engagement Service (D2N1) will target
young people not engaging with the employment and skills system who are in danger of not playing an inclusive role in D2N2’s vision of a higher-value economy
Key priorities Youth Engagement
Skills Match & Pathways – equipping NEET young people
to understand what skills will be required in the future workforce and motivating them to engage with employers to move up the skills escalator to more productive jobs
Job Readiness Enable young people to develop the
knowledge, skills and experience to successfully enter the labour market
Skilled and Adaptable Workforce Enable the workforce to
up-skill and adapt to changes in technology (including digitalisation) and working practices.
Innovation Know-how. Providing employability support,
careers advice and LMI so young people can exploit
capabilities with the focus on Advanced Manufacturing & Engineering, Digital Technologies & Data, Energy & Low- Carbon Technologies, and Systems Integration
Key priorities Youth Engagement
Partnership Working
The Contractor shall ensure that the Services complement and
avoid duplication with similar existing provision, including ESF, DWP, Big Lottery, ESFA, local authorities, NCS, CEC
The Contractor shall work in partnership with the LEP and every
local authority in D2N1
Provision aligned to local priorities – existing and emerging
Employer Engagement
Employers involved in design and delivery of services Strong relationship with employer facing organisations particularly
the D2N2 Growth Hub
Be aware of issues facing employers – work experience
requirements as part of T levels developments (pilot in Derby)
Youth Engagement
Local Governance
D2N2 LEP convenes an ESF Provider Delivery Group,
which meets quarterly. The Contractor will be required to attend and provide management information (both hard and soft) to the group.
D2N2 LEP is currently undertaking a review of the
skills governance arrangements in D2N2. The Industrial Strategy requires the formation Skills Advisory Panels to bring skills providers and business together to determine local growth priorities and analyse future supply and demand. The Contractor will attend or provide management information (both hard and soft) to the Skills Partnership on a regular basis.
Youth Engagement
Local Governance
The successful contractor will be required to produce a
development plan with identified roles and responsibilities and named contacts.
The plan will be agreed and revised with the LEP on an
annual basis. Plans could include research; co-
respond to emerging skills needs of the LEP’s priority sectors; developing provider responsiveness; innovation and employer engagement.
The Contractor will support the on-going
implementation of the plan and provide regular updates to the LEP as part of the governance arrangements.
SSWR Overview
IP2.1 Skills Support for the Workforce incorporating Skills Support for Redundancy
Eligibility:
redundant)
Deliverables:
Apprenticeships, Education)
SSWR
Basics
2 contracts for the following lots D2 - Derby and Derbyshire -
£8,370,000
N2 - Nottingham and Nottinghamshire
ITT closes 17 September 2018 Delivery commences 1 April 2019 Final date for starts is 31 December
2020
All activity completed by 31 July 2021
SSWR
Outputs for each contract
4565 starts 228 progressions into employment 457 progressions into education 228 progressions into Apprenticeships 913 progressions within work Regulated and non regulated learning LEP agreed Development plan
SSWR
Programme targets
Participants over 50 years of age – 20% Participants from ethnic minorities – 18% Participants with disabilities – 8% Participants without Basic Skills – 18% Participants who live in a single adult household
with dependent children – 5%
Female participants – 49%
SSWR
2 strands of activity:
Skills support for the Workforce
(Strand 1);
Skills support for Unemployed
individuals, those At Risk of Redundancy or Recently Redundant (Strand 2).
Strand one services
Support employers to employ / develop individuals
to fill intermediate, technical, high-level skills gaps.
Address Basic Skills needs of employees particularly
in SME’s and Micro Businesses.
increase the skills levels of employees to at least the
next level up, to encourage progression within the workforce.
increase the number of people with technical and job
specific skills, to progress them into education, employment, apprenticeships to support business growth.
increase the skills levels of employed women to help
employers address the gender employment and wage gap.
identify and promote apprenticeships to address
skills gaps within the existing workforce.
Strand two services
Support Enterprises (of any size) that are
undergoing industrial restructuring by providing skills and employability support for their employees who are At Risk of Redundancy.
Supporting Recently Redundant individuals(3
months) where initial contact through previous employers has not been possible.
Productivity SSWR
Out of 38 LEPs D2N2 4th largest population and 5th
largest workforce outside London. However 9th largest economy – raising business productivity is the challenge
Little growth in working-age population by 2030. To
be internationally-competitive economy, maintain high levels of employment need to find ways to produce much more output with the existing workforce
Need to enable our workers at all levels to move up
the skills escalator into more productive, better-paid jobs and future proof the skills they need for the jobs of tomorrow.
Inclusion SSWR
D2N2 has earnings deficit. Too many people in
lower paid jobs (some 30% of people earn less than the Living Wage) and not enough in higher paid jobs
Some parts of D2N2 particularly disadvantaged
England average in Derby, to 65% in Mansfield.
Marked gap between the most prosperous parts
economic challenges (ranging from GVA per head of £27.6k in Nottingham, £27.3k in Derbyshire Dales to £14.4k in Gedling and £16k in Erewash).
Key sectors SSWR
8 key sectors which are important to growth
and productivity in both the D2 and N2 areas.
Transport Equipment Manufacturing; Life Sciences; Food & Drink Manufacturing; Visitor Economy; Low Carbon, Transport & Logistics, Creative & Digital Industries; and Construction.
Key sectors SSWR
D2N2 LEP Science and innovation Audit identifies 3 Innovation- led sectors which stand out as having a combination of high- specialism, high-GVA, and high-growth prospects and in good position to exploit opportunities in the Industrial Strategy through Sector Deals: They are;
Transport Equipment Manufacturing
Food & Drink Manufacturing
Life Sciences There are a 4 fields of cross-sector expertise where D2N2 has stand-out specialisms in the knowledge base (industry and centres
Advanced Manufacturing & Engineering
Digital Technologies & Data
Energy & Low-Carbon Technologies
Systems Integration
Key priorities SSWR
Partnership Working
The Contractor shall ensure that the Services complement and
avoid duplication with similar existing provision, including ESF, DWP, Big Lottery, ESFA, local authorities, NCS, CEC
Provision aligned to local priorities – existing an emerging Provide participant and employer data at ward/district level
covering the referral source, the qualifications offered and delivered, the cohorts supported, the employer information, the sector of employer and sector of support provided; Employer Engagement
Strong relationship with employer facing organisations particularly
the D2N2 Growth Hub, Nottingham Jobs hub, Derby Apprenticeship Hub etc
The Contractor shall establish links with JCP to ensure visits to
public or private sector employers are made in conjunction with Jobcentre Plus and NCS to ensure a coordinated approach
SSWR
Local Governance
D2N2 LEP convenes an ESF Provider Delivery Group,
which meets quarterly. The Contractor will be required to attend and provide management information (both hard and soft) to the group.
D2N2 LEP is currently undertaking a review of the
skills governance arrangements in D2N2. The Industrial Strategy requires the formation Skills Advisory Panels to bring skills providers and business together to determine local growth priorities and analyse future supply and demand. The Contractor will attend or provide management information (both hard and soft) to the Skills Partnership on a regular basis.
SSWR
Local Governance
The successful contractor will produce a development
plan using the template development plan provided by the ESFA in response to the LEP’s needs and shall meet with the ESFA and the LEP to agree and finalise the development plan prior to the Service Commencement Date.
The Contractor shall implement the agreed
development plan from the Service Commencement Date.
The Contractor shall support the on-going
implementation of the development plan and shall provide regular updates to the LEP.
Underlying Principles
Relationship with LEP and Stakeholders
Links to existing services Effective signposting Local support Performance Management
Collaboration – strong provider consortium
Engagement Employment Skills
Gateways and Pathways
Joined up strategy Effective signposting Utilising the ‘right’ programmes to get people into ‘sustained
employment’
Core Delivery Principles ‘What good looks like’
Impact and Scale: Delivery Readiness: Added Value Local Value Quality, Performance and Efficiency:. Strategic Partnerships and Co-ordination of
Market Engagement
Flexibility and Responsiveness
Contact Details
Richard Kirkland
Richard.kirkland@d2n2lep.org 07867178967
Rachel Quinn
rachel.quinn@d2n2lep.org 07551 124225
This project is part-funded by the European Social Fund as part of the 2014-2020 European Structural and Investment Funds Growth Programme in England