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GrowOurOwn Workforce DavidJones LifelongLearningOfficer BFBC representing LifelongLearningPartnership BFPExecutiveBoard 9March2006 Introduction GrowOurOwn


  1. “Grow�Our�Own” Workforce David�Jones Lifelong�Learning�Officer�– BFBC representing Lifelong�Learning�Partnership BFP�Executive�Board�– 9�March�2006

  2. Introduction “Grow�Our�Own” is�a�true�partnership�project� across�a�sub�region�of�the�Thames�Valley It�aims�to�develop�and�up-skill�the�local� population�in�an�area�of�high�employment�to� take�advantage�of�the�new�jobs�offered�by� regeneration�and�capital�development. BFP�Executive�Board�– 9�March�2006 2

  3. Context • Regeneration�will�bring�5000�to�7000�new�jobs� to�Bracknell�Forest�&�Windsor�&�Maidenhead • Emphasis�on�Retail,�Hospitality,�Tourism,� Business�Support�and�Construction�Sectors • Significant�developments�in�these�sectors�in� adjacent�areas • Unemployment�rates�typically�at�1.6% • Need�to�bring�more�local�people�into�more� productive�levels�of�employment BFP�Executive�Board�– 9�March�2006 3

  4. Regional�Economic�Strategy • SEEDA�is�a�key�player • “Grow�Our�Own” will�make�a�real�contribution�to� SEEDA’s Regional�Economic�Strategy • Local�needs�match�regional�needs • Workforce�development�is�not�new�but�local� models�where�employment�is�high�are�rare • SEEDA�view�this�initiative�as�‘action�research’ developing�a�model�for�wider�use • The�need�is�for�Smart�Growth BFP�Executive�Board�– 9�March�2006 4

  5. Smart�Growth Deloitte�Report�(September�2005) Strategies�and�Solutions�for�Sustaining�Success�in� Surrey�and�the�Thames�Valley� (RES�2006�– 2016) • Area�“Economic��Capital” of�South�East • Next�5�Years�add�36%�of�South�East�Growth • In�next�5�years�labour�shortfall�of�48,000�FTE • Complacency�could�lead�to�decline BFP�Executive�Board�– 9�March�2006 5

  6. Smart�Growth “There�is�a�tipping� point:��we�may�know�it� Lack�of�Affordable� is�coming�when�the� Housing pace�of�life,� congestion�and�the� Skills� higher�cost�of�living� Congestion Exodus outweigh�the��� The� benefits” Tipping� Pressure�on� Point Infrastructure Skills� Businesses��� Shortages Relocate BFP�Executive�Board�– 9�March�2006 6

  7. Smart�Growth • Indigenous�growth�required • The�importance�of�the�secondary�sector (personal�services,�retail,�catering�etc) would�grow�both�in�terms�of�employment and�gross�value�added�(GVA) • Smart�growth�is�required�in�addition�to,�not instead�of,�the�physical�infrastructure BFP�Executive�Board�– 9�March�2006 7

  8. What�happens�next? • SEEDA�have�offered�a�grant�of�£150,000�to� develop�a�project�plan�for�5�years�2007�– 2012 • An�Executive�Steering�Group�has�been�created • An�advertisement�for�Project�Manager�is�in�hand • LLP�Task�Groups�will�be�formed�in�both�areas�to� support�project�development • Engagement�with�local�businesses� • Engagement�with�local�support�agencies • Engagement�with�local�people BFP�Executive�Board�– 9�March�2006 8

  9. Outcomes�2007�- 2012 • New�opportunities�for�skills�training • Promotion�of�employment�opportunities�in�the� sectors�identified�– 14�to�65+ • Provision�of�information,�advice�and�guidance • Training�needs�analysis • Mentoring�support�for�job�seekers • Transition�to�work�programmes • Employment�brokerage BFP�Executive�Board�– 9�March�2006 9

  10. Planning�framework Planning�to�meet�the�training�and�employment�needs�of�Town�Centre�Regeneration� 2005� 2012+� Small� New� One�Stop�� Training� Employment� 3000�to� Pool�of� Pool�of� Shop� � Services� 5000�� workers� workers� One� Support� new� Stop�Service� Mentoring� Transition�to� jobs� work�services� Older�Workers�45-50+� Reception� ABS�(SfL)� Regeneration� Information� Customer�Service� brokerage� Young�Parents�–�� Advice�&�Guidance� Health�&�Safety� � ����-�Teenage�Mums� Diagnostic�skills�audit� Basic�Hygiene� � ��� Women�Returners� Training�Needs�Analysis� First�Aid� Agencies� ployable)� ent�–�1.6% Referral�System� Personal�Safety� � School�Y9s�@�16� Signposting� Security�in�Workplace� � Initial�training/learning� Specialist� Job�Centre�Plus� Adults�with�Mental��� Regenerated�Town�Centre� �������Health�Needs� �����������and�counselling� Technologies� End�point:���Fully�staffed� ���(including�some�currently�unem ploym ���e.g.�� low�self�esteem� Stock�Control� Adults�with�� � ABS�(SfL),�ICT� Presentation�Skills� ����Learning�Difficulties� � � 1:1,�First�steps� Starting�point:���Low�unem Through�to�vocational� � Small�Groups� Adults�on�Benefits� qualifications�� Training�room� i.e.�an�academy�for� Carers� Back�Office/Strategic� retail/customer�service� � Career�Developers� skills� � � Job�Changers� � � � Relocators� � Base�for�outreach� � Redundants� Learning�Bus�to�‘Hook’� Job�preparation�skills� potential�new�learners,� CV�writing� New�Residents� to�motivate,�to�engage� Interview�practice� Mobile�services�for� Informal�economies� Application�support� IAG,�DSA,�TNA� Ethnic�minorities� Supportive�brokerage�and� Referral� Initial�Training� transition�to�work.� EU�workforce� Agendas� o � Social�Inclusion� o � Social�Inclusion� o � Social�Inclusion� o � Health�&�Well- o � Lifelong�learning� being� o � Sustainable�Communities� o � Community� o � Local�Transport� o � Rural�issues� Development� � DJ�Retail�3� BFP�Executive�Board�– 9�March�2006 10

  11. Further�Information Contact: John�Moody�– LLP�Manager�(until�31/03/06) then�Project�Facilitator john.moody@bracknell-forest.gov.uk David�Jones�– Lifelong�Learning�Officer�BFBC david.jones@bracknell-forest.gov.uk BFP�Executive�Board�– 9�March�2006 11

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