Humber Local Enterprise Partnership Skills Network Innovation - - PowerPoint PPT Presentation

DRIVING GROWTH OF THE HUMBER ECONOMY FOR THE BENEFIT OF OUR COMMUNITIES

Humber Local Enterprise Partnership Skills Network

Innovation Centre, Europarc, Grimsby

14th November, 2017

DRIVING GROWTH OF THE HUMBER ECONOMY FOR THE BENEFIT OF OUR COMMUNITIES

Welcome and Introduction

Peter Harrison #HumberSkills

DRIVING GROWTH OF THE HUMBER ECONOMY FOR THE BENEFIT OF OUR COMMUNITIES

Key points from July Network

• Women into Manufacturing and Engineering
• Feedback from Summer Schools Conference
• Engaging Young Talent Campaign
• Engineering UK
• British Steel
• Key LEP updates

DRIVING GROWTH OF THE HUMBER ECONOMY FOR THE BENEFIT OF OUR COMMUNITIES

Agenda

• Update and Implications of T-Levels – Rhys

Davies including round table questions

• Area Based Review – Chris Howell
• Careers & Enterprise Company update and

Work Insight Programme – Karleen Dowden and Kerrie Jaquest

• North Lincolnshire Festival of Skills – Cheryl

Smith

• National Careers Service pilot – Tonya Ward
• LEP Updates – Peter Harrison

DRIVING GROWTH OF THE HUMBER ECONOMY FOR THE BENEFIT OF OUR COMMUNITIES

Update and implications of T-Levels

Rhys Davies

6

The context: The Sainsbury Review of FE and Skills 2016

Challenge: Grow the economy and improve productivity. 4 principles:

• Employers must play a leading role in designing the FE

curriculum

• Technical education must be seen as an attractive

viable alternative to A Levels

• Young people need to meet the national standards set

by employers

• A closer integration between college-based and

employment-based technical education

7

Recap of spring budget March 2017

• £500 million each year from 2018/19 committed to 900 hours per year for

16-19 year olds on technical programmes

• New qualifications will be known as T-Levels
• Increase of over 50% in the number of hours of training for 16-19 year old

technical students (from 600 hrs/pa to over 900 hrs/pa) including a high quality 3-month work placement for every student

• From 2019-20 maintenance loans will be available to students on technical

ed courses levels 4-6 in National Colleges and Institutes of Technology.

• Maintenance loans will also support adults to retrain at these institutions
• DfE will invest up to £40m in pilots to test effectiveness of different

approaches to lifelong learning.

8

Technical and Further Education Act April 2017

Some key aspects: 1. The Skills Plans

• Supports the findings of the Sainsbury Review to rationalise

vocational education

• Establishes an Institute of Apprenticeships and Technical

Education

• Vocational and technical education to be employer led

2. Creation of an insolvency regime

• Government no longer banker of the last resort
• Area Based reviews meant to ameliorate risk of insolvency

3. Reinforces the move to devolving the adult skills budget 4. The ‘Baker clause’ will require schools to allow access to pupils for all post-16 providers. Overseen by Ofsted.

9

T Level Structure

10

Two routes

11

15 routes

12

Tech Levels: panel recommendations

Each two year programme will being with a ‘common core’ which applies to all individuals studying the route and is aligned to

• apprenticeships. The common core will allow students to develop a

broad set of knowledge, skills and behaviours common to a range of

• ccupations with the route

On completing the core content, individuals should begin to specialise towards an occupation or group of occupations. The design of the new technical education routes will need to enable better articulation between 16-18 and adult education, and the further work (supporting link to level 4 and 5).

13

Tech Levels: panel recommendations

“Tech levels are likely to include multiple forms of assessment, and

each tech level could look different depending on the content to be

• assessed. It could, for example include a portfolio of work for
• individuals. What is of overarching importance however, is that

employers have confidence in the qualification and what they mean. Employers were also clear that, for qualifications to be credible, they must be externally assessed so that employers can have confidence that quality standards have been met and judgements applied consistently.”

14

Work placements

Substantive work placement of 50 days (min 315 hours) Occupationally specific Taking place with an external employer Delivered to a structured work plan Supervised and monitored Work placement and Delivery fund (CDF) – ESFA £250 per qualifying student

15

Latest timeline

16

Immediate next steps

17

Questions…..

1. How can providers and employers prepare for the new work placements? (capacity, engagement with employers and SMEs) 2. How can providers and employers work together to ensure a coherent post 16 curriculum offer across the region which meets the needs of employers? Which routes do providers

• ffer?

3. What are the potential consequences of the requirement to complete the work placement and the emphasis on external assessment for student outcomes?

DRIVING GROWTH OF THE HUMBER ECONOMY FOR THE BENEFIT OF OUR COMMUNITIES

FEEDBACK

Table feedback

DRIVING GROWTH OF THE HUMBER ECONOMY FOR THE BENEFIT OF OUR COMMUNITIES

Networking Break

#HumberSkills

DRIVING GROWTH OF THE HUMBER ECONOMY FOR THE BENEFIT OF OUR COMMUNITIES

Area Based Review

Chris Howell

Area Based Review

Chris Howell Provider Manager Young People, Skills & Employability Team Hull City Council

What was it?

• A central government led review of post-16

education.

• Included General FE and Sixth Form Colleges.
• Did not include School Sixth Forms or Independent

Providers.

• Overseen by a steering group chaired by the Sixth

Form College Commissioner.

• Covered York, North Yorkshire, East Riding & Hull.
• Did not include North or North East Lincolnshire.

Colleges in scope

• Askham Bryan College
• Bishop Burton College
• Craven College
• East Riding College
• Hull College, including

the Harrogate College

• Scarborough Sixth

Form College

• Selby College
• Wilberforce Sixth Form

College

• Wyke Sixth Form

College

• York College
• Yorkshire Coast

College, part of the Grimsby Institute Group

Steering Group membership

• Chairs of each college
• Principals of each

college

• Hull City Council
• East Riding of

Yorkshire Council

• Humber LEP
• York, North Yorkshire &

East Riding LEP

• Leeds City Region LEP
• Sixth Form College

Commissioner

• Regional Schools

Commisisoner

• Education Funding

Agency

• Skills Funding Agency
• Area Review team lead

Outcomes

Reviews aimed to deliver:

• Institutions which are financially viable, sustainable,

resilient and efficient, and deliver maximum value for public investment.

• An offer that meets each area’s educational and

economic needs.

• Providers with strong reputations and greater

specialisation.

• Sufficient access to high quality and relevant

education and training for all.

Products

• Full report including

recommendations.

• College annex.
• Data annex.

https://www.gov.uk/government/publications/york-north-yorkshire-east-riding-and- hull-fe-area-review-report

Recommendations (1)

Hull & East Riding specific:

• East Riding College & Bishop Burton Colleges to

remain stand-alone institutions.

• Hull College to remain a stand-alone institution

under a “fresh start” arrangement (facilitating financial recovery).

• Wyke & Wilberforce Sixth Form Colleges to

establish a formal federated structure with Franklin and John Leggott Sixth Form Colleges.

Recommendations (2)

• Post-16 leadership group delivering a “Hull Offer”

(curriculum planning, progression & alignment to the local economy).

• Also

– Higher Level Apprenticeships group – Rural Inclusion group

ABR Hull Theme Group

• Hull City Council
• East Riding Council
• Humber LEP
• Hull College
• Wyke Sixth Form

College

• Wilberforce Sixth Form

College

• East Riding College
• Bishop Burton College
• Ron Dearing UTC
• University of Hull
• ESFA
• Pre-16 representation
• Chair of the Humber

LEP Skills Network

DRAFT Post-16 Strategy & Action Plan

Immediate priorities:

• Progression pathways
• T- levels
• Access to higher education
• English & maths
• High Needs
• CEIAG

Thank you.

Chris Howell Provider Manager Young People, Skills & Employability Team Hull City Council T: 01482 615 210 E: chris.howell@hullcc.gov.uk

DRIVING GROWTH OF THE HUMBER ECONOMY FOR THE BENEFIT OF OUR COMMUNITIES

Careers & Enterprise Company

Careers & Enterprise Company update and Work Insight programme Karleen Dowden and Kerrie Jaquest

The Humber Picture.....so far

• CEC currently working with 50+ schools/academies/colleges to progress the careers strategies,

match to Enterprise Advisers, and celebrate excellent work they are doing.

• Leaders from a wide array of Humber Businesses are looking into becoming Enterprise Advisers,

with 38 already matched to schools.

• We are supporting and creating local and national events to promote and support young people,

including Skills Shows, sector specific events including Health and STEM, and the Humber Summer Schools Conference.

• Working closely with CEC Fund beneficiaries and partners.
• Support the Humber LEP Employment and Skills Strategy for a Skilled and Productive Workforce,

ultimately assisting to bridge the skills gap across the Humber.

What are Compass and Tracker?

• Tracker: interactive

planning tool that enables a school/college to plan to improve their provision Compass: evaluation tool to audit a school/college’s current careers provision against the eight Gatsby Benchmarks

Tracker and Compass

The Careers and Enterprise Company collaborate with the Gatsby Foundation to launch the Compass tool, allowing schools to measure how they are performing against the benchmarks. It also allows us to collect aggregated, anonymised data to understand how schools are doing across the Country. For schools this data allows them to track their performance over time, pinpoint areas of need and improve careers support to young people. CEC are continuing to develop Compass and will soon launch new functionality to provide schools with more resources, tools and the ability to plan and track their careers and enterprise programme.

The 8 Gatsby benchmarks of Good Career Guidance

• 1. A stable careers programme
• 2. Learning from career and

labour market information

• 3. Addressing the needs of each

pupil

• 4. Linking curriculum learning to

careers

• 5. Encounters with employers and

employees

• 6. Experiences of workplaces
• 7. Encounters with further and

higher education

• 8. Personal guidance

Work Insight Project

1 year pilot for Hull & East Riding, aiming to offer a bespoke work experience programme to raise aspirations, improve confidence and gain key employability skills for young people in secondary schools years 10 to 13 (aged 14 – 18) Work Insight will be targeted at:

• Young people who have a Special Education Need and or Disability (SEND)
• Young people who are identified as being at risk of becoming Not in Employment,

Education or Training (NEET)

• Young people with an Education Health & Care Plan (EHCP)

56 total number of students currently on programme so far 21 businesses are engaged with the Work Insight Project (including Hull & East Riding NHS Trust, Hull Training, KIDS, Tesco, Hobson and Porter, Gough and Davy, Hull City Council & East Riding of Yorkshire Council). If you would like to get involved or would like to find out more please contact the team

• n 01482 615226 or email workinsight@hullcc.gov.uk

DRIVING GROWTH OF THE HUMBER ECONOMY FOR THE BENEFIT OF OUR COMMUNITIES

North Lincolnshire Festival of Skills

Cheryl Smith

FOSO 2017

Celebration Event

Cheryl Smith

Community Investment Manager

Open Doors

Jobs fair organised by North Lincolnshire Council and DWP at the Baths Hall, Scunthorpe.

Outcomes

• 1,000 people seeking work were more informed as to the types of jobs being

recruited too and the employment landscape

• 40 employers attended to event
• People secured interviews and jobs from the event
• Raised confidence in those people attending the event by talking to employers and

having mock interviews

• People brought their CV’s to be critiqued by the Action Station
• Higher numbers of none JC+ claimants attended than in previous years
• Encompassed veterans and LD event within
• Targeted young Mums which we know we have issues with getting back into work

Graduate Speed Networking

Speed networking event for graduates to attend to secure 8 week work placements. Held in partnership with NLC and DWP.

Outcomes

• All graduates claiming benefits were invited to the event
• All 10 Graduates secured work placements
• Employers have competent graduates leading on 8 week

projects within their teams, bringing fresh ideas to their companies

Women returning to work

Jobs fair and career support event aimed at supporting women back into work following career breaks.

Outcomes

• Support offered by a number of public, private and 3rd sector
• rganisations
• Over 100 women attended the day
• Opportunities identified for training and jobs for a number of

candidates

• Follow up support for those individuals seeking to go

self-employed

All schools and alternative provision in North Lincolnshire invited to attend the event with employers, HE and FE providers present talking to pupils about future careers. Jenny Vincent from the Careers Enterprise Company sponsored the event

Outcomes

Careers Event

• Over 1500 pupils attended the event
• 14 schools attended the event, 3 of which were

alternative provision

• 80 stands at the event
• Sector based approach this year
• Business Hub area for VIP guests and teachers to visit and

understand more about the economy in North Lincs and the region.

• Schools briefed on what is expected from their pupils at

the event

• Business breakfast prior to the event with Stephen Savage

guest speaker

This Ability

Businesses invited to attend the event to understand what its like to employ a disabled person and what support is available to facilitate this. Employers encouraged to sign the disability confident register. Great partnership working between HLC, PADD, DWP, NLC, Humber LEP and CEC

Outcomes

• 4 employers signed the Disability Confident Register: British Steel,

Nic Dakin office, McDonalds franchise, and Hull college.

• Employers commented that they had found the event informative and

interesting and that this was something they would be taking back to the workplace to see how it could be implemented

WiME

Event aimed at encouraging females into the manufacturing and engineering sector. The event was delivered by a partnership of Greenport Hull, WiME, Humber LEP, NLC, CEC and the DWP

Outcomes

• Females of all ages and from varying educational backgrounds attended

from across the Humber region

• Humber UTC gained publicity from the event
• Employers from this field had engaging conversations

with attendees

Apprenticeship event

Event for people interested in apprenticeships to attend and talk to employers and training providers offering them. Outcomes

• Over 100 people attended the event
• The event enabled people to understand how apprenticeships

have changed with the introduction of the apprenticeship levy and standards rather than frameworks.

• Parents/carers were given information in favour of the

apprenticeship route instead of going to University.

A primary careers event open to all children from KS1 and KS2

Outcomes

Discover!

• 187 children attended the event
• Children were excited and engaged in the STEM themed event
• Both children and parents were made aware of opportunities in

the Humber region regards careers in this field

• Drax, British Steel and Phillips 66 brought interactive and

engaging stands

Festival of Skills and Opportunities

Over 3,500 people attended FOSO events

Special thanks to:

Businesses, Partners and staff for supporting FOSO

DRIVING GROWTH OF THE HUMBER ECONOMY FOR THE BENEFIT OF OUR COMMUNITIES

National Careers Service Pilot

Tonya Ward

Fuller Working Lives National Careers Service DWP & Humber LEP – A Partnership Approach 14th November 2017

55 Department for Work & Pensions

The UK, along with other developed countries, is currently in a period of demographic change….

Demographic challenge

• The number of individuals aged 50 years and over is projected to increase

from 42 per cent in 2010 to 50 per cent by 2035.

• Between 2017 and 2022 there will be 800,000 more people aged 50-64, and

300,000 fewer people aged 16-49

• In 2010, one in four of the working age population were age 50 and over, this

is projected to increase to one in three by 2022

56 Department for Work & Pensions

Fuller Working Lives A Partnership Approach

Fuller Working Lives Ambition:

“To support individuals aged 50 years and over to remain in and return to the labour market and tackle the barriers to doing so." Feb 17

• Has the ambition to increase the

retention, retraining & recruitment of older workers by bringing about a change in perceptions & attitudes of employers

• Sets out action Government is

taking to support older workers to remain in the labour market

57 Department for Work & Pensions

What can employers do?

• Conduct an age audit www.acas.org.uk/ageaudit
• Consider flexible working practices
• Introduce intergenerational mentoring
• Introduce apprenticeship programmes/training for older

workers

• Adopt age-specific wellness programmes
• Consider workplace or work role adaptations
• Help employees prepare for retirement
• Offer a career review

58 Department for Work & Pensions

For the employer “What’s in it for me?”

Older workers are vital to the future of the economy, Support for older workers results in:

 increased loyalty and retention  improved productivity  reduced recruitment costs *£6000

A workforce that reflects customer demographics will have valuable insight into the products & services that will be most successful

• Age diverse workplaces benefit from a range of

experiences, ideas and ways of thinking

59 Department for Work & Pensions

National Careers Service will:

 Offer on-site visit to discuss how the National Careers Service can help  Offer participating employees in-depth Information Advice & Guidance session which can be face to face or group meetings, telephone and/or digital advice  Areas covered could include:

• Skills health check
• Mid-life career review to explore options
• Information about short courses/units
• Information about Apprenticeships

 Help for businesses and older workers to explore flexible working approaches and practices that encourage retention, in-work progression, improved work life balance and improved productivity.

60 Department for Work & Pensions

CONTACTS

Tonya Ward Area Director Careers Yorkshire & the Humber Tonya.ward@aspire-igen.com Prime contractor for the National Careers Service Operations Manager - Humber Michelle.peacock@aspire-igen.com

DRIVING GROWTH OF THE HUMBER ECONOMY FOR THE BENEFIT OF OUR COMMUNITIES

Updates from the LEP team

Peter Harrison

DRIVING GROWTH OF THE HUMBER ECONOMY FOR THE BENEFIT OF OUR COMMUNITIES

Virtual School Heads consultation Functional Skills consultation Institute of Technologies Industrial Strategy Health and Social Care group developments Humber Gold Standard Growth Deal Investments Employability Passports

Updates from the LEP team

DRIVING GROWTH OF THE HUMBER ECONOMY FOR THE BENEFIT OF OUR COMMUNITIES

Key points from the meeting today

Jennifer Vincent

DRIVING GROWTH OF THE HUMBER ECONOMY FOR THE BENEFIT OF OUR COMMUNITIES

Skills Network Meetings - 2018

Tuesday 20th February – Hull venue Tuesday 22nd May – ER venue Tuesday 18th September – NL venue Tuesday 11th December – NEL venue