Presentation to LEAG 7 th November 2018 The means: to change places - - PowerPoint PPT Presentation

Local skills gaps and needs Crawley

The means: to change places for the better.

7th November 2018

Presentation to LEAG

The means: to change places for the better.

The Study

1) Explore recruitment and skills challenges 2) Make recommendations for action around supporting local residents into higher value jobs 3) Make recommendations about partners working together on skills opportunities

The means: to change places for the better.

Our work to date

Crawley profile National and regional context Light-touch review of Crawley Employment and skills plan Good practice case-studies 31 9 Business interviews Stakeholder interviews

The means: to change places for the better.

Business feedback

7% 37% 45% 11%

Size of skills issue for businesses?

Big problem Quite big Not very big Not a problem 0% 10% 20% 30% 40% 50% 60% Often Occasionally Rarely

Hard to fill vacancies?

The means: to change places for the better.

Impact of challenges

“We have one vacancy that has been open now for 250 days.” “At the end of last year we had 4 contractors, costing us 30% more than staff. There just aren’t the people with the skills in Crawley”

£8.9 M

Lost GVA

0% 10% 20% 30% 40% 50% 60% 70% Increased workload for

• ther staff

Increased

• perating costs

Slower growth Delays in projects or new products Customer service challenges We have to

• utsource

work We have difficulties meeting quality standards

The means: to change places for the better.

Impact of challenges

“Last year we outsourced £2.1m of work that we would

• therwise have”

The means: to change places for the better.

39% 52% 9%

Size of workforce over next year

65% 17% 9% 9%

Sales turnover over next year

Increase Stay the same Don’t know N/A

The means: to change places for the better.

Why the challenge?

Estimated vacancies Number out of work claiming jobseekers allowance or universal credit

The means: to change places for the better.

Why the challenge?

Top reasons for ADVANCED positions

Low number of applicants with the required skills Lack of work experience the company demands Too much competition from other employers Not enough people interested in doing this type of work Low number of applicants generally Poor career progression / lack of prospects

Top reasons for BASIC positions

Not enough people interested in doing this type of job Too much competition from other employers Low number of applicants generally Low number of applicants with the required attitude, motivation or personality Terms and conditions are uncompetitive Job entails shift work / unsociable hours Low number of applicants with the required skills Difficulties with accessibility by car

Top reasons for INTERMEDIATE positions

Not enough people interested in doing this type of work Too much competition from other employers Low number of applicants with the required attitude, motivation or personality Low number of applicants generally Low number of applicants with the required skills Terms and conditions uncompetitive Difficulties with accessibility by car

The means: to change places for the better.

Skills lacking in prospective recruits

0.00% 5.00% 10.00% 15.00% 20.00% 25.00% 30.00% 35.00%

The means: to change places for the better.

Training needs

0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50% Training that is more relevant to our working context More information

• n what is

available locally Training that is geographically closer to our staff Training at different times

• f day

Other More affordable training Different length courses

If you feel your needs could be better met, what do you need?

The means: to change places for the better.

Training needs

0% 10% 20% 30% 40% 50% 60% 70% Apprenticeships Short courses Professional qualifications Higher education qualifications Functions / core skills

What types of course would you like to work with the local college on?

The means: to change places for the better.

Personas

• Women returners
• Over 50s
• Young school and college leavers

The means: to change places for the better.

Target personas – Workless Women

0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0 0-4 5 to 9 10 to 14 15-19 20-24 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64 65-69 70-74 75-79 80-84 85-89 90+ %

Age profile of women in Crawley compared to England, 2015

Crawley England 40.0 50.0 60.0 70.0 80.0 90.0 100.0 20082009201020112012201320142015201620172018 %

Trends in male and female employment rates

Males Females

The means: to change places for the better.

Target personas – Older workers

Projected Change 2016-26 All Ages Aged 16 to 24 Aged 25 to 49 Aged 50 to 64 Aged 65+ Numbers 6,086 786

• 693

2,302 3,107 % change 5.5 7.3

• 1.6

12.1 21.1

The means: to change places for the better.

Target personas – Young people

0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00% 70.00% 80.00% 90.00% 100.00% Crawley England

Achieving Level 3 qualifications by 19

The means: to change places for the better.

• Build on successful interventions
• Simplify the skills landscape for employers, stakeholders and individuals
• Improve effectiveness of outreach to target specific groups and create opportunities for all
• Raise awareness, perception and profile of jobs and growth across Crawley: entry level and higher value
• Make skills an integral component of regeneration activities
• Crawley Growth Deal
• Importance of place-making
• “It’s not all about STEM”
• Develop an innovative local response to CEC / EAN linking education and industry
• Explore and showcase innovative new skills solutions
• Improve collaboration between stakeholders and with neighbouring authorities (M23 Corridor) to tackle common areas of

need and ambition

• Funding for FE to increase local HE link and possibility of drawing on private sector expertise to increase quality of learning

Stakeholder Conversations

The means: to change places for the better.

Objectives and action areas

More skilled workers to support business growth and expansion More local people to move into higher skilled jobs A flexible and responsive skills ecosystem that is aligned to the needs

• f businesses and individuals

All communities in Crawley to benefit from the area’s economic growth

ACTION AREA 1: Preparing young people for life and work ACTION AREA 4: Apprenticeships ACTION AREA 2: Skills and recruitment challenges in specific sectors ACTION AREA 5: Relevant support to target resident groups ACTION AREA 3: Attract and retain talent ACTION AREA 6: Strengthen collaboration and partnership working

The means: to change places for the better.

Action Area a 1: 1: Prepare young people for future life and work

• Improve the focus and impact of careers education and advice to young

people (local Careers Hub?)

• Promote a consistent approach to high quality work experience, which has a

clear employer-led focus

• Raise awareness of the career options presented by local employment
• pportunities for example through the use and application of new

technology

• Facilitate effective links between employers, schools and training providers
• Retain a focus on STEM to excite, educate and enthuse young people

The means: to change places for the better.

Action

• n A

Area ea 2 2: Support industry in priority sectors to address recruitment challenges and skills gaps

Foundation sectors

• Work with industry representatives to improve the profile and perceptions
• f entry-level opportunities within key foundation sectors e.g. health and

social care; hospitality; construction, retail

• Encourage employers to design and implement careers progression paths

Specialism sectors

• Encourage employers to work with FE / HE partners to design and deliver a

range of focused training to support business growth

• Expand current local HE provision and high skills vocational training to meet

the growing employment demand of the knowledge economy.

• Facilitate intra-sector collaboration

The means: to change places for the better.

Action Area a 3: 3: Attract and retain talent

• Make skills an integral component of regeneration activities

Crawley Growth Deal Importance of place-making

• Focus on graduate return rate, e.g. innovating job advertising such as an app

for Crawley residents going off to University so they can see opportunities available to them back home

The means: to change places for the better.

Action

• n A

Area ea 4 4: Increase the number and quality of apprenticeships and other work-based learning

• Address perception issues around apprenticeships and start early to address

potential similar issues with T-Levels

• Encourage greater collaboration between levy paying organisations i.e.

public sector, vocational sectors etc.

The means: to change places for the better.

Action

• n A

Area ea 5 5: Provide relevant and effective support to residents with complex barriers to employment and progression through targeted interventions

• Could be resource intensive for a small number of people
• Already doing a lot but could have higher impact
• Improve effectiveness of outreach to target specific groups

The means: to change places for the better.

Action Area a 6: 6: Strengthen collaboration and partnership working

• Influence national / regional provision to better meet local economic need

(connect with C2C Employers and Skills Board)

• Encourage new ways of partnership working e.g. re-visit terms of reference
• f IAG Group
• Facilitate greater input from employers to help shape and influence future

interventions

• Improve collaboration between stakeholders and with neighbouring

authorities (M23 Corridor) to tackle common areas of need and ambition

The means: to change places for the better.

• Do you recognise feedback from businesses? Does anything surprise

you?

• Do you agree with the themes for actions? Are any higher priorities

than others?

• How can you respond to organise some of these things? Resourcing?

Questions and observations

Thank you

The means: to change places for the better.

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