#SkillsSummit Welcome #SkillsSummit #SkillsSummit Deputy Leader - - PowerPoint PPT Presentation

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Welcome

• Cllr. David Williams

Deputy Leader of Hertfordshire County Council Executive Member responsible for Resources, Property & the Economy #SkillsSummit

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The current employment market

James Snelling

District Manager at JobCentre Plus, Department of Work and Pensions #SkillsSummit

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The Hertfordshire Skills Strategy

Norman Jennings

Skills & Employment Manager

• f Hertfordshire LEP

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Hertfordshire Skills Strategy - Successes

Objectives/targets

• Increase in EET/reduction in NEET
• Increase in Apprenticeship starts
• Reduction in economically inactive
• Focus on higher level skills
• Support for SMEs

Influencing Provision and funding

• ESF (£14m)
• LEP Skills Capital Funding (£8m)

Local partnerships

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Hertfordshire Skills Strategy – Future challenges

• Continuing focus on current objectives
• Transition from Education to employment
• Focus on literacy, numeracy, digital skills
• Up-skilling Herts residents
• Support for SMEs
• BREXIT
• Industrial Strategy
• National Careers Strategy
• Apprenticeship Levy/Reform
• T Levels/Institutes of Technologies

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Proposed Skills Framework for education leavers

• Dr. Christopher Brown

University of Hertfordshire #SkillsSummit

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Hertfordshire Businesses’ Perspectives of a Skills Mismatch between Supply and Demand

Presented by University of Hertfordshire/Herts LEP/HCC

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Those businesses expecting/or not to employ 16 – 24 year olds in the next year

(source: HEEPs, 2017)

5 10 15 20 25 30 35 40 Agriculture & Mining Utilities & Waste Management Manufacturing & Advanced Manufacturing Construction Retail & Wholesale Logistics Food & Accommodation Information & Communication Financial & Professional Services Admistrative Services Education Life and Medical Sciences Art & Recreation Services Other

Those businesses expecting/or not to employ Young People

Expect to Not Expect to

What do we conclude?

The majority of Hertfordshire businesses expected to employ 16 – 24 year olds in the next 12 months. 1. Strong sectors Manufacturing & advanced manufacturing, Information & communication technologies, Art & recreational services; 2. Stable sectors Life & health sciences, Financial & professional services, Food & accommodation

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How work ready are young people (source: HEEPs 2017)

5% 15% 52% 19% 9% 5% 16% 52% 20% 7% 6% 23% 44% 21% 7% 12% 45% 29% 11% 4% V E RY W ELL W ELL A V E RA GE B E LOW A V E RA GE P OOR

HOW WORK READY ARE YOUNG PEOPLE

16 year old School Leavers 17 - 18 year old School Leavers 17 - 18 year old FE College Leavers HE and University Leavers

What do we conclude?

Hertfordshire businesses perceptions of work readiness are: 1. School leavers 17 – 18 year olds Under 21% consider them well or very well work-ready 2. FE Leavers 17 – 18 year

• lds

Over 29% consider them well or very well work- ready 3. University or HE Leavers Over 57% consider them work ready.

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What essential skills should young people demonstrate

(source: HEEPs 2017)

10 20 30 40 50 60 70 80

What Essential Skills should Young People Demonstrate

Rank 1 Rank 2 Rank 3

What do we conclude?

That employers view certain knowledge, skills and experiences as more or less essential. 1. Rank 1st Respect and Good manners, teamwork, Literacy & Numeracy

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What valuable skills should young people demonstrate

(source: HEEPs 2017)

5 10 15 20 25 30 35 40 45 50

What Valuable Skills should Young People Demonstrate

Rank 1 Rank 2 Rank 3

What do we conclude?

That employers view certain knowledge, skills and experiences as more or less valuable. 1. Ranked 1st Respect and Good manners, Motivation & Ambition, Literacy & Numeracy

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What desirable skills should young people demonstrate

(source: HEEPs 2017)

10 20 30 40 50 60

What Desirable Skills should Young People Demonstrate

Rank 1 Rank 2 Rank 3

What do we conclude?

That employers view certain knowledge, skills and experiences as more or less desirable. 1. Ranked 1st Qualifications, Confidence, Business & Customer Awareness, Digital technology

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People, personal and practical skills framework (1)

People, Personal and Practical Skills Hertfordshire Understanding Motivation and ambition Actively participate Show Enthusiasm Knowledge of the sector Pursue aspirations and goals Confidence Willing to meet new people Able to hold conversations with peers, manager and customers Recognise own strengths and able to present these Respect and good manners Listen and Learn Recognise the feelings of others Be polite Remain calm Determination and resilience Commitment to get things done Learn from mistakes and accept criticism Resist distractions Adapt to changes Adaptability Flexible to cope with changing demands Able to apply knowledge to different situations Numeracy Apply simple mathematical concepts Understand simple arithmetic Understand costs and expenditure

What do we conclude?

Employers have there own way of coping:

“ … we are generally happy with skills the school, college and university leavers have. We do a lot of work with schools and colleges, and with universities to promote our organisation as a great place, we are always over-

• subscribed. Our need has changed, we

used to take hundreds of young people, we now have a small need for graduates and school leavers. We are focused on young people who are confidence, determined and motivated. ” [Large manufacturer]

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People, personal and practical skills framework (2)

People, Personal and Practical Skills Hertfordshire Understanding Literacy Able to express yourself in writing Understanding of business etiquette verbally and in writing Able to explain yourself verbally Business and customer awareness Understand commercial realities Able to professionally communicate with customers Manage your time effectively Teamwork Cooperate with others Recognise skills in others Value contribution from others Analytical and Problem- solving skills Investigate systematically Identify problems Look for better ways and suggest solutions Plan and organize tasks Digital technology Understand the development in technology for business Qualifications Achieve qualifications

What do we conclude?

Employers have there own way

• f coping:

“ … we have a real mix bag, some school leavers who come to us are not even computer literate, yet they can switch the machine on, and get applications up and running. But using excel spreadsheets to do anything other than adding a row or column of numbers is beyond them. So literacy and numeracy skills are very essential, we are having to do a lot more at entry level then we would normally expect … even courses on using the telephone! ” [Large Wholesaler/Retailer]

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People, personal and practical skills framework (3)

People, Personal and Practical Skills Exeter University University of Kent Motivation and ambition Using Initiative and being self motivated – New ideas and personal drive Action Planning Time Management Determination Confidence Communications and interpersonal skills – be clear and concise in both written and spoken means Leadership skills Striving for excellence Assertiveness Respect and good manners Valuing diversity and difference – understanding and being considerate

• Determination and resilience

Working under pressure and to deadlines – Handling stress Decision-making Adaptability Ability to Learn and Adapt – enthusiastic about work Adaptability Numeracy Numeracy – using data and mathematics to support evidence Numeracy Literacy Organisational Skills – plan work, monitor progress and meet deadlines Making Effective Presentations Spoken Communication Written Communication Language skills Business and customer awareness Negotiation Skills – acknowledge people’s feelings and express your own, to work towards a win-win outcome Commercial Awareness Persuading, influencing and negotiating skills Teamwork Team-working – working well with others. Teamworking Analytical and Problem- solving skills Problem-solving skills – breaking a problem down Problem-solving Lateral thinking Digital technology Computing skills Qualifications

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People, personal and practical skills framework: additional PPP skills identified by Herts Businesses

People, Personal and Practical Skills HEEP (2017) Motivation and ambition We are looking for young people who can grow into different roles, not just the one they are applying for; What counts more than anything is young people with the right attitude and behaviour; Confidence It’s strange they often lack the confidence of just answering the phone; We also recognise the need to keep reassuring them about organising and planning their tasks, and around general communication with other staff; Respect and good manners We often find that they are reticent to talk to the people next door, that’s just good manners; I’m asking our young staff to change their approach to the way they do things, it’s the respect to their work colleague they need to show; Determination and resilience It is improving, those with work experience are better prepared, they are also more determined; We are looking for the right person and then we can tweak the job to suit them; Adaptability Awe need our young people staff to take ownership of their training, drive it; Mostly they have the right soft skills, it just requires some tweaking to fit into our work ethic, we work a lot harder. Numeracy I find that young staff have problem with doing percentages, they can’t calculate them and need help on doing their time sheets; Literacy How to construct letters and other forms of written communications; we like young people with experience because they have a story to tell, it does not matter about if its relevant; Business and customer awareness We inevitably look for young people with some work experience, I just means they are more productive and require less management; We need our young staff to interact with everyone; We find that young staff just don’t have the customer service skills, but we can build on what they have; Teamwork We need honesty from our young staff, with this we can address their minor weaknesses by team management; Analytical and Problem-solving skills Yes it’s the analysis, but more importantly its about getting the message across in a way the listeners can understand and then use; Digital technology Understanding of how organisations work; Basic understanding of how to use excel spreadsheets, Generally, IT skills are another area school leavers are weak on; Qualifications In the area of life and medical sciences most of the young people we employ lack NVQ, level 2 & 3 qualifications, so that’s an expense on us;

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Reports Used

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Workshop

1. Do you agree with the idea of having a skills framework? 2. Is there anything missing? 3. Is there anything that should be removed? 4. How do you think we could promote the use of the framework?

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Break

Tea & Coffee is available in the foyer: please return to your seats by 10.45am

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The Employer’s View

Nicci Smith

Early Talent Programme Managers, GlaxoSmithKline plc #SkillsSummit

Employer’s View

Nicci Smith

R&D Early Talent Programme Manager

Today there are still millions of people without access to basic healthcare, thousands

• f diseases without

adequate treatments and millions more people who suffer from everyday

• ailments. At GSK we

want to change this.

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We are a science-led global healthcare company.

We have three world-leading businesses that research, develop and manufacture innovative pharmaceutical medicines, vaccines and consumer healthcare products. We are committed to widening access to our products, so more people can benefit, no matter where they live in the world

• r what they can afford to pay.

A high-performance company

Overall group turnover for 2015 is £23.9bn

£14.2bn

Sales turnover

2bn+ packs

Packs produced

£3.7bn

Sales turnover

690m+ doses

Doses produced

£6bn

Sales turnover

5bn+ packs

Packs produced

Pharmaceuticals Vaccines Consumer Healthcare Hertfordshire

Paediatric Adolescent Adult Travel Pain management Respiratory Oral health Nutrition Digestive health Skin health

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Investing in scientific research and discovery

– We take on some of the world’s biggest healthcare challenges and have 11,000 employees working in Research & Development globally – We also partner with 1,500 scientific and academic organisations and even other companies.

In 2015, we reinvested

£3.1bn

in core Research & Development

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Hertfordshire

Committed to delivering high-quality products on a global scale

– Across all three businesses, patient and consumer safety is paramount – Our priority is ensuring all our products meet the same high quality standards across all our global sites

89

manufacturing sites- serving customers in

190

countries

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Hertfordshire

What skills do we need?

R&D Scientists - speeding up development of medicines

– Digitisation of R&D processes and use of computer modelling

– Data scientists, analytics engineers, predictive modellers – Bioinformaticians – Chemoinfomaticians – Statisticians and programmers – Systems biologists – Computational scientists

– Translating complex data sets into knowledge

– Mathematicians – Chemometricians – Applied physicists – Mechanistic modellers

– Physicians and Scientists

– Strong leadership and communication skills – Creativity and innovation – Flexible thinking

What skills do we need?

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Apprentices

– Motivation for chosen programme – Motivation for GSK – Willingness to learn – Team player – Passion & enthusiasm (can be quiet) – Rounded individual – Digital skills – Minimum academic requirement 5 GCSEs* – Degree calibre apprentices for some programmes – *Supported Internship / Inclusive Apprenticeship

What skills do we need?

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Barriers and challenges

R&D Scientists and Global Manufacturing & Supply

Barriers and challenges

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– Lack of STEM students; small pool – Competitive; lots of major players – Academia v industry – Education keeping up with the future; staying connected with the workplace – Not enough women applying for engineering and IT roles; but we are making progress with numbers of women in science – Digital skills

Apprentices

– Parents not encouraging young people to do apprenticeships (particularly daughters) instead of University – Schools not encouraging young people to do apprenticeships – Diversity – Quality of career advice – Lack of recognition of engineering as a career destination, less kudos than, say, law or finance. – Low attainment in Maths, some struggle with academic study

• n apprenticeships

– Some schools don’t offer certain STEM subjects at A-level, eg, physics – Learning styles, need to teach how to study, self awareness – Distance learning, on-line learning, it’s not all hands-on learning

• n the academic side of an apprenticeship

– Work skills: punctuality, time management, fit to work, attention to detail – Mental health issues, have seen a small increase

Barriers and challenges

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What are we doing to address this?

– GSK STEM Ambassadors visiting schools and colleges; running workshops – Sponsoring school science awards – Work Experience weeks at GSK; Bronze and Silver Industrial Cadets Awards – GSK employees volunteering as Careers Enterprise Advisers in schools – Developing the personal and interpersonal skills of our apprentices and graduates, including resilience – Setting diversity targets; accessibility, two-ticks employer – Working with Universities on degree apprenticeship course design and content – Working with colleges on apprenticeships, supported internships, inclusive apprenticeships – Speaking directly to parents about STEM careers and apprenticeships – Employing digital degree apprentices – Collaborating with other STEM employers on apprenticeships

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What do we need from others?

– Speed up process for degree apprenticeship standards to be created – More HE providers of life science degree apprenticeships – Funding for inclusive apprenticeships from Apprentice Levy – Continued focus from education on STEM subjects – School leaver and university applicants with work experience, over and above school-arranged WEx week, eg, volunteering, lifeguard, retail.

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Thanks for listening Any questions?

#SkillsSummit

Workshop

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1. Does the strategy address the current and future skills needs for Hertfordshire? 2. Can you see any gaps in the strategy? 3. Can you see any barriers to implementing the strategy? 4. What is your organisations role in the implementation of the strategy? 5. What are the issues on the horizon the Hertfordshire Skills Strategy should be addressing?

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The Apprentice’s View

Esme Clarke

Laboratory Scientist Apprentice, GlaxoSmithKline plc #SkillsSummit

Apprentice’s view

Esme Clarke R&D Laboratory Apprentice

My journey

– I work within the Analytical Chemistry function at Stevenage – I am currently working towards a Foundation Degree (FdSc) in Chemical Science with Manchester Metropolitan University. – I am in year two of a three year apprenticeship. – I hope to top-up to a BSc after completing the FdSc Background – I left sixth form in 2016 after completing my A-levels, studying: Chemistry, Maths and Physics.

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University vs Apprenticeship – I was accepted by both my first choice University and the GSK apprenticeship, but I decided the apprenticeship was better for me.

+ Job prospects + Qualifications + Experience + Financial benefit + Great opportunities

My work

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– In my department I work with extremely skilled individuals and gain on-the-job experience. – My day-to-day work involves testing new compounds for their purity and identity. Using the technique of Liquid Chromatography – Mass Spectrometry (LCMS). What I’ve learnt: – Scientific skills in the field of LCMS – Business and personal skills

– eg, teamwork, advanced computer skills, participating in meetings, mentoring

– Experience of working in a global corporation – The importance of health & safety These skills leave me in a much better position to get a job either within GSK or another company upon finishing my apprenticeship.

Overall

– I have gained a real sense of achievement - that the work I am doing could be contributing to helping people and improving their quality of live. – I am really enjoying the apprenticeship and would recommend it! GSK offers scientific apprenticeships in disciplines other than chemistry so I have included a short video from a biology lab apprentice.

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https://www.youtube.com/watch?v=GXLXyBIg0ao&index=1&list= PL6gGtLyXoeq-9N4CyXIJVhIIlseXKG5YT

Thanks for listening Any questions?

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Thank you for joining us

Adrian Hawkins

#SkillsSummit Deputy Chair of Hertfordshire LEP Chairman of the Hertfordshire LEP Skills & Employment Board Chairman of Weldability-SIF

What next?

Join the conversation: Share your views: Get in touch:

use the hashtag #SkillsSummit complete the online survey, available for 2 weeks at www.hertfordshirelep.co.uk/skills- summit-2017 email us at info@hertfordshirelep.co.uk or corporate.policyteam@hertfordshire.gov.uk