Transcript Alison Morris and Rebecca Jones, UKCES

Linking London - HE in FE
Alison Morris and Rebecca Jones
14 January 2014
Our Commissioners
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About the UK Commission for Employment
and Skills
Commissioner
Insights
Our ambition is to transform
the UK’s approach to investing
in the skills of people as an
intrinsic part of securing
growth
Research and
Intelligence
Delivering
Investment
3
UKCES LMI resources
Employer
Perspectives Survey
15,000 interviews
To understand employer perspectives
of recruitment and young people
development
Young People
Employer Skills
Survey
87,500 interviews
Apprenticeships
Work placements
Working Futures
850,000 time series extrapolations
To understand employer investment
and skills challenges
To understand labour market prospects
for next ten years
Monitor employer investment
Input to careers and skills advice
Assess employer skills needs
Inform policymakers at national & local
levels
Understand recruitment
practices
Inform curriculum strategies
Examples of how the data can be used
Application
Examples of relevant data
Curriculum
strategy
Market
segmentation
Local
economic
development
Input into local
economic
development
Curriculum
content
Skill needs
•
•
•
Level of skills mismatches by sector
Level of skills investment by sector
Nature of training practices by sector
•
•
Economic contribution of sectors
Growth prospects for sectors
•
Skill needs linked with skill shortages
and gaps (by broad occupation)
Projected future qualification profile by
occupation
•
Examples of how the data can be used
Application
Examples of relevant data
•
Training spend per trainee (by industry,
size)
Marketing
Pricing
Marketing
Promotions messages
•
•
Priority skill needs
Preferred delivery modes
Careers,
information
and advice
Comparing
career
options
•
•
Job prospects by occupation
Prevalence of skill shortages by
occupation
Hard-to-fill vacancies and skill-shortage
vacancies
Proportion of vacancies
that employers find difficult
to fill for any reason, 2011
London
Proportion of vacancies that are difficult
to fill because of lack of skills or
qualifications, 2011
18
North East
14
14
North East
19
East of England
East Midlands
19
South West
15
East of England
19
London
15
East Midlands
15
South East
20
South West
23
South East
North West
23
Yorkshire & Humber
West Midlands
27
Yorkshire & Humber
34
0
10
20
%
30
16
17
West Midlands
19
North West
19
0
5
10
%
15
Source: UKCES, UK Commission’s Employer Skills Survey, 2011
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Employer use of recruitment channels
Word of mouth / personal recommendation
Job centre plus
Local newspapers
Recruitment agencies
Own website
Internal notices
Notice boards/shop windows
Other free websites
Paid for recruitment websites
School/college/university job fairs
Social media
Speculative enquiries
Government programmes and schemes
Trade press/professional publications
National newspapers
National Apprenticeship Service
London
UK
0
20
40
60
80
100
%
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Sources of external training
Sources of external training
UK
London
Base (unweighted)
15,004
1,345
Any private
40%
38%
Commercial
35%
33%
3RD sector / not-for-profit
11%
11%
Any public
14%
10%
FE Colleges
12%
7%
Higher Education Institutions
6%
5%
Don’t know
3%
4%
No external training
53%
56%
Any external training
47%
44%
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Reasons for and barriers to using different
types of training provider
Private providers:
reasons for
Private providers:
barriers
Public providers:
reasons for
The courses they
provide are not
relevant (26%)
Provide relevant
courses (60%)
Provide relevant
courses (67%)
FE Colleges: barriers
Universities / HEIs:
barriers
The courses they
provide are not
relevant (49%)
The courses they
provide are not
relevant (49%)
Lack of knowledge
(8%)
No need (9%)
Too expensive
(14%)
Good value for
money (13%)
Prefer in-house
training (10%)
Local (12%)
Quality (11%)
Quality (12%)
Increasing
proportion of
establishment
mentions
No need to (7%)
Lack of knowledge
(9%)
Prefer in-house
training (6%)
Approached us (5%)
Value for money (9%)
Local (5%)
Always used (5%)
Base: Used private
(7,896 unwtd)
Base: Used
public(3,568 unwtd)
Benefits/ barriers
mentioned by >5%
shown;
Multiple response
permitted
No particular reason
(8%)
None locally (5%)
Too expensive (6%)
Too expensive (5%)
Quality (5%)
Lack of info (5%)
No particular reason
(8%)
No particular reason
(7%)
No need to (5%)
Always used (6%)
Lack of knowledge
(8%)
Base: Not used
Base: Not used FE
private (1,189 unwtd) College (3,239 unwtd)
Base: Not used HEI
(4,510 unwtd)
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Profile of projected employment growth in
high level occupations
Rate of growth by SOC sub-major group, 2010-2020
24 Business, media and public service professionals
32 Health and social care associate professionals
35 Business and public service associate
professionals
34 Culture, media and sports occupations
11 Corporate managers and directors
22 Health professionals
23 Teaching and educational professionals
21 Science, research, engineering and technology
professionals
12 Other managers and proprietors
31 Science, engineering and technology associate
professionals
33 Protective service occupations
-5%
Source: Working Futures
London
0%
UK
5%
10%
15%
20%
25%
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Links and contact details
Information about our LMI
http://www.ukces.org.uk/ourwork/research/lmi
ESS Local Data
http://www.ukces.org.uk/ourwork/local-data
Accessing the data
[email protected]
Alison Morris – [email protected]
Rebecca Jones – [email protected]
LMI for All
Trailblazer open data project, which draws together and opens up
national sourcesof LMI in one place
Aims to make LMI accessible and intelligible to support informed
decision making on skills and careers
Allows web and app developers to translate and shape the data for
specific audiences and target groups
Sets high standards for data quality and disclosure meaning that
developers can have complete confidence in the data
Recently certified as an example of best practice by the ODI
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LMI for All
Data sources are pulled
or pushed into LMI for
All
LMI for All is an online
portal where the data is
stored
Developers access
LMI for All to get data
to build websites and
apps
Rich, extensive range of data
Data selected for its value in careers context
Drawn from robust national sources
Organised by occupational category, indexed by job title
Earnings
Employment
Current and projected
Unemployment
rates
Qualification
level
Vacancies
Supports individual in investigation of career options linked to
learning pathways
Uses of LMI for All
http://www.rcu.co.uk/
http://icould.com/
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CareerHack App Challenge
http://careerhack.appchallenge.net/
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Contact details
• The main LMI for All site is at
http://www.lmiforall.org.uk/.
• The APi web explorer for developers can be
accessed at http://api.lmiforall.org.uk/.
• For technical details and details about the data go
to our wiki at http://collab.lmiforall.org.uk/.
• Details for the app competition
http://careerhack.appchallenge.net/
• For questions [email protected]