Transcript Train to Gain

Employer Demand
National Employers
Skills Survey (NESS)
UNDER DEVELOPED DEMAND FROM
EMPLOYERS
The story so far…
High levels of skills, lower levels of productivity,
slightly greater demand for less productive
industries.
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NATIONAL EMPLOYERS SKILLS SURVEY
(NESS)
Any other evidence? The 2005 NESS
…The NESS is a large employer survey with
objective of establishing where skills shortages
and deficiencies lie in the economy, and what
employers are doing to increase the supply of
skills by supporting the training and
development of their managers and staff…
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NATIONAL EMPLOYERS SKILLS SURVEY
(NESS)
Survey themes
– Demand for skills – vacancies
– Availability of skills – recruitment difficulty, skill
shortages, and skill gaps
– Recruitment of young people
– Workforce development by employers
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VACANCIES
•17% of South West employers reporting a vacancy
•Represents 2.9% of employment
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VACANCIES
Concentration of vacancies
SECTORS
Retail, hospitality, financial services,
construction, care
SIZE OF
ESTABLISHMENT
Small establishments (<25 jobs)
have 53% of vacancies but only a
third of employment
LOCATION
No great variation but marginally
higher in West of England
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VACANCIES
High intensity vacancies
– Skilled trades and operators in engineering, general
manufacturing, construction, food processing, & garages
– Sales staff in retail sector
– Low grade staff in hospitality
– Care workers
– Technical staff in financial services and IT sector
– Teachers
– Nurses and technical staff in health sector
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VACANCIES
Hard-to-fill (HTF) & Skills shortage vacancies
• HTF vacancies 31% of employment in 2005, below
national average. Compares to 47% in 2003, above
national average.
• Skills shortage vacancies 17.7% of all vacancies, lower
than national average of 25%.
• Gap between the South West and the national average has
increased between 2003 and 2005.
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VACANCIES
• Vacancies by occupation shows demand exists for
occupations with lower skills levels
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Managers
17
Professionals
7
Technical
7
10
16
12
Admin./Clerical
Craft
9
Personal services
13
Vacancies
10
Jobs
9
7
Sales
15
Operatives
11
7
Elementary staff
14
0
2
4
6
16
8
10
12
14
15
16
18
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INTERNAL SKILLS GAPS
• 108,000 people in SW identified as not fully proficient
• A third of total in retail and hospitality
• Construction, engineering and care next highest sectors
• Fairly evenly distributed across different sizes of
establishment
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INTERNAL SKILLS GAPS
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Managers
17
8
Professionals
7
3
Technical
7
11
Admin./Clerical
13
Skills gaps
9
9
Craft
Employment
6
Personal services
7
25
Sales
15
7
7
Operatives
21
Elementary staff
14
0
5
10
15
20
25
30
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YOUNG PEOPLE
Prepared for work?
Percent of recruiting employers saying poor or
very poorly prepared for work….
16 year olds
24%
17-18 year olds
19%
New graduates
10%
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YOUNG PEOPLE
Why?
16 year olds
Lack
motivation/
work ethic
17-18 year olds
Lack
motivation/
work ethic
New graduates
Lack
motivation/
work ethic
Lack of life/work Lack of jobexperience
specific skills
Poor education/
general
knowledge
Lack of
business/
practical
Lack of life/work experience
experience
Lack of jobspecific skills
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TRAINING BY EMPLOYERS
Percentage of employers supplying training
2003
2005
South West
62%
65%
England
59%
65%
Percent of employees trained is the same for SW and
England – 35% off-the-job, 50% on-the-job
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USING FE COLLEGES
• Fewer employers which supply training used FE Colleges
in 2005 than in 2003 (30% down from 33%)
• More users satisfied with provision
But….
– More significant dissatisfaction with construction and vehicle
maintenance courses
– Twice as many employers use private providers
– Levels of satisfaction with private providers higher than for
FE
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SMEs
Small employers (with fewer than 25 staff)
– Have disproportionate numbers of vacancies, hard-to-fill
vacancies, and skill shortage vacancies
– More frequently see young recruits as ill-prepared for work
– More likely to say that skills problems cause loss of business
– Less likely to train staff
Supports the need for policy focus on small ‘hard to
reach’ businesses
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