Transcript Slide 1

Humber LEP – Skills Network : July 2014
Gary Warke - Chair
Skills Network Agenda 10am – 12pm:
Part 1
Skills Strategy
Teresa Chalmers - Humber LEP Exec. Director
Employment and Skills
Employability Passport validation
Andy Crossland - CEO Humber Learning
Consortium (HLC)
CEIAG Portal demonstration
Sarah Blow - Partnership Officer HCC 14-19
Gold Standard update
Jane Fisher - Jane Fisher Associates on behalf of
the Humber LEP
Part 2
Humber Energy Campus
Skills Network Chair
Teresa Chalmers/ Sam Rex Humber LEP
15 minute presentation/30 min feedback exercise
Teresa Chalmers
Gary Warke - Chair
Welcome and overview of LEP skills developments:
• New LEP Board membership
• LEP Forum event held Friday 20th June
• Humber Growth Deal
From the LEP Forum
Sectors
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Energy
Ports and logistics
Chemicals
Engineering and
manufacturing
• Creative and digital
• Food
• Visitor economy
Themes
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Engagement
Communications
Marketing
Procurement / supply chain
Business support
Investment
Innovation
Teresa Chalmers – LEP Exec. Director
Employment and Skills
Employment and Skills Strategy
Strategic Outcomes
S1
Raise employer commitment and investment in skills at all levels.
S2
Foster an inclusive, LEP-wide approach with all key stakeholders.
S3
Influence provision to better meet local economic need.
S4
Improve the quality, accessibility and dissemination of labour market information and
careers education, information, advice and guidance (CEIAG), empowering employers
and local people to make informed choices.
S5
Support people in finding and sustaining employment, in progressing at work and/or
setting up their own enterprises.
S6
Maximise the use of funding, including capital, to develop excellent learning
environments and facilities, leading to a more highly skilled current and future workforce.
S7
Extend residents aspirations to gain higher level academic and vocational skills,
including progression to Higher Education.
S1: Raise employer commitment and investment in skills
at all levels.
Outcomes:
• A higher skilled and productive workforce, able to drive economic development to assist
the UK to compete on a global platform.
• Employers actively engaged in delivering careers education, information, advice and
guidance support.
• Employers recognising the benefits in investing in their workforce, making financial
commitment, driving productivity.
S2: Foster an inclusive, LEP-wide approach with all key
stakeholders.
Outcome:
• Successful, productive and well informed networks, working in close partnership to
maximise resources and highlight any gaps in provision, services or resources.
S3: Influence provision to better meet local economic need.
Outcomes:
• Review of current skills provision, focussing on new curriculum opportunities to support
sector growth areas.
• Development of new funding methodology, applying freedoms and flexibilities where
possible to create new pathways for local citizens to enter or re-enter education and
training.
S4: Improve the quality, accessibility and dissemination of
labour market information and careers education, information,
advice and guidance (CEIAG), empowering employers and local
people to make informed choices.
Outcomes:
• Coherent, contemporary and accessible Labour Market Intelligence (LMI)
effectively used to develop curriculum and education and training support
services.
• Empowered, inspired and informed residents who recognise the skills
required to access specific career routes.
• Raised aspiration in young people and adults.
• Increase in residents’ employability skills.
• The development of a Humber CEIAG Hub.
• Increase in Employability Charter sign up and activity.
• Humber LEP validation of employability passports.
• The majority of education and training providers signed up to the Gold
Standard for the provision of careers education, information, advice and
guidance.
S5: Support people in finding and sustaining employment, in
progressing at work and/or setting up their own enterprises.
Outcomes:
• An increase in the number of new business start-ups and in the growth of SMEs.
• Increase the longevity of existing SMEs helping them to sustain and further develop.
• Increased SME investment in staff training to drive business growth.
• The provision of a new Humber Apprenticeship Support Service, focussing on SMEs.
S6: Maximise the use of funding, including capital, to develop excellent
learning environments and facilities, leading to a more highly skilled current
and future workforce.
Outcomes:
• New funding flexibilities providing better opportunities to support local solutions to be
delivered to improve outcomes.
• Improved learning environments, resulting in no bottom category within the Humber
area.
• Higher skills profile across the region.
• Lower rates of employment/underemployment.
S7: Extend residents aspirations to gain higher level skills,
including progression to Higher Education.
Outcomes:
• Increase in residents taking higher level qualifications.
• Growth in additional attractive, high value qualification options.
• Increased employer understanding, support and investment in developing higher level
skills.
• Increase in business start-ups.
• Increase in business productivity.
Andy Crossland
Employability Skills Working Group
Validating Employability Passports
Towards a LEP Kite-Mark
Background
• Poor employability skills (ES) one of biggest
complaints / concern for employers
• ES = key priority for LEP’s skills strategy
• Many providers developed employability passports for
learners to evidence ES to employers
• Passports must be credible for employers
• LEP developing validation system for passports
• Based on CBI’s 7 ES skills
• Passports validated by employers
Next Steps
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LRF bid - validation framework, process, & kite-mark
Tender for consultant / org to do work with ES group
Delivery Sept 2014 to March 2015:
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Employer engagement – priority sectors (Oct/Nov ‘14)
Mapping existing ES passports in Humber (Oct ‘14)
Complete validation framework (Dec ‘14)
Soft launch LEP Kite-mark (March ‘15)
Soft launch validation panel and process (March ‘15)
Full launch academic year 2015-16
Interested, Involved, Informed
2 main ways…
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Employability Skills Working Group
Skills Network
Sarah Blow
CEIAG Working Group
• Development of Bridging the Gap hub page
• Development of adult / employer prospectus
– Working group of providers to ensure that it meets the requirements of
all stakeholders
– Initially promoting employability courses first.
– To be launched 1 October
Jane Fisher
Humber CEIAG Gold Standard
Gold Standard - Update
• Consultation with key stakeholder groups across the Humber
– Education & training providers, employers
– On-line, strategy groups & network meetings, 1:1s
• Drafted specifications
– Mapped to the national quality standards for Careers Education
(Careers England)
– Reference to ‘Ofsted Inspection Framework’
– Reference to Careers Education and Inspiration in Schools’ (DfE
Statutory Guidance)
– Synergy with ‘The Matrix Standard’ for CEIAG Service Providers
• Further Consultation period
• Amendments made
• Pilot Period (finished 26 June)
• Final Amendments
Gold Standard – Pilot
Next Steps
Feedback
•Standards are ‘fit for purpose’
•Excellent process for reflection and
evaluating where an institution is wrt CEIAG,
and planning its development
•Specifications/criteria are easy to
understand
•Evidence is easy to identify & gather
•Self-assessment process is straight forward
•Support from Head/Principal is essential to
engage all staff in the self-assessment
process
•Team approach championed by a senior
leader is required, as it is a relatively ‘large
job’
• External support is valued – level
required varies depending on where the
institution is with its CEIAG
•To Emphasise:
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•To Amend some terminology to increase relevance
to Special Schools
•To Clarify the presentation & cross-referencing of
evidence & the use of recording templates
•To Consider the implementation & infrastructure of:
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Launch Event – September 2014
The Process is the key focus– excellent selfassessment & self-development tool for quality
improvement
Amount of time required for the self-assessment
process: this will vary between institutions
Assessment Criteria terminology can be used
flexibly during the self- & external assessment
processes
External Support available to institutions during the
process, incl. who & how – e.g. support packages &
potential costs
External Assessment approach, incl. who, how,
validating evidence to ensure secure & robust,
consistency of approach
Gold Standard roll out, incl: training workshops,
CEIAG support materials (Toolkit), Humber-wide
CEIAG network
Humber Energy Campus
Vision
The Humber will become a centre of excellence for energy skills by creating a
virtual campus that brings together the best knowledge, experience and
facilities to define and drive a skilled Humber workforce driven by the needs of
business.
Audiences
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Employees and prospective employees (from Primary School through to
those currently working in industry)
Employers and prospective employers in the Humber’s energy industry
Stakeholders - MPs, councillors, government, agencies, Humber people
Investors
Providers - UTCs, FE, HE and training providers
First phase key messages
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The Humber LEP’s Employment and Skills Board is leading a collaboration
between employers, the University of Hull, FE colleges and specialist
training providers to build on the region’s expertise and become a centre of
excellence for energy skills
The project aims to enable the creation of a sustainable skilled workforce
that will maximise the Humber’s economic development in the energy
industry.
The Humber Energy Campus offers an online single point of access
www.humbercampus.co.uk [TBC] to more than xxx opportunities to show
prospective learners and investors the breadth and quality of the energy
related courses and training on offer.
Humber businesses and those from outside the area looking to invest in the
region will be consulted to understand their needs to help our education and
training partners provide the right balance of high quality courses for the
Humber Campus.
The partnership will work to raise the aspirations of Humber people by
raising awareness of the career paths available through from Primary
School pupils to adult learners.
The intelligence gathered by the partners as part of the process will be used
to drive research, development and innovation.
Visual Identity - Examples
Humber Energy Campus
National College potential development:
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Call for engagement – June 2014
Higher level pathways to enable global competition
Focus on technical level skills
Employer led
Criteria includes:
• Evidenced skills gap at Level 3, 4 and 5 in identified sector
• Employer leadership at a national level
• Financial commitment from employers
Humber Energy Campus
exercise
• How do you think you can participate and add
value to the virtual campus?
• Do we need to consider any additional
audiences/factors?
• Promotional messages – how/ when/ who?
• National College model – your contribution
Skills Network Chair
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As agreed in October 2012, the election of a new Skills Network
Chair was due to take place in September 2014.
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The LEP Boards were recently reconfigured to reflect sector
growth areas, regional representation and expertise needed to
carry out growing responsibilities of the LEP.
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Due to this restructure of the LEP Boards and Secretariat – the
Board have decided to postpone appointment of a new Chair for 6
months so as not to cause any further disruption at the present
time.
Close
Next Meeting Date:
14th October 10 -12 noon
Innovation Centre, Grimsby
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