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Employer Responsive ESF Workshop 3/11/08

Employer Responsive ESF Workshop 3/11/08 . Tony Allen – Regional Train to Gain Director – South East. TODAY’S OBJECTIVE . To develop knowledge and understanding of specification activity : Why did LSC support additional ESF projects Why is ESF important? Leadership & Management

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Employer Responsive ESF Workshop 3/11/08

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  1. Employer ResponsiveESF Workshop 3/11/08 Tony Allen – Regional Train to Gain Director – South East

  2. TODAY’S OBJECTIVE To develop knowledge and understanding of specification activity : • Why did LSC support additional ESF projects • Why is ESF important? • Leadership & Management • Employer responsive skills development • National Apprenticeship Service

  3. Policy Context S Tony Allen – SE Train to Gain Director

  4. Policy Context • Skills Strategy July 03 • Successful programme of 20 Employer Training Pilots • South East Skills Advice Service • Skills White Paper March 05, ‘Getting on in Business, Getting on at Work’ • Agenda for Change August 05 • National Employer Training Programme (NETP) branded ‘Train to Gain’ • FE White Paper March 2006 ‘Brokers will focus their time on those employers, employees and sectors that historically have not engaged in training.’

  5. Policy Context • Leitch Review and Leitch Implementation Plan 2006 • Comprehensive Spending Review 2007 • Sub National Review 2007 • Business Support Simplification Programme • Machinery of Government Raising Expectations : enabling the systems to delivery • John Denham announcement 21st Oct 08

  6. BACKGROUND • Lord Leitch’s report in 2006 made the case for increased investment in skills if the UK was to increase its economic competitiveness • This would require investment by employers, individuals and the state. • ‘It will require employers to play an active role in helping to reform vocational qualifications…and a major new investment of time, effort and money by employers and individuals that far exceeds the Government’s direct contribution’

  7. LEITCH AND THE FUTURE OF TRAIN TO GAIN Future Funding plans • Lord Leitch recommended that all adult funding invested by the Government through the LSC should be demand led – so all adults funds will be either through Train to Gain for employers or through Skills Accounts for individuals. • Planned Train to Gain funds are: • 2007/08 £440 million • 2008/09 £650 million • 2010/11 over £900 million

  8. LEITCH IMPLEMENTATION TARGETS • Challenging targets set to improve the skills of the population. • 95% of adults literacy and numeracy, up from 85% and 79% i.e. 7.4 m by 2020 • 90% adults to be qualified to L2, up from 69% with aim to go to 95%. i.e. 5.7 m adults Level 2 by 2020 increase to 95% ASAP • Shift balance of intermediate skills from L2 to L3 i.e. 68% 1.9 million additional L3s (4m) by 2020, increase Apprenticeships to 500,000 (400,000) (SE = 36% population hold L3) • Over 40% qualified to Level 4 and above, up from 9% i.e. 5.5m by 202 (SE = 25.9% population hold L4)

  9. JOINED UP OFFER • a new joined-up system of support for adults • Skills Accounts • new framework of joined-up partnership working • Jobcentre Plus playing a pivotal role, • LSC ensuring its budget is progressively spent on more responsive and flexible employer-focused training • new communications campaign • new legislation to strengthen the current funding entitlement

  10. EMPLOYER LED • UK Commission for Employment and Skills • reform of SSCs • reform vocational qualifications • employers own training programmes accredited • Demand led element to Higher Education • National Skills Academies • new employer engagement standard

  11. DEMAND LED FUNDING • Adult Funding (Mode 1) • 16–18 year olds • learners aged 19 or above, including an entitlement to free tuition for all 19–25 year olds working for their first full Level 3 qualification. • Skills for Life Levels • Fee Remission • Employer Responsiveness Funding • Train to Gain 19+ • Apprenticeships (16-18) and 19+ • Leadership & Management • FE NVQ (Mode 2/3 – part/all workplace) • Employer Contribution • Contribution to Wage Costs

  12. DEMAND LED FUNDING • Youth • Entry to Employment • 16-18 Entitlement • ESF funding • Regional Competitiveness and Employment All guidance is available on www.lsc.gov.uk

  13. Why is ESF important? 55,647 Level 2 Learners £ 15,113 Level 3 Learners 86m 6,000 Skills for Life Learners

  14. Why is ESF important? 38,953 Level 2 Learners 16,694 Repeat Level 2 Learners £ 11,513 Level 3 Learners 86m 3,600 Repeat Level 3 Learners 6,000 Skills for Life Learners

  15. Why is ESF important? 38,953 Level 2 Learners 16,694 Repeat Level 2 Learners £ 11,513 Level 3 Learners 86m 3,600 Repeat Level 3 Learners 6,000 Skills for Life Learners ***** VRQ Learners ***** Multiple Unit Learners

  16. Why is ESF important? Budget – TtG - ESF £000,000’s 900 800 700 110050 10000 Volumes – L2/L3/S4L - Repeat & VRQ & Units #000’s 90 80 70 08/09 09/10 10/11

  17. THE TRAIN TO GAIN OFFER The Current Core Offer (until January 2009 when more flexibilities will apply) • If no Level 2 qualification: • Fully funded first Level 2 • Fully funded Level 3 jumper • Skills for life Levels E1, E2, E3, 1 and 2 (inc. ESOL & ESFOL for work E3 & L1)) • 2nd Level 2 & 3 qualifications on approved list fully funded • First Full Level 3 fully funded for 19-25 year olds • Part funded Level 3 with employer contribution • Must be delivered by an LSC approved provider • ALSO Leadership and management grant of £1000 total

  18. Anticipated flexibilities 5th January 2009 • Private companies less than 250 employees (tbc) • 119 Units eligible in 10 priority areas • variable prices (tbc) • might be phased in from Jan 09 (tbc) • learners might be restricted to 2/3 units (tbc) • value of units discounted from full NVQ if learner continues (tbc) • Repeat Qualifications all ages on L2 V5 or All quals (tbc)

  19. ELIGIBILITY FOR TRAIN TO GAIN FUNDING • Employees, volunteers, self employed and agency • Be granted paid time to train during working hours • Includes agency staff if other criteria met • Meet ‘residency’ rules, ie 3 years in EEU for non education reasons* • Refugee status* • Other categories, eg asylum seekers* • Local employer partnership * See the full rules

  20. INELIGIBLE FOR TRAIN TO GAIN FUNDING • 16 – 18 year olds (have free learning already) • Those on New Deal (eligible afterwards) • A second Leadership and Management grant unless new Key Director or previous beneficiary has moved to new organisation • Those who do not meet residency rules

  21. CONTRIBUTION TO WAGE COSTS • Employers with < 50 FTE employees • Contribution to wage costs for ‘eligible’ employees training for: • First level 2 or Level 3 jumper • Skills for Life • Maximum 70 hours • £5 per hour or actual hourly wage • Paid when qualification gained • Brokers provide information and claim form

  22. SE ESF L&M Offer • Not Level 2 • Not TtG L&M offer • Not Apprenticeship 19+ • Not Learner Account • All employer sized 2 – 10 and 250+ • All sectors including Public Sector (low skilled) • All types of organisations • All types of employees (unpaid volunteers)

  23. APPRENTICESHIPS • Preferred vocational learning route for 16 - 25 year olds • Two levels • Apprenticeship - usually 1 year • leading to NVQ Level 2, Key Skills and (usually) technical certificate, eg Btec, C&G • Advanced Apprenticeship - usually 2 years • leading to NVQ Level 3, Key Skills and (usually) technical certificate • Supported by Work Based Learning funds + employer • Offered in 80 sectors • Over 200 different apprenticeships • Adult Apprenticeships: • atypical career, • seeking to train or retrain in order to enter long term employment • adults working within priority sectors

  24. VRQ - Vocationally Related Qualifications • Aimed at supervisors, first line, middle and senior managers • Cover managing activities, people, resources, information, energy, quality • Study process of teach, practice and assessment • Introductory (taster) and Full qualifications • Modular approach; can consist of: • Tutor led workshops, training sessions, Work based assignments • Reports • Presentations • Take 12 – 24 months to complete

  25. Leadership and Management Leadership & Management Zeena Çala – South East Train to Gain Brokerage Manager

  26. South East Leadership & Management Offer SEEDA TtG £13,233,000 = 124 / 2343 plus 3,195 x 2 ESF Second NVQ L2s = 1,776 £3,810,000 VRQs Level 2 = 1,404 Part Units Level 2 = 4,739 VRQs Level 3 = 1,812 Part Units Level 3 = 1,860 Total L&M Investment in SE = £17m to deliver 20k interventions

  27. Train to Gain Leadership & Management Offer • A £1000 grant to support Leadership & Management development • 5 - 250 staff • One grant per organisation (usually most senior people) • £500 for the CEO / MD / Owner Manager • A further £500 (match funded) for senior management team • Cannot be claimed retrospectively • Will support training / coaching & mentoring / peer learning • Does not support legal or statutory training / purchase of materials (CDs / books etc)

  28. Julie Nicholas Sector Skills Development Manager LSC – South East Region

  29. Employer Responsiveness – SkillsDevelopment Levels 2 & 3 • AIM: Re-skilling or Up-skilling of adult workers to improve labour market mobility & reduce skill gaps • MAIN FOCUS: Priority learners within SMEs in key regional sectors including - Children’s Services Sport & Active Leisure Hospitality, L & T Information Technology Built Environment Engineering & Manuf Health & Social Care Land-based Retail (Assessors & Verifiers)

  30. Employer Responsiveness – Skills Development Levels 2 & 3 • CONTRACTS: 16 Skills Providers & 1 for Basic Skills inc ESOL for Work provided by CfBT. • OUTPUTS: 3790 full Level 2, 60 x L2 units/part awards & 1180 x L2 Coaching Certificates. 757 Level 3 other sector qualifications inc VRQs & 1605 x L3 units/part awards or Coaching Certificates. • ADDED VALUE: Targeted marketing & recruitment, Information, advice & guidance; innovative sector-specific delivery; employer sign up to Skills Pledge.

  31. ER Specification Queries Answered • ESF designed to complement mainstream progs: second full Level 2, other Level 3/VRQ & units - continuing despite Train to Gain/SME flexibilities. • Full qualifications should be on the LAD and units/part awards accredited on NDAQ to encourage progression. • A minimum of 2 units to be delivered for unit/part awards at Level 2 & 3 except assessors & verifiers. • Breakdown of full qualifications compared to VRQs/units cannot be changed in contracts as agreed from open competitive tendering & LSC contribution to ESF Co-financing plan & PSA target.

  32. Questions

  33. Workshop Discussion In groups discuss:- • How can you best promote the current ESF offer? • What targeted approaches can you use to attract suitable learners and employers? • How will you ensure high achievement rates of qualification and unit outputs? • What could the LSC do to support these activities?

  34. Apprenticeship Vacancy Matching Service Overview An overview of Apprenticeships and the Apprenticeship Vacancy Matching Service Your presenter is Anne Rodriguez Issue 1.0

  35. Apprenticeship Vacancy Matching Service Overview • What are Apprenticeships? • Why Apprenticeships are important? • How to find out more information about Apprenticeships • How to apply for an Apprenticeship

  36. Apprenticeship Vacancy Matching Service What is an Apprenticeship • Work based training programme • Aimed at current and future employees • Designed by business for business • Focuses on the whole job not just individual skills • On and off-the-job education and training • Available to candidates 16 – 18, 19 – 24, and 25+

  37. Apprenticeship Vacancy Matching Service Apprenticeship Structure Two Levels • Apprenticeship • Level 2 Qualification = 5 GCSE’s A*- C • Craft level e.g. waiter, basic food preparation • Advanced Apprenticeship • Level 3 Qualification = 2 A Levels • Team leading and advanced craft e.g. head receptionist

  38. Apprenticeship Vacancy Matching Service Apprenticeship Structure • Apprenticeship Framework comprises • NVQ – assesses on the job competence • Technical Certificate – underpinning theoretical knowledge • Key skills – Application of Number, Communication • 180 Frameworks covering 80 Sectors • Framework content decided by Sector Skills Councils • Employer pays the Apprentice a salary • minimum £80 per week

  39. Apprenticeship Vacancy Matching Service Why are Apprenticeships Important? • For Candidates • For Employers • Strategically National Apprenticeship Service and Apprenticeship Vacancy Matching Service

  40. Using the Vacancy Matching Service How to apply for an Apprenticeship

  41. Login to the System For Candidates

  42. Home Page For Candidates

  43. Our Progress As Candidates • Login as existing Candidate • Search for a vacancy and view details • Access and edit the reusable application form • Apply for the vacancy • View the progress of the application

  44. Search for Vacancy For Candidates

  45. Search Result For Candidates

  46. Preview Vacancy 1 For Candidates

  47. Preview Vacancy 2 For Candidates

  48. Apply for Vacancy For Candidates For Candidates

  49. Complete Application For Candidates For Candidates

  50. Complete Application 2 For Candidates For Candidates

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