1 / 37

Background

Background. In September 2007 the Prime Minister announced that a country-wide vacancy matching service will be rolled out.

arlais
Télécharger la présentation

Background

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Background • In September 2007 the Prime Minister announced that a country-wide vacancy matching service will be rolled out. • On the 28 January 2008 government published their strategy for the future of Apprenticeships in England - World-Class Apprenticeships: Unlocking talent, building skills for all, this can be found at: http://www.dius.gov.uk/publications/world_class_apprenticeships.pdf

  2. Background • Currently no consistent national system exists to bring together employers with Apprenticeship vacancies and potential apprentices. • Implementation of a matching service identified as a key driver to increase participation rates in Apprenticeships (1 in 5 young people undertaking an apprenticeship each year by 2020).

  3. Purpose To provide a single web based location for high quality and dynamic information on Apprenticeships for use by: employers potential apprentices, their parents/guardians learning providers those providing advice

  4. Purpose • To match potential apprentices to employers with vacancies • To track candidates’ and employers’ progress through the system and identify where intervention is needed • To record all Apprenticeships and employers offering them More than just a “matching system”

  5. Benefits to candidates • A one stop shop for Apprenticeship, provider and employer information www.apprenticeships.org.uk • Access to an interactive candidate home page to save information and receive updates and alerts • Ability to search and apply for local, regional or national Apprenticeship vacancies (important if they are relocating)

  6. Benefits to candidates • Extensive choice in the types and availability of vacancies (release one) • Information on trends in types of vacancies available (release 2) • Ability to apply, track and monitor progress of applications in real time • Easy access to additional support if required

  7. Benefits to employers • Free recruitment service for Apprenticeships • Database of interested candidates to push vacancies towards • Flexibility of involvement three models: - hold contract and manage vacancy matching activities - hold contract and provider manages vacancy matching activities - provider holds contract and manages vacancy matching activities with employer both having visual progress reports through the system

  8. Benefits to employers • National profile of Apprenticeship vacancy opportunities • Employer can receive updates and other relevant Apprenticeship information • Allows links to their own recruitment websites

  9. Benefits to Learning Providers • A professional and efficient recruitment and matching service • Free vacancy advertising and matching resource which will help grow the number of learners engaged in Apprenticeships • Additional service to sell to employers • Promote your name and service to a wider audience • Integrated management information and reporting • Support achievement of key targets

  10. Role of Learning Providers • Create your own profile for viewing by candidates and employers • Add delivery regions/areas • Add frameworks, levels and success rates • Add and maintain ‘vacancy’ details • Manage applications through to enrolment • Provide feedback where candidates are unsuccessful

  11. Update LSC West Midlands • Payment for over-performance in 2007/08 WBL only • Regional Contracting 2008/09 • Demand Led Funding reconciliation of payments • Moving to single contracts 2009/10 • Qualified Provider Framework

  12. West Midlands region will pay for over-performance of Work Based Learning in 2007/08 • Period 13 reconciliation of WBL AMPS 2007/08: • LSC will identify the value of earnings over and above the value paid in total for the contract • A Programme Payment Template will be prepared by the Contracts Team • Payment dates, where possible, will be the next available payment run following receipt of authorised templates • Any resulting payments will be reconciled against any recoveries where applicable, as per the normal process • For E2E providers claiming outstanding Progression Payments relating to 2007/08, there is a separate process

  13. Move to Regional Contracting across the LSC • For 2008/09 Regional Contracts have been issued • Each Provider will receive one contract with schedules for all funding agreed by local area offices • WM are now moving to ensure that each provider only has one Relationship Manager to discuss all West Midlands provision • Providers will be notified of their “Regional” Relationship Manager early in 2009, until then dialogue should still be with the local office contact

  14. Demand Led FundingReconciliation of Payments • The new Demand Led Funding process started with profile payments made for the first quarter (August, September, October) • For period 4 Employer Responsive payments there will be a reconciliation of payments against actual delivery of activity • Providers must upload data by 4th December for period 4 Employer Responsive returns. BACS payments are scheduled for 15th December 2008 • As already notified, ongoing dialogue will be with the provider’s Regional Relationship Manager

  15. National Single Contracts with providers 2009/10 • In order to reduce bureaucracy for providers who wish to provide training services to more than 1 region, the LSC is developing a single national contract for 2009/10 • This will provide clarity for providers about their total National Contract with a single national relationship providing a consistent message. Further details will be presented in the New Year. • In 2008/09, 9 providers will have a single national contract for Employer Responsive provision led by one region. • In the WM, we will Lead for JHP and Protocol Skills • Other national contracts are : CITB, Economic Solutions, JTL, Nacro, Rathbone Training, VT Training, YMCA.

  16. Qualified Provider Framework (QPF) • QPF will replace the Pre Qualification Questionnaire (PQQ) for education and training services • It is a maintained list of all providers for up to 4 years • All existing providers details have been mapped to QPF - with a few additional fields to be completed by providers • If providers wish to be eligible to receive invitations to tender they will need to be pre-qualified on the QPF • Only providers wishing to receive invitations to tender need take action • The QPF is frozen at fixed points in the year to allow the tendering process to begin – the freeze dates will be published • If providers wish to receive invitations to tender in January 2009 they need to have applied to pre-qualify by 10th December – this has been widely advertised

  17. Further Information • See the Qualified Provider Framework pages of the website: • http://www.lsc.gov.uk/providers/commissioning/

  18. Provider Development – Key Changes for 2009/10 19 November 2008 Welcome

  19. Provider Development 01

  20. Provider Development • Identifying and Managing Underperformance • Inspection Consultation • Framework for Excellence

  21. Identifying and Managing Underperformance 02

  22. Drivers for Change to MLP Policy • 2 years of MLP and OCT has rooted out much poor provision • OCT has produced a limited number of new providers of Apprenticeships • Focus to shift to the management and improvement of the existing provider base • The approach needs to reflect multi-year contracting

  23. Approach to MLP Policyfor 2009/10 • Proposed MLP success rate threshold increased from 45% to 50% • Continue to analyse provider’s performance at framework level and act at SSA level • A broader approach than in previous years – NTIs and Improvement Indicators

  24. Key Changes • Combined framework success rate will be the level at which MLP will be applied (i.e. the aggregated Apprenticeship and Advanced Apprenticeship performance) • Performance at SSA level will then be taken into account and will be the trigger for determining appropriate action • Business Cases/Exemptions

  25. Scenario 1 • Where SSA exceeds the minimum proposed level of 50%: • All frameworks within that SSA to be retained • Frameworks below 50% to be addressed by the provider as part of the self-assessment/self-improvement action plan

  26. Scenario 2 • Where SSA is above 45% and below 50%: • All frameworks within that SSA to be retained • Frameworks below 50% subject to contractually-binding improvement indicators • LSIS support for frameworks below 50% is mandatory

  27. Scenario 3 • Where SSA is below 45%: • All frameworks below 50% withdrawn, and cannot be won back through OCT for the 2009/10 contract year • Frameworks above 50% to be retained

  28. Top 9 Providers • Ministerial commitment to reduce administrative burden on largest providers • The need for the LSC to have a ‘whole provider view’ of largest providers • A single conversation will make for a better strategic relationship • Increased flexibility over delivery partners across regions • A pilot roll out of single provider contracting in 2009/10

  29. Application of MLP • MLP application will continue to be at local level • Lead provided with a report summarising performance of whole provider • National moderation for the Top 9

  30. Train to Gain Provision 04

  31. Train to Gain • Indicative minimum level • Will not automatically trigger procurement • The second developmental year will allow us to: • Build a more robust performance history • Conduct dialogues with providers that will identify data/performance issues and identify providers that need LSIS support requirement • Allow providers more time to become familiar with the success rate definition

  32. MLP and Procurement 05

  33. Qualified Provider Framework • LSC to launch new Qualified Provider Framework • Consists of Dynamic Purchasing System (DPS) and National Contracts Register (NCR) • DPS and NCR will hold information on intervention in respect of each provider

  34. Qualified Provider Framework continued • Poor performance against MLP will result in right to tender and negotiated growth being removed • Poor performance against MLP in a particular SSA will result in limit or removal of right to tender and growth • Less serious performance issued will result in limited rights to tender and growth

  35. Moderation 06

  36. WBL Moderation • Avoided more national exceptions. As such, kept to the original exceptions with minor modifications. • A new process. • Business cases for only those frameworks below 50% in SSA below 45% - no need for other business cases. • Regional and national moderation. • National moderation takes place 19/20 January 2009.

More Related