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Workshop 3

Workshop 3 Using local insight to develop an integrated approach to Skills Advisory Panels and Local Industrial Strategy. Caroline Perkins, Research Manager, Thames Valley Berkshire LEP. Developing a deeper understanding of local labour markets – the role of granular data. Caroline Perkins

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Workshop 3

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  1. Workshop 3 Using local insight to develop an integrated approach to Skills Advisory Panels and Local Industrial Strategy. Caroline Perkins, Research Manager, Thames Valley Berkshire LEP

  2. Developing a deeper understanding of local labour markets – the role of granular data Caroline Perkins Research manager Thames Valley Berkshire Local Enterprise Partnership

  3. Context

  4. Local industrial strategies – the ambition • Increase productivity and earning potential • Allow all communities to contribute to, and benefit from, economic prosperity • Make the most of distinctive local strengths • [do this sustainably]

  5. Skills advisory panels • Bring together local employers and skills providers to pool knowledge on skills and labour market needs, and to work together to understand and address key local challenges. • Help colleges, universities and other providers deliver the skills required by employers, now and in the future. • Give more people in the local community access to high quality skills provision that leads to good jobs

  6. Skills Advisory Panel Analysis Sector Deals Aerospace Artificial Intelligence Automotive Construction Creative industries Life sciences Nuclear Offshore wind Rail

  7. Timelines LIS Wave 2 published Wave 3 published Wave 1 published SAP structural changes (including analysis) implemented SAP SAP progress review

  8. Sap Analytical toolkit

  9. Thames Valley Berkshire - Approach taken to date

  10. Skills Analysis

  11. The importance of getting Granular • Create meaningful policy responses (strategy) • Tailor programmes and projects for maximum impact • Early identification and mitigation of risks • Monitor and evaluate impact

  12. insights gained from EMSI Analyst data Some examples

  13. Job families

  14. Engineering and Science Job Family The nature of the Berkshire economy means there is high demand for engineering, maths and science skills. Engineering firms are more concentrated to the West of the sub-region and life sciences firms in central and Eastern Berkshire. As is the case nationally, employers often cite the lack of skilled engineers as a barrier to growth, whilst colleges find it difficult to recruit engineering lecturers. Slough – 3,300 jobs Reading – 3,600 jobs Industries in which those in the engineering and science job roles work in Berkshire West Berkshire – 5,100 jobs Windsor and Maidenhead – 3,000 jobs Wokingham – 4,250 jobs Bracknell Forest – 3,700 jobs Workforce Challenge: Teacher shortage In 2017/18 there was an estimated shortfall of 2,200 STEM trainee teachers against the DfE teacher supply model target in England. Workforce Challenge: Shortfall in new entrants The key to addressing the future demand for engineers is encouraging young people to study STEM subjects and pursue engineering-related qualifications. Workforce Challenge: Diversity 84% of those undertaking STEM Apprenticeships are male. There is a continuing need to ensure that stereotypical views of what an engineer or scientist ‘looks like’ does not deter individuals from studying STEM subjects and / or pursuing STEM careers.

  15. Engineering and Science Job Family Engineering, manufacturing and science Apprenticeship starts (Berkshire learners) National skills shortages (Tier 2 Shortage Occupation List) Geophysicist, geotechnical engineer  and tunnelling engineer (construction) mechanical engineer in the oil and gas industry, power system engineer, control engineer and protection engineer in the electricity transmission and distribution industry, electronics engineers in the railway industry, chemical engineers

  16. Unpicking Thames Valley Berkshire’s STEAM / Creative workforce

  17. Unpicking Thames Valley Berkshire’s STEAM / Creative workforce

  18. Measuring hard-to-fill / retain roles • Method • Matched data from two datasets (EMSI Analyst and Burning Glass’s Labour Insight). • Compared the ‘expected’ number of job openings for a certain occupation per year (based on predictions of job growth, and attrition due to retirements / people leaving the labour market) (from EMSI Analyst) with the actual number of job postings for certain roles (Labour Insight), along with changes in local wage levels (Labour Insight) over the last two years. • Validated data using qualitative information gathered through our 2017 Berkshire Skills Survey. • The premise being that a high number of job postings per projected job opening suggests either: • the re-posting of job adverts due to the failure to fill vacancies, or • high labour turnover (churn) due to plentiful job opportunities allowing people to regularly move from job to job. • Whilst not a definitive list (partly as some occupations were removed for data quality issues picked up during the matching process), the occupations listed in the next table are some of the jobs for which there appears to be an under-supply of people within the Berkshire labour market. • All the occupations listed had at least eight times as many job postings as projected job openings (the average across all occupations being five) and have seen advertised wages in Berkshire rise over the last two years.

  19. Challenge • Use data to challenge widely held beliefs • Use widely held beliefs to challenge data

  20. Challenging assumptions Thames Valley Berkshire is home to some big established tech firms but mainly employ people in sales and marketing roles rather than cutting edge tech roles 67% of Berkshire’s IT sector workforce work in tech roles, 9% work in sales and marketing roles (EMSI Analyst, 2017)

  21. Things to be aware of • Self-employment • 13% of the workforce are self-employed. The majority of whom are not captured within the data sources used within Analyst. Self-employment tends to be concentrated in certain role jobs (e.g. construction, hairdressing, creative arts) so need to be mindful of this when undertaking analysis. • One option is to estimate local self-employment levels at the 4 digit SOC level using nationally available ONS. E.g. 78% musicians are self-employed. Employee figures is 162 (225), self-employed estimate is 574. • Role of a small number of firms in driving employment patterns Analyst gives a sense of this e.g. AWE – West Berkshire (5,400 jobs, LQ 25 but just one establishment)

  22. Targeted interventions • Skills Capital Funding • Engineering • Digital tech • Construction • Health • Skills Revenue Funding • Digital tech • Social care

  23. That’s All Folks Thanks for coming and see you next year

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