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Train to Gain

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thuyet
10 diapositives · 242 Views · Aug 10, 2014

This briefing discusses the progress and plans for the Train to Gain initiative aimed at enhancing employer engagement in the Northern area, as of October 13, 2008. The meeting, led by Rebecca Rhodes from LSC National Office, focuses on strategies for driving employer engagement, the role of skills brokers, and the implementation of sector-specific qualifications. Key flexibilities include marketing resources, diagnostic tools, and stronger collaboration with employers to meet national engagement standards. Future plans involve coordination with sectors like Semta, Proskills, and others.

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  1. Train to Gain • Skills BrokerBriefing • Northern area 13 October 2008

  2. Sector Compacts Progress and Plans Rebecca RhodesSkills for Employers LSC National Office rebecca.rhodes@lsc.gov.uk

  3. Basics 01

  4. A non contractual 3 year agreement (with volumes) LSC, DIUS, SSC To drive up employer engagement though Train to Gain Through specific delivery arrangements or new eligibility for support for skills Needed to deliver a step change in employer demand over and above current levels of engagement Formally reviewed quarterly and annually Embedded within Train to Gain service incl skills brokerage but NOT ‘new’ money Train to Gain branded Focus on increasing employer engagement with aspiration volumes for learners LSC lead region develops implementation model before offer is ‘Live’ Skills broker briefing delivered and guidance developed Key Principles

  5. Repeat qualifications at L2 and L3 Limited to qualifications in SSC Sector Qualification Strategy or compact Different rules 08/09 and 09/10 All Train to Gain eligibility and employer contribution rules apply Indirect employer Engagement Resource Marketing materials and events (LSC led) Support for online diagnostic and skills matching tools Training for Lead Brokers Key Flexibilities • Direct Employer engagement resources • Delivering Skills Pledge and/or sector diagnostic • Must work with and as part of skills brokerage service • Will have direct relationships with ‘Lead Brokers’ • Must target employers in agreed plan with regions through shared data • Must refer all employers engaged through skills brokers • No direct referral to providers • Must be accredited to national standard Units and HE • To be developed in year 1

  6. Data and MI Utilise existing regional CRM and data capture Record data to meet minimum national requirements Reporting LSC provides SIC and qualification footprint take up data for each compact SSC SSSC with employee engagement resource will report on broader employer engagement arising Key Flexibilities • Transition arrangements in discussion • Sector specialisms in skills brokerage service a key feature

  7. Future Plans 02

  8. In Implementation: Semta (live October) Proskills (live November) Construction Justice Hospitality For announcement in October : Skillset- Creative media ECITB- Engineering construction Skillfast-Fashion and textiles Asset-Property and facilities management In proposal development : E and U CCS Financial Services E-skills Commencing in October: Skillsmart Go-Skills Skills for Logistics Lantra Future Plans

  9. Questions and Answers 03

  10. Employer Engagement using semta field force and their own diagnostic model Diagnostic leading to action plan and identification of skills needed Referrals into the skills brokers following agreement of this plan Joint visits / handover Semta follow up visit and deliver Skills Pledge Questions for You Awareness..? Your Involvement ..? Issues and barriers to implementation ..? Semta – Progress ?