Chris Minett

1
WELCOME

• Chris Minett Rhonda Hope
• 15th June 2006

2
KEY MESSAGES

• Reminder of the Key Messages from Day One

3
OUTPUTS OF WORKSHOP

• At the end of the workshop, brokers should
• Understand the purpose of Train to Gain
• Understand the evolution of Train to Gain
• Understand the Core Offer (including regional
  variations and differences with ETP) and
  employer/employee eligibility
• Be aware of key marketing messages
• Understand/build on knowledge of Apprenticeships,
  NVQs, Leadership Management within Train to
  Gain
• Know how to source other training (non-funded)
  and alternative learning

4
OUTPUTS OF WORKSHOP

• Have an overview of how Welfare to Work fits with
  Train to Gain
• Have an overview of the role of Sector Skills
  Councils
• Have an overview of equality and diversity issues
  and know where to go for further information
• Understand the customer journey
• Understand what Management Information is
  required
• Have an overview of the broker standard
• Know what further broker support is available

5
OUTPUTS REMAINING FOR DAY TWO

• Understand the customer journey
• Have an overview of how Welfare to Work fits with
  Train to Gain
• Have an overview of the role of Sector Skills
  Councils
• Understand what Management Information is
  required
• Know what further broker support material is
  available

6
AGENDA

• Day 2
• Session 1 Welcome
• Session 2 Customer Journey Client Handling
• Tea/Coffee Break
• Session 3 MI and Customer Data
• Session 4 National Employer Service
• Session 5 Quiz
• Lunch
• Session 6 Support and Materials for Brokers
• Session 7 QA
• Session 8 - Close

7
CUSTOMER EMPLOYER JOURNEY

• Steve Lydon, Rhonda Hope Paul Gaunt
• 15th June 2006

8
CUSTOMER JOURNEY
9
IDB TO SKILLS BROKER REFERRAL PROCESS

• IDB identifies relevant Skills Broker via local
  or web site listing
• IDB confirms Skills Broker is available to take
  employer call and agrees handover details and
  timing
• IDB and Skills Broker carry out handover,
  covering any pre-work and specific requirements
• IDB informs Call Management Centre and provides
  details to update call
• IDB informs employer, introduces Skills Broker
  and finalises handover.

10
SKILLS BROKER TO PROVIDER REFERRAL PROCESS

• On completion of a skills development plan the
  Skills broker will source relevant training
  provider using the information held on the
  National Broker Website and using the training
  project templates
• The Skills Broker will identifying the most
  suitable Train to Gain provider to deliver
  training based on capacity, capability and
  geographic location, taking into account the
  needs of the employer and utilising all available
  funding options
• The Skills Broker will inform the employer of the
  training options, agree solution and organise for
  the provider to start the delivery process
• The Skills Broker will ensure employer
  satisfaction during the Train to Gain activity

11
PROVIDER DELIVERY

• Contestability
• 80/20
• Provider Procurement
• Employer Guide to Training

12
PROVIDER TO SKILLS BROKER REFERRAL PROCESS
Training Provider is working with an employer
with skills needs
Provider carries out skills needs diagnosis
Provider and employer agrees training plan and
any funding streams
Provider informs local Skills Broker of agreed
plan(s)
Skills Broker will confirm Train to Gain services
are being met (if there are additional employer
requirements refer to protocol 004)
Provider carries out training against plan
13
EMPLOYER TO BROKER

• Vacancy Referral Process
• Employer contacts the Call Management Centre
  using the available Train to Gain free phone
  number and logs a call for a broker visit
• or
• If employer has training being delivered by a
  Train to Gain provider they can request a broker
  visit through the provider. The provider will
  contact a broker using protocol 5.

14
LIGHT TOUCH

• Where an employer has a direct relationship with
  a provider and wants to access Train to Gain
  funding (discrete or mainstream used to support
  Train to Gain provision),
• the employer must be registered with the skills
  brokerage service who will then give the employer
  a courtesy call to check whether they would like
  a visit from a skills broker.
• this phone call should happen within three months
  of the employer being registered with the
  service.

15
THE ROLE OF TRADE UNIONS-BACKGROUND

• The White Paper (2005)
• Skills Getting in business, getting on at work
  recognises these achievements and underlines the
  invaluable role that trade unions and Union
  Learning Reps (ULRs) can play.
• Role of TUC
• Draws up common policies for British unions
• Works with government to implement policies to
  benefit workforces
• Helps unions to improve services for members
• Sets up training and education for ULRs
• Represents British workers at international level
• Union Learning Fund (ULF) aims to build capacity
  in Lifelong Learning and encourage participation
  of hard to reach learners

16
TRADE UNIONS AND ULRS

• TUC share common goals with LSC - Contributing to
  Skills Strategy
• Impact of working together (i.e. on delivery of
  ETPs) has proven advantageous
• Role of ULRs
• Identify learning needs, give frontline advice
  and guidance on learning and work in partnership
  with employers
• Provide on-going support to learners
• Maintain a relationship of trust and degree of
  influence with employers/employees

17
ULR REFERRAL PROCESS

• During the Train to Gain skills diagnosis the
  Broker identifies the employer union status and
  if there are union learner reps available
• If ULR, then the broker in agreement with the
  employer, involves the ULR and discusses how the
  URL can help in the implementation of training
  and any ongoing support
• If no ULR employed then the broker explains the
  ULR role and where acceptable, refers employer to
  the Union Academy

18
THE ROLE OF IAG IN TRAIN TO GAIN

• Background
• An offer of Information, Advice and Guidance for
  employees on qualifications and training and how
  they can be accessed
• DfES National Policy Framework statement
  stipulates that there is a free, quality service
  which offers a range of up to date information
• Within Train to Gain
• An integral element of service is employee
  entitlement to IAG
• Both employers and employees need to understand
  what IAG is and its benefits
• IAG can be offered by
• Learning Providers
• Local nextstep service
• Any other agency who has achieved matrix
  accreditation

19
IAG DELIVERY

• Learning Providers
• Any teacher, tutor or learner support staff
  from work-based learning, or adult and community
  education may deliver it as long as matrix
  accredited
• The local nextstep service
• This is a national service funded by LSC. There
  are 47 contractors who deliver to adults yet to
  achieve their first Level 2. This complements IAG
  provided by learning providers
• www.nextstepstakeholder.co.uk
• Any other agency who has achieved matrix
  accreditation
• See the matrix website www.matrixstandard.com

20
IAG DELIVERY

• Offered on entry to learning (to confirm course
  suitable), during programme and at course end as
  part of learning review and also to support
  progression planning
• Where possible Health Checks carried out during
  programme to give extra support to learners

21
WELFARE TO WORK - BACKGROUND

• The Budget in March 2004 announced New Deal for
  Skills
• Working together with Jobcentre Plus (JCP) is a
  key priority for the LSC as stated in item 4 of
  their annual statement of priorities 2005/2006
• Welfare to Work is the umbrella name given to a
  number of a joint initiatives between LSC and JCP

22
WELFARE TO WORK AND TRAIN TO GAIN

• The LSC and Job Centre Plus have worked together
  to identify how the skills training offers made
  to individuals by JCP and the Train to Gain offer
  to employers is aligned for maximum impact.
• The result is an agreed protocol through which
• Jobcentre plus will
• Brief all relevant staff on Train to Gain
• Work with LSC to ensure JCP customers continue
  their development when moving from welfare into
  work
• Publicise Train to Gain on the Jobcentre Plus
  intranet and external website
• Work with local/regional LSCs to maximise Train
  to Gain impact
• Provide recruitment expertise and support to
  Train to Gain brokers

23
WELFARE TO WORK AND TRAIN TO GAIN

• LSC will
• Brief Brokers on working with JCP
• Encourage all regions to plan for welfare to work
  activity as part of their Train to Gain design
• Work with local/regional JCPs to maximise Train
  to Gain impact
• Provide learning and Train to Gain expertise and
  support to JCP
• Brokers will
• Where appropriate and with their agreement, refer
  employers with vacancies to Employer Direct
• Record the amount of referrals to JCP that they
  make

24
WHAT IS EMPLOYER DIRECT?

• Employer Direct is a JCP service which provides a
  single national telephone number for employers to
  place vacancies at a time to suit them.
• Lines are open between 8am 8pm weekdays and
  10am to 4pm Saturdays.

25
HOW TO PLACE A VACANCY

• If an employer chooses Jobcentre Plus as a
  recruitment partner you should
• Give the employer the vacancy form (on-line or
  hard copy) to complete or you can do it on their
  behalf
• E-mail the form to Employer Direct or telephone
  using the form as a prompt
• You or the employer must declare the vacancy
  reference as Train to Gain
• Employer Direct will submit the vacancy into
  Jobcentres as instructed

26
HOW TO PLACE A VACANCY

• Alternatively, employers can use Employer Direct
  on-line (EDoN) which is a facility to post and
  manage vacancies on-line 24/7.
• Log the Employers Vacancy Reference as Train to
  Gain
• Employers who use this service will be given a
  registration/employer identification number so
  that future vacancies are processed faster and
  input requirements are kept to a minimum.
• All vacancies are subject to the same Agency,
  Discrimination, Vulnerable groups, National
  Minimum wage and appropriate language checks of
  standard vacancies

27
VACANCY REFERRAL PROCESS

• During the Train to Gain skills diagnosis the
  Broker asks if the employer has a recruitment
  need?
• If appropriate the broker provides the employer
  with the contact details for Employer Direct.
  The Employer contacts ED identifying themselves
  as a Train to Gain Employer or asks the broker to
  do so on their behalf
• Employer Direct places the employers vacancy
  labelled as Train to Gain online and in job
  centres
• Local JCP matched low skilled Job seekers with
  the vacancy and arranges an interview

28
NEW DEAL ROUTE-WAY

• New Deal Subsidised Work Options
• Subsidised Employment (ND25)
• Upfront Skills Shortage Subsidy (UfSSS)
• Employment Option (NDYP)
• The subsidies are paid to employers, primarily to
  help offset the loss of production to the company
  through employing an inexperienced worker.
• These subsidies are normally paid for 26 weeks
  and the individual has day 1 employed status.

29
NEW DEAL ROUTE-WAY

• Wage Compensation Train to Gain wage subsidy is
  not compatible with New Deal Subsidised wage
  options.
• To avoid double funding issues, where employers
  have less than 50 employees, you should ask that
  those participating on New Deal programmes are
  identified during initial staff diagnosis.
• These individuals should participate in Train to
  Gain activity only when the New Deal Wage Subsidy
  period has ended (usually 26 weeks).
• Upfront Skills Shortage Subsidy / Training Grants
  Where an employer has received Upfront Skills
  Shortage Subsidy or a Training Grant for a New
  Deal employee, this funding cannot be used to
  fund Train to Gain activity. Any training
  delivered under Train to Gain to these
  individuals must not duplicate that specified in
  the Employers Agreement with Jobcentre Plus.

30
JCP CONTACT

• JCP can be contacted for further details on 0845
  601 2001.
• They also provide a textphone service if you are
  deaf, hard of hearing or have speech
  difficulties. The number is 0845 601 2002.
• Lines are open 8am to 8pm Monday to Friday and
  from 10am to 4pm on Saturdays.

31
WELFARE TO WORK PROGRAMMES

• Skills Coaching
• Offers 1-1 coaching on skills development to Job
  Seekers Allowance (JSA) and Inactive Benefit (IB)
  recipients whos lack of skills is the main
  barrier to them finding sustainable employment.
• Currently being trialled in 7 LSC areas, will
  increase to 11 from June 2006
• Adult Learning Option
• It will offer financial support to low skilled,
  longer term unemployed and IB recipients to
  voluntarily take up full-time learning to obtain
  their first full level.
• Trialled in 5 LSC areas from Autumn 2006

32
WELFARE TO WORK PROGRAMMES

• Joint Working trials
• Commenced in summer 2005 to provide JCP customers
  with access to LSC funded provision using a
  planned and agreed approach
• Current trials in 6 LSC regions

33
SECTORS - RATIONALE FOR INVOLVING SSCS WITHIN
TRAIN TO GAIN

• SSCs represent industry and regularly engage with
  employers
• SSCs understand
• Sectors skills needs
• The positive impact skills have on business
  performance
• All of this is augmented in the Sector Skills
  Agreement process

34
SKILLS FOR BUSINESS NETWORK

• Skills for Business Network (SfBN) is the name
  given to all 25 SSCs operating together with the
  Sector Skills Development Agency (SSDA)
• SfBN aims to boost productivity and profitability
  of the UK
• Done through identifying and tackling skills gaps
  and shortages in each sector.

35
KEY GOALS

• SSCs have 4 key goals
• Reduce skills gaps and shortages
• Improve productivity, business and public service
  performance
• Increase opportunities to boost the skills and
  productivity of everyone in the sectors
  workforce
• Improve learning supply including
  apprenticeships, higher education and National
  Occupational Standards

36
WORKING WITH BROKERS

• SSCs will be able to provide leads to brokers
• Knowledge of how to access employers in sector
• SSC may be able to offer additional support to
  broker beyond the brokerage experience
• LSC currently working on a referral protocol for
  SSCs and brokers

37
SSC SUPPORT

• Three Tier Offer of support for employers and
  brokers
• Tier 1 support will be available from all SSCs
  and will include information relating to labour
  market intelligence
• Tier 2 support will be available free of charge
  as it will already have been funded from the
  public purse (these services may not be offered
  by all SSCs)
• Tier 3 support will be offered at a cost but may
  be beneficial to brokers and will vary from SSC
  to SSC. May include improvement tools and
  support, training, bespoke helplines

38
SECTOR SKILLS AGREEMENT (SSA)

• Sector Skills Agreements essentially map out what
  skills employers need their workforce to have
• Also establish the process by which these skills
  can be supplied by key partners
• Facilitated by SSCs but signed up to by everyone
  who supplies, funds and plans education and
  training

39
OTHER SSC SERVICES

• Sector Qualifications Strategy
• CoVE
• Apprenticeships
• National Skills Academies

40
ADDITIONAL SUPPORT FOR BROKERS

• LSC organising sector specific training sessions
  for brokers
• Help to impart sector knowledge to brokers and
  know what SSCs can offer
• Training session in the Autumn
• SSC websites soon to have specific pages for
  brokers

41
CLIENT HANDLING

• 15th June 2006

42
LEVELS OF SERVICE

• What is the current good practice?

43
IT SYSTEMS AND MANAGEMENT INFORMATION

• Ingrid Purse
• 15th June 2006

44
IT SYSTEMS

• Integrated IT systems being developed to enable
  and support Train to Gain
• Purpose of the systems is to
• meet the needs of the LSC (e.g. managing broker
  contracts planning and monitoring budgets)
• minimise bureaucracy for the LSC and broker
  organisations
• provide accurate and comprehensive MI for
  reporting to Government, RSPs and local skills
  partnerships
• provide a backbone of accurate and consistent
  regional and national data against which the
  effectiveness of Train to Gain can be measured

45
SYSTEMS

• The following four systems will be in operation
  for Train to Gain
• Broker contract management system
• Employer data and registration service
• Broker interchange
• Broker resources website

46
1. BROKER CONTRACT MANAGEMENT SYSTEM

• Tool for regions to manage skills brokerage
  contract(s) in terms of key performance
  indicators (KPIs)
• Annual and monthly volume/profile of key
  performance indicators (KPIs) from each contract
  is loaded on to the system
• Returns from brokers compared to profiled
  activity as stipulated in contracts and brokers
  managed accordingly

47
2. EMPLOYER DATA REGISTRATION SERVICE (EDRS)

• EDRS enables skills broker activity to be linked
  to learning outcomes
• EDRS assigns a unique employer reference number
  at workplace level
• Provides information on hierarchies for
  multi-site employers
• Employer look-up ready from 1st April
• Web based utility accessed through the broker
  information site that offers search facilities
  (e.g. employer name, post code and address)
• Employer reference number must be entered into
  the CRM system used by the skills broker so it is
  uploaded to monthly report
• Employer data provided by EDRS is to be used for
  the purpose of analysis only (i.e. it is not to
  be used for marketing purposes)

48
3. BROKER INTERCHANGE

• Mechanism by which information about broker
  activity will be transferred electronically to
  the broker contract management system from
  brokers own CRM system
• Standard set of data to be provided once a month
  to the broker contract management system
• Prime source of data for the contract management
  system and feeds into the LSCs Train to Gain
  management information system
• Skills brokers using their own CRM systems will
  have to ensure they collect the data the LSC
  needs, including the LSCs unique employer
  reference number (using the web enquiry tool that
  forms part of the EDRS)
• Brokers will upload the returns to the contract
  management system using the broker information
  website
• LSC will provide assistance and training if
  necessary to broker organisations to enable them
  to meet this requirement

49
MANAGEMENT INFORMATION

• Brokers/brokerage organisations are required to
  submit a monthly report covering the full range
  of MI
• As set out in the Invitation to Tender, brokers
  are required to report on the following
• Actual employers managed with targets/segmentation
  set in contract
• Number of brokers working towards/achieved new
  Standard
• Indicative numbers of learners for
  Apprenticeships, first level 2, Skills for Life,
  L3, L4 and other training linked to the
  employer referrals in 1 above
• Indicative level of employer full-cost investment
  (drawn from employer proposal)

50
MANAGEMENT INFORMATION CONT..

• 5. Use of diagnostic tools including IiP and DTI
  Business Performance Index
• 6. Referrals to Investors in People
• 7. Referrals to leadership and management
• 8. Referrals to Higher Education
• 9. Organisation Needs Analysis completed
• 10. Referrals to IAG service
• 11. Referrals to Job Centre Plus
• 12. Repeat business i.e. employers with more than
  one agreement
• 13. Referrals to IDB generalist brokers
• 14. Mode of brokerage i.e. telephone/face to face

51
(No Transcript)
52
THE NATIONAL EMPLOYER SERVICE AND TRAIN TO GAIN
53
THE NATIONAL EMPLOYER SERVICEBACKGROUND AND
INTRODUCTION

• NES supports national employers with more than
  5000 employees and the potential for 200 learners
• An increasing focus on the very large employers,
  i.e. those listed in the FTSE 250 Index
• The framework for NES Train to Gain based on
  research as to what employers want
• Use of innovative approaches to training methods
• Need for greater knowledge about sectors
• Promotion of Apprenticeships
• Need for basic skills training- unmet demand
• Increased leverage for large employers
• Within this there is to be a focus on the hard to
  reach large national employers and employees

54
THE NES OFFER

• The offer will focus on
• Apprenticeships 16-25
• First full NVQ level 2 (age 23 and above)
• Skills for Life
• Focus on employees without first Level 2 or with
  basic skills needs
• Signposting to other non-funded training support
  IiP, Foundation Degrees and Level 3
• Aim to develop new and existing contracts with
  national employers supporting hard to reach
  employees and those not engaged previously
• Develop provision to address key sectoral issues
  (e.g. staff turnover, lack of investment in
  training)

55
NES BROKERAGE MODEL

• A skills broker organisation to work with NES
  Account Management team to provide a seamless
  diagnostic and advice service
• NES envisage that the skills broker engages
  directly with the employer through referrals from
  the NES Account Management Team
• Proposals developed to address training needs for
  both funded and non-funded training
• Work with partners i.e. Job Centre Plus to meet
  recruitment needs
• Brokers feedback on provider capacity issues and
  gaps in provision via MI platform

56
REFERRALS

• Expected that regional brokerage teams will refer
  large national employers to NES
• A flag will be placed on reporting systems to
  signify referral needed
• NES brokerage team to refer to regional brokerage
  teams for advice on regional skills solutions
• NES MI will capture participation and brokerage
  performance

57
QUIZ TIME!

• Raj Patel
• 15th June 2006

58
BROKER SUPPORT MATERIALS

• Ingrid Purse
• 15th June 2006

59
BROKER WEBSITE

• Broker website (see handout)
• Website is a developing resource just for brokers
• Brokers given login details
• Access to information and online resources
  including sales tools, FAQs, discussion forums
• Will develop to include regionally specific pages

60
Log in Page
61
Home Page
62
Assessing Training Needs
63
Broker Support
64
Regional Pages
65
ADDITIONAL BROKER TRAINING

• Regions will provide and fund a development
  programme for their brokers. Additional modules
  will cover the following areas in depth
• IDB Service
• Diagnostic tools including the new IiP tool,
  training and development plans
• Providers and quality marks
• Welfare to Work and JCP
• NVQs
• Apprenticeships
• Level 2 Entitlement
• Skills for Life
• Leadership and Management

66
ADDITIONAL BROKER TRAINING

• Informal and non-government funded provision
• Foundation degrees
• Investors in People
• Sector Skills Councils
• National Employer Service
• IAG and learner Support

67
Q As
68
Closing Session

• Chris Minett
• 15th June 2006

69
OUTPUTS OF WORKSHOP

• At the end of the workshop, brokers should
• Understand the purpose of Train to Gain
• Understand the evolution of Train to Gain
• Understand the Core Offer (including regional
  variations and differences with ETP) and
  employer/employee eligibility
• Be aware of key marketing messages
• Understand/build on knowledge of Apprenticeships,
  NVQs, Leadership Management within Train to
  Gain
• Know how to source other training (non-funded)
  and alternative learning

70
OUTPUTS OF WORKSHOP

• Have an overview of how Welfare to Work fits with
  Train to Gain
• Have an overview of the role of Sector Skills
  Councils
• Have an overview of equality and diversity issues
  and know where to go for further information
• Understand the customer journey
• Understand what Management Information is
  required
• Have an overview of the broker standard
• Know what further broker support is available

71
EVALUATION FORMS DELEGATE PACKS

• Before you leave
• Please complete and pass your evaluation forms to
  Raj Patel
• Please check that you have got all of the
  delegate pack contents