Train to Gain, Skills Pledge , Leadership

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Train to Gain, Skills Pledge , Leadership
Management.
Peter Davies
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Train to Gain The Current Offer

• Train to Gain is a service to help businesses
  across England get the training they need to
  succeed and stay successful.
• Skills Brokerage Support for ALL businesses
• Identification of training skills needs
• Identification of appropriate training providers
  services
• Integrated offer to employers- single voice.
• Skills Pledge
• Public commitment to train all staff to a L2
• Support from Skills Brokers to meet the
  commitment
• Funded support for all employees
• First full L2
• Stand alone SfL ESOL E1, E2,E3 (London), L1
  L2
• ESOL for Work qualifications at E3 E1 (London)
• L3 for Women in London, L3 pilots for all across
  England

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Train to Gain New Flexibilities

• Available Now!
• Eligibility extend to the Self-employed,
  volunteer workers and second L2 unemployed via a
  LEP.
• Skills for Life qualifications in numeracy and
  literacy at all levels
• ESOL for work
• Information about the ESOL for Work
  qualifications can be found in the Delivering
  Skills for Life fact sheet 10 ESOL for Work
• http//readingroom.lsc.gov.uk/lsc/National/nat-fac
  tsheet10esol-for-work.pdf
• Available from 1st August 08
• L3 as part of the mainstream offer firstness
  not applicable
• Leadership Management support
• Apprenticeships for Adults
• Firstness not applicable to unemployed groups
  recruited by an employer.

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Summary of current performance

• The region, at Period 8 has increased the number
  of providers operating in London from 68 (06/07)
  to 162 (07/08)

Level 3 womens pilot volumes not included.
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Summary of current performance cont.
National P8 figures place the region 2nd for the
volume of starts on the programme and 1st for
the volume of skills for life starts.
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TtG Trajectories
Learners volumes for 08/09 based on the regional
commissioning plan.
Learner volumes are projected forward for the
remaining two years of the CSR. Note the volumes
do not include those NVQs transferred out of the
FE allocation.
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Brokerage

• Key Features
• Analysis and recommendation of skills training
  solutions
• Access to LSC funded provision
• Account management service for larger companies.
• Access to a wider range of training and support
  regardless of whether or not it is funded by the
  LSC
• Wage compensation lt50 employees

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Brokerage Who is eligible?

• Available to all organisations of all sizes
  except sole traders and Government Departments
• Key Employers are
• Public sector
• Large employers
• Unionised organisations
• 75 of all employers to come from the Hard to
  Reach
• Hard to Reach defined as
• No vocational training in last 12 months and/or
  not IiP Recognised

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Brokerage

• Who are the brokers?
• London Brokerage Consortium
• Construction, Hospitality Tourism, Retail,
  Audio visual Automotive
• Triangle Fusion
• Business Finance, Health Care, Creative
  Cultural
• Prevista
• Manufacturing Engineering, Transport
  Logistics, Clothing Textiles
• Large Employer Unit consortia of all 3 brokers.
• Account management service for selected 250
  -4999 organisations large public sector.

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Brokerage Targets for 2008/20009

• Core targets
• Employers engaged 8,400
• Hard to reach employers 4,284
• Number of planned TTG starts 21,000
• from broker interventions.

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TTG Plan for Growth Focus

• The following are the critical actions over the
  next year
• Brokerage to focusing on larger employers
  through the establishment of the Account
  Management unit.
• Integration of employment and skills
• Building capacity and capability within the
  London provider base
• Continuing to use our Performance management
  framework, ensuring consistency of application
  and challenge to drive up the achievement rate
  for all learners
• Olympics

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1. New Train to Gain offer to Employers

• Skills Pledge
• Skills Brokerage Expansion Transition
• Leadership Management
• Sector Initiatives
• New Flexibilities second L2 quota and L3
• Employability joined up service

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What is the Skills Pledge

• A voluntary Public commitment to support all
  employees to achieve at least a L2 qualification
• opportunity for leaders of business to publicly
  demonstrate their commitment of investing in the
  skills of their employees
• 5 step process
• 1. Statement of Intent
• 2. Diagnostic/Analysis
• 3. Action Plan
• 4. Skills Pledge Commitment
• 5. Fulfilment
• Once registered for the Pledge, Skills brokers
  will support the organisation to meet the needs
  of the business
• Register interest by phone [phone] or
  www.traintogain.gov.uk

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The Skills Pledge - Five Stages FINAL
Process Overview
STAGE 1 Statement of Intent
Employer produces a formal and public statement
to his employees to deliver the Pledge. Statement
of Intent includes common wording to this effect
and is recorded on the LSCs Train to Gain
website Broker offers advice on the Diagnostic
Employer quantifies their skills needs and
training priorities i.e. undertakes a diagnostic
/ONA Broker can offer this service if the
employer wants. Broker also offers guidance on
the Action Plan and Certificate.
STAGE 2 Diagnostic / Analysis
Employer develops an action plan for their
organisation, setting out the extent of skills
and levels of qualifications needed, numbers of
people, timescales and broad schedule. Skills
Broker supports with broad identification of
eligibility of provision and learners for public
funding, which qualifications will add most
value, and which training providers can best meet
the employers needs.
STAGE 3 Action Plan
Employer produces a formal and public commitment
to the Skills Pledge. They may sign the Pledge
certificate, using core wording with any
extension the employer wants. Note formal
signing can also come before action plan in Stage
3, if employer is already clear what they want to
do
STAGE 4 Skills Pledge Commitment
STAGE 4a Progress Summary
Employer produces progress summary - a public
statement of progress against their Action Plan
e.g. in Annual Reportor Broker makes annual call
to check progress. Employer revises Acton Plan
STAGE 5 Fulfilment
Employer fulfils the Pledge Commitment and
achieves the Action Plan goals. Employer reviews
their priorities for training. (and if chooses
could reset the Action Plan and follows through
the process with the new priorities.
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• Skills pledge Issues
• The process is loose and has no follow up or
  clear accountability.
• National office have introduced a variety of new
  intermediaries and self help route
• Ministers have enormous expectations of the SP.
• Skills pledge is a promise made by the Employer
• Take up is low.

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Leadership management

• Current National offer
• Available via brokers to MDs/Snr managers in
  organisations employing 20-249
• Public sector not eligible.
• Grant of up to 1k to be spent on any learning
  required by the MD- informal learning to be
  encouraged, mentoring , conferences etc
• Low volumes to date 300-400 p.a
• New offer from August
• Same offer expanded to include 10 companies.
• Grant can be split between 2 managers (500 each
  but second must be matched 1 for 1)
• Large increase in volumes (6 fold) and contract
  for brokerage gone to OCT.