Employer Responsive ESF Workshop 31108

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Employer ResponsiveESF Workshop 3/11/08
Tony Allen Regional Train to Gain Director
South East

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TODAYS OBJECTIVE

• To develop knowledge and understanding of
  specification activity
• Why did LSC support additional ESF projects
• Why is ESF important?
• Leadership Management
• Employer responsive skills development
• National Apprenticeship Service

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Policy Context
S

Tony Allen SE Train to Gain Director
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Policy Context

• Skills Strategy July 03
• Successful programme of 20 Employer Training
  Pilots
• South East Skills Advice Service
• Skills White Paper March 05, Getting on in
  Business, Getting on at Work
• Agenda for Change August 05
• National Employer Training Programme (NETP)
  branded Train to Gain
• FE White Paper March 2006
• Brokers will focus their time on those
  employers, employees and sectors that
  historically have not engaged in training.

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Policy Context

• Leitch Review and Leitch Implementation Plan 2006
• Comprehensive Spending Review 2007
• Sub National Review 2007
• Business Support Simplification Programme
• Machinery of Government Raising Expectations
  enabling the systems to delivery
• John Denham announcement 21st Oct 08

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BACKGROUND

• Lord Leitchs report in 2006 made the case for
  increased investment in skills if the UK was to
  increase its economic competitiveness
• This would require investment by employers,
  individuals and the state.
• It will require employers to play an active role
  in helping to reform vocational
  qualificationsand a major new investment of
  time, effort and money by employers and
  individuals that far exceeds the Governments
  direct contribution

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LEITCH AND THE FUTURE OF TRAIN TO GAIN

• Future Funding plans
• Lord Leitch recommended that all adult funding
  invested by the Government through the LSC should
  be demand led so all adults funds will be
  either through Train to Gain for employers or
  through Skills Accounts for individuals.
• Planned Train to Gain funds are
• 2007/08 440 million
• 2008/09 650 million
• 2010/11 over 900 million

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LEITCH IMPLEMENTATION TARGETS

• Challenging targets set to improve the skills of
  the population.
• 95 of adults literacy and numeracy, up from 85
  and 79 i.e. 7.4 m by 2020
• 90 adults to be qualified to L2, up from 69
  with aim to go to 95. i.e. 5.7 m adults Level 2
  by 2020 increase to 95 ASAP
• Shift balance of intermediate skills from L2 to
  L3 i.e. 68 1.9 million additional L3s (4m) by
  2020, increase Apprenticeships to 500,000
  (400,000) (SE 36 population hold L3)
• Over 40 qualified to Level 4 and above, up from
  9 i.e. 5.5m by 202 (SE 25.9 population hold
  L4)

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JOINED UP OFFER

• a new joined-up system of support for adults
• Skills Accounts
• new framework of joined-up partnership working
• Jobcentre Plus playing a pivotal role,
• LSC ensuring its budget is progressively spent on
  more responsive and flexible employer-focused
  training
• new communications campaign
• new legislation to strengthen the current funding
  entitlement

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EMPLOYER LED

• UK Commission for Employment and Skills
• reform of SSCs
• reform vocational qualifications
• employers own training programmes accredited
• Demand led element to Higher Education
• National Skills Academies
• new employer engagement standard

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DEMAND LED FUNDING

• Adult Funding (Mode 1)
• 1618 year olds
• learners aged 19 or above, including an
  entitlement to free tuition for all 1925 year
  olds working for their first full Level 3
  qualification.
• Skills for Life Levels
• Fee Remission
• Employer Responsiveness Funding
• Train to Gain 19
• Apprenticeships (16-18) and 19
• Leadership Management
• FE NVQ (Mode 2/3 part/all workplace)
• Employer Contribution
• Contribution to Wage Costs

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DEMAND LED FUNDING

• Youth
• Entry to Employment
• 16-18 Entitlement
• ESF funding
• Regional Competitiveness and Employment
• All guidance is available on www.lsc.gov.uk

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Why is ESF important?
55,647 Level 2 Learners

15,113 Level 3 Learners
86m
6,000 Skills for Life Learners
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Why is ESF important?
38,953 Level 2 Learners
16,694 Repeat Level 2 Learners

11,513 Level 3 Learners
86m
3,600 Repeat Level 3 Learners
6,000 Skills for Life Learners
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Why is ESF important?
38,953 Level 2 Learners
16,694 Repeat Level 2 Learners

11,513 Level 3 Learners
86m
3,600 Repeat Level 3 Learners
6,000 Skills for Life Learners
VRQ Learners
Multiple Unit Learners
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Why is ESF important?
Budget TtG - ESF
000,000s
900
800
700
110050
10000
Volumes L2/L3/S4L - Repeat
VRQ Units
000s
90
80
70
08/09
09/10
10/11
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THE TRAIN TO GAIN OFFER

• The Current Core Offer (until January 2009 when
  more flexibilities will apply)
• If no Level 2 qualification
• Fully funded first Level 2
• Fully funded Level 3 jumper
• Skills for life Levels E1, E2, E3, 1 and 2 (inc.
  ESOL ESFOL for work E3 L1))
• 2nd Level 2 3 qualifications on approved list
  fully funded
• First Full Level 3 fully funded for 19-25 year
  olds
• Part funded Level 3 with employer contribution
• Must be delivered by an LSC approved provider
• ALSO Leadership and management grant of 1000
  total

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Anticipated flexibilities 5th January 2009

• Private companies less than 250 employees (tbc)
• 119 Units eligible in 10 priority areas
• variable prices (tbc)
• might be phased in from Jan 09 (tbc)
• learners might be restricted to 2/3 units (tbc)
• value of units discounted from full NVQ if
  learner continues (tbc)
• Repeat Qualifications all ages on L2 V5 or All
  quals (tbc)

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ELIGIBILITY FOR TRAIN TO GAIN FUNDING

• Employees, volunteers, self employed and agency
• Be granted paid time to train during working
  hours
• Includes agency staff if other criteria met
• Meet residency rules, ie 3 years in EEU for non
  education reasons
• Refugee status
• Other categories, eg asylum seekers
• Local employer partnership
• See the full rules

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INELIGIBLE FOR TRAIN TO GAIN FUNDING

• 16 18 year olds (have free learning already)
• Those on New Deal (eligible afterwards)
• A second Leadership and Management grant unless
  new Key Director or previous beneficiary has
  moved to new organisation
• Those who do not meet residency rules

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CONTRIBUTION TO WAGE COSTS

• Employers with lt 50 FTE employees
• Contribution to wage costs for eligible
  employees training for
• First level 2 or Level 3 jumper
• Skills for Life
• Maximum 70 hours
• 5 per hour or actual hourly wage
• Paid when qualification gained
• Brokers provide information and claim form

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SE ESF LM Offer

• Not Level 2
• Not TtG LM offer
• Not Apprenticeship 19
• Not Learner Account
• All employer sized 2 10 and 250
• All sectors including Public Sector (low skilled)
• All types of organisations
• All types of employees (unpaid volunteers)

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APPRENTICESHIPS

• Preferred vocational learning route for 16 - 25
  year olds
• Two levels
• Apprenticeship - usually 1 year
• leading to NVQ Level 2, Key Skills and (usually)
  technical certificate, eg Btec, CG
• Advanced Apprenticeship - usually 2 years
• leading to NVQ Level 3, Key Skills and (usually)
  technical certificate
• Supported by Work Based Learning funds employer
• Offered in 80 sectors
• Over 200 different apprenticeships
• Adult Apprenticeships
• atypical career,
• seeking to train or retrain in order to enter
  long term employment
• adults working within priority sectors

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VRQ - Vocationally Related Qualifications

• Aimed at supervisors, first line, middle and
  senior managers
• Cover managing activities, people, resources,
  information, energy, quality
• Study process of teach, practice and assessment
• Introductory (taster) and Full qualifications
• Modular approach can consist of
• Tutor led workshops, training sessions, Work
  based assignments
• Reports
• Presentations
• Take 12 24 months to complete

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Leadership and Management
Leadership Management

Zeena Çala South East Train to Gain Brokerage
Manager
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South East Leadership Management Offer

• SEEDA TtG 13,233,000 124 / 2343 plus 3,195 x
  2
• ESF Second NVQ L2s 1,776
• 3,810,000 VRQs Level 2 1,404
• Part Units Level 2 4,739
• VRQs Level 3 1,812
• Part Units Level 3 1,860
• Total LM Investment in SE 17m to deliver 20k
  interventions

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Train to Gain Leadership Management Offer

• A 1000 grant to support Leadership Management
  development
• 5 - 250 staff
• One grant per organisation (usually most senior
  people)
• 500 for the CEO / MD / Owner Manager
• A further 500 (match funded) for senior
  management team
• Cannot be claimed retrospectively
• Will support training / coaching mentoring /
  peer learning
• Does not support legal or statutory training /
  purchase of materials (CDs / books etc)

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Julie Nicholas Sector Skills Development
Manager LSC South East Region
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Employer Responsiveness SkillsDevelopment
Levels 2 3

• AIM Re-skilling or Up-skilling of adult workers
  to improve labour market mobility reduce skill
  gaps
• MAIN FOCUS Priority learners within SMEs in key
  regional sectors including -
• Childrens Services Sport Active Leisure
• Hospitality, L T Information Technology
• Built Environment Engineering Manuf
• Health Social Care Land-based
• Retail (Assessors Verifiers)

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Employer Responsiveness Skills Development
Levels 2 3

• CONTRACTS 16 Skills Providers 1 for Basic
  Skills inc ESOL for Work provided by CfBT.
• OUTPUTS 3790 full Level 2, 60 x L2 units/part
  awards 1180 x L2 Coaching Certificates. 757
  Level 3 other sector qualifications inc VRQs
  1605 x L3 units/part awards or Coaching
  Certificates.
• ADDED VALUE Targeted marketing recruitment,
  Information, advice guidance innovative
  sector-specific delivery employer sign up to
  Skills Pledge.

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ER Specification Queries Answered

• ESF designed to complement mainstream progs
  second full Level 2, other Level 3/VRQ units -
  continuing despite Train to Gain/SME
  flexibilities.
• Full qualifications should be on the LAD and
  units/part awards accredited on NDAQ to encourage
  progression.
• A minimum of 2 units to be delivered for
  unit/part awards at Level 2 3 except assessors
  verifiers.
• Breakdown of full qualifications compared to
  VRQs/units cannot be changed in contracts as
  agreed from open competitive tendering LSC
  contribution to ESF Co-financing plan PSA
  target.

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Questions
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Workshop Discussion

• In groups discuss-
• How can you best promote the current ESF offer?
• What targeted approaches can you use to attract
  suitable learners and employers?
• How will you ensure high achievement rates of
  qualification and unit outputs?
• What could the LSC do to support these
  activities?

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Apprenticeship Vacancy Matching Service

• Overview

An overview of Apprenticeships and the
Apprenticeship Vacancy Matching Service
Your presenter is Anne Rodriguez
Issue 1.0
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Apprenticeship Vacancy Matching Service
Overview

• What are Apprenticeships?
• Why Apprenticeships are important?
• How to find out more information about
  Apprenticeships
• How to apply for an Apprenticeship

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Apprenticeship Vacancy Matching Service
What is an Apprenticeship

• Work based training programme
• Aimed at current and future employees
• Designed by business for business
• Focuses on the whole job not just individual
  skills
• On and off-the-job education and training
• Available to candidates 16 18, 19 24, and 25

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Apprenticeship Vacancy Matching Service
Apprenticeship Structure

• Two Levels
• Apprenticeship
• Level 2 Qualification 5 GCSEs A- C
• Craft level e.g. waiter, basic food preparation
• Advanced Apprenticeship
• Level 3 Qualification 2 A Levels
• Team leading and advanced craft e.g. head
  receptionist

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Apprenticeship Vacancy Matching Service
Apprenticeship Structure

• Apprenticeship Framework comprises
• NVQ assesses on the job competence
• Technical Certificate underpinning theoretical
  knowledge
• Key skills Application of Number, Communication
• 180 Frameworks covering 80 Sectors
• Framework content decided by Sector Skills
  Councils
• Employer pays the Apprentice a salary
• minimum 80 per week

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Apprenticeship Vacancy Matching Service
Why are Apprenticeships Important?

• For Candidates
• For Employers
• Strategically
• National Apprenticeship Service and
  Apprenticeship Vacancy Matching Service

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Apprenticeship Vacancy Matching Service
How to find more information
NAS Support
http//www.apprenticeships.org.uk/
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Using the Vacancy Matching Service
How to apply for an Apprenticeship
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Login to the System
For Candidates
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Home Page
For Candidates
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Our Progress
As Candidates

• Login as existing Candidate
• Search for a vacancy and view details
• Access and edit the reusable application form
• Apply for the vacancy
• View the progress of the application

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Search for Vacancy
For Candidates
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Search Result
For Candidates
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Preview Vacancy 1
For Candidates
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Preview Vacancy 2
For Candidates
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Apply for Vacancy
For Candidates
For Candidates
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Complete Application
For Candidates
For Candidates
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Complete Application 2
For Candidates
For Candidates
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Complete Application 3
For Candidates
For Candidates
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Complete Application 4
For Candidates
For Candidates
Are you able to work away from home for two days
a month?
Give an example of when you have worked in a
team.
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Complete Application 5
For Candidates
For Candidates
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Apply for Vacancy 1
For Candidates
For Candidates
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Apply for Vacancy 2
For Candidates
For Candidates
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Manage Applications 1
For Candidates
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Manage Applications 2
For Candidates
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Summary
For Candidates

• Register to have their own area
• Search the website to find suitable vacancies
• Create and store a reusable application form
• Apply for a vacancy
• Monitor and track applications
• Get help and support when necessary

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Apprenticeship Vacancy Matching Service
Access to the system

• Provider training
• Briefings for Connexions and Job Centre Plus
• System goes live from 8th December 2008
• Candidates access system early 2009
• Roll out supported by National Apprenticeship
  Service Project Team

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Questions?
Learning Providers Employers
Any Questions?
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Apprenticeship Vacancy Matching Service
Contact details
Anne.Rodriguez_at_lsc.gov.uk 01273 783514
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Questions