Humber LEP Skills Network July 2014 Gary Warke

Humber LEP – Skills Network : July 2014

Gary Warke - Chair Skills Network Agenda 10 am – 12 pm: Part 1 Skills Strategy Teresa Chalmers - Humber LEP Exec. Director Employment and Skills Employability Passport validation Andy Crossland - CEO Humber Learning Consortium (HLC) CEIAG Portal demonstration Sarah Blow - Partnership Officer HCC 14 -19 Gold Standard update Jane Fisher - Jane Fisher Associates on behalf of the Humber LEP Part 2 Humber Energy Campus Skills Network Chair Teresa Chalmers/ Sam Rex Humber LEP 15 minute presentation/30 min feedback exercise Teresa Chalmers

Gary Warke - Chair Welcome and overview of LEP skills developments: • New LEP Board membership • LEP Forum event held Friday 20 th June • Humber Growth Deal

From the LEP Forum Sectors • • Energy Ports and logistics Chemicals Engineering and manufacturing • Creative and digital • Food • Visitor economy Themes • • Engagement Communications Marketing Procurement / supply chain Business support Investment Innovation

Teresa Chalmers – LEP Exec. Director Employment and Skills Strategy

Strategic Outcomes S 1 Raise employer commitment and investment in skills at all levels. S 2 Foster an inclusive, LEP-wide approach with all key stakeholders. S 3 Influence provision to better meet local economic need. S 4 Improve the quality, accessibility and dissemination of labour market information and careers education, information, advice and guidance (CEIAG), empowering employers and local people to make informed choices. S 5 Support people in finding and sustaining employment, in progressing at work and/or setting up their own enterprises. S 6 Maximise the use of funding, including capital, to develop excellent learning environments and facilities, leading to a more highly skilled current and future workforce. S 7 Extend residents aspirations to gain higher level academic and vocational skills, including progression to Higher Education.

S 1: Raise employer commitment and investment in skills at all levels. Outcomes: • A higher skilled and productive workforce, able to drive economic development to assist the UK to compete on a global platform. • Employers actively engaged in delivering careers education, information, advice and guidance support. • Employers recognising the benefits in investing in their workforce, making financial commitment, driving productivity. S 2: Foster an inclusive, LEP-wide approach with all key stakeholders. Outcome: • Successful, productive and well informed networks, working in close partnership to maximise resources and highlight any gaps in provision, services or resources.

S 3: Influence provision to better meet local economic need. Outcomes: • Review of current skills provision, focussing on new curriculum opportunities to support sector growth areas. • Development of new funding methodology, applying freedoms and flexibilities where possible to create new pathways for local citizens to enter or re-enter education and training.

S 4: Improve the quality, accessibility and dissemination of labour market information and careers education, information, advice and guidance (CEIAG), empowering employers and local people to make informed choices. Outcomes: • Coherent, contemporary and accessible Labour Market Intelligence (LMI) effectively used to develop curriculum and education and training support services. • Empowered, inspired and informed residents who recognise the skills required to access specific career routes. • Raised aspiration in young people and adults. • Increase in residents’ employability skills. • The development of a Humber CEIAG Hub. • Increase in Employability Charter sign up and activity. • Humber LEP validation of employability passports. • The majority of education and training providers signed up to the Gold Standard for the provision of careers education, information, advice and guidance.

S 5: Support people in finding and sustaining employment, in progressing at work and/or setting up their own enterprises. Outcomes: • An increase in the number of new business start-ups and in the growth of SMEs. • Increase the longevity of existing SMEs helping them to sustain and further develop. • Increased SME investment in staff training to drive business growth. • The provision of a new Humber Apprenticeship Support Service, focussing on SMEs. S 6: Maximise the use of funding, including capital, to develop excellent learning environments and facilities, leading to a more highly skilled current and future workforce. Outcomes: • New funding flexibilities providing better opportunities to support local solutions to be delivered to improve outcomes. • Improved learning environments, resulting in no bottom category within the Humber area. • Higher skills profile across the region. • Lower rates of employment/underemployment.

S 7: Extend residents aspirations to gain higher level skills, including progression to Higher Education. Outcomes: • Increase in residents taking higher level qualifications. • Growth in additional attractive, high value qualification options. • Increased employer understanding, support and investment in developing higher level skills. • Increase in business start-ups. • Increase in business productivity.

Andy Crossland Employability Skills Working Group Validating Employability Passports Towards a LEP Kite-Mark

Background • Poor employability skills (ES) one of biggest complaints / concern for employers • ES = key priority for LEP’s skills strategy • Many providers developed employability passports for learners to evidence ES to employers • Passports must be credible for employers • LEP developing validation system for passports • Based on CBI’s 7 ES skills • Passports validated by employers

Next Steps • • • LRF bid - validation framework, process, & kite-mark Tender for consultant / org to do work with ES group Delivery Sept 2014 to March 2015: v v v Employer engagement – priority sectors (Oct/Nov ‘ 14) Mapping existing ES passports in Humber (Oct ‘ 14) Complete validation framework (Dec ‘ 14) Soft launch LEP Kite-mark (March ‘ 15) Soft launch validation panel and process (March ‘ 15) Full launch academic year 2015 -16 Interested, Involved, Informed 2 main ways… • • Employability Skills Working Group Skills Network

Sarah Blow CEIAG Working Group • Development of Bridging the Gap hub page • Development of adult / employer prospectus – Working group of providers to ensure that it meets the requirements of all stakeholders – Initially promoting employability courses first. – To be launched 1 October

Jane Fisher Humber CEIAG Gold Standard

Gold Standard - Update • Consultation with key stakeholder groups across the Humber – Education & training providers, employers – On-line, strategy groups & network meetings, 1: 1 s • Drafted specifications – Mapped to the national quality standards for Careers Education (Careers England) – Reference to ‘Ofsted Inspection Framework’ – Reference to Careers Education and Inspiration in Schools’ (Df. E Statutory Guidance) – Synergy with ‘The Matrix Standard’ for CEIAG Service Providers • Further Consultation period • Amendments made • Pilot Period (finished 26 June) • Final Amendments

Gold Standard – Pilot Feedback • Standards are ‘fit for purpose’ • Excellent process for reflection and evaluating where an institution is wrt CEIAG, and planning its development • Specifications/criteria are easy to understand • Evidence is easy to identify & gather • Self-assessment process is straight forward • Support from Head/Principal is essential to engage all staff in the self-assessment process • Team approach championed by a senior leader is required, as it is a relatively ‘large job’ • External support is valued – level required varies depending on where the institution is with its CEIAG Next Steps • To Emphasise: Ø Ø Ø • To Amend some terminology to increase relevance to Special Schools • To Clarify the presentation & cross-referencing of evidence & the use of recording templates • To Consider the implementation & infrastructure of: Ø Ø Ø Launch Event – September 2014 The Process is the key focus– excellent selfassessment & self-development tool for quality improvement Amount of time required for the self-assessment process: this will vary between institutions Assessment Criteria terminology can be used flexibly during the self- & external assessment processes External Support available to institutions during the process, incl. who & how – e. g. support packages & potential costs External Assessment approach, incl. who, how, validating evidence to ensure secure & robust, consistency of approach Gold Standard roll out, incl: training workshops, CEIAG support materials (Toolkit), Humber-wide CEIAG network

Humber Energy Campus Vision The Humber will become a centre of excellence for energy skills by creating a virtual campus that brings together the best knowledge, experience and facilities to define and drive a skilled Humber workforce driven by the needs of business. Audiences • • • Employees and prospective employees (from Primary School through to those currently working in industry) Employers and prospective employers in the Humber’s energy industry Stakeholders - MPs, councillors, government, agencies, Humber people Investors Providers - UTCs, FE, HE and training providers

First phase key messages • • • The Humber LEP’s Employment and Skills Board is leading a collaboration between employers, the University of Hull, FE colleges and specialist training providers to build on the region’s expertise and become a centre of excellence for energy skills The project aims to enable the creation of a sustainable skilled workforce that will maximise the Humber’s economic development in the energy industry. The Humber Energy Campus offers an online single point of access www. humbercampus. co. uk [TBC] to more than xxx opportunities to show prospective learners and investors the breadth and quality of the energy related courses and training on offer. Humber businesses and those from outside the area looking to invest in the region will be consulted to understand their needs to help our education and training partners provide the right balance of high quality courses for the Humber Campus. The partnership will work to raise the aspirations of Humber people by raising awareness of the career paths available through from Primary School pupils to adult learners. The intelligence gathered by the partners as part of the process will be used to drive research, development and innovation.

Visual Identity - Examples

Humber Energy Campus National College potential development: • • Call for engagement – June 2014 Higher level pathways to enable global competition Focus on technical level skills Employer led Criteria includes: • Evidenced skills gap at Level 3, 4 and 5 in identified sector • Employer leadership at a national level • Financial commitment from employers

Humber Energy Campus exercise • How do you think you can participate and add value to the virtual campus? • Do we need to consider any additional audiences/factors? • Promotional messages – how/ when/ who? • National College model – your contribution

Skills Network Chair • As agreed in October 2012, the election of a new Skills Network Chair was due to take place in September 2014. • The LEP Boards were recently reconfigured to reflect sector growth areas, regional representation and expertise needed to carry out growing responsibilities of the LEP. • Due to this restructure of the LEP Boards and Secretariat – the Board have decided to postpone appointment of a new Chair for 6 months so as not to cause any further disruption at the present time.

Close Next Meeting Date: 14 th October 10 -12 noon Innovation Centre, Grimsby Please sign up to LEP Newsletter on Humber LEP website