Kevin Moore.

Transcription

1 Kevin Moore

2

3 Accessing Skills Funding to Add Value to Existing Services

4 Contents Overview of EOS What We re Doing with Skills Funding How We re Securing the Subcontracts Plans for the Future Tips for Success

5 EOS Works - Snapshot Formerly known as FourstaR Employment & Skills. Delivered Flexible New Deal in Birmingham & Solihull. Re-branded to EOS Works in 2011, following acquisition by Staffline Group plc. Prime Contractor for Support for Families with Multiple Problems provision in West Midlands and Yorkshire & the Humber. Work Programme Prime in Birmingham, Solihull & the Black Country.

6 EOS Works - Snapshot Two types of centres Metros & Employment Centres. Metro Centres contain interview facilities, job search areas & training rooms. Employment Centres feature the above, plus Work Areas. Work Areas either create or simulate places of work that reflect the local labour market.

7 Employment Centres (ECs) Located in Aston, Kings Norton, Tipton and Garretts Green. 25,000 to 30,000 square feet each. Work Areas occupy approx. 50% of each centre. Dynamic premises each Work Area can be dismantled & replaced in one week including the walls! Nature of Work Area dictated by local labour market & client need.

8 Work Area Principles Staffed by EOS supervisors/coaches & clients. Accurately create/recreate real places of work same standards, same ethics, same behaviours. Participation according to need, not automatic. Employer involvement maintains currency of work practices and culture.

9 Typical Work Areas Canteen serves clients, staff & visitors Construction Adaptable to bricklaying, woodwork, plastering, electrics.

10 Typical Work Areas Gym free use by all clients. Promoting healthy living agenda. Entertainment Shop accurately simulated DVD/games retail environment.

11 Typical Work Areas Warehouse picking & packing, stock management, fork lift truck driving. Plans to convert into a social enterprise. Office carries out real & simulated admin tasks to support the Work Areas.

12 Typical Work Areas Casino simulates professional environment, with local college providing training for Gaming License. Responds to local, national & international job opportunities.

13 Host Employer Involvement Work with EOS to design Work Areas & the preemployment training. Provide resources needed to run that sector s Work Area. Train Work Area supervisors to be able to coach clients in current working practices. Can use observation of clients at work to assess occupational competence as part of their recruitment process. Internal target of at least 30 organisations per year acting as host employers.

14 Benefits of the Approach Work-based training & experience in preemployment environment - the Integrated Employment & Skills model. Allows clients to sample new types of work, or refresh their skills. Controlled environment allows for flexibilities. Dynamic to local labour market.

15 Introducing Skills Funding EC model provided pre-employment training above & beyond funding body requirements. Training contents historically driven by just the employers and the delivery staff. Mapping exercise showed that delivery met over 70% of QCF qualification standards.

16 Accredited Training The Right Choice? Researched potential (funded) qualifications on QCF. Identified missing skills/knowledge and asked Can/should we deliver this? How can it help employers? Analysed assessment requirements to ensure ability to generate evidence. Compared awarding bodies support offered; resource requirements; pricing; minimum volumes.

17 Accredited Training First Steps Strong business case emerged to deliver accredited training without having to divert focus from core business. Identified at least one funded QCF qualification for each Work Area. Identified Employability qualification that could be contextualised to any sector. Shortlisted two awarding bodies, received proposals and chose one.

18 Accredited Training First Steps Assembled delivery team. Identified missing processes and developed from scratch. Applied for accreditation. Approached colleges with a blended partnership approach. Developed learning and assessment resources. Piloted delivery in one Employment Centre.

19 Where We re At Subcontract secured and gone live with one college. At advance stage of negotiation with three others. Delivering cradle-to-grave for one qualification, and training in four others. First cohorts began in September. 98% retention so far.

20 Challenges Faced No track record in accredited skills delivery. Trainers largely unaware of how to assess. Informal learning led to informal resources for learning and assessment. Variance of Management Fees. Colleges can be interesting to work with.

21 The EOS Offer 1. Captive audience. All of our Work Programme clients are eligible. Also offer college access to clients with wider needs. 2. Delivery in a simulated/real workplace. 3. Blended delivery to use respective skills and share the income. 4. High profile at ministerial level. 5. Joining funding to create a real Integrated Employment and Skills model.

22 Future Plans 1. Subcontracts with six colleges/providers within the next 10 months. 2. Expand our qualification offer to move away from the blended approach. 3. Our own Adult Skills Budget contract from 2014/ Expand our offer to non-work Programme participants.

23 Tips for Securing Subcontracts 1. Understand how the funding works; the eligibility; the priorities and the funding model. 2. Understand how qualifications work & find the right one for your organisation, your potential learners and your local labour market. 3. Fully consider the ramifications of introducing SFA funding to your organisation. 4. Identify whether the contract-holder subcontracts; what their weak spots are & then approach them as a solution to a problem, not with cap in hand. 5. If you can t answer the following question, don t waste your time:

24 What can we offer as a subcontractor that the provider couldn t do themselves?

25 Questions?

26 Apprenticeships Sara Holyhead, Head of Employer Accounts, National Apprenticeship Service

27 Background In 2012/13 the government will invest a record 1.5 billion in Apprenticeships There are currently around 500,000 Apprenticeship starts a year In 2010/11 30,000 more workplaces took on Apprentices, compared to 2009/10, 50% of these for the first time There are over 100,000 employers in England with apprentices across 160,000 workplaces National Apprenticeship Service

28 What is an Apprenticeship? An Apprenticeship is a job with an accompanying skills development programme Work-based training programmes which lead to nationally recognised qualifications For new and existing employees aged 16 and above Around 200 Apprenticeship frameworks covering thousands of jobs Intermediate, Advanced, Higher

29 Apprenticeship priorities 1. Increase the number of new employers employing apprentices 2. Increase the number of young people starting an Apprenticeship 3. High quality Apprenticeships 4. More advanced and higher level Apprenticeships 5. Broaden access to Apprenticeships

30 Support for potential learners

31 Case study: Calico Building Foundations is targeted at hard-to-reach young people in the local community who, under normal circumstances, would be highly unlikely even to consider applying for an apprenticeship, and who would be at a serious competitive disadvantage with other candidates if they did apply. Of the 90 people who completed the pre-apprenticeship programme, 70 have obtained employment in the industry and 15 have gone on to further training. Much of the success of this project has been down to procurement clauses.

32 Further Case Studies Midland Heart employs 21 apprentices in three disciplines: 19 in social care, and one each in regeneration and marketing. A key benefit has been the constructive publicity generated for by being able to promote such a positive initiative to its tenants and the wider community. Sanctuary Group employs 27 apprentices in a range of disciplines from accountancy and business administration to construction and social care, and plans to take on a further 30 by the end of

33 Benefits to employers of having apprentices Free, national recruitment service dedicated to Apprenticeships Free end-to-end Apprenticeship support service for employers Apprenticeship training for year olds is fully funded by the government The minimum wage for year old Apprentices is 2.65/hour although many employers choose to pay more Apprenticeship training for people 19+ is government subsidised Grants available to take 16 to 24 year olds

34

35 For more information Apprenticeship vacancies website: National Apprenticeship helpline:

36 National Apprenticeship Service

37 Background In 2012/13 the government will invest a record 1.5 billion in Apprenticeships There are currently around 500,000 Apprenticeship starts a year In 2010/11 30,000 more workplaces took on Apprentices, compared to 2009/10, 50% of these for the first time National Apprenticeship Service

38 Around 200 Apprenticeship frameworks covering thousands of jobs What is an Apprenticeship? An Apprenticeship is a job with an accompanying skills development programme Work-based training programmes which lead to nationally recognised qualifications For new and existing employees aged 16 and above

39 Apprenticeship priorities 1. Increase the number of new employers employing apprentices 2. Increase the number of young people starting an Apprenticeship 3. High quality Apprenticeships 4. More advanced and higher level Apprenticeships

40 Support for potential learners

41 Case study: Calico Building Foundations is targeted at hard-to-reach young people in the local community who, under normal circumstances, would be highly unlikely even to consider applying for an apprenticeship, and who would be at a serious competitive disadvantage with other candidates if they did apply. Of the 90 people who completed the pre-apprenticeship programme, 70 have obtained employment in the industry and 15 have gone on to further training. Much of the success of this project has been down to procurement clauses.

42 Further Case Studies Midland Heart employs 21 apprentices in three disciplines: 19 in social care, and one each in regeneration and marketing. A key benefit has been the constructive publicity generated for by being able to promote such a positive initiative to its tenants and the wider community. Sanctuary Group employs 27 apprentices in a range of disciplines from accountancy and business administration to construction and social care, and plans to take on a further 30 by the end of 2010.

43 Benefits to employers of having apprentices Free, national recruitment service dedicated to Apprenticeships Free end-to-end Apprenticeship support service for employers Apprenticeship training for year olds is fully funded by the government The minimum wage for year old Apprentices is 2.65/hour although many employers choose to pay more

44

45 For more information Apprenticeship vacancies website: National Apprenticeship helpline:

46 National Apprenticeship Service

47 Apprenticeships Sara Holyhead, Head of Employer Accounts, National Apprenticeship Service

48 Background In 2012/13 the government will invest a record 1.5 billion in Apprenticeships There are currently around 500,000 Apprenticeship starts a year In 2010/11 30,000 more workplaces took on Apprentices, compared to 2009/10, 50% of these for the first time There are over 100,000 employers in England with apprentices across 160,000 workplaces National Apprenticeship Service

49 What is an Apprenticeship? An Apprenticeship is a job with an accompanying skills development programme Work-based training programmes which lead to nationally recognised qualifications For new and existing employees aged 16 and above Around 200 Apprenticeship frameworks covering thousands of jobs Intermediate, Advanced, Higher

50 Apprenticeship priorities 1. Increase the number of new employers employing apprentices 2. Increase the number of young people starting an Apprenticeship 3. High quality Apprenticeships 4. More advanced and higher level Apprenticeships 5. Broaden access to Apprenticeships

51 Support for potential learners

52 Case study: Calico Building Foundations is targeted at hard-to-reach young people in the local community who, under normal circumstances, would be highly unlikely even to consider applying for an apprenticeship, and who would be at a serious competitive disadvantage with other candidates if they did apply. Of the 90 people who completed the pre-apprenticeship programme, 70 have obtained employment in the industry and 15 have gone on to further training. Much of the success of this project has been down to procurement clauses.

53 Further Case Studies Midland Heart employs 21 apprentices in three disciplines: 19 in social care, and one each in regeneration and marketing. A key benefit has been the constructive publicity generated for by being able to promote such a positive initiative to its tenants and the wider community. Sanctuary Group employs 27 apprentices in a range of disciplines from accountancy and business administration to construction and social care, and plans to take on a further 30 by the end of

54 Benefits to employers of having apprentices Free, national recruitment service dedicated to Apprenticeships Free end-to-end Apprenticeship support service for employers Apprenticeship training for year olds is fully funded by the government The minimum wage for year old Apprentices is 2.65/hour although many employers choose to pay more Apprenticeship training for people 19+ is government subsidised Grants available to take 16 to 24 year olds

55

56 For more information Apprenticeship vacancies website: National Apprenticeship helpline:

57 National Apprenticeship Service