Employer Engagement Strategy 2015/16

Transcription

1 2015/16 Document version control Document title: Document status: Final Version number: 5.0 Date: 08/12/15 Author: Employer Engagement Best Practice Group Reviewed by Quality Improvement Group Approved by: Operations Board Classification: Unclassified Review date: 08/12/15

2 Purpose: Engaging with employers effectively is crucial to the success of work-related learning facilitation. This strategy supports the Welsh Government s recognition of the need for employer engagement in its Quality and Effectiveness Framework for post-16 learning. It acknowledges the organisation s recognition of all employers with whom we interact as customers. Furthermore, it demonstrates how we will use employer engagement in the design and delivery of our training provision to ensure that individuals are equipped with the skills that will allow them to do their job with confidence and employers get the results they require from their staff in order to develop their business. Definitions: Employer engagement is about developing long and meaningful relationships with customers now and in the future and using their input to assist us in our drive for continuous quality improvement in all aspects of our provision. Scope: This strategy relates to the education and training activities undertaken, by Vocational Skills Partnership (Wales) Ltd. (VSP) and its member organisations, with the customers it supports. The strategy applies to employees, employers and all other stakeholders and affords VSP and its member organisations with the following benefits: The organisation is able to use employer feedback in discussions with Sector Skills Councils to ensure that national qualifications are being designed to fit the needs of the employer. Learners acquire recognition from employers of their achievements and so become more motivated to learn and succeed. Employers are given a better understanding of the context of their employee s learning, for example their level of competency and how suitable they might be for other posts within the organisation. Employers are able to provide input and influence certain aspects of the learning delivery. Employers are encouraged to recognise the benefits that work-based learning brings to their organisation including skilled staff and good organisational reputation. By establishing a relationship with the employer and gaining an insight into the organisation, assessors/tutors are able to tailor their service to better suit the needs of the learner and the employer thus improving the overall learning experience and levels of customer service. Assessors/tutors will also get a better insight into the sector in which they work, making them more knowledgeable in their field. Employers will be empowered to identify additional training requirements for their organisation.

3 Legal Framework: VSP and its member organisations will fully comply with all related legislation which will include, but not be limited to: The Data Protection Act 1998 The Equality Act 2010 Temporary Agency Worker s Directive 2009 The Asylum and Immigration Act 2009 In addition, VSP and its member organisations will ensure it is compliant with other legislation related to equality and diversity, health and safety and learner involvement and the requirements of any future legislation. Policy Statement: VSP and its member organisations are committed to the implementation of a coherent strategy of employer engagement. It aims to provide an outstanding quality of service that will foster longlasting and meaningful relationships with employers now and in the future whilst using employer involvement, participation and feedback in order to facilitate continuous self-improvement. VSP and its member organisations are committed to overcoming barriers to engagement from employers or staff in order to achieve effective implementation of the strategy. VSP and its member organisations will use national and local information in order to direct our strategic focus, from organisations such as: Confederation of British Industry- CBI United Kingdom Commission for Employment and Skills- UKCES Wales Employment and Skills Board- WESB Trade Union Congress The Joseph Rowntree Foundation Welsh Government VSP and its member organisations will also carry out direct employer engagement in order to obtain feedback, opinion and participation from employers, in the form of: Developing a holistic approach with regards to employers in terms of recruitment of learners, relationships with employers, retention and reward of both employers and learners Ensuring the provision of dedicated employees to liaise with employers and ensure appropriate placement of learners The facilitation of regular employer surveys Effective collaboration with Sector Skills Councils to ensure the development of National Qualifications meets the needs of employers The introduction of an effective complaints procedure to ensure employers are aware of their rights and the appropriate method of raising any issues

4 VSP and its member organisations are committed to working in partnership with other organisations in order to improve quality and share best practice further. As part of the employer engagement action plan, the company will identify other stakeholders that share a similar commitment to the development of this strategy. Strategic aims: VSP and its member organisations have six strategic aims which will be monitored on an ongoing basis: 1. to use employer input and feedback in organisational decision-making 2. to seek employer input into the design and planning of learning programmes 3. to provide sufficient opportunities and platforms for employers to contribute, participate and offer feedback 4. to share learner feedback/questionnaires/evaluations with employers so that employers are informed as to the progress of learners 5. to demonstrate responsiveness in relation to employer feedback and input 6. incorporate employer views in the self-assessment review (SAR) and Quality Development Plan (QDP) These aims will be embedded into company activities via the following methodology: Developing a holistic approach a coherent approach to the direct engagement of employers that ensures that duplication, gaps, bureaucracy and inefficiencies are reduced for all concerned in order to ensure the most effective and efficient service. It ensures a holistic approach to employer engagement through: Recruitment Ensuring that the range of means deployed to identify and recruit interested employers does not result in overload for employers Relationships Understanding the needs of the employer through good communication Sustaining goodwill and mutual respect Retention A strong contribution to making the employer experience of working with VSP a productive and enjoyable one for all parties Reward Demonstration of mutual benefit - the employer should be encouraged to understand how the training benefits their organisation and to engage fully Celebration and acknowledgement of employers contribution, for example, awards and recognition in company communications Recruitment Prior to the recruitment of learners, member organisations will work with employers to determine their needs, skills required of prospective and fully discuss expectations in relation to the Apprenticeship programme. This information is used to tailor programme content and delivery to suit the needs of learners and the expectations of employers.

5 Employer surveys a system of regularly updated surveys of employer needs and satisfaction. The results of the surveys are evaluated and benchmarked against other comparable providers. Face to face interviews Staff will undertake face-to-face meetings with employers via the internal quality assurance process, placing of unemployed learners, business development and the learner review process in order to obtain feedback. Telephone questionnaires VSP and its member organisations will contact a representative sample of employers in order to gauge satisfaction and encourage feedback. Employer involvement in decision making When VSP and its member organisations plan to make any changes that will affect the employer or the learner, VSP will seek employer input into the proposed changes prior to implementation. Evaluation and Review Ensure that the quality cycle effectively incorporates the findings of the employer engagement activities and plans for improvement and development accordingly Employer contact Employers will have a single point of contact within each member organisation in order to provide clear communication paths, address their needs and gather feedback. My Employer Voice Feeding back to employers is an important part of the VSP Employer Engagement Strategy. Through two way communication, employers will be made aware of when and how they have the opportunity to shape the continuous improvement of VSP and member organisations and will be kept fully informed of the actions taken as a result of their feedback. Complaints Procedure VSP and its member organisations has a Complaints Procedure in place. Employers are made aware of this upon the initial visit and told how to access it should they wish to make a complaint at any time. Responsibilities: The Board of Directors has responsibility for: Ensuring VSP and its member organisations fully meets its legal requirements Ensuring the strategy and associated Quality Development Plan, meets the requirements of relevant legislation Ensuring effective implementation and monitoring of strategy and action plan Ensuring the strategy is continuously reviewed and that all employees receive adequate training The Operations Board has responsibility for: Providing a consistently high profile lead on all issues contained within the strategy Ensuring all aims and objectives of the strategy are effectively implemented Ensuring all employees are fully aware of their individual and collective responsibilities Providing appropriate training and development activities to ensure employees have the skills and knowledge to support this strategy

6 Setting and monitoring of targets associated with employer engagement Taking action to address any issues identified during employer engagement activities Managers have responsibility for: Proactively communicating commitment to this strategy to learners, employers, employees and external stakeholders Ensuring their team members are made aware of their responsibilities and are provided with appropriate training and support Providing services which fully meet the needs of our employer group All employees have responsibility for: Effectively promoting and communicating the importance and benefits of employer engagement to employers, stakeholders and the wider community Feeding back any issues relating to employers to senior managers All employers have responsibility for: Actively participating in VSP and its member organisations employer engagement strategy Offering feedback on the services they receive from VSP and its member organisations Implementation The Quality Improvement Group will take responsibility for implementing this strategy. A Quality Development Plan is developed annually is monitored on a regular basis by Quality Improvement Group. Progress is reviewed regularly by the VSP Operations Board. Appropriate training and development activities will be provided to ensure employees are equipped with the skills and knowledge to fully implement this strategy. The Quality Improvement Best Practice Group will undertake an annual review to ensure the principles of this strategy are embedded into all processes and procedures. Communication This strategy will be made available in hard copy in every branch and in an electronic format on the company servers. Training activities will be introduced to ensure all employees are fully conversant with the content of this strategy. Employers and learners will be provided with access to this strategy in electronic and / or hard copy formats at the start of the learning programme. This strategy will be made available bilingually and in large print upon request.

7 Impact on the Learner By ensuring that employers are fully engaged with learning programmes, learners will feel better supported and are more likely to succeed in their learning and development. Complaints Any complaints will be taken seriously and dealt with in a timely and sensitive manner, in accordance with the company disciplinary and grievance procedures. All complaints will be taken seriously and dealt with in a timely and sensitive manner, in accordance with company procedures. Aspiration Training (Wales) Ltd Educ8 Ltd Kelly Windsor Strategic Development Director Suite 3, Part First Floor Building One Eastern Business Park St Mellons Cardiff CF3 5EA Tel: kwindsor@aspirationtraining.com Network Training Services Ltd Tracey O Neil Head of Business Improvement Ty Cynon Navigation Park Abercynon CF45 4SN Tel: traceyo@educ8training.co.uk TSW Training Ltd Tracey O Neil Head of Business Improvement Cymric House Bethany Square Port Talbot SA13 1PQ Tel: traceyo@educ8training.co.uk Linda Hagland Quality and Delivery Manager Fairwood House Rhyd Lane Aberkenfig Bridgend CF32 9PW Tel: linda.hagland@tsw.co.uk

8 In the unlikely event that the appropriate company contact named above is unavailable or the complaint has not be addressed effectively, complaints may be directed to the VSP Quality Manager Sarah Elston via Monitoring and review processes The and associated Quality Development plan will be monitored regularly through Quality Improvement Group and Operations Board meetings. The VSP Board will be kept informed by monthly reporting. In addition to on-going developments and annual review, a thematic assessment shall be undertaken by all member organisations. These assessments shall inform the VSP Self-Assessment Report and Quality Development Plan.