Humber Enterprise Zone Skills Plan 22 nd March st March Humber EZ Skills Plan

Transcription

1 Humber Enterprise Zone Skills Plan 22 nd March st March

2 2

3 The Humber Enterprise Zones The Humber Local Enterprise Partnership (LEP) area is in the unique position of having two Enterprise Zones (EZ). These are: The Humber Renewable Energy Super Cluster (The 1 st Enterprise Zone, HRESC EZ) The Humber Green Port Corridor (The 2 nd Enterprise Zone, HGPC EZ) These two Enterprise Zones cover 15 sites that lie alongside the Humber Estuary on both the north and south banks. In total they cover 485 hectares. The Humber Enterprise Zones are a critical part of the tool kit the Humber LEP and its partners have assembled to create jobs in a renewable energy super cluster around the Humber. The Humber s location, close to the Round 3 offshore wind sites, and existing skills and infrastructure make it the ideal location for new manufacturing, assembly and installation facilities and also an operations and maintenance centre, building on the capability at Grimsby. The development of the Humber region as a centre of excellence for renewable energy and the Humber EZ s create real opportunities for local people in terms of direct employment, but also allow companies across the area to compete for business within the renewables supply chain. Therefore, the area needs to ensure that in terms of skills, qualifications and training it has an offer which meets the needs of employers, inward investors and local people. Within the Humber, there is an established quality assured network of education and training providers, with this strategy aspiring to set the framework to facilitate the alignment of providers to meet the developing opportunities. Employment Opportunities The employment opportunities that will be created in the Humber through the developments relating to off-shore wind are far reaching. Research indicated that by 2023 between new jobs will be created; these fall within the following distinct areas: Manufacture, components assembly and pre-installation assembly Within this category it is assumed that there will be a rapid increase in people required around , since this will be needed to ensure the timely delivery of turbines on site. The demand here is mostly in engineering skills, mainly in mechanical and electrical disciplines at NVQ L3 or equivalent qualification levels. Vessel related activity Divided into a number of different activities there are different levels of demand for local employment. Larger installation vessels are unlikely to yield a large opportunity area for local employment. However, a high demand of fleet support vessels with crew and Humber pilots will increase. In addition, the onshore support of these vessels will amount to an amount of employment at the ports, for example, stevedoring. Operations and maintenance. The majority of the operations and maintenance roles will be electrical and mechanical technicians. These will also be long-term opportunities, as these roles will be required to maintain the wind farms for a period of at least 25years. Onshore Construction In addition to the job creation estimates above, there will be a large number of jobs created throughout the construction phase. This includes general labourers, scaffolders, and bricklayers, electrical, plumbing and heating trades. More research is required to identify the likely numbers of jobs to be created. It is also likely that many of these jobs could be filled by existing unemployed people possessing these skills and a thorough gap analysis will be completed to assess this. 3

4 General There will be a wide range of indirect jobs in the supply chain such as in construction and logistics. Other similar large scale developments have also created an increase in the usage of the service sector. The North Sea Oil Industry in Aberdeen created additional jobs in the health, education, hotel and leisure sectors, this could amount to 23% off all jobs created. This is one area in which further research needs to be carried out to determine what indirect opportunities there will be. The development of the renewable cluster will create demands across its phases of growth, requiring an adaptive, responsive approach in full partnership, between industry and training/education providers. 1 1 Humber Sub-Regional Renewable Sector Skills and Training Study East Riding of Yorkshire Council / Parsons Brinckerhoff January

5 Skills Plan To enable us to accomplish this, the Skills Funding Agency has provided the Humber LEP with funding to develop an EZ Skills Plan as well as associated activity. This is to ensure that the Humber Offer will provide Inward Investors with the skilled and trained people they require. Also it will ensure that local people have access to training that will enable them to take up the opportunities in the renewables sector and associated supply chain. The funding totals 184,000 and covers the period 1 st April 2012 to 31 st March The objectives of the project are: Identify the key priorities for skills development and training requirements in the Humber region through the development of a Skills Plan that will cover the 2 Humber EZ s and the supply chains to the main employers on the sites Increased joint working between training providers, employers, local councils and organisations such as Jobcentre plus through the development of an EZ Skills Delivery Group and other initiatives Improve the local labour market information that is available and use it more effectively to plan training and skills support across the area Realign mainstream funding to meet the needs of employers and local people through the use of up-to-date Labour Market Information (LMI) and other supporting data or research Increase young people s and adults awareness of employment and training opportunities through improved information, advice and guidance resources and related initiatives Maximise external funding opportunities in relation to skills and training through increased partnership working between training providers and employers and the use of local intelligence. In the Plan for the Humber four objectives have been identified: Tackling the skills deficit and raising awareness of local career opportunities with schools, further education colleges and universities. Working with providers and funders in order to achieve the levels of skills required by existing businesses and inward investors. Persuading businesses to invest more heavily in training, and reducing the risks for small businesses in doing so. Satisfying the training requirements of would-be inward investors. There is a need in the area to generate more high skilled jobs and to ensure that training and employment reflect current and future developments across the Humber. The existing labour pool is already aging and currently it is hard to fill vacancies and long-term vacancies are not being addressed. New construction projects associated with inward investment will compete for a shrinking pool of competent labour, further pressurising the system. To address this, a better coordinated approach to employment and skills support is required which means a step-change in how organisations and initiatives work together to deliver this. This Enterprise Zone Skills Plan starts to draw many of these partners together to deliver a cohesive Humber Offer around the renewables sector and its supply chain. The Plan recognises that no private or public organisation can deliver this by itself and it can only be achieved by a partnership between everyone who has a role to play in skills and training. The plan also looks at how provision can meet employer needs, employment opportunities, supply and demand and how the infrastructure is already being developed to meet these demands. 5

6 Action Plan The actions described in the plan set out a series of interventions that will respond to the issues in this plan. These include: Raising awareness of the opportunities in the sector Developing skills in the key sectors and increasing investment in training Influencing the skills systems and mainstream resource allocation to build capacity and flexibility and meet the labour market requirements Effective use of sector intelligence to inform decision-making. Next Steps The Humber LEP will play a key role in fostering the development of a collaborative partnership; working towards an integrated employment and skills system designed to best meet the needs of employers, individuals and communities across the area. However, the real outcomes of this plan are embedded in the activity that is being delivered by a range of partners across the Humber. To ensure that we accomplish these outcomes the plan will be monitored on key actions and activity on a quarterly basis and, if required, corrective action will be taken. The private and public sectors will, therefore, have a role in providing monitoring information. LMI information will constantly be monitored and the plan will evolve to meet the changing economic climate of the Humber region and the needs of employers on the Enterprise Zones and their supply chains. The plan will undergo a full review on a yearly basis and new key actions and activity will be developed to meet changing demand. There is a realisation that this is just the start of the Humber LEP s response to the needs of the region in terms of skills, training and employment and it is envisaged that this plan will eventually become part of wider strategy and action plan for the Humber region. N.B Please see last page of document for description of key terms and agencies. 6

7 1. Raising awareness of the opportunities in the sector Key Actions Activity already being delivered / to be developed Responsibility Ensure that information is available on all career opportunities in the key sectors to individuals and employers Link to existing activity, such as the Teen Tech event and deliver associate careers / sector days which are open to schools and NEET young people. These days will provide a mixture of sector based career planning supported by the private sector and education planning supported by local education and training providers. Delivery Group (EBP) Timescales / Review Quarterly Review () Work with employers and other organisations to identify the experience, skills and qualifications required by the renewables sector. Use this to inform IAG for young people and adults of opportunities available in the sector and to update IAG resources. Centralise training and support careers guidance practitioners with formal CPD activity covering local economic developments and knowledge to provide more formalised network of careers guidance. Promote the related provision offer via the North and South bank Area Prospectus. i.e. use of >log on move on> prospectus (Hull/ERYC online prospectus) and Lincs2 Use existing employer associations, professional bodies and networks to ensure effective communication of LMI, such as Local Authority networks, the Grimsby Renewables Partnership, Team Humber Marine Alliance, Renewables Network, Humber Chemical Focus. Draw together appropriate LMI resources across partners and ensure that training / education providers and employers can access these resources. Delivery Group / Skills Network EBP / EU Skills Local Authority (LA) Humber Skills Network / Humber EBP / LA / BEEP / Jobcentre Plus (JCP) Humber EBP Local Authorities September 2013 March 2014 December 2014 In conjunction with local media, run an awareness raising campaign in relation to support and employment opportunities that are available across the region Humber LEP / Delivery Group / Skills Network / JCP February

8 Map routes for employment within the renewables sector from beginning of manufacture to operations and management stage Use the Humber LEP website to promote partnership working, link with initiatives and share information. Investigate progression routes in renewables provision; identify gaps and why they exist. Work with education and training providers to develop provision to fill those gaps. Continue to investigate and update as developments move on. Future Hull Team / Humber LEP EFA / SFA / LA s /14-19 Partnerships / HE & FE September 2013 (ongoing) Produce four presentations on opportunities in renewables aimed at teaching staff, parents/carers, the unemployed and young people LEP / IAG Group September 2013 Work with Construction Skills to forecast labour requirements of major projects across the Humber. Use this information to produce details of the wider supply chain skills that are required. LEP June

9 2. Developing skills in the key sectors and increasing investment in training Key Actions Activity already being delivered / to be developed Responsibility Timescales Develop an employer led initiative that will engage local business more in skills development and investment Develop a Humber Offer in conjunction with the SFA to be used with Inward Investors and at marketing/trade events/conferences and map provision Develop Employer Pledges (campaign to be known as Humber Skills Pledge) Humber LEP & Skills Funding Agency Humber LEP May 2013 March 2013 Influence partners, employers & individuals to address literacy, language and numeracy needs in the region; taking into account different entitlements for specific learner groups Develop with private, FE and HE providers a training and qualifications offer that will meet the demands of the renewable sectors from level 1 to level 7 Work with other organisations to ensure activity developed adds value to existing local initiatives e.g. N E Lincolnshire s Change programme and Future Hull initiative to avoid duplication of provision Work with education and training providers, voluntary and community organisations and Jobcentre Plus to support the delivery of these skills to all adults, through the Skills Offer. Identify organisations that can provide basic skills support. Ensure that organisations which support unemployed people and employers are aware of the provision through the LEP website. Identify innovative ways of delivering English and Math / Literacy and Numeracy pre and post-16, with opportunities to apply skills within the sector area to aid recognition of relevance Increase the number of apprentices and investigate different infrastructure models that could support this increase such as ATAs. Promote additional funding for apprenticeships such as RGF2/3 and the National Apprenticeship Service grant programme which offers employers 1,500 Future Hull & Change Programme Team / Skills Network Local Authorities / JCP / V & C organisations Local Authorities / providers Education and training providers / Skills Network NAS NAS / LA / LEP / RGF Delivery Teams October 2013 December 2013 January 2014 Work with the renewables sector to ensure that apprenticeship frameworks meet the emerging needs of the sector including the development of higher level apprenticeships Sector Skills Council / EU Skills October

10 3. Influencing the skills systems and mainstream resource allocation to build capacity and flexibility and meet the labour market requirements Key actions Activity already being delivered / to be developed Responsibility Timescales Ensure that there are effective progression routes for all learners, including skills for life and employability skills provision Work with schools and other organisations to promote science, technology, Engineering and maths to young people Work with Schools and Colleges to promote apprenticeships as a progression route into Higher Education Ambassador programmes / EBP / Delivery Group NAS / University of Hull / Other providers January 2013 Work with Local Authorities to utilise their existing responsibility to influence and shape the provision on offer and help to develop and improve the education and training market (this is 5-19 provision) in line with emerging off-shore wind industry Local Authorities / LEP / Education & Training providers Develop a model for renewables that would provide a single access point for training and skills provision for employers. Expand the LEP website to provide a single access point for training and skills for employers. Ensure promotion of a training gateway and investigate how it would fit with other initiatives such as Future Hull. Align the existing initiatives to provide a single access point. LEP Local Authorities / LEP / Future Hull (& equivalent on SB) / JCP September 2013 November 2013 Ensure adequate facilities to provide specialist training. Explore a renewables specific training hub based on the Enterprise Zone on the Brough site or a similar venue on the south bank that takes into account existing provision such as HOTA. LEP / LA / Training providers October 2013 Ensure that all opportunities to align training and skills funding are taken to deliver the Humber Offer Explore scope to increase the use of existing facilities like CATCH at Stallingborough in consultation with industry/potential employers Work with employers to ensure that maximum benefit is gained from external funding opportunities, such as Employer Ownership of Skills Work with other skills initiatives to ensure that there is synergy across the Humber. LEP / Employers Network LEP LEP / Skills Network January

11 4. Effective use of sector intelligence to inform decision-making. Key actions Activity already being delivered / to be developed Responsibility Timescales Identify the needs/demands of the key groups i.e. Inward Investors, Existing employers, current workforce and future workforce. Work with the Inward Investment teams to ascertain the needs of employers that are located or relocate to Enterprise Zones LA Inward Investment Teams / LEP / JCP Engage appropriately with employers to ensure requisite flow of intelligence from industry to inform ongoing skills developments Link into existing employer networks and carry out regular research with them to establish their future skills needs e.g. an annual skills census for the sector (Grimsby Renewables Partnership, Team Humber Marine Alliance, Renewables Network, Humber EBP) Utilise National LMI resources such as LMI for All that is being developed by UKCES LEP / Skills Network / LA s EBP / LEP Definition of Terms 11

12 ATAs Apprenticeship Training Agencies offer a unique approach to the recruitment of apprentices intended to support the delivery of high quality Apprenticeships, focusing on small employers. The ATA acts as the apprentice s employer and places them with a host employer. The host employer pays the ATA a fee for the apprentice s services; based on the wage agreed with the host and the ATA management fee. BEEP Business Enterprise and Education Partnership is a non funded, group whose focus is to create partnership working between academia and industry to ensure young people are aware of local career opportunities and the skills required for them. CATCH Centre for the Assessment of Technical Competence - Humber A not-for-profit, industry-led organisation. Their site provides a safe, realistic, industrial environment with full-scale plant and equipment for training and competence assessment at all levels - from apprenticeships to workforce development. CITB Construction Skills - The Sector Skills Council and Industry Training Board for the construction industry. They work with construction companies to help them improve skills, increase their competitive edge and respond to the many challenges employers face and produce a fully qualified UK construction workforce CPD Continuing Professional Development is the means by which people maintain their knowledge and skills related to their profession. Delivery Group A working group formed to deliver the. Their main purpose is to consider the priority skills and employability issues for the Humber area. They report directly to the Humber LEP Board through regular progress reports. EBP Education Business Partnership connects education and business. They provide opportunities to raise young people's aspirations by developing their understanding and experience of the world of work through partnerships with employers. Future Hull A three year campaign working in partnership to create jobs and other opportunities for young unemployed people in Hull. Grimsby Renewables Partnership - Established in 2008 the Grimsby Renewables Partnership is a private/public partnership, the main aim of which is to maximise the economic benefits that North East Lincolnshire can gain from the development of the offshore renewable energy sector HOTA offers nationally approved training and tailor-made courses to meet company specific training needs specialising in Onshore and Offshore Training Humber Skills Pledge Similar to the above Future Hull initiative, extended to all age groups and all areas within the Humber area under development through the Humber LEP. IAG Information Advice and Guidance Inward Investment teams The team in the local council who liaise with business who want to move to or develop/invest in the local area. LEP Structure see LMI - Labour Market Information tells us all about what is happening in the world of work (labour market). For example, the number of job vacancies in each job sector, the skills and qualifications that employers are looking for, what qualification levels and people have, how many people are looking for work. NAS - National Apprenticeship Service supports, funds and co-ordinates the delivery of Apprenticeships throughout England. They are responsible for increasing the number of Apprenticeship opportunities and providing a dedicated, responsive service for both employers and learners. NEET Not in Employment, Education or Training. This includes those in the 3 categories between the ages of

13 Renewables Network is a private B2B network established to assist members to enter the renewable energy market, quickly and profitably to build long term mutually rewarding commercial opportunities. Scotland Colleges Energy Skills Partnership The Energy Skills Partnership has been established to develop a coordinated response across the college network to develop the talent pool across the energy sector. SFA The Skills Funding Agency is a partner organisation of the Department for Business, Innovation and Skills (BIS) and it exists to fund and promote adult further education (FE) and skills training in England. Skills Network - The Humber LEP Skills Network brings together key agencies, stakeholders and delivery partners that will provide leadership to the employment and skills agenda in the Humber. The Network will be used to cascade information about the skills plan, consult on its contents and involve providers in its delivery. Team Humber Marine Alliance a well-established industrial grouping of more than 100 member companies based in the Humber region, operating across the UK and internationally. Transformational Projects Are the 20 largest projects within the Humber region that will have a positive effect on business growth and employment 13