Employment & Skills Partnership; Tyne &Wear, Northumberland and Durham

1. ESF – England 2007 –13 Operational Programme Innovation Theme - Engaging with Employers Employment & Skills Partnership; Tyne &Wear, Northumberland and Durham

2. The Partnership • 7 Local Authorities (urban & rural) • Businesses • Key Stakeholders ( LEP,JCP,SFA) • Voluntary & Community Sector • North Tyneside Accountable Body

3. Employer Engagement & Leadership • Awarded ESF funding in July 2009 to deliver across 4 themes over 3 years and awarded a 12 month extension: • Employer leadership • Simplification of employer engagement • Transnational working • Targeted recruitment and training • £350,000 grant from the EC matched by Single Programme Funding = £700,000 over 3 years. The extension amounting to a further £200,000 spend

4. Employer Leadership Objective: to deliver a Private Sector support programme that developed the Employment and Skills Board employers collectively and individually. • Develop understanding of Employment and Skills landscape • External objective leadership-support and challenge • Group workshops-to develop ESB collective priorities • Individual ongoing support-to assist individual Board members to respond to consultations and deliver agreed actions assigned to them • Change language

5. Simplification of Employer Engagement • Identify perceived/actual barriers • Single branded gateway into the partnership • Factor in local delivery mechanisms • Design loose workable protocols • Build on existing technology • Employer feedback at the centre of approach – inform future delivery • Promote and market via business community

6. Transnational Working • Underpinning activity across the whole project – fundamental part of the project: • Partners in The Netherlands, Germany and Sweden • Good practice exchange • Study visits – October 2012 ; Volvo Academy • Conferencing – “North East England in a Global Europe” • Showcase Forcasting Activity at European Employment Forum

7. TRT & Skills and Employment Forecasting • Building on the foundations of targeted training and recruitment activity • Use of social clauses to create training and employment opportunities • TRT consistency-joint approach • Sharing best practice • TRT Champions in each LA area • 200 + recorded beneficiaries • Mainstreaming • Partnership with “Construction Skills” • Using data from planning applications • Giving industry tested employment forecasts during and post construction • Data used to inform strategic policy planning and curriculum design

8. The Problem • Specific skills shortages • Lack of ‘job ready’ candidates for certain job roles • Little guidance in the way of industry employment planning • Further education curriculum not based on industry needs • Funding for skills development not industry led • Disparate approach to support • Insufficient ‘targeted’ labour market intelligence • No coordinated approach to career guidance to 19 yr old

9. Skills and Employment Forecasting – the Rationale • Demand led Solution – published skill shortages and gaps • Match labour demand with supply • Create the right ‘training interventions’ • Local authority ideally placed to identify future development • Building on previous successes in TRT activity • Inform curriculum design • Industry tested quantifiable data • A true working partnership • Public and private sector input

10. Partnering with CITB - ConstructionSkills • Construction Industry Sectors Skills Council and Industry Training Board, established 1964 • Goals are to understand and address skills gaps, drive productivity and develop the learning supply to enable the ‘right training interventions’ to aid economic recovery • Specialises in targeted labour market intelligence and employment forecasting at a national and regional level • Works in partnership across regions to achieve bespoke solutions

11. Creating a Forecasting Tool • Need to understand job opportunities relating to individual projects/programmes of work • Build on existing forecasting techniques • Work with technical specialists (University of Dundee) • Bespoke solution to local requirements (regional differences) • Design tight working protocols, good practice and user support • Employer and client feedback at the centre of approach, customer needs are key

12. LFT: an overview • The labour forecasting tool can estimate the labour demand on a project by trade and by month given: • Project type • Project value (excluding any land, enabling or preparation costs) • Location • Start date • End date (or duration)

13. LFT: an overview • Predict detailed monthly labour requirements • Covers a range of different types of construction such as; • Housing • Public non-residential • Infrastructure • Industrial • Commercial • Housing refurbishment R&M • Non housing refurbishment R&M • Ability to modify factors and gauge the effect on labour profile • Outputs in the form of time series data or graphs

14. Measuring Success • Successful International Partnerships • North East in a global Europe • Employer led and focused agenda. • A unified approach to activities • Over 700 recorded interventions • Tracking the client and employer journey • The North East LMI Portal • Sustainable organic solutions

15. Thanks for Listening! For more Information please contact: Craig.reid@northtyneside.gov.uk 0191 643 6424 Sandra.Lilley@cskills.org 07717 424 709