Train to Gain, Skills Pledge , Leadership & Management.

1. Train to Gain, Skills Pledge , Leadership & Management. Peter Davies

2. Train to Gain – The Current Offer “Train to Gain is a service to help businesses across England get the training they need to succeed and stay successful. “ • Skills Brokerage Support for ALL businesses • Identification of training & skills needs • Identification of appropriate training providers & services • Integrated offer to employers- single voice. • Skills Pledge • Public commitment to train all staff to a L2 • Support from Skills Brokers to meet the commitment • Funded support for all employees • First full L2 • Stand alone SfL & ESOL – E1, E2,E3 (London), L1 & L2 • ESOL for Work qualifications at E3 & E1 (London) • L3 for Women in London, L3 pilot’s for all across England

3. Train to Gain & New Flexibilities Available Now! • Eligibility extend to the Self-employed, volunteer workers and second L2 unemployed via a LEP. • Skills for Life qualifications in numeracy and literacy at all levels • ESOL for work • Information about the ESOL for Work qualifications can be found in the Delivering Skills for Life fact sheet 10: ESOL for Work • http://readingroom.lsc.gov.uk/lsc/National/nat-factsheet10esol-for-work.pdf Available from 1st August 08 • L3 as part of the mainstream offer – ‘firstness’ not applicable • Leadership & Management support • Apprenticeships for Adults • ‘Firstness’ not applicable to unemployed groups recruited by an employer.

4. Summary of current performance • The region, at Period 8 has increased the number of providers operating in London from 68 (06/07) to 162 (07/08) Level 3 women‘s pilot volumes not included.

5. Summary of current performance cont. National P8 figures place the region 2nd for the volume of starts on the programme and 1st for the volume of skills for life starts.

6. TtG Trajectories Learners volumes for 08/09 based on the regional commissioning plan. Learner volumes are projected forward for the remaining two years of the CSR. Note the volumes do not include those NVQs transferred out of the FE allocation.

7. Brokerage Key Features • Analysis and recommendation of skills training solutions • Access to LSC funded provision • Account management service for larger companies. • Access to a wider range of training and support regardless of whether or not it is funded by the LSC • Wage compensation <50 employees

8. Brokerage: Who is eligible? Available to all organisations of all sizes except sole traders and Government Departments • Key Employers are: • Public sector • Large employers • Unionised organisations • 75% of all employers to come from the ‘ Hard to Reach’ • Hard to Reach defined as: No vocational training in last 12 months and/or not IiP Recognised

9. Brokerage Who are the brokers? • London Brokerage Consortium Construction, Hospitality & Tourism, Retail, Audio visual Automotive • Triangle Fusion Business & Finance, Health & Care, Creative & Cultural • Prevista Manufacturing & Engineering, Transport & Logistics, Clothing & Textiles • Large Employer Unit – consortia of all 3 brokers. Account management service for selected 250 -4999 organisations + large public sector.

10. Brokerage Targets for 2008/20009 Core targets: • Employers engaged 8,400 • Hard to reach employers 4,284 • Number of planned TTG starts 21,000 from broker interventions.

11. TTG Plan for Growth Focus The following are the critical actions over the next year: • Brokerage to focusing on larger employers – through the establishment of the Account Management unit. • Integration of employment and skills • Building capacity and capability within the London provider base • Continuing to use our Performance management framework, ensuring consistency of application and challenge to drive up the achievement rate for all learners • Olympics

12. 1. New Train to Gain offer to Employers • Skills Pledge • Skills Brokerage Expansion & Transition • Leadership & Management • Sector Initiatives • New Flexibilities – second L2 quota and L3 • Employability – joined up service

13. What is the Skills Pledge • A voluntary Public commitment to support all employees to achieve at least a L2 qualification • opportunity for leaders of business to publicly demonstrate their commitment of investing in the skills of their employees • 5 step process • 1. Statement of Intent • 2. Diagnostic/Analysis • 3. Action Plan • 4. Skills Pledge Commitment • 5. Fulfilment • Once registered for the Pledge, Skills brokers will support the organisation to meet the needs of the business • Register interest by phone 08000 15 55 45 or www.traintogain.gov.uk

14. The Skills Pledge - Five Stages FINAL Process Overview STAGE 1 Statement of Intent Employer produces a formal and public statement to his employees to deliver the Pledge. Statement of Intent includes common wording to this effect and is recorded on the LSC’s Train to Gain website Broker offers advice on the Diagnostic Employer quantifies their skills needs and training priorities i.e. undertakes a diagnostic /ONA Broker can offer this service if the employer wants. Broker also offers guidance on the Action Planand Certificate. STAGE 2 Diagnostic / Analysis Employer develops an action plan for their organisation, setting out the extent of skills and levels of qualifications needed, numbers of people, timescales and broad schedule. Skills Broker supports with broad identification of eligibility of provision and learners for public funding, which qualifications will add most value, and which training providers can best meet the employer’s needs. STAGE 3 Action Plan Employer produces a formal and public commitment to the Skills Pledge. They may sign the Pledge certificate, using core wording with any extension the employer wants. [Note: formal signing can also come before action plan in Stage 3, if employer is already clear what they want to do] STAGE 4 Skills Pledge Commitment STAGE 4a Progress Summary Employer produces progress summary - a public statement of progress against their Action Plan e.g. in Annual Report…or Broker makes annual call to check progress. Employer revises Acton Plan STAGE 5 Fulfilment Employer fulfils the Pledge Commitment and achieves the Action Plan goals. Employer reviews their priorities for training. (and if chooses could reset the Action Plan and follows through the process with the new priorities.

15. Skills pledge Issues • The process is loose and has no follow up or clear accountability. • National office have introduced a variety of new intermediaries and self help route • Ministers have enormous expectations of the SP. • Skills pledge is a promise made by the Employer • Take up is low.

16. Leadership & management Current National offer • Available via brokers to MDs/Snr managers in organisations employing 20-249 • Public sector not eligible. • Grant of up to 1k to be spent on any learning required by the MD- informal learning to be encouraged, mentoring , conferences etc • Low volumes to date 300-400 p.a New offer from August • Same offer expanded to include 10+ companies. • Grant can be split between 2 managers (£500 each but second must be matched £1 for £1) • Large increase in volumes (6 fold) and contract for brokerage gone to OCT.