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Welcome

ESF and Train to Gain / Skills for Life Event 17 November 2008. Welcome. Agenda. Morning Session: Welcome and Introductions ESF Employer responsive investment Update on recent Train to Gain announcements Core offer, Level 2 / Level 3 Skills for Life introduction

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Welcome

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  1. ESF and Train to Gain / Skills for Life Event 17 November 2008 Welcome

  2. Agenda • Morning Session: • Welcome and Introductions • ESF Employer responsive investment • Update on recent Train to Gain announcements • Core offer, Level 2 / Level 3 • Skills for Life introduction • Leadership and Management • Round-table discussion • Plenary

  3. Welcome and Introductions 01 • Mark Williams • Skills Development Director – ESF

  4. Aims • The aims of this event are: • To develop and share knowledge and understanding of the current Train to Gain service and how LSC ESF funding can be invested to add value and enhance the solutions available • To add value to individual employee programmes • To incentivise access to Train to Gain • To overcome accessibility barriers for the harder to reach groups and so on across the SW. 

  5. Aims • The aims of this event are: • To develop and share knowledge and understanding of the current Train to Gain service and how LSC ESF funding can be invested to add value and enhance the solutions available • To add value to individual employee programmes • To incentivise access to Train to Gain • To overcome accessibility barriers for the harder to reach groups and so on across the SW • To identify gaps in support • To identify opportunities to improve and strengthen links between mainstream and ESF providers and share good practice • To clarify the support available including what can or can't be funded

  6. Targets: Adult andEmployer • 95% of adults with basic functional literacy and numeracy skills • 90%+ of adults qualified to at least L2: Commitment to achieve 95% as soon as possible • 68% qualified to L3 • 40% qualified to L4 or above

  7. National Priorities:Adult • Increase participation on numeracy courses • 30% of Foundation Learning to be in Progression Pathways • Launch Adult Advancement Careers Service and Skills Accounts in 2010 • Greater focus on ensuring providers secure contribution towards the costs of learning • ESOL funding maintained but more focussed on supporting community cohesion

  8. National Priorities:Employer • Responsiveness to changing economic outlook and flexibilities to meet business needs • Expansion of Apprenticeships and introduction of National Apprenticeship Service (NAS) • Focus on Apprenticeships in public sector and improving success rates • Skills brokerage transfer to RDA in April 2009 • Broadened base of qualifications available through Train to Gain

  9. ESF Employer responsive investment 02 • Mark Williams • Skills Development Director – ESF

  10. Integrated employment and skills • Piloted in three regions in 2008: national roll-out 2009 • Link pre-employment training seamlessly to in-work provision (TTG) • Monitoring of IES/TTG trials to determine whether to roll out Flexibilities • Achieving the 100,000 ambition in 2010 • Adult Learner Responsive Provision – further expansion of ESP over next two years to 27,000 learners in 2010/11; assessing options for element of employment related outcome

  11. Employer responsive • Key areas - employer responsive (learner numbers)

  12. Adult funding

  13. European SocialFund • Adult Learner Responsive provision • Approx £237m 2008-2010 – up to 93,000 learners supported (70% learners also supported by mainstream) • Includes ESF revaluation money not yet tendered • Real added value – supports IES, Skills for Jobs, OLASS, those with multiple barriers to learning, and provides a key link with LEPs and pre-employment Train to Gain. Enhances mainstream provision to ensure better success for learners • Can be targeted at specific funding shortages to smooth trajectories

  14. European SocialFund • Employer Responsive • Additional ESF available nationally to support and enhance mainstream • Approx £486m 2008-2010 – up to 300,000 learners supported (55% learners also supported by mainstream) • Includes ESF revaluation money not yet tendered • Real added value – supports Train to Gain, and provides a key link with LEPs and pre-employment Train to Gain. Enhances mainstream provision to ensure better success for learners, and fills gaps created by Flexibilities • Can be targeted at specific funding shortages to smooth trajectories

  15. South West Region • Competitiveness – • South West region excluding Cornwall and the Isles of Scilly • Convergence – • Cornwall and the Isles of Scilly

  16. Adding Value to Mainstream Enhanced Post Pre Mainstream

  17. Tenders • Competitiveness and Convergence • Youth • Range of activities with the NEET group • Adult • Under the Work Skills/Skills for Jobs heading • Employer • Some sector specific • Specific links to Train to Gain • Other • OLASS (Competitiveness only) • Community Grants

  18. Phase 1 • Currently being contracted – start 1 June • 54 Contracts across the South West • 14 Convergence - £31.8 million • 40 Competitiveness - £28.8 million

  19. Phase 2 • Currently being contracted • Approximately 15 Contracts across the SW • 7 Convergence - £11.3 million • 8 Competitiveness - £2.9 million Phase 3 • Currently themes/specifications are being developed

  20. Update on recent Train to Gain announcements 03 • Kay Cheesman • Skills Development Manager – Train to Gain

  21. Background • John Denham announcement 21 Oct set out how SMEs would be a priority for £350m of Train to Gain funds over the next 2 years • One of a number of Government announcements to handle economic downturn • DWP announced £100m to help people facing redundancy and for retraining

  22. Train to Gain – what is it now? • Core offer remains the same – all employers, all sectors, all sizes • But core offer now enhanced through the offer to SMEs with range of flexibilities • In the south west, 88% of all employer engagements are with employers employing fewer than 250 • Sector Compacts will also to take account of the flexible SME offer

  23. SME package • As core offer but private sector SMEs can have: • L2 – all fully funded, including repeats • L3 – for 19-25s, all fully funded; 25+ co-funded as with core offer • L2 and L3 units/thin qualifications in business critical areas: • Business improvement techniques; business systems/processes; team working/communications; customer service; new product design; finance and credit; cashflow and profit management; risk management; marketing and sales; and IT user/IT support • Leadership and management extended to 5 - 249 employees

  24. SME package • Other elements include: • Help for groups of SMEs located together in eg business parks – still awaiting policy guidance • New communications campaign starting this week to emphasise the benefits of skills and breadth of support on offer

  25. Core offer, Level 2 / Level 3 04 • Kay Cheesman • Skills Development Manager – Train to Gain

  26. The Train to Gaincore offer • Fully funded qualifications • Basic Skills • First full L2s • Repeat full L2s from approved list • Without L2 – L3 ‘jumper’ • Some first L4s for 19 – 25 year olds without L3

  27. The Train to Gaincore offer • Shared investment with employer • L3 already having a L2 • Repeat full L3s from approved Sector Compact list • ESOL • Apprenticeships • Leadership & Management development • Training at full cost to the employer • Learner eligibility applies to fully funded or part funded provision

  28. Skills for Life Introduction 05 • Ingrid Purse • Skills Development Manager – Train to Gain (Brokerage)

  29. Backgroundinformation • 2007/08 – Poor performance • 9th… out of 9 regions! • £1.9m of £3.25m budget handed back • SfL target reduced 2008/09

  30. Changes • LSC Task and Finish Group established • Additional flexibilities! • Minimum 10% Skills for Life in Train to Gain contracts • Series of regional briefings/workshops • A suite of support resources

  31. SfL flexibilities2008/09 • No longer any qualification barriers • Skills for Life qualifications funded at all levels including progression • Increased funding rate = £772 • Literacy and numeracy fully funded. ESOL/ESOL for Work partially subsidised by an Employer contribution of 42.5% • Contribution to wage costs is available for Employers with less than 50 staff

  32. Literacy and qualifications levels 55% below Level 2 literacy

  33. And the good news… • SfL starts increased • Potential additional budget to fund more SfL qualifications • The advantage of new flexibilities • ESF enhancement opportunities

  34. Useful information • Skills for Life Materials and Case Studies • Please visit the website for materials and to complete the Skills for Life questionnaire today • www.skillsforlife-sw.org.uk/Page2.aspx?PageID=113 • Move On • A really useful website addressing all Skills for Life issues • www.move-on.org.uk • Skills for Life within Train to Gain • Contact Train to Gain Team • ingrid.purse@lsc.gov.ukorfiona.parsons@lsc.gov.uk • Specialist SW Regional Skills for Life Unit • shirley.blake2@lsc.gov.uk

  35. Leadership and Management 06 • Marion Sweet • Skills Development Manager – Train to Gain

  36. Leadership and management advisoryservice • Background to the LSC’s Leadership and management Policy • Leadership and Management Advisory Service 2008 -11 • Integration with ESF contracts • Regional Activities • Capacity and capability development – FE/HE/Sectors • Leadership and Management collaborations in the region

  37. Background • HISTORICALLY… what we’ve achieved and where we are going… • Nationally - 2004-2006 • DfES funding £43.7 million for L&M programme = £1k grants for SMEs (20-250) • South West • L&M Policy 2005-07 £3m jointly with LSC/SWRDA • L&M Policy 2007-08 half million • L&M Policy 2008-2011 LMAS £9m over three years • Leadership & Management Skills are a key driver in the development of our workforce and our levels of productivity:” (Leitch Review)

  38. Leadership and management advisoryservice • The detail… • Total of £9m over 3 years • Over 8,000 owners/senior managers to develop their leadership and management skills between 2008-2011. • Impact on the ‘pull through’ effect into workforce development through strategic overview of their organisation.

  39. Leadership and management advisoryservice • The Leadership and Management Service • Leadership and Management Specialist Advisors • Leadership and Management diagnostics • Co-creation of Personal Development Plan (PDP) and follow up • Leadership and Management solutions www.whattraining.co.uk, • learn direct (http://www.learndirect-advice.co.uk/), Hotcourses (http://www.hotcourses.com/)

  40. Leadership and management advisoryservice • Opportunities for integration with ESF contracts Regional Activity • Regional Activities • Capacity and capability development – FE/HE/Sectors • Leadership and Management collaborations in the region

  41. Round-table Discussion 07

  42. Plenary 08 • Mark Williams • Skills Development Director – ESF

  43. LUNCH

  44. ESF and Train to Gain / Skills for Life Event 17 November 2008 Welcome

  45. Agenda • Afternoon Session: • Information and Advice Services for Adults • Skills for Life • Round-table discussion • Plenary

  46. Information and Advice Services for Adults 01 • Isabell Palmer • Skills Development Manager – Strategy

  47. Nature of delivery till 2010/11 • New role as ‘prime contractor’ awarded to Connexions Cornwall and Devon • Available for anyone over 20, with specific help for the low skilled • Includes signposting and referral to wider specialist provision • Focus on close working relationship with JCP

  48. The universal offerfor everyone • Call 0845 8505070 or visit www.nextstepsouthwest.org.uk • Group sessions for generic careers advice (e.g. on C.V’s, job search, interview skills) • Includes signposting to specialist help e.g. financial advice, benefits advice, basic skills screening

  49. The personalisedoffer for the low skilled • 1:1 support for those without a level 2 qualification • In-depth, customer journey approach • Contact maintained until the individual gets a job, goes into learning, progresses at work

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