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Train to Gain Briefing September 2006 Stephen Lilley. Welcome. OVERVIEW. WHAT IS TRAIN TO GAIN?. “Train to Gain is a new service to help businesses across England get the training they need to succeed and stay successful. “

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  1. Train to Gain Briefing September 2006 Stephen Lilley Welcome

  2. OVERVIEW

  3. WHAT IS TRAIN TO GAIN? • “Train to Gain is a new service to help businesses across England get the training they need to succeed and stay successful. “ • The new Train to Gain service consists of two principle elements: • Skills Brokerage – provided by impartial and independent brokers helping employers identify all training needs and appropriate training providers. • Flexible and responsive training Provision – delivered by training providers who have demonstrated through a procurement process and on-going performance that they can deliver high quality, employer–focused training.

  4. WHAT IS TRAIN TO GAIN? • Train to Gain provision marks a new way of working with employers. It will be: • Employer-focused and led. • Delivered to meet employers’ needs and fit with their business demands. • Flexible and responsive. • High quality.

  5. Core Offer • The core Train to Gain offer will comprise: • Support from a broker working to national standards and linked to a reformed business support service • Access to LSC funded programmes: Skills for Life, first NVQ level 2 qualifications and Apprenticeships • Information and advice to employees on qualifications and training

  6. Additional elements • Flexible elements of the Train to Gain service could include: • Support for leadership and management training • Support for higher level training and other training packages • Bespoke training packages paid for by employers • Investors in People • Level 3 skills in particular Level 3 Trial

  7. BROKERAGE

  8. Integrating Brokerage: Key aims & principles • Realise the vision in “Skills: Getting on in business, getting on at work” and integrate the range of business support services and skills brokerage • Use brokers working towards a national standard • Be impartial and easy to access

  9. SKILLS BROKERAGE • 3 Key Performance Indicators: • Number of Employers Engaged - focus on Hard to Reach • Customer Satisfaction • Skill Brokers achieving new standard

  10. PROVISION

  11. BACKGROUND • Train to Gain Business Objectives & Targets • 33,000 employers in 2006/07 • 53,000 employers in 2007/08 • Financial Year Learners First Full L2 • 2006/7 233,649 45,616 • 2007/08 371,124 141,826 • 2008/09 361,751 178,295 • 2009/10 361,536 173,242 • 4 Year Totals 1,328,060 538,979

  12. NATIONAL OVERVIEWFUNDING AND ELIGIBILITY • There are three types of funding supporting Train to Gain provision at first full Level 2 and Skills for Life • Type A – Mainstream funding used to deliver “Train to Gain like” activity. This will be agreed with providers at local LSC level • Type B – Planned but subject to employer choice, available from the discrete Train to Gain budget • Type C – Rapid Response for the discrete Train to Gain budget.

  13. TRAIN TO GAIN FUNDING • Planned but subject to employer choice: • 80% of the budget allocated to fund Skills for Life and First NVQ Level 2 qualifications • payment profile 50% on start and 50% on completion (change from ETP 20 / 30/ 50) • Responsive: • 20% of the budget retained by region to respond to employer demands throughout the year • payment profile 50% on start and 50% on completion

  14. NATIONAL OVERVIEWFUNDING RATES

  15. NATIONAL OVERVIEWFUNDING RATES

  16. Contribution to Wage Costs • Employers with 1-49 employees • Sole Traders are not entitled to a contribution to wage cost • Minimum £5 per hour or actual hourly wage depending on employer choice • Up to a maximum of 70 hours • Employer gets paid when learner achieves • Payments are made to the employer through National Office • Specific responsibilities for brokers, employers and providers

  17. What will success look like? (1) • Employers • More employers effectively engaging in workforce development in order to improve productivity and effectiveness • Employers who are better informed purchasers • Employers prepared to seek external advice and assistance in order to identify solutions to their business needs • Employers who are more satisfied with the support available both brokerage and provision

  18. What will success look like? (2) • Skills Brokerage • A skills brokerage service which: • is fully integrated with a wider business support brokerage service • is impartial and independent accessible by all employers • helps employers to identify and source solutions to meettheir needs • helps make employers better informed purchasers • operates on a ‘no wrong door’ principle • identifies and brokers in solutions which may or may not be publicly funded • continuously improves

  19. What will success look like? (3) • Training Providers • Provision which is relevant, responsive and flexible- both in terms of what is delivered and how • Marketing and communication to employers in an approachable language and style • A broad range of provision available to meet employer needs from Skills for Life to higher level, qualification bearing or otherwise, customised • No wrong Door approach, recognising benefit of brokerage service • Delivering against government priorities and in a way that meets employer needs • Engaging with more employers and employees resulting in higher achievement rates

  20. Train to Gain • Questions?

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