Linking London - HE in FE

1. Linking London - HE in FE Alison Morris and Rebecca Jones 14 January 2014

2. Our Commissioners

3. About the UK Commission for Employment and Skills Our ambition is to transform the UK’s approach to investing in the skills of people as an intrinsic part of securing growth

4. UKCES LMI resources Employer Perspectives Survey 15,000 interviews To understand employer perspectives of recruitment and young people development Young People Apprenticeships Work placements Employer Skills Survey Working Futures 850,000 time series extrapolations To understand labour market prospects for next ten years Input to careers and skills advice Inform policymakers at national & local levels Inform curriculum strategies 87,500 interviews To understand employer investment and skills challenges Monitor employer investment Assess employer skills needs Understand recruitment practices

5. Examples of how the data can be used Application Examples of relevant data Curriculum strategy Market segmentation • Level of skills mismatches by sector • Level of skills investment by sector • Nature of training practices by sector Local economic development Input into local economic development • Economic contribution of sectors • Growth prospects for sectors Curriculum content Skill needs • Skill needs linked with skill shortages and gaps (by broad occupation) • Projected future qualification profile by occupation

6. Examples of how the data can be used Application Examples of relevant data Marketing Pricing • Training spend per trainee (by industry, size) Marketing Promotions - messages • Priority skill needs • Preferred delivery modes Careers, information and advice Comparing career options • Job prospects by occupation • Prevalence of skill shortages by occupation

7. Hard-to-fill vacancies and skill-shortage vacancies Proportion of vacancies that employers find difficult to fill for any reason, 2011 Proportion of vacancies that are difficult to fill because of lack of skills or qualifications, 2011 Source: UKCES, UK Commission’s Employer Skills Survey, 2011

8. Employer use of recruitment channels

9. Sources of external training

10. Reasons for and barriers to using different types of training provider Private providers: barriers FE Colleges: barriers Universities / HEIs: barriers Private providers: reasons for Public providers: reasons for The courses they provide are not relevant (49%) The courses they provide are not relevant (49%) The courses they provide are not relevant (26%) Provide relevant courses (67%) Provide relevant courses (60%) Too expensive (14%) Lack of knowledge (8%) Prefer in-house training (10%) No need (9%) Good value for money (13%) No need to (7%) Local (12%) Increasing proportion of establishment mentions Lack of knowledge (8%) Lack of knowledge (9%) Prefer in-house training (6%) Quality (11%) None locally (5%) Quality (12%) Too expensive (6%) Too expensive (5%) No need to (5%) Always used (6%) Quality (5%) Lack of info (5%) Value for money (9%) No particular reason (8%) Approached us (5%) No particular reason (8%) Benefits/ barriers mentioned by >5% shown; Multiple response permitted No particular reason (7%) Always used (5%) Local (5%) Base: Used private (7,896 unwtd) Base: Used public(3,568 unwtd) Base: Not used private (1,189 unwtd) Base: Not used FE College (3,239 unwtd) Base: Not used HEI (4,510 unwtd)

11. Profileof projected employment growth in high level occupationsRate of growth by SOC sub-major group, 2010-2020 Source: Working Futures

12. Links and contact details Information about our LMI http://www.ukces.org.uk/ourwork/research/lmi ESS Local Data http://www.ukces.org.uk/ourwork/local-data Accessing the data employer.surveys@ukces.org.uk Alison Morris – alison.morris@ukces.org.uk Rebecca Jones – rebecca.jones@ukces.org.uk

13. LMI for All Trailblazer open data project, which draws together and opens up national sourcesof LMI in one place Aims to make LMI accessible and intelligible to support informed decision making on skills and careers Allows web and app developers to translate and shape the data for specific audiences and target groups Sets high standards for data quality and disclosure meaning that developers can have complete confidence in the data Recently certified as an example of best practice by the ODI

14. LMI for All Data sources are pulled or pushed into LMI for All LMI for All is an online portal where the data is stored Developers access LMI for All to get data to build websites and apps

15. Rich, extensive range of data Drawn from robust national sources Data selected for its value in careers context Organised by occupational category, indexed by job title Employment Current and projected Unemployment rates Earnings Qualification level Vacancies Supports individual in investigation of career options linked to learning pathways

16. Uses of LMI for All http://www.rcu.co.uk/ http://icould.com/

17. CareerHack App Challenge http://careerhack.appchallenge.net/

18. Contact details • The main LMI for All site is at http://www.lmiforall.org.uk/.  • The APi web explorer for developers can be accessed at http://api.lmiforall.org.uk/.  • For technical details and details about the data go to our wiki at http://collab.lmiforall.org.uk/.  • Details for the app competition http://careerhack.appchallenge.net/ • For questions lmiforall@ukces.org.uk