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Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
Skills For Enterprise 2011
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Skills For Enterprise 2011

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  • 1. TOM GILROY`efbc=bub`rqfsbI_ofq^fkÛp=bkbodv=`l^pq
  • 2. TONY CUNNINGHAMjbj_bo=lc=m^oif^jbkqIclo=tlohfkdqlk
  • 3. OWAIN OXENHAMmolgb`q=j^k^dboIobplro`b=j^ohbqfkd
  • 4. Points Total Doubles through the MiddleIf Isolated – Wait or Take a PenaltyChallenges have Double Points in last 30 minutes
  • 5. SUZANNE CALDWELLeb^a=lc=`ljjrkf`^qflkp^ka=_rpfkbpp=pbosf`bpI`rj_of^=`e^j_bo=lc=`ljjbo`b
  • 6. Cumbria Chamberof Commercenetworking policy & member business& events representation services support Suzanne Caldwell Head of Communications & Business ServicesThe Ultimate Business Network
  • 7. Cumbria Chamberof Commercenetworking policy & member business& events representation services supportAim to help businesses reach their potential through: networking and events policy & representation member services business support Offices in Carlisle, Kendal, Barrow & WhitehavenThe Ultimate Business Network
  • 8. Cumbria Chamberof Commercenetworking policy & member business& events representation services support • 1,400 members – all sizes and sectors countywide • 14,000 opted in email business contacts • Events around the county almost every week of the year • Business support contracts • Made in Cumbria • Profiting through Skills • Cumbria Local Enterprise PartnershipThe Ultimate Business Network
  • 9. Cumbria Chamberof Commercenetworking policy & member business& events representation services support Finding out about skills needs: •Skills surveys and wider ranging •Employer meetings •Employment & Skills Board/Cumbria LEP •Work with schools, academies, colleges, etc. •Business support/training projectsThe Ultimate Business Network
  • 10. Cumbria Chamberof Commercenetworking policy & member business& events representation services support Employer feedback: •Job related skills – happy to teach/provide •“Basic” English and Maths •General employability •Teamworking, problem solving, face-to-face communications skills, telephone skills, etc.The Ultimate Business Network
  • 11. Cumbria Chamberof Commercenetworking policy & member business& events representation services supportBusinesses in general support finding people with the right skills easier than it was:•82% of manufacturing businesses attempted to take on staff in last 3 months and42% looking to increase workforce – most had no difficulty recruiting•29% of service businesses attempted to take on staff in last 3 months and 10%looking to increase workforce – one-third of those looking to take onexperienced problemsThe Ultimate Business Network
  • 12. Cumbria Chamberof Commercenetworking policy & member business& events representation services supportMembers getting involved with providers/educational establishments:•Our membership includes these•Work together to develop apprenticeship programmes and other training•Input to LEP activity•Employer meetings/LEAG action plan•Engagement in research•Working with educational establishments – interview practice, curriculumdevelopment, works experience, enterprise activities, careers days, etc.The Ultimate Business Network
  • 13. Cumbria Chamberof Commercenetworking policy & member business& events representation services support Adaptability to business needs and willingness to deliver at times and in locations suited to businessesThe Ultimate Business Network
  • 14. Cumbria Chamberof Commercenetworking policy & member business& events representation services support Suzanne Caldwell suzanne@cumbriachamber.co.uk 0845 220 0040The Ultimate Business Network
  • 15. JOHNNY LOWEeo=afob`qloIfddbprka=m^mbo_l^oa=iqa
  • 16. Skills for EnterpriseIggesund Paperboard(Workington) LimitedJonny Lowe
  • 17. What’s he going talk about? What are the skills required in Industry The “Bread and Butter” training Attitudes and behaviours The “Hard to find” The future
  • 18. Within one site… Advanced Manufacturing Specialist Engineering Farming/Silviculture Power/Energy Production Research and Development
  • 19. Technical PaperScienceProduction OperationsProduction DevelopmentPulp refiningPaper/board FormingDecline in paperindustry90s/00s……self sufficiency
  • 20. Chemistry/LabsProduct DevelopmentLaboratory TestingQuality ControlEnvironment Science
  • 21. Engineering Mechanical Electrical Automation Control Systems
  • 22. The “Bread and Butter” “Excellent practical training – better prepared practicalyoung engineers than Apprenticeships in other countries Mechanical and Electrical/Instrumentation including our own ONC systems” HNC Jan Svensson BEng (Ord)Head of Engineering BEng (Hons) … …
  • 23. Attitudes and Behaviours……the vital extra Positive “Will do” Personal Development Ambition Embracing Change not fighting it Suggesting ideas Expectations of Leaders
  • 24. The hard to find…Automation Engineers – Control systemsEnergy optimisation and efficiencyScience Graduates
  • 25. The future - Carbon dioxide emissions Site CO2 emissions Renewables 1200 Mill efficiency 1000 PM rebuild 800 Effinciency Biomass CHP 600 kg/T Biomass energy 400 To grid Energy Wind, gas, 200 District heating optimisation 0 -200 2010 2011 2013 2013 + biopower into grid pot ential Power generation Fossil fuel CO2 removed 250000 200000 CO2 / T 150000 100000 50000 0 2010 2011 2013 2013 + potential biopow er into grid
  • 26. Arial photo of Mill Any Questions?
  • 27. RICHARD MILLERm^oqkboI_rokbqqp
  • 28. Work Experience:Retaining Talent In Cumbria Richard Miller Partner & Head of Agribusiness 9 December 2011 Skills for Enterprise, Energus, Lillyhall, Workington, Cumbria
  • 29. My Timeline...Education 1999 - Secondary Education: Nelson Thomlinson School 2001 – 2004 - Law Degree: University of Newcastle upon Tyne 2004 – 2005 - Post Graduate: Legal Practitioners CourseEmployment: Burnetts Solicitors August 2005 – commenced 2 year training contract August 2007 – qualified solicitor January 2008 – promoted to Associate & Head of Agribusiness January 2011 – promoted to Partner
  • 30. Work Experience - My Story 2000 – interview and first work experience placement (1 week) 2001 – second year placement (1 week) 2002 – 2004 - summer placements (1 month - paid) 2005 – sponsorship towards LPC course fees
  • 31. What did Burnetts gain? The opportunity to capture young local talent – stopping the brain drain towards the North East and elsewhere Established a system with the potential to provide a constant supply of quality lawyers Potential recruits with a genuine commitment to Cumbria meaning a greater chance of return on their investment An extended interview process Low cost paralegal work
  • 32. What did I gain? A key insight into a career thus being able to make sure it was the right path for me Hit the ground running – gained knowledge about the firm and a career in law Dispelled degree myths – not Kavanagh QC! Work experience – paid! Opportunity to participate in a wide range of legal fields thus being in a position to make an informed decision
  • 33. The Present Building on the initial confidence gained from the scheme that has been key to my progression – “the problem with Richard Miller is...” Opportunity to take key roles in significant multi million pound transactions without leaving the County Work/Life balance – quality of life in Cumbria with friends and family for support Being able to establish myself within a community over short period of time with interlinked circles of key contacts
  • 34. Conclusion Work experience provides benefits for your business as well as the individual Establishes closer links between you and local education institutions Helps to counter the brain drain outside of Cumbria Ensures that young prospective employees are “work-ready” before their employment begins Given the success since it’s start over a decade ago, the scheme continues to date with a number of key solicitors within the firm having originated from this project
  • 35. Contact Richard Miller rm@burnetts.co.uk DDL: 01228 552296 Mobile: 07584341979Moor Row • Carlisle • Newcastle www.burnetts.co.uk
  • 36. PETER WOOLAGHANj^k^dfkd=afob`qloIob^`q=clrka^qflk
  • 37. Kids & Enterprise• Pete Woolaghan
  • 38. Making nuclear clean uphappen through provisionof creative engineeringsolutions and independentchallenge
  • 39. Making nuclear clean up(it) happen throughprovision of creativeengineering solutions andindependent challenge
  • 40. Think independentlyBe creativeMake it happen
  • 41. See thingsdifferently
  • 42. Successfulbusinesses fromsmart ideas...
  • 43. Hes making it up ashe goes alongArthur (John Cleese), Monty Python’s Life of Brian
  • 44. When you are courting a nice girlan hour seems like a second.When you sit on a red-hot cindera second seems like an hour.Thats relativityAlbert Einstien
  • 45. If you’re not prepared to bewrong, you’ll never come up withanything originalSir Ken Robinson
  • 46. Kids & Enterprise...Create the right environment andanything is possible
  • 47. TONY O’PRAYj^k^dfkd=afob`qloIqfp=`rj_of^=iqa
  • 48. Founded  by  Tony  O’Pray in  1995,  TIS  Cumbria  Limited  initially  provided  chemical companies  and  West  Cumbrian  fabrication  shops  with  inspection  and  NDT  services. Complimenting  site  inspection  work,  the  company  expanded  into  ultrasonic  testing and industrial radiography, acquiring specialist industrial units and equipment.
  • 49. TIS Cumbria Ltd has a strong commitment to training and development ‐ it is core to  our ethos and is why we have a young, dynamic workforce eager to learn and  consistently deliver a high quality product.
  • 50. The CNC Pipebender is capable of bending up to 4” pipe.
  • 51. SAM FORRESTER joined the TIS team in 2009  when he started his four‐year training  programme.On a week‐by‐week basis I can be developing pipe welding techniques, using the orbital machine, or busy in machine shop. It’s pretty varied but it keeps the job interesting.“It does feel great to have all these good skills under my belt though – they will see me right through my career. But it has been thanks to the team at TIS that I have done so well.
  • 52. BRYONY TOWERS started her training with TIS Cumbria in September 2009 “I have trained in all sorts from welding, the Skills Olympics scheme, an NVQ Level 3 in welding and now I’m on to Computer Numerate Control (CNC) machining,”
  • 53. Simon Bragg using the Orbital Welder
  • 54. David Pearce and Simon Bragg were the UK’s youngest qualified NDT  Technicians.
  • 55. Jack Taylor started with TIS in September 2011 and is training to be a  Design Engineer.
  • 56. Year 10 pupils from Netherhall School visited on the 13/06/2011 to get an insight into engineering.
  • 57. October  2010  saw  the  Britain’s  Energy  Coast  Cluster  Award  for  people  and  skills development awarded to TIS Cumbria Ltd. In presenting the award, TIS also received a commendation for having the most excellent application in the competition…..
  • 58. A team of representatives from  TIS  Cumbria  Ltd returned  from  London after  attending  the  UK Finals  of  the  National Training  Awards  – where they  won  the  Overall Small Employer category.
  • 59. ROB RIMMERafob`qloI_ofq^fkÛp=bkbodv=`l^pq=`^jmrp
  • 60. Energy Coast Campus Partners
  • 61. Integrated delivery and pathways 
  • 62. Education and Skills AreasEngineering and Construction•Nuclear related education•Engineering, construction and renewable resourcesManagement and Leadership•Health and Safety•Business and Leadership programmes bespoke to west Cumbriaeconomy and nuclear related supply chain•Project and Programme management•Logistics and transportation of hazardous wasteHealth related technology transfer•Radiological protection and health/medical physics•Medical imaging sciences•Incorporation of health technology industries
  • 63. Integrated delivery and pathways 
  • 64. Integrated delivery and pathways 
  • 65. TOM RYANeb^a=qb^`eboIpqK=glpbmeÛp=_rpfkbppC=bkqbomofpb=`liibdb
  • 66. CHRIS NATTRESSabmrqv=mofk`fm^iIi^hbp=`liibdb
  • 67. Lakes College: be enterprising
  • 68. To be enterprising?• marked by imagination, initiative, and readiness to undertake new projects An enterprise?• company; firm; undertaking; business; endeavour
  • 69. Lakes College• Encouraged and supported to be ENTERPRISING• Create ENTERPRISE• Perform in ENTERPRISES
  • 70. Be enterprising• resourceful, original, spirited, keen, active, daring, alert, eager, bold, enthusiastic, vigorous, imaginative, energetic, adventurous, ingenious, up-and-coming, audacious, zealous, intrepid, venturesome…………………
  • 71. Be enterprising• In an area of study• values and positive behaviours• with tutorial and personal development• Enhancements to programmes• engaged in enrichment,• MyStars recognition,• encouraged to develop full potential
  • 72. Create Enterprises• Business and Accounting• Hair and Beauty• Construction and Engineering• Hospitality and Catering• Renewables• Early years• Art and design• Young Enterprise• MyStars
  • 73. Perform in enterprises• Work readiness• Initiative• Teams and teamworking• Communicating• Numbers, IT and technology
  • 74. IAN SINKEReb^a=lc=buqbok^i=obi^qflkpIrkfsbopfqv=lc=`rj_of^
  • 75. University of Cumbria Ian Sinker Head of External RelationsSkills for Enterprise, Energus 9th December, 2011
  • 76. The benefits of HE LearnersAccording to Directgov UK:•Higher education benefits you in a number of ways.•University or college lets you experience a rich cultural and social scene,meeting a variety of people while studying something you love•On average, graduates tend to earn substantially more than people with Alevels who did not go to university. Projected over a working lifetime, thedifference is something like £100,000 before tax at today’s valuation
  • 77. The benefits of HE Learners• Higher education develops qualities that are valued by employers, such as problem-solving and communication skills. Doing a higher education course could give you an edge in the job market: forecasts predict that half of positions that become vacant between 2004 and 2020 will be in areas of work most likely to demand graduates• Many employers target graduates in their recruitment campaigns.
  • 78. The benefits of HE EmployersAccording to Union Learn:•Increase profitability•Improve quality of work•Fill skill shortages and gaps•Meet customer demand for high-quality products or services•Increase staff loyalty, commitment and retention•Gain better corporate image as an employer, and in the community•Be perceived as excellent in training and development by shareholders,analysts and potential employees
  • 79. The benefits of HE Employers• Reduce staff turnover and recruitment costs• Boost employee morale/attitude to work• Reduce absenteeism• Employees develop lifelong learning attitudes• Improve effectiveness of supervisory staff• Improve staff understanding of and commitment to organisational culture• Implement new legislation/technology• Identify and use talent, rather than lose it• Employees introduce new approaches and ideas
  • 80. Why a University in Cumbria?By 20017-•Participation in HE in Cumbria by young peopleaveraged 28%•In 31 wards (Carlisle, Barrow andWorkington/Whitehaven) participation was below16%•More than 2500 18 year olds with level 3qualifications did not progress directly to HE (2004figures)(Based on POLAR Data, Hefce)
  • 81. Why a University in Cumbria?• Progression opportunities were not available, or restricted in choice, for those achieving level 3, particularly where they were studying vocational qualifications.• Raising (or broadening?) aspirations and attainment was fundamental• So was offering a wider choice of locally available HE opportunities.
  • 82. Why a University in Cumbria?Key purpose-Addressing the Physical and PsychologicalBarriers to Access to Higher Education for:•Students•Parents and influencers•Employers
  • 83. Initial Proposal for a New University of CumbriaReport by Sir Martin Harris (21-9-2005)I propose that a decision is taken, ideally by December 2005, to create aUniversity of Cumbria, either from 1 August 2007 or one year laterThe principal purpose of the new university, especially in its distributedform, would be to improve opportunities for Cumbrian residents, whetherschool leavers or older, and for Cumbrian employers in both the privateand public sectors.
  • 84. Initial Proposal for a New University of CumbriaIt is particularly important that vocational progression routes aresecured, as there is a strong need for county-wide higher leveleducational opportunities to support the changing basis of industries andbusinesses in Cumbria.The distances that learners need to travel to study mean that work-based learning, or local provision to support those in work and aspiringto increase or change their skills level, need to be more widely available.The network should we widely cast, and include all those institutionswhich can contribute to the benefit of Cumbrian students.
  • 85. Our historyWe’re new, but with a long history!The university was formed in 2007 but its foundations go back to• Charlotte Mason College (1896) which trained teachers,• Cumbria Institute of the Arts (1822),• St Martins College (1964).
  • 86. Where are we?Campuses and locations in:• Ambleside• Barrow-in-Furness• Carlisle• Lancaster• London• Penrith• WorkingtonAnd in partnership with Colleges andother providers in Cumbria and beyond
  • 87. Corporate StrategyThe University’s “Mission”:Is to provide and promote excellent andaccessible higher education whichenhances the lives of individuals andfosters the development of thecommunities to which we belong.In so doing, the University will embracefour guiding themes: sustainability;creativity; employability and enterprise.
  • 88. The Cumbria Experience •Special Geography• Sustainability •Small, friendly campuses• Creativity •Linked through leading edge technology• Employability •Flexible programmes to facilitate• Enterprise access •Academic portfolio based on institutional strengths and regional needs •Institutional values that reflect our roots
  • 89. Areas of Expertise• Education• Health & Wellbeing• Arts, Business and Science
  • 90. Key facts about UOC• Around 1200 staff• Approximately 12000 students – 75% over 21yrs – 33% part-time – 300 distance learning• Over 90% graduates in employment 6 months after graduating• 2011 OFSTED: Graded as good with outstanding features• 2011 QAA: awarded highest level of approval
  • 91. Examples of UoC work in West Cumbria• Energy Coast Campus• Learning Gateway West- Multi purpose and use• Widening Participation Work• Working with Lakes College• Lead Programme• Unite with Business & Business Placements Service (Approx 30% of these SMEs are located in the West Coast region• Fd Sc Degree Radiation Protection• B Eng (Hons) Sustainable Energy Technology
  • 92. ENTERPRISE FAC TO Rmofwb=dfsfkd
  • 93. `lk`irpflk

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