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Technical Assistance Forum Update
- 2. Aims for the day • Update on the Technical Assistance Project • Skills Support in the Workforce – Partnership Opportunities • LLEP - ESF Consultation Findings • Workshop: Collaboration and Partnership Building
- 3. Housekeeping • No Fire Alarm Test • Mobile phones on silent • Quiet Room
- 4. Technical Assistance Update James Smalley, Development Officer Technical Assistance Project
- 5. Outreach • Met with 5 groups this quarter • Discuss ESF programme in detail • Your current projects • Collaboration Opportunities • Potential ideas for new projects for ESF funding
- 6. How to Guides • Guides available: • Match Funding • Building Consortia • Project Planning • Coming soon: • Running a Direct Spend Project • Available online: http://www.valonline.org.uk/groups/forums-voice/technical-assistance/how-to-guides
- 7. Training Sessions • We ran two training sessions in July and August: • Marketing Your Organisation • Pitch your group successfully in 30 seconds • Running a Direct Spend Project • Understanding the difference between direct and indirect costs and costing out staff
- 8. Leadership and Management Leicester and Leicestershire Skills Project
- 10. Three LLEP commissioned projects to meet skills needs: • Leadership and management skills project: • http://www.llepbizgateway.co.uk/hiring-training/funded-training/lep-leadership- management-skills-support-workforce-leicester-leicestershire/ • ‘Open Doors’ Skills Metro project: • http://www.llepbizgateway.co.uk/hiring-training/funded-training/open-doors-skills- metro/ • Business Enterprise Skills project • http://www.llepbizgateway.co.uk/hiring-training/funded-training/skills-support- workforce/
- 11. The Leadership and Management Skills Project • Over £1.8m to deliver fully funded (i.e. free) training for 500 SMEs within the private and third sectors • Wide range of management topics available including team leading, project management, strategic management and change management • Units from qualifications or bespoke non-accredited provision from Levels 2 to 4, including taster modules • Tailored to meet business needs and delivered in a way to minimise business disruption
- 12. What is on offer? Professional courses and qualifications to suit any organisation: •Strategic management •People management •Financial management and accountancy •Stakeholder management •Change management: •Project management: •Quality management •Sales and marketing management
- 13. The process:
- 14. Why take part?
- 15. Thank you For more details please contact your local Development Manager: Rob Gray at robertg@calderdale.ac.uk or call on 07712 411488
- 16. ESF Future Open Calls Fiona Baker, Economic Strategy Manager, LLEP
- 17. • Desktop review of underlying economic evidence, changing labour market and trends since 2013 • Voluntary Action Leicester Technical Assistance Forum 6th June • Online survey consultation: link from the LLEP website and wide distribution – live until the 21st July • Consultation Event – 13th July at City Hall, Leicester • Opportunity for an interview with key partners, delivery bodies and members of LLEP People Board Research into Future Open Calls
- 19. • Period of uninterrupted economic growth, creating around 25,000 additional jobs in Leicester and Leicestershire since 2013 • Growth in per capita Gross Value Added is the 6th highest of English Local Enterprise Partnerships • Employment rate has risen and unemployment has fallen faster than the national average (by 65% since 2013) • Youth unemployment has also fallen rapidly and there has been a reduction in NEET rates Changing economic circumstances
- 20. • Ageing workforce creating replacement demand and increasing skills shortages in businesses, some parts of Leicestershire have falling working age population bases Changing economic circumstances
- 21. • Reduction in overall level of skills available to the economy through demographic and structural changes in workforce Changing economic circumstances
- 22. • Reduction in overall level of skills available to the economy through demographic and structural changes in workforce Changing economic circumstances
- 23. • Whilst employment has increased, low average earnings remain an issue Changing economic circumstances
- 24. • Employment Rates for BAME individuals remain lower than overall employment rates Employment Rate for BAME residents and overall Employment Rate (December 2016) Changing economic circumstances
- 25. • IB/ESA claimant rates for those aged 55-64 from 2013 to 2016 have increased whilst the claimant count has fallen IB/ESA Claimant rates for those aged 55-64 Changing economic circumstances November 2013 November 2014 November 2015 November 2016 Leicester and Leicestershire 3.42 3.79 4.58 5.45 Leicester 6.29 6.85 8.29 9.69 Leicestershire 2.33 2.61 3.13 3.78 England 3.49 3.98 4.51 5.59 East Midlands 3.24 3.66 4.54 5.77
- 26. • Changes in composition of new emerging communities, in some cases quite rapidly • Access to services and employment remain an issue in rural areas and some communities • Disadvantaged communities still in relatively the same position • Whilst NEET classifications have fallen, there are still high numbers of young people in situations at risk of NEET • Number of people on benefits with caring responsibilities has been increasing Changing economic circumstances
- 27. Thematic Objectives 8 and 9 Provision ending in March 2018 Potential Gaps in Provision Some NEET Provision Support for some BME groups – with links to additional work focussed ESOL provision Employment Gateway service Support for those with low level mental health problems/disabilities to access employment and training Accessing employment in growth sectors Support for over 50s to play an enhanced role in the labour market Specific support to ex-offenders
- 28. • Should open calls be released for Social Inclusion (IP 1.4) at this point in advance of any formal notification from the Big Lottery Fund about future participation • Is additional Young Persons/NEET activity needed and desirable? Where should the emphasis be placed? Is there enough resource in IP 2.2 or is it a Social Inclusion IP1.4 project? • Are any of the existing projects that end in 2018 essential, would they work as Open Calls? • Health has arisen as a growing issue – does it make sense to put out activity that might compete with the DWP Work and Health programme? • Given the level of resources available for over 25s, would targeted provision be a sensible use of resources? Older people generally seem to be a growing issue Key areas to consider in future calls
- 29. Thematic Objective 10 Provision ending in March 2018 Potential Gaps in Provision Skills Metro Support to enhance the employability of graduates and support enhanced retention Business and Enterprise Skills Enabling the development and delivery of Higher Level Apprenticeships SME Leadership and Management Skills Leadership and Management support aimed at support SMEs with Skills Development, HR and workforce planning Specific activity to develop vocational STEM skills Skills to support growth in key sectors, particularly given major capital investment in facilities and infrastructure Support for those who are in unsustainable or low paid employment to move up the career ladder, particularly in the provision of transferable skills
- 30. • Strong evidence based and well consulted series of interventions in Leicester and Leicestershire to progress IP1.1, 2.1 and 2.2 to 94% commitment • Programme of activity that meets the changing requirements of the Leicester and Leicestershire economy • Evidence base and subject matter for any additional calls that may be required • Deliverable series of calls with the underpinning of research and consultation to attract potential providers Conclusions
- 31. • Report and presentation endorsed by ESIF Committee on 30th September 2017 • Draft Call Specifications submitted to DWP on 6th September 2017 • Awaiting response and further information on timings of call release prior to endorsement of final specifications by ESIF Committee • Full Report published at ERDF Dissemination Event 19th October 2017 Next Steps
- 33. Workshop Future Planning for ESF Projects
- 34. Workshop 1. In what ways can your group contribute to a potential ESF project? 2. Are there any organisations you currently work with/are aware of that would make ideal partners in an ESF project? 3. How would you prefer to be informed of potential partnerships?
- 35. Upcoming Dates • LLEP – ERDF: PA1 Call Launch Event – 25 September • LLEP – ERDF: PA4 Call Launch Event – 25 September • LLEP – ESIF Dissemination Event – 19 October • Volunteering Network – Wednesday 25 October • Health and Social Care Forum - Tuesday 21 November • Children, Young People and Families Forum – Tuesday 12 October
Editor's Notes
- Average GVA per head: £21,900 compared with £23,050 nationally (2015). Earnings and hence consumer power in Leicester are low at £412.30 per week compared to an average of £523.60 per week in England) In 2015, 32.5% of the working age population in the LLEP area were qualified to Level 4 or above, compared with 36.7% of the working age population nationally. A smaller skills deficit exists at Level 3: 56.1% of the LLEP working age population are qualified to at least Level 3 compared with 57.1% nationally.
- Across Leicestershire there - more investment in skills: Drives employee performance, raises their confidence and wellbeing and improves the quality of the overall of what the business does. Enables workers to be more versatile to respond to different workplace challenges and stay competitive in the labour market Enables businesses to recruit from a strengthened talent pool and have better placed recruits to aid the growth of their business
- Managers, Directors and Senior Officials are underrepresented in the LLEP area. These occupations typically deliver higher GVA Demand or managers and senior officials is forecast to increase in the LLEP area by 3% between 2015 to 2022 – an increase of 1300 jobs! Nearly three quarters (70%) of the employers consulted for the study expect leadership and management skills to become more important to their business over the next three years. Currently, a lack of finance, strategy and business management skills amongst smaller businesses is impacting upon growth. Difficulties are also reported in filling the skills gap between supervisor and manager, especially in the manufacturing sector and especially in relation to lean manufacturing and Six Sigma techniques Employers say this is due to a combination of not having the in-house training capacity to develop these skills and external training being, in their view, prohibitively expensive. Three quarters of the businesses who reported a shortage of job applicants with the required skills said this was a particular issue when recruiting managers and senior officials. Skills for the Future, York Consulting on behalf of the LLEP , 2016
- Give out concertina leaflet/training catalogue Many options to choose from and a small sample listed on the slide – much more available but actually nailing down what a business needs as opposed to what it wants is critical. Our expert skills advisors are available to discuss what your ideas and plans for growth are, how upskilling / training staff can make a difference and then develop a package of support that fits into your ideas and plans for growth Keen to work in partnership with public and private sector intermediaries to engage with as many SMEs and their employees – huge opportunity to make a sizeable difference to the Leicestershire economy and the prospects and quality of life for its residents.