1. careers

• Major policy announcements
• Greater Manchester Devolution Agreements
• European Structural Funds
• GMLPN Priorities
• Skills for Business Awards
• Funding allocations
• Apprenticeship Funding Reform – Vouchers
• A Dual Mandate for Further Education
• Government responses to consultations
OfSTED Inspection framework
Traineeships
Further Education Loans


Awards evening Wednesday 1st July 2015
Celebrate the outstanding contribution that
skills and learning make to businesses across
Greater Manchester
Skills for Business Awards
Attracted major sponsors
Entries are ahead of last year
Extended the final date for entries 5pm, Thursday
2nd April
 Tickets available now



GMLPN Network Meeting : 27 March 2015
Mike MacLoughlin
Karen Hopwood
•
Skills Funding Letter
– Feb 2015
BIS to SFA but sets out sector priorities
• apprenticeships
• traineeships
• English and maths
• Clear that SFA role is not to ‘control’ how colleges and training
organisations use their funding
• Individual institutions should consider how they will generate additional
income from business, employers and individuals – in the context of
apprenticeship reform and increase to loans budget
• Followed up by letter from Peter Lauener to sector to help inform modelling
for 15 to 16 in advance of allocations
• Annex to the letter sets out policy direction (i.e. increased local influence of
LEPs) and more information on individual policy areas
17
Annex 1 to Skills
Funding Letter
Areas covered in the annex:
•Increased local influence via LEPs
•Higher vocational education
•Employer ownership
•Support for the unemployed
•24+ advanced learning loans
•Community learning
•Prison education
•Outcome based success measures
•Qualifications reform
•Supporting new entrants into the market
•Raising standards and intervention
•College financial health and exceptional financial support
•Sub-contracting – expects tougher stance
18
ASB Methodology
•Methodology applied:

Take into account current performance in order to set correct baselines

prioritise apprenticeship provision including an aspiration to invest £800m

maintain investment in traineeships

protect funding for English and maths (not ESOL)

Add additional funding for ESOL Plus (mandated provision)

Ensure overall that non-Apps ASB not fallen by more than 24% below
baseline

no distinction made between grant and contract providers – same reduction
factor applied
19
ASB Baselines
• Grant funded providers - 2014 to 2015 mid-year funding claims
• Employers and training organisations - 2014 to 2015 contract values before
PMP2, with the following principles applied:
– all automated reductions calculated at PMP2 are consolidated
– growth requests are not consolidated
• Baselines apportioned into adult apprenticeships, adult traineeships, English
and maths and other adult skills budget according to relative proportions at R06
• Baselines for 2015 to 2016 cannot be higher than 2014 to 2015 contract values
after any PMP2 reductions
20
Sector impact
•2015 to 2016 funding year budget available for allocation
reduced by 17% compared to 2014 to 2015
•As apprenticeship investment protected, impact falls on ‘other’
adult skills - reduced by up to 24% (depends on mix)
•Overall impact of reduction vary between individual colleges
and training organisations depending on their provision mix
•Under delivery in 14/15 impacts on 15/16
•Least impact - organisations delivering high volumes of
apprenticeships, traineeships and English and Maths, and
delivering 14/15 contract
•Greatest impact – organisations delivering low
apprenticeship and traineeships and high volumes of other
adult skills, and/or under-performing on 14/15 contract
21
Other budgets
•Loans facilities – values increased in line with budget
increase of 25%
•16-18 apprenticeship and traineeships – contract values
maintained at their current level
•Community learning – contract values maintained at their
current level + £5m for mental health pilots
•OLASS – allocations reduced in line with the budget change
– decrease of 3%
•Discretionary learner support – allocations reduced in line
with the budget change – decrease of 17.5%
•24+ advanced learning loans bursary – current levels
maintained
22
Funding - essentials
• 14/15:
o Published Monitoring Plan for funding claimed in
2014 to 15 – essential reading
o Subcontractor declaration – due TODAY 27
March, even if nil return. Non return will trigger
non-payment in April. No extensions
o Published Addendum to 14/15 funding rules
• 15/16 - Published version 2 of the Funding Rules
2015 to 2016 and Funding rates and formula 2015
to 2016 documents
• Particular changes in respect of sub-contracting
Traineeships
• Health warning!!
• Starts data
• Period 15 2013/14 – GM v NW
• Period 6 2014/15 – GM v NW
• NW Contribution to national figures
Traineeships
• Ambition – 24,000 Traineeships by the end of
July 2015
• Achievement by the end of 2013/14 and
current position
• Top 5 providers - NW
• Keep the momentum going
Traineeships
•
•
•
•
•
•
•
•
Framework for delivery 2015 to 2016 – March 2015 - New
Policy changes affecting delivery of traineeships from 1
August 2015 – Annex A
Extend the eligibility criteria to 19 to 24 year olds with a
Full Level 2
Duration and intensity
Work experience and work preparation training
Content of work preparation training
Focus on quality outcomes
Minimum standards for progression to employment from
traineeships
Traineeships
• Benefit Rules Changes
• Funding Rules 2014 to 2015: Version
2/Addendum 2 – Traineeships
• Traineeships: First Year Process Evaluation –
Executive Summary
And finally
• Government response to Learner Loan Consultation
published– proposes no changes at this stage
• BIS Consultation – “A dual mandate for adult vocational
education”
• National Minimum Wage for apprentices - increase by
57p an hour to £3.30, from October this year
• Apprenticeship funding reform – route announced
• Businesses in England pledged a record-breaking
23,000 new apprenticeship vacancies during National
Apprenticeship Week 2015!
*
Harnessing EU structural investment funds 2014 – 2020 to
build a prosperous future for our city region through
partnership and collaboration
29
10/03/2015
*
GM Futures has evolved from a set of four core principles intended to
promote the best and most effective application of funds. The “core 4”
will provide a foundation that all governance, management and delivery
must be demonstrably linked to and are:
• Strength & Sustainability
• Connectivity & Progression
• Fair & Transparent Management of Funds
• Best of GM to Make GM the Best
30
10/03/2015
*
GM Strategy
Operating Principles
GM Futures
Programme Board
Thematic Sponsor Thematic Sponsor
Organisation
Organisation
“The Core 4”
Thematic Sponsor
Organisation
Shaping the service design
Lead Accountable Body / Bodies
GM Futures Provider
Register
31
10/03/2015
*
x
GMF Board
Strategic Lead,
Voluntary
Sector
GM Learning Provider
Network
Strategic Lead,
Provider
Engagement &
Development
Manchester Growth
Company
x
Strategic Lead,
Employment &
Economy
x
The Manchester College
GMF Board
x
GM Council for Voluntary
Organisations
Capacity & Expertise
to support
LAB(s)
GMCA & GM LEP
Reserved for post tender
GMF Board
Strategic Lead,
Education &
Skills
GMF Board
GMF Board
x
GM Colleges Group
x
Strategic Lead,
Employer
Engagement
GMF Board
GMF Board
x
GM Chamber of Commerce
Strategic Lead,
Public Service
Reform
* An Independent Chair – to be appointed by the partnership
32
10/03/2015
*
Harnessing EU structural investment funds 2014 – 2020 to build a prosperous future
for our city region through partnership and collaboration
33
10/03/2015
Traineeship Toolkit
Matt Leigh
Project Manager
Greater Manchester Learning Provider Network
Introduction
• Why has the toolkit been developed?
• What has the research have we
undertaken?
• Adding Value to existing resources?
Definitions
• What is a Traineeship and how does it compare to Study
Programmes and Apprenticeships?
• What does a step away mean?
• Explanation of core components of a Traineeship
Eligibility and Funding
• Eligibility Flow Chart
• Funding Explanation
• JCP explanation
• Links to Funding & Policy Guidelines
Referral Mechanisms
• Good Practice Guide to obtaining JCP referrals
• Contact Lists for Referral Agencies
• Link to NAS Traineeship Vacancies
Delivery
• Planning Delivery – example timetables and staff
structures
• Initial Assessment – tools for provider to use (TSSP)
• English & Maths
• Employability Skills
Marketing
• Video and Paper Case Studies – learners, parents,
employers, referral agencies and provider
• Generic Marketing Materials
Employer Engagement
• Resources for providers to use (TSSP)
• Good Practice Guides
Suggestions
Apprenticeship Update
Nic Hutchins – Head of Youth Initiatives, New Economy
27th March 2015
Aim to cover
•
•
•
•
Apprenticeship 13/14 Overview
Apprenticeship Hub / City Deal updates and next steps
GM AGE
Greater Manchester Participation Strategy
Apprenticeship Overview
Apprenticeship starts in GM – 13/14
Age Group
Under 16
Advanced Level
Intermediate Level
16-18
Higher Level
Advanced Level
Intermediate Level
19-24
Higher Level
Advanced Level
Intermediate Level
25+
Higher Level
Advanced Level
Intermediate Level
Grand Total
2012/13
253
49
204
7,486
52
2,105
5,329
9,200
166
3,647
5,387
13,511
413
6,692
6,406
30,450
2013/14
198
40
158
8,030
65
2,501
5,464
9,041
143
3,350
5,548
9,720
315
3,260
6,145
26,989
12/13 % of
total
13/14 %
of total
0.83%
0.73%
24.58%
29.75%
30.21%
33.50%
44.37%
36.01%
Difference
12/13-13/14
-55
-9
-46
544
13
396
135
-159
-23
-297
161
-3,791
-98
-3,432
-261
-3,461
GM Starts by age
35000
30000
25000
20000
25+
19-24
16-18
15000
10000
5000
0
2008/09 2009/10 2010/11 2011/12 2012/13 2013/14
GM Starts by level
25000
20000
15000
Intermediate
Advanced
Higher
10000
5000
0
2008/09
2009/10
2010/11
2011/12
2012/13
2013/14
Apprenticeship Hub / City Deal Progress
Apprenticeship Hub strategic objectives
1. Maximise employer take up of apprenticeships in GM’s key
sectors
2. Improve information, advice and guidance services for
young people
3. Develop the capacity of providers ensuring supply is
matched to demand
Stimulating demand for Higher Level Apprenticeships
Provider
Frameworks
Start numbers
to date
•
•
•
•
•
•
•
•
L4 - IT, Software, Web and Telecoms Professionals (QCF)
L4 - Creative and Digital Media
L5 - Leadership & Management
L4 - Business Professional Admin
L4 - IT Software, Web & Telecoms Professionals (QCF)
L5 - Care Leadership & Management
L5 - Human Resource Management
L4 - Advanced Manufacturing Engineering
•
•
•
•
•
•
•
•
L4 - Retail Management
L5 - HR Management
L4 - Social Media & Digital Marketing
L4 - Engineering/Manufacturing
L5 - Leadership & Management
L5 - Care Leadership & Management
L5 - Care Leadership & Management
L4 - Advanced Manufacturing Engineering
•
L4 - Interactive Design and Development
1
1
New project
Wigan Council
•
L4 – Creative & Digital Media
New project
MMU
•
L4 – Legal Service
New project
Total People Ltd
Bury College
The Manchester College
Churchgate Academy
Rochdale Training
Babbington
SETA
Oldham College
25
35
14
19
49
Stimulating demand in key sectors
Project
Provider
Engineering Futures –
Extending Engagement
and Understanding
The Skills Company
The Hidden Sector
GMCVO
You Tell us
The Manchester
College
Other projects
Project
Provider
Traineeship Toolkit
GMLPN
The Dream Job
GM Colleges Group
Stimulating demand for advanced
apprenticeships
Skills for Business
Awards
GMCC
Framework
Provider
Skills Review Service
GMCC
Legal Advice
Damar
Criminal Prosecution
Damar
HR
Churchgate Academy
IAG calls and activity
• Ensuring high quality CEIAG for young people from years 7-14
becomes a strategic priority across GM including those with
learning difficulties and disabilities
• Establishing mechanisms through which good CEIAG practice
can be shared and developed to enhance the skills and
knowledge of the workforce and the young people it serves;
and has links to the other key objective:
• Improving the quality, relevance and range of employer
engagement in schools and colleges.
Activity to date
INITIATIVE
LOCAL AUTHORITY TOTAL
Bolton
Bury
Manchester
Oldham
Rochdale
Salford
Stockport
Tameside
Trafford
Wigan
GM TOTAL
23
14
32
8
20
16
14
7
12
17
163
Economic
Solutions
LMI & CPD
15
6
9
2
8
2
3
2
3
6
56
Skilled & Ready
TMC
MCC/GMLPN
Embedding
Employability
Skills into the
Curriculum
1
0
5
1
5
4
2
0
1
3
22
"You Tell Us"
Competition
GM
Apprenticeship
Ambassador
Scheme
7
7
16
5
5
9
6
4
8
8
75
0
1
2
0
2
1
3
1
0
0
10
City Deal
projects
schools
engaged
15
10
20
7
11
10
10
6
10
13
112
NB: LA Total includes a number of schools which have engaged with multiple providers. The total figure shows the
overall number of engagements.
Next phase of Apprenticeship Hub Activity
Research and
understanding
Marketing and
Communications
Employer
Engagement
Pilots and
Innovation
• Picks up on some of the remaining activity in delivery plan, and positions
Apprenticeships for the future in light of devolution
• Employer Engagement, ATA’s, Initial Assessment, Pathways towards apprenticeship
• £500k call live now for activity to June 2017
• Create campaigns, promote Apprenticeship Hub, develop online presence and social
media links
• To create a strategic framework for employer engagement across GM – a matrix of
opportunity for employers to engage with education providers
• Build in support to providers to meet employer need
• £1.1m joining up with ESF, GM Commitment, Youth Contract extension
• Smaller scale projects – opportunity to test and innovate ideas
• Currently Search and Apply process
• Looking at projects around Science based Apps, barriers to apprenticeships /
inequalities
GM AGE
The offer – received 26th February 2015
• The value of the devolved Age is £5.1m
• GM will be responsible for the grant from 1st April 2015, and
all money must be spent by 31st March 2016
• It is the expectation that GM will administer the grant itself
• That any support or incentives directed towards the new
Trailblazer standards will not duplicate the incentives
available nationally
Growth Deal / Tax Incentives funding
• £2.17m remaining
• Original objectives:
• Focused on Greater Manchester’s target sectors and
available existing apprenticeship frameworks.
• Supported the transition to delivery of the new Trailblazer
Apprenticeships (where these are available).
• Test the implementation of the new employer-routed
funding model with a focus on the proposed
Apprenticeships Credit model for small businesses in the
Greater Manchester area.
GM Model – Creating a single programme of incentives for
employers to grow Apprenticeship numbers
Initial eligibility
Employer offering any Apprenticeship where

Apprentice workplace is in GM

Company size is < 250

Not employed an apprentice in the last 12 months

Apprentice is age 16 - 24
£1500
Additional incentives
Progressing an existing Trainee from completed Traineeship to +£1000
Apprenticeship within a 4 week period
Advanced or Higher Apprenticeship
+£1000
Support to provider supporting Trailblazer Standard
+£1000
Administration
Grant runs from 1st
April 2015 for 12
months
Will be administered
by New Economy on
behalf of GMCA
Data will be supplied
by SFA
Little change in
process for providers
GM Participation Strategy
The GM Participation Strategy
•
•
•
•
•
Four key priority work streams:
NEET re-engagement
High quality, consistent CEIAG:
stimulate demand, raise aspirations and
improve participation
Strengthen the post-16/FE curriculum
offer
Focus on Maths and English to support
progression to higher skills
Objectives to:
• Improve job entry and sustainable
employment for unemployed YP,
particularly long term claimants
• Reduce NEETs to 2.7% by 2020
• Improve quality and availability of
CEIAG
• Increase number of 16-24 yr olds
starting apprenticeships by 10% per
annum to 2017/18 (particularly at L3
and in priority sectors)
• Progress more YP from classrooms to
employer-responsive skills provision
Questions?
National Careers Service
Partner information
Vikas Sahni and Stacey Burgess
27th March 2015
The “NEW” National Careers Service
•
•
•
•
•
•
•
New contract focuses on supporting customers to achieve sustained job and learning outcomes (13
weeks / 3 months)
NCS is required to deliver the right service at the right time to customers.
This means the delivery of a high quality careers information, advice and guidance service that is
flexible and personalised.
NCS Advisers can support customers that are already (or subsequently) engaged with other service
providers.
NCS aims to add value to a customer’s journey at the point when they are most able to take full
advantage of the service – when the customer is ready to get the most out of the service.
The service aims to encourage customers to manage their own careers, to take control and use
available information and online resources.
The new NCS service can be delivered via a number of channels:
– over the telephone,
– by email,
– via facebook and twitter messaging,
– via webinars,
– through group sessions, and also
– via face to face meetings at community venues.
The “NEW” National Careers Service
•
•
The New NCS service has moved to a Payment By Results (PBR) model.
This is centred on three funding measures
– 1) the customer being satisfied with the service they have received,
– 2) the customer being empowered and demonstrating the application of career management
skills and
– 3) their progression into learning and work.
•
The multi-channel service offer provides a real opportunity to review how we can work together to
provide support to ensure greater customisation, making use of a wider range of different media
channels, whilst still providing face to face support for customers in key priority groups where this is
needed.
•
We can discuss with you how the new service offer can best meet your customer needs and at
what point in their journey the support from the National Careers Service would have most impact
in maximising their progression in learning or work
Customers and Priority Groups
Adults accessing the area based service will need to be aged 19+ or aged 18+ if Jobcentre plus
claimants.
The priority groups for the area based service will remain as follows:• Low skilled adults without a level 3 qualification
• Young adults aged 18-24 not in education, employment or training
• Adults facing redundancy, newly redundant or distant from the labour market (that is a customer
who has not been in work for 2 years or more.
• Jobcentre Plus customers on DWP Jobseekers Allowance (JSA) Employment and Support Allowance
(ESA) and in the work related activity group (WRAG) who are unemployed, people who are claiming
Universal Credit who are looking for work and are at least 18 years old.
• Adults in custody aged 18 years or above or an ex-offender
• Adults with learning difficulties and/or difficulties
Summary of contract differences
Old contract
New contract
Priority group customers are
entitled to a max of 3 sessions;
non priority customers are
entitled to one session
No restriction on the number of sessions per customer but this
must focus on the achievement of outcomes and be delivered at
the right time for the customer.
All customers are able to access the same service. It should be
provided at the right time in the customer journey.
Delivery is only face to face
Delivery model is based on the customer’s needs. This can be by
telephone, email, through digital and social media platforms, face
to face or via group sessions
Payment by session
Payment based on 3 outcomes per customer:
Customer satisfaction
Evidence of independent career management
Learning or work outcome (3 months/13 weeks)
Advisers offer a similar service to
each customer delivered via face
to face session(s)
Advisers manage a wide range of customers by caseload, following
through to final outcome and using wide range of techniques and
skills
Greater use of labour market information and employer links
The Offer
The new, flexible service offer could include the following……………
A dedicated adviser
• Each customer is assigned a dedicated adviser – a key contact throughout the career journey
• Specialist advice and career information for each individual, creating a bespoke package of support
• Clear and concise action plans produced to provide evidence of the customer journey and to
support progression
• Up to date labour market information including live job vacancies in your area and information on
employer labour and skill needs in your area
• Motivational boosts – NCS making contact with the customer at key points to boost motivation and
also support retention in learning or work.
Groups
• Tailored group sessions can include CV Writing, Interview Skills, Digital Job Search and can be
adapted to suit particular needs of a client group or link to live vacancies
• Bespoke group work sessions and activities for customers, are designed to develop confidence and
the ability to manage ones own career.
Self service - online tools and information
• Local webpage with labour market information
• Online information sheets and labour market details – job profiles and funding information for
those looking to undertake training
• Online tools such as skills health checks and CV builders – practical tools for customers to use
• Lifelong Learning Accounts
Partnership Work
• We are currently working with
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–
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–
–
–
–
–
–
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Training Providers
Colleges
Jobcentre Plus
Local Authorities
Work Programme Providers
Community Venues
Housing Associations
Probation Service
Community Work Placement Providers
Working Well Providers
Recruitment Agencies
Redundancy Support
Delivery Locations
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•
•
•
•
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•
•
•
•
Manchester
Oldham
Rochdale
Salford
Bury
Bolton
Wigan
Tameside
Stockport
Trafford
Contact Us
Vikas Sahni
Service Manager
(Manchester, Oldham and Rochdale)
Vikas.sahni@theworkcompany.co.uk
07540 920 967
Stacey Burgess
Service Manager
(Bury, Bolton, Salford and Wigan)
Stacey.burgess@theworkcompany.co.uk
07889 604 280