Sussex Learning Network Conference 21st June 2006 James Emmett SkillsActive South East Regional Deve

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(No Transcript)
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Sussex Learning NetworkConference21st
June 2006James EmmettSkillsActive South East
Regional Development Manager
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Format of Todays Presentation

• Introduction to SkillsActive and regional
  activity
• The Sector Skills Agreement process
• The current state of play for the region
• The Vision for Sport and Recreation in the South
  East
• The key priority areas of the Sector Skills
  Agreement
• The regional cultural skills agenda and the
  Olympics

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SkillsActive The Sector Skills Agreement
Shaping skills for the future

• Employer led organisation representing sport and
  recreation, health fitness, the outdoors and
  caravan industries (Est 2003)
• Key messages from the SSA nationally and
  regionally
• Improve Recruitment
• Improve Retention
• Professionalise and Upskill Existing Workforce
• Match supply of training to Employers needs
• Redirect Funding
• Increased Sector Investment in our people

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Our Industry

• Key baselines for the South East
• Up to 6,500 establishments in sport and
  recreation, health and fitness, the outdoors and
  the caravan industry
• Up to 89,000 people in paid jobs and approx
  800,000 volunteers supporting the sector
• Sports and recreation is the largest of the
  sub-sectors, with 64 of GVA and 68 of
  employment.

Source Experian Business Strategies 2005
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Our Industry

• Paid employment in the South East will grow by
  31 to over 117,000 people by 2014 (modest
  forecast)
• Other forecasts suggest our sectors workforce
  may double by 2020 owing to the increase in
  participation
• 28,000 new paid jobs are expected (min) to 2014
  (annual growth of around 3).
• There is also a high level of staff turnover (ave
  14) in the sector. By 2014, over 145,000 paid
  jobs will need to be filled as a result of people
  leaving their jobs.  Therefore 172,395 jobs will
  need filling.

Source Experian Business Strategies 2005
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Our Industry

• Key baselines for SkillsActive workforce in the
  South East
• 60 of the is female and 40 male.
• 56 of the workforce is part time and 44
  full-time.
• 10 of the workforce (9,000 people) in the sector
  is self-employed.
• 8 of the paid workforce have no qualifications,
  19 have Level 1, 22 are qualified to Level 2
  and 20 are at Level 3.
• Most (28) are Level 4 with 7 at Level 5.

Source Experian Business Strategies 2005
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Our Industry

• 28 of companies had skills gaps (same as
  national rate)
• The skills most in need of improvement were Basic
  computer / IT skills, communications and sport
  specific technical skills
• 52 of employers had vacancies in last 12 months
• 34 experienced hard to fill vacancies
• 12 of employers experienced skill shortage
  vacancies
• Trained staff in the South East attended an
  average of 6 days training. This compares to an
  average of 9 days nationally .

Source Experian Business Strategies 2005 / NESS
2003 / SkillsActive Sport, Fitness and Outdoors
Employment and Skills Survey 2005
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Vision for the South East (1)

• More skilled people on the ground
• A regional stakeholder forum influencing policy
• Effective employer networks
• Effective training provider networks
• Increased flexibility in learning provision,
  meeting the wide range of personal, technical and
  key skills identified as gaps
• A greater of workforce achieving higher of
  quals moving the industry to our goal of
  professionalism

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Vision for the South East (2)

• A greater of training deemed relevant by
  industry
• A valued and recognised volunteer workforce
• A region that leads the way in linking sport,
  community regeneration and employment pathways
• A sector with a hugely positive careers image by
  2012 and sustained thereafter through a confident
  network of advice and guidance
• Influential alliances and programmes of work
  agreed between health, youth and sport agencies
  to tackle social and economic issues in the
  regional leading to better quality of life

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The Right People with the Right Skills

• Six KEY Priorities for action
• Improve quality and range of services
• Improve Recruitment and Retention
• Professionalise and Upskill Existing Workforce
• Match Supply to Demand
• Re-direct Funding
• Increase sector investment in our people

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• Improve quality and range of services
• Partnership working and communication with
  stakeholders
• Increase the uptake of business support schemes
  in the region
• Provide date to influence regional policy and
  improve sector recognition
• Conduct relevant research to inform sub-regional
  workforce development
• Maximise the 2012 games opportunities for the
  region
• Ensure sector responsiveness to regional skills
  priorities
• Improve health and well-being

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• Improve Recruitment and Retention
• Raise individual aspirations and demand for
  learning
• Information/14-19 pathways/AfC/2012
• Establish employment routeways into the sector
• Social enterprise/community engagement
• Promote the wide range of careers opportunities
  within the active leisure and learning sector
• Collaboration with advice and guidance networks
• Careers training sessions

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• Professionalise and Up-skill Existing Workforce
• Registers Fitness / Playwork / Caravans
• Improve the Percentage of Coaches with a
  Qualification
• Up-skill the Existing Workforce
• Develop 1,800 people from provisional to full
  members of REPs
• Develop a register of playwork professionals
• Fitness instructors to level 3 for special
  populations and GP referrals
• Improve qualification levels in caravans
• Improve take-up of playwork specific
  qualifications
• Improve the take-up of vocational qualifications
  by volunteers

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Match Supply to Demand (1)

• Establish a regional wide portfolio of
  fit-for-purpose training supply for employers and
  the future workforce to access
• Introduce FE destination data
• Employer contribution to design of courses
• Raise employers awareness of NOS
• Raise employers awareness of ALI and Ofsted
• Assessed work experience
• Mentored volunteering for course credits
• Quality trainers and assessors
• Endorsement Programme / Quality Mark

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Match Supply to Demand (2)

• A Programme to Improve Graduate (Sports Science)
  Employability
• HE to publish an employability index
• Better careers advice to aid choice of modules
• Introduce more vocational elements - HEIs to work
  in partnership with VRQ providers / NGBs
• Introduce more vocational degrees e.g. Foundation
  Degrees
• Assessed work experience
• Mentored volunteering for course credits
• Quality trainers and assessors

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• Match Supply to Demand (3)
• Develop New Qualifications
• Foundation Degree Equivalent in Playwork in
  Northern Ireland and Scotland
• Foundation Degree in Caravans
• Management and Leadership Training
• Getting NGB Qualifications on the NQF
• Improve Standardisation and Transferability of
  Qualifications
• Registers (Playwork, Fitness, Caravans)
• Skills Passports
• Explore Database of Provision
• National Skills Academy
• Facilitate the input of employers to training
  provider networks

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• Re-direct Funding
• Identify appropriate funding sources to support
  training needs and qualification attainment
  across the sector
• Increase pubic sector funding into vocational
  training within the sector
• Reduce barriers to accessing training more
  local, flexible, work-based training
• Agree investment into coaching and exercise
  fitness training initiatives and AASE Advanced
  Apprenticeships in Sporting Excellence
• Funding for 25, Job Changers and Volunteers
• Joined Up Funding
• Reduce Bureaucracy of Funding Applications
• National Contracts for National Governing Bodies
• Parity of Funding Across the Regions and
  Countries of the UK

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• Increase sector investment in our people
• Establish a shared commitment to improve skills
  within the workforce
• Increase employer demand for, and investment in,
  skills within the workforce
• Creation and maintenance of an effective employer
  forum
• Encourage employers to conduct and use personal
  development plans to meet business objectives
• Embed training into project funding
• Explore Quality Work Experience for Students,
  Tutors and Assessors
• Encourage Employers Use of Workforce Development
  Planning Tools
• Increase Training Levels in the Sector
• Mentored and Assessed Volunteering Experience
• Raise Understanding and Utilisation National
  Occupational Standards
• Embed Training in Project Funding Contracts
• Monitor and review the impact of investment in
  skills by employers

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• The Regional Cultural/Olympic Skills Agenda
• Cultural industry clustering
• Cultural Learning Group
• The impact of 2012
• Regional Skills for Productivity Alliance
• Regional Olympic Coordinating Group
• Regional Olympic Skills Task Group
• 14-19 agenda
• Engagement
• Workforce Development