• 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 – – – – – – – – – – – – 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 • • • • • • • • • • Manchester Oldham Rochdale Salford Bury Bolton Wigan Tameside Stockport Trafford Contact Us Vikas Sahni Service Manager (Manchester, Oldham and Rochdale) [email protected] 07540 920 967 Stacey Burgess Service Manager (Bury, Bolton, Salford and Wigan) [email protected] 07889 604 280
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