IPA Komponenta IV – Razvoj ljudskih potencijala – Program Europske Unije za Hrvatsku Ured projekta: Lastovska 23, 1000 Zagreb, Ured projekta: Lastovska 23, 1000 Zagreb, Tel: Partner u projektu Projekt provode: Sector Skills Councils – Structures and working practises, the UK model David Tournay

Aims for this morning:  Explore how Sector Councils can effectively work together  Identify the advantages of joint working  Examine mechanisms for supporting joint working

This presentation:  Refresher as to how UK ‘Sector Skills Councils’ work  Provide you with the background and context to later presentation from John McNamara

UK SSC network:  Hospitality and Tourism  Construction and built environment  Science and engineering  Logistics  Passenger transport  Creative and Cultural Skills  Motor industry  Land based industries  Sports and fitness  TV, film and interactive media  Building services engineering  Information Technology  Food manufacturing  Process manufacturing  Retail  Justice sector  Financial Services  Property and housing facilities  Chemicals and pharmaceuticals, Oil  Energy and Utilities  Care and development  Healthcare

History:  Formed in 2004  Government invited employers to form their own SSCs and to bid for a ‘license’  Some were wholly new organisations  Others were formed from existing organisations  Had to demonstrate they had employer support  License to last for 5 years

Supporting Organisations:  Influences work programme of SSCs  Link with Government to gain project funding  Combined voice for SSCs  Co-ordinator of common activities

Common Structure: Board of directors – Industry representatives at senior level Executive Team Standards and Qualifications Labour Market Research PR and marketing Employer Engagement Work with committees and employer focus groups Engage with government and regional employment agencies Promote work via trade press and also lobby government agencies Build links with employers and assist with project implementation

Core roles:  Development of Labour Market Intelligence  Cohesive strategy for qualifications for their sector  Development of National Occupational Standards (NOS)  Stimulate development of qualifications  Lead development of Apprenticeships for sector Similar focus to Croatian Sector Councils!

Other SSC activities:  Promoting of sector to young people  Lobbying government for funding and recognition of the sector  EU funded projects  Influencing the provision of training  Developing clear progression routes

Key Challenges:  Some SSCs have lost their license – failed to achieve quality standard  Central government funding is being reduced – forcing SSCs to cut costs and find efficiencies  Employers being required to put their hands in their own pockets to support skills funding

Lessons that can be learnt from UK SSC model:  Gaining and maintaining employer input and support is vital  Essential that there is a clear focus on what needs to be achieved  Communication with wider employer population very important  Can only make strong arguments with good data

IPA Komponenta IV – Razvoj ljudskih potencijala – Program Europske Unije za Hrvatsku Partner u projektu Projekt provode: Thank you David Tournay