1. Transport Infrastructure Skills Strategy
What have we achieved in our first year?

2. Outline of this presentation
Recap, the Transport Infrastructure Skills Strategy, 2016
Progress and the One year on report
Key priorities for 2017/18

3. The challenge – why does transport need a skills strategy?
Delivering the unprecedented investment in transport
Ageing workforce
Lack of diversity
Increased demand for higher technical skills
Inconsistent incentives through procurement.
Poor perceptions of transport as a career, particularly for women and BAME.
Critical skills shortage
Low productivity
Rising wage inflation

4. Quick recap – what is the TISS?
The Transport Skills Strategy published in Jan 2016 set out how government and industry will:
Address skills underinvestment through delivering 30,000 apprenticeships over the 5 years to 2020 by linking transport infrastructure procurement with skills.
Address the skills gap through increasing the number of higher apprenticeships, increasing the talent pool through a diverse workforce and upskilling the existing workforce.
Establish a home-grown transport skills legacy- through strategic work with schools to promote transport as a career of choice
Recommended 2018 as the Year of Engineering – led by DfT, BEIS, DfE
The TISS established the Strategic Transport Apprenticeship Taskforce to deliver its ambitions

5. And we are gathering momentum – from our original partners…..

6. To the STAT partners…..

7. And so one year on, this is the picture…
To this, sector wide collaboration
And so one year on, this is the picture…

9. Meeting the demand for skilled people
The scale of the need – modelling in roads and rail

10. The scale of the need: Apprenticeship starts by year by organisation – modelled – Road and Rail

11. Scale of the need: 2022 Forecasted skill levels Road and Rail

12. Meeting the demand for skilled people
Driving investment

13. Business Planning
Actual and forecast apprentice starts across the roads and rail sector

14. Actual numbers compared to 2016/17 forecast: First year of reporting we were able to achieve a 23% increase in forecasted supply chain apprenticeship starts

15. Meeting the demand for skilled people
Greater workforce diversity and inclusion

16. We are encouraged by the fact that 39% of starts at the highest NVQ levels are female

17. Diversity of Apprenticeship starts

18. STAT Gender diversity leadership group

19. Developing the right quality skills

20. Developing the right quality skills
Research with Investors in People to provide the basis for an innovative, robust and measurable standard for apprentice employers
Employer motivations and how these reflect the quality of placements
Overall encouraging, but there are also poor perceptions and lack of knowledge about apprenticeships among employers
Key features of a quality apprentice employer are:
Commitment to training and development
Diverse approach
Consistent and dedicated support
Clear progression routes
Good relationship with training provider
Strongly motivated to take on apprentices for business and individual growth

21. Strong and positive response to the quality imperative right across the sector…
Large numbers of standards approved or in development
Rail Sector Skills Delivery Plan
Highways England Skills Plan
Heathrow Skills Taskforce
Maritime UK

22. Securing our future skills

23. Securing our future skills
The development of a sustainable pipeline of skills across the transport sector means that we need to look at the system that feeds the pipeline – from primary schools to Higher Education institutions
Ministerial Advisory Group on Education in Transport, to support us to work more effectively with education providers
Members are experts in education and access
Advice on best practice, finding opportunities, alignment with Year of Engineering
The FE and HE sectors need to be ready to meet the demand our sector we are creating in transport
Promoting transport and logistics to young people in schools
~17k engineering and ~4k transport volunteers nationally through Inspire the Future and STEM Learning

24. Schools volunteering mapped

25. The Year of Engineering is coming…
A year-long, cross-Government campaign, led by the Department for Transport, aimed at raising the profile of engineering amongst 7 to 16 year olds, their families and teachers, and widening the pool of young people that consider engineering as a career.
The Year of Engineering 2018 is a year-long, cross-Government campaign, led by the Department for Transport, aimed at raising the profile of engineering amongst 7 to 16 year olds and widening the pool of young people that consider engineering as a career.
It is a unique opportunity to inspire the engineers who will build our future, and for government to work with hundreds of industry partners to give thousands of young people from all backgrounds direct experiences of engineering.
The campaign aims to improve the desirability of engineering as a career by increasing awareness and understanding amongst young people, their parents and teachers of what engineers do, by:
Offering direct and inspiring experiences of engineering
Encouraging families to ‘take a closer look’ at engineering
Showcasing the variety and creativity of modern engineering.
Delivered through a brand, PR activity, digital content, events, brand partners and building support for existing initiatives.
There are six ways that partners can get involved in the campaign:
Create new activity
Create direct experiences
Participate in an existing initiative or event
Join our multi-partner initiative (details to be confirmed)
Co-brand your activity
Amplify the campaign through your own channels
Visit the partner website to find out more:

26. Key priorities for year 2 include…
Continue to drive investment in skills
Closer working with supply chain, wider collaboration across sectors
Ongoing work to identify key skills shortages and priority areas of focus.
Continuing to keep model updated
Additional survey work to inform inputs on workforce characteristics
Broadening model to cover more modes of transport 
STAT to develop the work started in its first year on
Improved diversity and inclusion across the sector through the diversity leadership group
Ensuring apprenticeships being created are of a high quality
And, instigating new work in supporting social mobility
Key priority for DfT/Ministers is helping our sector work more closely with education providers, so that the right skills are provided, and more young people want to work in our sector.
Driving forward Year of Engineering – working across government and with partners from right across industry

27. Thank you. Please keep in touch Catherine.de_marco@dft.gsi.gov.uk