1. Building a talent pipeline
Growing People
November 2017
Paul Thompson
Employers and Skills Manager
Building a talent pipeline

2. South East Midlands - Growth Sectors
TRANSFORMATIONAL FOR GROWTH
High-Performance Technology
Advanced
Manufacturing
Logistics &
Supply Chain
Cultural &
Creative
KEY SECTORS WITH GROWTH AND/OR HIGH REPLACEMENT NEED
Health/Social Care
Retail/Wholesale
Education
Accommodation/Food
Business & Financial Services
Construction
Ensuring ‘Growing People’ reflects the skills needs of employers in the South-East Midlands with focus on:
Transformational growth sectors, sectors with growth of GVA and employment – High Performance Technology, Advanced Manufacturing, Logistics and Supply Chain, Cultural and Creative
Key growth sectors with employment growth - Health and Social Care, Retail and Wholesale, Education, Construction, Food and Accommodation, Business and Financial Services
Digital is deliberately not shown as a separate group as part of this plan as it a vital integral element within the SEMLEP growth sectors, examples being robotics and mechatronics (Advanced Manufacturing), intelligent mobility (High Performance Technology), automation and process control (Logistics) and media (Creative and Cultural). Fields such as cyber security and data analytics are important to all sectors.

3. South East Midlands - Employment by Occupation Type
The need for people with skills and skilled trades continues to rise in the South-East Midlands.
Currently professional and skilled trades make up 55% of employment in the South-East Midlands and other skilled occupations account for 24%, both with continued growth.
Lower skilled occupations make up the balance of 21% with a negative trend.
(Note: Dotted lines are linear trends and not predictions)
Source: ONS Population Survey
August 2017

4. South East Midlands - Projected qualification levels
Jobs requiring levels higher and degree qualifications will see greatest growth
Projections indicate that there are likely to be significant increases in jobs requiring training/ skills acquisition at level 4 to 6 (Higher/Degree).
Jobs at levels 2 (GCSE A*-C) and 3 (A-Level) will also increase.
Those roles with no qualifications will reduce
[Source: Working Futures]

5. South East Midlands – Hard to Fill Vacancies
From the SEMLEP 2017 Business Survey we see
An increase in the percentage of companies with vacancies for 1 to 9 and over 50 employees over 2015
The smaller businesses have a higher rate of ‘hard to fill’ vacancies than 2015
The top six reasons for hard to fill vacancies are:
Low number of applicants with required skills
Low number of applicants generally
Low number of applicants with required attitude, motivation, personality
Too much competition with other employers
Lack of qualifications the company demands
Lack of work experience the company demands
Source: SEMLEP Business Survey
2017

6. South East Midlands – Hard to Fill Vacancies
The trend for the proportion of businesses reporting that applicants lack skills has reduced from 63% in 2014 to 53% in 2017 with all types reducing.
When asked the top five skills lacking from applicants were quoted as:
Job Specific
Technical or Practical Skills
Sales and Marketing
General Employability (Core Competencies)
Customer Service Skills
Source: SEMLEP Business Survey
2017

7. South East Midlands – Skills Gaps in Existing Workforce
Reported skills gaps in the existing workforce have reduced in businesses with 1 to 9 and over 50 employees. The proportion of businesses with 10 to 49 employees reporting a skills gap, has increased from 35% in 2015 to 54% in 2017.
The top six skills gaps in the existing workforce are:
Technical or Practical Skills
Job Specific
Sales and Marketing
Advanced IT Skills
General Employability (Core Competencies)
Source: SEMLEP Business Survey
2017

8. South East Midlands - challenges for employers, educators and individuals
Skills gaps within the workforce and lack of skills held by applicants needed by employers
Education leavers - not being work ready, number of businesses quoting from school 12%, college 11% and university 8%
There is some CEIAG provision and STEM activity in schools but little evidence of relevance to opportunities of SEM labour market
An ageing workforce
Lack of applicants
Preconceived ideas of opportunities that the sectors offer
Capacity of relevant and appropriate provision and pathways
Awareness of education and training pathways and provision
BREXIT
Digital – pace and knowledge
We currently have skill related challenges affecting the economies nationally and within the SEMLEP area;
As shown, skills gaps within the workforce and lack of skills needed by employers held by applicants
Education leavers not being ready for work. The proportion of businesses reporting an issue being 12% for school leavers, 11% for further education colleges and 8% from universities
Careers and Enterprise, Information and Guidance and STEM activity not being relevant to SEM labour market and employer needs
Ageing population – the proportion of the working age population is predicted to increase over the next 20 years but this will not keep pace with the net job growth. There will be a significant increase in those over 50 who will require personal skill development and some re-skilling to ensure they are retained in the workforce.
A lack of applicants either through:
A lack of understanding of what opportunities some sectors have to offer
Relevant and appropriate skills provision and attainment capacity needed by employers, employees and individuals
A lack of awareness by individuals and businesses of pathways and provision available
BREXIT – whilst no definitive understanding of the impact on migration patterns is known, the availability of a workforce from the EU is already seeing a reduction. This trend and any subsequent movement restrictions will more than likely result in labour shortages in some sectors and across all skill levels.
Digital – the growth of the digital tech sector and the increasing pace of the introduction of the use of digital technology in other sectors will continuously have an impact on the way we work and job roles. This digital revolution offers opportunity for those with digital, creative and technical skills and will increase demands for resilience, up-skilling and re-skilling.

9. Employment and a Career
‘Growing People’ Skills Plan - Lifelong Development
9-11
11-14
14-16
16-19
19-24
+24
Employment and a Career
Aware
Inspire
Aspire
Inform
Continuous Development and Engagement
CPD
Up-skilling
Re-skilling
Leadership skills
Enable employment
Re-engagement
English & numeracy
Training Awareness
Business start up
Develop basic
Numeracy
Literacy
Develop core competencies
Communication
Confidence
Initiative
Organisation
Problem Solving
Resilience
Teamwork
Basic IT
Encourage Creativity
The SEMLEP Growing People plan aims to provide a talent pipeline to meet employer needs, utilising best practice and innovation, with high impact through employer engagement and will increase relevant skills and attainment levels. The plan comprises the phases:
Aware (age 9-12)
Introduce the world of work in the South-East Midlands, nationally and globally, the benefits it offers, the importance of education and introduce the need for the development of skills and competencies
Inspire, Aspire and Inform (11-16)
Showcase career opportunities in sectors including job types, earning potential, local company profiles, pathways for entry and where to study, relevance of competencies to sector and employer needs. Inspire young people and raise aspirations through role models, talks, site visits and mentoring.
Develop basic numeracy and literacy (9-14)
Support school work and activity with employer engagement to highlight relevancy of subjects for future life. Use financial capability to boost numeracy.
Develop Competencies (14-19)
Develop core competencies, sometimes referred to as ‘life’ or ‘transferable’ skills (not soft’) through embedding their use within curriculum and subjects, work experience, enterprise activities, extra-curricular activities including volunteering
Develop Key Employability Skills (+16)
Develop through vocational and technical education, apprenticeships, traineeships and study programme. For more academic pathways develop through work experience, internships and industrial placements.
Continuous Development and Engagement (+19)
For those in employment, seeking employment or enabling those with barriers to overcome. Includes re-skilling, up-skilling and the development of managerial/leadership skills. This group is usually supported by SEMLEP through ESIF activity and the growth hubs.
Develop Key Employability Skills
Job specific
Technical or practical skills
Digital/Advanced IT skills
Customer service
Talent pipeline:
Meets employer needs
Through best practice & innovation
Has high impact with employer engagement
Increases relevant skills & attainment levels

10. SEMLEP Sector Skills Forums Careers and Enterprise
SEMLEP Skills Plan - Employer and sector driven
Developing understanding between sectors and educators and trainers through employer sector skills forums and focused working groups
FuSE
Strategy
Operational
SEMLEP Sector Skills Forums
SEMU
Vice-Chancellors
Operational
SEMLEP Skills
Board
SEMLEP
Board
Skills Forum
Training Providers
Third Sector
Agencies
Local Authorities
Growing People is employer and sector driven.
To gain a deeper understanding of the needs of employers, SEMLEP will facilitate Sector Skills Forums that will include representatives from business and sector bodies with knowledge of skills needs, challenges and what works.
This information will be collated and passed to our working groups representing Further Education (FuSE), Higher Educations (SEMU), training providers, agencies, third sector and local authorities (Skills Forums) and schools (Careers and Enterprise).
FuSE will have a new operational group based around employer engagement and apprenticeships and a new Careers and Enterprise Operational group comprising local providers, CEC funded organisations and the outreach of the local colleges and universities, will ensure activity in schools is focused inline with the plan.
A new SEMLEP Skills Board will provide governance of the Growing People Skills plan and will report to the SEMLEP Board.
All dialogue should be two way to promote better understanding of challenges faced and joint working to overcome them.
Careers and Enterprise
Operational
School Networks
EA Networks

11. SEMLEP Skills Plan - Employer and sector driven
Developing better understanding between businesses and educators
SEMLEP Sector Working Groups and Skills Forums
Business
Sector Bodies
LA Sector Groups
SEMLEP Research and Economic Analyst
Business Networks
NEEDS and EVIDENCE
Industrial Strategy Sector Groups
FuSE
SEMU
LA Employability and Skills Groups
Careers and Enterprise
In addition to our own networks, working groups and the work of our Research and Data Analyst, SEMLEP will seek to participate and contribute to other networks and organisational groups to gain further evidence of needs and best practice.
If a group already exists that already fulfils the function of a sector skills forum, SEMLEP will seek permission to engage with that group and avoid duplication.
LA Economic Development Officers
Skills Forum

12. SEMLEP Skills Plan - Aligning Activity to Employer Needs
Alignment of provision versus need
Capacity
Apprenticeships
Post 16 education provision
Funding including capital investment
SEMLEP Growth Hub workshops
Activity and programmes in schools, colleges, HE and extra curricular
Local Authorities
Employer Engagement
People
Higher Education
Further Education
Training Providers
Schools
Aligned to ensure
Skilled people
Growth
Productivity
Through the working groups SEMLEP will ensure that stakeholders are aware of and activity is aligned with employer needs.
This primarily relates to capacity of:
Apprenticeships of all types and levels
Post 16 education provision including traditional academic pathways, higher and degree level apprenticeships and the new T-Levels as they come through
Funding, including European funding targeting at those with barriers to and within work, the future UK Prosperity Fund and Local Growth Fund
SEMLEP growth hub workshops based on surveys of businesses
Activity and provision being delivered in schools, colleges, higher education and extra curricular.
The aim is that all stakeholders are targeting their efforts to employer needs that will lead to economic growth and productivity. This will also benefit individuals through quality employment and prosperity.

13. SEMLEP Skills Plan - Capacity to meet employer needs
Further Education
Milton Keynes Hospital Academic Centre
University of Buckingham (2018)
Bedford College Advanced Engineering Centre (2018)
Central Bedfordshire College Engineering and Construction Skills Centre (opened September 2017)
+ opportunities through Institutes of Technology and SEMLEP Skills Capital Fund
An examples of capacity development include the use of the Local Growth Fund in developing new facilities to support the development of the talent pipeline.
Bedford College Advanced Engineering Centre - £2.5M
This new building will offer employers great new space for electrical and engineering training in conjunction with raising skills levels and boosting productivity in the town. Complete Summer 2018.
Milton Keynes Academic Centre, The University of Buckingham - £2M
Providing training facilities on the Milton Keynes Hospital site. This centre will deliver training and education of the University’s own medical undergraduate students as well as a wide range of health professionals from the Milton Keynes Hospital NHS Foundation Trust.
Engineering and Construction Skills, Central Bedfordshire College - £2.5M
The new building in Leighton Buzzard has been created with the support of local employers to develop engineering and construction skills . The facility opened in September 2017.
The Northampton College Daventry Campus - £6.5M
An inspirational new learning environment for the town which can deliver a range of Further education and meet the needs including a Digital Academy, each student using a Google Chromebook. Opened in Spring 2017
Food and drink innovation centre, Moulton College - £3.5M
This project will offer a focal point and business space to the food and drink sector allowing skills development and further sector growth. Due to complete Summer 2018
Further opportunities exist through the £170m of funding for Institutes of Technology, focused on STEM and higher level education together with the SEMLEP Skills Capital Fund of £10m.
Northampton College Daventry Campus
Food and Drink Innovation Centre, Moulton College

14. University of Northampton University of Bedfordshire
SEMLEP Skills Plan - Capacity to meet employer needs
Higher Education
University of Northampton
Waterside Campus
University of Bedfordshire
STEM Building
In addition projects for Higher education include:
University of Bedfordshire new Science, Technology, Engineering and Mathematics (STEM) building (£40m) at its Luton Campus. With 6000m2 of teaching and laboratory space, it will allow the University to offer a wide range of new science courses including Pharmacy, Nutrition, Physics, Biochemistry, Chemistry, Geology and Mechanical Engineering. It will also include a new Science and Engineering Outreach Centre to promote the value of science and engineering to local schools and the wider community.
The University of Northampton’s innovative £330m Waterside Campus development will transform a 58 acre brownfield site along the River Nene into a vibrant cultural and social attraction, drawing in students and visitors from across the county and further afield.
The Digital Aviation Research and Technology Centre (DARTeC) is being built at Cranfield University and will spearhead the UK’s research into digital aviation technology. The Centre will address research challenges facing the aviation industry such as the integration of drones into civilian airspace, the efficiency of airports through technological advances, creating safe, secure shared airspace through secure data communication infrastructures and increasing the reliability and availability of aircraft through self-sensing, self-aware technologies.
Cranfield is also nearing completion of a new £9 million Multi-User Environment for Autonomous Vehicle Innovation research facility to support the development of autonomous transport vehicles and related systems. This includes a mile of ‘shared surface’ fully functioning roadway and pedestrian access through the centre of the campus.
Cranfield University
Digital Aviation Research and Technology Centre and Multi-User Environment for Autonomous Vehicle Innovation

15. SEMLEP Skills Plan – Barriers to/Progression Within Work
Activity primarily supported through European Social Funding aimed at:
Access to employment for unemployed individuals who are furthest away from the job market
Holistic Support to young people to be work ready for NEET and pre-NEET. Particular focus on those who have a disability
Active inclusion for those more distant from the labour market, facing multiple complex barriers to gain or progress within employment
Access to lifelong learning to improve skills for those in work, especially those at risk due to skill deficiencies
Improving labour market relevance of training and education systems through employer participation and engagement
Particular focus on:
female and BAME participation
SME engagement
Construction and health and social care sectors
Rural communities
The activity to support enabling and re-engagement into work, together with re-skilling and up-skilling, will be primarily supported through the European Social Fund with an estimated value of £27m.
This will include:
Access to employment for unemployed individuals who are furthest away from the job market allowing them to tackle barriers to work and enter sustainable employment
Holistic Support to young people to be work ready for NEET and pre-NEET. This includes lone parents and carers. Particular focus on those who have a disability
Active inclusion for those more distant from the labour market, facing multiple complex barriers to gain or progress within employment. This cohort include the homeless, ex-offenders, troubled families, re-engagement of those needing mental well being support, long-term unemployed and parent returners
Access to lifelong learning to improve skills for those in work, especially those at risk due to skill deficiencies. Pre-qualification initiatives for individuals that have low literacy levels, work with SME’s around individual CPD, support employed individuals with a disability or mental health issue to access support and support for over 50’s to develop skills
Improving labour markets relevance of training and educations systems through employer participation and engagement by providing training from level 2-3 upwards developing innovative brokerage models focusing on engagement, providing the training and recruitment of apprenticeship assessors at all levels, building capacity for SMEs to help understand the benefits and opportunities of apprenticeship, internship and work placement programmes and champion support for self-employment and skills development for SME owners especially for women and entrepreneurs from BAME communities.
Particular focus on:
female and BAME participation
SME engagement
Construction and health and social care sectors
Rural communities

16. SEMLEP Skills Plan - Relevant Provision, Right Time
Sector Focused Knowledge, Attitude, Competencies and Skills Development through Employer Engagement
Education Phase
Primary
Secondary
Further Education and Sixth Form
Higher Education and Adult
Age Range
9-10
10-11
11-12
12-13
13-14
14-15
15-16
16-17
17-18
18-19
19-20
20-21
21-22
+22
Desired Outcomes
Aware
Inspire - Aspire - Inform
Develop Competencies
Develop Key Employability Skills
High Impact Sector Focused
Enterprise Activities
Workplace visits
Work experience
Medium Impact Sector Focus
Talks and Websites
Employability Workshops
Employer-Delivered Learning
Work shadowing
High Impact Person Focus
Mentoring
Medium Impact Person
Focus
Volunteering and Citizenship
CV Workshops
Mock Interviews
Priority activity
High impact
Medium impact
The Growing People skills plan puts greater emphasis on ‘prevention’ rather than ‘cure’. We need to ensure there is a high quality young talent pipeline.
It is also important that young people aged 11 to 13 have the opportunities to see what options are available both in terms of careers and pathways before their GCSE choices.
There is considerable evidence that quality employer engagement with young people whilst in education has impact in preventing young people becoming NEET and in making more informed choices for careers and education.
The Gatsby report highlighted what types of employer engagement activity has an impact and work by the Careers and Enterprise Company provides an indication of what age the provision has most impact.
From our work in schools, ensuring plans for careers and employability education are in place, teacher and careers advisers find the list of options too long.

17. SEMLEP Skills Plan - Efficient, Effective Provision
Need and relevancy driven from employers
Focused activity and labour market information
Talks
Site Visits
Mentoring
Enterprise
Work Experience
For this reason SEMLEP have selected five type of provision that are proven to make a difference and offer efficient and effective conduits for employers to engage with schools and young people through relevant provision to the labour market.
SEMLEP will not act as gate keepers and will encourage schools to continue using provision that has evidence of impact, together with mock interviews and quality guidance for the creation of a CV and/or personal statement.
Talks provide the opportunity for role models to work with relevant cohorts of young people such as female engineers with young women, a successful person from a local community, etc. Focus will be given to female aspirations for high skill and professional careers and BAME in the Advanced Manufacturing, HPT and Construction sectors. Talks also include overviews of the opportunities within the South East Midlands to year groups.
Site Visits – asking businesses to open their doors to allow small groups of young people to see places of work, understand what they do and what job roles are performed in a business.
Mentoring – one to one support from a person from a business or community. Usually aimed at those at risk of disengagement although equally beneficial to students requiring alternative learning and some high ability students. Currently 4 activities are funded by CEC in SEM.
Quality enterprise activity, i.e. engagement with the public or a social enterprise with employer support through a business adviser or coach.
Work experience – again this needs to be of a quality. Traditionally schools have offered work experience at age Employers struggle to accommodate this age group and SEMLEP will promote age in line with the requirement of the new T-Levels. All students should gain some work experience irrespective of which pathway they take and this includes part-time jobs, internships and volunteering.
High-Performance Technology
Growing and replacing sectors
Logistics
Advanced Manufacturing
Cultural and Creative

18. SEMLEP Skills Plan - Employer and sector driven LMI
Education Phase
Primary
Secondary
Further Education and Sixth Form
Higher Education
and Adult
Age Range
9-11
11-16
16-18
+18
LMI introduction
infographic based outlining the local economy and sector focus
Sector themed LMI
digital, sector based including definitions, opportunity, job types, earning potential, local company profiles, pathways for entry and where to study, relevance of competencies to sector and employer needs
aimed at HE, agencies and training providers, sector based including definitions of sectors, where opportunities will be, job types, earning potential, local company profiles, pathways for entry and where to study
Use by schools, colleges, training providers, local authorities, agencies
End users
Individuals
Parents/carers
Available to stakeholders
Detailed LMI information with evidence base
Quality labour market information is important for people to make informed choices about careers and pathways.
There Is currently a lack of local labour market information available in appropriate formats for people, educators and parents/carers to use.
SEMLEP will create a range of digital resources based on the sectors to inform about and sign post the opportunities and pathways within the area.
The labour market information will be age appropriate and suitable for branding by partners.
The raw data and detailed information needed to create these resources will be made available to stakeholders.
Focused relevant LMI for use by all stakeholders. All material will be digital and appropriate for branding by users

19. Vocational/Technical Vocational/Technical
SEMLEP Skills Plan - Promotion of Relevant Pathways
Vocational/Technical
Higher
Education
+19
Employment & Career
A-Level
Vocational/Technical
Study
Programme
+16
GCSE
Vocational
14-16
No ‘better’ or ‘worse’ pathway just the relevant route for a career
Part of the purpose of the labour market information will be to show the alternative pathways to a career that a person wants.
The main message is that there is no right or wrong, or better or worse way, just the best way for the individual and the employer to enter a career and employment.
Key stages 1, 2 & 3 in education

20. SEMLEP Skills Plan - Apprenticeships
Growing list of functions through training partners - multiple providers and further education in South East Midlands
Introduction of Higher and Degree Levels
Use of levy
Promoting the benefits through resources, Apprenticeship Champions and Ambassadors
Help businesses to navigate process
Apprenticeships offer a pathway for a career with the additional benefits of the development of core competencies and key employability skills both for the individual and the employer.
There are a growing list of functions through various training partners such as training providers, further and higher education in South East Midlands
The introduction of the new Higher and Degree Levels will offer opportunities for people to take a pathway at a higher skill level as required by many employers
Larger companies are using the levy in imaginative ways including the recruitment of new staff and upskilling existing employees.
SEMLEP working with partners will actively promote the benefits of apprenticeships to young people through resources, the training of an Apprenticeship Champion in every school and the recruitment of Young Ambassadors, young apprentices who will talk to groups of young people to inspire them to take the same pathway as them.
SEMLEP will continue to help businesses to navigate the process both with the SME Brokerage service through the Velocity Growth Hub and promotional work through social media and the National Apprenticeship Show.

21. SEMLEP Skills Plan - Apprenticeships
Encouraging the proportion of businesses of all sizes who have an apprentice(s) is increasing and apprenticeship participations are now close to 30,000 in the South East Midlands.
In addition the proportion of businesses with over 10 employees that would not consider having an apprentice is reducing. Only small businesses show a small increase in those that would not take on an apprentice which we believe to be a reflection on the uncertainty of the economy primarily due to Brexit.
The main reasons for not considering an apprentice are:
No current business need
Size of business too small
Business/type of work is unsuitable for apprentices
Prefer to employ people are job ready
SEMLEP will focus on and work through the Growth hubs and other partners to address the perception of ‘a business being too small’.

22. SEMLEP Skills Plan - Employer Engagement
Employers can make a difference through engagement
Enterprise Advisers – assist with planning in schools and driving employer engagement
Inspirers – to work with and motivate people through focused, relevant provision
Facilitating relevant provision
Informing for provision content, attainment types and LMI
Employer engagement is key to the success of Growing People.
Many employers do already engage through some types of activity and as would be expected the larger employers have the highest engagement rates.
To encourage more employer engagement, especially from the smaller businesses, SEMLEP will promote 4 methods of engagement:
Enterprise Advisers – assist with careers and employability planning in schools and driving employer engagement through the 5 types of provision
Inspirers – to work with and motivate people through focused, relevant provision either in schools, further or higher education and with adults
Facilitating relevant provision through hosting, creating or funding activity
Informing for either provision content, attainment types and labour market information

23. SEMLEP Skills Plan – Building a Talent Pipeline
Meets employer needs
Through best practice & innovation
Has high impact with employer engagement
Increases relevant skills & attainment levels
For more information contact:
Paul Thompson T: T:
We believe the strategy outlined in Growing People will meet the aims creating a talent pipeline that:
Meets employer needs
Promotes use of best practice & innovation
Will have high impact with employer engagement
Will increase the relevant skills & attainment levels
For further information and/or to find out how you can be involved contact:
Paul Thompson T: T: