1. Employer Engagement and Learner Outcomes The South West Higher Level Skills Pathfinder Project Deborah Winwood, Project Manager The South West Higher Level Skills Pathfinder Project Deborah Winwood, Project Manager

2. Aims and objectives of HLSPP  To build on successful employer engagement activity within the region to: embed HE in employer workforce development and skills strategies regionally and at a business sector level bring about a step change from supply-led to demand-led provision for businesses  By exploring and testing ways of connecting employers and HE on a regional basis to: Increase demand from employers for higher level skills development Help HE respond to them

3. HLSPP approach  Team of 12 Intermediaries testing methodologies to engage employers and assist HEIs/FECs to respond to demand led higher level skills development.  A capacity building fund to support the high risk activity of developing new demand led provision  Researchers exploring and interpreting existing and emerging employer engagement to identify barriers and drivers.  Development of an framework for accreditation and credit transfer. (Shell Framework)Shell Framework

4. HLSP Intermediary activity Stimulate employer demand Assist HE to respond Approaching employers Engaging in the concept ONA for business improvement Defining Higher Level training Managing the relationship with HE Outline specification of training need Creating viable cohorts Managing the client – supplier relationship Linking to useful collaborations Discrete funded sub-projects

5. Employer outputs – to March 2009 2400 contacted 38% engaged 590 needs analysis 340 Solutions agreed 4000 learners expected Demand 205 solutions delivered 1350 learners 27 discrete sub-projects for new programmes 3 major HEI collaborative responses Response

6. Designing and delivering an appropriate learning package Level FDs and NVQs Masters & PhD Design Off-the-shelf Tailored Accreditation Unaccredited Accredited Scale Small scale/ad hoc Mass provision Full range 300 + 600 L6

7. Designing and delivering an appropriate learning package IV. Assessment or accreditation of in-company learning e.g. awarding academic credits for in-house provision III. Short bespoke courses, workshops and seminars e.g. CPD, access to HE, forums (often unaccredited) II. Enhancing existing provision e.g. integrating work based modules into degree programmes I. Major new ventures with employers e.g. new foundation degrees, MSc programmes

11. Aligning the fit HE Providers corporate plan Employers business plan Learners life/career plan

12. Benefits to learners Taste of HE learning Access to bite size learning Flexible delivery Option for credit accumulation Choice of accreditation or not

13. Benefits to employers Workforce development aligned with business critical functions Delivery to suit business priorities Access to expert knowledge and emerging technologies New or strengthened relationship with HE

14. Opportunities for HE Potential for increased P/T learner numbers Update knowledge of current industry practices New relationships with businesses that have potential for other collaborative activity aligned to strategic business plans

15. Supporting the provision Drivers –Capacity building fund to cover the development costs –Academic with a passion for the topic or employer collaboration –Employer with enthusiasm Inhibitors –Lack of academic time –Employers withdrawing their support –Size of demand –Funding of delivery

16. Defining the focus…  Aligning interests and capabilities  Working effectively with partners  Building on areas of strength/capability  Meeting the needs of employers, learners and HEIs Higher Skills Resources Higher Skills Toolkit and ONA Higher Skills Case Studies