Employer-Led Education Business BE INVOLVED •
To learn more about the Skills for Growth Agreement go to
www.liverpoollep.org
• To fi nd out how you can be involved in the Stobart Group Programme or the future National Industrial Partnership for Logistics email
kirsty.adams@
informa.com.
• If you are a logistics business, and you would like to learn how you can access funding to co-invest with government and develop your own employer-led training scheme, please email sam.
lewis@liverpoollep.org or visit www.
skillsforgrowthbank.org.uk.
• Please note: The LEP welcome contact from all logistics employers, especially those within the Liverpool City Region.
be based on what is actually needed.” SKILLS FOR GROWTH AGREEMENT
The development of courses based on what’s actually needed, will be a long lasting legacy for Liverpool, if the sector’s plans go to, well, plan. Alongside concerns of a skills gap due to the sector’s ageing profession, is a SuperPort Skills for Growth Agreement*, which is employer-led. The purpose of the agreement is better promotion of the sector, to capture the current and future skills needs of the region of businesses and communicate it to schools, colleges, learning providers and universities to enable them to plan courses. It aims to infl uence, the infl uencers. Did we mention it was employer-led? This agreement, developed by the Local Enterprise Partnership’s (LEP) SuperPort Committee working with the local Skills and Employment Board, has been developed so that employers work with skills providers to resolve the mismatch in employment and skills. This is especially important given the forecast growth in the industry. The City Region has this employer led approach for each of the key sectors where it anticipates growth and a Skills for Growth Bank has also been developed in the city region to help employers meet future skills challenges. The LEP are eager to talk to any organisation involved in the logistics “end to end” service according to LEP executive director, Mark Basnett. “We want to act as a broker, to speak to employers, and see how we can support them.” Mark says that employers could receive from £1,000 to £1 million pound of funding. “There is £32 million available in the Skills for Growth Fund, to go towards employer-led designed skills packages.”
EMPLOYER OWNERSHIP PILOT
choose logistics. The fi eld is ‘invisible’ in the GCSE level curriculum. “Since young people can only make career decisions based on what they know, inevitably, they do not choose logistics,” says Professor David Menachof, the Peter Thompson Chair in Port Logistics.
LACK OF SKILLS
Lack of awareness isn’t the only issue which has been raised. Courses that have or do exist haven’t necessarily been based on what’s actually needed, according to some employers. Bernard Malloy tells us, it’s employer-led programmes our industry needs: “The people who have the need; [the employers] they know what skills they are short of, and where there is a lack of skills. It’s no good academics inventing a course; it needs to
Stobart Group’s Employer Ownership Pilot, ‘The Smart Business Academy’, which they developed alongside HarperCo, is due to be delivered on a national level. It supports the Skills for Growth Agreement in the Liverpool City Region and is one example of employer- led packages which have come out of the fund. The Stobart Group’s scholarship has been developed by twenty large employers working in the transport, logistics and supply chain sector. The company has been awarded £10 million pound, and have co-invested, to develop and deliver the scheme which includes development of the education programme and raising awareness in schools. It will include working with organisations like the Prince’s Trust to go into schools and rearticulate logistics and the supply chain to
www.shdlogistics.com
students. As well as promotion they aim to fi ll existing ‘gaps’ in course frameworks. They are developing a framework which includes clear career progression. Kate Willard, corporate affairs director and company secretary at Stobart Group, who leads on the programme, informs us that here lays a huge and very important gap which acts as a fi erce deterrent. “The biggest gap is the progression route, which is all about motivating people to move forward. We’re providing a framework which allows them to do so. It’s about ensuring they have a skills path. The great thing about progression, and we only realise this because employers are leading, is the recognition it gives employees.” Commercial and business skills were identifi ed by the collaboration of employers, and fed into the Stobart scheme, as skills which needed to play a bigger part in the programme. These include modules like project management and negotiation. Kate is eager to stress, that new employees need to be more “work-ready”. Stobart doesn’t have a launch date for the programme yet, as fi nal discussions continue with government, due to the complexity of the scheme, but Kate says they would prefer to continue discussions than compromise their programme: “We want to stick to the values of the programme we submitted with our twenty large employers.” (Offi cial launch date will be announced on www.
shdlogistics.com in the next few weeks).
EMPLOYER LED
Stobart Group, and other employers tackling the issues we have to face in the infl uence and training of young people, will give us a younger workforce, or a greater ability to attract young people. Kate also says she hopes it will attract more women…“or a better balance of women, so our businesses perform better.” We encourage employers to take
part in the City Region’s effort to match supply with demand for skills which will optimise job creation. If you are an employer, Liverpool based or otherwise, and you agree with employer-led education, see our ‘Be Involved’ links above.
*This agreement, produced by the Liverpool City Region Labour Market Information Service, is one of a suite of 10 agreements that will be produced for key sectors and employment locations within the City Region.
www.liverpoollep.org September 2014 21
EMPLOYER – LED EDUCATION
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