Paul Hannant, Lancashire Skills and Employment Hub
Every conversation you have with the businesses, there is always an element of skills in there.
Then it is about what is the offer and if that matches what they actually need. And in some of the conversations that we have with businesses, apprenticeships aren’t suitable.
The problem from a funding aspect is, at the moment, most of the money for any skills and development is through an apprenticeship, which is a good model, but it doesn’t fit everybody and it doesn’t fix everything.
Yasmine Hooson, Veka
For an employer it is confusing. There are a lot of options, and trying to understand what’s best for your business is tough.
The colleges do a great job of trying to translate things and make it easier to understand but still you’ve got your apprentices and the T-Levels and now this modular approach.
We have historically recruited apprentices almost every year for a number of years, and we’re now at a point where we currently have still got 14 apprentices.
We’ve got an ageing workforce and then a gap of skills that needs to be worked on.
So, I think this sort of modular approach should support us, but how we put it into practice, we will have to see. We will have to try it out.
We’ve been in a position over the last two years where we need to upskill but didn’t think apprenticeship was the right route so we’ve spent money through commercial training.
What we have heard so far from the government and its intentions is useful when it comes to upskilling.
There’s a lot of pressure on young people to be work ready, this idea of being a finished product, to have these sorts of skills when they are 17, 18, 19 years of age.
Our message when we go into schools and colleges, is make an informed choice. Weigh up university, weigh up not going to an apprenticeship. Make the choice yourself and that’s part of that adult journey at 18.
Linzi Danson, Calico
We actively recruit apprentices each year, all on different levels. Apprenticeships need to be a national standard, but skills need to be localised for local businesses.
We recruit apprentices using the traditional method but also, as an organisation, we’re passionate about supporting people to gain opportunities they may not necessarily have access to.
To have flexibility in apprenticeships or the skills we can offer is important to meet that diverse need that we’ve got coming through from young people.
I can underpin what everyone’s saying about collaboration. Having those strong relationships with local authorities and being connected to what’s happening in local areas through
devolution is an essential part of that. There is a place for educators to get out and let employers know what’s happening. But there’s also a bit of an element from an employer’s perspective to invest and tap into what’s available as well, which is what we are really keen on doing.
PRESENT:
Richard Slater, Lancashire Business View (Chair) Martin Blunt, University of Central Lancashire Neil Burrows, Burnley College Tim Cutler, North Lancs Training Group Linzi Danson, Calico Morag Davies, Nelson and Colne College Group Paul Hannant, Lancashire Skills and Employment Hub Katherine Higgins, Blackpool and Fylde College Yasmine Hooson, Veka Linzi Monks, Preston College Simon Price, Napthens Claire Shore, Blackburn College
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