South West

WorkplaceSkills for Life

Strategy

August 05

Contents

1Background to this document

2Background to the National Skills for Life(SfL)Strategy

3The role of workplace SfL in economic development in the South West

4SWESA priority employment sectors

5Key aim of the Workplace Skills for Life (WSfL) Strategy

6Key agencies and initiatives

7Infrastructure, partnership working and communication

8Employer engagement

9Capacity building

10Delivery and funding

11Whole organisation approach and embedding

12Strategy implementation

13Evaluation of the impact of the WSfL Strategy

14Regional aims

Appendices

Appendix 1 - Abbreviations

South West Workplace Skills for Life Strategy

1Background to this document

This paper presents a draft regional Workplace Skills for Life (WSfL) Strategy for the South West of England prepared for consultation by the South West Enterprise and Skills Alliance (SWESA) and other relevant regional groups. The paper was commissioned by the SW Learning Skills Council Skills for Life Unit on behalf of the SWESA.

This draft strategy specifically aims to:

  • reflect the principles of the SW Skills for Life (SfL) Strategy
  • provide a framework and focus for WSfLactivity amongst regional and sub-regional key partners and stakeholders
  • identify regional strategic priorities for WSfLusing existing data and reports
  • indicate appropriate actions for key partners and stakeholders to enable achievement of regional priorities.

The process of preparing this draft strategy has involved desk research, drawing on evidence and data,including the SW SfL Strategy and Framework for Action, discussion with members of the Skills for Life Unit, and the SW Skills for Life Mapping Exercise, July 04.

2Background to the National Skills for LifeStrategy

The National Strategy for Literacy & Numeracy (Skills for Life) was initiated in 2001 in response to the Moser report, which highlightedliteracy and numeracy development needs in the adult population. The National Strategy has developed new standards, curriculum models, tools and materials to professionalise the approach to delivering this learning to adults. There has also been extensive promotion, employer engagement and work with priority and specific sectors.

The Department for Education and Skills (DfES) Skills for Life Survey 2003 states that in the South West 55% of the population have not achieved Level 2[1] literacy and 77% have not achieved Level 2 numeracy.This represents an average level of need for England as a whole.The DfES estimates that at least half of adults with SfL development needs are in employment.

National targets have been set which require 750,000 adults to have demonstrated improved skills in each of the 3 year periods to 2004, 2007 & 2010. Although the target for the first period has been achieved nationally overall, the South West region only achieved 70% of its target. Levels of participation and achievement have varied considerably across the region.

Strategies to address the shortfall in meeting targets have been identified by the SW SfL Strategy as follows:

  • priority to be given to the engagement and achievement of higher level learners (at Entry 3, Level 1 and Level 2)
  • improve the identification of SfL learning needs
  • improve the conversion rate from initial enquiry to participation in a learning programme
  • improve the take up of qualification opportunities.

The SW WSfL Strategy aims to play a key role in achieving the outcomes specified in the SW SfL Strategy by:

  • providing an area of expansion forSfL delivery
  • implementing the principles of the SW SfL strategy within workplace SfL activities
  • supporting the achievement of SW SfL targets.

3The role of workplace SfL in economic development in the South West

Improving levels of adult literacy, language and numeracy (LLN) skills is one of the four agreed regional priorities for the SWESA.

The economic analysis of theFramework for Regional Employment and Skills Action(FRESA)

found that ‘whilst the South West labour market could be considered broadly healthy it was characterised by a low value economy with low wages and low productivity. A number of important sectors reported difficulties in finding skilled and trained people to meet their specific needs.’

It is widely recognised that LLN skills underpin all workplace activity, including job effectiveness and satisfaction, access to learning and development, performance improvement and organisational development. LLN skills are therefore key to workforce and economic development.

This WSfL Strategy responds to the Government’s national Skills Strategy and Skills for Life Strategy, and SWESA key priorities by enabling:

‘the building of a better society by helping people gain the skills to work productively and help individuals acquire and keep developing the skills to support sustained employability, more rewarding lives, and a greater contribution to their communities.’

4SWESA priority employment sectors

The following sectors represent the SWESA priority employment sectors:

  • wholesale/retail
  • manufacturing
  • hotel/restaurants
  • health and social care

These sectors account for 49% of SW employees, but for 59% of those with literacy and 57% of those with numeracy needs. Nearly 25% of employees with SfL development needs work in the wholesale/retail sector[2].

Partners have suggested that the WSfL Strategy prioritise the above groups of sectors. However, the SfL Framework for Action expands on these to include:

‘…the public sector, that is, local government, the NHS and the care sector and on the voluntary sector workforce, which includes volunteer staff. These are all major employers in SW, likely to have large numbers of employees with Skills for Life needs and are heavily dependent on government funding, thereby providing significant opportunity for influence.’

The SfL Framework for Action also adds that each sub region will need to consider whether these are the most relevant sectors for their area.

5Key aim of the WSfL Strategy

The key aim of this strategy is to facilitate the development of an infrastructure that supports employer engagement, capacity building and effective practice for WSfL and achievement of the Public Service Agreement (PSA) targets in the region in order to enhance personal development, social inclusion and economic competitiveness. This Strategy will build on existing structures, networks, partnerships and expertise.

6Key agencies and initiatives

The key agencies and initiatives relevant to this strategy have been summarised below:

Organisations / Role / Initiatives
DfES /
  • Public Service Agreements
  • SfL Strategy
  • Access for All
  • Framework for Understanding Dyslexia
  • Skills Strategy
  • Success for All
  • Key Skills / SfL Convergence Agenda
  • Functional Skills and SfL, Post 14 model
  • Introduction of ICT as a SfL
  • Whole Organisation Approach
  • Get On at Work promotion materials
  • Embedded SfL in Vocational Learning
  • Workplace Screening and Initial Assessment Tools to be available Summer 05
  • Sector Contextualised Assessment Tools to be available Autumn 05 (Health and Social Care, Retail, Facilities Management and Passenger Transport)

Regional Assembly
South West England Regional Development Agency (SWERDA) /
  • Regional Economic Strategy

SWESA Regional Skills Executive /
  • Advise on and implement SfL Strategy and WSfL Strategy

SWESA andSouth West Learning and Skills Development Agency (SWLSDA) /
  • Employability Project

SWESA /
  • Participation in Learning Action Plan including engaging learners in the workplace

Sector Skills Development Agency (SSDA) /
  • Basic Skills Strategy

Sector Skills Councils (SSCs) /
  • Tasked with producing their own Basic Skills Strategy linked to WFD Plans

Confederation of British Industry (CBI) /
  • CBI Business Agenda 2005

Chartered Institute of Personnel and Development (CIPD) /
  • Basic Skills Briefing document

Trades Union Congress (TUC) and individual unions /
  • ‘Learning Works for All’SW evaluation and case studies

SW Learning Skills Council (LSC)SfL Unit /
  • SfL SW Mapping Exercise
  • SfL Strategy
  • WSfL Strategy

SWRegional Assembly /
  • Integrated Regional Strategy

SW LSC Strategic Area Review (StAR) Network /
  • Local Strategic Area Reviews

LSC Workforce Development /
  • LSC WFD plans

LSC /
  • Leadership and Management Skills Development Project (SMEs)
  • Widening Adult Participation Action Fund

Voluntary and Community Service Learning and Skills Consortium
SW Chamber of Rural Enterprise /
  • SW plan for the delivery of the Sustainable Farming and Food Strategy

Department for Food, Environment and Rural Affairs(DEFRA) /
  • Learning, Skills and Knowledge Review

Government Office for the South West (GOSW) /
  • Supports SWESA and SfL Unit

Skills and Learning Intelligence Module (SLIM) /
  • Regional intelligence gatheringand projects

SW Association of Colleges (SWAOC) /
  • Network of Human Resources (HR) and staff development representatives

Association of Learning Providers (ALP) /
  • Regional and sector groups
  • DfES WBLP project - LSCs: West of England, Devon and Cornwall, Bournemouth Dorset and Poole

Institute for Learning /
  • CPD portal
  • Preparation for introduction of Qualified Teacher Learning and Skills (QTLS) status

Centres of Vocational Excellence (CoVEs) /
  • Possible examples of embedding SfL in other workplace learning

Learning South West /
  • Crystal Chandelier, Regional Training Plan

SW LSC Quality Initiative (QI) /
  • Quality Initiative Regional Action Plan
  • (including 3 CPD Programmes: Embedding, Workplace, Brokerage)

Quality Improvement Agency (QIA) /
  • Implementing Success for All
  • Quality Standards for Teachers

Lifelong Learning UK /
  • SSC for Adult Learning and Skills

Standards Verification UK /
  • Development of standards and qualifications

Cambridge Training and Development (CTAD ) /
  • West Midlands Regional Accreditation of Prior Learning strategy

Job Centre Plus (JCP+) /
Business in the Community (BitC) /
  • Regional structure and local partnerships
  • Promoting employer Champions

Federation of Small Businesses (FSB) /
  • Regional and local activity

Small Firms Enterprise Development Initiative (SFEDI) /
  • Regional structure

Local Strategic Partnerships for Economic Growth /
  • Local activity

Learning Partnerships /
  • Local structure

Department for Trade and Industry (DTI) Small Business Service(SBS) including Business Link /
  • Brokerage and employer engagement
  • Part of regional Independent Skills Brokerage Service

Chambers of Commerce
Testbed Learning Communities /
  • Pilots: Exeter and Gloucester

National Health Service (NHS) /
  • Knowledge and Skills Framework
  • Linkage with other LSC work

Other public sector organisations (eg local authorities, fire service, police) /
  • ODPM funding for developing a strategy for WSfL – linked to PSA targets
  • Local Pay and Workforce Strategy, 2005
  • Publication: ‘Using Public Procurement to Enable Contracted-in Staff to Access Basic Skills Training within Government Departments’
  • (Janet Hembury, contact at SWGO)

Local Government Employers’ Organisation (EO) /
  • Get On Local Government Campaign and Award
  • WFD Planning

Small and Medium sized Enterprise (SME) agenda /
  • Effective work undertaken with SMEs in region (ref SW and KG)

Micros and small businesses /
  • Successful model of engagement piloted through WMRDA

European Social Fund (ESF), 05–07 Co-financed projects /
  • SW Regional Approach – Qualifications in the Public Sector’
  • Embedded SfL in the Workplace – West of England
  • Business Brokerage, West of England
  • Vocational Learning in the Workforce (regional project)

Employer Training Pilots (ETP)to National Employer Training Project(NETP) /
  • ETPs - employer engagementand WSfL delivery
  • Awaiting finalised details of NETP
  • Funds will be available for flexible menu of SfL support for NETPs

Employer EngagementOrganisations /
  • SWESA approach - development of an ‘independent skills brokerage service with a single point of advice for skills training’
  • Range of LSC SfL and WFD Advisers
  • LSC National Employer Service
  • Previous SfL brokerage eg Small Business Service led
  • Somerset Skills Alliance Skills Brokerage Service
  • Brokerage model set up through 2 ETPs in region (Swindon and Wilts and Devon & Cornwall)
  • ETP / NETP marketing materials
  • Basic Skills Agency Workplace National Support Project for Wales – ‘Employer Pledge’ scheme
  • DfES ‘Changing Skills’ model and Basic Skills Agency training for setting up and running WSfL in-house, based on Employment National Training Organisation [ENTO] Units L21-24

Plymouth Partnership /
  • ‘Sound Skills’ Marketing Campaign

Workplace Basic Skills Network /
  • Suite of WSfL training courses
  • Provider Toolkit website resource for WSfL practitioners

Move On /
  • Move On / Get on at Work approach in the workplace

Learndirect (UfI) /
  • Workplace related services and resources

National Research and Development Centre (NRDC) /
  • Embedded learning case studies and report

National Institute for Adult and Continuing Education (NIACE) /
  • SW Regional Achievement Programme (SW RAP)

Plymouth Open Space Conference /
  • Diagnostic review on local learning – feedback on NHS, brokerage, provider voice, delivery, WFD, SMEs

Organisations promoting numeracy /
  • Maths 4 Life materials, Institute of Education (IoE) and consortium
  • Maths 4 Life Website, IoE and consortium
  • Pathfinder, ‘Attracting Adult Numeracy Learners’ (NIACE)
  • Pathfinder, Attracting Teachers to Numeracy Teaching (LLU+)
  • Making Numeracy Teaching Meaningful (NRDC)
  • Teaching and Learning Common Measures (NRDC)

SW Regional Language Network /
  • Services to industry regarding non-native English speakers at work, website etc

CTAD /
  • ‘The Role of ICT in the engagement of Learners’

Investors In People (IiP) UK /
  • ‘Guide to SfL for Employers’

LSDA/UfI/NIACE /
  • Exploring E-learning Project

Army /
  • Basic Skills Service

7Infrastructure, partnership working and communication

The SfL Mapping Exercise, July 2004, undertaken by the SW SfL Unit, summarised Union Learning Fund and Learning Works for All projects in the South West, and listed NHS SfL projects. Brief regional diagnostic reviews were also presented for the following organisations: TUC Learning Services, BitC, ALP, SW Employer Engagers’ Network (SWEEN), NHSU, FSB, CIPD, CBI, SSCs, Business Links, SLIM, SW Workplace Focus Group[3].

Much good work has been undertaken in the field of WSfL over a number of years in the South West. This strategy willbuild on and disseminate this workand engage flexibly with existing networks and partnerships. It will provide an infrastructure for a coordinated, regional approach to WSfL including consultation, planning, and review and based on the framework established to support the SfL Strategy. It will also link with local and sub-local organisations to ensureongoing two-way feedback.

It is expected that there will be a sub group of the SWESA whichwill take responsibility for planning and implementation of the WSfL Strategy. It is an aim of this strategy to ensure that the needs of employers are fully addressed within regional development work and provision so it is proposed that the SSDA should chair the regional WSfL subgroup. Roles and responsibilities for partners will be negotiated at the outset.

Ongoing consultations on SfL have taken place at both regional and local level on the needs of providers and stakeholders. Collaboration with unions and sector skills representatives has also been established. It is important to ensure that partners gain full ownership of the strategy through consultation and regular review and that partners have the capacity to deliver their agreed actions.Partners will need to ensure that implementation of the WSfL strategy will be incorporated within development plans across the SWESA and within LSC and provider delivery plans.

Communication will be managed carefully during the implementation of this strategy so as to maximise impact and avoid information overload.

8Employer engagement

The SW SfL Strategy states that ‘employer recognition of the value of and engagement in SfL is improving, but more work needs to be done’. The employer engagement strategy aims (set out in Regional Aims, section 14.3 below) will target priority sectors and take into account the size and location of organisations.

In order to ensure employer buy-in the strategy will establish the business case for WSfL and develop a marketing campaign which focuses on numeracy as well as literacy. A package of supporting resources will be created building from existing materials such as the Employer Toolkit, Move On resources, NETP products and the Workplace Provider Toolkit.

The strategy will map and where appropriate build on existing employer engagement activitiesin the region (particularly ETP, SWESA Independent Skills Brokerage, Somerset Skills Brokerage Service and local employment and skills alliances) and harmonise with future NETP brokerage. The WSfL Strategy will considerof a variety of brokerage models (generic/specialist/sector specific) in order to develop a regional WSfL brokerage approach and brokerage capacity building.

In the past WSfL brokerage has not always managed to establish strong links between brokers and providers. This strategy will ensure the development of formal systems for close working between these two groups.

It will be important for employers to a take a lead on WSfL. An ‘Employer Pledge’ scheme will be considered and support will be provided for organisations to set up and run in-house WSfL programmes

9Capacity building

Benchmarking for WSfL capacity building in the region has yet to be established and therefore will be undertaken as part of needs analysis within Regional Training Plan activities.

This strategy will identify and cascade national and regional effective practice for WSfL brokerage, coordination, support and provision, (see both Key Agencies and Initiatives table in Section 6 above and the SfL SW Mapping Exercise).

Realistic training targets will be set for brokers, champions, signposters and a range of providers (for example Further Education [FE], Voluntary and Community [V&C] and Work Based Learning Providers [WBLPs]) taking into account experience, qualifications and supply issues.To support this a review of training courses currently available nationally will be undertaken. Adaptation of existing training to suit regional priorities and local needs may be commissioned. It is also likely that additional gap filling training modules will need to be procured.

The provision of CPD activities within this Strategy will also reflectthe emerging national CPD and qualifications framework and quality standards, and attendant regional training activities.