Lancashire Labour Market Focus the Visitor Economy

Lancashire Labour Market Focus –The Visitor Economy

Introduction:

In Lancashire the Visitor Economy (Tourism) contributes £3.7bn a year to the county’s economy and supports over 50,000 jobs. It is predicted to need nearly 4,000 new full time equivalent jobs by 2022.

These figures do not include those working in the local supply chain e.g. farmers whose produce is used in local restaurants and hotels etc. When these jobs are included, the number of new jobs is predicted to be 5,000.

Lancashire has a vision for the county to be one of the 5 ‘top English counties for a refreshing and relaxing short break and an active family holiday’. It also seeks to be a ‘culinary must visit’ destination and a preferred location for corporate events and conferences.

Typical Jobs:

Barista; Bus or Coach Driver; Catering Manager; Chef; Countryside Ranger; Croupier; Hotel Manager; Hotel Porter; Tour Manager; Tourist Information Centre Assistant.

People Working in Lancashire:

Lancashire has a number of tourist attractions e.g. Lancaster is a city with a stunning Georgian heritage and it is thought to offer particularly good opportunities for growth. In addition, the county has both stunning inland and coastal landscapes with a wide range of outdoor activities. There is an increasing list of events and festivals; business tourism at Preston; and good links to the airports at Manchester and Liverpool, but also good road and rail links throughout the county too.

Blackpool is, of course, the tourist Mecca of the area.

•80 million visitor days spent in Lancashire in 2014 – of these more than 30% were spent in Blackpool.

•There are 3,800 businesses in the Lancashire Visitor Economy.

•Of the 50,000 people working in tourism in Lancashire , the majority are in Blackpool, but above average concentrations also exist in Wyre, Lancaster and the Ribble Valley.

•The Visitor Economy workforce in Lancashire employs a large number of young people.

•Food and drink services (30,800) are the largest sub sector in terms of employment numbers.

Predicted Future Demand:

As well as new jobs being created , replacement demand in the sector is expected to be above average. Progression to managerial roles can be quick. The young workforce and high turnover rates mean that employees who stay in the workforce often progress to senior positions quicker than in other sectors.

Staff turnover in hospitality in 2012 was at 18% - a decrease but still the highest of any employer sector. Informal recruitment practices are used quite frequently in the sector.

Skills Gaps:

Skills gaps are a huge issue for the sector. Employers consistently complain that younger job candidates lack appropriate work readiness skills. In 2013 , nationally 61% of hotels and businesses with identified skills gaps said that these included customer handling skills.

Digital skills are very valued. E.g. front of house staff may need to access Wi-Fi system and sort out guests’ problems with technology. Some businesses may require additional help with establishing and maintaining the company’s online presence including social media.

In a recent employer survey, the following were all described as vacancies that were ‘hard to fill’: Engineers (mechanical and electrical) – especially for larger employers who have plant and equipment to maintain; Chefs and Kitchen staff –the sector is characterised by a very high degree of churn; Seasonal and other temporary roles – often filled by students; Housekeepers, Lifeguards, Receptionists and Software Engineers.

Employers also complain that students are not made aware of the range of opportunities and possible progression opportunities that do exist in the sector.In addition , low wages,, especially at the beginning of a career, and shift work, can be off putting for some.

Transport is not just an issue for prospective employees, as rural roads and poor public transport infrastructure in rural areas is difficult for tourists too.

Qualifications and Training:

•UCLAN offer their students local, national and international work experience placements.

•Local FE Colleges have recruited tutors with up to date industry experience.

•Over 2500 training places will be available to staff within the Blackpool Tourism Academy( BTA)founding employers – Merlin Entertainments/Cuerden Leisure/Blackpool Transport Services/Sandcastle Waterpark/Blackpool Zoo). The BTA also seeks to create 100 new apprenticeship opportunities.

Pay and Conditions:

Barista (from £11,0000; Bus or Coach Driver (from £13,000); Catering Manager (from £20,000); Chef (from £13,000); Countryside Ranger (from £18,000); Croupier (from £13,500); Hotel Manager (from £19,000); Hotel Porter (from £12,000); Tour Manager (from £15,000); Tourist Information Centre Assistant (from £12,500).

A high proportion (57%) of the Visitor Economy employment in Lancashire is part time. The salaries are lower too.

Locally in January 2016, these jobs were advertised:

Food and Beverage Manager – Lancaster £18,000 pa

Hotel Manager – Preston £40,000

Head Chef – Manchester £32,000

Chef de Partie – Chorley £17,000

Deputy Pub and Restaurant Manager – Leyland £25,000

The majority of jobs in the sector require shift working involving evenings and weekends.

Local companies:

As well as the large hotel chains e.g. Holiday Inns, Travelodge, Premier Inn etc and national refreshment outlets such as Starbucks and Costa, there are numerous independently owned businesses in the sector.

More information

Sector Skills Council:

Apprenticeships:

Higher Education:

Lancashire Local Enterprise Partnership:

National Careers Service:

Training Providers:

Lancashire Colleges:

Accrington and Rossendale:

Blackburn:

Blackpool and the Fylde:

Blackpool Sixth Form:

Burnley:

Cardinal Newman:

Lancaster and Morecambe:

Myerscough:

Nelson and Colne:

Preston:

Runshaw:

St Mary’s Blackburn: