New Anglia Skills Advisory Panel Meeting

20^th November 2020

Via Microsoft Teams

MINUTES OF MEETING

In attendance:

Richard Self, agricultural representative

Ben Miller, Konica Minolta (BM)

(RS)

Bev Moxon, ESFA (BMo)

Tom Brown, Green Light Trust (TB)

Chris Gribble, Writers’ Centre Norwich

Viv Gillespie, Suffolk New College (VG)

(CG)

Christine Futter, Norfolk and Suffolk Care

Visitors:

Support (CF)

Angela Berry, West Suffolk College (AB)

Claire Cullens, New Anglia LEP Board and

Celia Rose, Department for Education (CR)

SAP Chair (CC)

Ed Shorthouse, New Anglia LEP (ES)

Clarke Willis, Swallow Barns (CW)

Polly Bridgman, University of Suffolk (PB)

Cllr Mary Evans, Suffolk County Council

Simon Papworth, New Anglia LEP (SP)

(ME)

Corrienne Peasgood, City College Norwich

Apologies:

(CP)

Cllr Stuart Clancy, Norfolk County Council

David Gartland, Abbeygate 6^th Form (DG)

(SC)

Dayle Bayliss, Dayle Bayliss Associates

David Pomfret, College of West Anglia

(DB)

(DP)

Glen Todd, New Anglia LEP (GT)

Helen Langton (Professor), University of

Guy Hazelhurst, EDF (GH)

Suffolk (HL)

Jan Feeney, Norfolk County Council (JF)

John Dugmore on behalf of Suffolk

Jason Parnell, Steadfast Training (JP)

Chamber of Commerce

Judith Mobbs, Suffolk County Council (JM)

Karen Gibson, Norfolk County Council (KG)

Julia Nix, DWP (JN)

Karin Porter, Norfolk County Council (KP)

Lucy Walker, ESFA (LW)

Nikos Savvas, West Suffolk College (NS)

Michael Gray, Suffolk County Council (MG)

Peter Basford, BDO Group (PB)

Natasha Waller, New Anglia LEP (NW)

Stuart Smith, People with Energy (SS)

Nova Fairbank, Norfolk Chamber of

Tom Humphries, Norfolk County Council

Commerce (NF)

(TH)

Richard Bridgman, Warren Services (RB)

Tracey Cox, ESFA (TC)

Seb Gasse, NCC (SG)

Vince Muspratt, Norfolk County Council

Stuart Rimmer, East Coast College (SR)

(VP)

Yvonne Mason, The Mason Trust (YM)

Item 1: Welcome

Claire Cullens welcomed everyone to the meeting especially Celia Rose from the SAPs

Programme Team part of the Department for Education.

CC also announced that due to work commitments, both Lynsey Sweales and Peter Funnell

had stepped down from representing Norfolk Chambers of Commerce and Suffolk Chamber

of Commerce. Thanks were given for their commitment and involvement during their tenure.

Nova Fairbank was subsequently welcomed as the new representative for Norfolk.

The minutes were reviewed and approved.

Follow up on actions:

- CW/GT to arrange a meeting to discuss more EAN links to the Agri-Food sector - to be carried over

to January.

- Paul Gisbey to have a further conversation with JP and SP around training and productivity - SP has

had a number of conversations with DWP to gain a better understanding of their data and

interventions.

- JP also to have a conversation with SR regarding work that Saul Humphries and others are doing -

to be carried over to January.

- CC and NW looked at overlaps with the different groups and arranged a meeting of the Champions

- CC informed members that any skills case studies should be sent to NW as the LEP Comms team are

looking for information they can use in the Local Skills Report and other press releases.

to review a shared comms resource for the SAP.

- CC responded to CW on his point on staffing within food production businesses alerting him

to the work that Chris Starkie and colleagues are carrying out with organisations such as

Public Health England with recruitment agencies to ensure professional practices were

currently taking place. This information should cascade to SAP members in time.

Item 2: LEP Board feedback

CC presented at the LEP Board in October 2020 and outlined our key projects and direction of travel.

They welcomed our progress especially during the challenges times due to Covid-19 and sent thanks

to members.

They raised queries about how are we keeping our ambitions and connecting to other groups within

sectors so that we remain moving forward.

CC has also met with the SAP Champions and skills officers to look at the delivery and workings of the

SAP projects. There has been some focused achievements and delivery although it is recognised that

most members are time poor.

CC acknowledged that there needs to be a balance between short term delivery and long term

strategy. We need to keep attached to the wider skills work, develop a clear message around our

achievements and stay fleet of foot.

CC is keen to evolve the plans, keeping with the thematic groups but move forward opportunities

supported by skills officers. This may mean amending members - some will focus on strategy, others

operations.

ACTION: Members to email NW with their thoughts on this proposal.

Item 3: The Current Landscape

SP gave an economic update highlighting the unemployment rate, number of universal credit

claimants, numbers receiving the business interruption loan and furlough rates.

Unemployment rates, although rising, are expected to peak later than originally predicted and not as

high but they will potentially remain high for a protracted period. UC claimants continue to rise.

Brexit will have additional implications on businesses but this is very difficult to model at this stage.

JN conveyed the wide range of sectors impacted by Covid-19 and the calibre of individuals registering

with Job Centres. Visitor economy and its supply chain is deeply impacted alongside finance, aviation,

non-food retail and the self employed. A Job Finding Support service is being rolled out in January

offering short, sharp interventions to turn people around quickly. Youth Hubs are also opening up in

Castle Quarter, Norwich and Long Stratton. SWAPs are also being well received.

JN did convey some of the challenges around Kickstart. She has seconded staff to support the

national team and will also support local gateways get established.

ACTION: JN to meet with members outside of the SAP (CC, NF & CG)

ES introduced members to the EMSI system and showed evidence of vacancy profiles over recent

months. Although numbers of vacancies have dropped, they are now increasing and the job profiles

(e.g. FT/PT) have not changed significantly. There has been an increase in Health & Social Work roles.

ACTION: ES to provide district and sector updates.

CP gave a FE update highlighting the change in teaching styles and disrupted delivery but learners

were generally remaining engaged with the learning process. NEETs levels are an issue but options

collectively are being worked through. There has been a greater amount of collaboration between

colleges.

The Independent Commission on the College of the Future report has been launched in advance of a

Government White Paper on FE. This is currently being reviewed.

PB gave an update on universities - hybrid teaching is taking place with a mixture of online and face

to face delivery. Students are being given a travel window to return home for Christmas and by 9^th

December, all teaching must be online. Mass Covid testing is taking place between 3^rd-9^th December

and UoS is part of a pilot and has a testing facility on site already. No guidance to date on students

returning.

JP spoke on behalf of the independent training providers. Online provision has dramatically increased

and there is greater support of the unemployed by many providers. Apprenticeships continue to

contract, particularly for the younger cohort and lower levels. Thankfully apprenticeship redundancy

levels are not as high as originally expected.

CC and many members thanked JN and the education providers for their hard work over recent

months.

Item 4: SAP Objective Group updates

Representatives from the four objectives groups fed back on progress. Their reports are in the

appendix at the end of these minutes.

Item 5: AOB

CC thanked private sector members for their dedication over the year. She also thanked skills

officers and NW for bringing her up to speed and ongoing support.

Next meeting scheduled for January 21st at 10am.

Appendix

Report to the New Anglia LEP Skills Advisory Panel

From the Sub Group: Equipping Young People for Success

12^th November 2020 Update

The group has now met on three occasions and has developed the following plan for taking forward

the two priorities identified by SAP in February 2020:

Priority

Focus area

Careers

Maximising the impact from the work of the Enterprise Adviser Network. A series

Inspiration &

of communications/activities to ensure that Heads, CEOs and Governing Boards of those

Improving

schools and colleges engaged with the Enterprise Adviser Network are aware of the role

and workings of the programme. Alongside this, further support should be given to the

CEIAG,

Enterprise Adviser Network team to review the current impact of the programme.

Employer

Approaches are different according to the Enterprise Adviser and the business networks to

involvement &

deliver the interventions, but some exemplar features could be identified for high and low

economy info.

impact interventions. This evidence could then be used to shape future developments and

investment proposals.

To support the First Priority Area in addition to the Subgroup Meetings, Karin Porter, Ben Miller

and Glen Todd will be meeting fortnightly to review progress.

a) Enhancing communications with key educational influencers:

What

Who to

Update

action/support

Develop differentiated messages to pre and

G Todd with

Ongoing. Messages to be

post 16 providers

support from this

reviewed at next working grp

group

meeting.

Direct mail school governors via NCC and SCC -

K Porter & J Mobbs

Ongoing. Some Governors

Send G Todd details of communication

contacted and attended CPD

channels to governors for Norfolk and Suffolk

Sessions.

Direct mail college governors abouts EAN via

G Todd

Ongoing - three Governor

college principals

CPD sessions delivered to date

with the last Weds of each

month given to a Gov CPD

session.

Write directly to all CEOs of academy trusts to

G Todd

Ongoing - Head Teacher

raise awareness of EAN and highlight online

Ambassador identified to

seminars planned for October

support with EAN promotion.

Develop a communications plan for EAN to

G Todd with

Ongoing, EAN Ambassadors

ensure timing of comms to schools/colleges is

support from this

identified and case studies

well targeted and undertaken by those best

group

being collated.

placed to do so. As part of the action plan:

Consider ways of getting more leverage with

heads/CEOs e.g.

✓ By linking to Ofsted priorities

✓ Supporting learning providers to

better prepare their students for

changed circumstances due to

Covid

✓ Using head who is actively

engaged with EAN to send out

letter

✓ Provide schools/colleges with case

studies demonstrating impact

Extend number of EAs representing the agri-

Refer to SAP for

Ongoing.

tech employers

wider discussion

and support

b) Review the impact of the current EAN Programme

What

Who to action/support

Update

Develop a robust QA/impact framework

G Todd with support from

Ongoing - G Todd to

for EAN for 2020/21

this group

liaise with M Ruff on

Timeline and Criteria for framework to be

24^th Nov regarding

agreed

Impact Data. Also, to

✓ What steps do we need to

include LEP Skills

take to achieve this?

Analyst.

✓ Understand what data is

available and evaluate

c) Exploring how we support the EAN to develop the virtual work inspiration offer

What

Who to action/support

Update

Workshop delivered to scope the

G Todd with support from

Completed 12/11.

objectives of the work inspiration offer.

this group

Review progress of objectives at further

G Todd with support from

Subgroup meetings.

this group

•

Raise awareness to business of

the opportunity for VWEX.

•

Connect businesses to schools to

support with VWEX.

•

WEX audit across schools.

•

Support to ensure VWEX is

meaningful and inclusive.

•

Implement the lessons learnt

from employers who have

successfully run VWEX in Norfolk

and Suffolk.

•

Evaluate and monitor impact.

•

Assess inclusiveness and

demographics of students.

Priority

Focus area

Equipping

Highlighting & developing a suite of activity programmes across Norfolk and

young people

Suffolk that aim to give young people confidence and resilience, particularly

with the

targeting disadvantaged young people. These are likely to be outside the school day,

confidence and

possibly involving the voluntary sector, and will ideally signpost activity that is being carried

work-ready

out currently and enhance the offer. It could build on the Government’s recent Essential

Life Skills Fund model. Examples of current activities that could inform this are the Creative

skills

Computing Club in Ipswich and the National Citizenship Service.

Ben Miller, Judith Mobbs, Karen Porter and Tom Brown to have a deep dive meeting to assess the

objectives and actions of this priority.

Target group for this offer agreed to be those aged 16-25 years who are not engaging in education,

employment, or training.

Following discussion, the group agreed that the first step was to consult young people and frontline

staff to highlight where the gaps were in the current support for those aged 16-25 who were NEET to

develop their confidence and resilience. The following outline approach was agreed for consultation.

Next step is for officer team to develop this plan further, identify resources and timescales.

What

Who to action /

Update

support

Identify existing forums of young people that could be used e.g.

Karin Porter

Broadland Youth

Youth Advisory Boards

Judith Mobbs

Board consulted

Tom Brown

Identify ways of getting views of NEET young people

Tom Brown

Ongoing

Ben Miller

Consult with front line workers

Karin Porter

Ongoing

Judith Mobbs

Corienne

Peasgood

Agree

Ongoing

• timeline

Ben Miller/Tom

• questions for yp

Brown with

support from

• format (focus groups/individual discussions)

NCC/SCC

officers

Identify existing programmes

Melvyn Ruff

Ongoing

Identify latest impact of NEET research

Melvyn Ruff

Ongoing

New Anglia Skills Advisory Panel

Champions Meeting Feedback Form

Date of Meeting: 5^th November 2020

Champion: Nova Fairbank

Objective: Providing Agile & Responsive Training Provision for Key Sectors

Priority: Tutor shortages in key sectors

Key discussion points

Louise Aitken from South East LEP gave a summary of the work that they had been

doing to attract more people into the FE sector including developing a website with

useful information, video and vacancies. They are also funding some training costs.

She is also looking to build in a section on End Point Assessors due to the shortage of

these in some areas.

James Williamson, LEP Engineering Success Project Manager also updated us on the

NAAME Talent Sharing Platform and how in 2021 we could pilot some

engineering/tutoring job secondment roles.

James is also keen for the sector to continue to offer real life projects and opportunities

for students to engage with.

Wrap around support is needed for new members of staff to ensure they understand

the requirements of teaching including the Ofsted framework. Keeping up with sector

developments and skills is also vital to ensure the lecturers remain current.

How are you going to achieve it and what are your milestones?

- Review and share some of the SELEP videos on the Employment Opportunities page

of the LEP website by end of November.

- AB and NW to arrange meeting with Andrew Wheeler at WSC to involve Place 21

students in developing additional video content by end of November.

- AB to speak to WSC HR department and senior managers about developing

curriculum administrators for FE staff by end of November.

- Develop a communication plan to promote opportunities with education, particularly

around FE lecturers. Include in the January Job Support Programme campaign on

training.

- Pilot sharing of member of staff from industry, potentially in construction/engineering

sector from Spring/summer 2021.

- Dayle to inform DfE and the Institute for Apprentices and Technical Education about

some of the issues that are being faced by the FE sector at her next meetings.

Are there any barriers?

Lack of engagement with FE colleges.

Who else would you like in the group?

- College HR manager

- New lecturers

- Additional SAP private sector member(s)

Links with the other SAP objectives

Driving Skills Progression

Equipping Young People for Success

How are you planning to involve beneficiaries in the design of the project?

Involving new lecturers and also working with the sectors more closely to help solve

the issues.

What data requirements will you need?

SELEP will provide data on the uptake and success of their project.

Key posts/curriculum area where there is a current or known future shortage.

How are you embedding some of the golden threads - clean recovery/growth,

productivity, place and mental health?

Construction, Engineering and Advanced Manufacturing are all key shortages which

are needed for clean recovery/growth. Addressing some of these issues will support

this area.

The pilot is initially likely to focus on one or two colleges but could be expanded if

successful thus making them more productive.

Getting motivated, well trained, fully staffed and supported college departments will

reduce the need for additional teaching cover thus hopefully reducing the negative

impact on mental health and subsequent time off sick.

New Anglia Skills Advisory Panel

Champions Meeting Feedback Form

Date of Meeting: 18^th November 2020

Champion: Nova Fairbank

Objective: Providing Agile & Responsive Training Provision for Key Sectors

Priority: Training Providers response to the sector skills plans

Key discussion points

- Curriculum needs to constantly evolve to support the sector/employers needs now

and in the future. It must be self-reflecting.

- Needs to accommodate new entrants, upskilling and reskilling.

- Support careers inspiration - showing a direction of travel that those in pre-16

education can follow plus those adults who are reviewing their career plans.

- We need to influence funding decisions to ensure funding supports the vision of the

SAP and key economic/strategy documents for Norfolk and Suffolk.

- We need to develop ‘layers’ of statements to reflect the audience,

e.g. High level - Principals, vice chancellors, senior managers & heads of sectors

groups;

Middle level - Curriculum managers, Heads of department, business engagement

officers, economic development officers, chamber officers, middle managers in

businesses, HR & sector skills plan group members.

- Needs to address approach to collaboration (education to

education) plus address local, national and international ch

- Also give expectations of partners

How are you going to achieve it and what are your milestones?

- develop draft vision statements in December 2020

- decide on ‘toolbox’ of documents for each layer

- test on 3-4 appropriate stakeholders, e.g. sector skills plan lead, business

engagement lead in December 2020

- wider engagement in January/February 2020

Are there any barriers?

Engagement levels

Who else would you like in the group?

Sector skills leads, business engagement staff

Links with the other SAP objectives

Driving Skills Progression

Equipping Young People for Success

How are you planning to involve beneficiaries in the design of the project?

Engage in focus groups to test concept

What data requirements will you need?

Share skills core indicators at next meeting.

ew Anglia Skills Advisory Panel

Champions Meeting Feedback Form

Date of Meeting: 11^th November 2020

Champion: Christine Futter

Objective: Driving Skills Progression for the Workforce

Priority: High Levels of Employer Led Upskilling/Development of the Workforce &

Clear Pathways to enter/progress and move between key sectors

Key discussion points

Briefly recapped and reaffirmed the relevance of the ‘vision’ that sits alongside

this objective

“All those in work having the incentive, opportunity and support to progress within

employment, acquire additional skills, generate greater productivity and reduce

reliance on working age benefits”

Briefly considered continued relevance and suitability of the priorities as

confirmed at previous meetings

Agreed that that the main points raised in previous meetings have ben captured

in our working documents - an action plan, a draft communications plan, a draft

research specification and a barriers log. The 6 workstreams included in the action

plan are

o Communications plan

o Additional research

o Upskilling support and funding

o Messaging within the priority statement (primarily being taken forward by

flexible and responsive training group)

o Identifying and logging further barriers to develop further actions

o Expansion of the group (as required)

Questioned and discussed how the work of this group cuts across the work of

the sector skills groups, how we can link in with them, ensure we understand how

high on their priority list the upskilling of the workforce is and what ask we may have of

the sector skills groups - e.g. to play a key role in the dissemination of key messages.

Example given of the work being undertaken by the Agri-Hort Skills Group to

create and establish a professional Institute to support and develop lifelong

learning in agriculture and horticulture

The timing of the work was discussed

Some consideration as to when the right time would be for both the main

communication messages and the launching of any new funds

Some concern that a generic message about upskilling to all businesses would

not land well or have great traction in the current context

Clear however that upskilling in some areas is critical now - such as digital

across many sectors (e.g. the requirement of a smaller retailer to have some

form of online presence to continue trading during restrictions) as well as HGV

and fork lift drivers

Acknowledged that there is a variety of support for adult training and upskilling

being developed (e.g. the Lifetime Skills Guarantee and the National Skills

Fund) and therefore have to guard against using or assigning local funding and

resources to purposes that will be addressed by other schemes. Timing

therefore key as well as building in flexibility into our plans.

Further development of the priorities

• Looked back at previous discussion and looked to take forward by identifying

the most pertinent points that would need to be embedded into activity. Added to

the 4 ‘important building blocks’ of ‘digital skills’, ‘adult inspiration’, ‘proactive

approach’ and mentoring across businesses - a key 5^th point is around

maximising the potential of all schemes and support being delivered in Norfolk

and Suffolk to raise upskilling - e.g. highlighting to businesses how they can

best use schemes such as the Kickstart scheme as a key driver of their

workforce development (can develop both the individuals on placements but

also look to support others in the current workforce to upskill alongside them).

Given earlier discussion about the impact of a generic message - discussed the need

to better identify and target areas (sectors, specific businesses, key skillsets etc.) to

upskill

Question raised as to how well we understand local economy and the

employers that would provide the most benefits from upskilling - in order to

target those with the most potential to create innovation and productivity we

need to identify them - suggestion that we know less than we need - Agri

sector recently commissioned a piece of work to identify top 200 employers.

Suggestion that this groundwork is essential prior to further funds for driving

skills progression to be allocated.

Discussed the upcoming funding coming into the area to be used for this

purpose

Supply Chain Skills Development Fund - targeting specific local supply

chains where a key opportunity for growth, diversification or innovation has

been identified and providing relevant local SMEs with a package of

information about the opportunity, the competencies and capabilitites needed

to capitalise on it, the provision on offer that can help and funding to offset the

cost of workforce development.

Sector Skills Call - proposal being developed to create a ‘Pathways Fund’ -

the groups ‘important building blocks’ for an impactful scheme have been

incorporated into the development of the proposal.

How are you going to achieve it and what are your milestones?

Progress

•

We have now developed an action plan to keep on track setting out the

purpose, what we are trying to achieve and the key next steps against each of

the workstreams. All members are contributing to this. As part of this we are

now working on the key next steps including:

o Identifying all known support coming forward from Govt. and

organisations across the region that could comprise a ‘higher level

version of SSW’ and could feasibly be provided to local employers as a

package. Will help us consider what opportunities can be and should be

maximised more, and where there is a genuine need to scale up support

to address gaps.

o Continuing to develop a list of key audiences, messages and actions as

part of a draft DSPftW comms campaign - would obviously welcome and

invite discussion around whether this should be part of a wider

communications plan across the SAP as a good next step. This includes

messages for both employers and individuals - e.g. benefits of growing

your own, skills development as an investment not a cost, the need to

enhance individual resilience and adaptability etc. The messages in this

plan intended to be embedded into other comms activity being

undertaken across a wide range of Norfolk and Suffolk partners - not

just a stand-alone plan to be delivered by SAP members or the LEP.

o Producing a draft specification around the data requirements to take the

development of these priorities forward.

o Populating a barriers log with an initial list of reasons and risks as to why

upskilling and development levels are not higher than they are. This will

be reviewed as a standing item at further DSftW meetings. This includes

barriers previously identified in our first session included in the following

cell (not changed from first session). To be shared at the next SAP

meeting.

Are there any barriers?

In addition to barriers highlighted at previous sessions - i.e.

• Lots of people on furlough will be made redundant - priority is going to be

redeployment and support of those people - have to ensure they are going into

employment with progression, not just any job.

• In new labour market climate businesses will find it easier to find ‘new’

employees so not as incentivised to invest in own workforce.

• Concern that businesses will not invest when economy is so uncertain.

• Employer and individual engagement - group still thinks this could be much

slicker in this region - we need better, clearer means of accessing support and

information (e.g. from the Growth Hub)

• Lack of HR capacity in some SMEs to develop a culture of continued

professional development.

• People may be more content to progress more slowly than would otherwise

have been the case pre-COVID-19 - ‘happy to have a job’.

…we have also highlighted difficulties in knowing what support is going to come

through from Government and ability to target funds and resources hampered by levels

of understanding as to where action can be most impactful.

Who else would you like in the group?

No further discussion on this occasion so following still stands…

Additional standing members only considered if essential as believe the size of the

group as currently is conducive to action.

Representation and involvement in particular workstreams will therefore, as and when

required, be sought from others including:

• Chambers of Commerce

• Growth Hub

• DWP

• Providers

• Adult Learning Representatives

• Communications Expertise

Links with the other SAP objectives

Continue to need a clearer line of sight to the work of the other groups - is there some

way this can be facilitated beyond updates at the SAP main meeting?

Of immediate need is to liaise with all other objective groups on the communication and

research requirements the other groups may have.

How are you planning to involve beneficiaries in the design of the project?

As per previous notes…

• Beneficiaries are employers and employees (training providers could also be

included here)- will look to utilise small focus groups but approach will need to

be involve more than this. Will be confirmed as activity becomes more defined.

• Already have representation of these beneficiaries in the groups.

What data requirements will you need?

As per our draft research specification…

How comprehensive is the support already available? Are we aware of both the

cross-cutting support on offer and the industry specific?

What are likely to be the ‘origin’ (declining, contracting or requiring less of a

workforce due to changing methods/tech) sectors and skillsets that individuals

are likely to need to move from and the ‘destination’ sectors and roles that

individuals could move to?

What additional competencies, qualifications or experience might an individual

need to convert their skillsets to facilitate progression from a specific origin to a

destination?

What are the right type of higher level skills and competencies likely to be

needed by the Norfolk and Suffolk economy moving forward?

What information is available and how is it accessed to support adult inspiration

and informed choices?

What depth and level of understanding do we have of local employers - doe we

truly have a comprehensive database of industry contacts available - is this

enough to target proactively or is more work needed?

How are you embedding some of the golden threads - clean recovery/growth,

productivity, place and mental health?

As per previous note..

• Clear link between mental health and having the ability and opportunity to

progress.

• Could look to encourage development of a management and leadership

provision with a focus on mental health and wellbeing of employees.

• Productivity - considered in discussion around targeting businesses that would

have the biggest impact on creating productivity and inclusive growth.

• Clean recovery/growth - promoting skills that enable cleaner ways of working.

Could be embedded in training to facilitate progression towards utilising ‘cleaner’

methods and technology.

New Anglia Skills Advisory Panel

Champions Meeting Feedback Form

Date of Meeting: 20/11/020

Champion: Guy Hazlehurst

Objective: Tackling Barriers to Employment

Priority: Pathways into employment for the economically inactive

Key discussion points

Supporting Young People - Utilise Young SZC Development Platform

• Young SZC is a contact and keep in touch programme aimed at 16-21-year olds,

modelled on the successful web and database platform at HPC aimed at inspiring

young people, it acts as a bridge into jobs and apprenticeships for the project or the

region and EDF brought forward their investment in the system to align with

objectives/deliverables of this group .

• Young people need to nominate themselves to become a member, it takes inspiration

into action, young person receives updates, on events, support, employment

opportunities, work experience etc which match their profile (created and updated by

the registrant)

• Development team, want to align with existing activity in the region and strengthen the

infrastructure of support for young people

• Three development sub groups have been formed - all meeting weekly and with strong

regional stakeholder input.

•

30-40 young people have signed up to the system to pilot. East Coast College have

also offered a cohort of young people

• The platform once launched will be able to promote regional jobs and support

mechanisms how do we engage and link with local employers and supply chains

Restart (for the over 50s)

• Part of an ESF bid in development (NCC and SCC) and possible pilot project being

developed with Suffolk County Council and DWP

• Incentives for SME and Micro businesses to offer employment support for over 50s

returning to work (currently out of work).

• Mirroring the kickstart scheme, £500 - 1,000(TBC!) grant will be paid directly to

employer who offer job placements.

• Participants will undertake placements - including work experience, mentoring and

interview experience.

• Placements should last up to 8 weeks, and normally be expected to work between 25

and 30 hours a week to continue receiving JSA or Universal Credit.

• Restart will empower and support individuals to progress through a placement into full-

time employment inc. apprenticeships.

• Participant IAG and ongoing support delivery.

How are you going to achieve it and what are your milestones?

Young SZC -

• Launch date 25th November at EEEgR Skills for Energy digital event

• Early in 2021, As the system becomes more mature how can we promote: for example,

via schools, EAN, SAP members and kickstart placements and what else

• engage and link with local employers and supply chains

Restart Pilot

• Developing pilot project with SCC and DWP Nov/Dec

• Aim to launch pilot early in 2021

Are there any barriers?

Restart Pilot

• Building the funding package with different criteria and constraints on individual pots of

funding

Who else would you like in the group?

Young SZC

• Lynne Matthews and Chris Young join the group as appropriate to provide progress

update and to seek feedback

Links with the other SAP objectives

Young SZC link with the work of the Equipping Young People for Success

Restart Pilot possible link with Agile and Responsive Training in responding to tutor

shortages as this could create a fantastic opportunity for those wishing to explore teaching

How are you planning to involve beneficiaries in the design of the project?

Young SZC - young people are taking part in testing and trialling, providing feedback that will

help to influence and shape the platform

Restart Pilot - Consider how we educate employers on the benefits of taking on older

workers Research what else we could do to support this group what are the barriers and what

else can we do to help tackle them

What data requirements will you need?

Young SZC - Nothing specific at this time

Restart Pilot - Unemployment stats for client group with trend data

How are you embedding some of the golden threads - clean recovery/growth,

productivity, place and mental health?

Young SZC - Linking Young People to new opportunities and roles in the Green Recovery

and to jobs in the renewables sector. Providing and signposting young people to support /

outreach in addressing concerns and anxieties about the current economic situation and their

own futures. Developing a strong sense of place through pointing to opportunities ‘in area’

sustainable opportunities.

Restart Pilot - Mental Health will be an important consideration in supporting those who are

seeking to return to the labour market and mentoring will form part of the intensive IACG

package that will be offered to participants