New Anglia Local Enterprise Partnership Board Meeting
Wednesday 22nd June 2022
10.00am - 11.30pm
By MS Teams
Agenda
No. Item
1. Welcome from the Chair
2. Apologies
3. Declarations of Interest
4. Actions / Minutes from the last meeting
Strategic
5. Skills Advisory Panel Progress Update Update
6. Norfolk and Suffolk Enterprise Zones Progress Update Update
Operational
7. Chief Executive’s Report Update
8. Operating and HR Policies For approval
9. June Programme Performance Report Update
10. Board Forward Plan Update
11. Any Other Business Update
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Public
New Anglia Board Meeting Minutes (Unconfirmed)
25th May 2022
Present:
Kathy Atkinson (KA)
Valeo Snack Foods
Claire Cullens (CC)
Norfolk Community Foundation
Stuart Dark (SD)
King’s Lynn & West Norfolk Council
David Ellesmere (DE)
Ipswich Borough Council
C-J Green (CJG)
Brave Goose
Matthew Hicks (MH)
Suffolk County Council
Pete Joyner (PJ)
Shorthose Russell
Dominic Keen (DK)
Britbots
Helen Langton (HL)
University of Suffolk
Corrienne Peasgood (CP)
Norwich City College
Andrew Proctor (AP)
Norfolk County Council
Sandy Ruddock (SR)
Scarlett & Mustard
Alan Waters (AW)
Norwich City Council
Jeanette Wheeler (JW)
Birketts
Attendees
Helen Wilson (HWi)
Chair, New Anglia Cultural Board
Peter Brady (PB)
Chair, Council for Digital Tech
Shan Lloyd (SL)
BEIS
Rob Hancock (RH)
Suffolk County Council
Chris Dashper (CD)
New Anglia LEP
Julian Munson (JM)
New Anglia LEP
Chris Starkie (CS)
New Anglia LEP
Rosanne Wijnberg (RW)
New Anglia LEP
Helen Wilton (HW)
New Anglia LEP
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Actions from the meeting: (25.5.22)
None
1
Welcome from the Chair
C-J Green (CJG) welcomed all board members to the meeting.
2
Apologies
Apologies were received from John Griffiths & Johnathan Reynolds.
3
Declarations of Interest
None
4
Actions/Minutes from the last Meeting
The minutes of the meeting held on 30th March were agreed as accurate.
CS reviewed the action log and confirmed all items have been completed.
5
New Anglia Cultural Board Update
CJG introduced Helen Wilson (HWi), chair of the New Anglia Cultural Board, who provided
the board with a presentation on the work of the board and the launch of the new cultural
manifesto.
HWi highlighted the success of the board in collaborating and working in partnership with the
LEP which has attracted match funding and significant inward investment into the region
making culture one of the fastest growing sectors.
HWi noted the unprecedented change in the landscape requiring a fresh approach therefore
the manifesto has been developed to address new challenges and direct the work of the
board over the next 18 months.
Future work will be targeted around the benefits that culture can bring to health & wellbeing,
inclusive growth and the region’s unique cultural offering both in attracting investment and for
visitors.
Corrienne Peasgood (CP) asked what could be done to link culture and skills development.
HWi advised the Collaboration; Place; Change initiative had been very successful in
developing managers within the cultural sector and another such skills development scheme
is planned.
Helen Langton (HL) advised that the University of Suffolk was working with Snape Maltings
and offered to link the Cultural Board with the Integrated Care Academy to develop the health
and wellbeing work further.
Chris Starkie (CS) thanked HWi for her leadership and the time she dedicates to the board.
He stressed the success of the board in attracting match funding noting that he recently
spoke at Sutton Hoo where National Heritage advised they had only invested following the
LEP’s involvement.
He noted that the LEP was considering a bid to the Create Growth Programme which would
build on the Start East programme.
Alan Waters (AW) provided an overview of the work being carried out in Norwich to support
creative businesses recover from the impacts of the pandemic.
CGJ thanked HWi for her hard work and for the presentation. HWi left the meeting.
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The Board agreed:
• To note the content of the report
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Industry Council for Digital Tech Update
Julian Munson (JM) welcomed Peter Brady (PB) to the board as the new chair of the council
for Digital Tech and noted the work which Neil Miles had done in progressing the role of the
council.
JM highlighted the key successes since the last board update noting in particular:
Connected Innovation – the project now includes 16 hubs and 5 research/academic
institutions and a programme of events is planned to showcase their capabilities and
strengths. There are also wider events being considered or progressed through the LEP’s
innovation team around FinTech, Space / Satellite Applications and Marine Science.
Policy influencing and advocacy - the Council and its members have actively influenced UK
Government in developing new policies and strategies that respond to the needs of the
ICT/digital sector in the region as well as providing a showcase for major new programmes
that attract the interest of decision makers.
Enabling Digital Skills - Work in ongoing with the Digital Skills Taskforce chaired by Chris
Sargisson identifying gaps in resourcing and areas where businesses are experiencing
difficulties in attracting skilled staff.
PB presented his view of the role of the council noting his background in the sector and also
his knowledge of the support required by SMEs.
PB stressed the importance of skills retention given the important role of digital tech in the
region as well as generating new talent. He also highlighted the importance of reskilling
existing staff to ensure their skills stay relevant.
PB noted the support provided by Anglia Capital Group and the guidance they have provided
in completing the funding round and suggested setting up links with companies who can
provide advice on financial and legal advice to those in the sector.
He advised of a reluctance of businesses to invest in innovation and R&D given the economic
climate and felt the Council should promote this and support companies investing in this area.
PB noted that some companies had started up and taken risks during the pandemic and
identified new opportunities and these needed to be supported.
The meeting discussed the work required to ensure the tech community and the education
providers work together to identify gaps in training and how they can be addressed.
PB noted that recruitment should be more creative and that linking with the colleges and
universities can support this providing feedback on requirements and taking on suggestions
from businesses.
HL felt that links to businesses should not be left until after graduation but established at the
earliest stage. HL also highlighted the importance of technology in the growth of the health
sector and requested that this sector is included in further discussions.
CS thanked PB for his role as chair and mentioned the ongoing conversions with George
Freeman MP as Minister for Innovation and noted the LEP was pushing for our region to be
part of the development of 30 Innovation clusters which will support innovation in smaller
companies rather than just those with past significant innovation.
CJ thanked PB who left the meeting.
The Board agreed:
• To note the content of the report
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LEP Operating Budget 2022/23 – Confidential
The Board agreed:
• To note the content of the report
• To approve the operating budget for 2022/23
8a
LEP Capital Budget 2022/23 – Confidential
The Board agreed:
• To note the content of the report
• To approve the capital budget for the 2022/23 financial year
8b
Business Net Zero Efficiency Scheme and Growing Places Fund
Chris Dashper (CD) presented the two proposed funds to the board – a new capital grant
programme aimed at SME support for growth and efficiency and the continuation of the LEP’s
existing Growing Places Fund as a loan provision scheme. Both programmes will be supported
financially through the Growing Places Fund repaid loans budget.
The Business Net Zero Efficiency Scheme will provide support to businesses in the form of grants
to improve business efficiency and will help to deliver progress towards achieving the LEP Net
Zero strategic ambitions. Outputs will be agreed with each project but will be centred around
clean growth, increased efficiency and producvity and reducing emissions.
The Business Net Zero Efficiency Scheme will have an initial budget of £2.47m.
The loan fund is a continuation of the successful Growing Places Fund and will focus
exclusively on offering repayable loan funding, running a project call to stimulate demand and
generate a range of new project proposals with a likely funding requirement of £500-£700k.
Budget for the fund for GPF for 2022/23 will be set initially at £2.536m.
The Board agreed:
• To note the content of the report
• To approve a new SME grant intervention for 2022/23, the Business Net Zero Efficiency
Scheme, with an initial budget of £2.47m
• To approve the continuation of the Growing Places Fund for 2022/23 with a budget of
£2.536m.
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County Deals – Confidential
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The Board agreed:
• To note the content of the report
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Chief Executive’s Report including a confidential item
CS highlighted the inclusion of Growth Hub statistics in the report and noted that currently
funding for Growth Hubs runs out in 2023-24.
CS updated the board on the successful visit from the delegation from Dubai to the Norwich
Research Park and confirm that work would continue to strengthen these links.
£1m funding for skills bootcamps has been received which will support 240 learners over the
next year however target dates for completion have not changed. These will be challenged
given the delays in processing the bid.
The Board agreed:
• To note the content of the report
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New Anglia Capital Report – Confidential
CD presented the report bi-annual New Anglia Capital Report.
The Board agreed:
• To note the content of the report
12
May Programme Performance Reports
RW presented the reports and highlighted key items to the board:
Growth Deal and Getting Building Fund – RW advised that this ended in March and noting the
efforts of the team to maximise spend and ensure funds were transferred to projects where
possible. In order to meet the deadline a number of capital swaps were carried out and
monitoring of these projects will continue.
Growth Programme - a reduction in applications has been seen at the start of the year and
work is ongoing to address outputs.
C-Care – A new report has been included on this programme which runs to June 2023 and is
being delivered in collaboration with partners.
The Board agreed:
• To note the content of the report
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Quarterly Management Accounts – Confidential
RW also advised that the annual audit has begun and is ongoing.
The Board agreed:
• To note the content of the report
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Board Forward Plan
CJG reviewed the items on the agenda for the June meeting.
The Board agreed:
• To note the content of the plan
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Any Other Business
None
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New Anglia Local Enterprise Partnership Board
Wednesday 22nd June 2022
Agenda Item 5
Skills Advisory Panel Progress Update
Authors: Claire Cullens and Natasha Waller. Presenter: Claire Cullens
Summary
This paper provides a high-level summary of the current priorities of the Skills Advisory Panel
(SAP), its activity over the last year, and sets out the direction of travel for the coming year
including the development of Local Skills Improvement Plans.
Recommendations
The board is asked to:
Champion the role and operating principles of the Skills Advisory Panel and its position
as the central forum for collaborative discussion and setting the direction of the skills
and employment strategy for Norfolk and Suffolk as it supports the transition to a soon
to be established Employer Representative Body/Local Skills Improvement Plan Skills
oversight group led by the Chambers of Commerce.
Endorse an approach that aims to ensure a continued focus on all four of the SAP
objectives from key stakeholders, building on what the Skills Board and the Skills
Advisory Panel have achieved to date and connecting in with the identification of local
needs to be taken forward through the Local Skills Improvement Plan once established.
Background
Who we are: The Skills Advisory Panel (SAP) is made up of private sector members covering
our key sectors, post 16 providers, Department of Work and Pensions, Chambers of
Commerce, Education and Skills Funding Agency and councillors/officers from Norfolk and
Suffolk County Councils.
The Panel meets six times a year and each member is asked to be proactive in identifying how
and where they can contribute to and collaborate in any key interventions between meetings.
The vision of the Skills Advisory Panel is ‘to support the growth of an inclusive economy with a
highly skilled workforce where skills and employment provision meets business need and the
aspirations of individuals.’
o The Skills Advisory Panel has four objectives:
o Driving skills progression for the workforce - encouraging lifelong professional
development, upskilling and reskilling which will future-proof New Anglia business, boost
productivity and improve the quality of our products, services and supply chains.
o Providing agile and responsive training provision for key sectors – working in
partnership with businesses, developing innovative training courses, able to meet the
emerging needs of the New Anglia economy
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o Equipping young people for success - unlocking the abilities, confidence and
potential of young people, equipping this future generation with the technical skills,
digital, entrepreneurship and problem-solving capabilities for further and higher
education and ultimately employment in our evolving technical sectors
o Tackling barriers to employment - Developing stepping stone opportunities for
vulnerable and disadvantaged groups to develop the skills required to enter, re-enter or
transfer employment to benefit from productive careers in our technical sectors.
The SAP aims to set the direction of travel for the skills agenda and thus sets up a ‘movement
of change’.
It is held in high regard in the region and members including the skills officers then set out to
deliver the set remit through designated delivery channels such as local providers, local
authorities and the VCSE sector. The SAP does not have the resources to be operationally
involved in this delivery as an entity in itself – it is a convener of accelerated skills changes.
At the LEP Board in June 2021, Claire Cullens updated the LEP Board on progress with the
SAP and the 4 task and finish ‘Champion’ groups with each group supporting a different SAP
objective.
Key areas of work
Evidence Base: Our latest Local Skills Report and Annex was published early in 2022. Its
aim is to raise the profile of the LEP and much of the wider skills work by:
- acting as an engagement tool
- being a 'go-to' document for everything local-skills related
- clearly setting out key skills needs
- offering valuable analytical insight and evaluation
The report (with some of the key evidence in Appendix A) has shown that we do not have
enough people staying in education and gaining qualifications in comparison to national
averages. This is particularly apparent at Level 4 and above (L4 is equivalent to Yr 1 of a
degree programme).
Qualifiers in subjects which align with our strategic opportunities tend to match the national
average other than Engineering & Technology HE qualifiers which are below (1% locally
relative to 6% nationally) but if we are classing them as our strengths then we need a higher
number of people achieving them.
NEACO (The Network for East Anglian Collaborative Outreach) deliver outreach in low
participation areas to increase the proportion of students progressing into higher education and
higher and degree apprenticeships. In 2021 they have engaged with 13,498 students, through a
variety of programmes such as the Brightside Mentoring Programme which offers inspirational
online mentoring to sixth form students from trained current university students. Through their
Parent Ambassador Programme they have supported a number of parents and carers with
insight into university and apprenticeship pathways to assist their young people in making
informed decisions about their future.
Skills Achievements: Some of the key steps across Norfolk and Suffolk have been opened
over this academic year include:
LEP investment in STEM related facilities will address some of these shortfalls such as:
£6.098m on the Digi-Tech Factory at City College Norwich
£6.5m on the Digi Tech Centre at the University of Suffolk
£1.6m for the Digital & Technology Skills Hub at Suffolk New College
Curriculum development such as:
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Through the £2 million Skills Deal programme, East Coast College developed
curriculum to take people from unemployment through to gaining positions in the
Offshore Wind sector. The Milburn Innovation Park at West Suffolk College completed
delivery of training to their participants. The feasibility for the continuation of this type of
flexible, employer led project is being explored.
The New Anglia Colleges Group ESF programme reviewing and develop curriculum in a
number of our key sectors including the roll out of T levels.
Development of Trac’s Flexi Job Apprenticeship Agency registered with Government,
providing shared apprenticeship opportunities to apprentices, whilst helping contractors
to meet apprenticeship targets on short term projects.
Increasing apprentices via the sharing of levy:
The New Anglia LEP apprenticeship levy sharing scheme has supported 289 transfers to the
value of £2,384,000. Health & Social Care, Education & Early Years and Engineering have
benefitted the most in number and/or value.
Progress with careers inspiration through the Enterprise Adviser Network (EAN) by:
Collaborating with one hundred and thirty-one secondary schools and colleges across
Norfolk and Suffolk to support every young person find their best next step through
training and supporting careers leads, bringing employers, educators and providers
together and sharing practical digital tools and resources.
Delivering a Special Educational Needs and Alternative Provision Best Practice Group
that is open to all SEND and AP secondary educational establishments to share best
practice with a focus on inclusive careers resources, workplace experiences and
building employer confidence.
Activities to support raising the uptake of Level 4 + qualifications inc
There will always be a time lag between interventions being established and our data improving
but the Local Skills Report has given us a benchmark to work from and an opportunity to
showcase the skills work in our region.
Response to LEP Board Challenge:
Board members raised concerns around labour shortages, the opportunities and threats with
virtual working on the local economy and the potential challenges with less migrant workers.
Members have received regular updates from the DWP on progress with the Kickstart scheme
and many have taken an active part in the initiative. There were 1050 placements taken up in
Norfolk and 800 in Suffolk by young people (16-24 year olds). This has had a positive impact on
youth unemployment and addressing some of the skills challenges within businesses.
The Panel receive regular updates regarding the economic landscape to frame the meetings.
Deeper dives into the potential solutions are explored in the task and finish ‘champion’ groups
which were established early in 2020. Many of the ESF programmes are supporting the
economically inactive to enter the workplace and others to progress within it.
The LEP have recently been informed that we have been successful in our bid to deliver Wave
3 Skills Bootcamps. These are short, targeted training courses in designated sectors which take
people from unemployment into the workplace, upskill those in the existing workforce and to
give the self-employed additional skills to increase the breadth of their contracted work. An
initial 240 participants can be trained until the end of March 2023 through the £1m contract.
Over the last year, the LEP and the Growth Hub supported businesses through the Brexit
transition period, encouraged people to apply for residency status where appropriate and more
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recently have been working with a number of stakeholders to support migrants from Ukraine
when they arrive in Norfolk. Our employment opportunities platform on our website will be an
area that they get signposted to by the district and county council.
Response to Government Policy:
The Skills for Jobs White Paper sets out an ambitious employer-led approach aimed at making
FE provision more responsive to local skills needs and ultimately local economic needs. As part
of this new approach, the Department for Education are introducing Local Skills Improvement
Plans to give employers a stronger voice in shaping local skills provision working closely with
FE providers and engaging effectively with local leaders and other stakeholders.
There have been eight Trailblazers developing Local Skills Improvement Plans over recent
months. Their findings can be found here. The local LEPs have worked closely with the relevant
Chamber of Commerce to engage with businesses and develop their reports.
Government now have the learnings and confidence to roll these out across England over this
financial year with Employer Representative Bodies as the lead. These Employer
Representative Bodies are expected to be ‘reasonably representative’ of the local employers
and able to work with employers outside of their own membership.
There is also the expectation that they have the ability to work with a range of local
stakeholders, including local government.
Following the Royal Assent of the Skills and Post-16 Education Bill, the Department for
Education have recently run an expression of interest process with applications closing on June
6th 2022. The Secretary of State will then designate the first tranche in early autumn and most
of the country will have Local Skills Improvement Plans developed by summer 2023.
Initially these will align with existing LEP geography for the majority of England – for us, Norfolk
& Suffolk will be the focus. This is likely to change with any devolution (County Deal) approvals.
Norfolk Chambers of Commerce submitted a bid in collaboration with Suffolk Chamber of
Commerce.
Employers are to be encouraged to work with any Local Skills Improvement Plans discussions
where they have a business interest so they may potentially be involved with a number of
Employer Representative Bodies.
The central aim of the LEP officers funded by the SAP allocation from the Department for
Education’s is to support the rollout of Local Skills Improvement Plans. The Local Skills Report
published by local areas in January 2022 will be a key starting point for this.
DfE intends that the designated Employer Representative Body will play a key role in bringing
together employers and skills providers through the process of developing a Local Skills
Improvement Plan. Consequently, the SAP funding should not be spent on similar convening-
type activity once the designated Employer Representative Body is in place.
Next steps for SAP:
The LEP were informed in March that we would get one further year of funding for the Skills
Advisory Panel (financial year – 2022/23). This is at a reduced rate of £55,000 with the remit to
continue to develop and the provide the robust analysis of the local labour market and skills, to
support the development of Local Skills Improvement Plans.
The two key objectives of the funding are as follows:
- To produce and make available robust analysis of skills needs and the local
labour market. Local areas should continue to produce high quality analysis of the local
labour market(s) and its skills needs. The Department for Education’s intention is that
this will support the development by Employer Representative Bodies of Local Skills
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Improvement Plans over the course of financial year 2022-23. Once Employer
Representative Bodies are designated from early autumn 2022 onwards, areas should
work with them to identify where there are gaps in knowledge and where additional
analysis would be beneficial. In the meantime, areas should update their existing
analysis (including the Core Indicators) and ensure that it is as widely available as
possible.
- Work collaboratively with the Employer Representative Body (once designated) in
the development of a Local Skills Improvement Plan for the area. Each local area
should collaborate with the designated Employer Representative Body(s), share data
and analysis (where possible) and encourage relevant local stakeholders to engage in
the development of the Local Skills Improvement Plans.
Government have acknowledged that LEPs have a strong understanding of our local
communities and economies, so we are well placed to produce this evidence for any Employer
Representative Body that want to have a greater involvement with skills.
Link to the Economic Strategy
The work of the Skills Advisory Panel supports the delivery of the People section of the Norfolk
and Suffolk Economic Strategy. This aims to inspire and enable all people to access
employment, upskill and reskill.
Our work, together with that of our sector skills groups, helps to close the skills and labour gaps
plus continues to build skills across our strategic opportunities.
Much of the work of the Skills Advisory Panel also supports the Norfolk Investment Framework.
Recommendations
The board is asked to:
Champion the role and operating principles of the Skills Advisory Panel and its position
as the central forum for collaborative discussion and setting the direction of the skills
and employment strategy for Norfolk and Suffolk as it supports the transition to a soon
to be established Employer Representative Body/Local Skills Improvement Plan Skills
oversight group led by the Chambers of Commerce.
Endorse an approach that aims to ensure a continued focus on all four of the SAP
objectives from key stakeholders, building on what the Skills Board and the Skills
Advisory Panel have achieved to date and connecting in with the identification of local
needs to be taken forward through the Local Skills Improvement Plan once established.
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Appendix A:
Source: 16-18 Destination Measures, DfE, 2018/19 (published 2020), 2020 SAP boundaries
Qualification levels:
Norfolk and Suffolk has above average proportions of the working population with NVQ
Level 1, 2 & 3 qualifications.
However, this could in large part be due to the low proportion of the workforce with
Level 4+ qualifications.
The local authority where this is most pertinent is in Great Yarmouth, where 15% of the
working population hold an NVQ Level 4+ qualification.
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Source: ONS Subregional Productivity, 2004 - 2018 (published 2020), 2018 LEP/MCA
boundaries
Median gross weekly wage for full-time workers:
The median gross weekly wages for full-time workers in Norfolk and Suffolk (both for the
workplace and residents) fell between 2019 and 2020, however, this was after a
consistent upwards trend from 2014 to 2019.
Furthermore, both workplace and residents’ wages have consistently tracked below
both the national trend, as well as Comparator LEP average.
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This is primarily caused by the relatively low wages in Norfolk, most notably in
Breckland, Great Yarmouth, North Norfolk and Norwich.
The median gross weekly wages for residents have exceeded those in the workplace
since 2014.
This suggests that there are residents with weekly wage above the local average who
work outside of Norfolk and Suffolk.
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Appendix B:
Below is a flavour of the initiatives that SAP members are involved in and/or can shape to
support the SAP objective Driving Skills Progression for the Workforce:
- Skills Support for the Workforce – an ESF programme delivered by Steadfast Training
involved in upskilling the workforce and supporting those at risk or recently made redundant
- The Supply Chain Skills Development Fund (SCSDF) – an ESF programme delivered by
Suffolk County Council that will offer local SMEs within Norfolk and Suffolk a flexible fund for
training which will benefit both individual employees and your organisation.
- In-Career Education and Training (ICET) - a training enterprise, funded by the University of
Suffolk and the European Social Fund that aims to improve and increase employer participation
and engagement in learning across the Suffolk region. It will focus on higher level Leadership &
Management plus digital skills.
- Developing Skills in Health & Social Care (DSHSC) - this project is part funded by the
European Social Fund, led by Norfolk and Suffolk County Councils, working with local colleges
and other partners. The aim of the project is to empower people working in the sector to
develop new skills, enabling them to continue providing high-quality care to local people.
- Apprenticeships – we are continuing to support the apprenticeship levy sharing. Latest
figures are 289 transfers agreed to the value of £2,384,000.
Both county councils have apprenticeship teams supporting employers and people looking for
apprenticeships – Apprenticeships Norfolk and Apprenticeships Suffolk. Norfolk have some
additional incentives for employers taking on apprentices as well:
Recruit, Retain, Reward is a Norfolk County Council incentive grant. Recruit: a grant
£1000 to support non-levy businesses employing a new apprentice aged 16-24 or Retain: A
£1000 Recognition grant - to support a non-levy business offering new employment to an
existing, redundant apprentice aged 16-24 to complete their apprenticeship. Grant funds
can be used towards: purchase of equipment required by the apprentice to complete their
apprenticeship; travel expenses for apprentice or onboarding recruitment & operational
costs. To date 345 successful applications have been received. 67% of applications have
been to support 16-18 year olds with Business Administration and Construction being the
most popular sectors
Access to Apprenticeships (A2A) Funded by ERDF, this project offers bursaries of up to
£500 to support potential young apprentices (aged 16-24) interested in applying for an
apprenticeship but are worried about equipment or travel costs. The fund can cover the cost
items such as a laptop or mobile WiFi, equipment for a specialist trade, a bus pass or
season ticket. a bike or ebike and cycling helmet
Progression to Apprenticeships (P2A) Funded by the UK Community Renewal Fund P2A
is a pilot project to incentivise & support progression from Kickstart, Traineeship or SWAP
feeder programmes, to an Apprenticeship. The project aims to increase the number of
young people aged 16-24 moving into an apprenticeship by joining up existing initiatives,
and help to decrease the number of young people returning to Universal Credit/other
benefits following completion of a feeder programme, reducing the ‘revolving door’ scenario.
The P2A 'Package of Support’:
o Financial support at transition and in the first 26 weeks will offer reduced financial
burden for the organisation at a time when the new apprentice absorbs more
resource (supervision and mentoring) and is gradually building the ability to ‘add
value’ to the organisation.
o £1500 (RRR extension) incentive; £500 paid on signup, £1000 paid after 12 weeks •
o 6 month wage contribution; paid upfront in two instalments, one instalment at sign
up, one after 12 weeks (based on 37.5 hours a week at Apprenticeship NMW).
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o Practical support includes individualised information & guidance sessions with
Apprenticeships Norfolk, alongside tailored training solutions, from menu of training
options. Employers & apprentices will feel supported/equipped to enhance their
skills, increasing the likelihood of a confident, successful apprenticeship - creating
longer-term retention, achievement and sustainability.
o 40 packages of support (outputs) in total were available in this pilot project. The
proportion of allocated expenditure will directly support the rationale and
methodology of the Ministry of Housing, Communities and Local Government
selection of ‘priority’ districts through the Economic Resilience Index. ✓Priority 1
Places - Great Yarmouth, King’s Lynn, North Norfolk and Norwich. 18.25%
expenditure will be allocated proportionally (30 outputs, 7-8 per place/district).
✓Priority 2 Places - Breckland, Broadland and South Norfolk. 9% expenditure will be
allocated proportionally (10 outputs, 3-4 per place/district). 36 successful or in
progress applications to date.
Insight Apprentice – Insight is a project part-funded by the European Social Fund to grow
and support apprenticeships within Norfolk-based small to medium enterprises who have
less than 250 employees. Thinking about hiring an apprentice or setting up an
apprenticeship can be confusing. Employers might be really keen to nurture and invest in
developing new skills, knowledge and professional behaviours but, they may be worried
about how much support an apprentice might need, or may be unsure about how the
scheme works. The Insight project provides each participating business a tailored package
of business support to help embed the right approach to apprenticeships into each
organisation. Business Development Officers are assigned to work with each employer as
they move through the journey to take on an apprentice. The Insight apprenticeship scheme
is particularly focussed on: • Clean Energy • Advanced Engineering & Manufacturing •
Digital & ICT • Agri-tech • Voluntary / Social Economy • Any business in any sector who has
diversified or experienced rapid growth due to the Covid-19 pandemic.
‘Access to Apprenticeships’ – Established in September 2020 in Suffolk. Funded by the
Suffolk Inclusive Growth Investment Fund – it provides financial grants to help overcome
financial related barriers that both employers and prospective participants may face in the
creation and uptake of apprenticeship opportunities
‘Pathway to Apprenticeships’ has been commissioned by Suffolk County Council and is
being delivered by Inspire Suffolk, who are providing 1-2-1 coaching and mentoring to break
down individual and specific barriers to enable participants to become ready to enter an
apprenticeship.
Employer Training Incentive Programme (ETIP) - Funded by Norfolk County Council and the
Norfolk Strategic Fund, this Covid response delegated grant scheme funds up to 75% of the
cost of training, has enabled businesses to increase the skills of their staff, diversify their
businesses, increasing resilience and creating sustainability. As at 9th May £295K had been
committed in grants, generating a further £138k of employer investment and delivering 1661
training interventions. Construction and Leisure and Tourism have seen the largest take up,
with Health and Safety (28%) and Leadership and Management (21%) being the most popular
courses. Benefits to business have included Increased Sales, Increased Staff Morale and
Improved Productivity. The scheme is now closed to new applications as current funding has
been exhausted.
SCC have also commissioned ‘Sector Work Based Academy Programmes (SWAPS) for
Apprenticeships in Suffolk’ is being delivered by Steadfast Training, who are working with
Department of Work and Pensions and local employers to provide support, training and work
experience for participants prior to applying for an apprenticeship.
Skills Participation Adaptability Resilience Coordination (SPARC) projects have now
begun delivery. The £2.5 million project, funded through the European Social Fund, will be
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delivered between now and December 2023 and will deliver against two strands of work across
Norfolk and Suffolk.
The ‘Pathways Training Fund’, involving a partnership of local providers, will offer
training grants to over 860 individuals employed by our local SME businesses, to
promote adaptability and resilience for both the organisation and the individual and
support the ongoing recovery from the impacts of the pandemic.
The Pathways 50+ scheme, undertaken in partnership with Futures, will support over
550 participants to gain employability skills and create paid work placements with a
minimum of 120 SME employers for those aged 50+ to re-engage and return to work –
including those areas of our economy with a high demand for further employees
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New Anglia Local Enterprise Partnership Board
Wednesday 22nd June 2022
Agenda Item 6
Norfolk and Suffolk Enterprise Zones: Progress Update
Author: Julian Munson Presenter: Julian Munson
Summary
This report provides a progress update on New Anglia Local Enterprise Partnership’s two
Enterprise Zones following the development of the new 5-Year Strategic Plan for Enterprise
Zones in 2021.
Recommendation
The Board is asked to note progress on the New Anglia Enterprise Zones and future
development pipeline and also consider the option of a LEP Board representative for the
Enterprise Zones.
Background
Enterprise Zones have for many years been part of the UK Government’s wider plans for
growth to support businesses and enable economic prosperity in key areas. They have
established themselves as the driving force of many local economies as they unlock key
development sites, consolidate infrastructure, attract business and create jobs.
The New Anglia LEP area of Norfolk and Suffolk is home to two multi-site enterprise zones
which were awarded status in 2012 and 2016 respectively (with some site extensions in
2017). The two enterprise zones cover 16 commercial development sites in key priority
locations across Norfolk and Suffolk.
Enterprise Zones are designated areas that previously have provided business rates
discounts of up to £275k over a five-year period to businesses if locating in the zones in the
first 5/6 years & simplified planning. Enterprise Zones have for many years been part of the
Government’s wider Industrial Strategy to support businesses and enable economic growth.
All business rates growth generated by Enterprise Zones is kept by the relevant LEP and
local authorities in the areas for 25 years to reinvest in local economic growth. This
compares with the normal arrangement where only half of the business rates is retained
locally in non EZ areas. The other half is paid to central Government.
The LEP and partners have adopted a successful approach regarding the use of the
retained business rates. Pot A which compensates local authorities for the income they
would have retained without an EZ, Pot B an investment fund to accelerate the growth in the
EZ site and Pot C which is retained by the LEP from the portion that would ordinarily have
20
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gone to Government and is used to support growth projects across the LEP area which
support the delivery of the Economic Strategy.
Across Norfolk and Suffolk, strong and effective partnerships between New Anglia LEP and
District and County Local Authorities have enabled reinvestment of retained rates income via
Pot B to help unlock commercial sites through new infrastructure as well as supporting
programmes across the wider LEP area through Pot C to assist businesses and supply
chains, boost innovation and enhance skills.
LEP programmes that have been able to be supported to date via Pot C include the
Innovative Projects Fund and the Enterprise Advisors Network, helping to deliver the aims
and aspirations of the Economic Strategy for Norfolk and Suffolk.
Enterprise Zones: Impact in Norfolk and Suffolk so far
New Anglia Enterprise Zones have boosted the economy in Norfolk and Suffolk focusing
development on 16 commercial sites in priority locations. We have demonstrated a
successful partnership between the LEP, County Councils and District Authorities to deliver
a strong place-based approach, unlocking and marketing commercial sites and supporting
business expansion. Much of the success of the Enterprise Zone activity is a direct result of
this effective partnership working to bring forward commercial sites.
There has been some attraction of Foreign Direct Investment and businesses from outside
the region, but the main benefit has been creating opportunities for regional businesses to
invest and grow here, bringing forward development land, enhancing business clusters and
supporting local jobs growth.
To date (31st March 2022) our Enterprise Zones have;
boosted 4,934 jobs,
supported 216 businesses,
unlocked 137 ha of development land and
leveraged £631 million of public and private sector capital spend
Business rates income is retained in Norfolk and Suffolk across all of the Enterprise Zone
sites (over their lifetime) with significant reinvestment into infrastructure and marketing to
help accelerate further development.
The wider positive impact on the construction sector should also be recognised with 3,786
construction jobs supported so far across the various Enterprise Zone commercial
developments. These include major commercial spaces and HQs constructed across a
number of sites including Futura Park and Princes Street (Ipswich), Eastern Gateway
(Sproughton), Suffolk Park (Bury St Edmunds), Norwich Research Park (South Norfolk),
Ellough Enterprise Park (Beccles), Beacon Park (Great Yarmouth) and Nar Ouse (King’s
Lynn).
A number of regional businesses and international inward investors have been supported
across the Enterprise Zone sites with wide ranging examples including LDH La Doria,
Amazon, Treatt, MH Star, Unipart, NHS Quadram, Proserv, Seajacks, BH Bus, Leaf
Systems and Birketts.
Key sectors identified for our Enterprise Zones include: agri-tech, food and health, offshore
energy, the green economy, ICT and digital creative sectors, professional services and
advanced engineering. These are all primarily sectors in which Norfolk and Suffolk has a
competitive advantage and align with the focus of our Economic Strategy.
Enterprise Zones have established themselves as a driving force of local economies as they
unlock key development sites, consolidate infrastructure, attract business and create jobs. In
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light of recent impacts on Norfolk and Suffolk’s economy and key sectors from Covid19 and
EU transition, these sites present an opportunity to continue to support economic recovery in
key priority locations. Some of these locations can be more economically fragile – coastal
and rural locations for example – and therefore investment in Enterprise Zones can assist
where there is market failure or levelling up is required.
Enterprise Zones: Strategic Plan 2021-26
A new strategic plan to reposition Enterprise Zones to drive clean growth and innovation was
agreed by the New Anglia LEP board in March 2021. The plan links Enterprise Zone sites,
innovation clusters and hubs, knowledge and transport assets in a more connected way. It
also supports a more joined-up conversation around land supply and demand, including
grow-on space, along the major transport corridors such as the A14 to help inform future
strategic development plans and growth policies.
New investment propositions such as the High Potential Opportunity (HPO) at Norwich
Research Park and targeted marketing via Norfolk and Suffolk Unlimited will continue to help
to raise the profile of Enterprise Zones, unlocking further development potential and
attracting new investment, working with the Inward Investment team and Growth Hub.
In terms of innovation and clean growth, a number of major developments are underway or
planned on several Enterprise Zone sites. These include new innovation and business
centres which aim to accelerate business growth in key higher value sectors as well as
boosting innovation.
This activity is also being linked into the LEP’s Connected Innovation programme, where
appropriate, to help support development of these innovation hubs and innovative
businesses on sites such as NRP, Scottow, Nar Ouse, Gateway 14 and Suffolk Park, for
example.
Development Pipeline and Future Opportunities
Local Site Delivery Plans are prepared for each of the Enterprise Zone sites which map out
key interventions, development pipelines and expected levels of investments. With strong
collaboration between New Anglia LEP, Local Authorities and private sector partners, the
following overall outputs are forecast over 2021-26 across all Enterprise Zone sites:
3,377 direct jobs created
972 construction jobs supported
209 new businesses supported
37 hectares of land developed
194,000 sq m of new floorspace created and 3,700 sq m refurbished
£265 million of public sector capital investment
£98.5 million of private sector capital investment
£4.2 million of public and private sector revenue investment
Although economic growth and a number of business sectors have been impacted by
various external factors, progress has been made against targets in the first 12 months of
the new EZ Strategic Plan 2021-26. These include;
480 direct jobs reported
17 new businesses supported
21 ha of development land made ready
£42.6 million capital investment
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Of particular note is the significant progress in bringing forward 21 hectares of development
land to help unlock new commercial opportunities over the next four years. As reported in
previous updates to the LEP Board, the reported outputs on jobs and businesses tend to lag
someway behind the reported figures on land development and construction but there is
some optimism around the future pipeline of expected commercial projects.
A summary of the development projects and opportunities in the current plans include;
Creation of a new innovation/accelerator and grow-on space at Norwich Research
Park
Redevelopment of Scottow Enterprise Park entrance and gateway buildings including
additional commercial space
Further development of Nar Ouse, King’s Lynn with plans for a new innovation and
collaboration space for businesses
Construction of warehousing and logistics buildings at Gateway 14, Stowmarket and
progression of plans for a Skills and Innovation Centre. Gateway 14 is now a
Freeport East designated site and part of the UK’s Freeport offer with additional
benefits to potential inward investors and growing businesses
Progression of commercial development and car parking at Portman Road / Princes
Street in Ipswich
Completion of construction on Eastern Gateway EZ site, Sproughton
Completion of construction on Suffolk Park EZ site, Bury St Edmunds
Construction of advanced manufacturing and engineering units, adjacent to the
Suffolk Park EZ and enabled by investment of retained EZ business rates
Construction of the O&M Campus in Great Yarmouth
Continue to progress development opportunities on EZ sites at Hornbill Business
Park (Ellough) and South Lowestoft Industrial Estate
Identification of low carbon energy and micro power generation opportunities for EZ
sites including new hydrogen facilities (following market testing at Powerpark in
Lowestoft). Potential opportunity for test bed energy projects on EZ sites.
Reporting and Governance
Outputs continue to be monitored and reported on a six-monthly basis to the Department for
Levelling Up, Housing and Communities and New Anglia LEP Board (via PPRs).
Activity across the two Enterprise Zones is coordinated by formal partnership/development
groups, chaired by New Anglia LEP, involving County and District/Borough Council officers.
There are strong governance and financial processes in place as well, managed by an
experienced team based within the LEP.
In previous years the LEP Board had a nominated Enterprise Zones representative but since
changes to the board over time there is no longer a designated representative in place. The
Board may wish to consider addressing this and seek nominations.
Recommendation: The Board is asked to note progress on the New Anglia Enterprise
Zones and future development pipeline and also consider the option of a LEP Board
representative for the Enterprise Zones.
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EnterpriseZonesPerformanceReport SPACETOINNOVATE
Pro
g
rammeOverview‐WhatareEnter
p
riseZones?
Whatareourkeyupdates?
Whatisourfinancialposition?
WhatisourcontributiontotheEconomicStrategy?
CumeApr2016‐
Sep21
Change(Q3&4Oct
21‐Mar22figures) Cumetotal Forecastto2026 Progress(%)
2,785 157 2,942 7,381 40
128 9 137 341 40
204.7 26.5 231.2 170.5 136
188,152 643 188,795 316,376 60
WhatistheOverallProgrammeStatus?
Outputs Amber
•DevelopstrongerpartnershipactivitywithDIT,GrowthHub,ConnectedInnovationpartnersandkeycommercialandGovernmentpartnersforexample,toincludeEZ
sitesinDITpromotionsandMIPIM
•DevelopaclearerunderstandingofimpactofCovid‐19onEZretainedratesincome,inrelationtoeligibilitycriteriaforrecentSmallBusinessGrantscheme,and
employment.
Outputslowerthanexpectedinfirst2yearsduetodelayedstartinsitedevelopment,however,recenttrendispositivewithstronguplift,but
lowerjoboutputsperbusinessthananticipated
Income Green Ontrack
Nextsteps
•DevelopnewinwardinvestmentandpromotionalmaterialtohelpmarketandraisetheprofileoftheEnterpriseZonestoinwardinvestorsandexpandingbusinesses
WorkonthephaseonespeculativeunitsontheNarOuseEZsiteatKing'sLynncontinuesonschedule,withtheunitsnowbeingclad.Thesearebeingsupportedbythe
EnterpriseZoneAcceleratorFund.
Jaynichavesecureda£13.8mcashinjectiontodevelopanew15,000m2unitontheSuffolkParkEZsite.DemandforindustrialspacealongthevitalA14road
linkcontinuestosoaranddevelopmentofthesitehasbeenfarquickerthananticipated.
NewsonafurtherdevelopmentonZone3oftheNorwichResearchParkEZsiteisexpectedimminently.Tropicstaffaremakinggooduseofthenewadditionalmodular
unitsandlabspacenexttotheInnovationCentreonZone1.
OUTPUTS
NumberofjobsinEZ(Net)
Numberofbusinesses(Net)
Privatesectorcapitalinvestment(£m)
Floorspace‐newandrefurbished(m2)
ConstructionhasstartedontheGateway14businessparkontheStowmarketEZsite.InitialconstructiononthesiteinfrastructurebyJacksonCivilEngineeringLtdisdue
tobecompletedearlynextyearandwillincludethenewmainestateroadfromtheroundaboutontheA1120.
TreborDevelopmentshavelodgedaplanningapplicationforfivenewspeculativeindustrialunitsof1,000‐5,000m2ontheEasternGatewayEZsiteatSproughton.These
willbecompleteby2023,bringing350jobstothesite.Thistakesoccupationto75%,justleavingservicespaceandoneortwosmallplots.
Thereisnowjustoneunitavailableofthe19developedontheCraneParksite‐partoftheFuturaParkEZsiteinIpswich.Alltheresthavebeenlet,bringingnew
businessesandjobstothesite.
•SuffolksitesarePrincesStreetOfficeDistrict,WaterfrontIslandandFuturaPark(3Ipswichsites),Gateway14(Stowmarket),EasternGateway(Sproughton)andSuffolk
Park(BuryStEdmunds)
•EnterpriseZonesaredesignateddevelopmentzoneswithbusinessratesrelief,astraightforwardplanningprocessandbusiness‐readyinfrastructure
•DrivenforwardbyapartnershipbetweenNewAngliaLEP,county/district/boroughcouncils,land‐ownersanddeveloperstohelpencouragetheclusteringofinnovative
businesses(SpacetoInnovateEZ)
•EnterpriseZoneshavea25‐yearlifespanandenabletheretentionofratesincometoreinvestlocallytofurtherboosteconomicdevelopmentwhichareheldbylocal
authoritiesintheformsofPotA&BwithPotCbeingretainedbyNewAngliaLEP.
•LaunchedinApril2016,theSpacetoInnovateEnterpriseZonehas10commercialsitesacrossNorfolkandSuffolk
•NorfolksitesareNorwichResearchPark,ScottowEnterprisePark,EgmereBusinessZoneandNarOuseBusinessPark(King'sLynn)
24
EnterpriseZonesPerformanceReport GREATYARMOUTH&LOWESTOFT
ProgrammeOverview‐WhatareEnterpriseZones?
Whatareourkeyupdates?
Whatisourfinancialposition?
WhatisourcontributiontotheEconomicStrategy?
Cumulative
fromApr12to
Sep21
Change(Q3&4
Oct21‐Mar22
figures)
Cumulative
total Forecastto2026 Progress(%)
1,942 50 1,992 3,799 52
76 3 79 136 58
63.53 0.64 64.17 58 111
55,355 1,042 56,397 73,100 77
WhatistheOverallProgrammeStatus?
Outputs Amber Externalimpactofoilandgasdownturn,Brexit&Covidadverselyaffectingdevelopment
Income Green Ontrack
OUTPUTS
•EnterpriseZonesaredesignateddevelopmentzoneswithbusinessratesrelief,astraightforwardplanningprocessandbusiness‐ready
infrastructure
•DrivenforwardbyapartnershipbetweenNewAngliaLEP,county/district/boroughcouncils,landownersanddeveloperstohelp
encouragetheclusteringofenergy‐relatedbusinesses(GreatYarmouth&LowestoftEZ)
•EnterpriseZoneshavea25yearlifespanandenabletheretentionofratesincometoreinvestlocallytofurtherboosteconomic
developmentwhichareheldbylocalauthoritiesintheformsofPotA&BwithPotCbeingretainedbyNewAngliaLEP.
•LaunchedinApril2012,theGY&LEnterpriseZonehas6commercialsitesacrossNorfolkandSuffolk.
•NorfolksitesareSouthDenesandBeaconParkinGreatYarmouth.
•SuffolksitesareMobbsWay,RiversideRoadandSouthLowestoftIndustrialEstateinLowestoftandElloughBusinessPark.
ThedeveloperonMobbsWay,Oulton,hasbuiltthreeofficeunitsspeculativelywhicharenowcomplete.Onenewcompanyhasmoved
intooneoftheunitsandtheothertwohavebeentakenoverbyacompanywhoarealreadyontheEZandnowexpanding.
WorkonPowerparkinLowestoftbyConradEnergyisunderwayandthehydrogenfacilityisduetobecompletedQ4of2023.Talksare
underwaywithpotentialendusersofthehydrogen.ConradarealsoconsideringotherEZsitesintheregion.
ThisisthefirstdeliveryofnewfloorspaceontheGYLEZsinceSeptember2019,withover1,000m2ofnewunitsonBeaconParkand
MobbsWay.Thisisanencouragingsignforpost‐Coviddevelopment.
WorkispartcompleteonPlot9onBeaconParkonajointventurebetweenPinkOfficeLtdandCTRServicesLtdtodeliverpremisesfor
bothcompanies.CTRhavenowcompletedandmovedin,bringingaworkforceof30.TheyreceivedsupportfromtheGrowingBusiness
Fundof£160kontheir£800kproject.
•DevelopnewinwardinvestmentandpromotionalmaterialtohelpmarketandraisetheprofileoftheEnterpriseZonesto
inwardinvestorsandexpandingbusinesses
•DevelopstrongerpartnershipactivitywithDIT,GrowthHub,ConnectedInnovationpartnersandkeycommercialandGovernment
partnersforexample,includesitesinDITpromotionandMIPIM
•DevelopaclearerunderstandingofimpactofCovid‐19onEZretainedratesincome,inrelationtoeligibilitycriteriaforrecentSmall
BusinessGrantscheme,andemployment.
NumberofjobsinEZ(Net)
Numberofbusinesses(Net)
Privatesectorcapitalinvestment(£m)
Floorspace‐newandrefurbished(m2)
Nextsteps
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New Anglia Local Enterprise Partnership Board
Wednesday 22nd June 2022
Agenda Item 7
Chief Executive’s Report
Summary
This report focuses on by exception reporting on key issues and information for the board’s
attention.
Regular reports on the performance of individual LEP programmes are provided via programme
performance reports and issues which require board input or decisions are tabled as agenda items
in their own right.
The report is grouped under five headings – 1) LEP managed projects and programmes, 2) LEP
Industry councils and Sub-groups, 3) External Partnership Activity, 4) Governance and Finance,
and 5) LEP Review. The communications dashboard is also attached as a separate appendix.
Recommendation
The board is asked to:
Note the contents of the report
1) LEP Managed Projects and Programmes
Skills Bootcamp – The LEP in partnership with Norfolk and Suffolk County Councils have been
successful in gaining just over £1m funding to deliver Skills Bootcamps on behalf of the
Department of Education. These are a means of delivering short, intensive training courses to give
people:
initial skills to enter a new sector from another one or a period of unemployment
enhanced skills to progress within an existing workplace
boosted knowledge to take on new contracts in the case of self-employed.
Training will take place in digital, advanced manufacturing & engineering, construction, green skills
and HGV driving. We are now looking to procure education providers to apply to join our
procurement framework in order to deliver these bootcamps. Details of the tender can be found
here.
The funding is to March 2023. However, DfE may extend the funding period of the agreement for
12months by giving notice by 31st March 2023 and a further 12 months by 31st March 2024. This
further funding is contingent on DfE making funding available for the programme.
Business support – The LEP plays a key role in both the coordination and the delivery of
business support across Norfolk and Suffolk.
This role was acknowledged by the Government in the LEP Review and is regarded as a key
function for LEPs going forwards.
The LEP is therefore working with public and private sector colleagues to map business support
provision, looking at gaps and demand as well as value for money and impact.
As board members will be aware the LEP’s key initiatives in this area are the Growth Hub and
Connected Innovation programme.
The Growth Hub is run by Suffolk Chamber of Commerce on behalf of the LEP.
To complement these initiatives the LEP also runs a number of other programmes including the
small grants programme and Growth Through Innovation programme.
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There are other initiatives run by partners such as Norfolk County Council helping businesses get
online and a scheme to help firms secure innovation grants.
These programmes are funded chiefly through EU funds - the ERDF programme – and funding will
cease during the 2023/24 financial year.
As reported previously to the board, the Growth Hub has supported more than 12,000 businesses
in Norfolk and Suffolk and delivered more than 53,000 hours of one-to-one support.
Therefore, the LEP team is working with local authority and private sector colleagues on securing
funding for these business support programmes.
ERDF funding has been replaced by the UK Shared Prosperity Fund. This funding is being
devolved to district councils.
Unfortunately, the amount of funding provided is less than that available under the ERDF
programme and is expected to cover a wider range of projects.
However, local authority colleagues do recognize the importance of business support and the
efficiencies of delivery services across a wider geography than an individual district. We are
working with local authority colleagues and business support partners on a programme of business
support for 2023/24 and 2024/25.
Updates on this will be provided to the board as this work continues.
2) LEP Industry Councils and Sub-groups
Innovation Board - The Innovation Board received an update from AstroAgency, the consultants
commissioned by the LEP to develop a plan for growing and promoting the region’s space sector
opportunities. The draft plan is well advanced and consultation with partners is underway including
the University of East Anglia, University of Suffolk, CEFAS and industry leaders including BT and
Gravitilab. Subject to final sign off by partners and the LEP, the plan will be officially launched in
the Autumn at an event held at Adastral Park.
Culture Board - The new Norfolk and Suffolk Culture Board Manifesto was successfully launched
on 26th May at the National Centre for Writing in Norwich. The launch event was well attended with
Helen Wilson, Chair, speaking on behalf of the Culture Board. The new manifesto, entitled ‘Culture
Drives Impact’ sets out a roadmap for driving a stronger focus on the cultural sector as well as a
shared ambition to embed cultural activity across society and sectors to help enhance the wider
social, economic, health, wellbeing and educational benefits.
Visitor Economy Group - A regional ‘place making exercise’ has been led by Visit East of
England, working with the LEP’s Visitor Economy Group, which includes all local authorities and
representatives from local DMOs, BIDs and visitor attractions.
The work aims to create a stronger brand identity and strapline for the wider East of England’s
regional tourism offer. Specialist destination branding consultants MDSG prepared a number of
branding and strapline options and undertook consultation with partners. There is now agreement
to progress some creative options using the word ‘Naturally’ which can be applied to a variety of
place and thematic campaigns. There is also a recognition of the region leveraging its natural and
environmental assets which can be applied to both a rural and urban context.
3) External Partnership Activity
Heat Network Delivery Unit – Round 12 - The LEP and BEIS are hosting a webinar on 14 June
promoting the 12th round of feasibility funding from the Heat Networks Delivery Unit
(HNDU). HNDU provides grant funding and guidance for heat network project development. For
round 12 BEIS has expanded the scope to include NHS Trusts, Registered Social Housing
Providers, Property Developers and Universities as well as local authorities. As such competition is
expected to be high with the first wave closing on 1 July so we are encouraging early submission
by providing early guidance to interested parties. Interest in heat networks has not been prevalent
across Norfolk and Suffolk to date. The LEP have been discussing with partners exploring
opportunities and it is hoped that a project can be identified to be put forward in this round.
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Cyber Security – Tech East is working with Norfolk County Council, Suffolk County Council and
New Anglia LEP on plans for a major event focused on cyber security. Scheduled for the 13th July,
topics will cover what’s changing in Cyber Security, emerging risks, impact of Ukrainian / Russian
conflict, best practice and where to find information / get help to protect your business. The target
audience will be Norfolk & Suffolk tech businesses, other SMEs and start-ups, sector groups and
Universities. The speaker line up is being confirmed,
Innovation Hubs - MENTA - @inc Felixstowe Launch Event - An event to launch a new MENTA
space called @inc Felixstowe on the high street in Felixstowe took place last month. The event
was attended by over 100 people and had coverage across a livestream on social media.
MENTA provided tours of the space including breakout rooms, soundproof rooms for recording and
virtual calls. The centre has had a really positive response from the local community as it has
developed – with many local residents keen to find out more and praising the initiative.
The new centre will link into the LEP’s Connected Innovation Network to make the most of the
connections to the other hubs and local universities.
Food Innovation Cluster Suffolk Launch – An event to officially launch and profile the region’s
food and drink cluster was hosted by Suffolk New College in Ipswich. The event focused on new
business support, research and innovation activity to support the region’s growing food and drink
cluster. This is part of the wider regional activity supporting the Food Innovation Cluster in Norfolk
and the recent topping out ceremony of the new Food Innovation Centre at the Food Enterprise
Park (FEP).
4) Governance, Operations and Finance
Risk Register - We have undertaken a full review of our Risk Register and this will be presented to
the Audit and Risk Committee at their meeting on 28th June 2022.
We have increased the risk scores for the following:
- LEP demerger (previously merger)
- Business Growth Programme
We have decreased the risk scores for the following:
- Loss of core funding
- Coronavirus
Finance - The LEP is reporting consolidated accounts on a quarterly basis. The figures for the first
quarter, April - June 2022, will be included in the July board paper.
The LEP’s on-site audit is in progress with an audit clearance meeting scheduled for 16th June.
The Audit & Risk Committee are meeting on 28th June 2022 to review the annual financial
statements. Subject to this review the accounts will be recommended to the LEP board for
approval in July, and to the AGM in September. Due to uncertainties around the LEP review and
future structures the auditors are proposing to include a material uncertainty related to going
concern in their audit report. Note that this does not constitute a qualification of the audit opinion.
We are waiting for further information from government regarding the process and timing for
payment of our Core funding - £375k.
5) LEP Review
The LEP and county council colleagues continue to meet regarding the future of the LEP in the
context of county deals.
At May’s board meeting, the board was updated on the progress of devolution discussions, with
colleagues from both county councils continuing to engage with Whitehall colleagues.
A further meeting between the LEP and the two county councils will take place on Friday June 24th,
which will start to establish the workstreams required to plan the change process.
This work will give a better indication of timeline and work required.
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As a LEP we continue to engage with Government nationally with Chris Starkie part of the LEP
Network and Government working group on LEP Transition and Future Working.
This group, which includes around six Government officials and six LEP CEOs plus the director of
the LEP Network, is helping shape the transition process for LEPs who are part of existing
devolution deals and those like New Anglia LEP, who are in areas where deals are being
negotiated.
It is also looking at the ongoing role of LEPs and the functions of LEPs in both areas where there
are deals and areas where there are not.
This is important as it will be important to secure core funding from Government for areas with
deals as well as areas without deals where LEPs are continuing.
The principle of core funding has been indicated for future years, but is subject to Government
departmental business plan agreement and sign off. One of the purposes of the LEP
Network/Government group is to help develop the business case for this investment by
Government.
Recommendation
The board is asked to:
Note the contents of the report
29
This dashboard sets out the outcomes and impact of our communications activities during
May 2022.
Media coverage
- 24 pieces of coverage
- 3 reactive media enquiries
Top 3 stories
Norwich Evening News
£11.4m innovation centre aims to fire Norfolk up the food rankings
https://www.edp24.co.uk/news/business/broadland-food-innovation-centre-nearing-
completion-outside-norwich-8958190
East Anglian Daily Times
Vertical farm developers seal deal on Suffolk site
https://www.eadt.co.uk/news/business/deal-sealed-on-suffolk-vertical-farm-8944488
Greatest Hits Radio
Free public Wi-Fi launched in Lowestoft
https://planetradio.co.uk/greatest-hits/norfolk/news/free-public-wi-fi-launched-in-lowestoft/
Website
There were 12, 296 page views on the LEP website (2,227 up on the previous month). The
most visited page was Small Grant Scheme, followed by Funding, Growth Through
Innovation Fund, Careers, Our Team and Growing Business Fund.
Campaigns, events, and other projects
• Dubai delegation 17 May,
• UK REiiF event took the Inward Investment team to Leeds
• The final article and video for the Norfolk & Suffolk Unlimited inward investment
campaign Clarity went out this month making that a total of 10 articles and videos.
The click through rates have continued to increase showing that twitter has been the
stronger channel.
• We continue to deliver communications for New Anglia Growth Hub, including
supporting the Scale Up New Anglia programme, which has had a significant
increase in number of events and sign-ups. We have a number of case studies and
articles which we have planned for the following month.
Communications activity
during May 2022
30
Social media and e-newsletters
May 2022
April 2022
New Anglia LEP
Number of Twitter followers
9,385
9,371
Average Twitter engagements per day (likes, retweets etc.)
13.25
12.3
Number of impressions (times a tweet showed in someone’s
timeline)
15.6K
16.6K
Number of LinkedIn followers
5,154
5,090
Number of impressions on LinkedIn
21.2K
15.2K
E-newsletter: open rate
41.70%
37.59%
E-newsletter: click-to-open rate
4.85%
13.17%
Norfolk & Suffolk Unlimited
Number of Twitter followers
917
905
Average Twitter engagements per day (likes, retweets etc)
4.2
6.2
Number of impressions (number of times users saw our tweet)
794K
928K
Number of LinkedIn followers
1,914
1,864
31
1
New Anglia Local Enterprise Partnership Board
Wednesday 22nd June 2022
Agenda Item 8
HR and Operating Policies
Author: Melanie Richardson Presenter: Rosanne Wijnberg
Summary
The annual review of the LEPs policies and procedures, for employees and board members,
has been completed. Those which require board approval are presented here, whilst all other
board member relevant policies are available on the Board Member SharePoint site.
Recommendation
The board is asked to note the content of this report and endorse the following documents:
Modern Slavery Statement
Sustainable Development Policy
Equality & Diversity Policy and Statement
Board Attendance & Observers Policy
Gender Pay Gap report
Furthermore, the board is invited to approve the Remuneration Committee Terms of Reference.
Modern Slavery Statement
Section 54 of the Modern Slavery Act 2015 requires certain organisations to develop a slavery
and human trafficking statement each year. The slavery and human trafficking statement
should set out what steps an organisation has taken to ensure modern slavery is not taking
place in their business or supply chains.
A Modern Slavery Statement registry service is now available online and the LEP have
published the statement for 2020-21. The LEP has reviewed its statement 2021-22 in line with
the guidance and recommendations from government and can be found at Appendix A.
Handbook Policies
The Sustainable Development Policy (Appendix B) is an integral internal element of the LEPs
vision for clean growth, supporting the Norfolk and Suffolk Economic Strategy. The LEP is
committed to environmental protection, the minimisation of the negative environmental effects
and the encouragement of circular economy practices of its direct business activities. This
policy aims to develop this commitment.
The Equality & Diversity Policy and Statement (Appendix C) confirms the LEPs commitment to
equality and diversity across all its functions. There have been no changes to this policy. Note
that we have reissued the training documentation and supporting guidance notes to the LEP
team.
The Board Attendance & Observers Policy is attached at Appendix D. There have been no
changes to this policy.
32
2
Remuneration Committee
The Remuneration Committee is made up of Mark Jeffries (independent Chair), Cllr Andrew
Proctor and Jeanette Wheeler. The Chair of the LEP Board is a co-opted member.
At its meeting on 24th February 2022, the Remuneration Committee reviewed the committee
terms of reference (Appendix E) and noted that the chair is appointed for 5 years and that Mark
Jeffries’ term would be ending April 2022. The Board agreed to extend the term of Mark Jeffries
as chair to April 2023 at its March meeting.
The committee also reviewed and approved the LEPs voluntary Gender Pay Gap report. This
can be viewed on our website.
Recommendation
The board is asked to note the content of this report and endorse the following documents:
Modern Slavery Statement
Sustainable Development Policy
Equality & Diversity Policy and Statement
Board Attendance & Observers Policy
Gender pay gap report
Furthermore, the board is invited to approve the Remuneration Committee Terms of Reference.
Appendix
A - Modern Slavery Statement 2021-22
B - Sustainable Development Policy
C - Equality and Diversity Policy and Statement
D - Board Attendance & Observers Policy
D1 – Gender pay gap report
E - Remuneration Committee Terms of Reference
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Modern Slavery Statement 2021/22 1
Last updated: June 2022
Appendix A
Modern Slavery and Human Trafficking Statement
Financial Year 2021/22
Introduction
This statement is made pursuant to Section 54, Part 6 of the Modern Slavery Act 2015 and
sets out the steps that New Anglia LEP has taken to ensure that slavery and human
trafficking are not taking place within its supply chains or in any part of its business. This
statement covers the financial period 1 April 2021 to 31 March 2022.
We recognise that we have a responsibility to take a robust approach to slavery and human
trafficking.
New Anglia LEP is absolutely committed to preventing slavery and human trafficking in its
corporate activities, and to ensuring that its supply chains are free from slavery and human
trafficking.
Organisational Structure and Supply Chains
This statement covers the activities of New Anglia Local Enterprise Partnership and all
programmes funded by New Anglia LEP. Based in Norwich, with an office in Ipswich, and is
a company limited by guarantee. With a non-executive board of 17 and an executive team of
60 people, we work closely with local authorities and local businesses to drive growth and
enterprise across Norfolk and Suffolk.
Relevant Policies
New Anglia operates the following policies that describe its approach to the identification of
modern slavery risks and steps to be taken to prevent slavery and human trafficking in its
operations:
Whistleblowing Policy – the organisation encourages all its workers, customers and
other business partners to report any concerns related to the direct activities, or the
supply chains of, the organisation. This includes any circumstances that may give
rise to an enhanced risk of slavery or human trafficking. The organisation's
whistleblowing procedure is designed to make it easy for workers to make
disclosures, without fear of retaliation.
Standards of Conduct Policy – the organisation's standards make clear to employees
and board members the actions and behaviour expected of them when representing
the organisation. The organisation strives to maintain the highest standards of
employee and board member conduct and ethical behaviour when operating abroad
and managing its supply chain.
Legal Working Policy – the LEP takes appropriate steps to ensure the people it
employs are working legally and to ensure the organisation is working within the law.
Checks are carried out on all applicants employed to confirm they are legally allowed
to work in the UK, with checks on appearance of the individuals, dates supplied and
genuine documentation.
Procurement Policy – the LEP sets out the expectation that suppliers have adequate
policies and procedures in place to ensure that their business and their suppliers
have a robust stance on slavery and human trafficking.
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Modern Slavery Statement 2021/22 2
Last updated: June 2022
Risk Assessment and Due Diligence
We maintain a principal risk register which is reviewed bi-monthly by management and six
monthly by the LEP’s Management Committee and Audit & Risk Committee. This risk
register is used to identify areas of concern and to agree mitigating actions.
We work closely with our supply chain and build long-standing relationships in order to
further reduce risk. We expect our suppliers to adhere to the requirements of the Modern
Slavery Act 2015 and act to identify and prevent slavery or human trafficking in their own
supply chains.
Training and Awareness
To ensure a high level of understanding of the risks of modern slavery and human trafficking
in our supply chains and our business we provide guidance and training to our staff. We
encourage employee engagement, communication and the ability of an employee to raise
concerns or grievances.
Board Approval
This statement has been approved by the board of directors, who will review and update it
annually.
Chair’s signature:
Chair’s name: C-J Green
Date:
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Sustainable Development Policy 1
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Appendix B
Sustainable Development Policy
Introduction
The LEP has a longstanding commitment to environmental sustainability, most
recently in the Norfolk and Suffolk Economic Strategy, with clean growth being its
golden thread. The LEP is working with all its partners and stakeholders to develop
an ambition and action plan to deliver this vision through the recently established
Clean Growth Taskforce, and continually reviews its policy and practice to improve
sustainability. The LEP is committed to environmental protection, the minimisation of
the negative environmental effects and the encouragement of circular economy
practises of its direct business activities.
The Policy
The LEP recognises that many of its activities have an impact on the local, regional,
national and global environment. We aim to conduct our business and operations to
reflect best environmental practice and improve its environmental performance
beyond current legislation and regulation.
This policy applies to all employees and board members and the activities, projects
and programmes it’s involved in. A list of projects and programmes covered by this
policy is included in the Environmental Action Plan at Appendix 1.
Specifically, the New Anglia LEP, its projects, programmes and sub-contractors, will:
assess its environmental footprint and actively seek to reduce it. More
specifically:
o review all activities, operations and procedures to identify, quantify
and evaluate environmental impact
o dispose of its waste using a registered waste collector and observe
and comply with the Waste Electrical and Electronic Equipment
(WEEE) regulations
o minimise resource use and the environmental impacts associated with
its activities, this includes but is not limited to energy consumption and
travel arrangements
o meet and endeavour to exceed all UK, European and International
environmental legislation across its operations
o continue to pro-actively raise awareness and build knowledge of
environmental issues amongst staff and encourage individual
environmental responsibilities and the use of good environmental
practice
o communicate the value of environmental awareness and sustainability
to members and stakeholders
o purchase, whenever possible, goods and services that minimise
adverse environmental effects.
Responsibility for its implementation lies with the Board, managers and all
employees.
Approved by the LEP board: 22nd June 2022
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Sustainable Development Policy 2
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Appendix 1
Environmental Action Plan
In order to implement the Environmental Policy, New Anglia LEP is committed to the
following activities and will review progress against this plan yearly. This action plan
covers all relevant projects and programmes as listed below.
Minimisation of energy consumption – Scopes 1 and 2
New Anglia LEP will endeavour to reduce the amount of energy (gas and electricity)
used across all its business.
Action Milestones Responsible
Reduce the energy used
by engaging our landlords
in discussions about more
flexible approaches to
energy noting how few
colleagues have returned
to the office post-covid.
Yearly meetings to cover
energy efficiency
Chief Operating Officer
Reduce the energy used
in offices/at home by
launching a Turn It Off
campaign, to ensure that
electrical items are turned
off rather than on standby
and that lights are turned
off.
Engage colleagues in
series of learning events
focussed on changing
behaviours. Monitor on a
quarterly basis, with
mitigating actions through
LEP Leadership team if
needed.
Clean Growth Manager
reporting to LEP
Leadership Team via
Head of Strategy
Ensure that stationery
and equipment supplies
are ordered through local
companies with
sustainable credentials
where possible and
orders are compiled
rather than separate
items.
At all times when placing
orders – review practice
at least annually to test
whether further
improvements are
needed.
Executive Assistant,
reporting to LEP
Leadership Team via
Chief Operating Officer
Consider the energy
rating of new office
equipment to ensure
efficiency.
At all times when ordering
equipment – any
exceptions to be agreed
with COO.
Executive Assistant,
reporting to LEP
Leadership Team via
Chief Operating Officer
Minimisation of travel – Scope 3
New Anglia LEP recognises that some travelling is necessary in the day-to-day
operation of the organisation. However, the pandemic has demonstrated that
different ways of working are possible, with minimal travel to meetings and
workplaces. As we emerge from the pandemic, the LEP is committed to build on this
experience, with a significant reduction in travel to work and meetings going forward.
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Sustainable Development Policy 3
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Action Milestones Responsible
Continue a flexible
working policy which
supports home working
when employees choose
to do so.
Set a baseline in summer
2022 and review on a
regular basis.
Leadership Team to liaise
with employees on how
best to support this policy
Utilise modern technology
to reduce travel and save
time, use of telephone
conference facilities and
Teams.
Set a baseline in summer
2022 and review on a
regular basis.
All staff, informed by
workplace policy set by
LEP Leadership Team
Select locations which are
accessible by public
transport and other
sustainable transport
options wherever
practicable.
Set a baseline in summer
2022 for travel to work
and meetings and review
on a regular basis.
All staff, informed by
workplace policy set by
LEP Leadership Team
Use public transport
where possible; buses
and trains and promote
alternative transport
options like walking and
cycling.
Set a baseline in summer
2022 for travel to work
and meetings and review
on a regular basis.
All staff, informed by
workplace policy set by
LEP Leadership Team
Car and lift share where
possible to meetings and
events.
Set a baseline in summer
2022 for travel to work
and meetings and review
on a regula
r
basis.
All staff, informed by
workplace policy set by
LEP Leadership Team
Supply chain – Scope 3
New Anglia LEP will look to engage with suppliers who are actively looking at ways to
reduce their environmental impact
Action Milestones Responsible
When working with
suppliers ensure we and
they are adhering to the
procurement framework
that states: “New Anglia
LEP, through the Clean
Growth Taskforce,
supports the Journey to
Net Zero and encourages
our supply chain to take
reasonable action around
their own sustainable
development.”
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Minimisation of waste – Scope 3
New Anglia LEP will endeavour to reduce the amount of waste created by its
activities and increase recycling.
Action Milestones Responsible
Reduce unnecessary
printing and recycle paper
where possible.
Set a baseline in summer
2022 and review on a
regular basis.
Clean Growth Manager
reporting to LEP
Leadership Team via
Head of Strategy
Not produce hard copy
documents unless
absolutely necessary and
to keep order numbers as
low as possible.
Set baseline in summer
2022 and establish
expectations around
printing for project
documentation, and for
paperwork printed for
project events.
Comms lead reporting to
LEP Leadership Team via
CEO
Monitor magazine
circulations and keep to a
minimum – replace with
digital subscriptions
where possible.
Review publications
summer 2022 and at least
annually from that point.
Executive Assistant,
reporting to LEP
Leadership Team via
Chief Operating Officer
Recycle items where
possible by utilising the
facilities available in the
managed offices.
Promote good practice
through Monday staff
meetings and in other
communications.
Clean Growth Manager
reporting to LEP
Leadership Team via
Head of Strategy
Ensure that all electrical
and electronic equipment
is disposed of and
recycled correctly and not
mixed with general waste.
At all times when
disposing of electrical and
electronic waste. Ensure
that relevant waste and IT
contracts include this
provision when renewing
contracts.
Executive Assistant,
reporting to LEP
Leadership Team via
Chief Operating Officer
Use recycled products
including paper where
possible.
At all times when placing
orders.
Executive Assistant,
reporting to LEP
Leadership Team via
Chief Operating Office
r
Ensure that hired facilities
meet the above
requirements.
Set expectations for hire
premises at the outset of
the project and check
venues against these
requirements before
booking.
Project teams when hiring
venues
Measures and monitoring
New Anglia LEP has measured the environmental impact of its operation in order to
produce an estimate of key measures, including paper consumption, staff
commuting/mileage, energy/water consumption, impact of flexible working. From this
baseline, annual monitoring will be conducted to ensure progress against the actions
and progress will be shared regularly with staff at team meetings to encourage
further improvement.
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Sustainable Development Policy 5
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Training and awareness campaigns will be conducted for all employees to ensure
that they are aware of the organisation’s commitment and provide a platform for
change in their own habits. This will include regular reporting of the above
monitoring data at Monday Team Meetings and a team-wide discussion on achieving
further improvements.
APPENDIX – June 2022 progress update
During 2021/22 the following progress has been made towards this policy:
Internal group established with representatives from each department
focused on how we can reduce our environmental impact as well as influence
others through our governance
Net Zero training for all LEP executive staff covering jargon busting, carbon
footprinting, building business confidence and ensuring contract readiness
Staff travel survey to understand behaviour
Consultant engaged to support in our carbon footprinting work leading to the
strengthening of the policy outlined above: focus on energy efficiency of
offices, working with supply chains, reducing travel/changing travel
behaviours, supporting staff in a hybrid working environment and the sharing
of knowledge/learning
40
Equality and Diversity Policy 1
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Appendix C
Equality and Diversity Policy
Introduction
This policy sets out New Anglia’s commitment to equality and diversity in the workplace and
across its panels, committees, programmes and on its Board of Directors. A separate policy
exists to explain and promote New Anglia's commitment to equality and diversity in the work
it does in the New Anglia LEP area and the programmes it runs.
Equality is enabling opportunity, access, participation and contribution on a fair and equal
footing, creating a level playing field and ensuring that different groups are not
disadvantaged or discriminated against when accessing employment, volunteering or
participating in New Anglia programmes, panels and on its Board of Directors. Diversity is
about the individual, understanding that each of us is different and making sure we respect
and celebrate the variety of backgrounds, perspectives, values, and beliefs.
The LEP actively encourages the employment, promotion and training of employees and
potential employees from all sectors of the community and values the different skills, ideas
and opinions that a diverse workforce can offer.
Policy Aims
This policy aims to:
set out the LEP’s approach to equal opportunities and the avoidance of discrimination
in the workplace
support the elimination of unlawful discrimination in employment and the workplace
promote equality of opportunity and diversity in employment and the LEP workplace
ensure that those working or volunteering with the LEP are clear about the LEP’s
commitment to equal opportunities and diversity
explain the relevant procedures the LEP will implement in relation to equal
opportunities management.
Our Policy
The policy applies to all employees, volunteers, contractors, secondees and board
members.
New Anglia LEP is committed to promoting equal opportunities and diversity in employment
and in the extended workplace which it operates. It aims to ensure, and where possible
advance, equal treatment of employees and applicants for jobs, offices and voluntary
positions on its panels, boards and programmes. Equality and diversity considerations will
underpin recruitment and selection, promotion, pay and benefits and training and
development.
The Equality Act 2010 makes it unlawful to discriminate against people because of any of
the nine ‘protected characteristics’. This extends to direct or indirect discrimination and
harassment because of:
age
disability (including mental health)
gender reassignment
marriage and civil partnership
pregnancy and maternity
race (including ethnic origin, colour, nationality or national origin)
religion or belief (including philosophical belief)
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Equality and Diversity Policy 2
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sex
sexual orientation
All employees, officers, volunteers, secondees and contractors of the LEP must not
unlawfully discriminate against or harass other people in the course of their work for the
LEP, including current and former employees, job applicants and officers.
All employees and officers at all levels are encouraged to act fairly and appropriately and
prevent and report unlawful discrimination and harassment.
Our Procedures
Recruitment and Promotion
The LEP will aim to ensure that advertisements for posts give sufficiently clear and accurate
information to enable potential applicants to assess their own suitability for the post. Job
descriptions and specifications for posts will include requirements that are necessary and
justifiable for the effective performance of the job.
The LEP reserves the right to recognise merit and reward individuals with promotion in a fair
manner. All employees will be considered on their merits (with reasonable adjustments
made where required) for career development and promotion with equal opportunities for all.
Information about vacant posts will be as widely disseminated as is practicable in order to
encourage a diverse response and reach as many sectors of the community as is possible.
Vacancies will also be circulated internally.
Candidate selection will be conducted against defined criteria and will focus on the
applicant’s suitability for the job. Where it is necessary to ask questions relating to personal
circumstances, these will be related purely to job requirements and asked of all candidates.
No questions in relation to health will be asked of the applicant prior to a job offer being
made. However, candidates and employees are encouraged to be clear when they require
help or assistance or adjustments to be made to enable them to interview or be assessed
fairly for a post or a promotion and also expressly make clear what help or adjustments they
might need to carry out any of the requirements of a post or position. The LEP will
endeavour to comply with its legal obligations under the disability discrimination provisions of
the Equality Act and welcomes applicants with disabilities.
Employment
The LEP will not unlawfully discriminate because of any protected characteristics in the
allocation of duties between employees employed at any level with comparable job
descriptions.
The LEP will put in place any reasonably practicable measures and/or adjustments within
the workplace for those employees who become disabled during employment or for disabled
appointees. Staff who become disabled are encouraged to inform the LEP about their
condition so appropriate support can be given. All employees are encouraged to discuss
their career prospects, training needs and any reasonable adjustments required on a regular
basis with their manager.
Requests for part-time work or other types of flexible working can and should be made
without fear and part-time and fixed-term staff shall be treated no less favourably than
comparable full-time or permanent members of the workforce.
Pregnant employees or those on maternity leave or returning from maternity leave will not be
subject to unlawful discrimination. Reference should be made to the Maternity Policy and
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Equality and Diversity Policy 3
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other ‘family friendly’ policies for information about the rights and responsibilities related to
pregnant employees and parents.
This policy does not form part of any employee’s contract of employment, and it may be
amended at any time.
Board and Sub-Committees
New Anglia is committed to ensuring a diverse representation on our Board and Sub-
Committees and panels which reflects the local business community. Selection for the Board
and any Sub-Committee or panel will be in line with our Assurance Framework and Articles
of Association.
Following Government expectations, the LEP ensures that at least a third of its main Board
members are female and is actively working towards equal representation by 2023. We will
actively encourage and support prospective board members from an ethnic minority
background. The LEP has no formal control over the appointment of its public sector Board
members who sit as a result of democratic elections as leaders of various councils or in their
capacity as leaders of further or higher education institutions. However, the LEP is
committed to endeavouring to do all it reasonably and legally is able to do to meet
Government expectations that the board is reflective of the local business community in
Norfolk and Suffolk.
Board member vacancies are advertised widely and targeted to specific groups to increase
diversity, particularly female leaders and ethnic minorities. Interviews are guaranteed for
members of these groups who fulfil all the essential criteria for the vacant role. Board
members are appointed based on their skills, knowledge (including sector knowledge and
representation) and their ability.
Sub-Committee member selection and panel membership is based on the skills, knowledge
and experience required for the relevant role/post.
Visitors and Suppliers
Employees must not discriminate against any of visitors or suppliers. Equally, the LEP
expects visitors and suppliers not to discriminate against employees and the LEP will take
appropriate action against any visitor or supplier found to have done so.
Employee Rights and Responsibilities
Employees have the right not to experience unlawful discrimination in the workplace. They
have a responsibility to understand this policy and help the LEP implement it.
All employees have a duty not to discriminate against each other and not to help anyone else
do so. Staff who are uncomfortable with another employee's behaviour are encouraged,
where they feel able to, to ask them to stop and explain that they are uncomfortable with the
behaviour.
All staff, volunteers, secondees and contractors are encouraged to report any concerns
relating to unlawful discrimination in accordance with this policy. All managers should lead
by example and set an appropriate standard of behaviour.
When Discrimination Arises – reporting concerns
If an employee, officer, secondee, volunteer or contractor believes they may have been
discriminated against or harassed, they should advise the LEP without delay. They can
speak informally or write to their line manager (where there is one) or with HR or the Chief
Operating Officer as appropriate.
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If an employee wishes to make a more formal complaint of discrimination or harassment,
they are encouraged to raise the matter in writing through the Grievance Policy.
Employees who make allegations of discrimination or harassment in good faith will not be
victimised or treated less favourably as a result. However, false allegations of a breach of
this policy which are found to have been made in bad faith may be dealt with under the
Disciplinary Policy.
Dealing with allegations of unlawful discrimination
Allegations of potential breaches of this policy will be treated seriously. The LEP will conduct
a reasonable and proportionate investigation into allegations of discrimination and
harassment. Confidentiality will be respected so far as possible but those alleged to be
responsible for any discriminatory or harassing behaviour will usually need to be given the
opportunity to reply to any allegations and for due process to be followed before decisions
can be made.
If, after investigation, it is decided an employee is found on balance to have acted in an
unlawfully discriminatory manner they may be subject to disciplinary action up to and
including dismissal. This applies to the most senior levels of management as well as to all
other employees.
Contractors, volunteers and officers who are determined after reasonable investigation to
have breached this policy or acted in a discriminatory way may be informed that their
services are no longer required and may be asked to step down from any board, sub-
committee or panel or other position they hold within the LEP sphere of influence.
Secondees can expect their employer to be informed of any allegations of concerned which
will then be dealt with by the employer accordingly.
Records of equal opportunities matters will be retained and kept confidential so far as
possible save that statistics which cannot be attributed to any named individual will be
shared with the Board and others where appropriate including to monitor the LEP’s progress
on promoting and sustaining equal opportunities and diversity.
Responsibilities
The Board of the New Anglia LEP has overall accountability for the effective operation of this
policy and for ensuring the LEP fulfils its role in addressing diversity issues by promotion of
this policy and delivering equality of opportunity. The Chief Operating Officer of the LEP is
the lead officer responsible for the day-to-day operation and implementation of this policy.
Every individual working for the LEP has a responsibility for their own behaviour and
ensuring that they participate in the promotion of equality and diversity within the
organisation.
Monitoring and Reporting
The Board will receive an annual report detailing the LEP’s progress on promoting and
sustaining equal opportunities and diversity over the past year and will agree an action plan
for how this can be further improved over the next year.
Approved by the board: 22nd June 2022
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Appendix 1
Definitions/explanations of what constitutes unlawful discrimination;
Direct discrimination occurs when someone is treated less favourably than another person
because of a protected characteristic.
Indirect discrimination occurs where a policy, provision, rule or practice at work applies to
everyone but has a disproportionate impact on people with a protected characteristic which
cannot be justified as a proportionate means of achieving a legitimate aim.
Harassment is unlawful if it is unwanted conduct of a sexual nature or related to another
protected characteristic which has the purpose or effect of violating dignity or creating a hostile,
intimidating, degrading, humiliating or offensive environment.
Victimisation is retaliation or bad treatment because the person has performed a protected act.
A protected act includes bringing proceedings under the Equality Act, giving evidence in
connection with such proceedings and making an allegation that a person has contravened the
Equality Act.
Associative discrimination is discrimination against a person because they have an association
with someone with a particular protected characteristic.
Perceptive discrimination is discrimination against a person because the discriminator thinks
the person possesses a protected characteristic, even if they do not in fact do so.
Discrimination arising from a disability is where a person with a disability is treated
unfavourably because of something arising in consequence of the person’s disability.
The duty to make reasonable adjustments arises when a provision criterion or practice of an
employer puts a disabled person at a substantial disadvantage in comparison to persons who
are not so disabled. Such adjustments or steps are aimed at avoiding that disadvantage.
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Equal Opportunities and Diversity STATEMENT
Relating to the activities of the New Anglia LEP
Diversity and equality issues impact everyone in the New Anglia area and we are committed to
promoting and supporting equality and diversity in the services provided and the work
undertaken by the LEP. Accordingly, equality and diversity are important considerations in all
our activities.
The New Anglia LEP aims to drive inclusive business growth in partnership with businesses,
local authority partners and education institutions. In doing so New Anglia LEP will endeavour
not to do anything that constitutes discrimination, harassment or victimisation in exercising its
functions.
Equality is enabling opportunity, access, participation and contribution on a fair and equal
footing, creating a level playing field and ensuring that different groups are not disadvantaged
when accessing employment, volunteering or participating in public life in the New Anglia area.
Diversity is about the individual, understanding that each of us is different and making sure we
respect and celebrate the variety of backgrounds, perspectives, values, and beliefs.
New Anglia and its Board will engage with its stakeholders and endeavour to be as inclusive
and transparent in its communications as possible and will actively work to ensure that our
service provision is appropriately accessible to all constituencies in the LEP area.
We will also endeavour to meet our obligations under the Public Services Social Value Act
2012, which requires people who commission, or buy, public services to consider securing
added economic, social, environmental and well-being benefits for their local area. We will
work with our partners to ensure that project development, commissioning and tendering
procedures support the principles of advancing equality of opportunity between people in our
target groups and advancing the elimination of unlawful discrimination, harassment and
victimization.
Following Government expectations, the LEP ensures that at least a third of its main Board
members are female and is actively working towards equal representation by 2023. We will
actively encourage and support prospective board members from an ethnic minority
background. The LEP has no formal control over the appointment of its public sector Board
members who sit as a result of democratic elections as leaders of various councils or in their
capacity as leaders of further or higher education institutions. However, the LEP is committed
to endeavouring to do all it reasonably and legally is able to do to meet Government
expectations that the board is reflective of the local business community in Norfolk and Suffolk.
Board member vacancies are advertised widely and targeted to specific groups to increase
diversity, particularly female leaders and ethnic minorities. Interviews are guaranteed for
members of these groups who fulfil all the essential criteria for the vacant role.
Any person who feels they have been discriminated against or wishes to report any concerns
in relation to equality, diversity or discrimination in respect of the LEP and its services,
functions or activities should write to the Chief Operating Officer, Rosanne Wijnberg;
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Appendix D
Board Attendance & Observers Policy
Policy Aims
This policy aims to:
ensure that board members understand attendance and engagement
requirements
to set out the procedure for allowing observers at board meetings.
Scope
This policy applies to all directors of New Anglia LEP and those invited to observe.
This policy covers board meeting attendance, observers and a process for
addressing any issues of persistent non-attendance and lack of engagement.
Our Policy
Attendance and Engagement Issues
The Chair of the Board is responsible for addressing any issues of persistent non-
attendance and lack of engagement.
Observers
Observers are only permitted for board members who attend by virtue of their role.
Any observer attending a board meeting will be permitted to participate in discussion
but will not form part of the quorum for the meeting and will not carry voting rights.
Private Sector Board Members
Private sector board members are appointed through a competitive recruitment
process and are not permitted to appoint an observer.
Public Sector Board Members
Public sector representatives attend by virtue of their role as local authority leader. It
is important that these bodies express their views at the board meetings to help
provide a balanced perspective.
To ensure we maintain a level of skill and experience, any observers should be of
equivalent status. In the case of local authority members this must be a deputy
leader or relevant portfolio holder.
Education Sector Leaders
The education members are classed as representing the private sector but allowed to
send observers to board meetings.
Any observer should be of equivalent status and in the case of universities and
colleges an alternate principal or vice chancellor.
Approved by the LEP board: 22nd June 2022
47
Gender Pay Gap Report 2021 1
Gender Pay Gap Report 2021
Summary
In 2019, New Anglia LEP agreed to review and report on its gender pay gap annually,
despite not being legally required to do so. It was felt that it is a good process to follow to
ascertain our position in terms of gender pay and analyse whether action should be taken.
Appointments to the LEP executive team are made on merit with a rigorous recruitment
process followed. Opportunities for development are open to all members of the team and
we follow a continuous performance management process to ensure all members of the
team can develop and grow within their roles. The LEP also follows a robust equality and
diversity policy to ensure fairness and transparency across all its functions.
The LEP is governed by a non-remunerated board of directors. The LEP board is committed
to achieving equal representation of female board members by 2023 in line with government
requirements. The board are non-remunerated; therefore, they do not influence the statistics
provided within this report.
Overall, the gender pay gap for New Anglia LEP stands at 4.5% (2020, 5.02%), which
means that men are being paid more than women. The LEP are committed to addressing
the issues causing this gap and will look to take action to close it.
Background
New Anglia LEP is an employer voluntarily choosing to carry out Gender Pay Reporting
under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
This involves carrying out calculations that show the difference between the average
earnings of men and women in our organisation; it does not involve publishing individual
employee’s data.
We can use these results to assess:
• the levels of gender equality in our workplace
• the balance of male and female employees at different levels
• how effectively talent is being maximised and rewarded.
This gender pay gap report shows the overall difference in average pay for all men and
women working for New Anglia LEP. It does not compare men and women doing the same
role.
The gender pay gap is different to equal pay, which deals with the pay differences between
men and women who carry out the same jobs, similar jobs, or work of equal value. Legally,
men and women performing equivalent work must be paid the same.
The calculations used follow the requirements set out by government and all employees
deemed to be full paid relevant employees at 5 April 2021 are included.
48
Gender Pay Gap Report 2021 2
Results
As at 5 April 2021, New Anglia LEP employed 57 people, all of which are deemed to be
relevant full pay employees. Of the overall team, 37% are male and 63% are female.
Looking specifically at the relevant full pay employees, the mean gender pay gap is 4.50%
(2020, 5.02%). This is the difference between the mean hourly rate of pay for men and
women, which is calculated by adding together all the male and female hourly pay
separately and then dividing by the number of men and women respectively.
The median gender pay gap, the difference between the median hourly rate of pay for men
and women is 1.24% (2020 7.35%). The median rate of pay is the mid-point of the salary
range for men and women.
The UK mean gender pay gap (based on submissions to date) stands at 13.1% for 2021,
down from 14.0% in 2020, which sees New Anglia placed in the lower quartile nationally.
The UK median gender pay gap (based on submissions to date) stands at 12.1% for 2021,
down from 12.6% in 2020, which indicates that New Anglia LEP is one of the lowest at
1.24%.
New Anglia does not award bonus payments and therefore cannot report on gender pay
bonus gaps.
Employees have been divided into four groups according to their pay band. Those in the
upper quartile are the highest paid, while those in the lower quartile are the lowest paid. The
proportions of male and female full pay relevant employees within the quartile pay bands are
shown below:
26.67% 42.86% 50.00%
28.57%
73.33% 57.14% 50.00%
71.43%
Lower quartile Lower middle quartile Upper middle quartile Upper quartile
Gender diversity in pay quartiles
male female
Mean pay gap
Women’s hourly rate is:
4.50% lower
Median pay gap
Women’s hourly rate is:
1.24% lower
49
Gender Pay Gap Report 2021 3
This data shows us that there is a relatively even spread of men and women across the
middle pay quartiles. However, almost three quarters of staff in both the lower and upper
quartiles are women.
Actions
New Anglia has an open recruitment policy with vacancies advertised widely and appoints
on skills and competencies. This ensures that the right person is appointed to the roles
available. At the current time, due to the uncertainty of the LEP review and future funding,
we are not replacing or recruiting into core vacancies when these arise.
Flexible working is made available to all employees and there are a number of family friendly
policies in place to support all members of the team.
The equality and diversity policy has been strengthened and an action plan has been
developed to roll out across the organisation, including board members. This will provide
better visibility of equality and diversity in recruitment and promotion. Managers have
undertaken equality and diversity training, plus the team have received training on the Public
Sector Equality Duty.
We are also committed to developing our team with a focus on formal external and internal
training plans. Our continuous performance management process has been reviewed and
strengthen, plus further training for managers has been introduced.
Conclusion
The results show that New Anglia LEP is in a good position with a low mean and median
gender pay gap, however work is still needed to ensure this remains at a low level.
Signed
This report has been prepared by the HR team of the LEP executive and has been reviewed
by the leadership team and the Remuneration Committee.
Signed: Mark Jeffries, Chair
Remuneration Committee
50
Appendix E
LEP Remuneration Committee
Terms of Reference
Purpose
To provide a formal and transparent procedure for developing policy on executive remuneration.
Responsibilities
To determine and agree with the Board the framework or broad policy for the remuneration
of the executive team, as it is designated to consider.
In determining such policy, take into account all factors which it deems necessary. The
objective of such policy shall be to ensure that members of the executive team are provided
with appropriate incentives to encourage enhanced performance and are, in a fair and
responsible manner, rewarded for their individual contributions to the success of the LEP.
To approve the design of, and determine targets for, any performance related pay schemes
operated by the LEP and approve the total annual payments made under such schemes.
To ensure that contractual terms on termination, and any payments made, are fair to the
individual, and the LEP.
To review the outcomes of the performance review process in respect of the Chief
Executive Officer and any other executives appointed from time to time.
Within the terms of the agreed policy make recommendations to take to the Board
regarding the total individual remuneration package of the Chief Executive Officer and any
other senior executive officers or employees who may be appointed from time to time,
including bonuses and incentive payments.
In determining such packages and arrangements, to give due regard to any relevant legal
requirements;
To review and note annually the remuneration trends across the public and private sectors.
The Committee is authorised by the Board to seek any information it requires from any
employee of the LEP, in order to perform its duties.
In connection with its duties the Committee is authorised by the Board to obtain, at the
LEP’s expense, any outside legal or other professional advice, within budgetary constraints.
Membership and Frequency
The committee shall appoint an Independent Chair, who shall serve for maximum five-year term.
The Committee shall be made up of at least three members, including the Independent Committee
Chair. No Board Member who is an employee of the LEP or who has left the LEP’s employment
within three years to the LEP, or a spouse or partner of such employee, shall serve on the
Committee. Two members of the Committee shall be appointed by and from the members of the
New Anglia LEP Board.
Substitutes may only be accepted in exceptional circumstances and only for public sector
members at the discretion of the Chair.
51
The Committee is authorised to co-opt the Chair of the LEP as a Committee Member (if not already
appointed) for the purposes of facilitating the annual performance review process in respect of the
Chief Executive Officer.
Only members of the Remuneration Committee have the right to attend Remuneration Committee
meetings. However, other individuals and external advisers may be invited to attend for all or part
of any meeting as and when appropriate. Appointments to the Committee shall be reviewed
annually by the Board.
Quorum
The quorum necessary for the transaction of business shall be 3. A duly convened meeting of the
Committee at which a quorum is present shall be competent to exercise all or any of the
authorities, powers and discretions vested in or exercisable by the committee.
Monitoring and Reporting
Minutes of Committee meetings shall be circulated promptly to the Chair and, once agreed, to all
members of the Board.
The Committee Chair shall report formally to the Board on its proceedings after each meeting on
all matters within its duties and responsibilities.
The Committee shall make whatever recommendations to the Board it deems appropriate on any
area within its remit where action or improvement is needed.
The Board shall, at least once a year, review the performance of the Remuneration Committee,
constitution and terms of reference to ensure it is operating at maximum effectiveness.
Review
The Committee shall, review its own performance once a year and terms of reference to ensure it
is operating at maximum effectiveness and recommend any changes it considers necessary to the
LEP Board for approval.
The membership of the Committee will be reviewed annually.
Last Updated: 24th February 2022
52
1
New Anglia Local Enterprise Partnership Board
Wednesday 22nd June 2022
Agenda Item 9
June Programme Performance Report
Author: Programme leads; Presenter: Rosanne Wijnberg
Summary
The following reports follow for review by the LEP Board this month:
- Enterprise Advisor Network; Glen Todd
- Enterprise Zones; Eunice Edwards (Agenda item 6)
Recommendation
The board is asked to:
- Note the report
53
EnterpriseAdviserNetworkandCareersHub
ProgrammeOverview‐WhatistheEnterpriseAdviserNetworkandCareersHub.
TheEnterpriseAdviserNetworkwascreatedandcommissionedbytheCareersandEnterpriseCompanywhichinturnwascommissionedbytheDepartmen
t
forEducation
TheNewAngliaEnterpriseAdviserNetworkisaccountabletotheLEPBoardwithdirectinputfromtheSkillsAdvisoryPanel
WithcurrentfundingfromtheCareersandEnterpriseCompanyalongwithmatchfundingfromESFtheEANNetworkandCareersHubwillcurrentlyrununtil
untilAugust2022
•EnterpriseAdvisersareSeniorBusinessVolunteersrecruitedtosupportschoolswithassistingpupilstoexperiencetheworkplaceandhavemeaningful
encounterswithemployers
•TheCareersHubcomprises133schoolsacrossEastAngliawiththeaimofallschoolsachievingonaveragefiveGatsbyBenchmarksbyAug2022.
WhatistheoverallProgrammeStatus?
Finance Green MeetingthecontractapprovedCareersandEnterpriseGrantClaimwhichis50%oftherunningcostsandresourcesfortheEAN.
Outputs Green OntrackforAug2022targetdelivery.
Delivery Green TheProgrammeisperformingwellintermsofdeliverywithEA'sbeingbroughtintotheNetworkandBenchmarkperformanceincreasing.
Whatareourkeyupdates?
•90%of133MainstreamandFEInstitutestobematchedtoanEAbytheendofAugust2022.
•80%ofmatchedschoolstobefullyachievingBM1bytheendofAugust2022.
•70%ofmatchedschoolstobefullyachievingBM5bytheendofAugust2022.
•60%ofmatchedschoolstobefullyachievingBM6bytheendofAugust2022.
Whatisourfinancialposition?
Financials(£)
Year 2020‐2021 2021‐2022
Quarter Qtr.1(AprtoJun) Qtr.2(Jul‐Aug) Qtr.3(SeptoDec) Qtr.4(JantoMar) Qtr.1(AprtoJun) Qtr.2(Jul‐Aug) Qtr.3(SeptoDec) Qtr.4(JantoMar)
LEPCosts £108,968.10 £68,759.58 £154,982.23 £102,576.47 £121,613.78 £77,511.19 £145,575.26 £110,498.01
CECGrant
Claim £69,361.78 £43,545.14 £97,952.75 £76,150.88 £77,850.90 £50,120.04 £108,343.82 £82,334.41
FundingclaimstotheCECaremadefourtimesayear(quarterly).
CECpay50%oftheEANandcontribute100%oftheCareersHubManagerandSeniorEnterpriseAdvisor
s
MatchfundingisthroughESFratherthanEnterpriseZonePotCwithfirstclaimtobemadeonJulywithprojectchangerequestbeingsuccessfullyapprovedinJune
Outputs
Target‐August
2022
Actuals‐Endof
May2022 Diff Notes
MainstreamandFESchoolsSigneduptotheNetwork. 133 133 0
MainstreamandFESchoolsmatchedtoanEA. 133 120 ‐13
MatchedschoolsfullyachievingBM1. 80% 45% ‐35% Targetof80%isnowtobe
metbytheendofAug2023.
MatchedschoolsfullyachievingBM5. 70% 63% ‐7%
MatchedschoolsfullyachievingBM6. 60% 45% ‐15%
Whatistheprojectstatus?
TheCareersHubhassecuredfundingforthenewacademicyear2021‐2022fromtheCareersandEnterpriseCompanywiththematchrequirementmetbythesuccessful
ESFbid.ThesecuredESFfundingrunsthroughtotheendof2023withtheexpectationthattheCareersandEnterpriseCompanywillcontinuetofundCareersHub
s
throughthisperiod.BM1isanewtargetthisacademicyearandisfocussedonthecreationofastable,aspirationalandeffectivecareersprogrammethatsupportsstudentsto
beknowledgeableofpost16progressionroutes.BM1consistsof17sub‐benchmarkswithcurrentlyahigh%ofschoolsonly1or2subBM'sawayfromfullyachievingBM1.
CareersHubLeadwillbeleavingroleattheendofJulytomoveintoTeaching,succesorhasbeenappointedfromtheOpportunityAreasandhasexperienceofEducationandBusiness
.
Overall: Green→
EANNetwork Green→ TheEANNetworkisontracktomeetitsrevisedCECtargets.
CareersHub Green→ TheCareersHubisontracktomeetitstargets.
Whatarethenextsteps?
•ProvidingvirtualandonlinesupporttoteachersandcareersleadstoraisetheaspirationsoftheyoungpeopleofNorfolkandSuffolk
.
•ContinuetorecruitEnterpriseAdvisorstomatchtoschools.
TheEnterpriseAdviserNetworkandCareersHubconsistsofelevenEnterpriseCoordinatorsandoneEnterpriseAdviserandCareersHubManager.
Outputs‐ToAug2022.
54
New Anglia LEP Board Forward Plan – 2022
Date Presente
r
Strategic Operational
26th January Lexhag VFX
GTI Grant
Recipient
Norfolk & Suffolk Economic Strategy
LEP Strategic Priorities
Innovation Board Update
Board Membership
Programme Performance Reports
Quarterly Management Accounts
23rd February EV Spark Local Transport Board Report
All Energy Industry Council Report
GPF Application
Freeports
Economic and Programme Dashboards
Programme Performance Reports
30th March Katy Davies
Enterprise Advisor
Agri-Food Industry Council Report LEP Business Plan / Governance
Committee Membership
LEP Operating Budget 22/23 Update
Programme Performance Report
CEO Pay Award
April
25th May
Helen Wilson
Chair, Cultural
Board
ICT Digital Industry Council Report
Cultural Board Update
Operating and Capital Budgets 22/23
Quarterly Management Accounts
New Anglia Capital Report
Perfo
r
mance Reports
22nd June
Skills Advisory Panel Report
EZ Update
Programme Performance Reports
Operating & HR Policies
27th July
Inward Investment Report
Clean Growth Taskforce
Alternative Fuel Strategy
Innovation Board Report
Space Sector
Extension of Board Terms
Programme Performance Reports inc CRF
Accounts Approval
Q2 Management Accounts
August
21st
September
All Energy Industry Council Report Programme Performance Reports
Economic and Programme Dashboards
21st
September
New Anglia LEP AGM
26th October Agri-Food Industry Council Report Programme Performance Reports
Qua
r
te
r
ly Management Accounts
30th November
ICT Digital Industry Council Report
Programme Performance Reports
New Anglia Capital Report
Economic and Programme Dashboards
December No Board Meeting
Meetingsarevirtualunlessotherwisestated.
Standing Items (where relevant)
IAC recommendations
Chief Executive’s Report
Items to be Scheduled
Towns Deals
Sizewell C
55
