Agenda item

Consideration was given to the report which set out the main points of the draft Rotherham Employment and Skills Plan.

 

The Plan was a joint Council/RTP document, with monitoring of its implementation the responsibility of the Employability and Skills Sub-Group of the Business Growth Board.

 

The Plan had two main objectives:-

 

·                A workforce with the skills and experience to support Rotherham’s economic growth and secure investment.

·                Supporting people back into sustainable employment.

 

Consultation was carried out with local businesses, providers and support organisations, by Sheffield Hallam University (SHU), to identify the main issues facing Rotherham in regard to employability and skills. The headline findings included:-

 

·                Skills shortages and recruitment difficulties for certain sectors.

·                Employers (un)willing to accommodate employees with multiple needs.

·                Most job information now via the internet and across a wide range of sources, which some people find difficult to access.

·                Returners to job markets have outdated skills (esp. IT) and lack confidence.

·                Assistance for job seekers has reduced considerably.

·                Welfare reform is excluding some people – “survival rather than job hunting”.

·                Need more employer involvement in developing the Rotherham skills and employment offer.

·                In work poverty.

 

Improved skill levels could underpin strong and sustainable economic and employment growth, while supporting an increase in the levels and quality of employment for local residents. To achieve this, Rotherham partners would seek to deliver the following priorities:-

 

·                Provide the support that Rotherham residents require to access the local job market and to maximise progression within their careers.

·                Assist businesses to source the training they require to unlock new jobs, new markets and raise productivity.

·                Develop enterprising young people and jobseekers, aware of the career options available to them and the breadth of local employment opportunities, including apprenticeships.

·                Use the University Centre Rotherham (UCR) and other local providers to drive an increase in the number of residents with Level 4 and higher qualifications.

·                Ensure that (young) people can find a job that meets their aspirations within Rotherham or the wider Sheffield City Region.

·                Broker close linkages between Rotherham based enterprises, many of whom are successful and growing, and Rotherham schools and colleges, to provide the workforce of the future – including teacher/industry placements and business involvement in curriculum delivery.

 

The Plan included a “delivery plan” setting out the actions needed to deliver these priorities, with each action having an outcome and timescale, which it would be monitored against.

 

It was, therefore, important for the Council to produce and implement a Rotherham Employment and Skills Plan - to deliver a fit for purpose strategy developed and endorsed by all the relevant stakeholders, which would meet the needs of both businesses and residents to ensure they could access sustainable jobs with the prospect of career progression.

 

The Plan would also ensure that Rotherham’s employment and skills activities dovetail with those of the wider City Region.

 

A discussion and question and answer session ensued and the following issues were raised and clarified:-

 

·                Future and current implications of the Plan, the success of its delivery and if successful what percentage would Rotherham receive from that funding.

 

Funding allocations were dependent upon the current projects across South Yorkshire.  The process was competitive, but the funding was shared out evenly.

 

·                Preparing young people for the world of work and the outcome on Rotherham Schools against Gatsby Benchmark 5.

 

Benchmark 5 depicted that all young people should have a meaningful encounter with an employer.  Employer delivery events had been held and provided a young people with a flavour of industry.

 

·                Gullivers’ Valley was opening in 2020, but the caravan park was due to open a year earlier in 2019.  Publicity needed to clearly identify the two separate entities, which would be run and open separately to each other.

 

This would be clearly identified in the final version of the Plan.

 

·                Disconcerting comments about the barriers that people faced around the work environment, despite many initiatives over the years to improve this situation and Ofsted requiring schools to provide independent careers guidance.

 

·                Adults lacking in literacy and numeracy skills were more likely to suffer from ill health and social exclusion (Appendix 1 of the Plan). 

 

 

·                Benefits to the local economy - roughly £14,643 the same as Leeds City Region.

 

·                High unemployment rate for the Borough now matched the national rate.  Was there variability among different areas and was data available down at Ward level.

 

Unemployment rates were available on a Ward by Ward basis.  Details would be distributed to the Select Commission.

 

·                How achievable was the business education links in terms of young people in schools.

 

Research showed that meeting employers, employment fayres, interactive events and more stimulating speed networking events and employers visiting schools raised awareness of career opportunities. 

 

The local advisory fayre at Magna brought together over 40+ employers who talked to around 550 young people in the morning and jobseekers of any age in an afternoon and advised on current opportunities.

 

·                Opportunities to achieve Level 4 qualifications and the advantages now with a university campus in the Borough.

 

·                Long term illness and the legacies left from the steel and coal industries.  Can figures on age ranges be provided? 

 

·                Operation of the Wheels to Work Scheme – details to be provided.

 

·                Can details of the Gatsby Score Tables be provided?  In terms of Gatsby 5 it was pleasing to hear that employment officers were in some schools, but greater emphasis was needed to make schools aware of the qualifications needed for local employers.

 

The Gatsby benchmarks would be shared.  Each school had its own system for measuring where they were against these.  The Enterprise Co-ordinator was showing schools how to record against these accordingly. 

 

Enterprise Adviser Representatives from industry were linked and provided a steer with lots of input.

 

·                Rotherfed were doing Teaching Assistant training courses and information was requested on whether the WEA worked in partnership with the job centre. 

 

Further information would be sought and shared about the WEA and the job centre and the discussions with young people about new jobs, going back into work and retaining.

 

·                Page 71 referred to medium-low tech manufacturing and public administration shedding over 1,000 jobs and the planning that was needed to help any affected employees.

 

This was a shrinking sector that would need support to move to one from medium low tech manufacturing.  This would be picked up in the Plan.

 

·                Was RiDO assisting to try and keep people in employment?  The positive change to look at the skills shortage was welcomed.

 

·                In the Strategy a number of targets were missing.  Would there be an annual review of how many young people hoped to get into employment.

 

The numbers and targets would be complete once the Plan was agreed and would be reviewed and monitored on an annual basis by the Business Growth Board.

 

·                Could the funding from the SCR be broken down and would there be any joint funding by private and public through the LEP.  If all this was coming from Rotherham how far could this be shared.

 

Funding and the Plan would be closely linked to the Sheffield City Region to maximise opportunities.  Rotherham had a good track record and hopefully businesses would benefit with a more balanced version and wide range of jobs.

 

·                There was a need to move medium manufacturing to high.  The northern regions did appear to have difficulties in attracting new graduates into different areas and by working with the Sheffield City Region this would assist with breaking down prejudice and the area to become successful.

 

Being realistic Sheffield had the attractions and the jobs economy had to work together.

 

·                Page 68 of the Action Plan indicated that as an outcome the lack of a private vehicle must not act as a barrier to accessing jobs in Rotherham.

 

The Wheels to Work Scheme and the liaison with partners would look to improve connectivity further.

 

·                32% of residents aged 16 to 64 either had no qualifications or only those below NVQ Level 2.  Was consideration given to older workers in employment and whether they were functioning in jobs above NVQ Level 2 but with no formal qualification?

 

No information was available, but the problem was encountered if people then moved jobs.

 

·                How successful were further education colleges in getting young people to pass English and Maths.

 

Data would be provided if this was available.

 

·                Transport accessibility and connectivity across the region.  Could this be raised at the Transport Advisory Board?

 

Regular dialogue with SYPTE bus operators who ran a commercial service would continue.

 

·                How many apprentices stayed on with the same employer and secured permanent employment.

 

Little information was available about retention, but would be looked into further.

 

·                Equality Impact Assessment requirement.

 

Resolved:-  (1)  That the comments on the draft Plan be considered for inclusion in the final version recommended to Cabinet.

 

(2)  That further information be shared with the Improving Places Select Commission on:-

 

·                Unemployment rates by Wards.

 

·                Long term illness figures and age ranges.

 

·                Wheels to Work Scheme.

 

·                Links between WEA and job centre.

 

·                Gatsby Tables Score detail.

 

·                Data success rates for Maths and English in FE colleges.

 

·                Apprenticeship retention into permanent employment.

 

·                Equality Impact Assessment confirmation if required

 

(3)  That an update on progress of the Draft Skills and Employment Plan be provided in six to nine months’ time.