APPENDIX 32
Memorandum submitted by the Learning and
Skills Council
TRAIN TO
GAIN DATA
FOR THE
ENGINEERING/MANUFACTURING
SECTOR
|
| Train to Gain
| Overall Targets |
Engineering/Manufacturing
|
| Cumulative Target
April 2006 to March 2007
| Actual April 2006-
Mid December 2006
| Actual April 2006-
Mid December 2006
|
|
| Employers engaged | 4,025
| 4,190 | 128 have been referred for skill training
|
| Hard to reach | 53%
| 66% | |
| Learners referred | | 9,322
| 1,384 |
| Level 2 starts | 16,660
| 3,244 | 199
|
| Customer satisfaction | 90%
| 90% | |
| Broker accreditation | 100% by July 2007
| 100% brokers enrolled |
|
|
TRAIN TO
GAIN BROKERAGE
ENGAGEMENT WITH
MANUFACTURING SECTOR
Engaging with Manufacturing Businesses
Manufacturing and Engineering is a priority sector for Train
to Gain in the South West and the Brokerage Service is making
good progress in engaging with sector employers and key partners.
In terms of volumes to date, 150 companies have generated over
1,300 learner referrals to Train to Gain funded NVQ Level 2 provision.
Some of the employers brokers are working with did not want
to engage with NVQ Level 2 Business Improvement Techniques (BIT)
as they feel that NVQ Level 2 Performing Manufacturing Operations
(PMO) is more suitable to the shop floor workers (although BIT
would be more suitable for shop floor supervisors or managers).
Furthermore, employers were often engaging in their own lean manufacturing
programmes. We have been proactive in securing PMO provision for
many companies; examples include Honda in Swindon and Rittal in
Plymouth. We have attached a case study for Pasta King who undertook
Food and Drink MO as an example of our brokerage work with employers.
Partnership Working
Business Link has the contract for Skills Brokerage service
in the South West and are developing strong links with EEF, SWMAS
and SEMTA as well as other sector groups. The Brokerage Service
has appointed two partnership managers to develop productive relationships
with these groups, ensuring that penetration is maximised into
the sector and that needs of the employers are met. Brokers who
specialise in Manufacturing and Engineering provide coverage across
the region. Business Link are working on specific projects, joint
events and joint visits to employers; an example of which is the
Advanced Engineering Skills Project, which has included joint
visits and cross referrals.
In addition the Brokerage Service is working with SW Manufacturing
Advisory Service to introduce Foundation Degrees including, Lean
Manufacturing and Strategic Management Foundation Degree which
was developed by the SWMAS.
Train to Gain Brokerage Case Study
Company name and address: Pasta King (UK) Ltd, Plantation
House, Milber Trading Estate, NEWTON ABBOT, TQ12 4SG. Contact
details: Paul Haigney, Operations Director, Tel: 01626 334480,
Website: www.pastaking.co.uk
Company background (including size, employees, turnover—if
applicable)
Company manufactures a range of pasta sauces and distributes
them throughout the UK. Undergoing rapid growth, November 2005
staff at 44, November 2006 staff @ 64. Company underwent a Management
Buy Out in Summer 2006.
How did the Train to Gain service assist the company?
Helping Pasta King to build skills and competencies in its
work force to meet the demands of a growing company.
Specifically:
First tranche of learners funded to do NVQ2 in Food and Drink
Manufacturing operations completion end 2006 (free 2 Learn funded).
Another five learners are eligible to do NVQ2 FDMO funded
under TTG + 1 x NVQ2 learner that the company will pay for.
One progression for a learner for FDMO @ Level 3—Chris
Ayres—having completed Level 2 under F2L—company will
pay for the Level 3.
Help with information on a range of training and development
opportunities; including accountant who is qualified to AAT level
4—progressing to chartered status—preferably using
distance learning. Also made Paul aware of the New Foundation
degrees in food manufacture.
Raising awareness of potential to develop skills and abilities
in the company for example—marketing. Information about
CIM qualifications and courses provided. Made them aware of the
new Agrifood Centre that Cornwall College will be opening in Autumn
2007 this will provide advanced technical training in Food safety
and Quality.
Key Outputs as a Result of the Train to Gain Service
6 x NVQ2 in FDMO—Free 2 learn;
1 x progression from level 2 FDMO to level 3 FDMO;
5 x NVQ2 in FDMO to start under Train to Gain—January
2007;
1 x NVQ2 in FDMO—employer will pay for.
Development of Management team using PACE Manager
Attendance at a Food and Drink Best Practice event for Paul
Haigney—Nov 2006
Ongoing involvement
Developing in house accountant who is qualified to AAT level
4—progressing to chartered status—preferably using
distance learning—solution found.
Brokering in a provider of AAT qualifications—Accountancy
Plus—learner not Eligible for TTG funded training.
Also made Paul aware of New Foundation degrees in food manufacturing
and in Lean Manufacturing and of BIT (Business Improvement Techniques)
NVQ that would compliment work they are doing with Rob Kinna.
Raising awareness of potential to develop skills and abilities
in the company for example—marketing. Explained benefits
and provided information about CIM qualifications and courses.
Informed Paul Haigney about new Agrifood centre that Cornwall
College (Duchy) will be opening in Autumn 07 this will provide
advanced technical training in Food Safety and Quality—no
local provider available prior to this.
Help identifying opportunities for staff to develop and or
build on IT skills from basic how to use a computer to advanced
Edexcel/Powerpoint presentations.
Ongoing support from Business Link IDB service: PBA involvement,
Rob Kinna—lean. Kathryn Hughes—design, Daniel Fletcher
ICT.
Good Practice in South West
Mulberry Handbags, Somerset
Mulberry, the luxury leather goods manufacturer, is one of
the few remaining leather manufacturers in the South West and
in order to safeguard the long term future of the company they
needed to create a new generation of young, skilled employees.
The LSC, Mulberry and Bridgwater College worked with Skillfast
-UK to put in place a new leather production apprenticeship programme.
The standards for leather production and leather goods qualification
were revised in order to cover Apprenticeship in handbag making.
Mulberry now have 10 learners on the programme and intend to offer
another 10 Apprenticeship places next year.
Automotive Academy "spoke" in South West
The Automotive Academy Spoke in the South West was initiated
in September 2005 with a mandate to improve the performance of
manufacturing employers in the region by developing the skills
of employees using course material specifically developed by the
Automotive Academy for the Automotive Sector. The Automotive Academy
and the Sector Skills Council SEMTA had carried out a survey to
determine what the limiting factor in improving performance was
and a clear indicator was the quality of provision in the sector.
To improve this, the Automotive Academy Spoke in the South embarked
on a comprehensive programme of Training Provider development
supported by SEMTA and Industry Forum. The programme focussed
on the knowledge of the trainer/assessor in Business Improvement
Techniques and their ability to train. To date 8 Training Providers
in the Region have embarked on the Automotive Academy's programme.
This has resulted in 15 trainers/assessors being trained, giving
the SW Region an excellent base of high quality provision to support
the development of manufacturing industries in the region.
A number of significant employers in the region have endorsed
the Automotive Academy's BIT programme these include Honda, MAHLE
and BMW are about to begin a significant programme of BIT training.
The South West Spoke has also developed a number of partnerships
in the region to support the sector. These include SWMAS, EEF,
SW Marine, Advanced Engineering Skills Project, WEAF and Business
Link.
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