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Miguel SilvaBirmingham City Council
Supporting People
to Progress in Work
Miguel Silva
4th October 2017
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Birmingham Skills Investment Plan 2016-2026
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• Skills for Growth
Education & training system to be informed by what employers
need. Skills plans attached to all major infrastructure investments
• Helping young people decide
Modernising and enhancing careers advice service within the city
• Birmingham Employers Challenge
Work with employers to increase the number of apprenticeships
• Opportunity for all
Influencing how government money is spent
• Skills City Birmingham
New high level partnership with businesses, civic leaders, FE,HE
School
In 2015 54% of
Birmingham pupils
gained 5 of more GCSE
A-C outperforming core
city average 52% but
below national rate 57%.
Employment Rates
10% lower than core city
average. Need an
additional 41,000
residents into
employment to reach
core city rate.
Unemployment Rates
At 6.1% Birmingham’s
unemployment rate is the
highest of all core cities.
The unemployment rate
for young people is 4.9%.
Young Population
Over 1 in 5 people in
Birmingham are under
the age of 15.
Further Education
49% of residents in
Birmingham are qualified
to NVQ3 level but
45,000 adults would
need to upskill to match
core city NVQ3 rate.
Income Levels
Birmingham residents
earn 10% less than
those who work in
Birmingham. Third
lowest amongst the core
cities.
Ageing Workforce &
Population
13% increase in 50-64
year olds by 2031.
32% increase in 65-75
year olds.
Points of
intervention
Employability & Skills Continuum
Step Forward
better SKILLS, better JOBS, better FUTURES, better BUSINESS
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Aesha Ali/Tara Verrel 8
• Multi- agency awareness raising campaign to upskill the workforce;
promoting the benefits of better skills and qualification levels to
employers and employees
• Encouraging employers to commit to investing in increasing qualifications
of workforce from basic skills levels to higher level qualifications
• A guide and toolkit for employers and employees:
Delivered by BCC and GBSLEP
Endorsed by CIPD and Chamber of Commerce
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Employer Media Campaign
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Digital Advertising Boards Social Media
Direct Engagement
Working with employers
in phase one to
respond to the skills
challenge by investing
in training and
improving qualifications
levels to make
Birmingham THE Skills
City.
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Key messages and Step Forward Toolkit
• Qualifications have a significant
impact on earnings potential
• On average someone with a Level
4+ qualification on average earns
more than twice the hourly rate of
someone with no qualifications
• The likelihood of being in
employment significantly
increases with the increase in
qualification levels
• 68,000 adults need to improve
skills levels to L3+ to contribute to
matching national average
• Up to 25% of economic growth
could be lost by not investing in
skills
• The majority of new jobs created
in the economy will require
increasingly higher skill levels
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STEM Progression Pathway
better SKILLS, better JOBS, better FUTURES, better BUSINESS
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• Commissioned by the NCHSR Board sponsored by GBSLEP
and undertaken by the Learning & Work Institute
• Recognition of the need to develop a talent pipeline to
address skill shortage areas
• Aspiration for communities and neighbourhoods to be
better equipped for local jobs being created from inward
investment
• All underpinned by strong EDI principles and the need to
engage underrepresented groups.
A strategy to enable the lowest-skilled and least-advantaged
citizens in the region to progress towards high-skill, high-value
jobs in STEM industries, which:
• illustrates the various routes into jobs in HSR and STEM-
related industries at all levels;
• provides a “line of sight” to those jobs for people farthest
from achieving them;
• includes an entry point to the pathway for those with the
lowest skills and furthest to travel in terms of learning and
qualifications.
• A clear line of sight for learners to learning and work
opportunities.
• Strategic partnership co-ordination.
• Robust progression infrastructure.
• Tailored and targeted provision.
• An holistic approach.
• Employer involvement.
• Outreach, promotion and engagement in communities.
• Peer support and role models.
8 Key Design Features
The Model
Citizens’ Curriculum Stem Entry Pathway Framework
Employability skills embedded in the wider capabilities
• e.g. civic – negotiation and influencing; action planning;
public speaking; equality and diversity awareness; and
volunteering.
• e.g. digital - ability to access and use universal jobs match.
NCS and other learning and employment support services
Vocational and Employability Plug-in
Widening learners’ knowledge of local opportunities
• e.g. Talks from local employers – including peer role models –to raise
learners overall level of interest, motivation and engagement, both in
relation to STEM in general and to work in specific industries /
organisations.
• e.g. Taster sessions develop understanding and motivation around
learning opportunities in STEM subjects at higher levels.
• e.g. Work experience placements to provide learners with relevant
awareness and experience.
Encouraging all learners to pursue vocational aims
• e.g. Ongoing careers guidance to: identify skills and experience gained;
consolidate learning; build and maintain motivation; explore progression
opportunities; support effective short-, medium- and longer-term decision-
making and actions; and link opportunities and decisions around earning
and employment to learners’ wider personal and financial circumstances.
• e.g. Vocational qualifications and IAG to clarify how these relate to
opportunities and aspirations.
• e.g. action planning for the future, including short-, medium- and long-term
planning for learning and work, with financial planning regarding benefits,
income and paying for learning.
Aim 1.1: Identified the WM Adult Community Learning Alliance to take the work forward
Aim 1.2: Establishing a single brand for the STEM Progression Pathway
Aim 1.3: Identifying and corralling resource to support the further development of the
STEM Progression Pathway
Aim 1.4: Commissioning and overseeing a partnership-wide programme of continuing
professional development (CPD) to support the piloting and implementation of the STEM
Progression Pathway
Strategic Activity 1: Establishing an underpinning infrastructure to ensure leadership, effective partnership working, and ongoing development and monitoring of the work
Aim 2.1: Establish a pilot programme for the STEM Entry Pathway Curriculum in
at least one adult education centre
Aim 2.2: Develop Citizens’ Curriculum pilot with vocational STEM “plug-in”
Aim 2.3: Establish a new Pre-Employment Training Programme Technology
course
Aim 2.4: Embed STEM across adult community learning provision with a new
STEM-focused progression route for learners
Strategic Activity 2: Implementing the STEM Entry
Pathway Curriculum
Aim 3.1: Undertake targeted marketing and promotional activities with key
communities
Aim 3.2: Provide an integrated IAG offer with advancement service for
learners accessing entry level jobs
Aim 3.3: Research the development of a potential STEM Progression
Passport (or Smartcard system)
Aim 3.4: Develop, pilot and implement a peer-volunteering scheme
Strategic Activity 3: Enabling learners to access and
progress on the Pathway
Thank you
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