REEP Young People are on track! They are demonstrating their determination, newly acquired skills and confidence, whilst continuing their valuable relationships with trained volunteer mentors. This is the latest update:
Aaron*
Is doing voluntary work at Hospice Care with a view to full time employment
Amy
Is working full time at Crealy
Charlie*
Has signed up for the Transplant course that is running this week, is doing his construction green card and forklift training
Charlie
Is working full time at IT company
Hamish*
Has been on work experience as a labourer and is currently in the process of trying to obtain his CSCS card
Jacob*
Is looking to sort his CSCS card
Jemima
Is working full time at Coach’s café, still trying to pursue further training for a Midwifery course
Mike*
Has applied for an apprenticeship in brick laying through Exeter College and hopes to hear this week
Ryan
Is sorting out an interview at the Job Centre today for Tool Hire
Importantly, for the local construction sector and for the young people themselves a large construction company are interested in meeting all the young people* who expressed an interest in a career in construction.
“Every individual matters” to the mentors, to the partners, to parents and carers, and now thanks to REEP to each one of the young people themselves.
Amy is congratulated by Karime Hassan CE Exeter City Council at St Loye’s Exeter
Further good news! Just three weeks after completing the ten day intensive REEP programme three young people have already started work and continue to be touch with their volunteer mentors. Charlie, 22, from Cowick was the first to be offered an opportunity to work for an IT company in Pynes Hill. Jemima, 19, from Exeter, is now very happily working at a café, where the owners look after her really well. Whilst working, Jemima is looking at ways of accessing University to do a Midwifery course.
On Saturday we heard that Amy who was particularly lacking in confidence has been offered a job in the tourist industry at Crealy which is regarded as the South West’s number one family day out. Amy’s story is particularly inspiring as her first interview with Crealy coincided with day one of the REEP programme and she did not get the job. Her lack of self-confidence was the main barrier. Nevertheless, despite initially feeling crushed by this news, Amy picked herself up and battled on during the next 10 days of the programme, gaining in confidence and learning presentation and interview techniques. At the end of the programme Craig Clews Assistant General Manager at Crealy Park came to the REEP presentation day and was really impressed by Amy. Craig gave Amy his business card so that she could email him and reapply for the job. This culminated in her achieving her goal.
Craig Clews, Assistant General Manager at Devon’s Crealy Great Adventure Park said: “It was a real pleasure to attend the REEP presentation day and I’m delighted that Amy got in contact with me. We’re thrilled that she’ll be joining the Crealy Crew. We’re always on the search for new talent, especially those with a ‘Can Do’ attitude and Amy showed just that. We are fortunate to be able to offer flexible working in a fun environment at Crealy. New members of the team will join us for our biggest and best year to date.”
Sandra, Amy’s volunteer mentor is particularly delighted that Amy’s determination and goal setting has reaped such positive rewards. Sandra said “Amy was devastated when she was initially unsuccessful at her first interview at Crealy, this shows how empowering this 10 day programme is and how her renewed confidence and skills have resulted in such a positive outcome for Amy”. Sandra will continue to be in contact with Amy as she settles in to her new role at Crealy Park. But the last word, for now, should be from Amy “I’m really excited to have been given this opportunity. Crealy looks like such an exciting place to work and I look forward to being part of the Crealy Crew and embarking on this new adventure.”
Heart of the South West Local Enterprise Partnership Labour & Skills Study January 2015 – Figure 3.6.1. Showing Labour Demand in Devon 2015-2019
Labour demand for construction workers in Devon is expected to increase from now until 2019, peaking at 17,000 workers in April 2016. At the moment there is a mismatch between labour supply and demand. So the challenge is to get the people with the right skills and knowledge in place to meet the workload. The dynamic is further complicated by planned re-development work in Plymouth and the construction of Hinkley Point C, the largest construction project in Europe.
Construction labour demand in the South West is expected to be 22,000 higher in 2019 than in 2014 representing an annual increase of 1.9%, higher than the UK average of 1.4%. Labour demand isn’t all about brick laying, it includes a huge spectrum of occupations:
Number of workers employed in a small sample of the 28 broad construction occupation groups (2014) for Heart of the South West (HoSW) (Devon, Plymouth, Somerset and Torbay)
Architects
830
Building envelope specialists
3,350
Electrical trades and installation
4,130
Non-construction professional, technical, IT, and other office-based staff.
9,500
Plumbing and HVAC Trades
6,200
Senior, executive, and business process managers
3,870
Wood trades and interior fit-out
9,140
The Exeter & Heart of Devon Employment and Skills Board (EHOD ESB) have been working with local councils and the Growth Point team to maximise the potential for recruitment of local skills development and labour. Council leaders from East Devon District Council, Exeter City Council and Teignbridge District Council have now signed a concordat to align their approach to construction skills development and employment opportunities. This will set the expectation that construction companies and their sub contractors, whether new build or for maintenance, will invest in local skills development in the same way across all three council areas.
Over the coming months we will be:
Supporting the newly formed South West Shared Apprenticeships, an organisation set-up to employ apprentices who are then allocated jobs within a number of construction companies and contractors. Over a number of projects and over a two-year period apprentices will accumulate enough experience to complete Level 1 and 2 NVQs. Thus, removing the barrier for some building companies, who do not have sufficient work to employ an apprentice full-time.
Working towards the implementation of the Construction Industry Training Board’s‘Client Based Approach’ which has clearly defined requirements in support of the development of a local skilled workforce through key performance indicators (KPI) for skills development and employment, commensurate with project type and scale.
Considering the benefits of a two stage procurement process through the Construction Framework South West for greater collaboration and localism.
Working with the Heart of the South West Local Enterprise Partnership and the Construction Industry Training Board to develop their construction employment and skills strategy.
The EHOD ESB has set out it’s mantra of ” Improving peoples’ lives through Employment and Skills whilst consciously reflecting that we are doing the right thing”. The size of the opportunity within the construction sector is significant. The proactive approach in tackling difficult challenges in an open forward-thinking collaborative approach, has begun to bear fruit, and it is vital that the momentum continues in order that the potential is realised.
Mark Shepherd, Chair of EHOD ESB said: “The success of this initiative so far, is a real credit to all those from Local Government, Employers, Funders and Facilitators whom without their contributions this would not have been achieved. For all partners this is a fantastic example of what proactive collaboration can achieve!”
Julie Hawker, Chief Executive, Cosmic, and Board member of the Exeter & Heart of Devon Employment & Skills Board writes –
We’re all very aware that most young people now in their teenage years come with a skill, experience and aptitude for IT and digital technologies ‘built in’. These millennials (born since 2000) have grown up in a world where digital has played a part in every stage of their lives so far – entertainment, healthcare, education, social interaction, communications and more.
At the very same time then consider how many businesses locally are desperately in need of new digital skills and the talent to harness its potential within the business. In fact, when asked most SMEs don’t yet know what digital technologies can offer to improve their businesses – they simply do not have the time, expertise and basic knowledge to start this type of review.
And then, there’s the dilemma which older teenagers are now facing: to go to university in order to develop their knowledge, skills and career opportunities (whilst at the same time racking up student debt of course), or have the courage to step straight into employment or work placement. Or, of course, get the best of both-worlds and find a great apprenticeship!
And so it was against this backdrop that Cosmic set out to develop our own digital apprenticeship programme – harnessing the potential which young people can offer for the growth of our business and partner businesses too. Our first step was to recruit the right individuals, and ideally to get the local schools working with us to provide the links to the recruitment process. Hugely disappointing reactions from these schools – unwilling to promote apprenticeships to students, too busy to share our flyers, or just not keen to interrupt other ‘priority’ school activities. And further disappointment in the balance of applicants when we finally did get enough response – why aren’t more girls interested in IT career paths at the moment?
Pie chart to show the lack of female applicants for digital apprenticeships at Cosmic
Once the recruitment was progressing, and during interviews, the inspiration and motivation levels for the project increased significantly, and we appointed six young guys with huge potential and commitment. During their 12 month programme we enjoyed watching them grow and develop new skills, become great team players, and more importantly take on income-generating roles in our business. We also provided them with major opportunities for work experience in partner organisations – Mole Valley Farmers, Yarlington Housing, Eloquent Technologies. And so the benefits to their development were very valuable.
And at the end of September 2014 Cosmic were able to offer three full-time, permanent roles on our staff – Jack, Alex, Jamie (one of whom already secured employment through the pilot project) are all now a part of the team and further developing their learning, skills and playing a part in business development too. Others who left us at this point have been supported to gain work in other businesses – web development and tech support. And so we look back at the programme with a great deal of pride and also a clear understanding about the value which this project gave us in return. For example –
Cosmic has now implemented a Living Wage policy – ensuring that the pathway from apprenticeship (lower paid) to permanent position also comes with a significant increase in wage levels to recognise the contribution made to the business
Travel costs to-and-from work are increasingly becoming a barrier for younger employees who seek to gain great jobs but at distance from home. Not just the cost of fuel if they are drivers, but the cost of insurance is massive! And then for those relying on public transport both the time it takes to journey across rural south west, and the costs involved are off-putting. (and so we put in place an additional travel subsidy based on the miles from home)
Harnessing young, enthusiastic talent in our business effectively is a challenge – we need structure, planning, quality management and customer focus. They need autonomy (freedom to choose), motivation, incentives, peer-support and (they need but may not want!) understanding how it fits in business – i.e. commercial awareness.
Customer service skills are not taught in our education system – and yet they are fundamental to every business! We invested a lot time with apprentices so that they learned and developed great customer service skills. Emails, phone calls, meetings, presentations all provide people with a link to our business and we must get that right every time.
Last month the House of Lords published a report about the significant need for digital skills to be embraced by British businesses – “Make or Break”
The report outlines numerous issues facing businesses and the need for digital skills, and plenty of recommendations for the incoming government in May to focus on –
“Including a digital element in all apprenticeship schemes, as well as offering more digital apprenticeships for specific technology occupations and sectors (taking into account the predicted changes to the labour market), could improve general digital skills”
But more locally, even the business community doesn’t recognise the major challenges ahead and we all need to inform and educate our colleagues and associates more fully. Digital skills will be needed by every business in the years ahead. There isn’t a ‘digital sector’ which will be the only employer of young talent, and we need to have schools, colleges, employers and careers support which understand this context for apprenticeships. And digital businesses and agencies, like Cosmic, are keen to sit at the heart of future developments and to support other employers.
River Cottage Front of House Apprentice Stephanie Thorpe (Photo – Nick Hook)
Following an Apprenticeship Summit earlier in the day, employers, training providers and summit delegates participated in an evening Apprenticeship Employer Engagement Event in the threshing barn at River Cottage HQ. Apart from the unusual dress code of ‘work wear with wellies and waterproofs’, the state-of-the art kitchens, the unusual tractor trailer shuttle service, and the warmest of welcomes, an event at River Cottage provided a timely reminder of the rurality of our county, and the talent, imagination and potential of the people.
Top 100 Apprenticeship Employer River Cottage, organised apprentices studying for both Professional Cookery, and Food and Beverage Service to create and serve a selection of savoury and sweet canapés to appreciative participants before Hugh Fearnly-Whittingstall set the scene for the evening by saying:
“I’m privileged to have worked in cookery, writing, television, but I have to say the thing I’m most proud about is our apprenticeship programme at River Cottage.”
Mark Shepherd, Chair of the Exeter and Heart of Devon Employment and Skills Board then introduced the panel to the guests and opened an interactive hour of discussion which included a range of topics from micro business considering employing apprentices for the first time, through to major employers wishing to combat their ageing workforce through an investment in younger people and more apprentices. Discussion about the need for better Information, Advice and Guidance, and the role of parents, schools & colleges, and employers, and their attitudes to Apprenticeships proved to be an underlying theme.
Cathie Kessell mentioned that the ‘Employer Spotlights’ on the local pages of the National Careers Service website, which enable young people to arrange to speak to employers for more in-depth enquiries, can help better inform career choices. More employers are needed to volunteer for the service in order for a range of sectors and roles to be better represented.
Although the range of apprenticeship programmes and levels is extensive, some discussion centered around the need to develop new areas such as fundraising or within the dynamic digital world.
Questions were raised about the process of developing new apprenticeships and the ease of changing track for apprentices. Jacob Trevains from River Cottage spoke about his own experience of change from cookery to Front of House. Further notes from this discussion are being collated, along with those from the earlier summit, for distribution. The expert panel comprised:
Jane Boulton
Axminster Tools and Machinery
Sam Lomas
Graduate River Cottage Apprentice
Cathie Kessell
National Careers Service
Chris Stevens
City & Guilds
Tony Skeel
Skills Funding Agency
Employers wishing to find out more about ‘Employer Spotlights’ and opportunities to volunteer their time for scheduled telephone conversations with young people about their sector, business or their job role should contact: Cathie.Kessell@prospects.co.uk. Further information about apprenticeships for employers, potential apprentices and parents, visit the website www.apprenticeships.gov.uk/ or enquiries can be sent to Richard.Daulton@sfa.bis.gov.uk or Debbie.Young@sfa.bis.gov.uk
Delegates and apprentices at the Apprenticeship Summit held at River Cottage HQ
In Exeter and the Heart of Devon, National Apprenticeship Week 2015 started with an Apprenticeship Summit. The summit, held in the very special surroundings of the farmhouse at River Cottage HQ, got underway as the fire crackled and brought some cheer to what was a very grey and misty day. River Cottage apprentices met with the delegates and brought additional delights of their own creation to add to the occasion.
Following a welcome from Chris Griffin from River Cottage delegates got down to work. Briefings from Tony Skeel, (Skills Funding Agency), Cathie Kessell, (Careers South West) and Nigel Howells (SERIO) set the scene. Mark Shepherd, Chair of the Exeter & Heart of Devon Employment and Skills Board then chaired a round table discussion of councillors, council officers and representatives from City & Guilds, HOSW LEP and Springboard UK to explore ways to create a local World Class Workforce with a special focus on Apprenticeships.
Ideally apprenticeships are jobs with sustained and substantial training progressing to future-focused careers. Discussions included improving the perception of apprenticeships, over-coming the barriers for potential apprentices and employers, and working together to bring about change. Mark Shepherd said “Summit output exceeded expectations”.
Hugh Fearnley-Wittingstall welcomed guests to an evening apprenticeship event in the barn and Chefs School following the summit. More in-depth information about the summit and the evening event will be posted soon!
Local Award Winning Apprentices – The Royal Castle Hotel, River Cottage, South Devon & Torbay Clinical Commissioning Group, Alcoa Power & Propulsion, and South West Water featured in the Express & Echo over recent weeks
Apprenticeships are an investment worth making whether you are the apprentice or the employer. During National Apprenticeship Week, which starts on Monday 9th March, the Exeter and Heart of Devon Employment and Skills Board (EHOD ESB) together with our partners will be celebrating local award winning apprenticeships and apprentice employers, and raising awareness of the opportunities and benefits, for individuals, employers and our region.
Apprenticeships blend theory and practical experience which is highly valued by employers and gives them the opportunity to nurture home-grown talent and helps with succession planning. Whilst apprentices appreciate the opportunity to develop communication, team-working and customer service skills, in addition to their cutting-edge specialist skills, along with developing resilience, enthusiasm and creativity.
RWC 2015 – brings opportunities for a well prepared local hospitality industry
Exeter is hosting three international rugby matches at Sandy Park in September and October, attracting international and VIP visitors to Exeter and the Heart of Devon. Visitors will be greeted with world class customer service from businesses in Exeter and the Heart of Devon thanks to free customer service training courses which are being run from January to May by Purple Cloud Consultancy in partnership with Exeter and the Heart of Devon Employment and Skills Board (EHOD ESB).
Helen Jones, training manager of Purple Cloud Consultancy, said: “It is fantastic that we are able to offer these fully-funded courses to businesses to help them prepare for this important event. Excellent customer service gives businesses a competitive edge and is vital for the businesses success and the success of a tourist destination. Those companies who deliver a great service will not only stay in business but they will continue to grow and also benefit the region by creating a positive, long-lasting and welcoming image of the South West.”
EHOD ESB secured full funding for the courses through the Skills Funding Agency from the European Social Fund. The EHOD ESB hopes that it can secure additional funding to offer more of the same before the first match. With great feedback from the first five courses it is not surprising that all 160 places were filled quickly. Delegates say:
‘Having been on a lot of courses over the years this is by far the best!’
B&B owner
Excellent – so thought provoking’
Holiday Cottages owner
‘This is the best – far better than my extensive customer service training for a large well known reputable department store – I learnt more today in one day than in 5 years of ‘department store’ training!’
Attraction employee
The courses help businesses maximise the opportunities for rugby-related business, understand how to manage super-happy or unhappy rugby supporters and promote places to visit in the area. The vast majority of delegates have taken the option of taking a free City & Guilds Level 2 qualification at the end of the day. Each delegate receives a special Visit Exeter guide, a Host City pin badge, a certificate and a mini-tour of Sandy Park.
Greater Exeter Skills Partnership is an independent body and voice for employers, aiming to improve employment across Devon and beyond.
Greater Exeter Skills Partnership 