Page 45 - Regional Employment & Skills Plan 2019

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Suitable provision exists within the region to meet this demand, however there is a need to highlight these gaps and subsequent opportunities to learners of all ages. This is to include school leavers but also those older individuals looking to up-skill or re-skill.
Over a twelve month period between January 2018 and January 2019 the median posting duration of a job within the industry was 29 days. This is higher than the median posting duration for all other occupations and companies in the region, indicating that the sector may face additional challenges in recruitment with a high proliferation of what are considered ‘hard to fill’ vacancies. Recruitment was most prolific in Swansea.48
Barriers to Training
Of the 51% of respondents experiencing barriers the majority of respondents indicated that ‘sparing staff time’ was the most common barrier they faced with regards to training. This in part could be related to the recruitment difficulties expressed by some where a lack of appropriate staff can exacerbate the challenges in losing working time to training whilst meeting the demands of the industry.
A lack of funding for training was also expressed by many followed by a difficulty in finding training providers who can deliver the training when or where employers want it.
In response to this there is a need to better highlight training funds to employers with 66% of respondents indicating that they are not aware of the funds available to businesses to assist them in this area.
Apprenticeships
51% of respondents reported that they employ Apprentices with the majority at levels 2 and 3. The majority that do not, indicated that the frameworks not meeting their needs was the main factor. This suggests that there needs to be closer liaison with employers when frameworks are developed to ensure that they are fit for purpose. There is a general feeling from the membership of the cluster group that frameworks are too rigid and more flexibility is needed. Discussion also ensued around the development of an incentive for employers to employ Apprentices. Given the level of investment i.e. time, money, resource, additional training employing an apprentice requires a subsidy offered to employers would be welcomed.
The vocational route is integral to the industry it is paramount therefore, that Apprenticeships are fit for purpose and that they are promoted effectively.
The region is home to the largest shared Apprenticeship scheme in Wales – Cyfle Building Skills. The scheme has to date supported over 1,000 shared apprentices within a number of trades, with around 90% of these apprentices having secured full time employment within their chosen trade. The success of the scheme has inspired other sectors to consider a shared apprenticeship scheme where there is a proliferation of micro and small sized enterprises experiencing challenges with the recruitment of work ready individuals. The RLSP fully supports this ambition.
Brexit
Of the 99 respondents that responded to the question, the majority (49%) reported that ‘increased costs’ was the main challenge Brexit could pose for them, this is directly related to changes to importing and exporting. Members of the cluster group stated that they have experienced increased costs due to the pressure to effectively ‘stockpile’ materials and hold materials through distributors. This has resulted in significant logistics costs, made worse by the continuing political uncertainty.
47 RLSP analysis of EMSI Job Posting Analytics 48 RLSP analysis of EMSI Job Posting Analytics
Regional Employment & Skills Plan South West & Mid Wales
Sector Profiles