Page 48 - Regional Employment & Skills Plan

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These people will be required to possess the following qualification levels;
• 100,000 people at qualification QCF levels 7-8,
• 245,000 people at QCF levels 4-6,
• 61,000 people at QCF level 3,
• 97,000 people at QCF level 2,
• 83,000 people at QCF level 1,
• 9,000 people with no qualifications.
‘The rise in demand for people in skilled occupations suggests that there will be an increased requirement for skills such as leadership/management, finance, sales and marketing. According to Lantra’s recent study of provision and sector requirements for learners ages 14-19, employers in the sector find it difficult to get recruits with the skills from the current education system. Technical, practical, and job-specific skills are particularly important and some of the skills that employers have greatest difficulty in finding.’
Suitability of Skills Provision
The majority of courses offered do not always add value to the business, as a response some businesses are developing their own internal training to address the skills needs that they have identified. Accredited courses are not always necessary however there are often no other options available. Furthermore, many courses are not delivered in Wales which means many employers have to use providers in England at an increased cost.
There is a need to align Apprenticeship frameworks to the requirements of employers and learners. A lack of connection between providers and industry results in the delivery of qualifications that are not fit for purpose. As a result, mentoring roles are being created in some businesses to account for what providers have not covered. Furthermore, many employers prefer NVQ’s as a form of training as the assessors spend time within a given business which develops a relationship.
An additional solution to this issue suggested by industry is the creation of internal training academies. This would allow employers to provide individuals with the exact skillset that they require to move the business forward. This would be particularly beneficial and assist with succession planning and general CPD. In light of this, funding should be directly fed into the businesses to develop these academies rather than to providers.
The basic skills levels (especially numeracy and literacy) of new entrants to the sector are a significant concern with employers having to invest time in training to develop these skills. This is a particular issue at age 16, however it remains a concern across all levels. A suggested solution from industry is that the numeracy and literacy elements of certain courses are built into the practical elements of the course.
Additionally, employers feel that there is a lack of awareness of the funding that is available to them for training and up-skilling their staff. When there are skills gaps within an organisation many aren’t aware of what support is available to them to mitigate this issue and therefore develop their staff and their business.
Opportunities and Challenges
The proposed Apprenticeship levy will almost certainly pose a challenge for some employers, a perceived lack of information from WG exacerbates the uncertainty that many employers feel.
Furthermore, in some instances the sector does rely on European labour therefore the potential effects of Brexit could result in the loss of European staff. For example, individuals with the desired butchery skills are difficult to recruit locally for some businesses therefore they recruit individuals from Europe.
Regional Employment & Skills Plan South West & Mid Wales Sector Profiles