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Train to Gain

Train to Gain. Presented by: Kirsty Evans Skills Development Director, Learning and Skills Council NW Date: 16 th March 2007. What Is The Train to Gain Service?.

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Train to Gain

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  1. Train to Gain Presented by: Kirsty Evans Skills Development Director, Learning and Skills Council NW Date: 16th March 2007

  2. What Is The Train to Gain Service? • Designed to help businesses solve the problems they face when thinking about identifying training needs and choosing the right solutions • Spearheaded by Train to Gain Skills Brokerage Service • Independent and impartial • Trained to new national standard for providing skills advice • Supported by a range of flexible and responsive programmes designed to meet employers needs • Design principles reflect the government’s public service principles: demand led funding; employer choice; competition • Leitch review: • expansion (Apps, FE funded employer facing provision) • Extension (Level 3, level 4) • To be achieved by 2010

  3. How Does Train to Gain Work? Step 1: Identifying the skills a business needs • Understanding business goals and associated current and future skill needs Step 2: Pinpointing the right training • Recommending types of training, selecting the right provider, choosing how and when training is delivered, choosing qualifications Step 3: Find available funding • Train to Gain funding, other public funding and employer’s own investment Step 4: Reviewing progress made • Ongoing support – evaluating effectiveness

  4. Skills Brokerage in the NW • Contract awarded to NWDA for 2006-2008 • 2 core aspects to the service: • Level 1 - Quick access to information, both telephone and e-mail; registration of employers; arranging appointments • Level 2 - Face to face by accredited brokers; diagnose need; source provision – funded or unfunded • Targets: • 3,996 employers 06/07; 6,298 employers 07/08 • Hard to reach target • Customer Satisfaction

  5. The Core Funded TtG Provision Offer • Through Train to Gain the LSC will fully fund delivery in the workplace of: • First full level 2 NVQ Qualifications • Skills for Life Qualifications • Full Level 3 NVQ Qualifications – Level 3 Jumpers • 80% ‘planned’ – choice of 69 providers, full range of NVQ 2 qualifications • 20% Regional Response Fund • Train to Gain also funds a contribution to wage costs for employers with less than 50 employees • The Apprenticeship programme – Key skills, an NVQ at level 2 or 3, Technical Certificate • FE Colleges, funded by the LSC to deliver a full range of qualifications and other sorts of skills training.

  6. The wider offer in the North West • Level 2 ITQ qualifications funded via the Northern Way Initiative • Level 3 NVQs in the workplace through the Level 3 Trial • European Social Fund e.g. • Second Level 2 or 3 qualifications for employees • Flexible demand led programmes e.g. Skillworks – Merseyside • Higher level qualifications (level 4 and 5) • Existing HE provision (inc Foundation Degrees) • New employer led HE provision (Higher Level Skills Pathfinder) • Leadership and Management programmes • Sector Programmes • Investors in People • Funding offered via local bodies • Access to recruitment support • Access to wider (non-skills) Business Support

  7. Questions?

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