D2N2 Technical Assistance Workshop ESFA opt in call specifications - PowerPoint PPT Presentation

D2N2 Technical Assistance Workshop ESFA opt in call specifications This project is part-funded by the European Social Fund as part of the 2014-2020 European Structural and Investment Funds Growth Programme in England

D2N2 ESFA opt in What’s on offer? • Community Grants • NEET • Supply of skills for the workforce and redundancy

D2N2 SEP 2014 - 2023 Supported by the European Regional This project is part-funded by the European Social Fund as part of the 2014-2020 European Development Fund as part of the 2014-2020 European Structural and Investment Funds Structural and Investment Funds Growth Programme in England Growth Programme

Why review the SEP? • Changes to the D2N2 economy • Productivity • Innovation • Inclusivity • Changes to the potential future economic trajectory • BREXIT • Changes to regional and national Government policy • Industrial Strategy – A ‘Local Industrial Strategy’ • Midlands Engine • ‘The Shared Prosperity Fund’

A Growing Economy GVA Growth rates in D2N2 Private Sector Job creation 7.0% and England England 5.2% 4.3% 5.0% 3.8% 3.5% 5.1% 3.0% 3.0% 3.5% 3.6% 2.5% 2.6% 2.6% 2.2% 1.0% -1.9% -1.0% -3.0% -4.0% -5.0% 2009 2010 2011 2012 2013 2014 2015 Supported by the European Regional Development Fund as part of the 2014-2020 European Structural and Investment Funds Growth Programme

Productivity and Incomes Gap GVA per hour worked GDHI in D2N2 as a % of England 0.9 87.0% 86.8% 0.898 86.5% 0.896 86.0%86.1% 0.894 86.0% 0.892 85.5% 0.89 85.1% 0.888 84.9%84.8% 85.0% 84.7%84.7% 0.886 84.9% 84.5% 0.884 84.0% 0.882 83.5% % of the UK 2007 2008 2009 2010 2011 2012 2013 2014 2015 Supported by the European Regional Development Fund as part of the 2014-2020 European Structural and Investment Funds Growth Programme

Skills and Healthy Life Expectancy Skills profile of the working age population, 2016 Healthy life expectancy NVQ4+ NVQ3 Trade Apprenticeships NVQ2 NVQ1 Other qualifications 65.0 64.1 64.1 No qualifications 63.9 64.0 63.4 63.2 63.0 63.0 3.8 D2N2 32.0 19.6 17.9 12.4 6.2 8.1 62.0 61.6 61.3 61.1 61.1 60.7 61.0 60.5 60.0 59.0 Englan 16.0 37.9 17.4 3.0 11.3 6.7 7.8 d 58.0 Male Female Male Female Male Female 2009 - 11 2011 - 13 2013 - 15 0.0 20.0 40.0 60.0 80.0 100.0 D2N2 England Supported by the European Regional Development Fund as part of the 2014-2020 European Structural and Investment Funds Growth Programme

Incapacity, sickness, housing ESA IB+SDA England ESA+ID+SDA trend F IGURE 291: ESA, IB AND SDA CLAIMANTS IN D2N2 AND E NGLAND 120,000 2,160,000 2,140,000 100,000 2,120,000 81,980 94,380 75,260 65,860 2,100,000 1,680 4,720 38,740 8,280 13,870 80,000 2,080,000 2,060,000 60,000 2,040,000 2,020,000 40,000 2,000,000 1,980,000 20,000 1,960,000 1,860 14,810 19,540 28,400 50,940 74,220 80,380 85,900 90,090 0 1,940,000 2008 2009 2010 2011 2012 2013 2014 2015 2016 Supported by the European Regional Development Fund as part of the 2014-2020 European Structural and Investment Funds Growth Programme

Diverse Performance

Productivity Reviews Findings  ‘The main driver of living standards is productivity’ – Carolyn Fairburn  In D2N2 our Sector profile does not explain our Productivity Gap • Supporting Productivity Growth requires a combination of interventions • CBI identify ‘four main drivers of regional productivity’ differences; • Educational attainment of young people at 16 and skills • Transport links that widen access to labour • Better management practices • A higher proportion of firms who export and innovate

SEP refresh Key issues  Focus of previous SEP was private sector job creation  Shift now towards driving up levels of productivity  Create inclusive economy with higher value, better paid jobs – quality rather than quantity

SEP refresh Key issues  Out of 38 LEPs D2N2 4th largest population and 5th largest workforce outside London. However 9th largest economy – raising business productivity is the challenge  D2N2 has earnings deficit. Too many people in lower paid jobs (some 30% of people earn less than the Living Wage) and not enough in higher paid jobs  Little growth in working-age population by 2030. To be internationally-competitive economy, maintain high levels of employment need to find ways to produce much more output with the existing workforce  Need to enable our workers at all levels to move up the skills escalator into more productive, better-paid jobs and future proof the skills they need for the jobs of tomorrow .

SEP refresh Key issues  Future success depends on how effective we are at managing the transition to a higher-value economy. Engaging businesses and communities will be critical, by providing opportunities and raising skills levels and recognising that local economies are starting from different positions.  Some parts of D2N2 particularly disadvantaged - workplace earnings range from 118% of the England average in Derby, to 65% in Mansfield.  Marked gap between the most prosperous parts of the D2N2 area and those facing the biggest economic challenges (ranging from GVA per head of £27.6k in Nottingham, £27.3k in Derbyshire Dales to £14.4k in Gedling and £16k in Erewash).

SEP refresh Skills for Future Skills Match & Pathways  Ensure that skills supply matches business demand and future needs – enabling workers at all levels to move up the escalator to more productive, better- paid jobs of the future  Ensure that the local skills system supports the skills matching ambition, through:  employer engagement to address course content  skills commissioning to incentivise providers to align with the demands of the labour market  live, accurate data on the labour market  clear gateways and pathways for people to progress

SEP refresh Skills for Future Job Readiness  Enable young people of all ability levels to enter the labour market – providing businesses with a stronger pool of indigenous talent  Educational attainment at 16 is a key driver of productivity but there are areas of under- performance in some parts of D2N2. Build long long- term relationships which support schools to raise attainment levels by raising careers and employability skills required in a high performing economy

SEP refresh Skills for Future Skilled and Adaptable Workforce  Enable the workforce to up-skill and adapt to changes in technology (including digitalisation) and working practices, through lifelong learning  Roll out programmes of support particularly for SMEs across sectors to enable their workforce to acquire the skills to adapt to digitalisation of the workplace

SEP refresh Skills for Future Innovation Know-how Exploit and enhance our leading-edge, core specialist capabilities in the knowledge base, with the focus on  Advanced Manufacturing & Engineering  Digital Technologies & Data  Energy & Low-Carbon Technologies  Systems Integration  Develop a programme of support to help businesses adopt new technologies , to innovate and drive up productivity

Skills Challenge 72,000 businesses in D2N2, employing nearly 1 million • 82% had 9 or fewer employees • Growth has been fastest among micros and micro • businesses have a larger share outside the cities reduction in larger firms, in line with long-term • national trend Relatively low rates of workers in high skill roles • Level of qualifications held by D2N2 residents lower than • UK average Jobs with low/no qualifications expected to decline from • 20% to 14% of the workforce Job growth expected to be concentrated in higher level • roles, half of which expected to be in professional roles

Derbyshire: Recruitment issues Region Q1 Q2 Q2 2018 2018 Attempted to recruit: 67% 61% 63% Attempted to recruit the following:- More Derbyshire firms • Full-time 86% 89% 83% attempted to recruit in Q2, and slightly more found Part-time 25% 22% 28% difficulties in doing so Permanent 40% 33% 32% Emphasis remains of full-time • positions, though many more Temporary 26% 20% 29% temporary posts were being advertised in Q2 Difficulties reported in recruiting: 62% 57% 59% Skilled manual/technical • Skilled manual/technical posts 49% 33% 50% positions overtook professional/managerial posts 52% 36% 48% Professional/managerial posts as being the hardest posts to Clerical 17% 11% 2% fill in Derbyshire. Unskilled/semi-skilled posts 18% 33% 22%

Nottinghamshire: Recruitment issues Region Q1 Q2 Q2 2018 2018 Attempted to recruit: 67% 60% 70% Attempted to recruit the following:- Nottinghamshire firms made a • Full-time 86% 86% 87% much more concerted attempt to recruit in Q2, although Part-time 21% 28% 28% difficulties in doing so rose considerably. Permanent 40% 46% 46% In keeping with recent local • Temporary 26% 25% 21% and regional norms, professional/managerial posts Difficulties reported in tend to be the hardest posts recruiting: 62% 49% 63% to fill in Nottinghamshire. Skilled manual/technical posts 49% 33% 48% 52% 52% 54% Professional/managerial posts Clerical 17% 18% 28% Unskilled/semi-skilled posts 18% 21% 15%