Digital Bootcamps and Technical Skills Employer Engagement Event - PowerPoint PPT Presentation

Digital Bootcamps and Technical Skills Employer Engagement Event

Purpose: • gauge interest in the testing of employer led initiative digital bootcamps and other technical skills training, • get a clearer picture of the job vacancy market requiring digital and technical skills in the local region, (from September 2020), • understand what skills the invited employers would Agenda like candidates to demonstrate to be successful at an interview and recruited into a new role, • test the appetite of employers to contribute to such training e.g. cash, in kind, recruitment fee or incentives such as cheaper borrowing in exchange for evidence of investment in training etc, • gauge whether employers would be interested in participating in the project.

• We are proposing to test in West Midlands Combined Authority, Greater Manchester Combined Authority/Lancashire , Liverpool City Region, West Yorkshire Combined Authority, Heart of the South West and Derbyshire and Nottinghamshire LEP areas this financial year. Welcome and • This testing builds on and expands similar activity that is underway in the West Midlands and Greater Introductions Manchester/Lancs with good early signs of success. • We will evaluate the results and use them to help inform the development of the National Skills Fund and other adult skills reforms.

• User research and engagement with employers and individuals has shown that employers want focussed, flexible training that gives candidates the skills to make them job ready. • Industry standard training of a high quality is what employers Why the are looking for - rather than full qualifications. • Individuals want flexibly delivered training that they can fit 'bootcamp' round their busy lives with a clear line of sight to a job • The COVID-19 pandemic has raised the importance of digital training skills to all employers, not just those in the tech industry and vacancies across the board are increasing model? • There may also be urgency to train individuals for other technical skills for priority projects. We would like to test at least one example of this during this phase .

• Our vision is for organisations to work together, in partnership, each bringing their own particular expertise. • Strong employer networks are crucial. • Employers must be involved in determining the training on offer – it has to deliver the skills they need to be able to recruit. The • Each individual who is trained through a bootcamp must have a guaranteed interview with a participating Bootcamp employer – we are looking for 75% to move into a new job or new role. Model • We expect the training to be pitched at level 3 (or equivalent) and above, – technician level or higher and last approximately 12-16 weeks. We are not looking for entry level skills. • Employers should co-fund the training by either making a contribution in cash or in-kind (time, venue, equipment etc) or by paying a recruitment fee for candidates .

A successful partnership will include a lead body who has strong employer networks, good provider links and a track record of co-ordinating and managing programmes; they will: • Bring employers together to set out the vacancies they want to fill and to help determine the training that will allow them to recruit into those roles Successful • Bring providers (both independent and publicly funded) together to work with employers to set out the Digital Partnership Bootcamps and Technical Skills to be delivered • Ensure providers recruit trainees using fair and open Working processes producing a cohort that reflects the ethnic diversity of the local area • Will encourage diversity • Work closely with the coordinating bodies and the appointed evaluation contractors to collect the data needed to fully evaluate the results of this testing

To undertake a process and impact evaluation of the model we will require the partnerships to provide information and data to DfE and the evaluation contractors. The evaluation will ask for: • Numbers of SME employers involved (aiming for 60%) • Levels of employer co-funding achieved • Numbers of and personal details/demographic data for all Evaluation applicants (including those not successful to allow for selection of a control group) Requirements • Data on levels on engagement and achievement (e.g. how many hours participants engage with the course, number of completions). • Details of job interviews carried out by employers and the success rate • Track successful candidates at 6 months to determine continued employment

• These initiatives will inform our thinking as to whether there is a case to widen the scope into other skills and locations. • We are working across government with BEIS and other bodies to explore opportunities in other growth sectors such as green energy, engineering and construction skills. What Next? • Although the bootcamp model does not use traditional qualifications, quality must be assured. • We are exploring whether to link the training delivered to occupational standards (where they are available). We are continuing to develop this, but we are interested in hearing through bids how the bootcamps could map to any relevant standards.