Skills North East - The Regional Skills Partnership

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Lantra

Lantra Regional Contact:

Kevin Patrick, Regional Partnership Manager (North East)
Lantra
Lantra House
Stoneleigh Park
Warwickshire
CV8 2LG

T: 01665 574973 / 07867 908187
E: kevin.patrick@lantra.co.uk

www.lantra.co.uk

Learning and Skills Council Contact: sue.thompson@lsc.gov.uk

LINKS:

http://www.lantra.co.uk/SSAfinalreports.asp
http://www.lantra.co.uk/news/
http://www.diplomaelbs.co.uk/

Overview of the Sector in the North East

Lantra covers: agricultural livestock and crops, animal care, animal technology, aquaculture, environmental conservation, equine, farriery, fencing, floristry, forestry and timber processing game conservation, land-based engineering, landscaping, productive horticulture, veterinary nursing.

All of the seventeen industries within the Lantra sector footprint are represented to varying degrees across the region, although the sector is not recognised as a regional economic priority. The land based and environmental industries do, however, make a major contribution to sustainable development, rural and urban regeneration and environmental enrichment policies. (Green 2005)

Around 30% of the England workforce is female. (Regional Fact Sheet: NE 2005)

The proportion of non-white employees is low (1%.). (Regional Fact Sheet: NE 2005)

41% of the workforce in England are aged 45 years and above. (Regional Fact Sheet: NE 2005)

40% of the workforce in England have NVQ 3 + qualifications or equivalent. (Regional Fact Sheet: NE 2005)

A high proportion of businesses (82.1%) were satisfied that the training that they use for their staff meets their needs. Of those that were not satisfied, the main reason given for this was that the content is irrelevant (100% of all respondents).

Key issues facing the sector now and in the future

Key drivers of skill demand in the sector are:

Globalisation
Technological Change
Government Policy (sustainable development, rural / urban regeneration, ERDP, Health & safety, CAP reform, non food crop production, access issues & regulations, Food Standards Agency regulations regarding traceability, migration / immigration issues, animal health & welfare)
Consumer Demand

The vast majority of businesses within the sector are micro businesses with a large proportion of self employed - an estimated 90% of businesses employ fewer than 10 people, and only 1% employ 50 or more staff. This gives rise to specific issues around access to suitable business advice, guidance, learning and training, particularly with regard to cover and time away from the workplace, and to the wide-ranging skills requirements of individual employees.

Rurally located businesses also face barriers such as distance and time constraints.

Employment Issues in the North East

Current and forecast recruitment demand (either for growth or replacement)

The sector’s share of total employment in the region is 1.2% (12,800 employees), slightly less than the sector’s share of total employment in England (1.4%, 319,995 employees NB SSA 3% / 720,000 and specifically highlights additional significance of migrant workers and volunteers). (Regional Fact Sheet 2005 from ABI)

However, the total land based workforce in the region is approximately 28,000. Employment is concentrated in Agricultural Livestock, (24%, with other significant industries including Landscaping (14%) and Agricultural Crops (13%). (Green 2005). The Sector Skills Agreement identifies priority industries within the region as agriculture and horticulture (production and amenity / landscape). Other significant sector industries are animal care, trees and timber and environmental conservation.

Of the 65 businesses responding to the Sector Skills Agreement Telephone survey in the North East region, the highest proportions were agricultural livestock (36.9%), landscape (12.3%) and animal care (10.8%). (Green 2005)

Recruitment difficulties and causes

Nationally the proportion of companies reporting vacancies is 11%. (Regional Fact Sheet 2005 from NESS 2003)

Nationally, the proportion of companies with HTF vacancies was 6%. (Regional Fact Sheet 2005 from NESS 2003)

Attracting people into the sector

Issues of industry attractiveness have implications for recruitment, replacement and retention of staff and can play a significant role in the issue of skills shortages (the sector is traditionally viewed as having relatively poor pay and long working hours). In some sense, shortages may not only be due to a lack of provision, but also due to varying, indifferent or uncoordinated levels of careers marketing within the sector. In addition, financial incentives or subsidy to attract employees is a key employment driver. (Green 2005)

Skill requirements of new recruits

In a recent Lantra survey, businesses were found to value experience (62.9%) and skills (80%) over qualifications (42.9%) when recruiting new staff. The majority of businesses (86.8%) stated that they would recruit workers aged over 25 years if there was funding to support their training.

Workforce Development in the North East

Skills shortages/gaps in existing workforce and latent skills issues, to include, where possible, detailed information relating to specific occupations and generic issues (e.g. relating to management and leadership; ICT etc)

Nationally, the proportion of companies reporting internal skill gaps is 27%.

Nationally, The proportion of companies reporting a skills shortage vacancy was 4%. (Regional Fact Sheet 2005 from NESS 2003)

Future skills demand

Land management and production industries represent 38.7% of all land-based industries in the North East regions. Lantra’s Articulating Demand project looks at the skills gaps of land managers; this showed that the areas of food safety, biodiversity, sustainable development, sales and marketing and application of new work practices will need to be priorities in the future. Nationally, the proportion of companies reporting a skills shortage vacancy was 4%. (Regional Fact Sheet 2005 from NESS 2003)

The most common skills currently needed within businesses were found to be literacy (83.1%), numeracy (84.6%) and communication (89.2%). The greatest need for literacy and numeracy was found to be at intermediate level (34% and 36.4% respectively). The greatest (34.5%) requirement for communication skills was identified at a high level. In three years time, literacy will be required at intermediate level, and numeracy and communication will be required at a high level. There is also a noticeable increase in the need for advanced level, although this will not be the greatest level of skills required.

Planning and organisation and customer relations were identified by 86.2% and 84.6% of businesses as a current skill required by the business. Both are currently required at intermediate level, but in three years time there is a shift and the greatest need for planning and organisation will be required at advanced level. Customer relations will be required at a high level in three years.

Business strategy or planning, finance or accounts and self improvement were identified as a current requirement by 70.8%, 72.3% and 70.8% of businesses respectively. Currently the greatest requirement is for intermediate level, and in three years time this will remain largely unchanged except that self improvement will be needed at a high level.

Technical skills were rated fairly low compared to other skills with 63.1% identifying them as a current requirement. The level currently required is at intermediate level and this remains the same in three years.

Some businesses rated skills related to environmental management and waste management as a current need (64.6% and 60% respectively). These are currently needed at intermediate level, but in three years time there is a large shift and these will be required at advanced level.

Computing and IT was identified as a skill requirement by 61.5% of businesses. Again the important issue to note is that they are currently needed at intermediate level, but there is a shift to the requirement for these skills at advanced level in three years time.

Learning and Skills Infrastructure in the North East

Northumberland College at Kirkley Hall and East Durham & Houghall Community College are part of the NAPAEO Network. Many other regional colleges, including Newcastle College and Tyne Metropolitan College, supporting learning in the sector.

Lack of suitable courses in the area of was stated to be a barrier for only 23% of the sector’s companies compared to 29% nationally. (Regional Fact Sheet 2005 from NESS 2003)

A lack of suitable courses generally was considered a barrier for 12% of companies in the NE compared to 17% in England as a whole. (Regional Fact Sheet 2005 from NESS 2003)

Relevance and quality of existing provision

Most businesses (56.3%) disagreed that structured classroom training is preferable to training that is flexibly delivered around the business. However, 15.6% agreed that it was. The majority of businesses (54.7%) agreed that training over a few days is preferable to training that takes less than one day. Businesses were also asked whether training delivered on the site of the business is preferable to training that is delivered at another site, away from the business. Many businesses agreed (46.9%) with this statement, although 18.8% disagreed. Most businesses agreed (53.1%) that they would access training if it was broken down into bite-sized chunks. Many businesses (42.2%) agreed and 39.1% strongly agreed that they would increase the amount of training within the business if training courses were subsidised or publicly funded.

A very high proportion of businesses (94.9%) stated that they preferred on the job training (in comparison to off the job training). The most common amount that is spent of training in the last twelve months was identified as between £1,000 and £4,999 (23.3%).

Businesses were asked if they would support the development of a national scheme to record evidence of workers skills. Most (69.8%) stated that they would in comparison to 19% who stated that they would not. 11.1% of businesses did not know. Similar proportions were cited when businesses were asked if they would put themselves and workers on a national scheme to evidence skills, although almost twice as many respondents did not know whether they would or not (22.7%).

Lack of suitable courses in the area is a barrier for 23% of NE firms compared to 29% nationally. (Regional Fact Sheet 2005 from NESS 2003)

Lack of suitable course generally is considered a barrier for 12% of companies in the NE compared to 17% in England as a whole. (Regional Fact Sheet 2005 from NESS 2003)

Barriers to employers accessing the skills provision they need

Nationally, the proportion of firms that have provided funding for staff training within the previous 12 months was 65%. (Regional Fact Sheet 2005 from NESS 2003)

Over a third of firms in the NE (38%) reported no barriers to training, more than twice the figure seen nationally (18%). Of those that did report barriers, a lack of time for training was the main one, given by over half of firms (54%) significantly higher than nationally (44%). This was followed by a lack of funding (46%). An important barrier at the national level was unwillingness of staff to train (15%) but this was not significant within the region (2%). (Regional Fact Sheet 2005 from NESS 2003)

Any Other Employment and Skills Issues in the North East

Funding for 25+

There is general agreement that the current Government policy of concentrating on 14-19, while addressing important issues, can leave large gaps in provision for the 25+ group and career changers, both of which contribute significantly to the environmental and land-based workforce (paid and voluntary). Improved funding for learning in this age group will become more and more critical as the effects of changing demographics bite. As the population becomes “older” (soon to be more 40+ than under 40s for the first time ever) people will have to work longer either full or part time. They will also be more likely to seek career changes and develop “portfolio” careers. (Green 2005)

Bite Sized Learning

All 2nd tranche SSCs report a common theme of frustration among businesses that they are compelled to undertake a whole qualification in order to get a few pieces of vital or desirable learning. This either results in excessive cost and time or in no training being undertaken at all.

A successful approach has been taken by e-skills in the new ITQ developed by e-skills which allows for many “bites” to be assembled into a qualification over time.

Business Competence

Higher level skills are key to the success of UK businesses. This may be linked to bite sized learning in as much as businesses may need some aspects of M&L critically and be able to absorb other aspects over a longer term. The increasing demands of the marketplace of quality assurance provide more need for business competence and development issues to be raised.

Recognition of informal / previously non-accredited learning

The land-based sector is not alone in needing improved recognition for “on the job” training. There is also a need for recognition of professionally and internally work based learning with respect to funding.

Migrant Workers

Many sectors place increasing reliance on migrant and immigrant labour in order for businesses to be profitable. The need to improve recognition of skills learned outside the UK, provision of basic skills for these workers and improvements to the labour mobility are frequently raised among SSCs. Issues centre around provision for language, cultural and integration needs. These are particularly important as issues of health and safety, quality assurance and workforce development.

IAG

Information, advice and guidance, particularly for adults is often lacking. Closer working with delivery partners (e.g. JC+) is needed.

Business development through support and skills development

Skills and training can develop business performance. However, selling skills alone is not as effective as offering business support and advice combined with skills and workforce development designed to improve working practices and business organisation.

Brokerage

Access to the right learning and improved awareness of how to find that learning is an important component of the SSA Process. Businesses and providers can both benefit from an effective, efficient brokerage system.

Higher Education

HE providers can offer a great deal of learning to business, but few provide it in a way that is useful. This links very strongly to bite sized learning issues, but goes beyond this. To serve land based businesses better, HE needs to understand their needs and tailor their courses and marketing accordingly.

All of the seventeen industries within the Lantra sector footprint are represented to varying degrees across the region, although they are not recognised as a regional economic priority. However, all of the land-based and environmental industries do make a major contribution to sustainable development, rural and urban regeneration and environmental enrichment policies.

DEFRA’s Rural Strategy and the Sustainable Farming & Food Strategy, and the ODPM Sustainable businesses within the sector are micro-businesses with a large proportion of self-employed. This gives rise to specific issues around access to suitable business advice, guidance, learning and training, particularly with regard to cover and time away from the workplace.

Rural businesses also face barriers such as distance and time constraints. Nationally, The proportion of companies reporting a skills shortage vacancy was 4%: (Regional Fact Sheet 2005)