Skills North East - The Regional Skills Partnership

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SkillsActive

SkillsActive Regional Contact:

Paul Pearson, Regional Development Manager (NE)
SkillsActive
C/o Sport England North East
Aykley Heads
Durham
DH1 5UU

M: 07841 150953

E: paul.pearson@skillsactive.com

Carol Chilton, Regional Development Officer (NE)
North East Centre for Playwork Education and Training
University of Northumbria
Coach Lane Campus
Newcastle upon Tyne
NE7 7XA

T:    0191 2156208
M:   0797 6574771
E:    carol.chilton@unn.ac.uk or neplay@skillsactive.com

www.skillsactive.com

Learning and Skills Council Contact: eleanor.porter@lsc.gov.uk / sally.gardner@lsc.gov.uk

Click here for the SkillsActive North East Fact Sheet

Overview of the Sector in the North East

Brief description of the sector in the North East

SkillsActive is the SSC representing active leisure and learning. This includes occupational areas in sport and recreation, health and fitness, playwork, the outdoors and caravanning.

There are 845 workplaces, of which 54% have 50 or more employees (Regional Sector Overview 2005). When the entire ‘footprint’ is included, it is estimated that there are more than 1000 business in the region with almost 10,000 employees in the private sector (excluding gambling data) and over 5,000 employees in the public and voluntary sector (~2% of the region’s workforce). In addition, it is estimated that there are 5.8 million sport-related volunteers across England (Source: Sport England) with 1 in 4 of all voluntary roles being within the sport & recreation sector and 1 in 2 voluntary activities by children within sport and recreation. This voluntary sector predominantly supports the 295,000 participants in sports clubs. (Andrews 2005)

Nationally, only 25% of the workforce is aged 45 years and above. The workforce is predominantly white (97%) with slightly more male employees ((52%) than females (48%)(RFS 2005 from LFS 2003). Half of the national workforce in the sector has qualifications at NVQ 3+. (Regional Fact Sheet 2005)

A much higher proportion of the sector workforce is part time, both regionally (34%) and nationally (43%) compared to the economy as a whole, where typically only one in four are employed on a part-time basis. For 'playwork', which comprises at least one sixth of the SkillsActive sector, the proportion of part-time workers is 71% (Regional Fact Sheet 2005) in the North East.

Key issues facing the sector now and in the future

The announcement of the 2012 Olympic and Paralympic Games to be held in London will have a major impact on the sector during the next 10 years. Growth is projected to reach 15%, but the full impact is unknown at this stage. (Andrews 2005)

In the North East, there are more than 250 graduates in sports science and many more with sport-related degrees (~500). (Andrews 2005)

There appears to be a lack of understanding of the available careers within sport and the pathways open to people entering the sector. This is also particularly evident amongst the volunteer workforce progressing into paid roles. (Andrews 2005)

Employers suggest that graduates do not possess the skills for employment – particularly in respect to leadership and management, customer services and communication. Employers are seeking to influence education to ensure that the skills required are being provided. There is also a need to have a more open culture to work-based learning. NVQs were perceived to have been very damaging to the sector in the 1990s and take-up remains low for these and for Apprenticeships. (Andrews 2005)

Although there is significant public funding for the development of sport and for sports performance, professionally recognised qualifications within the industry do not tend to attract public subsidy. There is estimated to be 1.2 million sports coaches across the UK (1 million in England), but only 38% possess a formal qualification. Less than one quarter of these qualifications will have been subsidised through public funding. Only 19% of coaches receive some form of payment for their services and there is a heavy reliance on an unpaid workforce that has to pay for their own training and development.

This situation is due in part to the industry being heavily influenced by professional/governing bodies that have a major role in the development of the sport and the education and training of those involved. There are numerous professional organisations and associations involved in the development of the sector and anecdotal evidence suggests that there is a reluctance to engage with the education agendas. This has resulted in the isolation of the sector and a lack of benefits of regional investment. Employers feel that the system is too complicated and ad-hoc and if these issues could be addressed, then that the sector would benefit, particularly from a more structured approach to workforce development. (Andrews 2005)

Employment Issues in the North East

Current and forecast recruitment demand

The Labour Force Survey states that 10,227 people are employed in the North East with growth forecasted at 21% between 2002 and 2014 (Regional Sector Overview). This is a fast growing sector, which is increasingly dependent on the skills of the workforce, and maintaining and enhancing skills to promote and exploit rapid technological development.

Recruitment difficulties and causes

Nationally, some 40% of employers in the sector have hard to fill vacancies and they find it particularly difficult to attract applicants with appropriate Communication skills. Team working skills, customer handling skills, technical and practical skills and problem solving skills are also sought by employers. (Regional Fact Sheet 2005)

Amongst 'Playwork' establishments, 34% find it difficult to obtain playworkers with Level 2 and Level 3 qualifications that are necessary to meet OFSTED requirements. (Regional Fact Sheet 2005).

Retention issues

Employment trends suggest that employees in the SkillsActive sector remain in their current job for 1-3 years (39% of workforce), with a fall-off in employment levels between the ages of 35-44 and 45-54 years. (Andrews 2005)

There are challenges faced by employers across the sector and there is movement of the workforce into other sectors where conditions (such as salary, training and workplaces) are seen as more favourable. Furthermore, the industry has a large proportion of part-time, seasonal and casual labour, therefore there are also annual retention problems facing the sector. (Andrews 2005)

With a large volunteer workforce (mainly in sports clubs and associations), retention is often dependent upon the continued participation in sport by family members.

The demands on coaches across the region are large and there are few opportunities for paid employment in coaching. (Andrews 2005)

Attracting people into the sector

Many people who enter the sector have an interest in sport, physical activity and/or fitness, either through personal involvement or via education up to post-graduate level. The career opportunities for the sector are not widely known owing to the broad range of occupations available. There are more than 200 occupational areas that can be accessed. However, a large proportion of these occupations are at a low skill level and are often part-time, seasonal and/or casual labour, with salaries that are generally lower than in other sectors. (Andrews 2005)

The workforce cuts across the public, private and voluntary sector, with the volunteers constituting the largest numbers who are predominantly part-time, seasonal and casual labour (e.g. such as coaching and club administrators within sports clubs and associations). It is believed that a lack of strategic thinking within the industry gives the impression that career opportunities are minimal, so the workforce remains predominantly voluntary rather than paid. (Andrews 2005)

Skill requirements of new recruits

In 2004, One North East and Sport England collected data from more than 200 employers on the importance of skills for employability in the sector. The following skills, in order of importance, were identified as ‘very important’:

Communication skills
Health and safety awareness
Willingness to learn
Customer service skills
Team-working skills
Initiative skills.

The research also identified that qualification at Level 2 and 3 in First aid/CPR and Coaching skills were ‘very important’ (Source: ESP Solutions 2004).

Workforce Development in the North East

Skills shortages/gaps in existing workforce

Nationally, 16% of employers in the Skills Active sector reported skills gaps amongst their employees in 2003 (Regional Fact Sheet 2005 from NESS 2003). Amongst these employers, 32% identified skills gaps in communication skills, 30% in people management, 28% in leadership skills and 25% in customer service skills.

Shortages are also reported for coaches with Levels 2 and 3 qualifications and management skills (Source: ESP Solutions Ltd).

Prioritisation of skills issues within the industries

Developing soft skills, such as in communication, customer service, teamwork plus leadership and management, are a priority of the sector. Sports-specific skills, such as coaching qualification and first aid/CPR skills, are also a key priority area to ensure a safety. (Andrews 2005)

Learning and Skills Infrastructure in the North East

The development of the learning and skills infrastructure is hampered by sport’s non priority status and the lack of a nominated resource from the LSC, this also results in minimal interaction between employers and training providers. (Andrews 2005)

The FE sector has a large involvement in 'sports and leisure -related' training provision. However, many courses do not appear to be equipping prospective employees with the skills required by employers in the sector. Furthermore, many also do not provide the qualifications that the industry views as being essential. (Andrews 2005)

Relevance and quality of existing provision

There are 19 relevant undergraduate programmes that are delivered at four universities in the North East and many courses are over-subscribed. There is a trend, however, for the large numbers of students that enter the region for study, then leave after graduation. For example, around 90% of sports graduates from Durham University leave the region after graduation.

First destination statistics for graduates suggest that many of sports and leisure-related graduates gain employment (70%), but for around two thirds it is in non-degree related fields.

Sports and leisure-related FE provision is varied across the region and there is a large investment by the LSC. However, the industry is heavily reliant on non-accredited qualifications and training. Consequently, employees enter the workforce and employers are required to retrain and invest in them to do basic roles. (Andrews 2005)

An audit of sports and leisure-related training provision, including the numbers of students involved, will take place between September and December 2005 within the region. (Andrews 2005)

Barriers to employers accessing the skills provision they need

Recent data suggests that 64% of firms in the SkillsActive sector nationally, provided funding for staff training within the previous 12 months. (Regional Fact Sheet 2005 from NESS 2003 data)

Best Practice

Stockton Borough Council, through its appraisal system, invests greatly in its workforce. The Leisure Services are now able to develop its own workforce to meet a broadening remit into providing health-related services to GP referred groups. (Andrews 2005)

Other Employment and Skills Issues in the North East

A major area for development and investment is that of engaging the voluntary sector in training. Furthermore, the training needs to be accredited and eligible for funding to ensure that the workforce growth can be met. Lack of funding to train volunteers is a major barrier amongst employers. (Andrews 2005)

There is a lack of a co-ordinated approach to workforce development within the sector (across the region) and therefore this causes good ideas and development to sit ‘outside’ the system. If the SSA can identify a sub-regional and regional picture, a more strategic and coordinated approach to workforce development, particularly skills development, could be achieved. (Andrews 2005)

References

Andrews 2005 - Warwick Andrews, Regional Development Manager (NE)

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