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Training & Development Forum: Meeting Actions

Date / Time: Thursday 24th May 2012 @ 10.30am

No. ACTION RESPONSIBLE

1 Establish CSCS Working Group B Wickenden

2 HSE Test Block Booking Process B Connolly / B Wickenden

3 UKCG Rep at Forum B Wickenden / K Bennett

4 Arrange next T&D Forum at Walsall – Barhale J Carmody / B Wickenden

5 Regional Forums Mark Roper

6 Engagement with CSkill re: web-based tailored services Colin Evans

7 Circulate Skills Strategy Document and Website J Carmody / B Wickenden

8 ILM and CSCS Card issue – ensure CSCS recognised ILM qualifications Gill Steele / B Wickenden

9 Representatives from Committees available on website J Carmody

10 Relevant representatives to attend next forum B Wickenden

11 Water Group information to be sent to members B Wickenden

12 Supervisory Development Working Group J Carmody / B Wickenden

13 SFG and CSN details to be available J Carmody

14 Invite CSCS Chair / Chief Exec to forum M Roper

15 Circulation of CECA Weekly update to members B Wickenden

16 Ensure that ALL members received the presentation on Grant Changes J Carmody / B Wickenden

17 Circulate details of ICE CEETG B Wickenden

Training & Development Forum: Meeting Actions

INFORMATION TO BE CIRCULATED:

• Web Based Learning - C Evans (CSkills)

• Grant Update - K Leonard (CSkills)

• Higher Apprenticeships - N Gooderson (CSkills)

• BAM Leadership & Management Model – K Bennett (BAM Nuttall)

• CECA CSCS Consultation – J Carmody

• Leeds College of Building Civils pathway document – J Carmody

• Skills Strategy Doc – J Carmody / B Wickenden

• Levy Employer Forum Info – J Carmody

• Directors List – J Carmody

Tailored Web-based Services CECA Briefing – 24th May 2012

Background

• ‘Your CITB-ConstructionSkills’ – adding value for our Industry

• A tailored web-based approach to engaging customers & stakeholders

• Concept explored in 2011 – research and consultation in 2012

• Views sought from Federations, Specialists and Nations

Why? The Concept Vision • Sense of belonging to a community investing in skills * • Personalised services, more frequent engagement, longer-term relationships • Raising qualification and competence levels

Mission • No-fee, web-based, easy access to tailored solutions • Single view of customers and stakeholders across all engagements • An account history and journey plan forward

Industry Objectives • Skills investment and progression • Increased value for Industry • Greater collaboration

Organisational Objectives • Joined-up offer & customer journey • Easier to do business with • Maximises the value of our data

* Individuals, Employers, Federations, Training Providers

Why? Meeting Customer Needs

Example CITB-CS E-Products & Services

Customer Challenges, Wants and Needs

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Key Skills Gaps Increased Sales/Profit Administrative Burden Training Time/Funding Upskilling to Compete Flexible Training Delivery Flexible Funding Legislative Compliance Training Advice Collaboration & Sharing Lifelong Learning Culture

Need/Product Match Federation Overlap

What? E-Product and Service Ideas

• ‘E-IAG’ – tailored information, advice & guidance online

• ‘Skills Gap Analysis’ – employer skills levels relative to benchmarks

• ‘Skills Exchange’ – matching employer skills needs with individual skills

• ‘Peer-to-Peer Services’ – exchange of information, services & resources

• ‘Good Training Guide’ – signposting to Quality Marked providers by need

• ‘Business Networking’ – employer networking for individuals & groups

• ‘Brokered Services’ – collective bargaining for commodity items

• ‘Funding Finder’ – signposting to grants, incentives and other funding

• Over 30 more in pipeline…

‘White Label Services’ – extending offerings using own brand

Steps

• Scoping – 2011

• Research and consultation completed in April 2012

• Evidence base and business case by May

• Executive review in June

• Board decision in July

• Feedback to those consulted in August

Why? The Value Proposition for Federations = Potential to complement offers * Example CITB-CS E-Products & Services

Existing Federation Membership Offers

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Advice & Guidance

Training & Standards

Marketing & Influencing

Geographic Reach

Communication Services

Commercial Services

Financial Services

Web Services

* Avoiding duplication, complementary where gaps exist, ‘white label’ approach

CITB-ConstructionSkills

Summary of changes to 2012/2013 Grants Scheme CECA - T and D Forum – 24th May 2012 Kim D Leonard Grant Product Manager

Eligibility for CITB-ConstructionSkills Grant in 2012/2013

Access to 2012/2013 Grants Scheme support • Grants can be claimed but will not be paid until a 2012 Levy Return has been

correctly completed and received

• If employers do not send in their 2012 Levy Return by 31 July 2012 any claims will be held until it is received

• If the 2012 Levy Return is not received by 31 December 2012 the employer will forfeit eligibility to all grant payments within the 2012/2013 Grants Scheme

Message to CECA Members = complete your Levy Returns on time

Supplementary Payment eligibility

To qualify for Supplementary Payment in 2012/2013 employers must have

achieved the following by 1 August 2012 1. Completed a 2011 Levy Return 2. Paid or be paying the resultant assessment by Direct Debit 3. Completed a 2012 Levy Return

Message to CECA Members = complete your Levy Returns on time

Supplementary Payment

Detail 2011/2012 Grants Scheme

2012/2013 Grants Scheme

Supplementary Payment 22% 22%

Attendance grant – Training Plans (B102) and Short Duration (B201)

Grant detail 2011/2012 Grants Scheme

2012/2013 Grants Scheme

Attendance - Short Duration (B201) and Training Plans (B102)*

£17.50 £22.50

*Increased rate applies to Training Plans that start on or after 1st August 2012

Attendance grant – Technical and Professional (A09)

Grant detail 2011/2012 Grants Scheme

2012/2013 Grants Scheme

Attendance - Technical and Professional longer term courses including degrees, HND, BTEC and post graduate diplomas (A09*)

£25 to a maximum of £875

£50 to a maximum of

£1,750

Attendance - Other Technical and Professional courses (A09)

£25 to a maximum of £875

£30 to a maximum of

£1,050

*A new A09 grant reference will be introduced to allow different grants to be paid

Construction-related Work Experience (A21)

Grant detail 2011/2012 Grants Scheme

2012/2013 Grants Scheme

Construction-related Work Experience (A21)

£25 to a maximum of

£6,000

£30 to a maximum of

£7,200

Attendance grant – Site Safety Plus (A29)

Grant detail 2011/2012 Grants Scheme

2012/2013 Grants Scheme

Attendance - Site Safety Plus suite of courses (A29) Note: Also includes the NFDC Demolition Manager and Supervisor courses.

£17.50 to 1st October 2011

and £52.50 to

31st July 2012

£52.50

Attendance grant – Short Duration limits

Short Duration (B201) Limits Current grant 2011/2012

Proposed grant 2012/2013

Training Day - PAYE Average of 5 days

based on 2011 Levy Return

Average of 5 days based on 2012 Levy

Return

Training Day - LOSC Training included within PAYE limit

Training included within PAYE limit

Maximum value of claims £2,500 £2,500

Attendance grant – Training Plan limits

Training Plan (B102) Limits Current grant 2011/2012

Proposed grant 2012/2013

Training Day - PAYE Average of 5 days

based on 2011 Levy Return

Average of 5 days based on 2012 Levy

Return

Training Day - LOSC 5 days or each named LOSC

5 days for each named LOSC

E-Learning and Modular Training Programmes - approval for 2012/2013 Grants Scheme

• These facilities continue to be available in 2012/2013 • Employers with approval in 2011/2012 and where there is no change to

the content of the programmes will be asked to reapply via email

• New applications will be required for changes to existing, and for new programmes

Improvements to achievement grants

Grant detail 2011/2012 Grants Scheme

2012/2013 Grants Scheme

Achievement - VQ level 2 and above, BTEC, HNC, HND, degrees etc. (A25, A31, A32)

£275 £400

Note: Plant VQs have an enhanced grant rate

Improvements to Plant related VQ achievements

Grant detail 2011/2012 Grants Scheme

2012/2013 Grants Scheme

Plant related VQs £275 £610 (temporary

increase for first 10,000 claims)

Note: The enhanced grant is not applicable to Plant Apprentices who will be paid under the Apprentice Package.

Changes to VQ level 4 and above achievements

Grant detail 2011/2012 Grants Scheme

2012/2013 Grants Scheme

Achievement - VQ level 4 and above (A33)

£525 (standard £275 plus a temporary increase of

£250 for first 1,300 claimers)

£400

Note: Plant VQs have an enhanced grant rate

CPCS Theory and Practical Test achievements (no change)

Grant detail 2011/2012 Grants Scheme

2012/2013 Grants Scheme

CPCS - Theory Test (A42) £60 £60

CPCS - Practical Tests (A43A, B and C) £190/£240/£410 £190/£240/£410

Achievement grants – claiming limits (no change)

Limit 2011/2012 Grants Scheme

2012/2013 Grants Scheme

Number of VQ achievements per level 2 in a lifetime 2 in a lifetime

CPCS Theory and Practical Tests

2 in a Grants Scheme year

2 in a Grants Scheme year

Improved apprenticeship package

Detail Grant ref.

2011/2012 Grants Scheme

2012/2013 Grants Scheme

Attendance – year one A02 1,715 1,965 Attendance – year two A03 1,410 1,660 NVQ Level 2 achievement A31 275 400 Framework achievement A04 1,800 1,975

Total two year apprenticeship 5,200 6,000

Attendance – year three A05 875 1,125 NVQ Level 3 achievement A32 275 400 Advanced apprenticeship A06 2,650 2,725

Total three year apprenticeship 9,000 10,250

Note: Improved grants are also available for Specialist Apprenticeship Programmes (SAP)

Approved Apprenticeship programmes of less than 2 years

• Approved apprenticeship programmes of less than 2 years do not qualify for the Apprenticeship package (A02 to A06)

• Approved apprenticeship programmes of

less than 2 years but more than one year duration can be grant aided via Craft Non Apprenticeship package (A08) = £3,150 now £3,525 on or after 1 August 2012.

Short Term Incentives

• Site Safety Plus – grant to remain at £52.50 until 31 July 2013 (includes NFDC Supervisor and Manager courses)

• Training Groups – a further £10,000 has

been made available for Training Groups.

• Criteria awaiting approval by Training Committee on 14th June 2012

2012/2013 Grants Scheme publicity • Grants Scheme mailing to all employers in July 2012 • Grants Scheme wall chart – received positive feedback • Web site – www.cskills.org/grant • Trade press and Federation newsletters

Grants Scheme information

• Contact your Company Development Adviser (CDA)

• Website – www.cskills.org/grant

Coming soon

• On line Levy and Grant system

• New website

Thank you

Any questions?

Higher Apprenticeships

Nick Gooderson

Higher apprenticeship SASE

● Knowledge Qualification Level 4/5

● Competence Qualification Level 4/5

● Functional Skills

● ERR

● PLTS

● Higher Apprenticeship in Construction Operations Management

● Combined Foundation Degree

● Functional Skills Level 2

● ERR

● PLTS (integrated in the Foundation Degree)

Higher Apprenticeship Middlesex University

Higher Apprenticeship Middlesex University

● Consortium of Education and Employers

● Delivery of 1200 Higher Apprentices by March 2013

● 1400 per annum by 2015

● Funded exclusively through HEFCE apart from Functional Skills

● Higher Apprenticeship in the Sustainable Built Environment Level 5

● Three pathways

● Construction and the Built Environment

● Civil Engineering

● Building Services Engineering

Higher Apprenticeship Leeds College of Building

Higher apprenticeship Leeds College of Building

● Competency Level 5 NVQ Diploma in Sustainable Built Environment (Under development)

● HND Diploma CBE

● Functional Skills Maths/English Level 2

● ERR

● PLTS (Integrated)

Higher Apprenticeship Leeds College of Building

● Partnering with 9 FE Colleges, ConstructionSkills, Summitskills, Pearson Edexcel Awarding Body, Employers

● Funding through HEFCE/SFA to be determined

● Recruitment of 500 candidates by September 2013

● Framework to be approved by September 2012

Higher Apprenticeship Development

● Two more projects identified

● Meeting to share good practice and co-ordination

Questions?

Leadership and Management National Hub Jon Pulford

I cdnuolt blveiee that I cluod aulaclty uesdnatnrd what I was rdanieg. The phaonmneal pweor of the hmuan mnid. Aoccdrnig to a rscheearch taem at Cmabrigde uinervtisy, it deosn’t mettar in what odrer the ltteers in a wrod are, the olny iprmoatnt tihng is that the frist and lsat ltteer msut be in the rghit pclae.

The rest can be totally mixed and you can still read the word no problem, this is because the human mind does not raed every ltteer by its self but the wrod as a whole. This is a condition appropriately called Typoglycemia

FINISHED FILES ARE THE RESULT OF YEARS OF SCIENTIFIC

STUDY COMBINED WITH THE EXPERIENCE OF YEARS

FINISHED FILES ARE THE RESULT OF YEARS OF SCIENTIFIC

STUDY COMBINED WITH THE EXPERIENCE OF YEARS

Total 6

Experiential Learning

•Opportunity to have fun while learning •To learn by doing •Its ok to try and fail than to have not tried at all •Relevant to work place •Relationship awareness in safe environment •Accelerate the decision making and learning process

Experience Is Not What Happens To You;

It’s What You Do With What Happens To You

The Best Way to Develop Responsibility in People

is to Give them Responsibility

Why a blended learning approach? Blended learning is a custom approach that promotes a mix of learning

options to teach, support and sustain the skills needed for effective job performance. A blended learning approach:

• Encourages ownership and ‘control’ over learning – learners select

and focus on those elements of programme most appropriate to their leadership skill development needs.

• Enables learners to choose from a range of learning methodologies those activities and assignments most appropriate to their individual, learning styles.

• Integrates learning into everyday work at times convenient to the learner – recognising that leaders don’t need to retain vast amounts of knowledge to do their jobs; they just need to know where to find it.

Why a blended learning approach?

• Embraces the “what –I-need-when-I want-it” information and ‘product’ culture of the world outside of work (e.g. Online shopping, Wikipedia, Google, YouTube etc.)

• Supplies short, sharp bursts of learning which individuals can absorb and process more easily and apply – “just-in-time” – to their business situations/opportunities.

• Supports learning as a process that happens over time – only through complete processing of information, on-the-job application, practice opportunities and personal feedback can learners fully develop their self-awareness and improve their skills

Leadership v Management

• Doing things right

• Doing the right thing

• Understanding the consequence of their actions

Any Questions?

1

4

3

2

5

External Route

BAM International

Route

BAM Nuttall Route

Sustainable Leadership Programme

Emerging Leaders

Programme

Young Management Programme

The BAM Manager

Attendance at

Identified Business /

Management School

Structured Leadership and Management Development

BAM Nuttall Academy Modules

Role Level

Including:

General BAM Nuttall Management

Time Management

Train the Trainer

Recruitment

Presentation Skills

Negotiation Skills

Customer Relationship Management

Customer Relationship Training

Influencing Skills

Coaching Skills

Reviewer Training

Innovation and Creativity

Risk Management

Finance for Business