This year the Forum will focus on creativity, jobs and local development. We will examine how localities can support culture and creative industries as a source of knowledge and job creation and how the creative industry can act as a powerful driving force areas such as tourism, urban regeneration, and social inclusion.

1. Local
ini)a)ves
to
promote
appren)ceships
in
Leeds
and
Manchester,
UK
Francesca
Froy,
Whose
City?

2. • Low
par)cipa)on
in
VET
(10%
of
cohort)
• A
lack
of
higher
level
courses
(NVQ
3
and
above)
• Plethora
of
training
providers
and
awarding
bodies
• Concerns
over
appren)ceships:
engagement
by
young
people
and
SMEs,
training
quality
A
need
to
re-­‐boost
VET
in
England

3. Centre
for
Ci)es
(2016)
A
mixed
na)onal
picture

4. • Efforts
to
increase
employer
engagement
• Na)onal
strategy
to
boost
appren)ceships
– Efforts
to
increase
the
number
of
young
people
in
appren)ceships
– The
appren)ceship
levy
– Trailblazers
• Policy
decentralisa)on
to
city
regions:
the
City
Deals
– The
appren)ceships
and
skills
hubs
The
na)onal
policy
context

5. Greater
Manchester:
2.73
million
people
105,000
businesses
40%
GVA
of
North
West
England,
10.6%
popula)on
no
qualifica)ons,
6.8%
unemployment
rate
2015
3rd
most
deprived
local
enterprise
partnership
region
Leeds
City
Region:
3
million
people
119,000
businesses
GVA
of
60.5
billion
9.9%
popula)on
no
qualifica)ons
6.2%
unemployment
rate
2015
9th
most
deprived
local
enterprise
partnership
region

6. • Key
Aims:
To
increase
the
number
of
people
taking
appren)ceships
at
level
3
and
above,
and
to
support
appren)ceships
within
SMEs.
• Target:
The
ini)al
aim
was
to
increase
the
number
of
16-­‐24
year
olds
star)ng
appren)ceships
by
10%
a
year
every
year
un)l
2017/18,
however
this
target
was
later
abandoned
• Budget:
6
million
pounds
• Partners:
The
key
partners
include
Manchester
New
Economy,
the
Na)onal
Appren)ceship
Service,
the
Skills
Funding
Agency,
Greater
Manchester
Chamber
of
Commerce,
Greater
Manchester
Learning
Provider
Network,
Greater
Manchester
Colleges
Group
and
the
Greater
Manchester
Local
Authori)es.
Manchester
Skills
and
Appren)ceships
Hub

7. • Key
Aims:
To
create
a
'NEET-­‐free'
city
region
(i.e.
a
region
free
of
young
people
not
in
educa)on,
employment
or
training).
• Target:
Create
2,500
new
appren)ceships
amongst
those
aged
16-­‐24;
Engage
2,142
businesses
• Budget:
4.6
million
pounds
• Partners:
The
key
partners
include
the
Leeds
City
Region
Enterprise
Partnership
(LEP),
the
Na)onal
Appren)ceship
Service,
the
Skills
Funding
Agency,
ten
local
authority
areas
that
make
up
the
Leeds
City
Region,
further
educa)on
colleges
&
training
providers
and
others.
Leeds
Skills
and
Appren)ceships
Hub

8. Concerns
in
Greater
Manchester
• Low
volumes
of
appren)ceships
at
NVQ
level
3
and
above
• Low
recruitment
of
young
unemployed
people
• Limited
availability
of
impar)al
informa)on,
advice
and
guidance
for
young
people
• SMEs
not
fully
engaged
in
the
skills
system,
which
they
ohen
perceive
as
complex
and
disjointed

9. Key
pillars:
Greater
Manchester

10. Examples
of
Ini)a)ves
• Providing
informa)on,
advice
and
guidance:
– 24,500
per
school
for
jointly
crea)ng
3000
new
registra)ons
– Sharp
project:
culture
and
media
sector
– Engineering
Futures
• Increasing
higher
level
delivery
in
key
Manchester
growth
sectors:
– health/social
care,
advanced
manufacturing,
digital
and
crea)ve,
finance
and
professional
and
retail
– 13
different
providers
providing
22
higher
appren)ceship
frameworks
– Up
to
50,000
pounds
to
contribute
to
50%
of
start
costs

11. Greater
Manchester
Hub
Governance

12. Concerns
in
Leeds
• 28,000
young
people
in
the
NEET
category
at
the
start
of
the
ini)a)ve
three
years
ago,
• Only
12%
of
SMEs
were
taking
on
appren)ces
before
the
hub
ac)vi)es
began.
• A
complicated
picture
of
provision
-­‐
over
600
training
providers.

13. Decentralised
governance
in
Leeds
City
Region

14. Examples
of
ini)a)ves
• Barnsley
– Outsourced
to
local
college,
Employer
Engagement
focus,
seasonal
campaigns,
connec)ons
into
local
careers
advice.
Front
runner
na)onally.
• Calderdale
– ‘Grow
your
own
future’,
match-­‐funded
by
local
authority,
target
4000
appren)ceships
by
2020,
3
employer
engagement
officers,
pre-­‐appren)ceship
work
placements,
monthly
visits
to
work
placements,
bursaries,
appren)ceship
ambassadors
• Leeds
Region-­‐wide
– Appren)ceship
training
agencies
(ATAs)
– Reduc)on
in
transport
costs
for
appren)ces

15. In
parallel:
Appren)ceship
Grant
to
Employers
• Na)onal
scheme,
local
adjustments
• In
both
Greater
Manchester
and
Leeds
City
Region:
– Expansion
of
target
group
from
micro-­‐business
to
small-­‐medium
enterprises
– Focus
in
on
local
sectors
– Priori)sa)on
of
medium
to
higher
level
appren)ceships

16. Impacts
0
100000
200000
300000
400000
500000
600000
700000
800000
900000
1000000
2009-­‐10
2010-­‐11
2011-­‐12
2012-­‐13
2013_14
Leeds
City
Region
Greater
Manchester
England
Number
of
people
taking
appren)ceships
since
2009

17. Successes
• Bringing
more
young
people
in
through
innova)ve
careers
guidance
e.g.
‘appren)ceship
ambassadors’
• Suppor)ng
SMEs
through
local
‘hand-­‐
holding’:
help
with
administra)on
and
recruitment
e.g.
through
ATAs
• Orienta)ng
appren)ceships
towards
local
employment
growth
sectors
and
higher
skills
levels
• Linking
appren)ceships
advice
into
broader
business
support
while
influencing
policy
areas
such
as
transport
• The
public
sector
can
‘lead
by
example’
• Policy
flexibility
allowed
both
hubs
to
‘learn
by
doing’

18. Challenges
• Marke)ng
appren)ceships
was
found
not
to
be
enough:
a
longer
term
process
is
required
to
build
‘parity
of
esteem’
• Some
sectors
proved
more
easy
to
work
with
than
others:
e.g.
the
finance
sector
and
hospitality
as
opposed
to
retail
• Both
appren)ceship
hubs
had
to
steer
within
broader
waves
of
na)onal
policy
change,
while
filling
gaps
in
na)onal
provision
(IAG)
• Employers
were
mainly
engaged
as
‘consumers’
as
opposed
to
designers
of
curricula

19. Conclusions
• City
strategies
can
boost
appren)ceships
in
key
local
sectors,
at
appropriate
skills
levels
• The
quality
of
appren)ceships
is
key
to
aqrac)ng
young
people
and
crea)ng
‘parity
of
esteem’
• These
examples
show
the
value
of
local
authori)es
working
together
across
boundaries
at
the
level
of
local
labour
market
travel
to
work
areas/city
regions
• Local
authori)es
can
benefit
from
a
culture
of
‘learning
by
doing’
and
flexibility
in
governance.
• However,
even
with
flexibility,
the
success
of
local
ini)a)ves
is
strongly
influenced
by
the
na)onal
policy
context