Train to Gain Briefing
September 2006
Stephen Lilley
Welcome
OVERVIEW
WHAT IS TRAIN TO GAIN?
– “Train to Gain is a new service to help businesses across
England get the training they need to succeed and stay
successful. “
• The new Train to Gain service consists of two principle elements:
• Skills Brokerage – provided by impartial and independent brokers
helping employers identify all training needs and appropriate
training providers.
• Flexible and responsive training Provision – delivered by training
providers who have demonstrated through a procurement process
and on-going performance that they can deliver high quality,
employer–focused training.
WHAT IS TRAIN TO GAIN?
• Train to Gain provision marks a new way of working with
employers. It will be:
• Employer-focused and led.
• Delivered to meet employers’ needs and fit with their business
demands.
• Flexible and responsive.
• High quality.
Core Offer
• The core Train to Gain offer will comprise:
• Support from a broker working to national
standards and linked to a reformed business support
service
• Access to LSC funded programmes: Skills for Life,
first NVQ level 2 qualifications and Apprenticeships
• Information and advice to employees on
qualifications and training
Additional elements
• Flexible elements of the Train to Gain service could
include:
• Support for leadership and management training
• Support for higher level training and other training
packages
• Bespoke training packages paid for by employers
• Investors in People
• Level 3 skills in particular Level 3 Trial
BROKERAGE
Integrating Brokerage:
Key aims & principles
• Realise the vision in “Skills: Getting on in business,
getting on at work” and integrate the range of
business support services and skills brokerage
• Use brokers working towards a national standard
• Be impartial and easy to access
SKILLS BROKERAGE
• 3 Key Performance Indicators:
– Number of Employers Engaged - focus on Hard to Reach
– Customer Satisfaction
– Skill Brokers achieving new standard
PROVISION
BACKGROUND
• Train to Gain Business Objectives & Targets
• 33,000 employers in 2006/07
• 53,000 employers in 2007/08
• Financial Year
Learners
First Full L2
• 2006/7
233,649
45,616
• 2007/08
371,124
141,826
• 2008/09
361,751
178,295
• 2009/10
361,536
173,242
1,328,060
538,979
• 4 Year Totals
NATIONAL OVERVIEW
FUNDING AND ELIGIBILITY
•
There are three types of funding supporting Train to Gain
provision at first full Level 2 and Skills for Life
• Type A – Mainstream funding used to deliver “Train to Gain like”
activity. This will be agreed with providers at local LSC level
• Type B – Planned but subject to employer choice, available from
the discrete Train to Gain budget
• Type C – Rapid Response for the discrete Train to Gain budget.
TRAIN TO GAIN FUNDING
• Planned but subject to employer choice:
• 80% of the budget allocated to fund Skills for Life and First NVQ
Level 2 qualifications
• payment profile 50% on start and 50% on completion (change
from ETP 20 / 30/ 50)
• Responsive:
• 20% of the budget retained by region to respond to employer
demands throughout the year
• payment profile 50% on start and 50% on completion
NATIONAL OVERVIEW
FUNDING RATES
Sector Subject - First Full Level Two
Higher
Lower
Health, Public Services and Care
£1500
£750
Agriculture, Horticulture and Animal Care
£1500
£750
Engineering and Manufacturing Technologies
£1800
£900
Construction, Planning and the Built Environment
£1800
£900
Information and Communication Technology
£1200
£600
Retail and Commercial Enterprise
£1200
£600
Transportation
£1800
£900
Hair and Beauty
£1500
£750
Hospitality
£1200
£600
Leisure, Travel and Tourism
£1200
£600
Business, Administration and Law
£1200
£600
Skills for Life - one rate only
£720
NATIONAL OVERVIEW
FUNDING RATES
Level two funding rates
Activities covered by funding rate
Higher
Lower
Information, Advice and Guidance


Individual training needs analysis including Skills for Life


Underpinning knowledge and understanding


Support and assessment


Contribution to Wage Costs
• Employers with 1-49 employees
• Sole Traders are not entitled to a contribution to
wage cost
• Minimum £5 per hour or actual hourly wage
depending on employer choice
• Up to a maximum of 70 hours
• Employer gets paid when learner achieves
• Payments are made to the employer through
National Office
• Specific responsibilities for brokers, employers
and providers
What will success look like? (1)
• Employers
• More employers effectively engaging in workforce development in
order to improve productivity and effectiveness
• Employers who are better informed purchasers
• Employers prepared to seek external advice and assistance in
order to identify solutions to their business needs
• Employers who are more satisfied with the support available both
brokerage and provision
What will success look like? (2)
• Skills Brokerage
• A skills brokerage service which:
• is fully integrated with a wider business support brokerage service
• is impartial and independent accessible by all employers
• helps employers to identify and source solutions to meet
their needs
• helps make employers better informed purchasers
• operates on a ‘no wrong door’ principle
• identifies and brokers in solutions which may or may not be
publicly funded
• continuously improves
What will success look like? (3)
• Training Providers
• Provision which is relevant, responsive and flexible- both in terms
of what is delivered and how
• Marketing and communication to employers in an approachable
language and style
• A broad range of provision available to meet employer needs from
Skills for Life to higher level, qualification bearing or otherwise,
customised
• No wrong Door approach, recognising benefit of brokerage service
• Delivering against government priorities and in a way that meets
employer needs
• Engaging with more employers and employees resulting in higher
achievement rates
Train to Gain
• Questions?