| Name of the good practice | Assured Skills Academies / Employer Support Programmes |
|---|---|
| Level | Meso |
| Description | The Assured Skills programme is a short, demand-led, pre-employment training programme, which is fully funded by the Department for the Economy, to upskill individuals and help them compete for guaranteed job vacancies in new foreign direct investment (FDI) companies and expanding businesses. (Link: https://www.economy-ni.gov.uk/articles/assured-skills-programme) When a company is interested in creating jobs in Northern Ireland, Assured Skills provides the necessary support to deliver a skilled workforce through the delivery of pre-employment training programmes. The Academy Model is flexible and versatile and has been used to help companies recruit new staff in areas such as: data analytics, business consultancy, legal services, financial services, software development, cyber security, welding, control numerical control machining. |
| Agents involved | Funded by Government, Department for the Economy Delivered by FE Colleges |
| Target group essed | Un-employed and under-employed Additional talent pool for companies |
| Benefits / impact of the good practice | Increase supply of suitably talented individuals with the skills required by industry. Help business to expand Support FDI into Northern Ireland Supports economic growth in key areas, address skill shortages Reduces unemployment rate by retraining individuals. Inclusion of vendor certification in the training, • Trainee – Greater recognition of skills / transferability • Company – Assurance of individuals skills, staff trained in industrial certification |
| Challenges found and how they were overcome | Meeting the needs of industry – In order to ensure the skills covered in the training match the companies requirements, each course is bespoke based on the companies requirements. Individuals’ ability to join the course – In order to allow individuals to join the course without losing income, a weekly allowance (£150 + travel costs) is paid to each trainee Selecting the correct people – Use of psychometric testing |
| Step by step for the implementation of the good practice (for transferability) | Step 1: Work with companies around recruitment, review talent pool Step 2: Identify initial skills required by companies on entry and map to current course provision, identify variations Step 3: Work with companies to provide company specific support / training Step 4: Soft-skills training |
| Name of the good practice | Apprenticeships / Higher-Level Apprenticeships (HLA) |
|---|---|
| Level | Macro |
| Description | Apprenticeships and HLAs (Higher Level Apprenticeships) programme offers training, across a wide range of apprenticeships, to people aged 16 and over. The apprentice is a new or existing employee in a Northern Ireland-based company, working with experienced staff to learn and develop your skills. An apprentice also receives ‘off-the-job’ training, usually on a day-release basis with a training provider, to work towards achieving vocational qualifications and Essential Skills qualifications (reading, writing, maths and computers). This provides apprentices an exciting way to get hands-on training and real world experience of the chosen career. Apprenticeships last about 2 years and Higher-Level Apprenticeships, 3 years. Usually apprentices are with the employer four days a week and with the training provider one day a week. Embedded in the course delivery is vendor certification, this provides students with accreditation of the industry skills they gain through the course. Additionally, Belfast Metropolitan College run a boot-camp at the start to better prepare students to start employment, this also provides the company with time to complete any required HR administration / security clearance. |
| Agents involved | Apprentices are paid by the Company from the start of the course / employment Programme delivery funded by local government |
| Target group addressed | To take part in the apprenticeships programme you need to have reached the minimum school leaving age in Northern Ireland (16 years) Trainees – Additional option in comparison to traditional education, complete course and gain employment skills at the same time Companies – Address skills shortages, recruit strained staff. Develop the staff as they complete the training instead of hiring the staff after the course is completed. Companies – Additional source of talented staff |
| Benefits / impact of the good practice | There are many benefits for apprentices • Apprentices earn while you learn • Apprentices work alongside experienced staff • Apprentices receive off-the-job training specific to your apprenticeship • Apprentices gain qualifications For companies • Apprenticeships are an effective way to grow talent and develop a skilled and motivated workforce • Help fill skills gaps by developing the specialist skills required by the company • No charge for the training • Employer incentive payment, paid on completion of the qualification |
| Challenges found and how they were overcome | Awareness – student and companies aware of the options Demystification around what an apprenticeship is Employer responsibility/ support |
| Transferable Characteristics and Step by step for the implementation of the good practice (for transferability) | Due to the project timeframe and national education system structures most areas of good practice would not be transferable inside the timeframe for this project. Transferable characteristics of good practice include 1) Incorporate vendor certification into curriculum delivery 2) Working with companies to provide an industry validated curriculum |
| Name of the good practice | Bring IT On (https://bringitonni.co.uk/) |
|---|---|
| Level | Meso |
| Description | Bring IT On was formed to address the skills shortage and employability issues within the IT sector in Northern Ireland. Bring IT On showcases the opportunities and benefits of careers in IT for you by raising awareness on the great diversity of options in this exciting and ever-changing sector. We run events, speak at schools, attend job fairs and work with employers, careers advisers, IT teachers, parents, and carers to promote job opportunities available in IT throughout NI. Bring IT On have a large social media presence including Facebook, Instagram, Twitter, and web. Bring It On activities include: • School workshops • Bring IT On Regional activity with other colleges and Universities • Design and development of a range of targeted events for careers teachers – remote sessions (webinar/podcasts) • Parents Event • Employer Event • Careers fairs |
| Agents involved | Government Funded |
| Target group addressed | Awareness of the opportunities available in IT / Computing Target presentations, communication to • Students • Parents • Teachers • Employers |
| Benefits / impact of the good practice | There are many benefits for apprentices • Apprentices earn while you learn • Apprentices work alongside experienced staff • Apprentices receive off-the-job training specific to your apprenticeship • Apprentices gain qualifications For companies • Apprenticeships are an effective way to grow talent and develop a skilled and motivated workforce • Help fill skills gaps by developing the specialist skills required by the company • No charge for the training • Employer incentive payment, paid on completion of the qualification |
| Challenges found and how they were overcome | Awareness – student and companies aware of the options Demystification around what an apprenticeship is Employer responsibility/ support |
| Transferable Characteristics and Step by step for the implementation of the good practice (for transferability) | Step 1: IT promotional activity – review and possibly distribute developed careers information (e.g. Cyber Security – A young person’s guide, https://www.economy-ni.gov.uk/sites/default/files/publications/economy/cyber-security-careers-a-young-persons-guide.pdf) Step 2: Work collectively to promote IT as a career to students, parents, and employers Step 3: Develop marketing material; videos, flyers, etc. Step 4: Link with schools to help promote IT as a career Step 5: Organise events for schools to promote IT. Possibly a presentation, masterclass, code clubs, etc. Step 6: Review use of social media to promote college / university work |
| Name of the good practice | Digital IT Hub |
|---|---|
| Level | Meso |
| Description | The Hub concept involves the designation of a college as the central hub in an occupational area by the Department for the Economy. Belfast Met is the Digital IT Hub for FE NI. Belfast Met as the Digital IT Hub will be the recognised lead college and link with the other five colleges in order to aggregate the teaching and curriculum excellence, CPD, sectoral knowledge and employer engagement to provide an ongoing consistently high quality provision for learners and employers across Northern Ireland. The Digital IT Hub will be responsible for a structured, consistent, coherent delivery of the following across Northern Ireland: • curriculum advice and development. • continual professional development. • economic engagement. • Communication • future scoping provision. |
| Agents involved | Members |
| Target group addressed | This will involve college management and teachers working together to deliver curriculum excellence |
| Benefits / impact of the good practice | There are many benefits for members including • Greater cooperation • Increased CPD opportunities • Reduce staff development costs • Increase in repurposing / sharing of resources between the colleges • Streamlining of the curriculum • Improved employer engagement • Colleges working collectively to meet company needs. • Ensure the curriculum meets the future needs • Conference for college staff |
| Challenges found and how they were overcome | Awareness – student and companies aware of the options Demystification around what an apprenticeship is Employer responsibility/ support |
| Transferable Characteristics and Step by step for the implementation of the good practice (for transferability) | Step 1: Establishing of a network of universities / colleges working together Step 2: Organising for universities / colleges to work more closely together through • Sharing of good practice • Repurposing / sharing of resources • Plan CPD / staff development • Marketing / promotional strategy • Working together to future scope curriculum Step 3: Work together to meet industry needs |