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Linking London - HE in FE
Alison Morris and Rebecca Jones14 January 2014
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Our Commissioners
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About the UK Commission for Employment and Skills
CommissionerInsights
DeliveringInvestmen
t
Research and Intelligence
Our ambition is to transform the UK’s
approach to investing in the skills of people as an intrinsic part of securing
growth
UKCES LMI resources
Employer Skills Survey
87,500 interviews
To understand employer investment and skills challenges
Monitor employer investment
Assess employer skills needs
Understand recruitment practices
Working Futures
850,000 time series extrapolations
To understand labour market prospects for next ten years
Input to careers and skills advice
Inform policymakers at national & local levels
Inform curriculum strategies
Employer Perspectives Survey
15,000 interviews
To understand employer perspectives of recruitment and
young people development
Young People
Apprenticeships
Work placements
Examples of how the data can be used
Market segmentation
• Level of skills mismatches by sector
• Level of skills investment by sector
• Nature of training practices by sector
Application Examples of relevant data
Curriculum strategy
Input into local economic development
• Economic contribution of sectors • Growth prospects for sectors
Local economic development
Skill needs
• Skill needs linked with skill shortages and gaps (by broad occupation)
• Projected future qualification profile by occupation
Curriculum content
Examples of how the data can be used
Comparing career options
• Job prospects by occupation• Prevalence of skill shortages by
occupation
Careers, information and advice
Application Examples of relevant data
Pricing• Training spend per trainee (by
industry, size)Marketing
Promotions - messages
• Priority skill needs• Preferred delivery modesMarketing
Hard-to-fill vacancies and skill-shortage vacancies
Yorkshire & Humber
West Midlands
North West
South West
South East
East of England
East Midlands
North East
London
0 5 10 15 20 25 30 35
34
27
23
23
20
19
19
19
18
%
Proportion of vacancies that employers find difficult to fill for any reason, 2011
North West
West Midlands
Yorkshire & Humber
South East
East Midlands
London
South West
East of England
North East
0 2 4 6 8 10 12 14 16 18 20
19
19
17
16
15
15
15
14
14
%
Proportion of vacancies that are difficult to fill because of lack of skills or
qualifications, 2011
Source: UKCES, UK Commission’s Employer Skills Survey, 2011
Employer use of recruitment channels
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National Apprenticeship ServiceNational newspapers
Trade press/professional publicationsGovernment programmes and schemes
Speculative enquiriesSocial media
School/college/university job fairsPaid for recruitment websites
Other free websitesNotice boards/shop windows
Internal noticesOwn website
Recruitment agenciesLocal newspapers
Job centre plusWord of mouth / personal recommendation
0 10 20 30 40 50 60 70 80 90 100
LondonUK
%
Sources of external training
Sources of external training UK LondonBase (unweighted) 15,004 1,345
Any private 40% 38%
Commercial 35% 33%
3RD sector / not-for-profit 11% 11%
Any public 14% 10%
FE Colleges 12% 7%
Higher Education Institutions 6% 5%
Don’t know 3% 4%
No external training 53% 56%
Any external training 47% 44%
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The courses they provide are not relevant (49%)
No need to (7%)
Lack of knowledge (8%)
No particular reason (8%)
Quality (5%)
Too expensive (6%)
Private providers: reasons for
Increasing proportion of
establishment mentions
Private providers: barriers
Provide relevant courses (60%)
The courses they provide are not relevant (26%)
Good value for money (13%)
Prefer in-house training (10%)
Approached us (5%)
No need to (5%)
Too expensive (14%)
Lack of knowledge (9%)
No particular reason (8%)
Benefits/ barriers mentioned by >5% shown;
Multiple response permitted
Local (5%)
Base: Used private (7,896
unwtd)
Public providers: reasons for
Local (12%)
Quality (12%)
Value for money (9%)
FE Colleges: barriers
Universities / HEIs: barriers
The courses they provide are not relevant (49%)
Lack of knowledge (8%)
Lack of info (5%)
No need (9%)
None locally (5%)
No particular reason (7%)
Too expensive (5%)
Prefer in-house training (6%)
Base: Used public(3,568
unwtd)
Base: Not used private (1,189
unwtd)
Base: Not used FE College (3,239
unwtd)
Base: Not used HEI (4,510 unwtd)
Quality (11%)
Always used (6%)
Provide relevant courses (67%)
Always used (5%)
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Reasons for and barriers to using different
types of training provider
Profile of projected employment growth in high level occupationsRate of growth by SOC sub-major group, 2010-2020
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33 Protective service occupations
31 Science, engineering and technology associate professionals
12 Other managers and proprietors
21 Science, research, engineering and technology professionals
23 Teaching and educational professionals
22 Health professionals
11 Corporate managers and directors
34 Culture, media and sports occupations
35 Business and public service associate professionals
32 Health and social care associate professionals
24 Business, media and public service professionals
-5% 0% 5% 10% 15% 20% 25%
London UKSource: Working Futures
Links and contact details
Information about our LMIhttp://www.ukces.org.uk/ourwork/research/lmi
ESS Local Datahttp://www.ukces.org.uk/ourwork/local-data
Accessing the [email protected]
Alison Morris – [email protected] Jones – [email protected]
Trailblazer open data project, which draws together and
opens up national sourcesof LMI in one place
Aims to make LMI accessible and intelligible to support
informed decision making on skills and careers
Allows web and app developers to translate and shape
the data for specific audiences and target groups
Sets high standards for data quality and disclosure
meaning that developers can have complete confidence in
the data
Recently certified as an example of best practice by the
ODI13
LMI for All
LMI for All is an online portal where the data is
stored
Developers access LMI for All to get data to build websites and
apps
Data sources are pulled or pushed into LMI for
All
LMI for All
Rich, extensive range of data
Drawn from robust national sources
Data selected for its value in careers context
Organised by occupational category, indexed by job title
EarningsEmployment
Current and projected
Unemployment rates Vacancies
Qualification level
Supports individual in investigation of career options linked to learning pathways
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Uses of LMI for All
http://www.rcu.co.uk/
http://icould.com/
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CareerHack App Challenge
http://careerhack.appchallenge.net/
Contact details
• The main LMI for All site is at http://www.lmiforall.org.uk/.
• The APi web explorer for developers can be accessed at http://api.lmiforall.org.uk/.
• For technical details and details about the data go to our wiki at http://collab.lmiforall.org.uk/.
• Details for the app competition http://careerhack.appchallenge.net/
• For questions [email protected]
