Skills East Sussex Minutes 30 January 2025
Skills East Sussex Minutes 30 January 2025
Meeting details
Skills East Sussex Board Meeting
Thursday 30 January 2025 2.00pm-4.30pm
Online via Teams
Attendees and apologies
|
Attendee |
Name |
Organisation, Role |
|
DGarn |
Diana Garnham |
Skills East Sussex Board CHAIR |
|
AP |
Andrew Pritchard |
Bexhill College, Assistant Principal |
|
CBe |
Chris Bending |
Wealden District Council, Director of Place |
|
CM |
Claire Moryan |
ESTAR Project Officer, ESCC |
|
CW |
Claire Witz |
Sussex Chamber Skills Lead - LSIP |
|
CllrSt |
Cllr Bob Standley |
ESCC Councillor, Lead Member for Education and Inclusion and SEND |
|
CllrHi |
Cllr Julia Hilton |
Leader of Hastings Borough Council |
|
CllrCa |
Cllr Penny di Cara |
ESCC Councillor, Lead Member for Economy |
|
DK |
Dan Karlsson |
Plumpton College, Head of Business Services |
|
GP |
Gary Pike |
DWP, Service Leader for East Sussex |
|
GT |
Geraldine Turton |
University of Sussex, Head of Apprenticeships |
|
IN |
Ian Noble |
Uckfield Chamber of Commerce, Chamber Director |
|
JH |
James Harris |
ESCC, Assistant Director - Economy |
|
JD |
Jude Day |
SCDA, Employability Programme Manager |
|
JB |
Julie Barker |
Independent Consultant, Chair, Visitor Economy Task Group |
|
KM |
Kathy Martyn |
University of Brighton, SSHS Apprenticeships, Technical Education and Flexible Learning Lead / Chair, Health & Social Care Task Group). |
|
KB |
Kim Byford |
Talent Accelerator, Project Director / Co-Chair Creative, Cultural, Digital, Media Task Group |
|
PS |
Pauline Smith |
CXK, Chief Executive |
|
PSh |
Penny Shimmin |
SCDA, Chief Executive |
|
SW |
Sarah Williams |
Director, Sussex Learning Network |
|
VP |
Vanessa Potter |
SCTP, Director |
|
VC |
Victoria Conheady |
Hastings Borough Council, Deputy Chief Executive |
|
Apologies |
||
|
Becky Shaw |
ESCC, Chief Executive |
|
|
Caroline Merchant |
University of Sussex, Business Development Manager - Apprenticeships |
|
|
Christina Ewbank |
Eastbourne Chamber of Commerce, Chief Executive Eastbourne Chamber of Commerce |
|
|
Donna Harfield |
East Sussex College Group, Vice Principal, Business Development |
|
|
Rebecca Conroy |
East Sussex College Group, Principal |
|
Secretariat |
||
|
CB |
Caroline Bragg |
Employability and Skills Strategy Manager, ESCC |
|
HA |
Holly Aquilina |
Employability and Skills Strategy Manager, ESCC |
|
HB |
Hannah Brookshaw |
Partnerships and Projects Manager, ESCC |
|
AM |
Amy Morris |
Partnerships and Projects Officer, ESCC |
Actions arising from this meeting
Actions from this meeting, 30 January 2025
|
ACTION |
LEAD |
DUE BY / STATUS |
|
ACTION 1: Creation of a visual map demonstrating employability programmes in East Sussex and how they connect.
|
Secretariat |
June 2025 |
|
ACTION 2: If you have any map/visual of current programmes and support for getting people into work please share with HA.
|
All |
April 2025 |
|
ACTION 3: CB to inform CllrHi about any schools not engaging with the Careers Hub. |
CB |
|
|
ACTION 4: If you have any suggestions for speakers on aligning Health and Work, please email HA or do an e-introduction.
|
All |
End Feb |
|
ACTION 5: KM to speak with UoB leads on health and work and invite them to the next meeting.
|
KM |
April 2025 |
1. Welcome, Introductions and Apologies
1.1. DGarn welcomed everyone to the meeting.
1.2. Apologies noted.
1.3. The minutes of the previous meeting were approved.
2. Devolution, Get Britain Working and Youth Guarantee
2.1. HA and CB shared a presentation on policy updates. Slides will be included with the minutes.
2.2. Devolution White Paper – Proposal has been submitted to central government from East Sussex, West Sussex and Brighton and Hove to create a Mayoral Combined authority area. A fast-track approach has been requested.
2.3. The responsibility for skills will sit with the statutory authority under devolution. Funding for skills would also be devolved to strategic authorities. The LSIP would sit alongside and be part of the strategic authority.
2.4. There has been delays with DfE creating the Skills England board, however it is due to start March / April. Board members are currently being interviewed. Under the board will sit regional skills councils.
2.5. A new ‘Employment advisory panel’ has been established for Kent, Sussex and Surrey. This is a misnomer as in fact, the purpose of the group is specifically to look at moving ex-offenders into employment. We need to make sure we are closely aligned with this group, as the people they are supporting will need access to the new programmes that we will be running.
2.6. Industrial strategy lists the priority sectors. Some of East Sussex priority sectors such as health and social care, construction and land -based not featured but we have made the case to include them. Professional services is a new priority sector listed in the industrial strategy which is an area we can be looking at as SES along with our existing task groups.
2.7. Get Britain Working White Paper – Connect to Work is part of this, the plan is to roll out from April once DWP sign off. The programme is intended to support 1000 per year marginalised adults back into work over a 5-year programme.
2.8. Skills Bootcamps, we are waiting DfE sign off on our proposal. This programme is for upskilling existing staff and moving people into work. The programme offers short sector specific courses of 100 hours of level 3 qualifications.
2.9. Locally the NHS ICB receive ‘Workwell’ funding, but the government are looking at nationally rolling out health and work programmes. They are currently being piloted in 12 Mayoral Combined Authorities.
2.10. CB - Youth Guarantee – frustratingly this is being run in 8 trailblazer areas. Originally wording had been around 18–21-year-olds but in forums they are looking at 16–24-year-olds, acknowledging the challenge with inactivity in this age group, low level qualifications, mental health issues and lack of joined up support and lack of local approaches.
2.11. Further level 2 and level 3 provision is needed. DfE last month announced that that the de-funding of these qualifications is paused. There has been acknowledgment that there is a need for vocational qualifications alongside T-levels, appreciations and Skills Boot Camps. The qualifications will be reviewed and reformed, but they will exist.
2.12. An acknowledgement about need for level 2 pathways and more flexible apprenticeships. Level 2 business administration is being reinstated. SES have been lobbying for 6 years. Trailblazers will look at new approaches at a local level with local accountability and this will filter through over the coming year to be rolled out across other areas of the country.
2.13. Apprenticeship levy being reformed to a Growth and Skills levy with greater flexibility with apprenticeships, along with foundation apprenticeships being developed and planned to roll out Autumn 2025. There will be a focus on construction to help meet targets on infrastructure and housing as part of growth agenda.
2.14. Big focus on industry partnerships and high profiles employer partners. Also looking at how job centre works with their partners, and new approaches to benefit rules for young people.
2.15. Careers Strategy due to be published by DfE in Spring 2025. Improving careers provision for 16- and 17-year-olds which will include improving access to WEX and carers education provision. Careers Hubs will continue to drive this work. East Sussex is in a good position as most schools engage with WEX for their young people. There will be a small amount of funding available, but how can we adopt a place-based approach to skills that works for East Sussex.
2.16. PSh For adults what are the opportunities for collaboration? Where are the current gaps and what can we do to fill them?
2.17. DGarn is funding disappearing and what does this mean for East Sussex? PS after the end of March we will lose funding and possibly staff. Nationally ERSA are concerned about drain of skills in specific fields of employability advice.
2.18. DK there is an increase in requirements for SEND support required for learners, particularly around apprenticeship. There is more that needs to be done with supporting employees and employers around SEND. PS adults have always been previously supported by other programmes, typically European funded programmes that no longer exist.
2.19. GT we are seeing a rise in the level of need of learners, both people coming with an EHCP and those who are undiagnosed. Difficult sometimes during the length of an apprenticeship to find support. The funding is linked to the learner and allied to the month which makes it hard to plan support provision.
2.20. VP Moving away from SEND being a minority so current individual funding model isn’t working anymore because you need to be able to plan for the whole group. We also need to consider supporting employers and teaching staff to support SEND cohorts.
2.21. DK (from the chat) With the majority of organisations in the county micro in size, are we confident that they are informed and trained (should they like to be) to support an employee with SEND?
2.22. KM Joining up of SEND needs of young people and adults, so it is recognised later in education programme. Disconnect in ways SEND is recognised as young age into the formal recognition that is needed as adults to access funding.
2.23. PS positive to see streams of funding coming in for marginalised groups through programmes such as Connect to Work. We need to be mindful of opening opportunities to those getting into work as employer prejudice still exists prejudice, we need to make sure there are supportive progression routes.
2.24. GP DWP are seeing more adults being diagnosed with neurodiverse conditions. The job centre has disability employment advisors who work with local employers to try and remove prejudice.
2.25. HA Connect to work will enable people to self–identify their needs. Going to be a focus on cohorts with physical disabilities and mental health needs. We need to look at the different programmes and how we can join the dots between them. A creation of a visual to see how programmes link, would also highlight the gaps. We need to make sure adults have access to the right learning provision.
ACTION 1: Creation of a visual map demonstrating employability programmes in East Sussex and how they connect.
2.26. CllrHi how do we ensure that we don’t lose current good practice.
2.27. PS how do we maximise on the skills and knowledge that we already have and to make sure we have that local focus.
2.28. VP – It is important to map provision, that is currently available and what is coming. understanding what is in our geography that we can draw on to support adults. HA – ALN is working with SLN who have already started that work. GP – DWP has mapped provision, happy to share.
2.29. SW (from chat) We have mapped out the provision and we can provide that in a format which can be added to an online portal or form a visual map.
ACTION 2: If you have any map/visual of current programmes and support for getting people into work please share with HA.
2.30. PSh (from chat) we need to acknowledge the need for everyone in the employment sector to understand the immediate issue of AI in the recruitment process, so we need to ensure all partners are skilled in this. Access to Work support can be very delayed so we need to be creative with employers on how to manage this gap. Housing is still an issue for people looking for work and keeping the link between employment and housing needs to be a priority.
2.31. JD (From chat) Re adults & employment, loss of UK SPF is an immediate issue, the cohort furthest from the job market are not going to be suitable for Connect to Work. The general nervousness around the economy and what is going to happen this coming financial year is having an impact, and we can’t support employers without acknowledging this. Also, the impact of NHS waiting lists is key for lots of people trying to find employment so can we do more locally even beyond WorkWell.
2.32. HA (From chat) Thanks PSh and JD We are currently in discussions with our districts and boroughs about coordinating UKSPF so that it supports people beyond Connect to Work. We will update on this when they have made decisions about how they plan to use their funds. However, it will be less money – and for more specific purposes – likely to be only 60% of previous allocations.
2.33. PS – We have brilliant schools and colleges in East Sussex who manage mainstream provision well. However, there are many young people that do not fit into that provision. We need to look where the gaps are. CXK are commissioned to deliver the Youth Employment Scheme (YES) programme in East Sussex. Working with young people in schools and 16yr – 18yr olds to prevent young people from becoming NEET. However, despite government initiatives still seeing many young people with no destination post 18.
2.34. GP – There are a number of young people that leave CXK and present at at DWP with no viable means in income. Concern that they go into organised criminality.
2.35. CB – CXK provides one:one support for 16–18-year-olds rather than employability provision. CXK needs employability and engagement provision to support and place young people.
2.36. CB met with Bruce Campbell DWP and Sarah Mills CXK to look what can be done to make sure that the young people who are coming to their final summer term at 18 years are connecting with DWP. Mapping pathway for young people and making sure that young people are going onto Connect to Work programme.
2.37. PS – There is a lack of provision for young people to move into. This is not just in East Sussex.
2.38. CllrHi – do you map engagement with schools? CB Careers Hub works with all schools and college and commission some work from CXK to start in year 11. Careers Hub would know which schools are not taking up the offer. CB will let you know CllrHi which if any schools are not engaging.
ACTION 3: CB to inform CllrHi about any schools not engaging with the Careers Hub.
2.39. DGarn is there a gap with young people leaving school and then not accessing support from CXK. CB, we have a statutory duty as a local authority to track all young people and they are all referred to CXK. There is a very small percentage are unknown, could have moved out are area for example. Current 'unknown' stats (those young people who we are not in touch with) at Dec 2024 - 17 x 16-year-olds; 66 x 17-year-olds (this is of a cohort size of about 5,000 per year group)
2.40. CB There are gaps in alternative provision for 16–18-year-olds, a funding application was submitted to DfE over 6 months ago to deliver provision around this, however this is currently on hold.
2.41. KB employers helping young people into employment. There are a lot of expectations of young people that are unrealistic and old-fashioned expectations and working practices. There is work we can do as a group to reinforce positives with hiring a young person such as talent pipeline.
2.42. CllrSt what is number that disappear? Concerning that employers are afraid of young people as young people are vital for the workforce.
2.43. PS Connected futures team conducted research with young people and employers in Hastings. Focussed on the challenge of young people’s perception on work and employers’ perception of engaging young people. CXK are trying to identify additional funding to take this research to the next step.
2.44. KM – are we doing enough work for young people to develop resilience to life, such as exam failure, redundancy. PS a lot of us working with young people who are now presenting with complex issues for various reasons.
2.45. DK Previous government introduced an incentive payment for employers to hire an apprentice, and we saw a sharp spike in number of employers taking hiring a young person. We need to incentivise employers more to take a risk on a young person especially in micro and SME business.
2.46. IN Uckfield Chamber work to build connections with local Uckfield College and micro/SME local business. Not just about WEX, but mock interviews and careers fairs. Small businesses are encouraged to engage with the college. We need to do everything we can to build the bridges. Schools need to also be ensuring that employability skills are taught alongside traditional subjects.
2.47. CB important link with employers creating positive approach with young people and connections with schools. At Uckfield College we see this impact positively on national measures like Gatsby benchmarks. We also see an impact on young people undertaking future skills questionnaires as a measure in how they perceive their own understanding of careers, employment and their soft skills from year 7 to year 12/13. Spending time with employers helps young people build resilience, understanding and employability. The Careers Hub share that good practice with other areas so highlight why it is so important.
3. Employer Engagement government skills and employment policy and funds
3.1. DGarn all the programmes starting and continue will require employer engagement. How do we encourage employers to engage with programmes and see it as a positive opportunity to hire new people? How do we create an environment where employers want to engage and offer jobs?
3.2. GP DWP – provide free services to employers and work hard with engagement. Job Centre having to compete with other platforms. Re-start scheme is in direct competition and DWP struggle to compete. Competitors are often corporate and have more financial freedom to offer incentives to employers and have highly trained people engaging employers. Ideally, we want the Job Centre to become the focal point for recruitment like it has been in the past.
3.3. DGarn what is the employer satisfaction from working with the DWP? GP there is reputational issues with the Job Centre, either from prior poor experience, or from speaking with other business. A lot of this comes from perception rather than experience.
3.4. IN Could DWP share the good work that the chambers can share with members to help dispel the negative perception. GP DWP are happy to join or come as a guest to Chamber to showcase the great work that is happening.
3.5. HA from the chat - We have a positive experience of people being supported by the DWP into work and are grateful for the roles identified for our ‘Moving on up’ clients.
3.6. DGarn working with employers, case studies that illustrate what it was like and answers questions, would address anxiety.
3.7. HA – What incentives drive employers to take on people from programmes, what can we offer? In Barnsley they are offering support with recruitment practice, helping with job descriptions and occupational advice for SMEs.
3.8. DG CITB – SME valued someone who isn’t the employer or DWP but someone who has been there and has experience, to be able to talk to and answer questions.
3.9. PSh no one of us is the answer to this, one approach won’t work we need to be collaborative with the way we work. Exchange of information can be very helpful on basic information such as job descriptions and inductions can be very helpful for SMEs.
3.10. CW LSIP held events in September on EDI recruitment and retention and neurodiversity. LSIP produced toolkits where business can find where they can get support. Here is the link to the LISP website where the reports, presentations and event report summaries can be found https://www.futureskillssussex.co.uk/conversation
3.11. DK It would be interesting to know the level of education of successful applicants vs the level of education needed for the role. This has a knock-on effect for those who are seeking work who don’t have degrees. Employers are going to seek the highest calibre of candidate, but it creates issues for more low skilled candidates and young people. DGarn this is something case studies could help with to address the perception. DK DWP and other recruitment agencies are working with employers to unpick what level of qualification is needed for a job role.
3.12. DGarn employers understand what a degree is so there is work to be done to help employers understand and recognise what skills young people will have with different qualifications and experiences.
3.13. HA with Connect to Work participants that move into work there is the opinions for them to do a Skills Bootcamp and gain a technical qualification to help them upskill and advancer a work. Is this an incentive to an employer to hire them. IN it probably would but dependent on the size of employer but it would be an incentive for some.
3.14. DGarn if you have flex in some of the programmes coming in could you identify elements of Skills Boot Camps or Connect to Work to start to experiment with type of support? Bringing together employers in sector to share experience? HA including flexibility in Connect to Work to trial a few approaches.
4. Bexhill College – new developments
4.1. AP shared a presentation on new developments at the college. Presentation to be shared with minutes.
4.2. DGarn What is the parental response to T-levels. AP parents appreciate perceived employability benefits due to T-level work placement hours, especially for students who are not planning on continuing in FE. We still have to educate year 10 and 11 pupils and parents on what T-Levels are. DGarn employers also? AP once an employer has a good experience more open to working with the college. It is important to make sure that employers don’t have one bad experience and then take on no further students.
4.3. DGarn Staffing for T-levels, did staff transition from BTEC or did the college need to recruit? AP BTEC staff did transfer to teach T-level courses. There are specification changes for all qualifications so there is always CPD for development.
4.4. KB for courses such as T-Level in Textiles and Fashion Maker where there is a higher demand for the course then there are employers/ size of sector in the county how is this managed? AP there is collaboration between SLT of the county’s colleges about placements vs number of students on courses.
5. LSIP & DWP update
5.1. DWP – GP All updates are included in the board report. The DWP are here and ready waiting for the reforming of Job Centres. The staff and resources are ready in East Sussex to hit the ground running when programmes are rolled out.
5.2. LSIP – CW All updates are included in the board report. The LSIP are going to be undertaking key sector deep dives which were last updated around 18months ago. The annual progress report due in June. There will be roundtables and stakeholder engagement with key partners. There have also been discussions with Skills England about the next way of LSIPs is expected to start in Autumn 2025, with publication in Summer 2026. Conversations going on with the board, local authorities and other stakeholders about how LSIPs will work in devolved areas, and areas that are not yet devolved.
6. Task group updates - looking forward
6.1. HB shared a presentation on the SES Highlights and looking forward to 2025, based on extracts from the SES Board Members’ Update Report and the six SES priorities. There was also an update on the Skills Capital funding that has been awarded. Presentation attached with the minutes.
6.2. DGarn extended a thank you to the Task Group and sub-group Chairs from the SES board. For their time and commitment.
7. Forward Plan & AOB
7.1 DGarn Aligning Health and Work more closely. – invite to UoB to update on this work. KM we can invited Leonard Joseph or the professor who is leading on the work. KM will reach out and invite them. HA is talking to the NHS ICB to invite them to provide a follow-up from the previous update on the NHS Fourth pillar. IN – Wellbeing at work programme is a great programme where employers are gaining accreditation. We could invite the programme lead. emails.
ACTION 4: If you have any suggestions for speakers on aligning Health and Work, please email HA or do an e-introduction.
ACTION 5: KM to speak with UoB leads on health and work and invite them to the next meeting.
7.2 DGARN Board meeting on Thursday 26th June 2-5pm: Ten-year celebration and review of SES priorities in context of new and emerging policy and Spring Funding Review – this will be a face-to-face meeting.
7.3 Forward plan items: Green and Growth skills in relation to industrial strategy and underpinning sectors (health and construction). – SEND in employment to be added to future agenda for further discussion and progression.
Next meeting: Tuesday 29th April 2.00pm-4.30pm. Face-to-face –Committee Room, County Hall, St Anne's Crescent, Lewes, East Sussex, BN7 1UE