THE EDUCATION SECTOR IN GREATER MANCHESTER: EMPLOYER SURVEY
NOVEMBER 2013
1 INTRODUCTION
Greater Manchester’s Priority Sectors research has involved analysis of data on the size and composition of each priority sector and its workforce, collation of secondary literature relating to skills priorities within each sector, and a survey of college and training providers who are active within the priority sectors.
To ensure that the views of employers across Greater Manchester (GM) are represented in the research, in summer 2013 a survey of employers within each of the priority sectors was undertaken. Employers were given the opportunity to complete a survey over the phone or face-to-face with a representative from a local training provider. In total, 710 employer surveys were completed. A copy of the survey questionnaire is attached as an appendix.
2 PROFILE OF RESPONSES
Total responses
From within the education sector 72 employers completed the questionnaires. By sub-sector, the total number of responses breaks down as follows:
· Pre-primary education – 32 responses
· Primary education - 10 responses
· General secondary education – 7 responses
· Technical and vocational education – 6 responses
· Sports and recreation education – 1 response
· Other education (including driving schools) – 9 responses
· Facilities management – 1 response
· Educational support activities - 6 responses
When asked to specify exactly what activity took place onsite education related activities were the most frequently cited, with pre-primary education / childcare activities mentioned the most, followed by secondary education.
Numbers of employees
The smallest education sector company we surveyed had 1 employee, the largest had 1,000 employees. The 72 companies employed a total of 4,471 employees, meaning the average company size within the sector was 63 employees. In comparison, the average company size across the whole survey (n=710) was 19 employees.
Company status
Just over half of respondents (57, or 79%) were an independent company (i.e. not owned by/part of a larger company). Across the survey as a whole, 73% of respondents said they were an independent company.
3 SUPPLY OF SKILLS AND TRAINING TO THE SECTOR
Current level of engagement with learning and training providers
A vast majority of 94% of the education sector companies surveyed felt engaged with training and learning providers. This compares to 79% across all nine sectors covered by the survey.
36% said that they worked with their sector skills councils or skills academies; this figure compares to an all-sectors rate of 25%.
Those that are currently engaged with external training providers mentioned benefits including:
“Through training, staff feel more confident that they are carrying out their role correctly”.
“Staff receive a qualification, knowledge and new skills”.
Of the few companies that were not currently engaging with external training providers the only reason cited was:
“[As the] new owner of the business [I have] just started to work with [training providers]”.
Again, a vast majority (85%) of education sector companies surveyed said that training providers were able to respond to their business skills needs. In terms of making this responsiveness better, the companies suggested that training providers should:
· Ensure their trainers provide support to the trainee and are knowledgeable about the subject area;
· Ensure their trainers are up to date with any changes such as legislation within the sector; and
· Seek to build sector-wide approaches to training:
“Training providers should connect with all employers to offer courses rather than [education sector] employers having to wait 2 years until they have enough 'numbers' to warrant a course”
Prevalence of in house training
A slightly higher proportion of education sector companies surveyed (92%) said that they carried out in-house training (which compares to an all-sector figure of 85%). Some training is procedural (inductions, first aid, health and safety, safeguarding etc) whilst other training is more strategic relating directly to teaching and learning, new policies and processes and management training.
“We offer in-house training to staff including SIMS training, Team Teach and Safeguarding.”
“[We deliver a] wide variety as required - induction, health and safety safe guarding”.
Almost three quarters (71%) of education sector companies have a dedicated training budget, compared to a 28% all-sectors figure.
Views on the current supply and quality of recruits
69% of the education companies we surveyed felt that the current supply and quantity of recruits met their business needs. The satisfaction rate across all-sectors was 77%.
Supplementary comments seem to suggest that there are issues with the quality rather than quantity of recruits, with several employers commenting that whilst potential recruits often seemed to posses the relevant training and qualifications on paper, they didn’t meet the required standards in practice. A lack of work experience amongst younger applicants was also seen as an issue.
“Although Teaching Assistants might have a L3 qualification they don't have specialist areas, particularly behaviour management”.
“The most recent apprentice needs a lot of attention and guidance”.
“[Candidates have] no experience but in order to recruit [them] ideally they should have a qualification, but they can't get a qualification without a job – this is a catch 22”.
4 GENERAL ISSUES RELATING TO SKILLS AND TRAINING
Does sector face specific skills shortages in Greater Manchester which are not faced elsewhere?
A quarter (26%) of education sector respondents to the survey said that their sector faced specific skills shortages within GM which were not seen elsewhere in the UK (across all-sectors those responding yes to this question was also 26%). Specific shortages cited varied but included a shortage of quality level 2 and 3 staff and a shortage of good, qualified senior staff, with gaps filled by short term staff.
Comments relating to the employability and work-readiness of young people applying to work in the sector
Whilst a small number of employers praised the abilities of the young people they had encountered and said that they had not experienced any problems in relation to the work readiness of young people, a clear majority of respondents had faced issues relating to a young person’s lack of work experience and the fact they were not ‘work ready.’ Employers specifically flagged that young people lacked confidence when dealing with clients, motivation, punctuality and being able to take the initiative to deliver a piece of work.
“We find that young people are often not 'work ready', they often do not know how to behave in the environment, what is expected of them, or what 'professionalism' is.”
“More needs to be done to prepare young people for the work place.”
“We do not have any problem with recruitment of young people and I am pleased to say we recruited 3 young people last week and found they have settled in very quickly”
Are apprenticeships suited to the sector?
Respondents’ view (87% as opposed to 84% across all-sectors) was that apprenticeships are suited to the education sector.
Education businesses (both those already taking apprentices and those thinking about whether they should) regard apprenticeships as a way of developing young people whilst providing their business with vital support.
As businesses commented:
“[Apprenticeships] give [young people] a chance to reach their potential in a hands-on way - academic routes don't suit everybody.”
“Younger people relate well to the children in school and feel more confident in this environment. The apprenticeship is confidence building.”
Could the sector offer work experience opportunities
Most education sector companies (90%) answered yes to this question compared to 69% across all sectors. The majority of companies said that they already offered work experience opportunities and several commented that they had good links with local colleges and education providers.
Out of the 72 companies surveyed, 7 (or 10%) said they would struggle to offer a work experience opportunity. This was most commonly due to the company lacking the capacity to adequately support/mentor the young person during their period of work experience.
Does the sector get enough support from training providers to grow and expand?
69% of education sector respondents said that they felt that training providers gave enough support to help their company grow and expand, primarily by providing relevant training (including to help people up-skill and re-train), helping to fill vacancies and providing information on grants that are available. The all-sectors figure was 70%.
“My staff are offered opportunities to further their own education.”
In terms of further support that training providers could offer GM education sector firms, employers highlighted issues including the need for more leadership and management courses and a need to raise the profile of the training available to businesses.
5 DEMAND FOR SKILLS AND TRAINING FROM THE SECTOR
Essential or mandatory training for staff working in this sector
62 out of 72 (86% compared to 70% across all sectors) sector companies identified training that was mandatory or essential for their staff to undertake. Amongst the most frequently cited qualifications / training regarded as essential for working in this sector were childcare qualifications at level 2/3, teaching qualifications and teaching assistant qualifications, as well as more general training such as safeguarding, first aid, health and safety and CRB checks.
Training that is most valued by businesses in this sector
When asked what training they valued most for their staff, employer’s responses were largely similar to those identified in the previous question, with childcare and teaching qualifications featuring highly as well as general qualifications such as first aid, health and safety and safeguarding.
Views on whether the skills required to work in the sector will change and what will drive this change
In comparison to the all-sectors responses, education sector businesses were more likely to see economic change (e.g. the downturn and recovery, conditions in other markets etc) as the key driver of changes in employee skills needs, with nearly half (46%) of sector firms citing economic change as having a big impact upon skills needs compared to 38% for all-sectors.
Political changes were seen as the next most important influence upon the sector’s skills requirements, with 44% of firms mentioning this as having a big impact upon skills needs compared to only 26% for all sectors. Technological, social and environmental changes were seen as having less of an impact on future skills needs.
6 CONCLUSION
Greater Manchester’s education sector is broader than simply primary and secondary school provision. A range of early years and specialist providers also exist within the sector. These businesses are often medium-sized in terms of the numbers of people they employ.
The overwhelming majority of firms in the sector are engaged with training and learning providers and feel that the training offered by them responds to their business needs. Nearly three quarters of firms in the sector have a dedicated training budget, which is far higher than the rate recorded by other sectors, and in house training is offered by the vast majority of firms.
Whilst nearly two thirds of firms said the current quantity and supply of recruits met their needs a number of skills shortages were identified, particularly in relation to those with level 2 and level 3 qualifications and the recruitment of senior staff. Firms also reported issues with the quality of recruits, stating that although recruits often possess the necessary qualifications, in reality they are not always prepared for work and lack confidence, motivation and a genuine interest in the work.
The vast majority of firms felt that apprentices were well suited to the sector and felt that the sector could offer work experience, which would help to address the issues relating to employability and work readiness.
Appendix A: Copy of employer survey questionnaire
GREATER MANCHESTER PRIORITY SECTORS SKILLS REVIEWS
CALL FOR EVIDENCE FROM EMPLOYERS
The Greater Manchester Skills and Employment Partnership has been established by the GM Combined Authority and Local Enterprise Partnership with the aim to maximise the contribution that skills training makes to Greater Manchester’s economy.
Key to achieving this is understanding the skills needs of the priority sectors which drive Greater Manchester’s economy. These priority sectors are:
· Financial and professional services
· Digital
· Creative industries
· Advanced manufacturing
· Education
· Health and social care
· Logistics
· Retail
· Hospitality & tourism
· Construction
On behalf of the Partnership, the GM Learning Provider Network is undertaking consultations with businesses to understand which issues employers see as being crucial to the future growth and success of their sector in Greater Manchester.
This input will be used to inform:
· the development of education and training providers’ curriculums so that they better meet the needs of business; and
· Greater Manchester’s future skills policy and business support offer.
All responses will be treated as confidential and findings will be presented to in a way to ensure that it is not possible to identify individual respondents in the final analysis. If you would like any further information on this piece of work please email Sharon Kelly, Strategy and Partnership Manager at the GM Skills and Employment Partnership on or phone 0161 237 4256.
PRELIMINARY INFORMATION
NAME OF BUSINESS: ______
KEY POINT OF CONTACT: ______
SECTOR(S) THE BUSINESS SITS WITHIN:
Priority Sector / % of your business / Priority Sector / % of your businessFinancial and professional services / Health and social care
Digital / Logistics
Creative industries / Retail
Advanced manufacturing / Hospitality & tourism
Education / Construction
SUBSECTOR(S) THE BUSINESS SITS WITHIN:
PROFILE OF THE BUSINESS:
Number of employees at the siteIndependent or part of a group?
Turnover of business/group
The main business activity carried out at the site
THE SUPPLY OF SKILLS AND TRAINING
The Partnership wishes to understand employers’ views on the current supply of training to their business.
1. Do you feel that your business is engaged with learning and training providers? [tick one box and fill in details if applicable]
YesNo
Don’t know
If yes, what benefits do you see from this engagement? / If no, what are the barriers to engagement faced by your business?
2. Do you engage with sector skills councils or skills academies? [tick one box and fill in details if applicable]