The compact is a non-contractual agreement between the Department for Innovation Universities and Skills, the Learning and Skills Council and Cogent Sector Skills Council to work collaboratively to drive up demand for skills across England through Train to Gain.
Cogent is the Sector Skills Council for the Chemicals, Pharmaceuticals, Nuclear, Polymers, Petroleum and Oil & Gas industries which contribute a GVA of £49bn to the UK economy. The annual turnover of our industries is £156bn which equates to the combined annual UK budgets for Health, Education and Training. Despite the fact that the GVA per employee vastly exceeds the UK average, the Cogent workforce still has significant skills gaps, and Cogent’s research and Sector Skills Agreement (SSA) work has indicated that there is a 25% deficit of Cogent employees qualified at NVQ levels 2 and 3.
The compact sets out a new offer to employers in the sector within Train to Gain. Each sector compact sets out the detail of this agreement including the ambition and volumes of increased demand, the specific flexibilities needed to deliver this demand and the phasing of this delivery. Each compact covers a period of up to three years and is an integrated part of the Train to Gain offer to employers, not a separate programme.
2. What does this mean for employers and others involved in skills?
The Compact is an important and highly significant new element in the drive to raise skill levels and ensure a sustainable future for these vital and strategic technology-based industries. Employers in the sector have recognised the need to develop their employees via up-to-date and high quality training provision that meets their needs. The Sector Compact will facilitate this upskilling agenda both through direct funding support, engagement with the independent skills brokerage service and accessing specialist, high quality training provision.
Indeed the Sector Compact will act as a focus for all key stakeholders involved in the identification, accreditation and delivery of skills training across the Cogent sector, adding value to the implementation of the Sector Skills Agreements.
The support through Train to Gain already enables employers in the sector to access advice on skills and on the Skills Pledge. Train to Gain also offers funding support for a range of vocational skills and qualifications for individuals working employers of all sizes including:
Apprenticeships for all ages
A first vocational qualification at NVQ Level 2, Level 3 and Level 4
Basic Skills
Train to Gain also provides support Leadership and Management skills in companies employing over ten and less than 250 employees.
In addition to the support already available through Train to Gain, employers in the sector will now be able to access:
Second Level 2 Awards: Funding to support learners’ achievement of a second full level 2 qualification (from the published list of qualifications) as appropriate to the needs of the employer and the learner:
Second Level 3 Awards: Funding to support learners’ achievement of a second full level 3 qualification (from the published list of qualifications) as appropriate to the needs of the employer and the learner:
The compact gives special flexibility for key qualifications to be available for the first time through Train to Gain as repeat qualifications – i.e. to employees who already have a NVQ Level 2 or 3 can now be supported to achieve a second Level 2 or 3. This flexibility is focussed on the most important qualifications to the sector.
Skills development through training aligned to qualifications provides the opportunity for employees and companies to contribute to improving business performance. Relevant vocational education and training, addressing employer specific needs, is key to business development. For that reason, as outlined in the Cogent Sector Qualification Strategy, the focus is on value-adding qualifications relating to technical skills such as engineering and process engineering. Generic skills to include business improvement techniques and management and leadership development also feature in the Compact. This enables employers to adopt a company wide approach to addressing their skills needs
The following qualifications and training will also continue to attract funding within Train to Gain.
Management and Leadership
Action Learning for Leaders Programme
Existing qualifications in Team Leading, First Line Supervision, or Management and Leadership as appropriate to the needs of employer/learner
New QCF qualifications to be developed to cover Team Leading, First Line Supervision, and Strategic Management
Apprenticeships
Funding to support learners’ achievement of the following Apprenticeship frameworks relevant to the Cogent industries:
Cogent Frameworks :
Apprenticeship/Foundation Modern Apprenticeship in Chemical, Pharmaceutical, Petro-Chemical Manufacturing and Refining Industries Framework Issue Number 3.1 (LSC Ref 103)
Advanced Apprenticeship/Modern Apprenticeship in Process Technology Framework Issue Number 3.2 (LSC Ref 103)
Advanced Apprenticeship/Modern Apprenticeship in Nuclear Decommissioning Framework Issue Number 1 (LSC Ref 357)
Advanced Apprenticeship/Modern Apprenticeship in Polymer Processing and Related Operations Framework Issue Number 4.1 (LSC Ref 111)
SEMTA Frameworks (LSC Ref 106):
Apprenticeship/Foundation Modern Apprenticeship in Engineering for England and Wales Framework Issue Number 9 V1
Advanced Apprenticeship/Modern Apprenticeship in Engineering for England and Wales Framework Issue Number 9 V1
NASEC (ECITB) Frameworks (LSC Ref 107):
Advanced Apprenticeship (Craft) in Mechanical Fitting/ Pipefitting/ Plating/ Welding/ Steel Erecting/ Electrotechnical/ Mechanical Maintenance/ Electrical Maintenance/ Instrument and Control Maintenance/ Non-destructive Testing/ Design & drafting
Advanced Apprenticeship (Technical) in Mechanical Maintenance/ Electrical Maintenance/Instrument and Control Maintenance/ Process Operation
Skills for Life
Literacy, numeracy, Information technology and language related qualifications to meet the specific needs of employees/learners.
Unit-based Qualifications
Cogent, LSC and DIUS will work together to consider how best to introduce and fund unitised qualifications that appear in the Cogent SQS and the QCF
3. Why is this new initiative needed now?
Industries that are part of the Cogent footprint are high technology-based, adding considerable inputs into the UK economy.
However there is a key need to drive up productivity measured in relation to international benchmarks. Investment in skills can help address this productivity gap. Cogent has calculated that by increasing the level of competency of its workforce via upskilling programmes the sector could expand considerably its contribution to UK GDP.
4. Why the focus on this sector?
Over 900,000 people in the UK work in the Cogent industries. Combined the industries are of huge economic and strategic importance to the UK, contributing £49bn to its Gross Added Value (GVA).
This science and technology based sector leads the world on a number of fronts including research and development, greener technologies and in corporate responsibility. However, the sector is undergoing a major transition. Employers now face innumerable challenges to include climate change, globalisation and emerging world economies; an ageing workforce and heightened energy and raw material insecurities. Skills gaps and shortages, at all levels, are a major challenge.
The current position shows the sector with higher profitability than UK average, but lower productivity. This is a strong driver for skills, as it suggests considerable productivity gains can be had from skills investment.
There are major clusters of large employers in all English regions with lower qualifications attainment and employment levels than UK average. This points to the potential for an expanded contribution from the Cogent sector to regional economies. As well as economic factors, skills development linked to qualifications offers benefits to employees working in the sector.
5. What is the desired outcome from the compact?
The Sector compact will deliver real economic benefits to the Cogent science and technology based industries by helping them to overcome significant skills gaps and thus increasing their productivity and competitiveness Employers will gain access to funding for key vocational qualifications across the range of job functions, and support from high quality training provision to help them implement their skills needs..
The compact will drive up the demand for skills development in its sector and deliver measurable outcomes in terms of qualifications achieved by its employees
6. How will progress be tracked?
The Learning and Skills Council already track employer engagement in Train to Gain by sector/ SIC code, and collect learner take up of the qualifications identified within the compact from the Individual Learner Record completed by colleges and training providers. This data collection is part of the standard management information suite, and will be used to compile the progress report as part of the formal compact review every six months.
Accessing support through Train to Gain
7. Which companies are eligible for advice and support through Train To Gain?
All companies based in England are eligible for support through Train to Gain. Employers in the following Cogent industries can access support with skills needs through Train to Gain.
The Chemicals Industry includes:
Basic chemicals (including industrial gases, dyes and pigments, fertilisers and nitrogen compounds and plastics and synthetic rubber in primary forms)
Pesticides and other products
Soaps and detergents etc (including cleaning and polishing preparations, perfumes and toilet preparations)
Other products (including explosives, glues and gelatins and essential oils)
The Nuclear Industry includes:
Fuel manufacture and enrichment
Fuel Processing
Defence – the nuclear deterrent
Power Production
Decommissioning and clean-up
Waste Management
The Petroleum Industry (also referred to as the downstream sector) includes:
Stabilising, refining and manufacturing
Storage, blending and distribution
Retail sale of automotive fuel
Plastics processing
Rubber products (excluding the manufacture and retreading of rubber tyres and tubes)
Sign-making
The Oil and Gas Industry includes:
Extraction of crude petroleum and natural gas
Service activities incidental to oil and gas extraction excluding surveying
Funding for skills and qualifications relates to individual employees in these companies – some employees may be eligible for funding support to meet but some may not. Both the skills brokers and colleges and training providers can advise on eligibility for funding support as part of the Train to Gain service.
8. When is this new Train to Gain offer available from?
The new offer to employers in the sector within Train to Gain will start on January 1st 2009 with the main rollout across colleges and training providers commencing at the same time.
The amount of funding in the compact relates directly to the level of demand predicted from employers. If this demand does not materialise, this funding will not be available.
9. How can employers access the support from Train to Gain including funding for skills?
The National Skills Academies for Nuclear and Process Industries, will also work with individual employers and the Train to Gain Skills Brokers to assess employer needs and identify support through Train to Gain. It is at this stage that the employers will be advised on the best route to upskilling. Importantly this could include the accreditation of existing company training or routing the employer directly to the appropriate provider if the skills need is already fully understood.
10. How do employers chose their training provider?
Across England there are hundreds of colleges and training providers with contracts to deliver skills through Train to Gain - both sector specific vocational skills and generic skills including business administration and customer service.
For employers who wish to work with a training provider who does not have a Train to Gain contract or is not Academy approved, the LSC and the Skills Academy will work with new providers providing that a minimum number of learners are engaged through the contract. All providers within Train to Gain have to meet a minimum set of requirements and success measures in order to receive, and maintain a provider contract. Without a contract in place a provider cannot receive funding through Train to Gain.
11. When training needs have been identified, what happens then?
The employer will work with the Skills Academy to identify which training provider to work with.
12. Who will arrange the training?
When the employer has decided on their preferred provider, The Train to Gain training provider will arrange delivery of the training direct with the employer.
13. What is the role of the National Skills Academies for Nuclear and Process Industries to in the Compact?
The Academies will support expansion of vocational qualifications in the workplace through the use of Cogent’s frameworks and qualifications delivered via quality-assured provision .They will work with employer and brokers to ensure employers and learners access the right training provision to meet their needs
The Academies will lead the engagement of employers in the sector and operate via a network of employer-led, world-class centres of excellence delivering the skills required by each industry.
Importantly, they will enable employers in the sector to take control of the design and delivery of learning in their industry, working in partnership with a range of stakeholders.
The offer to employers
14. Which qualifications are supported through Train to Gain funding?
All vocational NVQ qualifications at level 2, 3 and 4,
Basic skills are eligible for funding
All age Apprenticeships.
Skills for Life e.g. literacy, numeracy and English as a foreign language.
Management & Leadership. (Companies with 10 – 250 employees.)
Funding is available for any individual without a first level 2 or equivalent. The compact gives special flexibility for key qualifications to be available for the first time through Train to Gain as repeat qualifications – i.e. to employees who already have a NVQ Level 2 or 3 can now be supported to achieve a second Level 2 or 3.
This flexibility is focussed on the most important qualifications to the sector as outlined above.
NVQ Qualifications developed by any awarding body, providing that these are available for funding purposes can be supported through Train to Gain.
15. Is there a time limit for learning to be completed?
No.
16. How does this programme differ from other Train to Gain programmes?
This is part of the Train to Gain programme. It is a specific offer to employers in the sector, based on this driving increased demand from employers.
Management and Leadership
17. Why are the management and leadership grants only available for Small to Medium sized Enterprises (SMEs)?
The Leadership and Management support and funding through Train to Gain is targeted at SME’s with between 10 and 250 employees. This is focussed on this larger SMEs where strong leadership skills can benefit a larger number of employees.
Apprenticeships
18. Will adult employees be eligible for Apprenticeships?
Apprentices of all ages are supported through the LSC’s Apprenticeship Programme. The LSC funds the cost of delivering the skills needed by an apprenticeship so all LSC funding goes directly to the employer, college or training provider delivering the apprenticeship.
19. If a company has an existing contract for Apprentices, can they apply for more under the Compact?
The compact does not set volumes for providers. Where a company has a contract with the LSC for Apprenticeships any increase would from part of the usual negotiation with the Learning and Skills Council.
The Partners
20. Who is Cogent and what is their role in the process?
Cogent is the Sector Skills Council for the Chemicals, Pharmaceuticals, Nuclear, Polymers, Petroleum and Oil & Gas industries.
Cogent will manage the delivery of the compact and work with the LSC to develop and implement sector specific campaigns for the programme within the Train to Gain marketing and communications strategy.
Its key partners will be its Skills Academies, the regional brokerage services and other stakeholders engaging with employers in the sector Cogent will develop operating and marketing plans to deliver the outcomes in the Compact.
Where appropriate, Cogent will work with other Sector Skills Councils who are implementing compacts. Operating protocols will be developed in conjunction with the key partners-primarily LSC and brokerage organisations to ensure a consistent approach across all regions. Monitoring and review of progress with targeted outcomes will take place, with inputs from partner organisations.
The SSC will not provide training.
21. What is the LSC’s role?
The LSC commissions and contracts with colleges and training providers to deliver skills and qualifications for employees through Train to Gain. As part of this existing commitment the LSC will provide the £50 million funding through the Train to Gain budget and signpost employers to the providers who can deliver the training they need. The employer can choose which training provider to use.
