Newsletter & Bids 3 2018
This week’s newsletter bids, grants and Funds come to you in conjunction with our sponsors London Based Manley Summers Training. When we started we used to be called Elephant in a Room, we are now going out to 3,514 organisations in Training and Development. We will be known re the Newsletter as KPI Development Limited trading as 20/20 Vision which will be part of our other company KPI Development Limited. Company Number 01888963 – Incorporated on 22 February 1985. This week we have some 42 pages of information News, Bids Grants and Funds.
Ok the Peer Meet Up for training Providers in Leeds was on and the weather was not good. We had some 50 plus booked and whilst some did not turn up, it was a great event so many thanks to all the speakers and attendees also the great people of Leeds, hosted by Talented Training Ltd with some great food from ICQ the Awarding Body sponsors.
I have had a request for a small training company; they must have ROTO and small London Based. Email Steve@eevt.org
News from Jillian and I’m a writer at Sports Fitness Advisor. I was doing research on tennis training and just finished reading your wonderful blog post: http://eevt.org/funding-to-grow-community-tennis-gb/
In that article, I noticed that you cited a solid post that I’ve read in the past: https://www.lta.org.uk/venue-management/facilities-advice/
I just finished writing a guide that is even more detailed, updated and comprehensive on tennis training. It is spread over multiple pages (30k+ words in total) and packed with practical tips and advice. This is completely free and you can find it here: https://www.sport-fitness-advisor.com/tennis-training.html
On Tuesday the Commons committee sat and during that meeting they looked at several items this is what they said Institute for Public Policy Research | The UK’s leading progressive thinktank IPPR, 14 Buckingham Street, London WC2N 6DF | www.IPPR.org | @IPPR Read online or download at:
Our recommendations include:
• Expanding the Apprenticeship Levy into a ‘Productivity and Skills Levy’ to provide a £1.1 billion regional fund to drive skills devolution.
• Introducing a ‘Personal Learning Credit’ worth up to £700 a year for low-paid, low-skill workers to help people invest in their future careers
• Supporting both demand for and utilisation of skills as part of a modern industrial strategy, including by establishing strong sectoral institutions to drive a collective commitment to skills and productivity. • A ‘Productivity Commission’ should be established to lead a national mission to boost job quality and workplace performance
• Introducing a ‘Personal Retraining Allowance’ of £2,000 to support low-skilled workers made redundant to return to the labour market and establishing a cross-government framework should identify and monitor industries in transition.
KEY FINDINGS The UK’s skills system suffers from:
• low levels of demand for, investment in and utilisation of skills among employers
• a lack of high-quality vocational training
• a failure over decades to tackle persistent regional skills imbalances.
These weaknesses are largely the result of assumptions that have underpinned the skills system since the 1990s. Successive governments have mistakenly operated on the basis that raising skill levels among the population alone will create a ‘knowledge economy’ that will help workers succeed in spite of greater global trade and competition. The evidence, however, is that unless these changes are complemented with action to increase employer demand for and utilisation of skills, improvements in qualifications will have little impact on productivity, pay and progression. Given the profound changes our economy will undergo in the years up to 2030 the current situation is no longer sustainable. Our economy suffers from underlying weaknesses which stand to worsen without remedial action.
Productivity growth has stalled, and the productivity gap with comparable countries is widening. There are five million adults in low pay in the UK, and the UK suffers from a chronic ‘progression gap’, with just one-in-four adults moving out of low pay over a decade.
Transformative trends such as Brexit, accelerating technological change, and population ageing will require more support for workers to retrain and upskill or risk getting left behind.
Our recommendations bring together government agendas on education and skills, industrial strategy, productivity and growth as part of a new national mission to improve workplace performance and job quality.
We identify four priorities for the skills system as Britain attempts to forge a new role in the world following the outcome of the 2016 EU referendum:
1. improving investment in the skills system
2. improving employer demand for and utilisation of skills to boost productivity
3. increasing the availability of high-quality specialist vocational provision
4. supporting industries and communities facing economic decline to adapt to the demands of the global economy.
RECOMMENDATIONS: Recommendation 1. Improve investment in the skills system
• Introduce a ‘Productivity and Skills Levy’ to boost investment and increase productivity.
– The government’s apprenticeship levy should be broadened out into a ‘productivity and skills levy’. Set at 0.5 per cent of payroll for employers with 50 or more staff, and 1.0 per cent for large firms with 250 or more employees, employers should be given greater flexibility, with the ability to redeem levy funds against all high-quality training, not just apprenticeships. • Provide a ‘Personal Training Credit’ to support low-paid and low-skilled individuals to invest in their training and career. – The credit would focus resources on those who need support the most, giving people control over their training and careers, and would help close the participation gap. The credit would be worth up to up to £700 a year for adults with low qualifications who are either in low-paid work or who are unemployed, with the individual required to co-invest where they can to unlock these funds.
Recommendation 2. Improve employer demand for and utilisation of skills to boost productivity. • Establish a new national mission to boost job quality and workplace performance. – A new statutory duty should be introduced for the DWP to report to Parliament on the quality of work as well as progress towards full employment. The government should move beyond simply reporting on participation to
reporting on the quality of work, with measures reported on to include task factors, employment factors, and relational and governance factors.
These should be developed by DWP in partnership with stakeholders.
– By 2020, the government should merge the Productivity Council and the Institute for Apprenticeships to form a broader and more powerful Productivity Commission to support employers to drive up workplace performance
in the UK. Once the council has implemented its programme on management skills and leadership its remit should be expanded to incorporate vital issues for raising productivity and wages such as job quality and design, work organisation, HR
policies and employee relations.
- Introduce ‘progression agreements’ bettween commissioners, employers and employees, with public funding being provided in exchange for employers guaranteeing progression for an employee who completes an identified course or qualification.
Recommendation 3. Increase the availability of high quality specialist vocational provision
• Build strong sectoral and local institutions to drive skills policy and industrial strategy.
– As part of its industrial strategy the government should use sector deals to build new institutions to improve the quality of training, and drive skills utilisation and workplace performance. These institutions would be responsible for
identifying and articulating demand in their sector, designing standards, training content and career pathways, overseeing awarding bodies, investing levy underspend and boosting job quality. • Introduce greater devolution and reformed local institutions.
– Local enterprise partnerships should be reformed and rebranded as local productivity partnerships to bring together local government, employers, providers and trade unions to govern economic development and the skills system locally.
• Establish outcome agreements focused on productivity, pay and progression.
– Local productivity partnerships should establish outcome agreements as the basis of local commissioning with a focus on labour market outcomes – such as improvements in pay, progression and productivity – not merely qualifications delivered.
Recommendation 4 Support industries and communities facing economic decline to adapt to the demands of the global economy. As the basis of the government’s manifesto pledge to introduce a ‘national retraining scheme’ to help workers to stay in secure jobs as the economy changes, government should seek to: • Introduce a ‘Personal Retraining Allowance’ of £2,000 for workers who are made redundant and lack an NVQ level 3 to invest in upskilling.
– This funding should be made available through the personal training credit, and paid for by reducing the tax free allowance for redundancy payments.
• Establish a cross-government framework to identify and monitor industries in transition as part of the government’s new industrial strategy.
– This should be targeted at those industries with both a high number of jobs with the potential to be automated, and a high proportion of workers with lower-level qualifications who are more at risk of slipping into long-term unemployment.
• Give local areas powers to force certain firms to release workers for a set number of days per month for retraining. – Firms would be compensated through the use of skills and productivity levy funds, or supported to set up job rotation schemes.
Finally, the government should appoint a minister for productivity and skills.
• Based jointly across BEIS and DfE, the minister for productivity and skills would be responsible for bringing together government agendas on education and skills, industrial strategy, productivity and growth as part of a new national mission to improve
workplace performance and job quality. – The minister would be responsible for driving up both the quantity and the quality of training in the labour market, and ensuring skills are utilised effectively to deliver improvements.
Great stuff from The Edgazette has a range of pre-recorded Ofsted webinars to view please go to http://iagonline.org/ofsted-webinar-recordings-the-edgazette/#.WldFILMT9ik.twitter
Learners and employers lauded at National Apprenticeship Awards: The country’s top three apprentices and six best employers have been celebrated at the 14th National Apprenticeship Awards. London’s Grosvenor House hosted a stellar ceremony on Thursday night, using the theme of ‘Bright Future’, hailing individuals and employers for their commitment to apprenticeships. To be crowned winners at the national final, apprentices had to beat off tough competition in regional heats and demonstrate how they have benefited from their apprenticeship, before showing their contribution to their employers’ business objectives. Shannon Green, from Althams Travel Services, won ‘Intermediate apprentice of the year’, while Heeran Basi, who works at Severn Trent Water, picked up the award for ‘Advanced apprentice of the year’. Charlotte Hughes, from GlaxoSmithKline, was crowned ‘Higher or degree apprentice of the year’. https://feweek.co.uk/2018/01/18/learners-and-employers-lauded-at-national-apprenticeship-awards/
We’re excited to announce a new role of Chief Executive Officer to help us build on all that everyone in CIAO and our Founder and Managing Director, Clare McGregor, have put in place since 2010. Clare herself will step down from the board and no longer be MD, however, she will continue to work as Founder to support and promote the business and the huge potential coaching can unlock with those in our criminal justice system and beyond.
HOW TO APPLY
Please email us at email@example.com by 8am Monday 26th February putting “Letter of Application” in the subject line and attaching that letter. You may also wish to submit a CV if desired, however the screening will focus on the letter.
Your letter of application should include answers to the following questions on a maximum of 4 sides of A4:
- What do you bring to this role within CIAO?
- What makes you interested in this role within CIAO?
- What is your experience of and/or and perspective on:
the scale up phases of organisations?
b. organisational evolution after the Founder steps down?
- What is your experience of managing free agents and leveraging discretionary effort?
- Might anything about you, including your job or history, impact how CIAO is viewed by clients or anyone else should you become a coach e.g. political affiliation, working in criminal justice?
Ensure you complete and attach the demographic monitoring form (this will be detached before your application is forwarded to the selection panel).
We look forward to hearing from you. No recruitment agency calls, please.
HM Revenue & Customs has published updated guidance on the VAT treatment of grants and contracts to clarify which services are eligible for VAT.
The Charity Tax Group said it has been engaging with HMRC on the replacement guidance and was pleased to see the inclusion of new case law updates and greater clarity about what services are eligible for VAT. As part of the guidance, HMRC published a list of things that would indicate a service is eligible for VAT. These include:
- If the funder believes they are receiving something in return for a payment
- If the contract between supplier and funder is legally binding and connected to a business activity
- If the funder will attempt to control how the money is spent, maybe imposing specific targets in terms of quantity, quality, timeframes etc.
HMRC’s guidance says in summary: “The principal factor to consider is if a specific supply is made to the funder or a third party in return for a payment. If so then the payment is consideration for a supply, but if this direct link is not established then the payment can be treated as outside the scope of VAT.” Reflecting on a draft version of the guidance, CTG said in a blog on its website: “Overall we feel it is an improvement, particularly the sections on indicators of the supply position and related factors to help determine whether the payment is consideration for a supply or not. “CTG is now in the process of reviewing the final version of the guidance and will continue to engage with HMRC where some of our suggestions have not been progressed.”
Tip of the week I: A two night stay for two people near Loch Lomond with breakfast from £69. Details https://www.groupon.co.uk/deals/ga-the-inn-on-loch-lomond-3
Tip of the week 2: 50% discount on Papa Johns’ pizza when you spend £15. Details
Tip of the week 3: Free First Aid app. Details
Keep training from me Steve and all the Team at EEVT, see you also on social media https://www.linkedin.com/groups/7492941
Patron of the BAME APPRENTICESHIPS ALLIANCE