The Scottish Government

Disability Working Group Satellite Group 1 - Employment

22 August, Meridian Court, Glasgow

Background Papers from the Scottish Executive

Futureskills Scotland and Fresh Talent Initiative

1. Future Skills Scotland

Futureskills Scotland forms part of Scottish Enterprise and Highlands & Islands Enterprise. Its aims are to:

• analyse the Scottish labour market to inform policy making;
• improve the availability, quality and consistency of labour market information and intelligence; and
• work with Careers Scotland to provide the organisation and its clients with labour market information.

This work is directed at a wide range of users, from beginners to experts. An effort is made to present analysis in a user-friendly, clear and accessible manner, using robust and reliable information.

2. Futureskills Scotland Research - Employers Skill Survey 2004

Employers Skill Survey 2004 contains information from employers about:

• the importance of skill-related issues compared with other challenges facing employers;
• the types of jobs in which skill shortages and gaps were most and least prevalent;
• the causes of skill shortages and gaps, their consequences and employers' responses to them; and
• the nature and extent of training paid for by employers.

The Employers Skill Survey 2004 can be found at http://www.futureskillsscotland.org.uk/uploadedreports/36pp%20x%20A4%20FSS%20SIS%202004.pdf . A methodological note describing how the survey was carried out and the questionnaire itself can be found on the Futureskills Scotland website ( www.futureskillsscotland.org.uk).

The survey was establishment based, which means that information was collected on an individual site basis irrespective of whether the site formed part of a larger organisation. The methodology was the same as that used in 2003 and 2002.

3. Fresh Talent Initiative

Partnership Agreement - Promote Scotland as a good place to live and work, with a high quality of life which is attractive to fresh talent from around the world.

Scotland has a declining population. On current projections, the population of Scotland is projected to fall below 5 million by 2017. The population is also ageing, impacting on the future economic and social wellbeing of the country.

In February 2004 the First Minister launched the report New Scots: Attracting Fresh Talent to Meet the Challenge of Growth. (The full report can be viewed at www.scotland.gov.uk/library5/government/afttm-00.asp) It considered:

• Promoting Scotland as a place to live and work
• Promoting Scotland as a destination for people applying for UK work permits
• Encouraging students at Scottish universities to stay in Scotland
• Improving first impressions of Scotland on arrival

Fresh Talent aims to help address the demographic challenge by attracting bright, hardworking, and motivated people to live, study and work in Scotland and make a positive contribution to the economy and society. To do this the initiative includes an:

• Relocation Advisory Service - Advice service on the possibilities and practicalities of moving to Scotland( www.scotlandistheplace.com);
• Fresh Talent: Working in Scotland Scheme - This scheme enables International students to apply for a leave to enter or remain in Scotland for two years after their graduation providing them with an opportunity to work;
• Scottish International Scholarship Programme - Provides scholarships through the British Council Scotland for students from China, India, South Africa, Australia, New Zealand or Singapore during the academic year 2006/7;
• Dare to be Digital Programme - provides international scholarships for students to participate in Dare to be Digital; and
• Work Placement Programme co-ordinated by Scottish Networks International ( www.scottishni.org).

Monitoring and Evaluation - An evaluation of Fresh Talent is timetabled for February 06. The evaluation will cover the first two years of the Fresh Talent initiative, and will cover all its strands. It will seek to assess the initiatives impact to date.

Disability Working Group, Satellite Group 1

SKILLSEEKERS AND MODERN APPRENTICESHIPS

1. Skillseekers

Skillseekers is a training programme run by Local Enterprise Companies (LECs) in Scotland.

It encourages employers to train young people age 16-24 towards a recognised workplace qualification by helping them with the cost of training.

Most young people involved in Skillseekers are in employment, but there are also training places for those having difficulty in finding a job.

All Skillseekers work towards nationally-recognised Scottish or National Vocational Qualifications which are available for nearly every kind of job. Each VQ is made up of units covering different aspects of a particular job, and you can work through them at your own pace.

All 16 and 18 year olds are eligible for Skillseekers. The training provided is flexible and dependent on individual ability, the level of qualification aimed for and the needs of the employer. There is no element of "timeserving".

Scottish Enterprise has produced guides to Skillseekers for both young people and employers. Links to these guides are below:

• Trainee Guide -http://www.scottish-enterprise.com/publications/skillseekers-traineeguide.pdf
• Employers Guide -http://www.scottish-enterprise.com/publications/skillseekers-employerguide.pdf

2. Modern Apprenticeships

Modern Apprenticeships offer those aged over 16 paid employment combined with the opportunity to train for jobs at craft, technician and management level. They are a way of gaining skills and qualifications that will help to start a career without having to study full-time, and are now available across a wide range of industries.

All the Modern Apprenticeship frameworks are developed by the industry or sector in which they will be implemented and therefore encompass all the skills required to become a craftsman, technician or manager in that area. Modern Apprenticeship frameworks can also be used as the basis for training of more mature employees.

Although each Modern Apprenticeship framework is specific to a particular industry or sector, they are all made up of three parts:

• SVQ Level 3: The occupational SVQ/NVQs for the sector at Level 3 are the core of every framework. Some frameworks may specify progression routes, which allow apprentices to work towards a Level 2 initially, and then progress to the Level 3 and Level 4 SVQ.
• Core Skills: Everyone, regardless of the job they are doing, needs certain skills which help them to become a more flexible employee, able to adapt to constantly changing work situations. These skills are known as Core Skills and are:

Additional Components: To encourage employee development and broaden training, some Modern Apprenticeships also contain additional components that vary from industry to industry. They may include additional units from other SVQ, industry-specific qualifications or academic qualifications such as Higher National Certificates and Diplomas.

Further information on Modern Apprenticeships is available at the links below:

• Modern Apprenticeships Overview -http://www.scottish-enterprise.com/publications/modernapprenticeshipsoverview.pdf
• Modern Apprenticeships Rough Guide -http://www.scottish-enterprise.com/publications/maroughguide.pdf

Disability Working Group, Satellite Group 1

Enterprise and Culture Committee inquiry on Employability.

The inquiry will await the findings of the Employability Framework and seek to make comment and possible recommendations. It will not start until after the framework has been launched.

It is anticipated that the inquiry may include the current skills and training infrastructure, the identified needs for supply side support in terms of "upskilling" in work, retraining, or general employability development. The inquiry could look at defining the term "employability" as well as commenting on the priorities, means and infrastructure necessary to achieve goals in this area.

Disability Working Group, Satellite Group 1

Disability Employment Adviser (DEAs) role in Jobcentre Plus.

Disability Working Group, Satellite Group 1

Workplace Accreditation

1. Investors in People

The Investors in People Standard is a business improvement tool designed to advance an organisation's performance through its people. Developed in 1990 by a partnership of leading businesses and national organisations, the Standard helps organisations to improve performance and realise objectives through the management and development of their people. Since it was developed the Standard has been reviewed every three years to ensure that it remains relevant, accessible and attractive to all. The most recent review was completed in November 2004.

The DRC, EOC and CRE were consulted during the last review of the Standard and Profile. The CRE commented on all drafts and the DRC and EOC were involved in the later stages of sign off. Whilst the standard does not mention disability as such, it has always been explicit within the Standard that people have equal access to development within their organisation, regardless of who they are and managers recognise the different needs of people to ensure people have equal access to development.

With regards to all development work around the Standard, IiP communicate regularly with the commissions to ensure thier products are accessible to all organisations and their employees. More recently they have consulted with the commissions again during the early stages of 'Healthy Organisation' project.

IiP are planning to commission some research this year to look at the business benefits of embracing diversity.

2. Jobcentre Plus Disability Symbol

The Disability Symbol, which is the responsibility of the UK Government, is a recognition given by Jobcentre Plus to employers who have agreed to take action to meet five commitments regarding the employment, retention, training and career development of disabled employees.

Employers all over the country use the disability symbol. They range from small to very large organisations in all different types of business. Symbol using employers make five commitments regarding the employment, retention, training and career development of disabled people.

Employers who use the symbol have agreed with Jobcentre Plus that they will take action:

• to interview all disabled applicants who meet the minimum criteria for a job vacancy and consider them on their abilities
• to ensure there is a mechanism in place to discuss, at any time, but at least once a year, with disabled employees what can be done to make sure they can develop and use their abilities to make every effort when employees become disabled to make sure they stay in employment
• to take action to ensure that all employees develop the appropriate level of disability awareness needed to make these commitments work each year,
• to review the five commitments and what has been achieved,
• plan ways to improve on them and let employees and Jobcentre Plus know about progress and future plans.

The guaranteed interview promise also applies to internal vacancies advertised within an organisation, provided that the disabled person meets the minimum criteria for the job.

A list of national and local symbol users is available from Disability Employment Advisers (DEA) at the local Jobcentre or Jobcentre Plus office.

3. Chartermark

Charter Mark is a UK Governemnt Cabinet Office initiative. It is an easy to use tool to help public sector organisations focus on and improve customer service. Achievement of the standard is recognised by awarding the right to display the prestigious Charter Mark logo.

At the heart of Charter Mark criteria is the fundamental question: what does the customer expect or hope for from the services on offer? Charter Mark demands that service providers listen, act and deliver.

Six criteria make up the Charter Mark standard. By addressing the elements shown against each criterion, organsiations will be focusing on customers and aiming to constantly improve and give value for money. By reaching the standard organsiations will show that they put customers first.

• Criterion 1: Set standards and perform well
• Criterion 2: Actively engage with your customers, partners and staff
• Criterion 3: Be fair and accessible to everyone and promote choice
• Criterion 4: Continuously develop and improve
• Criterion 5: Use your resources effectively and imaginatively
• Criterion 6: Contribute to improving opportunities and quality of life in the communities you serve

Under Criterion 3, there is clear reference to equality and to disability. Sub-criterion 3.3 states "you have responsive equal opportunities and disability policies for delivering your service, and you put these into practice".

Further information is available at:

http://www.cabinetoffice.gov.uk/chartermark/criteria/3.asp

4. Scotland's Health at Work

Scotland's Health at Work is to be merged with Safe and Healthy Working (an occupational health and safety initiative) to form the new Scottish Centre for Healthy Working Lives.

Healthy Working Lives: A Plan for Action, published earlier this year, sets out the policy context for work in this area, which is develping rapidly. This document contains a commitment to equality and makes a number of strong and clear references to disability. For example, one of the aims of working with employers is to "help meet their obligations under new and existing legislation covering issues such as occupational health and safety, disability discrimination, age…….etc."

The document is available at:

http://www.scotland.gov.uk/library5/health/hwls-00.asp