Yorkshire & Humber Skills Framework

Workstream:	Corporate Improvement and Value for Money – Workforce and   Organisational Development
Title:	Yorkshire & Humber Skills Framework
Scope:	Regional
Funds awarded:	£50,000
Lead contact:	Tracey Parkin Strategic HR Rotherham MBC 3rd Floor Norfolk House Walker Place, Rotherham S65 1ES Tel: 01709 823742 Email: Tracey.parkin@rotherham.gov.uk
Background:	1. National agenda, responding to Leitch report and “World Class Skills” (produced by DIUS) and targets for basic skills and levels 2-4 qualifications & Skills Pledge– requires clear recording /reporting of skills against framework mapped to national qualification framework. 2. Above agenda also requiring growth in number of apprenticeships.  -Skills frameworks will assist in the identification of both formal and informal apprenticeships. 3. Efficiency agenda requiring high performing employees, requiring  investment in workforce and succession planning. 4. Partnering agenda – closer working with partners requires sharing of  information in relation to skills. 5. Development of sub-regional/regional talent pools will be supported by a consistent skills framework . 6. Corporate Area Assessment – new Use of Resources assessment will measure how well councils are identifying, and responding to, skills gaps/future skills needs. 7. Investors in People – for those Councils progressing through the new Profile/New Choices assessment, a clear skills framework will support both succession planning and individual career planning. 8. Regionally, the Chief Executives group, October 2007, identified skills assessment and development as a key priority. 9. The regional HR/OD Theme Groups have identified that skills audit and framework development is a gap across Yorkshire & Humber.
Delivery:	This project commenced in October 2008 and a number of outcomes have already been achieved including production of a model for job/person profiles and production of new profiles for the majority of posts at Rotherham MBC which incorporate outcomes of job evaluation, which link to the National Qualifications Framework and which incorporate behavioural competencies. Skills frameworks have been produced for a complete job family and work on completion of a skills framework for all posts within Rotherham MBC is well underway. The intention is to extend the project to complete all other elements, including completion of a qualifications audit, and to roll out the project across the region.
Outcomes:	1. By April 2010 each Council in Yorkshire and Humberside will be in a position to measure current workforce skills and gaps and input to regional reporting.

2. By April 2010 each Council in Yorkshire and Humber will be able to report qualification levels within each Council and input to regional and national reporting.

2. IIP assessments should indicate progression through the profile, by 2009/10.

3. Increased numbers of apprenticeships will be reported by Councils by 2010.

4. Employee perception of support for career development, measured by IIP and employee perception surveys will show significant increases.

5. Use of Resources assessments under CAA will indicate a good quality of workforce planning against key line of enquiry 3.3.