Employer Engagement. Contractor will provide supply-side (job seeker) services and activities that address the hiring needs of employers. Supply-side services and activities will be provided in accordance with the ACWDB ISOF criteria.
Employer Engagement. The Contractor shall identify and cultivate employment opportunities and ongoing relationships with a wide range of employers with a special focus on helping program participants find and keep work while meeting the hiring needs of employers in the competitive labor market.
Employer Engagement. The College has had a developed approach to employer engagement for a number of years which has supported the design of programmes for learners. These may be programmes specifically designed for an employer’s needs or may influence full time mainstream provision. Examples include: · Employer devised design briefs for digital media courses; · Catering and hospitality briefs and competitions initiated by employers;
Employer Engagement. The Training Provider shall assess the College employer engagement function and develop an employer engagement office if one does not already exist. This function should include a formal outreach process to local employers with the goal of providing information on the College, building relationships, creating official on-the-job training programs, and encouraging local employers to hire graduates from the College. The employer engagement office should also help organise trainee site visits to local employers to allow trainees to develop relationships and observe potential careers first- hand.
Employer Engagement. 9.1 Apprentices enrolled through the Training Provider by the Employer cannot be enrolled elsewhere on any other Government funded programme with another provider if this contravenes funding or eligibility guidelines.
Employer Engagement. The Careers Service now hosts five major recruitment and information fairs for all its students as well as niche events featuring inspirational speakers and alumni in series entitled ‘The Big Brave’, and ‘The First Tuesday Club’. This has increased the Service’s ‘reach’ to students who seek alternative career routes. In addition, this year we hosted ‘Jump Start’ a series of workshops by major companies offering top- drawer advice to get a head start in the graduate application round.
Employer Engagement. The Local Workforce Development Board shall lead efforts to engage with a diverse range of employers and with entities in the region involved: To promote business representation (particularly representatives with optimal policymaking or hiring authority from employers whose employment opportunities reflect existing and emerging employment opportunities in the region) on the local board; To develop effective linkages (including the use of intermediaries) with employers in the region to support employer utilization of the local workforce development system and to support local workforce investment activities; To ensure that workforce development activities meet the needs of employers and support economic growth in the region, by enhancing communication, coordination, and collaboration among employers, economic development entities, and service providers; and To develop and implement proven or promising strategies for meeting the employment and skill needs of workers and employers (such as the establishment of industry and sector partnerships), that provide the skilled workforce needed by employers in the region, and that expand employment and career advancement opportunities for workforce development system participants in in-demand industry sectors or occupations.
Employer Engagement. Our Ofsted report identified a need for greater involvement of employers in the design and delivery of the curriculum in a few areas. To address this we will: • Extend our Industry Professional Day to incorporate a meeting skills needs agenda so staff both update their industry skills and gather information on employer needs to bring back into the curriculum • Formalise the process of sharing skills needs information gathered from employers by the apprenticeship hub and employability team with the curriculum teams • Monitor the involvement of employers in curriculum design and implementation via ongoing sample checks completed by the teaching and learning team • Embed an evaluation of the meeting skills needs criteria into schemes of learning, performance reviews and course/school level evaluations 4.2.2 Core workplace skills Core workplace skills is identified as a common theme across the LSIP. To make steps towards this, we will look to further develop employability skills of learners entering the workplace by the launch of our “which three skills” programme. Mapped to the National Skills Builder, this will embed three transferable skills in each programme (confidence plus two specific to the subject sector) and gather evidence of distance travelled. In addition, we will look to further develop work experience, CPD activities and social action projects for Full Time learners. 4.2.3 Net Zero & Construction The College has invested to meet skills needs identified. During 2022/3 we have opened a dedicated End Point Assessment centre, to free capacity in our main Construction centre; launched a state of art Electric Vehicle (EV) training centre in Gloucester, and offered bootcamps in EV; invested in ducting and equipment to enable us to offer programmes around EV charging and installation; and gained experience from completing our own £5.5m retrofit programme. Initiatives planned to enhance our offer in 2023/4 include: • Expanding capacity in Wood Occupations • Introducing a new HTQ in Construction Management • Launching a FT Level 3 Electrical programme • Embedding sustainability units into the curriculum of all construction programmes • Offering short on-line programmes in sustainability • Developing programmes for social housing providers with significant retrofit programmes • Preparing to offer the Construction Site Management Apprenticeship pathway from 2024/5. Most significantly, we have been working with partners to develop a new Sustainable Construct...
Employer Engagement. The WIB shall lead efforts to engage with diverse range of employers and with entities in the region involved –
Employer Engagement. The Careers Service works closely with academic departments to develop initiatives to support student employability. This year, with the School of Education and the Scottish Government we hosted a teaching event to encourage more students into STEM teaching. Another new initiative is a Careers Service/School of Psychology Futures event in 2018 to support careers for Psychology students. Deans of Learning and Teaching, in partnership with Schools and professional staff, are increasing work- related learning within courses, exploring models of work-related learning (and work-related dissertations). The University is inviting employers to comment on new course proposals and course changes. Computing Science has been awarded Graduate Level Apprenticeship funding, October 2017, the first at the University enabling students to combine work whilst studying for a degree. Graduate Destinations We are making good progress in positive graduate destinations and are focused on improving our performance. In partnership with academic staff, it is a strategic priority of the Careers Service to target subject areas with poorer destination statistics in order to improve the positive and professional destination statistics. Targeting begins in 1st year. Student Enterprise has integrated within Careers Service to promote, encourage and stimulate entrepreneurial and intrapreneurial mind-sets, to increase numbers of students participating in enterprise activities and graduates engaging in business start-up. Placements Internship Opportunities with the University’s Internship Hub have grown from approximately 10 in 2000/01 to 400 in 2015/16. From 2017 onwards we aim to increase the number of science related internships and increasing internships open to 1st and 2nd years.
