Flexible Workforce Development Fund Sample Clauses

Flexible Workforce Development Fund. There are two main phases of FWDF: commitment of funding and then delivery of training. In addition there are two FWDF funds relevant to the college sector: Xxxx paying employers (live from 21st October 2020) and SME organisations (live from 1st December 2020). The fund is supporting employers to address skill gaps, improve workplace productivity and adapt operations around the impact of the Covid pandemic. Commitment of funding represents employers who have successfully applied to Forth Valley College (FVC) for an agreed range of training interventions. To date, FVC has committed 66% of our 2020-21 Levy payer allocation and, despite the January 2021 lockdown, employers continue to be enthusiastic about the fund and are working with FVC to commit our remaining funds. The SME FWDF fund is newer, and as such doesn’t have the same level of commitment as yet however, we are in discussions with approximately 25 eligible employers and are working through applications with them at this time. This is a new funding stream and FVC is not concerned about the current status of funding commitment. We have been encouraged by the level of demand from SME organisations in 2021 for the fund despite the lockdown restrictions. Overall from a commitment of funding perspective employer demand levels have remained high despite the lockdown and we are confident that all funding (Xxxx and SME) will be fully committed within the allowed timescale. The extended delivery timescale of the 2020-21 fund has been welcomes by FWDF as it is enabling employers to progress with applications at this time as they have time to then plan in scheduling of training. Some employers are looking to secure funding now with a view to delivery post February 2021 when expectations are that social distancing restrictions may allow more in-person delivery. We do have an extensive range of virtually delivered courses that we are promoting to employers (particularly due to the reduced risk of being unable to deliver) and we have seen a significant uptake in demand for virtually delivered programmes in 2020-21 applications so far. Delivery of virtual training is continuing during lockdown where employers are supportive while delivery of FWDF in-person training has been hampered by the lockdown. As far as possible we have recommended online delivery, however some employers have fed back that even although they can ask furloughed employees to access training they are not willing to do this as the employees are...
Sample 1
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Flexible Workforce Development Fund. The introduction of the Flexible Workforce Development Fund (FWDF) has created new and renewed links for the College with Apprenticeship Levy paying employers. The College expects this initiative to grow and assist with the development of employer led bespoke training. Approximately 160 48 Edinburgh College employers have £15,000 available for training in the region. New opportunities have been identified, especially for digital and professional upskilling. This is creating more opportunities for adults in employment to upskill, especially in the 24-35 demographic. More broadly, the College’s self-evaluation model has changed significantly to ensure all curriculum teams consider stakeholder engagement from industry in the evaluation and planning of their course provision in 2017/18 and beyond. Edinburgh College is an active member of the three Community Planning Partnerships across the region: East Lothian, Edinburgh and Midlothian. Members of the College’s Senior Management group, in line with statutory obligations, will continue to attend and actively participate in local community planning across the region. The College is committed to, and believes in, the mutual benefit of Community Planning Partnerships, and the contribution this will make towards achieving the college’s own ambitions and strategic drivers; accordingly the college’s Board of Management has established an External Engagement Committee to actively monitor and advise on the college’s work as part of these CPPs. The College works and will continue to work with the local authorities through representation on the CPP and CPP sub groups and by delivering on key objectives contained within each authority’s Single Outcome Agreement. More detail is provided in the Regional Context Statement above. The College will align its curriculum closer to the skills gaps and shortages of employers. It will also engage more with employers and look for their support to: n Grow employer engagement in specific areas and formalise excellent practice in others by the development and implementation of Employer Councils. These bodies will be used to inform and advise on curriculum design and development. n Improve employer engagement and participation in employer forums to better align the curriculum to industry developments. n Increase the number of students who find and progress to a job directly related to their course of studies. This will be achieved through a gradual shift of provision to more employer par...
Sample 1
Flexible Workforce Development Fund. In December 2016 the Scottish Government announced the introduction of a new Flexible Workforce Development Fund (FWDF) to provide employers with workforce development training to up-skill and re-skill their existing workforce. The FWFD is in direct response to feedback from the Scottish Government’s consultation on the introduction of the UK Government Apprenticeship Levy. In its first year, the College delivered 42 FWDF projects for companies (one of the highest in Scotland) and will continue to build on this success throughout the period of this agreement to maximise update of funding opportunities.
Sample 1
Flexible Workforce Development Fund. The Flexible Workforce Development Fund (FWDF) continues to provide the college with opportunities to develop relationships with larger employers in the region and to provide excellent opportunities for the upskilling of staff to support growth at both a personal and corporate level. The college has developed its FWDF suite of courses to meet employer needs and the focus in 2019-20 will be on short courses which will also be available for delivery on companies’ premises. Our FWDF courses have received excellent feedback and there are strong pathways in place for individuals to articulate to further development through other part time courses at the college. The FWDF has helped to enhance the way the college works with large companies in the development of their workforce. Positive feedback has led to companies engaging with the college more to provide work placements, industry challenges and apprenticeships, and engage in the development of our curriculum. The priority over the next three years will be to focus on bespoke training for companies.
Sample 1
Flexible Workforce Development Fund. Our Flexible Workforce Development Funded (FWDF) provision continues to grow and respond to market and recovery demands particularly in the areas of Business, Management, Leadership, Health and Safety, and Wellbeing. Substantial relationships have been developed with around 90 regional levy employers and we are looking to further expand our upskilling and reskilling delivery with the additional funds received for this group of organisations. Phase 2 of FWDF funding has been introduced to extend to SMEs which makes up the vast majority of both Scotland and the West Region’s business base. We are working closely with our local Xxxxxxxx of Commerce, the Federation of Small Businesses, SDS and CPP partners to maximise the impact and range of SMEs being supported. Our FWDF upskilling and reskilling training is offered both on a blended and fully online basis however there are challenges with specific training which requires access to specialised workshops and equipment.
Sample 1
Flexible Workforce Development Fund. Context: During the initial pilot year Dumfries & Xxxxxxxx College worked with 12 local eligible employers to identify, develop and deliver training through the FWDF. Training delivered ranged from ECDL courses to Group Training Certificates and IOSH. With the 2018/9 year of funding underway, particular emphasis is put on training and supporting the employers' infrastructure. For example, management training, but also addressing specific skills gaps, such as digital skills and communication skills. In conjunction with this, the college is now offering ILM Management & Leadership training (Level 2 & 3) and has been working closely with People1st, delivering a number of their accredited courses. These range from Customer Services, Sales Powered by Service, Group Training Certificate and Introduction to Effective Training. These courses vary from one to three day training skills courses and can be tailor made to employer need. What we will do: The college is in discussion with over 20 employers assessing their training needs which may lead to them accessing training via the Flexible Workforce Development Fund. This has allowed the college to explore and develop working relationships with employers that the college had never worked with before and strengthen and broaden the college’s educational reach. FWDF has also provided a basis on which to explore and develop courses and training methods, which support and serve the local economy and the needs to the employers based here. With that in mind, the college is looking to expand and drive other training areas that will support the local economy. Table 1 Strategies, documents and additional links: NA Strategic-plans Page 6 Vision_2020_Summary_Report_Updated_Jan_2019 Page 6 2017-18_Evaluative_Report_&_Enhancement_Plan Page 8 Access_and_Inclusion_Strategy Page 10 BSL Plans Page 10 Equal-opportunities Page 11 BOM-Governance Page 11 Gender_Action_Plan_2018 NA Equality_and_Diversity_Report_2019 NA HR_Strategy_Document_April_2016 NA Estates_Strategy_BoM_Dec15 NA Code_of_Good_Governance_August_2016 SFC Outcome Agreement Targets for 2019-20 to 2021-22 * denotes priority measure ** denotes successful completion figures where the underlying proportion is likely less than 50, meaning projections are subject to greater change OA National Measure Actual 2017-18 Projection 2019-20 Projection 2020-21 Projection 2021-22
Sample 1
Flexible Workforce Development Fund. The success of the College in generating non SFC income was fully demonstrated in 2017- 18 through the Flexible Workforce Development Fund delivered on behalf of the SFC. The College delivered the full budget allocated of £547k plus an additional 20% of the original budget was also claimed to support 68 Clients. The College worked with Employers from the following sectors; Hospitality, Engineering, Health Service, Local Authority, Food and Drink Operations, Care, Retail, Automotive, Manufacturing, and the Third Sector. The College will continue to deliver the FWDF in 2018 and 2019 and is planning to over achieve their Fund budget and submit a request for additional funding continuing to increase their engagement with new Employers across a wide range of sectors.
Sample 1
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Related to Flexible Workforce Development Fund

  • Workforce Development MPC’s technical training program is having a major impact in the region. Online modules, short courses, webinars, and on site/videoconferencing events are reaching state and local transportation department employees and tribal transportation planners. By harnessing the capabilities of the four LTAP centers located at the MPC universities and the multimedia capabilities of the Transportation Learning Network (which was founded and is partly funded by MPC) more than 76 technical training events were offered in the second half of 2015. These training modules and short courses are critical to transportation agencies that need to improve or renew the skills of engineering technicians and other frontline workers. Many MPC courses or training events result in the certification of workers. Even when certification is not required, TLN’s online learning management systems allow employees and employers to set learning goals and monitor progress towards these goals. MPC is making another major impact in workforce development. Altogether, 57 graduate students are working on MPC research projects under the tutelage of faculty researchers. These graduate students represent the researchers and technical analysts of tomorrow. Without the MPC program and the stipend funds that it provides, these students may not be specializing in transportation; but, instead would be seeking career opportunities in other fields. The MPC research program allows faculty to mentor graduate students while allowing the students to work on projects for federal and state transportation agencies—thereby, gaining valuable practical experience.

  • Employee Development The Employer may provide employees the opportunity to participate in appropriate seminars, workshops or short courses. When possible and appropriate the Employer will provide to all staff information on seminars, workshops or short courses by posting a notice on the Employer’s internal web site.

  • DEVELOPMENT OR ASSISTANCE IN DEVELOPMENT OF SPECIFICATIONS REQUIREMENTS/ STATEMENTS OF WORK Firms and/or individuals that assisted in the development or drafting of the specifications, requirements, statements of work, or solicitation documents contained herein are excluded from competing for this solicitation. This shall not be applicable to firms and/or individuals providing responses to a publicly posted Request for Information (RFI) associated with a solicitation.

  • Design Development Phase Services 3.3.1 Based on the Owner’s approval of the Schematic Design Documents, and on the Owner’s authorization of any adjustments in the Project requirements and the budget for the Cost of the Work, the Architect shall prepare Design Development Documents for the Owner’s approval. The Design Development Documents shall illustrate and describe the development of the approved Schematic Design Documents and shall consist of drawings and other documents including plans, sections, elevations, typical construction details, and diagrammatic layouts of building systems to fix and describe the size and character of the Project as to architectural, structural, mechanical and electrical systems, and other appropriate elements. The Design Development Documents shall also include outline specifications that identify major materials and systems and establish, in general, their quality levels.

  • TRAINING AND EMPLOYEE DEVELOPMENT 9.1 The Employer and the Union recognize the value and benefit of education and training designed to enhance an employee’s ability to perform their job duties. Training and employee development opportunities will be provided to employees in accordance with college/district policies and available resources.

  • Program Development NWESD agrees that priority in the development of new applications services by XXXXX shall be in accordance with the expressed direction of the XXXXX Board of Directors operating under their bylaws.

  • EMPLOYEE DEVELOPMENT AND TRAINING 1. The State agrees to provide advice and counseling to employees with respect to career advancement opportunities and agency developments which have an impact on their careers.

  • Professional Development Fund A budget item equal to one-half (½) of one (1) percent of employees' salaries shall be set aside annually to be used to:

  • Career Development The City and the Union agree that employee career growth can be beneficial to both the City and the affected employee. As such, consistent with training needs identified by the City and the financial resources appropriated therefore by the City, the City shall provide educational and training opportunities for employee career growth. Each employee shall be responsible for utilizing those training and educational opportunities made available by the City or other institutions for the self- development effort needed to achieve personal career goals.

  • COMMERCIAL REUSE OF SERVICES The member or user herein agrees not to replicate, duplicate, copy, trade, sell, resell nor exploit for any commercial reason any part, use of, or access to 's sites.

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