Workforce Upskilling. An active Workforce Development Group has now been established. This group comprises representatives from each of the FET services, including an Authorised Officer and a Skills for Work Co-ordinator. The role of the working group involves: s upporting the implementation of the relevant FET actions outlined in the 2016-2020 CMETB Strategy Statement and the newly launched 2018 -2021 Further Education and Training Policy Framework for Skills Development of People in Employment. Through this body, policies and procedures regarding workforce development have been devised, a centralised recording of employer engagement is maintained, and key contact points defined. Employer engagement training was delivered to FET staff and research was undertaken with employers to ascertain their awareness of CMETB and its services. Promotional material for employers has been developed and printed. This will be a major focus for CMETB moving forward, building on our track record of developing provision to meet industry needs. We recognise that more flexible learning offerings will be important in this regard, and the self-financing evening provision is an important element of CMETB’s current portfolio. Indeed it is estimated that there are currently 800 learners availing of these opportunities in Cavan Institute. It is hoped that the new Workforce Development Framework will not adversely affect this. Strategic Performance Agreement 2018 – 2020 13 Cavan and Monaghan Education and Training Board
Workforce Upskilling. Employee upskilling and engagement in lifelong learning crosses many facets of the CETB provision. While employees have to date largely engaged with CETB on a personal or self-directed level through night courses, community and adult education, on-line learning or other modes of delivery, the number of employer-led initiatives are increasing. During employer engagement discussions, while some specific upskilling needs have been identified, so also has a common range of broad skills needs, including: ― Communication skills ― Team Leader/ Supervisory Management ― Cost control ― Health and Safety ― Report writing ― Customer Service ― Sales ― Compliance ― Sector legislation / regulation ― Sector specific Industry certification ― IT skills focusing on a wide range of IT packages ― Team working/Cell working ― Using and following Standard Operation Procedures ― Quality Management ― General Engineering, Construction and Hospitality skills. Employee retention is now becoming a significant factor in Human Resource Management, as are investment in staff and promoting internally, across the enterprise spectrum. The CETB is challenged to meet these new and emerging industry requirements, as delivery needs to be flexible, very often tailored and sector specific. The PLC colleges offer a wide variety of evening courses in the IT, business, healthcare, childcare and personal development areas which meet many of the current and emerging needs of these sectors, in terms of both new and existing employees. These are provided on a self-financed basis, and in 2017 there were over 7,000 learners availing of such provision. Additional requirements are being addressed through the development of tailored training courses. The increased demand for employee development provision coincides with a decline in the number of unemployed individuals engaging with CETB seeking training for employment purposes. The delivery mix of training provision is evolving into an equal mix of apprenticeship, training of the unemployed and training of the employed. The recent publication of the SOLAS strategy for employee development, “Supporting Working Lives and Enterprise Growth in Ireland 2018- 2021” provides the sector and CETB with an agreed roadmap and tools to effectively engage with this area of provision. CETB plans to focus efforts and resources on the development of technology enhanced learning tools and delivery as a key part of its delivery in this area over the duration of the strategy.
