Cornwall and Isles of Scilly
Local Skills Improvement Plan
Annual Progress Report June 2025
Acknowledgements
We extend our gratitude to the Cornwall and Isles of Scilly (CIoS) Leadership Panel, the management and staff of training providers, stakeholders, sector leaders, partners, and employers who have worked with us in the local area. Your steadfast support and focus on delivery of the CIoS Local Skills Improvement Plan (LSIP) priorities have been instrumental in ensuring that this LSIP is on target and collectively, our constant monitoring and guidance continue to achieve the highest possible outcomes.
Furthermore, we offer our sincere appreciation to the Local Skills Improvement Fund (LSIF) project group for their diligent efforts in managing budgets efficiently and procuring the necessary equipment, training, and support that are already making a difference. Your activity, regular updates and consultations have been of immense value.
We look forward to continuing progress, with our partners, into the final year of this LSIP as we look ahead to the planned LSIP refresh. Work on that is expected to begin in autumn 2025.
Ann Vandermeulen
Development Manager and LSIP lead for Cornwall and Isles of Scilly, Federation of Small Businesses
Purpose and who this publication is for
In 2022 Federation of Small Businesses (FSB) was designated as the Employer Representative Body (ERB)1, by the Department for Education (DfE) for the Cornwall and Isles of Scilly Local Skills Improvement Plan (CIoS LSIP)2, first published in June 2023. We have compiled this 2025 Annual Progress Report (‘the report’) setting out progress made across the 63 actionable priorities of the CIoS LSIP. In this, our second Annual Progress Report, with the first submitted in summer 20243, we assess developments over the last twelve months and what remains to be done.
The intended audience of the report includes a range of stakeholders across Cornwall and Isles of Scilly and anyone wishing to see how skills opportunities are being enhanced in the local area. These include, but are not limited to:
• Employers who have engaged in the development and/or implementation of the LSIP, to demonstrate what their support has helped to achieve and to retain their interest.
• Employers who have not yet engaged in the LSIP, to encourage their participation and highlight that this plan is of tangible benefit for all.
• Training Providers who require further intelligence on employer needs, skills gaps and changes in delivery to help them to shape their decisions around provision planning.
• Local and national stakeholders regarding how the LSIP process is benefitting the CIoS economy and highlighting the increasing opportunities in this local area as a rising economic force.
This report demonstrates the impact that the LSIP is already having and the ongoing engagement with employers, training providers, sector groups, stakeholders and other relevant bodies.
The progress report explains:
• The completed objectives set out in the LSIP and routes to fruition.
• Plans for ongoing delivery and next milestones.
• The benefits of changes that have been achieved and the impact of investment in new employment and skills training facilities and programmes.
• The improvement in support enabling people to secure and sustain employment.
• Barriers to desired outcomes and any requirements for changed actions as a result.
• An update on the economic landscape, strategies and governance of the CIoS area.
We have paid close attention to our ever-changing operating environment and continuously assessed the evolving skills needs of employers, providers and individuals. This has allowed us to identify any necessary adaptations to meet these needs, keeping pace with a backdrop of challenging business conditions and recent rapid shifts in the skills system. Therefore, we are able to report details of the priorities that are complete or on target and what actions are being taken to monitor ongoing activities.
The dedicated webpage for the Cornwall and Isles of Scilly LSIP can be found here: https://www.fsb.org.uk/ cornwall-and-the-isles-of-scilly-lsip.html
It features past webinars, slide decks, information for future events, downloadable versions of the original research summary, LSIP update documents and related annexes.
Summary of the CIoS LSIP
FSB is a non-profit, non-partisan organisation that provides support, advocacy and resources to UK small businesses, including representing their interests in national and local government. As the Employer Representative Body (ERB), FSB has worked with a wide range of employers, providers, and other stakeholders to establish clear skills needs and priority occupations which informed the creation of actionable priorities now identified in the Cornwall and Isles of Scilly CIoS Local Skills Improvement Plan (CIoS LSIP). As the ERB, FSB is also responsible for driving collaborative activity to fulfil the required outcomes of the plan.
Cornwall and Isles of Scilly is home to around 570,000 people and almost 30,000 businesses.4 The local area has a diverse economy including tourism, agrifood, fishing, high tech, sustainable energy and creative industries. With a county pledge to be carbon neutral by 2030, there’s a growing demand in sustainable energy, general green innovation and carbon neutral buildings. This is reflected in local growth and skills plans to become a centre for high level technical skills and to compete on the world stage with tech metals, space, marine, high-tech digital and advanced engineering whilst retaining the cultural and natural ethos of place and a net zero consciousness.
The CIoS LSIP aims to align post-16 technical education with local labour market needs, address employability issues, enhance learner progression and place the local area’s employers at the heart of the local skills system, helping to increase engagement and allowing them to build stronger relationships with local training providers.5
The plan identifies 63 actionable priorities to address skills shortages and priority occupations for future requirements for two key sector groups: Manufacturing, Engineering, and Marine; and Construction and Retrofit. It also addresses four cross-cutting themes: Digital, Net Zero, Cross Cutting Socio-economic Issues (including Employability Skills & Equality Diversity and Inclusion - EDI), and the Local Skills System.
The LSIP emphasizes the importance of sufficient, cost-effective, local delivery via visible and easy to access skills needed for existing and new jobs
and those that have been difficult to fill. Crosssector skills such as employability skills, digital and environmental knowledge are universally in demand.
Related issues like affordable homes and transport, and staff shortages in healthcare, visitor economy, retail, and hospitality sectors, which support emerging industries, are also highlighted as being part of a holistic context. Whilst dealt with separately, the ERB ensures that stakeholders look at the whole picture whilst being across all of the other economic strategies that have a bearing on LSIP success.
The LSIP aims to accelerate business and economic growth and create a resilient, productive population embracing the 3 A’s of “attitude, aptitude, and ambition”. Business engagement with the skills system and workers of the future is described as an “essential” theme throughout the CIoS LSIP as is meaningful outreach from providers and co-development of industry standard course content.
Practical steps are outlined to make skills delivery more innovative and flexible and to enhance workforce diversity, adaptability, and technical abilities. This, with the aim to open more career opportunities in both traditional and emerging sectors for all and being conscious to include the highest calibre candidates and those furthest from the labour market alike, embracing the old Cornish mantra of “One and All”.
Strategic and economic context update
Governance and growth:
There are two issues that have been high profile around the governance of the local area. An anticipated and then actual, political change of administration in the May 2025 election and the debate for a Mayoral Authority in Cornwall. The latter continues regarding the approach to devolution, leaving the county with an element of concern over warnings about potentially lesser powers and lower funding. With a backdrop of a fresh cabinet and new councillors settling in, this is a critical time for the local area so informed decision making around skills and making resources available to deliver LSIP priorities will be vital considerations for the new local governance team.
Cornwall Council has now secured a Level 2 Devolution Deal6 which gives Statutory Authority status in the devolved Adult Skills Fund (previously the Adult Education Budget). Also in the deal is a Cornwall Floating Offshore Wind (FLOW) Commission and £500,000 to support Cornish distinctiveness and the Cornish language. The allocation by the Council of Shared Prosperity Fund (SPF) and other funding has aided delivery of the LSIP priorities alongside the £2.5m Local Skills Improvement Fund (LSIF). Despite some challenges, there remains a proactive and inclusive approach to economic and skills development and a strong desire to raise the local areas profile.
A positive force has been a consultation framework that has been embedded since mid-2024 and is working well. This ensures that the Council, the Economic Forum7 (replacing the earlier Local Enterprise Partnership), Workforce and Skills Board8, Sector Groups and other stakeholders can work together to develop new and refreshed strategies using their collective expertise. The LSIP is a key theme for all.
The Cornwall Good Growth Plan 2024-20359 is now the definitive economic strategy for Cornwall setting out future opportunities and pinpointing priority investments. It will help to inform the direction
of the majority of workforce and skills development requirements and any other related strategies.
Sector strategy
Cornwall’s economic sectors have now been classified into three groupings:
• Distinctive (the unique strengths): Minerals, Renewables, Space and Marine.
• Core (the heart of Cornwall’s economy): Visitor Economy, Agri-Food, Creative and Cultural.
• Foundational (all other economic building blocks): e.g. Construction, Retrofit, Digital, Care, etc.
Sector networks are working with a designated “Strategic Sectors Team” (funded through Shared Prosperity Fund - SPF) within the Council to define future plans that will support them. As an example, Agrifood, a Core sector, have recently launched a bold new ten-year strategy aimed at becoming the UK’s leading local area for sustainable food and drink 10 in which LSIP priority skills also feature.
Cornwall & the Isles of Scilly Workforce and Skills Strategy refresh
Cornwall Council and the Workforce and Skills Board (WSB) have commissioned a refresh of the Local Skills and Labour Market Strategy, last published in 2022.11 Exeter University have led a major consultation, on behalf of the Council and the WSB, over the last year and the updated strategy is due to be published in the autumn. Continuity with the LSIP, via ongoing dialogue with the ERB, has been helpful and is a linked theme throughout in the refreshed strategy. Themes are: Inspire - Transform - Innovate and Thrive with the aim of creating opportunities for all and supporting business.
Employment and unemployment12
From recent figures, a total of 277,400 people aged between 16 and 64 were employed in the local area between January and December 2024 (76.7% of the working-age population). The South West employment rate for this group was 78.6% and 75.5% for the UK, meaning that the CIoS employment rate is just above the national average but below the regional average.
In the same period (Jan to Dec 2024), 10,225 people claimed benefits and the total unemployed figure was 9,400 people (3.3% of the economically active population). 14.5% of the 68,000 economically inactive at that time wanted a job leaving 58,200 who did not want a job for various reasons, although those inactive due to home or caring responsibilities has decreased. Wanting a job has dropped from 23.7% in July 2023, indicating significant volatility in this area. Long-term sickness is also an issue (30.4%) with CIoS being higher than both the Local Region (27.9%) and National (28%) figures. Other figures suggest an increasingly older population as our local workforce is aging but, at the same time, our retirees are also increasing. Therefore attention to strategies to encourage people into employment, supporting wellness and remaining in employment or options for career changes to suit different phases of life, are more important than ever and feature in the LSIP process.
CIoS traditionally has higher rates of self-employment and SMEs, so support for skills and growth in smaller enterprises is vital. As collectively they employ vast numbers, they should not be lost sight of in any large-scale industrial plans as their employment and skills potential, importance in the supply chain and their part in servicing larger businesses is critical. 76% of employers who had recruited in the past year expressed difficulty in doing so. Most affected were in Construction, Manufacturing, Health and Social Care, and Hospitality, many of those are SMEs. The LSIP supports this by being business led.
Funding:
The £2.5m Local Skills Improvement Fund (LSIF) has been put to good use by the LSIF team, led by Truro & Penwith College (TPC), as detailed later in this report. Cornwall and the Isles of Scilly were also allocated £137 million of Shared Prosperity Fund (SPF) (2022-2025) and more recently, in a second round (2025-2026) an additional £47.3 million was allocated to the local area. Some SPF funds have
been used with LSIF to support delivery of LSIP actionable priorities.
Train4Tomorrow is led by Devon County Council but delivered in partnership with Cornwall Council. It is a £6.4million National Skills Fund project for 2024/2025, to enable around 2,000 adults in Cornwall and Devon to access Skills Bootcamps in a variety of dynamic sectors. Bootcamps are also an LSIP theme.
In 2024 Cornwall Council received £10.2 million for the Adult Education Budget (now Adult Skills Fund) and in 2025/26, £10.31m to continue with various initiatives aimed at enhancing adult education and skills development e.g. the Skills for Life Campaign, Skills Bootcamps, the Multiply Programme and Free Numeracy Courses. All of which are key to priorities in the LSIP in mobilising people into work.
New training facilities:
Cockwells Training Academy: Opened in May 2025 by Princess Anne, offering a four-year program in marine industry skills and developed in partnership with the Cornwall Marine Network (CMN). Truro and Penwith College (TPC) invested £1.7 million in new construction and renewable skills teaching spaces at its Truro campus. The facilities started supporting full-time learners and apprentices from September 2024, with completion in March 2025. At the TPC Callywith site there is also a new STEM facility and technical and engineering upgrades have continued at the Future Skills Institute in Truro. The Cornwall College Group (TCCG): Launched its Green Construction Skills and Roofing Apprenticeship Academies in Camborne and St Austell, focusing on sustainable construction training and they have upgraded their engineering workshops using LSIF funds. TCCG have a new horticultural facility at The Eden Project and they have also just started work on a whole redevelopment of the St Austell site. All of which are huge investments into delivering LSIP priorities over the last year.
What has been achieved so far?
ERB activity
Through a variety of mechanisms including steering groups, focus groups, presentations, attendance at events, tours of new facilities, surveys, e-mailshots and one to one dialogue with businesses, organisations, training providers and their staff, the ERB has sustained engagement with a holistic range of stakeholders. Most importantly this includes employers at its regular quarterly local employer forums, partner events and panels (e.g. Careers Hub Cornerstone Employers & the CITB Employer Network), dedicated LSIF showcases and through the usual course of the work of the ERB.
The ERB has consulted regularly with CIoS local authorities and a range of further and higher education providers at one-to-one meetings. Examples are: CIoS LSIP Leadership Panel (ERB Chair), Economic Forum, Workforce and Skills Board, the SPF Advisory Panel, Economic Resilience Group (ERG – ERB joint Chair) and the Devon and Cornwall Training Provider Network. This has enabled the ERB to gather evidence from all stakeholders on the progress they are making individually and collectively towards the LSIP priorities. These opportunities have in turn allowed the ERB to be a conduit for regular updates back to businesses, providers and stakeholders and obtain insightful circular feedback. The ERB also has a dedicated webpage where presentations and documents are uploaded. This content is shared widely on social media and in newsletters as quick and easy vehicles for the broadest possible engagement with employers and to offer public transparency in the LSIP process.
The ERB undertook an extensive curriculum mapping exercise to track data on training course starts across Cornwall and Isles of Scilly, mapped against the LSIP’s main vocational and technical themes and surveyed opinion of the LSIP with both Residents (538 responses) and Businesses (200 responses). Such data has been useful to inform any progress meetings and this sharing of intelligence has been welcomed as a key resource for all LSIP partners. Looking
ahead, the ERB have also collaborated with Think consultancy, on a pilot for a “model skills plan” and have assisted the providers, who directly work with employers, in the design, development and delivery of the curriculum, ensuring that LSIP activities remain appropriate to the skills needs of the local area.
The ERB has also extensively engaged with organisations who deal with young people who are starting their career journey (e.g. Careers Hub) or who are not in work or looking for skills support, such as clients of DWP, JCP, Seetec Plus and The People Hub. It has been important to look at what potential employees are looking for to make sure that both parts of the puzzle fit together. Otherwise we may be in danger of creating a “build it and they will come” scenario. Raising awareness of opportunities like apprenticeships here has also been rewarding.
Employer engagement
Evidence from our survey and from talking to businesses shows that outreach to the business community has strengthened considerably over the last year. A majority of providers are actively working with either groups of employers or individual businesses in specialist areas. Examples include, high-tech composites (Piran Technologies), specialist marine (Cockwells, A&P & Pendennis), telecoms (Wildanet), and green construction skills (RG Kellow).
Impressive events, tours and open days are now common to showcase what is available, particularly when new training facilities are opened. Cornwall Marine Network (CMN) have even combined digital skills working with Falmouth University on 3D engagement tool to walk people through the Marine School. Providers are noticeably more active in consulting with businesses on developing courses and content which has also guided the LSIF spend. Some businesses are readily responding to the call to get involved but human capacity is a limiting factor for many SMEs so making sure that the less wellresourced are heard too is important and ongoing.
Another example of good practice is Project 50. Launched in March 25, by a partnership including Cornwall College, Duchy College, Falmouth Marine School, Truro & Penwith College, the South West Apprenticeship Ambassador Network (SWAAN), and the CIoS Careers Hub, the project sets out to amplify the voices of apprentices and employers, promote the value of apprenticeships, and inspire others to get involved. Business Ambassador sign-ups to the project are going well. The aim is 50 ambassadors. 38 (Apprentice – 24 / Employers – 14) are signed up so far, including the ERB for this LSIP, from four employer/partner events, with three more planned. Training providers have now produced handbooks for employers (and students) so that they can more clearly see the vast range of courses and any tailored support offered e.g. Truro and Penwith College’s (TPC) guide has a specific section on courses that directly relate to the LSIP.13 Handbooks are also created with employer input and reviewed regularly. Instantly updated online guides are also available such as the example from The Cornwall College Group (TCCG).14
The Careers Hub have created a Careers Education Outreach Toolkit and online resources15 for employers to build knowledge and understanding of careers focused activities, encouraging involvement from businesses to support and inspire pre-16 employees of the future. They also have a Cornerstone Employer group which has cross-sector representation to initiate the delivery of a range of careers-based pathways and information sharing. They are facilitating volunteers from businesses to be Enterprise Advisers, supported by the Outreach Toolkit, Careers Hub staff and school Careers Leads to help shape and improve Information, Advice, and Guidance (IAG).
Independent training provider, Focus Training have a specific Employer Engagement Team who also provide IAG and give details of new provision funded by LSIF. As part of this they host open days at their Cornwall centre to showcase suitable training and employment pathways and allow employers to meet potential employees.
TCCG Stakeholder and Employer-Led Skills Cycle has been successfully implemented across all 35 curriculum areas within the group. All curriculum areas now run three Stakeholder and Employer Advisory Boards across the academic year with the aim of increasing work placements and the sequencing of specific course content that transfers contextually and directly to industry. Over 600 key stakeholders and employers have engaged with the process already this academic year culminating in increased placement opportunities with extended periods.
TCCG has also engaged in an Adult Skills Fund (ASF) Innovation Project specifically targeted at increasing the number of work placements for adults with specific SEND, High Needs and learners with an Education, Health and Care Plan (EHCP). 26 employers have engaged in this innovative, aspirational project to date with six major employers including Frazer Solutions and the National Trust agreeing to increased placements for 2025/26.
A Truro and Penwith College Employer Connect initiative has been established (ERB invited onto the Advisory Board). They aim to ensure employer representation is in every classroom via a Partnership Pledge16, with mandatory work placements for T-Levels and support with employer interactions for all 16-19 learners. There’s also specific engagement with employers on existing staff training and progressions to higher level programmes.
Cornwall Council has provided further support in developing a searchable online portal “Cornwall Opportunities”17 for the latest jobs, apprenticeships and courses to provide information and advice on finding work, starting and developing careers, discovering career pathways and posting vacancies. Currently being populated, this aims to be the future “go to” for skills and job information in the local area.
LSIF KPI’S
2. Number of
3.
5. Number of learners forecast to undertake learning using new facilities/equipment created under the LSIF
8.
9.
Manufacturing, Engineering & Marine
LSIF workstream Engineering Futures - £1,314,014 spend – KPI outputs table page 10.
The Cornwall Manufacturers Group (CMG) Academy helps pupils from local schools to develop their skills resulting in a Level 2 Diploma in Manufacturing & Engineering and enables employers to design, develop and improve the relevance of skills training for manufacturing SMEs. Their members provide tours and work experience, with the aim that all students leave equipped with the correct skillset to either continue their studies or gain an apprenticeship. CMG also represented the local areas manufacturing sector at an APPG in Westminster (Sept 24) highlighting this academy as an awardwinning example of good practice. The model has now been expanded, in partnership with TCCGs wider pre-16 outreach, with two new academies; the St Austell Brewery Academy for hospitality and the Duchy of Cornwall Crown Estates Academy for engineering and marine.18 These three academies have engaged with over 300 students each year in both 2023/24 and 2024/25.
Cornwall Marine Network (CMN) will see their third cohort of Cockwells Boatbuilding apprentices starting in Sept 25 adding to their current total of 27 marine and/or engineering apprentices, as at February 2025. Amongst them are some less able clients who they mostly support with employability skills. Hydraulic systems specialists, Armada, now offer local specialist training in hydraulics and pneumatics rather than far away, in Nottingham.19 This is highly beneficial for CMNs local businesses in time and cost savings and reducing their carbon footprint. The course has attracted interest from the USA and is a bonus to this vital Cornish sector’s international profile.
Virtual Reality (VR) is playing a big part in Marine training. As an example new facilities are available in subjects like space entry, generator sequencing, and fuel standard operating procedures - all of which enhance safety, competence, and confidence and cost savings before real-world deployment. Cockwells VR (via a Falmouth University funded project within Digital Futures) has proven a big success and CMN will look for further funding to expand this activity with Penzance Dry Dock. VR Welding is popular as both a teaching and engagement tool as well as being much better environmentally and is widely used by a variety of providers and their students.
Sharing intel across sector partners has been useful in adding context to local activity. As an example, CMN have used Labour Market Information (LMI) data in presenting the needs of their local marine business clients at a major Maritime UK conference held in Falmouth in 2024 where the ERB was also asked to speak on LSIP. They are also sharing their experience acting as a mentor for one of the six newly established Marine UK clusters.
Addressing higher-level skills needs in the maritime sector, Falmouth Marine School (TCCG) developed an HNC & FDSC Professional Superyacht Engineer programme including sea-going experience and qualifications from the Royal Yachting Association and Maritime Coastguard Agency. Specialist roles that again, would not previously have been available in the county thus supporting cost, time and environmental savings and local opportunity.
Other than marine, TCCG also have a range of courses (including Skills Bootcamps) in: Manufacturing & Engineering, Construction and Digital sectors. They also have VR & Augmented Reality (AR) training tools implemented in their engineering workshops with augmented welding systems, virtual machine shop and woodworking, dexterity and feedbackenhanced training. LSIF funded refurbished engineering workshops plus EV, battery & motor engineering facilities mean students can work on anything from machining parts to huge trucks.
Continual Professional Development (CPD) is widely recognised as essential for keeping teaching staff current in a fast-evolving technical sector, with many tutors now engaging in immersive “Back to Industry” placements. However, sustaining such valuable activity remains challenging due to limited funding. The Cornwall College Group (TCCG) has supported over 1,000 staff through its Back to Industry Programme, complemented by in-house Initial Teacher Training, a “Train the Trainer” model, and CPD aligned with industry standards.
Truro and Penwith College (TPC) promotes CPD through a dedicated development week, industry placements, and progression to higher-level qualifications such as the Level 4 Engineering Manufacturing Technician. They also run Bootcamps, including VR Welding, and have staff qualified up to Level 6. TPC collaborates with industry to deliver apprenticeships and recruits professionals into teaching roles through initiatives like the 2024 “Share Your Skills” campaign, supporting new facilities including their STEM campus in Bodmin and the Future Skills Institute in Truro.
Construction and Retrofit:
LSIF workstream Building Futures - £1,049,488 spend – KPI outputs table page 10.
Using LSIF, SPF, college and other complementary funds both colleges have invested heavily in their facilities, equipment and staff with a commitment to ensuring they meet the LSIP Priorities skills shortage areas. As examples; TCCG have seen the creation of the Construction Skills Green Hubs at its Camborne and St Austell campuses. TPC has used SPF and LSIF to fund their Renewable Skills and Construction Hubs. LSIF delivery partner, Focus Training, were also able to increase their provision of Green Skills training, specifically, Solar Photovoltaic Systems, Electric Vehicle Charging, Air Source Heat Pumps and Electric Energy Storage Systems.
Both colleges also collaborate with DWP and JCP to refer unemployed individuals onto construction courses in order to equip them with the skills to progress into employment. They also attend the regular South West Employer Panel (SWEP) meeting, along with the ERB, to update on support and courses available e.g. the Hard Hat Ready course and basic IT and Digital Skills.
TCCG delivers a comprehensive Skills Bootcamp programme targeting the LSIP priority areas.
Seven adults completed Level 1 Basic Construction Skills - introductory qualification, designed to provide learners with a general knowledge of skills in various trades. It is a starting point for those seeking careers in construction, particularly those with little or no prior experience. 39 adults completed Level 1 Future Skills in Construction - intro-level qualification, that provides foundational knowledge and practical skills needed to enter the construction industry or pursue further studies in related fields. The qualification covers areas such as health and safety, basic construction techniques and an introduction to various trades. 35 adults completed Work Experience which varied from site to site but included a visit to a construction site, H&S induction, and risk assessment tasks.
Through the SPF funded Construction Skills Hub, TCCG has supported staff to undertake a range of staff CPD in line with the LSIP priorities to include Sustainable technology, Air Source Heat Pump, Hydrogen Awareness, Welding, Resin Fusion, EV Charging Point Installation, Solar Thermal and Solar PV. TPC equally, run a number of CPD Courses developed and supported again, under SPF and LSIP (e.g. Solar, Passivhaus etc)
In the Construction curriculum area, VR construction site simulators are being used to immerse students in realistic site scenarios, significantly boosting their Health and Safety awareness. Learners can explore hazard identification, risk mitigation, and emergency response strategies in a controlled environment, better preparing them for the demands of modern construction sites. The TCCG QR code based modular system has been further developed across a range of construction provision, sharing best practice and increasing digital accessibility for learning recall. All examples of how providers are focusing on LSIP priorities to enhance teaching methods.
Through complementary funding streams TPC and TCCG have delivered business seminars and webinars for construction professionals utilising experts from industry (including webinar series on business regulatory frameworks for Construction). Some taster courses in retrofit and renewables for construction industry are now being trialled online but there have also been in person events such as TPC’s “Step into Space” designed to bring guest speakers from industry and ex-military personnel together.
The Sustainable Construction Advisory Panel has been a mechanism to bring employers and training providers, and stakeholders together. TPC worked together with Naked Solar, utilizing complementary funding streams to offer Solar Panel Installer taster training session. TPC’s Business Partnership Team is also working with a local provider to develop an ‘off-campus’ training location for young people and vulnerable adults who are not yet ‘site-ready’ and for whom college is not the right setting, providing support for both employer and apprentice.
To raise interest in the sector, the Careers Hub were funded to review the current Construction and Built Environment careers outreach offer and support the development of resources to help build capacity and provide consistent messaging about pathways into the industry. A guide was produced with a series of engaging Design & Build Cornwall’s Future videos.20
Digital
With the changes to the Local Enterprise Partnership (LEP), the Local Digital Skills Partnership that was the CIoS LEPs digital sector group, was dissolved. Digital Futures Cornwall has been formed which is a collaborative project led by TPC21 with support from ten educational providers in Cornwall and is part-funded by the Shared Prosperity Fund (SPF). Partners include universities, tech companies and local government bodies who all provide expertise and resources to promote digital skills. TCCG are also
amongst four strategic partners along with Cornwall Council, Council of the Isles Of Scilly and Celtic Sea Power being the others. Over 1500 people have been supported in 15 months (ranging from half day courses to a 16-week bootcamp) with more than 200 of those learners supported by TPC alone and CMN partly used some of this funding for a VR welder. From foundation courses to advanced training programmes, each Digital Futures provider offers courses that support people whether they are starting out on their digital journey or updating their existing knowledge. As examples of the Digital Futures Project, TPC worked with Piran Composites to develop and deliver Composites Apprenticeship, with a Piran employee supporting to deliver technical aspects of the course. They have developed a Skills Bootcamp in Digital Marketing for those in-work or leading to employment and done preparatory research into Foundation Apprenticeships in Digital. Offering tangible student support they (and CMN) loan digital devices to those who don’t have them. CMN also teach use of AI safely and use of AI to support learning and lesson planning.
Within all of TCCG Engineering Courses they incorporate specific awarding organisation units that contain digital criteria to ensure that learners and apprentices are current with modern day practice. Some example courses are a full-time Level 2 Diploma in Engineering and Engineering Operative plus a Machinist standards apprenticeship. Including software use within full time courses leads to a better transition when progressing to apprenticeships or further studies at a higher academic level. This comes in the form of CAD CAM software including Solidworks and MasterCam to ensure the students can use or have an understanding of design and manufacture applications. This software also has been sourced so that it integrates with TCCG’s new CNC machining centres in the workshops.
TCCG also offer a Level 3 Digital Support Technician apprenticeship, working in partnership with employers including King’s College, to support digital transformation and grow talent in this critical sector. Through tailored delivery and close employer collaboration, they’re helping to build a pipeline of skilled digital professionals equipped to meet evolving workplace demands.
TCCG are also launching IT Essential skills at Level 1 and 2 for adult learners and working with DWP and JCP to roll out the provision. They use their bursary scheme to support adults to access learning through access to IT equipment. Other courses are AI workplace productivity, Content Creation and Website Development and Digital Marketing Skills
Bootcamps which have all been developed as part of the Wave 6 offer. These essential digital skills and tools will also unlock potential for SMEs in the LSIP priority sectors. TCCG Marketing and Apprenticeship Recruitments teams are currently working with local businesses and employers to promote the offer. To assist with the pipeline of upcoming young people interested in digital careers, the Careers Hub delivered tech Skills and aspirations workshops to 200 students living in areas of high deprivation during the autumn term. Digital skills are seen as an excellent route to inclusivity here.
In 2024 Exeter University published The Tech Frontier22 - a clear call for action for educators, industry leaders, and policymakers to collaborate. Whilst not CIoS specific, there are several good initiatives instigated by this report which aims to transform tech skills across the South West that will complement the priorities in this LSIP and we shall explore these further along with recommendations in the forthcoming Council LMI and skills plan refresh.
Net zero / Green
The Future is Green project is led by TCCG23 in collaboration with eight highly experienced delivery partners: TPC, CMN, University of Exeter, University of Plymouth, Falmouth University, Focus Training (SW) Ltd, Urban Biodiversity CIC and Celtic Sea Power.
The Future is Green is delivering a range of activities to upskill the labour force in Green Skills to support the future green economy and provide opportunities for individuals to access and progress in high quality, well-paid jobs. Employer-led, responsive training will be delivered to support the development of a skilled and adaptable workforce needed for green and inclusive growth. Opportunities for all communities, particularly those in geographically hard to reach areas, will be targeted to enable increased access to sustainable high value careers.
The marketing of “green” training is very visible on Cornwall Opportunities, social media, green training sections on events listings etc but a common comment has been that progress on engaging businesses with green skills training is stunted by the lack of legal requirements in this area. It is something that business are interested in but they struggle to justify time and spend unless there is any bottomline direct benefit.24 Limited, free or part funded training exists but there is no significant voucher scheme to get them started.
TCCG support apprenticeships aligned to the low-carbon economy through the SPF funded
Construction Skills Hub. The college engaged with employers via LSIF projects to develop a range of new provision which has been widely promoted and marketed. New provision includes; Low Carbon Heating Technician Apprenticeship Level 3, Refrigeration Air Conditioning and Heat Pump Engineering Technician Apprenticeship Level 3, Junior Energy Technician Apprenticeship Level 3, HNC Engineering Apprenticeship Level 4. New short courses include; Air Source Heat Pumps, Solar Thermal Hot Water, Requirements for the installation of Electric Vehicle Charging Points, Installation of Solar Photovoltaic Systems, Mig Welding and Coding, Maritime and Coastguard Agency courses, and HNC Professional Superyacht Engineer. Staff from both Camborne and St Austell Campus have attended internal and external courses on Electric Vehicle Charger installation, Solar PV, Ground and Air source heat pump instillations leading to Cornwall’s first Low Carbon Apprenticeship, delivered by TCCG in Camborne.
A TCCG pre-16 Green Skills Careers and Pathways Manger role was created as part of the SPF funding in 2024. The role was specifically designed to link the college with schools throughout Cornwall and promote green careers and green skills specifically in the construction industry. They have hosted assemblies in fifteen schools across Cornwall, focusing on career pathways, skills and qualifications needed in roles such as solar installation, hydrogen gas engineering and sustainable construction and architecture. These assemblies have reached over 3,000 students across Cornwall secondary schools.
The key focus of the technical Pre-16 Green Skills Careers and Pathways provision has been the short, hands-on tasters and workshops on sustainable development and renewable technologies giving students insights and opportunity to learn about geothermal, hydrogen, solar, wind energy, hydroelectricity, and workshops on renewable technology or carbon awareness and sustainable development. Over twenty schools, plus alternative provisions such as ACE (Transforming Futures) and Thrive (at TCCG) have participated in these provisions, highlighting green careers locally and potential routes to them. The next step up is enrolling in the new Duchy of Cornwall Crown Estate Academy which specialises in entry to careers in renewables and marine engineering.
The course offers a comprehensive industry expert guest speaker and workshop programme, including employer visits and live briefs, inspiring young people at a crucial time when making choices regarding their future careers.
TPC also held two Green Careers Fairs during Green Careers week. More than 60 students took part due to support for attendance by Tutors. Through complementary funding a Water conservancy event was developed and delivered for FE students with support from Westcountry Rivers Trust, Cornwall Wildlife trust and South West Water. Further, the RJ Working module was also developed for FE students to support understanding of green issues and green jobs.25 TPC also run a Carbon Literacy course, available to the public, employers and apprentices, with some funding support through complementary funding streams and bespoke Leadership and Management courses in sustainable workforces to support businesses in staff development and retention.
Focus Training offer a wide range of Green Skills courses, Solar Photovoltaic Systems, Electric Vehicle Charging, Electric Energy Storage Systems, Prosumer Awareness, Air Source Heat Pumps. All of these courses are available on a commercial basis and also through funded options where the employer pays a small contribution and most of the course is funded. They have had great success with the funded courses which speaks to the earlier comment about businesses lack of willingness to spend. They have delivered training to an extra 94 individuals due to the additional facilities and out of these 92 learners completed the training.
Celtic Sea Power, as part of ongoing work on the new Growth Strategy Level 2 Devo-deal FLOW Commission26, have been working with the Hinkley Training Centre to develop a local training model (FLOWmark) specifically for this industry and have also developed an app “No Two Paths” to help match people to rolls, skills and training. The Careers Hub are also working with Celtic Sea Power and Naked Solar, very specifically, in addition to working cross sector with industries more widely, who are developing the net-zero approach to skills and careers.
Local Skills System and Cross Cutting Themes
The two FE colleges in Cornwall have published Accountability Agreements and Statements (new publications due June 2025) and each of these directly reference the LSIP priorities, outlining how each college is contributing to LSIP delivery. Encouragingly, employability skills feature more significantly than ever through course design as do themes of Digital, Net Zero and Inclusivity.
In fact, across the board, there has been considerable
integration of all LSIP priorities into training provision, awareness and engagement by both the local area’s independent training providers and the FE colleges. The latter have also recently been rated by OFSTED (the ERB was consulted during this process)- TCCG “overall outstanding “ and TPC “overall good” (although it should be noted that this college was rated as Outstanding in four out of the eight measures including Apprenticeships) and they have been recognised as a leading provider in winning the National Apprenticeship Provider of the Year Awards 2025. Both colleges have been judged to be making a reasonable or strong contribution towards meeting skills needs which businesses are picking up on.
Attention is also clearly demonstrated in the development and recruitment of staff with current, industry standard knowledge. As an example, TCCG reports active participation in the Department for Education’s Taking Teaching Further (TTF) programme, supporting the recruitment and development of new entrants into the Further Education sector. However, it is proving challenging to attract staff when there is a significant pay gap between teaching and what can be earned in industry, especially in high tech and emerging industries. Therefore every effort is being made to find, support and retain staff and offer progression through CPD, support to gain higher level qualification offers and collaborative opportunities with appreciative businesses.
Increase in employer engagement is key in both curriculum development and course design and this has very obviously been building. The local area’s FE, HE, independent providers and sector groups are sustaining long term relationships with major employers including Pendennis Shipyard, Cockwells, Piran Technologies, A&P, Imerys, Cormac, Wildanet etc and the local authority. The development of the shorter bite-sized provision, that businesses asked for during the LSIP research, has also helped to engage more SMEs and micro businesses.
With the imminent opening of the latest Renewable Skills Centre at TPC, new facilities, utilising LSIF and SPF funding are now being brought into use. Works have also recently started on the huge redevelopment of TCCG’s site at St Austell. All of this bodes well for having the local training resources available (again as requested by businesses in the LSIP research) to fulfil the LSIP priorities and to raise the profile of the local area as a place to live, learn and earn and a place of industrial and economic importance.
What still needs to be achieved?
Each priority has been monitored and given a risk rating of;
RED - Action not started/significant revision needed
AMBER - Started but incomplete with further/ongoing development work needed
GREEN - On target and to be either achieved by the project end date or to be ongoing.
A summary of those red and amber risk rated priorities with outstanding actions is as follows:
Red Risk Priorities (Significant issues or delays)
DIG6 – Tech Talent Charter campaign: Due to the closure of the national charter this priority no longer strictly applies but the theme continues under Digital Futures.
DIG7 – Data insights bootcamp: Proposed as a 2-hour monthly masterclass; to be developed by Digital Futures.
DIG10 – Peer learning in digital: Truro & Penwith College developing a proposal under Digital Futures Cornwall.
DIG12 – Digital Skills Strategy: Now being led by the Workforce & Skills Board after the dissolution of the Digital Skills Partnership.
SYS12 & SYS13 – Transport access to skills: Awaiting action from the new Cornwall Council cabinet; linked to the Growth Strategy. New cabinet in place so will need to await inductions and responsibilities for new leadership.
CROSS5 – Young People’s Taskforce: Proposed but dependent on funding and Careers Hub capacity. Will be subject to Spending Review (released 11 June) with more details to follow.
Amber Risk Priorities (Started but incomplete)
MEM3 – STEM strategy for HE: Awaiting the Local Skills Plan refresh – due for release autumn 2025.
MEM9 – DWP support for in-work progression: Delayed due to staffing changes, will be picking up with new representative onto the CIoS LSIP Leadership panel.
C&R3 – Engaging retirees as tutors: Initial outreach done; needs broader marketing.
DIG9 – Digital business skills mapping: Info exists but is scattered; being consolidated on Cornwall Opportunities.
GREEN4 – Net zero training for staff: Workshops exist; being uploaded to Cornwall Opportunities to increase engagement. Businesses have other priorities, so we need to show them the value of releasing staff for this.
GREEN6 – High-level green skills partnerships: Scoped under the new Growth Strategy and started with The Future is Green project but more is to follow.
SYS4 – Bite-sized skills programmes: Bootcamps successful; formal recognition framework still needed. More Bootcamps have just been scheduled and promoted so monitoring of success and future needs is the next step.
SYS10 & SYS11 – Recruiting teachers and returners: Ongoing activity but remains hindered by industry pay gaps.
SYS14 – Apprenticeship levy strategy: Awareness low; strategy and promotion of “how to” still in development.
CROSS1 – Soft skills in education: Ongoing work with schools via Careers Hub. Embedded in college Accountability Statements. Need to monitor effectiveness of the LSIP driven focus on employability.
CROSS4 – SME recruitment support: DWP and partners involved with regular south west engagement groups working well; just needs expansion and promotion.
CROSS9 – Career pathways mapping: Pilot underway with THINK consultancy. Cornwall Council also working on this with Cornwall Opportunities website and Celtic Sea also have their “No Two Paths” app project. Threads just need to be drawn together into one strategy. Likely to be in the Councils Local Skills Plan refresh.
CROSS10 – Leadership training for SMEs: Courses exist; uptake limited due to time and funding. More marketing needed to raise awareness of the benefits of investment of time and perhaps nominal course fees.
CROSS11 – Inclusive local authority skills plan: Has been drafted and is due for publication autumn 2025. Going through approval processes. Monitoring and ensuring that other plans like “Get Britain Working” and LSIP link.
In new retrofit technologies it has been identified that employers need even more introductory level skills in areas such as Solar Panel Installation and Heat Pump Technology to provide individuals with the foundations to progress onto Level 3 equivalent provision, Therefore further courses are now in development and it is anticipated that the pipeline for learners on Level 3 Retrofit and Renewables programmes will develop once employers engage further with the introductory level course. Awareness sessions will also help learners to progress to have the necessary understanding and competence to more successfully undertake Level 3 courses.
Whilst higher level skills are certainly needed for the Manufacturing, Engineering and Marine sector, there is again a more immediate requirement to develop individuals at Level 3 and support them to progress in specialisms such as Composites Technology and Mechatronics. Employer Forums have been created in this sector and further to discussions with them, providers will be confirming the required training programmes for 2025/2026. It is anticipated that the LSIF target for forecast numbers will be achieved by the autumn term as learners finalise and accept their intended programme of study for 2025/2026.
Generally, feedback on the Engineering and Manufacturing strand has been positive however there are new programmes in development where evaluations will still need to be captured from
employers, including a Six Sigma course and Food and Drink Manufacturing apprenticeship. These are scheduled for September 2025 so reporting on outcomes will be available then.
Due to timetabling challenges during term time, staff Continual Personal Development (CPD) and industry placements are scheduled for July 2025, after students finish for the summer. Both TPC and TCCG will hold Industry Immersion Days and Staff Development Week activities across Construction and Engineering and will build on the example of the new Composites Technician Programme which has enabled valuable knowledge exchange between academic staff and a key employer. After initial success, this is expected to be ongoing.
Outreach has vastly improved but there is still work to be done on reaching people furthest from the labour market and businesses with the least capacity to look up from their day-to-day work. Partners will continue to raise the profile of skills, careers and all of the new opportunities that the LSIP and LSIF have already created through their own channels. We also need to find new ways of presenting the details to pique the interest of our target market, i.e. harder to reach businesses and residents. We will also look to their peers who have benefited and agencies that they would normally be in touch with to engender trust and encourage further participation.
The Cornwall Opportunities website has started well. It will take time to populate it fully with the vast array of information required to make it truly a “one stop shop” for careers and skills. Therefore, some very specific marketing about its existence and purpose will be required so that it is not only referred to by everyone but co-ownership of updating is taken on by all stakeholders. This should also help with the outreach points made above.
The CIoS local area is brimming with exciting career prospects. An LSIP aim is to get everyone in CIoS inspired by this and, when they are, that they are not held back by the inability to reasonably live near or get to the venue for training or work. So, whilst not a direct skills issue, the ability to get the end result we want, means partners will continue to consult with the local authority to unlock Cornwall’s infrastructure and communications challenges.
In the original LSIP we found that higher level digital qualifications needed some attention and at the other end of the scale, more work needed to be done to incorporate basic digital skills into almost every role. With the creation of the Digital Futures Partnership, the ERB will keep in touch with them and our digital providers to keep progress on course. Similarly, with Net Zero being something that businesses are interested in but have little resource to have a lot of practical involvement, the ERB will be looking to the Green Futures Partnership and other net zero trainers to raise the profile of the bottom-line benefits of sustainable practices, in order to encourage take up. This will in turn help to support the CIoS local areas plans to be carbon neutral by 2030.
As more courses are developed, especially those with highly technical content, there will be a need to attract more teaching staff with industry standard knowledge. For a peninsular, that’s a big ask and an even bigger ask when there is a pay-gap between what can be earned in teaching vs. industry. Innovative ways are already being employed by providers to offer further qualifications and other benefits to staff and sterling work is happening to encourage businesses to lend guest lecturers. However, we need more of this kind of activity if we are to fully staff the fantastic new facilities that are being created.
The CIoS Growth Strategy has brought to the fore, the need for sector specialists to collaborate with skills providers, the necessary business support and governance bodies to achieve the strategy’s aims. Working with the Workforce and Skills Board, Economic Forum, Sector bodies and others, the ERB will continue to monitor how this LSIP supports those sectors and will review any learning to take
forward to the next LSIP revision. In the same vein, we await the publication of the CIoS Local Skills and Labour Market Strategy refresh, that is expected to be published shortly, as there will also be plans for Adult Skills Funded activity, such as Bootcamps, that will have bearing on LSIP activity and will further inform stakeholders about the overall CIoS skills environment.
Annex A - Priorities and actions (Roadmap)
This section contains a table that sets out the key priorities, actions and outcomes expected, including the partners involved with reference to the lead responsible, timescales, how the actions are being monitored and progress status.
Partners have provided updates and initials added to each entry to mark who is leading the activity: TCCG (The Cornwall College Group), CC (Cornwall Council), GH (Growth Hub), CH (Careers Hub), CMG (Cornwall Manufacturers Group), CMN (Cornwall Marine Network, TPC (Truro & Penwith College), CITB (Construction Industry training Board), Workforce and Skills Board (WSB).
Activities since the last report have been added in purple to the ongoing activity in black.
As this is an interim report and this LSIP is live until August 2026 there will be priorities that are still being taken forward or reviewed in the final phase of LSIP delivery.
RED RISK
DIG (6,7,10 & 12) – SYS (12&13) – CROSS5 are showing as red on the risk register and as have not been started and are highlighted in the table below in red. Actions to address these are also in the “What still needs to be achieved” section of the main report.
AMBER RISK
MEM (3&9) – C&R3 – DIG9 – GREEN (4&6) – SYS (4,10,11,14) & CROSS (1,4,9,10,11) are showing as amber risk rated priorities. Any activity, thus far, is updated in the table below but they are also highlighted in the “What still needs to be achieved” section of the main report along with a note of further activity to fulfil the requirement. These are annotated with an * to identify them with the priority description also in bold in the table below.
All other priorities in the table below are identified as a Green risk and are therefore on target
Sector Key (each priority is numbered with a sector prefix)
Manufacturing, Engineering & Marine (MEM)
Construction & Retrofit (C&R) Digital (DIG)
Local Skills System (SYS) Green (GREEN) Cross Cutting Themes CROSS)
Priority Action / Activity / Milestone Partners involved Timescales
Priority from the LSIP – clearly show any additions, changes. Action / activity or milestone connected to the priority –clearly show any additions, changes etc.
1. Develop collaborative work between colleges, employers, and other strategic stakeholders to offer new or extended placements for all courses, especially those where placements are not mandatory and to agree process with employers.
TCCG-LSIF & SPF – Employer engagement and new L3+ provision
TPC connected Industry Engagement Advisers to each department within the College supporting students with work experience opportunities. Key is Partnership Pledge Form - Truro & Penwith College (truro-penwith.ac.uk) asking employers to commit to collaborating with the College.
TCCG – Stakeholder & Employer Led Skills Cycle
TCCG – TCP- South West Water & other stakeholders and businesses – Project50 Apprenticeship Ambassadors
TCP – Employer Connect
Detail the role & responsibilities of the ERB and relevant partners
Start and likely end datesoriginal and any revisions
TCCG - New provision developed by Mar 2024. Delivery to commence Sept 2024 onwards
Method of implementation and outcomes expected
List method of implementation of “activities” set out in stage 2 guidance)
How is progress monitored and at what intervals – KPIs & Data
Information on progress, changes to provision and any immediate issues / barriers.
TCCG - LSIF & SPF – increased number of learners on new courses aligned to LSIF priorities
TCCG - LSIF & SPF KPI monitoring
TPC - Tracking student / employer interactions via the Navigate system and reviews of businesses signed up to the Partnership Pledge
TPC - Launched in September 2023 and ongoing
TCCG, Stakeholders & Employers
All partners sign up to profile Apprenticeships
TCCG, Stakeholders & Employers
2024/25 Academic Year –Ongoing
March 2025 start Ongoing
TPC - College staff activities/ Marketing and Promotion Increase employer engagement
Stakeholders & employers invited
Events, marketing & physical sign up to be Ambassadors
Stakeholders & employers invited
May 2025 start Ongoing
2. Providers and employers to co-produce a comprehensive guide that explains placements for all vocational and higher-level courses, and what employers can expect in support and to contribute as part of the placements. This should also include the advantages to employers in accessing and developing bespoke skills or similar.
TCCG – TCP – CMN – Focus Training & other providers
Partners have produced their own handbooks
3 Develop a local, higher level STEM strategy to boost HE participation * WSB / CC – Update of the Labour Market & Local Skills Strategy Providers, Stakeholders & Employers
2024/2025 Academic Year and ongoing
Annual production of handbooks either physical or online.
Regular updating of content, especially online.
TCCG tracking engagement
Numbers of sign-ups & increase in Apprentices
TCCG tracking engagement
600 Engagements and increased placements
30 out of 50 sign-ups gained
First meeting of group May25 then ongoing
Content regularly reviewed and updated by partners marketing teams & feedback given from ERB & Employers
Handbooks available 2024/25 to be revised next academic year
TCCG - On track
TPC - Underway and on track
4. Build on the example of the Cornwall Manufacturers Group Academy for other sectors.
5. Develop a specific, new emerging opportunities
Careers IAG with specialist sectors, identifying high value jobs and pathways to inform and inspire.
CMN - Cornwall Marine Academy links with schools and businesses. CMA find solutions to problems reported by local Marine employers. Offer courses typically 2-3 hours in length such as Prepare to Earn, and Ready to Earn to young people aged 10 to 24 and support their employability and progression onto further education, an Apprenticeship or a job.
TCCG - Marine Engineering Academy (Duchy & Crown Estate sponsored) (NB: Also St Austell Brewery sponsored Catering &Hospitality Academy)
CMN - trained staff member to level 6 Diploma in Career Guidance & Development.
CMN – with Falmouth Uni created 3D college view walk through tool
TCCG – TPC – Focus –Careers Hub – Digital Futures - Programme of Careers Outreach TCCG - 3X L6 trained staff - TPC - 10 staff quals (inc. 6 at L6)
6. Providers to commit to a ‘Back into Industry’ and ‘Industry Immersion’ days for their technical delivery staff of up to five days per year.
CMN - to plan introduce ‘back to work’ days for all assessors. (Introduced, need funds to continue)
TCCG - Mandatory back to industry days part of the College’s staff development
TPC schedules an annual Industry Immersion Day as part of the staff development programme in July,
CMN / CMA delivering vocational training and work experience
TCCG -Falmouth Marine School
TCCG – Catering CMN / CMA
CMN / CMA created 2008ongoing to raise awareness of the wide range of career opportunities in the Marine sector
CMN - CMA provision is funded by schools, grants and where possible sponsorship from industry. 105 industry led volunteer ambassadors to also enhance the quality and accuracy of IAG and sector knowledge amongst young people, schools and parents
TCCG – More Marine apprenticeships
CMN – 3rd Cohort Cockwells Apprentices
TCCG– Launching Sept 24
CMN/CMA – 2025
CMA - Monitor course take up E.g. Has helped over 35,000 young people. Currently offering 28 short courses
CMN - Strengthen services and focused sector info.
TCCG– Internal monitoring
CMN – Managing scheme
CMN - Currently heavily reliant on direct school purchasing but seeking core funding to enable the offer to be available to more schools and thus more young people and businesses.
TCCG / CMA – Remains on track & expanding e.g. Superyacht Eng. & Coastguard Quals.
CMN -
CMN – use of new technology
CMN – monitor use
in
TCCG – TPC – Focus – Careers Hub – Digital Futures etc. 2024 – Ongoing
– Ongoing
TPC and business partners CMN – 2024 (need funds to continue)
TCCG- July 2024 (ongoing)
TPC Launched in July 2022 and ongoing
ALL - Specialist events, web pages, info. High level Careers IAG staff - leaflets –Recruitment & experience days
ALL PARTNERS – monitor outputs
Boatbuilders & Eng tutors
CMN – Manager to keep under review
Wide coverage e.g. TCCG - 50 schools / over 300 pre-16 learners each year 2023/24 & 24/25
CMN - seeking more funding
TCCG – Completed initial planning now ongoing
TCCG - Embedded in CPD process
TPC - Staff to arrange a day with a relevant business to enhance industry knowledge
TCCG- Performance Management Review process
TPC - Tracking through staff
CPD records and feedback forms
TPC- Underway and continues to be on track
7. Develop a collaborative initiative to increase the supply of teachers/trainers in priority occupations and review/improve their training if needed. An area approach could be advantageous. Industry must help feed its own supply of skilled workers through collaboration with colleges and other providers.
TCCG- Tutor recruitment events TTF Programme & extensive activity
TPC - LSIF revenue to launch a ‘Share your Skills’ marketing campaign to encourage individuals with skills in priority industry areas to explore careers in teaching and assessing.
TPC – Collaborate with business on lending staff to teach TCCG & DfE TTF
TPC and Idenna LSIF/ College staff
TCCG- May 2024 (ongoing)
TPC - Launched in January 2024 and ongoing
TPC – Wildanet – Piran
Composites Cormac etc.
8. Make virtual courses and distance learning available to a wider business audience.
CMN - all courses are now available online.
TCCG- Online platform continues being developedAlso Adult Innov. Online
GH - commissioned Digitisation 4 Manufacturers business support project - webinars / workshops to help employer engagement. CC - Skills Bootcamps available in new subject areas across 2 counties – Train4Tomorrow now funded
TPC – Online webinars
Focus Training – online electrical
Growth Hub / CMG
TPC – 2024 Ongoing
CMN – Now & adding a UK-wide platform for course delivery.
TCCG– Ongoing
GH - SPF funded until 31st March 2025
TCCG-Marketing and promotion
TCCG– Numbers recruited
TPC - Marketing and Promotion / Spring term events
TPC - Marketing analytics, event registrations, HR applicant records
9 Local DWP to communicate support to CIoS businesses for in work progression for those on UC *
DWP - In-Work Progression lead in post.
DWP - Supporting information for employers currently in development
CMN – Supporting less able cohorts with employablity skills
TCCG – Construction Skills Hub – SPF Funded work with DWP
TPC – Work with SWEP partners promoting availability
Cornwall Council & Devon Council
TPC – Business Reg. Support
Focus Training
(local and national teams)
Now/ ongoing
Now / Ongoing
Now / Ongoing
DWP - Projected completion for employer information – June 2024.
TPC – work with employers to lend teaching staff
TPC – numbers of guest lecturers
CMN – Can add face to face. Courses to fit employer need.
TCCG- employer training platform
GH - Workshops/ mentoring - increased productivity & efficiency
CMN – Number of courses taken
TCCG– Enrolments
GH - Contracted through Good Growth Fund SPF.
Continues on track
CMN – complete – UK platform with Maritime UK ongoing
TCCG- On track
2025 = 47 courses
GH - Delivery open
CC & DCC – Promote next phase
Webinars
Online course elements
DWP - use existing contacts to share information across CIOS businesses & add to the Cornwall Opportunities page. Part of courses
TCCG outcomes of learners –7 X L1 Basic Cons – 39 X L1
– ongoing
- Ongoing
Future Cons – 35 X work Exp Meetings & promotion
College monitoring
TPC Monitor Attendance
Focus - Monitor
DWP - Regular checkpoint calls with In-work progression lead
Started, set to expand
Ongoing
Ongoing
DWP – Needing updates due to change of personnel
CMN – Manage
TCCG / DWP -manage
TCP - Monitor
CMN – ongoing where possible TCCG – ongoing TPC - Ongoing
TCCG-
10. Increase awareness and support for providing Apprenticeships for those already in work.
CMN - LSIF used to co-design approach through a series of employer focused events.
TCCG- Employer engagement
GH - Growth Hub Business and Skills Reviews. Workforce development and training plans
11. Further develop the CIoS Skills Hub or online skills information portal and promote / communicate existence more widely.
– Project 50 Ambassador Scheme
Outreach / Awareness of courses
GH - ESIF Skills Hub project absorbed into SPF funded Growth Hub continuation of business skills support
CC - Cornwall Opportunities portal with new courses being added alongside local training provider offers.
12. Regular updates on the impact of any training not available locally to be monitored to find solutions in collaboration with providers, skills hub, and sector bodies.
CMN - local centre of excellence for hydraulics short skills courses have already been proving a great success. (Armarda now providing course locally)
GH - quarterly and ad hoc reports on business skills needs from business review outcomes with CIOS clients. Gaps are identified and discussed with providers. WSB – CC Local Market
13. Industry and providers to collaborate on existing work in virtual reality training in construction and marine and assess how this could be expanded. TCCG- Strategic Development Fund and LSIF – investment in VR equipment for marine & engineering
Providers have new VR equipment which is now in use.
CMN – committed to utilising the expertise of local businesses to strengthen delivery and raise awareness.
TCCG- Dedicated employer engagement posts for engineering & marine
GH - create action plan, outcome and referral/ signposting to relevant support
CMN – business feedback e.g.
CMN centres of excellence building credibility.
TCCG - employer engagement
KPIs & apprenticeship starts
GH - Delivery of the Growth Hub through Good Growth Fund.
ALL – Events & sign-ups to ambassadors
Open days, events etc
- SPF delivery until 31st March 2025 (continues under SPF)
- Now GH - Business review, development and training plans with action plan / signpost.
CC - Ongoing development & promotion GH - Delivery of the
Hub through Good Growth Fund.
CMN – Gather intelligence
GH - CRM reports to produce skills needs and work with providers to identify gaps in provision and where applicable create curriculum to meet demand.
CMN - Businesses seeking progression opportunities
Regular monitoring & resultant action
GH - Delivery of the Growth Hub through Good Growth Fund. WSB Meetings
CMN - higher-level accreditation & referrals to LSIF partners. GH - Delivery complete
SPF & Complimentary
1. Develop and promote a mechanism for C&R companies to work with Providers to deliver relevant aspects of training at designated specialist facilities across Cornwall & IoS. e.g. Collaborate with CITB, specialist construction skills providers and sector groups to develop a network of businesses with suitable facilities and provide support to ensure they meet necessary standards.
2. Careers Hub, Providers and Stakeholders including DWP / JCP and others to provide assistance for C&R companies to deliver taster sessions, interview and experience days within suitable facilities.
TCCG- LSIF & SPF – employer engagement / Construction Skills Hub
TPC - collaboration with Construction industry businesses and stakeholders via direct partnerships and the Sustainable Construction Advisory Panel (SCAP).
CITB - Employer engagement with employer forums and curriculum groups to ensure curriculum reflects the needs of the construction industry
TCCG- SPF – DWP/JCP and construction sector engagement to develop and deliver pre-site training and work experience
DWP – Gathering Contacts to link up with employers CH - Launched careers champion scheme to support outreach work and build pipeline of Enterprise Advisers and Cornerstone Employers
TPC – Via UK SPF Construction Skills Hub project, working with Construction businesses, youth work organisations and Jobcentre Plus to facilitate work experience activities and programmes for young people and adults
CITB - Funding and support for employers wishing to offer work experience opportunities
Ongoing
TPC - Launched in May 2023 and ongoing
CITB - Ongoing
TCCG- Delivery from June 2024 ongoing DWP – Now / ongoing
TCCG- LSIF & SPF investment
TPC - LSIF/ UK SPF Construction Skills Hub/ College staff activities/ Marketing and Promotion
TCCG- LSIF & SPF KPIs
TPC - SCAP Attendee List and Minutes/ CPD Course Guide/ Schemes of Work
CH – Now / Ongoing
CITB - Advisors to liaise with local employers on behalf of Training Providers
TCCG- SPF investment in adult engagement and career progression
TPC, Vistry, Jobcentre Plus and business partners
TPC - Launched in January 2024 and ongoing June 2024 -Launch Hard Hat Ready
CITB - Ongoing
TPC - UK SPF Construction Skills Hub/ College staff activities/ Marketing and Promotion
CITB - Into Work Grant Careers
Funding through Employer Networks
CITB - Through CITB’s CRM system and internal KPIs TCCG- Continues on track
– Continues on track SCAP - resulted in arrangements for businesses to support with delivery e.g.
– Continues on track
TCCG- SPF KPIs
TCCG- Now developed and on track – 35 on work placement
DWP – Ongoing
TPC - CPD Course Guide/ Schemes of Work
CH -Ongoing
CITB - Through CITB’s CRM system and internal KPIs
TPC - Continues on track e.g. five-day Hard Hat Ready to provide adults with the pre-requisite skills & CSCS card to get employment on a Construction site
CITB
DWP / JCP
Careers Hub
3 Actively promote opportunities and incentivise those looking to exit industry, or recent retirees, to be a guest speaker or support tutor *
4. Registration area on online skills portal for potential industry experienced tutors. Create a support package to build a bank of contacts.
TCCG- SPF – tutor recruitment events TPC - LSIF to create ‘Share your Skills’ marketing campaign to encourage individuals with skills in priority industry areas to explore careers in teaching and assessing.
CITB - Construction Talent Retention Scheme (CTRS)
CH - Construction and Built Environment careers outreach offer
Cornwall Opportunities website - LIVE
CITB - Funding around support for tutors, trainers and assessors
TPC – share your skills & TCCG outreach to encourage participation
5. “Train the Trainer” courses to maximise ability and confidence to articulate experience and skills.
TPC offers both the Level 3 Award in Education and Training and a non-accredited Train the Trainer programme. The College also offers the Certificate in Education and PGCE for any individual looking for further qualifications.
CITB - Potential funding
and Idenna
TCCG- May 2024 (ongoing)
TPC - Launched in January 2024 and ongoing
– Ongoing
Method of implementation and outcomes expected
TCCG- Marketing and promotion
TPC - LSIF/ College staff activity/ Marketing and Promotion
TCCG- No. individuals recruited TPC - Marketing analytics, event registrations, HR applicant records
TCCG- Ongoing
/ Construction Partners
- ongoing
/
CITB - Support employees with use of CTRS and highlight potential recruitment opportunities
CH - resources/info & engage with the sector to build capacity
CITB - Through CITB’s CRM system and internal KPIs
CH – Monitor take up
TPC - Continues on track. Spring term events for anyone interested to meet with college managers and HR representatives Ongoing
CITB - Support employers / training providers to access the CITB Industry Impact Fund Supporting interested parties
CITB - Through CITB’s CRM system and internal KPIs
Numbers taking up offer CC -Website live &
– ongoing Ongoing
&
TPC - Established provision
TPC - College staff activity/ Marketing and Promotion
TPC - CPD Course Guide, learner records
TPC - Continues on track to equip industry professionals to translate their skills into teaching and learning
TCCG – Through Construction Skills Hub CPD for tutors
6. Explore the Cornwall College Camborne example of an easy-to-follow, modular system based on learners selecting sessions by QR code and agree a digital mandatory unit developing skills for the industry to be consistently delivered to all sector study and Apprenticeship programmes. CMN – Exploring options following Maritime UK conference
CITB - This opportunity is currently being explored internally
TCCG- Expanding use of the current QR system CMN / Maritime UK TCCG 2024 onwards Ongoing
CITB - Potential grants available to employers for ‘Train the Trainer’ courses
TCCG - College staff activity/ Marketing and Promotion
Research on tech available
CITB - Through CITB’s CRM system and internal KPIs
TCCG - CPD Courses, learner records
Sharing across departments CMN – manage progress
CITB – Active
TCCG - Ongoing
TCCG - Management Ongoing Ongoing
7. Providers to embed the awareness and practical application of relevant software programmes e.g. AutoCAD and Solidworks into all relevant courses.
1. Improve promotion and communication of the area’s existing digital skills offer more widely and work with colleges and Providers, as well as LEP, ERBs and/ or similar partners to assess the take-up and effectiveness.
TCCG – Embedding digital elements into engineering courses
2. Resource will need to be dedicated to sourcing necessary specialists to teach these skills. ERBs and universities should consider working in collaboration to support recruitment of these tutors from industry and academia.
3. More outreach is needed with a focus on delivering apprenticeships and in work qualifications as per priority occupations.
DWP Cornwall Partnership Managers promoting digital skills offers across JCPs to increase visibility.
CH - Digital skills offers added to the Cornwall Opportunities portal e.g., Skills Bootcamps and SPF Digital Futures project.
TPC is the Lead Partner in the UK SPF Digital Futures project and has which has also been promoted through the Cornwall Opportunities website and newsletter. Note 1,000 engagements in 15 months on courses & bootcamps!
Working with Digital Futures to increase outreach
Working with tutors from Industry to bring expertise into the classroom
Hub Cornwall Council TPC and Digital Futures Partners
- Ongoing/ad hoc
and outcomes
CAD CAM software including Solidworks and MasterCam –L2 Eng. Diplomas & integrated software with new engineering Workshop refit
TCCG – Monitor student outputs in software capabilty
CMN now only BCS approved centre (non-college) locally for qualifications and digital badges.
CH - Apprenticeship Support & Knowledge (ASK) sessions to take place in schools to raise awareness of apprenticeship pathways.
Use of VR and specific courses e.g. L3 Digital Support technician & Foundation Digital Apprenticeship
TPC - Launched in January 2024 and ongoing
DWP - Information shared through meetings and emails. Monitor as more move to Universal Credit from legacy benefits from Sept 2024.
DWP - Partnership Managers monitoring provision and sharing as appropriate
DWP - Ongoing. Digital skills are a gap with DWP’s clients
TPC – Continues on track. Website & social media presence promoting Digital Futures Cornwall | training | Cornwall, UK
TPC - UK SPF/ College staff activity/ Marketing and Promotion
TPC - CPD Course Guide, Digital Futures website, Cornwall Opportunities
VR Tour of Cockwells, Software Cornwall, Tech masterclasses, events etc
Piran Composites provide staff to teach
manage relationship
technology and course content
– Monitor for take up
Monitor for take up
content & take up CMN - New digital course offer created and available. Commissioned 20 additional ASK sessions
4. In partnership with industry and the DSP (and sector groups), targeted promotion of digital/tech careers to young people via Careers IAG and via DWP, JCP, Seetec etc. with an emphasis on guided pathways to digital careers
NB Digital Skills Partnership no longer exists since dissolution of the LEP. Digital Futures is now operating in this digital sector capacity.
DWP - Youth Leads in post in all 11 Jobcentres in Cornwall. Promoting digital skills offers and pathways by signposting to provision based on need
CH - Careers Hub has worked with the South West Social Mobility Commission to support their Tech Frontier Report
TPC - UK SPF Digital Futures project, the College and partners are promoting skills and careers in Digital, including school outreach work undertaken by Tech Cornwall and a bespoke programme for women, Digital Uplift, co-delivered by TPC and Tech Women.
5. Agree and develop content and integrate a digital component into relevant post-16 vocational programmes, including Apprenticeships and AEB vocational courses, where not already present.
CMN -CMA now able to use VR and other digital approaches when delivering courses to schools. Plus now use of AI safely to support learning & lesson planning. Loaning out of digital devices to those who don’t have them.
TCCG - Launching IT Essential skills at Level 1 and 2 for adult learners.
TPC - Cyber essentials
CH - Delivered tech Skills and aspirations workshops
6. To create a diverse and inclusive digital / tech workforce, run a campaign to raise awareness of the Tech Talent Charter (https://www. techtalentcharter.co.uk/ home) and to encourage CIoS organisations to sign up to the Charter.
7. It is recommended that there is short introduction course or bootcamp developed to aid the understanding of the benefits of data insights to businesses and how this may be implemented.
TPC - Launched in January 2024 and ongoing
DWP - 1-2-1 support from named Youth Work Coach for young people.
DWP - Monitoring engagement locally and general trends in numbers of unemployed young people.
DWP - Ongoing – working as expected - Digital Skills offer from Restart Scheme (Seetec) delivered locally
CH – Monitor awareness
CH - Now submitting funding proposals in order to increase awareness of Tech jobs and skills
TPC- UK SPF/ College staff activity/ Marketing and Promotion
TPC - CPD Course Guide, Digital Futures website, Cornwall Opportunities
- ongoing
TPC - Continues on track with Digital Futures
TCCG use bursary scheme to support adults access learning through access to IT equipment. TPC - Loaning out of digital devices to those who don’t have them.
TCCG – monitoring
TPC – Manage operations
CH-200 students living in areas of high deprivation
& ongoing Live & ongoing CH - Done
https://www.techtalentcharter. co.uk/ ceased operating in Sept 2024, see link for details. Priority cancelled but Digital Futures continue this theme in their work.
to speak to Digital Futures This will priority be put to Digital Futures. Could be adapted to be a 2hr monthly masterclass?
DWP, (People Hub, YEP, Whitehead & Ross, Cornwall Marine Network, Real Ideas)
Careers Hub & South West Social Mobility Commission TPC and Digital Futures Partners
DWP – Ongoing CH – Report compete
8. Make data readily available to all that need it. Data such as uptake in education settings, code clubs, STEM ambassadors, labour market insights etc. should also be put in one place for stakeholders in the digital skills eco-system to access.
All partners sharing data / reports/ intel as and when available
9 Map digital business management skills courses amongst providers and raise awareness amongst local businesses to take part e g Making Tax Digital * Partnership media campaign run through 2024 to highlight Digital Skills offer for the partnership in CIOS https:// www.digitalfuturescornwall. co.uk/
10. Establish workplace peer learning programmes and guidance on digital and technology to help employees discuss challenges around digital skills, find digital solutions to problems, and share best practice and experience.
11. Explore provision of short courses on Introduction to AI, automation technologies and future technologies and the potential these tools could unlock for SMEs particularly, across priority sectors.
TCCG - AI workplace productivity, Content Creation and Website Development and Digital Marketing Skills Bootcamps developed. These essential digital skills and tools will unlock potential for SMEs in the LSIP priority sectors.
TPC - Introduction to AI, automation technologies and future technologies
12. The Digital Skills Partnership (DSP) to develop a strategic response to increasing digital skills outputs, inclusion, and transformation and to guide providers on preparing future workers.
DSP no longer exists – priority to be incorporated into LMI and Skills Strategy refresh.
Futures Cornwall, UK SPF project.
Curriculum Mapping, LMI, Model Skills Plan etc. Share with partners at meetings, events & 1-2-1
to ensure that data they have is shared appropriately
with
are developing a proposal through the Digital Futures Cornwall project
TCCG Wave 6 offerMarketing and Apprenticeship Recruitments teams are working with local businesses and employers to promote the offer. TPC - marketing via https://www. digitalfuturescornwall.co.uk/
to be published in Sept 20025 Details will be available after consultation and publication of the strategy ERB & WSB to monitor progress against new strategy DSP dissolved in LEP restructure. This action is being taken forward in the local skills strategy refresh by Workforce & Skills Board (WSB)and Digital Futures
1. Explore an opportunity for green vouchers for businesses to encourage investment in upskilling / reskilling in support to green transition.
Note: Some part funded courses available but no voucher scheme funding. Funding is still a very important motivator to get businesses interested in taking part and the ability to choose what they can use a voucher for is also a bonus. Next step to ask those within our governance circles if a voucher scheme is currently realistic and if so, what steps do we take to set it up and who administers it.
2. Commission research on opportunity for Global Wind Organisation training centre in Cornwall / SW and other equally specialist areas.
TPC is a delivery partner in the UK SPF The Future is Green project provides funded taster sessions and part-funded training to businesses.
TPC - Also awarded a Skills Bootcamp in Retrofit Readiness
CMN - £500 voucher for 2 businesses from SPF Future is Green - costs of release of staff for training or following up the training with resources they may need.
TPC and the Future is Green delivery partners
TPC- Launched in January 2024 and ongoing
TPC - UK SPF/ College staff activity/ Marketing and Promotion
CMN – Future is Green
04/09/2024 - 90% of the course fee covered by DfE for SMEs.
2024 – only repeatable if funding is available for vouchers
Aim to engage more businesses with 'green' consultancy services during the 4th year of SPF.
TPC - CPD Course Guide, website, learner records
TPC - Underway and on track inc. in Carbon Literacy, Electric Vehicle technology and Retrofit and Renewables.
Celtic Sea – FLOW - £4.5m investment package will support move to facilitate
Celtic Sea FLOW to lead sector developments with CC & Economic Forum
Good Growth Fund / Cornwall Growth Strategy
Celtic Sea Economic Forum CC
CC – MAY 24 ongoing Ongoing
CC – Growth Board / Economic Forum
CC - Production of research report
Celtic Sea FLOW Commission under L2 Devo deal
Economic Forum and FLOW Commission
CC – Funding for FLOW agreed Ongoing
3. Improve visibility of existing green training provision.
TCCG - New apprenticeships
• Low Carbon Heating Technician Apprenticeship L3
• Refrigeration Air Conditioning and Heat Pump
Engineering Technician
Apprenticeship Level 3
• Junior Energy Technician
Apprenticeship Level 3
• HNC Engineering
Apprenticeship Level 4 New short courses
• Air Source Heat Pumps
• Solar Thermal Hot Water
• Requirements for the installation of Electric Vehicle Charging Points
• Installation of Solar Photovoltaic Systems
• Mig Welding and Coding
• Maritime and Coastguard Agency courses
• HNC Professional Superyacht Engineer
Focus training offer on commercial / part funded: Solar Photovoltaic Systems, Electric Vehicle Charging, Electric Energy Storage Systems, Prosumer Awareness, Air Source Heat Pumps.
CMN – have extensive new course offer N.B. Market is challenging as green skills still not a business priority. (Note still a challenge a year on)
TCCG - LSIF & SPF –marketing & promotion, adult and employer engagement activities. TCCG- Cornwall College is the lead for the SPF Green Skills project
CH / CC - Future is Green project being added to Cornwall Opportunities.
TPC has created a dedicated space within its 2024/2025 CPD Course Guide for Green Skills and is also engaging in promotional activities as part of the UK SPF The Future is Green project to enhance visibility and awareness.
CITB - Directory of ‘green’ training provision for employers
/ Cornwall Council
and the Future is Green delivery partners
Ongoing
CMN – Promotion to businesses
- Cornwall opportunities, Social Media, Green training events listings. TCCG- Dedicated posts for marketing & promotion, adult and employer engagement for green skills training CH / CC add to website
CMN - bookings
TCCG- LSIF & SPF KPIs
CH/CC – Check engagement
– Ongoing with any current offers
TPC - LSIF/ UK SPF/ College staff activity/ Marketing and Promotion
TPC - Launched in January 2024 and ongoing
TPC - CPD Course Guide, website, learner records
CITB - have an employer toolkit available for employers
CITB - Through CITB’s CRM system and internal KPIs
CITB - Ongoing
4 Develop and implement industry specific ‘Achieving net zero’ online / workshopbased programmes for staff and managers *
TCCG - SPF Green Skills partnership project delivering programmes targeted at high carbon sectors with Truro & Penwith College, Cornwall Marine Network, Focus Training, University of Exeter, University of Plymouth, Falmouth University, Urban Biodiversity, Growth Hub, University of Exeter, Konnect Communities
GH - Growth Hub commissioned NetZero support through University of Exeter / Duchy College for businesses in CIOS
CITB - Employer toolkit CMN – Bitesize courses TPC
- Carbon Literacy course available for public, employers, apprentices & sustainable workforce bespoke Leadership and Management courses to support businesses in staff development and retention
5. The Careers Hub, Skills Hub, People’s Hub and all organisations involved in IAG and employability support, to promote green jobs as an attractive career path. This could be linked with careers advice to schools, FE, HE and those either seeking employment or a career change.
TCCG - New pre-16 provision has been developed in Green Skills to incl. digital component
TCCG -Promote green careers and green skills; specifically, in the construction industry DWP - Schools advisors to promote Green jobs in school visits as part of career conversations
GH - Growth Hub are working with delivery landscape for joined up promotion and events
CH / CC - A specific green skills/ careers info hub can be added to Cornwall Opportunities as well as the Future is Green project
TPC - Support understanding of green issues and green jobs
TPC - Water conservancy event developed and delivered for FE students and Green careers fairs during Green Careers week.
TCCG
Hub
GH - SPF delivery until 31st March 2025
CITB – Ongoing CMN -Ongoing TPC - Ongoing
TCCG- SPF funded programme delivery
TCCG- SPF KPIs
GH - Including workshops, one to one support and online events. E.g. B Corp in the Wild CITB - Employer toolkit provides advice and guidance on achieving Net Zero Lunchtime sessions TPCwith funding support through complementary funding streams.
GH - Funded and reporting into Good Growth Fund SPF
CITB - Through CITB’s CRM system and internal KPIs CMN - Managing TPC –Funding outputs
- Ongoing
TCCG- Sept 2024 (onwards)
- onwards
TCCG / SPF
- During 2024
Local school’s trusts/DWP Schools Advisors
Growth Hub, People Hub, Careers Hub, + Providers CH / CC
TCCG- School engagement activity
Pre-16 Green Skills Careers and Pathways Manger DWP - F2F delivery during school visits
GH - Partnership working and collaboration
TCCG- SPF KPIs
TCCG - Management
DWP - Check-ins with advisors on a monthly basis
GH - Funded and reporting into Good Growth Fund SPF
TCCG- On track 20 school workshops - 15 assemblies - 3,000 students reached so far
DWP - Has begun to be delivered on visits
GH - SPF Delivery until 31st March 2025
CH /CC Via Cornwall Opportunities
CH/CC Monitor take up
GH - Delivery ongoing Live asap
CH / CC - By the start of the new academic year
TPC with Westcountry Rivers Trust, Cornwall Wildlife trust and South West Water.
Outreach continues Event & Careers Fair 2024 -done
RJ Working module developed for FE students
Complementary funding stream
TPC – numbers attending events / outreach
Ongoing outreach
Done -More than 60 students took part.
6 Form partnerships with expert sectors and with the Isles of Scilly to scope out future need of high-level green skills and attract the most appropriate tutors, mentors and scientists to the local area to impart their knowledge *
GH - Growth Hub are working businesses on IOS through commissioned support for NetZero delivered by University of Exeter and Duchy College.
CITB - Access research to scope out future skill needs
Future is Green Projectpartnering with Celtic Sea Power for Offshore Wind developing links with key sector groups.
Encouraging young people into high level green skills.
Growth Hub, University of Exeter, Duchy College
Future is Green, Celtic Sea Power TPC TCCG
TPC - CH & strategic businesses GH - SPF Delivery until 31st March 2025
and outcomes expected
GH - Working with IOS businesses on Soil Quality and improving biodiversity as well as B Corp application and grant funding. CITBIndustry Analysis and Forecast Team has access to research Events - STEM Geo-Resources futures day, Lab Tech Apprent employer forum, Engineering & Digital Industry consultation events Duchy & Crown Estate Academy Pre-16 Green Skills Careers and Pathways Manger – Future is Green & Direct work with Celtic Sea & Naked Solar
GH - Funded and reporting into Good Growth Fund SPF
CITB - Through CITB’s CRM system and internal KPIs
Future is Green outputs
Partners monitor their outputs GH - Done Active
Events done, more to come. Partnerships continue. Ongoing
CITB
1. Employability skills should be embedded into every course locally. Where this already exists, greater priority needs to be placed on delivery of employability skills and checks put in place to see that every student has a good grounding in how to interact while at work.
CMN has embedded employability skills in all CMA provision. (now this is often for less able clients) TCCGBuilding into tutorial programme for 16-19 learners. Now offering L1 Employablity Skills
DWP - Employability forms a major part of DWPs requirement for courses. Group sessions are run on employability across Cornwall in addition to 1-2-1 support from National Careers Service in Jobcentres.
CC - AEB Skills Strategy to develop core employability skills. Now ASF
CH - work with schools and colleges to help embed core employability skills frameworks
TPC - Scheme of Work template and robust Tutorial programme that builds upon key employability skills. These are complemented by CareerZone facilities for CEIAG and interview preparation, work placements, employer interactions and Skills Clinics to develop key transferrable skills
Now introduced Employer Connect
(Possible project with A&P TBC)
CMN – Ongoing but need to source funds
CMN – only if access to funding. TCCG- Roll out from Sep 24
CMN – Monitor usage
TCCG– Internal
TCCG– Ongoing
- F2F delivery in JCPs
DWP - Ongoing, in place since October 2022
CC – Delivery of AEB Skills Strategy
CC – May 2024 / ongoing
CH – Now / ongoing
TPC - Updated in September 2022, with ongoing improvements and enhancements made May 2025 onwards
CH – Use of tools like Skillsbuilder
TPC - College staff activity / employer input / resources for Apprentices and Adult Learners (REAAL – Rounded Education for Apprentices and Adult Learners)
Employer Engagement Board
DWP - Monthly meetings between NCS and DWP to check progress of provision
CMN – has had excellent feedback. TCCG- Continuing on track – OFSTED OUTSTANDING
2. Explore the development and implementation of a common employability/ essential skills framework to define consistent approaches to essential skills. Include consideration to what specific support those with additional needs or disabilities may require.
DWP – Internal processes in place to support with general employability and focus on specific barriers (health, additional needs etc).
CH - Careers Hub working with TPC have provided input to their core employability skills framework and how this is mapped to current tools like the Navigate Platform
Plan
DWP - F2F/Telephone/Video delivery from JCPs / Disability Emp Advisors, 50+ Work Coaches, Youth Employability Coaches in place in every JCP
Skills Framework
CC – Monitor by Council Cabinet
CH – Regular reporting
DWP - Good delivery across JCPs in Cornwall. Some gaps identified but working to rectify.
CC – approved 2024
CH – ongoing
TPC - Underway and on track
TPC - Tracking through the Navigate platform, Tutorial Scheme of Work and Resources, Learner Engagement Tracking
Employer Eng Board Will monitor
DWP - Monitored as part of DWPs business as usual processes
From May 2025
Consultation by Exeter Uni
DWP
3. Develop and implement an essential skills short course programme for employed staff.
*Interventions have included:
• Working with employer partners to identify learners who need to develop basic numeracy skills in order to be successful in life and work
• Short courses including numeracy skills required in the workplace, with employers supporting career progression Focus on working with employers where L2 numeracy qualification is essential for progression
• Intensive provision for individuals who are employed but without L2 maths, leading to a functional skills qualification
• Blended provision to support parents and careers to help their children with the development of their numeracy skills
4 Include bite sized skill building programmes to support workers and management into being productive quickly and foster a culture of continuous learning e g “Digital Badge” or “Lifelong Learning File” models to build a folio of transferable skills
TCCG - delivering a range of interventions* leading to increased pathways to L2 maths.
Focus Training - Maths and English master classes provided for staff to enable more efficient embedding of maths and English into the curriculum.
CMN - develop Excel & digital life skills'
TPC - L1 & L2 functional skills in English and Maths offered. L1 Essential Digital Skills also available.
Digital Skills Project - bespoke courses
Complementary funding supported work with DWP to offer digital skills to under and self-employed. Complementary funding stream, Multiply, developed short course programmes to support employed staff to engage with maths to support confidence and career development
CC - Open Badge Factory account and piloting new digital badges with AEB
TCCG - Support apprentice employers to have an apprentice (inc: Apprenticeships - Skills for Life, Apprentice Employer - Introduction and Induction, SafeguardingInformation and Guidance for employers, Effective mentoring of Apprentices and New Starters, Creating an Inclusive workplace for employees with additional needs).
TPC - Upskilling courses relevant to industry provided on an ongoing basis to all staff.
CC - piloting new digital badges included in AEB plan.
Bitesize session series Complementary funding streams developing bite-sized non-qual skills sessions for Digital and Green
Courses provided to staff CC –
5. Develop a formal, collaborative mechanism between local businesses and colleges for input into course content and provision of industry placements.
TPC - facilitates regular Employer Steering Groups for target sectors to inform them of curriculum reforms and invite them to input to the design, content and sequencing of programmes
Focus - Developing Bootcamp courses and ECITB Bornze and Silver awards.
CITB - Employer engagement to ensure curriculum reflects the needs of the construction industry
TCCG - curriculum development, innovation and delivery with Employer Advisory Boards established in all curriculum areas.
CMN - Gather local market intelligence and inform CMN's future plans.
and partner businesses
& Businesses CITB & Employer Network
TPC - Ongoing practice, enhanced through LSIF and UK SPF investments
TPC - College staff activityAdvisory Boards, consultation events, surveys employer voice, partnership pledge (e.g. Sustainable Construction Advisory Panel)
Employer surveys and collaboration with employers
CITB - Liaise with local employers on behalf of Training Providers - Employer forums and curriculum
TPC - Employer Steering Group minutes, Partnership Pledge sign-up record, tracking through the Navigate platform, Learner Engagement Tracking
TPC - Continues and on track Employer Connect introduced May25
Ongoing
Stakeholder and Employer-Led skills cycle drives curriculum development
Track course development CITB - Through CITB’s CRM system and internal KPIs
Ongoing Ongoing
TCCG – Manage the process
6. Develop a central, independent skills portal that allows all providers (whether academic, private, or industrial) to promote and signpost training opportunities and to match against business’ declared training needs whilst continuously monitoring need.
CC - Cornwall Opportunities – ongoing development of the portal.
TCCG & Employers
CMN & Employers
Cornwall Council
Advisory Boards & Annual surveys are used to gather employer views.
2024 - Ongoing
CC - Ongoing
CC – staff developing & populating website. Marketing of site & calls for contributions
CMN – Use intel to create future plans
Ongoing – 600 stakeholders engaged with in 2024 Ongoing
CC – tracking site content & employer feedback
CC – Website now set up & being populated – continues also with marketing
7. Formalise a framework with providers and the Skills Hub to work closely with business organisations and communities to have more targeted outreach to seek businesses that are not as engaged in business support and skills. Increase awareness of the availability of more specialist sources of help. e.g. university links to global employers and large alumni networks.
Note: The Skills Hub is now “Growth and Skills Hub*
Further detail of how networks and sector groups are used in outreach is likely to be in the refreshed Local Market Information and Skills Plan.
8. Further develop the Careers Hub and similar services and communicate their existence more widely to increase visibility.
TCCG - Building a strong network of apprenticeship ambassadors who work directly with small and medium-sized enterprises (SMEs) to promote the benefits of apprenticeships.
TPC - Social media, mailing networks from courses and events, CMG, YP, Cornwall Chamber networks. Partnership pledge, Project 50
Focus Training - Engagement through various past ESF contracts
CMN - Member engagement, CMG, YP, Cornwall Chamber business networks
All partner active in this priority Ongoing
Project 50 Ambassadors sharing experience / guidance, to help SMEs understand how apprenticeships can support their business
ALL – number of businesses engaged with Ongoing
CH - developing and supporting strategic alliances with employer groups. Include Cornwall Manufacturing Group, Mining and Minerals
Geo Resources Cluster project, Penryn Creative Collaboratives, Cornwall Construction Skills Hub, Cornwall Hospitality Collective, NHS Trust, Digital Skills Academy, linking with Cornwall College Business and Truro & Penwith College employer advisory groups and the emerging Off-Shore Wind renewables supply group. CITB
- Go Construct
Careers Hub and Partners CH - Ongoing
CH – Industry engagement & promotion of careers pathways with Cornwall Chamber of Commerce, Local Chambers, Your Partnerships, Cornwall Voluntary Sector Forum, Local Chambers and Cornwall Training Provider Network and colleges – Project 50
CH – Through meeting notes & monitoring engagement CH – Ongoing
9. Establish formal links with expert sector skills bodies across all sectors identified as strategically significant - Examples: Cornwall Manufacturers Group Academy, Cornwall Marine Network, Critical Minerals & Spaceport outreach - to provide experience for tutors as well as students.
NB. The is a sector team that also work with developing the sectors since the new Growth Strategy has been agreed. Sector skills bodies are evolving under the new strategy and link into the Economic Forum / WSB and CC
CH – As 8 above CITB - represents the sector skills body for construction
TCCG – Establish college links with sector skills bodies & regularly consult on curriculum, skills delivery etc
TPC - TPC continue to develop links with key sector groups
CH- Successful careers Hub summit
South Crofty Duchy of Cornwall Crown Estate Renewables & Marine Eng Academy St Austell Brewery Hospitality & Catering Academy and all relevant sector groups All partners
– Ongoing Ongoing Ongoing
and
CITB - Maintain and enhance links with all those associated with the construction sector across CIoS
TCCG - Partnerships
Stakeholder and Employer-Led skills cycle & Employer Advisory Boards TPC – event: STEM Geo-Resources futures day, Lab Technician apprenticeship employer forum, Engineering and Digital Industry consultation event, Step into Space career transition
CITB - Through CITB’s CRM system and internal KPIs
TCCG – Notes from and actions from meetings
TPC – as above plus event outcomes
– Ongoing
Done (could be recreated in the future)
The event allowed people to shared good practice and develop ideas
Outcomes already logged
– Ongoing with partners
– Ongoing with partners
CH - Done – 150 attendees9.06 out of 10 satisfaction rate
CITB
10 Develop a collaborative initiative to increase the supply of teachers/trainers in priority occupations and review/ improve their training if needed *
*Some key activity has been
Collaborative Recruitment and Training
• Co-designed recruitment campaigns targeting industry professionals considering a career change or those close to retirement
• Sector-specific transition programmes, allowing industry experts to gain teaching qualifications while employed.
• Dual-professional roles, allowing staff to maintain links with industry while delivering high-quality education.
• Continue Professional Development (CPD) aligned with industry standards and emerging technologies to ensure staff remain current in their fields, including ‘Back to Industry Days’.
Area-Based Strategic Planning
• Targeted investment in teaching infrastructure and resources.
• Cross-college networks to share expertise and avoid duplication.
• Flexible deivery models, including hybrid and modular teaching formats, to attract those close to retirement, part-time and industry-based staff.
*TCCG- Tutor recruitment events & work with Stakeholder and Employer-Led skills cycle & Advisory Boards
TPC – LSIF ‘Share your Skills’ marketing campaign to encourage individuals with skills in priority industry areas to explore careers in teaching and assessing.
CITB - Funding around support for tutors, trainers and assessors
TPC- Collaborated with industry to deliver apprenticeships and supporting industry staff to take on teaching roles for areas of expertise not supported by current College staff
Focus - Challenges due to industry wages often exceeding teaching salaries.
TCCG & Advisory Boards
TCCG- Ongoing
TPC and Idenna
TPC - Launched in January 2024 and ongoing
TCCG- Marketing and promotion - DfE Taking Teaching Further (TTF)
TCCG- Cornwall College KPIs
TCCG- Continues on track
TPC - Marketing analytics, event registrations, HR applicant records
TPC - LSIF/ College staff activity/ Marketing / Promo
Telecoms Engineer (with Wildanet, Composites (with Piran Composites) and Civil Engineering with Cormac
CITB – Ongoing Ongoing Ongoing
CITB - Support access to CITB Industry Impact Fund Maintaining contact with industry
CITB - Through CITB’s CRM system and internal KPIs
TPC - Underway and on track with events held in the Spring term to invite anyone interested to attend.
CITB Ongoing
Ongoing
TPC – Number of new hires & loaned tutors
Make significant increases to our teaching pay in order to attract and retain qualified staff. Offer free teaching and assessing qualifications to new hires / recruit unqualified trainers straight from industry
Noticeable improvement in our ability to fill vacancies more quickly, it has also placed considerable financial strain on the business.
CITB
11 Explore possibilities of returners to work from recent retirement to add workplace experience to course content *
12. Local Authority to establish a Task and Finish Group to explore innovation in transport to support people to access learning and work in the more remote parts of the region.
13. Assess transport provision with specific focus on underserved areas and identify where this can be improved to remove barriers for students (cost, bus routes, timings).
14 Explore opportunity to develop a CIoS wide strategy for an apprenticeship levy transfer *
Note: Strategy will be the responsibility of governance bodies. Details to be discussed for a CIoS specific pot but for now use of levy money to be more widely promoted as not all businesses understand it.
CITB - Construction Talent Retention Scheme (CTRS)
Put out calls for interested parties to get in touch.
New cabinet to be established and plan to take this forward discussed
CITB - Support employees with use of CTRS and highlight potential recruitment opportunities Social media, networks & agencies
- Through CITB’s
system and internal KPIs
Number of people taking up offer
ERB to take up with Council at appropriate time. Will be taken up with new cabinet in place as of May 2025 and linked to the latest Growth Strategy.
As SYS12 above. Commercial issues ongoing and will take time to resolve.
CITB - New Entrant Support Team (NEST) access to apprenticeship levy transfer and pledge schemes
Promote use of Levy monies to more businesses
– Ongoing Ongoing CITB - help employer understanding and access Marketing to increase interest & Knowledge
CITB - Through CITB’s CRM system and internal KPIs
Use of levy CITB – Ongoing Ongoing
1 Development of ready-forwork ‘soft’ skills through school and post-16 education *
/ Activity / Milestone Partners involved
DWP - Schools advisors present in many schools (including SEN) across Cornwall supporting with soft skills and career conversations
TPC - programme to support all learners to gain personal development and employability skills, with interview preparation, work placements, employer interactions and Skills Clinics to develop key transferrable skills. Six skills identified as key for employability
Focus - To help prepare students for the transition from education to employment offer sessions on interview techniques and what employers look for in potential candidates.
TCCG - Employability skills have been integrated into our personal development curriculum for 16-19 learners. This provision was rated outstanding by Ofsted.
2. Careers Hub to showcase new career opportunities available and develop collaborative work between colleges and employers to offer new or extended placements for all vocational courses.
CH - 4 clean energy films with teacher resources to support delivery. Clean Energy in Cornwall (cornwallopportunities.co.uk)
CITB - Funding and support for employers wishing to offer work experience opportunities
CMN - Cornwall Marine Academy (CMA) was developed to provide young people with careers guidance and real-life work experiences.
TPC / TCCG
DWP - Local school trusts/ DWP Schools Advisors
TPC and SME partners
Focus / Students
DWP - During 2024
TPC - Updated in September 2022, with ongoing improvements and enhancements made
Method of implementation and outcomes expected
DWP - F2F delivery during school visits
TPC - College staff activity / resources for Apprentices, Adult Learners (REAAL – Rounded Education for Apprentices and Adult Learners). Complemented by Career Zone facilities for CEIAG
- Assessed with all students, with Skills Clinics delivered to build these skills
Actively participate in a variety of school events, including open days and mock interview sessions
DWP - Check-ins with advisors on a monthly basis
TPC - Tracking through the Navigate platform, Tutorial Scheme of Work and Resources, Learner Engagement Tracking
DWP - Well established in majority of schools.
TPC - Continuing on track
TCCG / Students
Careers Hub Cornwall Council
TCCG - L1 Employability Skills to apprentices to provide the essential skills no longer included in apprenticeship standards.
CH - available on Cornwall Opportunities
As and when needed
TCCG – managing outputs
Ongoing
Ongoing
CH - The films have been watched more than 60 times in their first week of release.
– Ongoing
CITB - Into Work Grant
– Ongoing
CITB - Through CITB’s CRM system and internal KPIs
– Ongoing
– Ongoing
CMN - Collaboration with employers and schools.
No. of successful collaborations As above
Colleges - ongoing
/ TCCG
Colleges - ongoing
Close collaboration with the Careers Hub on the Project 50 Apprenticeship Ambassador initiative for Cornwall and ongoing work through Careers events and UK SPF projects
3. To create better, more resilient business structures develop management and leadership course content (working with business owners and managers) to support healthier, more inclusive, and diverse workforces to meet the ambition on green issues and all aspects of ESG.
TCCG- SPF – Unlocking Potential business support programmes
GH - Growth Hub delivery of business support and brokerage
CITB - Funding opportunities, and resources available through the Supply Chain Sustainability School (supported by CITB) for employers around Leadership and Management, Equality, Diversity and Inclusivity
TPC - leadership and management skills offer, including Developing Talent and Equality, Diversity and Inclusion and the recent development of a Sustainable Leader module that is a key part of the new Future Leaders Skills Bootcamp approved in May 2024.
CMN - 5 team leader apprenticeships in larger business as they are upskilling their own workforce.
TPC - Along with opportunity to follow ILM qualifications TPC has developed a series of professional masterclasses and workshops which help managers to achieve a sustainable workforce
TCCG – soon to launch Skills Bootcamps in Ecology and Conservation and Renewables to support businesses to upskill their workforce on green issues.
Focus - Potential of delivering more leadership and management. Currently offer Team Leading Apprenticeship throughout Cornwall but uptake is slow
Focus / ASF (AEB)?
TCCG- Until March 2025
GH - SPF delivery until 31st March 2025 Renewed APR 2025
TCCG- Business support activities
GH -review workforce development training, action plan outcome and referral into relevant support
TCCG- SPF KPIs
TCCG- Done
CITB - Ongoing
TPC - Ongoing but a significant focus for curriculum planning and design since 2022
CITB - Funding is available & provides toolkits, assessment tools and free training
TPC - College staff activity/ Marketing and Promotion Bespoke solutions, masterclasses and workshops
GH - Reporting into Good Growth Fund
CITB - Through CITB’s CRM system and internal KPIs
GH - Delivery ongoing
Apprenticeship courses
CMN – duration of apprenticeships 2024 - ongoing Coming soon
New Courses inc. Boosting Performance, Leading Change, The Coaching Leader, Psychological Safety in the Workplace
TPC - CPD Course Guide, Learner Records
CITB - Ongoing
Launch Skills Bootcamps
Course appraisals
Course appraisals
Course appraisals
TPC - On track Ongoing Ongoing Coming soon
Cornwall AEB (ASF) and Bootcamp funding,
Course appraisals
4 Develop recruitment and retention packs and/or workshops for employers, especially SMEs, to aid broadening candidate search *
GH - Growth Hub have commissioned Unlocking Potential to deliver the Talent Match project focused on business recruitment and retention support
CH -Careers Hub Cornerstone Employer – Seasalt have a great example of this
TCCG - To help match the right candidates with the right opportunities, we host apprenticeship recruitment days at the college.
TPC - Support apprenticeship employers including ,Apprenticeships - Skills for Life, Apprentice EmployerIntroduction and Induction, Safeguarding - Information and Guidance for employers, Effective mentoring of Apprentices and New Starters, Creating an Inclusive workplace for employees with additional needs.
Focus - Advertise apprenticeship vacancies on behalf of employers
5. Explore possibility of establishing a Young Persons Task and Finish Group to explore best practises and support the work plan of the Careers Hub. Will depend on resources and funding going forward
6. Develop a dedicated all age portal and resources to enhance and expand tailored online and telephone advice on local skills development, entrepreneurship, selfemployment and availability of wider support.
Hub, Unlocking Potential (TCCG)
GH - Business support delivered through Growth Hub “one front door”. Mentoring, workshops, training, grant funding and events.
TCCG - Dedicated apprenticeship recruitment team supporting employers and applicants through every stage of the recruitment process.
TPC - Developed and delivered seminar series
to discuss with Careers Hub to see if the priority remains feasible
be raised with the Careers Hub – administration of a group is dependent on funding and resource.
7. Develop an LMI Dashboard together with innovative career resources for foundation and priority sectors.
CH / CC - Started within Cornwall Opportunities and Careers Hub website
TPC - Use LMI To create resources for learners and inform curriculum planning and CEIAG
8. Establish a single webbased point of access for simplified training and support information for employers and the selfemployed CH / CC -This work has started within Cornwall Opportunities
9 Adapt good practice to map learning provision and then clearly promote progression pathways to high skilled jobs Include Higher level apprenticeships, degree apprenticeships and retraining opportunities in LEP priority sectors; Green – Construction – Digital Skills – Culture *
Note: Cornwall Opportunities seeks to achieve this once fully populated.
TCCG - Career progression pathways in place/in development from pre-16 through to higher education
CITB - Go Construct - library of resources inc. progression pathways
ERB - Working with Think on curriculum mapping on model skills plan. Local Skills Plan refresh. Ongoing project to formalise routes to data and methodologies to use it.
ALL providers - produce careers and provision publications, i.e. Adult Learning Guide, FE Prospectus, Apprentice Handbook
THINK & Stakeholders
TPC - Utilisation of Lightcast
– Ongoing
2024 – ongoing until decision is made on the project
TCCG - Curriculum planning process
CITB - Go Construct website
Collaboration
TCCG - College KPI monitoring
CITB - Through CITB’s CRM system and internal KPIs
ERB & THINK to meet Evidence of
Publish courses clearly and concisely
10 Develop leadership and management skills packages for SMEs in particular and give opportunity to engage in higher performance working practices *
GH - Growth Hub commissioned support delivery through multiple partners leading to improvements in leadership and management skills within CIOS businesses
TPC - skills packages for SMEs, including Institute of Leadership and Management qualifications, bespoke solutions and professional masterclasses and workshops. Tailored for specific sectors, as per the pilots trialled using LSIF in the Engineering and Manufacturing sector in areas such as Project Management and Lean.
GH, Unlocking Potential, Oxford Innovation, Uni’s of Exeter & Plymouth
GH - SPF delivery until 31st March 2025
GH - Business support delivered through the Growth Hub “One front door” includes coaching mentoring, workshops, events, cohort and 1:1 support.
GH - Report into Good Growth Fund SPF
- Delivery ongoing
TPC and SME partners
11. Local Authority to formalise a plan of using its systems to maximise opportunities for the hard to reach in apprenticeships, work and supported employment. Success to be monitored and reviewed.
Await start of the ASF in August 25 and publications of the Local Labour Market Information and Skills Plan
– autumn 25 to follow plans and to offer support on next steps.
CITB - Funding opportunities available for employers around Leadership and Management
Part of the AEB Skills Plan (Now ASF)
As part of Cornwall's devolution agreement, Cornwall Council will take responsibility for the Adult Skills Fund (ASF) for Cornwall's residents commencing August 2025.
Cornwall Council
Cornwall Council
TPC - Ongoing – part of College offer since inception
TPC - LSIF/ College staff activity/Bespoke training packages available on request - Six Sigma Green Belt offered through complementary funding stream for managers seeking to implement Lean working practices Marketing and Promotion
CITB - via the Skills & Training & Leadership & Management Funds
CITB - Ongoing
Plan approved at Cabinet 8 May 2024. Goes to DfE 31st May 2024 for approval
Commissioning plan agreed NOV 24 Take responsibility AUG 2025
TPC - CPD Course Guide, Learner Records
CITB - Through CITB’s CRM system and internal KPIs
CC – AEB Plan
See approved plans: CC – Management
CC - Management Done Ongoing
CITB
GH
TPC - continues on track Ongoing
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