Cornwall and IOS LSIP

Cornwall and Isles of Scilly Local Skills Improvement Plan Annual Progress Report June 2025 fsb.org.uk

Cornwall & Isles of Scilly | Local Skills Improvement Plan | Annual Progress Report 2025

Contents Acknowledgements . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 Purpose and who this publication is for . . . . . . . . . . . . . . . . . . . . . . . . 4 Summary of the CIoS LSIP . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 Strategic and economic context update . . . . . . . . . . . . . . . . . . . . . . . . 6 What has been achieved so far? . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 What still needs to be achieved? . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 Annex A - Priorities and actions (Roadmap) . . . . . . . . . . . . . . . . . . . . 19

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Cornwall & Isles of Scilly | Local Skills Improvement Plan | Annual Progress Report 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

Front Cover: Truro and Penwith College – Renewable skills centre opening May 2025

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Cornwall & Isles of Scilly | Local Skills Improvement Plan | Annual Progress Report 2025

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.

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.

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.

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Cornwall & Isles of Scilly | Local Skills Improvement Plan | Annual Progress Report 2025

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

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”.

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 fsb.org.uk

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Cornwall & Isles of Scilly | Local Skills Improvement Plan | Annual Progress Report 2025

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 fsb.org.uk

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: • D istinctive (the unique strengths): Minerals, Renewables, Space and Marine.

• C ore (the heart of Cornwall’s economy): Visitor Economy, Agri-Food, Creative and Cultural.

• F oundational (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.

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Cornwall & Isles of Scilly | Local Skills Improvement Plan | Annual Progress Report 2025

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.

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.

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 fsb.org.uk

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Cornwall & Isles of Scilly | Local Skills Improvement Plan | Annual Progress Report 2025

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 fsb.org.uk

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.

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Cornwall & Isles of Scilly | Local Skills Improvement Plan | Annual Progress Report 2025

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).

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.

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. fsb.org.uk

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Cornwall & Isles of Scilly | Local Skills Improvement Plan | Annual Progress Report 2025

LSIF KPI’S Building Futures Target

Building Futures Actual 28/02/25

Engineering Futures Target

Engineering Futures Actual 28/02/25

1. Number of new Level 3 courses aligned to LSIP priorities

16

13

13

14

2. Number of new Level 4 courses aligned to LSIP priorities

N/A

N/A

2

1

3. Forecast learner starts on new Level 3 courses

112

98

125

136

4. Forecast learner starts on new Level 4 courses

N/A

N/A

20

0

5. Number of learners forecast to undertake learning using new facilities/equipment created under the LSIF

620

424

560

262

6. Number of employers reporting that training is giving learners the skills needed

10

48

25

17

7. Number of employers providing industry placements to FE teaching staff

8

4

9

13

8. Number of teaching staff undertaking CPD or benefitting from cascade training

26

27

43

39

9. Number of new teaching facilities created (e.g., number workshops / classrooms refurbished / fitted out with new industry standard equipment)

7

6

10

8

Output By March 2025

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Cornwall & Isles of Scilly | Local Skills Improvement Plan | Annual Progress Report 2025

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.

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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.

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Cornwall & Isles of Scilly | Local Skills Improvement Plan | Annual Progress Report 2025

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)

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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 12

Cornwall & Isles of Scilly | Local Skills Improvement Plan | Annual Progress Report 2025

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 fsb.org.uk

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 13

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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. fsb.org.uk

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.

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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.

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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 - O n 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. fsb.org.uk

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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 fsb.org.uk

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.

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Cornwall & Isles of Scilly | Local Skills Improvement Plan | Annual Progress Report 2025

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.

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.

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 fsb.org.uk

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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)

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Priority

Action / Activity / Milestone

Partners involved

Timescales

Method of implementation and outcomes expected

Monitoring arrangements

Progress Status

Sector

Priority from the LSIP – clearly show any additions, changes.

Action / activity or milestone connected to the priority – clearly show any additions, changes etc.

Detail the role & responsibilities of the ERB and relevant partners

Start and likely end dates original and any revisions

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.

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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

TCCG

TCCG - New provision developed by Mar 2024.

Delivery to commence Sept 2024 onwards

TCCG - LSIF & SPF – increased number of learners on new courses aligned to LSIF priorities

TCCG - LSIF & SPF KPI monitoring

TCCG - On track

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.

TPC and business partners

TCCG – Stakeholder & Employer Led Skills Cycle TCCG – TCP- South West Water & other stakeholders and businesses – Project50 Apprenticeship Ambassadors TCP – Employer Connect

TCCG, Stakeholders & Employers

TPC - Launched in September 2023 and ongoing

2024/25 Academic Year – Ongoing March 2025 start Ongoing

TPC - Underway and on track

TPC - College staff activities/ Marketing and Promotion Increase employer engagement

Stakeholders & employers invited Events, marketing & physical sign up to be Ambassadors Stakeholders & employers invited

All partners sign up to profile Apprenticeships

TPC - Tracking student / employer interactions via the Navigate system and reviews of businesses signed up to the Partnership Pledge

May 2025 start Ongoing

TCCG tracking engagement

600 Engagements and increased placements

Numbers of sign-ups & increase in Apprentices

30 out of 50 sign-ups gained

TCCG tracking engagement

First meeting of group May25 then ongoing

TCCG, Stakeholders & Employers 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

3. D evelop a local, higher level STEM strategy to boost HE participation.*

WSB / CC – Update of the Labour Market & Local Skills Strategy

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Partners have produced their own handbooks

2024/2025 Academic Year and ongoing

Annual production of handbooks either physical or online.

Regular updating of content, especially online.

Providers, Stakeholders & Employers

Publish Autumn 25

Implementation of actions via sector groups etc

Content regularly reviewed and updated by partners marketing teams & feedback given from ERB & Employers

Handbooks available 2024/25 to be revised next academic year

Monitored by WSB, Economic Forum & CC

Present to WSB for approval July25

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Priority

Action / Activity / Milestone

Partners involved

Timescales

Method of implementation and outcomes expected

Monitoring arrangements

Progress Status

4. Build on the example of the Cornwall Manufacturers Group Academy for other sectors.

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.

CMN / CMA delivering vocational training and work experience

CMN / CMA created 2008 ongoing 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

CMA - Monitor course take up E.g. Has helped over 35,000 young people. Currently offering 28 short courses

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 - Marine Engineering Academy (Duchy & Crown Estate sponsored) (NB: Also St Austell Brewery sponsored Catering &Hospitality Academy) 5. Develop a specific, new emerging opportunities Careers IAG with specialist sectors, identifying high value jobs and pathways to inform and inspire.

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 - trained staff member to level 6 Diploma in Career Guidance & Development.

TCCG– Internal monitoring

CMN – 3rd Cohort Cockwells Apprentices

CMN – Managing scheme

TCCG / CMA – Remains on track & expanding e.g.

Superyacht Eng. & Coastguard Quals.

TCCG– Launching Sept 24 CMN/CMA – 2025

TCCG – Catering CMN / CMA CMN

CMN - Strengthen services and focused sector info.

CMN - done

CMN – with Falmouth Uni created 3D college view walk through tool

CMN

2024 – Ongoing

CMN – use of new technology

CMN – monitor use

Currently in use

TCCG – TPC – Focus – Careers Hub – Digital Futures - Programme of Careers Outreach TCCG - 3X L6 trained staff - TPC - 10 staff quals (inc.

6 at L6)

TCCG – TPC – Focus – Careers Hub – Digital Futures etc.

2024 – Ongoing

ALL - Specialist events, web pages, info. High level Careers IAG staff - leaflets – Recruitment & experience days

ALL PARTNERS – monitor outputs

Wide coverage e.g. TCCG - 50 schools / over 300 pre-16 learners each year 2023/24 & 24/25

CMN

CMN – 2024 (need funds to continue)

CMN – Manager to keep under review

CMN - seeking more funding

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,

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TCCG -Falmouth Marine School

TCCG – More Marine apprenticeships

Boatbuilders & Eng tutors

TCCG – Completed initial planning now ongoing TCCG

TPC and business partners

TCCG- July 2024 (ongoing)

TPC Launched in July 2022 and 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

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Priority

Action / Activity / Milestone

Partners involved

Timescales

Method of implementation and outcomes expected

Monitoring arrangements

Progress Status

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

TCCG & DfE TTF

TCCG- May 2024 (ongoing)

TCCG-Marketing and promotion

TCCG– Numbers recruited

TCCG- Continues on track

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 and Idenna LSIF/ College staff

TPC - Launched in January 2024 and ongoing

TPC - Marketing analytics, event registrations, HR applicant records

TPC – Continues on track

TPC – numbers of guest lecturers

TPC – Started to good effect

CMN – Can add face to face.

Courses to fit employer need.

CMN – Number of courses taken

CMN – complete – UK platform with Maritime UK ongoing

TCCG- employer training platform

TCCG– Enrolments

TCCG- On track 2025 = 47 courses

GH - Workshops/ mentoring - increased productivity & efficiency

GH - Contracted through Good Growth Fund SPF.

CC & DCC – Promote next phase

College monitoring

8. Make virtual courses and distance learning available to a wider business audience.

TPC – Collaborate with business on lending staff to teach

TPC – work with employers to lend teaching staff TPC – Wildanet – Piran Composites Cormac etc.

TPC – 2024 Ongoing

CMN - all courses are now available online.

CMN

TCCG- Online platform continues being developedAlso Adult Innov. Online

TCCG

CMN – Now & adding a UK-wide platform for course delivery.

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

Growth Hub / CMG

GH - SPF funded until 31st March 2025

TPC – Online webinars

Cornwall Council & Devon Council

Now/ ongoing

Focus Training – online electrical

TPC – Business Reg. Support

Now / Ongoing

Focus Training 9. L ocal DWP to communicate support to CIoS businesses for in work progression for those on UC.*

DWP - In-Work Progression lead in post.

TCCG– Ongoing

GH - Delivery open

Started, set to expand

Webinars

Ongoing TPC Monitor Attendance

Online course elements Now / Ongoing

Ongoing Focus - Monitor

DWP (local and national teams)

DWP - Projected completion for employer information – June 2024.

DWP - use existing contacts to share information across CIOS businesses & add to the Cornwall Opportunities page.

Part of courses

DWP - Regular checkpoint calls with In-work progression lead

DWP – Needing updates due to change of personnel

CMN – Supporting less able cohorts with employablity skills

CMN

2024

TCCG outcomes of learners – 7 X L1 Basic Cons – 39 X L1 Future Cons – 35 X work Exp

CMN – Manage

CMN – ongoing where possible

TCCG – Construction Skills Hub – SPF Funded work with DWP

TCCG – DWP

2024 – ongoing

Meetings & promotion

TCCG / DWP -manage

TCCG – ongoing

TPC – SWEP Partners

2024 - Ongoing

TCP - Monitor

TPC - Ongoing

DWP - Supporting information for employers currently in development

TPC – Work with SWEP partners promoting availability

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TPC - Marketing and Promotion / Spring term events

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Priority

Action / Activity / Milestone

Partners involved

Timescales

Method of implementation and outcomes expected

Monitoring arrangements

Progress Status

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.

CMN

CMN - Ongoing

TCCG - Ongoing

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.

CMN - Continues

TCCG

Growth Hub

GH - SPF delivery until 31st March 2025

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

ALL – Project 50 Ambassador Scheme

TCCG – TPC – SW Water etc

March 2025 – ongoing

ALL – Events & sign-ups to ambassadors

Project 50 team – manage

Ongoing

Outreach / Awareness of courses

ALL Providers

Ongoing

Open days, events etc

ALL - attendance

Ongoing

11. Further develop the CIoS Skills Hub or online skills information portal and promote / communicate existence more widely.

GH - ESIF Skills Hub project absorbed into SPF funded Growth Hub continuation of business skills support

Growth Hub

GH - SPF delivery until 31st March 2025 (continues under SPF)

GH - Business review, development and training plans with action plan / signpost.

GH - Delivery of the Growth Hub through Good Growth Fund.

GH - Delivery Continues 2025

CC - Cornwall Opportunities portal with new courses being added alongside local training provider offers.

Cornwall Council

CC - Now

CC - Ongoing development & promotion

CC – Council monitoring

CC – Website live Increase adding information

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.

CMN

CMN – Now

CMN – Gather intelligence

CMN - Businesses seeking progression opportunities GH - Delivery of the Growth Hub through Good Growth Fund.

Growth Hub

GH - SPF delivery until 31st March 2025

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 - higher-level accreditation & referrals to LSIF partners. GH - Delivery complete

WSB – CC Local Market Info & Skills Report

ALL Providers / Employers / ERBs

Ongoing

Regular monitoring & resultant action

WSB Meetings

Now & ongoing

TCCG- Strategic Development Fund and LSIF – investment in VR equipment for marine & engineering

Cornwall Council and LSIF

TCCG - May 2024 – Sept 2024

TCCG - LSIF investment

TCCG- LSIF KPIs

TCCG-complete

Providers have new VR equipment which is now in use.

TCCG – TPC – CMN - Focus

2024 - ongoing

LSIF, SPF & Complimentary funds

ALL- Monitor use & need for expansion

Ongoing

TCCG- Employer engagement GH - Growth Hub Business and Skills Reviews. Workforce development and training plans

13. Industry and providers to collaborate on existing work in virtual reality training in construction and marine and assess how this could be expanded.

fsb.org.uk

TCCG – Continues on track

GH - Delivery Complete

23

Construction & Retrofit

Cornwall & Isles of Scilly | Local Skills Improvement Plan | Annual Progress Report 2025

Priority

Action / Activity / Milestone

Partners involved

Timescales

Method of implementation and outcomes expected

Monitoring arrangements

Progress Status

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.

TCCG- LSIF & SPF – employer engagement / Construction Skills Hub

TCCG

TCCG– Ongoing

TCCG- LSIF & SPF investment

TCCG- LSIF & SPF KPIs

TCCG- Continues on track

TPC - collaboration with Construction industry businesses and stakeholders via direct partnerships and the Sustainable Construction Advisory Panel (SCAP).

TPC and business partners

TPC - Launched in May 2023 and ongoing

TPC - LSIF/ UK SPF Construction Skills Hub/ College staff activities/ Marketing and Promotion

TPC - SCAP Attendee List and Minutes/ CPD Course Guide/ Schemes of Work

TPC – Continues on track

CITB - Advisors to liaise with local employers on behalf of Training Providers

CITB - Through CITB’s CRM system and internal KPIs

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- SPF – DWP/JCP and construction sector engagement to develop and deliver pre-site training and work experience

CITB - Employer engagement with employer forums and curriculum groups to ensure curriculum reflects the needs of the construction industry

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

CITB - Ongoing

TCCG

TCCG- Delivery from June 2024 ongoing

TCCG- SPF KPIs

CITB – Continues on track

TCCG- Now developed and on track – 35 on work placement

DWP – Ongoing DWP / JCP

DWP – Now / ongoing

CH -Ongoing Careers Hub

CH – Now / Ongoing

TPC, Vistry, Jobcentre Plus and business partners

TPC - Launched in January 2024 and ongoing June 2024 -Launch Hard Hat Ready

CITB - Funding and support for employers wishing to offer work experience opportunities

TPC - UK SPF Construction Skills Hub/ College staff activities/ Marketing and Promotion

TPC - CPD Course Guide/ Schemes of Work

CITB - Into Work Grant Careers CITB - Ongoing CITB

fsb.org.uk

TCCG- SPF investment in adult engagement and career progression

SCAP - resulted in arrangements for businesses to support with delivery e.g.

Naked Solar

Funding through Employer Networks

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 - Through CITB’s CRM system and internal KPIs

24

Construction & Retrofit

Cornwall & Isles of Scilly | Local Skills Improvement Plan | Annual Progress Report 2025

Priority

Action / Activity / Milestone

Partners involved

Timescales

Method of implementation and outcomes expected

Monitoring arrangements

Progress Status

3. A ctively promote opportunities and incentivise those looking to exit industry, or recent retirees, to be a guest speaker or support tutor.*

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.

TCCG

TCCG- May 2024 (ongoing)

TCCG- Marketing and promotion

TCCG- No. individuals recruited TPC - Marketing analytics, event registrations, HR applicant records

TCCG- Ongoing

CITB - Construction Talent Retention Scheme (CTRS)

CH - Construction and Built Environment careers outreach offer 4. Registration area on online skills portal for potential industry experienced tutors.

Create a support package to build a bank of contacts.

5. “Train the Trainer” courses to maximise ability and confidence to articulate experience and skills.

TPC and Idenna

TPC - Launched in January 2024 and ongoing

TPC - LSIF/ College staff activity/ Marketing and Promotion

CITB

CITB – Ongoing

CITB - Support employees with use of CTRS and highlight potential recruitment opportunities CH - resources/info & engage with the sector to build capacity

CH / Construction Partners

2024 - ongoing

Cornwall Opportunities website - LIVE

Cornwall Council

Now / ongoing

CITB - Funding around support for tutors, trainers and assessors

CITB

CITB Ongoing

TPC – share your skills & TCCG outreach to encourage participation

TPC & TCCG

Ongoing

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.

TPC

CITB

TPC - Continues on track.

Spring term events for anyone interested to meet with college managers and HR representatives

CITB - Through CITB’s CRM system and internal KPIs CH – Monitor take up 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

TPC - Established provision

TPC - College staff activity/ Marketing and Promotion

TPC - CPD Course Guide, learner records

CITB - This opportunity is currently being explored internally

CITB - Potential grants available to employers for ‘Train the Trainer’ courses

CITB - Through CITB’s CRM system and internal KPIs

TCCG

Ongoing

TCCG - College staff activity/ Marketing and Promotion

CMN – Exploring options following Maritime UK conference

CMN / Maritime UK

2024 onwards

TCCG- Expanding use of the current QR system

TCCG

Ongoing

Numbers taking up offer

CC -Website live & info added daily CITB – ongoing

Ongoing

TPC - Continues on track to equip industry professionals to translate their skills into teaching and learning

CITB - Potential funding

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.

fsb.org.uk

CITB – Active

TCCG - CPD Courses, learner records

TCCG - Ongoing

Research on tech available

CMN – manage progress

Ongoing

Sharing across departments

TCCG - Management

Ongoing

25

Priority

Action / Activity / Milestone

Partners involved

Timescales

Method of implementation and outcomes expected

Monitoring arrangements

Progress Status

Construction & Retrofit

7. Providers to embed the awareness and practical application of relevant software programmes e.g.

AutoCAD and Solidworks into all relevant courses.

TCCG – Embedding digital elements into engineering courses

TCCG

Ongoing

CAD CAM software including Solidworks and MasterCam – L2 Eng. Diplomas & integrated software with new engineering Workshop refit

TCCG – Monitor student outputs in software capabilty

Ongoing

Digital

Cornwall & Isles of Scilly | Local Skills Improvement Plan | Annual Progress Report 2025

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.

DWP Cornwall Partnership Managers promoting digital skills offers across JCPs to increase visibility.

DWP

DWP - Ongoing/ad hoc

DWP - Partnership Managers monitoring provision and sharing as appropriate

DWP - Ongoing. Digital skills are a gap with DWP’s clients

CH - Digital skills offers added to the Cornwall Opportunities portal e.g., Skills Bootcamps and SPF Digital Futures project.

DWP - Information shared through meetings and emails.

Monitor as more move to Universal Credit from legacy benefits from Sept 2024.

Careers Hub Cornwall Council

TPC - UK SPF/ College staff activity/ Marketing and Promotion

TPC - CPD Course Guide, Digital Futures website, Cornwall Opportunities

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!

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.

Working with Digital Futures to increase outreach

3. More outreach is needed with a focus on delivering apprenticeships and in work qualifications as per priority occupations.

CMN now only BCS approved centre (non-college) locally for qualifications and digital badges.

Working with tutors from Industry to bring expertise into the classroom

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

fsb.org.uk

TPC and Digital Futures Partners

TPC - Launched in January 2024 and ongoing

CH – Done TPC – Continues on track.

Website & social media presence promoting Digital Futures Cornwall | training | Cornwall, UK

TCP – CMN etc.

2024 – ongoing

VR Tour of Cockwells, Software Cornwall, Tech masterclasses, events etc

Digital Futures Outputs

Ongoing

TCP / Piran Composites

2024 -ongoing

Piran Composites provide staff to teach

TCP – manage relationship

Ongoing

CMN

CMN – Now/ongoing

CMN – Promote & deliver

CMN – Monitor for take up

CMN - New digital course offer created and available.

Commissioned 20 additional ASK sessions

Careers Hub

CH – ow / ongoing

CH – Promote & deliver

CH – Monitor for take up

TPC – TCCG - CMN

2024 - ongoing

Applying technology and course content

Course content & take up

Ongoing

26

Digital

Cornwall & Isles of Scilly | Local Skills Improvement Plan | Annual Progress Report 2025

Priority

Action / Activity / Milestone

Partners involved

Timescales

Method of implementation and outcomes expected

Monitoring arrangements

Progress Status

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

DWP - Youth Leads in post in all 11 Jobcentres in Cornwall.

Promoting digital skills offers and pathways by signposting to provision based on need

DWP, (People Hub, YEP, Whitehead & Ross, Cornwall Marine Network, Real Ideas)

DWP – 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 – Report compete

CH - Now submitting funding proposals in order to increase awareness of Tech jobs and skills

NB Digital Skills Partnership no longer exists since dissolution of the LEP. Digital Futures is now operating in this digital sector capacity.

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.

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.

Careers Hub & South West Social Mobility Commission

TPC and Digital Futures Partners

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.

CH – Monitor awareness

TPC - Launched in January 2024 and ongoing

TPC - CPD Course Guide, Digital Futures website, Cornwall Opportunities

TPC - Continues on track with Digital Futures

TCCG – monitoring

Live & ongoing

TPC – Manage operations

Live & ongoing

CH-200 students living in areas of high deprivation

CH - Done

2025 – ongoing

TCCG – DWP –JCP

2024 – ongoing

TPC - Cyber essentials CH - Delivered tech Skills and aspirations workshops

TPC- UK SPF/ College staff activity/ Marketing and Promotion

CH - ongoing

TCP CH

CH-during the 2024 Autumn term

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.

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.

N/A – Priority no longer relevant

N/A

N/A

N/A

N/A

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.

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.

Not started

Digital Futures?

Not Started

__

ERB to speak to Digital Futures

This will priority be put to Digital Futures. Could be adapted to be a 2hr monthly masterclass?

fsb.org.uk

27

Digital

Cornwall & Isles of Scilly | Local Skills Improvement Plan | Annual Progress Report 2025

Priority

Action / Activity / Milestone

Partners involved

Timescales

Method of implementation and outcomes expected

Monitoring arrangements

Progress Status

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

ALL Partners

Ongoing

Curriculum Mapping, LMI, Model Skills Plan etc. Share with partners at meetings, events & 1-2-1

All to ensure that data they have is shared appropriately

Ongoing

9. M ap 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/

TPC Lead Partner of Digital Futures Cornwall, UK SPF project.

2024

Media campaign

TPC / Digital Futures

Complete

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.

In development

TPC / Digital Futures

To be stated when developed

In development

ERB to monitor progress with TPC

TPC are developing a proposal through the Digital Futures Cornwall project

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.

TCCG – Wave 6

Ongoing

TCCG Wave 6 offer Marketing and Apprenticeship Recruitments teams are working with local businesses and employers to promote the offer. TPC - marketing via https://www. digitalfuturescornwall.co.uk/

TCCG – Manage project

Ongoing

TPC - Introduction to AI, automation technologies and future technologies

TPC - Lead Partner of Digital Futures Cornwall, UK SPF project.

Ongoing

TPC / Digital Futures Manage

Ongoing

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.

WSB

Strategy to be published in Sept 20025

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

fsb.org.uk

Details will be available after consultation and publication of the strategy

28

Green

Cornwall & Isles of Scilly | Local Skills Improvement Plan | Annual Progress Report 2025

Priority

Action / Activity / Milestone

Partners involved

Timescales

Method of implementation and outcomes expected

Monitoring arrangements

Progress Status

1. Explore an opportunity for green vouchers for businesses to encourage investment in upskilling / reskilling in support to green transition.

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 and the Future is Green delivery partners

TPC- Launched in January 2024 and ongoing

TPC - UK SPF/ College staff activity/ Marketing and Promotion

TPC - CPD Course Guide, website, learner records

TPC - Underway and on track inc. in Carbon Literacy, Electric Vehicle technology and Retrofit and Renewables.

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.

fsb.org.uk

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.

04/09/2024 - 90% of the course fee covered by DfE for SMEs.

Done

CMN – Future is Green

2024 – only repeatable if funding is available for vouchers

Aim to engage more businesses with 'green' consultancy services during the 4th year of SPF.

Done

Celtic Sea – FLOW - £4.5m investment package will support move to facilitate

Good Growth Fund / Cornwall

CC – MAY 24 ongoing

CC – Growth Board / Economic Forum

CC - Production of research report

Celtic Sea FLOW to lead sector developments with CC & Economic Forum

Celtic Sea Economic Forum CC

Celtic Sea FLOW Commission under L2 Devo deal

Economic Forum and FLOW Commission

Growth Strategy

Ongoing

CC – Funding for FLOW agreed Ongoing

29

Green

Cornwall & Isles of Scilly | Local Skills Improvement Plan | Annual Progress Report 2025

Priority

Action / Activity / Milestone

Partners involved

Timescales

Method of implementation and outcomes expected

Monitoring arrangements

Progress Status

3. Improve visibility of existing green training provision.

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

CMN

CMN – Now / 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

CMN – Ongoing with any current offers

CH/CC – Check engagement

Done

TPC - LSIF/ UK SPF/ College staff activity/ Marketing and Promotion

TPC - CPD Course Guide, website, learner records

TPC – Continues & on track

CITB - Through CITB’s CRM system and internal KPIs

Live

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.

fsb.org.uk

TCCG

TCCG– Ongoing

Careers Hub / Cornwall Council

CH / CC - ongoing

TCCG- LSIF & SPF KPIs

TCCG- On track & continues

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.

TPC and the Future is Green delivery partners

TPC - Launched in January 2024 and ongoing

CITB - Directory of ‘green’ training provision for employers

CITB - have an employer toolkit available for employers CITB

CITB - Ongoing

30

Green

Cornwall & Isles of Scilly | Local Skills Improvement Plan | Annual Progress Report 2025

Priority

Action / Activity / Milestone

Partners involved

Timescales

Method of implementation and outcomes expected

Monitoring arrangements

Progress Status

4. D evelop 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

TCCG - (lead) & Partners*

TCCG– Ongoing

TCCG- SPF funded programme delivery

TCCG- SPF KPIs

TCCG- On track

GH - Funded and reporting into Good Growth Fund SPF

GH - Delivery ongoing CITB – ongoing

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

Growth Hub

CITB CMN TPC

TCCG

fsb.org.uk

CITB – Ongoing CMN -Ongoing TPC - Ongoing

TCCG- Sept 2024 (onwards) 2024 - onwards

TCCG / SPF

DWP - During 2024 Local school’s trusts/DWP Schools Advisors

Growth Hub, People Hub, Careers Hub, + Providers CH / CC

CITB - Through CITB’s CRM system and internal KPIs CMN - Managing TPC – Funding outputs

TCCG- School engagement activity

TCCG- SPF KPIs

Pre-16 Green Skills Careers and Pathways Manger DWP - F2F delivery during school visits

TCCG - Management

GH - Partnership working and collaboration

DWP - Check-ins with advisors on a monthly basis GH - Funded and reporting into Good Growth Fund SPF

CH /CC Via Cornwall Opportunities

CH/CC Monitor take up

Outreach continues

RJ Working module developed for FE students

TPC – numbers attending events / outreach

Event & Careers Fair 2024 -done

Complementary funding stream

GH - SPF Delivery until 31st March 2025

CMN - Ongoing TPC - Ongoing

TCCG- On track 20 school workshops - 15 assemblies - 3,000 students reached so far DWP - Has begun to be delivered on visits

GH - Delivery ongoing

Live asap

CH / CC - By the start of the new academic year

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.

GH - SPF delivery until 31st March 2025

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 TPC with funding support through complementary funding streams.

TPC with Westcountry Rivers Trust, Cornwall Wildlife trust and South West Water.

Ongoing outreach Done -More than 60 students took part.

31

Green

Cornwall & Isles of Scilly | Local Skills Improvement Plan | Annual Progress Report 2025

Priority

Action / Activity / Milestone

Partners involved

Timescales

Method of implementation and outcomes expected

Monitoring arrangements

Progress Status

6. F orm 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.

Growth Hub, University of Exeter, Duchy College

GH - SPF Delivery until 31st March 2025

GH - Working with IOS businesses on Soil Quality and improving biodiversity as well as B Corp application and grant funding. CITB Industry 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

GH - Done

CITB - Access research to scope out future skill needs Future is Green Project partnering with Celtic Sea Power for Offshore Wind developing links with key sector groups.

CITB

CITB – Ongoing

Future is Green, Celtic Sea Power TPC TCCG

Ongoing

Encouraging young people into high level green skills.

TCCG – CMN – TPC - CH & strategic businesses

fsb.org.uk

2024 - ongoing

CITB - Through CITB’s CRM system and internal KPIs

Active

Future is Green outputs Events done, more to come.

Partnerships continue.

Partners monitor their outputs Ongoing

32

Local Skills System

Cornwall & Isles of Scilly | Local Skills Improvement Plan | Annual Progress Report 2025

Priority

Action / Activity / Milestone

Partners involved

Timescales

Method of implementation and outcomes expected

Monitoring arrangements

Progress Status

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) TCCG Building into tutorial programme for 16-19 learners. Now offering L1 Employablity Skills

CMN (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

CMN – has had excellent feedback. TCCG- Continuing on track – OFSTED OUTSTANDING

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.

TCCG– Ongoing

TCCG

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

DWP - Ongoing, in place since October 2022

DWP - F2F delivery in JCPs

DWP - Monthly meetings between NCS and DWP to check progress of provision

DWP - Good delivery across JCPs in Cornwall. Some gaps identified but working to rectify.

CC – Monitor by Council Cabinet

CC – approved 2024

DWP / NCS

CC - AEB Skills Strategy to develop core employability skills.

Now ASF CH - work with schools and colleges to help embed core employability skills frameworks

TCCG– Internal

CC – May 2024 / ongoing Cornwall Council

CC – Delivery of AEB Skills Strategy

CH – Now / ongoing

CH – Use of tools like Skillsbuilder

TPC - Updated in September 2022, with ongoing improvements and enhancements made

TPC - College staff activity / employer input / resources for Apprentices and Adult Learners (REAAL – Rounded Education for Apprentices and Adult Learners) Employer Engagement Board

Careers Hub

CH – ongoing CH – Regular reporting TPC - Underway and on track TPC - Tracking through the Navigate platform, Tutorial Scheme of Work and Resources, Learner Engagement Tracking

TPC

Now introduced Employer Connect

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.

fsb.org.uk

Employer Eng Board Will monitor

From May 2025

DWP - F2F/Telephone/Video delivery from JCPs / Disability Emp Advisors, 50+ Work Coaches, Youth Employability Coaches in place in every JCP

DWP - Monitored as part of DWPs business as usual processes

DWP – ongoing

Ongoing

Skills Framework

Regular contact with TPC & CH

Ongoing

Publication due Autumn 2025

Consultation by Exeter Uni

WSB / CC

Live

TPC & Various Businesses

May 2025 onwards

DWP – Internal processes in place to support with general employability and focus on specific barriers (health, additional needs etc).

DWP

DWP – Ongoing

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

CH -TPC

WSB / CC Local Market Intel & Skills Plan

WSB / CC – Exeter Uni & all stakeholders

33

Local Skills System

Cornwall & Isles of Scilly | Local Skills Improvement Plan | Annual Progress Report 2025

Priority

Action / Activity / Milestone

Partners involved

Timescales

Method of implementation and outcomes expected

Monitoring arrangements

Progress Status

3. Develop and implement an essential skills short course programme for employed staff.

TCCG - delivering a range of interventions* leading to increased pathways to L2 maths.

TCCG – SPF Multiply

Ongoing

SPF funded Multiply project

SPF Monitoring

TCCG -engaged 385 learners

*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

Focus Training - Maths and English master classes provided for staff to enable more efficient embedding of maths and English into the curriculum.

Focus Training

Ongoing

Staff masterclasses

Focus Monitor outcomes

CMN – Digital Skills

Ongoing

Digital Skills Project - bespoke courses

Skills Project Monitoring

TPC – DWP – SPF Multiply

Ongoing

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

SPF Monitoring

4. I nclude 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.*

CC - Open Badge Factory account and piloting new digital badges with AEB

Cornwall Council

CC – Ongoing

CC - piloting new digital badges included in AEB plan.

CC – Project monitoring Check if still live.

CC – account open / pilot planned

TCCG

Ongoing

TCCG – Management

Implemented & ongoing

TCP Management

Implemented & ongoing

CMN - develop Excel & digital life skills' TPC - L1 & L2 functional skills in English and Maths offered.

L1 Essential Digital Skills also available.

TCCG - Support apprentice employers to have an apprentice (inc: Apprenticeships - Skills for Life, Apprentice Employer - Introduction and Induction, Safeguarding Information 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.

Ongoing Ongoing

Courses provided to staff

TPC

fsb.org.uk

Bitesize session series Complementary funding streams developing bite-sized non-qual skills sessions for Digital and Green

Ongoing

Ongoing

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Local Skills System

Cornwall & Isles of Scilly | Local Skills Improvement Plan | Annual Progress Report 2025

Priority

Action / Activity / Milestone

Partners involved

Timescales

Method of implementation and outcomes expected

Monitoring arrangements

Progress Status

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

TPC and partner businesses

TPC - Ongoing practice, enhanced through LSIF and UK SPF investments

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

CITB

TPC - College staff activity Advisory Boards, consultation events, surveys employer voice, partnership pledge (e.g. Sustainable Construction Advisory Panel)

Focus & Businesses

Employer surveys and collaboration with employers

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.

Ongoing

CITB & Employer Network CITB Ongoing

fsb.org.uk

CC - Cornwall Opportunities – ongoing development of the portal.

Cornwall Council

TCCG – Manage the process Ongoing – 600 stakeholders engaged with in 2024 Ongoing

Advisory Boards & Annual surveys are used to gather employer views.

CMN & Employers

Ongoing

Ongoing

Ongoing

CMN - Gather local market intelligence and inform CMN's future plans.

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.

CITB - Liaise with local employers on behalf of Training Providers - Employer forums and curriculum Stakeholder and Employer-Led skills cycle drives curriculum development

TCCG & Employers

Track course development CITB - Through CITB’s CRM system and internal KPIs

CMN – Use intel to create future plans

2024 - Ongoing CC - Ongoing

CC – staff developing & populating website. Marketing of site & calls for contributions

CC – tracking site content & employer feedback

CC – Website now set up & being populated – continues also with marketing

35

Local Skills System

Cornwall & Isles of Scilly | Local Skills Improvement Plan | Annual Progress Report 2025

Priority

Action / Activity / Milestone

Partners involved

Timescales

Method of implementation and outcomes expected

Monitoring arrangements

Progress Status

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.

TCCG - Building a strong network of apprenticeship ambassadors who work directly with small and medium-sized enterprises (SMEs) to promote the benefits of apprenticeships.

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

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

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.

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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

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

36

Local Skills System

Cornwall & Isles of Scilly | Local Skills Improvement Plan | Annual Progress Report 2025

Priority

Action / Activity / Milestone

Partners involved

Timescales

Method of implementation and outcomes expected

Monitoring arrangements

Progress Status

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.

CH – As 8 above CITB - represents the sector skills body for construction

CITB

CITB – Ongoing

CITB - Maintain and enhance links with all those associated with the construction sector across CIoS

CITB - Through CITB’s CRM system and internal KPIs

CITB – Ongoing

South Crofty Duchy of Cornwall Crown Estate Renewables & Marine Eng Academy St Austell Brewery Hospitality & Catering Academy and all relevant sector groups

Ongoing

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

TCCG – Notes from and actions from meetings

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

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

Ongoing

TPC – as above plus event outcomes

TPC – Ongoing with partners

Outcomes already logged

CH - Done – 150 attendees 9.06 out of 10 satisfaction rate

The event allowed people to shared good practice and develop ideas

CH- Successful careers Hub summit All partners

TCCG – Ongoing with partners

Done (could be recreated in the future)

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37

Local Skills System

Cornwall & Isles of Scilly | Local Skills Improvement Plan | Annual Progress Report 2025

Priority

Action / Activity / Milestone

Partners involved

Timescales

Method of implementation and outcomes expected

Monitoring arrangements

Progress Status

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

*TCCG- Tutor recruitment events & work with Stakeholder and Employer-Led skills cycle & Advisory Boards

TCCG & Advisory Boards

TCCG- Ongoing

TCCG- Marketing and promotion - DfE Taking Teaching Further (TTF)

TCCG- Cornwall College KPIs

TCCG- Continues on track

TPC and Idenna

TPC - Launched in January 2024 and ongoing

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.

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

CITB

Telecoms Engineer (with Wildanet, Composites (with Piran Composites) and Civil Engineering with Cormac

CITB – Ongoing

TPC - Marketing analytics, event registrations, HR applicant records TPC - LSIF/ College staff activity/ Marketing / Promo

CITB - Support access to CITB Industry Impact Fund Maintaining contact with industry

CITB - Through CITB’s CRM system and internal KPIs CITB Ongoing Ongoing

Ongoing

Focus - Challenges due to industry wages often exceeding teaching salaries.

Ongoing

TPC - Underway and on track with events held in the Spring term to invite anyone interested to attend.

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

TPC – Number of new hires & loaned tutors

Noticeable improvement in our ability to fill vacancies more quickly, it has also placed considerable financial strain on the business.

• 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.

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38

Local Skills System

Cornwall & Isles of Scilly | Local Skills Improvement Plan | Annual Progress Report 2025

Priority

Action / Activity / Milestone

Partners involved

Timescales

Method of implementation and outcomes expected

Monitoring arrangements

Progress Status

11. Explore possibilities of returners to work from recent retirement to add workplace experience to course content.*

CITB - Construction Talent Retention Scheme (CTRS)

CITB

CITB – Ongoing

CITB - Through CITB’s CRM system and internal KPIs

CITB – Ongoing

Put out calls for interested parties to get in touch.

Providers

Ongoing

CITB - Support employees with use of CTRS and highlight potential recruitment opportunities Social media, networks & agencies

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.

New cabinet to be established and plan to take this forward discussed

Cornwall Council

Not started

__

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.

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).

As above

As above

As above

As above

As above

As SYS12 above. Commercial issues ongoing and will take time to resolve.

14. E xplore opportunity to develop a CIoS wide strategy for an apprenticeship levy transfer.*

CITB - New Entrant Support Team (NEST) access to apprenticeship levy transfer and pledge schemes

CITB

CITB – Ongoing

CITB - help employer understanding and access

CITB - Through CITB’s CRM system and internal KPIs

CITB – Ongoing

ALL

Ongoing

Marketing to increase interest & Knowledge

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.

fsb.org.uk

Promote use of Levy monies to more businesses

Number of people taking up offer

Ongoing

Use of levy Ongoing

39

Cross Cutting Themes

Cornwall & Isles of Scilly | Local Skills Improvement Plan | Annual Progress Report 2025

Priority

Action / Activity / Milestone

Partners involved

Timescales

Method of implementation and outcomes expected

Monitoring arrangements

Progress Status

1. Development of ready-forwork ‘soft’ skills through school and post-16 education.*

DWP - Schools advisors present in many schools (including SEN) across Cornwall supporting with soft skills and career conversations

DWP - Local school trusts/ DWP Schools Advisors

DWP - During 2024

DWP - F2F delivery during school visits

DWP - Check-ins with advisors on a monthly basis

DWP - Well established in majority of schools.

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

TPC - Tracking through the Navigate platform, Tutorial Scheme of Work and Resources, Learner Engagement Tracking

TPC - Continuing on track

Actively participate in a variety of school events, including open days and mock interview sessions

As and when needed

Ongoing

TCCG - L1 Employability Skills to apprentices to provide the essential skills no longer included in apprenticeship standards.

TCCG – managing outputs

TPC and SME partners

TPC - Updated in September 2022, with ongoing improvements and enhancements made

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.

Focus / Students

TCCG / Students

Ongoing

Ongoing

Careers Hub Cornwall Council

CH - available on Cornwall Opportunities

CH - The films have been watched more than 60 times in their first week of release.

CITB – Ongoing CITB

CMN

CITB – Ongoing

CITB - Into Work Grant

CMN – Ongoing

CMN - Collaboration with employers and schools.

CITB - Through CITB’s CRM system and internal KPIs No. of successful collaborations

As above

TPC / TCCG TPC / TCCG Colleges - ongoing

fsb.org.uk

Ongoing

CMN – Ongoing

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

40

Cross Cutting Themes

Cornwall & Isles of Scilly | Local Skills Improvement Plan | Annual Progress Report 2025

Priority

Action / Activity / Milestone

Partners involved

Timescales

Method of implementation and outcomes expected

Monitoring arrangements

Progress Status

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

TCCG

TCCG- Until March 2025

TCCG- Business support activities

TCCG- SPF KPIs

TCCG- Done

Growth Hub & Providers

GH - SPF delivery until 31st March 2025 Renewed APR 2025

GH -review workforce development training, action plan outcome and referral into relevant support

GH - Reporting into Good Growth Fund

GH - Delivery ongoing

CITB - Through CITB’s CRM system and internal KPIs

CITB - Ongoing

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.

CITB

TPC and SME partners

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

TPC - CPD Course Guide, Learner Records

TPC - On track

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

Apprenticeship courses

CMN – Businesses

CMN – duration of apprenticeships

2024 - ongoing

Course appraisals Ongoing New Courses inc. Boosting Performance, Leading Change, The Coaching Leader, Psychological Safety in the Workplace

Course appraisals Ongoing

TPC

Launch Skills Bootcamps

TCCG

Coming soon

Course appraisals Coming soon

Focus / ASF (AEB)?

fsb.org.uk

Cornwall AEB (ASF) and Bootcamp funding,

Course appraisals

Ongoing

41

Cross Cutting Themes

Cornwall & Isles of Scilly | Local Skills Improvement Plan | Annual Progress Report 2025

Priority

Action / Activity / Milestone

Partners involved

Timescales

Method of implementation and outcomes expected

Monitoring arrangements

Progress Status

4. D evelop 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

Growth Hub, Unlocking Potential (TCCG)

GH - SPF delivery until 31st March 2025

GH - Business support delivered through Growth Hub “one front door”. Mentoring, workshops, training, grant funding and events.

GH - Reporting into Good Growth Fund

GH - Delivery Done

CH -Careers Hub Cornerstone Employer – Seasalt have a great example of this

CH – Cornerstone Employers

Ongoing

CH – Regular meetings

Ongoing

TCCG - To help match the right candidates with the right opportunities, we host apprenticeship recruitment days at the college.

TCCG

TCCG – Correct matches

Ongoing

TPC – Number of seminars & people supported

Ongoing

As required

Ongoing

TPC - Support apprenticeship employers including ,Apprenticeships - Skills for Life, Apprentice Employer Introduction and Induction, Safeguarding - Information and Guidance for employers, Effective mentoring of Apprentices and New Starters, Creating an Inclusive workplace for employees with additional needs.

Ongoing

TCCG - Dedicated apprenticeship recruitment team supporting employers and applicants through every stage of the recruitment process.

TPC - Developed and delivered seminar series

TPC

Ongoing

Focus - Advertise apprenticeship vacancies on behalf of employers

Advertising Focus Training

Ongoing

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

Careers Hub

Not started

__

ERB to discuss with Careers Hub to see if the priority remains feasible

To be raised with the Careers Hub – administration of a group is dependent on funding and resource.

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.

CH / CC -This work has started within Cornwall Opportunities

Careers Hub Cornwall Council

CH / CC - Ongoing

CH / CC Portal development

CH / CC – Monitor portal use

Live and being populated

fsb.org.uk

42

Cross Cutting Themes

Cornwall & Isles of Scilly | Local Skills Improvement Plan | Annual Progress Report 2025

Priority

Action / Activity / Milestone

Partners involved

Timescales

Method of implementation and outcomes expected

Monitoring arrangements

Progress Status

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

Careers Hub Cornwall Council

CH / CC – Ongoing

CH / CC Portal development

CH / CC – Monitor portal use

Live and being populated

TPC – Ongoing

TPC - Utilisation of Lightcast portal

TPC – Refresh data regularly

Ongoing

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

Careers Hub Cornwall Council

CH / CC - Ongoing

CH / CC Portal development

CH / CC – Monitor portal use

Live and being populated

9. A dapt 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.*

TCCG - Career progression pathways in place/in development from pre-16 through to higher education

TCCG

TCCG - Ongoing

TCCG - Curriculum planning process

TCCG - College KPI monitoring

TCCG - On track

CITB - Go Construct - library of resources inc. progression pathways

CITB

CITB – Ongoing

CITB - Go Construct website

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.

ERB, THINK & Stakeholders

Note: Cornwall Opportunities seeks to achieve this once fully populated.

TPC - Use LMI To create resources for learners and inform curriculum planning and CEIAG

ALL providers - produce careers and provision publications, i.e. Adult Learning Guide, FE Prospectus, Apprentice Handbook

fsb.org.uk

TPC

CITB - Through CITB’s CRM system and internal KPIs ERB & THINK to meet

Collaboration 2024 – ongoing until decision is made on the project

Ongoing

Evidence of guides Ongoing Providers

Publish courses clearly and concisely

Ongoing

43

Cross Cutting Themes

Cornwall & Isles of Scilly | Local Skills Improvement Plan | Annual Progress Report 2025

Priority

Action / Activity / Milestone

Partners involved

Timescales

Method of implementation and outcomes expected

Monitoring arrangements

Progress Status

10. D evelop 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

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

GH - Delivery ongoing

TPC - CPD Course Guide, Learner Records

TPC - continues on track

CITB - Through CITB’s CRM system and internal KPIs

Ongoing

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.

CITB - Funding opportunities available for employers around Leadership and Management 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.

fsb.org.uk

TPC and SME partners

TPC - Ongoing – part of College offer since inception

CITB - Ongoing

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

Part of the AEB Skills Plan (Now ASF)

Cornwall Council

Plan approved at Cabinet 8 May 2024. Goes to DfE 31st May 2024 for approval

CC – AEB Plan

CC – Management

Done

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

Commissioning plan agreed NOV 24 Take responsibility AUG 2025

See approved plans:

CC - Management

Ongoing

44

Cornwall & Isles of Scilly | Local Skills Improvement Plan | Annual Progress Report 2025

Endnotes 1

LSIP ERB Guidance 2022

2

CIoS LSIP Report

3

LSIP Progress Report 2024

4

Labour Market Profile – Cornwall & IoS

5

LSIP Statutory Guidance 2022

6

Level 2 Devolution Status Detail in Cornwall

7

CIoS Economic Forum

8

CIoS Workforce and Skills Board

9

Cornwall Good Growth Plan 2024-35

10 Cornwall Agri-Food Strategy March 2025 11 Local Skills and Labour Market Strategy 2022-2030 12 ONS - Employment, Unemployment & Economic Inactivity in CIoS 13 Truro and Penwith 2024/2025 Career and Professional Development Guide featuring LSIP Section 14 Cornwall College website - comprehensive guide to LSIP courses 15 Careers Education Outreach Toolkit 16 Truro and Penwith College Partnership Pledge 17 Cornwall Opportunities Website 18 Falmouth Marine School launch of Marine Academy 19 Armada Launch Cornish Training Facility 20 CIoS Careers Hub Design and Build Cornwall’s Future – Construction Video 21 Digital Futures Project Details 22 The Tech Frontier 23 The Future is Green Project Details 24 FSB New Growth Report 25 Details of the RK Working Model 26 Celtic Sea FLOW Commission and FLOWmark Details

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