mapping employers & skills requirements in south west rhyl

8/8/2019 Mapping Employers & Skills Requirements in South West Rhyl

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Contents

Page

Terms of reference 3

Acknowledgements 4

Introduction 5

Background 6

Findings & Conclusions 12

Recommendations 19

References 21

Appendices 23

~~~~~~~~~~~~~O~~~~~~~~~~~~~


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1. TERMS OF REFERENCE

1.1 This report has been commissioned as part of the 2010- 2011

Action Plan for South West Rhyl Communities First & its current

partnership board.

1.2 It is hoped that it will also be used as a catalyst for any

training requirements for the areas residents and indeed beyond

the ward boundaries, and as a tool for generating funding and /orincluded in any future business plans.

1.3 It can also be used, as a guide to identifying the local skill

requirement needs of employers in the area and identifying gaps

in the provision of suitable training to address those needs.

1.4 The report will look at the Denbighshire context where no

overall statistics are available for Rhyl as a town but the

emphasis will be on the geographical ward of South West Rhyl

See Appendix 1


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ACKNOWLEDGEMENTS

I am indebted to Caroline Brady Development Officer, North

Wales SRA without whom it would have meant further numerous

hours of research to compile this report


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3. Background

3.1 Statistics2 for the County of Denbighshire for claiming DWPbenefits show that 11,130 claimants were on key out of work

benefits3 suggesting that nearly 20% of the population in

Denbighshire are economically inactive. The jobs density i.e.

number of jobs in Denbighshire stood at 46,000 in 2008 with

44,400 people economically active in Denbighshire between Oct2008 & September 2009. Whilst 14,000 were economically

inactive. This would suggest that for the population in

Denbighshire there were insufficient jobs available for thepopulation of working age. Those wishing to work may have to

travel out of county to the neighbouring counties of Conwy &

Flintshire where more unfilled job vacancies are available

compared to the 286 vacancies that were available in May 2010 in

Denbighshire job centres.

In June 2010 the highest rate for unemployment recorded

amongst the 6 North Wales counties was Denbighshire4

3.2 Statistics for Rhyl South West tell us of the population for

the areas 36.2 % are economically inactive with 34.3%5 claiming

Key out of work benefits. 62.1%of the population of South West

Rhyl had been claiming Job seekers allowance for up to 6 months.

Year on year since 2004 the number of claimants for working age

benefits in the area has remained stubbornly above 30% with the

2 Working-age client group - key benefit claimants (November 2009) Source:

https://www.nomisweb.co.uk/reports/lmp/la/2038432107/report.aspx?pc=LL18%202AE#ta

bempunemp3 Key out-of-work benefits consists of the groups: job seekers, incapacity benefits, lone

parents and others on income related benefits4 Source: Office for national Statistics Regional Economic & Labour Market Profile North

Wales May 20105 DWP benefit claimants (November 2009) Source

https://www.nomisweb.co.uk/reports/lmp/ward/1308631134/report.aspx?pc=ll18%202ae


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highest in 2009 possibly due to the global economic downturn. It

currently stands at 34.3%6

3.3 There are 3,370 Vat registered enterprises in Denbighshire.

Whilst in Rhyl South West there are 180 VAT registered

enterprises. Fig 1. Below shows enterprises by age in

Denbighshire and enterprises by age in Rhyl South West.

3.4 In WESB [Wales Employment & Skills board] first annual

report they identified shortfalls in employability skills as a key

challenge facing learners, providers, and employers in the world

of 21st century work. In its May 2010 report WESB report that

employability skills combine positive attitudes, the ability to use

numbers, language and IT effectively, and skills in self-

management, thinking and problem solving, teamwork, and

communications, as well as an understanding of the needs of the

employing business or organisation. Employers prize these skills,

often above more technical or directly job-related ones. WESBskey concerns are that educational institutions schools, colleges,

and Universities whilst all giving some attention to employability,

do not give it the level or quality of attention required; and

consequently, many people seek to find work without a sound basis

for sustainable employment.

6 Source:https://www.nomisweb.co.uk/reports/lmp/ward/1308631134/subreports/casdwp_timeseries

/report.aspx


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En

terprises

by

Ageo

fBus

ine

ss,

2009

Rhy

lSou

th

West

Den

bighsh

ire

Ward

Un

itary

Au

thori

ty

AllVATan

d/or

PAYEBase

dEn

terprises

Coun

t

En

terprises

Mar-0

9

125

3370

Less

than

2Years

Old

Coun

t

En

terprises

Mar-0

9

20

415

Less

than

2Years

Old

Percen

tage

En

terprises

Mar-0

9

16

12.3

2to3Years

Old

Coun

t

En

terprises

Mar-0

9

20

385

2to3Years

Old

Percen

tage

En

terprises

Mar-0

9

16

11.4

4to9Years

Old

Coun

t

En

terprises

Mar-0

9

35

815

4to9Years

Old

Percen

tage

En

terprises

Mar-0

9

28

24.2

10or

More

Years

Old

Coun

t

En

terprises

Mar-0

9

50

1755

10or

More

Years

Old

Percen

tage

En

terprises

Mar-0

9

40

52.1

Bus

iness:

En

terprises

by

Age

of

Bus

iness,

Mar

09

Last

Up

da

ted

22-Jan-1

0

Bus

iness:

En

terprises

by

Age

of

Bus

iness,

Mar

09

Source

Office

for

Na

tional

Statistics

Fig1


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3.5 According to DCELLS7 in Denbighshire thirty-nine per cent of

employees are in management and professional occupations, whichis above the North Wales figure (36%). However, the proportion

of process plant and elementary occupations are below the North

Wales figures (22%). Public administration, education and health

sector is a major employer in the Denbighshire, accounting for

40% of employment. Manufacturing in Denbighshire employs 7%

less people than the North Wales average of 19%.

3.6 Although the bulk of the employed workforce (62%) is in full-time employment, the county has an above average share of part-

time employees. The industrial structure of Denbighshire mayaccount for some of this, with just 13% of employee jobs in

manufacturing and 81% in services. Employment in the public

sector is especially high, while tourism related employment is

locally more significant than in Wales in general.

3.7 The skills of the Welsh workforce lag behind more prosperousregions of the UK and compare poorly to the worlds leading

advanced countries.8

3.8 Basic skills are essential for social inclusion and the platform

for further learning. People who lack these skills are at serious

risk of being marginalised in a changing economy. Around 440,000

working-age adults in Wales struggle with basic literacy and

nearly a million have problems with basic numeracy.

7 Learning and Labour Market Intelligence for Wales: Denbighshire. Analysis of the socio-

economic profile, labour market, skills supply and demand in Wales 2008

8 Skills that work for Wales: WAG 2008


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3.9 Statistics show that the majority of residents living in South

West Rhyl have low-level skills or no qualifications at all with only

6.9% having higher-level skills. Fig 2. Explains skills levels &qualifications

Fig 2The term lower level qualifications is used to describe qualifications equivalent to levels 1

to 3 of the National Key Learning Targets (i.e. GSCEs O levels, A levels, NVQ levels 1-3).

The term Higher level refers to qualifications of levels 4 and above (i.e. first degrees,

higher degrees, NVQ levels 4 and 5, HND, HNC and certain professional qualifications).

3.10 A further important factor to take into account is the

pattern of immigration to Wales is more varied than that for

other parts of the UK, with a number of different groups being

over-represented in the inflow, including well-paid managers and

professionals, older suburban families, but also people with

uncertain employment prospects.


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3.11 From our own experiences we know that when Communities

First came into being in Rhyl and posts were advertised there wasa lack of qualified staff locally. This trend has now reversed

through training becoming available in community work at lower

level and delivered by South West Rhyl Communities First and at

a higher level through Rhyl College working in Partnership with

the University of Bangor


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4. Findings & Conclusions

Fig 3 shows the employee sectors in Rhyl. Whilst Fig 4 shows thenumber of sectors in South West Rhyl

Fig 3

Sectors Rhyl

15%

3%

1%

34%

0%

2%

6%4%

1%

4%

1%

5%

1%

3%

4%

16%

Hospitality

Transport

Manufacturing

Retail

Engineering

Information technology

Health

Third sectorEducation

Automotive industry

Property

Construction

Advertising

Hair & beauty therapy

Banking & finance

Other


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Fig 4

Rhyl SW sectors

17%

5%

2%

29%

3%2%

5%

2%

1%

12%

3%

6%

3%

2% 8%

Hospitality

Transport

Manufacturing

Retail

Engineering

Information technology

Health

Third sector

Education

Automotive industry

Property

Construction

Advertising

Hair & beauty therapy

Other

4.1 What is clear from the diagrams above and indeed has been

identified by work programmes in Rhyl is that there are 3 sectors

that employ the majority of people in the Rhyl area namely:

Retail

Hospitality Health & social care

Whilst in Rhyl South West again there are 3 sectors that stand

out namely:

Retail

Hospitality

Automotive Industry.


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4.2 Skills requirements for the identified sectors areas follows:

Retail sector -

Fig 59

9 Source: www.skillsmartretail.com


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4.3 Fig 5 shows the qualifications required to work in the retail

sector. Additionally careers Wales suggests that employers look

for the following skills: Communication skills

Good customer service

Ability to work in a team

Ability to learn

Initiative

Basic IT skills

Ability to speak welsh is an advantage

Patience & Enthusiasm

4.4 The hospitality sector covers numerous roles as can be seen in

Fig 6.


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Topo

fFo

Fig6


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4.5 As can be seen from the diagram in Fig 6 the sector contains

numerous jobs, which would be beyond the scope of this report to

detail qualifications for. The website UKSP has a goodqualification guide at http://www.uksp.co.uk/qualsearch.aspx

We know from the research conducted in the Rhyl & Rhyl South

west area the hospitality employers in the area are within:

Fast food

Restaurants & Cafes

Licensed premises

4.6 In the automotive industry skills priorities for the automotive

retail sector in Wales10 reports the following skills needs

Technical skills are in constant demand and are the most

recognised skill gap. This is largely due to the phenomenal

pace of new technology being launched. Smaller businesses

with no vehicle manufacturer franchise agreements are at a

particular disadvantage.

Customer service, sales and problem solving are also skill

priorities for the sector.

4.7 In the health & social care sector the sector labour market

intelligence suggests11 24% of establishments report skill gaps; of

these most cite Problem Solving Skills, Other Technical and

Practical Skills and Customer Handling Skills as areas of

weakness. The health sector is highly qualified with 62% of theworkforce in Wales holding qualifications equivalent to S/NVQ

level 4 and above. The advancement of technology implies an

enhanced demand for a range of ICT related skills in the sector.

Some examples include;

10 The Institute of motor industry- Skills priorities for the automotive retail sector - 200911Skills for Health: Skills and Labour Market Intelligence Report for Wales, 2010


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_ Administering patient records

_ Data analysis and quality

_ Increasing demands for ICT experts.

4.8 Skills that work for Wales reports [WAG 2008] reports that

one of the biggest barriers to full employment are skills. People

reentering the labour market must have the skills needed to get a

job in the modern economy. Employers increasingly require people

to be employment-ready they rightly expect to employ staff

who are literate, numerate, turn up on time, can work in a team

and communicate effectively.

4.9 WESB12 also concludes that employers also expect young

people to be employable: to enter the labour market with the

motivation, attitudes and social and other key skills needed to get

on in the workplace. Key skills being:

Application of number

Communication Problem solving

Team work

ICT

4.10 From our own experiences with employment of future job

candidates and informal discussions with other organizations

employing future jobs individuals it has been clear that work

ethics within the age range 18-25 are lacking including: Reliability

Ability to work on own initiative

Maintaining social skills

Communication & Interaction

12 Wales Employability & Skills Board Employability Skills - 2010


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5. Recommendations

5.1 It is outside of the scope of South West Rhyl Communities

First to be able to deliver accredited courses for each of the

identified sectors due to cost implications unless further funding

were to become available, but where possible it remains the

practice of Communities First to develop partnerships for

delivery of accredited qualifications as well as promoting courses

available from local training providers including Rhyl College, Rhyl

City Strategy & North Wales training

5.2 It is well known that the creative industries are a strong and

emerging sector in Wales and this may be an area that South

West Rhyl Communities First may wish to pursue in terms of pump

priming or taster courses in media, film, music, performing arts or

radio to name a few.

5.3 Within the scope of South West Rhyl Communities First

would be the opportunity of delivery of taster key skills courses

with a very strong emphasis on progression routes for

participants to gain the key skills that would be accepted as basic

by employers.

5.4 Our work with young people could include an emphasis around

work ethics to ensure that the young people in our community arestarting their entry into the workplace with basic work ethics

alongside the key skills they require for entry into the labour

market.

5.5 We must not forget that there is still a strong emphasis on

the need for basic skills also in Wales and it is recommended that

SWRCF embed these basic skills into all of its work.


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5.6 Further to the recent announcement by WAG to start to fund

businesses who have the potential to grow it would also be worth

SWRCF considering tasters sessions in setting up your ownbusiness and the potential of social enterprise.

5.7 It would also be prudent to train existing groups in income

generation in order to help them achieve sustainability and realise

opportunities for jobs.


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6. References

Denbighshire Enterprises by Age of Business Office fornational statistics [2009]

DWP benefit claimants [November 2009]

https://www.nomisweb.co.uk/reports/lmp/ward/1308631134/repo

rt.aspx?pc=ll18%202aehttps://www.nomisweb.co.uk/reports/lmp/ward/1308631134/subr

eports/casdwp_timeseries/report.aspx

Learning and Labour Market Intelligence for Wales:

Denbighshire. Analysis of the socio-economic profile, labour

market, skills supply and demand in Wales [2008]

Office for National Statistics Regional Economic & Labour

Market Profile North Wales [May 2010]

Retail skills; www.skillsmartretail.com

Rhyl Business Group [2008]

Skills that work for Wales: WAG [2008]

Skills for Health: Skills and Labour Market Intelligence Report

for Wales, [2010]

The Institute of motor industry- Skills priorities for the

automotive retail sector - [2009]

UKSP - Information on careers, qualifications and training in

hospitality, leisure, travel and tourism Qualification guide -http://www.uksp.co.uk/qualsearch.aspx


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Wales Employability & Skills Board Employability Skills [2010]

Working-age client group - key benefit claimants [November

2009]

https://www.nomisweb.co.uk/reports/lmp/la/2038432107/report.

aspx?pc=LL18%202AE#tabempunemp


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Mapo

fSout

hWestR

hyl


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mapping employers & skills requirements in south west rhyl

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