Gordon Parkes HR Director, Northern Ireland Electricity Member of CBI Employment Affairs Committee

1. ‘ACCESSING AND DEVELOPING TALENT FOR FUTURE EMPLOYMENT’ CONNECTING FOR THE BENEFIT OF STUDENTS AND EMPLOYERS Gordon Parkes HR Director, Northern Ireland Electricity Member of CBI Employment Affairs Committee 29 March 2012

2. Connecting for the benefit of students and employers Is your organisation connected with all the links in the chain? Do we collectively currently provide informed life choices and a career path which suits the individual and meets employer needs? How well connected are all the relevant Education Providers, Training Providers, Government departments and Employers? Level of connection - None or limited - Intermediate (some) - Advanced - Exemplary

3. Connecting for the benefit of students & employers • So much has been written about this subject • So many good initiatives taking place • So much effort • Why have we not solved the basic issue - “There is still a mismatch between the demand for skills and the supply of skills”

4. - The Evidence

5. Skills Needs … and higher skills are required to underpin growth. Persons in Employment: Highest Qualifications (NQF) NI 2010 Level 4 and above Level 1 and below Level 2 Level 3 NI 2020 - If Productivity Gap with UK to be addressed Level 4 and above Level 2 Level 3 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Source: Oxford Economics - The Evidence

6. The current position • Lots of good initiatives • but • - Lack of “joined-up” thinking • Fragmented and disconnected • Confusing and lacking clarity The Result Employers Skills Gaps Students Not maximising opportunities or potential

7. 1 x 1 = 1 • 2 x 2 = 4 • x 3 = 9 • 4 x 4 = 15 What do you notice about this slide?

8. Skills Needs There will be Job Opportunities across the economy – not just in growth areas Occupational Demand over decade to 2020 120 Expansion Demand Replacement Demand 100 80 60 ('000) 40 20 0 Sales -20 Managerial Elementary Operatives Professional Skilled Trades Administrative Personal Serv Associate Prof Source: Oxford Economics

9. Sectors offering potential Integrating labour market information with the career pathway for pupils/students (Source CBI) • Agri-food • Manufacturing • Health technologies • ICT sector and creative industries • Specialised business services • Retail • Tourism • Energy

10. The Future for the Energy Sector • Research carried out by the National Skills Academy for Power - 28,200 leavers within sector - if current recruitment is maintained – 38%shortage of people with the right skills • In NI - - Market opening – new employers in this sector • NIE - we will need c.700 new employees over the next 5/10 years • How does this information get to pupils in schools and students to inform their career decisions?

11. The NIE experience • We have just gone through 10 years of cost cutting and efficiency improvement • Our employer brand weakened • We maintained our own apprentice training facility and apprentice recruitment • Did not do enough to engage with education providers • Graduate intake difficulties

12. Apprentice and graduate intake during a difficult period Graduates Apprentices YearNumber 2006 10 2007 10 2008 10 • 0 2010 20 This Year 40 YearNumberNumberShortfall RequiredRecruited 2006 3 2 1 2007 3 2 1 2008 4 2 2 2009 4 3 1 2010 6 3 3 This year 8 5 3 11 Minimum Entry Requirements 4 GCSE @Grade C including Maths & English Minimum Entry Requirements BSc 2.2(hons) in Electrical Engineering or related discipline

13. Student options 5 career paths 3 outcomes Apprenticeship Employment Parents Employment Pupils/ Students Self-employment Schools F.E. H.E. Unemployment Unemployment • The focus has to be based on the student • Careers advice needs to explore more options

14. Potential employees need employability skillsand not just a qualification • CBI’s recent research findings (Education and Skills Survey 2010) • 10% of employers have concerns about basic skills in graduates • 24% of employers dissatisfied with graduates’ problem solving skills • 26% of employers dissatisfied with graduates’ self-management skills • 22% of employers have concerns about the limited career awareness, while 40% feel graduates should have more relevant work experience • 65-75% of employers believe gaining practical experience is the most valuable step young people can take to improve their prospects

15. Potential employees need employability skills and not just a qualification Employers want the following attributes in their employees: Critical thinking Adaptability ? ? ? Team working ? Business & Customer Awareness Leadership ? ? Problem solving & decision making ? Communication Literacy & Numeracy ? IT skills ? Positive attitude Universities want to produce studentswith the following attributes: Critical thinking Adaptability Intellectual flexibility Enquiring Capacity to challenge Ability to work in teams Enterprise & entrepreneurship Business Awareness Leadership An international dimension

16. Employers want the following employability skills and not just a qualification Critical thinking Adaptability Intellectual flexibility Enquiring Capacity to challenge Team working Enterprise & entrepreneurship Business & Customer Awareness Leadership An international dimension Problem solving & decision making Literacy & numeracy IT skills What employers want Positive attitude Communication skills Confidence

17. Confidence Knowledge Desire Determination Drive Skill 19

18. The Challenges • Changing the Mindset - Employers - invest time & effort in connecting - Schools - focus on the right outcomes based on the needs of students and employers - F.E. & H.E. - more flexible approaches to learning in partnership with employers and schools - pupils/students - employability skills & attitude & expectations - parents - open minded/explore a broader range of options - Government - a joined up approach between departments - single point of contact for employers

19. How can we connect better? Employers need to: • Make time to engage with education providers • Appoint an academic engagement officer (portfolio/development role for an existing employee) • Provide quality work experience for pupils • Provide quality work placements for students • Provide teachers, lecturers and careers advisors with knowledge/awareness opportunities (placements etc) • Promote the attractiveness of their sector by attending open days, careers fairs etc and facilitating visits to their premises • Use experienced employees nearing retirement to develop the next generation

20. How can we connect better? (cont’d) • Consider providing scholarships in partnership with universities • Use role model employees as ambassadors in outreach programmes with education providers • Larger employers should consider outreach support to SMEs and micro businesses Employers need to: