Flexible workforce development fund: first year evaluation

Appendix F: Case Studies

The Organisational Development team at the University of Stirling is small compared to the overall number of staff, and lacks the internal capacity to deliver all the training required for the University. It also uses external training providers to meet its workforce development needs.

The FWDF was welcomed, and seen as a potentially hugely beneficial addition to support the University’s workforce development activities. The University found out about the Fund through the Institute of Leadership & Management, but felt that it had “ stumbled” onto the Fund, and that it could have been better marketed.

The University’s initial contact with Forth Valley College was positive. The University knew roughly what training it wanted to do with the funding, but wanted the college to help shape its thinking based upon an initial needs assessment. Initial meetings were described as “ a meeting of minds” and the college was considered to be very accommodating and sought to match the University’s training needs with what was possible.

The University sent six staff on training courses, five of whom undertook NEBOSH Health & Safety courses, and one undertook the City & Guilds Level 3 Education and Training course.

Overall, the University was very satisfied with the training - it matched and was tailored to their needs and helped to address skills gaps. As a result, the University has increased its awareness of the college sector’s capabilities and strengthened its relationship with Forth Valley College. It also expects the training to increase productivity and enhance workplace innovation in future.

“A really good Fund – it’s hugely beneficial”

The employee who undertook the Education and Training course was also very satisfied with the training - it allowed them to step back and reflect on their own career development, the course was well organised and the tutor was knowledgeable, approachable and motivated the entire class. The employee gained a range of benefits from undertaking the training - increased skills levels, gained a qualification, and increased their confidence and motivation.

Based on their initial experience, the University is very likely to apply for FWDF Funding in future, and would recommend the FWDF to other employers. The Fund has allowed it to undertake staff development that they would not have otherwise been able to do.

Capability Scotland employs around 980 people across Scotland and delivers a wide range of specialist services, including adult residential care, the provision of disability equality training, and employment services, and operates two residential specialist schools (Renfrewshire and Lanarkshire) for children aged 5 - 18 years with complex needs.

Given the nature of the work carried out by Capability Scotland, mandatory training (i.e. training that is required, based upon the responsibility for medical, nursing and care staff to work in a safe manner) requires a huge amount of resources and finance. Capability Scotland typically use a combination of internal, on-the-job training, and external training (colleges and private training providers) to meet their workforce development needs. Given the specialised nature of some of its training requirements, the organisation sometimes finds it difficult to secure training that matches its specific needs.

Prior to the launch of the FWDF, Capability Scotland already worked with a number of Scottish colleges, and had some understanding about the ways in which the college sector could help it with workforce development. Despite the tight deadline for the application submission, Capability Scotland was broadly happy with the application process, and felt that Edinburgh College responded quickly to what it needed in terms of training.

Capability Scotlaand was pleased with the wide range of courses on offer, and chose to upskill 132 employees through the delivery of two training courses: Elementary Food Hygiene and First Aid. This was training that would have been undertaken anyway, however, the Fund enabled twice as many staff to be trained. The best aspect of the fund was considered to be its “flexibility” (in terms of numbers of staff trained, the types of training available, etc), compared to other types of funding.

Capability Scotland has improved its relationship with the Edinburgh College thanks to engagement with the Fund. An employee interviewed who undertook the Food Hygiene course reported that they had increased their skills levels and felt more confident and motivated. The training was said to have been adapted to their specific role as Support Workers which is not always the case with universal certifications.

“The Trainer was excellent and very knowledgeable with regards to the subject”

The University of Edinburgh first found out about the Fund from Edinburgh College, and was in the main satisfied with its initial contact and support (e.g. clarity of what was available, etc), albeit the University felt that the Fund could have been better marketed at a national level.

No training needs analysis was required, as the University had a good understanding of its own training needs (it has 14,000 employees). The application process was considered straightforward, with the only issue being that as a large organisation it took a bit longer to prove its levy-paying employer status.

Training has yet to start, and the University will put circa 100 employees on Communication Skills, Assertiveness Training and Train the Trainer courses to help address its main skills gaps.

The University now has better awareness of the college sector’s expertise and engagement via the Fund has strengthened its relationship with Edinburgh College. It will likely undertake further workforce development activity through the college, for example greater use of Modern Apprenticeships.

It is anticipated that the training will meet the University’s needs and address identified skills gaps. In thinking about accessing the Fund next year, the university would be interested in more tailored and customised training to meet the specific needs of its senior staff, and would welcome the opportunity to work in partnership the college to co-create training courses.

“The College has worked very well with us – next year we will be looking at how to make it work better for us”

While the training has yet the start, the University expects that its employees will increase their skills, confidence and motivation levels as a result of the training. This will likely have wider benefits for the University in terms of productivity levels, new/ improved workplace processes and enhanced levels of workplace innovation.

Siemens is a Multinational conglomerate, based in Germany. It operates a number of discrete business units in Scotland, including in railways, traffic signals and wind power. The Edinburgh Trams Infrastructure Maintenance team applied for funding through the FWDF.

The Infrastructure Maintenance team first heard of the Fund through Fife College, with whom it had an existing relationship with for workforce development. Overall, the company was happy with initial contact and the process involved, albeit the initial deadlines for FWDF applications was considered tight. As Siemens operates a training matrix there was no need for a training needs analysis – there was already a good understanding of the team’s main skills needs and gaps.

Eight employees have/will participate in a training course supported by the Fund – this includes a mix of training courses such as Accident Investigation, Non-Destructive Testing, NEBOSH Environmental Track Maintenance, and Assessor and Verifier Training – all will lead to formal qualifications for employees. Some employees have completed the training while for others it is ongoing.

Overall, Siemens felt that the training matched their needs and that it will help address their skills gaps. A beneficial aspect was that the trainer took time to get to know Infrastructure Maintenance team and the work it does, and the training was pitched at the right skill level and was of a high quality as a result. The team plan to access the Fund next year (seen as value for money), and would certainly recommend the FWDF to others.

A number of benefits were reported, with employees increasing skills levels, gaining qualifications and becoming more motivated and confident. This has led to increased productivity and higher levels of workplace innovation, and also saved time and staff resources in procuring training. It has also strengthened its relationship with Fife College.

“It has given staff some perspective, allowing them to take a step back and think where they want to be in four of five years”

There were, however, some areas for improvement identified. Due to the size and structure of Siemens in Scotland, the Infrastructure Maintenance team are unaware if other Siemens divisions in Scotland are accessing the FWDF. There was a concern this might lead to unexpected charges for the company, and so it was felt that a centralised database of clients which colleges have access to would be helpful.

with YOU is a registered charity that provides care and support to vulnerable people in the community, homeless, older people, young people, mental health and learning disabilities.

with YOU found out about the Fund through the Scottish Social Services Council. While there was felt to have been a lack of marketing of the Fund nationally, the organisation was very satisfied with the contact and help received by West Lothian College, particularly help with the application form and process, and the speed at which funding was approved.

with YOU decided to undertake a number of Leadership and Management courses – and a total of 12 staff will be trained. Although the training has yet to start, with YOU is confident that the training will develop their skills and the training is designed to meet their specific needs.

with YOU would like to see more flexibility in the FWDF going forward, in particular, having the option to work together with other organisations in the same sector, particularly the NHS. This could take the form of colleges developing courses jointly with a number of organisations, or allowing organisations to use FWDF funding to access internal NHS training. The main benefits of this would be to strengthen relationships between providers in the care sector and to help the sector undertake training using agreed common standards.

While the training has yet to start, with YOU reported benefits such as increased knowledge of, and engagement with, the college sector. A variety of other benefits are anticipated in future once training has been completed, including increased skill levels, confidence and motivation of staff, and increased productivity and workplace innovation within the business.

with YOU would recommend the Fund to other employers and are certain to apply to the FWDF in the next funding round.

“Applying for the Fund next year is a no brainer”

Howco is a global company that operates from multiple sites around the world, including Scotland. It manufactures and exports resources and materials for use within the oil and gas sector.

Howco’s Cumbernauld site was involved with the FWDF, and first became aware of the Fund when Forth Valley College contacted them directly.

While the company felt that the initial information on the Fund was a bit vague - the help, support and advice received from Forth Valley College at the initial engagement and application stages was considered helpful, and college staff answered any questions the company had.

Howco decided to undertake three courses with Forth Valley College, two Health and Safety courses and a Leadership and Management course. Thirteen employees will be upskilled and reskilled, and the training will result in formal qualifications.

Although much of the training has yet to start, Howco is broadly happy so far with its engagement, and feel that the training will help address their skills gaps, and that it has strengthened their relationship with Forth Valley College.

An employee who has taken part in a Health and Safety course reported that they enjoyed the training and felt that the lecturer helped to keep staff engaged throughout. The employee is keen to undertake further workforce development training as a result.

“I feel I am being more safety-minded after the training”

Howco reported that without the FWDF it would have been unlikely to undertake the training courses. It would recommend the Fund to others and will be applying for funding next year to support its workforce development needs.

Anderson Strathern is a Scottish law firm working in the private client, commercial and public sectors with a heritage which stretches back to 1749. The firm has 53 partners and 230 employees with offices in Edinburgh, Glasgow and East Lothian. There is also a wealth management arm - Anderson Strathern Asset Management ( ASAM).

Prior to engaging with the Flexible Workforce Development Fund ( FWDF), the delivery of skills and training was a key activity for Anderson Strathern. In 2016 it became the first law firm to achieve both Investors in Young People ( IIYP) and Investors in People ( IIP) Gold Accreditations. However, as a business, Anderson Strathern wanted to engage more with the college sector to increase the understanding of how the college sector could help it with workforce development training.

Edinburgh College delivered the training, and despite the challenging deadlines, Anderson Strathern felt it was very well served by the college throughout the application process. The firm highlighted the importance of meeting with the trainer in advance, and found the college (and trainer) very adaptable and willing to tailor the course to meet the firm’s needs.

The college provided 16 training sessions to 34 employees, covering a range of soft skills including CV writing, presentation skills, interviewing skills, and managing priorities. Although the majority of Anderson Strathern’s personnel are based in Edinburgh, there is still a significant number working out of the Glasgow office, and the option to also choose a Glasgow-based college provider would have been of assistance. Overall though, the business found that the training met their expectations and delivered value for money.

There were two half day courses held in Anderson Strathern’s workplace: Interview Skills for Interviewees, and Presentation Skills Preparation and Practical. Attendees particularly enjoyed the practical element of the presentation skills training, and felt that the mock presentation was a very useful exercise.

People also liked the fact that the trainer created a comfortable environment with people working in small groups, allowing them to build relationships with each other, and with the trainer. Anderson Strathern now has an increased knowledge and awareness of the expertise on offer from Edinburgh College, and are likely to access additional workforce development training from them in the future.

“I feel more willing to undertake presentations now, whereas previously I would’ve dreaded the thought of this”

Bairds Malt is one of the UK’s premier malt producers, and is a major supplier to the Scotch Whisky industry and to major brewers, both domestic and international. The organisation has 150 employees working across the three malt houses located in Scotland (Arbroath, Inverness and Pencaitland), and its head office is based in Witham in the East of England.

Prior to engagement with the FWDF, workforce development was a key activity of the business, and Bairds Malt was broadly happy with its workforce development provision, with the main source being external training providers. The business had an existing relationship with Dundee and Angus College, and was happy with the initial introduction to the Fund and application process stages.

The Fund enabled 38 members of staff to take part in IT training at the college, including courses covering Excel (at beginner, intermediate and advanced levels), PowerPoint, also courses relating to leadership and management, and communication skills (including Change Management, Time Management and Project Management courses).

Bairds Malt felt that the training provided was of a high quality and delivered value for money, particularly given the mixed levels in most of the training sessions, and the challenges in making courses suited to everyone’s individual needs. The Fund was particularly welcome as it provided an opportunity to upskill its office-based staff - most of whom have never received any formal training in Excel or PowerPoint - and the local delivery of training made it easier for staff to access.

The training was received positively from all those who attended, and all of the employees reported picking up some new skills from the courses. Other benefits that employees gained from the training included increased motivation and confidence levels.

As a direct result of the FWDF, Bairds Malt is offsetting some of the cost of the Apprenticeship Levy against savings in the training budget. It also expects to increase its knowledge of Dundee and Angus College’s expertise and strengthen its relationship with the college – it anticipates that the company will increase its uptake of college work-based learning provision in the future. The business would recommend the FWDF to other employers and will reapply in the next funding round.

BSW Timber Group is the largest integrated forestry business in the UK, with four main operating divisions: forestry, sawmilling, timber manufacturing and energy. It operates seven sawmills and employs 1,300 staff – with around half based in Scotland.

Prior to being signposted to the FWDF, BSW Timber had previously engaged in workforce development training with Dumfries and Galloway College. Despite its headquarters being based in the Scottish Borders, it undertook the FWDF training with Inverness College UHI as it matched their training needs and could help address their particular skills gaps. The business found the initial engagement very straightforward and were very pleased with the application process, despite the tight deadlines for the delivery of training.

BSW Timber was delighted with the quality of the training and felt it to be very good value for money. In addition to the increased skills and qualification levels of their employees, the business has an increased knowledge and awareness of the college’s expertise, and are likely to increase their uptake of college work-based learning provision in the future.

Eight employees were awarded CMI qualifications in Leadership and Management from the college, and all employees provided excellent feedback to the business on the training. Overall, the business felt that that the FWDF was very smooth and well organised, and the availability of funding made a big difference – without the Fund they would not have undertaken the training at all. It will apply for funding in the second year to help address anticipated skills gaps ( IT and digital skills, especially relating to GDPR issues, auditing and risk analysis).

“The assessments were a bit daunting to start with as I had not done anything like that for many years but once I got started I found that the training we were given enabled me to achieve them to a high standard“

One employee who took part in the training enjoyed the relaxed, informal delivery and felt it encouraged everyone to contribute and share experiences (both good and bad) relating to the subject matter. The training was carried out off-site which improved the employees’ concentration, and eliminated the constant interruptions and distractions that can occur with on-site training. He felt that his supervisory skills have improved and has learned some new skills as a result of the training.

Established in 1997, Tradeprint is a specialist online trade printer working exclusively on a business-to-business basis with a product selection including business cards, brochures, flyers, leaflets, greetings cards, posters, and banners.

As a result of technological change and efficiency improvements in the printing industry the number of people employed by the printing industry as a whole is in decline. With access to skilled labour becoming more of a challenge for the industry, printing businesses need to focus on upskilling their existing staff. Prior to the FWDF, Tradeprint was heavily reliant on training and developing its own staff through on-the-job training.

The FWDF allowed Tradeprint to design a bespoke customer service training course in collaboration with Dundee and Angus College to address its skills gaps, and this was delivered by the college to 36 employees.

Tradeprint was extremely happy with the support provided by the college in guiding them through the application process and felt the training provided excellent value for money.

As a result of the Fund, Tradeprint is likely to access more workforce development training from the college in the future. In addition, it looks forward to strengthening its relationship with Dundee and Angus College in other ways - for example, attending networking events and engaging with college graduates.

An employee interviewed (who holds a management position with the organisation) felt the training had enabled them to experience more fulfilling work, and helped them increase their knowledge about their team which has resulted in some really good and positive changes.

‘‘Loved the training – very beneficial. Lots of topics were helpful for doing my daily job’’

CJ Lang is a food and drink wholesaler who both supply/operate SPAR retail convenience stores, and supply products and support services to a network of independently owned convenience stores operating under the SPAR Scotland franchise. Its head office is in Dundee, and the business directly employs circa 2,000 people across Scotland.

Prior to engagement with the FWDF, the delivery of skills and training was a key activity of the business and was carried out entirely in-house, using its own staff. CJ Lang was broadly happy with this arrangement, however, there were limitations given internal resources.

The company was made aware of the Fund through Dundee and Angus College, and while it was happy with the initial engagement and application process, timescales and application deadlines could have been more flexible to allow the company sufficient time to assess its training options and course choices.

The Fund enabled 54 staff to take part in four existing training courses: Project Management; Line Management Training; Stress and Time Management; and a Minute Taking Course, and two bespoke courses - one aimed at its sales team (focusing on service and selling), and the other for the Senior Management Team (focusing on change management). While all the training took place at Dundee and Angus College, the business would have liked the option to also use other colleges given the widespread location of its stores and employees.

A wider benefit of the FWDF has been that the company’s HR team has experienced greater levels of engagement from employees not taking part in the training – employees are looking to find out about other workforce development opportunities, which is very positive. Future workforce development will be crucial to CJ Lang in terms of supporting staff retention (and in some parts of the business it also has an ageing workforce).

An employee interviewed who took part in both Line Management/Supervisory and Stress and Time Management training felt more motivated as a result of taking part in the training, with increased confidence and skills levels.

The National Library of Scotland is the largest research library in Scotland, looking after the recorded memory of Scotland and other cultures from across the world for the use of the people of Scotland. They are based in Edinburgh, and directly employ circa 310 people.

They were made aware of the fund through Edinburgh College, and though they felt it was difficult to receive information from the college about the Fund in the beginning, once application deadlines were extended this relieved some of the pressure and allowed information to flow better. Overall the Library were happy with both the initial engagement and application process stages.

‘‘The FWDF gives us a return on the money we’re already paying into the Apprenticeship Fund. That makes it easier for senior managers to champion the training and encourages them to think about the opportunities it brings’’

The FWDF enabled 6 staff to take part in an upskilling video production course which lasted 10 days with Edinburgh College. The need for this type of training was identified by the Library’s Leadership Team, and they felt this could be an opportunity to simultaneously save money, build skills and increase staff engagement. The Library were satisfied with the training and with the College’s support throughout the process. They felt that it had been made very clear from the start what to expect, and that it had been delivered well. They also felt that the training would help address their skills gaps, was value for money, had increased skills levels of employees, and that they had strengthened an existing relationship with Edinburgh College.

One employee provided feedback on the training, reporting that they liked the course format, the teacher and their teaching style, and felt that the exercises were well chosen. They did feel that having a bit longer in the editing suite would have been beneficial, but they did gain new skills and increase their confidence.

The Library reported that they would be very likely to recommend the Fund to other employers and get involved with another round of funding in the future.

Highlands and Islands Airports Limited ( HIAL) operates and manages 11 Airports in the Highlands and Islands region.

They were made aware of the FWDF through Inverness College, and whilst they felt more could be done to better promote the Fund to employers, they received good support from the college to allow them to complete the application process stages.

The FWDF allowed HIAL to offer an Introduction to First Line Management upskilling training course for 18 employees. HIAL felt that the training was of a high quality, addressed skills gaps, was value for money, and that Inverness College had been very supportive and helpful throughout the process.

The opportunity for staff to benefit from training at this time would not have happened without access to the FWDF as the training budget is mainly focused on mandatory training requirements. The company expect that there will be a number of benefits of the training for both the employees and the business, such as increased knowledge of key processes and procedures as well as the confidence to manage difficult situations. HIAL are very likely to both recommend the FWDF to another employer and get involved in future rounds of funding.

‘’Those employees who have undertaken the training together don’t usually interact on a daily basis so it has strengthened employee working relationships which is always good’’

Two employees provided feedback on their training, both were very happy with the course and received certificates in First Line Management. They were both happy with the trainer, describing him as very professional and well prepared, and reported that they had increased their skill levels, and were more motivated and confident in their work.

“This is the best course I have ever been on”