This talk will focus on the pilot project for the College Analytics Lab in the Manchester city region,and discuss how multi-organisation collaboration around common interests can use new technologies to advantage. Hear how Greater Manchester colleges, Chamber of Commerce and New Economy are working together to match supply and demand to inform devolution skills funding and college planning. By the end of the session you will have a key insight into how two colleges have successfully engaged with partners and ideas for replicating similar activity in your own organisation.

1. Using Data Analytics for Further Education and
Skills
The Manchester Example

2. Introduction: potential of data analytics
Martin Hall, Emeritus Professor, Graduate School of Business
University of CapeTown

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A case study
Sue Attewell
Head of Change
Further Education and Change, Jisc
Balancing local needs with
city region planning
3

4. Hopwood Hall College
4
What do you do when you need to be part of
the city region plan for accelerating
apprenticeship starts, but you have a severe
shortage of local firms for absorption?
How do you reconcile the dependency of
learners on campus proximity and affordable
transport routes with the rationalisation of
provision across the city region?

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View from a college
James Mortlock
Director of Management Information
Salford City College
Providing clear information
on competencies for
learners and employers
6Slide

7. Salford City College
7
How can better management information be
developed, that provides both learners and
employers with a clear and accurate
understanding of the relationship between
college programmes, the attainment of
competencies and formal qualifications?
This case will build on the Greater Manchester
Chamber of Commerce’s analysis of the skills
needs of the construction sector, both in the
Northwest and in the London region

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View from the city region
Christian Spence
Head of Business Intelligence
Greater Manchester Chamber of
Commerce
Priorities for city region
planning and for employers

10. Following on from the two college
views, how can employers be
connected more effectively with the
Further Education and skills training
and qualification pipeline?
How can this kind of information be
integrated into city region planning
– in Manchester, the responsibility
of the Commission for the New
Economy?

11. Greater Manchester’s SkillsVision -
GM’s Work and Skills Strategy and Priorities 2016 to 2019
1. Improving careers education, information, advice and guidance (CEIAG)
2. Reforming the work and skills systems to focus on outcomes not outputs
3. Developing Greater Manchester’s work and skills infrastructure to meet needs of the economy
4. Improving attainment from compulsory education
5. Strengthening employer engagement
6. Growing the quality and quantity of apprenticeships
7. Developing higher level skills
8. Redesigning universal support provision
9. Developing specialist support for hard-to-reach groups
10.Ensuring Greater Manchester commissioned programmes have a skills and work focus

12. Industrial Strategy: Construction 2025
• Encourage more non-government owned pipelines to
build a better picture of future demand
• Develop and refine the pipeline of future work
opportunities and make it more useable for all
construction businesses
• Work with academic and research communities to bring
forward more research, development and
demonstration to the wider industry and work to
remove barriers to innovation

13. Labour and training supply
• 75% average increase in skills volumes
• Key skills shortages in certain sectors
 Building envelope
 Steel erection
 Formwork joinery
 Glaziers
 Civil engineering
• Greater requirement for competency-based training
Competency-based training
NVQ (Competency
Based)
Non-NVQ (without
competency)
0
50
100
150
SOC06
SOC14
SOC15
SOC16
SOC21
SOC23
Structural & Building Envelope Training
Requirements
Average 2010-2013 Average 2014-2017

14. Competency-based training supply
• Trades with notional over-supply are actually under-
supplied when competency is taken into account
• Entry-level qualifications can provide a route into
further training that is competency-based
• Data suggests that this rarely happens
• Overall supply into construction FE sufficient, but poorly
targeted with little retention
-100%
-50%
0%
50%
100%
150%
200%
Soc04Woodtrades
andinteriorfit-out
Soc18Electrical
tradesand…
Soc19Plumbingand
heating,ventilation,…
Soc02Construction
managers
Soc07Paintersand
decorators
All Qualifications
NVQ (Competency Based)

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View from Jisc
Sue Attewell
Head of Change, Further Education and
Skills
Jisc
Power of data analytics
Slide

16. Secure data processing environment
Technical infrastructure bound by legal agreements to ensure data and
dashboards are secure

17. Summary of Analytics Labs approach
As an outreach officer
When planning widening
participation recruitment
I want to better
understand
student demographics
So I can achieve my targets
in the most efficient way
Consulted with 400+ staff
from 130 Universities
Engaged four cohorts of
teams; 84 staff /
52 Universities / 4 colleges
Developing
data and
analytics
capability
through
participation

19. Discussion
Panel and session participants