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Employment and Skills Board
New Terms of Reference September 2019
• To oversee the development and delivery of the Employment and Skills strategy for the Humber and to ensure that local people have the skills to compete for jobs by supporting skills development in key sectors that are critical to the growth of the economy.
• To ensure that government’s requirements of the new Skills Advisory Panels are embedded into the work plan and are commensurate with the activities of the board.
• To bring together local employers and skills providers to pool knowledge on skills and labour market needs, and to work together to understand and address key local challenges.
1. To further develop an ambitious Employment and Skills Strategy for the Humber, including the plans for delivery, review, reporting and monitoring of the strategy’s outcomes.
2. To generate analysis of local skills and labour market needs, to understand the local position. This analysis will be reviewed annually.
3. To use the analysis of the skills supply and demand to develop, inform and raise commitments of the People chapter of the Humber’s Local Industrial Strategy.
4. To focus on the understanding of wider dependencies in the Humber region to inform skills interventions e.g. identify transport barriers to access learning, develop pilot activities working with stakeholders and drive future skills capital investments.
5. To agree local skills needs priorities in the short and longer term.
6. To consider how these specific needs will be met through local provision over time.
7. To increase joint collaboration between employers and training providers to ensure that the skills offer meets the current and future needs of employers in the Humber’s key sectors.
8. Raise the profile of apprenticeships across Humber residents including employers through the Apprenticeship working group.
9. To ensure that there is a co-ordinated approach in response to the Government’s policy and legislation in regards to employment and skills across the Humber.
10. To ensure that there are effective pathways and progression across all providers that are employment based.
11. To work with employers and organisations to develop labour market information and to ensure this is reflected in better information and careers guidance.
12. To take decisions in relation to joint actions to secure extra resources to strengthen the Humber region’s investment in priority areas relating to employment and skills, as well as to how funding for skills is allocated to meet the region’s priorities.
13. To advise on and help implement, funding and investment decisions for local skills and employment provision.
14. To assist colleges, universities and other providers deliver the skills required by employers, now and in to the future.
15. To oversee the development of pilot employment and skills initiatives
16. To have an oversight, and make recommendations to the main LEP Board on skills projects that are funded through LEP programmes.

The LEP will continue to influence the coordination of local skills providers by a number of means:

a) The work of the Employment and Skills Board that will absorb the required duties of the SAP.

b) The continuation of the several working groups that review the current and future opportunities for the Humber in areas such as apprenticeships, fuller working lives, young people not in education, employment or training and careers service provision.

c) The leadership of the LEP Skills Network which has over 500 organisations as members and meets quarterly to discuss skills supply and demand.

d) The membership of the Humber Principal’s Group, participating in discussions and suggesting collaborative opportunities such as that achieved by the Yorkshire and Humber IOT.

The LEP will share the analysis of the data using the above mechanism and by publication on our website and in discussion with our board and sub-boards, local authorities and partners to ensure a shared understanding of local issues and opportunities.

• Chair will be a member of the LEP main board. (supported by Vice chair to be elected from members below)
• A minimum of six business/employer/employee representatives of businesses of different sizes and sectors relevant to the Humber
• The University of Hull
• Further Education colleges representation
• Chair of the Skills Network 2
• Chair of the Skills Implementation Group3
• Chair of the Talent Forum3
• School/academy representation
• Sixth Form college representation
• Community and Voluntary Sector representation
• Independent training provider representation
• University Technical College representation
• Two representative local authority members
• Job Centre Plus/DWP representation 4
• Education and Skills Funding Agency representation 4
• Cities and Local Growth Unit representation 5
The Chair of the Employment and Skills Board will be a LEP Board member. The Vice Chair will be elected from the Employment and Skills Board membership. Both positions will be reviewed in line with the main LEP Board terms of tenure.
2 This will generally be a provider representative who would take a provider place on the board; the provider type may vary depending on the elected individual
3 These places will be employer representatives on the board
4 Advisory capacity
5 CLGU representative will have observer status due to also undertaking the Government’s area lead role of working with and assessing the Humber LEP

Supported by
The Board will be supported a number of Task and Finish groups that will drive key activities of the Board. The Board will also utilise various business forums to discuss skills issues; for example the LEP Business Engagement group or a representative group of employers.
Membership requests
Membership will be reviewed on a bi-annual basis and in addition when any major factors indicate a necessary change such as changes to the main LEP Board. Requests for additional membership will be considered by a small ESB panel, including the chair who will consider each request prior to making recommendations to the Board.
How the Board will operate
1. The Board will operate in a business-like, non-bureaucratic fashion.
2. Meetings will be held bi-monthly, to be reviewed annually.
3. The normal duration of meetings will be two hours.
4. Board members will conduct themselves according to the Nolan Principles.
5. Board members with personal, commercial or financial interests in any agenda items will declare them at the relevant points on the agenda and not participate in votes on those items.
6. The Vice Chair will chair meetings in the Chair’s absence. In the absence of both the Chair and the Vice Chair, the meeting will be chaired by the senior LEP skills secretariat.
7. Where a vote is required, this will be through a simple majority with a casting vote for the Chair. Co-opted members will not have a vote.
8. The quorum for meetings shall be 6 Board members which must include a minimum of 2 employer representatives.
9. Draft minutes will be distributed and published within one week of the Board meeting.
10. Meeting agendas, papers and minutes are to be circulated to members five working days advance of the meeting.
11. Board meetings are confined to Board members and the LEP secretariat except for external presenters and observers which have been agreed with the Chair in advance.
12. Urgent decisions required from the Board may be taken by electronic communication in between meetings, with the same requirements for quorum and declarations of interest as above.