SKILLS AND WORKLESSNESS Sample Clauses

SKILLS AND WORKLESSNESS. Skills for the Future City Region Economy Now, and in the future, our skilled, motivated and flexible workforce is key to strengthening the competitive advantage of the Leeds City Region. To do this, we must ensure that provision reflects the current and future needs of local employers, key economic drivers and the city region economy. XXXXXX DEMAND FOR SKILLED LABOUR BUT SKILLS DEFICITS We estimate that there will be a demand for over 600,000 workers in Leeds City Region to 2017, the majority of this demand arising from workers retiring from the labour market. Demand will occur across all occupations and is expected to be strongest for those occupations that require higher level skills (Level 4 and above). Today, we face particular skills challenges and there is a risk that these challenges will become more severe into the future. Overall, 13.1% of the working age population lack qualifications; in Barnsley and Bradford 18% hold no qualifications. Overall, our workforce is less skilled than the nation as a whole - 26% of City Region residents are qualified to NVQ Level 4+ against a national average of 29%. HIGH LEVELS OF OUT OF WORK CLAIMANTS In February 2009 the total number of out-of-work claimants in the City Region stood at 247,000; this was 16% higher than a year earlier and represents 13.6% of the working age population. In line with the rest of England, Incapacity Benefit claimants form the majority of benefit claimants in the city region, making up over half (52%) of all out-of-work claimants. Claimants under the age of 25 make up a significant and rising proportion of benefit claimants across the city region. In August 2009 there were a total of 85,000 Job Seeker Allowance (JSA) claimants in the City Region; this represents an increase of 70% over the previous year and is higher than the rate of increase nationally.
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SKILLS AND WORKLESSNESS. The Xxxxxx Review (2006) highlighted the importance of skills development if the UK is to successfully compete in the global economy. The Review concluded that by 2020 90% of adults should be qualified to at least Level 2 and 40% to Level 4 and above. NVQ 2 is now accepted as the minimum benchmark for basic skills necessary for entering employment. Addressing the skills deficit is of particular importance for Pennine Lancashire given the transitional nature of the economy and the widening productivity gap highlighted above. Currently the area is underrepresented among higher level skills with only 22% (or 20.6% excluding Ribble Valley) of the working age population holding NVQ4 and above, lagging well behind regional and national levels, not to mention a significant disparity with Xxxxxx’x 2020 target of 40%. Worryingly Xxxxxx suggests that individuals without basic skills (below Level 2), will not be able to secure employment in 10 years time even if they are willing to work. Currently, 15.8% (16.7% excluding Ribble Valley) of the working age population have no qualifications in Pennine Lancashire, compared to 13.6% nationally (Annual Population Survey, 2006). We recognise that aligning skill levels with future employer demands, both locally and beyond, is imperative to addressing worklessness and improve business competitiveness. To this end a Pennine Lancashire Skills Strategy is under development that will articulate the challenges around this important supply-demand dynamic, this will link with the aspirations of the Pennine Lancashire Integrated Economic Strategy. And complement the work of the Lancashire Skills Board and the indicators within the Blackburn and Lancashire LAAs. High levels of worklessness are a significant brake on the Pennine Lancashire economy. Although unemployment is broadly in line with the national average, the area suffers from high levels of economic inactivity, accounting for 25% of the working age population, with only 20% of these stating that they would actually like a job. Intergenerational benefit dependency is the root cause of economic inactivity in the area, with particularly high levels of Incapacity Benefit claimants compared to national levels. Excluding Ribble Valley, Pennine Lancashire has a working age benefit claim rate of 18.8%, compared to 17.4% regionally and 13.7% nationally (DWP, 2007).
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SKILLS AND WORKLESSNESS. Our approach to each of these priorities is as follows:
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SKILLS AND WORKLESSNESS. Skills for the Future City Region Economy Now, and in the future, our skilled, motivated and flexible workforce is key to strengthening the competitive advantage of the Leeds City Region. To do this, we must ensure that provision reflects the current and future needs of local employers, key economic drivers and the city region economy. XXXXXX DEMAND FOR SKILLED LABOUR BUT SKILLS DEFICITS We estimate that there will be a demand for over 600,000 workers in Leeds City Region to 2017, the majority of this demand arising from workers retiring from the labour market. Demand will occur across all occupations and is expected to be strongest for those occupations that require higher level skills (Level 4 and above). Today, we face particular skills challenges and there is a risk that these challenges will become more severe into the future. Overall, 13.1% of the working age population lack qualifications; in Barnsley and Bradford 18% hold no qualifications. Overall, our workforce is less skilled than the nation as a whole - 26% of City Region residents are qualified to NVQ Level 4+ against a national average of 29%.
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Related to SKILLS AND WORKLESSNESS

  • MATERIALS AND WORKMANSHIP Unless otherwise specified, all materials and equipment incorporated in the work under the Contract shall be new. All workmanship shall be first class and by persons qualified in the respective trades.

  • UNIFORMS, TOOLS AND EQUIPMENT 23.1 Uniforms‌ The Employer may require employees to wear uniforms. Where required, the Employer will determine and provide the uniform or an equivalent clothing allowance. The Employer will follow their policy regarding the provision and maintenance of required uniforms, specialized clothing and footwear. The cost of normal wear and tear and loss of required uniforms, specialized clothing and footwear due to workplace conditions is the responsibility of the Employer.

  • Tools and Equipment As established by current practices, the Employer may determine and provide necessary tools, tool allowance, equipment and foul weather gear. The Employer will repair or replace employer-provided tools and equipment if damaged or worn out beyond usefulness in the normal course of business. Employees are accountable for equipment and/or tools assigned to them and will maintain them in a clean and serviceable condition.

  • Quality of Materials and Workmanship Unless otherwise specified, all materials shall be new, and both workmanship and materials shall be of good quality. The Contractor shall, if required, furnish satisfactory evidence as to the kind and quality of materials and work. The burden of proof is on the Contractor.

  • Skills and Abilities (i) Ability to communicate effectively both verbally and in writing.

  • Weekend Work (a) Overtime work on Saturday shall be paid for at the rate of time and a half (1.5) for the first two (2) hours and double time thereafter, provided that all overtime worked after 12 noon on Saturday shall be paid for at the rate of double time.

  • MATERIAL AND WORKMANSHIP A. References in the specifications to equipment, material, articles, or patented processes by trade name, make, or catalog number, shall be regarded as establishing a standard of quality and shall not be construed as limiting competition. The Contractor may, at its option, use any equipment, article or process that, in the judgment of the OWNER, is equal to that named in the specifications, unless otherwise specifically provided in this Contract.

  • Information Technology Enterprise Architecture Requirements If this Contract involves information technology-related products or services, the Contractor agrees that all such products or services are compatible with any of the technology standards found at xxxxx://xxx.xx.xxx/iot/2394.htm that are applicable, including the assistive technology standard. The State may terminate this Contract for default if the terms of this paragraph are breached.

  • PERSONAL PROTECTIVE EQUIPMENT, TOOLS AND APPAREL 16.01 The Employer will furnish employees with all necessary personal protective equipment (including safety helmets, safety glasses, gloves etc.) and rain gear if and when required. Said equipment shall remain the property of the Employer. Any worn out safety equipment will be replaced by the Employer upon presentation of the worn equipment. The employees shall be held responsible for loss or improper maintenance of Employer furnished items, including personal protective equipment, rain gear and safety equipment, in which case employees may, at the discretion of the Employer, be subject to disciplinary action.

  • Supervisors Working (a) The work of Supervisors will not include assignment to work normally performed by employees of the bargaining unit except for training or demonstration. “Training or demonstration” shall not be used as a subterfuge for the performing of any bargaining unit work. Any claimed abuses will be referred to the Grievance Procedure. Where possible, the shop xxxxxxx will be notified. Supervisors will not perform bargaining unit work until after all rea- sonable efforts have been exhausted to have the work covered.

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