10 Steps To Managing S106 / Employment & Skills Plan
10 Steps to managing S106 / Employment & Skills Plan
- Clarify definitions, evidence required and reporting requirements with local authority/client personnel.
- Develop a plan with the site team at early stages of site set up taking into account the size & duration of the various packages to identify opportunities for apprentices & where jobs for local people will arise.
10 Steps to managing S106/Employment & Skills Plan
- Educate company personnel at various levels on importance of meeting ESP obligations and how it can add value to future bids.
- Develop & introduce forms/procedures to capture relevant data required e.g. postcode of those working on site to establish percentage of local labour, job role.
- Develop contacts & liaise with local colleges, schools & community groups in relation to talks, site visits, work experience.
- Regular monitoring & review of progress with site teams.
- Regularly update local authority/client on progress in relation to Employment & Skills Plan.
- Introducing procedures so that ESP’s are part of normal business rather than an “add on”.
- Develop case studies on areas such as work experience, site visits, apprentices that can be used in community newsletters and within the bid winning department.
- Share best practice across the company and celebrate success.
If you would like to hear more about managing employment & skills plans and how Strive Development can assist you, please submit details on form below.
Our next blog will be looking at Work Experience and how you can ensure it’s a meaningful experience for both you & those undertaking the work experience.
