10 Steps to managing S106/Employment & Skills Plan

10 Steps To Managing S106 / Employment & Skills Plan

10 Steps to managing S106 / Employment & Skills Plan

  1. Clarify definitions, evidence required and reporting requirements with local authority/client personnel. 
  2. 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

    10 Steps to managing S106/Employment & Skills Plan

  3. Educate company personnel at various levels on importance of meeting ESP obligations and how it can add value to future bids. 
  4. 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. 
  5. Develop contacts & liaise with local colleges, schools & community groups in relation to talks, site visits, work experience.10 Steps to managing S106/Employment & Skills Plan
  6. Regular monitoring & review of progress with site teams. 
  7. Regularly update local authority/client on progress in relation to Employment & Skills Plan. 
  8. Introducing procedures so that ESP’s are part of normal business rather than an “add on”. 
  9. 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. 
  10. 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.