Focus Area: Outreach

How they have used the Framework: 

• Allen & Overy used the Framework to structure the content and outcomes of their Smart Start work experience for 16 – 18-year-olds. 
• As they develop knowledge of the main City job sectors, potential career opportunities and the importance of commercial awareness, each session has an essential skill focus with the Framework guideline of what good looks like within that context. 
• Participants reflect on their development with a mentor and record their skills progress against the Framework steps.
  

The Impact: 

• Allen & Overy have received high quality quantitative and qualitative impact which can be shared with participants and the company’s network, resulting in a Skills Builder Impact Level 4 2021-22 . 
• These insights are also used to inform ongoing monitoring of content.

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Focus Area: Outreach

How they have used the Framework:

• Lloyds has integrated the Framework into their schools outreach and staff volunteering. 
• They worked with Skills Builder to create a new insight day resource focused on skills, in addition to a training and development scheme for volunteers. 
• Following training, volunteers use the Framework to track their own professional development as they progress from assisting to leading activities with schools.
  

The Impact: 

• Between 2021-2022, Lloyds successfully grew their network to hundreds of trained volunteers and delivered skills building opportunities to 1,500+ learners. 
• Their Skills Experience for learners aged 9 – 13 has received a Skills Builder Impact Level 3 2021-22.

‍Hear from Ian Browne, Lloyd’s Banking Group, about their impact so far.

Focus Area: Recruitment

How they have used the Framework: 

• Thames Water used the Framework to support the recruitment of their Apprentices. 
• By breaking down complicated competencies using the simple language of the Framework, they were able to remove barriers to entry and draw a wider talent pool to their business. 
• They shared tools and resources to help candidates identify their essential skills before interview. 
• The Framework steps formed their assessment criteria and provided guidance for hiring managers.
  

The Impact: 

• Thames Water has seen that candidates are able to showcase their skills brilliantly at interview and it has made selecting the right candidate for the role an easier process.

Focus Area: Recruitment

How they have used the Framework: 

• Morgan Sindall wanted to develop an early careers strategy that is accessible for all. 
• Together we mapped essential skills to 45 job role types in Nuclear, Highways, Energy & Water, and Rail across their graduate and engineering roles. 
• The skills were added to their job descriptions and applicants were sent candidate preparation guides. 
• Scripts with skills-based questions were used in interviews.
  

The Impact: 

• Morgan Sindall received a high volume of applicants compared to previous years (668 candidates across roles). The central team believe this is due to the simplicity of the language used in the job descriptions contributing to applicants’ confidence in applying.

Focus Area: Staff Development

How they have used the Framework:

• LNER’s goal was to create a consistent approach to understanding and developing skills across all staff learning and development.
• We collaborated extensively with LNER’s Learning & Development team in the creation of their Career Journey platform. This will be used by all members of staff across LNER. 
• The essential skills and Framework are embedded throughout the platform to create a common language for skills. This bespoke training tool enables staff to understand the requirements for their role, as well as any other roles across the business. 

The Impact:

• Given that the Skills Builder Universal Framework is relevant to all staff roles at LNER, it has enabled all employees to create bespoke, personal development plans informed by their aspirations.

Focus Area: Staff Development

How they have used the Framework:

• Network Rail has built essential skills into apprenticeships and the Kickstart programme, using the Skills Builder Essential Skills Academy as part of their 6 month placements. 
• Skills Builder led a 10-part training to enable participants to identify, practise and articulate their skills. 
• Participants tracked progress on Skills Builder Benchmark and pursued independent learning through the Skills Builder Launchpad online modules.
• We worked together with their training partner (National Skills Academy for Rail) to provide guidance and training for line managers, ensuring consistency across the placement.

 The Impact: 

• They have been able to see participants grow into their roles and thrive in the workplace.
  One candidate who successfully secured a job afterwards noted: “Having the chance to build the essential skills has played a big role in helping me develop other abilities, build my self-confidence and improve how I conduct myself. It helped me go forward…this experience unlocked my potential and made me a more reliable and adaptable employee.” 
• The Framework has also enabled Network Rail to re-enforce messaging on essential skills through partnerships with Engineering UK and STEM Learning (who are both Skills Builder partners).

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