Following a competitive bid process, the IMI has secured investment for all 6 streams of work submitted for consideration by the UK Commission for Employment and Skills (UKCES).  It forms part of phase 2 of the Government's Employer Investment Fund (EIF), to deliver projects to boost enterprise, jobs and growth.

More information about our 6 strands of work can be found below

Return on Investment. Making and winning the economic argument for employer investment in skills using ROI studies

Contributes to our new remit as an SSC to make and win the case for employer investment in skills and to galvanise employer investment- increasing move away from govt supporting upskilling  to employer responsibility

4 major studies with 9 workstreams  which will showcase return on investment of an upskilling/ development programme  conducted in the sector. Results will be used to persuade employers with slim margins to invest their profits in their people.

We will build on the 4 studies we conducted earlier this year on the impact of upskilling programmes leading to ATA accreditation in Parts, light vehicle, autoglazing and customer service where a ROi of between 98% and 187% was evidenced . ( In LV with Halfords an increase in productivity of 7% was recorded.

Study in accident repair ,insurer network Aviva/ Solus and independent network

Study in Management and Leadership - 4 streams -  BSc in ARM at Loughborough ,  Dealer groups x2 John Clarke and Ford Retail and AMA achievers.

Study in HV repair leading to IRTEC accreditation with DAF and SOE

Study in automotive apprenticeships in independent networks- with the objective to persuade employers to open up more apprentice places.

Leicester University specialist in ROI will head up the project over 2 years- results to be published Jan 2014

Increasing current competence levels developing a new approach to upskilling the automotive technician population

Develop an alternative method of achieving accreditation as currently competent technicians using assessed outcome module approach to remove cost for the employer in the following routes: Autoglazing, Customer Service, Motorcycle, Parts, Airconditioning, Fast fit, Roadside Assistance and Recovery. Involves development of IT systems to track modules completed in partnership with Awarding Bodies.

Develop a new route for technicians who are to upgrade vehicle radios from analogue to digital

Align ATA accreditation to the Professional Register- all accredited individuals will be professionally registered by April 2013

Develop an infrastructure to improve the poor levels of management and leadership capability in the sector

Franchised dealer networks- create an infrastructure to develop managers across differing brands to same set of standards. Work with VM academies to map current provision to AMA framework, identify and resolve gaps in provision.

Independents- work with training providers and employers in the independent sector  to design an appropriate infrastructure to meet their business requirements and financial constraints. Activity will be aligned to AMA competency framework.

Assessors- develop network of trainers/ assessors to deliver cost effective training and assessment. VM academies and large dealer groups will be supported to develop own internal assessment provision. A toolbox of materials will be created in support.

Design and develop an accreditation and assessment  and retention strategy which aligns to the Professional Register and provides a broad variety of routes to achieve and maintain current competence

Recruitment tools. In conjunction with Aston University develop an innovative personality profile tool which links traditional personality profile assessment to industry competence frameworks to assist sector managers in making sound recruitment decisions and informing of initial development needs

Expand and embed the Automotive sector's Professional register as the Voluntary license to practice

Building  on EIF 1 conducting extensive research into skills gaps - opening up access to new technology training through VMs, further developing CPD offer through training provider partners.

Teachers , trainers, assessors - develop a benchmark standard for motor industry trainers and assessors particular focus on use of innovative teaching/assessment methods and new technologies- development of an online TNA tool and using results/ feed in from statutory inspection bodies develop  an appropriate portfolio of CPD. Work with New Engineering foundation to provide access to Industry placements . Work in partnership with IFL.

Develop CPD to raise the standard of management and leadership, develop employer understanding of skills utilisation agenda in order to create high performance working.

Development of job role specific CPD  based on the outcomes of EIF1 research programme

Make development accessible through provision of e-learning and virtual classroom sessions

Develop a publically available Professional Register by April 2013Develop a professional reassurance  scheme  that employers can display on their premises  demonstrating they have currently competent personnel

Attracting and Retaining talent in the Automotive sector

Attract- develop an on line tool to integrate with 1st Gear launched in April 12 which positions where to start on an automotive career- promote apprenticeships  to young people via AutocitAttract- develop Headlight programme to meet literacy core curriculum requirements  and  mandatory enrichment activity element of 14-16 automotive vocational programme designed to stem increase in NEETS. Work in collaboration with Jaguar Land Rover (current Headlight sponsor)

Attract -Work in collaboration with employers and schools to develop an employability skills programme for each nation.

Retain- Further development of Autocity to create an online training needs analysis tool to assess career gaps, signpost development solutions  associated with career progression and navigate to appropriate job vacancies- build a jobs platform

Development of a 14-16 Automotive vocational programme to reduce the number of young people becoming not in education, employment, training (NEET)

Design and deliver a sector programme for 14-16 year olds which will steer them into apprenticeships and will support a pool of new entrants to the workforce who struggle  with traditional learning

Programme will extend across all 4 nations and address concerns voiced in Wolf Report