Work with us to build the workforce of the future – Laboratory Science placements
East Norfolk Sixth Form College, based in Gorleston, has been at the forefront of preparing students for the future for nearly 40 years.
We offer the widest curriculum to ensure our students have the skills and knowledge in a range of specialist areas and to meet the needs of your workforce.
From September we will be offering T Levels, the first provider East of Norwich, and we are ready to work with you.
We are looking to collaborate with businesses that can offer work placements in a laboratory setting to support the delivery of our T Level in Laboratory Science & Metrology.
This course has been developed in collaboration with health and science employers so the content meets the needs of industry.
In return, we can offer you access to 1600 high calibre students, opportunities to gain direct access to your future workforce and promote your business.
If you want a passionate, skilled young person on work placement with you, contact us to find out more about supporting the next generation into your sector.
Commenting ahead of the European Council meeting, where Prime Minister Theresa May is due to address other EU leaders tonight (Thursday), Dr Adam Marshall, Director General of the British Chambers of Commerce (BCC), said:
“While businesses won’t get the clarity and certainty they had sought from this European Council meeting, a new sense of momentum and drive is needed from both sides so that a breakthrough can be reached in the coming weeks.
“Uncertainty is knocking business confidence and preventing many businesses from developing future plans. Far too many investments have quietly been delayed or side-lined, by both SMEs and major corporates alike.
“Businesses of all sizes expect the UK government to stop the public bickering and business-bashing, and demonstrate unity and purpose as it negotiates with the EU27. European leaders, in turn, should give their negotiators more leeway to make a pragmatic deal with the UK that’s in the interests of all parties.
“Businesses want an end to uncertainty and a deal that supports trade between the UK and the EU27 – and it’s time for the government to deliver.”
Steadfast Training offer a comprehensive package of pre-employment and in-work support, including non-accredited training and accredited qualifications in Employability; ICT and Social Media; Customer Service; Business Admin; Warehousing; Health Care, Mental Health & Wellbeing; LGBT in the Workplace, as well as Team Leading & Management.
All training we deliver to support young people develop their skills in the workplace is fully funded and comes at no cost to the employer.
Training can be offered as block provision (Monday – Friday) or 1 day per week over several weeks
For more information please open the PDF below for our full leaflet or please contact us on 0845 223 2401 or email us on [email protected].
Expert service solutions and personnel provider CPower Energy have embarked on a journey to position themselves at the heart of the Offshore Energy Industry, and are celebrating this by appointing energy industry expert, Martin Dronfield – Director of Opergy and Chairman & Director of the East of England Energy Group (EEEGR) – to their board of Directors. CPower Energy are gearing up for exceptional growth in the offshore wind industry, and Martin, who has 39 years’ worth of offshore energy industry experience, has worked closely with the Colchester-based company to look at how their business can further flourish in the sector. With an estimated $2.75 trillion being invested into offshore wind by 2050, the appointment of Martin as a Non-Executive Director and Chairman could not have come at a better time. Combining his extensive expertise from almost 4 decades in the Offshore Energy Industry with CPower’s excellent track record, there are huge potential benefits as they strive to develop innovative solutions for the sector. Martin says, “From working with Peter Jorgensen and his team at CPower Energy over the past 4 months, I’ve been impressed not only by the company itself but the ethos of Peter. There is an exciting multitude of opportunities to harness, and I’m looking forward to working together with CPower to maximise the benefits.” “As the industry picks up speed and begins to return to full pace, the opportunities for niche service providers such as CPower are fantastic. Following a successful initial advisory phase, I’m really looking forward to formalising my connection with CPower by joining the board and continuing to work together with Peter Jorgensen to make sure we’re doing what we do really well.” Managing Director of CPower, Peter Jorgensen, echoed his sentiments: “During Martin’s 4-month advisory period with us, we developed such a strong connection that we wanted to continue our relationship by bringing Martin on board as Chair of the Board – and we’re delighted that he has accepted the position.” “Extending Martin’s connection to CPower will bring even greater value to us as a company, allowing us to look at how we operate from a different perspective. As we look to grow CPower and offer our expert solutions to support and grow the offshore wind sector, Martin’s insight will be invaluable in this,” he finished.
EACH are seeking Auction and Raffle prizes for the their Charity Golf Day in memory of Stanley McLean on Friday 2nd July at Royal Norwich. The online auction will run in the lead up and on the day to ensure we can raise as much money as possible. East Anglia’s Children’s Hospices (EACH) provides care for children and young people with life-threatening conditions across East Anglia and supports their families. The pressure of the pandemic means our vital services are more important than ever and we continue to offer our outstanding care giving a life-line to families at an unimaginably difficult time. We need support from local businesses now more than ever. Please contact [email protected] if you are able to help.
We hope you have had a great bank holiday weekend, we are so pleased to see the sunshine!
It is going to be another busy week here at Shield Health and Safety but we felt it important to take the time to welcome officially, David Goosey to the team
David has worked with Shield for a number of years on a part time subcontractor basis.
He joins us as a fulltime employed instructor and brings a great depth of training knowledge and customer focus to the team.
Gareth John of First Intuition details how employers can help young adults get their foot in the door.
The pandemic has had a number of dramatic and long-lasting impacts on the labour market and employment landscape. Evolving and reskilling in accordance with these changes will be essential for businesses and their staff to successfully build on the coming recovery from both COVID-19 and Brexit.
However, a potentially greater issue than any other is one that has not even hit our workplaces yet; the impact that COVID-19 has had, and is still having, on the young adults that employers across the region will be recruiting and onboarding during 2021 and 2022. This is an issue that is in danger of being overlooked, but an increased volume of entry level candidates on the job market, coupled with fewer organisations hiring, means that it is important businesses acknowledge this problem and act to ensure a generation of young adults is not left behind.
For over 25 years I have been training young adults at the start of their careers, as well as maintaining long-lasting relationships with schools and colleges across East Anglia. In the last twelve months I have been closely following the impact of the pandemic on the next cohort of school and college leavers, and the challenges raised for recruiting for entry level positions in 2021 and beyond. This article, along with the CBI’s In Discussion with Matthew Percival, Director of People and Skills event on 7 June, will offer some insight into what employers can expect from young adults during the recruitment process, and more importantly what they can do to help their transition into the workplace.
Skills gaps in the ‘COVID-19 generation’
The last six months have made it clear that the UK’s post-COVID-19, post-Brexit future will require a huge focus on developing human capital at a time when relentless change makes choosing clear priorities extremely difficult. The new challenges businesses are facing due to the pandemic in managing hybrid working, motivating teams remotely, ‘talent flight’ from staff on lengthy periods of furlough, embracing emerging digital and green technologies, as well as shifting focus to mental health and workplace wellbeing amongst staff has been well documented.
The impact the pandemic has had on recruiting for entry level roles, however, has so far had little attention. Feedback from employers already underway with entry level recruitment for Autumn 2021 is that both the volume and the calibre of applicants they are seeing is higher than ever before. There are however concerning indications that whilst academic ability seems as strong as ever, there is evidence of ‘COVID-19 skills gaps’ in areas that recruiters normally take for granted. Many employers are also reporting that many applicants they are seeing left education in 2020 and have been in limbo since, raising the likelihood that there will be a greater imbalance than normal between the number of hopeful candidates and the number of available roles.
There is little doubt that COVID-19 has had an unequal impact on everyone, least of all on young adults who will have experienced very different responses by their schools, unequal access to remote technology and varying home situations.
What issues are impacting the COVID-19 generation?
No formal exams: With widespread cancellation of exams during 2020 and 2021 there is growing ‘grade scepticism’ amongst employers who are unsure how reliable or consistent teacher-assessed results will be. Preparing for and sitting formal exams is a crucial way of learning the discipline of coping with workload, deadlines and pressure. Subsequent success in those exams is important for personal confidence and sense of worth.
Loss of social and interpersonal skills: After spending the majority of the last year in their homes, many young adults have not had normal opportunities to develop communication and teamworking skills. Part-time jobs in customer-facing, dynamic environments where many basic life skills are learned have not been available. The skills that young people normally develop in these roles can be essential for boosting young adults’ professional confidence and help develop self-awareness.
Articulating and evidencing transferable skills: It seems that many schools have done a good job of ensuring that home-schooling students have covered core academic curriculum content, but it equally seems that many extra-curricular activities such as organising plays and leading sports teams have understandably fallen away. This, coupled with the lack of part-time jobs, has made it hard for students to evidence transferable skills in their CV’s, applications and interviews.
Lack of interview preparation: Employer engagement, careers insight and opportunities for mock interviews have been far harder to organise during the pandemic. Students have not been coached for interviews in the way they normally would be, and are proving to be unaware of what they can do to secure a role. For example, researching the organisation they are interviewing for, preparing questions of their own, and following up afterwards for feedback.
What you can do as an employer
Cambridgeshire-based Form The Future, who works to develop relationships between school students and employers, shared what they recommend employers should do to assist the COVID-19 generation into employment during a recent First Intuition Think Tank forum. Here are a few things employers can do and implement into long-term business planning to help overcome the issues faced by the younger generation:
Virtual work-experience: Employers should offer more virtual work experience, career advice and careers resources to help young adults gain the employability skills they have been unable to get during the pandemic, specifically local schools in their area.
More ‘scaffolding’ for applicants: Employers can assist candidates by giving them more information and stating what they are looking for in applications (scaffolding) to help students show what they are capable of. They can also give them interview tasks that let their natural skills shine such as practical or project assessments and role play.
A more personalised approach to recruitment: Recruits should be considered on an individual basis as candidates will not have been impacted in the same way, this is especially true for disadvantaged students. Recruitment therefore may need a more tailored approach going forward with less focus on grades and more consideration for their situation at home, family responsibilities, and personal health.
Mentor schemes for new starters: New employees can benefit greatly from mentoring and peer support in place to help them adjust to the workplace, particularly when paired with other young and relatable employees. This is beneficial for gaining new skills for both parties involved.
Take action and adapt to the changing world of work
The pandemic has created a rare and unique opportunity to positively change the workplace. It will be important for businesses to adapt to the new working world, one where HR is key to the future, and employers help candidates show their skills throughout the recruitment process. The skills gaps in the COVID-19 generation are a looming issue that should be acknowledged and addressed now, as the impacts of the pandemic are predicted to ripple through the education system for several years.
The Great Yarmouth Rotary Speakers Club was launched in March 2020,but like many organisiations the Pandemic meant that we had to hold our fortnightly meetings using the Zoom platform. However we can now look forward to returning to our face to face meetings in July, presenting to a live audience is very important as our member’s progress on their public speaking journey
We are offering a Bursary Award to an individual who due to financial reasons is unable to cover the £110 annual subscription. An application form is available by visiting yarmouthspeakersclub.co.uk. All correspondence is processed in the strictest confidence and the applicant would be required to attend an interview via zoom and we would expect a level of commitment to the club for the 12 month period.
We work with our members to become effective speakers, good communicators whilst at the same time helping them to improve their leadership skills. Through the Rotary connection we can help you build your social confidence and networking skills through workshops and support from outside speakers.
It has been a very difficult year for all of us especially those people seeking to gain employment or promotion at work and the Speakers Club can help you deliver an effective interview performance. The prospect of giving a works presentation can be very daunting especially if you have little or no experience in planning a presentation covering all the relevant points, where timing is crucial.
All our members will be offered mentoring and we will work with you to put together a programme that suits your needs. We are conscious that there is a nucleus of people who want to find their voice whether for personal or social reasons or they want to make a speech for a very special occasion which could be a wedding or a eulogia
We work with the Toastmasters International training programme and you will have the opportunity to present a talk to a different audience namely a traditional Rotary Club or a Toastmasters Group. We have a diverse membership, encouraging personal and professional development and through your journey you will receive constructive feedback and support from other members.
We create a very friendly environment that brings an element of fun to public speaking where you will grow in confidence, inspire and motivate others, who are embarking on the same journey but for different reasons If you would like to experience first hand how the club operates, then please pop along to one our fortnightly meetings . We meet on a Tuesday evening and the venue and future meeting dates can be located by visiting our website.
If you are running your own business and you would like tosponsor an employee then please contact us so that we can discuss a package that meets your requirements. The Great Yarmouth Rotary Speakers Club is there to help you whether it’s for personal or business reasons and we need your support to make this club thrive and grow.
Attleborough-based renewable heating company Finn Geotherm, has been shortlisted for two prestigious national awards for heat pump projects undertaken for Flagship Group housing association and West Stow Anglo-Saxon Village.
Finn Geotherm is a double finalist in The Energy Awards 2021, which reward excellence in the energy business, from new energy efficient products and technology to local authority initiatives and commercial and residential installations.
The company has been shortlisted within the Residential Energy Project of the Year category for Finn Geotherm’s largest heat pump installation to date – a six-phase, £1.4million ground source heat pump project for 113 homes on Flagship’s Grange Farm housing estate in Felixstowe. Using a district heating scheme that provides heating and hot water for each property from a central heat pump system, the project has cut heating bills, energy use and carbon emissions all by 70%.
Finn Geotherm has also been shortlisted within the Public Building Energy Project category for a ground source heat pump installation at West Stow Anglo-Saxon Village near Bury St Edmunds. The project saw Finn Geotherm install a new renewable heating system with passive cooling, which ensures the visitor centre and café remains at a constant, comfortable temperature all year round – something that is particularly vital for preserving the facility’s precious artefacts. Energy use and carbon emissions have been cut by 70%, bolstering West Suffolk Council’s commitment to achieving net zero carbon emissions by 2030.
Guy Ransom, commercial director at Finn Geotherm said: “We are delighted to be shortlisted for two Energy Awards. Both installations have made a huge impact not only in ensuring these sites are adequately and efficiently heated but also in delivering lower carbon emissions and reduced energy use. Installations such as this which require heat pumps to be retrofitted into existing buildings are often thought to be ‘too difficult’ but this just goes to show that any property can have a heat pump and can benefit from the brilliant features of this renewable technology. It was a privilege to install these systems and to be shortlisted for two top national awards is testament to the hard work of the entire team at Finn Geotherm.”
Winners of The Energy Awards will be announced in September. For more information on renewable heating and Finn Geotherm, visit www.finn-geotherm.co.uk.
RenewableUK has signed a Memorandum of Understanding with the East of England Energy Group (EEEGR), which represents the energy sector in Norfolk, Suffolk, Essex, and Cambridgeshire.
Both organisations help businesses to grow, securing economic benefits regionally and nationally as well as developing skills and stimulating innovation.
In the MoU, both signatories commit to working closer together to promote renewable energy and maintain the UK’s global lead in clean technology, developing regional clusters of excellence with companies locating together in centres of excellence.
Growing the UK’s world class renewable energy supply chain is a key priority, as is promoting diversity, training in new skills and fostering innovative technology.
RenewableUK and EEEGR will share data and information on industrial and political developments in the sector at regional and national level, meeting regularly and attending each other’s major events.
The MoU is being unveiled at an online event today organised by EEEGR as part of its twentieth anniversary celebrations. At the event, EEEGR will launch a new manifesto outlining how it intends to expand in the years ahead.
EEEGR’s Executive Chairman Martin Dronfield said “EEEGR is delighted to be entering into this agreement. RenewableUK is the leading trade organisation in the UK clean energy sector which represents both a significant membership group and also the wider clean energy industry. RenewableUK and EEEGR have a long track record of working closely together and we feel strongly that through this formal agreement both membership groups will benefit significantly from improved communication and cooperation.”
RenewableUK’s Executive Director Isabel DiVanna said “EEEGR has a great record on promoting the development of clean energy in the east of England, and we can offer a nationwide perspective, so this agreement will help both our organisations to continue to grow successfully. Ultimately the beneficiaries will be the tens of thousands of people we are attracting to work in this innovative sector which is providing fresh opportunities and high-quality jobs in East Anglia and all around the country, especially in our world-class supply chain”.
Lighting plays an important part in creating inviting, productive workspaces. Energy efficiency, flexibility and control are now key considerations when addressing workplace lighting.
These days, most employers know that working environments need to go beyond their legal requirements and provide fun, welcoming spaces that bring out the best in their workforce – regardless of whether they work in an office, shop, gym or coworking facility. Thankfully, that also means the old ‘on/off’ (or ‘blinking’) fluorescent lights are being phased out – not only do they cause eye strain and headaches, but they’re also expensive to run!
New technologies, such as energy-efficient LED and circadian lighting, are now favoured because they enhance the atmosphere and ambient environment. In fact, new studies show that good lighting affects work performance. Further research also shows that circadian-friendly lighting can actually boost productivity levels.
The borough council is working to bring back into use the Grade II*-listed landmark, which has dominated the famous Golden Mile since 1904 and is of national significance as the UK’s last surviving Victorian seaside cast iron and glass winter gardens.
The council submitted a bid to the HLF’s major batch grant pool in December and has continued discussions with the body, which has indicated that the project does qualify for support but would first need to see a commercial investor-operator on board before any new bid could be made.
The council is now actively seeking to identify and discuss the possibilities with organisations which might be interested in helping to bring the iconic seafront building back into use as a temperate plant house or other suitable use.
The political group leaders, Cllr Graham Plant and Cllr Trevor Wainwright, said: “The council is liaising closely with the HLF, which in addition to praising our positive leadership and commitment, has recognised the Winter Gardens as an iconic building at risk and indicated that funds for repair would be available with a suitable future operator on board.
“This is really welcome news, and reflects confidence in the proactive and valuable work undertaken by this council towards achieving our ambition – and the wider community’s ambition – of bringing this national heritage gem back into use as a viable and unique year-round tourist attraction that supports our economy and cultural status.
“The Winter Gardens represents an exciting and rare opportunity to get involved in breathing new life into a rare-surviving historic icon of the British seaside, and we would love to hear from representatives of any organisations interested in visiting and investing in the building and discussing the possibilities.”
Organisations interested in visiting are asked to contact Stacy Cosham on 01493 846153 or email Stacy Cosham