Skills Investment Plan for Highlands & Islands Skills Action Plan: 2019–2023 Contents

Foreword 3

Section 1: Refreshing the Highlands & Islands Action Plan 4

Section 2: Progress in delivering the original Skills Investment Plan 5

Section 3: Key points emerging from the evidence review 8

Section 4: The changing policy context and regional opportunities 10

Section 5: Changing economic performance and demography 12

Section 6: Supply and demand 14

Section 7: A refreshed strategic framework and action plan 20

Section 8: Governance, monitoring and implementation 34

Appendix 1: Monitoring data sources 35 Foreword

The Highlands & Islands is a unique out the partners’ response. It covered SDS’s Regional Skills Assessments area within Scotland, with significant the six local authorities of the Highlands (RSAs) for the Highlands & Islands natural capital and a population with & Islands (Argyll & Bute, Eilean Siar, provide a sound basis to develop a proud tradition of resilience and Highland, Moray, Orkney Islands and this. They point to more substantial innovation. Shetland Islands) as well as North employment growth than the Scottish Ayrshire (which includes the Isles of Arran average over the past decade, with Just as its geography and people are its and the Cumbraes). Several local skills overall employment rising by 8,800. greatest assets, they can also present plans stemmed from the original SIP. However, productivity remains some a distinct set of skills needs that require way behind the rest of Scotland and the solutions which are sympathetic to local At that time, a commitment was made region faces significant challenges in need and circumstances. to progress the actions identified and meeting future workforce demand. establish a Programme Board to In 2014, the Highlands & Islands Skills oversee implementation of the SIP. The aims of revisiting the SIP are Investment Plan (SIP) was published to These commitments were met and this to review the key strategic themes respond to this challenge. Five years document details the progress made by alongside the existing evidence base later, it is timely to review progress to partners who worked collaboratively to and to consider the strategic and ensure that we collectively focus on deliver actions relating to the key themes. policy developments of the last five meeting the region’s skills requirements. years. These activities will establish the However, the Highlands & Islands relevance of these strategic themes to The SIP was launched at the Convention economy and demography have the key challenges facing the Highlands of the Highlands and Islands (COHI) in changed since 2014 and are forecast & Islands today. October of that year. Its development to change in the future. Therefore, a was led by Skills Development Scotland refreshed skills response is required. This refresh will provide a renewed (SDS) in collaboration with Highlands strategic framework through which the & Islands Enterprise (HIE), the Scottish Following the EU referendum, the Enterprise and Skills agencies and other Funding Council (SFC), local authorities, associated uncertainties with Brexit and key partners can work collaboratively to and other key partners including a changing policy context, COHI agreed address these labour market challenges education providers and employers. there should be a refresh of the SIP and contribute towards transformational Action Plan. change to make the Highlands & Islands The SIP described the skills challenges a more productive and career-enhancing and opportunities for the region and set place for people and businesses.

The Highlands & Islands SIP Programme Board 3 The role of the programme Our approach board The existing SIP was published in 2014 The Highlands & Islands SIP Programme and based around five themes of: Board was formed from the COHI • meeting the skills needs of Short Life Working Group and has employers led on monitoring and reporting the • anticipating future skills implementation of the 2014-2018 requirements 1 Highlands & Islands SIP Action Plan. • increasing opportunities for young Refreshing the The Programme Board has been chaired people by Norman MacDonald, Convenor of • people attraction and place Highlands & Islands Comhairle nan Eilean Siar, and has attractiveness met quarterly since November 2015 in • strengthening the employer voice. Action Plan venues across the Highlands & Islands. At a Programme Board workshop in July The Programme Board meetings enable 2018, these themes were revisited, and partner updates and discussion on progress measured against the original regional and local skills issues, talent Action Plan. The findings were reported attraction initiatives, and Developing to COHI in October 2018, where it was the Young Workforce (DYW) activity. agreed the SIP should be updated. A Highlands & Islands SIP Evidence It was also agreed that any updated Advisory Group was also established plan should articulate an up-to-date to provide greater co-ordination of skills narrative and develop a coherent, regional and local research and analysis responsive, and collaborative set of to inform investment. actions that key regional partners can follow to respond to current and future skills challenges and opportunities.

In 2019, the relevant economic and labour market data was analysed, and existing strategies, policies and national, regional, and sectoral plans considered. More than 50 regional stakeholders were consulted to validate and interpret the emerging key messages on the changing economic and policy context, and to subsequently identify future priorities.

4

Improved co-ordination Modern Apprenticeships Enhancement of UHI academic and Effective regional of skills research and (MA) expansion aligned physical infrastructure partnerships in place analysis to growth sectors

2 Development of a robust 2,758 MA starts The period 2013/14 to 2017/18 has seen Inverness and Highland Progress in evidence base supporting delivered in 2017/18 – a 24% increase in UHI FTE students and: City Region Deal delivering the skills planning 10% above SIP target investment in skills original SIP New funding streams UHI work-based learning Highlands & Islands benefited the region: hub established and In higher education: In further education: Science Skills Academy, Digital Xtra, Transition facilitating growth closely Newton Rooms & Digital Since its launch, the Training Fund, Flexible aligned to growth sectors Hub established Workforce Development Increases in both full time Most popular subject Highlands & Islands SIP Fund, Low Carbon Skills and part time enrolments areas: Fund • healthcare, medicine has achieved significant and health & safety traction across the • construction and the Greater focus on New innovative work- Main increases in: built environment Developing rural growth region. The review of SIP coordinating efforts of based learning pathways • education • social, personal and and island deals aiming to activity between 2014-18 talent attraction and delivery introduced • biological sciences family care benefit skills provision and retention • physical sciences • agriculture and highlighted significant • computer science horticulture progress in several • engineering areas. A summary of the

review follows, but some Innovation in education Higher proportion of Additional 1,300 HE FE credits increased Local skills plans headline achievements delivery through UHI, school leavers going on funded places available reflecting more hours of produced and driven at e-Sgoil & other local to positive destinations 2018-2020 learning provided local authority and are noted here: authority platforms compared to the rest of sub-local authority level Scotland

Developments of Gaelic teacher education and increased enrolments at FE and HE

5 In 2018, lead partners were asked to identify their activity against each theme, and this has been collated and progress is presented using the following appraisal method:

N/A No progress Some progress Good progress Met aspiration or target Exceeded aspiration no longer an action not complete development activity almost complete action complete or target occurred, partially complete action complete

The findings of the evaluation are summarised here:

Theme 1 – Our investment in skills must meet the needs of employers Increase the uptake of Modern Apprenticeships in Highlands & Islands Met aspiration or target – action complete Establishing industry led skills provision Met aspiration or target – action complete The immediate needs of employers in key sectors Met aspiration or target – action complete Support skills and pathways in forestry Met aspiration or target – action complete Regional Outcome Agreements to support growth sectors Good progress – almost complete Enable increased entrepreneurship in the region Good progress – almost complete Develop skills provision for professional chefs Some progress – development activity occurred, partially complete

Theme 2 – Planning for the future Business services skills assessment Met aspiration or target – action complete Construction provision research Met aspiration or target – action complete Using the single Highlands & Islands Regional Outcome Agreement Met aspiration or target – action complete Future skills research across key sectors Good progress – almost complete Healthcare skills partnership Good progress – almost complete Highlands & Islands Science Skills Academy Good progress – almost complete Inward investment opportunities across the region Some progress – development activity occurred, partially complete

6 Findings of the evaluation continued:

Theme 3 – A region for young people Apps for Good Exceeded aspiration or target – action complete Enhance careers services Met aspiration or target – action complete Commission for DYW Met aspiration or target – action complete Energy Future Workforce Programme Met aspiration or target – action complete Certificate of Work Readiness Met aspiration or target – action complete Scotgrad Met aspiration or target – action complete Young People in Highlands & Islands research Met aspiration or target – action complete Go-North: Digital skills for young people Good progress – almost complete STEMNET teacher/pupil events in life sciences Good progress – almost complete

Theme 4 – People attraction and place attractiveness Rollout of superfast broadband Good progress – almost complete Regional and local marketing campaigns to promote the career and lifestyle opportunities in the region Some progress – development activity occurred, partially complete Establish campus facilities/lifestyle experiences Some progress – development activity occurred, partially complete Talent Highlands & Islands Some progress – development activity occurred, partially complete

Since this 2018 evaluation there has been continued delivery against all four themes and in particular an increased focus on people attraction and place attractiveness nationally, regionally and locally.

7 In 2019, a wide-ranging • the increasing importance of talent attraction and retention for the review of evidence was Highlands & Islands, which will be completed and is exacerbated by Brexit summarised in this • the opportunities and challenges stemming from Industry 4.0 – 3 report. It suggested that providing vocational skills in Key points many of the economic areas of job growth along with the meta-skills to adapt to changing emerging from drivers identified in the employment conditions previous SIP remain the evidence • the First Minister’s declaration of current. Therefore, many a global climate emergency and review the urgency to move to a low of the themes identified carbon economy. previously are still Additionally, there has been a relevant. divergence of performance between parts of the Highlands & Islands over The report establishes how best to recent years, and uneven growth could meet these issues and the extent to lead to greater disparities in the future. which current activity is suitable or

requires review. This exercise was While some skills needs within the undertaken with an awareness of: region may be common, the geography means that many locations are in • the anticipated economic conditions effect their own self-contained labour – increased productivity but slower market which brings challenges around employment growth and rising having the right skills mix in each place. demand for higher level professions, Considering issues such as population growth focused on key sectors challenges in fragile communities is with pre-existing skills shortages, imperative to the Action Plan. including child and day-care, construction, financial and business services, and digital and ICT

8 Image credit: Orbex The potential economic and community benefits that can be realised from emerging space sector opportunities are significant, and the characteristics of the region mean it is uniquely placed to capture them

9 UK policy context such as Widening Access and the 15-24 Highlands & Islands While skills and training are devolved Learner Journey. policy context matters for Scottish Government, several Further national and regional policy UK Government initiatives also provide Enterprise and Skills Review developments since 2014 bear relevance a backdrop to any skills plan. These In 2016, an Enterprise and Skills Review to the Highlands & Islands. For instance, initiatives include the Apprenticeship proposed closer alignment of Scotland’s talent attraction and retention has long Levy, the Industrial Strategy, the UK Enterprise and Skills Agencies with a been a key issue for the region, but it 4 view to delivering Scotland’s Economic Shared Prosperity Fund which will has become even more pressing at both The changing replace EU European Structural and Strategy. The Enterprise and Skills a national and regional level after the Investment Funds, as well as long-term Strategic Board was established to Brexit vote. Informed by HIE’s research policy context and investment projects such as City Deals oversee the work of the agencies and on the attitudes and aspirations of young and Regional Growth Deals – including published their first strategic plan in people, HIE led on the development of a regional the Inverness and Highland City Deal October 2018. Highlands & Islands Talent Attraction and and emerging rural and islands deals. Retention Strategy. opportunities Skills planning While the uncertainty surrounding Brexit To enable this closer alignment, a five- Protecting Scotland’s Future, the indicates that its full impact is yet to stage skills alignment skills planning Government’s Programme for Scotland be entirely understood or felt, many model has been proposed to bring 2019/20 has a clear focus and urgency economic experts forecast significant together the supply and demand sides on addressing the global climate negative impacts on the wider UK of the skills system to meet the needs of emergency and related low carbon skills. economy with the potential for severe the Scottish economy more effectively. The Scottish Government Fair Work consequences around economic growth, Additionally, the plan calls for greater ambitions and principles have a direct employment, and real incomes. focus upon defining the meta-skills impact on both skills and funding. required for an agile and adaptable Scottish policy context workforce in the face of digital disruption A range of local skills action plans have Scotland’s Economic Strategy was and Industry 4.0. also been developed following the launched in 2015, setting out the Scottish launch of the original SIP. The Arran Government’s aims of increasing Following the publication of the original Skills Plan, for instance, was developed competitiveness through enhanced SIP, a range of sectoral and regional SIPs and led by the Arran Skills Group with a productivity and tackling inequality were developed or updated by SDS. view to understanding and addressing though increased participation in Some of the priorities in these plans are skills issues on Arran. The Skills Group employment. These aims align with the particularly relevant to the Highlands & reconvened in December 2018 at a current focus on inclusive growth, which Islands. For instance, the priorities and facilitated session led by Adam Smith prioritises sustainable economic growth actions in the Skills Action Plan for Rural Business School at the University of and equitable distribution of the benefits Scotland are interlinked with the SIP and Glasgow. The purpose of this session stemming from this growth. Investment reinforce the need to distinguish the was to collectively agree on a small in skills is recognised as a key pillar specific issues and characteristics of all number of action areas through which which will support these aims, as well as rural parts of Scotland. to address some of the skills challenges complementary agendas facing the island, both now and in the future.

10 The group agreed on four skills priority Regional opportunities Marine economy – The region’s areas: construction; health & social The HIE Strategy 2019-22 highlights unique marine resource has created care; visitor economy and a cross a full range of regional strengths and and maintained valuable economic cutting issue around shared provision. opportunities including: opportunities for generations in sectors There is a strong sense of partnership as varied as aquaculture, fisheries, life on the island, with industry working Fort William Masterplan 2040 – 20 sciences, tourism, marine engineering alongside partners to identify, develop projects which, cumulatively, will and renewable energy. and implement local solutions. It is transform the town as a place to live, crucial to maintain coherence between work and study. Tourism – The benefits of tourism the refresh of the SIP Action Plan and reach every part of the region, existing and future local skills plans. Space – The potential economic from cities and towns to rural and and community benefits that can be remote communities. The continued Many additional policy developments realised from emerging space sector appeal of the region as a world class also provide important reference points opportunities are significant, and the visitor destination presents a major at a regional level: characteristics of the region mean it is opportunity for the region’s businesses uniquely placed to capture them. and communities to grow and flourish. • the National Gaelic Language Plan Technology, engineering and In addition, construction touches • provision for a National Islands Plan manufacturing – The region has a every part of the region’s economy, through the Islands (Scotland) Act strong base of specialist engineering communities and society. The 2018 and manufacturing businesses, industry is an important driver of the serving multiple sectors and building wider economy due to the impact • key local authority economic international competitiveness. construction investment has on other development and skills strategies sectors. Meeting the demand for Energy – The low carbon economy housing, particularly affordable housing • increased alignment between HIE, and renewables sector contributes in rural and island communities, will be SDS and SFC strategic plans. significantly to the region and key to the future success of the region. represents a major economic, social and industrial opportunity, while the oil and gas industry will continue to play a key role in supplying energy and affording the skills and expertise to support our transition to a highly productive, low carbon future. The whole region is exceptionally well-placed to capitalise upon on decommissioning and the commitments of UK and Scottish Governments.

11 11 A detailed and comprehensive socio- • while employment has generally increased across the region since economic and skills 2006, it has fallen over the period analysis of the Highlands in Argyll & Bute and Eilean Siar

5 & Islands was completed, 85% • between 2006 and 2018, there Changing and the key headlines are: has been a 4% increase in the 63% region’s population – slightly lower economic • gross value added (GVA) growth than the 6% growth in Scotland as in Highlands & Islands has been a whole. Again, there have been performance and lower than the Scottish average major differences across the region and this trend is forecast to 2016 2041 with population falling in Argyll & demography continue over the next decade – Dependency ratio Bute, Eilean Siar and North Ayrshire 13% in the region compared to 18% nationally • over the next 10 years, the total population in the region is • productivity as measured by • the region’s dependency ratio expected to remain broadly static GVA per job varies considerably (the relationship between working (a modest 1% increase compared to across the region. The average and non-working age population), 3% in Scotland). The regional story, for Highlands & Islands is just will increase from 63% in 2016 however, masks a more nuanced over £41,000 per job, which is to 85% by 2041. This means picture at sub-regional level, with significantly lower than the Scottish 85 non-working age people are areas continuing to lose population average of £47,000 expected to be dependent on every 100 working-age people by • significant population decreases • a 5% drop in the number of people 2041. This will be far higher than the are projected for Eilean Siar and of working age living in the region national dependency ratio which is Argyll & Bute in particular and is predicted by 2028. Hence, expected to reach 70% smaller decreases projected for the deficit between the number Orkney and Shetland. of jobs expected for Highlands & • by 2041, individual local authority Islands and the supply of working dependency ratios are forecast age people living in the region is to range from 79% to 95%, with predicted to widen Shetland forecasting the lowest ratio of 79%, while Argyll & Bute A 5% drop in the number of and Eilean Siar forecast highest people of working age living dependency ratio of 95% in the region is predicted by 2028.

12 Business base Higher share of micro business: Increase in business base: In terms of business structure by The number of businesses operating employee size band, at 89% there is a across the region has increased by 11% higher share of micro businesses (0-9 (c.2,225 businesses) since 2010. Whilst employees) than in the rest of Scotland representing strong growth, the national at 87%, and a lower share of employers increase over the same period was 20%. with 50+ employees, at 1% in rural areas compared with 3% in the rest of Greater prevalence of businesses Scotland. SMEs across Scotland report in agriculture, forestry and fishing: challenges in terms of lack of time, This sector accounts for 24% of all capacity and awareness of training, and businesses, compared to 10% across in rural areas these challenges can be Scotland, followed by construction (12%), exacerbated by issues including cost professional, scientific & technical (11%) and and access to training. This can limit accommodation & food services (10%). employment and work.

Business by industry

24.1% Construction (F) 12.3% 11.1% Accommodation & food services (I) 9.6% Retail (Part G) 7.4% Business administration & support services (N) 6.2% Art, entertainment, recreation & other services (R, S, T) 6.0% Manufacturing (C) 5.2% Health (Q) 3.1% Transport & storage (inc postal) (H) 3.0% Motor trades (Part G) 2.6% Property (L) 2.4% Information & communication (J) 2.2% Wholesale (Part G) 2.2% Mining, quarrying & utlilities (B, D & E) 1.1% Education (P) 0.9% Financial & insurance (K) 0.6% Public administration & defence (O) 0.1%

13 A range of issues Demand • the largest key sectors in the regarding the supply of Highlands & Islands in 2018 were and demand for skills in health & social care; tourism; construction; and food & drink. the Highlands & Islands These are predicted to still be the largest sectors in 2028 The largest key sectors in the Highlands 6 have implications for the & Islands in 2018 were health & social Supply and • since 2014, there has been an care; tourism; construction; and food Highlands & Islands SIP & drink. increase of 4,500 jobs and most demand Action Plan. of this change has been driven by growth in the accommodation and These issues are identified within the • there are expected to be 71,800 food service sector (i.e. tourism) context of ongoing Brexit uncertainty, job openings between 2018 which grew by over 3,500 jobs with the Highlands & Islands having and 2028, which will be driven double the UK average of small by replacement demand. These • overall employment in the businesses that employ EU citizens, employment opportunities are a key Highlands & Islands is expected as well as the wider importance of EU focus for the refreshed plan to fall by around 2,000 by 2028. markets for key sectors such as fishing, In percentage terms the largest aquaculture, food & drink and tourism. • in 2017, 7% of employers reported positive changes are expected to Additionally, supply and demand must a skills shortage vacancy which be in the construction industry (10%), be considered within the context of was slightly higher than the national administrative & support services digital disruption and the opportunities level, with the biggest increases in (9%), and professional, scientific & and threats technological change brings skills shortages in caring, leisure technical activities (8%) with it. and other services • the region has a higher proportion Bringing together the projections on • however, fewer employers in the of skilled trades occupations, but employment demand and supply of Highlands & Islands reported skills a lower proportion of professional resident labour, over the next decade gaps in 2017 compared with 2013 occupations there will be a clear widening of the – 13% in 2017 and 21% in 2013 deficit between the number of jobs • over the next 10 years, the biggest that are expected for the Highlands & • the key sectors in relation to positive change in percentage Islands and the supply of working age Gaelic speakers and where Gaelic terms will be in child day-care people living in the region. can bring significant economic activities, construction, financial & value are public administration, business services, and digital & ICT Key headlines for the supply of and creative industries, education and demand for skills are: tourism.

14 Other key issues affecting skills demand There are also other key issues affecting the demand for skills in the Highlands & Islands over the coming years: There are expected to be 71,800 • Brexit will have major implications job openings between 2018 and 2028 for the Highlands & Islands economy. It is estimated that 41% of small businesses in the Highlands & Islands employ EU citizens, more than double the UK average of 20%

• Brexit will also have an impact on businesses that trade with the EU. It will also result in the loss of EU In 2017, 7% of employers reported funding and the loss of significant a skills shortage vacancy numbers of EU migrant workers

• talent attraction and retention has long been a key issue for the region, but this has been become even more important in light of the Brexit vote

• it is estimated that around one in five current jobs in Scotland are at risk of automation over the next decade, with lower skilled jobs most at risk. This technological change also requires new skills for an adaptable and flexible workforce.

15 Supply • the new Inverness Campus the proportion of people qualified • there is a higher proportion of has been a key development to SCQF levels 7 – 12 increasing to school leavers in the region increasing the breadth of 41%. However, this remains lower going on to positive destinations provision and is home to teaching than the Scottish average of 44% compared to Scotland as a whole. and research centres/collaborative This is mainly down to higher projects involving five different • based on the Gaelic Language numbers going into employment, institutions Labour Market report produced including more than 12,000 Modern by SDS, Bòrd na Gàidhlig and HIE, Apprenticeships delivered in the • student enrolment in HE within there has recently been growth in region between 2013/14 and 2017/18 the Highlands & Islands has grown the number of school pupils being steadily between 2013/14 and taught Gaelic, as well as growth in • rurality and perceived 2017/18 – a 21% increase to over HE/FE provision geographical isolation cause 7,000 students compared to a 7% significant challenges to recruiting increase in Scotland as a whole • 94% of FE Gaelic provision and teachers in the Highlands around 60% of HE Gaelic provision & Islands. When schools are • UHI was one of six universities is delivered by the University of struggling to provide courses in and colleges to offer Graduate the Highlands and Islands. certain subjects, this can impact on Apprenticeships in 2018 demand for FE and HE courses in These headlines provide useful the region • enrolment in further education has intelligence on the changing labour declined by 8% over the last four market in Highlands & Islands since • results from the recent HIE study years but the number of credits 2014. They highlight challenges to on young people’s attitudes1 found has increased by 3%, reflecting effectively matching supply and almost half (46%) of respondents more hours of learning provided demand that must be addressed. felt that the range of school However, these headlines also portray subjects available to them will • overall there has been limited a picture of diverse activities underway limit their post-school options. change in the top ranked subject with a view to building a more resilient, However, 70% of people studying areas by FT student enrolment flexible workforce for the region. in the Highlands & Islands choose in HE and FE since 2013/14. In to do so because of its educational HE, the most popular courses have offering and availability of courses been business & admin and subjects allied to medicine; in FE, social care, • UHI is the largest university culture/language and engineering based in the region, covering the have remained the top subjects Highlands & Islands and Perth & Kinross. The UHI network consists • over the last four years the of 13 independent partner colleges working age population has and research institutions become more highly qualified with

1 HIE (2018), Young People and the Highlands and Islands: Maximising Opportunities 1616 The University of the Highlands and Islands (UHI) is the only university with significant coverage throughout the Further and higher education activity in the Highlands & Islands region. The region also benefits from the presence of other educational institutions.  Shetlands  Lochaber, Skye and Wester Ross Shetland College UHI West Highland College UHI Graduate Apprenticeship providers North Atlantic Fisheries College Sabhal Mòr Ostaig have a large geographical reach explained by the variety of delivery  Orkney  Outer Hebrides models that are being offered. Most Orkney College UHI Lews Castle College UHI universities offer blended learning with Heriot Watt University a mix of online and offline (campus  Argyll and Islands attendance) delivery as well as work-  Caithness and Sutherland Argyll College UHI based assessments. North Highland College UHI University of Stirling Environmental Research Institute University of Dundee Robert Gordon University  Inner Moray Firth Inverness College UHI  Moray Firth Highland Theological College UHI Moray College UHI University of Aberdeen Glasgow School of Art Glasgow School of Art SRUC University of Stirling University of Dundee Robert Gordon University

Graduate Apprenticeships delivery institutions

17 As part of the SIP • provide both strategic guidance New strategic themes and detailed action at local level, Based on feedback from stakeholders, refresh, over 50 act as a bridge between local need the evidence review, and recognising consultations with and national strategy, and actively shifting policy priorities, some minor highlight the skills needs of the changes are proposed to the SIP regional stakeholders region to government strategic themes:

7 were held to discuss the • recognise the interdependencies • theme 1: Broaden the focus to A refreshed performance of the between the region’s key skills address employers’ current and issues and barriers around housing, future skills needs strategic regional economy, the transport, infrastructure and ICT main skills issues, and connectivity • theme 2: Strengthen the focus on framework and shared knowledge and capability the new Action Plan. • increase focus on the public sector Action Plan – most notably in health, social care • theme 3: Ensure that people of all The discussions informed several key and education. ages have opportunities to study, themes for consideration, indicating the train and work new framework should: Establishing a new skills vision COHI seeks to strengthen alignment • theme 4: Recognise the • take a more flexible and long- between the Scottish Government importance of talent attraction and term approach to skills planning, and member organisations to support interdependencies. considering political, economic, sustainable economic growth. Seven social and technological change key areas have been identified as being The four revised themes now have crucial to delivering a strong and vibrant clearer alignment to supporting • build on what has been achieved economy post-2020: digital, transport, businesses, developing a strong and to date skills, talent attraction, marine, energy resilient skills system, creating the right and housing. skills in the workforce, and ensuring the • align with the priorities in the region is an attractive place for people national sector SIPs, particularly the There are strong interdependencies and businesses. The changes to the Skills Action Plan for Rural Scotland between skills and the other key first three themes have been informed themes and any new vision should by the Strategic Board’s call for greater • simplify, not expand, the demonstrate how the skills system will skills alignment and focus on outcomes. Programme Board governance support the region’s wider ambitions. structures and embrace greater partnership working

18 Changes to the Action Plan Based on the evidence base and consultations, the following tables set out each of the action areas with the rationale for the action, additional activity required, the outcomes that will be measured, and details on the organisations that will be taking a lead in delivering the actions. It is important that these new actions are further developed into a SMART implementation plan and that there is flexibility built in to adapt as new needs emerge. Appendix 1 details monitoring and measurement data sources.

New 10-year vision and themes

The Highlands & Islands will have a highly collaborative and responsive skills system for employers and learners that will increase productivity and inclusive growth, and support the ambition and sustainability of our communities

Meeting the skills Planning for the future and Building the People attraction, needs of our understanding the impact workforce retention and place employers of our investment of the future attractiveness

19 Area of action 1: Meeting the skills needs of our employers

1.1 Broadening apprenticeship provision and participation in key sectors for all ages, gender and backgrounds

Rationale Action Supporting activities Lead partner Outcomes Scottish Apprenticeships are one of the Promote apprenticeships to employers • national campaigns with local Skills Development Scotland Increased use of apprenticeships by main publicly funded mechanisms for and people of all ages, gender and resonance employers leading to a higher skilled delivering skills support to businesses background • maximise regional/local events DYW workforce (following HE/FE provision) and more • focussed marketing for Training providers needs to be done to encourage a underrepresented groups Employers have improved access to step-change in skills investment by required skills and talent resulting in Ensure apprenticeships and local • increased employer engagement in Skills Development Scotland businesses fewer skills shortages and gaps provision meets the needs of the skills system businesses while addressing equality • rural supplement and travel support Technical groups Closer fit between supply and demand and diversity challenges explored DYW of skills and talent • diversity baseline established, and UHI actions identified and implemented Industry partners Public sector has a greater • public sector evidence base Local authorities understanding of Scottish • public sector school engagement Apprenticeships (gender balance and STEM focus) NHS Other services

Pilot, monitor and evaluate new • support rural MA provision including Training providers apprenticeships and alternate models of flexible delivery using technology delivery, addressing barriers to • consider alternative MA delivery Skills Development Scotland participation for employers and models individuals

20 Area of action 1 continued: Meeting the skills needs of our employers

1.2 Creating a culture of upskilling amongst employers and formalising skills support for the region’s SMEs

Rationale Action Supporting activities Lead partner Outcomes Reduction in working age population Ensure all local partners are clear on full • new online single entry point HIE Increased business investment in skills and and high levels of out-migration of employer offer and promote the whole including diagnostic to support Skills Development Scotland our young people require urgent package to businesses to drive up place-based activities Increase in apprenticeships coordination of support to improve the demand and activity • business support partnership Business Gateway skills of the existing workforce to programme and Strategic Board UHI Increased take-up and investment of improve productivity and retain the missions SCDI other skills support workforce • mapping of regional skills support Chamber of Commerce including growth deal projects Local authorities Reduction in skills shortages skills gaps • local authority community planning partnership economic and skills Higher skilled workforce sub-groups to drive local skills plan delivery Higher levels of productivity Building on best practice to identify • develop local skills escalator Business Gateway Improved equalities outcomes SMEs with growth potential (currently programmes responding to local operating at the level below HIE demand Skills Development Scotland Support for Inclusive Growth and Fair account managed companies) • ensure that SMEs have the HIE Work agenda processes in place to recruit and develop new staff and are apprentice ready • promotion of Fair Work framework practices and business pledge • build capacity to recruit apprenticeships Develop skills offer to support • upskilling and reskilling support in UHI businesses in Highlands & Islands growth sectors • encourage employers to review HIE training and workforce development Skills Development Scotland (Skills for Growth) Chamber of Commerce • promotion of innovation support for Innovation centres business (nationally, regionally and locally)

21 Area of action 1 continued: Meeting the skills needs of our employers

1.3 Improving skills support for key inward investment projects

Rationale Action Supporting activities Lead partner Outcomes Inward investment plays a key role in Team Scotland approach adopted by all • multinational agency propositions HIE Increased number and value of inward developing growth sectors and supply agencies targeting significant growth, • wider use of the outputs from investment projects and jobs created chains, driving innovation and inward investment and business existing business panels to inform Skills Development Scotland productivity and facilitating transfer of resilience propositions UHI Enhanced multiplier effects from inward skills and knowledge to indigenous Local authorities investment firms Higher skilled workforce Develop skills offer to support • mapping exercise of supply chain Skills Development Scotland businesses to locate or expand in skills capability against growth Higher levels of productivity Highlands & Islands by navigating and sectors UHI influencing the skills education and • ensure strong and robust training landscape intelligence in every inward investment proposition

1.4 Developing leadership, management and entrepreneurship skills

Rationale Action Supporting activities Lead partner Outcomes Leadership and management is Build on and expand the existing • co-investment from government and UHI Increased number of businesses essential to achieving sustainable leadership, management and national/regional agencies including investing training economic prosperity and growth entrepreneurship skills programmes to rural growth deal projects HIE support more SMEs with growth • expand training delivery in rural SFC Higher skilled workforce and levels of Focussing on entrepreneurship will potential areas productivity create a more growth-orientated business base More young people considering Embed entrepreneurship skills from a • raise awareness of business start-up Local authorities self-employment as a career option young age and build on existing /self-employment options through enterprise in work-based learning type career information advice and DYW activity guidance and DYW Skills Development Scotland • support the expansion of enterprise- Third sector entrepreneurship related education in all levels of organisations education and address geographic equality of access

22 Area of action 2: Planning for the future and understanding the impact of our investment

2.1 Developing strategic foresight capacity in the region

Rationale Action Supporting activities Lead partner Outcomes Partners need a clear picture of skills Prepare to respond effectively to new • raise the profile of the region with Skills Development Scotland Improved understanding of future skills and occupation demand to respond policy and funding initiatives government(s) and agencies to needs, and improved regional skills effectively to the opportunities and (withdrawal of EU funding and access to highlight the region’s unique HISIP Programme Board evidence base requirements that will flow from City and UK Shared Prosperity Fund) economic and skills landscape Growth deals • ensure the Highlands & Islands is Effective allocation of skills funding fully integrated with national Regional partners need to respond sector-based initiatives Services responsive to national policies effectively to the Islands Act to ensure and strategies through delivery in a Ensure SIP aligns to COHI partner • align any activity of the HISIP Skills Development Scotland their services and policies are local context activity Programme Board with COHI senior supportive and sensitive to the unique officer group strategy actions and COHI Senior Officers Group socio-economic needs of island report biannually communities Inform and support the development of • continue to maintain and enhance Skills Development Scotland a robust evidence base that details the the evidence base developed for the regional challenges and opportunities SIP HISIP Programme Board • ensure the RSAs inform partners to plan effectively on skills and related investment Inform regional transformational • develop regional ‘horizon scanning’ HIE projects to align to COHI workstream and develop coordinated responses Local authorities Develop a greater understanding of the • collate existing, initiate new, and Skills Development Scotland potential impact of Brexit disseminate research and analysis • influence proposed UK Government HIE funding streams UHI

Implement the National Islands Plan • partners respond effectively in National Islands Plan named relation to island proofing policies, authorities strategies and services

23 Area of action 2 continued: Planning for the future and understanding the impact of our investment

2.2 Ensuring a more integrated and transparent approach to skills planning/skills alignment

Rationale Action Supporting activities Lead partner Outcomes Effective skills planning requires a SFC and SDS will work more closely to • develop a skills alignment process SFC/Skills Development Scotland Improved understanding of future skills partnership approach implement the five-stage skills that draws on the learning from the needs, and improved regional skills alignment model National Skills Alignment pilots evidence base Significant replacement demand and which will support the region’s key growth in key sectors and growth sectors Effective allocation of skills funding • a programme of engagement with Pressures on recruitment and upskilling employers to share knowledge of the Services responsive to national policies within the public sector has increased, business case for diversity, technical and strategies through delivery in a exacerbated by increase of non-working support for them in taking positive local context age people, out-migration of young action in recruitment practice and people and families and increased signposting of recruitment incentives levels of complex care needs Regional partners to work to deliver • build on the Community Charter Island local authorities greater integration and embed an initiative with island local authorities ‘agency fluid’ approach to skills to ensure greater alignment of Skills Development Scotland development in support of education education and skills services that Northern Alliance and skills provision to meet local need supports the economy and a HIE sustainable workforce Local authorities • regional skills planning to be aware and supportive of the Regional Education Improvement Framework Plan and delivery • local partners commit to step change in collaboration in response to the Enterprise and Skills Strategic Board’s Strategic Plan

24 Area of action 2 continued: Planning for the future and understanding the impact of our investment

2.3 Ensure effective workplace planning in the region’s strategically important sectors and occupations

Rationale Action Supporting activities Lead partner Outcomes Urgent need to address skills shortages Develop a co-ordinated approach to • establish a regional public sector Skills Development Scotland Improved understanding of future skills in a range of sectors as well as to supporting public sector organisations skills network needs (expansion and replacement address significant workforce in recruitment and workforce planning • increase public sector joint NHS demand), and improved regional skills replacement demand forecast over the across the region procurement and recruitment Local authorities evidence base next decade • ensure regional talent attraction is UHI aligned to national talent attraction HIE Reduction in skills shortages and skills Significant skills and recruitment issues initiatives gaps in the public sector, and more across the public sector, vitally generally important to the region’s fragile Address occupational segregation in • develop material and awareness Skills Development Scotland communities key sectors and occupations raising events that challenge unconscious bias and gender-related Local authorities Public, third and voluntary sectors need misconceptions HIE to plan effectively for future skills needs NHS DYW Curriculum need to support regional and local economy

Enhance labour market awareness, • continue to support the skills and Bòrd na Gàidhlig provision of learning and employment economy theme in ‘Gaelic – a Faster opportunities in support of the Gaelic Rate of Growth’ HIE economy • implement, monitor and review the Skills Development Scotland national and public sector Gaelic Scottish Government language plans UHI • increase Gaelic in the curriculum and Local authorities in FE/HE

Curriculum designed to support • pathways and subject choices UHI regional and local economy particularly available to support progressing in STEM and digital skills key and growth sectors Skills Development Scotland HIE

25 Area of action 3: Building the workforce of the future

Table 3.1 Improving the skills pipeline through mainstream education and increased numbers of FE/HE students in key subject areas

Rationale Action Supporting activities Lead partner Outcomes Providing sufficient and appropriately In line with the Enterprise and Skills • greater coordination of SFC outcome SFC & Skills Development Scotland Improved understanding of future skills skilled workers through UHI regional Strategic Board Strategic Plan SFC and agreement funding with SDS needs, and improved regional skills college courses and training provision is SDS will work closely to implement the commissioning Local authorities evidence base an ongoing challenge five-stage skills alignment model • improve the alignment of funding to UHI key and growth sectors and Effective allocation of skills funding Urgency to ensure talent retention by occupations including support for providing opportunity to develop career remote areas Increased number of FE/HE student progression with confidence through • funding and delivery to respond numbers in subject areas aligned to key education, employment and training effectively to innovation, skills and sectors/ occupations opportunities training elements in City, Rural & Islands growth deals Higher skilled workforce Changes in employability pipeline, Use of innovative approaches to deliver • maximise technological Local authorities through loss of EU funding Higher levels of productivity high quality education and skills, opportunities to deliver learning with through e-learning, digital technology the optimum flexibility to meet needs Training providers and off-campus learning while of remote students and employers Northern Alliance addressing equality and diversity • support the development of UHI, UHI challenges e-Sgoil and other local authority delivery platforms Further develop work-based learning • continue to increase local Universities and increase part-time learning apprenticeships delivery and expand off-campus delivery Local authorities • address gender imbalances and Skills Development Scotland uptake of underrepresented groups in key sector occupations • diversity baseline established, and actions identified and implemented

26 Area of action 3 continued: Building the workforce of the future

3.2 Delivering a careers education service and guidance service for all ages and stages

Rationale Action Supporting activities Lead partner Outcomes The world of work is changing quickly Explore opportunities for co-ordination • develop tailored content that Skills Development Scotland Improved awareness of the variety of increasing the importance of careers and innovation in career education and promotes career enhancing skills career progressing opportunities education improve careers pathway information and learning opportunities that are Local authorities amongst school pupils, job-seekers, and guidance for all ages aligned to work and study options in UHI employees, parents, teachers and Constant drain of out-migration must be the region and promote through careers advisers redressed to ensure businesses and face-to-face and online services communities have a sustainable future • align activity with recommendations Greater uptake of Foundation from HIE 2018 survey – Young Apprenticeships and work-based People and Highlands & Islands learning in the school curriculum across • ensure local LMI is used to support all parts of the region all-age careers service • explore opportunities for joint Young people continue to indicate a career-long professional learning in preference to live in the Highlands & relation to career education and the Islands and have greater confidence in development/promotion of LMI the education, training and employment offer Develop awareness and pathways to • implement the recommendation from Public authorities with a Gaelic Gaelic career opportunities the 2018 Gaelic Language Labour language plan Market Evidence Report in relation to Gaelic skills and LMI • review of SDS service offer for Gaelic speaking pupils, parents and teachers

Further develop and enhance all-age • promote the importance of lifelong Skills Development Scotland career management offer to support learning and up-skilling & re-skilling those looking to upskill and reskill as part of messaging about careers Local authorities support that is available through career education face-to-face and online services

27 Area of action 3 continued: Building the workforce of the future

3.3 Enabling upskilling and reskilling

Rationale Action Supporting activities Lead partner Outcomes The world of work is changing Collaboration with employers and other • obtain collective clarity on meta- Skills Development Scotland Improved culture/understanding of the exponentially which requires a culture agencies in the skills system to take skills definition SFC importance of lifelong learning amongst of lifelong learning and new skills to forward the Strategic Board’s Future • define key principles to utilise those about to enter, and those already cope with future change (meta-skills) Skills Mission for Meta-Skills over the agreed meta-skills as a learning SQA in the labour market and their career next three to five years approach HIE influencers Employees with workplace patterns of • utilise meta-skills to define and employment (gig economy and develop skills system’s qualifications Increased uptake of apprenticeships part-time employment) require support and Individual Training Accounts Enhance digital skills provision to • developing and embedding basic Local authorities Costs for islands and remote rural Reduction in skills shortages and skills support all sectors for current and digital literacy in training communities to access urban-based gaps future workplace needs • support provision of professional HIE training can discourage employers to digital skills training in the region UHI invest in workforce development Higher skilled workforce Skills Development Scotland Higher levels of productivity

Encourage employers to understand • promote greater uptake of existing HIE their workforce development needs and products access available support • bespoke joint workshops to engage Business Gateway SMEs and provide cohesive business Skills Development Scotland support SFC • promotion of existing support for employers for managing and supporting disabled people • increase the promotion and uptake of the Flexible Workforce Development Fund Increased investment in skills, training • skills-related community benefits Local authorities and education from procurement and outputs from the delivery of City, community benefits Rural and Islands Deals and energy Private energy companies projects

28 Area of action 3 continued: Building the workforce of the future

3.4 Continuing to support greater engagement of employers in shaping the skills pipeline and developing innovative career pathways

Rationale Action Supporting activities Lead partner Outcomes DYW groups have been successful in Ensure the local employers’ voice is • align partner activity to support the DYW Long-term, planned and sustainable encouraging closer engagement heard in the skills system through the DYW groups to achieve KPIs employer partnerships with schools between employers and education to eight DYW regional groups • create opportunities for dialogue to Local authorities improve employment opportunities for develop all levels of school/employer Skills Development Scotland Reduction in hard to fill vacancies young people partnership within new framework • increased employer partnerships to Reduction in the number of young The curriculum must be aligned to the include offering meaningful work people not engaged in meaningful work needs of the local, regional and national placements, including to placements economy if we are to ensure increased underrepresented groups productivity and the ability to adapt to a rapidly changing technological Continue to develop the senior phase • build the curriculum offer in relation Local authorities workplace curriculum aligned the needs of to Foundation Apprenticeships with employers a focus on widening access to all FA DYW frameworks in all schools across the UHI region • pilot SCQF level 4 and 5 work-based learning qualifications to broaden and diversify the curriculum in relevant occupational areas across the region • support employer uptake of digital platforms aimed at engaging with education

29 Area of action 4: People attraction, retention and place attractiveness

4.1 Promoting the whole region to retain, attract people, businesses and investment, aligned with national strategies

Rationale Action Supporting activities Lead partner Outcomes The Highlands & Islands Talent Inform activity relating to the COHI • alignment of individual, regional and HIE Increased number of working age Attraction Strategy was aligned to the talent attraction theme and accelerate local education and skills provision people living and working in the region SIP to provide a regional focus to the implementation of the Highlands & plans in the context of an HISIP programme board address young people and working Islands Talent Attraction Strategy overarching regional strategy and Reverse the forecast decline in age population retention, attraction action plan population and return • support the evolution and refinement of the wider region’s strategic and Year-on-year positive net migration The key objective is to develop local, operational approach to talent regional and national approaches and • interpret what the regional (and Businesses located in (or locating into) activities and combine where relevant sub-regional) skills evidence base the Highlands & Islands can access an and appropriate says about the demographic appropriate scale and scope of skilled challenges and the supply and future talent demand for skills at a geographical, sectoral and occupational level • identification of priorities for taking forward and aligning with other COHI activity relating to housing, digital, transportation, marine economy and energy which all contribute to the ongoing development and delivery of the local and regional approach to talent

30 Just as its geography and people are the Highlands & Islands’ greatest assets, they can also present a distinct set of skills needs that require solutions which are sympathetic to local need and circumstances

31 This Skills Investment For the period of this new plan the The membership of the refreshed Programme Board will: Programme Board is listed below, and Plan sets out a shared • provide strategic leadership for the will include two new members: development of skills policy and framework and priorities facilitate planning and delivery of • Skills Development Scotland for the region. the skills programmes across the • Scottish Funding Council 8 region • Highlands & Islands Enterprise • University of the Highlands and Governance, These include a mixture of policy, • manage the implementation of Islands planning and delivery activities the Highlands & Islands SIP Action • SCDI monitoring and generating early and longer term Plan, including ongoing review and • Northern Alliance outputs, while building a platform on updating of key actions to address • Bòrd na Gàidhlig implementation which to drive the local response at a emerging policy agendas and • NHS Health boards local authority level. external factors • Local authorities • Business Gateway This plan also acknowledges the • develop a detailed monitoring and ongoing need for a skills planning and implementation plan which will The Programme Board will meet four shared delivery response, which is establish specific measures then times a year, with two of the meetings derived from this framework but will identify progress in achieving taking place prior to the biannual COHI developed at sub-local authority level. the outputs and outcomes meetings (in October and March). This In the Argyll & Bute and Highland increased frequency will allow for more regions there is a shared commitment • facilitate the collation of robust momentum in taking forward the Action from partners to work collaboratively on evidence by partners to inform Plan. Short term working groups may this, building on the success of local investment in skills also be required for setting up new skills plans and developing our sub- projects. regional evidence base. • support the activity of local skills plans which align to the regional It has been agreed by the Programme priorities identified in the SIP Board that there should be a greater balance between the monitoring and • provide progress reports to the implementation of agreed actions in the Convention of the Highlands & future as well as provide strategic Islands. leadership and influence over skills policy within the region. There will continue to be one group, the Programme Board, to oversee implementation of the Action Plan.

32 Appendix 1: Monitoring data sources

Action area Output/outcome Data source Meeting the skills needs of our employers Broadening apprenticeship provision and participation in key Increased uptake of all types of apprenticeships SDS apprenticeship data sectors for all ages, genders and backgrounds Reduction in skills shortages and skills gaps Employer Skills Survey Closer fit between supply and demand for skills and talent Employer Skills Survey Higher skilled workforce Regional Skills Assessment – qualification data Higher levels of productivity Regional Skills Assessment – GVA data Creating a culture of upskilling amongst employers and formalising Increased business investment in skills Employer Skills Survey skills support for the region’s SMEs Increased uptake of all types of apprenticeships SDS apprenticeship data Increased uptake of other skills support programmes SDS/SFC/HIE data Increased number of businesses investing in training Employer Skills Survey Reduction in skills shortages and skills gaps Employer Skills Survey Higher skilled workforce Regional Skills Assessment – qualification data Higher levels of productivity Regional Skills Assessment – GVA data Improved equalities outcomes SFC/SDS data Support for Inclusive growth and Fair Work agenda HIE data Improving skills support for key inward investment projects Increased number value of inward investment projects and jobs SDI/ HIE FDI data created Enhanced multiplier effects from inward investment SDI/ HIE FDI data Higher skilled workforce Regional Skills Assessment - qualification data Higher levels of productivity Regional Skills Assessment - GVA data Developing leadership, management and entrepreneurship skills Increased number of business/organisations investing in leadership Employer Skills Survey and management and entrepreneurship training Higer skilled workforce Regional Skills Assessment –qualification data Higher levels of productivity Regional Skills Assessment –GVA data More young people considering self-employment as a career option Local authority/SDS data Knowledge and planning for the future Developing strategic foresight capacity in the region Improved understanding of future skills needs, and improved Qualitative feedback from partners regional skills evidence base Effective allocation of skills funding Qualitative feedback from partners Services that are responsive to national policies and strategies Qualitative feedback from partners through delivery in a local context 33 Appendix 1: Monitoring data sources continued

Action area Output/outcome Data source Knowledge and planning for the future continued Ensuring a more integrated and transparent approach to skills Improved understanding of future skills needs, and improved Qualitative feedback from partners planning/ skills alignment regional skills evidence base Effective allocation of skills funding Qualitative feedback from partners Services that are responsive to national policies and strategies Qualitative feedback from partners through delivery in a local context Ensuring effective workforce planning in the region’s strategically Improved understanding of future skills needs (expansion and Qualitative feedback from partners important sectors and occupations replacement demand), and improved regional skills evidence base Reduction in skills shortages and skills gaps in the public sector, and Employer Skills Survey more generally Building the workforce of the future Improving the skills pipeline through mainstream education and Improved understanding of future skills needs, and improved Qualitative feedback from partners increased numbers of FE and HE students in key subject areas regional skills evidence base Effective allocation of skills funding Qualitative feedback from partners Increased number of FE/HE student numbers in subject areas UHI/SFC data aligned to key sectors/occupations Higher skilled workforce Regional Skills Assessment - qualification data Higher levels of productivity Regional Skills Assessment - GVA data Delivering a careers education advice and guidance service and Improved awareness of career opportunities and different career Qualitative feedback from partners careers pathways for all ages and stages options amongst job-seekers, employees, parents, teachers and careers advisers Greater uptake of Foundation Apprenticeships and work-based SDS apprenticeship data learning in the school curriculum across all parts of the region Young people continue to indicate a preference to live in Highlands HIE survey & Islands and have greater confidence in the education, training and employment offer Encouraging up-skilling and re-skilling Improved culture/understanding of the importance of lifelong Qualitative feedback from partners learning amongst those about to enter, and those already in, the labour market and their career influencers Increased uptake of apprenticeships and Individual Training SDS apprenticeship data Accounts Reduction in skills shortages and skills gaps Employer Skills Survey Higher skilled workforce Regional Skills Assessment - qualification data Higher levels of productivity Regional Skills Assessment - GVA data

34 Action area Output/outcome Data source Building the workforce of the future continued Continuing to support greater engagement of employers in Long-term, planned and sustainable employer partnerships with DYW KPIs shaping the skills pipeline and developing innovative careers schools pathways

Reduction in hard-to-fill vacancies Employer Skills Survey Reduction in the number of young people not engaged in meaningful work placements People attraction and place attractiveness Promoting the whole region to retain, attract and re-attract people, Reduction in skills shortages and skills gaps Employer Skills Survey businesses and investment, aligned with national strategies Higher skilled workforce Regional Skills Assessment - qualification data Higher levels of productivity Regional Skills Assessment - GVA Data Reverse the forecast decline in population Regional Skills Assessment Year-on-year positive net migration Regional Skills Assessment Businesses start-ups Regional Skills Assessment

35 Acknowledgements

Skills Development Scotland would like to thank Highlands & Islands Enterprise for co-funding this research and the many partners who supported the development of the Highlands & Islands Skills Investment Action Plan refresh.

Skills Development Scotland Monteith House, 11 George Square, Glasgow G2 1DY T 0141 285 6000 E [email protected] www.skillsdevelopmentscotland.co.uk

The Skills Development Scotland Co. Limited. Registered in Scotland SC202659. Registered office: Monteith House, 11 George Square, Glasgow G2 1DY SDS-1431-Oct19