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Train to Gain

Country of implementation
United Kingdom
General short description of the innovation
The Train to Gain service was introduced in April 2006 to support employers in improving the skills of their employees, and to contribute to improved business performance. The overall objective of the policy was to ameliorate the skills deficiency in the UK. It was a publicly financed initiative to deliver a) a skills brokerage service to advise employers on identifying training needs and sourcing training, b) flexible training, c) vocational training and specific training to employed individuals in the UK, primarily those aged 25 years and over who did not achieve a Full Level 2 Qualification. As of August 2008, the scheme formed part of the Employer Responsive training model. The initiative was stopped in 2010 after the change in government.
Target group
Total Population
Policy Field
  • education
  • social
Type of Policy
  • public-private partnership
Duration of the policy
Scope of innovation
  • Scope: structural
  • Budgets: It had cost 1.47 billion by March 2009 and has a budget of 925 million for 2009-10
  • Number of intended beneficiaries: By April 2009, 1.25 million people had started training and 554,100 learners had gained a qualification. Although learner numbers were below target in the first two years, they have increased rapidly and are expected to exceed the target for the 2008-09 academic year. By April 2009, there had been 143,400 employer engagements with a skills broker.
  • Spatial coverage: England
Type of innovation
  • new policy, practice or measure
New outputs
  • job guidance, coaching and/or counselling
  • learning workplaces
  • lifelong learning
  • training schemes
Intended target group
Employees with skills needs
Working age population
  • main source of income: paid work
Actors involved in policy-making/implementation and/or evaluation
  • agency or national social insurance body (Learning and Skills Council)
  • central state
Clarification of the role of various actors
The Department for Education and Skills and later the Department for Innovation, Universities and Skills had overall responsibility for the programme until June 2009 before it was moved to the new Department for Business, Innovation and Skills (BIS). The Learning and Skills Councils (LSC), a non-departmental public body under Department sponsorship planned, delivered and funded all programme activities except for the skills brokerage. Brokers act as intermediaries, independent of training providers, and recommend suitable courses and providers.
Intended output
  • job guidance, coaching and counselling
  • learning workplaces
  • lifelong learning
  • training schemes
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