LIFE SCIENCE
SKILLS FOR LIFE
An analysis of the future employment and skills demands
within the Life Science sector in South West & Central Wales
2
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Contents
Foreword
Executive Summary
5
7
SECTION 1:
Introduction
11
SECTION 2:
Literature Review
17
2.1 Policy Perspective
SECTION 3:
18
Skills Supply
31
3.1 Secondary Education Supply
3.2 Further Education (FE) Data
3.3 Higher Education (HE) Data
32
45
48
Future Industry Analysis
57
4.1 Cambridge Econometrics Projections Data
4.2 Projected Gross Value Added (GVA)
within the Life Science Sector
4.3 Projected Employment
within the Life Science Sector
58
59
SECTION 4:
SECTION 5:
Life Science Companies Survey
5.1 Background
5.2 Skills Survey 2013
5.3 Survey Data
5.4 Recruitment Issues
5.5 Demands of the Business
5.6 Methods of Recruitment
5.7 Geographic Areas of Recruitment
5.8 Qualifications
5.9 Training Provision
5.10 Apprenticeships
5.11 Premises
SECTION 6:
67
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71
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83
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92
95
99
100
Conclusions and Recommendations
6.1 Conclusions
6.2 Recommendations
62
113
114
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LIFE SCIENCE
SKILLS FOR LIFE
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Regional Learning Partnership South West & Central Wales
Foreword
In October 2013, the Swansea Skills Group was tasked by the Regional Learning
Partnership (South West & Central Wales) with examining the Life Science sector
to gain a fuller understanding and appreciation of its value to the region.
The Life Science sector encompasses companies in the fields of biotechnology,
pharmaceuticals, biomedical technologies, cosmeceuticals, food processing,
environmental and organisation and institutions that focus on the various stages of
research, development, technology transfer and commercialisation.
The sector has been identified as one of the key priority sectors in Wales with
Wales now competing on the global stage with some of the finest scientific minds
in the world and the sector in Wales has grown by over 19% in the last 3 years.
Within Wales we currently have around 300 companies employing around
10,000 people (10% of the workforce) with companies based here including
those in the ground breaking fields of medical technology, diagnostics, wound
healing and contract research organisations.
In Swansea a lot of this work is focused around the Institute of Life Sciences – a
purpose built medical research facility which is a collaboration between Swansea
University and the Welsh Government, together with Abertawe Bro Morgannwg
University Health Board, IBM and industry and business partners – but the
plans for expansion and the development of supply chains to the region are well
advanced – and it is this development that we are looking to support through the
production of this report.
This report draws on both primary and secondary sources of evidence and
research findings. It is aimed that the intelligence derived from the study will
provide a better understanding of such a dynamic sector. I hope the report will
influence and shape our thinking in determining the decisions we need to make,
to support an evolving Life Science sector across the south west and central
region.
In writing this introduction I would like to thank my fellow colleagues for their
continued support throughout the year and the many representatives who took
time to give us detailed and helpful evidence and insight.
Mark Jones
Chair of Swansea Skills Group
& Principal of Gower College Swansea
LIFE SCIENCE
SKILLS FOR LIFE
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Regional Learning Partnership South West & Central Wales
Executive Summary
Life Science is a diverse, research driven and global sector, with its characteristics
constantly changing as new sub sectors emerge and develop. The sector is both
highly innovative and dynamic and is a key source of high skill and high tech jobs.
The sector covers Medical Devices, Medical Diagnostics and Pharmaceuticals,
through to Synthetic and Industrial Biotechnology. It also includes Medical
Technology businesses, with wide ranging activities including research, testing,
manufacture and the provision of specialist services.
The research undertaken aims to identify and outline the skills challenges faced
by the sector both currently and in the future. It also aims to identify the ‘skills
pipeline’ which supplies the sector’s talent at a regional level to ensure that the
Life Science sector in South West and Central Wales can be supplied with suitably
skilled individuals who can be supported into available high skilled jobs.
RESEARCH HEADLINES
The following is a selection of the key headlines from the research study.
Schools
◆ Within the region of South West and Central
Wales in 2012 there were a total of 11,031
entries in Mathematics GCSE, 1,993 entries in
Information and Communication Technology
GCSE and 12,232 entries to ‘Other Sciences’
GCSE. Entries to the individual science GCSE
subjects of Physics, Chemistry and Biological
Sciences was an average of 1,576 per subject.
◆ There are significant variations across the region
in relation to the attainment of GCSE A* - C in
STEM (Science, Technology, Engineering and
Mathematics) related subjects.
◆ A number of schools within the region do
not offer Biological Sciences, Chemistry and
Physics as individual subjects, reducing the
opportunities to specialise in science at an early
stage.
◆ In line with national trends, there is a significant
gender difference between males and females
across the region in the take up of STEM
related GCSEs, with a higher number of male
entrants into STEM GCSEs.
◆ Attainment of Information and Communication
Technology at GCSE A* - C varies significantly
across the region with a high level in the county
of Neath Port Talbot (94%) and a low level
(44%) in Powys.
Further Education and Higher
Education
◆ In total there were 17,751 STEM related
learning aims undertaken within the region’s
Further Education Institutions from Entry Level
to Level 4 during the academic year 2012/13.
◆ Within the region’s Higher Education
Institutions in the academic year 2011/12
there were a total of 3,510 undergraduate
enrolments and 605 postgraduate enrolments.
◆ Comparing post 16 education is difficult due
to the number of different data sources and
there is a need to ensure that there are robust
methodologies in place to accurately compare
post 16 educational information.
◆ Recruitment to STEM related courses in
Further Education is primarily focused around A
and AS Level provision with the highest number
of enrolments at Gower College Swansea.
LIFE SCIENCE
SKILLS FOR LIFE
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◆ There is a reversal of the gender imbalance
when reviewing the enrolment into Life Science
related subjects at a Higher Education level with
a greater number of female entrants than male
entrants.
◆ Swansea University is the primary destination
in the region for Life Science students for both
undergraduate and postgraduate levels.
◆ Wales is the primary country of residence for
learners enrolled onto Life Science related
subjects at Higher Education Institutions within
the region.
Institute of Life Science Business
Survey
◆ Life Science companies within the region are
highly diverse with activities ranging from
Clinical Research through to Medical Devices
and Manufacturing.
◆ The Life Science workforce is engaged
in a number of different job roles with a
high number employed within Technical,
Administrative and ‘Other’ roles.
◆ Recruitment within the Life Science sector is
undertaken for many roles on an international
as well as regional level with Technical and
Managerial positions being more frequently
recruited from outside the region.
CONCLUSIONS
◆ The Life Science sector in South West
and Central Wales is a dynamic and multi
disciplinary industry area that supports high
value, high paid employment within the region.
◆ The specialised nature of the sector, as well as
its diversity, makes it difficult to identify direct
pathways into sectoral employment.
◆ There is a significant difference between the
number of male and female entrants into
non statutory STEM subjects, with variation
between Secondary and Higher Education and
the subsequent uptake of employment.
Economic Projection Data
◆ A number of Life Science related industries are
expected to increase in Gross Value Added
(GVA) terms across the region following a
general brief period of decline between 2010
and 2015.
◆ Employment within many of these industries
however is likely to decline by 2030, with large
reductions projected in the Electronics and
Chemicals industries in South West and Central
Wales.
◆ The diversity of the Life Science sector makes
the application of projection data difficult and
there is a greater need to understand the
potential for development within the sector.
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Regional Learning Partnership South West & Central Wales
◆ There are significant differences between GCSE
attainment across counties and Secondary
schools within the South West and Central
Wales region. This difference is most prevalent
in the subject areas of Mathematics and ICT.
◆ There is a need for greater clarity of the
post 16 academic and vocational learner
profiles, to improve the understanding of the
pipeline in further detail. In particular utilising
information relating to delivery of STEM related
qualifications delivered within Secondary and
Further Education.
◆ Life Science companies have ongoing demands
for skills and learning, with much training
provided locally, though many have recruited or
have looked to recruit staff from outside Wales
and the region.
Further Education
1
Closer integration of curriculum planning
between Secondary schools and Further
Education Institutions to support learners across
all institutions.
2
Increase the levels of practical work experience
and industry mentoring to promote career
opportunities.
3
Offer additional courses and educational
opportunities to supplement A-Level provision.
4
Engage and consult with employers in the
STEM sectors to ensure curriculum suitability
for local and regional skills needs.
5
Further develop and deliver employer focused
training to both up-skill and re-skill existing
employees.
6
Continue to develop appropriate vocational
pathways into employment within the Life
Science sector and the broader STEM area.
RECOMMENDATIONS
Recommendations have been developed to
support a number of stakeholder groups, they are
as follows;
Stakeholder Groups
1
Establish an advisory group involving educators
from Primary, Secondary, Further and Higher
Education to consider the development of a
joint age related curriculum.
3
Ensure coherence across regional policy
including the Swansea Bay City Region, Powys
and Ceredigion regeneration strategies and the
work of the Life Science Sector Panel through
Economic Renewal: A New Direction.
3
Continue to develop a strong network with
regional businesses to support the sector and
its development.
Higher Education
1
Examine the current regional Further and
Higher Education STEM provision to ensure
that it meets the needs of the sector both
currently and for the future.
2
Develop innovative and supportive Higher
Apprenticeships (Level 4) to support a
vocational pathway both into the sector and to
support individuals already within the sector.
3
Encourage academic staff to support business
idea developments in both undergraduate and
postgraduate cohorts.
4
Expand management programmes to include a
greater emphasis on business start ups within
the Life Science sector.
5
Work with employers to identify and capture
skills needs relating to hard to fill and specialised
vacancies.
Secondary Education
1
2
3
Increase the availability of individual science
GCSEs within the region to allow all students
the opportunity to follow a more specialised
STEM pathway.
Improve the understanding and outlook of
teachers and educators to STEM subjects and
careers that provide high quality and high value
jobs.
Build upon the employer participation within
schools around STEM subject areas to raise
awareness of the progression and employment
opportunities.
4
Improve the participation of females within
STEM subjects through enhancing current
strategies and developing new and innovative
strategies.
5
Utilise the support of Careers Wales to engage
with industry and businesses to support schools
in promoting greater awareness of career
opportunities and jobs within the growing
sector.
EXECUTIVE SUMMARY
◆ There is a low level of take up of
Apprenticeships in the regional Life Science
sector, although there is an appetite for Work
Based Learning in the sector.
LIFE SCIENCE
SKILLS FOR LIFE
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“The life sciences sector is
continually changing and
therefore the strategy
highlights that the UK
needs to adapt and
capitalise on its strengths
in order to compete in this
challenging environment.’
UK GOVERNMENT
10
Regional Learning Partnership South West & Central Wales
SECTION 1
Introduction
INTRODUCTION
1
LIFE SCIENCE
SKILLS FOR LIFE
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1.1 ABOUT THE REGIONAL
LEARNING PARTNERSHIP SOUTH
WEST AND CENTRAL WALES
The Regional Learning Partnership South West
and Central Wales (RLP) is a transformational
partnership bringing Education and Regeneration
partners together to help provide a better future
for learners and potential learners across South
West and Central Wales.
Since forming in 2007 its main aim is to ensure that
publicly-funded learning providers and associated
organisations work collaboratively, effectively
and efficiently across the areas of education and
regeneration to meet the needs of the learners and
the regional economy in South West and Central
Wales.
The partnership is made up of key representatives
from Local Government, Higher Education, Further
Education, Third Sector and Private Sector, across
Carmarthenshire, Ceredigion, Neath Port Talbot,
Pembrokeshire, Powys and Swansea.
Recognised by the Welsh Government for its
‘transformational’ work with regeneration and
education organisations, the RLP has been praised
for its efforts towards efficiency and improvement
in bringing together people who have an interest
in the training and skills agenda, to maximise
opportunities for learners and potential learners
wanting to progress their careers or enter
employment.
1.2 SWANSEA SKILLS GROUP
The Swansea Skills Group consists of senior
managers from all key public sector and private
sector training organisations across the City and
County of Swansea.
Its aims are to identify future skills needs in Swansea
and the wider region, with a particular focus on
those key Welsh Government business sectors that
will have the greatest impact on the local economy
and the regeneration of the Swansea Bay City
Region. In doing this it brings together partners
to help develop curriculum and progression
routes whilst, at the same time, breaking down
any barriers, and in so doing, improving the
responsiveness of provision to meet the demands
of employers.
1.3 THE RESEARCH STUDY
The study has been undertaken to identify the skills
needs of the Life Science sector in the region and
the potential ‘skills pipeline’ for the sector through
analysing the supply of qualified individuals from
Secondary, Further and Higher Education.
The study utilises the Welsh Government’s
definition of the Life Science sector:
‘Pharmaceutical, Biotechnology and Medical
Technology with wide ranging activities including
research, testing, manufacturing and the
provision of specialist services’
Welsh Government1
Globally, the Life Science sector is projected to
grow driven by dynamics including an ageing
population, the increasing challenge of chronic
disease, scientific and technological advances
and stretched healthcare systems. The sector
is inherently complex, with strict regulation of
products and services and long expensive lead1 Sectors Delivery Plan – Welsh Government (2013)
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Regional Learning Partnership South West & Central Wales
times for innovations posing significant barriers
to entry. The sector’s highly technical nature
and scientific underpinnings make for particularly
demanding skills requirements.
The UK is a major player within the sector and is
home to many of the major global pharmaceutical
and biotechnology companies, alongside academic
centres which support them with research output
and skilled graduates. While pharmaceuticals is
perhaps the most high-profile Life Science industry,
the sector is diverse, complex, interconnected and
involves a broad range of skills drawn from many
disciplines.
The RLP has been assisted in the development
of the study by the Institute of Life Sciences at
Swansea University and the Swansea Skills Group.
The combination of a multi stakeholder group
involvement alongside the research support
provided by the RLP allowed for the development
of balanced conclusions and recommendations that
can help inform future support for the sector.
Illustrated in Figure 1, the study has utilised a
range of both primary and secondary data sources.
Secondary data on provision was provided by the
Welsh Government and the region’s Further and
Higher Education Institutions. The Institute of Life
Science at Swansea University was commissioned
to gather primary evidence on skills needs via a
survey of regional Life Science companies.
Section 2 provides an overview of existing
literature on the Life Science sector in the South
West and Central Wales region, Wales and the UK.
This includes the policy and skills perspectives and
INTRODUCTION
1
an economic overview of the impact of the sector
within Wales.
Section 3 outlines the skills supply within the
region. This includes a regional analysis of the
attainment of Science, Technology, Engineering and
Mathematics (STEM) focused GCSEs, take up of
STEM related courses at a Further Education level
and a review of undergraduate and postgraduate
enrolments at a Higher Education level.
Section 4 utilises economic projection data
to provide an overview of predicted future
employment and growth opportunities in the
sector.
Section 5 provides an overview of regional
sectoral skills demands, both current and future,
and has been developed by the Institute of Life
Science through engagement with Life Science
companies based in South West and Central Wales.
This provides a valuable insight into the challenges
and opportunities that are faced by Life Science
companies operating in the region.
Section 6 presents the conclusions of the research
and recommendations for stakeholders to support
the development of the Life Science sector in
Central and South West Wales. These have been
developed through stakeholder engagement
with the Swansea Skills Group and the Institute
of Life Science, and reflect their views. The
recommendations include measures that need
consideration to ensure there is an adequate ‘skills
pipeline’ to meet future labour market needs.
LIFE SCIENCE
SKILLS FOR LIFE
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FIGURE 1
Swansea Skills Group - Scoping for the Life Sciences sector in South West & Mid Wales
Through collaborative working it is our aim to gather ‘localised’ data on the LIFE SCIENCE sector. Our intention
is to provide both quantitative and qualitative information on current skills provision, skills shortages and future
Sector Skills Councils
Cogent
Semta
Skills for Health
Advocate Services
Training Providers
UoW Trinity St David +
Swansea Metropolitan
Swansea University
Gower College Swansea
Coleg Sir Gar
Coleg Ceredigion
Neath Port Talbot +
Powys College
Pembrokeshire College
Swansea Skills Group
Representations from FE, HE &
HE2 Economic Regeneration &
Planning, Education, Jobcentre
Plus, Careers Wales, Welsh
Government, RLP , ILS SU,
Voluntary sector
Regional Provider Advocate
Activity
SSA Cogent, SSA Semta,
SSA SFH
SPFP Projects – new L4/5
Higher Apprenticeships
Developing a training
network for providers
Probe data using JACS & Subject
Coding System into supply of skills
Stakeholder meetings to review
the Life Sciences sector
SUPPLY?
SWW/Mid regional overview of LS
provision
Pipeline of talent assessment
Progression at each level
Possibility to research Key Stage 3 –
STEM subjects – learner choice
Barriers to aligning supply to meet
sector needs
Output
Provider
Institutions
Institute of Life
Science
Welsh
Government
Employers
Life Sciences Sectoral Report for
South West and Mid Wales Region
Regional Skills
Learning
Observatory
14
E-Portal
Regional Learning Partnership South West & Central Wales
Other
Stakeholders
Sector Skills
Councils
skills needs, thereby creating intelligence with which to inform STAKEHOLDER groups in planning future supply of
provision ensuring greater alignment with that demanded by employers and the sector.
SW Wales Regional
Learning Partnership
Collaboration &
Partnership
Regional Learning Skills
Observatory
E-Portal
DEMAND?
SWW/Mid
LS sector
research in
collaboration
with ILS PhD
team
Liaise with
SU to gather
Destinations
data from LS
programmes
into
employment
Research into
Secondary
sources i.e.
NOMIS, Stats
Wales, ONS,
InfoBase
Cymru
Intelligence
Network:
Networking
with various
partners to
gather robust
LMI
Overview
of spin out
businesses in
LS Sector
Synergy
1
Mediwales
Welsh Life
Sciences Forum
WG datasets: “Economic
Renewal: a new direction”
Priority Sector Statistics Report
2; UKCES Publication 2012;
Sector Panel Strategy for Life
Sciences; Working Futures;
Census 2012
Collate information from
MediWales database and ONS
to Produce Cluster Report
Impact
Facilitate meeting with SSC’s,
Training Providers and WG via
Swansea Skills Group to
discuss LS Report
Collaborative working to
ensure the data collected
is coordinated & shared
appropriately
Welsh Government
DfES & BETS
LMI/Statistics unit
Science for Wales
Innovation Wales
SPFP & Innovation Fund
Life Sciences, based in Penllergaer
GE Healthcare/Sector Panel
INTRODUCTION
Institute of Life Sciences
Arrange Life Sciences
sector event to meet
with organisations based
in South West Wales
Growth in
spin out LS
companies
Improved info for
policy & prospective learners
Increase in LS
graduates
Greater alignment
between providers supply
of provision with that
demanded by employers
Future Regional
Planning
Fewer Skills Gaps as learners better
equipped to meet needs of LS sector
LIFE SCIENCE
SKILLS FOR LIFE
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“Building science and
innovation capacity is a long
term endeavour. It requires
a sustained and consistent
approach if we are to
achieve impact in economic,
environmental and societal
outcomes.”
WELSH GOVERNMENT SCIENCE FOR WALES
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Regional Learning Partnership South West & Central Wales
SECTION 2
Literature Review
LITERATURE REVIEW
2
LIFE SCIENCE
SKILLS FOR LIFE
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including joint appointments is fostering a
culture across industry, academia and health
care within the region. Examples include joint
academic appointments between Abertawe
Bro Morgannwyg University (ABMU) Health
Board and Swansea University’s College of
Medicine.
2.1 POLICY PERSPECTIVE
2.1.1 UK Government
The Life Science sector is strongly supported
within the UK with policy assistance from both
the National UK Government and the devolved
administrations including the Welsh Government.
At a UK level the ‘Strategy for UK Life Sciences’
was launched by the Prime Minister, David
Cameron MP in December 2011 to support the
growth of the sector.
3
‘The life sciences sector is continually changing
and therefore the strategy highlights that
the UK needs to adapt and capitalise on its
strengths in order to compete in this challenging
environment.’
UK Government2
The strategy is broken down into three key areas
which are highlighted below:
Within the strategy there are several new actions
which the UK Government has committed to
implement. Examples of these include:
1
1
New investments in cross–cutting initiatives
such as stratified medicines and emerging
technologies e.g. informatics and regenerative
medicine.
2
Nurture a Life Science talent pipeline which
meets the needs of employers in the future;
therefore promoting Life Science as an exciting
career option.
3
The UK Government has further consulted
on improvements to the research and
development (R&D) tax credit scheme and taxadvantaged venture capital schemes.
2
3
Building a UK Life Science Ecosystem – Building
on existing strengths and partnerships between
universities, the wider research base, businesses
and the NHS to establish a cohesive system of
integration.
Attracting, Developing and Rewarding Talent –
Nurturing highly skilled researchers, clinicians
and technicians and assisting them to work
collaboratively across traditional boundaries to
create value throughout the ecosystem.
Overcoming Barriers and Creating Incentives
for the Promotion of Healthcare Innovation
– Creating the right environment to translate
discovery into real benefits for patients and
nurture innovation through the translational
funding gap.
A number of regional activities meet these three
key areas including
1
2
Building a UK Life Science Ecosystem – The
region has developed an ecosystem strongly
connected to the wider Welsh and global
contexts. A Medi-park vision is being realised
reaching out across the South West and Central
Wales region.
This study highlights both the success stories
emerging from the strategy and additional initiatives
that will enhance the Life Science sector in the UK
including:
1
The Biomedical Catalyst which has committed
£49 million to 64 projects, which will lever at
least £25m of private sector funding.
2
Thirty one learners are undertaking Cogent
Higher Apprenticeships for Life Science and
Chemical Science professionals.
3
The Finance Act gained Royal Assent on the
17th July 2012, and as a result a new costsharing VAT exemption was introduced in the
UK.
Attracting, Developing and Rewarding Talent
– Collaborative working across organisations
2 Strategy for UK Life Sciences – Department for Business Innovation and Skills, UK Government (2011)
18
Overcoming Barriers and Creating Incentives
for the Promotion of Healthcare Innovation –
The creation of a Joint Clinical Research Facility
between ABMU Health Board and Swansea
University has harmonised intellectual property
policies and research and development facilities
combining its innovation capabilities. Through
this facility the region has established a unique
capability for Life Science Development.
Regional Learning Partnership South West & Central Wales
Strategic development of the Life Science sector
within Wales falls under a number of different
strategies and action plans; the primary driver is the
Welsh Government’s Science for Wales Strategy.
‘Science for Wales highlighted the need for
Wales to coordinate its limited resources and
have an overall plan to strengthen science and
innovation, providing all partners with leadership
and a sense of direction’
Delivering Science for Wales 2012-133
The strategy clearly outlines the need to further
develop the Science sector in Wales through a
number of channels.
‘Building science and innovation capacity is a
long term endeavour. It requires a sustained
and consistent approach if we are to achieve
impact in economic, environmental and societal
outcomes.’
Welsh Government Science for Wales4
‘Success in building science and innovation is
crucially important for our country. We must
achieve more outcomes and deliverables,
whether in pure science, applied science,
innovation, industrial applications, national
applications (health, environment, enterprise,
energy). Success depends on many factors,
trends and decisions. Not all are under
the control of the Welsh Government. Our
programme nevertheless seeks to make an
impact on several long term outcomes’
Welsh Government Science for Wales5
The document highlights areas of weakness that are
prevalent within the Science sector. This includes
the area of research and development in Wales’
Higher Education Institutions.
‘On average, universities in Wales win relatively
low levels of competitively awarded research
funding compared with the UK as a whole. In
2009/10 Wales’ percentage of UK Research
Council income was 3.3 percent compared with
Scotland‘s 14.8 percent, having only 8.4 percent
of the UK population. No Welsh university
appears in the Times Higher Education’s list of
the world’s top 200 universities for 2011-2012’
Welsh Government Science for Wales6
The strategy places a strong emphasis on the
need for Wales to adapt to an increasingly
multidisciplinary and collaborative research
environment. This is seen as essential to delivering
new investments within research.
‘Scientific research is undergoing a steep rise in
the amount of multidisciplinary and collaborative
work needed to achieve results in complex
subjects, often at the boundaries of conventional
disciplines. Wales is well placed, being small
and hence less complex and with a devolved
government, to build collaboration. The Welsh
Government wants to see universities, institutes
and industry in Wales become more ambitious
and increasingly engaged with the best groups.’
2
LITERATURE REVIEW
2.1.2 Welsh Government
Welsh Government Science for Wales7
A need to promote innovation in Wales was
also outlined in the strategy. This led to the
development of the Welsh Government’s
Innovation Wales Strategy, published in 2013.
‘We must teach for knowledge and for
excellence, but also for enterprise and
innovation.’
Welsh Government Science for Wales8
The document highlights the issue that Wales is
not at the forefront of innovation at an international
level.
‘Wales is characterised as an ‘innovation
follower’, the second rank of innovation
performance, but, in a finer-grained analysis,
our performance is identified as being in the
lower spectrum of this category. It may be that
where we are innovating this is largely in terms
of incremental changes to existing products and
processes rather than developing new market
opportunities and added value.’
Welsh Government Innovation Wales9
3 Delivering Science for Wales 2012-13: Annual Report on our strategic agenda for science and innovation in Wales: Welsh Government (2013)
4 Science for Wales: A strategic agenda for science and innovation in Wales – Welsh Government (2012)
5 Science for Wales: A strategic agenda for science and innovation in Wales – Welsh Government (2012)
6 Science for Wales: A strategic agenda for science and innovation in Wales – Welsh Government (2012)
7 Science for Wales: A strategic agenda for science and innovation in Wales – Welsh Government (2012)
8 Science for Wales: A strategic agenda for science and innovation in Wales – Welsh Government (2012)
9 Innovation Wales –Welsh Government (2013)
LIFE SCIENCE
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19
It further outlines a range of actions and follows a
single key principle outlined below.
3
Accelerating innovation and commercialisation
of Life Sciences in Wales, by building on the
Science for Wales Strategy, a new Innovation
Strategy, and a £100 Million dedicated Welsh
Life Sciences Investment Fund; and by working
with the National Institute for Social Care
and Health Research (NISCHR) to develop
innovation in the health and social care sectors;
4
Raising the international profile of Welsh
Life Sciences through increased support for
international trade, stronger branding and
marketing of Welsh Life Sciences developing
international networks and collaborations
hosted from Wales, and attracting inward
investment to Wales.’
‘The principle is that whilst we need to promote,
encourage and enable innovation across the
whole economy, our key investments should be
made on the basis of clear strategic priorities,
built on Wales’ strengths.’
Welsh Government Innovation Wales10
Within Wales the Welsh Government supports the
growth of the Life Science sector through a number
of different interventions and policy initiatives. The
catalyst for these interventions is the designation of
the sector as a priority sector.
The Welsh Government highlights nine priority
sectors that demonstrate potential for strong
economic growth and high skilled job creation.
Each sector has a private sector-led panel, which
advises the Welsh Ministers on strategic priorities,
which in turn inform Welsh Government policy
making and future resource allocation.
‘The Life Sciences sector is an important
driver of economic growth and improved well
being. It serves large global markets which are
growing quickly, driven especially by population
growth, changing demographics and increasing
expectations from medicine and therapy.’
Welsh Government Life Science Sector Panel12
Currently Wales has nine ‘anchor’ or ‘regionally
important companies’ in the Life Science sector,
however, of these only one, BTG Pharmaceuticals
is located within the South West and Central
Wales region. It is important to note that although
a limited number of companies have their research
and development headquarters in the region,
or within Wales, a significant number undertake
activities locally that make use of the collaborative
links that exist between academia, industry and
clinicians.
Welsh Government Sectors Delivery Plan11
‘Based on its engagement with the sector, the
Panel considers that this is largely because the
sector in Wales has no collective ambition,
no shared vision, and no overall plan. On a
general level, it seems to lack spark, confidence,
experience, leadership and personality, and
there is no ‘ joined up’ PR or marketing activity.’
The Life Science sector panel has developed its
own delivery plan which includes the following
actions:
1
2
‘Developing an ecosystem for Life Sciences in
Wales in which academic, business, clinical and
investor communities are well connected and
able to seize new opportunities more quickly in
Wales than elsewhere;
Creating a central Hub location for Life
Sciences in Wales in which key stakeholders are
co-located and immediately accessible. Most
supported events and activities will be delivered
through this Hub, which will also act as a
gateway for accessing finance, for collaborating
with clinical and academic partners, and for
inward investment;
Welsh Government Life Science Sector Panel13
Following the advice of the Welsh Government’s
Sector Panel a number of initiatives and
interventions have been developed. The attraction
of talent and development of indigenous knowledge
and intellectual property are central to two of
the major pan-Wales interventions, the Arthurian
Investment Fund and Sêr Cymru.
The Arthurian Investment Fund supports the
development of the sector, the Welsh Government
10 Innovation Wales –Welsh Government (2013)
11 Sectors Delivery Plan – Welsh Government (2013)
12 A Report on the progress and future remit of Sectors and their Panels – Welsh Government (2013)
13 A Report on the progress and future remit of Sectors and their Panels – Welsh Government (2013)
20
Regional Learning Partnership South West & Central Wales
has committed £50m to the new vehicle, while
Arthurian will raise at least another £50m over the
next few years. The Fund is already attracting major
opportunities to Wales and levering significant
amounts of private sector funding. The fund will
initially make investments ranging from £500k to
£5m in Life Science, Biotechnology and Medical
Device companies based in (or with plans to
relocate to) Wales. Arthurian is chaired by biotech
entrepreneur and investor Sir Chris Evans. Sêr
Cymru is a £50m research initiative, with a Life
Science focus, its focus is to grow research including
drug discovery projects which will provide research
output and skills for the Life Science sector across
Wales. The aim of the programme is to attract
further world-class academics and their research
teams to Wales.
Councils to ensure that activities meet the demands
of sectoral employers.
2.2 SKILLS PERSPECTIVE
2.2.1 Definition of Life Science
The sector falls within the general literature
classification of the ‘Bioeconomy’ which relates to
the utilisation of, or development of, technology to
support organic processes. This definition in itself
can range from the development of biotechnology
for the improved treatment of illnesses through
to anaerobic digestion for the production of
renewable energy. The sector however is currently
dominated by health.
The sector is also supported by the Welsh
Government Sector Priorities Fund (SPF)
programme which aims to deliver a number of
post 16 education based interventions. These
interventions are co-designed with the Sector Skills
LITERATURE REVIEW
‘The bioeconomy of 2010 is dominated by
health. The sector is driving most of the
innovation and technological development; and
this will continue. Industry and, particularly
primary production are under-developed
by comparison but are likely to follow at
some point in the next decade. Industrial
biotechnology has the greatest potential to
rival medical biotechnology by 2030 in terms
of GVA contribution. With all three sectors well
developed, there would be a significant skills shift
in traditional industry.’
One of the most significant developments is the
establishment of the ‘Life Science Hub’, which
provides a physical presence and central resource
for the sector within Wales. The Hub will attract
up to 100 additional PhD students and 50 research
fellows and will open in mid 2014.
FIGURE 2
2
Cogent Biovision 201014
Structure of the Bioeconomy
Bioeconomy
Health
Primary
Production
Industrial
Pharmaceuticals
Chemicals
Agricultural
Medical
Biotechnology
(incl. diagnostics)
Energy
Marine
Medical
Technology
Materials
Livestock
Food & Drink
(Processed)
Cogent Biovision 201015
14 Biovision: Skills for Growth for the UK Bioeconomy – Cogent (2010)
15 Biovision: Skills for Growth for the UK Bioeconomy – Cogent (2010)
LIFE SCIENCE
SKILLS FOR LIFE
21
Figure 2 provides an overview of the Bioeconomy
which is covered by a number of Sector Skills
Councils, the most significant being Cogent which
covers a variety of science based areas including the
Chemicals, Pharmaceuticals, Nuclear, Life Science,
Petroleum and Polymer industries. There are also
‘crossovers’ with Semta in the area of Advanced
Manufacturing, Skills for Health in the area of the
application of Life Science Technologies within a
clinical environment and finally E-Skills which covers
elements of health analytics. The Health sector
is an important source and major customer for
Life Science innovations and therefore maximising
synergies between the sectors is a key factor in
their success. This can provide the locality with the
combined benefits of cutting-edge healthcare and
economic development.
‘There will be potential opportunities for the
sector a little further in the future, particularly
through exploiting developments in bioscience,
pharmaceuticals and technology, to improve
outcomes for patients.’
2.2.2 Growth of the Sector
There is significant growth forecast within the
‘Industrial Biotechnologies’ sector as part of the
wider Bioeconomy. The area of this application is
illustrated in Figure 3 which presents the take up
of Industrial Biotechnologies (IB) by sector. The
larger the circle size the greater the participation
of the sector. The diagram further illustrates that
the current focus on Industrial Biotechnologies
is in the Biotechnology, Water and Effluent
Treatment, Agrochemicals, Chemical Processing
and Petrochemicals Industry groups, with a limited
uptake in additional sectors.
Figure 4 highlights predicted future uptake of
Biotechnologies within the UK with significant
growth anticipated within the Renewable Energy,
Pharmaceuticals, Personal Care and Coatings and
Paint Sectors.
Skills for Health LMI Assessment 201116
FIGURE 3
Current take up of Industrial Biotechnologies in the UK
100
IB take-up (%)
80
60
survey average
40
20
0
Cogent Biovision 201017
16 Wales Skills and Labour Market Intelligence Assessment 2011 – Skills for Health (2011)
17 Biovision: Skills for Growth for the UK Bioeconomy – Cogent (2010)
22
Regional Learning Partnership South West & Central Wales
biotechnology
water and effluent treatment
agrochemicals
chemical processing
petrochemicals
renewable energy
pharma
food
service companies
performance and speciality chemicals
personal care
polymers
coatings and paint
detergents, soaps and cleaners
FIGURE 4
Future take up of Industrial Biotechnologies in the UK
100
IB take-up (%)
80
60
survey average
40
20
biotechnology
water and effluent treatment
agrochemicals
chemical processing
petrochemicals
renewable energy
pharma
food
service companies
performance and speciality chemicals
personal care
polymers
coatings and paint
detergents, soaps and cleaners
2
LITERATURE REVIEW
0
Cogent Biovision 201018
2.2.3 Skills Requirements
Each sector within the Bioeconomy has its
own skill requirements, but also many cross
cutting skills from the process of R&D through
to commercialisation and end user application.
Whereas much focus is often given to scientific
activities, this highlights opportunities within
the sector for Commercial, Administrative and
Technical roles. Figure 5 outlines the job context
required across the sector.
18 Biovision: Skills for Growth for the UK Bioeconomy – Cogent (2010)
LIFE SCIENCE
SKILLS FOR LIFE
23
Research &
Development
Manufacturing
Commercial
Design
Bio-processing
Procurement
Bio-synthesis
Regulatory Affairs
Technical Service
Testing
Maintenance
Marketing & Sales
Regulatory Affairs
Packing &
Distribution
Business Support
Activity
Life Science Industry Pathway to Commercialisation
Job Context
FIGURE 5
Cogent Biovision 201019
It has been identified that the Life Science Sector
and the wider Bioeconomy is a significant area of
growth across the UK.
‘The life science platform technologies require a
secure supply of highly skilled scientists, process
engineers and senior staff employed directly
in biotechnology activities. Furthermore, the
supporting services and business functions of
biotechnology will require significant workforce
development in bioscience awareness across the
scientific industries’
Cogent Biovision 201020
Demand for skills and skills shortages have been
highlighted within the sector. It has been identified
as a particular problem within the Welsh labour
market when compared with other nations within
the UK.
‘One in seven employers (14%) reported gaps
between the skills of current employees at their
site and those that they feel their organisation
needs to meet its business objectives. The
extent to which skill gaps are reported is highest
in Wales (20%) and lowest in Scotland (8%)’
Semta Cogent Labour Market Survey 200921
19 Biovision: Skills for Growth for the UK Bioeconomy – Cogent (2010)
20 Biovision: Skills for Growth for the UK Bioeconomy – Cogent (2010)
21 Semta Cogent Labour Market Survey 2009 – BMG Research (2009)
22 2013 Skills Oracle Bulletin Report for the Life Science Sector – Cogent (2013)
23 Semta Cogent Labour Market Survey 2009 – BMG Research (2009)
24
Regional Learning Partnership South West & Central Wales
These skill requirements can be broken down into
a number of different areas which include both
‘basic’ skills as well as professional and higher level
skills.
‘Over the past 12 months, skills needs had
increased most in the areas of ‘Basic Skills’
(70%), ‘Professional/Higher Level skills’ (65%),
‘Competence Based’ Skills (55%) and ‘Technical
Level’ skills (55%). Looking a year ahead, the
same skills remain relevant, with an increased
demand in ‘Leadership and Management’ skills.’
Cogent Skills Oracle 201322
2.2.4 Recruitment Demands
A number of organisations in the sector experience
challenges in the recruitment process.
‘In over half of cases, hard to fill vacancies have
been caused by skills issues which is to say
establishments have identified a low number of
applicants with the required skills or a lack of
qualifications the company demands.’
Semta Cogent Labour Market Survey 200923
Figure 6 provides a breakdown of the reasons
for organisations having ‘hard to fill’ vacancies. It
is important to note that these results display the
Reasons for Organisations having Vacancies which are Hard to Fill
Low number of applicants with the required
skills
Lack of work experience the company
demands
49%
28%
Lack of qualifications the company demands
15%
Low number of applicants with the required
attitude, motivation or personality
Poor terms and conditions (e.g. pay)
offered for post
13%
10%
Low number of applicants generally
10%
Remote location/poor public transport
10%
Not enough people interested in doing
this type of job
2
8%
Job entails shift work/unsociable hours
5%
Too much competition for other employers
3%
Other
LITERATURE REVIEW
FIGURE 6
5%
0%
10%
20%
30%
40%
50%
60%
Semta Cogent Labour Market Survey 200924
trends at a UK level. There may be additional
factors that are more prevalent at a regional level,
in particular geographic and socio economic factors.
Hard to fill’ vacancies are predominantly due to
two key elements - a lack of applicants with the
required skills and work experience. Nearly 50%
of respondents from the Semta Cogent Labour
Market Survey (2009) stated that vacancies
had been ‘hard to fill’ due to a ‘low number of
applicants with the required skills’. It is important
to note that these skills may not directly relate to a
qualification as only 15% of respondents stated that
it was due to the ‘lack of qualifications the company
demands’.
2.2.5 Training
There is currently support within the sector
amongst employers for the skills and qualifications
available, with nearly 80% of employers agreeing
that the sector is well served by qualifications.
‘The majority of all employers (79%) agree
that the sector is well served by a variety
of qualifications, from entry level through to
professional status that meets the needs of the
industry. This includes one in six (17%) that
strongly agree.’
‘Just over half the employers (54%) consider
that apprenticeships are useful to their sector’s
needs. More than a third (37%) do not agree
that this is the case.’
Semta Cogent Labour Market Survey 200925
‘The pharmaceuticals and bioscience industries
have shown commitment to developing and
delivering training pathways across all skills
levels. In particular, there has always been a
strong sector emphasis on recruiting highly able
graduates and postgraduates, and training them
to deliver intensive research and development
programmes usually in collaboration with
academia. As the sector landscape changes, the
delivery of higher level skilled employees remains
a challenge.’
Dr Caroline Sudworth, HE Engagement
Manager, Biovision Cogent 201026
24 2013 Skills Oracle Bulletin Report for the Life Science Sector – Cogent (2013)
25 Semta Cogent Labour Market Survey 2009 – BMG Research (2009)
26 Biovision: Skills for Growth for the UK Bioeconomy – Cogent (2010)
LIFE SCIENCE
SKILLS FOR LIFE
25
The sector does invest in the workforce with
relatively high spends in training for all occupational
groupings.
FIGURE 7
administrative related staff, receiving £1,690 of
training internally.
‘76% of employers surveyed use Private Training
Providers, 40% use Higher Education, 36% use
‘Other’ types of training provider and 33% use
Further Education. Patterns of using training
providers are roughly the same when compared
to what was reported in the 2012 Skills Oracle’
Average Training Spend per Employee
Total
Workforce
Managers
Operations
& Craft
Other
Occupations
Average
Internal
Training
Spend
£1085
Average
External
Training
Spend
£920
Total
Training
Spend
Cogent Skills Oracle 201327
£2095
£515
£970
£1005
£930
£1520
£1900
£1690
£330
£2020
Source: Cogent Skills Oracle 2013
In total the average training spend within the
Cogent Sector Skills Council footprint (Figure 7)
is £2,095 per staff member. On average more
is expended on internal training that on external
training. Managers receive predominantly external
training with an average spend of £1,005 and
‘Other Occupations’, which can include
FIGURE 8
2.3 WELSH GOVERNMENT
PRIORITY SECTOR STATISTICS
The South West and Central Wales region is home
to a diversity of Life Science activity ranging from
early-stage academic spin-outs through to major
employers producing products for household
names.
In 2012 the Welsh Government published statistics
to support the development of its Priority Sectors,
as identified in Economic Renewal: A New
Direction in Wales. These have been produced
both at an all Wales and county level, which forms
the basis of the following analysis.
Business Units by Priority Sector 2012 - South West and Central Wales
Tourism
4125
Life Sciences
80
ICT
870
Financial and Professional Services
4565
Food and Farming
8635
Energy and Environment
5135
Creative Industries
770
Construction
4310
Advanced Materials/Manufacturing
760
0
1000 2000 3000 4000 5000 6000 7000 8000 9000 10000
Welsh Government Priority Sector Statistics 201228
The above data indicates that in 2012 there were
eighty Life Science business units within the region.
It should be noted that these are business units that
are registered as primarily located within the region
for the purposes of VAT and PAYE.
27 2013 Skills Oracle Bulletin Report for the Life Science Sector – Cogent (2013)
28 Statistical Bulletin: Priority Sector Statistics 2012 – Welsh Government (2012)
26
Regional Learning Partnership South West & Central Wales
Employee Jobs by Priority Sector 2012 - South West and Central Wales
Tourism
33600
Life Sciences
1100
ICT
3700
Financial and Professional Services
31700
Food and Farming
3600
Energy and Environment
3100
Creative Industries
2
2700
Construction
19900
Advanced Materials/Manufacturing
17400
0
5000
LITERATURE REVIEW
FIGURE 9
10000 15000 20000 25000 30000 35000 40000
Welsh Government Priority Sector Statistics 201229
Figure 9 indicates that within the region the sector
is the smallest of all Priority Sectors. Although
employment within the sector is low the primary
reason for Life Science being a Priority Sector is the
potential for growth and its contribution to Gross
Value Added (GVA).
Figure 10 outlines the GVA of a number of the
Life Science sub sectors within Wales, including
Industrial Biotechnology, Medical Biotechnology,
Medical Technology and Others (including
Pharmaceuticals).
29 Statistical Bulletin: Priority Sector Statistics 2012 – Welsh Government (2012)
LIFE SCIENCE
SKILLS FOR LIFE
27
FIGURE 10
Summary of GVA by Life Science Sub Sector
Wales
2011
GVA (£m)
Industrial Biotechnology
Medical Biotechnology
Medical Technology
Others (inc Pharmaceuticals)
Total Life Science
164
52
270
146
631
Change
2005 - 2011
61.7%
-23.1%
39.1%
45.6%
36.4%
Change
2010 - 2011
7.2%
171.7%
16.5%
-5.4%
13.2%
Welsh Government Priority Sector Statistics 201230
The largest sub sector in GVA terms is Medical
Technology, which produced £270 million of GVA
output for 2011. However Industrial Biotechnology
was the fastest growing sub sector in GVA terms by
61.7% between 2005 and 2011. The only sector to
display a decrease over this period was the Medical
Biotechnology sub sector, a reduction of 23.1%.
The sub sector further displayed a 171% increase in
2010-11.
GVA can also be broken down and measured
by hours worked in order to develop a model
FIGURE 11
Summary of GVA per hour worked (£s) by Life Science Sub Sector
Wales
2011
GVA per hour worked (£s)
Industrial Biotechnology
Medical Biotechnology
Medical Technology
Others (inc Pharmaceuticals)
Total Life Science
52
9
36
18
28
Welsh Government Priority Sector Statistics 201231
30 Statistical Bulletin: Priority Sector Statistics 2012 – Welsh Government (2012)
31 Statistical Bulletin: Priority Sector Statistics 2012 – Welsh Government (2012)
28
for productivity; as highlighted in Figure 11.
The greatest value of GVA per hour worked is
illustrated in the Industrial Biotechnology sub
sector with a total of £52 per hour of GVA output;
this sub sector also displayed the highest growth
in productivity with an increase of 60.7%. The
lowest GVA per hour is illustrated in the Medical
Biotechnology sub sector which had a total of £9
per hour of GVA output in 2011 and showed a
decline in productivity of 56.7% between 2005 and
2011.
Regional Learning Partnership South West & Central Wales
Change
2005 - 2011
60.7%
-56.7%
44.1%
41.3%
33.7%
Change
2010 - 2011
7.2%
69.4%
-21.8%
0.1%
-12.4%
FIGURE 12
Summary of GVA per hour worked (Indexed) by Life Science Sub Sector
Wales
2011
GVA per hour worked
(UK=100)
Industrial Biotechnology
Medical Biotechnology
Medical Technology
Others (inc Pharmaceuticals)
Total Life Science
90
53
206
44
94
Change
2005 - 2011
45
-23
61
1
23
Change
2010 - 2011
38
27
-44
4
3
Welsh Government Priority Sector Statistics 201232
2
have lesser productivity than the UK. Only one
sub sector has productivity levels above the UK
average, namely Medical Technology with a figure
of 206.
LITERATURE REVIEW
Figure 12 displays the GVA per hour worked
in the Life Science sub sectors within Wales as
an index of the UK figure. Figures above 100
have greater productivity and figures below 100
32 Statistical Bulletin: Priority Sector Statistics 2012 – Welsh Government (2012)
LIFE SCIENCE
SKILLS FOR LIFE
29
“Science for Wales
highlighted the need for
Wales to coordinate its
limited resources and
have an overall plan to
strengthen science and
innovation, providing all
partners with leadership
and a sense of direction.”
DELIVERING SCIENCE FOR WALES 2012-13
30
Regional Learning Partnership South West & Central Wales
SECTION 3
Skills Supply
SKILLS SUPPLY
3
LIFE SCIENCE
SKILLS FOR LIFE
31
3.1 SECONDARY EDUCATION
SUPPLY
The inherent lead time of affecting major
change within a regional skills base is a significant
challenge in supporting the development of rapidly
developing sectors such as Life Science. This is
underlined in considering that secondary school
pupils currently making important subject choices
before potentially progressing through Further and
Higher Education may not enter the labour market
for a decade.
3.1.1 Methodology
The main source of secondary education data is
derived from the national statistics on examination
results. The statistics were released by the Welsh
Government on the 6th December 2012, entitled
‘Examination Results 2012’.
The statistical release provides the results of
external examinations taken by pupils in Welsh
Secondary schools aged 15 to 17, at the beginning
of the academic year 2011/12.
FIGURE 13
The data for GCSE grades D – G (Level 1) has
not been included in the study as pupils obtaining
the higher grade are more likely to study a STEM
subject at Level 3 i.e. A-Level.
GCSE entry and attainment figures should be
treated with caution as it is possible for pupils to
have entered more than one GCSE within a small
number of subjects.
Figure 13 indicates that in 2012, the total
cohort size for KS4 was 9,780. Analysis further
demonstrates that the percentage (51%) of males in
the cohort was higher than females by 2%.
Key Stage 4 (KS4) Cohort Size by County and Gender in South West and Central Wales
Local authority
Carmarthenshire
Ceredigion
Neath Port Talbot
Pembrokeshire
Powys
Swansea
SW&CW Region Total
Cohort sizes for
pupils - Key Stage
4 (pupils aged 15)
2,137
700
1,683
1,317
1,439
2,504
9,780
Examination Results 2012 – Welsh Government
32
To understand ‘supply’ in the context of the Life
Science sector, the compiled schools data has been
broken down into STEM (Science, Technology,
Engineering and Mathematics) related subjects at
both GCSE and vocational level. The data provides
information for both pupil entries and pupil
attainment at GCSE grades A* - C (Level 2).
Regional Learning Partnership South West & Central Wales
Cohort sizes for
boys - Key Stage
4 (boys aged 15)
1,102
380
859
675
739
1,271
5,026
Cohort sizes for
girls - Key Stage 4
(girls aged 15)
1,035
320
824
642
700
1,233
4,754
FIGURE 14
Percentage of Pupils Achieving Level 2 (GCSE A*- C) in STEM subjects by County and
Gender
Subject
Gender
Carmarthenshire
Ceredigion
Neath
Port Talbot
Pembrokeshire
Powys
Swansea
South West and
Central Wales
Wales
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Physics
Female Male
Total
116
135
251
95
94
94
73
83
156
99
98
98
88
98
186
89
93
91
65
108
173
97
93
94
149
181
330
96
96
96
199
299
498
92
93
93
690
904
1594
94
94
94
2555 2965 5520
93
92
93
Chemistry
Female Male
Total
114
134
248
94
98
96
73
83
156
99
98
98
82
96
178
93
98
96
65
107
172
95
92
93
148
182
330
97
94
95
194
289
483
94
97
96
676
891
1567
95
96
96
2439 2880 5319
95
94
95
Biological Sciences
Female Male
Total
114
135
249
93
96
94
73
83
156
99
98
98
82
99
181
95
96
96
65
107
172
98
93
95
146
182
328
97
96
96
194
288
482
88
93
91
674
894
1568
94
95
94
2393 2858 5251
94
94
94
3
SKILLS SUPPLY
Examination Results 2012 – Welsh Government
LIFE SCIENCE
SKILLS FOR LIFE
33
3.1.2 Pupil Entry and Attainment
in GCSE grades A* - C (Level 2)
Physics, Chemistry and Biological
Sciences subjects within the South
West and Central Wales region
Figure 14 illustrates that the number of male
entries within individual science subjects in 2012
was higher than female entries in the South West
and Central Wales region. Combined, the total
number of male entries for Biological Sciences,
Chemistry and Physics was 2,689, which was
higher by 649 for females. The percentage (95%)
of males achieving GCSE grades A* - C (Level
2) within the individual science subjects was also
higher than the female attainment level by 1%. The
trend was also apparent in Carmarthenshire, Neath
Port Talbot and Swansea. However in Ceredigion,
Pembrokeshire and Powys females had higher
attainment percentages than males for individual
science subjects.
Comparisons with both the regional and national
figures demonstrated that Ceredigion was the
only county within the region in 2012 to attain a
higher than average percentage for both males and
females in all individual science subjects at GCSE
grades A*-C (Level 2). Attainment at this standard
was at 98% combined across all three science
subjects highlighting Ceredigion as a county of best
practice.
3.1.3 Pupil Entries/Attainment in
Triple Sciences (Physics, Chemistry
and Biological Sciences) and
Mathematics vs. Total Cohort size
To understand the pipeline further, the figures
have been analysed and county summaries have
been included which aim to show the number of
entries and attainment in the three sciences (Triple
Science) and Mathematics against the total cohort
size in KS4. Please note that entries may include
pupils that are undertaking re-sits. For the purpose
of calculation it is assumed that all ‘Triple Science’
pupils studied the three science subjects (Biological
Sciences, Chemistry and Physics). The average
number of students across the three subjects is
therefore utilised when calculating the value against
cohort.
34
Regional Learning Partnership South West & Central Wales
3.1.3.1 Carmarthenshire
In 2012, the total number of entries in Triple
Science subjects was 748, with an average of 249
entrants per subject. This equated to 11.7% of the
total KS4 cohort within Carmarthenshire. The total
number of GCSE grades A* - C (Level 2) awarded
in Triple Science subjects was 708, which is an
average of 236 pupils and 11% of the total KS4
cohort.
The total number of entries in Mathematics was
2,337, which was 200 more entries than the total
KS4 cohort, due to re-sits, etc. The total number
of pupils achieving GCSE grades A* - C (Level 2) in
Mathematics was 1,379, representing 59% of the
total entries.
3.1.3.2 Ceredigion
In 2012, the total number of entries in Triple
Science subjects was 468, with an average of 156
entrants per subject. This equated to 22.3% of
the total KS4 cohort within Ceredigion. The total
number of GCSE grades A* - C (Level 2) awarded
in Triple Science subjects was 459, which is an
average of 153 pupils and 21.9% of the total KS4
cohort.
The total number of entries in Mathematics was
753, which was 53 more entries than the total KS4
cohort. The total number of pupils achieving GCSE
grades A* - C (Level 2) in Mathematics was 452,
representing 60% of the total entries.
3.1.3.3 Neath Port Talbot
In 2012, the total number of entries in Triple
Science subjects was 545, with and average of
182 entrants per subject. This equated to 10.8%
of the total KS4 cohort within Neath Port Talbot.
The total number of GCSE grades A* - C (Level 2)
awarded in Triple Science subjects was 514, which
is an average of 171 pupils and 10.2% of the total
KS4 cohort.
The total number of entries in Mathematics was
1,786, which was 103 more entries than the total
KS4 cohort. The total number of pupils achieving
Level 2 in Mathematics was 1,143, representing
64% of the total entries.
3.1.3.4 Pembrokeshire
In 2012, the total number of entries in Triple
Science subjects was 517, with an average of 172
entrants per subject. This equated to 13.1% of the
total KS4 cohort within Pembrokeshire. The total
number of GCSE grades A* - C (Level 2) awarded
in Triple Science subjects was 486, which is an
average of 162 pupils and 12.3% of the total KS4
cohort.
The total number of entries in Mathematics was
1,601, which was 284 more entries than the total
KS4 cohort. The total number of pupils achieving
Level 2 in Mathematics was 897, representing 56%
of the total entries.
3.1.3.5 Powys
In 2012, the total number of entries in Triple
Science subjects was 988, with an average of 329
entrants per subject. This equated to 22.9% of the
total KS4 cohort within Powys. The total number
of GCSE grades A* - C (Level 2) awarded in Triple
Science subjects was 946, which is an average of
315 pupils and 21.9% of the total KS4 cohort.
SKILLS SUPPLY
3
The total number of entries in Mathematics was
1,757, which was 318 more entries than the total
KS4 cohort. The total number of pupils achieving
Level 2 in Mathematics was 1,160, representing
66% of the total entries.
3.1.3.6 Swansea
In 2012, the total number of entries in Triple
Science subjects was 1,463, with an average of 488
entrants per subject. This equated to 19.5% of the
total KS4 cohort within Swansea. The total number
of GCSE grades A* - C (Level 2) awarded in Triple
Science subjects was 1,366, which is an average of
455 pupils and 18.2% of the total KS4 cohort.
The total number of entries in Mathematics was
2,797, which was 293 more entries than the total
KS4 cohort. The total number of pupils achieving
Level 2 in Mathematics was 1,706, representing
61% of the total entries.
LIFE SCIENCE
SKILLS FOR LIFE
35
FIGURE 15
Percentage of Pupils Achieving GCSE A* - C (Level 2) in STEM subjects by County and
Gender
Subject
Gender
Carmarthenshire
Ceredigion
Neath
Port Talbot
Pembrokeshire
Powys
Swansea
South West and
Central Wales
Wales
Mathematics
Female Male
Total
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
1151 1186
58
60
341
412
63
57
872
914
63
64
794
807
55
56
850
907
66
65
1402 1395
59
62
5410 5621
60
61
19198 19622
56
57
Female
2337 193
59
69
753
83
60
88
1786
86
64
97
1601
55
56
91
1757
62
66
60
2797 309
61
71
11031 788
61
76
38820 1977
57
71
ICT
Male
Total
Other Sciences
Female Male
Total
297
59
135
81
132
93
81
86
98
35
462
66
1205
68
2765
64
490
63
218
84
218
94
136
88
160
44
771
68
1993
71
4742
67
1452 1509
63
61
424
488
66
66
1028 1038
64
62
862
840
65
65
857
834
65
60
1503 1397
67
62
6126 6106
65
62
19115 19253
66
63
2961
62
912
66
2066
63
1702
65
1691
63
2900
64
12232
63
38368
64
Examination Results 2012 – Welsh Government
3.1.4 Pupil Entry and Attainment
in GCSE grades A* - C (Level
2) Mathematics, ICT and Other
Sciences subjects within the South
West and Central Wales region
Figure 15 illustrates that in 2012 the number of
male entries (12,932) within the combined subjects
of Mathematics, ICT and Other Sciences was
higher than female entries by 608.
36
Regional Learning Partnership South West & Central Wales
However, the percentage (63%) of females
achieving Level 2 within Other Sciences was higher
than the male attainment by 3%.
Ceredigion was the only county within the region
in 2012 to attain a higher than, or equal to,
attainment percentage when compared with the
Wales average for both males and females in all
single science subjects at GCSE (Level 2).
Percentage of Pupils Achieving GCSE grades A* - C (Level 2) in STEM subjects by Individual
Institution (School) in Carmarthenshire (2012)
FIGURE 16
Enrolment &
Qualifiers
Bryngwyn School
Entries
% Pupils A*-C
Coedcae
Entries
Comprehensive School % Pupils A*-C
Dyffryn Taf
Entries
% Pupils A*-C
Glan-y-Mor School
Entries
% Pupils A*-C
Queen Elizabeth High Entries
% Pupils A*-C
School
St John Lloyd Catholic Entries
Comprehensive School % Pupils A*-C
Ysgol Dyffryn Aman
Entries
% Pupils A*-C
Ysgol Gyfun Emlyn
Entries
% Pupils A*-C
Ysgol Gyfun Gymraeg Entries
% Pupils A*-C
Bro Myrddin
Ysgol Gyfun Maes-Yr- Entries
% Pupils A*-C
Yrfa
Ysgol Gyfun Pantycelyn Entries
% Pupils A*-C
Ysgol Gyfun Y Strade
Entries
% Pupils A*-C
Ysgol Tre-Gib
Entries
% Pupils A*-C
Ysgol Y Gwendraeth
Entries
% Pupils A*-C
Carmarthenshire
Entries
% Pupils A*-C
South West and
Entries
Central Wales Region % Pupils A*-C
Wales
Entries
% Pupils A*-C
Biological Chemistry Other
Physics
Sciences
Sciences
30
30
162
30
100
100
52
100
354
71
199
83
208
30
57
57
330
57
96
91
62
91
177
54
44
44
219
44
84
95
53
91
33
31
166
31
94
94
52
90
55
55
119
55
100
100
68
100
236
69
109
72
*
323
*
68
31
31
271
32
94
97
65
94
79
57
251
248
2961
249
94
96
62
94
1594
1567
12232
1568
94
96
63
94
5520
5319
38368
5251
93
95
64
94
ICT
Maths
32
75
92
67
189
56
280
43
141
52
142
30
241
68
145
51
271
68
199
64
139
82
116
75
55
75
176
64
170
68
66
42
2337
59
11031
61
38820
57
49
29
37
46
45
87
22
*
35
51
13
62
13
100
14
64
56
91
63
68
19
37
490
63
1993
71
4742
67
3
SKILLS SUPPLY
Institution
Examination Results 2012 – Welsh Government
Figures should be treated with caution - it is possible for pupils to have entered more than one GCSE within a small number
of subject groups.(b)GCSE Vocational Double awards were awarded for the first time in 2003/04. Each double award is
counted as 2 entries.
LIFE SCIENCE
SKILLS FOR LIFE
37
3.1.5 Pupil attainment at GCSE
grades A* - C (Level 2) STEM
subjects in Carmarthenshire (2012)
Attainment of GCSE grades A*- C was greater than
the Welsh average in three subject areas, including
Biological Sciences (Carmarthenshire 94%, Wales
93%), Chemistry (Carmarthenshire 96%, Wales
95%) and Mathematics (Carmarthenshire 59%,
Wales 57%).
Attainment in Physics at GCSE grades A* - C was
equal to the Wales average at 94%.The county’s
Other Sciences (62%) attainment was less than
the Wales (64%) and the regional (63%) average.
Attainment in ICT (63%) was also less than the
Wales (67%) and the regional (71%) average.
Individual sciences including Physics, Chemistry and
Biological Sciences were only available in seven of
the fourteen Secondary schools within the county,
where these subjects were available attainment was
over 90%.
Attainment percentages varied significantly within
the ICT subject area with the lowest attainment
rate of 29% at Glan y Mor School and the highest
attainment rate of 100% at Ysgol Gyfun Maes-yrYrfa.
FIGURE 17 Percentage of Pupils Achieving GCSE grades A*- C (Level 2) in STEM subjects by Individual
Institution (School) in Ceredigion (2012)
Institution
Enrolment &
Qualifiers
Entries
Gyfun Aberaeron
% Pupils A*-C
Comprehensive
Gyfun Llanbedr Pont
Entries
% Pupils A*-C
Steffan
Penglais School
Entries
% Pupils A*-C
Ysgol Dyffryn Teifi
Entries
% Pupils A*-C
Ysgol Gyfun Penweddig Entries
% Pupils A*-C
Ysgol Uwchradd
Entries
% Pupils A*-C
Aberteifi
Ysgol Uwchradd
Entries
% Pupils A*-C
Tregaron
Ceredigion
Entries
% Pupils A*-C
South West and
Entries
Central Wales Region % Pupils A*-C
Wales
Entries
% Pupils A*-C
Biological Chemistry Other
Physics
Sciences
Sciences
24
24
122
23
96
100
56
91
28
28
147
28
100
96
61
96
44
44
236
44
98
98
59
100
16
16
86
17
100
100
70
100
18
18
108
18
100
100
91
100
26
26
99
26
96
96
64
100
114
73
156
156
912
156
98
98
66
98
1594
1567
12232
1568
94
96
63
94
5520
5319
38368
5251
93
95
64
94
ICT
Maths
51
100
59
81
50
76
*
*
23
78
23
96
8
*
218
84
1993
71
4742
67
90
58
118
58
184
55
63
67
78
77
162
54
54
70
753
60
11031
61
38820
57
Examination Results 2012 – Welsh Government
Figures should be treated with caution - it is possible for pupils to have entered more than one GCSE within a small number
of subject groups.(b)GCSE Vocational Double awards were awarded for the first time in 2003/04. Each double award is
counted as 2 entries.
38
Regional Learning Partnership South West & Central Wales
3.1.6 Pupil Attainment in GCSE
grades A*- C (Level 2) STEM subjects
in Ceredigion (2012)
Attainment in STEM subjects at GCSE grades
A* - C was above the Wales average in all subject
areas, it was also above the South West and
Central Wales region in all subject areas other than
Mathematics (Ceredigion 60%, Region 61%).
The individual sciences (i.e. Biological Sciences,
Chemistry and Physics) were available within six of
the county’s seven Secondary schools. The only
school not to offer the individual sciences was Ysgol
Uwchradd Tregaron.
Percentage of Pupils Achieving GCSE grades A*- C (Level 2) in STEM subjects by Individual
Institution (School) in Neath Port Talbot (2012)
FIGURE 18
Cefn Saeson
Comprehensive School
Cwmtawe Community
School
Cwrt Sart Community
Comprehensive School
Cymer Afan
Comprehensive School
Dwr Y Felin
Comprehensive School
Dyffryn School
Glan Afan
Comprehensive School
Llangatwg Community
School
Sandfields
Comprehensive School
St Josephs’ RC School
and 6th Form Centre
Ysgol Gyfun Ystalyfera
Neath Port Talbot
South West and
Central Wales Region
Wales
Enrolment &
Qualifiers
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Biological Chemistry Other
Physics
Sciences
Sciences
28
28
189
28
93
100
67
93
21
21
272
21
100
95
67
100
6
6
110
6
100
100
55
100
73
44
21
21
341
21
95
95
61
95
43
43
95
43
88
95
78
98
65
57
48
60
86
93
*
93
*
*
346
*
*
*
60
*
171
51
190
68
231
81
186
178
2066
181
91
96
63
96
1594
1567
12232
1568
94
96
63
94
5520
5319
38368
5251
93
95
64
94
ICT
144
93
24
92
50
100
218
94
1993
71
4742
67
Maths
178
69
282
60
109
57
59
47
247
68
157
71
134
61
179
69
119
36
129
64
185
78
1786
64
11031
61
38820
57
3
SKILLS SUPPLY
Institution
Examination Results 2012 – Welsh Government
Figures should be treated with caution - it is possible for pupils to have entered more than one GCSE within a small number
of subject groups.(b)GCSE Vocational Double awards were awarded for the first time in 2003/04. Each double award is
counted as 2 entries.
LIFE SCIENCE
SKILLS FOR LIFE
39
3.1.7 Pupil Attainment in GCSE
Grades A* - C (Level 2) STEM
subjects in Neath Port Talbot (2012)
Attainment in STEM subjects at GCSE grades A*
- C was above the national average in four of the
six subject areas, these included Chemistry (Neath
Port Talbot 96%, Wales 95%), Physics (Neath Port
Talbot 96%, Wales 94%), ICT (Neath Port Talbot
94%, Wales 67%) and Mathematics (Neath Port
Talbot 64%, Wales 57%). Attainment was below
the Wales average in Biological Sciences (Neath
Port Talbot 91%, Wales 93%) and Other Sciences
(Neath Port Talbot 63%, Wales 64%).
Within the eleven schools in the county of Neath
Port Talbot, the individual science subjects of
Biological Sciences, Chemistry and Physics were
offered in seven of the schools. Additionally ICT
was only available within three of the counties
schools, where the subject was available the lowest
attainment was 92%, which was 25% above the
Wales average.
Attainment in Maths at GCSE grades A*- C also
varied significantly across the county with a high of
78% at Ysgol Gyfun Ystralyfera and a low of 36% at
Sandsfields Comprehensive.
Percentage of Pupils Achieving GCSE grades A*- C (Level 2) in STEM subjects by Individual
Institution (Schools) in Pembrokeshire (2012)
FIGURE 19
Institution
Enrolment &
Qualifiers
Milford Haven School Entries
% Pupils A*-C
Pembroke School
Entries
% Pupils A*-C
Sir Thomas Picton
Entries
% Pupils A*-C
School
Tasker-Milward V.C.
Entries
% Pupils A*-C
School
Ysgol Bro Gwaun
Entries
% Pupils A*-C
Ysgol Dewi Sant
Entries
% Pupils A*-C
Ysgol Greenhill School Entries
% Pupils A*-C
Ysgol Y Preseli
Entries
% Pupils A*-C
Pembrokeshire
Entries
% Pupils A*-C
South West and
Entries
Central Wales Region % Pupils A*-C
Wales
Entries
% Pupils A*-C
Biological Chemistry Other
Physics
Sciences
Sciences
302
64
17
17
310
17
100
100
60
100
32
32
266
32
81
75
64
88
24
24
186
24
100
100
69
100
28
28
99
28
100
96
67
100
133
68
284
63
72
71
122
71
94
96
74
94
173
172
1702
172
94
93
65
95
1594
1567
12232
1568
94
96
63
94
5520
5319
38368
5251
93
95
64
94
ICT
13
85
54
96
27
59
42
98
136
88
1993
71
4742
67
Maths
259
45
268
49
233
59
192
56
93
62
124
50
281
57
151
78
1601
56
11031
61
38820
57
Examination Results 2012 – Welsh Government
Figures should be treated with caution - it is possible for pupils to have entered more than one GCSE within a small number
of subject groups.(b)GCSE Vocational Double awards were awarded for the first time in 2003/04. Each double award is
counted as 2 entries.
40
Regional Learning Partnership South West & Central Wales
3.1.8 Pupil Attainment in GCSE
Grades A* - C (Level 2) STEM
subjects in Pembrokeshire (2012)
the subject areas of Chemistry (Pembrokeshire
93%, Wales 95%) and Mathematics
(Pembrokeshire 56%, Wales 57%)
Attainment in STEM subjects at GCSE grades
A*- C was above the Wales average for four
of the six subject areas including Biological
Science (Pembrokeshire 94%, Wales 93%),
ICT (Pembrokeshire 88%, Wales 67%), Physics
(Pembrokeshire 95%, Wales 94%) and Other
Sciences (Pembrokeshire 65%, Wales 64%).
Attainment was below the Wales average in both
The individual science subjects of Biological
Sciences, Chemistry and Physics were offered
within five of the eight schools in Pembrokeshire.
Additionally ICT was only available within four
of the county’s schools, where the subject was
available the average A* - C attainment was 88%,
which was 21% above the Wales average.
Percentage of Pupils Achieving Level 2 GCSE grades A*- C (Level 2) in STEM subjects by
Individual Institution (Schools) in Powys (2012)
FIGURE 20
Enrolment &
Qualifiers
Brecon High School
Entries
% Pupils A*-C
Builth Wells High
Entries
% Pupils A*-C
School
Crickhowell High
Entries
% Pupils A*-C
School
Gwernyfed High
Entries
% Pupils A*-C
School
John Beddoes School Entries
% Pupils A*-C
Llandrindod High
Entries
% Pupils A*-C
School
Llanfyllin High School Entries
% Pupils A*-C
LLanidloes High School Entries
% Pupils A*-C
Newtown High School Entries
% Pupils A*-C
Welshpool High
Entries
% Pupils A*-C
School
Ysgol Bro Ddyfi
Entries
% Pupils A*-C
Ysgol Maesydderwen Entries
% Pupils A*-C
Ysgol Uwchradd
Entries
Caereinion High Sch. % Pupils A*-C
Powys
Entries
% Pupils A*-C
South West and
Entries
Central Wales Region % Pupils A*-C
Wales
Entries
% Pupils A*-C
Biological Chemistry Other
Physics
Sciences
Sciences
37
37
95
37
100
97
49
97
166
81
55
55
58
53
93
89
43
91
27
27
92
27
100
100
88
100
16
15
86
15
100
93
43
100
89
38
46
46
207
46
91
89
68
93
28
29
155
29
96
100
64
97
29
29
142
29
93
97
58
100
42
43
285
42
98
100
68
98
66
86
25
25
120
25
100
100
39
96
24
24
129
24
96
92
64
100
330
330
1691
328
96
95
63
96
1594
1567
12232
1568
94
96
63
94
5520
5319
38368
5251
93
95
64
94
ICT
83
47
11
*
48
46
18
44
160
44
1993
71
4742
67
Maths
100
72
86
69
226
81
107
70
77
60
88
68
207
66
207
67
229
45
161
69
53
74
117
55
91
70
1757
66
11031
61
38820
57
3
SKILLS SUPPLY
Institution
Examination Results 2012 – Welsh Government. Figures should be treated with caution - it is possible for pupils to have
entered more than one GCSE within a small number of subject groups.(b)GCSE Vocational Double awards were awarded
for the first time in 2003/04. Each double award is counted as 2 entries.
LIFE SCIENCE
SKILLS FOR LIFE
41
3.1.9 Pupil Attainment in GCSE
Grades A*- C (Level 2) STEM
subjects in Powys (2012)
Attainment in STEM subjects at GCSE grades A*
- C was above the Wales average in three of the
six subject areas, these include Biological Science
(Powys 96%, Wales 93%) Physics (Powys 96%,
Wales 94%) and Mathematics (Powys 66%, Wales
57%). Attainment was equal to the Wales average
within Chemistry at 95% but below average for
Other Sciences (Powys 63%, Wales 64%) and ICT
(Powys 44%, Wales 67%).
42
Regional Learning Partnership South West & Central Wales
The single science subjects of Biological Sciences,
Chemistry and Physics were offered in ten of the
thirteen schools in Powys. The ICT subject area
was a cause for concern within the county of
Powys. ICT provision was only available within four
of the county’s thirteen schools. The percentage
attainment in ICT was significantly lower (44%)
than the Wales (67%) and regional (71%) averages.
Percentage of pupils achieving Level 2 GCSE grades A*- C (Level 2) in STEM subjects by
Individual Institution (Schools) within Swansea (2012)
FIGURE 21
Birchgrove
Bishop Gore school
Bishop Vaughan School
Bishopston
Comprehensive
Cefn Hengoed
Daniel James
Community School
Dylan Thomas
Community School
Gowerton
Comprehensive School
Morriston
Comprehensive
Olchfa School
Pentrehafod School
Penyrheol
Comprehensive School
Pontarddulais
Comprehensive School
Ysgol Gyfun Gwyr
Ysgol Gyfun Gymraeg
Bryn Tawe
Swansea
South West and
Central Wales Region
Wales
Enrolment &
Qualifiers
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Entries
% Pupils A*-C
Biological Chemistry Other
Physics
Sciences
Sciences
26
26
143
26
85
85
56
81
30
30
72
30
93
90
75
97
138
138
91
137
93
96
62
85
77
76
268
76
100
100
78
99
206
52
14
86
*
20
95
45
53
53
312
53
100
100
77
100
29
29
190
29
97
90
53
72
72
72
386
72
96
97
64
99
11
11
208
11
100
91
45
64
18
18
165
18
83
89
67
89
270
69
185
90
29
29
199
29
93
100
77
100
498
483
2900
482
93
96
64
91
1594
1567
12232
1568
94
96
63
94
5520
5319
38368
5251
93
95
64
94
ICT
Maths
64
69
*
*
25
32
50
92
171
49
239
61
256
71
217
93
120
44
142
18
111
45
214
66
331
49
243
75
167
30
179
69
139
78
119
66
125
84
2797
61
11031
61
38820
57
58
88
72
64
172
71
112
55
87
56
59
100
36
50
33
61
771
68
1993
71
4742
67
3
SKILLS SUPPLY
Institution
Examination Results 2012 – Welsh Government
Figures should be treated with caution - it is possible for pupils to have entered more than one GCSE within a small number
of subject groups.(b)GCSE Vocational Double awards were awarded for the first time in 2003/04. Each double award is
counted as 2 entries.
LIFE SCIENCE
SKILLS FOR LIFE
43
3.1.10 Pupil attainment in GCSE
grades A*- C (Level 2) STEM subjects
in Swansea (2012)
3.1.11 Pupil Attainment in Vocational
Qualifications
A more detailed breakdown has been provided for
the vocational subject areas of Science (VQ) and
Engineering (VQ).
Attainment in STEM subjects at GCSE grades A*
- C was above the Wales average in three of the
six subject areas with above average attainment
in Chemistry (Swansea 96%, Wales 95%), ICT
(Swansea 68%, Wales 67%) and Mathematics
(Swansea 61%, Wales 57%). Attainment was equal
to the Wales average in 2 subjects, including Other
Sciences with 64% and Biological Sciences with
93%. Attainment was below the Wales average in
Physics (Swansea 91%, Wales 94%).
In 2012 vocational qualifications in Science (VQ)
and Engineering (VQ) were delivered within
three of the region’s six counties namely Powys,
Pembrokeshire and Swansea. The greatest number
of exam entrants was in Pembrokeshire with 208
entrants across five of the county’s secondary
schools.
The attainment levels at GCSE grades A* - C (Level
2) varied across these counties and secondary
schools, with a high attainment rate at Ysgol Bro
Dyfi, Powys (98.9%). In contrast the attainment
rate of Tasker Milward V.C School (Pembrokeshire),
Sir Thomas Picton School (Pembrokeshire) and
Cefn Hengoed (Swansea) for Engineering (VQ)
was 0.
The individual science subjects of Biological
Sciences, Chemistry and Physics are offered in
ten of the fifteen schools within Swansea, with
Biological Sciences being the only option in Daniel
James Community School. Additionally ICT was
only available within twelve of the county’s schools.
Where the subject was available the average A* - C
attainment was 68%, which was above the Wales
average.
FIGURE 22
Pupil Attainment in Vocational Qualifications
County
School
Subject
Entered
A* - C
A* - G
Powys
Ysgol Bro Dyfi
Science (VQ)
28
26
28
Powys
Newtown High School
Science (VQ)
38
17
38
Pembrokeshire
Ysgol Greenhill
Science (VQ)
90
75
90
Pembrokeshire
Sir Thomas Picton School
Engineering (VQ)
6
0
*
Pembrokeshire
Milford Haven School
Science (VQ)
76
8
74
Pembrokeshire
Tasker Milward V.C School
Science (VQ)
28
25
28
Pembrokeshire
Tasker Milward V.C School
Engineering (VQ)
8
0
8
Swansea
Cefn Hengoed
Engineering (VQ)
28
0
20
Swansea
Olchfa School
Engineering (VQ)
96
41
84
Swansea
Morriston Comprehensive
Engineering (VQ)
15
*
13
Swansea
Gowerton Comprehensive
Engineering (VQ)
16
*
16
Examination Results 2012 – Welsh Government
44
Regional Learning Partnership South West & Central Wales
3.2 FURTHER EDUCATION (FE)
DATA
3.2.1 Methodology
Through collaboration with each FE Institution
within the region, the RLP developed a structured
query on the active LLWR (Lifelong Learning Wales
Record) to identify the learning aims of students.
determine alignment with the Science, Technology,
Engineering and Mathematics (STEM) subjects,
rather than those that fall into the ‘Life Science’
classification.
Within the SSAC, STEM subjects were split into
four main tiers:Health, Public, Services and Care (1)
A learning aim is a single qualification related activity
undertaken by a learner within an FE institution
e.g. A-Level. A student may be working towards
a number of learning aims at any given time and is
therefore not representative of total cohort sizes.
2
Science and Mathematics (2)
3
Engineering and Manufacturing Technologies (4)
4
Information and Communication Technology
(6)
The ‘Probe’ as it is referred to was used specifically
to gather information on recruitment numbers by
subject tier, total recruitment by level and mode of
delivery for each FE Institution located within the
region.
The main tiers were divided further into sub-tiers
below to identify subjects that fall into the STEM
category:1
Nursing and Subjects and Vocations Allied to
Medicine (1.2)
Note: Information was not provided by Coleg
Ceredigion. Data was provided prior to the merger
of Coleg Powys and Neath Port Talbot College to
form NPTC Group, therefore data relates to the
pre-merger institutions.
2
Science (2.1)
3
Mathematics and Statistics (2.2)
4
Engineering (4.1)
5
ICT Practitioners (6.1)
3
SKILLS SUPPLY
1
The FE data has been compiled by utilising the
Sector Subject Area Classification (SSAC) to
LIFE SCIENCE
SKILLS FOR LIFE
45
3.2.2 Learning Aims Recruited in FE
in STEM Subjects
Total number of Learning Aims recruited in FE STEM subjects by the Ofqual National
Qualifications Framework Levels
FIGURE 23
Institution
Entry
Level 1 (GCSE Level 2 (GCSE
(D-G))
(A*-C))
Level 3
(A-Level)
Level 4
(Certificate
of Higher
Education)
Total
(STEM)
Level
0
1
2
3
4
Coleg Sir Gar
1
209
846
1460
3
2519
Gower College
Swansea
86
424
2204
6348
40
9102
Neath Port
Talbot College
187
177
900
1706
2970
Pembrokeshire
College
40
231
365
659
1295
Powys College
33
51
1559
221
1864
Total
347
1092
5875
10394
43
17751
Source: RLP LLWR Record Analysis
* An individual can take more than one learner aim at any time. One learner aim represents a single course activity.
* For learners on programme recruitment figures are academic year 2012/2013.
Figure 23 illustrates the number of individual
learning aims recruited in STEM related subjects by
the National Qualifications Framework Levels (0 4) in Wales.
The largest number of students in academic
year 2012/13 were recruited at Level 3 (10,394
students). This can in part be explained by the high
number of students undertaking A and AS-Levels at
FE Institutions within the region. There are lower
levels of recruitment within Entry Level courses
with only 346 students undertaking courses at this
level.
46
Regional Learning Partnership South West & Central Wales
It is important to note that the information within
its current format does not provide demographics
of learners such as age and gender, which may
further contribute to the development of the ‘skills
pipeline’.
Delivery of STEM Learning Aims by Level at Further Education Institutions
(Academic Year 2012/13)
FIGURE 24
7000
6348
6000
5000
4000
3000
2204
2000
1559
846
1000
187 40 33
1 86
0
209
0
Coleg Sir Gâr
424
177 231
1706
1460
900
659
365
51
1
221
2
Gower College Swansea
3 40
3
Neath Port Talbot College
4
Pembrokeshire College
Powys College
3
Source: RLP LLWR Record Analysis
Within South West and Central Wales the largest
provider of STEM related courses was Gower
College Swansea with 9,102 courses being
undertaken across all five levels. This included a
peak of 6,348 courses being undertaken at Level
3, and 2,204 at Level 2. Provision is significantly
lower for all providers at Levels 0 to 1 with Gower
College Swansea being the largest deliver at Level
FIGURE 25
1 (424) and Neath Port Talbot College being
the largest deliverer at Level 0 (Entry). Only two
institutions delivered courses at Level 4 - Gower
College Swansea and Coleg Sir Gar.
SKILLS SUPPLY
Figure 24 provides a breakdown of learning aims
within STEM subjects by Level and Institution.
3.2.3 Top 10 FE STEM Courses in
2012/13
Figure 25 provides a detailed breakdown into the
top 10 STEM courses within FE Institutions located
in the South West and Central Wales region.
Top 10 FE STEM Courses in 2012/132
Qualification Title
Level
Institution
Recruitment Numbers
AS Level in Psychology
3
Gower College Swansea
326
AS Level in Chemistry
3
Gower College Swansea
310
AS Level in Biology
3
Gower College Swansea
264
A Level in Psychology
3
Gower College Swansea
206
AS Level in Mathematics
3
Gower College Swansea
206
A Level in Chemistry
3
Gower College Swansea
174
AS Level in Physics
3
Gower College Swansea
162
A Level in Biology
3
Gower College Swansea
158
AS Level in Psychology
3
Neath Port Talbot College
149
AS Level in Psychology
3
Gower College Swansea
128
Source: RLP LLWR Record Analysis
LIFE SCIENCE
SKILLS FOR LIFE
47
Gower College Swansea provided all but one
of the STEM courses in the top 10; this included
six AS level and three A level subjects. The most
popular STEM course in 2013 was Psychology AS
Level delivered by Gower College Swansea with
a total recruitment of 326. The second and third
most popular STEM subjects were Chemistry and
Biology AS Level (in Gower College Swansea), with
a combined total of 574.
Note: Subjects may appear more than once
as they are delivered at different locations or to
different student cohorts at the same location
within the same academic year and have been split
for administrative reasons.
3.2.4 Further Education Mode of
Delivery
This delivery can also be broken down into modes
of delivery, including Full and Part Time courses.
Information on the mode of delivery was not
provided by Neath Port Talbot College. Coleg
FIGURE 26
Powys provided information in a different format
which included information on Work Based
Learning activities.
The majority of courses within the region were
undertaken on a Full Time basis with 55% of
learning aims (9,828) being undertaken on a Full
Time basis. Part Time learning aims accounted
for 26% (4,708) of the total leaning aims. The
combined categories of Workplace and Other
accounted for a combined total of 2% (314).
3.3 HIGHER EDUCATION (HE)
DATA
3.3.1 Methodology
The main source of HE data was accessed from
the Welsh Government’s Education and Lifelong
Leaning Statistics Unit. Through an external request
the RLP acquired information on undergraduate
and postgraduate enrolments, qualifiers and mode
of delivery over a five year period (2007-2012).
Regional FE STEM Courses by Mode of Delivery (2012/13)
17%
Full Time
1%
55%
1%
Part Time
Workplace
Mixed Workplace and WBL
Provider Centre Based
Other
26%
Blank
Source: RLP LLWR Record Analysis
Information on the mode of delivery was not provided by Neath Port Talbot College. Coleg Powys
provided information in a different format which included information on Work Based Learning activities.
48
Regional Learning Partnership South West & Central Wales
◆ B - Subjects Allied to Medicine
Due to the personal nature and the potential of
the identification of individuals suppression rules
have been applied in line with Welsh Government
and Higher Education Statistics Agency (HESA)
standards. All values have been rounded to
the nearest 5 and those below 5 have been
represented by asterisks(*).
◆ C - Biological Sciences
Whilst the data provided is relevant in terms of
enrolment, qualifiers and mode of study at HE
level, it does not cover particular datasets which
are essential in supporting the supply pipeline i.e.
destinations of HE leavers at six months and three
years.
Compared with both secondary and FE data, the
HE information compiled is more relevant to Life
Science specifically and not categorised as STEM
related subjects. Utilising the Joint Academic Coding
System (JACS) classification, the following major
groups have been used:
Undergraduate Enrolments and Qualifiers in Life Science (2007-2012)
Year
Mode of Study
Subjects
Allied to
Medicine
Biological
Sciences
2007/2008
2008/2009
2009/2010
2010/2011
2011/2012
Total Full- Part- Total Full- Part- Total Full- Part- Total Full- Part- Total Full- PartTime Time
Time Time
Time Time
time time
Time Time
Swansea Metropolitan
Enrolment
80
75
5
100
60
40
115
70
45
120
75
50
125
85
35
Enrolment
95
80
15
85
70
15
80
75
5
85
80
5
95
90
*
3
SKILLS SUPPLY
FIGURE 27
Information for the University of Wales
Trinity Saint David is displayed in a pre-merger
status; therefore University of Wales Trinity Saint
David and Swansea Metropolitan University are
presented separately.
Note:
University of Wales Trinity Saint David
Subjects
Allied to
Medicine
Biological
Sciences
Enrolment
*
*
*
*
*
*
*
*
*
*
*
*
20
*
20
Enrolment
5
5
*
35
25
10
65
50
10
80
80
*
160
150
5
Swansea University
Subjects
Allied to
Medicine
Biological
Sciences
Enrolment
1,620 1,070 545 1,665 1,115
550 1,905 1,285 620 1,735 1,215
Enrolment
1,010 1,010
1,050 1,165 1,160
*
1,050
*
5
1,180 1,180
515 1,770 1,315 455
*
1,340 1,210
130
Welsh Government
Values of 0, 1, 2 are represented by ‘*’, all other values are rounded to the nearest 5.
LIFE SCIENCE
SKILLS FOR LIFE
49
3.3.2 Undergraduate Enrolment
Figure 27 highlights that, in the 2011/12 academic
year, the largest number of undergraduate
enrolments in ‘Subjects Allied to Medicine’ was at
Swansea University, with a total number of 1,770
enrolments. Swansea Metropolitan University had
125 enrolments within ‘Subjects Allied to Medicine’.
Between 2007/08 and 2011/12 there was a total
increase of 45 enrolments in ‘Subjects Allied to
Medicine’ at Swansea Metropolitan University.
Although the figures for the University of Wales
Trinity Saint David is mainly represented by
suppressed values, the total number of enrolments
in ‘Subjects Allied to Medicine’ in 2011/12 was 20;
an increase of 15 enrolments over the five year
period.
In 2011/12 the number of Full Time undergraduate
enrolments in ‘Subjects of Allied Medicine’ was
higher than Part Time enrolments at both Swansea
Metropolitan University and Swansea University.
The percentage of Full Time students at Swansea
Metropolitan was 68% compared to 28% enrolled
on a Part Time basis. The percentage of Full Time
enrolments in Swansea University was 74%,
compared with 26% of Part Time enrolments.
Undergraduate enrolment numbers in ‘Biological
50
Regional Learning Partnership South West & Central Wales
Sciences’ was highest at Swansea University, with a
total number of 1,340 enrolments in 2011/12. The
University of Wales Trinity Saint David had 160
enrolments in ‘Biological Sciences’, while Swansea
Metropolitan University had 95.
Between 2007/08 and 2011/12, there was a total
increase of 330 enrolments in ‘Biological Sciences’
at Swansea University. The figures for Swansea
Metropolitan University fluctuated over the five
year period; however there was no significant
change between the total enrolment figure in
2007/08 and in 2011/12. Figures for the University
of Wales Trinity Saint David displayed an increase
of 155 enrolments in ‘Biological Sciences’ over the
same period.
In the 2011/12 academic year the number of Full
Time enrolments in ‘Biological Sciences’ was higher
than Part Time enrolments in all HE institutions
located within the region. The percentage of
Full Time enrolments in Swansea University was
90%, compared to 10% enrolled on a Part Time
basis. The percentage of Full Time enrolments
at University of Wales Trinity Saint David was
94%, compared with 3% which were Part Time
enrolments.
FIGURE 28
Postgraduate Enrolments and Qualifiers (2007-2012)
Year
Mode of Study
Subjects
Allied to
Medicine
Biological
Sciences
2007/2008
2008/2009
2009/2010
2010/2011
2011/2012
Total Full- Part- Total Full- Part- Total Full- Part- Total Full- Part- Total Full- PartTime Time
Time Time
Time Time
time time
Time Time
Swansea Metropolitan
Enrolment
*
*
*
*
*
*
*
*
*
10
*
10
10
*
10
Enrolment
*
*
*
10
5
5
10
10
*
10
10
5
5
5
*
University of Wales Trinity Saint David
Subjects
Allied to
Medicine
Biological
Sciences
Enrolment
Enrolment
Swansea University
Enrolment
490
70
420
440
65
370
310
75
230
340
105
230
390
135
250
Enrolment
150
110
50
115
95
20
110
95
15
175
160
15
200
185
20
3
SKILLS SUPPLY
Subjects
Allied to
Medicine
Biological
Sciences
Welsh Government
Values of 0, 1, 2 are represented by ‘*’, all other values are rounded to the nearest 5.
LIFE SCIENCE
SKILLS FOR LIFE
51
3.3.3 Postgraduate Enrolment
Figure 28 highlights that the largest number of
postgraduate enrolments within ‘Subjects Allied
to Medicine’ was at Swansea University, with a
total number of 390 enrolments in academic year
2011/12. In the same period, Swansea Metropolitan
University had a total number of 10 enrolments
in ‘Subjects Allied to Medicine’. At the University
of Wales Trinity Saint David there were no
postgraduate enrolments in Life Science subjects
over the five year period (2007-2012).
Although Swansea University represented
the largest number in terms of postgraduate
enrolments in ‘Subjects Allied to Medicine’ the
number of enrolments had in fact declined by 100
since 2007/08 with a significant decline in Part Time
enrolments.
In the academic year 2011/12 period all of the
postgraduate students undertaking ‘Subjects
Allied to Medicine’ at Swansea Metropolitan were
studying on a Part Time basis. In the same period,
the percentage of Part Time postgraduates (34%)
who qualified in ‘Subjects Allied to Medicine’ in
Swansea University was higher than Full Time
postgraduates by 4%. Compared with figures from
2007/08, Part Time postgraduates in Swansea
University undertaking ‘Subjects Allied to Medicine’
had decreased by 40% in 2011/12, whereas
the percentage of Full Time postgraduates had
increased by 93%.
The largest number of postgraduate enrolments in
the ‘Biological Sciences’ was at Swansea University,
with a total figure of 200 enrolments in 2011/12. In
the same period Swansea Metropolitan had a total
number of 5 enrolments within ‘Biological Sciences’.
At the University of Wales Trinity Saint David there
were no postgraduate enrolments in Biological
Sciences subjects over the five year period (20072012).
The number of postgraduate enrolments in
‘Biological Sciences’ fluctuated over the five year
period (2007-2012), however between 2007/08
and 2011/12 there was a total increase of 50
enrolments.
3.3.4 Student areas of Domicile by
Enrolment within HE institutions
and Life Science classification subject
areas
The following data is displayed for the HESA
enrolment year 2011/12 and provides a breakdown
of student enrolments at institutions in South West
and Central Wales. The data displays domiciles
of students at point of enrolment i.e. where a
student lived prior to attending university; this data
is displayed at both a county and country level.
It also displays the gender of students and their
level of enrolment including whether students are
undergraduates or postgraduates for the HESA
subject area categories of ‘Subjects Allied to
Medicine’ as well as ‘Biological Sciences’.
52
Regional Learning Partnership South West & Central Wales
Non-European
1
0
Other European
0
0
Unknown UK/Other UK
0
0
Northern Ireland
2
0
20
0
England
Wales
157
0
40
72
Swansea University
Non-European
31
31
Other European
Unknown UK/Other UK
6
1
Northern Ireland
5
7
3
10
1
Scotland
England
Wales
Swansea Metropolitan
765
95
2250
386
Non-European
1
5
Other European
0
0
Northern Ireland
0
0
England
1
Wales
50
16
0
SKILLS SUPPLY
The University of Wales, Trinity
Saint David
FIGURE 29 Students by Level of Study and Region of Domicile Subject Areas 2 (Subjects Allied to
Medicine) and 3 (Biological Sciences)
157
500
Total Undergraduates
1000
1500
2000
2500
Total Postgraduates
Welsh Government
Values have been rounded to the nearest 5 and suppressed where values are below 5. Suppressed
values, in order to be indicated in the figures, are represented as a minimum value of 1. For this reason
the numbers represented are not actual student numbers but are representative indicators of data trends.
The majority of students in the region in the
subject areas of ‘Subject Allied to Medicine’ and
‘Biological Sciences’ studied at an undergraduate
level within Swansea University. Of these students
the majority were originally domiciled within Wales
with 2,250 students originally domiciled within the
country. The next highest category of students
was undergraduate students from England with
765 enrolments. There were a greater number of
postgraduate students from non-European locations
than undergraduates (in Swansea University and
Swansea Metropolitan) reflecting the high value of
postgraduate education within these subject areas.
LIFE SCIENCE
SKILLS FOR LIFE
53
Students by Level of Study and County of Domicile Subject Areas 2
(Subjects Allied to Medicine) and 3 (Biological Sciences)
7
Total Undergraduates
96
595
0
Total Postgraduates
12
130
1
1
Total Undergraduates
60
Total Postgraduates
0
0
7
Total Undergraduates
2
Total Postgraduates
0
0
35
175
36
Neath
Port Talbot
6
Total Undergraduates
Total Postgraduates
0
1
Carmarthenshire Ceredigion
Pembrokeshire
Powys
Swansea
FIGURE 30
Total Undergraduates
5
0
Total Postgraduates
0
0
Total Undergraduates
20
295
31
105
12
85
15
0
2
Total Postgraduates
0
385
46
100
200
The University of Wales, Trinity Saint David
300
400
Swansea Metropolitan
500
600
700
Swansea University
Welsh Government
Figure 30 illustrates the enrolments for ‘Subjects
Allied to Medicine’ and ‘Biological Sciences’ by
county in South West and Central Wales and
also by enrolment level i.e. undergraduate or
postgraduate level. The greatest number of
students were domiciles of the Swansea area with
a total of 698 individuals from the county attending
a South West and Central Wales Institution.
The next highest county was Carmarthenshire
which had a total of 485 enrolments. There was
a low recruitment from the county of Powys in
54
Regional Learning Partnership South West & Central Wales
comparison to other counties within the region.
This can be explained by the geographic expanse
of Powys and its proximity to a number of large
population centres outside of the region.
Students Gender and County of Domicile Subject Areas 2
(Subjects Allied to Medicine) and 3 (Biological Sciences)
2
87
6
Total Males
Total Females
0
1
Total Males
1
0
Total Females
2
Total Males
0
22
25
183
11
Neath
Port Talbot
1
Total Males
1
1
Total Females
5
0
0
0
Total Females
22
16
1
3
276
52
98
21
12
Total Males
170
51
Total Females
Total Males
22
555
SKILLS SUPPLY
Total Females
Carmarthenshire Ceredigion
Pembrokeshire
Powys
Swansea
FIGURE 31
40
370
46
0
63
100
200
The University of Wales, Trinity Saint David
300
Swansea Metropolitan
400
500
600
Swansea University
Welsh Government
The majority of students studying ‘Subjects Allied
to Medicine’ and ‘Biological Sciences’ were female
with the greatest number attending Swansea
University from the counties of Swansea (555)
and Carmarthenshire (370). The most prominent
gender difference was within the county of
Pembrokeshire with 6.4 females for every male
enrolling.
This evidence contradicts that derived from the
Secondary Education data which displays a greater
uptake of STEM subjects by male learners. There
are a number of possible reasons for this trend,
one of which is the addition of the ‘Subjects Allied
to Medicine’ classification, which includes courses
such as BA Nursing. Such qualifications lead to
careers which traditionally have a greater number
of females. Additionally there is a far lower uptake
of female learners within higher level STEM courses
such as Physics and Engineering, suggesting a female
preference for the ‘Biological Sciences’.
LIFE SCIENCE
SKILLS FOR LIFE
55
“The life science platform
technologies require a secure
supply of highly skilled scientists,
process engineers and senior
staff employed directly in
biotechnology activities.
Furthermore, the supporting
services and business functions
of biotechnology will require
significant workforce development
in bioscience awareness across
the scientific industries.”
COGENT BIOVISION 2010
56
Regional Learning Partnership South West & Central Wales
SECTION 4
Future Industry Analysis
FUTURE INDUSTRY ANALYSIS
4
LIFE SCIENCE
SKILLS FOR LIFE
57
4.1 CAMBRIDGE ECONOMETRICS
PROJECTIONS DATA
The economic projections with this study are
provided by Cambridge Econometrics specifically
for employment and GVA (Gross Value Added) by
Life Science and related industries for a time period
between 2010 and 2030.
The methodology used to develop the projections
is complex and draws on a number of external
datasets. Historical employment data for each
county is based on data from the Business Register
and Employment Survey (BRES), which is then
made consistent with the Office for National
Statistics (ONS) data for Wales as a whole.
Historical GVA data for the counties is based
on productivity figures calculated using ONS
Nomenclature of Units for Territorial Statistics
(NUTS) 2 sub-regional accounts data applied to the
employment estimates.
This study has analysed projections data for five
industries that fall within the broad definition of Life
Science: Chemicals, Pharmaceuticals, Electronics,
Other Manufacturing and Repair and Other
Professional Services.
A number of considerations are required when
analysing projection data. Firstly the data provided
in the figures are projections only and are in no
way guaranteed. The recent global crisis highlights
limitations of such analysis on the macroeconomic
scale, while the rapid development of technology
including breakthrough discoveries or innovations
58
Regional Learning Partnership South West & Central Wales
poses another major challenge. Structural change
within the sector is another important factor,
with many large companies restructuring and
outsourcing R&D, manufacturing and other
activities resulting in both threats and opportunities
for regional employment. Secondly the industries
above are defined by a two digit Standard
Industrial Classification (SIC) whereas the Welsh
Government’s definition of Life Science is broken
down into four digit SIC codes, which is more
detailed and is specific to a Life Science company.
Finally, Other Professional Services is defined by
more than one SIC code, i.e. 72, 73, 74 and 75.
SIC code 72 has been used in the Welsh
Government definition as this is listed as
scientific research and development. The other
classifications (73, 74, and 75) are not used in the
Welsh Government definition as they are listed
under Advertising and Market Research, Other
Professional, Scientific and Technical Activities and
Veterinary Activities. These classifications are less
detailed and are therefore not representative of
companies which are solely Life Science related.
According to the 2012 Cambridge Econometrics
projections, the total GVA for the five sectors
defined as Life Science (Chemicals, Pharmaceuticals,
Electronics, Other Manufacturing and Repair and
Other Professional Services) is expected to increase
within the South West and Central Wales region
between 2010 and 2030.
4.2 PROJECTED GROSS VALUE
ADDED (GVA) WITHIN THE LIFE
SCIENCE SECTOR
FIGURE 32
Total GVA in the Chemicals Industry by County (2010 – 2030)
35
GVA (£Millions)
30
25
20
15
10
5
0
2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022 2023 2024 2025 2026 2027 2028 2029 2030
Powys
Ceredigion
Pembrokeshire
Carmarthenshire
Swansea
Neath Port Talbot
SW&CW Region
4
Figure 32 illustrates the total GVA in the
Chemicals Industry by county within the South
West and Central Wales region, between 2010 and
2030.
The total GVA in the Chemicals Industry between
2010 and 2030 is projected to increase in both
Swansea and Neath Port Talbot. Between 2010
and 2030, Neath Port Talbot is expected to see
the largest increase in GVA, by £3.7 million and a
percentage change of 48%.
FUTURE INDUSTRY ANALYSIS
Cambridge Econometrics
The Cambridge Econometrics projections indicate
that the total GVA of the between 2010 and
2030 will decrease in Powys, Ceredigion and
Pembrokeshire. The county with the largest decline
is Carmarthenshire with a decrease of £1.7 million
and a percentage change of -33%. This is followed
by Powys, with a decrease of £1.2 million and a
percentage change of -50%.
Overall the GVA within the region is anticipated to
grow from £27.7 million in 2010 to £31.3 million in
2030, an increase of £3.6 million.
LIFE SCIENCE
SKILLS FOR LIFE
59
GVA (£Millions)
FIGURE 33
100
90
80
70
60
50
40
30
20
10
0
Total GVA in the Pharmaceuticals Industry by County (2010-2030)
2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022 2023 2024 2025 2026 2027 2028 2029 2030
Powys
Ceredigion
Pembrokeshire
Carmarthenshire
Swansea
Neath Port Talbot
Cambridge Econometrics
Figure 33 highlights that the total GVA of the
Pharmaceuticals Industry between 2010 and 2030
will decrease in Ceredigion and Neath Port Talbot.
The county with the largest decline will be Neath
Port Talbot, with a decrease of £11 million and a
percentage change of -30%.
Figure 34 highlights that the total GVA in the
Electronics Industry between 2010 and 2030
will decrease in Powys, Swansea and Neath Port
Talbot. The county with the largest decline will
be Powys, with a decrease of £3.6 million and a
percentage change of -23%.
The total GVA between 2010 and 2030 is
projected to increase in both Carmarthenshire and
Powys with the largest growth in Carmarthenshire
with an increase of £6.1 million from an initial figure
of £0 million.
The total GVA in the Electronics Industry between
2010 and 2030 is projected to increase in
Ceredigion and Carmarthenshire. Pembrokeshire’s
figures are set to fluctuate over the 20 year period;
however there is no change between the total GVA
between 2010 and 2030 and will remain £4 million.
GVA within the Pharmaceuticals Industry in both
Pembrokeshire and Swansea is projected to reside
at £0 million, between the 2010 and 2030 time
period.
Overall the GVA within the region is anticipated to
decrease from £90.1 million in 2010 to £84 million
in 2030, a reduction of £6.1 million.
Overall the GVA within the Electronics Industry
within the South West and Central Wales region is
anticipated to grow from £49.2 million in 2010 to
£50 million in 2030, an increase of £0.8 million.
GVA in the Electronics Industry by County (2010-2030)
GVA (£Millions)
FIGURE 34 Total
20
18
16
14
12
10
8
6
4
2
0
Carmarthenshire is expected to see the largest
growth with an increase of £8.8 million and a
percentage change of 86%.
2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022 2023 2024 2025 2026 2027 2028 2029 2030
Powys
Ceredigion
Pembrokeshire
Carmarthenshire
Cambridge Econometrics
60
Regional Learning Partnership South West & Central Wales
Swansea
Neath Port Talbot
GVA (£Millions)
FIGURE 35
Total GVA in the Other Manufacturing and Repair Industry by County (2010-2030)
20
18
16
14
12
10
8
6
4
2
0
2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022 2023 2024 2025 2026 2027 2028 2029 2030
Powys
Ceredigion
Pembrokeshire
Carmarthenshire
Swansea
Neath Port Talbot
Cambridge Econometrics
Figure 35 demonstrates that the total GVA in the
Other Manufacturing and Repair Industry, between
2010 and 2030, is projected to increase in the
majority of counties. Neath Port Talbot is expected
to see the largest increase in with an increase of
£7.1 million and a percentage change of 76%.
of £74.4 millionincrease over the period.
The greatest increase in growth is seen in
Carmarthenshire which illustrates an increase from
£20.4 million in 2010 to a total value of £43.3
million in 2030; a growth of 112% over the 20 year
period.
The projections highlight that there will only be a
decline in Powys, with a decrease of £5.5 million
and a percentage change of -37%.
4
FUTURE INDUSTRY ANALYSIS
Overall the Other Manufacturing and Repair
Industry’s GVA within the South West and Central
Wales region is anticipated to grow from £49.9
million in 2010 to £60 million in 2030, an increase
of £10.1 million.
GVA (£Millions)
Figure 36 highlights that there are anticipated
increases in the GVA of the Other Professional
Services Industry in all of the counties over the
period 2010 to 2030, equating to a monetary value
FIGURE 36 Total
50
45
40
35
30
25
20
15
10
5
0
GVA in the Other Professional Services Industry by County (2010 -2030)
2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022 2023 2024 2025 2026 2027 2028 2029 2030
Powys
Ceredigion
Pembrokeshire
Carmarthenshire
Swansea
Neath Port Talbot
Cambridge Econometrics
LIFE SCIENCE
SKILLS FOR LIFE
61
4.3 PROJECTED EMPLOYMENT
WITHIN THE LIFE SCIENCE
SECTOR
FIGURE 37
Total Employment in the Chemicals Industry by County (2010-2030)
350
300
Employment
250
200
150
100
50
0
2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022 2023 2024 2025 2026 2027 2028 2029 2030
Powys
Ceredigion
Pembrokeshire
Carmarthenshire
Swansea
Neath Port Talbot
Cambridge Econometrics
Figure 37 illustrates that projected employment in
the Chemicals Industry at a county and a regional
level is projected to decrease between 2010 and
2030.
The employment figures for Powys,
Carmarthenshire, Swansea and Neath Port Talbot
are similar, with an expected decline of 100
individuals in each county.
The total employment in Ceredigion and
Pembrokeshire is expected to remain at zero over
the twenty year period.
62
Regional Learning Partnership South West & Central Wales
Overall the total employment in the region is
anticipated to decline from 700 in 2010 to 300 in
2030, a decrease of 400 and a percentage change
of -57%. The national Wales figures provide a
similar picture, with a decline from 5,800 in 2010
to 3,900 in 2030. This is a decrease of 1,900
employees and a percentage change of -33%.
FIGURE 38
250
Total Employment in the Pharmaceuticals Industry by County (2010-2030)
Employment
200
150
100
50
0
2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022 2023 2024 2025 2026 2027 2028 2029 2030
Powys
Ceredigion
Pembrokeshire
Carmarthenshire
Swansea
Neath Port Talbot
SW&CW Region
Cambridge Econometrics
The figures indicate that the largest employment
will be in the counties of Ceredigion and Neath
Port Talbot, with each county employing a total
figure of 100 employees between 2010 and 2030.
The figures at a national (Wales) level are
anticipated to rise from 1,400 in 2010 to 2,200 in
2030. This is an increase of 800 people employees
and a percentage change of 57%.
Figure 39 provides data on projected employment
within the Electronics Industry over the 20 year
FIGURE 39
period (2010-2030) It is anticipated that there will
be a decline over this period by 100 employees.
There is a regional peak in employment between
2010 and 2015 of 800 employees; this then begins
to decline significantly from 2015 to 2025.
4
The largest employment is in the counties of
Carmarthenshire, Powys and Swansea and will
experience a decline to 100 employees per county
by 2030. Employment within Neath Port Talbot
and Pembrokeshire declines from 100 in 2010 to 0
by 2030.
FUTURE INDUSTRY ANALYSIS
Figure 38 illustrates that the employment in the
pharmaceuticals Industry is projected to remain
consistent over the between 2010 – 2030 across all
six counties.
This decline is reflected within the Wales figures a
projected reduction from 5,000 in 2010 to 4,100 in
2030.
Total Employment in the Electronics Industry by County (2010-2030)
900
800
700
Employment
600
500
400
300
200
100
0
2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022 2023 2024 2025 2026 2027 2028 2029 2030
Powys
Ceredigion
Pembrokeshire
Carmarthenshire
Swansea
Neath Port Talbot
SW&CW Region
Cambridge Econometrics
LIFE SCIENCE
SKILLS FOR LIFE
63
Total Employment in the Other Manufacturing and Repair Industry by
County (2010-2030)
FIGURE 40
3000
2500
Employment
2000
1500
1000
500
0
2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022 2023 2024 2025 2026 2027 2028 2029 2030
Powys
Ceredigion
Pembrokeshire
Carmarthenshire
Swansea
Neath Port Talbot
SW&CW Region
Cambridge Econometrics
Figure 40 highlights that the total employment
in the Other Manufacturing and Repair Industry
will decline in Powys, Pembrokeshire and
Carmarthenshire between 2010 and 2030. In
this period, the largest decline in employment is
expected in Powys, with a total decrease of 400
employees.
The projections indicate that Neath Port Talbot
is the only county expecting an increase in
employment of 100 employees by 2030.
Overall the total employment in the region is
anticipated to decline from 2,600 employees in
64
Regional Learning Partnership South West & Central Wales
2010 to 2,100 employees in 2030; a decrease of
500 employees and a percentage change of -19%.
Although regional figures are projected to decline,
the national (UK) figures are expected to increase
from 317,000 employees in 2010 to 338,700 in
2030; an increase of 21,700 employees and a
percentage change of 7%. However the Wales
figures decline, in support of the regional trend,
from 19,900 in 2010 to 19,000 in 2030. This is
a decrease of 900 people employed within this
industry and a percentage change of -5%.
FIGURE 41
Total Employment in the Other Professional Services Industry by County (2010-2030)
6000
5000
Employment
4000
3000
2000
1000
0
2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022 2023 2024 2025 2026 2027 2028 2029 2030
Powys
Ceredigion
Pembrokeshire
Carmarthenshire
Swansea
Neath Port Talbot
SW&CW Region
Cambridge Econometrics
Carmarthenshire. However in Pembrokeshire,
employment shows no overall change from 2010 to
2030.
4
Employment in Wales increases from 17,600 in
2010 to 18,100 in 2030, which is an increase of
500 employees and a percentage change of 3%.
LIFE SCIENCE
SKILLS FOR LIFE
FUTURE INDUSTRY ANALYSIS
Figure 41 illustrates that the projections for
the total employment in the Other Professional
Services Industry will decline in Powys, Ceredigion
and Swansea between 2010 and 2030. In this
period, the largest decline in employment is
expected in Ceredigion, with a total decrease of
300 employees. Employment is set to increase
in the counties of Neath Port Talbot and
65
“The principle is that
whilst we need to promote,
encourage and enable
innovation across the
whole economy, our key
investments should be
made on the basis of clear
strategic priorities, built on
Wales’ strengths.”
WELSH GOVERNMENT INNOVATION WALES
66
Regional Learning Partnership South West & Central Wales
SECTION 5
Life Science Companies Survey
LIFE SCIENCE COMPANIES SURVEY
5
LIFE SCIENCE
SKILLS FOR LIFE
67
5.1 BACKGROUND
Third-party attempts to complete questionnaire
To identify business demands within the region
research was commissioned by the Regional
Learning Partnership and undertaken by the
Institute of Life Science (ILS) at Swansea University.
The following section presents the results of
this primary research and has been prepared to
support the secondary evidence collected by the
Regional Learning Partnership.
Feedback on clarity, timings and likelihood of
participation
An initial pilot study was conducted in December
2012 – January 2013. The early meetings between
the Institute of Life Science (ILS) team, an
independent researcher and the RLP developed
a comprehensive survey to be trailed on a small
representative sample. This sample was chosen
from the unique Life Science database held by the
department of Enterprise and Innovation at the ILS.
The process of the research is presented below:
Sample size and demographic agreed, clarified by
list and signed off.
5.1.1 Survey Structure &
Administration
Conception:
Clear and Concise indication of the aims of the
study
Information to be quantified
Qualitative and Quantitative requirements
Themes to be addressed
Sections required
Level of response required per question.
Sample type and size
Administration of the survey
Timescales involved
Process of analysis
Confidentiality and Ethical considerations
Stage 1:
Introduction of aims of the questionnaire/Interview
Review of previous studies/surveys – what worked/
what did not work
Sections title agreed and aims of each section
clarified
Construction of questions and layout
68
Regional Learning Partnership South West & Central Wales
Review discussed and necessary adjustments made
Stage 2:
Client to review questionnaire, adjustments made if
required and sign off.
Dates and timings discussed and signed off.
Method of administration confirmed and signed off
Data analysis methods confirmed and how the data
is to be presented agreed.
Report structure agreed.
Stage 3:
Questionnaire to go live and are sent out
Administration of questionnaire monitored daily
Responses and feedback evaluated upon receipt
Participants late to respond are chased weekly
utilising various methods and contacts (Professional
networks, visits, emails and personal networks)
Interviews arranged upon completion of
questionnaire for additional data collection
It was agreed a representative sample of twenty
three participants be targeted for the pilot study
stage. This consisted of seven ILS tenants, four
affiliates and twelve associates from the region (a
total of 23). The response rate was low due to the
timing of the pilot study which took place during
late 2012 and early 2013. Out of the twenty three
companies targeted, eleven responded.
5.1.2 Overview of Findings: January
2013
Full Time roles are dominated by Technical,
followed by Managerial and Administrative. The
only blue chip company reported ‘Other’ as their
main source of Full Time work, which skewed the
data set. This will be accounted for at analysis.
◆ Results show there is difficulty recruiting for
Technical and Managerial roles but no issues
recruiting Administrative or ‘Other’ functional
◆ Further investigation revealed companies
in the Life Science sector also find difficulty
recruiting Sales, Communication, Marketing and
Presentation staff but the greatest difficulty is in
sourcing Technical staff followed by Leadership.
◆ Specialist expertise within our sample appears
to be focused on Scientific Research and
Product Development
◆ Training requirements are focused on
Product Development (four/five companies),
followed by Good Laboratory Practice, Good
Manufacturing Processes and FDA approvals.
◆ Technical and Managerial roles tend to
be fulfilled through the use of recruitment
agencies and professional networks; personal
networks also play a role but only in these two
areas. Only two companies commented on
sources they deem the most effective. One
listed networks for Technical and Managerial
recruitment, whereas another cited recruitment
agencies for Technical, Managerial and Other.
◆ Technical and Managerial candidates are
sourced predominantly from Wales, followed
closely by the region. There are less sourced
from the UK and 2 companies revealed they
sourced from the EU and outside.
◆ The reasons for sourcing outside of the region
were mainly due to ‘insufficient skills’ followed
in equal measure by ‘candidates outside of
the region having greater skills’ and ‘candidates
outside of the region better qualified’.
◆ The proportion of the staff held qualification
at undergraduate level, followed by GCSE
and A-level. However, nearly all participants
consisted of staff with professional qualifications.
◆ Local Universities hosted training and skills
development for many of the businesses in
the study followed by local tertiary colleges
and private sector suppliers. Two reported
experiencing In-house provision as a training
and skills development source.
◆ Staff Training, the majority of participants
reported training and development plans
followed by a staff-training budget. Qualitative
data revealed there are issues with the
implementation of staff appraisals.
5.1.3 Recommendations from the
Pilot Study
◆ The roll-out of an extended survey to support
the validity and reliability of the Life Science
survey and to support the empirical results of
the phase one study.
◆ The inclusion of questions addressing
Apprenticeships which would aim to quantify
the number and type of roles currently existing
within Life Science companies. Furthermore, a
section would be added to gather data on the
demand for Apprenticeships within companies.
This data would not remain confidential and
would be shared with those parties working in
this area in order to pass on information.
◆ The inclusion of a section dedicated to
premises. Investigation not only aimed
at gathering data on companies current
accommodation standards but future suitability.
This section of the survey would address
four themes: Location, Space, Facilities and
Connectivity.
5
LIFE SCIENCE COMPANIES SURVEY
roles. This is supported by evidence of local
press and job centres being utilised for these
roles. The question was reworded and
approached a second time. All participants
confirmed once again this was the case.
◆ The feedback session had questioned the
shortage of talent in areas of Sales and
Marketing. A large cohort would clarify if this
was an outlier of the pilot study or reflected the
experience of a larger cohort.
◆ Specialist expertise within our sample appears
to be focused on Scientific Research and
Product Development; however, the sample
size was too small to confirm if these two
areas dominated skills requirements. A further
exploration with a larger cohort would enable
the data to be statistically distributed into the
sub-sectors of Medical Devices; Specialist
Services and Suppliers; Manufacturing;
Agriculture Veterinarian and Environmental;
Clinical Research or ‘Other’ to determine the
areas with the highest demand for skills. This
LIFE SCIENCE
SKILLS FOR LIFE
69
could be done not only with the core skills
of Technical; Managerial, Administrative and
‘Other’ but the more commercial elements
such as Marketing, Sales, Communications and
Presenting.
5.1.4 Implementation of Skills Survey
June 2013
As with the pilot study (December, 2013), the
format for selecting the representative sample was
the same. The ILS provided access to their Life
Science databases and sixty two companies fitted
the criteria of type, size and sub-sector. The type
of company was categorised as tenant, affiliate
or associate. The size - single enterprises, micro
companies (employing up to 10), small (up to 50)
and medium (up to 500); and linked to ILS through
assistance (knowledge, funding, networking, general
assist). The sub sector – Medical Devices and
Diagnostics, Specialist Services, Manufacturing,
Clinical Research, Human Therapeutics or Other.
Timings were agreed and the researcher engaged
with the commercial project managers based at
the ILS to make initial contact with the sample.
The pilot study had trialled contact methods using
email, cold calling, snowballing and introductions
via account managers. The only method that was
successful was through established relationships
account managers held with the client base.
Therefore, on this occasion, account managers
were integral to the process and all other contact
methods rejected.
FIGURE 42
70
Discussion with two account managers took place
and the sample was separated into three sub
sections: Key accounts, current assists and ‘wild
cards’.
Key accounts referred to those clients the ILS
consider to be major Life Science companies.
These have regular contact with the ILS team and
represent strong links with Swansea University.
However, the element of bias is an ethical
consideration and so care was taken to approach
individuals within these companies that would give
honest and objective feedback.
Current assists were those companies who
had made recent contact with the team. These
companies had made various enquiries and
received varying standards of support/advice. Again,
bias could contaminate responses to the survey so
due diligence was required when selecting which
companies to approach.
Finally, a selection of ‘wild cards’ were chosen to
counter act any biases influenced by recent ILS
support/potential support. These consisted of
companies who had not had recent contact with
the ILS and were not well known to the account
managers.
The final representative sample of sixty two
companies consisted of thirteen tenants, seven
affiliates and forty two associates.
Figure 42 demonstrates the selection process
for the representative sample. Firstly, the ILS
Survey Sample Selection Process
ILS
Database
Representative
Sample T.A.A.
Contact List
S.M.A.R.T
13 Tenants
7 Affiliates
42 Associates
Regional Learning Partnership South West & Central Wales
Researcher
Engaged
62 Sample
database was accessed to determine which
companies fit with the criteria required to take
part in the survey. A representative sample of sixty
two (n=62) matched the profile required. This
was followed by a review to ascertain whether
the planned implementation of the survey was
suitable, measurable, attainable, realistic and timely.
Researcher engaged to undertake the project
along with the assistance of ILS account managers
as brokers. The survey was launched in May 2013
with a timeline of 12 weeks.
An email template was constructed by the
researcher introducing the survey and encouraging
participants to complete it. This template was then
sent to the account managers for approval before
being sent to participants on their behalf.
5.2 SKILLS SURVEY 2013
The skills survey intended to address and explore
eight themes; current and planned employment
aimed to paint a picture of the current and future
Life Science landscape as an employer for the
region. It aimed to gauge the future recruitment
needs and recent recruitment rates. The
In addition to the original pilot study (January, 2013),
two new sections were added. These investigated
current and planned premises needs. The current
number of apprenticeships and future demand was
also a feature of the revised survey.
5
Skills Survey Area
Current Employment &
Planned Recruitment
Demands of the
Business
- Growth, equality, vacancies
-what skills are required?
Methods of Recruitment
- Are there skills and
aptitudes the region cannot
fulfil?
Qualifications
- Effective recruitment versus
convenience
- The education system
versus professional
qualifications
Apprenticeships
Premises
- Is there uptake?
- Are we building for the
future?
Is there demand?
Recruitment Issues
LIFE SCIENCE COMPANIES SURVEY
FIGURE 43
information was the prelude to further sections
which would address the demands of the business
and the skills they required. This dovetailed with
an exploration into issues with recruitment. If
the data revealed significant recruitment plans for
particular sectors and later stipulated difficulty in
recruitment methods and recruiting suitable talent
with the appropriate qualifications then this would
be of major concern. Further to this, did the cohort
source outside of the region if they experienced
difficulty in recruiting suitable candidates? If so why
and where from? The survey also addressed the
effectiveness of educational institutions as training
sources as well as supporters and developers of
skills for Life Science enterprises.
Training Provision
- Access and continuation
LIFE SCIENCE
SKILLS FOR LIFE
71
5.3 SURVEY DATA
FIGURE 45
Sub-sector
5.3.1 Demographics
Section 1 of the survey gathered data relating to
demographics. This consisted of contact details,
year the company was established, company profile
and premises information. Data results for premises
and apprenticeships can be found later on in the
section.
FIGURE 44
Years Companies Were Established
Year company
Number of Number of
was Established Companies Employees
Pre 2005
8
649.22
2006
1
3
2007
3
44
2008
5
30
2009
3
8
2010
8
32
2011
2
6.5
2012
8
27
2013
2
2
Medical Devices & Diagnostics
Specialist Services
Human Therapeutics
Manufacturing
Agri/Vet./Enviro.
Clinical Research
Other
Number of
companies
18
11
6
8
1
3
12
be manufacturers that have moved into the Life
Science market. Peaks of 2007, 2008 and 2010 also
feature many ‘spin-out’ companies that have come
to specialise in Life Science applications.
Figure 45 shows the breakdown of how
companies classified themselves into sub sectors.
Many of the 40 respondents felt they did not
conform to the profile of just one sub-sector but
fell across two, three and even four sectors.
The contrast is shown in Figure 46.
Figure 46 shows the number of companies
surveyed that fall into each sub sector and the
number of employees within each category.
Figure 44 shows the year that companies (n=40)
were established and the number of employees to
date. Companies established before 2005 have the
highest number of employees and tend to
FIGURE 46
Company Profile – Sub Sector
Number of Companies in each Sub Sector versus Number of Employees
400
350
300
250
200
150
100
50
0
Medical Devices
& Diagnostics
Specialist
Services
Number of Companies
72
Human
Therapeutics
Manufacturing
Number of Employees
Regional Learning Partnership South West & Central Wales
Agri./Vet./Envrio
Clinical
Research
Other
The Ratio of Company Sub-Sectors against Number of Employees (n=40).
Sub-Sector
Medical Devices
Specialist Services
Human Therapeutics
Manufacturing
Agri/Vet./Enviro.
Clinical Research
Other
Number of
companies
18
10
6
8
1
3
12
Technical
Roles
46.8
34
49
93.8
0
58
47
Furthermore, the number of employees in each
sub-sector was also extrapolated:
Many companies classed their business profile
as cross cutting two, three or more sub-sectors
therefore, the employee numbers have been
distributed evenly across sectors. The figure shows
the Manufacturing sector employs the majority of
people who completed the survey (173.7), followed
by Medical Devices and Diagnostics (94.30).
Companies classifying themselves in the ‘Other’
category are specialist companies attuned to the
FIGURE 48
Managerial
Roles
49.3
17
15
60.3
1
29
14
Administrative
46.3
11
17
60.1
1
26
12
‘Other’
Roles
94.3
6
2
173.7
0
1
16
needs of the Life Science sector but not necessarily
thought of as a ‘pure’ Life Science company. These
are the third largest employers to the sector.
The data can be broken down further in order to
analyse the key roles within these sub sectors (see
section 5.3.2).
5.3.2 Current Employment and
Planned Recruitment
Q2.1 (Part A) Please outline the number of Full
Time equivalent roles in your current workforce
Summary of Responses to Q2.1 (Part A)
Sub-sector
Medical Devices
Specialist Supply
Human Therapeutics
Manufacturing
Agri/Vet/Enviro
Clinical Research
Other
Total
Technical
25.90
13.00
42.50
76.40
00.00
52.00
46.00
255.80
Management
25.50
13.10
16.25
45.30
00.50
20.75
16.90
138.30
Admin
22.70
8.40
12.75
45.96
00.50
26.25
18.50
135.06
Other
47.30
7.80
1.25
167.16
00.00
00.25
53.00
276.76
5
Total
121.40
42.30
72.75
334.82
1.00
99.25
134.40
805.92
LIFE SCIENCE
SKILLS FOR LIFE
LIFE SCIENCE COMPANIES SURVEY
FIGURE 47
73
Results show that ‘Other’ roles dominate the
company’s employment profiles (276.76). However,
it should be noted that ‘Other’ roles can be
attributed to large numbers of assembly line and
functional workers in low/unskilled positions.
Technical roles follow (255.80). Once again the
Manufacturing sector is the largest employer of
the survey sample (334.82) and demonstrates the
highest need for technically skilled workers (76.40).
Management (138.30) and Administrative roles
(135.06) account for almost half that of Technical
and ‘Other’ requirements.
5.3.3 Female Employees Across the
Workforce
Q2.1 (Part B) Please outline the number of Full
Time Equivalent roles in your workforce which are
Female.
Summary of Number of Employees in Technical, Managerial, Administrative
and ‘Other’ key roles within each sector.
FIGURE 49
200
180
160
140
120
100
80
60
40
20
0
Medical Devices
Specialist
& Diagnostics
Services
Number of companies
Technical
FIGURE 50
Female
100%
75-99%
50-74%
20-49%
1-19%
0%
Total
74
Human
Manufacturing
Agri./Vet./Envrio
Therapeutics
Managerial Administrative Other
Clinical
Research
Other
Summary of Responses to Q2.1 (Part B)
Technical
0
0
5
2
2
31
40
Managerial
3
0
6
7
1
23
40
Regional Learning Partnership South West & Central Wales
Administrative
5
1
7
2
0
25
40
Other
1
2
3
1
0
33
40
Total
9
3
21
12
3
112
-
The number of companies (n=40) demonstrating
the number of Female employees that fall into the
percentage rankings of each key role. Technical
roles show the lowest percentages with 31
companies reporting no technical roles held by
Females in the company. Administrative roles were
100% dominated by Females in five companies and
50-74% led in 7 companies – the highest out of all
groups.
5.3.4 Current Vacancies
Q2.1 (Part C) Please outline the number of
Full Time Equivalent vacancies in your planned
workforce.
Whilst the number of current vacancies is low
(n=7), the data alludes to an emerging demand
for Technical skills followed by Administrative
skills. If this is compared to the next data set –
those employees recruited in the last 18 months,
it is clear to see an emphasis on Technical skill
requirements emerging.
Due to many companies classing themselves as
operating in two of more sectors the data has been
distributed accordingly.
FIGURE 51 Overview of Roles Demonstrating the Percentage of Female Employees Dominating
Particular Roles (Administrative) and Experiencing a Significant Shortfall in Other (Technical)
9
8
7
6
5
4
3
5
2
1
0
FIGURE 52
Managerial
High 70-99%
Administrative
Medium 40-69%
Low 20-39%
Very Low 0-19%
LIFE SCIENCE COMPANIES SURVEY
Entire 100%
Technical
Other
Summary of Responses to Q2.1 (Part C)
Sector
Medical Devices
Specialist services
Human Therapeutics
Manufacturing
Agri/Vet/Enviro
Clinical Research
Other
Total
Technical
0.8
1.8
0
0.9
0
2
0.5
6
Managerial
0
0
0
0
0
1
0
1
Administrative
0
1.5
0
0.5
0
1
0
3
Other
0.5
0.5
0
0
0
0
0
1
Total
1.30
3.80
0.00
1.40
0.00
4.00
0.50
11
LIFE SCIENCE
SKILLS FOR LIFE
75
5.3.5 Recruitment within the
Previous 18 Months
5.3.6 Anticipated Recruitment in the
Next 18 Months
Q2.1 (Part D) Please outline the number of Full
Time Equivalent roles recruited in the prior 18
months.
Of the 40 companies surveyed, 16 have no
recruitment plans for the forthcoming 18 months.
The following responses have been distributed
across sectors and by role. Where companies
have stated their business transcends two or more
categories, data has been distributed accordingly.
Of the 40 companies surveyed, 23 have not
recruited in the last 18 months. However, there
has been a significant recruitment drive towards
Technical roles above the others with 46 recently
recruited.
FIGURE 53
Summary of responses to Q2.1 (Part D)
Sector
Medical Devices
Specialist services
Human Therapeutics
Manufacturing
Agri/Vet/Enviro
Clinical Research
Other
Total
FIGURE 54
Technical
8.60
3.10
9.50
13.30
0.0
5.00
6.50
46
Managerial
6.15
1.30
4.25
6.05
0.50
2.75
1.00
22
Administrative
5.30
2.40
2.00
5.30
0.50
0.50
1.00
17
Other
2.30
0.80
0.0
10.90
0.0
0.0
0.00
14
Total
22.35
7.60
15.75
35.55
1.00
8.25
8.50
99
Administrative
11.78
0.80
3.38
2.67
0.50
1.37
3.00
23.5
Other
8.00
1.50
0.00
1.00
0.50
0.00
9.00
20
Total
47.20
4.70
21.50
10.10
2.00
8.50
19.00
113
Summary of Responses to Q2.1 (Part E)
Sector
Medical Devices
Specialist services
Human Therapeutics
Manufacturing
Agri/Vet/Enviro
Clinical Research
Other
Total
76
Q2.1 (Part E) Please outline the number of Full
Time Equivalent roles you anticipate to recruit
within the next 18 months.
Technical
16.25
2.00
12.75
4.25
0.50
4.75
7.00
47.5
Managerial
11.17
0.40
5.37
2.18
0.50
2.38
0.00
22
Regional Learning Partnership South West & Central Wales
Anticipated recruitment data shows a strong
emphasis on Technical roles especially within the
Medical Devices sector (16.25 vacancies predicted),
followed by Human Therapeutics (12.75 vacancies
predicted). The demand for Technical skills is in line
with the emerging pattern from previous data sets.
With this in mind, this report will explore as
to whether any recruitment issues surrounding
the four key roles of Technical, Managerial,
Administrative and ‘Other’. It will also explore the
more commercial and operational aspects of an
organisation’s requirements i.e. Sales, Marketing,
Presentation, Communication, Functional roles and
Leadership.
Figure 55 provides an overview of employment
current and planned and summarises the previous
figures in this section.
Q2.2 Do you have difficulty in recruiting the
following roles?
Overview of Employment
Current Staff
Vacancies
Last 18 months
Anticipated
FIGURE 56
The data sets in this section relate to questions 2.2,
2.3, 2.4, 2.5, and 2.6 of the survey. Companies
were asked if they had experienced difficulty in
recruiting any of the four key roles (Technical,
Managerial, Administrative and ‘Other’). Many did
not answer the question. Further investigation
revealed that many companies have not
experienced any issues because they have either
recruited through their networks (see data results
for Q2.5) or not had the need to recruit to date.
Of the 40 companies, 10 reported experiencing an
issue with recruiting suitable people for a particular
role.
Technical
255.8
6
46
47.5
Managerial
138.3
1
22
22
Administrative
135.6
3
17
23.5
Other
276.76
1
14
20
5
Summary of Responses to Q2.2
Sector
Medical Devices
Specialist services
Human Therapeutics
Manufacturing
Agri/Vet/Enviro
Clinical Research
Other
Total
Technical
1.50
3.00
0.00
0.00
0.00
0.00
1.00
5.50
Managerial Administrative
0.50
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
1.00
0.00
3.00
0.00
4.50
0.00
Other
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
Total
2.00
3.00
0.00
0.00
0.00
1.00
4.00
10.00
LIFE SCIENCE
SKILLS FOR LIFE
LIFE SCIENCE COMPANIES SURVEY
FIGURE 55
5.4 RECRUITMENT ISSUES
77
Of the 40 companies surveyed (n=40) 10
companies reported issues recruiting for the key
roles. Recruitment of Technical staff was the
highest (5.5 companies) and Managerial staff (4.5
companies) within the Specialist Service sub sector
and ‘Other’. Upon further examination ‘Other’
technical roles were linked to ICT technology and
patent expertise as well as design innovation.
difficulty in recruiting skills and aptitudes associated
with Technical, Leadership, Sales, Communications,
Administration, Functional, Marketing, Presenting or
Other. Companies specialising in Medical Devices
reported the greatest difficulty recruiting Technical
skills/aptitudes (3.25 companies). Overall Technical
(15 companies), Leadership (9 companies), Sales (8
companies) and Marketing (8 companies) proved
the most difficult to recruit across the sub-sectors.
No issues were reported for the recrutiment of
Administrative or Functional staff.
Q2.3 Do you have difficulty in recruiting the
following skills/aptitudes?
Of the 40 participants, 21 companies reported
FIGURE 57
Summary of Responses to Q2.3
Sector
Medical
Devices
Specialist
services
Human
Therapeutics
Manufacturing
Agri/Vet/
Enviro
Clinical
Research
Other
Total
FIGURE 58
Tech
3.25
Leaders
1.00
Sales
2.00
Comms Admin Funct. Marketing Present Other
0.25
0.00
0.00
1.25
0.00
0.00
3.00
3.00
1.50
0.00
0.00
0.00
2.50
0.00
0.00
1.25
1.00
1.00
1.25
0.00
0.00
0.25
0.00
0.00
2.25
0.00
1.00
0.00
2.00
0.50
0.25
0.00
0.00
0.00
0.00
0.00
1.25
0.50
0.00
0.00
0.00
0.00
2.25
1.00
0.00
2.25
0.00
0.00
1.25
0.00
0.00
3.00
15
2.00
9
1.00
8
0.00
4
0.00
0
0.00
0
1.00
8
1.00
1
0.00
0
Summary of Recruitment Issues followed by Skills and Aptitude Deficits reported by the
Participants
34.1%
Technical
Roles
36.6%
Technical
Skills
78
19.5%
Managerial
Roles
19.5%
Leadership
Skills
19.5%
Sales Abilty
2.4%
Other
Roles
9.8%
Communication
Skills
Regional Learning Partnership South West & Central Wales
0%
Administrative
Roles
19.5%
Marketing
Skills
2.4%
Presentation
Skills
5.5 DEMANDS OF THE BUSINESS
This question required companies to tick all
relevant options: Scientific Research; Product
Development; Good Laboratory Practice (GLP);
Good Manufacturing Process (GMP); Food and
Drug Agency approvals (FDA) or Other (specify).
Furthermore, companies were asked to stipulate if
their business involved one or more of the options
followed by ‘workforce possesses’ this quality,
whether there was difficulty recruiting or a training
requirement acknowledged.
Q2.4 Which specialist Life Science knowledge, skills
and experience relate to your company?
This overview of company profiles shows most
businesses involve Product Development (25)
followed by Scientific Research (19) and Good
Manufacturing Processes (15). This was reflected
in the ‘workforce possesses’ category (Product
Development 23; Scientific Research 16 and
This data can be extrapolated further by dispensing
into sub-sectors and categorising into companies
reporting required skills, difficulty in recruitment
of these skills and if there is a training requirement
within the existing workforce.
Summary of Responses to Q2.4
Product Development
Scientific Research
Good Lab Practice
Good Manufacturing
Process
Food & Drug Agency
*Other
Total
Business
Involves
25
19
14
15
13
1
87
Workforce
Possesses
23
16
11
12
7
0
69
Difficulty
Recruiting
6
4
1
3
3
1
18
Training
Requirement
8
3
5
6
5
6
1
29
LIFE SCIENCE
SKILLS FOR LIFE
LIFE SCIENCE COMPANIES SURVEY
FIGURE 59
Good Manufacturing Processes 12). Companies
reported difficulty recruiting employees skilled
and knowledgeable in Product Development (6)
followed by Scientific Research (4) and Good
Manufacturing Process and FDA applications (3).
The demand for adequate training was recognised
for Product Development (8) above all others,
followed by Good Manufacturing Processes (6),
FDA applications (6) and Good Laboratory Practice
(5). One company reported that their business
involved ‘Other’ which were ISO standards; they
experienced difficulty recruiting and had training
requirements for ISO and technical Life Science
skills.
79
5.5.1 Scientific Research
FIGURE 60
The role of Scientific Research in relation to the Demands of the Business
Scientific Research
Medical Devices
Specialist Services
Human Therapeutics
Manufacturing
Agri/Vet/Enviro
Clinical Research
Other
Total
Business
Involves
6.95
2.70
3.25
2.55
0.00
2.25
1.30
19
Workforce
Possesses
6.05
3.30
2.25
2.15
0.00
2.25
0.00
16
Medical Device and Diagnostic companies stated
their business involved the highest levels of
Scientific Research (6.95 companies) followed by
Human Therapeutics (3.25). However, Specialist
Services held the third largest requirement (2.70)
but reported the workforce having a greater level
of skill than required (3.30) hence no difficulty
recruiting and no training requirements. Companies
engaged in Clinical Research reported the
greatest difficulty in recruitment as well as training
requirements (along with ‘Other’).
Difficulty
Recruiting
1.50
0.00
0.00
0.50
0.00
2.00
0.00
4
Training
Requirement
0.50
0.00
0.00
0.50
0.00
1.00
1.00
3
Medical device and diagnostic companies reported
the highest level of Product Development (9.85
companies) followed by Specialist Services (5.7
companies). The lowest was Agricultural/Veterinary/
Environmental companies (0) and Clinical Research
(.25). Manufacturing reported their business
involved Product Development (3.05 companies)
but their workforce possessed over and above this
(4.05) and yet still experienced issues in recruitment
(1.15) and held a training need (2.05).
5.5.2 Product Development
FIGURE 61
The role of Product Development in relation to the Demands of the Business
Product
Development
Medical Devices
Specialist Services
Human Therapeutics
Manufacturing
Agri/Vet/Enviro
Clinical Research
Other
Total
80
Business
Involves
9.85
5.70
2.75
3.05
0.00
0.25
3.40
25
Workforce
Possesses
9.65
5.30
1.75
4.05
0.00
0.25
2.00
23
Regional Learning Partnership South West & Central Wales
Difficulty
Recruiting
2.05
2.30
0.25
1.15
0.00
0.25
0.00
6
Training
Requirement
3.15
2.30
0.25
2.05
0.00
0.25
0.00
8
5.5.3 Good Laboratory Practice
FIGURE 62
The role of Good Laboratory Practice in relation to the Demands of the Business
G.L.P
Medical Devices
Specialist Services
Human Therapeutics
Manufacturing
Agri/Vet/Enviro
Clinical Research
Other
Total
Business
Involves
5.45
3.60
1.25
2.05
0.00
1.25
0.40
14
Workforce
Possesses
5.05
2.90
1.25
1.55
0.00
1.25
0.00
12
Further exploration of this area shows Medical
Device and Diagnostic companies harbour the
greatest requirement (5.45) and whilst they have no
difficulty recruiting, there remains a training need
(1.25 companies). Further investigation highlighted
this was due to future expansion plans.
Difficulty
Recruiting
0.00
1.00
0.00
0.00
0.00
0.00
0.00
1
Training
Requirement
1.25
1.00
0.25
1.25
0.00
1.25
0.00
5
the second highest demand for GMP along with
Human Therapeutics (2). Manufacturing reported
a workforce capable of meeting the needs (2.75)
above the demand and yet confirmed a training
requirement (1).
5.5.4 Good Manufacturing Processes
Medical Device and Diagnostic companies have the
greatest requirements (5.55) along with the highest
training requirements (2). Manufacturing reported
The Role of Good Manufacturing Processes in relation to the Demands of the Business
G.M.P
Medical Devices
Specialist Services
Human Therapeutics
Manufacturing
Agri/Vet/Enviro
Clinical Research
Other
Total
Business
Involves
5.55
1.80
2.25
2.25
0.00
1.25
1.90
15
Workforce
Possesses
3.25
1.00
1.25
2.75
0.00
1.25
1.50
11
Difficulty
Recruiting
0.00
1.00
1.00
0.00
0.00
1.00
0.00
3
Training
Requirement
2.00
1.00
1.00
1.00
0.00
1.00
0.00
6
LIFE SCIENCE
SKILLS FOR LIFE
LIFE SCIENCE COMPANIES SURVEY
FIGURE 63
5
81
5.5.5 Food and Drug Agency
Approvals
FIGURE 64
The role of Food and Drug Agency approvals in relation to the Demands of the Business
F.D.A
Medical Devices
Specialist Services
Human Therapeutics
Manufacturing
Agri/Vet/Enviro
Clinical Research
Other
Total
82
Business
Involves
4.55
2.40
2.25
2.25
0.00
0.25
1.30
13
Workforce
Possesses
2.25
2.00
1.25
0.25
0.00
0.25
1.00
7
Difficulty
Recruiting
0.50
2.00
0.00
0.50
0.00
0.00
0.00
3
Training
Requirement
2.25
2.50
0.25
0.75
0.00
0.25
0.00
6
The role of Food and Drug Agency approvals in
relation to the demands of the business shows
Medical Device and Diagnostic companies have
the greatest requirement (4.55) along with the
highest training requirement (2.25). Specialist
Services have the second highest demand, report
the most difficulty (2) and have the largest training
requirements (2.5). Manufacturing has the third
largest demand along with Clinical Research
companies (2.25) but the lowest ratio of skilled staff
(0.25).
◆ Good Clinical Practice
In addition to the demand for skills/knowledge
surrounding Scientific Research, Clinical Research,
GMP, GLP and FDA approvals, 10 companies
identified ‘Other’ training requirements. These
included:
◆ Healthcare informatics and expertise in market
knowledge
Regional Learning Partnership South West & Central Wales
◆ Technology Formulation
◆ ICT networks
◆ Medical knowledge
◆ Accountancy, audit and tax
◆ MHRA engagements/regulatory
◆ Technology – depth and scope
◆ Promotion and communication of Life Science
◆ Skills, expertise, knowledge in coaching and
facilitation with experience in healthcare and
Life Science
FIGURE 65
Summary of Workforce Skills versus the Business Needs
Other
Good Lab Practice (GLP)
Food & Drug Agency (FDA)
Good Manu. Process (GMP)
Scientific Research
Product Development
10%
20%
Workforce Possess
30%
40%
50%
60%
70%
Business Involves
Figure 65 demonstrates the shortfall in skills for
business requirements throughout each section.
Overview
5.6 METHODS OF RECRUITMENT
Overall the most effective method of recruitment is
through job websites (45.25) followed by Personal
Networks (40.95). This is especially effective for
administrative and ‘Other’ roles. Technical vacancies
tend to be fulfilled by Recruitment Agencies (14.25
companies) followed by Job Websites (11.25).
Managerial roles tend to be fulfilled via Personal
Networks (16). Local Press is the least popular
method of recruitment overall (15.5)
Q2.5 Where do you advertise/recruit the following
roles?
This data can be broken down into categories and
sub sectors.
The next question explored the methods
companies used to recruit. As well as stating how
they recruit, they were asked to rate the most
effective method when recruiting Technical staff,
Managers, Administrative staff and ‘Other’ key
roles.
FIGURE 66:
5
LIFE SCIENCE COMPANIES SURVEY
0%
Summary of Responses to Q2.5
Roles
Technical
Managerial
Administrative
Other
Totals
Job
Centre
8
2
10
3
22
Local
Press
3.50
4
7
1
15.5
Job
Recruitment Professional Personal
Websites
Agency
Networks Networks
11.25
14.25
11.75
9.95
14
11
15
16
14
9
9
11
6
2
2
4
45.25
36.25
37.25
40.95
LIFE SCIENCE
SKILLS FOR LIFE
83
5.6.1 Technical
FIGURE 67
Detailed Summary of Responses to Q2.5 (Technical)
Technical Roles
Medical Devices
Specialist Service
Manufacturing
Agri/Vet/Enviro
Clinical Research
Other
Human
Therapeutics
Total
Job
2.50
0.50
2.00
0.00
0.00
1.50
1.50
Local
Press
0.00
0.50
1.50
0.00
0.00
1.50
0.00
8.00
3.50
Websites Recruitment Professional Personal
Agency
Networks Networks
1.50
2.50
0.50
1.00
1.50
3.00
2.00
3.30
2.75
2.25
3.25
1.15
0.00
0.00
0.00
0.00
1.25
2.25
1.25
1.25
3.00
3.00
4.50
2.50
1.25
1.25
0.25
0.75
11.25
Recruitment for Technical roles involves different
recruitment methods for different sub sectors.
The job centre is utilised more by Medical Device
companies than other businesses (2.5 companies).
Local Press was the least popular method (3.50)
whilst Recruitment Agencies were the most
utilised (14.25 companies) and most used by
Specialist Service and Other. This was followed by
Professional Networks (11.75) most used by ‘Other’
companies and websites (11.25) also highly utilised
by ‘Other’ companies.
Medical devices sub sector rated the most
effective methods as follows:
Personal Networks (2)
Websites (1)
Recruitment Agent (1)
Professional Networks (1)
Specialist Services sub sector rated the most
effective methods as follows:
Personal Networks (3)
Recruitment Agent (2)
Go Wales (1)
Manufacturing sub sector rated the most
effective methods as follows:
Personal Networks (2)
Professional Networks (1)
84
Regional Learning Partnership South West & Central Wales
14.25
11.75
9.95
Clinical Research sub sector rated the most
effective methods as follows:
Personal Networks (1)
Professional Networks (1)
Other sub sector rated the most effective
methods as follows:
Recruitment Agency (2)
Professional Network (1)
Human Therapeutics sub sector rated the most
effective methods as follows:
Personal Networks (1)
Professional Networks (1)
5.6.2 Managerial
FIGURE 68
Detailed Summary of Responses to Q2.5 (Managerial)
Managerial
Medical Devices
Specialist Service
Manufacturing
Agri/Vet/Enviro
Clinical Research
Other
Human
Therapeutics
Total
Job
0.50
0.00
0.00
0.00
0.00
1.50
0.00
Local
Press
1.00
0.00
0.50
0.00
0.00
1.50
1.00
2.00
4.00
Websites Recruitment Professional Personal
Agency
Networks Networks
3.25
2.75
5.50
6.05
0.50
0.00
1.50
2.90
2.75
2.25
1.50
1.55
0.00
0.00
0.00
0.50
1.25
2.25
1.00
1.25
5.00
2.50
5.00
3.00
1.25
1.25
0.50
0.75
14.00
Recruitment for Managerial roles involves different
recruitment methods for different sub sectors. The
most popular method of recruitment for these roles
is through Networks – Professional Networks (5.5)
and Personal (6.15). Overall, Personal Networks
are the most utilised (16.10) compared to the Job
Centre (2).
Medical devices sub sector rated the most
effective methods as follows:
Professional Networks (3)
11.00
15.00
16.00
Other sub sector rated the most effective
methods as follows:
Recruitment Agency (2)
Professional Network (1)
Social Media (1)
Human Therapeutics sub sector rated the most
effective methods as follows:
5
Personal Networks (1)
Professional Networks (1)
Personal Networks (2)
LIFE SCIENCE COMPANIES SURVEY
Recruitment Agent (1)
Specialist Services sub sector rated the most
effective methods as follows:
Personal Networks (3)
Recruitment Agent (2)
Professional Networks (1)
Manufacturing sub sector rated the most
effective methods as follows:
Personal Networks (1)
Professional Networks (1)
Clinical Research sub sector rated the most
effective methods as follows:
Personal Networks (1)
Professional Networks (1)
LIFE SCIENCE
SKILLS FOR LIFE
85
5.6.3 Administrative
FIGURE 69
Detailed Summary of Responses to Q2.5 (Administrative)
Administrative
Job
Medical Devices
Specialist Service
Manufacturing
Agri/Vet/Enviro
Clinical Research
Other
Human
Therapeutics
Total
2.50
1.50
2.00
0.00
0.00
2.50
1.50
10.00
Local
Press
2.00
0.50
1.50
0.00
2.00
1.00
0.00
Website
7.00
14.00
2.25
1.50
2.75
0.00
1.25
5.00
1.25
9.00
Recruitment for Administrative roles involves
different recruitment methods for different subsectors. In this case, Websites are utilised the
most overall (14 companies). Recruitment using
this method is most popular with the ‘Other’ subsector (5) followed by Manufacturing (2.75). Local
Press was the least used method of recruitment
(7).
Personal Networks (1)
Medical devices sub sector rated the most
effective methods as follows:
Social Media (1)
9.00
11.00
Professional Networks (1)
Other sub-sector rated the most effective
methods as follows:
Recruitment Agency (1)
Professional Network (1)
Professional Networks (2)
Human Therapeutics sub-sector rated the most
effective methods as follows:
Personal Networks (2)
Personal Networks (1)
Recruitment Agent (2)
Professional Networks (1)
Specialist Services sub sector rated the most
effective methods as follows:
Personal Networks (3)
Recruitment Agent (2)
Go Wales (2)
Professional Networks (1)
Manufacturing sub sector rated the most
effective methods as follows:
Personal Networks (1)
Professional Networks (1)
Clinical Research sub-sector rated the most
effective methods as follows:
86
Recruitment Professional Personal
Agency
Networks Networks
3.25
1.00
2.30
0.50
2.50
2.90
1.75
0.50
1.30
0.00
0.00
0.50
1.25
1.00
1.00
2.00
4.00
3.00
0.25
0.00
0.00
Regional Learning Partnership South West & Central Wales
5.6.4 Other Roles
Detailed Summary of Responses to Q2.5 (‘Other Roles’)
Other Roles
Job
Medical Devices
Specialist Service
Manufacturing
Agri/Vet/Enviro
Clinical Research
Other
Human
Therapeutics
Total
0.50
0.00
1.50
0.00
0.00
0.00
0.00
Local
Press
0.00
0.00
1.00
0.00
0.00
0.00
0.00
2.00
1.00
Job
Website
0.50
1.00
1.50
0.00
0.00
2.00
1.00
6.00
Recruitment Professional Personal
Agency
Networks Networks
1.50
0.50
1.30
0.00
0.00
0.30
1.50
0.50
0.90
0.00
0.00
0.50
0.00
0.00
0.00
0.00
1.00
1.00
0.00
0.00
0.00
3.00
2.00
4.00
Recruitment for ‘Other’ roles involves different
recruitment methods for different sub sectors. Job
Websites are the favoured method of recruitment
for ‘Other’ roles (6) followed by Networks (4) and
Recruitment Agencies (3).
Personal Networks (1)
Medical devices sub sector rated the most
effective methods as follows:
Personal Networks (1)
Professional Networks (1)
Other sub sector rated the most effective
methods as follows:
Personal Networks (1)
Specialist Services sub sector rated the most
effective methods as follows:
Professional Networks (1)
Manufacturing sub sector rated the most
effective methods as follows:
Professional Networks (1)
5
Recruitment Agency (1)
Social Media (1)
LIFE SCIENCE COMPANIES SURVEY
FIGURE 70
Overview of recruitment sources for Technical, Managerial, Administrative and
‘Other’ roles
FIGURE 71
18
16
14
12
10
8
6
4
2
0
Job Centre
Technical
Managerial
Local Press
Administrative
Website
Recruitment
Agency
Professional
Network
Personal
Network
Other
LIFE SCIENCE
SKILLS FOR LIFE
87
5.7 GEOGRAPHIC AREAS OF
RECRUITMENT
The next question aimed to discover the
geographical areas companies recruited Technical,
Managerial, Administrative and ‘Other’ key staff
from.
Q2.6 From where have you recruited the following
roles?
FIGURE 72
Overview of Geographical Sources of Staff Recruitment
Role
Technical
Managerial
Administrative
Other
Total
South West
Wales
20
16
18
8
62
Wales
14
12
10
4
40
Overview of geographical sources of staff
recruitment shows the South West and Central
Wales region is the key source of supply to the
cohort in each of the four categories. This is closely
followed by Wales as a supplier (40 companies).
Sourcing staff from outside of the EU has the
lowest supply ratio (6 companies).
This data can be further distributed to provide a
more in-depth investigation of regional supply.
FIGURE 73
EU
5
10
6
3
24
4
3
1
0
8
Outside EU
3
3
0
0
6
5.7.1 Technical Roles
Technical roles were fulfilled by employees from
the South West and Central Wales (20 companies)
followed by Wales (14) and the rest of the UK (5).
The highest recruitment rates for the region and
Wales came from Medical Device and Diagnostic
companies. The only Agricultural/Veterinary/
Environmental company to take part in the survey
did not answer this question therefore the lowest
recruitment rate for the region is in Clinical
Research (1) where recruitment is higher in the UK,
EU and outside of the EU regions (2).
Detailed Summary of Responses to Q2.6 (Technical Roles)
Sources of
Technical Staff
Medical Devices
Specialist Services
Human Therapeutics
Manufacturing
Agri/Vet/Enviro
Clinical Research
Other
Totals
88
UK
South West
Wales
6.30
3.80
2.00
3.40
0.00
1.00
3.50
20.00
Wales
4.25
3.50
1.75
2.75
0.00
0.25
1.50
14.00
Regional Learning Partnership South West & Central Wales
UK
EU
2.00
1.00
0.00
0.00
0.00
2.00
0.00
5.00
1.00
0.00
0.00
0.00
0.00
2.00
1.00
4.00
Other
1.00
0.00
1.00
0.00
0.00
2.00
0.00
4.00
5.7.2 Managerial Roles
Detailed Summary of Responses to Q2.6 (Managerial Roles)
Sources of
Managerial Staff
Medical Devices
Specialist Services
Human Therapeutics
Manufacturing
Agri/Vet/Enviro
Clinical Research
Other
Totals
South West
Wales
5.30
3.90
1.00
3.30
0.00
1.00
1.50
16.00
Wales
3.00
2.50
1.50
2.00
0.00
1.00
2.00
12.00
The South West and Central Wales region
dominates the supply chain to the Life Science
sample (16 companies) followed by Wales (12)
and the UK (10). Medical Device and Diagnostic
companies utilise the supply chain to the greatest
degree in the region. However, sourcing from
outside of Wales is their second method (4.75)
compared to looking to the rest of Wales (3).
Clinical Research companies also source from
outside of Wales (2) to a greater degree.
FIGURE 75
UK
EU
4.75
1.50
1.25
0.25
0.00
2.25
0.00
10.00
0.00
0.00
0.00
0.00
0.00
2.00
1.00
3.00
Other
0.00
0.00
2.00
0.00
0.00
0.00
1.00
3.00
5.7.3 Administrative Roles
Administrative roles are sourced from the South
West and Central Wales region (18 companies)
above Wales (10), UK (6) and EU (1). No
Administrative staff were reported as coming from
outside of the EU. Medical Devices and Diagnostics
(4.65) as well as ‘Other’ companies (4.5) use
the region as their biggest supply pool. Specialist
Services companies utilise the rest of Wales as their
favoured source (4.5)
5
Detailed Summary of Responses to Q2.6 (Administrative Roles)
Sources of
Administrators
Medical Devices
Specialist Services
Human Therapeutics
Manufacturing
Agri/Vet/Enviro
Clinical Research
Other
Totals
South West
Wales
4.65
3.30
1.25
2.55
0.50
1.25
4.50
18.00
Wales
1.50
4.50
1.50
2.00
0.00
0.00
0.50
10.00
UK
EU
2.00
1.00
0.00
0.50
0.00
2.00
0.50
6.00
0.00
0.00
1.00
0.00
0.00
0.00
0.00
1.00
Other
LIFE SCIENCE COMPANIES SURVEY
FIGURE 74
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
LIFE SCIENCE
SKILLS FOR LIFE
89
5.7.4 Other Roles
FIGURE 76
Detailed Summary of Responses to Q2.6 (Other Roles)
Sources of
Other Roles
Medical Devices
Specialist Services
Human Therapeutics
Manufacturing
Agri/Vet/Enviro
Clinical Research
Other
Totals
South West
Wales
2.30
1.40
0.00
1.80
0.00
0.00
2.50
8.00
Wales
1.50
1.50
0.00
1.00
0.00
0.00
0.00
4.00
The South West and Central Wales region is the
main source of skills supply for ‘Other’ roles (8
companies). These roles include Patent Expertise,
Specialist ICT, Design and Legal Services to Life
Science companies. This is closely followed by
Medical Device and Diagnostic companies (2.3) and
Manufacturing (1.8) which accounts for functional
roles.
UK
EU
1.50
1.00
0.00
0.50
0.00
0.00
0.00
3.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
The next question investigated the reasons as to
why recruitment took place outside of the South
West and Central Wales region.
Summary of Areas as Recruitment Sources
With this in mind, where do life science companies source from?
Global
Technical 9.3%
Managerial 9.3%
Admin 0%
Other 0%
Wales
Technical 40.6%
Managerial 37.5%
Admin 31.2%
Other 12.5%
Region
Technical 56.2%
Managerial 50%
Admin 56.2%
Other 25%
90
Regional Learning Partnership South West & Central Wales
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
The South West and Central Wales region provides
the largest source of employees for each of the key
roles.
5.7.5 Summary of Geographic
Recruitment
FIGURE 77
Other
Rest of UK
Technical 15.6%
Managerial 31.2%
Admin 18.7%
Other 6.2%
EU
Technical 12.5%
Managerial 9.3%
Admin 3.1%
Other 0%
Q 2.7 What factors have led to recruitment
outside of the region?
R1 = Insufficient candidates with appropriate
qualifications
R2= Candidates from outside the region have
greater specialist skills
R3= Candidates from outside the region have
greater soft/generic skills
R4= Candidates from outside the region are better
qualified
R5= Candidates from outside the region are more
enthusiastic
An overview of reasons companies gave as to
why they recruited the key roles of Technical,
Managerial, Administrative and ‘Other’ from outside
of the South West and Central Wales region.
The highest score was attributed to ‘insufficient
candidates with appropriate qualifications’ (10
companies) followed by ‘candidates from outside
the region have greater skills’ (5). Specialist service
companies provided the highest rate of recruitment
outside of the region (3.5) which supports the
popularity of the reasons given. The third highest
reason for recruitment outside of the region is
attributed to ‘candidates from outside the region
are better qualified’ (4). Qualifications appear to be
significantly important to the supply chain for Life
Science companies.
This notwithstanding, the survey aimed to establish
the level of qualifications within the organisations.
Summary of responses to Q2.7
Recruitment
Factors
Medical Devices
Specialist Services
Human Therapeutics
Manufacturing
Agri/Vet/Enviro
Clinical Research
Other
Totals
R1
2.25
3.50
0.25
0.25
0.00
2.25
1.50
10.00
R2
R3
R4
R5
R6
0.00
0.50
1.00
0.00
0.00
2.00
1.50
5.00
0.00
0.00
1.00
0.00
0.00
0.00
0.00
1.00
1.00
0.50
0.00
0.00
0.00
2.00
0.50
4.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
1.00
1.00
LIFE SCIENCE
SKILLS FOR LIFE
5
LIFE SCIENCE COMPANIES SURVEY
FIGURE 78
91
5.8 QUALIFICATIONS
Q2.8 What proportion of your staff hold
qualifications?
FIGURE 79:
Summary of responses to Q2.8
None
100%
75-99%
50-74%
20-49%
1-19%
0%
Total
0
0
0
2
6
0
8
GCSE
6
2
3
2
2
0
15
A-Level
7
2
0
1
6
0
16
Respondents (n=37) answered the question and
an overview of results showed that 10 companies
reported 100% of staff held undergraduate
degrees. This was followed by 7 companies
reporting 100% of its staff held A-Levels. Twenty
eight companies reported varying percentages
of staff holding an undergraduate degree. This
was followed by postgraduate degrees (19) and
doctorates (17).
FIGURE 80
100%
75-99%
50-74%
20-49%
1-19%
0%
Total
92
Under
Grad
10
2
7
5
4
0
28
Post
Grad
2
1
6
5
5
0
19
Doctoral
3
0
3
6
5
0
17
Totals
28
7
19
21
28
0
103
Q2.9 What proportion of your staff hold
professional qualifications?
Of the sample (n=40) 26 companies reported
staff holding professional or specialist qualifications.
Nine companies reported 50-74% of their staff
in possession of this type of qualification followed
closely by 8 companies reporting 100% of its staff
holding this level of qualification. No companies
reported no person within their organisation as not
possessing, studying or in the process of taking up
professional/specialist qualifications.
Summary of responses to Q2.9
Hold Professional/
Specialist
Qualifications
8
2
9
6
1
0
26
Are Undertaking
Ongoing Professional
Training
3
0
4
1
6
0
14
Regional Learning Partnership South West & Central Wales
Are Studying Towards
Further Qualifications
1
0
2
4
7
0
14
100%
75 – 99%
50 - 74%
20 – 49%
1 – 19%
FIGURE 82
100%
75 - 99%
50 – 74%
20 - 49%
1 - 19%
Professional/Specialist Qualifications listed as:
Chartered Physicist, Chartered Scientist, Certified Echocardiography, Certified
Phlebotomist
Life Coaching, NLP & Personal Training
Medical Doctors and Nurses
Post graduate qualification in pharmaceutics
Home Office Registered, Institute of Biology, Open University, Wales Quality Centre
Advanced Professional Coaching AoEC
Prince 2
MBA
CIM marketing; Mechanical and software engineering; ACCA finance; Clinical Research
LEAD Wales scholar; Institute of Chemical Engineers; Chartered Management Institute
ACCA registered auditor; ISO13485
IBM certified specialist
Automotive engineering; cardiology
Chartered Patent Attorney
Chartered Institute of management
QP status
Marketing; Accountancy; Microbiology; ILM levels 2&5
Undertaking Ongoing Professional Training:
5
Product launch workshop training; ISO quality management
POWIS PhD scholarship
Chartered accountancy
Phlebotomy; echo cardiology
ACCA CPD
Jobs Growth Wales
QP Status
LEAD Wales
Engineering; Quality management
BPI training
LIFE SCIENCE COMPANIES SURVEY
FIGURE 81
LIFE SCIENCE
SKILLS FOR LIFE
93
FIGURE 83
Studying Towards Further Qualifications:
100%
75 – 99%
50 – 74%
PhD
N/A
PhD
A-Levels (Maths, Science)
Industry based PhD
ACO administrative qualifications
MBA
QP Status
PhD
Engineering
ACCA financial; PhD Clinical
PhD Engineering/Nanohealth
20 – 49%
1 – 19%
Summary of Qualifications at FE and HE levels along with Professional and Ongoing
Specialist Study
FIGURE 84
Schools &
Further Ed.
None
12%
GCSE
61.5%
A-Levels
56.5%
Higher
Education
U.Grad
57.5%
P.Grad
38.4%
Doctoral
35.3%
Average % of Employees within Life Science Companies with qualifications; on-going training or study.
Professional Qualifications
QP Status
MBA
CIM & ACCA
Chartered & Certified
Ongoing Training
ISO
GMP
In House
Ongoing Study
PhD
A-levels
OU Degree
The next question explored where companies
sourced training expertise from in order to
ascertain if there is enough effective support locally
or whether companies are forced to go outside of
the region in order to develop skills.
94
Regional Learning Partnership South West & Central Wales
5.9 TRAINING PROVISION
Q2.10 Have you engaged with the following for
training and skills development?
5.9.1 Local Providers
FIGURE 85
Summary of Responses Q2.10 (Local Providers)
Local Providers
Medical Devices
Specialist Services
Human Therapeutics
Manufacturing
Agri/Vet/Enviro
Clinical Research
Other
Totals
Tertiary
Universities
2.75
1.00
0.25
2.25
0.00
1.25
1.50
9.00
4.55
2.40
2.25
2.75
0.50
1.25
2.30
16.00
Private
Sector
4.40
0.80
0.00
2.80
0.00
1.00
0.00
9.00
In House
1.80
1.30
0.00
2.40
0.00
1.00
1.50
8.00
Totals
13.50
5.50
2.50
10.20
.50
4.50
5.30
42
Figure 85 shows the number of companies
reporting the use of training institutions and
providers in the local area. The majority of
companies access local Universities (16 companies)
followed by Tertiary and Private sector training
providers (9). Medical Device and Diagnostic
companies are the largest users of training and skills
development facilitators. Manufacturing companies
use in-house training to the greatest degree (2.4)
but favour Private sector trainers on the whole
(2.8). Providers as quoted included
LIFE SCIENCE COMPANIES SURVEY
5
Local Tertiary Providers included: Pro-Act;
Bridgend College; Neath College; ILM; Gower
College
Universities: Swansea University; Centre for
Nano Health Swansea University; IT Wales; LEAD;
PSPIN; ILS Swansea University; Swansea Met;
UWIC; Cardiff
Private Sector Training Providers: Wales
Quality Centre; ASTUTE.
In-House Trainers: C10Tek Gorseinon;
LIFE SCIENCE
SKILLS FOR LIFE
95
5.9.2 Outside of the Region
FIGURE 86
Summary of Responses Q2.10 (Outside of the Region)
Elsewhere
Medical Devices
Specialist Services
Human Therapeutics
Manufacturing
Agri/Vet/Enviro
Clinical Research
Other
Totals
Tertiary
0.00
0.00
0.00
0.00
0.00
0.00
0.00
0.00
Universities
2.00
1.00
0.00
0.50
0.50
2.00
0.00
6.00
A lower number of companies reported utilising
training providers from outside the South West and
Central Wales region. Clinical Research companies
are the largest users of institutions and training
facilitators from outside the region (2). Private
training companies are utilised to the greatest
degree (7 companies) followed by Universities. No
Tertiary Colleges were utilised.
Universities Accessed Outside of the Region
for Training Needs included: Cardiff; Oxford;
University College London; Reading University.
Private Sector Trainers: RSSL Reading; London
training agencies for Web Development; Bristol
Training; Cardiff Training; Chartered Institute of
Patent Attorneys.
96
Regional Learning Partnership South West & Central Wales
Private
Sector
0.80
1.80
0.00
0.40
0.00
2.00
2.00
7.00
In House
0.00
0.00
0.00
0.00
0.00
0.00
1.00
1.00
Totals
2.80
2.80
0.00
0.90
0.50
4.00
3.00
14
In-House Training Providers: Good
Manufacturing Processes training; Health Links
training (IT Cloud).
Whilst the sample reported many of its staff
undertaking or holding Professional and Specialist
Qualifications, it also reported in earlier sections
(Q2.4) that their business demands conflicted
with the degree of skills and knowledge held
by staff. Training requirements were flagged
for many sub sectors in Product Development,
Scientific Research, Good Laboratory Practice,
Good Manufacturing Processes and Food and
Drug Approvals as well as ‘Other’ niche training
requirements.
The next question aimed to establish if this shortfall
was accounted for in their staff development plans,
their strategic planning and financial allocation plans.
5.9.3 Training Plans
FIGURE 87
Overview of training requirements versus sources of training accessed locally and
elsewhere
Training Requirements
Sources of Training
Product Development
Tertiary
Local 36%
Elsewhere 0%
Universities
Local 64%
Elsewhere 28%
Private Sector
Local 36%
Elsewhere 28%
In House
Local 32%
External 4%
Scientific Research
Good Lab Practice
Good Manufacturing Practice
FDA Approval
Regulatory
Informatics
Business Practices & Financial
5
Q2.11 Does your organisation have the following
training plans:
Summary of responses to Q2.11
Training Plans
Medical Devices
Specialist Services
Human
Therapeutics
Manufacturing
Agri/Vet/
Environmental
Clinical Research
Other
Totals
Individual Employee
Training and
Development Plans
9.00
2.50
0.50
Training and
Development Scheme
for Staff
3.75
1.50
0.75
LIFE SCIENCE COMPANIES SURVEY
FIGURE 88
Designated Staff
Training Budget
4.25
0.50
0.25
2.00
0.00
1.25
0.00
2.75
0.00
2.00
7.00
23
2.25
6.50
16
1.25
3.00
12
LIFE SCIENCE
SKILLS FOR LIFE
97
The results show that 23 companies have
Individual Employee Training and Development
Plans currently in place followed by 16 companies
having a Staff Scheme to support Training and
Development needs. Twelve companies reported
having a designated budget dedicated to Training
and Staff Development. Medical Device and
Diagnostic companies reported the highest number
of Individual Staff Training and Development Plans
in place (9) followed by ‘Other’ companies (7).
FIGURE 89
Company
(coded)
RK1
PN2
DT3
WS4
IG5
RM6
98
Other companies showed the highest number
of training schemes. Medical Device companies
also showed the greatest number of designated
training budgets to staff training (4.25). Human
Therapeutic companies had the lowest rate of
Staff Development Plans (outside of Agricultural/
Veterinary/Environmental).
Further exploration gathered the following
additional comments:
Training Comments
Comment
Local trainer BPI offers relevant courses for good fees. Also so internal training/
experience in Sony where the company is located.
We do not currently have any skills development plans but may need so as the
business grows in the next 12 months.
We received the support from the Workforce Development Programme for IT and
management/leadership
Given the nature of the work we do we are more likely to be a potential provider of
learning and development for other ILS partners/affiliates
Requirement for short one-day-week specialist training on specialist equipment/
technical/scientific topics as required by the business. Often provided by suppliers on
purchase of equipment but would be useful if Universities could provide.
I'm an individual consultant and the above answers refer to myself only
Regional Learning Partnership South West & Central Wales
5.10 APPRENTICESHIPS
Q2.12 Do you have any apprenticeships within
your organisation?
Summary of Responses to Q2.12
Apprenticeships
Medical Devices
Specialist Services
Human Therapeutics
Manufacturing
Agri/Vet/Enviro
Clinical Research
Other
Totals
Tech
0.50
0.50
0.00
0.00
0.00
1.00
0.00
2.00
Whilst reported Apprenticeship numbers are
low, 5 are in situ within ‘Other’ roles. These
consist of 2 in Manufacturing and 3 in Engineering
roles (Medical Devices with a cross over into
Manufacturing companies). Medical Devices (2.5)
and Manufacturing companies (2.5) are the largest
employers of this form of programme.
FIGURE 91
RMK1
PSN3
IGI4
SPD5
LCP7
SWS8
HPW14
TKL16
AID17
DGT18
BBD19
ITU20
SEA23
PND24
Med
0.00
1.00
0.00
0.00
0.00
0.00
0.00
1.00
Admin
1.50
1.00
0.00
0.50
0.00
0.00
0.00
3.00
Other
2.50
0.00
0.00
2.50
0.00
0.00
0.00
5.00
Administrative roles account for three positions
within Medical Device, Specialist Service and
Manufacturing companies (3).
Q2.13 If your organisation does not have
apprenticeships – would you be interested in
knowing more about schemes and opportunities?
Summary of Responses to Q2.13
5
Please inform me of any apprenticeship schemes.
Not at present as don't know exactly what will be required for the business
Yes. Animal Technicians
Potentially yes. Machine setters/operators are one area perhaps.
Not applicable at present
Yes. Technical and administrative roles
No not relevant at this time
Yes. Marketing and Software programming
Yes. Marketing, product development and software programming
Not at present.
No. I believe the pace of change and direction of technology. Apprentices couldn't
keep up
Not yet
Yes. We would be interested in Engineering; Marketing & Sales apprenticeships
Yes for technical and admin/sales/marketing roles
LIFE SCIENCE
SKILLS FOR LIFE
LIFE SCIENCE COMPANIES SURVEY
FIGURE 90
99
FIGURE 92 Overview of Current Apprentices in Place versus those Companies Considering
Employing Apprentices in a Variety of Roles
Current Apprenticeships
Interest in Apprenticeships
7%
18%
27%
9%
46%
14%
13%
13%
27%
Technical
Software
Medical
Administration
Medical
Admin
Marketing
Sales
Other
Product Development
5.11 PREMISES
In order to ascertain whether the region was
housing its Life Science companies in an appropriate
and adequate way, the survey addresses the
key themes of locations, space, facilities and
connectivity.
The following colours were used to discern
whether companies were currently housed in
premises that serviced their current and future
needs.
Key to Current and Future Needs Analysis
Planned
Expansion
/Move
100
7%
Technical
The highest interest in Apprenticeships is for
Marketing Apprentices (27%). The majority of
current Apprenticeships are within the Other
category.
FIGURE 93
13%
Appropriate
now and in
future
Regional Learning Partnership South West & Central Wales
Predicted to
become/remain
unfit for purpose
Fall in
standard
of suitability
FIGURE 94
Location: Close to Market
Currently
Inappropriate Currently
Inappropriate 3-5 years time Adequate
Tkl16 (A)
A ID17 (A)
PND24 (I)
SMB25(-)
NPX2
WCV12
DGT18
BBD19
PND24
4
5
RMK1 (A)
NPX2 (I)
PSN3 (A)
IGI4 (E)
SPD5 (A)
KCP6 (A)
LCP7 (A)
ESG9(A)
WCV12 (I)
IPP15 (A)
DGT18 (I)
BBD19 (I)
PMG21 (E)
PIN22 (E)
SEA23 (E)
GYM26 (A)
BTC40 (-)
17
Adequate
in 3-5 years
time
RMK1
PSN3
SPD5
KCP6
LCP7
SWS8
ESG9
IPP15
TKL16
AID17
GYM26
BTC40
12
Currently
Excellent
SWS8 (A)
SMC10 (E)
HPW14 (E)
Excellent in
3-5 years
time
IGI4
SMC10
HPW14
PMG21
PIN22
SEA23
3
6
Reponses show that the two of the four companies who deem their current location inadequate have
ambitions to move to appropriate premises. Only three of the 17 companies currently rating their present
location as ‘appropriate’ have plans to excel to a location more suitable. Whilst four companies envisage
their current location becoming inappropriate. Three of these companies are currently looking for
alternative premises due to growth but are unable expand where they are. Only one company currently
rating their location as ‘excellent’ foresees a fall in the standard of location.
LIFE SCIENCE COMPANIES SURVEY
5
LIFE SCIENCE
SKILLS FOR LIFE
101
FIGURE 95
Location: Close to the Labour Market
Currently
Inappropriate Currently
Inappropriate 3-5 years time Adequate
RMK1 (I)
SMC10 (I)
PIN22 (A)
PND24(I)
SMB25 (-)
RMK1
PSN3
SMC10
DGT18
PIN22
5
5
NPX2 (A)
PSN3 (I)
IGI4 (A)
KCP6A)
ESG9(A)
CCO13 (A)
WCV12 (A)
TKL16 (A)
AID17 (E)
DGT18 (I)
ITU20 (E)
PMG21 (E)
BTC40 (A)
13
Adequate
in 3-5 years
time
NPX2
IGI4
KCP6
SWS8
ESG9
CCO13
WCV12
TKL16
BBD19
PIN22
BTC40 (A)
11
Currently
Excellent
SPD5 (E)
LCP7 (E)
SWS8 (A)
IPP15 (E)
BBD19 (A)
SEA23 (E)
6
Excellent in
3-5 years
time
SPD5
LCP7
IPP15
AID17
ITU20
PMG21
SEA23
7
Three companies currently feel they are inappropriately situated to access an effective labour market but
have no plans to move. The majority of companies feel the location is appropriate to their needs (13) with
6 reporting they are situated in an excellent position to access the local labour market.
FIGURE 96
Location: Proximity to Collaborators
Currently
Inappropriate Currently
Inappropriate 3-5 years time Adequate
SMB25 (-)
NPX2
SMC10
IPP15
BBD19
PND24
1
5
RMK1(A)
NPX2(I)
IGI4 (A)
SPD5 (A)
KCP6 (A)
ESG9 (A)
SMC10 (I)
CCO13 (A)
WCV12 (A)
IPP15
TKL16 (E)
AID17 (E)
ITU20 (A)
PND24 (I)
GYM26 (A)
BTC40 (A)
16
Adequate
in 3-5 years
time
RMK1
PSN3
IGI4
SPD5
KCP6
ESG9
CCO13
WCV12
DGT18
ITU20
GYM26
BTC40
Currently
Excellent
PSN3 (A)
LCP7 (E)
SWS8 (E)
HPW14 (E)
DGT18 (A)
BBD19 (I)
PIN22 (E)
SEA23 (E)
FCM39 (E)
12
9
Excellent in
3-5 years
time
LCP7
SWS8
HPW14
TKL16
AID17
PIN22
SEA23
FCM39
8
Only one company reported their company location was currently inappropriate to their collaborators.
The majority of the sample reported their current location as appropriate to collaborative needs (16) with
nine rating their location as excellent.
102
Regional Learning Partnership South West & Central Wales
FIGURE 97
Location: Infrastructure and Logistics
Currently
Inappropriate Currently
Inappropriate 3-5 years time Adequate
AID17 (A)
ITU20 (A)
SMB25 (-)
NPX2
IGI4
SMC10
CCO13
WCV12
BBD19
PND24
BTC40
3
7
RMK1 (A)
PSN3 (A)
NPX2 (I)
IGI4 (I)
SPD5 (A)
KCP6 (A)
SWS8 (A)
ESG9 (A)
SMC10 (I)
CCO13 (I)
WCV12 (I)
TKL16 (E)
DGT18 (A)
BBD19 (I)
SEA23 (E)
PND24 (I)
GYM26 (A)
BTC40 (I)
FCM39 (A)
19
Adequate
in 3-5 years
time
RMK1
PSN3
SPD5
KCP6
LCP7
SWS8
ESG9
AID17
DGT18
ITU20
GYM26
FCM39
12
Currently
Excellent
LCP7 (A)
IPP15 (E)
PIN22 (E)
3
Excellent in
3-5 years
time
IPP15
TKL16
PIN22
SEA23
4
Of the sample, 19 companies reported their location as appropriate to an effective Infrastructure and
Logistics. However, 8 predicted the location would be inappropriate in 3-5 years time as their companies
expanded. Only three currently rate their location as excellent with one predicting a fall in suitability in the
near future.
LIFE SCIENCE COMPANIES SURVEY
5
LIFE SCIENCE
SKILLS FOR LIFE
103
FIGURE 98
Location: Profile and Image
Currently
Inappropriate Currently
Inappropriate 3-5 years time Adequate
RMK1 (I)
NPX2 (I)
KCP6 (I)
AID17 (A)
ITU20 (E)
SEA23 (A)
PND24 (I)
BTC40 (I)
RMK1
NPX2
KCP6
PSN3
SWS8
PND24
BTC40
PSN3 (I)
IGI4 (I)
SPD5 (A)
LCP7 (A)
SWS8 (I)
WCV12 (A)
TKL16 (E)
DGT18 (A)
Adequate
in 3-5 years
time
SPD5
LCP7
ESG9
CCO13
WCV12
AID17
DGT18
SEA23
8
8
8
8
Currently
Excellent
ESG9 (A)
SMC10 (E)
CCO13 (A)
HPW14 (E)
IPP15 (E)
BBD19 (E)
PIN22 (E)
SMB25 (-)
GYM26 (E)
FCM39 (E)
10
Excellent in
3-5 years
time
SMC10
HPW14
IPP15
TKL16
BBD19
ITU20
PIN22
GYM26
FCM39
9
Eight companies stated their current image and profile was hindered by their location. Only three of these
predicted it would improve in 3-5 years time. Eight companies also stated their location provided them
with an appropriate profile and image with three of these predicting the location becoming inappropriate
in 3-5 years time. However, the majority of participants believed their current location to be excellent and
only two companies predicted a fall in suitability.
FIGURE 99
Location: Parking and Access
Currently
Inappropriate Currently
Inappropriate 3-5 years time Adequate
KCP6 (I)
SWS8 (I)
HPW14 (I)
DGT18 (I)
PMG21 (I)
PIN22 (I)
SEA23 (I)
NPX2
SMC10
KCP6
SWS8
CCO13
HPW14
WCV12
DGT18
PMG21
PIN22
PND24
BTC40
7
12
RMK1 (A)
NPX2 (I)
PSN3 (A)
IGI4 (A)
SPD5 (A)
SMC10 (I)
CCO13 (I)
WCV12 (I)
IPP15 (A)
AID17 (E)
ITU20 (A)
PND24 (I)
SMB25 (-)
GYM26 (A)
BTC40 (I)
15
Adequate
in 3-5 years
time
RMK1
PSN3
IGI4s
SPD5
IPP15
ITU20
SEA23
GYM26
8
Currently
Excellent
ESG9 (E)
LCP7 (E)
TKL16 (E)
FCM39 (E)
4
Excellent in
3-5 years
time
LCP7
ESG9
TKL16
AID17
FCM39
5
Seven companies reported Parking and Access as inappropriate. These are all based at Swansea University.
None of these predict an improvement. Four stipulate their current location is excellent with no change
in the future. Of the 15 companies stating their current location has appropriate Parking and Access, six
believe the location will become inappropriate in 3-5 years time.
104
Regional Learning Partnership South West & Central Wales
FIGURE 100
Space: Fitness for Needs
Currently
Inappropriate Currently
Inappropriate 3-5 years time Adequate
RMK1 (I)
ITU20 (A)
WCV12 (I)
RMK1
NPX2
KCP6
PIN22
SWS8
PND24
BTC40
BBD19
CCO13
WCV12
3
12
NPX2 (I)
GYM26 (A)
SMB25 (-)
PND24(I)
SEA23 (E)
BBD19 (I)
DGT18 (A)
AID17 (A)
TKL16 (E)
IPP15 (A)
HPW14 (A)
SWS8 (I)
KCP6 (I)
SPD5 (I)
IGI4 (E)
PSN3 (A)
FCM39 (I)
BTC40 (I)
18
Adequate
in 3-5 years
time
GYM26
ITU20
DGT18
AID17
IPP15
HPW14
SMC10
ESG9
PSN3
9
Currently
Excellent
PIN22 (I)
CCO13 (I)
SMC10 (A)
ESG9 (A)
LCP7 (E)
5
Excellent in
3-5 years
time
SEA23
TKL16
LCP7
IGI4
4
Of the 18 companies reporting their current space to be appropriate for their business needs, 8 predict
their accommodation will become inappropriate in 3-5 years time. Of the 5 companies rating their space
as excellent for their current needs, only one retains this status after 3-5 years.
Currently
Inappropriate Currently
Inappropriate 3-5 years time Adequate
RMK1 (I)
NPX2 (I)
SMB25 (-)
PND24 (I)
SEAS (A)
PIN22 (E)
AID17 (A)
WCV12 (I)
CCO13 (I)
KCP6 (I)
FCM39 (I)
11
5
Space: Expansion Potential
RMK1
NPX2
PND24
BBD19
DGT18
WCV12
CCO13
KCP6
FCM39
GYM26 (A)
SEA23 (-)
DGT18 (I)
TKL16 (E)
IPP15 (A)
HPW14 (A)
SWS8 (A)
PSN3 (A)
BTC40 (A)
9
9
Adequate
in 3-5 years
time
GYM26
PMG21
ITU20
AID17
IPP15
HPW14
SMC10
SWS8
LCP7
PSN3
BTC40
11
Currently
Excellent
ITU20 (A)
BBD19 (I)
SMC10 (A)
ESG9 (E)
LCP7 (A)
SPD5 (E)
IGI4 (E)
7
Excellent in
3-5 years
time
PIN22
TKL16
ESG9
SPD5
IGI4
LIFE SCIENCE COMPANIES SURVEY
FIGURE 101
5
Eleven companies report their premises’ Expansion Potential to be currently inappropriate with 7 remaining
inappropriate in 3-5 years time. Of the 9 reporting the Expansion Potential of their current location
as appropriate, 6 remain appropriate in 3-5 years time. The majority of the 7 reporting their current
Expansion Potential as excellent, only three predict it will remain to this standard in 3-5 years time.
LIFE SCIENCE
SKILLS FOR LIFE
105
FIGURE 102
Space: Flexibility in Leasing
Currently
Inappropriate Currently
Inappropriate 3-5 years time Adequate
NPX2 (I)
AID17 (A)
WCV12 (I)
SWS8 (I)
NPX2
PND24
WCV12
SWS8
KCP6
4
5
RMK1 (A)
GYM26 (A)
SMB25 (-)
PND24 (I)
SEA23 (E)
ITU20 (A)
DGT18 (A)
TKL16 (E)
ESG9 (A)
LCP7 (A)
KCP6 (I)
SPD5 (A)
IGI4 (A)
PSN3 (A)
FCM39 (A)
BTC40 (A)
16
Adequate
in 3-5 years
time
RMK1
GYM26
ITU20
BBD19
DGT18
AID17
SMC10
ESG9
LCP7
SPD5
IGI4s
PSN3
FCM39
BTC40
14
Currently
Excellent
PIN22 (E)
PMG21 (-)
BBD19 (A)
IPP15 (E)
SMC10 (A)
5
Excellent in
3-5 years
time
SEA23
PIN22
TKL16
IPP15
4
Sixteen companies rate their space having adequate flexibility of leasing with 11 predicting this will remain
the case in 3-5 years time. Four companies reported leasing options as presently inadequate with only one
predicting an improvement in 3-5 years time. Of the 5 companies reporting excellent terms at present two
of these predict a decreased in adequacy in 3-5 years time.
FIGURE 103
Facilities: Laboratory Access
Currently
Inappropriate Currently
Inappropriate 3-5 years time Adequate
RMK1 (I)
TKL16 (A)
AID17 (A)
PND24 (I)
RMK1
KCP6
DGT18
PND24
4
4
PSN3 (A)
IGI4 (E)
ESG9 (A)
IPP15 (A)
DGT18 (I)
ITU20 (E)
SMB25 (-)
7
Adequate
in 3-5 years
time
PSN3
ESG9
CCO13
IPP15
TKL16
AID17
Currently
Excellent
6
6
LCP7 (E)
SMC10 (E)
CCO13 (A)
BBD19 (E)
PIN22 (E)
SEA23 (-)
Excellent in
3-5 years
time
IGI4s
KCP6
LCP7
SMC10
BBD19
ITU20
PIN22
7
Seven companies reported appropriate levels of access to a laboratory with only one predicting levels
would become inappropriate in 3-5 years time. Six companies stated current access was excellent with
only one predicting a fall in access levels compared to their needs in the future.
106
Regional Learning Partnership South West & Central Wales
LIFE SCIENCE COMPANIES SURVEY
5
LIFE SCIENCE
SKILLS FOR LIFE
107
FIGURE 104
Facilities: Clinical Equipment
Currently
Inappropriate Currently
Inappropriate 3-5 years time Adequate
RMK1 (I)
PSN3 (A)
AID17 (A)
DGT18 (I)
PND24 (I)
RMK1
LCP7
DGT18
PND24
5
4
NPX2 (A)
LCP7 (I)
CCO13 (A)
IPP15 (A)
TKL16 (A)
ITU20 (E)
SMB25 (-)
7
Adequate
in 3-5 years
time
NPX2
PSN3
CCO13
IPP15
TKL16
AID17
Currently
Excellent
BBD19 (E)
PIN22 (E)
SEA23 (E)
6
3
Excellent in
3-5 years
time
BBD19
ITU20
PIN22
SEA23
4
Seven companies reported appropriate levels of access to Clinical Equipment with only one predicting
levels would become inappropriate in 3-5 years time. However, five companies reported inappropriate
access at present and three of those predict no improvement in 3-5 years time.
FIGURE 105
Facilities: GMP Facilities (Good Manufacturing Processes)
Currently
Inappropriate Currently
Inappropriate 3-5 years time Adequate
PSN3 (A)
LCP7 (I)
AID17 (A)
ITU20 (E)
PND24 (I)
LCP7
DGT18
PND24
BTC40
5
4
SPD5 (A)
IPP15 (A)
TKL16 (A)
DGT18 (I)
SMB25 (-)
GYM26 (A)
6
Adequate
in 3-5 years
time
PSN3
SPD5
IPP15
TKL16
AID17
GYM26
6
Currently
Excellent
ESG9 (E)
PIN22 (E)
SEA23 (E)
BTC40 (I)
Excellent in
3-5 years
time
ESG9
ITU20
PIN22
SEA23
4
4
Six companies reported access to Good Manufacturing Processes facilities as currently appropriate with
only one company predicting access levels becoming inappropriate in 3-5 years time. Four companies
currently rate GMP facilities as excellent with one of the largest companies surveyed predicting GMP
requirements would increase and therefore current level would become inappropriate in 3-5 years time.
108
Regional Learning Partnership South West & Central Wales
FIGURE 106
Facilities: Business Rooms/Business Facilities
Currently
Inappropriate Currently
Inappropriate 3-5 years time Adequate
RMK1 (I)
KCP6 (I)
DGT18 (I)
PND24 (I)
RMK1
NPX2
SPD5
KCP6
WCV12
DGT18
PND24
4
7
PSN3(A)
NPX2 (I)
IGI4 (A)
SPD5 (I)
CCO13 (A)
WCV12 (I)
IPP15 (A)
TKL16 (E)
AID17 (E)
PMG21 (A)
PIN22 (E)
SEA23 (-)
SMB25 (-)
GYM26 (A)
FCM39 (A)
BTC40 (A)
16
Adequate
in 3-5 years
time
PSN3
IGI4
CCO13
IPP15
BBD19
PMG21
GYM26
FCM39
BTC40
9
Currently
Excellent
LCP7 (E)
ESG9 (E)
SMC10 (E)
BBD19 (A)
ITU20 (E)
Excellent in
3-5 years
time
LCP7
ESG9
SMC10
TKL16
AID17
ITU20
PIN22
SEA23
5
8
Sixteen companies believed Business Rooms and Facilities to be adequate to their needs. Three companies
predicted their needs to expand and their current location to be unsuitable to their business needs. Four
companies rated their current location as inappropriate and determined no change in 3-5 years time.
LIFE SCIENCE COMPANIES SURVEY
5
LIFE SCIENCE
SKILLS FOR LIFE
109
FIGURE 107
Facilities: Other Specialist Needs
Currently
Inappropriate Currently
Inappropriate 3-5 years time Adequate
SMC10 (I)
PND24 (I)
SMB25 (-)
3
SMC10
PND24
PSN3 (A)
2
1
Adequate
in 3-5 years
time
PSN3
BBD19
Currently
Excellent
2
1
Excellent in
3-5 years
time
BBD19 (A)
0
Three companies deemed their current location as inappropriate to their needs. Inappropriate factors
included IT capacity, Medical Facilities and Coaching space.
FIGURE 108
Connectivity: Business broadband
Currently
Inappropriate Currently
Inappropriate 3-5 years time Adequate
IGI4s (A)
PND24
DGT18
SWS8
1
3
RMK1 (A)
SMB25 (-)
PND24 (I)
SEA23 (E)
PIN22 (A)
ITU20 (E)
DGT18 (I)
AID17 (E)
IPP15 (A)
WCV12 (A)
HPW14 (A)
SWS8 (I)
KCP6 (A)
SPD5 (A)
PSN3 (A)
FCM39 (A)
16
Adequate
in 3-5 years
time
RMK1
BBD19
IPP15
WCV12
PIN22
HPW14
KCP6
SPD5
IGI4s
PSN3
FCM39
11
Currently
Excellent
NPX2 (E)
GYM26 (E)
BBD19 (A)
PMG21 (E)
TKL16 (E)
CCO13 (E)
SMC10 (E)
ESG9 (E)
LCP7 (E)
BTC40 (E)
Excellent in
3-5 years
time
NPX2
GYM26
SEA23
PMG21
ITU20
AID17
TKL16
CCO13
SMC10
ESG9
LCP7
BTC40
10
12
Sixteen companies felt their current Broadband needs were appropriate to their needs with three
companies predicting connectivity becoming inappropriate in 3-5 years time and three predicting upgrading
to an excellent status. Ten companies currently believed their broadband connectivity to be excellent, nine
of which predicted this would remain the case in 3-5 years time.
110
Regional Learning Partnership South West & Central Wales
FIGURE 109
Connectivity: Teleconferencing Facilities
Currently
Inappropriate Currently
Inappropriate 3-5 years time Adequate
RMK1 (I)
NPX2 (I)
PND24 (I)
DGT18 (I)
IGI4s (A)
FCM39 (I)
RMK1
NPX2
PND24
DGT18
IPP15
SMC10
FCM39
6
7
SMB25 (-)
SEA23 (E)
PIN22 (A)
ITU20 (A)
BBD19 (A)
AID17 (E)
TKL16 (E)
IPP15 (I)
WCV12 (A)
HPW14 (A)
SMC10 (I)
KCP6 (A)
SPD5 (A)
PSN3 (A)
FCM39 (A)
BTC40 (A)
16
Adequate
in 3-5 years
time
SPD5
BBD19
PIN22
ITU20
WCV12
HPW14
KCP6
IGI4
PSN3
FCM39
BTC40
11
Currently
Excellent
ESG9 (E)
PMG21 (E)
SWS8 (E)
LCP7 (E)
Excellent in
3-5 years
time
SEA23
PMG21
AID17
TKL16
ESG9
SWS8
LCP7
4
7
Six companies felt their current Teleconferencing Facilities were currently inappropriate to their needs with
five predicting this would remain the case in 3-5 years time. However, 16 companies rated their facilities
as appropriate with 10 predicting this would remain the case in 3-5 years time and only two predicting
Teleconferencing requirements falling to inappropriate levels in the future.
5
Connectivity: Data Storage/Analytics
Currently
Inappropriate Currently
Inappropriate 3-5 years time Adequate
RMK1 (I)
SMB25 (-)
PND24 (I)
ITU20 (E)
AID17 (A)
RMK1
NPX2
PND24
DGT18
KCP6
5
5
SEA23 (E)
NPX2 (I)
PIN22 (A)
DGT18 (I)
TKL16 (E)
WCV12 (A)
HPW14 (A)
KCP6 (I)
SPD5 (A)
PSN3 (A)
10
Adequate
in 3-5 years
time
AID17
BBD19
PIN22
WCV12
HPW14
SPD5
PSN3
Currently
Excellent
ESG9 (E)
SWS8 (E)
LCP7 (E)
BTC40 (E)
Excellent in
3-5 years
time
SEA23
ITU20
TKL16
ESG9
SWS8
LCP7
BTC40
7
4
7
LIFE SCIENCE COMPANIES SURVEY
FIGURE 110
Ten companies rated their current Data Storage/Analytic requirements as appropriate with three
companies predicting the current capacity to become inappropriate in 3-5 years time. Five companies
currently rate Data Storage and Analytics as inappropriate with two predicting this will remain the case in
3-5 years time.
LIFE SCIENCE
SKILLS FOR LIFE
111
“The Life Sciences sector
is an important driver
of economic growth and
improved well being. It
serves large global markets
which are growing quickly,
driven especially by
population growth, changing
demographics and increasing
expectations from medicine
and therapy.”
WELSH GOVERNMENT SECTORS DELIVERY PLAN
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Regional Learning Partnership South West & Central Wales
SECTION 6
Conclusions & Recommendations
CONCLUSIONS & RECOMMENDATIONS
6
LIFE SCIENCE
SKILLS FOR LIFE
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6.1 CONCLUSIONS
The Life Science sector in South West
and Central Wales is a dynamic and multi
disciplinary industry area that supports
high value, high paid employment within
the region.
The sector, although not the largest, is of significant
importance to the region due to its ability to
provide high value jobs and enhancing the region’s
productivity through high Gross Value Added
(GVA). The Welsh Government Priority Sector
Statistics indicate that there has been significant
growth within the industry, both in terms of GVA
and GVA per employee, as well as the numbers
employed.
Economic projection data supplied by Cambridge
Econometrics, provides an indication of the
potential economic performance of a number of
different sub sectors within the Life Science sector
by county. This data is based on projections of
current trends and do not take into account any
interventions to support the market that may
be planned or otherwise not fully implemented.
With this taken into account growth is projected
across a number of different sub sectors and areas
highlighting the potential of the sector.
To identify the requirements of these roles there
is a need for greater engagement with regional
Life Science companies, to allow the formation
and development of targeted training activities, to
meet the employment needs of the industry both
currently and in the future.
The specialised nature of the sector, as well
as its diversity, makes it difficult to identify
direct pathways into sectoral employment.
Identifying clear pathways into employment to the
Life Science sector is challenging due to the nature
of companies that can be classified as ‘Life Science’
and those whose activities relate to Life Science.
It is important therefore that individuals are able
to access the sector and have an awareness of the
available progression opportunities. This includes
promotion of the associated skills required, including
sales, marketing and management, alongside the
more traditional scientific and research elements of
the sector.
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Regional Learning Partnership South West & Central Wales
There is a significant difference between
the number of male and female entrants
into non statutory STEM subjects, with
variation between Secondary and Higher
Education and the subsequent uptake of
employment.
Data on the number of entrants by gender
highlights that there are a greater number of male
entrants to the subject areas of Chemistry, Physics
and Biological Sciences at GCSE level. The lower
number of entries by females at this early entry
phase may impact upon the total numbers that are
able to progress through the skills pipeline.
Data displayed on the entrants to the regional HE
institutions, by individuals originally domiciled within
South West and Central Wales, shows that there is
a clear gender imbalance towards female learners
within these two subject areas. The increased
numbers of female learners within HE in general is
well documented; however, a particular anomaly
within this instance is the lower numbers of female
learners undertaking STEM subjects at GCSE level.
Within the regional workforce there is a significant
gender imbalance with the majority of positions
being occupied by males. This imbalance is most
prevalent within ‘Technical’ and ‘Other’ roles,
which form the greatest employment groups.
This employment imbalance counters that shown
in HE subject entries, which show a higher
number of female entries. This shows that there
is a clear recruitment issue in relation to female
representation within the Life Science sector.
There are significant differences between
GCSE attainment across counties and
Secondary schools within the South West
and Central Wales region. This difference
is most prevalent in the subject areas of
Mathematics and ICT.
The levels of attainment across the counties and
the secondary schools is subject to variation. It is
most prevalent in the subject areas of Mathematics,
which ranges between 56% attainment in
Pembrokeshire and 66% attainment in Powys, and
ICT which shows a very large range of attainment
between the highest in Neath Port Talbot (94%)
and the lowest in Powys (44%). These differences
There is a need to understand greater the local
actuators that improve attainment to ensure that
there is equality of opportunity throughout the
region. This includes identifying areas of best
practice and supporting the implementation of
these practices region-wide. High attainment rates
will increase the talent pipeline and ensure that
there is a labour supply that can meet the future
needs of the Life Science sector.
There is a need for greater clarity of the
post 16 academic and vocational learner
profiles, to improve the understanding of
the pipeline in further detail. In particular
utilising information relating to delivery
of STEM related qualifications delivered
within Secondary and Further Education.
Information within this study focuses on the
post 16 delivery of STEM subjects within the
region’s FE institutions; this however is only one
provider of post 16 education. To ascertain a
more representative picture of the post 16 STEM
attainment environment there is a need to include
the broader profile of learners in Sixth Form
education and post 16 Work Based Learning,
including those with private training providers to
ensure that a more balanced profile of the talent
pipeline is developed.
Life Science companies have ongoing
demands for skills and learning, with much
training provided locally, though many have
recruited or have looked to recruit staff
from outside Wales and the region.
providers and universities being the main providers
of these services.
Evidence from the companies survey shows that
many companies within the region have looked to
recruit staff from outside of the region, including
internationally. This practice is not unexpected
as the industry is highly specialised, operates
internationally, requires staff with extensive skills
and experience of working within the industry is
important to many companies.
The challenge for the region is to ensure that
where possible the recruitment demands of the
industry can be satisfied by the local labour supply,
through ensuring that the labour supply is as, if not
more, competitive than that available internationally.
There is a low level of take up of
Apprenticeships in the regional Life Science
sector, although there is an appetite for
Work Based Learning in the sector.
Evidence from the survey suggested that there is a
low uptake of Apprenticeships within the sector at
present. Qualitative evidence indicates that many
companies would have an interest in recruiting an
Apprentice or similar role, but were concerned the
advanced technical skills and specific knowledge
would not suit a ‘traditional’ Apprenticeship.
Many organisations expressed an interest in the
recruitment of Administrative and Marketing roles,
alongside Technical roles, and several highlighted
Higher Apprenticeships as a potential area of
interest. A number of companies were concerned
at the level of personal development required by
the Apprentices to match company demands.
6
CONCLUSIONS & RECOMMENDATIONS
are also visible on a county level; for example in
Carmarthenshire ICT attainment rates vary from
100% (Ysgol Gyfun Maes-yr-Yrfa) to 29% (Glan-yMor).
Due to the high number of specialist skills required
within the sector there is a regular need for new
skills and training. This was evidenced within the
survey and, positively for the region, concluded that
much of the training was undertaken within the
region. The primary providers utilised by the sector
was that of universities, followed then by private
sector and tertiary providers. Where training was
accessed outside of the region this was primarily
in the field of clinical research, with private sector
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SKILLS FOR LIFE
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6.2 RECOMMENDATIONS
Further Education
Recommendations have been developed through
engagement with members of the Swansea Skills
Group, who have assisted in the development of
these recommendations based upon the evidence
of the initial report.
1
Closer integration of curriculum planning
between Secondary schools and Further
Education Institutions to support learners across
all institutions.
2
Increase the levels of practical work experience
and industry mentoring to promote career
opportunities.
3
Offer additional courses and educational
opportunities to supplement A-Level provision.
4
Engage and consult with employers in the
STEM sectors to ensure curriculum suitability
for local and regional skills needs.
5
Further develop and deliver employer focused
training to both up-skill and re-skill existing
employees.
6
Continue to develop appropriate vocational
pathways into employment within the Life
Science sector and the broader STEM area.
The recommendations have been categorised
into a number of different stakeholder areas with
relevant recommendations in each.
Stakeholder Groups
1
2
3
Establish an advisory group involving educators
from Primary, Secondary, Further and Higher
Education to consider the development of a
joint age related curriculum.
Ensure coherence across regional policy
including the Swansea Bay City Region, Powys
and Ceredigion regeneration strategies and the
work of the Life Science Sector Panel through
Economic Renewal: A New Direction.
Continue to develop a strong network with
regional businesses to support the sector and
its development.
Higher Education
1
Increase the availability of individual science
GCSEs within the region to allow all students
the opportunity to follow a more specialised
STEM pathway.
Examine the current regional Further and
Higher Education STEM provision to ensure
that it meets the needs of the sector both
currently and for the future.
2
Improve the understanding and outlook of
teachers and educators to STEM subjects and
careers that provide high quality and high value
jobs.
Develop innovative and supportive Higher
Apprenticeships (Level 4) to support a
vocational pathway both into the sector and to
support individuals already within the sector.
3
Encourage academic staff to support business
idea developments in both undergraduate and
postgraduate cohorts.
4
Expand management programmes to include a
greater emphasis on business start ups within
the Life Science sector.
5
Work with employers to identify and capture
skills needs relating to hard to fill and specialised
vacancies.
Secondary Education
1
2
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3
Build upon the employer participation within
schools around STEM subject areas to raise
awareness of the progression and employment
opportunities.
4
Improve the participation of females within
STEM subjects through enhancing current
strategies and developing new and innovative
strategies.
5
Utilise the support of Careers Wales to engage
with industry and businesses to support schools
in promoting greater awareness of career
opportunities and job within the growing
sector.
Regional Learning Partnership South West & Central Wales