UK Public Sector Contracts & Tenders

GMCA looked to procure a provider who can deliver services in partnership with the National Probation Service (NPS). The provider had to have, and be able to demonstrate; skills, knowledge, experience and success of delivering Education, Training and Employment service to people in the Criminal Justice System (CJS). GMCA looked fo providers who recognise that many of the service users in the Criminal Justice System (CJS) are often adults with multiple and complex needs and personal barriers around motivation and confidence which hampers engagement, attendance and outcomes. It was therefore essential that the providers who tendered for this opportunity recognised that probation service users are involuntary clients and build a model accordingly which works with poor or fluctuating engagement. Providers must understand that local delivery and accessibility is a priority and must take the needs and history of the service user into account. The provider is to to deliver ETE support and interventions to service users across the ten Greater Manchester (GM) boroughs. These services will be available to all offenders under current probation supervision. This opportunity was procured as a further competition through GMCA's Education, Work and Skills Flexible Procurement System.

Greater Manchester Combined Authority (GMCA) looked to procure a lead organisation to deliver a Digital Skills package to business across GM, which forms part of the commissioned provision element of the wider ESF Skills for Growth programme. This opportunity was procured as a further competition through GMCA's Education, Work and Skills Flexible Procurement System.

Greater Manchester Combined Authority (GMCA) looked to procure a lead organisation to deliver some key skills to those working in the Health and Social Care sector, which forms part of the commissioned provision element of the wider ESF Skills for Growth programme. This opportunity was procured as a further competition through GMCA's Education, Work and Skills Flexible Procurement System.

Greater Manchester Combined Authority (GMCA) secured £10m European Social Fund (ESF) and looked to procure two lead organisations to deliver an innovative engagement and mentoring programme for young people and young adults aged 15-24 who are affected by missed learning, and/or are disengaged from mainstream skills support offers, and/ or are not in employment or training. This programme was procured as two separate lots - one focusing on young people aged 15-19 and one focusing on young people aged 18-24 years. This opportunity was procured as a further competition through GMCA's Education, Work and Skills Flexible Procurement System.

As this specification sets out, we are commissioning up to £1.2m to deliver key skills to the Manufacturing sector in Greater Manchester before September 2023. This will deliver two training strands, which have been identified working in partnership with employers, to upskill a minimum of 1,200 individuals with new competencies and skills: • Training Strand 1: Manufacturing Management • Training Strand 2: Lean Manufacturing. Although we are looking for one single lead organisation, due to the specialist strands of training required and the close links required with the industry, it is expected that applications should be a partnership with various providers coming together to deliver different aspects of the above training strands. Providers must be able to deliver activity within both strands as one package, rather than choosing only one strand or the other. Applicants will need a good understanding of current trends and challenges in the wider Manufacturing sector. This specification is aimed at skills needs seen across different Manufacturing sub-sectors. While there are specific technical needs in certain sub-sectors, the programmes should be applicable to all Manufacturing businesses. It is expected that applicants will be able to reach small and micro businesses in the sector, who may not have previously engaged in similar programmes. It is also expected that applicants will understand existing support programmes for Manufacturers and work alongside them to avoid duplication of provision and add value to the offer across the whole sector. The above opportunity was ran as a further competition, with eligible providers on the Education, Work & Skills Flexible Procurement System invited to bid via the Chest.

This specification is part of a longer-term plan to develop skills to ensure that the sector is better able to recruit and retain staff, whilst improving the quality of the service. Upskilling and investing in staff training and development has been highlighted as a key factor in reducing staff turnover. Programmes launched as part of this specification will not be the totality of provision procured in this sector; it compliments activity previously commissioned as part of the Retrofit commission and focuses on specific skills needs and concerns that have been identified at present. GMCA is commissioned a package worth £1.2m to deliver key training within this sector before September 2023. This will be for a total delivery package consisting of multiple projects. In total, a minimum of 1,000 unique individuals will be upskilled with new competencies equipping them to succeed in this sector. We expect this will be delivered against three training strands, which have been identified working in partnership with employers: • Training Strand 1: Upskilling Multi-trades • Training Strand 2: Construction Business Management • Training Strand 3: Digital Transformation The overarching aim of the package is to improve skills, create pathways for progression, and prepare people for higher apprenticeships. This opportunity was ran as a further competition through the GMCA Education, Work and Skill Flexible Procurement System and only eligible providers were invited to bid for this restricted opportunity via the Chest.

Greater Manchester Combined Authority (GMCA) looked to procure a lead organisation to deliver training which would support skills challenges facing businesses across the region from a wide range of sectors. Feedback from consultations with businesses across a range of sectors have highlighted the need for upskilling people with project management skills, particularly where individuals are not currently working in specific project management roles but carry out aspects of project management as part of their day-to-day job. This may be more relevant within smaller organisations where one person might be carrying out a number of different roles. Although we are aware there are numerous qualifications available in project management, this specification is more concerned with the project management skills, knowledge and techniques that individuals can apply to their day-to-day work without necessarily holding a full qualification. These skills can support business growth, create pathways for progression, and prepare people for higher apprenticeships/higher levels of learning. The specification is part of a longer-term plan to develop skills to ensure that businesses are better able to retain and progress staff. Increasing opportunities for upskilling and investing in staff training and development has been highlighted as a key factor in reducing staff turnover. The overarching aim of the package is to improve skills, create pathways for progression, and prepare people for higher apprenticeships/higher levels of learning. It is expected that training is relevant to the individuals' role within the business. Although there is some commercial training available in this space, it is often expensive and long-form, and businesses cite that they need access to more affordable, quick and flexible delivery options. This opportunity was commissioned as a further competition/call off from the education, work and skills flexible procurement system.

Install of Electrical Energy Storage Systems at nine of its buildings for Salford City Council. The installations will be funded under an existing Public Sector Decarbonisation Scheme (PSDS) grant funding agreement. Further Competition under the GMCA 374 Go Neutral, Smart Energy Framework Agreement

Greater Manchester Combined Authority (GMCA) looked to procure a lead organisation to deliver training which would support skills challenges faced by the Logistics sector. The logistics industry is going through an unprecedented and rapid transformation, paving the way for innovation and major changes. A plethora of emerging technologies are shaping the future of logistics, with changing customer requirements being a key factor in shaping the technologies used by the industry. These developments in both "place" and the digital transformation of the business environment, and "infrastructure" have major implications for skills and pathways into the sector. Employer engagement tells us that these skills shortages could be resolved with further training. Employers identified the following occupations as particular priority for upskilling within the current workforce. The following roles should be targeted as part of this skills package: • Traffic Office - e.g., roles including Transport Planners, Managers and Coordinators, Planning Supervisors and Logistics Administrators • Warehousing Professionals - e.g., warehousing roles where higher-level digital skills to support digital transformation and the introduction of automation are in increased demand. • Roles involving Import / Export - e.g., skills and knowledge upskilling around navigating post-Brexit rules of origin Delivery should look to include, but is not limited to, modules of current L3+ apprenticeship standards or equivalent qualifications such as: • Transport and Warehousing Operations Supervisor • International Freight Forwarding Specialist (road freight) • Supply Chain Practitioner. Delivery should also look to upskill individuals working in, or to enable them to progress in occupations where there is a current gap in Apprenticeship standards, such as: • Fleet Managers • Logistics Operations Maintenance / Procurement / Warehousing Managers The specification is part of a longer-term plan to develop skills to ensure that businesses are better able to retain and progress staff. Increasing opportunities for upskilling and investing in staff training and development has been highlighted as a key factor in reducing staff turnover and increasing business growth. The overarching aim of the package is to improve skills, create pathways for progression, and prepare people for higher apprenticeships/higher levels of learning. This opportunity was commissioned as a further competition/call off from the education, work and skills flexible procurement system.

Greater Manchester Combined Authority (GMCA) looked to procure a lead organisation to deliver training at Level 3 and above which will support individuals employed in Allied Health Professional (AHP) roles (such as paramedics, physiotherapists, radiographers and occupational therapists) across Greater Manchester. The training developed for this sector will form part of the commissioned provision element of the wider Skills for Growth programme. A North West (NW) Allied Health Professionals survey (Annex 11) was conducted in January 2021 to understand how generalist and specialist AHP's are currently supporting cancer patients and to identify specific training needs. AHP's have a key role in delivering personalised care for patients however, the survey highlighted low awareness of personalised care assessments and interventions for cancer patients which needs to be addressed. As part of the intelligence gathering for this specification, we consulted with individuals in AHP roles, their role in delivering care to people affected by cancer is not well defined or recognised and although they play a pivotal role in diagnosis, and personalised treatment, they remain an under-acknowledged part of the cancer workforce. This specification set out requirements for the delivery of training and upskilling for individuals employed in Allied Health Professional roles across Greater Manchester, specifically around caring for patients with cancer. This opportunity was commissioned as a further competition/call off from the education, work and skills flexible procurement system.

Skills Bootcamps offer free flexible courses of up to 16 weeks giving people the opportunity to build up sector specific skills and fast track to an interview with a local employer. Through this commission GMCA is looking to train 1000 local residents into roles requiring specialist digital skills during 2022/23. This opportunity was commissioned as a further competition/call off from the education, work and skills flexible procurement system.

Greater Manchester Combined Authority (GMCA) looked to procure a lead organisation to deliver training which will support skills challenges facing businesses within the Education sector across GM, particularly those working in an Early Years setting. The Education sector impacts on each of our lives and can often determine future career paths and progression. It is also a huge employer within the region - employing almost 120,000 people - crucial to GM both as a provider of opportunities to work and as a facilitator for entering other sectors. The Covid-19 pandemic hit the sector hard, with nurseries, schools, colleges, and universities all experiencing periods of closure; forcing them to rapidly develop new ways of learning. The sector will continue to play a key role in the future of GM. Its workforce of today is developing our workforces of tomorrow however, there are systemic problems across the sector exacerbated by immediate skill gaps, highlighted in the Industry Labour Market & Skills Intelligence Report, which must be resolved. Improving early years outcomes and school readiness levels is a priority in the Greater Manchester Strategy 2021-2031, the GM Children's Health and Wellbeing Framework , Population Health Plan , and the GM Children and Young Peoples' Plan . The early years workforce across GM is varied and comprises of practitioners, teachers, children's centre workers, family support workers, health visitors and social workers. Whilst some of these roles form part of the 'wider' Early Years workforce, they play an important role in improving outcomes of young children and their families. To realise the ambition to improve early years outcomes, the early years workforce must have the right skills and competencies to help children achieve their potential. Feedback from employers highlights particular challenges which this specification looks to address including: • Awareness of child development and the impact covid has had on this. Employers feel that the impact of the pandemic is now being felt, particularly with younger people whose social and academic development is behind what would be expected for their age. • SEND awareness and training for Early Years staff at Level 3+ • The need for flexible provision to meet the needs of both employers and employees, including evening and weekend learning. There should be an understanding that whilst staffing shortages and financial constraints remain - training staff is often difficult due to backfill costs when keeping to staffing ratios. • Accredited online learning. Practitioners in the sector have commented that they have accessed more training online than ever before; online courses should be accredited wherever possible. This opportunity was procured as a further competition under the Education, Work and Skills Flexible Procurement System and was ran as a restricted tender via the Chest.

This call for projects formed part of GM's ESF Skills for Growth Programme, which aims to support GM business fill occupational skills gaps and create both individual progression and business growth in the region. Intelligence tells us that there are still skills gaps across GM we could tackle with this opportunity, and we know that providers on our FPS have a lot to contribute to this using their own work with employers and knowledge of skills gaps in GM. Therefore, we created a £6m innovation pot to allow providers to put forward innovative ideas that they believe can help to tackle some of the skills gaps which have not already been addressed, meet the ESF requirements and wider programme aims, and be delivered within the timescale available. The specification is part of a longer-term plan to develop skills to ensure that businesses are better able to retain and progress staff. Increasing opportunities for upskilling and investing in staff training and development has been highlighted as a key factor in reducing staff turnover and increasing business growth. The overarching aim of the package is to improve skills, create pathways for progression, and prepare people for higher apprenticeships/higher levels of learning. This opportunity was commissioned as a further competition/call off from the education, work and skills flexible procurement system.

Restricted procedure for below threshold consultancy project 2 stages of potential consultancy services requried

Further competition under Lot 1 of the Go Neutral Smart Energy Framework Agreement

Call off under Lot 2 of the Go Neutral, Smart Energy Framework Agreement (GMCA 374) Delivery of Solar Car Ports at Turnpike Depot and Swinton Hall Road Depot, Salford. (Part of the Unlocking Clean Energy Greater Manchester (UCEGM) project that is part funded by European Regional Development Fund (ERDF).)

IT Audit services, open tender process

For the delivery of works for the extension and major refurbishment of the GMFRS Fire Station at Littleborough Contract Duration: 30 weeks plus Contract Rectification Period The Project is for extension and major refurbishment of the GMFRS Fire Station at Littleborough. Works to include Building, Mechanical and Electrical works as well as drainage and external works. The work is being funded by the GMCA from its own resources and budget approval has been received. The Contract Duration of the Works on site is expected to be 30 weeks, the Form of Contract will be the JCT Intermediate Form with Contractors Design 2016 Edition. The Contractors Design elements are as follows: • Temporary Support for Demolition Works. • Grouting of Coal Workings • Steelwork Connections. • Pre-Cast Concrete Beam and Block Floors (Ground & Upper Floor). • Sprinker Installation. • Lightning Protection Installation. • BMS Controls. • Photovoltaic System and Associated Support Systems Restricted tender process

Mini Competition under North West Construction Hub High Value Construction Framework Lot No. 2 - Design & Construct (job ref NWCH344)