Workplace
Learning and Skills Issue 130 Bulletin 1 December 2014
New qualifications to meet UK demand for digital skills
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ew government and industry-backed digital qualifications will provide the skills for a wide range of digital jobs to help fill the one million vacancies expected in the digital sector in the next decade. The Digital Economy Minister Ed Vaizey announced that Degree Apprenticeships would allow young people to complete a full honours degree alongside their employment while paying no student fees and earning a wage throughout. The first Degree Apprenticeships will be launched in the digital sector, and are expected to suit people embarking on careers ranging from business analysis to software development and technology consultancy. The new programme includes a fully-integrated degree testing both academic learning and on-the-job practical training, and has been co-created by leading tech employers and top universities. Mr Vaizey also announced details of new industry-designed short courses to enhance digital skills across the workforce. The short courses will provide intensive training, with content that will keep pace with employers’ immediate needs and changing technologies, and will be delivered flexibly to suit learners’ needs.
Contents News Employer leadership in skills and employment vital to long term prosperity Page 2 100 years of apprenticeships Page 3 More must be done to meet skills needs in Greater Manchester Page 4 Cebr research in to apprenticeships; National recognition for Black Country Skills Factory Page 5 Careers advice in a mess and underfunded Page 6 International New Managing Director shares future vision Page 7 Parliament Debates Page 8 Parliament Questions Page 11
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Employer leadership in skills and employment vital to long term prosperity
report looking into the UK skills system has put forward 5 recommendations for action. The UK Commission for Employment and Skills, Growth Through People, argues that urgent action must be taken to improve skill levels and how they are developed to boost productivity, wages and social mobility. The report which is supported by the CBI and the TUC, calls for employers to lead the way, working with unions and the Government, to ensure that the UK has the skilled workforce needed to create better jobs and fight off international competition. Sir Charlie Mayfield, Chairman of the John Lewis Partnership and UKCES, said that the workplace was changing at a faster rate than ever before has done. He said that while it was creating some terrific jobs with great opportunities for some people, for others it was leading to lower pay for longer. He stressed that the imperative was therefore stronger than ever to establish quality vocational pathways as a preferred alternative for many. John Cridland, Director General of the employers’ organisation the CBI and a UKCES Commissioner, said that the country needed to create better ladders to higher-skilled work which could help to boost the UK’s productivity and lead to a rise in wages. TUC General Secretary and UKCES Commissioner Frances O’Grady warned that far too many of the new jobs currently being created were of the insecure and temporary variety, which often had scant access to training and low rates of pay, when what working people and the economy needed were highly skilled, well-paid jobs with real prospects. The Growth Through People report sets out five priorities for action over the next twenty years: 1. Employers need to lead on skills development and the Government should enable them to do so by encouraging greater collaboration between businesses, unions and the workforce in regions, sectors and across supply chains 2. Improving workplace productivity is the route to pay and prosperity including better management, better job design and increased employee engagement 3. Apprenticeships should be a normal career pathway for many more young people, and a normal way for businesses to recruit and develop their workforce 4. Education and employers should be better connected to prepare people for work. Work experience should become an integral part of education for all young people. 5. Success should be measured by a wide set of outcomes, including jobs and progression, not just qualifications. David Abraham, Chief Executive of Channel 4 and Chairman of the Industrial Partnership for the Creative Industries said that the Growth Through People strategy highlighted the importance of industry-wide collaboration and employer-led partnerships in developing a skilled workforce. Steve Holliday, Chief Executive at National Grid and Chairman of the Energy and Efficiency Industrial Partnership said that businesses working together in partnership with each other and with education would be the most effective way to build a sustainable UK skills system to reduce unemployment and fill the skills gap. David Hughes, Chief Executive of NIACE, said that the “flurry” of reports in recent weeks had all spet out the same set of skills challenges for the economy, for employers and for people’s career hopes. He stressed that there was now have a true consensus, with reports from the whole range of bodies including employers, unions, FE and HE, all adding weight to what NIACE had been saying from its work with learners and adults of all ages. Mr Hughes said that the important report from UKCES, which brought together the CBI and the TUC, as well as major and smaller employers, confirmed that the current skills system was not 2 WORKPLACE LEARNING AND SKILLS BULLETIN
fit for purpose and needed radical change. He said that stronger social partnerships would need to be built across the country to deliver a new localism where skills and employment services were better joined up and where employers could work with colleges, universities and other providers to find the skills solutions which would support better progression in work and higher productivity. But Mr Hughes stressed that a key part of the new localism would need to be the ceding of power from Whitehall to provide true freedoms for colleges, universities and training providers to be more creative in supporting skills delivery. AELP CEO Stewart Segal said that the partnership approach to skills with employers having the choice to work with training providers of all types was the only way forward.
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100 years of apprenticeships
ewly released historical research has revealed how employers’ relationships with apprenticeships have changed over the last 100 years. Although employers have always considered apprenticeships to be a beneficial method of vocational training, a hundred years ago this was concentrated mainly on artisan trades. But as the number of larger employers grew in the twentieth century, apprenticeships evolved to newer metalworking industries such as engineering and shipbuilding. The Top 10 trades and sectors for apprenticeships in 1914 and 2014 show how engineering and construction were popular choices both then and now. In contrast, the most popular trade ‘A hundred years ago, in 1914 was dressmaking, whereas today health and social care women made up 22 per tops the list. Today the growth sector for apprenticeships includes cent of apprentices, the digital sector, banking and professional services such as tax consultancy. The research shows that most apprentices in 1914 which has significantly started work aged 15-17, compared with 19-24 today. increased to 55 per A hundred years ago, women made up 22 per cent of cent today.’ apprentices, which has significantly increased to 55 per cent today. In 1914 apprentices were legally required to work for an employer for a number of years and they had to pay a fee to their employer to cover the cost of their training. They were also required to pay for their tools out of their salaries. Any apprentice who was accused of performing below par could be summoned to appear in court at their employer’s request. Turning up late, being “idle” or just having a bad attitude could have resulted in a prison sentence.
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More must be done to meet skills needs in Greater Manchester
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n Ofsted report has warned that while FE and skills providers in Greater Manchester are making good progress, more must be done to support businesses and the local economy. The improve education and learning, Ofsted worked with the Greater Manchester Chamber of Commerce and New Economy, an authority-owned company which aimed to create a better local economy. In the process, examples of good practice were identified as well as the barriers providers faced in meeting local skills needs. The report, Meeting local skills needs, highlighted successes as well as areas for improvement for providers and employers in the Greater Manchester area. Inspectors looked in detail at four sectors which had been identified as being key to the Greater Manchester economy. These were: • the advanced manufacturing sector • the digital sector • the construction sector • the logistics sector While some providers were working collaboratively to ensure that they identified gaps in learning and developed courses to meet skills needs, there was no overview across the region to ensure that course duplication was avoided. Most of the providers had developed links with individual employers, but this was not enough to ensure that the curriculum was ultimately meeting local needs. The tracking of learners’ destinations after they completed their courses was also in the early stages which made it difficult to judge whether provision was leading to secure employment or further training. Good progress was being made by providers in a number of areas, including collaborative efforts to offer work experience, but the projects were very new and the impact was yet to be seen. Commenting on the findings, Ofsted’s Regional Director for the North West, Jo Morgan, said that despite Greater Manchester being the second largest economic region in the UK and the fastest growing population in the country, the region still had a comparatively low skilled workforce, with 15 per cent of residents having no qualifications and an unemployment rate above the national average. Ofsted has set out a number of areas for improvement for all parties involved. This includes: • FE and skills providers working collaboratively with employers of all sizes to make sure they are meeting local employment needs • New Economy working with FE providers to identify reasons for varying success rates across the area in apprenticeships and classroom-based qualifications and improve the quality of careers advice so learners know the choice available to them • The Greater Manchester Colleges Group and Greater Manchester Learning Provider Network developing a coordinated approach to the curriculum across the area to ensure it meets the skills needed and avoids duplication.
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Cebr research in to apprenticeships
ommenting on the Centre for Economics and Business Research report, that showed that apprenticeships would contribute ÂŁ34 billion to the UK economy in 2014, Dr Mary Bousted, general secretary of the Association of Teachers and Lecturers said that while she welcomed the news, it had arrived a few days after figures released by the Skills Funding Agency and the Department for Education had showed that the number of new apprentices in 2013/14 had been down by nearly 70,000 on the previous year, which was the second consecutive annual fall. She added that while there had been an increase in the numbers of starters under 19-years, it was worrying that there was a decrease in the number of 19+ and 25+ starters. Dr Bousted said that when so many young people were out of work, the Government needed to do much more to encourage employers to invest in apprentices and to ensure that young people everywhere, whether in school or college, had access to high quality, independent, face-to-face advice, careers information and guidance.
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National recognition for Black Country Skills Factory
he Black Country Skills Factory has been hailed as leading the way in delivering skills training and support for the high value manufacturing sector in a specially commissioned ITN Productions film Working to Engineer a Better World, which promotes the importance of manufacturing and engineering in the UK. Commissioned by the Institution of Engineering and Technology, the ITN-produced film, introduced by newsreader Natasha Kaplinsky, features the support offered by the Skills Factory to Black Country manufacturers. Filming took place at Carbex Ltd, a micro business in Kingswinford that had been supported by the Skills Factory to take on an apprentice. The Black Country Skills Factory is an employer-led project supported by UKCES funding whose aim is to address the skills shortages in the HVM sector in the Black Country.
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Careers advice in a mess and underfunded
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ssociation of Teachers and Lecturers research has revealed that only five per cent of teachers believed that careers advice had improved following Government changes while nearly half (46 per cent) believed it had got worse. Four in five (78 per cent) teachers said that there was not enough time in the curriculum to give careers guidance to students. Four in five (78 per cent) teachers said that schools and colleges did not have enough funding for careers advice. Three in five (60 per cent) teachers wanted face-to-face careers support for young people. Seven in 10 (69 per cent) teachers believed that work experience should be compulsory. Cross-sector partnerships are believed to be essential and over three in four (77 per cent) teachers wanted more support from businesses in providing work experience.
Teachers complained that Government changes, such as replacing the Connexions service with a National Careers Service website, had led to students getting poorer careers advice. Four in 10 (43 per cent) teachers admitted that students were not receiving good careers advice at their school or college. Teachers said that the greatest problems with getting good quality careers advice were related to providing access to national and local employers. Despite saying they were working with employers more than in the past, half said the access to national companies was the weak link in careers guidance, and two in five (40 per cent) said that their school or college had weak or non-existent links to local employers. Two thirds of teachers (67 per cent) said their school or college staff wanted to provide good advice, but only one in three (34 per cent) said that their staff had the necessary knowledge to do so, only one in five (23 per cent) had the time to do so, and only one in four (28 per cent) have the resources to do so. To improve careers education, three in five (62 per cent) teachers said that the Government should stop changing qualifications. Three in five (60 per cent) wanted all young people to get face-to-face careers support, over half (54 per cent) wanted the Government to give schools more funding for careers advice, and half (49 per cent) would like to see a careers professional in every secondary school. According to the research, teachers believed that businesses should play a greater role in ensuring young people had the employability skills they needed before they left education. Three in four (74 per cent) teachers want businesses to visit their school or college for large group discussions, while three in five (57 per cent) wanted employers to visit for one-on-one discussions to give pupils advice and information about the workplace. When it came to developing an understanding of the workplace, seven in 10 (69 per cent) teachers believed that work experience should be compulsory for students at school or college. More than eight in 10 (85 per cent) would like businesses to provide work experience or summer internships, and 82 per cent would like companies to provide taster sessions for students. Eight in 10 (77 per cent) teachers said they would like to see more support from employers to make work experience placements for young people successful.
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New Managing Director shares future vision
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r Craig Fowler has been appointed as the National Centre for Vocational Education Research’s Managing Director. Dr Fowler said that coming from his position as a board member of the National Centre for Vocational Education Research, he would the direction NCVER had taken over the past year which was focused on work of highest quality, relevance and impact in analysing and researching the performance of the national VET system. Dr Fowler said that the NCVER would continuing to engage with all its stakeholders to ensure that it provided information and analysis that was valued and in a convenient format. He pointed out that the recently Dr Craig Fowler launched infographics had been designed to make NCVER data products more engaging and easier to understand. Dr Fowler said that in the short term, the focus would be to ensure that NCVER comprehensively delivered on the implementation of total VET activity and the Unique Student Identifier. He added that a suite of tools had been produced to assist registered training organisations with the transition, which included AVETMISS reporting webinars and online tutorials guiding RTOs through the validation process. Dr Fowler said that with Australia’s economy and “His experience will be labour market changing it was essential the national VET system responded through evidence based reform. He added invaluable, given that that while there was always room for improvement, the NCVER has been tasked current system provided many thousands of people with with collecting information increased opportunities to get a job and advance themselves. The chairman of the NCVER Board, Professor Peter on total VET activity for the Shergold, in announcing Dr Fowler’s appointment, stated: first time. A unique student “The Board is delighted to announce that … Dr Craig Fowler identifier will provide a will become the next Managing Director of NCVER. Craig has worked in both the private and public sectors, including powerful new source of at very senior levels of the South Australian public service analysis but its introduction for the last 11 years. He possesses an exceptional depth of will need to be managed understanding of vocational education and training and the national training system, and a deep sense of the importance with the utmost integrity,” of skills acquisition to Australia’s future prosperity.” Professor Shergold emphasised that Dr Fowler will bring to his leadership a strong background in research methodology and commitment to the value that statistical data can play in informing evidence-based policy. “His experience will be invaluable, given that NCVER has been tasked with collecting information on total VET activity for the first time. A unique student identifier will provide a powerful new source of analysis but its introduction will need to be managed with the utmost integrity,” said Professor Shergold. “Craig, who is respected across the entire sector, sees it as a key task to work collaboratively across government jurisdictions, education providers and industry bodies on these challenging initiatives.”
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Commonwealth: Young Entrepreneurs
he vice-president of the Royal Commonwealth Society, Baroness Benjamin (LDP, Life) asked the Government what steps it was taking to encourage links with young entrepreneurs in the Caribbean and across the Commonwealth. (House of Lords, oral question debate, 24 November 2014.) Lord Wallace of Saltaire (LDP, Life) said that in 2014, the Government’s support for the Caribbean had included progressing scholarship programmes between higher education institutions and the UK, and enhancing regional competitiveness and enterprise innovation. He added that in the wider Commonwealth, the range of UK programmes had included supporting a social entrepreneurship programme for young women in India. Baroness Benjamin asked what the Government was doing to encourage links between business schools in Britain and those in the Caribbean. Lord Wallace said that the British Council was concerned particularly with a creative young entrepreneurs’ programme, which covered the Caribbean as well as some other areas. Lord Bilimoria (CB, Life) pointed out that the Sirius programme, which was backed by UK Trade and Investment, attracted young entrepreneurs from around the world. He asked the minister to urge the Government to promote the Sirius programme throughout the Commonwealth, along with countries such as India. Lord Wallace said that the Sirius programme was already being promoted across the Caribbean and the Commonwealth, as well as in other areas.
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Jobs Growth Wales future programme
he Deputy Minister for Skills and Technology, Julie James (Lab, Swansea West) made a statement on the Jobs Growth Wales programme and its future delivery. (Welsh Assembly, oral Ministerial statement, 25 November 2014.) She said that the Jobs Growth Wales programme, which was supported by European Union structural funds, had already achieved its third-year target in September by creating and filling over 12,000 additional jobs for unemployed young people. The minister explained that the programme was aimed at young people aged 16 to 24 who were job-ready and potentially entering employment for the first time. She pointed out that Jobs Growth Wales provided them with a good-quality experience of work, and supported their progression into sustained employment. Ms James said that over 16,000 job opportunities had been created and over 12,700 young people had been employed. She added that in the programme’s largest private sector strand, nearly 10,000 young people had successfully filled Jobs Growth Wales job opportunities, and 83 per cent of the young people had progressed into sustained employment or further learning upon completion of their six-month opportunity. The minister stressed that the original target had been 70 per cent positive progression for those completing the full six months. She explained that Jobs Growth Wales had also enabled nearly 400 young people to start up new businesses in Wales through funding and start-up support. Ms James said that over 5,000 companies had taken on young people through Jobs Growth Wales, and small, medium-sized enterprises and microbusinesses were by far the largest beneficiaries at 98 per cent. She explained that the proportion of young people who had progressed into an apprenticeship after completing their Jobs Growth Wales opportunity in the private sector strand was about 25 per cent.
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The minister said that following an independent evaluation, the Welsh Government had decided to streamline the programme to maximise the potential for individuals to progress into sustained employment with employers that had identified opportunities for business growth. She said that the majority of job opportunities were expected to continue to be created in the private sector, as it had demonstrated the most success in progressing young people into sustained employment. Ms James said that the level of mentoring available to participants would be enhanced and young people and their employers would receive the right level of support to enable them to complete their job opportunity and progress into sustained employment at the end of the six-month period. She said that the Government would work more closely with employers to ensure that unsuccessful candidates received appropriate feedback where necessary. The minister said she was confident that the programme’s target of filling 16,000 job opportunities over four years would be met. William Graham (Con, South Wales East) said that although young people recognised that Jobs Growth Wales had done wonders, the scheme was not quite the success it was made out to be, as young people had complained that they lacked work experience. He added that the interim evaluation report which had been released in September had revealed some key elements of research which indicated that the programme was not the magic bullet that the Welsh Government claimed it to be. Julie James agreed that more mentoring needed to take place in some of the job opportunities. But she stressed that the programme was for job-ready young people with no work experience. The minister added that other programmes were available for those young people who were furthest away from the job market. She pointed out that unsuccessful people who did not complete their six-month programme were being provided with better feedback and the Government was continuing to scrutinise employers to ensure that the programme was not a way of getting cheap labour, but a way of growing their business and of ensuring that the young person got a sustainable job opportunity. Mike Hedges (Lab, Swansea East) urged the Deputy Minister to look further in the final evaluation for a way in which the true impact of Jobs Growth Wales could be better understood, perhaps by looking at the type of work that young people went into and the quality of the jobs they found. Julie James said that because it was very important to understand exactly what was happening, in the final arm of the evaluation report, the economic impact for the businesses as well as for the young people would be examined. Simon Thomas (PC, Mid and West Wales) said that as the information in the statement had been in the public domain for two months, since the interim evaluation had been published, he would have liked to have heard more from the Government about how Jobs Growth Wales would be developed. Mr Thomas noted that there had been nothing in the statement on the interface between Jobs Growth Wales and the Work Programme, which he argued had been a problem from the outset in terms of duplicating expenditure. He asked the minister if more had been done to ensure greater collaboration between the Welsh Government and some of the agencies that were non-devolved, and the Work Programme specifically. Mr Thomas pointed out that a recommendation had been made in the evaluation that the graduate stream should be removed from Jobs Growth Wales because it duplicated what was taking place elsewhere. He therefore asked what the decision had been on that part of the scheme. Mr Thomas said that although the minister had told William Graham that Jobs Growth Wales was not targeted at those people who would not find employment, he argued that that was exactly what the evaluation had recommended. He stressed that it was time to move some of the financial focus from Jobs Growth Wales back to things such as apprenticeships. Julie James said that in terms of the specific questions, on the interface with the Work Programme and other non-devolved programmes, there was an official working group between the UK Government and the Welsh Government, which was trying to maximise potential to get opportunities for young people in Wales. But she stressed that as each provider did not have to say what was being provided for each participant in the programme, and because Jobs Growth Wales was a European-funded programme, nobody who was on the Work Programme could be taken on because the Welsh Government could not give an assurance that there would be no duplication. Ms James argued that the Welsh Government could do a better job with the money of the Work Programme and it would like to get its hands on it, along with the right amount of funding. She confirmed that the graduate stream would be removed because there would only be two streams in future. WORKPLACE LEARNING AND SKILLS BULLETIN 9
The minister explained that there would be the mainstream stream, which would be a mixture of the private sector, the voluntary sector, the public sector and the graduate strands, and the entrepreneurial stream, which would be where young people who wanted to work for themselves could access funding through Jobs Growth Wales as long as they met particular criteria. She said that although the Jobs Growth Wales programme would be tweaked a bit, the Government did not want to “programme-bend” a very successful programme into being something it was not and thereby disrupt it. Eluned Parrott (LDP, South Wales Central) argued that while the minister would argue that more than a quarter of participants in Jobs Growth Wales would not have found work otherwise, she would argue that nearly three quarters of the funding had been spent on young people who may not have needed that support. She pointed out that there were currently 2,420 young people between the ages of 18 and 24 in Wales who had been claiming jobseeker’s allowance for 12 months or more. Ms Parrot asked the minister who would be delivering the mentoring and support schemes to enable people to apply for the placements more successfully. She also asked for confirmation of the year-on-year return on investment for Jobs Growth Wales and whether any longer-term work had been done on the further-ahead benefits that were anticipated. Ms Parrott pointed out that although the OECD had stated that training was the most effective way to raise life incomes and opportunities for young people, the report that had been commissioned by the Welsh Government stated that Jobs Growth Wales participants earned less than their peers. She said that the two statistics that had been missing from the statement were: 2,459 young people dropped out of their placements early and more than half of them (1,349) had done so for unknown reasons. Julie James argued that apprenticeship programmes were not for people who were not in the jobs market. She added that most apprentices were in the jobs market, in employment already and they were being promoted by that employer as recognition of their contribution to that employment. Turning to the drop-out rates and the follow-ups for people on the programme, the minister said that in the final evaluation, the Government wanted to get a lot more information about what sort of jobs people would have got without the programme, what happened to them when they left the programme and who had left to go on to a better job.
The Small Business, Enterprise and Employment Bill—Provisions relating to Education and Training
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he Deputy Minister for Skills and Technology, Julie James (Lab, Swansea West) propose that the National Assembly for Wales agreed that provisions in the Small Business, Enterprise and Employment Bill, relating to education and training in so far as they fell within the legislative competence of the National Assembly for Wales, should be considered by the UK Parliament. (Welsh Assembly, legislative consent motion, 25 November 2014.) She pointed out that the education measures reflected existing information-sharing powers that Welsh Ministers had in relation to schools, which were not currently available in relation to other providers of education and training. Ms James explained that they would provide new and improved information on learning outcomes and destinations of former students of colleges in Wales. She added that this would provide evidence of which qualifications and courses led to sustained employment and higher incomes and significantly improve the information available to young people. The Chairman of the Enterprise and Business Committee, William Graham (Con, South Wales East) said that the Enterprise and Business Committee had considered the legislative consent memorandum for the Small Business, Enterprise and Employment Bill on 24th September and no formal objections had been raised, although it would have preferred the affirmative procedure. The motion was agreed.
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The following answer to written parliamentary questions was answered and published in Hansard last week. Department for Business, Innovation and Skills Further Education: Admissions Adrian Bailey (Lab, Wes Bromwich West): To ask the Secretary of State for Business, Innovation and Skills, how many and what proportion of students in further education colleges aged (a) 19 to 24 and (b) 25 and over are of each social grade. Nick Boles (Cons, Grantham and Stamford): Information on the social grade of further education learners is not centrally collected. Table 2 of a Statistical First Release (SFR) presents data on the characteristics of government funded adult (19+) further education learners: https://www.gov.uk/government/statistics/learner-participation-outcomes-and-level-of-highestqualification-held 28 November 2014
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Workplace F
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Issue Number 130
1 December 2014
Publisher and Editor
Demitri Coryton
Design and Typography
Julia Coryton
Contributors Tracy Coryton, Laura Coryton, Sarah Key and Alex Read ©
Learning and Skills Bulletin
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