1. 5sc methodology colombia
TRANSCRIPT
A Systems Approach to Technical and Vocational Training
An Industry Perspective
Alastair Robertson * 5S Consulting Ltd
5SC
5SC Developing the system
5S Consulting takes an integrated, systemic approach to workforce development that includes:
Policy Development Infrastructure development Employer engagement Supply/Value Chain Analysis Labour Market Information Skills Forecasting Occupational & Functional Mapping Development of Occupational Standards Development of Qualifications & Certification schemes Development of Assessment + Verification Systems Development of Infrastructure for Delivery Skills Passport Systems
5SC Competence as the starting point
What is Competence?
“The ability of an individual to perform activities within an occupation to the
standards required in employment.”
5SCWhat is Competence Assurance?
“The process by which an
organisation ensures that its
workforce is competent.”
5SCFactors influencing the Competence of the Workforce
Knowledge Skills
Attitude /Behaviour
COMPETENCE
Changingtechnologies
Changingproductionprocesses
Changingmarkets
Rising customerexpectations
Changes in theregulatory environment
Changes inwork organisation
Managementchange
5SC Supply Chain Analysis
Defining the supply chain reveals: The component parts of an industry sector Interactions and interdependence between the
component parts Commonality of components with other sectors
In complex industry sectors, this enables: A rational breakdown of research activity The prioritisation of research - based on criticality in
the supply chain Clear & logical sector boundaries to be established Duplication of effort to be avoided and costs to be
minimised
5SCSupply Chain Analysis of an industry sectore.g. gas
Gas Storage
Shipping
Policy Direction & Planning
Design, Procurement & Contracting
Network Construction &
Maintenance
Metering
Domestic Users
Industrial Users
Plant Installation & Maintenance
Component & Appliance
Manufacturing
Call Centres
Business Management
Financial Management
Billing
Marketing
Telecommunications
LPG Distribution
Network Operation
Project Management
5SC Labour Market Information
Supply Chain Analysis provides the architecture for LMI research. Our normal strategy is:
1 To agree the client’s needs for data, the purposes to which it will be put and the level of statistical breakdown required (national / regional / LLSC)
2 Initially, using desk research, draw down available data from: National and regional statistical sources (DfES/SSDA/DTi/ONS etc.) Skills Dialogue Reports Workforce Development Plans Market Assessment Reports Other industry specific research sources
3 Critically, to review gaps and weaknesses and propose solutions, that may include:
Statistical modelling to provide finer grain data at local level Field research using telephone / e-mail / mail-shot / on-line questionnaires
and sample in-company surveys, as appropriate
4 Chart the results using the appropriate SIC / SOC classifications
5SC Skills Forecasting
LMI research will reveal data on Numbers employed Occupational groups Age / Gender issues Geographical distribution Skills shortages
Indicative statistical trends etc. But,it may not take account of upcoming changes in:
Markets Technology Legislation Work organisation
Data on the potential impact of these factors is normally derived from: Literature searches Expert focus groups In-company dialogue Comparative analysis with other sectors
International comparative studies
5SCThe Framework for describing work functions
A PolicyForecasting demand Research Policy making
B SpecificationInvestigating and analysing (related to production / service context)Designing products and servicesSpecifying requirements
C Carrying out Activities
Building / MakingAssemblingMaking
Maintaining
Controlling
Providing
Services
servicing / repairingre-making
MonitoringControlling continuous processes
Selling thingsProviding personal servicesProviding information and advice
D Controlling Programmes
Planning and scheduling activitiesProcurement for activitiesControlling delivery (projects, programmes, Quality assurance Regulating
E Managing Organisations
Controlling finance Managing peopleManaging information / communicationsManaging physical resources
F Maintaining Capability
Developing learning and skillsMaintaining a safe and healthy environmentResponding to the cultural and ethical values of the community
The General Model
5SC Occupational Mapping
All occupations in a sector are set in the framework of the General Model, this forms the basis for initial employer dialogue.
Typically, employer dialogue will be based on the supply chain components. It will include:
Verification of the occupational analysis, Review of recruitment, training and progression issues Testing assumptions about skills mix and forecast
demand. Employer dialogue is normally carried out in all four UK
nations through 5S Consulting regional offices We also engage with the relevant Government
Departments and agencies in each country - to identify policy differences and their influence
5SC Functional Analysis
Functional analysis is about: Analysing all work functions required to deliver a
product or service It is a methodology that can be applied to:
A single job An individual company An industry sector The whole economy !
5SC Functional Analysis
5S Consulting also uses the General Model as a framework for functional analysis in all industry sectors
This enables: industry sub-sectors to analysed separately - but the results
to be brought together into a single framework Cross-sector comparisons to be made Existing functional frameworks to be incorporated Consistency in language and design to be maintained Easy cross-referencing to National Occupational Standards Ease of design of Vocational Qualifications
The analysis is normally carried out to the level of an assessable module - further breakdown would normally be part of the standards development activity
5SC Functional Analysis
Provide, in a competitive energy market, a safe, cost-effective onshore gas distribution & sales service including infrastructure, storage and related products and services, consistent with the requirements of and to the benefit of organisations, customers and the community
KEY PURPOSE Key Roles
A
B
C
Carry out activities relevant to the development and maintenance of the network & storage infrastructure
D
E
F
Carry out installation & maintenance works
Manufacture gas appliances , components and equipment
Operate gas transmission, distribution and storage systems
Provide the metering service
Operate the transmission & storage network (85/7 bar system)
Distribute bulk LPG/LNG
Containerise LPG
Operate, monitor & maintain network telemetry systems
Operate & monitor gas transmission systems
Operate & monitor gas storage sites & systems
Balance loads on the network
Co-ordinate network operating procedures
Co-ordinate network recording & reporting procedures
Key Areas
(Based on General Model)
Key Functions Work Functions
(NVQ/SVQ Unit Level)
Example: UK Gas Sector
5SC Integrating Functional Data
With the broader scope of SSCs there is much greater divergence in the functions carried out across the sector body.
It is often not practical to develop the whole sector analysis at one time but to do it as a phased sequence
Because of the common architecture to our methodology for functional mapping - maps can be compared to show overlaps
When new sectors are added, it is easy to add their analysis to the overall profile of competences within an SSC
This was the basis for illustrating in the footprint for the Energy & Utilities Sector the common areas of skill in Network Construction and Maintenance between several different sectors (see next slide)
5SCDefining Common Areas of Skill
On-Shore Petroleum
On-Shore LPG
On-Shore Natural Gas
Clean Water
Waste Water
Electricity Telecoms
Suppliers Shippers
Network LPGs
PGTs Water Storage & Treatment
Sewage Treatment
Utilisation LNG
Utilisation LPG
Meter Meter
The Natural Water Resources Cycle
Meter
MULTI-UTLITY NETWORK CONSTRUCTIONMULTI-UTLITY NETWORK CONSTRUCTION
Example: UK Energy & Utilities Sector
5SC Matching Functions to Occupational Standards
Functional analysis to the enables a cross-matching to National Occupational Standards within the National Qualifications Framework
This identifies potentially relevant existing standards that may be useful to the sector in developing new awards (in current or customised format)
It also identifies gaps where new standards may need to be developed (depending on SSC priorities)
This data forms the basis for the development of a Standards Development Plan
5SC
Standards Development Plan
Matching Functions to Existing Standards
Functional MapExisting Standards on
National Database (NQF)
5SC Developing Qualifications Systems
Performance Requirements
Occupational Context
Knowledge n
Skills n
Evidence Requirements
Rules of Evidence
Occupational Standard Learning Specification Assessment Specification
What you must be able to do
In what situations
competence is relevant
Knowledge that is required
Skills / techniques that must be learned
Evidence you must produce to
prove their ability
Methods and rules that must
be used for assessment
5SC Developing Assessment Specifications
Assessment specifications comprise two components: The evidence that a candidate must produce for
assessment - in terms of work based performance, knowledge and skill (Evidence Required)
Conditions (Rules of Evidence) which may apply to: The generation of evidence The amount and/or the diversity of evidence Conditions under which evidence must be assessed Conditions applying to the assessor Conditions applying to the mode of assessment
At professional levels, the rules of evidence can often be quite complex because of the expectations of the regulatory bodies involved
5SC Designing Occupational Qualifications
Occupational standards can be used as the basis for the design of a wide variety of qualification ‘products’: Technical and trade qualifications Professional and CPD Awards Registration and Certification schemes Individual skills Certificates
The parameters for each type of award may vary considerably as some seek to embrace full occupational competence, while others seek only to define competence in a narrow range of functions
Industry sector bodies will define their requirements and priorities for new or updated awards as part of the Standards Development Plan
5SC Designing QualificationsFunctional Map Occupational Map
Core
Options
Define Work Functions in Occupation
Select and Adapt Standards to fit Work Context
Define Qualification
Structure
Prioritise Occupation for Qualification Development
PlumberElectricianPipelayer
Etc.
5SC Quality Assuring Competence
Internationally, 5S Consulting advises Governments on the design and quality assurance of Certification systems
The illustration on the next slide is used to describe arrangements in Most Countries in which standards based qualifications systems are being developed
5SC
Industry
Quality AssuranceNational Qualifications
Authority
Examination Boards
Assessment Centres
Chief Examiner
Assessors
Standards Setting Bodies (VET)
Trainees
Inspectorate
Curriculum Bodies
(Academic)
GovernmentSets Policy + Targets
Defines Labour Market Requirements
Define Standards + Propose Qualifications
Approves Standards
Licences + Quality Assures
Licences + Quality Assures
Agree National Economic Priorities
+ Allocation of Funding
Responsibilities
Certificate Achievement
Manage Assessment
Report Achievements
Accounts for Performance
Design Qualifications
Accredits Qualifications
Sector Skills Councils
Labour Market Research Workforce Development Training Implementation
Facilitating organisation
Licenses
5SC Tools for the Future
Skills Passports – An Example
“A skills passport is a portable way of recording the skills and competencies that an individual learns in different jobs over time. Skills passports allow learners to gather evidence of their training and skills, both formal and informal.”n individual learns in different jobs over
The Learning and Skills Council (UK)
5SC Skills Passports - needs
What are the needs ?
Recording and Verification of qualifications is an issue - it is costly to do it properly and there are no universal standards of best practice
Governments want mechanisms to assess skills in the workforce - particularly of migrant labour
Employers want records of experience as well as skills
Individuals want to respond to job opportunities more quickly
5SC Skills Passports Added Value Structure
For the Employer
On line skills inventory - audit tool for team building
Link to job appraisal system - identifying organisation’s training needs & devising training plans
Change management tool - reducing risks in reconfiguing workforce to meet new challenges
5SC Skills Passports Added Value Tools
For the Training Provider
Planning tool - Up to date record of individual achievements & learning needs
Monitoring tool - records progress in learning
Recording tool - enables individual & group achievements to be recorded directly on to passports.
5SC Thank You
www.5sconsulting.com www.skillpassport.org