1 copyright. all rights reserved. city & guilds for business 2011 simon witts director, city...

1 Copyright. All rights reserved. City & Guilds for Business 2011

Simon Witts Director, City & Guilds for Business17/11/2011

UVAC ANNUAL

The role of awarding organisations in the development of the skills of the workforce at levels 4 - 8 in the context of the HE White Paper, partnerships with HE and FE and individual and employer need

CONFERENCE 2011


WHO ARE CITY & GUILDS FOR BUSINESS?

•Part of City & Guilds Group - the worldwide charitable organisation governed by Royal Charter - created in 1873

•City & Guilds is the largest vocational education business - solely focused on work-based learning - recognised in over 65 countries - network of experts and professionals

•Our Qualifications are renowned as practically-based and incorporate highly regulated assessment and testing outcomes - developed with industry

•We have worked with businesses throughout our history City & Guilds has an excellent track record of working with businesses to build and map programmes to qualifications or accredit training

•We have launched a new dedicated Employer Arm, within our charitable purpose, which went live on 3rd October 2011 as a single channel to work with employers


Training Employers

OtherAO’s

City &Guilds

products

ILMProducts

OtherProducts

OtherPTP’s/

Colleges

TrainingStrategyAdvice

TrainingDelivery

MatchingMappingSelection

TrainingMaterials(Print / e)

EmployerFocus

City &Guilds for Business

Employer Business

Accreditation

DeliveryTools

TrainingSupport

OUR NEW FOCUS

Copyright. All rights reserved. City & Guilds for Business 2011

4

THE WIDER CONTEXT

• Vocational stretch at Levels 4 - 8 (England) is becoming increasingly important in a high-value market place and competitive global economy

• There are proven industry skills gaps, employer desire and AO capability to help develop the right qualifications at higher levels which are industry-led and genuinely place the employer at the heart of the process

• At City & Guilds we aim to improve the lives of talented individuals, and work with employers to improve their business results which improves economic growth. We achieve this through a variety of initiatives including:

• Working with Employer to shape return on investment through KPIs • Million Extra leading to ‘Case for Change’• Business in the Community ‘Work Inspiration’• Social wellbeing indicators


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• Employers do train.

• They commit and invest huge amounts of time and money into training their workforce

•Figures quoted are as high as range from £39.2 billion or £1,700 per employee (NESS 2009) when the contextual labour costs are included

• But – it’s often a ‘Parallel universe’: employer activity exists in a parallel space to the education and skills system

•much work by small private companies e.g. day courses is not included in aggregate estimates by national skills policy and assessment

• How can we join the two up together effectively ?

THE WIDER CONTEXTWhat are employers’ issues?

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Customer-Facing Training

Retail arrival

Welcome & security Cafe/RestaurantShopping Check-out Retail departure

Entry toRetail

LogisticsWarehouse.

General Call CentreSupport Roles

Pre-Employment

InductionShop Floor Skills

Accreditation

Progression

National Occupational Standards (NOS)/Qualifications

New Material

Specialisation.

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THE EMPLOYER CUSTOMER JOURNEY


How would we join up the two systems?


FROM 14 TO CEO

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• Graduates will pay more towards the cost of their degrees, but – in return – the Government's proposals intend to improve the student experience, expand choices and make universities more accountable to students

• Proposals specifically relevant to employers and/or AOs include:• Ensure better information for students before they apply, greater transparency in

areas such as feedback on their work, better preparation for the job market and some destination data

• Encourage universities to engage actively with employers to accredit or “kitemark” courses to indicate to students that they are valued by them.

• Clearly with the new loans system and upfront costs, many young people will now be considering other alternatives and employment-based learning and qualifications

THE CONTEXT OF THE HE WHITE PAPER


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WHAT ARE THE CHOICES ?


How can employers move forward in this landscape?

• Employers can move some of their activity away from Universities towards vocational programmes

OR

• We can join-up vocational and academic programmes into a single cohesive programme with clear progression

10

240

120


A LEARNING SPINE


WORK EXPERIENCE

COMBINED DEGREE LEVEL/HIGH-LEVEL APPRENTICESHIP PROGRAMMES

VOCA T I ONA L

P A T HWA Y

ACAD EM I

C

P A T HWA Y

RETAIL OTHERFLIGHT DECK

40

240

300

360

120

Level 6

Level 5

Level 4

300

360

RETAILOTHER FLIGHT DECK

40

Credits Credits


THE OPPORTUNITY

• A broad and deep programme to map all job roles to Qualifications at all levels

• Sector-by-sector, job-by-job, level-by-level comparison of competency requirements of the job against qualification standards

• Result would be a nation where people could enter practical learning gaining a feel for pathways to employment as early as 14 – including broad and high-quality key skills - and progress or move around freely between roles and companies without duplication

• In some cases, Regulators can also recognise equivalence between standards and qualifications and exchange for a licence


THE FUTURE

• A real opportunity to embrace vocational and academic qualifications together with equivalence to job-related standards and competencies at all levels

• Honours Degree pathways for work-based learning (Level 6) programmes and beyond

• Timing is perfect with a Government focus on craft and vocational skills and the HE White paper

• City & Guilds for Business are working with partners to play a key role in bringing this alive – there is much more to come – WATCH THIS SPACE!


THANK YOU

1 copyright. all rights reserved. city & guilds for business 2011 simon witts director, city...

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