A Brief Overview

Introduction1

Written December 2010. By Naomi Whitman, Development Workerwww . cpal . info @cpal_nw naomi @ cpal . info 07580 089951

The Consortium for Participatory Arts Learning (C-PAL) was originally set up in 2005 in response to Arts Council England, North West research into continued professional development in the participatory arts sector, in which the need for this consortium was identified. The original set up was funded by Arts Council England, North West and was a group of regularly funded participatory led organisations across the North West.

C-PAL's main remit has been to develop an ongoing program of opportunities for continuing professional development (CPD) for people who are currently working, or want to work in the participatory arts sector.  It also provides a network to share ideas and issues and explore the development of the sector in the North West.Current members of the consortium is now 14 strong with membership from: Action Factory, More Music in Morecambe, Cheshire Dance, Community Arts North West (CAN), Cartwheel Arts, Mid Pennine Arts, Whitewood and Fleming , Collective Encounters, LIME, Osun Arts, Prescap, TiPP, Ludus Dance and Lanternhouse

Vision and Aims

To support and increase the capacity of the Participatory Arts and learning sector in the Northwest and beyond.

C-PAL Aims to:● Share knowledge and expertise● Promote a positive profile for participatory arts● Develop new opportunities and training for artists● Influence funders, Public and 3rd Sector organisations to embrace creative

partnerships

The three key dimensions to CPAL's work are: Advocacy, Networking and Professional Development:Advocacy – Raising the profile and influence of the sector through:

● Sitting on appropriate boards and networks● Leading and generating ideas for the development of new opportunities

for the work● Increasing the reach of the organisations the network represents.

Networking – providing space for the sector to share and learn from each other.

● Face to face meetings, as well as online forums and discussions.● Knowledge sharing● Focus on real issues● Sharing expertise

Professional Development – Increasing the capacity of participatory Arts Workforce by:

● Improving Project Management through it’s training course● Mentoring to professional standards

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Written December 2010. By Naomi Whitman, Development Workerwww . cpal . info @cpal_nw naomi @ cpal . info 07580 089951

● Setting core competencies for professionals: assistance in this adoption for organisations.

● Route for practitioners to accreditation ● CPAL as a hub (real & virtual) for knowledge & information

Added Value for members:● Access to opportunities; ● Access to experts; ● Strategic collaborations between members; ● Problem solving forum; ● Forum for Thinking Bigger; ● Shared capacity

Structure of C-PAL

Meetings and membersThe consortiums 14 members currently meet formally on a quarterly basis, at a members venue. It is usually a senior member of the organisation who represents them here, or least someone responsible for the participatory element of that company. All members are encouraged to attend each meeting, with membership queried on failure to attend less than 50% per year, without apologise.

Development WorkerC-PAL currently employs a development worker 7.5 hours per week, to expand and promote the consortium. They produce a monthly “News Round” to encourage internal communication between the network and to provide a platform for members to share their successes and learning.They are charged with improving the visibility of the consortium, as well as arranging and managing C-PAL’s two main programmes:

● Project Manager Training course● Core Competency Framework

WebsiteC-PAL’s website: www . cpal . info is currently an access point for members and provides information about each member organisation and what C-PAL exists to do.C-PAL will be developing their online presence over the next year, with the website being content focused to encourage wider usage. As well as offering support for practitioners and smaller organisations across the Northwest. The website will become an online platform to share the core competency framework, generate dialogue for the sector across the region and provide links further a field.

Programmes

Project Manager TrainingThe aims of this project are to:

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Written December 2010. By Naomi Whitman, Development Workerwww . cpal . info @cpal_nw naomi @ cpal . info 07580 089951

● Offer a major career development opportunity for individuals and organizations.

● Develop project management training for artists and other workers in the participatory arts sector.

● Achieve a strong base of project managers who can work across the sector.

● Enhance the project management and delivery mechanisms throughout the sector.

● Build the capacity of organisations to deliver high quality artistic outcomes.

● Help provide a positive foundation for the long-term development of the participatory arts sector in the North West.

● Provide high quality CPD, helping to retain arts practitioners in the sector.

C-PAL have already run one project management training course and have G4A funding to deliver it twice again over the next two years. The training runs over 10 days and will be delivered once a week or twice a month. These courses will not provisionally include the mentoring side of the training. This maybe included as an additional thread at a later stage, as suggested in the evaluation.

Core Competency FrameworkC-PAL invested in extensive research and development of the Core Competency Framework in 2007. Phase two of the Framework development will be to pilot the framework with C-PAL members, evaluate its uses to date, amend where needed, publish and launch the framework nationally with a series of workshops on how it can be used as a practical tool.

Key findings from the phase will enable clearer understanding on:● Developing organisational structures and role profiles relevant to the scale

of the organisation.● How to use the framework for staff development – how to develop your

staff and provide progression routes, staff appraisals, CPD and succession planning.

● How to use the framework for recruitment of staff● How to use the framework to evaluate projects and programmes with links

to how we define “excellence”.● How to define which role is required – a lead artist or project manager.

C-PAL are currently in the process of putting mechanisisms in place to be able to analyse, test and consolidate the framework with 5 identified member organisations. From here C-PAL will produce the tools to share and equip organisations to implement the framework.

Key Priorities for 2011

Advocacy● Deliver a launch event for the CCF and publish it on the website – towards

the end of the year.● Create a more online presence for C-PAL.

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Written December 2010. By Naomi Whitman, Development Workerwww . cpal . info @cpal_nw naomi @ cpal . info 07580 089951

● Map member’s influences across the region and develop wider representation on boards and “top tables.”

Networking● Increase access to the consortium for other participatory arts

organisations and individuals through the website and face to face meetings.

● Network and develop links with other regional networks, through Mailout’s application for a national hub.

● Encourage regional development and joined up thinking within the network; to share resources and burdens in response to ACE results.

Professional Development ● Delivery and development of Project Manager Training course. First course

to be completed. ● Pilot, test and embed the CCF in 5 trial organisations - alongside PHF

project.

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Written December 2010. By Naomi Whitman, Development Workerwww . cpal . info @cpal_nw naomi @ cpal . info 07580 089951