confirmation of need report for proposed new …...confirmation of need for a new qualification will...

Confirmation of Need Report

for

Proposed New

Hairdressing Qualification Suite

May 2012

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Index

1. Purpose of this document ...................................................................... 3

2. Document Scope .................................................................................. 3

3. Industry Profile ..................................................................................... 4

Environmental Assessment .......................................................................... 5

Business characteristics .............................................................................. 7

Worker characteristics ................................................................................ 9

Salon Roles ............................................................................................. 10

Supply and Demand ................................................................................. 11

The Training Environment ......................................................................... 12

4. Current qualification suite .................................................................... 14

Delivery .................................................................................................. 14

Performance ............................................................................................ 17

5. Proposed new qualification suite ........................................................... 20

Key decisions ........................................................................................... 21

Proposed Qualifications ............................................................................. 22

Consultation Feedback .............................................................................. 27

6. Stakeholder involvement ..................................................................... 31

Stakeholder Profile ................................................................................... 31

Advisory and Governance Group ................................................................ 31

Surveys .................................................................................................. 32

Additional consultation and research ........................................................... 33

Appendix 1 – NZQA and TEC Data Extracts for 2010 ........................................ 35

Appendix 2 – List of Current Qualifications on the NZQF ................................... 37

Appendix 3 – Proposed Hairdressing Qualification Suite ................................... 40

Appendix 4 – Relationship between Qualification Suite and Salon Roles ............. 41

Appendix 5 – Stakeholder Profile ................................................................... 42

Appendix 6 – Employer Survey Results Detail ................................................. 45

Appendix 7 – Learner Survey Results Detail ................................................... 46

Appendix 8 – Qualifications landscape in the Hair and Beauty Sector (NZIER) ..... 49

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1. Purpose of this document

1. The qualification review process has a number of mandated steps. One of

these is the submission of a Review Report at the end of a review which is supported by Applications for Approval to Develop for each new qualification identified.

2. A key element of each Application for Approval to Develop is the confirmation of need for the proposed qualification. NZQA’s Guidelines for approval of

qualifications at Levels I-VI for listing on the New Zealand Qualifications Framework outlines the requirements for this element:

Confirmation of need

Confirmation of need for a new qualification will include the following distinct components:

Needs analysis – A comprehensive investigation and analysis to quantify

need in terms of both supply and demand, identify gaps, and any

potential strategic benefits

Consultation with mandatory and other stakeholders – Consultation

to confirm need and strategic fit, sufficiency of demand and potential life

span of the new qualification.

The results of the analysis and consultation must be included in the form of a

report as evidence in the application. The report should include (as a minimum) the scope, methodology and findings for the exercise and will be expected to confirm sufficient supply of learners and demand from end users,

e.g. employers and communities.

3. This document presents evidence confirming the need for all of the qualifications proposed under the new qualification suite and should therefore

be read alongside each of the individual Applications for Approval to Develop.

4. It focuses on responding to the following evaluative question posed by NZQA:

“How do you know and what evidence do you have in support of the proposed qualifications that these are the right qualifications for your industry?”

2. Document Scope

5. This document relates to the review of all 63 hairdressing qualifications at Levels II-V on the New Zealand Qualification Framework (NZQF). The review

process considered all roles within hairdressing salons and involved mandatory and other industry stakeholders.

6. While all Barbering qualifications on the NZQF were reviewed in parallel with hairdressing, a separate document has been prepared for the confirmation of need relating to the new Barbering qualifications.

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3. Industry Profile

7. The hairdressing industry is part of the wider hair and beauty sector which, at

the 2006 Census, represented around 1% of the New Zealand workforce.

8. The hairdressing industry is characterised by:

• Service and customer care ethic

• Artistic competencies and flair

• Fashion and fashion judgement

• Manual adeptness and dexterity

• Intuition and sound service judgment (as to client needs)

• Inter personal skills including well developed good communication skills

• Attractiveness to, young women in particular, as an attractive employment pathway

• Physical contact with the client and the responsibility of dealing professionally with a clients hair to facilitate enhanced projection without

harm, e.g. from misapplied colour, etc

• A client relationship often more closely attached to an individual stylist than a business. This relationship can predominate over the business,

i.e. stylist moves – client moves with them

• Higher than average worker turnover1 (movement between salons), and workers that temporarily leave the industry (occasioned by motherhood, overseas travel, life changes, etc) often returning in a part-time capacity

9. It offers good employment prospects2, opportunities for creative expression, travel, ability, to set up in business with little capital outlay, to progress to

teach others, to work in the film, TV, fashion or performing arts, and to come in contact with a diversity of interesting people.

10. The industry is supported by a range of partners including the industry association, the industry training organisation, training providers and product suppliers.

11. The industry’s association is the New Zealand Association of Registered Hairdressers (NZARH). NZARH is the umbrella organisation for 15 Regional

Associations that represent approximately one third of the industry’s employers. Membership is open primarily to salon owners and salon managers, with secondary membership available to a range of other people

involved in the hairdressing industry, including training providers.

1 An analysis undertaken by the Industry Training Federation in 2010 (based on LEED) indicated that in 2008, the quarterly worker turnover rate in the hair and beauty sector was 19%, slightly higher than across all sectors (17%). 2 Refer EER figures for progression to jobs in the hairdressing industry.

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Environmental Assessment

12. The following environmental assessment follows the PESTE format:

Political

• The Government is keen to rationalise funding for education provision.

Funding to be focussed on developing competencies for industry, with an emphasis on training for productive areas of the economy particularly those having an international trade perspective.

• There is a focus on the emerging workforce generation being educated, trained and supported to gain engagement in industry - objectives include increased engagement in education and training and the

acquisition of general skill sets inherent in workplace socialisation and participation.

• The Government’s view is that much of general skill and competency

development can be done on a generalised basis at both low and high levels with industry context being gathered and assimilated via overlays or through succeeding qualifications.

• There is increasing emphasis on provider educational performance indicators (EPIs) showing those who start courses complete them, and the efficacy and relevance of that training, i.e. those that gain

qualifications are readily recognised as having the requisite skill set to take up industry roles. There is also interest in graduate placement.

• Government seeks for the overall training investment to be more closely

aligned to labour market demand analysis.

Economic

• Hair expenditure is seen as a discretionary spend and influenced by disposable income changes.

• There are no national statistics available on business revenue trends to

indicate what financial impact the recent global downturn and local recession is having on the hairdressing industry. However, anecdotal evidence suggests that the number of salon clients is not reducing;

rather the time between each client’s visit to a salon is lengthening.

• The nett drop in the number of salons between 2008 and 2010 would indicate there has been some impact on businesses, however, the

percentage is small (3.1% drop) and employee volumes have remained relatively constantly throughout the same period.

• A survey3 of 122 salons carried out by one of the industry’s major

product suppliers between 2010 and 2011, has provided some information on average business revenue. The survey produced the following indicative information:

– There are an average number of 450 client visits to a salon per month

3 The survey was undertaken by L’Oreal and the salons included in the survey were randomly selected using two criterion – they must have completed one treatment in the previous month and have a computer to enable completion of the survey online.

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– The average monthly turnover per salon is $32,000 (GST inclusive)

– The average annual turnover per salon is $345,000 (GST inclusive)

– Each stylist is worth around $100,000 per annum in revenue

Social

• It is cultural norm to regularly acquire a haircut and style. This has been part of European culture for hundreds of years. It is a mixture of utility,

e.g. hair out of the eyes, etc, and (artistry) presentational aspect. For many this function is performed at the hair salon. The hairdressing industry performs a professional service which provides a state of

wellbeing. It has been defined as socially transformative and important.

Technology

• Changes in technology are expected to have limited impact on the intrinsic practical skills of hairdressing, i.e. cutting, blow-waving, setting,

long hair styling, hair and scalp treatments, colouring, chemical waving, straightening, and hair product advice. Areas of change here may

include the use of visual consultation aids and the application of new technology in the tools and chemicals used.

• However, the advent of ITC to support these skills is having, and will

continue to have, a large impact. Computerised appointment, accounting and stock management systems support sound salon practice however often require significant upskilling of salon staff.

• In addition, TEOs are beginning to implement online learning activities which will ultimately change the learning environment, e.g. Wintec m-learning and e-learning forums, Moodle platform for hairdressing, the

National Certificate in Hairdressing Advanced Cutting, and the ‘Aquarius’ interactive literacy tool for salons.

Environmental

• Environmental issues arise through the chemicals used and dispersed through wastewater systems. There is a movement to use less damaging chemicals (to the human hair and the waterways). It is expected this movement in chemical sensitivity will be facilitated by the

development of semi or fully organic based products. There will be an increasing need for knowledge of chemical impact and risks to personal

and environmental wellbeing and related safe management practice.

Future

• The cultural norm to regularly acquire a haircut and style is not expected to change over time. There are limited changes foreseen in the

hairdressing skill sets required over the next 10 years.

• However the quality of service expected by clients is likely to increase, as the client base ages and becomes more informed.

• The aging population will also impact on the sector with competition for

workers intensifying as the working age population diminishes.

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• There is a possibility that existing support roles may become more diverse, e.g. division of duties, employment opportunities for non-qualified staff (such as the practice in some USA salons of employing

‘shampoo assistants’ who are also responsible for daily salon cleanliness, laundry), etc.

Business characteristics

13. Note: It is difficult to source specific data on the hairdressing industry, as the majority of data collected by Statistics New Zealand and the Department of

Labour is combined with Beauty industry data under the Hairdressing and Beauty Services classification. However, given that the hairdressing industry

is the larger of the two sectors (74%)4, it is reasonable to assume that any identified ratios and trends are representative of the hairdressing industry.

14. The type of businesses in the hairdressing industry range from sole trader

operations, to corporate organisations employing five to ten people per salon with multiple salons within the chain.

15. In 20105, there were around 3,850 businesses operating across New Zealand in the hairdressing and beauty sector. An estimated 38% of these were sole traders and 49% employed between one and five workers. The total number

of employees was around 9,610.

16. The number of businesses in the sector grew steadily between 2001 and 2009, with an average nett increase of 119 per year reaching a peak of 3,896

in 2009. A slight drop of 46 brought the nett number in 2010 to 3,850.

17. The growth of employee volumes followed a similar trend to that of

businesses. Numbers increased at an average of 420 per year, reaching a peak of 9,920 in 2008, before dropping 360 in 2009 and steadying at 9,610 in 2010.

4 The number of people identifying as hairdressers in the 2006 Census was 8,769 compared to 3,093 people identifying as beauty therapists. Assuming this is an effective predictor of the size of each industry, hairdressing represents 74%, compared to beauty at 26%. 5 Source for the data in this section - Statistics New Zealand July 2011.

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18. The regional distribution of businesses was also generally consistent with

workers:

Businesses Workers

Northland 3.0 % 2.5 %

Auckland 33.3 % 31.9 %

Waikato 8.3 % 7.7 %

Bay of Plenty

6.2 % 5.5 %

East Coast 4.2 % 4.0 %

Taranaki 3.0 % 3.1 %

Manawatu 4.6 % 5.2 %

Businesses Workers

Wellington 11.9 % 13.6 %

Nelson/Tas 2.3 % 2.5 %

Marlborough 1.2 % 1.2 %

West Coast 0.6 % 0.6 %

Canterbury 14.6 % 14.3 %

Otago 4.7 % 5.3 %

Southland 2.1 % 2.6 %

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Worker characteristics

19. Key findings from the analysis of the 2006 Census results undertaken by NZIER in 2007, indicate the following worker characteristics6:

• Around 8,750 hairdressers were working in the industry

• Just less than 500 people worked as hair or beauty salon assistants and just less than 250 people were hair or beauty salon managers

• The average age of people in the industry was 34 years, compared with 41 years across all industries

• 88% were women, compared to 47% across all sectors

• 80% identified as European (69% across all sectors)

• Maori and Pacific Peoples were underrepresented with Maori at 9% and Pacific Peoples at 2% (11% and 5% respectively across all sectors)

• 31% worked part time, (23% across all sectors)

• 24% were self employed (12% across all sectors)

• People working in the industry earned around 40% less than those across all sectors

• 38% held a Level IV certificate (11% across all sectors)

• 11% held no post-secondary school qualifications (18% across all sectors)

20. While the above statistics show a higher than average percentage of female and European ethnicity representation within the hairdressing industry, there are no significant physical or academic barriers to entry. That said, a good

level of literacy and numeracy is required to succeed.

21. Literacy and numeracy has long been identified as an issue in the industry.

Hairdressing is often perceived as a low skilled career pathway resulting in entrants potentially needing literacy support. Research completed by Workbase (workplace literacy specialists) in 2005, resulted in the creation of a

‘Literacy on the Job Profile7’ which describes the main literacy and numeracy tasks in various jobs within salons and explains how frequently they are used.

22. Embedding literacy and numeracy into hairdressing training across both apprenticeships and full time study pathways has been underway since 2005.

6 The 2006 Census is the most current source of data available on worker demographics, as it is the

last Census to have been undertaken by Statistics New Zealand. 7 http://www.workbase.org.nz/knowledge-centre/downloads/literacy-job-profiles.aspx

http://www.workbase.org.nz/knowledge-centre/downloads/literacy-job-profiles.aspx

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Salon Roles

23. Multi person salons work on a hierarchical division of duties, defined primarily by skill levels. Depending on size, the positions are typically:

Traditional

description

Alternative

description

Skill profile

Salon Manager

(often Professional

Stylist)

- Able to manage HR processes, forecast and

grow the business. Also able to commit

and contribute to peak body discussions.

Advanced

Stylist/Colourist

- Able to deliver creative styling at a level

above professional stylist. Has the skill to

diagnose and offer creative solutions for all

hairdressing problems.

Professional Stylist

(Stylist)

Qualified

stylist

Possesses full range of hairdressing skills

and able to work unsupervised. Also able

to manage a book/column and train

apprentices.

Has the skill to diagnose and meet

requirements for hairdressing problems.

Intermediate Stylist Year 2 or

apprentice

Support person for stylist. Able to perform

limited solo services including hair up and

styling and limited colour work under

supervision. Also stock ordering rotation

under supervision.

Can, under limited supervision, perform

perm winding and neutralizing.

Takes responsibility for cleaning and health

and safety within the salon and general

salon client care.

Salon Assistant

Year 1 or

apprentice

Basic reception and appointment

management, stock ordering rotation,

preliminary client interaction - all under

direction.

May also perform the shampooing, colour

removal and neutralising under direction.

Salon Junior – Part-

time Beginning

Year 1 or

apprentice

Carries out cleaning tasks and other non

client related tasks. Aware of health and

safety within the salon.

24. The nexus of any salon is the Stylist and the related book/column (set of clients). The majority of salons rely on repeat business which is in turn reliant on the stylist’s ongoing competency, overall performance, projection, and

ability to bring about the desired level of client transformation.

25. A small section of the industry differ from the above model, instead locating

themselves in high traffic areas such as shopping malls, and relying on casual clientele. This includes businesses offering limited services such as ‘cutting bars’ or ‘colouring bars’.

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26. The role of trainer within a salon can be undertaken by either a professional or advanced stylist, subject to the individual holding the National Certificate in Hairdressing (Professional Stylist) Level IV, or having equivalent skills and

knowledge.

27. In addition to the practical skills required for hair treatments, styling, cutting,

colouring, and chemically waving or straightening, the industry also requires interpersonal and communicative skills and a high focus on personal presentation. The latter skill set being portable across a wide range of service

occupations.

28. As the personal nature of the services offered often requires more in-depth

interpersonal and communicative skills than for other service occupations, hairdressing industry workers tend to be highly sought after by other service industries.

Supply and Demand

29. Demand in the industry is driven by a combination of business growth,

business births and deaths, and to a lesser extent industry turnover8. A definitive figure for demand per annum has been hard to determine. For example:

• In 2007, the annual industry turnover rate in the hair and beauty sector was 10% - slightly lower than across all industries (12%)9. This equates to approximately 900 new personnel.

• In 2009, a Department of Labour report estimated the demand for new personnel in the hairdressing industry to be over 500 per annum.

• This figure was consistent with the results reported in 2009 by the Industry Training Federation (ITF), following a research project on supply

and demand across all industries. The ITF estimated the need for approximately 500 new graduates per year in the hair and beauty sector.

• The NZARH consider the average industry tenure is 8 years (12% turnover). This would equate to around 1,100 new entrants per annum.

30. It is likely the level of demand predicted in 2009 has not changed significantly as a result of the local recession, given the relatively small drop in the

number of businesses between 2008 and 2010 and the relatively stable nett workforce volumes.

31. The industry continues to cite a shortage of qualified hairdressers, i.e. individuals with the National Certificate in Hairdressing (Professional Stylist) Level IV or equivalent skills and knowledge.

8 “Industry turnover” relates to the movement of workers between industries, while “worker turnover”

relates to the movement of workers between salons. 9 Source – “Qualifications landscape in the hair and beauty sector – Background research to support

the Targeted Review of Qualifications”, September 2011 – NZIER.

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32. Data sourced from TEC indicates a high volume of people completing qualifications in 201010:

Level III Level IV Level V Total

ITPs and PTEs 1,354 510 6 1,870

ITOs 6 25611 0 262

Total 1,360 766 6 2,132

33. These figures do not directly relate to the number of graduates seeking employment each year for the following reasons:

• There will be a number of Level III full time learners that will stay on with their training provider to complete the Level IV qualification

• There will also be a number of international students completing at Level III or 4 who will return to their home country

• The 262 graduates from apprenticeship based programmes are already in employment

34. However, even after taking account of these reasons, it is likely that the number of graduates seeking employment in the industry each year is above

the identified need of between 500 and NZARH’s estimated1,100.

35. It is important to note here, that individual PTE review group members

reported their engagement statistics did not reflect this oversupply, e.g. Serville’s Academy confirmed a nine year average industry engagement percentage of 74% (with a recent annual statistic of 87%).

The Training Environment

36. There are currently 35 accredited training providers delivering programmes

leading to qualifications on the NZQF. A total of 26 of these providers have their own local qualifications listed on the framework.

37. The ITO for the industry arranges training leading to the five national qualifications it has listed on the framework.

10

As the ITP and PTE completion data provided by TEC related to courses and not qualifications, a

ratio (based on the ratio between course enrolments and EFTS) was applied to the data to calculate an estimated number of qualification completions for training providers. (EFTS is the mechanism used by TEC to calculate funding for ITPs and PTEs – one EFTS equates to one equivalent full time student.)

The statistics in this and other tables in this section should be read in conjunction with Appendices 1

and 2. 11 Data sourced from NZQA (refer Appendix 1) shows a total of 286 individuals completed the final unit standard 2757 in the national qualification level 4 in 2010. As this is the final unit required for the qualification, this would indicate 286 and not 256 completed in 2010. This discrepancy between NZQA and TEC records is most likely due to a difference in timing in the processing of data reported by the ITO. For consistency, the TEC reported figure has been used in this report.

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38. TEC funds ITOs and training providers for the arranging and provision of training respectively, using different formula driven rates.

39. TEC data for 2010 indicates the level of funding provided to each of the three

primary TEO groups:


ITPs and PTEs $10,548,629 $4,196,535 $51,691 $14,796,855

ITO $20,600 $3,062,995 $9,793 $3,093,388

Total $10,569,229 $7,259,530 $61,484 $17,890,243

Figures based on course completions only

International education

40. International education is seen by Government as an economic priority for New Zealand. Training Providers are keen to respond to this focus by offering

a qualification suitable for international education.

41. The NZ Immigration Service requires a two–year study programme for international students which offers a National Certificate at Level IV or higher

on completion.

42. International students who wish to become professional stylists in

New Zealand are currently required to complete the National Certificate in Hairdressing (Professional Stylist) Level IV. To achieve this qualification, a period of time employed in a salon is required to prove commercial viability.

43. NZARH members have been strong in their opposition to hosting international students while they achieve this on-job component.

44. It is expected that, under the proposed new qualification suite, international students will be able to complete the New Zealand Certificate in Hairdressing (Hairdressing Skills) (Level IV) through a full time study programme, as this

will meet current study visa requirements.

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4. Current qualification suite

45. There 63 current hairdressing qualifications listed on the NZQF across

Levels II-V. Of those, five qualifications are national and 58 are local.

46. The number of qualifications (and their corresponding roles) at each level is listed below:

Level Role No. of

qualifications

Level II Introduction to Industry 11 (17.4%)

Level III Salon Support 33 (52.4%)

Level IV Stylist/Professional Stylist 16 (25.4%)

Level V Advanced technical & management qualifications 3 (4.8%)

47. The full list of qualifications is attached as Appendix 2.

Delivery

48. The majority of courses leading to the current qualifications have incorporated

unit standards as their assessment tool. The ability for unit standard assessment results to be recorded on an individual’s Record of Achievement supports easy recognition and comparison and allows for the transition from

full-time study to on-job learning and national qualification completion.

Level II

49. There are 11 local qualifications registered at this level. Learners gaining a

Level II qualification have usually completed a full time study programme with an accredited training provider and have achieved entry level hairdressing skills combined with generic work place skills.

Level III

50. There are 32 local qualifications and one national qualification at this level, with little difference in content across all 33. Learners gaining a Level III

qualification have sufficient skills to perform a range of assistant tasks supporting the stylist(s) in the salon under supervision.

51. Both the local and national qualifications can be achieved through full time study, with graduates typically completing a one-year programme with an accredited training provider. The national qualification can also be achieved

on- job as a limited apprenticeship. The apprenticeship takes around one year to complete and incorporates day release attendance at a training

provider as directed by HITO.

Level IV

52. There are 15 local qualifications and one national qualification at Level IV.

53. The local qualifications are delivered in the second year of a two-year full-

time study programme with accredited training providers. They produce

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graduates with the practical skills and knowledge that enable them to enter the workforce and apply their skills under supervision, in a commercial environment.

54. There are two primary pathways12 for delivery of the national qualification (National Certificate in Hairdressing (Professional Stylist)):

• Full time study with an accredited training provider for the majority of the qualification, with any outstanding unit standards to Level IV and the final two unit standards being achieved as an employee within a salon and either as a private learner, or under a training agreement with HITO,

or

• On-job training as an employee within a salon and under an apprenticeship (training agreement) with HITO. The on-job training

programme includes 49 off-job training days that are undertaken either as day-release or block course.

55. Both pathways are funded by the TEC albeit at different funding rates and requirements. The standard of assessment under each pathway is moderated by HITO.

56. Both full-time and apprenticeship models have their own attractions – while some learners thrive in the hands-on style of an apprenticeship, learning skills

‘on-the-job, others do better in full-time training. The choice is determined largely by a person’s personality, circumstances, level of maturity, experience and employment opportunities.

57. Regardless of the pathway, graduates must prove themselves commercially viable before receiving the National Certificate in Hairdressing (Professional

Stylist). This is enabled by the assessment of the following two Level V unit standards (one of which requires employer endorsed evidence of a personal client base of 25 clients a week, 15% of whom have revenue producing

chemical services):

Unit Standard 2757: Apply hairdressing services under workplace conditions

(20 credits)

Unit Standard 2759: Perform hairdressing services in a commercial salon (15 credits)

58. The assessments are conducted by an assessor from the industry and include employer verification and observation of commercial aptitude and integrated

fashion services in a commercial context, e.g. meeting industry timeframes.

59. For apprentices, these assessments are typically undertaken in the fourth

year of their apprenticeship. For those combining full time study and on–job training, the assessments are reliant on the person gaining employment and being in a position to build the requisite personal client base. This typically

takes six to 12 months to achieve once they are employed.

12 Learners are able to transfer between pathways if their circumstances change, e.g. a learner begins the qualification as a full time student, gains employment after one year, and completes their qualification as an apprentice.

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60. During the Hairdressing qualification review we have sought to clearly project the end destination for Hairdressing learners as the Professional Stylist qualification. At the same time the A & G Group sought to provide an

appropriate stepped educational pathway to fit different skill levels, aspirations, and roles within the salon. The primary apprenticeship pathway

is a 3-4 year programme resulting in the attainment of the Professional Stylist qualification.

61. The proposed new qualifications are able to better support the learner through

the provision of contributory qualifications along the pathway, e.g. Level II, Level III and Level IV (Hairdressing skills qualifications). These progressive

qualifications provide reinforcement to the learner and act as exit qualifications should final qualification completions not be achieved. Qualification completion percentages for the Professional Stylist qualification

range between 50% and 60%.

62. Towards the end of TRoQ process, it became apparent that different TEC

funding rules for different classes of learners impact differently on the application of the apprenticeship programme for learners and industry. The Modern Apprenticeship scheme is subject to a single complex programme for

both student and industry alike.

63. If a learner is outside the qualifying criteria for that scheme, they fall under

the industry trainee scheme. In that scheme (e.g. over 22 years of age) a complex programme is no longer accepted, and learners need to step through

the individual qualifications. This has a range of implications, including loss of end point focus, administrative load, and potentially periods of between qualification ambiguity in terms of the basis of employment, etc.

64. One proposed solution was to create a single aggregate Professional Stylist qualification comprising the individual qualifications. This would be a

composite qualification equivalent to the complex programme operated within the modern apprenticeship scheme. NZQA see this is as not aligning well with the principles of the TRoQ of making qualifications simpler, and avoiding

imbedded qualifications.

65. The alternative is to see if TEC can make an exception to their current

industry training policy, which we understand is shortly to be reviewed. The overall objective is to ensure that learners’ and industry’s needs are met and aligned, and that the focus is on an integrated programme of study, resulting

where possible in the completion of the Professional Stylist qualification, post commercial salon practice consolidation.

66. This issue could not be resolved at the time of application. It is recorded here so the issue can be addressed in the qualification development stage, through a three-way conversation with TEC, NZQA, and the Hairdressing qualification

development team.

67. In addition to the above pathways, HITO offers a ‘recognition of current

competence’ (RCC) pathway for people who have been in the industry for a minimum of 8 years and have either partially completed the qualification or have extensive experience within the industry. The pathway is referred to as

“Qualification by Experience” or “QbyE”.

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Level V

68. There are three national qualifications at Level V.

69. The first two qualifications relate to technical skills, i.e. advanced cutting and

advanced colouring. They take around 12 months to complete with training supported through an on-line learning package.

70. The third is a management qualification which is typically achieved through an RCC process similar to QbyE (primary difference being the way evidence is collected).

71. For learners requiring additional support in meeting the RCC evidential requirements for the management qualification, two limited credit

programmes are available, delivered by an accredited training provider contracted by HITO. The programmes are titled “Train the trainer” and “Advanced hairdressing” and allow the learner to gain unit standards toward

the qualification.

Performance

Level II

72. It is difficult to ascertain the performance of these qualifications as the learners entering programmes at this level are often young or have not

previously succeeded in formal education programmes. In addition, as fundamental life skills are often lacking, education providers are encouraged to include extra curricula activities in their programmes.

73. There is significant discussion with TEC and NZQA regarding the Youth Guarantee programmes at this level and what will constitute a full year

programme in relation to credits.

74. Level II qualifications are often an entry point for learners with literacy issues and provide both a valuable link between schools and the workplace and

support the Government’s strategy of increasing the number of young people moving successfully from school into tertiary education.

Level III

75. A total of 1,416 people enrolled in a Level III hairdressing qualification in 201013, which indicates a high level of interest from learners. The majority enrolled in full time study programmes.

76. In terms of performance, 1,360 people completed a Level III qualification in the same year.

77. While there are no statistics available to indicate the percentage of graduate placements in industry each year, the qualification level is recognised by

industry as an entry point and links to the salon assistant role.

13

Source – TEC data extract for 2010

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Level IV

78. A total of 1,157 people enrolled in a Level IV hairdressing qualification in 201014, which once again indicates a high level of interest from learners. Of

this total, 625 (54%) enrolled in full time study programmes and 532 (46%) enrolled in the national qualification (apprenticeship).

79. In terms of performance, 766 people completed a Level IV qualification in the same year. Of this total, 510 (66.6%) completed a local qualification and 25615(33.4%) completed the national qualification.

80. There are limited statistics available to indicate the percentage of graduate placements in industry each year, however, the 256 apprentices that

graduated in 2010 were already employed.

81. In relation to the local qualifications, review findings indicate that industry do not regard a person completing these qualifications as ‘fully there’ in

respect of fully independent operation, free from supervision or oversight.

82. In terms of the current National Certificate in Hairdressing (Professional

Stylist), there is strong support from stakeholders16 for the two prime pathways i.e. apprenticeship and full time study, and the ability to transfer between them.

83. However, full-time training providers are not able to provide the full National Certificate in Hairdressing (Professional Stylist) due to the following:

• The commercial viability evidential requirements within one of the final unit standards

• The requirement within one of the final unit standards for the learner to be employed in a commercial salon

• The requirement for the assessment of the two final unit standards to be completed by a HITO industry assessor and for the learner to be employed in a commercial salon

84. The time lapse between completing their full time study programme and meeting the above commercial viability requirements presents a risk for some full-time learners. While 97.8%17 of full time students responding to the

learner survey fully intend gaining the two final unit standards, there will be some who do not take that final step. Instead they will leave their full-time

course with their local qualification, join the industry and, depending upon competency, develop their client base, their income, and experience.

14

Source – TEC data extract for 2010 15

Data sourced from NZQA (refer Appendix 1) shows a total of 286 individuals completed the final

unit standard 2757 in the national qualification level 4 in 2010. As this is the final unit required for

the qualification, this would indicate 286 and not 256 completed in 2010. This discrepancy between

NZQA and TEC records is most likely due to a difference in timing in the processing of data reported

by the ITO. For consistency, the TEC reported figure has been used in this report.

16 Based on employer and learner survey results and input from the A&G Group members. 17

Unfortunately by the time the survey was ready for distribution many full time students had completed their

study for the year. Therefore the response rate was relatively low relative to the overall numbers participating as

learners.

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85. While the recognition of current competence process is a vehicle available to these individuals to be credentialised at a later date, there is a risk that they will choose never to become ‘qualified’.

86. The PTE and ITP sectors believe that apprentices and full time students who have met the requirements of the above national qualification with the

exception of the two final unit standards, should be awarded a nationally recognised qualification at Level IV that recognises this achievement.

87. This view was supported by the learner survey respondents who felt that

receiving a qualification each year which reflected the skills they had learnt would help them get jobs in the future (71.8% apprentices and 97.8% full

time students).

88. The industry association members felt strongly that individuals cannot be fully competent stylists until they can perform effectively in a commercial setting

as formally credentialised by the National Certificate in Hairdressing (Professional Stylist). They supported the following:

• The two final unit standards retaining their commercial viability requirements.

• The title “Stylist” or “Professional Stylist” being exclusive to the Level IV national qualification which contained the final two commercial based

unit standards.

89. While recruitment practice in the industry indicates that the national qualification is not an obligatory pre-requisite to employment, survey results

show that it is important to the final decision for 67.5% of employers.

90. Employers believe that new employees without the national qualification will

need time to show their competency in the salon. Typically, any prospective employee, from either pathway, is required to demonstrate their skills prior to salon employment.

Recognition of Current Competence

91. The 2006 Census identified that around 4,100 or 46.7% of people that identify as hairdressers hold a Level IV qualification (the statistics do not

differentiate between a local or national qualification).

92. There is an acknowledgement within industry that many skilled and capable

practitioners are not currently qualified and there is support for the wider implementation of Recognition of Current Competence or QbyE process.

Export Education (International)

93. A number of providers are keen to contribute to the Government priority of

sponsoring and delivering export education services. New immigration requirements define that this must be a 2 year course, completed at a

Level IV qualification or above. A number of providers are keen that the new qualification suite be capable of providing a 2 year programme with a Level IV completion. It was felt the primary demand related to the full time pathway

and therefore only a minority might seek to consolidate their practice and attain what is currently the National Professional Stylist qualification.

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International benchmarking

94. Over the last five years, HITO has been working with the recognised standard setting bodies from other countries to benchmark the National Certificate in

Hairdressing (Professional Stylist) against their respective qualifications. The purpose of this benchmarking exercise has been to provide international

transportability of skills through independent certification.

95. To date the qualification has been mapped against Australia, Canada, South Africa and Hong Kong.

Level V

96. The advanced cutting qualification was new to the sector in 2011, with trial groups completing the preliminary testing stage now. While anecdotal

evidence from industry indicates support for the qualification, it is too soon to make any judgements on performance.

97. Data on the first cohort of real learners will be available at the end of 2012.

98. While the advanced colouring qualification was listed on the NZQF in 2011, the arrangements for the on-job training programme are still being

finalised. Similar to the advanced cutting qualification above, anecdotal evidence from industry indicates support for the qualification, however

judgements on performance are not possible until the programme is fully implemented.

99. While business owners recognise that management skills are lacking in the

industry, the uptake of the current management qualification has been low due to:

• The content of the qualification being unfit for purpose in some areas – a lack of contextual learning.

• The RCC process being difficult to complete due to the restrictive requirements of a small number of non-hairdressing unit standards

within the qualification.

100. Changes were made to both the qualification and the RCC process in 2010, to make the qualification more salon focussed with more fit-for-purpose content,

and the RCC process simpler, more achievable and user friendly.

5. Proposed new qualification suite

101. The NZQA aim with the Targeted Review of Qualifications is to produce a simplified system of qualifications, across the vocational sectors, which will

provide learners with clear pathways to nationally recognised credentials in their chosen field of study.18

102. Accordingly, to be listed on the NZQF a qualification must be essential and relevant to its industry. There is an expectation that qualifications will be

18 http: www.govt.nz/studying-in-new-zealand/nzqf/targeted-review-of-qualifications

http://www.govt.nz/studying-in-new-zealand/nzqf/targeted-review-of-qualifications

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stepped one above the other and a requirement that they will be distinctively different.

103. An Advisory and Governance Group led by an NZQA appointed independent

facilitator, and comprised of representative delegates from the various key and mandated stakeholders, was established to review the current

hairdressing qualifications listed on the NZQF and develop a new simplified and relevant qualification suite.

104. The group agreed that the level of current qualification proliferation in the

hairdressing industry leads to confusing service offerings and a lack of achievement, and set the objective to rationalise current qualifications into a

single qualifications suite, thereby reducing the total number on the NZQF to less than 10.

105. The Advisory and Governance Group was supported by two educational

specialists who respectively compiled the Graduate Outcome Statements/Strategic Purpose Statements, and this Needs Analysis document.

106. In developing the proposed new qualification suite, the review made a number of key decisions.

Key decisions

No Level I Qualification

107. Level I has been defined as an industry taster, designed for learners to avoid the price of engaging in either an apprenticeship or a full-time course to then

find a lack of fit with the learning and industry requirements. It is also driven by an objective to ensure that prospective apprentices/learners/employees

have some initial understanding as to the constructs of an industry, e.g. for hairdressing - customer care, personal presentation and projection, and administrative reception systems.

108. It was determined that the need for Level I knowledge and skills is more generic than solely relating to hairdressing, and can therefore be best

addressed through the existing development programmes of Gateway Programme, STAR programme and Youth Guarantee.

Level II Scope widened

109. The proposed Level II qualification will be sufficiently broad to attract young

people who have an interest in the personal services industry, which incorporates, hairdressing, beauty and barbering.

110. It is also designed to attract a range of learners from varying ethnicity and gender groups into the industry.

Level III Qualification retained

111. A Level III qualification will be retained as the entry point19 for apprentices and full time learners into the Level IV qualifications, with the content of the

19

The level 3 is a prerequisite for the level 4 qualifications.

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current 33 qualifications being largely replicated in the proposed new qualification.

Two Qualifications at Level IV

112. These two qualifications represent the reality that learners may achieve their

hairdressing training as either an apprentice in workbased training or in full time study through a training provider.

113. At the completion of the New Zealand Certificate in Hairdressing (Hairdressing Skills) Level IV, learners from both pathways will have the skills to provide a range of services in a hairdressing salon under a level of

guidance/supervision, but will require consolidation of practice to be regarded as fully competent in the workplace.

114. The New Zealand Certificate in Hairdressing (Professional Stylist) Level IV requires workplace experience for its award. Whilst at the same level as the

previous Level IV qualification in terms of its knowledge and skill requirements, it recognises that working in a salon allows learners to consolidate their practice in a commercial context and be a commercial

hairdresser.

115. While Rule LR16 of NZQA’s rules for listing a qualification on the NZQF, states

that “The qualification must normally be able to be delivered in a range of contexts and achieved through a range of pathways”, stakeholders are uniform in their expectation that the competencies required of a professional

stylist can only be demonstrated in a commercial environment.

116. Both qualifications lead to different graduate profiles at Level IV, as defined in

the NZQA table of level descriptors20 below:

Level IV: Knowledge Level IV: Skills Level IV: Application

Broad operational and

theoretical knowledge

in a field of work or

study.

Select and apply solutions

to familiar and sometimes

unfamiliar problems.

Select and apply a range

of standard and non-

standard processes

relevant to the field of

work or study.

Self-management of

learning and performance

under broad guidance.

Some responsibility for

performance of others.

117. This approach is consistent with most trade qualifications that recognise

skilled tradespeople to be commercially viable at Level IV. This model of differentiation of qualifications at the same level has already been accepted by NZQA for the engineering sector, i.e. New Zealand Diploma in Engineering

(Level VI) and New Zealand Diploma in Engineering Practice (Level VI).

Proposed Qualifications

118. It is considered that the proposed new qualification suite will meet the needs of both industry and the learners, while enabling both the ITO and training

providers to develop training programmes and courses to lead toward them.

20

http://www.nzqa.govt.nz/assets/Studying-in-NZ/New-Zealand-Qualification-Framework/requirements-nzqf.pdf

http://www.nzqa.govt.nz/assets/Studying-in-NZ/New-Zealand-Qualification-Framework/requirements-nzqf.pdf

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119. In addition they will result in a strengthening of the link between the learner and industry, provide greater clarity for learners and employers, greater equity to learners, less waste, and more effective investment in educational

funding.

120. The proposed suite is outlined below:

Level New Qualifications Current Qualifications

1 No qualification No current qualifications

2 New Zealand Certificate in Salon

Skills (Introductory) (Level II)

The current 11 qualifications at

Level II will be expired and replaced

by this new qualification

3 New Zealand Certificate in

Hairdressing (Assistant) (Level III)

The current 33 qualifications at

Level III will be expired and replaced



Hairdressing (Hairdressing Skills)

(Level IV)

The current 15 local qualifications at

Level IV will be expired and replaced



Hairdressing (Professional Stylist)

(Level IV)

The current national qualification at

Level IV will be expired and replaced

by the proposed suite of Level III and

4 qualifications


Hairdressing (Advanced Colouring)

(Level V)


Level V will be expired and replaced



Hairdressing (Advanced Cutting)

(Level V)





Hairdressing (Management) with

strands in Assessment of

Hairdressing, Tutoring of

Hairdressing and Salon Management



by existing or new generic

qualifications

121. Two diagrams illustrating the qualification suite pathway and the relationship between each qualification and roles within the salon are attached as Appendix 3 and 4 respectively.

122. The following section describes each proposed new qualification at Levels I-IV in more detail:

New Zealand Certificate in Salon Skills (Introductory) – Level II (60cr)

123. This qualification is specifically intended for people interested in working in a salon environment including, hairdressing, barbering and beauty therapy

salons.

124. The qualification is awarded to a graduate who, under direct supervision, has demonstrated introductory salon skills knowledge and skills and literacy and

numeracy skills relevant to the work context.

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125. It provides a pathway to enable learners to determine whether to undertake further training in these sectors of the personal services industry.

126. It may be offered in full or part, as an opportunity for secondary school

students to engage, whether through STAR, Gateway or Trades Academies, as a workplace trial or a full time course in a provider context.

New Zealand Certificate in Hairdressing (Assistant) – Level III (120cr)

127. The qualification is awarded to a graduate who, under supervision, can demonstrate literacy and numeracy relevant to the context and is able to undertake a range of tasks that support more senior colleagues and

professional stylists maintain commercial efficiency and effectiveness.

128. It may be achieved through apprenticeship based learning in the workplace or

full time study with an accredited training provider.

129. Holders of this certificate will be able to work as a salon assistant, performing

limited client and hairdressing services under direction of the senior stylist.

New Zealand Certificate in Hairdressing (Hairdressing Skills) – Level IV (120cr)

130. The qualification is awarded to a graduate who, under broad guidance, is able to provide a range of services in a hairdressing salon.

131. It may be achieved through apprenticeship based learning in the workplace or full-time study with an accredited training provider, after completion of the New Zealand Certificate in Hairdressing (Assistant) Level III or equivalent

knowledge or experience.

132. Holders of this certificate will be able to work as an intermediate stylist,

performing limited client and hairdressing services, under the supervision of the senior stylist. They will also take responsibility for cleaning and health and safety within the salon.

New Zealand Certificate in Hairdressing (Professional Stylist) – Level IV (60 cr)

133. This qualification is awarded to a graduate who is able to demonstrate the application of full hairdressing knowledge and skills in a commercial

environment through the acquisition of a level of clientele and the demonstrated ability to perform as a fully proficient hairdresser.

134. It may be achieved only through work based learning after completion of the

New Zealand Certificate in Hairdressing (Hairdressing Skills) Level IV or equivalent knowledge or experience.

135. Holders of this certificate will be recognised by industry as a qualified stylist and will be able to perform a full range of hairdressing services and run a column (set of clients).

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136. The review team focussed on Levels I-IV. Part of the rationale for this stance was that the Level Vs are a very recent development and have been subject to considerable sector consultation. The review group agreed that specialist

advanced qualifications in both Advanced Cutting and Advanced Colouring were important and should be part of the overall new suite. There was a

common understanding that these qualifications, once re-expressed in the new graduate outcome format, could be rolled over in their present form. It should be noted they have had very low take-up at this stage.

New Zealand Certificate in Hairdressing (Advanced Colouring) – Level V (42cr)

137. This qualification is for experienced hairdressers working within the hairdressing industry who wish to gain skills and knowledge in advanced hair

colouring.

138. It will be awarded to graduates who are able to: identify a wide range of

advanced hair colour work reflecting current and emerging trends, and analyse and explain how they were achieved; and complete a wide range of advanced hair colour work, reflecting current and emerging trends, within a

commercial hairdressing salon.

139. It may be achieved through work based learning, supported by an on-line

learning package and programme of study managed by providers in a commercial salon context

140. Holders of this certificate will be able to work as an advanced stylist within a

commercial hairdressing salon.

141. As noted in the table on page 23 there is not the same consensus regarding

the continuation of the present qualification in hairdressing management with its strands in assessment, tutoring, and salon management. The review considered that such a specialist qualification was unlikely to be best serving

the needs of the sector and that a more generic and broad based qualification or qualifications, relative to these strands would be more appropriate. The

intent therefore is to expire this qualification, the timing of which to be dependant upon the identification of the appropriate, more generic, qualifications that can sit in its place.

New Zealand Certificate in Hairdressing (Advanced Cutting) – Level V (42cr)

142. This qualification is for experienced hairdressers working within the

hairdressing industry who wish to gain skills and knowledge in advanced hair cutting.

143. It will be awarded to graduates who are able to: identify a wide range of advanced hair cuts and styles reflecting current and emerging trends, and analyse and explain how they were achieved; complete a wide range of

advanced hair cuts and styles, reflecting current and emerging trends, within a commercial hairdressing salon.

144. It may be achieved through work based learning, supported by an on-line learning package and programme of study managed by providers in a commercial salon context

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145. Holders of this certificate will be able to work as an advanced stylist within a commercial hairdressing salon.

New Zealand Certificate in Hairdressing (Management) with strands in Assessment of Hairdressing, Tutoring of Hairdressing and Salon Management

– Level V (58-86cr)

146. No new qualification is proposed. The understanding is that the current

qualification is expected to expire given its low take-up and the existence of equivalent, more generic qualifications that can equally if not better, meet the needs of learners. The specific details of the preferred generic replacement

and the phase out will be addressed during the development phase.

147. This qualification is for experienced hairdressers working within the

hairdressing industry who wish to gain skills and knowledge in assessment, tutoring and/or salon management skills.

148. It will be awarded to graduates who are able to: undertake a range of advanced hairdressing services for clients within a commercial salon; design a layout plan for a hair salon; and use advanced communications skills to lead

and mentor less experienced stylists within a commercial salon. In addition:

• Graduates of the Assessment of Hairdressing strand will be able to make fair, valid, and consistent judgements for assessment of hairdressing

against national standards.

• Graduates of the Tutoring in Hairdressing strand will be able to train and develop skills of hairdressing trainees

• Graduates of the Salon Management strand will be able to manage a small salon business within the hairdressing industry.

149. It may be achieved through an RCC process similar to QbyE.

150. Holders of this certificate will be able to, subject to the strand achieved, either

assess staff, train staff, or operate in a management role.

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Consultation Feedback

151. The Needs Analysis and Graduate Outcome Statements and Strategic Purpose Statements were twice circulated for consultation with external stakeholders.

This was after the representative Advisory and Governance group had worked through their process involving consulting with their own constituencies.

There was therefore an expectation that there would be reasonable alignment of the Advisory and Governance Group product and the wider industry groups.

152. Feedback was received from a number of stakeholder groups, including

providers and HITO.

153. All feedback was carefully reviewed and assessed and a wide range of

suggested revisions were included to strengthen the overall qualification suite. Changes were made to the Graduate Outcome Statements, Strategic Purpose Statements and the Needs Analysis.

154. Feedback was also received from stakeholders that could not be included or incorporated in the end result. Some stakeholders provided contradictory

material or their perspective did not have the required level of balance relative to all stakeholders needs.

155. A two-page note outlining the rationale for acceptance or non-incorporation of

feedback was provided to stakeholders. Further feedback was received from some either re-expressing the original view or contending with the logic used.

156. The review team determined the final Needs Analysis by:

• Reliance on NZQA process and outcome requirements

• Focusing on the practical application of the qualification suite

• Putting an emphasis on educational soundness

• Focusing primarily on the interests of industry and learners

157. The following were key issues from the consultation:

• That the current qualification called Professional Stylist should be a Level V not a Level IV. The ITPs in particular were keen to see this achieved and made various arguments for the suite having it.

• The lack of progression with two Level IV qualifications. Some put the case for a single combined Level IV qualification.

• Capstone unit. Qualification only able to be obtained in a commercial salon.

• Insufficient consultation, particularly with ITPs.

• The presentation format of the Level V qualifications. (Since rectified.)

• The lack of support for the Level V Management Qualification.

158. The team followed the logic detailed above in respect of the issues raised:

• The Level V proposition, as recommended by ITP's, was considered at length. The decision has made to retain the two level IVs on the

following basis;

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– The concept of bolstering the second Level IV qualification with additional material to make it a more viable Level V was seen as putting a barrier in front of learners seeking to gain their

professional qualification. A key objective of this review was to facilitate the pathway towards the common Professional Stylist goal,

irrespective of pathway. This provides benefits in terms of membership of the Professional Association and international qualification recognition. There exist within this hairdressing

qualification suite, advanced qualifications that will accommodate learners’ aspirations, and industry need, for advanced qualifications.

• Progression is being shown within the two level IVs. The first qualification relates to the acquisition of knowledge and skills, the second relating to the outcomes following consolidation of practice.

– This is in line with NZQA's approval of the New Zealand Diplomas in Engineering level VI.

– There is also a pragmatic rationale relating to;

– The retention of HITO funding at level IV to maintain retention of the apprenticeship pathway to continue to meet industry’s

expressed need to develop a considerable portion of the workforce through on job training/development.

– Provide flexible learning options for learners.

159. In respect of the two level IV qualifications one needs to consider the

alternatives. If it is called a Level V, even though it is a small qualification, then it does run into funding difficulties with TEC. From a purist sense one

can argue this should not have an impact, the real practical impact is that industry would be deprived of a large number of apprentices who are currently absorbed and needed by industry. Given the primary task of this

review was to ensure relevant solutions for industry, any positioning at Level V without any commensurate funding adjustment by TEC, would see a

less relevant provision of a qualified workforce.

• The other alternative is to bundle the commercial Level IV capstone with the Hairdressing Skills Level IV qualification. If the commercial

capstones are part of the Level IV Hairdressing Skills qualification then no full-time providers would be able to gain a completion in this qualification under current conditions. It was assessed that this was not

an appropriate outcome.

160. Possibly the biggest issue for this review was the aspect of the capstone units,

being units that can only be achieved in a commercial environment. Most providers, being either PTEs or ITPs, do not have commercial salons although some have quasi commercial salons. The ITO was staunch in its view, and

relatively well supported by industry that the Professional Stylist qualification could only be given to those able to demonstrate the skills honed in a

commercial salon. Whereas this conflicts with the NZQA requirement to normally acquire qualifications through a variety of pathways, due cognisance has to be given to the perspective of industry which is requiring work ready –

immediately productive personnel to appoint as Senior or Professional Stylists in their business.

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161. Some took the view that the Professional Stylist qualification, which has been defined as only able to be achieved through workplace practice, and therefore excludes providers, could not be supported. We understand this. They are

reflecting the pure position rather than the pragmatic, compromised position.

• A key focus of this review was accommodating the predominant interests of industry and ensuring qualifications were relevant to them. This

particular decision focused on that aspect.

• There are additional issues relative to these capstones, like the current HITO defined 25 clients per week. These issues will be addressed in the

second targeted review stage, i.e. the development of the qualification and the development of the accompanying conditions.

• Where training providers do have commercial environments operating, then this needs to be addressed in the conditions. It is not appropriate

to exclude salons if they are fundamentally commercial in their operation.

162. ITPs in particular provided feedback that they felt they had been insufficiently consulted or participating in this review. In many ways, much of their feedback related to issues that had been the focus of attention of the

representative Advisory and Governance Group during its early deliberations. These reviews cannot physically involve every stakeholder and therefore

representatives from the various stakeholders participate on behalf of each stakeholder group. The ITP groups were advised that representatives were

required and chose their own representatives through a selection process. There was a dual expectation that those nominated to act in this role would provide feedback to their fellow ITPs and/or PTEs and also that the ITPs and

PTEs, knowing that the Qualification Review Group would seek broad perspectives, contribute their views as the process progressed.

• In regards primarily to the ITPs it appears that did not happen. We were surprised to received forms indicating that mandatory stakeholders were either not or insufficiently consulted and communicated with during the review.

• The Needs Analysis highlights a range of communication devices the review used and it was felt that the biggest challenge was getting to industry and learners rather than well identified ITP and PTE

stakeholders. Two-thirds of the industry are not affiliated to the Association and therefore the review used two websites, communication

through the A&G members, surveys, presentations, and communications distributed through supplier distribution lists. It is difficult to understand how a provider sector focused on hairdressing could in April of 2012,

after ten months, indicate they had become disconnected with the review. This appears an avoidable position.

• The review group has sympathy for any PTEs who were inadvertently left out of the consultation. There was a core PTE group which contributed financially to the review. Whilst it is understood they sought to involve all parties, there may have been some omissions. If this is the case,

apologies are provided.

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163. Concern was expressed at the fast turn around required. There were two cycles of consultation in March/April. Deadlines and extensions were provided. Most stakeholders were able to meet the turnaround timeframes.

Some extensions were provided to facilitate greater levels of participation. In addition, the Christmas/January period is both a sector peak and a lull. There

was therefore a period of recess for the review.

• Some thought needs to be given as to the degree of time provided for consultation. It is noted that PTEs appeared to be more nimble and able to provide feedback faster than the ITPs.

164. Some ITPs raised questions relative to Level V qualification formatting. They have subsequently been represented in graduate outcome format

165. One proposal was that Level III was not 120 credits but perhaps half that allowing a semester split and exit, e.g. 17 weeks of study.

• Feedback was received, that the reason for so many local qualifications is that the Professional Stylist qualification was outside the scope of providers. Whilst we have now moved to New Zealand named qualification, the Hairdressing Skills Level IV Qualifications acts as the

replacement for many local qualifications.

166. The overall industry has been unable to resolve the issue raised by some

providers as to their ability to deliver the full Professional Stylist qualification with its consolidation of practice elements.

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6. Stakeholder involvement

Stakeholder Profile

167. The stakeholder profile for the qualifications included in this review is set out in the table attached as Appendix 5.

Advisory and Governance Group

168. As noted earlier in this report, an Advisory and Governance Group (A&G group) comprised of representatives from the various key and mandated

stakeholder groups was established to guide the review and develop a new qualification suite. Each representative was tasked with consulting with their constituency on developments and key decisions throughout the review

process.

169. The A&G Group comprised the following key stakeholder representatives21:

Name Position and

Organisation

Stakeholder group

Denise Whyte Salon owner, Wellcut and

More Hairdressing, Timaru

Industry (Small)

Aaron Karam-Whalley Manager, Team 7 Design,

Te Awamutu

Industry (Medium)

Julie Evans CEO, Rodney Wayne Industry (Large)

Ria Bond (Angeline

Thornley – alternate)

President, NZARH

General Manager, NZARH

Industry Association

Erica Cumming Chief Executive, HITO ITO

Jason Hare National Quality Assurance

Manager, HITO

ITO

Andrea Bullock Deputy Principal, UCOL

Wanganui / Chair of HITO

Hair Advisory Group

ITPs

Jane Barton Academic Director, UCOL

Wanganui

ITPs

Donna Bowman Programme Manager, SIT ITPs

Name Position and

Organisation

Stakeholder group

Debbie Barron Director Waikato School of

Hairdressing / PTE

representative on HITO

Hair Advisory Group

PTEs

Sharee Cawley Academy Manager,

Servilles Academy

PTEs

Mary-Ellen Orchard Qualified Stylist, Yahzoo Recent apprentice

21

A client representative from Wellington (Sharon van Gulik) was nominated and invited to participate, however, they did not

engage in the process.

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Hairdressing, Wellington graduate

Christa Rowling Apprentice, Bamba Zonke

Hairdressing, Wellington

Current trainee

(apprentice)

Gary Marshall General Manager, L’Oreal

(no attendance but

received minutes)

Product companies

Surveys

170. In addition to input from the A&G group members, the review also sought

feedback from employers and learners through the following two surveys.

Employer survey

171. The employer survey contained six key questions. Employers had access to the survey via both a link on HITO’s website and inclusion of the survey in an

issue of HITO’s quarterly industry magazine – FORMA (readership of approx 4,000) and an invitation to participate emailed to all employers on HITO’s

database (approx 1,000). A total of 271 responses were received, which equates to a 15% response rate.

172. Key findings included:

• 68.3% of employers felt the skills achieved in the current local and national qualifications were meeting their needs – while 14.4% did not agree

• 88.9% of employers felt it was important to be able to clearly identify the skill levels of staff by their qualification

• When recruiting staff, 67.5% of employers considered the current National qualifications (at Levels III and IV) were important to their final

decision

• 63.5% of employers felt the industry needed both apprenticeship and full time training pathways to complete hairdressing qualifications, 18.8%

did not agree and 17.7% had no opinion

• 56.1% of employers felt they needed a new Level IV qualification (excluding the two final unit standards) and an advanced qualification (including the two final unit standards and additional advanced units),

while 19.6% disagreed

• A total of 91.5% of employers wanted to see a clear set of skills achieved for each year of training or study that would be consistent across New

Zealand

173. Detailed results of the survey are attached as Appendix 6.

Learner survey

174. The learner survey contained around 20 questions. A core set of questions were asked of both apprentices and those in full time study, with the remaining specific to either apprentices or full time students. A total of 133

apprentices and 91 full time students responded.

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175. Key findings included:

• 63.9% of apprentices had completed a Gateway or preliminary course, compared with 23.9% of full time students. Both groups felt that a preliminary qualification would have been helpful (63.9%

apprentices and 64.4% students).

• While both groups felt that receiving a qualification each year which reflected the skills they had learnt would help them get jobs in the

future, full time students were much stronger supporters of this concept (71.8% apprentices and 97.8% students).

• The groups disagreed on whether hairdressing qualifications should be the same for both apprentices and full time students, with 66.2% of apprentices being against the proposal, compared with 84.6% of students being in support.

• There was general agreement to the industry retaining the two learning pathways to completing hairdressing qualifications (71.4% apprentices and 72.6% students).

• Both groups fully intended gaining the two final unit standards in the current Level IV national qualification (97.7% apprentices and 97.8% students).

• However, there were differing views on whether the two final unit standards should remain within the national qualification. While 68.9% of apprentices felt the standards should remain where they are,

54.9% of students wanted the standards to be part of an advanced qualification. Around 25.5% of both groups felt they should be a qualification on their own.

• Both groups felt the skills they were learning while either in a full time course or an apprenticeship would help them either get a hairdressing job or further their career in hairdressing (98.5% apprentices and 100%

students).

• Just over half of the full time students perform work in a commercial salon (55.6%) and 98.9% are intending to get a hairdressing job.

176. Detailed results of the survey are attached as Appendix 7.

Additional consultation and research

177. In terms of employer representation on the A&G Group, the NZARH

represents one third of employers, while HITO’s coverage includes salons that are either currently training or have a history of training – approx 1,000 from

a potential market of around 1,70022 employers (58.8%).

22

The number of people identifying as hairdressers in the 2006 Census was 8,769 compared to 3,093

people identifying as beauty therapists. Assuming this is an effective predictor of the size of each industry, hairdressing represents 74%, compared to beauty at 26%. Applying this ratio to the total number of hairdressing and beauty employers (2,299) means there are an estimated 1,700 hairdressing employers in New Zealand.

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178. To ensure that employers outside of this combined coverage were also given the opportunity to participate in the review, the group undertook the following additional consultation:

• Developed an initial consultation document which sought to collect and collate a range of industry issues for individuals to view and provide feedback on. This document was put on Google Docs.

• Produced two formal communication documents which included an invitation to participate or provide input into the review. These documents were distributed through multiple channels, including NZARH,

HITO’s database and through L'Oreal's database of some 2000 names.

• Uploaded all consultation documents on the HITO website for public access.

• Presented progress reports to both the NZARH and HITO Annual General

Meetings.

• Prepared preparation for ITP hairdressing forum

179. In terms of involvement of the wider mandatory stakeholder group in the process, in addition to representation on the A&G Group, all mandatory stakeholders were provided with draft graduate profiles and strategic purpose

statements and invited to review and provide feedback. The feedback received was carefully considered and a significant number of changes made

to enhance the proposed qualification suite.

180. Finally, HITO also contracted NZIER in September 2011, to carry out background research to support the targeted review. The resulting report

“Qualifications landscape in the hair and beauty sector” has been used as a reference throughout this document and is attached as Appendix 8.

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Appendix 1 – NZQA and TEC Data Extracts for 2010

All data based on 2010 data supplied by TEC on funded enrolments and completions linked to NZSCED Code unless otherwise stated.

1. Numbers enrolled in full time hairdressing training at Levels III-V Enrolments are for courses (not qualifications). EFTS numbers supplied from TEC in

same data extract is provided to give an indication of ratio of part-time enrolments

PTE


Enrolments 6800 3039 61 9900

EFTS 1000 344 7 1351

ITP


Enrolments 3769 3743 0 7512

EFTS 408 281 0 689

Total


Enrolments 10569 6747 61 17377

EFTS 1408 626 7 2040

2. Numbers enrolled in on-job hairdressing training at Levels III-V Based on 2010 TEC data for funded training arranged by Hairdressing ITO, this is

enrolments only.


HITO Enrolments 8 532 6 546

3. Number of full time and on-job training completions at each level PTE and ITP figures relate to course completions and not qualification completions


PTE 6429 3039 53 9207

ITP 3743 2206 0 5949

HITO 6 256 0 262

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4. Number of enrolments and completions for the two final unit standards in the New Zealand Certificate in Hairdressing (Professional Stylist) No enrolment data on individual unit standards is available; numbers supplied are on

completion of the unit standard only in 2010.

U/S 2757 U/S 2759

Completions 286 291

5. Funding for full time and on-job training at each level. Funding based on course completions only.


PTE $2,800,420.56 $1,076,021.99 0 $3,876,442.55

ITP $7,748,208.89 $3,120,512.63 $51,690.9323 $10,920,412.45

HITO $20,600 $3,062,995 $9,793 $3,093,388

23

Possibly a classification error.

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Appendix 2 – List of Current Qualifications on the NZQF

Ref Qualification Name Qualification Owner Level Credits

MN4489 MIT Certificate in Introductory Hairdressing (L 2)

Manukau Institute of Technology 2 60

BP3456 Certificate in Introductory

Hairdressing L 2 Bay of Plenty Polytechnic 2 60

BP3457 Certificate in Hair Design (L 2) Bay of Plenty Polytechnic 2 60

AO3152 Certificate in Hairdressing (L 2) Aoraki Polytechnic 2 93

ST5016 Certificate in Elementary Hair

Design

Southern Institute of

Technology 2 120

WK2548 Certificate in Hairdressing Waikato Institute of Technology 2 120

WR2846 Waiariki Certificate in Hairdressing

(L 2) Waiariki Institute of Technology 2 120

HV4256 Certificate in Hairdressing (L 2) Weltec 2 120

CH3913 Certificate in Hairdressing Christchurch Polytechnic Institute of Technology 2 120

WA2185 Certificate in Hairdressing

(Pre-Apprentice)

Universal College of Learning

(UCOL) 2 133

PC3659 Certificate in Hairdressing

Premier Hairdressing College Ltd 2 133

BP3524 Certificate in Hair Design (L 3) Bay of Plenty Polytechnic 3 60

MN4490 MIT Certificate in Hairdressing Fundamentals (L 3)

Manukau Institute of Technology 3 60

268

National Certificate in Hairdressing

(Salon Support) NZ HITO 3 75

PC2455 Certificate in Hairdressing (L 3)

Headquarters Hairdressing

Academy Limited 3 82

PC3658 Career in Hairdressing Skills Premier Hairdressing College

Ltd 3

86

ST5207 Certificate in Visual Hair Design Southern Institute of Technology 3 90

PC0304 Elliott Certificate in Intermediate

Hairdressing Skills

Elliott Hairdressing Training

Centre 3 90

PC1931 Certificate in Hairdressing Skills Headquarters Hairdressing Academy Limited 3 118

HB3909 Certificate in Hairdressing Eastern Institute of Technology 3 120

WR2847 Certificate in Hairdressing Waiariki Institute of Technology 3 120

TK1013 Certificate in Hairdressing Skills Western Institute of Technology at Taranaki 3 120

AO3304 Certificate in Professional

Hairdressing (Level III) Aoraki Polytechnic 3 120

PC9436 Certificate in Pre-trade Hairdressing

Patrick's Hairdressing Training School 3 120

NE4446 Certificate in Professional

Hairdressing

Nelson Marlborough Institute of

Technology 3 120

http://www.nzqa.govt.nz/nzqf/search/viewQualification.do?selectedItemKey=AO3152

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WK2637 Certificate in Hairdressing (L 3) Waikato Institute of Technology 3 120

NT4629 Certificate in Hairdressing NorthTec 3 120

PC1227 Certificate in Foundation

Hairdressing Skills

Waikato School of Hairdressing

Ltd 3 121

PC3578 Servilles Certificate in Hairdressing

Servilles Academy of

Hairdressing 3 122

PC9210 Avonmore Certificate in Hairdressing

Avonmore Tertiary Academy Ltd 3 123

PC9273

Certificate in Commercial

Hairdressing The Hairdressing Academy Ltd 3 125

111595 Winters Certificate in Professional Hairdressing and Design

Servilles Academy of Hairdressing 3 128

PC0303

Elliott Certificate in Fundamental

Hairdressing Skills

Elliott Hairdressing Training

Centre 3 129

113130 Certificate in Elementary Hairdressing Skills

Tauranga Hair Design Academy Ltd 3 133

109951 Certificate in Commercial

Hairdressing The Hairdressing Academy Ltd 3 134

105833 Cut Above Foundation Certificate in Hairdressing Cut Above Academy 3 134

PR4756 Certificate in Beauty and

Hairdressing

Whitireia Community

Polytechnic 3 135

PC9221 MEA Certificate in Hairdressing

Skills

Manawatu Education Academy

(PN) Limited 3 140

PC9270 Certificate in Commercial Hairdressing The Hairdressing Academy Ltd 3 142

PC3508 Certificate in Elementary

Hairdressing

Tauranga Hair Design Academy

Ltd 3 144

PC2198 Certificate in Pre-trade Hairdressing People Potential Limited 3 145

PC1608 Certificate in Hairdressing Level III Cut Above Academy 3 151

TK0505 Certificate in Hairdressing Western Institute of

Technology at Taranaki 3 242

PC1591 Certificate in Hairdressing (Whakapai Makawe)

Aronui Technical Training Centre 3 303

109561 Certificate in Advanced

Hairdressing

Headquarters Hairdressing

Academy Limited 4 62

WR2848 Certificate in Hairdressing (Advanced) Waiariki Institute of Technology 4 120

PC2410 Certificate in Graduate

Hairdressing Skills

Waikato School of Hairdressing

Ltd 4 120

CH3914 Certificate in Professional Hairdressing L4

Christchurch Polytechnic Institute of Technology 4 120

PC3577 Servilles Certificate in Hairdressing Servilles Academy of

Hairdressing 4 120

PC3208 Avonmore Certificate in Hairdressing (Advanced)

Avonmore Tertiary Academy Ltd 4 120

113111 Certificate in Advanced

Professional Hairdressing

Nelson Marlborough Institute of

Technology 4 120

WK2524 Certificate in Hairdressing (L 4) Waikato Institute of Technology 4 120

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PC9286 Certificate in Hairdressing

Patrick's Hairdressing

Training School 4 125

PC9786

Certificate in Advanced

Hairdressing

Manawatu Education

Academy (PN) Limited 4 125

111596

Winters Certificate in Advanced

Hair Design

Servilles Academy of

Hairdressing 4 128

113132

Certificate in Intermediate

Hairdressing Skills

Tauranga Hair Design

Academy Ltd 4 135

PC3509

Certificate in Intermediate

Hairdressing

Tauranga Hair Design

Academy Ltd 4 139

PC2608 Certificate in Hairdressing L 4 Cut Above Academy 4 141

WA2186 Certificate in Hairdressing (L 4)

Universal College of

Learning 4 303

22

National Certificate in

Hairdressing (Professional

Stylist) NZ HITO 4 336

1544


Hairdressing (Advanced Cutting) NZ HITO 5 40

1602


Hairdressing (Advanced

Colouring) NZ HITO 5 42

646


Hairdressing (Management) NZ HITO 5 74-91

http://www.nzqa.govt.nz/nzqf/search/viewQualification.do?selectedItemKey=WA2186

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Appendix 3 – Proposed Hairdressing Qualification Suite

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Appendix 4 – Relationship between Qualification Suite and Salon Roles

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Appendix 5 – Stakeholder Profile

Stakeholder Group Specific Individuals or Organisations

Employers NZARH (only recognised industry body)

A&G Group members –

o Denise Whyte (small business)

o Aaron Karam-Whalley (medium business)

o Julie Evans (large business) (non NZARH)

Employer survey

Employees A&G Group members –

o Mary-Ellen Orchard (recent graduate)

o Christa Rowling (Employee representative on HITO

Board)

Unions Christa Rowling (HITO Board employee representative)

There is no union representing the hairdressing industry - TEC

has approved employee representation on HITO Board in lieu

of union representation

Product Suppliers Gary Marshall, General Manager, L’Oreal (Non attendee)

received minutes.

Learners (current and past

learners, trainees,

apprentices)

A&G Group members –

o Christa Rowling (apprentice)

o Mary-Ellen Orchard (recent graduate)

Apprentice and full time study survey

Standard Setting Body

(Developer of national

qualifications)

NZ Hairdressing Industry Training Organisation

Industry association NZ Association of Registered Hairdressers

National peak bodies ITP Peak Body - Jane Barton, UCOL

PTE Peak Body - Debbie Barron, Waikato School of

Hairdressing

Institutes of Technology

and Polytechnics

(Qualification owners)

Aoraki Polytechnic

Bay of Plenty Polytechnic

Christchurch Polytechnic Institute of Technology

(programme currently disestablished)

Eastern Institute of Technology

Manukau Institute of Technology

Nelson Marlborough Institute of Technology

NorthTec

Southern Institute of Technology

Universal College of Learning (UCOL)

Waiariki Institute of Technology

Waikato Institute of Technology

Weltec

Western Institute of Technology at Taranaki

Whitireia Community Polytechnic

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Private Training

Enterprises

(Qualification owners

and/or deliverers of

programmes to national

qualifications)

Academy New Zealand

Aronui Technical Training Centre (formerly Te Wananga O

Aronui)

Avonmore Tertiary Academy Ltd

Community College

Cut Above Academy

Dharma Academy

Elliott Hairdressing Training Centre

Fashion and Faces International

Hair to Train

Headquarters Hairdressing Academy Limited (now

Harrington Vaughan)

Ngati Ruanui Tahu

Patrick's Hairdressing Training School

People Potential Limited

Premier Hairdressing College Ltd

Regent Training Centre

Servilles Academy of Hairdressing

Tauranga Hair Design Academy Ltd

Te Kotahitanga Training

The Hairdressing Academy Ltd

The Hairdressing College (formerly Manawatu Education

Academy (PN) Limited)

Waikato School of Hairdressing Ltd

International qualification

developers

International Professional Standards Network

http://www.ipsncertification.com/international-certification-

about-us.html

Erica Cumming (A Director on behalf of HITO)

Jason Hare (NZ Technical Delegate)

Secondary Schools Secondary Schools with current Hairdressing Gateway

Programmes –

Akaroa Area School

Aotea College

Bay of Islands College

Bayfield High School

Buller High School

Central Hawkes Bay College

Chanel College

Dargaville High School

Dunstan High School

Golden Bay High School

Hagley College

Havelock North High School

Huntly College

James Hargest College

Kaikoura High School

Kaitaia College

Kerikeri High School

http://www.ipsncertification.com/international-certification-about-us.html

http://www.ipsncertification.com/international-certification-about-us.html

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Secondary Schools

(cont)

Lawrence Area School

Mercury Bay Area School

Murchison Area School

Nayland College

New Plymouth Girls High School

Otamatea High School

Porirua College

Reefton Area School

Rosehill College

Roxburgh Area School

Sacred Heart Girls College

Spotswood College

St Catherines College

St Marys College

St Marys Diocesan School

Stratford High School

Taita College

Tauhara College

Taupo Nui-A-Tia College

Verdon College

Waimea College

Waiopehu College

Whangamata Area School

Wellington East Girls College

Westland College

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Appendix 6 – Employer Survey Results Detail

1. Are the skills achieved in the current local and national qualifications meeting your

needs?

NO NEUTRAL SUPPORTIVE STRONGLY

SUPPORTIVE

Employers 14.4% 17.3% 51.3% 17.0%

2. Is it important to be able to clearly identify the skill levels of staff by their qualification?


SUPPORTIVE

Employers 3.3% 7.7% 30.6% 58.4%

3. When recruiting staff, are the current national qualifications important to your final

decision?


SUPPORTIVE

Employers 18.8% 13.7% 28.4% 39.1%

4. Does the industry need two pathways to complete hairdressing qualifications?


SUPPORTIVE

Employers 18.8% 17.7% 24.0% 39.5%

5. Do you need a new level 4 qualification (without the final unit standards) and an

advanced qualification (including the final units plus more advanced units?)


SUPPORTIVE

Employers 19.6% 24.4% 28.4% 27.7%

6. Do you want to see a clear set of skills achieved for each year (training or study) that

would be the same set across NZ?


SUPPORTIVE

Employers 0.7% 7.7% 29.9% 61.6%

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Appendix 7 – Learner Survey Results Detail

1. Did you complete Gateway or any preliminary course in hairdressing before starting

your apprenticeship?

YES NO

Apprentices 63.9% 36.1%

Full time study 23.9% 76.1%

2. Do you think a preliminary qualification would have been helpful?

YES NO



3. Do you think receiving a qualification each year, reflecting the skills you have learnt will

help you get jobs in the future?

NO NEUTRAL FAVOUR STRONGLY

SUPPORT

Apprentices 8.3% 14.3% 62.4% 15.0%

Full time study 0% 2.2% 27.5% 70.3%

4. Do you think the Hairdressing qualifications should be the same for full time students

and apprentices?


SUPPORT

Apprentices 66.2% 4.5% 19.5% 9.8%

Full time study 0% 15.4% 27.5% 57.1%

5. Are educational qualification levels important to you in selecting a qualification?, e.g.

Level I-IV


SUPPORT

Apprentices 30.1% 26.3% 35.3% 8.3%

Full time study 7.7% 7.7% 33.0% 51.6%

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6. Do you think the hairdressing industry needs to keep two learning pathways to

complete hairdressing qualifications?


SUPPORT

Apprentices 18.8% 9.8% 60.9% 10.5%

Full time study 4.4% 23.1% 28.6.0% 44.0%

7. Should the two final NC assessment unit standards remain as they are, be a

qualification on their own, or be part of an advanced qualification that includes those

unit standards and some more advanced units?

REMAIN

AS IS

ON THEIR

OWN

ADVANCED

QUAL

Apprentices 68.9% 25.0% 6.1%

Full time study 18.7% 26.4% 54.9%

8. Do you intend to gain the two final NC assessment unit standards?

YES NO



9. If you are training in a full-time course do you perform any work in a commercial salon?

YES NO


10. Are you intending to get a hairdressing job?

YES NO


11. Do you think the skills you are learning/have learnt will help you get a hairdressing job?

YES NO

Full time study 100.0% 0%

12. Do you expect to receive a level 4 qualification within 2 years?


SUPPORT

Full time study 3.3% 8.8% 34.1% 53.8%

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13. Do you receive adequate support from training provider to complete your qualification?

YES NO


14. Do you consider the set of skills taught over Years 1&2 will give you the skills to get a

hairdressing job?


SUPPORT

Full time study 1.1% 5.5% 37.4% 56.0%

15. Do you think the skills you are learning/have learned will help you further your career in

hairdressing in the future?

YES NO

Apprentice 98.5% 1.5%

16. Do you consider the set of skills you have or will achieve for each year of training are

relevant for salon employers and for the future jobs?

YES NO


17. Do you receive adequate support from HITO to complete your qualification?

YES NO


18. Do you receive adequate support from your employer/trainer to complete your current

qualification?

YES NO


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Appendix 8 – Qualifications landscape in the Hair and Beauty

Sector (NZIER)

confirmation of need report for proposed new …...confirmation of need for a new qualification will...

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