sector strategy modelling the uk experience david tournay
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Strengthening Institutional Framework for the Development of the VET Occupational Standards/Qualifications & Curricula. IPA Component IV - Human Resources Development - European Union Program for Croatia. Sector Strategy Modelling The UK Experience David Tournay. M ain project partner. - PowerPoint PPT PresentationTRANSCRIPT
IPA Component IV - Human Resources Development - European Union Program for Croatia
Project office: Lastovska 23, 1000 Zagreb, Project office: Lastovska 23, 1000 Zagreb, Tel: + 385 1 62 74 681
Main project partner
This project is implemented by a SQA-led consortium
Sector Strategy ModellingSector Strategy ModellingThe UK ExperienceThe UK Experience
David TournayDavid Tournay
Spark that started major reform
Impact of 2004 ‘Leitch Review’ Took longer term view of UK economy up until
2020 Tasked with identifying ‘optimum skills mix’ Outcomes impact on both VET system and
broader employment controls
Areas of concern: Growing competition
from China and India Reduction in
manufacturing sector – movement to potentially new industries
Poor productivity rates
Workforce needs to be: Dynamic & innovative Responsive to
economic changes Operating at a higher
technical level (L2 to L3)
Increased level of productivity
What Leitch specifically proposed for VET and general education system:
Flexibility
Social Inclusion
Progression
Transferability
How to make this happen:Develop VET framework which would be more flexible for learners and aid progression
Enusre a far more accurate picture of what employers needed and will need is produced
Overall framework(s) developed by QCDA and SQA – Central Government
Development of Sector Qualification Strategy by SSCs
Area we are going to examine!
Sector Skills Council for hospitality, leisure and tourism industry sectors
Formed in 2004 – emerged out of existing organisation
Sector employs approximately 2 million people Includes hotels, restaurants, leisure parks,
armed forces, prisons, school catering, fast food outlets, leisure clubs, travel services
Industry Issues: Managers lacking required
skills Customer service skills not
sufficiently high Craft skills – chefs, waiters are
not sufficiently well developed
High labour turnover – costs industry 500 million Euro per year
Opportunities: London Olympics set to drive
demand Growth still experienced by
industry A further 171,000 new jobs
needed by 2017 driven by industry expansion
887,000 new staff needed by 2017 created through natural labour turnover
Principles of qualification planning:1. Need to understand
what already exists2. Want to build on what works well in terms of learning and development/qualifications
3. Want to ensure that qualifications prepare workforce for the future
4. Want to build qualifications based on what employers value
5. Want to ensure that qualifications support genuine workforce development
6. Want to ensure that qualifications have long term benefits to industry and the wider economy/society
7. Want to highlight the different ‘purposes’ that qualifications can have
8. Want to ensure that work based qualifications provide progression from school based qualifications
Sector Qualification Strategy – what is it? Plan for what is needed to ensure training and
qualifications are focused on the needs of employers Plan for what qualifications need to be revised or newly
created Tool to ensures that development is co-ordinated and
organised within and across sectors Reference tool for all partners involved, including
government, employers, VET Schools, trade bodies Benchmark to measure progress
The process:
1. Read the template sections to understand what is required
2. Gather information that you already have about qualifications and training
3. Identify further information needed
4. Talk to employers about future needs and what they want from vocational training/qualifications
5. Develop clear objectives about priority activities
6. Produce action plans
What were the outcomes:Single point for information for both employers, students and existing staff. Established website with information regarding vacancies, learning opportunities and career routes.
1
Leadership and management. Increased emphasis upon supporting supervisory management and management level training and qualificatoin. Also emphasis on ensuring women have greater opportunity to benefit from training opportunities.
Influence training and qualifications offered by higher education and universities.
2
What were the outcomes:Qualifications and funding. Reduction in number of qualifications. Ensuring that all qualification meet the needs of employers .
Assist employers to ’embed’ qualifications into in-house training programmes.
Regular evaluation of success of qualifications and their impact.
3
Supporting small businesses. Promotion of training and qualification solutions focused on the needs of smaller businesses. Essential due to 80% of the UK hospitality industry are small businesses.
Work in conjunction with Tourist Board and ‘Business Link’ to promote opportunities for training.
Establishment of specialist small business advisors.
4
What were the outcomes:Customer Service. Increase the standard of customer service delivery in the UK.
Development of new ‘world class’ customer service training programmes and qualifications.
Tourist Board to embed new customer service qualification within their standards.
5
Chefs. Re-development of work based apprenticeships. Development of new qualification more suited to delivery in Further Education Colleges (Tertiary education)
Introduction of ‘fun’ chef programme for 12-14 yr olds. Delivered at the weekend
New qualifications in food production, patisserie and confectionary
6
What were the outcomes:Pre-employment training. Employers to work with employment service to provide 30,000 guaranteed work places for long term unemployed and youth unemployed.
Employers badged as ‘Good Employers’ offering training and career progression to ensure they become employers of choice.
7
World class skills delivery. Promotion and supporting of ‘trainer training’ within industry.
Development and promotion of ‘National Skills Academy’ for hospitality
8
What were the outcomes:Attracting high quality people. Produce a broader range of apprenticeship programmes to increase number of progression routes.
Focus on retaining students and ensuring completion of training courses and qualifications.
Lobby funding agencies to ensure sector receives sufficient funding.
Employers engaged with delivery of programmes in schools.
9
Broadening the appeal of the sector. Promotion of high quality opportunities for women within hospitality industry.
Research implications of aging workforce on the industry
Asian and oriental sectors more heavily engaged.
Promote and review disability awareness training.
10
Implementation: Series of ‘action plans’ developed Gained commitment of range of sector employer
bodies and agencies People 1st working closely with employers and
training providers to develop content of qualifications
Implementing research to update understanding of skills required
Strategy monitored via a group chaired by UK Tourism Minister. Meets on quarterly basis.
What this looks like:
Up to 2002, primarily only one qualification for ‘chefs’
NVQ/SVQ (QCF/SCQF) in Food Preparation and Cooking
Contained series of ‘unit’.
Assessed in either VET College or in the workplace
Professional Cookery – Level 1,2 and 3
Food Production and Cooking – Level 2
Kitchen Technician – Level 2
Professional Cookery (Asian and Oriental) – Level 2 and 3
IPA Component IV - Human Resources Development - European Union Program for Croatia
Project office: Lastovska 23, 1000 Zagreb, Project office: Lastovska 23, 1000 Zagreb, Tel: + 385 1 62 74 681
Main project partner
This project is implemented by a SQA-led consortium
Thank YouThank You
David TournayDavid Tournay