unions working at the heart of the future – case study booklet
DESCRIPTION
The case studies in this report provide a snapshot of highlights that demonstrate trade unions making a difference to the skills of the workforce, tackling skills for life challenges and enabling workers to gain higher level skills, enabling workers to progress to their optimum roles in the workplace.TRANSCRIPT
at the heart of the futureworking
unions
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ContentsP 04 : Health and Wellbeing
BAE Systems, Newcastle
P 08 : Informal Adult LearningSouth Tyneside Council andSouth Tyneside Homes
P 12 : Higher Level SkillsNorthumberland County Council
P 16 : Supporting WorkersHMRC Waterview Park
P 20 : SustainabilityCWU/Royal Mail, Middlesbrough
P 24 : Delivering ResultsLearning for All Fund
at the heart of...working
unions
Introduction
Foreword
Kevin Rowan
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Modern trade unions enjoy a unique place in the social
and economic infrastructure of the UK. With over 6 million
members trade unions are the by far the biggest and
most effectively coordinated single voluntary organisation
in the country. Trade union members cannot be described
as passive; every month they make a financial contribution
to remain a member of their union, in order to access the
full range of comprehensive services that are provided
by the organisation.
Trade unions are making a massive difference in the workplace
and across communities; progressing access to skills at all
levels, promoting better health and tackling inequality – trade
unions work.
In the last eight years the Learning for All Fund has been a
jewel in the crown of trade union-led learning at work. The
Fund has directed over £5 million toward trade union learning,
securing significant match-funding from employers and
enabling over 30,000 workers to engage in learning activities
– from tackling skills for life to learning to play the
bagpipes. Union Learning Representatives have quite literally
changed the lives of thousands of their members through
enabling them to gain the necessary skills to get on in work
and outside of the workplace.
Trade Union learning doesn’t stop with skills for life. In the
last two years the union learning offer has also included
accessing Higher Level Skills. For many workers achieving
level three and level four qualifications was not considered
feasible. Through union learning, in partnership with Higher
Skills providers, workers are increasingly able to access higher
level learning opportunities at work, adding massive value
to the trade union learning offer.
Improving lives for workers doesn’t just stop with learning
and skills. The workplace is proving to be an effective location
for tackling ill-health and promoting better wellbeing. Healthy
eating, reducing smoking, cycling and better management
of stress and mental illness all feature in the efforts trade
unions are making to improve the wellbeing of workers in
the north east and Cumbria.
This relatively new and innovative area of work is already
proving to deliver tremendous benefits to workers and
employers. Businesses in the region are benefiting from the
advantages of a healthier workforce, improved productivity
and reduced absenteeism, while workers are enjoying healthier
lives and are feeling more valued by their employers. In the
longer term there will clearly be a positive impact on the
general health of the region and reductions in demand on
the health services.
The case studies in this report provide a snapshot of highlights
that demonstrate trade unions making a difference to the
skills of the workforce, tackling skills for life challenges and
enabling workers to gain higher level skills, enabling workers
to progress to their optimum roles in the workplace.
Supporting that ambition through enabling workers to live a
healthier life through raising awareness and informing lifestyle
choices, trade unions are supporting workers to realise their
own personal ambitions as well as being more productive.
This is clear evidence that modern, effective trade unions are
a key to a healthier and happier life.
Trade Unions really are good for you.
Unions Work
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Health and Wellbeing
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For too long, the North East has had a reputation for being of being an
‘unhealthy’ place to live and work; unfortunately borne out by our fairly
shocking life expectancy rate and high long-term sickness and disability
figures. But now, a unique project to the north east is helping to change this.
The region’s employers, the NHS and the Trade Unions have joined forces to
improve the health and wellbeing of the workforce and in turn their families.
All of the region’s NHS Primary Care Trusts and the Strategic Health Authority
have recognised the value of working with the TUC and employers in delivering
employee led initiatives in workplaces. So, the Better Health at Work Award
has been established to combat ill-health across the region. Already outcomes
are proving that the joint and very practical approach works.
Evidence of trade union contribution to improved health and wellbeing for
individuals is clear and compelling; employers benefit from dramatically
lower levels of absenteeism and increased productivity- there are few more
apparent win-win situations. As trade unions and employers step up their
partnership work in this area, with the support and encouragement of the
health service, these benefits will grow. Well over 100 employers have now
signed up to the award and all of the regional trade unions have endorsed
involvement.
Workplace Health is animportant part of theregional public healthstrategy and is even morerelevant in these challengingeconomic times, whencompanies need to useevery tool available toensure their productivityand competitiveness.
Stephen Singleton
Regional Director of Public Health
and Medical Director of the North East
BAE Systems in Newcastle were one of the first employer-
union partnerships to sign up to the Better Health at Work
Award in 2009, following an introduction to the brand
new, innovative scheme by Tom Ross, Project Worker at
the Northern TUC. Despite a difficult period and the global
recession, the unions and company decided that it was
even more appropriate to integrate health and wellbeing
into their structures.
The site already had Safety Reps and a Health and Safety
Committee in place, but their internal health and safety had
always been focussed much more around ‘safety’ than health
and the BHAWA gave them both the incentive and the impetus
to get the health aspect caught up.
Paul Lonsdale, senior Unite rep and a Health Advocate, along
with Senior Occupational Health Nurse, Pam Davis, have been
the main drivers for the award and associated activity, with
complete backing from BAE management at the highest level,
and a further 4 Health Advocates (three of whom are also
union reps).
The most important aspect of our health and wellbeing project working is the potential for prevention. We canhelp others to avoid ill-health in the future through education, awareness and early intervention and as they say,prevention is better than cure.
Paul Lonsdale
Senior Unite Rep and Lead Health Advocate.
Within the first year of implementing the scheme BAE have
already achieved their Bronze and Silver Award, requiring a
minimum of four health campaigns per year, which Paul, Pam
and the team achieved and surpassed. Some of the successful
campaigns include ‘Safe in the Sun, Spring Clean your Health,
Breast Awareness and last but not least, Men’s Health – which
has proved extremely successful and effective in the male-
dominated site.
This campaign was exemplar in its extremely broad reach
and approach; dealing with male cancers, blood pressure,
diet and associated issues. Through a targeted campaign and
excellent awareness raising, 94 people came forward to have
blood samples taken and the results were extraordinary: over
80 had raised cholesterol levels, 6 of which required urgent
referrals to their own GP – 58 needed dietary advice and
followed up again in 6 months, and 5 PSAs were raised
(prostate specific antigen levels are an indicator of prostate
cancer) – all of whom were referred to their GPs for regular
monitoring and thanks to this early intervention, the prognosis
for the four diagnosed with prostate cancer is positive.
Thanks to the project, there is a marked difference
in people’s attitude to both occupational and personal
health in BAE. Staff members now come and ask me
about tests instead of me having to chase them –
and better still, they know why they’re asking. Going
for the BHAWA has broadened our horizons and
encouraged us to do things we wouldn’t have as well
as the project giving Occupational Health a ‘shop-
window’ and increasing its profile dramatically.
Pam Davis
Senior Occupational Health Nurse
A great deal of this campaign’s success was down to how
Paul, Pam and the other Health Advocates engaged with their
colleagues, employing very effective communication in various
forms, including emails, posters, walk-abouts, discussions,
meet and greets, hand delivery of the Haynes Men’s Health
workshop manual and drop-in clinics, with follow-up
appointments made with every result to ensure people weren’t
just given their results but also ways to change them for the
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Healthand Wellbeing
BAE Systems
Newcastle
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better. And they employ similar techniques for their other
areas of work, too – planning and making the issues relevant
to the 500 employees on site.
Alcohol Awareness sessions are held around the Christmas
party season, and use engaging methods like asking participants
to wear ‘beer goggles’ (goggles that simulate the effects of
consuming several alcoholic beverages) and perform simple
tasks like walking in a straight line. This year they will also
be borrowing a drink driving simulator so that employees can
experience the dangers of drink driving. And after the excesses
of the festive season Pam runs a Slimming Club for those
who feel they’ve over-indulged, and offers weight
loss/management advice and encouragement, including taste
tests for healthy meals and their recipes.
The project’s next challenge is to build on its accomplishments
so far and complete the Better Health at Work Award by
achieving the Gold Standard. The Gold award requires the
workplace to conduct an ongoing year-long campaign in a
targeted area and to promote the BHAWA and their work
externally, demonstrating the benefits to fellow employers.
True to form, they’re already working on this. But, certificates
aside, the true measure of success for this project is the
genuine and sustained commitment to employees’ health,
which is reflected in the collective trade union, staff and
management buy-in, so much so that it’s almost written into
workplace policy and now has a regular monthly reporting
slot into the Safety Committee.
The better health at work scheme is giving BAE
Systems employees a great framework to use to
support their health and wellbeing. The engagement
we are seeing is widespread and delivering
improvements and awareness in all areas. The team
of advocates are very proactive, and working
alongside the occupational health team they keep
coming up with fresh ideas to take the scheme
forward and involve more people on site.
Paul Hagan: MED Manager & Head of SHE (Newcastle)
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Informal Adult Learning
Informal adult learning is learning for its own sake rather than the pursuit
of a qualification. The term covers a variety of activities, from foreign
language classes, local history clubs and reading groups to online research
projects, amateur dramatic societies, writing a Wikipedia entry or taking
part in a volunteer project to record the living history of a community.
Although informal learning can support the development of work-related
skills, much of it is part-time, non-vocational learning. People participate
for enjoyment, driven by their desire for personal fulfilment or intellectual,
creative and physical stimulation.
So, informal adult learning is about:
learning to know – becoming inspired, discovering and exploring,
developing a passion for learning, acquiring knowledge and
understanding of ourselves, our immediate world and beyond
learning to do – gaining skills, boosting confidence and self-esteem,
competence and practical abilities
learning to live together – learning tolerance, mutual understanding
and interdependence, sharing the experience of learning with
family and friends
learning to be – developing ourselves, our mental and physical
capacity, wellbeing and autonomy, and our ability to take control
of our lives and influence the world around us
This kind of learning makes a significant contribution to the health and
well-being of individuals, families and communities by:
building communities of active, confident, enthusiastic, critical,
creative people, who can often inspire others to learn
promoting civic participation and engagement
contributing to mental and physical wellbeing
building vital bridges into formal training and sustainable
employment
enabling individuals and groups to develop environmental awareness
and prepare for, and respond to, change
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Informal Adult Learningmatters. It is human natureto seek out stimulation andenrichment,and to createsocial bonds through sharedinterests and passions.Learning for its own intrinsicvalue makes an enormouscontribution to creating thekind of society we can beproud of.
From learning Pilates to gaining a PhD, Adult Learners
Week celebrates learning and learners in all their diversity,
inspiring thousands of people each May to try something
new. The outreach campaign promotes the benefits of all
kinds of learning, whether it is for fun or leading to a
qualification. Now extremely well-established, the intiative
continues to be the largest drive for learning of its kind,
celebrated in over 55 countries across the world. Founded
and coordinated by the National Institute of Adult
Continuing Education (NIACE), Adult Learners Week in
England is backed by thousands of supporters – of which
unionlearn is one of the biggest.
During this week long festival of learning, which includes the
extremely popular Learning at Work Day on the Thursday of
that week, events take place in workplaces, libraries, cafes,
prisons, museums and colleges across the country, motivating
adults of all ages to take up new activities.
In 2010 alone, an estimated 100,000 adults engaged in over
4000 learning events. A massive 7000 of those learners came
from the northern region, with 48 workplaces holding events
– made up of additional activity for union-led Learning for All
Fund existing projects as well as new, non-funded union-led
learning partnerships.
As usual, the range of workplaces and activities were as
diverse as they come with the predominant focus on informal
adult learning and making what is often many people’s first
experience of learning in a long time, as positive as
possible. From bike maintenance and orienteering with the
Barrow FBU, Salsa dancing, healthy eating and digital
photography at KP Foods in Billingham, watercolour painting
and crafts and Newcastle Hospitals and plastering at South
Tyneside Homes – to name but a very few, there was something
for everyone.
To build on and consolidate the successes of ALW and LAWD,
and as a result of 2009’s Festival of Learning’s success, the
Department of Business, Innovation and Skills (BIS) supported
unionlearn to run another informal learning initiative, branded
the ‘Celebration of learning’ (COL). The COL was held from
Monday 18th October for 2 weeks, coinciding with the BBC’s
‘Get online week’ and the Campaign for Learning’s ‘Family
Learning Week’. So, trade union members, family and friends
across the North East and Cumbria were given the opportunity
to celebrate everything that's great about learning for pleasure
and the benefits it brings to individuals, families, businesses
and communities during the last two weeks in October.
Funding was made available to available to support joint trade
union, workplace and community events, the aim of which
was to highlight the wide variety of learning available with
the premise that events should give people who already take
part in informal learning a chance to celebrate what they
enjoy, and others the opportunity to try something new.
Although all informal learning activity were promoted and
celebrated, the following themes were used to help guide
activity:
Informal Adult Learning
UK online - On-line basic/My guide
6 Book Challenge
Environmental sustainability
Community and Union linking together
Maths for us Campaign/Skills for Life
Health & wellbeing
Family Learning
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InformalAdult Learning
Adult Learners’ Week and Celebration of Learning
South Tyneside Council and South Tyneside Homes
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South Tyneside Homes and South Tyneside Council were 2 of
the 21 project bids submitted into the COL through their
effective union-led Learning for All Fund projects and really
embodied the spirit of the Celebration of Learning in their
organisation and delivery of events. As separate projects in
close proximity to one another they decided to work together
and offer the same ’event’ and learning opportunities in
different venues on Saturdays three weeks apart to increase
participation from the workforce and enable family and friends
to attend.
The first event was held in the new Primary Care Trust building
in South Shields, which also holds the public library and
community centre, as well as being in a central location with
excellent transport links and parking for accessibility and to
encourage participation from the wider community. The second
event was held in Jarrow Community Centre for the exact
same reasons. Both events were publicised through internal
email, flyers posted in housing offices, public libraries, shops
and businesses. They also advertised in their local papers as
well as to contractors and their supply chain.
On the days, the events were well-organised, creative and
really gave attendees a taste for informal – and formal adult
learning, with over 23 types of taster session available covering
all but one of the focal topics, and others that ran the gamut
from Home Fire Safety and Using Cameras to Basic IT Tasters
and Hand Massage. And with entertainment and hosting skills
provided by a very interactive Dalek and Clown respectively,
both events couldn’t have done more to promote the diversity
and importance of informal adult learning as a highly successful
engagement tool.
In a survey of Adult Learners Weekparticipants conducted by NIACE, 57%of the people who took part in activityenrolled on, or applied for, a course asa direct result of getting involved.
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Higher Level Skills
Unionlearn in partnership with Universities for the North East (representing
institutions from the FE and HE sectors) are working together to offer
learners a pathway onto higher skills, helping complete the spectrum of
learning opportunities that unions can deliver for their members, ensuring
there is something for everyone.
A well established network of ULRs who are located in the workplace
generate demand for, and broker opportunities for learning.
The success of unionlearn in providing access to basic skills for employees
and employers alike has been unprecedented. As ULRs become more
adept and their own skills burgeon, they provide not only inspiration to
their members and colleagues, but also a means to access higher level
skills and qualifications. Whether people want to climb the learning
ladder or move on using the climbing frame method, it is imperative that
they be able to reach the top with the same level of support they have
known previously.
Just as success breeds success, progression in terms of the type and level
of union provision means a move forward in the variety of courses and
qualifications that can be offered – and taken up, bolstering the capacity
of individuals, employers and unions.
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Higher skills are beneficialto individuals, employersand the economy as awhole; fostering anddeveloping home-growntalent and employing itin the region.
Joanne Maxwell, an Environmental Health Technical Officer
at Northumberland County Council, embodies the need
and demand for the Higher Levels Skills project in the
northern region. Like many others, Joanne left school
with a few ‘O’ Levels and went straight into the world of
work, believing she wasn’t capable of taking on and
passing A-Levels. However, she progressed in her career
from working in the finance sector at a high street bank,
to a more challenging role working for the Council where
her learning journey began again in earnest.
Through the Higher Levels Skills project we come
across so many learners like Joanne who have
previously thought they couldn’t take on higher level
learning, either through lack of opportunity,
confidence – or both. That is why it’s so important
that we can offer practical help, support and
encouragement and open doors for people that might
have otherwise stayed firmly shut. Higher skills are
beneficial to individuals, employers and the economy
as a whole; fostering and developing home-grown
talent and employing it in the region.
Mike Tansey and Julie Robinson
HLS Project Workers
It was at the Council that Joanne became more involved in
her union (Unison) and as the demands placed upon her in
this role and from her job grew, she felt increasingly like she
didn’t have as much knowledge as she’d like to in order to do
them both more effectively. So, in 2007 Joanne decided she
wanted to become a Learning Champion in her workplace
and within a few months she had completed several different
courses (mainly non-accredited informal adult learning) and
developed a real hunger to learn more. And the prime
opportunity came via Rob Wilson, lead Union Learning Rep at
Blyth Valley’s Learning for All Fund project and the Northern
TUC’s Higher Levels Skills programme which was offering the
much sought after Leadership and Management Foundation
Degree at City of Sunderland College, at a significantly discounted
rate for union members. Following the taster session Joanne
immediately applied for the full two year course.
A further nine members of staff from across the council also
signed up and Blyth Valley Chief Executive, Geoff Paul was
so supportive of the individual learners that he committed to
fund the difference in course costs for the first year. Joanne
said, “My initial feeling was being nervous about undertaking
such a huge challenge, then I realised that I really had nothing
to lose – this wasn’t something I had to do, it was something
I wanted to do, and it could only be a good thing.” Two years
on and Joanne couldn’t have been more right. Through a great
deal of commitment, effort and dedication Joanne and her
eight colleagues finally celebrated the fact that they had
achieved their Leadership and Management Foundation
Degrees in July 2010, presented by Steve Cram!
But there was even better news ahead for Joanne after
receiving her results. Only a few days later she received a
letter telling her that she had been awarded the academic
prize for the University’s Best Performing Student 2010. Only
four of the 500 students in the Business and Law faculty
achieved this status. As if that wasn’t enough, City of Sunderland
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Higher LevelSkills
Joanne Maxwell
Northumberland County Council
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College also chose Joanne to receive their own Achievement
Award! “Achieving these awards is amazing, and along
with my qualification I’ve achieved things I never
thought I would, or could. The Higher Level Skills project
has allowed me to uncover a hidden talent and proved
that you’re never too old to learn and has definitely
made me more ambitious and look for challenges.
Learning through the union route has given me so much
support; personal, financial and educational.”
Northumberland County Council, who funded the second year
of the degree, have found the course so beneficial to their
staff and organisation that they have committed funding for
a subsequent cohort of staff who with the continued support
of unionlearn, have embarked on the same learning journey
this academic year. As for Joanne, her learning journey
continues and she is even contemplating sharing her new-
found enthusiasm and knowledge with others by moving to
the other side of the classroom as a teacher – and most
definitely an inspiration.
This programme of higher skills has proved to be
very beneficial to both the outgoing Blyth Valley
Council and the new Northumberland County Council
employees, who are reaping the rewards of the
training. With the training being around the work
of the candidates and the organisation, various
projects have been worked on to the benefit of the
Council. We are delighted in the success of the
students and the progress made in their personal
development.
Northumberland County Council has committed
to a new cohort as we enter into a time of uncertainty
for the public sector but realise we still require leaders
and managers for the future.
Rob Wilson
Training Advisor on behalf of HR Management
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Supporting Workers
Trade unions operate to improve the quality of life for workers, it is the
nature of and reason for their existence and as such they have an
overwhelming duty to support them: in their daily lives - at work, at
home and in-between.
As needs and times change, it is imperative that we adapt and tailor our
support to meet the needs of the worker, so we are constantly looking
at and developing bespoke, relevant ways to continue to meet the needs
of workers.
During the economic downturn and recession workers needed support
in coping with new financial challenges, advice about where to get help
and guidance in seeking new employment opportunities. That’s where
the Skills, Recession and Recovery project came in.
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Trade unions operate toimprove the quality oflife for workers; at work,at home and in-between.
Trade unions have a critical role to play in supporting
workers. In response to the economic downturn, unionlearn
introduced a Skills, Recession and Recovery programme
to ensure that unions have additional help in assisting
their members, colleagues and families through recession,
and on the way to recovery.
Trade unions and the TUC recognise that financial inclusion
and fair access to affordable finance are integral to both
tackling poverty in the region and enabling individuals to
participate and progress into sustainable employment. Utilising
unions’ existing work around running workplace learning
projects, many of whom have adopted responding to the
recession as a key area of work, this both complements and
adds value to their activity. Working closely with regional
partners the SRR project offers practical training to union reps
on the issues most in demand.
In the northern region this programme of training has begun
with the CAB’s Financial Capability Training Days, covering
most people’s primary areas of concern:
Banking
Managing budgets
Energy deals/tariffs
Northern money
Managing debt
Choosing credit/credit unions
The agenda for financial capability work is debt
prevention and improving quality of life. By giving
individuals the basic skills and knowledge to manage
their money and make sound financial decisions we
hope to reduce people’s dependency on credit, avoid
unmanageable debt and help people use money as
a way of achieving some of their personal goals in
life. We have found that debt and money problems
are often a root cause of stress and depression that
affect many people in the workplace. This is why our
partnership with unionlearn’s SRR project is so vital.
It is a way of bringing the financial capability agenda
right to the people who can benefit most.
John Cottey
Citizen’s Advice Bureau
There are currently 65 reps trained by the Citizens Advice
Bureau on this subject in workplaces throughout the north
east and Cumbria, and subsequent courses are over-
subscribed. One of the workplaces to benefit from Financial
Capability trained union reps is HMRC at Waterview Park in
Washington. Tracy Maddison, lead Union Learning Rep and
3 other ULRs from the Learning for All Fund project, Signpost
to Learning at the site, attended the Newcastle Training Day
after an invitation from Ken Gyles, SRR Development
Worker. Having witnessed the demand for information on
managing finances at their Learning at Work Day event earlier
in the year they knew this was another opportunity to add
value and relevance to their successful learning project. Tracy
is especially well-placed to understand how important this
kind of service is at an accessible and non-threatening workplace
level due to her ULR experience and banking background.
Lots of people are reluctant to go totheir own banks because of their lack of impartiality. Most of the people thatcome to us want independent advice and information, which they can get from bodies such as the Citizens AdviceBureau and IFAs. It’s also good to knowthe basics before approaching a professional as people in financial distress only want a solution, and through lack of knowledge often don’t
get the best solution for them. Tracy Maddison
Lead ULR, Signpost to Learning Project
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SupportingWorkers
Financial Inclusion Training
HMRC Waterview Park
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Back in the workplace the ULRs are confident to hold events
and signpost people to the right places for the type of
information wanted/needed. Through the SRR project links
and contacts they also arranged for an Independent Financial
Advisor to come on site which was extremely well received
by the 25 attendees. There is now a waiting list of 70 people
wishing to participate in a repeat session to get information
on pensions and general money management.
The union-led Signpost to Learning project is an ideal platform
to deliver this very practical agenda as the crux of financial
inclusion is all about educating people and offering accessible
information, and the ULRs certainly have a proven track record
of that. Courses are regularly run on-site so members and
colleagues are very comfortable approaching ULRs for even
the most confidential information – and management are
extremely supportive.
Given the current economic climate, HMRC and the unions
view ‘financial wellbeing’ as very much part of their
commitment to health and wellbeing, and the support of the
wider aspect of the Civil Servant, whether they are affected
directly or via their partner or family.
One of the major causes of absence is stress, and
often this is caused by financial difficulties that
people have found themselves in. My hope is that
the financial training will enable people to avoid
those situations and improve their general
wellbeing. I want everybody who works for me to
think about value for money and ensuring that we
deliver the best possible service to our customers as
efficiently as possible and so I think this training will
help people become more financially astute, which
will in turn help them make better decisions in the
workplace.
Stephen Younger
Assistant Director of Child Benefit at HMRC Waterview Park
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Sustainability
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The long term aim of any projects that are funded via the TUC and unionlearn,
is that the funding is a means to an end, rather than the end itself and they
become ultimately sustainable, ensuring that the activity continues after
funding ends. This is particularly important in relation to funded workplace
learning (mainly through the Learning for All Fund) and specifically means
learning cultures and activities to assist the development of all employees
need to become firmly established in the workplace formal structures of
both union and employer.
Unionlearn continually monitors the success of projects that have ceased to
be publicly funded as well as offering continuing support in the form of
unionlearn staff, and their knowledge and guidance where needed. Based
on feedback from projects that have maintained their activity and
achievements, it seems there are several key factors in achieving sustainability:
A secure and functional Learning Agreement between the unions
and employer
An engaged, confident and competent ULR team
Developing provision and learning progression routes
And last but not least:
Continued reporting on successes and achievements after funding
has ceased; having quantifiable and genuine results to demonstrate
the effectiveness of the project to the employer, union, Steering
Group and learners
Progression is at the heartof what we do in unionlearning – for the learners,ULRs and partnersinvolved andsustainability is verymuch a part of that.Andy Sorton
CWU Regional Learning Project Worker
Kevin Phillips was a CWU Industrial Rep at the Royal Mail
site in Middlesbrough when he heard about the developing
role of Union Learning Reps and became very interested
in how he could become a part of the ‘learning
revolution’. After an initial meeting with his union’s
Learning Project Worker, Andy Sorton, and with support
and brokerage from unionlearn the whirlwind journey of
what was to become the Live and Learn project began.
Initial funding for the lifelong learning project came via the
Learning and Skills Council’s Development Fund in 2006, which
allowed for a 12 month project and a full-time secondment
opportunity – which on the back of his ULR training and passion
for the learning agenda, Kev managed to secure. The
management team at Royal Mail were exceptionally supportive
from the outset and even did some space reorganisation so
that the project had its own accessible Learning Centre (away
from the shopfloor) from the word go. Having generated
awareness and created demand in the first year, Live and
Learn sought continuation funding through unionlearn’s regional
Learning for All Fund.
The funding we received through the LSC and
unionlearn was the most fantastic start for Live and
Learn and enabled us to do things we never would
have been able to otherwise - and demonstrated
just what could be done with a little bit of
help. However, the funding was a start point and the
project is and was very much about moving forward
and not standing still. Progression is at the heart of
what we do in union learning – for the learners, ULRs
and partners involved and sustainability is very much
part of that.
Andy Sorton
CWU Regional Learning Project Worker
During this time the project went from strength to strength,
achieving the matrix Standard in 2007 when it had been
running barely a year – followed hot on its heels by the matrix
Excellence Award in 2008. Both of these awards demonstrated
the commitment of the ULRs on site to providing the most
professional service to their learners, including developing
themselves in the process by achieving Levels 3 and 4 in
Information Advice and Guidance. More importantly, these
achievements laid the foundations for Live and Learn’s
subsequent sustainability – increasing both capacity and
demand. As one of the first projects to achieve the coveted
matrix standard, they fast became a role model for other
projects and centres and their techniques held up as best
practice. Kev also won the Trade Union Lifelong Learning
Celebration of Learning and Skills Award in 2007.
As it stands, the CWU-Royal Mail learning initiative has been
sustainable for over two years, with no external funding. This
is in no small part due to the partnership that Live and Learn
has forged between the employer and unions. One of the
first things that was negotiated for the project was their
Learning Agreement, which is exemplar: it covers paid release
for Kevin as project lead for a minimum of 20 hours per week,
a minimum of 4 hours paid release for the ULRs and even
has an incentivised 2 days leave for all learners who complete
a Level 1 or Level 2 course. According to Kevin, all other
reasonable requests above and beyond are submitted on an
ad hoc basis – and have never been declined yet.
Another major factor in Live and Learn’s longevity and
sustainability is its independence and stand alone identity
which is now a recognised ‘brand’ within the workplace,
having had its own logo and image from very early on. Despite
two national industrial disputes, the Learning Centre and
project have survived and suffered no detriment as the
business and union recognise the value and independence
of the project – as do the staff and learners, and as such it
has proved a point of unity throughout. Add to that the fact
that the project has kept things fresh continually over nearly
5 years, doing a wide-range of activities, from CLAIT to cake
decorating!
P 22
SustainabilityCWU/Royal Mail
Middlesbrough
P 23
Learner successes mean more thanawards, which are very nice, but the learners are why we’re here. Their achievements justify Live and Learn’s existence and demonstrate the importance of maintaining and sustaining what the learning project
and partnership stands for. Kev Phillips
Lead CWU ULR, Live and Learn Project
The Live and Learn project has effectively achieved the ultimate
in terms of sustainability by embedding itself within union
and employer structures through consistently proving its worth
to both. The fact that out of the 450 staff at the Middlesbrough
and nearby satellite sites, over 400 have accessed learning
through Live and Learn speaks volumes.
Now, in the current economic climate, the project has never
been more of a necessity, but far from being considered an
exit strategy it is there as a support mechanism to help guide
people through what is potentially a period of change and
uncertainty. True to form, Kevin and the project are prepared
for all eventualities with relevant, bespoke courses ready to
go if and when they’re needed.
When I first came to Teesside Mail Centre last year
I was impressed at the infrastructure of the Learning
Centre and the number of people who had benefitted
from the wide range of courses being run. I’m
immensely proud that we have managed to continue
this and are still receiving demand to run new courses
for the people who work here.
Lindsay Beresford
Mail Centre Manager
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unions
P 24
Delivering Results
Both the Northern TUC and unionlearn in the region have acquired a deserved
reputation for being able to deliver results through the trade union route,
and as a consequence our remit and work programme continue to grow.
We have a proven track record, hard data and a wealth of anecdotal evidence
to demonstrate our ability to not only deliver, but more often than not to
over-achieve.
Working with a vast range of partners and stakeholders like the Skills Funding
Agency, learning providers, the Regional Development Agency, One northeast,
regional FE and HE institutions, the NHS, unions, next step, government
departments (BIS) and employers, we take pride in turning theory into
practice and delivering on common objectives. From getting over 100
employers signed up to the Better Health at Work Award and engaging more
than 25,000 adults back into learning and helping employers work smarter,
it all reinforces the role and value of trade unions helping workers to progress
now and into the future.
The cross-cutting work on both the traditional and more progressive trade
union agendas is far-reaching and making for a better, safer, healthier, more-
skilled and prosperous future for our region.
P 25
The value of the Learningfor all Fund has been found to extend beyondlearning, benefittinglearners engaged by theprojects in many cases interms of improvementsin their quality of life,career prospects andearning potential.
P 26
DeliveringResults
Learning for All Fund
North East
ULRs completing introductory 5 week course 363
Adults completing Literacy qualification 1722
Adults completing Numeracy qualification 1318
Level 2 completions 1162
Level 3 completions 327
Level 4 completions 68
The enormous development and investment in union led
workplace learning initiatives in recent years has helped
thousands of trade unionists across the North East to
change their lives for the better by enabling them to
learn new skills.
The Northern TUC’s Learning for All Fund programme is now
in its eighth year of funding thanks to the European Social
Fund (ESF) through North East Skills Funding Agency Co-
financing arrangement.
This flagship fund has been recognised by strategic partners
as being instrumental in establishing and developing a culture
of lifelong learning at the workplace that doesn’t just help
individual members of the workforce: it also has a significant
impact on the fortunes of the companies and organisations
themselves.
Since its launch in 2002, the Learning for All Fund has allocated
close to £5 million to over 130 projects across the North East,
leading to more than 1300 new ULRs trained, over 80 workplace
learning centres established, close to 30,000 adults participating
in learning – 6,000 of whom were able to achieve a skills for
life qualification.
In the last two years alone over 85 employers have been
introduced to learning and skills through the TUC and
unionlearn. 52 of the employers have developed working
partnerships with trade unions and established learning
projects in their workplace. The fund has demonstrated real
strategic fit in addressing some of the key skills priorities in
our region. Since April 2008 over 5000 adults have participated
in informal adult learning leading to:
The Leitch review of skills in 2004 said: “Unless the UK can
make its skills base one of its strengths, UK businesses will
find it increasingly difficult to compete. As a result of low
skills, the UK risks increasing inequality, deprivation.”
While some use learning to up-skill their workforce to maintain
their competitiveness and profitability in the face of strong
national and international competition, others use it as a tool
to retain and recruit staff.
A recent independent evaluation of the fund consulted public
and private sector employers across the region involved in
joint workplace learning projects. In that evaluation employers
outlined a variety of criteria to substantiate their support for
projects funded through the Northern TUC’s Learning for All
fund including:
Opportunity to improve literacy and
numeracy skills
Promoting learning to staff with traditionally
lower take-up than others including lower skilled
or temporary staff
Sustaining support to the development of existing
union-led workforce development activities
and/or facilities.
Recognition of a project’s potential to contribute
to company learning objectives
Different companies measure these benefits in different ways,
but everyone agrees: union-led learning in the workplace
helps organisations improve their performance and achieve
their strategic goals.
The value of the Learning for all Fund has been
found to extend beyond learning, benefitting learners
engaged by the projects in many cases in terms of
improvements in their quality of life, career prospects
and earning potential…. Analysis also upholds the
raft of positive anecdotal evidence provided by
employers relating to actual or potential
improvements in employee performance which can
be linked directly to the project with learners
highlighting improvements, on average, in terms of
their skills and/or job proficiency.
Point 6.13 from the Learning for All Fund Evaluation
IAG and matrix
Access to workplace ULRs who are trained and accredited to
deliver a professional information, advice and guidance (IAG)
service is the reason learners are directed to the right course
or career path best suited to them, start at the right level,
and study at a time and place that’s most convenient to them.
Through the Learning for All Fund unionlearn in the Northern
Region has had a dedicated IAG programme running since
2008, offering ULRs the chance to achieve an accredited Level
3 or 4 NVQ in IAG, and this aspect of their role has grown
increasingly important as the economy has changed, altering
the demands on workers and employers.
As a result of the success of the initial pilot IAG is now
embedded in the regional workplan, and is a core aspect of
our European Social Funding and to date over 150 ULRs have
started and are working towards their formal qualifications.
Linked to the provision of expert level IAG is recognition in
the form of the matrix Standard. The matrix Standard is the
national quality standard for any organisation that delivers
information, advice and guidance on learning and work.
With support from unionlearn and the specialist status of
many ULRs, since April 2008 more than 25 union-led learning
centres have successfully achieved matrix accreditation. Both
the IAG Specialist status and matrix accreditation demonstrate
the professionalism of union-led workplace projects to
members, colleagues, employers and illustrate just how much
added value trade unions bring to upskilling the region.
P 27
Unite - MultiTU Membership
Tyne and WearFiltrona
CWU TeessideRoyal Mail
Trade Union RegionEmployer
Unite TeessideCummins
GMB - MultiTU Membership
CumbriaMcVities
PCS Tyne and WearHMRC Quorum
POA TeessideHolme HousePrison
PCS DurhamHMRC Peterlee
PCS Tyne and WearPension CentreTyneview Park
PCS DurhamIdentity andPassport Service
Unison - MultiTU Membership
Tyne and WearGentoo
UCATT - MultiTU Membership
TeessideDerwentside KAT
Unison NorthumberlandDEAL
CWU Yorkshire andHumberside
British Telecom
Unison NorthumberlandDEAL
Unison - MultiTU Membership
Tyne and WearWilson Project
FBU NorthumberlandFire Service
Unite - MultiTU Membership
TeessideTristar Homes
PCS Tyne and WearHMRC Sunderland
PCS Tyne and WearHMRC BentonPark View
PCS Tyne and WearHMRCWaterview Park
USDAW DurhamCo-op Logistics
Unite TeessideBarclaycard
Unite Tyne and WearBarclays
BFAWU TeessideWarburtonsStockton
BFAWU Tyne and WearWarburtonsNewburn
USDAW TeessideArgos
Unite TeessideGO NE
Trade Union RegionEmployer
matrix Accredited Centres Centres highlighted in dark blue have achieved matrix Excellence Award
P 28
DeliveringResults continued
Added value achievements
The following are just a very small selection of how the
Learning for All Fund has delivered above and beyond its
objectives for individuals, employers and unions alike:
The Learning Styles project at Sunderland City Council
was instrumental in securing £10 million of Microsoft
vouchers for employees and residents of the city to
use to improve their skills.
Derwentside Homes’ Dave Hinnigan, UCATT lead ULR
with the Learning for All Fund there, supported the
Learning in Derwentside Project, and facilitated practice
test sessions for employees given time off to study in
preparation for the CSCS test which enabled them to
gain the CSCS card, without which they would not be
allowed onto building sites or workplaces undergoing
renovation.
The CSCS was set up to help the construction
industry to improve quality and reduce accidents.
At the Launch of the Learning in Derwentside project,
Derwentside Homes were presented with a Certificate
of Commitment: Platinum Award. The Certificate of
Commitment recognises that ‘Derwentside Homes is
a company committed to improving competence in
construction and has registered more than 90% of its
workforce under the Construction Skills Certification
Scheme’.
The Equality North East Awards are presented to those
companies, organisations and individuals in the region
that are carrying out excellent equality practices so
helping remove the barriers faced by many people in
employment and entry to employment.
The Trade Unions Equality for All Award 2010 was won
by Learning for All Fund project “Bright Sparks” a
partnership between the POA and HMP Acklington.
This application ticked every equality and diversity box,
from offering equality of opportunity to the more
specific areas of engaging under-represented/vulnerable
groups or those who are often overlooked or
discriminated against. Bright Sparks is a practical and
successful project that delivers on its promises and
practices what it preaches. Based at Her Majesty’s
Prison Acklington, it is not the first place you would
think about fostering a cohesive learning culture for all
in the workplace, let alone the community, but with
links into Morpeth Family Planning and Amble’s
BorderLinks centre (where they work with young
parents and adults who have physical, social, mental
and emotional disabilities offering free IT courses) that
is precisely what they do.
There was National recognition for unionlearn Northern
and Learning for All Fund projects at the Annual Trade
Union Congress in September. A video showcase
demonstrating the value and achievements of north
east projects was presented to well over 700 delegates
including General Secretaries of trade unions, officials,
MPs, trade union members, media and partners.
9 projects have become sustained through employer
investment in ULR release time to maintain a presence
in the workplace and refreshing the learning offer,
especially, engaging some of the ‘harder-to-reach’
learners who often do not access learning opportunities
the first time they are offered in the workplace.
P 29
The Northern TUC's Learning for Allprogramme, now in its eighth consecutive year of operation, continuesto demonstrate the benefits of embedding a culture of lifelong learningin the workplace - for individual employees, their employers and the fortunes of the north east economy overall.
Through the provision of ESF fundingthe Skills Funding Agency remains proud to be associated with this programme which, in the last two yearsalone engaged over 85 employers of all shapes, sectors and sizes, and morethan 5000 individuals. Of continuing importance to us is the excellent contribution which the Learning for Allprogramme makes in identifying and engaging in learning adults who needadditional support with their literacy
and numeracy skills.
Gillian Miller: Regional Skills Director, Skills Funding Agency
Learning for All Fund
Northern Region
Northern TUC
Commercial Union House
5th Floor
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Newcastle upon Tyne
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Telephone : 0191 232 3175
Fax : 0191 232 3190
Email : [email protected]
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