Latest news from FE Week | FE Week

‘FE brain drain’ averted as up to 80 Sheffield civil service jobs saved

The jobs of up to 80 FE-specialist civil servants based in Sheffield have been saved by the decision to move skills policy to the Department for Education, FE Week understands.

The former Department for Business, Innovation and Skills (BIS) announced in May that it was definitely going ahead with closing its office in the northern city — which unions claimed would lead to more than 250 civil servants, many with extensive experience of the sector, losing their jobs.

It sparked fears that the department was enforcing an “FE brain drain” at the worst possible time — with it rushing to implement sweeping and complicated reforms including introduction of the apprenticeship levy by April, college area reviews, and devolution of the Adult Education Budget.

But the closure plans now appear to have been put on hold, after it was announced on Thursday that responsibility for FE, skills and higher education had been passed to the Department for Education (DfE) which has staff working next door to the BIS team in Sheffield.

A Public and Commercial Services (PCS) union spokesperson told FE Week: “Around 80 former Sheffield BIS staff who specialised in FE and skills have been moved straight to the neighbouring DfE office — since it was confirmed DfE was taking over that policy area. It means they won’t be losing their jobs, or be forced to move to London.

“That leaves around 200 people, who don’t specialise in FE or HE, waiting to find out what will happen to them.”

When asked to confirm or deny this, a spokesperson for the department now for Business, Energy, and Industrial Strategy (BEIS) would only say: “A number of policy areas will transfer to DfE.

“Sheffield staff working in these areas will be moving to the DfE and we will be engaging with these staff and the departmental trades unions about these moves.”

FE Week also pressed the department over wider prospects for the Sheffield office closure plan.

The spokesperson said: “We remain committed to the principles behind our BIS 2020 work – to create a simpler, cheaper and better department by 2020.

“Recent events reaffirm the importance of us becoming increasingly flexible and able to respond rapidly to the demands of new priorities.

“We will be reflecting over the summer on the best way to take those aims forward for the new BEIS.”

It comes after FE Week revealed last month that the National Audit Office was investigating the decision to close the Sheffield office and create a combined London headquarters and policy centre for the department.

BIS claimed at the time that the move would help save £350m, amid wider plans to modernise the department by 2020, but PCS disputed this figure, in light of a leaked government document, as reported on by FE Week in April.

The document suggested the move could actually end up costing BIS £100,000 a year. Although the move would produce potential savings of £1.5m through rent, rates and maintenance, rail travel, and hotel stays, additional salary costs associated with London could run to £1.6m per annum.

Half of minimum two-year-old UTCs not yet graded by Ofsted

Half of University Technical Colleges (UTCs) that have been open for two or more years are yet to be graded by Ofsted, exclusive FE Week analysis has revealed.

Checks on the education watchdog’s website showed that of 28 UTCs that have been open for this minimum period, 14 have not yet been inspected and graded.

University Technical College Lancashire has waited longest since it opened in September 2013 — but it is due to close in August due to difficulties in enrolling enough students “to secure future financial viability”.

The revelation comes ahead of a speech set to be delivered by chief inspector Sir Michael Wilshaw about the controversial 14 to 19 vocational institutions, at the Baker Dearing Conference in London tomorrow.

Commenting on FE Week’s analysis, an Ofsted spokesperson said: “UTCs, like other schools, are inspected in line with statutory requirements and Ofsted’s overall policy on school inspections.

“As new schools, UTCs would normally be inspected in their third year of operation.”

Ofsted brought in a new policy last October dictating that schools which opened after September 2014 would not be inspected until their third year.

However, the chief inspector retains the power to inspect earlier if there are concerns about the school, or when requested by the secretary of state.

Ofsted previously visited new schools in their second year, normally from the fifth term onwards.

Of the UTCs that have been inspected, the majority appear to be performing well according to their grades.

Although just one of the 14 has been rated outstanding, seven (50 per cent) were considered good, five (35 per cent) got requires improvement results, and one was branded inadequate.

In addition to the 28 UTCs mentioned above, 11 others have been open for a year or less.

There is expected to be 56 in existence by 2018 — according to the Baker Dearing Educational Trust, which develops and promotes the concept of UTCs.

Sir Michael’s speech tomorrow will come just a month after he called for the government to insist that every major multi-academy trust (MAT) includes a UTC.

Speaking at the Festival of Education, Sir Michael said: “Every multi-academy trust should be inspected to ensure that the UTC does not become a dumping ground for the difficult or disaffected and that it delivers high quality pre-apprenticeship programmes to the age of 19.”

Sir Michael Wilshaw also told MPs on the education select committee in March that school and UTC clusters provided a “really great opportunity” to ensure high quality vocational education.

Yet UTCs are still experiencing ongoing problems with student recruitment since the model’s inception in 2010.

Four UTCs have closed and FE Week found in February that 40 per cent of those that opened between 2010 and 2013 saw student numbers fall for the current academic year.

Reflecting on FE Week’s findings on the number of UTCS that have not been inspected, a Baker Dearing Educational Trust spokesperson said: “It is still early days for many UTCs, but the majority of those which have been subject to Ofsted inspections have been judged good or outstanding which is encouraging.”

Full steam ahead for apprenticeship levy launch

It’s full steam ahead for the levy launch — with the Department for Education (DfE) set to unveil a delayed document spelling out new apprenticeship funding arrangements in the next few days.

The government had been due to provide further funding information for apprenticeship reforms last month, but former skills minister Nick Boles warned delegates at the Association of Employment and Learning Providers’ annual conference on June 27 that there had been a “little delay”.

FE Week has now learned that his successor Robert Halfon has been overseeing sign-off — with publication expected imminently.

It comes on the day the Harlow MP confirmed via Twitter that he had been made minister of state for apprentices and skills.

A new memo has also shed light on government plans to “simplify” FE and skills funding arrangements, including the levy due for launch in April, after responsibility passed wholly to the DfE.

The briefing statement, which was made available today in the House of Commons library, explains how the transfer of many responsibilities previously held by the former Department for Business, Innovation and Skills (BIS) will work in practice.

It said, for example, that the move will “help to enhance consistency across funding systems”.

“Until now responsibility for delivery of the 3m apprenticeships target has been split with the DfE funding those at school age (16 – 18) [through the Education Funding Agency] and the former Department for Business, Innovations and Skills funding those aged 19 and over [through the Skills Funding Agency],” it said.

“There will now be more flexibility to simplify funding arrangements for apprenticeships in a single department.”

The memo added DfE will also “take responsibility for working with” the SFA — which suggests the agency will continue as an independent entity and not be merged into the EFA for the time being at least.

When asked by FE Week if it could now confirm what the future of the SFA would be, a DfE spokesperson would only say: “There is nothing more we can add to what has been said [in the briefing statement].”

The document also confirmed that DfE will take over responsibility for “the prevention of extremism or intimidation on university and college campuses, and protection of free speech”.

Other responsibilities the department will “inherit” include implementation of new technical routes to skilled employment, post-16 area reviews, expansion of the traineeships programme, and “setting of tuition fees and funding policy across both further and higher education”.

It is thought all of the FE and skills responsibilities will fall to Mr Halfon, in much the same way as they did with his predecessor Nick Boles — although he had to work across DfE and BIS.

Mr Halfon tweeted confirmation of his role this afternoon, stating that he was “delighted to have been given brief of minister of state for apprentices & skills by SoS.”

But when FE Week asked earlier if Mr Halfon’s responsibilities will differ in any way from his predecessor’s, a DfE spokesperson said: “We haven’t got details yet, so can’t confirm exactly what his responsibilities will be at this time.”

Government silent on apprenticeship levy contingency plan

The government has refused to say if a contingency plan has been put in place in the event that the apprenticeship levy systems fail to work.

FE Week understands that the question was also asked at a government apprenticeship stakeholder group meeting, chaired by Jason Holt, held yesterday at the Department for Education (DfE).

When asked by FE Week if a contingency plan is being put together for if the levy fails, a government spokesperson refused to comment.

Instead, he said: “Our focus is on ensuring the levy works for businesses of all sizes as they adapt and seize opportunities in the coming months. We are continuing to work with employers to design the apprenticeship levy around their needs.”

Concerns around the launch and design of the levy, which is due to be rolled out in April 2017, have been aired by many in the FE sector.

FE Week revealed yesterday that the Confederation of British Industry (CBI) had insisted that the levy launch date should be delayed by the new skills minister, Robert Halfon.

Josh Hardie, CBI deputy director-general, also called on the government to take its time with it.

He said: “The priority is getting the apprenticeship levy fit-for-purpose, as it will need a genuine change of direction if it is to work for apprentices, business and the economy.

“Nine months out from the planned start date businesses still lack vital information — the new administration should take the time to get this right.”

The call came after FE Week revealed on Tuesday that the DfE and Mr Halfon were expected to unveil a delayed document providing more information on how apprenticeships will be funded post-levy in the next few days.

The government had said in April that the additional guidance would cover a number of critical areas, including provisional funding bands, which will set the maximum amount of funding that is available for each apprenticeship, and the provisional level of government support available towards the cost of apprenticeship training if you aren’t a levy paying employer.

Other expected details include the provisional level of the extra payment you can get for hiring 16 to 18-year-old apprentices, and the provisional amount that will be paid to deliver English and maths training for apprentices who need it.

The sector is also waiting for the specifics of the eligibility rules that set who you are able to spend apprenticeship funding on and where.

The announcement should also bring more information on who can provide apprenticeship training and how to set up an organisation to deliver apprenticeship training.

EXCLUSIVE: Delay apprenticeship levy demands CBI

The apprenticeship levy launch date should be delayed by the new skills minister, the Confederation of British Industry (CBI) has insisted.

Harlow MP Robert Halfon was confirmed as Nick Boles’ successor as skills minister yesterday — a few hours after on the CBI unveiled the results of a survey with nearly 500 companies showing widespread concern about the rushed design of the levy.

When subsequently asked by FE Week asked if it wanted Mr Halfon to delay beyond the planned April next year launch date, a spokesperson said “yes”.

That went a step further than Carolyn Fairbairn, director general of the confederation, was prepared to go in her interview with editor Nick Linford two months ago — when she would only say that “delay is certainly an option”.

Josh Hardie, CBI deputy director-general, also called on the government to take its time.

He said: “The priority is getting the apprenticeship levy fit-for-purpose, as it will need a genuine change of direction if it is to work for apprentices, business and the economy.

“Nine months out from the planned start date businesses still lack vital information — the new administration should take the time to get this right.”

He added: “Business remains committed to working with them to achieve this – but time is running out.”

It comes after FE Week revealed yesterday that the Department for Education (DfE) and Mr Halfon are expected to unveil a delayed document providing more information on how apprenticeships will be funded post-levy in the next few days.

Mr Hardie warned it currently appeared the levy system would “work in Whitehall but it won’t work in Walsall, or any other part of the UK where business is training and developing people”.

“While the ambition is positive, the current design does not recognise the breadth of great training currently being delivered and runs the risk of unintended consequences, including fewer apprenticeship opportunities,” he said.

The survey by CBI and Pearson indicated that almost half of all medium-sized businesses (MSBs) thought they would have to absorb the levy as an additional tax – and make no changes to their training arrangements.

It also showed that two in three thought they would not increase apprenticeship numbers from April.

A consultation document on the levy unveiled in August said the government wanted it “to be calculated on the basis of employee earnings and for employers to pay through their PAYE return”.

Mr Osborne subsequently confirmed that larger employers would have to pay 0.5 per cent of their pay roll costs towards the charge — offset by a £15,000 allowance meaning that most businesses will not have to contribute.

But there is still widespread concern about how the revised funding system will work for non-levy paying smaller firms.

When invited to respond to the CBI call for a delay, a government spokesperson would only say: “Our focus is on ensuring the levy works for businesses of all sizes as they adapt and seize opportunities in the coming months.

“We are continuing to work with employers to design the apprenticeship levy around their needs.”

Steer clear of trapdoors

Paul Noblet from Centrepoint, which recently carried out research into how traineeships are being implemented, argues that it is a good thing that traineeships aren’t just geared at helping to boost apprenticeship starts.

The government’s ambitious plans for creating three million apprenticeships must not lead training providers into the trap of chasing outputs rather than responding to the ambitions and needs of the young people we want to support into training and employment.

FE Week reported recently that only 22 per cent of traineeships led to an apprenticeship.

This is OK. In fact, because they provide an opportunity for intensive, tailored support that is funded by the government, they may be the best way of providing young people furthest from the job market the soft skills and routine they need to find employment.

Our research shows that only one in five homeless young people are interested in pursuing an apprenticeship.

Access to apprenticeships is important, but satisfying an arbitrary number should not be our sole motivator.

Through almost 50 years of working with homeless young people, we know a key part of escaping homelessness is the ability to find a meaningful job that provides a sufficient income to leave it behind.

That is why Centrepoint has begun to provide traineeship programmes, working with young people we already accommodate to bring them closer to work.

We shouldn’t assume that all young people on traineeships necessarily want to go on to do an apprenticeship.

Our research shows that only one in five homeless young people are interested in pursuing an apprenticeship.

Perhaps this is because they have endured chaotic childhoods, so are often keen to get into work quickly, in an effort to become independent and enjoy the stability with their housing and income they lacked growing up.

A low-wage apprenticeship is unlikely to be able to provide that. Often it is only at the point of reaching some stability that young people will again consider FE.

The advent of the new Youth Obligation could push young people into traineeships.

Our concern is that if traineeships morph into pre-apprenticeship programmes we will effectively be pushing young people towards apprenticeships, when they may prefer to start work immediately.

The situation is further complicated by the low level of the apprenticeship minimum wage, which as a sole source of income could well cause young people to fall behind on their rent.

With the government focusing a great deal of its resources on apprentices in more glamorous, high-skill sectors, rather than engaging with companies who are able to offer a lower entry point accessible to disadvantaged young people, there is a real danger that vocational education itself will become a two-tiered pathway.

Research by Centrepoint and the Institute for Employment Studies bears this out.

Just four per cent of companies we spoke to said they target traineeships at the group, disadvantaged young people, they are designed to help. And, given their lack of promotion, who can blame them?

Traineeships should form the foundations of the government’s ambition of helping young people into work.

But that foundation needs to be much more accessible for those who are furthest from work.

Traineeships have an intrinsic value for young people, particularly those furthest from the job market, and they have clear benefits for companies too.

The job market has been especially competitive for young people since the financial crash of 2008. Most of the vulnerable young people we work with need little incentive to start work; they crave the independence it could bring.

What they need more than their peers is the type of intensive support that a traineeship can provide.

But we can’t rely on the enthusiasm of young people alone.

The government needs to actively promote traineeships to disadvantaged people to show them how it can help them get into work.

The sector is in danger of missing the real point of traineeships, if we keep chasing arbitrary outputs that ignore young people’s real aspirations.

We should be relaxed that only 22 per cent of trainees go on to an apprenticeship. What really matters is not the current focus on traineeships as pre-apprenticeship programmes, but on supporting young people into work.

How to get a good Ofsted rating for traineeships

Wirral Metropolitan College is the only college to have had its traineeships rated in a headline field under the new Ofsted common inspection framework, and received a “good”. Its director for traineeships, Di Fitch, explains what makes a good traineeship programme

Wirral Metropolitan College was keen to take up the opportunity to provide traineeships when they were introduced. Employers immediately understood the need for a programme that focused on the basics of employability. And although there has been a sense of uncertainty in the sector about the purpose of traineeships, we very much consider them a pre-employment programme.

We consider traineeships a pre-employment programme

Ofsted’s five-day visit was tough and rigorous. They focused on destination data for traineeships and were also quite rightly concerned about English and maths, but with only 13 weeks to bring students up to the required level, this is a much greater challenge. The inspectors also talked to students, phoned employers, and visited our training subcontractor.

We were pleased to be rated as good, as we have worked hard to build a successful traineeship programme, based on three key pillars:

1. Ask employers what they need

Firstly, it is employer-led. We have always designed our traineeships around what employers need – first finding employers with vacancies, then designing a suitable programme – not the other way round.

The employers we work with are an integral part of our training programme. They participate in the initial interview to select candidates. They then interview the trainees again, just before they go out on placement after four weeks, which is a great opportunity for us to show the employers how much they’ve grown. Their tutors will also visit them on placement, to maintain consistency. Then the employer will often come back to talk to the group in the final week, when we’re exploring students’ next steps.

2. Set clear expectations

Secondly, we hold our students to very high standards. From day one, we tell them what is expected of them, which includes maintaining a good punctuality and attendance record that will be shown to their potential employer. Students on our traineeship programmes have a 60 per cent chance of being offered either a job or an apprenticeship at the end – which means that they have a strong incentive to prove themselves. But it works both ways – if we didn’t set such high expectations from the start, I don’t think we’d have such great outcomes.

3. Tailor the course

Thirdly, we offer tailored provision wherever possible. For our larger employers, such as the local teaching hospital, or large hotels, we run entire cohorts just for them. This allows us to prepare students for the specific environment they will face, and integrate the company ethos and values into our initial employability training. We can also invite the employer to offer sessions during the initial four weeks of induction.

Over 30 per cent of our trainees go on to apprenticeships, compared with the national average of nine per cent

These three elements have allowed us to build a programme that delivers excellent results for students and employees. Over 30 per cent of our trainees go on to apprenticeships, compared with the national average of nine per cent. Around 80 per cent end up in positive destinations, meaning jobs, apprenticeships, or FE.

But despite all this, the biggest problem for traineeships is awareness-raising. Employers may be calling out for trainees, but young people and parents are rarely aware of the scheme. Traineeships have received nothing like the promotion apprenticeships have, and consequently lack the same high profile.

We suggested to the Department for Education that a “Have you ever done a traineeship?” button be added to the National Apprenticeship Service website, so that young people who may not be quite ready to go directly onto an apprenticeship have the opportunity to fast-track their skills to get them ready. We would welcome anything that helps parents and young people understand traineeships, and share the enthusiasm of our employers.

First published in the OCR traineeships supplement.

Developing a better pre-apprenticeship offer

Traineeships are useful, but pre-apprenticeships could be a better fit suggests Catherine Sezen.

The benefit of a traineeship is that it gives an opportunity for the young person and their employer to gain experience of each other through a short-term agreement rather than a permanent job. The student gains work skills and the employer has a chance to judge the trainee’s potential.

At the end of the placement the employer should offer the young person an interview and feedback, regardless of whether or not there is a suitable vacancy. This may lead to a job, but at the very least provides the young person with an employer reference.

What a traineeship doesn’t include, however, is any flexibility to extend. It is a maximum six-month course and the student, college and employer must stick to that. However those of us who work in education know that some young people learn faster than others. For some six months will be more than enough, but others may need longer.

The Association of Colleges (AoC) has always said that while traineeships are a good package, what is needed is a pre-apprenticeship programme tailored to meet individual needs. Traineeships, as they stand, need to meet the needs of a wide range of young people; those who are work-ready and those who would like to get into work but need to develop their employability skills.

We need a more flexible style of programme with a wider range of options.

Students enrolling on a traineeship could be at any level – some will have qualifications at level 2 or 3 – the equivalent of GCSE or A-level – and simply require help to find an apprenticeship to suit their employment aspirations; some may have level 1 skills and may need more preparation time to develop their written English, maths, communication skills and teamwork.

What we need is a more flexible style of programme with a wider range of options – where colleges can decide on the length and content of the course to suit the trainee and the employer.

The government wants to create three million new apprenticeships by 2020 but it must remember that not all young people are ready for a job plus training. It needs to create a solid training scheme to support a variety of young people into work.

If colleges are to deliver two thirds of apprenticeships – as it was suggested by the former skills minister Nick Boles that they should – then the government needs to create the right entry routes into employment.

Warm welcome for new minister for apprenticeships and skills

FE sector leaders have welcomed Robert Halfon as the new minister for apprenticeships and skills, with the “right credentials” for the tough job ahead.

Mr Halfon (pictured) succeeds Nick Boles, who quit from the role last week, at a new look Department for Education, which has now taken control of skills, apprenticeships and higher education in an expansion of its remit.

Mark Dawe, chief executive of the Association of Employment and Learning Providers, said: “We’re delighted that with his credentials for championing apprenticeships Robert Halfon has been given the skills brief.

“Downing Street said on Friday that growing apprenticeships would remain a priority under the new administration so we will be asking the new minister to stick to the current levy timetable and to publish the next set of guidance as soon as possible.

“This is because there is a lot of work for training providers to do in supporting employers in preparation for April 2017 for both levy and non-levy payers.

“We must maintain the momentum to ensure that the 3m target is hit and any dip is likely to damage the chances of building up apprenticeship numbers.”

University and College Union general secretary, Sally Hunt, said: “With all the changes to the departments for education and business we are sure the minister, a champion of apprenticeships, will want to get cracking on his new brief.

“There are serious questions now surrounding the implementation of the skills plan, apprenticeship levy and area reviews.

“We hope Mr Halfon will listen to staff and engage with us in developing a coherent workforce strategy.”

Martin Doel, chief executive of the Association of Colleges, said: “We know Robert Halfon well from his previous work in supporting his local college and in raising awareness of apprenticeships. He was also a key advocate in our campaign for disadvantaged college students to be able to access free meals in the same way as students in schools.

“It’s also good to see that the government has retained a distinct focus on apprenticeships and skills by appointing a dedicated minister.”

Current Learning and Work Institute chief executive David Hughes, who will take charge of the Association of Colleges from September, said: “I am delighted that Robert Halfon has been appointed as minister for apprentices and skills. With energy and dedication he has shown a true commitment to apprenticeships and equalities as an MP, even leading the apprentices scheme in the House of Commons.

“As he focuses on areas that are important to the Learning and Work Institute, we are looking forward to working with him in his new role to make sure that apprenticeships and adult education are high on the new government’s agenda.”

Shakira Martin, the vice president for FE at the National Union of Students, said: “I’d like to congratulate Mr Halfon on his appointment. In the past, he has worked closely with our National Society of Apprentices and I hope that he continues a commitment to engaging the voice of all learners as our sector is reformed. This is a time of huge uncertainty for learners, communities and employers, and NUS are eager to work with Mr Halfon to make the case for investment in FE and protect the interests of learners through college mergers, the apprentice levy and implementation of the new Skills Plan.”

Stephen Wright, the chief executive of the Federation of Awarding Bodies, welcomed the appointment and said Mr Halfon “clearly has a passion for technical learning and is a champion for apprenticeships.

“We look forward to working with him to create the world leading vocational programme that meets the needs of learners and employers.”

David Russell, chief executive of the Education and Training Foundation, said: “We warmly welcome Robert Halfon’s appointment and look forward to working with him on the crucial challenges facing the sector.

“Robert’s passion for apprenticeships is clear.”