Wolf’s apprenticeship proposals would be a devolution howler

Last week’s proposals by Baroness Alison Wolf to devolve apprenticeship funding to local leaders is not only misguided but risks undoing progress made in creating an employer-led apprenticeship system and taking us back 10 years.

There are, of course, ways in which we could improve the apprenticeship system.

Some of these the government are already making progress on – foundation and shorter duration apprenticeships are, for example, a positive step forward; others such as ensuring the overall programme budget matches the apprenticeship levy require additional funding to be released.

That’s not to say that metro mayors should not have a voice on skills needs – their input is valuable. However, giving commissioning powers to local leaders on apprenticeships would be a significant backward step.

Local leaders should influence, not control, apprenticeships.

Having read the proposals, I strongly suggest it’s doubtful that Alison Wolf has bothered to actually ask employers what they want and if they would be willing to juggle such a new postcode lottery system either.

Expertise and insight

The foundation of the current apprenticeship system is the principle that employers are in the strongest position to determine their workforce needs.

It is employers who have the expertise and insight to align training with real-world requirements. They are best placed to ensure that apprenticeships deliver the skills businesses need to thrive.

Shifting commissioning to local leaders would undermine this employer-led approach.

Local authorities and regional bodies, while well-intentioned, do not possess the same direct understanding of industry-specific skills gaps or future workforce demands.

This is particularly problematic in a rapidly evolving economy where adaptability and responsiveness are paramount.

Costs and inefficiencies

One of the most glaring flaws in devolving funding to local leaders is the inevitable increase in administrative costs. Currently, 98 per cent of the apprenticeship budget is already spent.

Adding additional layers of governance, commissioning, oversight and bureaucracy would only eat further into a budget that is already under pressure.

This would reduce the funds available for the actual delivery of training, undermining the primary purpose of the programme.

At a time when every pound of apprenticeship funding needs to be maximised it is hard to justify siphoning off yet more resources to fund unnecessary layers of local administration.

Bid writing nightmare

If funding were to be devolved to local leaders, then training providers would inevitably face the prospect of a bidding war for regional or local funding contracts. This would result in a costly and time-consuming process, with providers forced to dedicate significant resources to bid writing rather than delivering high-quality training.

Moreover, the competitive nature of a bid-based system introduces uncertainty. History tells us there is no guarantee that the providers who are best placed to deliver apprenticeships are successful and that they then get the right amounts they need to meet their employers’ needs.

This misalignment between prime providers, allocations and actual needs would destabilise the apprenticeship system, making it harder for both providers and employers to plan effectively.

Fragmented and bureaucratic

Devolving apprenticeship funding to local leaders would create such a fragmented, bureaucratic system that it would hamper employer engagement.

Unlike the current system, which allows access to a wide range of providers, a devolved model would restrict options and result in reduced choice. It also risks undermining the effectiveness of apprenticeships and employer confidence in the system.

Rather than devolving control and letting apprenticeships take a different and scary direction, efforts should continue to focus on making the current approach more seamless for employers.

The current apprenticeship service is far from a perfect platform and there is certainly still more that can be done to improve it, especially for small employers. But devolving control and commissioning to local and regional authorities would be a huge mistake.

Recruitment ban as bootcamp firm Redstone probed

A rail industry skills bootcamp training provider has been suspended from recruiting new learners amid investigations being conducted by multiple authorities.

Manchester-based Redstone Training moved into the bootcamps space in 2023, receiving almost £3 million in public funding to deliver the short courses across the Liverpool City Region and West Midlands Combined Authority (WMCA) area.

FE Week understands Network Rail has asked rail regulator the National Skills Academy for Rail (NSAR) to probe a series of allegations brought against the company that would breach its rules.

NSAR declined to comment but the body pulled Redstone from its approved provider list last week and has temporarily suspended the company from delivering NSAR-accredited training.

Redstone Training’s combined authority funders have also taken action, including by suspending starts in at least one area, but have refused to disclose the full nature of the case.

The WMCA, which gave Redstone a skills bootcamp contract worth £1.6 million, said: “The WMCA is investigating matters specific to the delivery of skills bootcamps at Redstone Training. We are unable to comment further.”

The Liverpool City Region Combined Authority, which paid £1.25 million to Redstone over the last two years, said: “We are aware NSAR has put a temporary restriction on Redstone’s approval status for the delivery of NSAR-accredited training currently included in skills bootcamps.

“We have suspended the start of any new courses until the matter is resolved and are working to ensure there is no disruption to current learners.”

Liverpool City Region flagged skills programmes as a “major” audit risk in a paper published in December.

Introduced as a publicly funded training route in 2020, skills bootcamps initially focused on getting unemployed people into work in the digital sector, and later expanded to more sectors, including rail. 

The government is funding the courses that last up to 16 weeks with £550 million between 2020 and 2025. 

Providers are paid in instalments: an upfront 45 per cent fee for enrolling learners, 35 per cent for course completion and 20 per cent for achieving a job offer within six months of finishing the course. The courses are supposed to include a guaranteed job interview and cannot be officially completed until this has taken place.

Redstone Training was incorporated in 2017 and delivers a range of courses for budding rail workers with around 20 staff on its books, according to the company’s latest accounts.

The company came into scope for Ofsted inspection when it moved into the skills bootcamps market and was found to be making “significant progress” in two of three areas in an early monitoring report published in July. There were, however, only 24 learners on programmes at the time of the inspection.

Ofsted’s report praised a “very high standard” of training and commended leaders for monitoring learners’ destinations “for six months from completion of the skills bootcamp”, adding that “most learners remain in employment and benefit from additional training with their employer, gain promotion or take on additional responsibilities such as site warden, welding or de-vegetation”.

Aside from bootcamps, Redstone runs level 1 and level 2 City & Guilds-accredited NVQ courses in engineering and several health and safety and track safety courses.

A Network Rail spokesperson said: “Network Rail is aware of various investigations into Redstone Training, who have been suspended as a training provider to our supply chain until the outcome of those investigations.”

Redstone Training declined to comment.

While NSAR declined to comment on Redstone Training specifically, the regulator said: “Post-training employment requirements mandated by funded training, including skills bootcamps, sit with specific education frameworks owned by a variety of organisations. A provider’s adherence to those frameworks is not under NSAR’s jurisdiction.

“NSAR quality assures that the delivery of training and assessment awarding safety critical competence in Network Rail’s sentinel database has taken place in accordance with Network Rail’s rules, standards and NSAR’s quality assurance framework. The rules prohibit assured providers from sponsoring for training purposes only. 

“There has been an increasing trend in sentinel sponsors sponsoring individuals during their training and de-sponsoring them once qualified. Work by the industry, NSAR and supplier assurance organisations has produced an updated version of the Sentinel Scheme Rules to reduce such practices.”

IfATE: Contract delays won’t derail gen 2 health and science T Levels

Delays to the relicensing of health and science T Levels will not impact the rollout of “generation 2” versions of the qualifications, the government’s technical education quango has assured.

The Institute for Apprenticeships and Technical Education (IfATE) began tendering for exclusive awarding licenses for health, healthcare science and science T Levels in March. Bids had to be in by June, with successful awarding organisations notified in September, followed by contracts starting in October.

But the procurement winners are yet to be announced, three months after the contracts were due to start for the redevelopment of the qualifications in time for delivery in 2026.

Separate procurement rounds for other T Levels are taking place as existing licenses come to an end.

IfATE operates a single-license model for the technical qualifications in each T Level, meaning that one awarding organisation is responsible for updating content and assessment materials, providing training to teachers and provider staff, quality control, and assessing and grading students.

The first batch of so-called ‘generation 2’ T Level license holders, covering education and early years, construction and digital courses, were announced following a competitive re-tender process in August.

That procurement round resulted in four contracts changing hands. Two construction T Levels, first held by City and Guilds, were awarded to WJEC, and two digital T Levels, first held by NCFE, were awarded to Pearson. NCFE retained education and early years.

Procurement for health, healthcare science and science T Level awarding licenses, all held currently by NCFE, took place separately,

A third procurement, this one for three engineering T Levels and T Levels in management, finance and accounting, had been planned to launch this spring.

‘Delays happen‘

IfATE has bloated potential contract values and introduced a controversial new pricing mechanism for centres in a bid to make the gen 2 qualifications more commercially attractive to awarding organisations, some of whom have reported losses on the current licesnes due to low student take-up.

IfATE told FE Week it was “confident” delivery of relicensed health and science T Levels would still begin as planned in 2026 despite the procurement delays.

A spokesperson claimed the bidding period was extended due to the general election, which had a knock-on impact on approvals.

“We remain confident in the 2026 delivery date as planned, and we have communicated with awarding organisations throughout,” they said.

“Delays to process happen – but our priority remains making sure we get this right and that the end-product delivers for learners.

“At present we are working through the final due diligence in the proper way.”

Controversial contracts

FE Week revealed last January that generation 2 contracts feature a new adaptive pricing mechanism which allows awarding organisations to hike entry fees paid by providers if student numbers are lower than forecast.

Halfon

College leaders criticised the new pricing model for pushing T Level recruitment risks onto providers, rather than awarding organisations and the government.

In an attempt to reassure the sector, the then skills minister Robert Halfon said DfE officials would consider “whether any further action is needed to mitigate” the impact on providers of adaptive pricing should it be triggered.

Awarding insiders previously told FE Week that DfE forecasts for T Level student numbers are often too optimistic, leading to huge financial risks for awarding organisations. Some have also suggested growth in T Level students is now less likely as a result of the new government’s decision to allow some overlapping level 3 qualifications to remain funded alongside T Levels.

IfATE did not provide a date when the new health and science contracts would be announced.

Hair today…

Elsewhere, IfATE has yet to confirm whether it will continue with plans to introduce T Levels in beauty and catering.

The catering course was originally earmarked to be taught from September 2023. Highfield Qualifications had a £2.6 million contract to develop the T Level, but this was pulled in July 2023 because there was not a “shared vision of the technical qualification”.

There remains no planned delivery date for the catering T Level, with some expecting the qualification to be scrapped.

The previous government scrapped the hairdressing and barbering T Level this time last year, citing a lack of employer buy-in.

A qualification in beauty and aesthetics was floated, although the DfE is yet to reveal whether an assessment of employer demand will give it the green light.

The only remaining confirmed T Level yet to be rolled out is marketing, set to start this September.

DfE’s T Level webpage still incorrectly publicised the hair, beauty and aesthetics T Levels as ready for delivery in September 2024 at the time of going to press.

NCG hit with £9m clawback bill after ESFA battle

A large college group is handing back over £9 million to the government following a long-running clawback dispute.

NCG had challenged an attempt by the Education and Skills Funding Agency (ESFA) to reclaim funding for delivery across the group between 2018-19 and 2020-21.

FE Week understands the case related to the application of funding rules in 16 to 19 and adult education budget funding streams, although it is unclear which specific rules were allegedly broken.

NCG, which runs seven colleges across England, previously told FE Week that after seeking legal advice, it disputed “certain elements of the clawback, including the application of current and historic funding rules”. 

Financial statements for previous years suggested the repayment could reach around £8 million. But newly published accounts for the year ending July 2024 reveal that a heftier settlement was reached, costing the group £9.2 million.

NCG was chaired by former ESFA chief executive Peter Lauener from 2018 until he stood down in 2023 – three years earlier than planned.

The clawback doesn’t appear to have impacted NCG financially. Its 2024 accounts show a financial health rating of ‘good’, an EBITA (earnings before interest tax, depreciation and amortisation) of 4.45 per cent of adjusted income, and cash reserves of £10 million.

The group’s surplus for the year was £9,575,000 compared to a loss reported in 2023 of £3,698,000. But the “significant improvement” was a result of the sale of a “surplus asset” which earned a profit of £12,589,000.

Turnover increased from £146,819,000 in 2023 to £172,286,000 in 2024, primarily due to growth in NCG’s 16-to-19 contract.

The strong financial position led to the college giving staff a 6 per cent pay rise plus a £500 consolidated award which was paid to “all but key management personnel”.

NCG, which teaches around 25,000 students, was also judged as ‘good’ by Ofsted this month.

A spokesperson for NCG said: “The dispute, related to historic delivery from some years ago, was resolved almost a year ago. We did not make a legal challenge.

“Through robust financial management, we’ve maintained our financial strength and have been able to give above-benchmark pay awards each year. We have remained aligned with our strategic priorities and were delighted to achieve another Ofsted ‘good’ this month.”

The ESFA declined to comment.

‘Life changing’ West Thames College judged ‘outstanding’

A London college has been judged ‘outstanding’ by Ofsted after inspectors heard of its “life changing” impact on disadvantaged people’s lives.

The watchdog’s report for West Thames College, published today, highlighted a “relentless focus on quality improvement which permeates through all levels of staff”.

It received the accolade in all areas barring apprenticeships, which was judged as ‘good’. This is the first time the college has held Ofsted’s overall top grade.

The achievement means that one in ten general FE colleges currently hold the highest possible judgment.

West Thames College teaches around 1,700 young people, over 1,500 adults who mostly study English for speakers of other languages (ESOL) and pre-employment courses, 45 apprentices and 250 students with high needs.

Tracy Aust, West Thames College principal, said the Ofsted judgment “is a true testament to the hard work, dedication and passion of our amazing students, staff, governors and partners”.

She added: “We’ve been on a journey to outstanding but this is by no means the end. We will continue to put our students first, to be ambitious, to have high expectations and to serve the needs of our communities. I am incredibly proud of the diverse, inclusive, successful college that is West Thames.”

Ofsted noted that students “enjoy learning and socialising in highly inclusive, calm and welcoming environments” at the college’s two campuses in Hounslow.

The report praised how students “behave impeccably” and interact with respect and harmony.

Inspectors also recognised how adult learners, many of whom come from disadvantaged backgrounds, “thrive” at the college, describing their experience as “life changing”.

‘A well-deserved reward’

Ofsted’s report commended the college for its “strong” contribution to meeting regional and national skills needs. Inspectors noted that leaders are “proactive and respected partners who play a lead role in the local borough and across west London”.

West Thames has “consistently high achievement rates” and positive destinations, while staff are “proud to work at the college”.

The college’s chair, Stuart McGeoch, said: “Categorisation as outstanding by Ofsted is a well-deserved reward for three years of really hard work by the staff, management and board of West Thames. In that time period, the overriding mantra at every stage has been to focus on the creation of an outstanding student experience and the comments of the Ofsted inspectors make clear that is exactly what has been achieved.”

The success takes the number of general FE colleges with an Ofsted ‘outstanding’ judgment to 15, which is 10 per cent of the 150 colleges that hold a grade with the watchdog. This is up from 7 per cent on August 31, 2024.

From September, Ofsted plans to ditch overall effectiveness grades in FE and introduce new-style report cards. A consultation on the design of the report cards is expected to be launched next week.

Legrave: College interventions fall as support take-up rises

More than 100 college leaders used a new mental health and wellbeing service which offers confidential sessions with an expert, according to the FE commissioner.

Shelagh Legrave’s final annual report as FE commissioner, published on Thursday, revealed 118 leaders took part in a government-funded professional supervision service from its launch in April 2023 until July 2024.

Legrave’s report covered her work for the 2023-24 academic year. Over that time, four colleges and one local authority triggered intervention from the FE commissioner, and seven were removed.

As of July 2024, nine colleges were in intervention, down from a reported 15 at the same point last year.

Legrave, whose term as FE commissioner ends this September, praised “welcome announcements” on funding for colleges over the reporting period, such as the £300 million announced in the autumn Budget, the FE capital transformation fund and “generous” incentives for new teachers.

However, “there remain a number of challenges,” Legrave said.

“The first is attracting and retaining teaching staff in a very tight labour market and where pay differentials can be significant between different educational institutions.”

Restrictions on commercial borrowing following the college sector’s reclassification to the public sector in 2022 “continue to be a real challenge”, particularly for colleges requiring development on their estates due to rising student numbers. 

Here’s what we learned from the annual report.

Leader wellbeing

Among programmes listed in the report was the first full year of the FE leaders professional supervision service.

The service, offered by education mental health charity Education Support, was extended from schools to colleges following research indicating a “high proportion” of principals experienced stress on a “frequent basis”.

Principals, chief executives, deputies and other senior leaders can access the service, which requires them to commit to six confidential sessions of “professional supervision” with a qualified expert.

Legrave reported that since its launch, 118 leaders have accessed the service, with 97 per cent of those reporting they found it beneficial and would recommend it to colleagues.

Intervention

Two colleges were placed in intervention over the reporting period for triggering the FE commissioner’s financial control measures, one for its poor financial health and another for “failing to progress issues of concern”.

The report doesn’t name the colleges or the precise reasons for entering intervention.

A delayed report on Lakes College, published in October but dated June, said it needed an emergency government loan to alleviate short-term cashflow pressures.

Accessing emergency government funding is a trigger for intervention.

Weston College was also placed in intervention last year. The college was handed a financial notice to improve following revelations from government counter-fraud investigators of “historical failures of financial controls and a failure to disclose certain financial information”.

The college’s long-standing chair was replaced by Tim Jackson, one of the FE commissioner’s advisers.

Several high-profile intervention cases came to an end during the reporting year.

City of Wolverhampton College had its financial notice to improve finally withdrawn in April after 12 years.

Hull College, Cornwall College Group and Moulton College were also among those that finally exited intervention. Hull was in intervention for seven years, Cornwall was in financial intervention for eight and Moulton for seven.

Legrave’s report said: “Neither the FE commissioner nor DfE want colleges to remain in intervention for longer than is necessary.”

After their exit, colleges are placed in what’s called post-intervention monitoring and support (PIMS). According to the report, five of the seven colleges that exited intervention were placed in PIMS and another college was monitored following a merger.

Active support

One popular offer from the commissioner’s team is the curriculum efficiency and financial support programme.

There was “high demand” for the service, according to Legrave, which supports colleges to cost their curriculum plans. A total of 54 colleges accessed the scheme in 2023-24, up from 35 the year before.

Despite being available to any college, only six took part in free, two-day ‘health checks’ with the FE commissioner team. The checks give colleges feedback on their financial and curriculum plans, with the option to request further support from the team.

Another new programme reported on was the further education leadership mentoring scheme, which aims to “create a stronger, more diverse pipeline to the most senior roles in the further education sector”.

Over the 2023-24 academic year, 64 individuals received mentoring from one of 24 “highly skilled” former college leaders.

The report states 15 per cent of places on the programme are reserved for people with disabilities and people from ethnic minorities, groups which are underrepresented in college leadership roles. However, it doesn’t report on how many people from those groups have accessed the scheme and achieved leadership positions.

Double Ofsted ‘outstanding’ for Merseyside colleges

Two colleges in Merseyside are celebrating Ofsted ‘outstanding’ results today – including one that has achieved the feat for the third time in a row.

Hugh Baird College and Carmel College were inspected in November and December respectively, with both results published this morning.

Carmel College, a sixth form college with Catholic ethos, was awarded the top grade in all but one area in a report that highlighted how students, including the most disadvantaged, achieve “exceptionally well”.

It was first rated ‘outstanding’ in 2009 and retained ten years later in a 2019 inspection and then again following this latest inspection in November.

Inspectors praised Carmel College’s “inclusive culture” and “very high aspirations” where learners are “consistently challenged by teachers to achieve their highest potential”.

Leaders make sure the curriculum offer “widens participation and promotes social mobility” for students “without compromising on their high expectations”.

Carmel principal Janet Gater said the result is a “testament to the hard work, dedication, and talent of our students, staff, governors, and stakeholders”.

She added: “At Carmel College, we are committed to providing an exceptional education that empowers our students to achieve their full potential, both academically and personally. We are incredibly proud of what we have achieved together and look forward to continuing to inspire and support future generations.”

The college takes in students from over 100 schools from a diverse range of backgrounds across the wider Liverpool City Region, including St Helens, Knowsley, Warrington, Halton and Merseyside. It teaches 2,175 students aged 16 to 19 on A-levels and vocational courses.

Ofsted’s report said students have “incredibly positive attitudes to learning” and commends the “exceptional” use of assessment by teachers to check students’ understanding. Attendance rates are high and leaders are “considerate of staff workload, welfare and wellbeing”.

Governors were also praised for their “extensive expertise” in educational and industry settings. They use this knowledge “incisively to hold senior leaders to account for the quality of provision”.

Meanwhile, Hugh Baird College was upgraded to ‘outstanding’ after holding a ‘good’ grade for nearly 20 years.

The general FE college received a near-clean-sweep of top grades this time round. Quality of education, leadership and management, high needs provision, and learner behaviour and attitudes were all ‘outstanding’ while apprenticeships were ‘good’.

Inspectors praised “substantial progress” made by students with low prior education attainment and attendance and leaders’ “exceptional network of stakeholders” used to make a “strong” contribution to meeting local skills needs.

At the time of the inspection, the college had just over 2,000 young people on study programmes, including T Level learners in digital, childcare and healthcare science. There were also around 1,100 adult learners and just over 500 apprentices.

Learners’ achievement of high grades was highlighted in the report. Two-thirds of A-level students achieve A* to C grades, and over a third of vocational students get distinctions. Care-experienced and high needs learners also achieve “exceptionally well”.

Bad behaviour is “skilfully redirected” by college staff through “self-regulation techniques”, and students have access to facilities, like stress balls, to “deescalate their behaviour.”

Leaders have “an excellent understanding” of college provision that needs to improve, while “highly effective” governors effectively challenge leaders’ progress.

Ofsted’s report had substantial commentary on the colleges’ links with employers and the Liverpool City Region combined authority. For example, courses and apprenticeships in logistics, warehousing and manufacturing have been developed to support the region’s freeport.

Inspectors also praised college leaders’ partnership with the local authority for bespoke provision for young people not in education, employment or training.

Education and training quality has improved “exceptionally”, according to inspectors. Teachers and assessors were praised for “highly informative lessons”, “high-quality developmental feedback” and for preparing students and apprentices for their next steps. 

Rachael Hennigan, principal and chief executive of Hugh Baird College, said: “This accolade reflects the hard work, dedication, and passion of our entire college community – our staff, students and apprentices.

“This recognition also highlights our vital role in addressing skills gaps, supporting emerging industries, and contributing to the growth and prosperity of the Liverpool City Region. We are proud to make a lasting impact not only on individuals but also on the broader community and economy.”

Top Ofsted marks for south Yorkshire council’s adult education

A south Yorkshire council has been awarded an ‘outstanding’ by Ofsted after finding “highly effective” adult learning provision that “levels the playing field”.

Barnsley Metropolitan Borough Council received a grade 1 in all categories following its November 27 to 29 inspection due to adult education that is “raising the aspirations of adult learners to address high levels of economic inactivity”.

The rating makes Barnsley the third council in the country to currently hold top marks from the watchdog.

The local authority was previously rated ‘good’ at its last Ofsted visit in 2018.

At the time of the inspection, there were 357 learners on courses funded by South Yorkshire Mayoral Combined Authority. Most students were on ESOL, digital skills, and functional skills English and mathematics courses. There were a handful of learners on vocational programmes and on non-accredited wellbeing courses.

Inspectors found that learners “flourish” on their courses and develop the confidence and skills to make “positive” changes in their lives.

For example, entry level ESOL learners were able to communicate “more effectively” when shopping or visiting doctors’ surgeries or speaking to their children’s teachers with their rapid grasp of words and phrases.

Leaders work closely with stakeholders to “design learning pathways that align precisely with local priorities and to move learners closer towards employment”.

Ofsted said learners contribute to a “highly respectful community” of learning by taking part in community projects, sharing cultural foods from their home countries and participating in activities set by their tutors “with enthusiasm”.

Inspectors identified instances where leaders joined up with local stakeholders to design learning pathways that align with local needs, such as linking up with their local NHS partners to identify patients who would benefit from new digital skills and well-being support.

They also highlighted the “highly effective systems” that ensures most learners remain and complete their courses.

The report commended staff for taking time to understand learners’ complex barriers, for carefully planning educational provision and for motivating students with frequent praise and encouragement of their progress.

Tutors were also celebrated for their “comprehensive understanding” of learners’ starting points to plan ambitious provision.

The council was lauded for taking health and wellbeing seriously. Inspectors found tutors taking learners on wellbeing walks and embedding activities that promote an active lifestyle in lessons.

“Tutors embed activities in sessions to promote positive habits, such as practising gratitude to improve mood and outlook. Learners on well-being courses identify aspects of their lives that they are grateful for, before writing these on coins and depositing them in their positivity banks,” the report said.

Council leaders and members of a “highly effective” advisory board understand the education quality “very well” by attending teaching sessions and speaking to learners.

Councillor Robin Franklin, cabinet spokesperson for regeneration and culture at the council, said: “The achievement is a testament to the hard work of our dedicated staff, learners, and supportive communities. The recognition in the report for our work to level the playing field so that everyone can benefit from work in our borough is a demonstration of the partnership approach to developing better pathways to work through learning and skills development.

“Our adult skills and community learning service remains focused on continuing to build on its successes, exploring new ways to innovate and improve its offerings to be even better.”

Jennifer Coupland to leave IfATE next month ahead of closure

Institute for Apprenticeships and Technical Education chief executive Jennifer Coupland will step down next month to take on a new role at a London university.

She will leave the top job at the government quango after five years in February, ahead of its closure.

Coupland will take on a six-month secondment as pro vice-chancellor, skills portfolio at London South Bank University.

IfATE delivery director Carmel Grant will step in as acting chief executive of the institute.

Legislation is currently making its way through Parliament that transfers all of IfATE’s powers to the Department for Education, paving the way for its new skills body Skills England, which will sit within the DfE as an executive agency.

Coupland took over as IfATE boss in November 2019, two years after the body’s launch. She joined from the DfE where she was director of professional and technical education. 

Skills minister Jacqui Smith commended Coupland for her “superb work at IfATE over the last five years, helping to create positive opportunities for apprentices, learners and employers”. 

She added: “Skills England will build on this, delivering on our plan for change by boosting economic growth and spreading opportunity through working closely with employers, providers and others to tackle skills gaps across the country.”

Skills England is currently operating in shadow form and still in the recruitment process for a chief executive, board and permanent chair.

Baroness Ruby McGregor-Smith, IfATE chair, said Coupland has played a “crucial part in all IfATE has achieved to put employers at the heart of the skills system, improving the quality, relevance and perception of technical qualifications and apprenticeships”.  

“Under Jennifer’s leadership IfATE has made sure that apprenticeships, T Levels, and Higher Technical Qualifications (HTQs) are well matched to the economy’s skills needs, so employers and learners can have confidence in government endorsed skills training.  

Coupland said she was “delighted” to be joining London South Bank University, which took on Lambeth College in 2019.

“I’ve followed LSBU’s journey over the past 10 years and think it is such an innovative place,” she added.

“With a University, Colleges, and an Academy as part of the group it’s an exciting model with huge potential.  I am looking forward to joining the team to support them in developing their Skills offer for the next 5 years of their new strategy.”