Barry Sheerman, chair, the Skills Commission

Within moments of going into MP Barry Sheerman’s Westminster office, numerous clues hinting at his old day job as a university professor become clear.

Political biographies, volumes of poetry and literary criticism line the walls and by the time the interview is over, a small stack of books has built up in front of me to thumb through.

And as Sheerman leaps up to show me something else, so the conversation bounces just as energetically in different directions as I learn about the different projects he’s helped to set up.

“I unfortunately got into Parliament in 1979 when Thatcher became Prime Minister, so I had 18 years in opposition,” says the Labour politician, who counts co-chair of the Skills Commission with Dame Ruth Silver among his current roles.

“I did loads of shadow minister jobs and it was so frustrating that you weren’t doing anything — so I got in the habit of starting things and gradually built up this empire of social enterprises.”

Sheerman guesses he’s on his 48th enterprise having started with a co-operative development agency in West Glamorgan, followed by a folk club and a jazz club, “and it went from there”.

The enterprise he seems most proud of is an education centre run from the home of 19th century poet John Clare in Helpston, Cambridgeshire, which he discovered was on the market seven years ago.

“We got £1.27m from Heritage Lottery, match funded it, and turned it into a splendid centre, which is both a place where you can worship John Clare, but also it’s a national centre of learning outside the classroom,” he explains.

The project has expanded into the old village pub where Clare learned to play the fiddle.

“We are going to turn that into a hub where anyone can come in through the door — and they may be a young NEET [not in education, employment or training] who has lost their way, doesn’t know what their talents are, never been given any sound advice or maybe a 43-year-old woman who has never found that spark,” says Sheerman.

I wanted to change the world — so I got on the local council

“But they can come through and we use a businessman, managers, university academics, anyone who will give their time to assess them and mentor them and point them in the right direction.”

Middlesex-born Sheerman, aged 73, has long been an advocate of the FE sector (he’s a former chair of the House of Commons Education and Skills select committee, which has since focussed on education) and says his interest dates back to own experience of education and careers advice.

Inset: Sheerman with actor Patrick Stewart, who unveiled part of the John Clare centre in 2009
Inset: Sheerman with actor Patrick Stewart, who unveiled part of the John Clare centre in 2009

“I went to a grammar school, it was very posh, and most of the kids from the more working class background dropped out at 16, and I came top in English, top in history and bottom in everything else, so I dropped out,” he said.

A careers adviser told him to try and get into the chemical industry — “he said the future was men in white coats,” says Sheerman.

“So I ended up foolishly being in the paint industry and most of the time I got a day off to study chemistry and paint technology, most of the time with that day off, I went in and was reading economics — and I suddenly got this love of reading about economics.

“And a couple of nice people in the chemical industry said: ‘You should go back and get an education, you shouldn’t be here’.

“So I sold my scooter, I started a painting and decorating business, I cleaned windows, I bought and sold in Petticoat Lane, and I worked my way through my A-levels in a year at Kingston Technical College, and got a scholarship to the LSE to study politics and economics. So that was my liberation.”

Sheerman married wife Pamela in 1965, and his best man was ex-Labour MP and former UKIP Euro MP Robert Kilroy-Silk (“I keep that quiet though,” says Sheerman with a chuckle).

Sheerman went on to do a Masters in political sociology, and was taught by Ralph Miliband, father of Labour leader Ed Miliband, before taking up a lectureship at the University of Wales in Swansea in 1966.

He taught economics and politics in Swansea for 12 years and clearly relished it, but tragedy turned his attention to “changing the world”.

“I was sitting there congratulating myself, as kid from a reasonably working class background, youngest of five, at being a university teacher, we had this lovely cottage on the Gower Peninsula with a couple of acres, toy farm breeding donkeys,” he says.

“It was a really self-congratulatory phase of my life, and then our first baby died at birth.

“In those days they took the baby, it disappeared — my wife was told the baby had been incinerated, I was told it was put in a mass grave.”

The baby, a boy who would have been named Luke, was born in November.

“Anyway, I did this strong partner act, I think, I tried to support my wife,” says Sheerman.

But by the New Year he realised he was struggling.

“I’d lost all my energy, I thought I had leukaemia, I kept getting a sore throat and losing my voice,” he says.

“My wife conned me into going to the university doctor, who gave me a total check-up and told me: ‘There’s nothing wrong with you physically, but men, as well as women, go through a period of reflection after they lose a child,’ — they didn’t say depression then.

“And that was the trigger, asking: ‘What do you really want to do with this life? Spend your life thinking you’re a little working class boy who has made it good… or is what I really want to do in my heart something more active?

“And out of that I decided I didn’t want to write about politics or teach about politics, I wanted to change the world — so I got on the local council.”

Sheerman ran unsuccessfully for a seat in Taunton in 1974, before being elected in Huddersfield in 1979.

He now lives just outside Huddersfield, and he and Pamela now have four children, Lucy, 43, Madlin, 41, John, 35, and Verity, 32.

As he enthuses to me about crowdfunding, an online system where individuals donate money to help get businesses and projects off the ground, I suspect there will be more social enterprises to come.

And his commitment to promoting FE remains unwavering.

“It gave me my second chance,” he says.

“And I only knew about it because people were kind enough to take time to say ‘Look…’ to me, and that’s really nice, when you see someone who is slightly off course.

“So I suppose what inspires me is when I look at kids who are like me.”

———————————————————————————————————————————————–

It’s a personal thing

What’s your favourite book?

I read Caitlin Moran’s How to be a Woman, and I just read Giles Coren’s How to Eat Out. My favourite book as a student was Rationalism in Politics and Other Essays by Michael Oakeshott

 

What’s your pet hate?

I can’t think of anything I hate. Hating is hard, isn’t it? I’m with Giles Coren. I hate people who go to restaurants and pay a lot of money for heated up beef. It’s such a waste of money

 

What did you want to be when you grew up?

I suppose on reflection I am a frustrated writer

 

Who, living or dead, would you invite to a dinner party?

John Clare [English poet who died in 1864] and Victorian slavery-abolition and factory reform campaigner Richard Oastler

 

What do you do to switch off from work?

Play with my grandchildren — I’ve got nine under 11. I love walking and reading poetry.

 

The DNA of good apprenticeships

As the sector celebrates apprenticeships, Phil Romain looks at what makes for a good one.
My passion for apprenticeships stems from my own experiences.

I was fortunate to have had an outstanding apprenticeship in a company where many of the directors and senior managers were ex-apprentices themselves.

This led me to a career in engineering, to managing a top apprenticeship programme, to writing one of the first modern apprenticeship frameworks and eventually to being the national lead for apprenticeships with Ofsted.

I started my apprenticeship when they were considered established career paths, something many young people undertook when they left school.Nas-NAW-2014-e95

The Chief Inspector, Sir Michael Wilshaw’s Annual Report stated that apprenticeships need to improve, but let’s start with a reality check.

When I wrote the first modern apprenticeship for shipbuilding, apprenticeships were rarely mentioned. Most people would say things like: “apprenticeships — what a shame there aren’t any now.”

Thankfully, times have changed and National Apprenticeship Week provides an opportunity to promote their benefits.

Around half a million people started an apprenticeship last year and places are fiercely competitive.

Some apprenticeship schemes I have inspected are world-beaters and, dare I say, better than Germany’s — but far too many are not.

So I want to look under the skin at the DNA of good apprenticeships and ask what it is that is unmistakeably characteristic of the good.

Good apprenticeships offer structured, high quality training.

To some extent simply being in work will make a difference, but relying on a form of absorption by association is not enough.

Apprentices’ skills and competence need planning.

Some apprenticeship schemes I have inspected are world-beaters and, dare I say, better than Germany’s — but far too many are not

I was lucky with my apprenticeship. There was no hiding place in the workshops and design offices, I had to meet with key customers, communicate with senior managers, give presentations, and support a plethora of other activities while learning to manufacture complex systems to exacting standards.

And what drove this? Two things: a dedicated employer that was involved from the top, and training staff with the skills to plan and facilitate good training.

Encouragingly, some providers are acknowledging that their staff play a pivotal role facilitating the training and development of apprentices.

They are moving away from the simple assessment of a technical qualification to the development of the individual — planning and measuring improvements in technical skills, confidence, teamwork, customer relationships, independence, reliability and communication. These are the critical characteristics valued by employers.

Inspectors often comment on the lack of employer involvement at an apprentice’s progress review.

An employer with a clear plan of how their apprentice will develop the skills they need will be present, and vocal, at a progress review.

They will want to know what skills their apprentice has developed since their last review and the progress they are making. If an employer is not interested in their progress then something fundamental is wrong.

The common thread among good apprenticeships is the attention given to developing apprentices’ skills and knowledge at work as well as outside of it.

And the people best placed to do this are employers, through planning and support with mentors and experienced staff.

Soon employers will be in the driving seat. Or if you are as old as I am, back in the driving seat.

When I managed an apprenticeship programme I was without doubt in control. Recruiting, commissioning training, designing the programme, and selecting the best local college to provide the courses I needed.

But the DNA of good apprenticeships will not change — the characteristics of the best will be the same.

Our evidence from last year’s inspections shows little difference in the performance of different types of provider.

They often get the off-the-job training right, but improvements are needed to provide high quality, structured work-based training.

So, regardless of where the funding comes from, the challenge remains. Fortunately there are some excellent examples available and we need to learn from them.

Phil Romain, apprenticeships national lead, Ofsted

Read Babara Spicer’s ‘Behind the scenes of National Apprenticeship Week’ expert article here

Behind the scenes of National Apprenticeship Week

It’s five big days in the calendar for apprenticeships and Barbara Spicer explains not only what happened before and during National Apprenticeship Week, but also how it aims to attract more employers to the programme.

One week: more than 1,000 events, well on track to beat last year’s record, and trending on Twitter.

Unless you’ve been living in a cave, you’ll be aware, by now, of what I’m talking about.

Because as you know, this is the seventh year of National Apprenticeship Week (NAW).

It’s fair to say many of the greatest success stories of National Apprenticeship Week are small and medium-sized enterprises”

It’s the week when all eyes are on apprenticeships — when we work with the sector to celebrate apprenticeship talent, skills, achievements and successes and the positive impact they have on individuals and businesses.
A huge amount of effort goes into the week each year, not just here at the Skills Funding Agency, National Apprenticeship Service and National Careers Service, but right across the FE sector and across industry too, ensuring that everything is ready and raring to go on day one.

Throughout the week we promoted apprenticeships at all levels from entry to work to degree level study and this year, for the first time, the recently-launched traineeship programme.

We demonstrated how apprenticeships and traineeships make financial sense for business and are great for personal careers.

But, as the saying goes, it’s all in the preparation.

And I for one know that behind the scenes the ground work has been ongoing for several months.

We’ve put real effort into making sure that our stakeholders have all the tools they need to successfully communicate this week with consistent messaging, giving maximum impact to the National Apprenticeship Week campaign.

Meanwhile, research on apprenticeships has been under-way to support the sell-in of stories to the media, in different formats, way ahead of the week itself and helping to generate record levels of coverage.

We tap into every digital channel we can — Pinterest, Vine, Storify, apprentice.tv — using apprenticeship good news to the maximum, while in recent weeks staff here have worked closely with the Deputy Prime Minister’s office to film the all-important video that launched the week itself.

Yet I’m well aware that it’s thanks to the support of colleges, training organisations, employers and all our partners — many doing their own thing through YouTube videos and social media — that NAW is so incredibly successful.

Their support is fundamental in ensuring we have all the benefits of a consistent, national campaign with the tremendous energy that regional engagement brings.

We have some great household names behind apprenticeships — Jaguar Land Rover, the BBC and BT to name a few.

We are seeing more support coming through from small businesses and it’s fair to say many of the greatest success stories of NAW are small and medium-sized enterprises (SMEs).

Did you know that nearly a third of SMEs are planning to take on apprentices as a core part of their growth strategy? The week also saw the launch of the SME apprenticeship mentoring service (apprenticemakers.org.uk) which connects SMEs new to apprenticeships to experienced SMEs who can offer free advice and support.

As I wrote this, NAW 2014 was still unfolding and I’d like to share some of my favourite stories so far: Manchester City footballer Jesus Navas planted trees with a local apprentice, the Royal Opera House tweeted its support for NAW 2014 to its 92k followers (and donated its venue for the international apprenticeship conference), while Transport for London tweeted announcing free entry for apprentices to the London Transport Museum.

Back to hard facts. New for this year was the Pledgeometer where, for the first time, employers could pledge their apprentice job vacancies in the run up to and during the week.

And at the end of the week, in a fitting finale, came the Minister’s announcement of the grand total of just how many employers came forward to offer real apprenticeship opportunities that will make a genuine difference to people’s lives, which is what it’s all about.

Barbara Spicer, interim chief executive, Skills Funding Agency

The DNA of good apprenticeships

As the sector celebrates apprenticeships, Phil Romain looks at what makes for a good one.

My passion for apprenticeships stems from my own experiences.

Some apprenticeship schemes I have inspected are world-beaters and, dare I say, better than Germany’s — but far too many are not”

I was fortunate to have had an outstanding apprenticeship in a company where many of the directors and senior managers were ex-apprentices themselves.

This led me to a career in engineering, to managing a top apprenticeship programme, to writing one of the first modern apprenticeship frameworks and eventually to being the national lead for apprenticeships with Ofsted.

I started my apprenticeship when they were considered established career paths, something many young people undertook when they left school.

The Chief Inspector, Sir Michael Wilshaw’s Annual Report stated that apprenticeships need to improve, but let’s start with a reality check.

When I wrote the first modern apprenticeship for shipbuilding, apprenticeships were rarely mentioned. Most people would say things like: “apprenticeships — what a shame there aren’t any now.”

Thankfully, times have changed and National Apprenticeship Week provides an opportunity to promote their benefits.

Around half a million people started an apprenticeship last year and places are fiercely competitive.

Some apprenticeship schemes I have inspected are world-beaters and, dare I say, better than Germany’s — but far too many are not.

So I want to look under the skin at the DNA of good apprenticeships and ask what it is that is unmistakeably characteristic of the good.

Good apprenticeships offer structured, high quality training.

To some extent simply being in work will make a difference, but relying on a form of absorption by association is not enough.

Apprentices’ skills and competence need planning.

I was lucky with my apprenticeship. There was no hiding place in the workshops and design offices, I had to meet with key customers, communicate with senior managers, give presentations, and support a plethora of other activities while learning to manufacture complex systems to exacting standards.

And what drove this? Two things: a dedicated employer that was involved from the top, and training staff with the skills to plan and facilitate good training.

Encouragingly, some providers are acknowledging that their staff play a pivotal role facilitating the training and development of apprentices.

They are moving away from the simple assessment of a technical qualification to the development of the individual — planning and measuring improvements in technical skills, confidence, teamwork, customer relationships, independence, reliability and communication. These are the critical characteristics valued by employers.

Inspectors often comment on the lack of employer involvement at an apprentice’s progress review.

An employer with a clear plan of how their apprentice will develop the skills they need will be present, and vocal, at a progress review.

They will want to know what skills their apprentice has developed since their last review and the progress they are making. If an employer is not interested in their progress then something fundamental is wrong.

The common thread among good apprenticeships is the attention given to developing apprentices’ skills and knowledge at work as well as outside of it.

And the people best placed to do this are employers, through planning and support with mentors and experienced staff.

Soon employers will be in the driving seat. Or if you are as old as I am, back in the driving seat.

When I managed an apprenticeship programme I was without doubt in control. Recruiting, commissioning training, designing the programme, and selecting the best local college to provide the courses I needed.

But the DNA of good apprenticeships will not change — the characteristics of the best will be the same.

Our evidence from last year’s inspections shows little difference in the performance of different types of provider.

They often get the off-the-job training right, but improvements are needed to provide high quality, structured work-based training.

So, regardless of where the funding comes from, the challenge remains. Fortunately there are some excellent examples available and we need to learn from them.

Phil Romain, apprenticeships national lead, Ofsted

Apprentices tell of careers guidance problems in ministerial debate

Apprentices from across the country aired their views on the programme at a debate in Central London.

Reporter Rebecca Cooney went along to watch those at the centre of National Apprenticeship Week have their say.

The first ever apprentice debate was organised by the Industry Apprenticeship Council (IAC) alongside the Voice of Apprenticeships conference held by Apprenticeships for England on Tuesday (March 4).

It was held in the former debating chamber of the Greater London Assembly, in County Hall.

The debate was led by founding IAC member and third year Vauxhall apprentice Lizzie Moffat, who thanked Skills Minister Matthew Hancock for attending.

She said: “Events like this are so important for you to make your voice heard.

Debate Chamber at County Hall where students took part in the Apprentice debate.
Debate Chamber at County Hall where students took part in the Apprentice debate.

 

 

“We have achieved so much, but we can achieve so much more with the help of government and industry.”

Many apprentice delegates said there was an issue with the way apprenticeships were perceived.

One delegate said: “ When I left school, the idea I had of apprenticeships was this old fashioned idea about being financially tied to an employer for four years in a craft or industry, I didn’t know it was more than that.”

Another apprentice added that there were problems with how modern apprenticeships were seen by parents and teachers.

“At the moment I think apprenticeships are the ‘last resort’ in many people’s eyes, they’re a second chance not a first choice,” he said.

Another delegate agreed, saying: “Schools see university as the best thing — they think it’s looks best for them if you go to uni, so that’s the only option they push.”

One of the major themes of the event was careers guidance as many delegates complained they had not been made aware of apprenticeships at school.

“I was at sixth form,” one apprentice told the room. “And every Wednesday afternoon was dedicated to supporting you to fill out your UCAS form to go to university — if you didn’t turn up, you got detention.

“When I said I didn’t want to go to uni, they brought in a careers adviser — and even she didn’t know about apprenticeships.”

The experience was reflected by many who said that not only did schools prioritise universities, they did not seem to know about the other options.

Skills Minister Matthew Hancock.
Skills Minister Matthew Hancock and Ben Pike, Director, QA Apprenticeships.

One apprentice said: “I think it’s really important that we should be going to our employers and telling them we want to go and tell school students about it ourselves.”

Another said this had been very successful when she had returned to her old school to spread the word.

However, one apprentice with Fujitsu said: “Fujitsu has a project planned for 2014 to get apprentices talking in as many schools as possible.

“I think it’s a great idea, but we have had rejections from schools when we’ve asked to come in, they don’t want us. It’s ridiculous, but it happens.”

Apprenticeships should also be promoted in Job Centres, one delegate said, pointing out that school-leavers were not the only people who could benefit from the programme.

Another topic which drew heated debate was the issue of whether apprentices should be represented by the National Union of Students (NUS).

Kicking off the conversation, Ms Moffat said: “By all means we can keep up to date with them, but what we’re doing is completely different to university.”

One apprentice agreed.

“We’re working, we’re not in education, so our experience of life is totally different,” she said.

Another said he did not believe apprentices would be regarded in the same way as university students and said he did not want to be part of the “little brother” arm of the NUS.

However, another delegate said: “You are shooting yourselves in the foot if you distance yourselves from students — we may be working, but we are all students and currently we are eligible for membership of the NUS.
“Pulling away from the biggest organisation, with the reputation it’s got, will damage the chance of apprenticeships being known alongside universities.”

Every apprentice who spoke was positive about their apprenticeship and the opportunities it offered them, and in a show of hands, the majority said they were hoping to take their learning on to higher apprenticeship level.

Ben Pike (pictured below), director at QA, which sponsored the event, said: “This is one of the most exciting things for me — it’s not about apprenticeships versus a degree, because apprenticeships can be another way to a degree, if you want them to be.”

He also thanked the apprentices for their contributions.

“One of the most important things for us is to hear from you,” he said.

Mr Hancock said the debate had been “fascinating” and “useful” and praised the apprentices for the articulate arguments they had put forward.

Reforms signal ‘death’ of teen apprenticeships

An “enforced” employer’s fee for 16 and 17-year-old apprenticeships under government funding reforms could spell the end of the programme, it has been claimed.

This will create an 18 to 24 English apprenticeship system, but it will kill off apprenticeships for 16 and 17 year olds.”

The move was revealed as part of a technical consultation, but with the ages currently fully-funded by government there were fears it would “kill off apprenticeships for 16 and 17 year olds.”

FE consultant Mark Corney told FE Week: “It would take Sherlock Holmes himself to understand why they have chosen to create a mandatory cash contribution for what only amounts to about 50,000 learners.

“This will create an 18 to 24 English apprenticeship system, but it will kill off apprenticeships for 16 and 17 year olds.”

The consultation document, launched on March 6, follows recommendations laid out in the 2012 review of apprenticeships by former Dragons’ Den investor Doug Richard.

Businesses would receive a one-off lump sum towards costs associated with 16 and 17-year-old apprentices under the proposal, having paid an “enforced co-investment”.

“By making a direct financial contribution towards the cost of training, employers would have a greater incentive to demand relevant high-quality training and good value,” it says in the consultation.
However, Mr Corney said: “Why would you think imposing any charge whatsoever on 16-year-olds will increase employer demand?

“If you’re a local authority and you’re worried about 16 and 17-year-old Neets [not in education, employment or training] when the participation age goes to 18, please don’t look for apprenticeships, because a mandatory cash contribution and routing the money through employer with the administrative problem that creates, I can only see reducing places, not expanding them.”

Chief executive of the Association of Employment and Learning Providers Stewart Segal also expressed concerns. “We’ve always said there are two reasons that the reforms might affect the numbers of 16 and 17 year old apprenticeships — the bureaucracy, and the money because these apprentices are fully funded at the moment,” he said.

The consultation suggests a “simple one-off payment” to be awarded to the employer after the apprentice’s first three months recognising that younger apprentices “require a greater level of supervision, guidance, education, and induction into the workplace.”

However Mr Segal said he did not believe this would keep employers on board. “That lump may well be a lot less than the current funding so overall there’ll be less investment in those young people than the current government investment,” he said.

He also said it was “worrying” that 18-year-olds would be considered separately, suggesting plans to “reduce investment further”. The consultation closes at 11.45pm on April 29. It was the second on the proposed apprenticeship reforms and a summary of the results of the first, which finished in October, were included in the new consultation document — the first time the results have been published.

They revealed that the system of funding apprenticeships by allowing employers a reduced PAYE liability, which was named as the government’s preferred funding mechanism in the Autumn Statement and which forms the basis of the new consultation’s proposals, had little support among stakeholders.

Even in the group where it was most popular — medium-sized businesses — the PAYE method was preferred by just one-in-four. The funding reforms could be in place for August 2016. Visit www.gov.uk to take part in the consultation.

———editorial———-

Ignored again

The original apprenticeship reform funding consultation ended in October, and in December the government said it would proceed with the PAYE payment model.

Yet in an annex to the latest consultation we learn that more than 90 per cent of providers and the majority of employers who responded to that first consultation did not favour the PAYE payment model.

This is not the first time the government has shunned the vast majority of funding consultation respondents.

In July 2012, the Department for Education admitted nearly 80 per cent of its consultation responses opposed the single rate for a full-time student system.

The Minister of the time ignored these concerns and introduced it anyway.

So should you respond to this latest list of 21 questions?

Yes, but this time the Minister should listen.

Chris Henword, editor

——————-Lsect webinar slides ———————-

Click here to download Nick Linford’s Lsect webinar slides, sponsored by NCFE
.
.

NCG loses DWP jobs contract

A multi-million pound government contract to find work for long-term unemployed people has been taken off NCG (formerly Newcastle College Group).

The programme was launched by the Department for Work and Pensions (DWP) three years ago for private, public or voluntary organisations to help people find people jobs.

The notice of termination has been issued under the voluntary break clause in the contract and not for any breach of contract by NCG.”

But NCG, which had been the only FE college group with a contract for the programme, has been “issued a notice of termination” by the DWP.

A DWP spokesperson said NCG’s contract was the “lowest performing when assessed against a range of performance measures”.

There are 40 other regional contractors and all the poor performers have been asked to produce improvement plans — apart from NCG, whose contract was terminated with 12 months’ notice.

The DWP spokesperson added: “Over the next few months we will be conducting a procurement competition to identify a replacement provider.

“The notice of termination has been issued under the voluntary break clause in the contract and not for any breach of contract by NCG.”

The NCG contract, for north east Yorkshire and the Humber, was delivered through its subsidiary, Intraining, and eight subcontractors. Its Midland contracts were unaffected.

Phil Bonell (pictured), managing director of Intraining, said: “We are extremely disappointed, especially as we have made significant improvements over the last 12 months thanks to the hard work of our staff and subcontractors.”

The DWP pointed out that only 7.4 per cent of unemployed people placed with NCG had been found a job they stayed in for at least 12 months (by September last year) — the worst conversion rate in the country. The national average was 10.7 per cent.

DWP paid NCG an initial £400 registration fee per person it registered. One-off “outcome” payments worth up to £3,500 per person would also have been paid to NCG whenever someone stayed in a job long-term (in most cases for at least six months).

It would then have been paid up to £350-a-month for up to 20 months each person subsequently stayed in their job. It had received 19,430 registration payments by September last year, but only 2,400 stayed in a job long enough to secure outcome payments.

An NCG spokesperson said it employed around 80 staff, either directly or via subcontractors, through its work programme contract. She said it was unlikely there would be job losses as
they were all covered by TUPE regulations.

Commissioner findings add fuel to the Barnfield Federation fire

The FE Commissioner’s findings of his inspection of the under-fire Barnfield Federation have been published, giving another damning verdict on its leadership and governance.

Commissioner David Collins called for at least half the governors to be replaced and for “significant changes” to the federation’s leadership, following his visit in January.

His findings were made public in a letter from Skills Minister Matthew Hancock and Schools Minister Lord Nash to the Barnfield governors’ chair.

A Department for Business, Innovation and Skills spokesperson said the letter containing the commissioner’s findings had been published “due to the unique nature” of the investigation.

However, as well as being scrutinised by Mr Collins, the college has been under investigation by the Skills Funding Agency (SFA) and the Education Funding Agency (EFA), whose reports were passed onto police. Both were critical of those at the top of the college, and were passed onto Hertfordshire Police, but the force said it wouldn’t pursue a case.

A Barnfield Federation spokesperson told FE Week it had been, “working for some months to address the issues raised by the agency investigation, and are putting in place a set of actions which address those issues”.

Former director general of the corporation Sir Peter Birkett (pictured), who left the federation in June, said: “The reports identified human errors often found in large complex and dynamic organisations such as Barnfield — many of the key findings were known about and planned for.

“Although the reports identified some surprises it also confirmed that the college is financially healthy with £21.5m reserves.”

The EFA and SFA reports were published late last month and revealed that Sir Peter received a number of bonuses not specified in his contract when he left — including being allowed to keep a £30,000 Audi, paid for by the college— which the reports said were “not proper use of college funds”.

The reports also showed auditors KPMG shaved £1m off college funding claims where guided learning hours did not match attendance registers.

And the commissioner found that “the governing body has not provided sufficient oversight of the corporation and the federation as its sponsor, nor has it provided adequate scrutiny and challenge of the executive team.”

Learners could have qualifications revoked

Past learners with a Warwickshire-based provider could have their qualifications taken away from them following a probe into allegations of malpractice.

Leading awarding organisation NCFE (formerly the Northern Council for Further Education) announced last month it had stopped certificating Bright Assessing course following its investigation.

The suspension will remain in place until the outcome of Bright’s appeal against NCFE’s decision to withdraw its center approval status, when HABC will consider its position further.”

The findings have not been made public, but a Bright spokesperson said it “vigorously disputes both the findings and the sanction” and that it would appeal.

And now NCFE has confirmed doubts over the validity of qualifications it.

has awarded for Bright’s level three certificate in assessing vocational achievement.

An NCFE spokesperson said: “Based on the findings of the investigation, there is the potential that we may contact learners regarding the validity of their certificates and we will be looking at this as part of our review of our duty of care.

“We are currently working through learners on a case by case basis and will be in touch directly with anyone that we’re concerned about.”

She could not say how many past learners might be affected.

It is thought the only awarding organisation currently certificating Bright is OCR, where a spokesperson said: “We are aware of the ongoing NCFE investigation and we are now in the process of carrying out our own checks.”

He added that OCR would continue certificating six Bright courses, including level three and four certificates in teaching in the lifelong learning sector, while checks continued.

The Highfield Awarding Body for Compliance (HABC) was also listed on Bright’s website as a certificating body until the end of February, but its name has now been removed.

A spokesperson for HABC said: “In order to protect the interests of learners and in accordance with our internal policies and procedures, I confirm that Bright were immediately suspended from running any courses through HABC upon receipt of the notification of the investigation being carried out by NCFE.

“The suspension will remain in place until the outcome of Bright’s appeal against NCFE’s decision to withdraw its centre approval status, when HABC will consider its position further.”

Bright was listed on the Skills Funding Agency’s website on January 28 this year as a subcontractor for Avant Partnership, through a contract worth £171,999, and The Derbyshire Network, through a £50,000 contract.

A spokesperson for Avant Partnership said: “I can confirm that we did hold a contract with Bright. This contract reached its natural timely conclusion in February. At this point there were only six learners remaining, all of which had completed and are due to be externally verified by their awarding body (OCR).

“As this contract has concluded and there are not any further learners going forward, we do not consider that there are any actions we are required to take at this time.”

The Derbyshire Network declined to comment.

The SFA said it would not be intervening, despite new guidance saying it could stop prime contractors from working with subcontractors if there were “significant irregularities” in the awarding of qualifications.

Bright declined to comment on whether its past learners could lose their qualifications.