Kit Malthouse: 12 facts about the new education secretary

Downing Street has announced that Kit Malthouse is the new education secretary following a reshuffle by the new prime minister Liz Truss.

Here are 12 facts about the new boss at DfE:

  1. Born in 1966, Malthouse is 55 years old. This is older than the average for education secretaries, but he is a long way off being the oldest. Keith Joseph was 63.
  2. Malthouse is the MP for North West Hampshire, but he is not the first education secretary to represent the county in recent history. Damian Hinds was the MP for East Hampshire.
  3. Like his recent predecessors Michelle Donelan and James Cleverly, Malthouse was first elected in 2015. He has been a work and pensions minister and crime and policing minister, but served more recently as chancellor of the Duchy of Lancaster.
  4. He is the fourth education secretary in just over two months, and the fifth in the past year. Cleverly, now foreign secretary, was in post for less than two months. His predecessor Donelan served for just 35 hours. Malthouse will no doubt be hoping for a longer tenure.
  5. Born in Liverpool, Malthouse studied at Sudley County Primary school and Liverpool College, which was at the time a private school but has since become an academy, before studying politics and economics at Newcastle University.
  6. After graduation, Malthouse moved to London and qualified as a chartered accountant, working for Deloitte and Touche. He was also involved in a “number of startups” including County Finance Group, of which he remains chair and a majority shareholder.
  7. He was elected to Westminster Council in 1998 and became its deputy leader, standing down in 2006. He was elected to the London Assembly two years later, the same year as Cleverly was elected to the same body.
  8. In 2008, London mayor Boris Johnson appointed Malthouse as his deputy mayor for policing, a role he held for four years before becoming deputy major for business and enterprise.
  9. An often touchy subject, but as the role involves children so directly it will be mentioned at times: Malthouse has three.
  10. He is perhaps best known for the eponymous “Malthouse compromise”, a Brexit plan he brokered between leave and remain-supporting MPs in 2019.
  11. During his time as policing minister, Malthouse said he believed schools should teach boys how to treat women and girls with respect. His comments came in the wake of the murder of Sarah Everard.
  12. While Johnson was on holiday this summer, Malthouse was responsible for coordinating the government’s response to the extreme heatwave in July, and was criticised for telling schools to stay open.

Kit Malthouse appointed education secretary

Kit Malthouse has been appointed education secretary by new prime minister Liz Truss, becoming the fourth person to hold the role in just over two months.

The North West Hampshire MP has been serving as Chancellor of the Duchy of Lancaster in the cabinet since July 7 following prime minister Boris Johnson’s reshuffle.

Malthouse had previously served as a housing minister for a year from July 2018 to July 2019 under Theresa May’s leadership, before being appointed as minister for crime and policing thereafter when Johnson became PM until July this year.

The 55-year-old had also worked with Johnson during the latter’s time as Mayor of London, Malthouse being deputy mayor for policing for four years and a member of the London Assembly.

Prior to his senior political career, Malthouse had qualified as a chartered accountant in the mid-1990s, before holding a finance director role at Cannock Investments Group. He became chief executive of Alpha Strategic and chair of County Holdings during the 2000s.

He was educated at Sudley County Primary School and Liverpool College, which was at the time a private school but has since become an academy, before studying politics and economics at Newcastle University.

Malthouse in ninth education secretary since 2010

The appointment marks the fourth education secretary since July, the fifth in a year and the ninth since the Conservatives took office in 2010.

The resignation of two cabinet members and an exodus of junior ministers forced Boris Johnson in July to announce he was standing down, prompting a leadership race through the summer while Johnson stayed on as caretaker PM.

During that time, then-education secretary Nadhim Zahawi was promoted to Chancellor of the Exchequer, with further and higher education minister Michelle Donelan succeeding Zahawi.

But Donelan resigned less than two days into the job, with Johnson appointing Braintree MP James Cleverly to the role in his reshuffle.

Cleverly was promoted by Truss to the foreign secretary role.

With the leadership contest having concluded on Monday, Johnson visited the Queen at Balmoral to formally resign earlier today, with Truss invited to form a government this afternoon.

Truss defeated fellow leadership contender Rishi Sunak by 81,326 votes to 60,399 among Conservative party members to secure the top job.

Contracts risk for provider after Ofsted finds ‘students’ who never studied with the firm

An east London training company is at risk of multiple contract terminations after a damning Ofsted report found students hadn’t even heard of the provider.

Inspectors visiting Waltham International College (WIC) in July found “too many learners whom inspectors spoke to had not heard of WIC” and a “high proportion” said they “had not studied a course at the college”.

Inspectors also found apprentices without jobs.

The private training provider was founded in 2010 and provides adult education programmes for the Greater London Authority and at least one other mayoral combined authority – Liverpool City Region, as well as level 3 advance learner loan-funded courses and apprenticeships.

But following the publication of an ‘inadequate’ inspection report on Thursday, mayoral combined authorities which had contracts with the college have said those are under review alongside the Education and Skills Funding Agency.

A spokesperson for the Mayor of London, which gave WIC a contract worth nearly £3 million to use between 2019 and 2023, said: “Following the Ofsted inspection, City Hall is working with the provider to review the position and to determine next steps.”

Liverpool City Region announced in May that WIC was one of a number of out-of-area providers to have secured a portion of its £70 million contracts pot from the adult education budget, but said the provision with Waltham did not go ahead at the start of term.

A spokesperson for the Liverpool City Region Combined Authority said: “Waltham International College’s inspection and provisional grade took place prior to the start of the 2022/23 academic year. As soon as we learnt of the provisional inspection results we suspended learner starts and any delivery within the Liverpool City Region, prior to the start of the academic year.  

“No learners have been left without provision as a result of this action and we are discussing our future intentions with the provider now the inspection report has been published.”

FE Week understands the Department for Education and Education and Skills Funding Agency are in discussion with Ofsted about the findings, and considering options. Ofsted said it is for the funding agency to consider what action it wishes to take. The ESFA had contracts worth £1.6 million with WIC in 2021/22.

At the time of the inspection, WIC had 113 adult learners, 77 of whom were on an English for speakers of other languages (ESOL) course, as well as 104 apprentices on qualifications such as digital marketing, care, hospitality, business and management.

On rail engineering courses, Ofsted inspectors said attendance was not good enough on the level 1 course, and on the traineeships suitable work placements were not secured which left learners lacking the opportunity to work on live tracks.

For digital marketing and junior content producer apprenticeships, Ofsted said that “leaders have not checked thoroughly that employers have suitable experience of working in these sectors,” and most apprentices “do not value their training”.

Furthermore, it said that for digital marketing apprenticeships, “too many apprentices are not in employment, are self-employed or undertake significant other duties at work such as being waiters in restaurants”.

Inspectors said online ICT courses were not taught in sufficient detail, and “too many learners cannot recall what they have been taught”.

The report said that feedback on learners’ and apprentices’ work was “not good enough” on most courses.

In addition, it said leaders “have not ensured that learners and apprentices have a secure understanding of the dangers of radicalisation and extremism”.

WIC did not respond to requests for comment.

Corrienne Peasgood announced as new AoC president

A recently retired principal has been chosen as the next president of the Association of Colleges.

Corrienne Peasgood led City College Norwich for ten years until her retirement at the end of July.

She will succeed Sally Dicketts, who has served as AoC president since August 2020, on October 16.

Peasgood has been on the AoC board since 2016 and has represented the organisation regionally as well as nationally, including briefing MPs on the skills and post-16 education act. She has represented Norfolk and Suffolk FE colleges on the New Anglia LEP Board and was the vice chair of the Norfolk Children and Young People’s Strategic Alliance.

Peasgood said: “It is an honour and privilege to take on the role of AoC president from Sally Dicketts.

“I firmly believe in the importance of a strong FE sector voice and I look forward to playing my part in that over the next year. As always, there are many challenges to be faced and I will support colleges and the AoC in ensuring we get the best outcomes for our students, staff and sector.”

Each year a college principal is elected by AoC members to be president. Their term of office runs for a maximum two-year tenure.

The president acts as an ambassador for the membership organisation and the further education sector.

Dicketts said it has been an “honour to have held this position and I am proud to have supported college staff and students who have shown such resilience during the challenges of the past two-years”.

Peasgood began her time at City College Norwich as a lecturer in 1995, working her way up to the role of principal in 2012.

She was made an OBE in the Queen’s New Year honours in 2020 for services to safeguarding and construction skills in Norfolk.

David Hughes, AoC chief executive, said: “I am delighted Corrienne will be our next president. She worked tirelessly at City College Norwich for 26-years. Her impact as an educationalist has improved the lives of thousands and thousands of students. She will be able to draw on this lifetime of experience to be an ambassador for colleges during a time of deep political and economic uncertainty.

“I also want to thank Sally for championing the sector throughout the pandemic and helping to navigate the challenges faced by college staff and students during this unparalleled upheaval. She has been a very supportive president for me and the staff team at AoC. She should be proud of her work for the further education sector and the impact on AoC itself.”

The future is digital – but not exclusively so

Technology will help us improve assessment for certain courses and groups of pupils, writes Jo Saxton, but we won’t be drinking the digital Kool-Aid

I’m always telling my teenage children to get off their phones. Yet, however determined I might be that they actually talk in person to one another and their friends, I also know I couldn’t be a working mum without my mobile constantly by my side.

I too am torn. However necessary and handy technology is, you’ll find me dashing to the post box with handwritten Christmas cards to catch the final posting date. Sometimes, it’s just better to do things the traditional way.

So I’m not a technology evangelist, but I am evangelical about anything that can demonstrably improve the life chances of students and apprentices. They are and always will be my compass.

In my first year in post, my priority has been the reintroduction of exams. In August, we achieved that. Teachers, parents, exam boards, Ofqual and most of all students working together saw the safe return to students getting grades for work produced in an exam hall. It’s a familiar sight, and may not appear modern, but it is the tried and tested way that we ensure all students are assessed by the same rules.

Now it’s time to look to the future. It’s what we committed to do in our three-year plan. Greater use of technology in GCSEs, A levels and other high-stakes exams is coming down the track.

But we must be led by the evidence and do only what is right for students.

It would not be right for an evidence-based regulator to determine the future of children’s assessment based on a gulp of the technology Kool-Aid, and the latest bright and shiny, but ultimately untried-at-scale technology.,  

That’s why we have committed to careful, considered and thorough work to look at the opportunities, challenges, risks and benefits of technology in assessment.

Our regulatory role is unique – affording us both the powers and the expertise to put in place the protections students need as exam boards start to trial new approaches to assessment.  

It will not be Ofqual that develops onscreen assessment platforms, nor will it be Ofqual that secures the reliable broadband connection that each school will need.

I do not envisage a world where students sit exams solely onscreen

But we will use all our capabilities to make sure that awarding organisations adopt technology cautiously and always with students’ interests and valid assessment at the forefront of our decision-making.

I do not envisage a world where students sit exams solely onscreen. Handwriting is an essential part of our education and is best assessed with pen and paper. Many maths capabilities are assessed better when students can show their workings.

Computer programming, however, is both an essential skill for the future economy and one we can all agree is better assessed on a computer. There will be others too where onscreen assessment enables more valid, lifelike and engaging assessment.

I am determined too that we explore fully the opportunities for technology to improve assessment for those with disabilities. The opportunities are there for the taking to provide easy adjustments for screen reading, font size changes and many others.

In my view, technology could play an important role in bringing an end to the necessary evil of tiering we are forced to accept in exams today. That won’t happen overnight, but the potential gains are substantial and worth time and careful consideration.

I am pleased that exam boards have announced a range of pilots and tests to begin to develop and refine their approach.

Ofqual will be working with the Department for Education to play our part in assessing the options for safe adoption of onscreen assessment over the coming years. It’s two years since

Ofqual published a report looking at the barriers and opportunities to high stakes assessment. Now it’s time to look seriously and carefully at how we overcome those barriers.

The move to digital assessment can only come about through joint endeavour. It will take schools, teachers, parents, exam boards, Department for Education, Ofqual and others to work together.

And as the successful return of pen-and-paper exams this summer has shown, that’s well within our grasp.

A one-size-fits-all approach to assessment undermines equity and diversity

We need assessment settings and systems that give students what they need based on a careful and methodical attention to their circumstances, writes Jeff Greenidge

When students come from various origins, experiences, and perspectives, it is impossible for them to all have the same needs.

Equality has not worked. On the surface it appears to be the right thing to do, but offering everyone the same things results in a standardised and homogenous set of circumstances and resources.

A level playing field has never been and may not be achievable – but we can still have fair play.

I call this equity, rather than equality. Perhaps instead of trying to “even the playing field” or “catch up,” we should try to move to a new playing field, one based on equity and fairness.

So how can we develop assessment systems to achieve this?

How can we improve our assessment practices to better support student growth and make the most of their diverse talents?

We can start by focussing on equity.

This will require us to think differently, and work differently. It requires more thought and effort.

It calls for us to create settings and systems that give students what they need based on careful and methodical attention to the specifics of their circumstance.

Let’s look at the mode of assessment first. If an awarding body was looking to have a complete picture of a student’s achievements at the end of a programme, why wouldn’t they use multiple different ways of assessing that student?

First, we could use continuous assessment measures, done by the teacher face-to-face with the student.

Then we could assess examples of coursework that the student had done on their own. Thirdly we could use evidence from an end-of-year examination. And finally, we could assess the student on a piece of oral work like a viva at university.

With those assessment approaches, you’ve got four ways of really understanding to what extent the student has acquired knowledge and applied that knowledge using various key skills.

Why do we stick to only one mode of assessment for GCSEs – the written exam – when it does not provide a full picture?

Such a varied approach makes even more sense now that students are learning and working in a hybrid fashion. It should not be limited to technical and vocational qualifications like BTECs, Cambridge Technicals and T Levels.

Why do we stick to one mode of assessment – the written exam?

Now let’s look at the content of what’s assessed.

Sometimes we can see representations of different ethnic minorities in exam papers.

But if most of the questions are about content relating to white male scientists and authors and so on, then these pictures of black faces in the exam paper just come across as tokenistic.

Instead, the STEM curriculum itself should include underrepresented and important scientific figures – the African-American female mathematicians, for example, who worked at NASA during the space race (if you’ve never heard of them, watch the 2016 film Hidden Figures).

Or the history curriculum, for instance, which might reveal to students that some Roman emperors were black.

So the exam system should mirror the equitable content being taught – not include tokenistic references to diversity only in the exam paper.

The main message is that we will need to really understand our students and not just be aware of their marks.

If we are to achieve lasting results for all, regardless of their socio-economic, racial, and ethnic backgrounds, we will need to empower students by creating the best possible learning and assessment environment for them.

We need to know: Are our students anxious about assessment? Or do they see it as an opportunity to get a snapshot of where they are and what they need to do next to grow?

Our challenge is to do better in using our assessments to support equity, as opposed to equality or standardisation.

In a crowded curriculum our aim should not be for our students to complete tasks so we can enter grades for them.

We should be looking to develop and maintain a growth mindset in our students.

Consider discussing these questions at your next curriculum and quality meeting.

Try to come to a common understanding around assessment in your organisations – or at least answer them individually, to understand your own beliefs.

You can read more about the future of assessment in our special supplement.

Small business chiefs make fresh calls for apprenticeship and T Level cash incentives return

Financial incentives for small firms to employ apprentices and provide T Level placements should return under the new education secretary, a business group has said, as it will help one in five small employers to fill skills gaps.

And calls have been made for other measures to boost skills prospects such as free bus passes for apprentices, introducing skills bootcamps for people aged 50 and above to retrain, and a Kickstart-style scheme to help disabled people into work.

The Federation of Small Businesses has today published its Scaling up Skills report, and has called upon the new education secretary, to be appointed under a new prime minister next week, to help small businesses with their recruitment struggles by bolstering support and incentives for skills training.

The research said that 78 per cent of small firms were struggling to fill vacancies, with a lack of relevant qualifications and a lack of applicants among the problems.

It also found just 17 per cent of small business owners engaged with further education colleges or schools – half the 33 per cent the FSB found in similar research in 2019.

It has called for the current £1,000 financial incentive for employers hiring an apprentice under 19-years-old to increase to £3,000 for apprentices under 25 – an incentive that was in place during the pandemic – and make it exclusively for small and medium-sized enterprises (SMEs).

In addition, it says the £1,000 incentive for employers to host T Level placements – which were offered between May 2021 and July 2022 – should also return.

The FSB’s research found that one in five (21 per cent) would hire additional apprentices over the next 12 months if the £3,000 incentive returned.

Financial support to host T Level placements would encourage 22 per cent to provide more.

Paul Wilson, FSB policy director, said one in five small firms taking on an extra apprentice would equate to thousands of new apprentices.

“That incentive is the thing that would take them over the line,” he said.

“Because there is such a large number [of employers] that employ very small numbers [of employees], we are talking about a large potential impact. I think the Treasury would take that as a good take-up.”

Wilson said the FSB did not think a larger incentive would help, as the £3,000 balances “a good return of additional employees and value for money for the Treasury”.

FSB figures suggest that as of the start of 2021 there were 1.4 million small firms with employees, and 4.2 million with no employees.

The Department for Education originally said T Level incentives would not be extended beyond the July 31, 2022, close date, but in June then-higher and further education minister Michelle Donelan hinted that more support could be on the horizon. No further news has been heard on that incentive.

The £3,000 apprenticeship incentive meanwhile was available between August 2020 and the end of January this year.

DfE data published in July found that more than three quarters of the near 200,000 incentive payment claims were for apprentices aged 16 to 24, and prompted the Association of Employment and Learning Providers to renew its calls for the measure to be brought back.

Elsewhere in the FSB’s research, the organisation says a Kickstart-style scheme would help more disabled people into work for the first time, while free bus passes for apprentices aged 16 to 25 would address difficulties for those to get to their courses.

Proposals for cutting apprentices’ travel costs had been worked on by the DfE and the Department for Transport pre-Covid.

Another ask from the FSB has been for skills bootcamps for those aged 50-plus, which would help re-skill or encourage people who became economically inactive during the Covid-19 pandemic back into work in areas employers need them most.

The federation wants the education secretary to ensure that by 2035 no young person leaves education without at least level 2 qualifications, and increase corporation tax relief for employers training low or medium-skilled employees.

FSB policy chair Tina McKenzie said: “We also want more to be done to upskill groups further away from the workplace, such as ex-offenders, older workers, and disabled people, who could help fill skills shortages and find meaningful employment if given a helping hand.”

McKenzie added: “The challenges involved are huge, but the potential rewards are even greater. If the Government is serious about levelling up every region of England, and rebuilding the economy, our recommendations definitely need to be on the new education secretary’s slate.”

A DfE spokesperson said the department is reviewing further support measures to help employers offer T Level placements, and plans an extra £1.6 billion investment in 16-19 education and training by 2024/25 from last year’s funding levels.

They added: “We are also making sure everyone can access the training they need at every stage of their life, including supporting more adults to upskill or retrain for free, and plug skills shortages in key sectors such as digital, green transport and healthcare.”

Revealed: 37 business groups chosen to lead local skills plans

Local chambers of commerce dominate the field of newly appointed employer representative bodies, despite concerns from MPs that they may not be suitable to write skills plans.

The Department for Education has today confirmed the names of 37 business organisations that will become officially designated ‘employer representative bodies (ERBs)’ on Monday, September 5. They will each be responsible for producing and reporting on a local skills improvement plan (LSIP) for their area which sets out the changes needed to skills provision in their area.

There should be 38 ERBs, however no suitable organisation was found for the Cheshire and Warrington area, which has gone back out for bids today. 

When the skills and post-16 education act was going through parliament last year, MPs raised the potential for conflicts of interest in handing responsibilities on skills planning to local employer groups and the potential for LSIPs to undermine the devolved skills plans of mayoral combined authorities. Calls for mayors to take control of LSIPs for their areas were defeated.

In total, 31 of the 37 ERBs chosen are local chambers of commerce. Others include an “auto-motive cluster” representing the north east and the Federation of Small Businesses leading LSIPs in the east midlands and Cornwall. 

See below for the list in full.

However every ERB will have to “publish and maintain” a conflict of interest policy. 

A brief set of terms and conditions was published today alongside the national list of ERBs which mandates each ERB to come up with processes to exclude any employees and members “from any discussion or decision making” related to a conflict. ERBs must also immediately notify DfE if any conflict of interest is perceived or has occurred. 

ERB’s will have their performance monitored through “regular reports” as a condition of their grant funding, though the funding agreements themselves will not been published.

Funding worth £20.9 million over three years was made available to ERBs, £550,000 each, to develop, implement and review LSIPs including a £50,000 start-up payment per ERB.

The employer groups have until May 31, 2023 to submit their local skills improvement plans for approval by the secretary of state.

£96 million for providers to ‘reshape skills provision’

The DfE has also announced today how much each area in England will receive from the second round of the strategic development fund. 

The fund is split between capital and revenue with the aim of helping providers upgrade their training facilities and build capacity to meet the needs of their local skills improvement plans. 

The total shared across 41 areas of England is £95.9 million, with the south west receiving the largest share worth just over £14 million. The region which will receive the least is the north east, which will see £7.6 million.

In full – All confirmed designated employer representative bodies:

LSIP AreaDesignated Employer Representative Body
North EastNorth East Automotive Alliance (NEAA) Limited
North of TyneNorth East England Chamber of Commerce
Tees ValleyNorth East England Chamber of Commerce
Cheshire and WarringtonNo ERB chosen – expression of interest exercise underway
CumbriaCumbria Chamber of Commerce
Greater ManchesterGreater Manchester Chamber of Commerce
LancashireNorth & Western Lancashire Chamber of Commerce
Liverpool City RegionSt Helens Chamber
Hull and East YorkshireHull & Humber Chamber of Commerce
South YorkshireDoncaster Chamber of Commerce
West YorkshireWest & North Yorkshire Chamber of Commerce
York and North YorkshireWest & North Yorkshire Chamber of Commerce
Derbyshire and NottinghamshireFederation of Small Businesses
Greater LincolnshireFederation of Small Businesses
Leicester and LeicestershireEast Midlands Chamber of Commerce
South-East MidlandsNorthamptonshire Chamber of Commerce (incorporating Milton Keynes Chamber)
Stoke-on-Trent and StaffordshireStaffordshire Chamber of Commerce & Industry
The MarchesShropshire Chamber of Commerce
West Midlands & WarwickshireCoventry and Warwickshire Chamber
WorcestershireHerefordshire & Worcestershire Chamber of Commerce
Cambridgeshire and PeterboroughCambridgeshire Chamber of Commerce
Essex, Southend-on-Sea and ThurrockEssex Chamber of Commerce
HertfordshireHertfordshire Chamber of Commerce
Norfolk & SuffolkNorfolk Chambers of Commerce
Greater LondonBusiness LDN (Formally London First)
Brighton and Hove, East Sussex, West SussexSussex Chamber of Commerce
BuckinghamshireBuckinghamshire Business First
Enterprise M3 (including all of Surrey)Surrey Chambers of Commerce
Kent and MedwayKent Invicta Chamber of Commerce
OxfordshireThames Valley Chamber of Commerce Group
SolentHampshire Chamber of Commerce
Thames Valley BerkshireThames Valley Chamber of Commerce Group
Cornwall and the Isles of ScillyFederation of Small Businesses
DorsetDorset Chambers of Commerce
GloucestershireBusiness West Chambers of Commerce
Heart of the South WestDevon & Plymouth Chamber of Commerce
Swindon and WiltshireBusiness West Chamber of Commerce
West of England and North SomersetBusiness West Chamber of Commerce
Source: Department for Education

The Future of Assessment

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Welcome to FE Week and Schools Week’s special supplement on the future of assessment!

With the first T Level results out this year, and debates ongoing about reforming GCSEs and A-levels, it’s one of the hottest topics in education around…

Post-Covid

A plethora of organisations led the charge for change to assessment following the Ofqual algorithm debacle in 2020 – and the calls have continued into 2022.

But with staff exhausted and ministers not currently in listening mode, will the various groups and projects result in change?

Find out who the movers and shakers are, what they think a post-pandemic world of assessment might look like – and all about the digital transformation already happening.

Inclusion and equity

A critical part of the future of assessment is how to best assess students with special educational needs and disabilities, and students with varying and different strengths, identities and backgrounds.

Read through top opinion pieces on this topic to find out what some of our leading educators have to say on issues of inclusion and fair play for all in the realm of assessment.

Results all round

The beauty of this supplement is that it straddles the divide between schools and FE, bringing thinkers and activities in both sectors into one space.

For instance, find out how ‘end point assessment’ is going for apprentices, with a special in-depth report on the topic.

Also read a detailed round-up with everything you need to know on GCSE, A-level and T Level results in 2022 from our news teams – including lessons learned.