Tell us why grades will be withheld, say leaders

School and college leaders are demanding Ofqual come clean over why students might have grades “withheld” this summer.

Ofqual’s chair and chief regulator last week warned results could be withheld should an exam board and school or college not agree on the teacher-assessed grade awarded.

But Geoff Barton, general secretary of the Association of School and College Leaders (ASCL), said the guidance for schools and colleges only contained the “vaguest of the vague” references to results being withheld.

There was “no explanation” of the process.

“We have asked these questions, but have not been able to elicit any further information.”

He called for Ofqual and the Joint Council of Qualifications (JCQ) – the board representing exam boards – to have “a clear process in place and an answer about how such a dispute would ultimately be resolved if grades were to be withheld.

“Obviously, everybody hopes that no such impasse will happen, but it is a good idea to have it mapped out at this stage so that it is clear and is not left hanging in the air.”

At the third stage of quality assurance this year, exam boards will conduct random and targeted checks on the evidence used to determine teacher-assessed grades.

JCQ guidance published in March said a board would decide whether to accept the grades submitted or undertake further review, which “may lead to the withholding of results”.

Ian Bauckham, Ofqual’s interim chair, last week said boards “reserve the right to withhold or delay the publication of results if it  is not possible to agree an acceptable way forward in such cases”.

Ofqual said this week it expected exam boards to resolve concerns through “professional dialogue”. Results would only be withheld in “rare cases”.

“As in any year where an exam board has remaining concerns about any result, this is an important safeguard to protect the integrity of qualifications.”

JCQ said in any exam series there were “isolated circumstances” where a student’s grade may not be available on results day.

Where issues were “unresolved”, exam boards “reserve the right to temporarily withhold results pending any further investigation required”.

Boards could use the no result code – (X) – where a result was not issued because the candidate was not due to receive one.

Code X could also be used because of malpractice investigations.

Pending – (Q) – indicates that no result has been issued as the grade was not yet available.

In 2018-19, about 0.3 per cent of GCSE entries (14,094) were “no result” – but it is not broken down by X or Q grades in government data 

WorldSkills hosts biggest ever virtual pressure test in run-up to Shanghai 2022

A UK competitor has come within the top 15 at the largest virtual pressure test ever run by the WorldSkills international movement.

Isaac George, 18, was placed 13th out of 23 competitors at the IT Network Systems Administration Competition, ahead of Team UK being selected for the next in-person WorldSkills competition in Shanghai next year.

He was just one point off winning a Medallion for Excellence, for competitors who have reached the international standard in their skill – all while juggling preparations for the university exams he is sitting this week.

It marks a good result for the UK, after we also scored two medallions at a virtual cooking pressure test late last month.

 

UK competitor faced ‘tough’ competition

George, who studied at NESCOT before starting his computer science with information security degree at Royal Holloway, University of London, called it “brilliant” to test his skills against other nations.

Fifteen other nations took part in the tournament, held on April 24-25 and May 1-2, including Japan, Germany and South Korea.

Isaac George

“The competition was tough, but I was really pleased with my performance,” he said. “The whole experience has given me a real boost of confidence but has also confirmed to me where I need to work on my skills with the training team and my lecturers.”

He said he is “determined” that he has what it takes to be picked for Team UK next year.

His training manager Kevin Large from Remote Training Solutions said he was “very pleased” with the result, after George came second in one of the four modules of the pressure test, despite being the youngest person taking part.

“It definitely showed his potential. It also showed us where his strengths and his weaknesses are, which was one of the big reasons why we wanted to do it the first place.”

 

WorldSkills UK using tests to prepare for Shanghai

The test was split into four modules, with competitors granted three hours for each.

They included tasks such as designing disaster recovery procedures for networks and troubleshooting hardware and software issues.

WorldSkills UK, which initiated the virtual pressure tests, is using them – including this latest one and one held late last year, in electronics, in which the UK beat China – to prepare for Shanghai next year.

Deputy chief executive of WorldSkills UK Ben Blackledge said seeing where our country stands against other nations, and which areas it is particularly strong and weak in, is “the whole point of doing these pressure tests”.

He highlighted how the UK’s mechatronics team came third at the Europe-wide EuroSkills Budapest event in 2018, because a “really rough” time at a competition several months earlier gave them the “kick they needed and real insights into what they needed to address”.

This latest pressure test has also informed WorldSkills UK about how other nations are progressing.

Large said not only had it given them “a lot” of information on how other nations compete, but also the infrastructure they worked on during the competition, which helped to show why different nations did well in certain areas.

 

Virtual pressure tests could continue after pandemic

The test was the largest virtual one which has been run by the international WorldSkills movement. It worked by having all the competitors taking part remotely, but connected over Zoom call and sharing their screen, so they could be monitored.

To ensure a good connection for competitors, the online tasks were funnelled through Microsoft data centres in America, the Asia-Pacific region and Europe.

Blackledge said there is “definitely” a demand among competing nations for more virtual pressure tests, even after the pandemic passes, owing to the sustainability concerns of jetting competitors around the world to take part in in-person tournaments, as well as financial considerations.

“We think this is a really valuable platform,” he said.

Highlights from Annual Apprenticeship Conference 2021

The seventh Annual Apprenticeship Conference (AAC) was like none before – literally – as we swapped the two-day in-person event at Birmingham’s ICC for a five-day virtual conference due to Covid-19.

Despite putting a stop to face-to-face events, the pandemic did not falter the occasion. Across the week, the conference had over 1,500 apprenticeship employers and providers in attendance staged over 130 sessions including workshops, plenaries and demos featuring over 100 speakers. In total, 75 hours of content was broadcast.

The impact of Covid-19, unsurprisingly, featured heavily among the discussions that involved all the usual industry bigwigs.

Starts have expectedly taken a hit since the start of the pandemic: they totalled 393,400 in 2018/19 but dropped by 18 per cent to 322,600 in 2019/20, with younger apprentices and chief UK policy director Matthew Fell calling for a new “broader skills and training levy” to replace the apprenticeship levy, a policy which shadow education secretary Kate Green also believes is in need of major reform (page 10).

Jennifer Coupland, the chief executive of the Institute for Apprenticeships and Technical Education, also took to the stage and tackled the question of whether England has too many apprenticeship standards as the number hits the 600 mark – an issue later tackled by a panel of sector experts (page 7).

Chief Ofsted inspector Amanda Spielman used her speech to express concerns about the quality of apprenticeship training (page 8), which is a problem the inspectorate has commonly raised since the 2017 reforms.

Download our free supplement covering the conference here.

Department for Education Announce £5.4m of Funding in Latest CCF Round

The DfE has announced that £5.4 million in funding is available to colleges as part of the College Collaboration Fund (CCF).

The CCF is a national programme of competitive grant funding for all statutory further education colleges in the UK. It enables colleges to collaborate and share good practice and expertise to address common quality improvement priorities.

CCF funding can be used on a variety of projects, however, the DfE has highlighted the need for more ‘engaging digital content and resources’ as a specific quality improvement need in their CCF guidance.

A year for reactive innovation

The previous year has highlighted an urgent need for digital content and resources that allow for more flexible teaching options.

In response to three national lockdowns and a ‘stay at home’ order from the government, we have seen colleges rise to the challenge of delivering remote learning. Practitioners have been forced to get to grips with Google Classrooms, Microsoft Teams and other online platforms to deliver face to face lessons via video call, which has resulted in a surge of EdTech skills development and a wider understanding of the benefits that can be realised from online learning.

This quick response to a critical situation has seen results vary across practitioners, providers and student demographics, and while some students have engaged well with this remote learning, many have been negatively impacted by the situation. In fact, the Association of Colleges (AoC) recently conducted a study to better understand the impact of Covid-19 on both students and learning providers, which found that a staggering 77% of 16-18-year-olds were underperforming on their courses. To combat this, 71% of colleges provided additional tuition over and above the tuition fund – causing financial stress to providers and a strain on tutors’ wellbeing and work-life balance.

The online delivery model that has emerged over the past year is certainly not a model that is sustainable, as the teacher led online learning that we have got used to requires human resources that would otherwise be employed in the classroom. The quality of delivery is highly dependent on the individual teacher’s familiarity and confidence with online platforms, as well as their ability to manage the lesson, and deal with student issues remotely.

A longer-term solution

Teacher led online learning has played a vital role over the past year. But what is needed now are high quality, digital resources that that can be used flexibly by staff and students to deliver consistent, high quality learning, without the need for teacher facilitation.

The College Collaboration Fund allows colleges to build longer term, best practice digital content and resources that can be used alongside face-to-face teaching to support a remote and blended delivery. This will help FE Colleges to enhance the learning experience for learners and provide opportunities to address the lost learning time that is a result of the pandemic.

E-learning for 2021 and beyond

Young adults consume a huge amount of digital content in their day to day lives. They are the Instagram/YouTube/Netflix generation, who look to online platforms for their entertainment, social communication and learning needs.

According to Ofcom’s Online Nation 2020 report, 55% of 16+ YouTube users, do so to access how-to videos, tips or tutorials.

They want instant access to relevant content, and colleges should recognise this as an opportunity to deliver engaging learning to students that are motivated to learn. Merging technological capabilities with a solid pedagogical foundation is key to delivering on this.

Through the evolution of online learning, we now understand a lot more about what makes digital learning content engaging for students. Whereas in the past colleges may have considered a repurposed slideshow with a short quiz as a viable form of e-learning – indeed this was often the case due to the limited funding available – now we understand that higher levels of interaction are required to keep students engaged, to reinforce learning and to assess their understanding. With funding opportunities such as that offered through the CCF, colleges have the opportunity to create truly engaging, online learning content that taps into how students are accessing information digitally in their everyday life, and utilising that delivery method to offer further flexible learning opportunities.

E-learning has come a long way in recent years. It is extremely versatile and can incorporate multiple interactive activities such as branching scenarios, embedded video and interactive graphics. Bite sized modules and gamification make learning much more engaging and easy to digest. Updated e-learning standards allow for rich user data to be gathered which can be used to assess learner progress and engagement with the resources. This means that colleges are able to create engaging digital learning resources to support the learning of students across curriculum areas, and at any level.

Students studying practical courses have been some of the hardest hit by Covid-19 as previously the delivery of these courses, such as Engineering and Hair & beauty, relied on practical study and physical resources within the college. However, with the right planning, e-learning can be used with these students to teach theory, practice through simulations and revise key concepts, providing colleges with another means of engaging the students, and giving students the opportunity to catch up on missed learning time.

See how Eidos Consulting used e-learning to allow students across a large number of Engineering courses to apply their knowledge of Ohm’s law. View the module.

 

Delivering quality improvement in digital content and resources

Delivering a longer-term solution for online learning requires a good deal of investment. And with college finances and human resources being as stretched as they are, this is an investment that may have been out of reach for individual colleges. However, the College Collaboration Fund provides an ideal opportunity for you to collaborate with other colleges and delivery partners to share the development of these resources and access significant funding to cover the costs of developing high quality e-learning content.

Working with the right delivery partner to develop digital content and resources allows you to bring in expert resources to deliver your project whilst still ensuring the involvement of your own subject matter experts and upskilling of your learning practitioners.

At Eidos Consulting, we combine our ability to produce engaging online learning resources with a true understanding of learning facilitation, which has been developed through our many years’ experience as FE practitioners – Something that is often missing with other e-learning providers. We work with colleges to plan effective use of their online learning budget, train staff in how to create content for online learning, and produce e-learning that is tailored to the specific needs of the college and its learners. We offer colleges a fully managed service, from initial concept through to delivery and ongoing maintenance, allowing colleges to remain focussed on delivering learning to their students.

Having already successfully delivered a CCF project, we are able to offer colleges support with delivering their own projects, as well as the application process prior to the 21st May 2021 deadline.

If you are interested in working with a delivery partner to develop digital content and resources, contact Eidos Consulting via info@eidosconsulting.co.uk or call us on 02392 049583.

For more information about our services: E-learning for Further Education – Eidos Consulting.

Students and tutors recognised in WEA achievement awards 2021

A teacher from Turkey who had to study her way back into an education career, and a Zoom champion are among the winners of this year’s WEA awards.

The six student and three tutor award winners, as well as two WEA fellowship recipients, were named at a virtual ceremony on Thursday, May 6.

“Our awards are a fantastic opportunity to celebrate our students’ achievements and the quality of teaching and support our tutors provide,” the WEA said.

Here are all the winners, together with the reasons they have been recognised in these prestigious awards.


awards

 

Student – Career success: Joanne Scott

After the WEA helped her to “come out of her shell”, Joanne has now founded her own charity, Everyday Enable, and is working with a number of other similar organisations.

Before starting classes, Scott said she “would have loved lockdown. I’d have hidden myself away and enjoyed not speaking to anyone. The WEA helped turn that around,” by making her realise that “other people faced the same situation and felt rubbish about themselves too. I wasn’t alone in this.

“To know that I have helped others come through the situation I faced is absolutely incredible.

“I’m surrounded now by people I trust. I sometimes feel like Dorothy skipping along the Yellow Brick Road – a completely different person.”


 

Student – Academic excellence: Selma Cakmak

Selma previously worked as a maths teacher in Turkey before her “life was turned upside down” when she and her family “suddenly” moved to the UK.

“I entered a world I knew only through the movies. I’m a talkative person and I could speak to nobody. It was like being a baby again,” she said.

Not wanting to keep to the “balloon” of her community, she enrolled with the WEA and after passing several ESOL Level 1 courses, she was accepted as a volunteer classroom support assistant at a local school.

Selma said she was “determined” to work in mainstream education or to set up her own tuition centre, as: “The satisfaction of watching young students progress makes the pain of relocation fade away.”

The award “gives me amazing encouragement and motivation to follow my dreams.”


 

Student – Community contribution: Margaret Kirk

Margaret joined the WEA ten years ago after retiring and ended up as her local branch’s treasurer.

She “loved” the arts courses the WEA put on, but really came into her element when the pandemic hit.

“One of the lady members could read emails on her tablet, but nothing more. She was on her own and was determined to stay connected,” and so Margaret coached her through Zoom. Margaret calls the software “absolutely a lifeline, especially for people who live by themselves”.

When her branch started having Zoom coffee mornings, Margaret was asked to go through some tips for using Zoom with the other members.

“We’ve got a number of people who come from very successful careers, so they’re not used to feeling stupid. But that’s how technology can make you feel, through no fault of your own.”

The WEA has said “everyone” needs “Zoom champion” Margaret on their calls.


 

Student – Enhanced digital skills: Kenny Rae

A self-proclaimed “gaming geek”, Kenny has developed new digital skills to inspire and engage others, the WEA said.

After the pandemic struck and lockdown was introduced, he started a gaming thread on a WEA Facebook page, discussing everything from old games to next-generation games.

He was introduced to WEA’s Reach Out scheme ten years ago and “enjoyed it from the very first day”.

One of the things the thread involved was a live demonstration of an Assassin’s Creed video game: “Folk watched me playing the game and I told them about the real-life history in London, where it’s based.”

The audience “loved it,” Kenny said.


 

Student – Enhanced English: Rehana Kosar

Rehana has gone from being unable to catch a bus due to her lack of English, to travelling alone to Pakistan. She came to the UK 25 years ago with “no English at all” and could not work out how to use buses until a class trip taught her how to do so.

But within a couple of years of joining the WEA, Rehana had used her new-found language skills to get a job as a cleaner and a dinner supervisor at a school, the headteacher of which says she is doing “fantastically well”.

Her father recently fell ill in Pakistan, and she travelled there by herself, filling in leave of absence forms, reading signs at the airport and understanding in-flight announcements and ordering food. Ordinarily, she says, she “would have sat silently and gone hungry”.

She even carried on with her Zoom classes while she was in Pakistan.


 

Student group: Teaching assistant group, North East Teaching Group

This award has been dedicated to Christina Wilkinson, Emma Wilcom-Duke, Sarah Lowery, Sarah Stoker and Tanja Gordon, whose teaching assistant course moved online when the pandemic struck.

The WEA said while it would have been “easy for them to walk away, they supported each other through to the end”.

They had been on a course the WEA was running with a children’s centre in South Tyneside which was run face-to-face until lockdown, after which the five also set up WhatsApp and Zoom groups to “support anyone who was struggling, whether with study or emotional problems”.

The WEA said that “not only have they learned new skills on the course, as well as making confident Zoom presentations, but they have also shown themselves to be very creative at teaching their children at home under pressure”.

“I think they’ll make great teaching assistants,” their tutor wrote.


 

Tutor – Student support: Sally Turner-Clarke

Sally, who teaches life skills and crafts to students with learning difficulties and disabilities, won the award after she “immediately volunteered” to pilot a return to in-person teaching last autumn.

“Lockdown has caused a lot of stress, anxiety and lack of confidence,” she said, as many of her learners cannot use technology and live independently, so they “never saw anyone else from one day to the next”.

“For me, it’s personal. They were my mum’s group originally and I’ve taken over now she has retired.

“Between us, we’ve known them for a lot of years, which was why we fought so hard to get them back face-to-face, as soon as we possibly could.

“I pestered and pestered to get back to in-person learning. We had all our PPE ready, with all our policies and procedures up to date.”

Sally says she finds with her groups: “You see their confidence growing in front of you.”


 

Tutor – Inspirational teaching: Azra Rasool

Azra worked as a teacher for 25 years at a local college before joining the WEA, where she was assigned to teach ESOL to women, such as mums from a local primary school. Many of them had either recently arrived in the UK from Pakistan, or had been here many years but never taken part in society.

“Getting them into class in the first place was the hardest challenge,” she recalled, saying she had to win the trust of their husbands.

Azra says she started her classes with breathing exercises to relieve stresses caused by cross words that students had had with husbands or mothers-in-law.

Beforehand, many students lacked simple skills, such as booking an appointment or taking their children to the park.

But now they organise coffee mornings and fundraisers, have joined gyms, and gone on shopping trips.


 

Tutor – Digitally innovative teaching: Lucy Hewes

Having invested in new technologies since Covid forced her sewing and textile courses in Scunthorpe online, Lucy has attracted new students from all across the country.

She found the first online sessions “frustrating,” as she struggled to show people what she was doing with her hands, and pre-recording sessions did not help.

Her breakthrough was a visualiser: “It’s like a webcam that angles over a certain area, such as my hands or the sewing machine. I could now line things up and show the students as I sewed.”

Lucy said the “final piece of the jigsaw” was a digital switcher, “which meant I could jump from, say, the pattern instructions to the visualiser with a click of the mouse. It just flows really well.”

She loves teaching people from across the country, as “somebody in the south will sew in a zip totally differently to somebody in the north!”.


 

WEA Fellowship – Sir Malcolm Grant

Malcolm has been made a fellow “having formed strong bonds” with the WEA, after what the organisation has called a “long and important role in public life”.

This has included roles as chair of NHS England, chair of the Russell Group of universities, provost of University College London and pro-vice chancellor of the University of Cambridge.

He was made a CBE in 2003, an Officier De l’Ordre National du Mérite de France in 2004, and knighted by the Queen in 2013 for services to higher education.

WEA called him a “firm believer in the power and importance of adult education, not least having seen his mother thrive through her learning with the WEA.

“We are delighted that he has agreed to form an even tighter bond with us.”


 

WEA Fellowship – Ruth Spellman

The chief executive of the WEA from 2012 to 2019 has been made a fellow. She kept the organisation’s finances strong “despite reduced public funding, times of austerity, and as a consequence of public policy, reducing participation in adult education across the sector”.

Her successor, Simon Parkinson, called it “a challenging time, but her determination and drive inspired the organisation to adapt and succeed”.

In addition to her work at the WEA, she has also taken up roles with The Open University, The Education and Training Foundation and the Learning and Work Institute.

“Today, this fellowship recognises both the WEA’s continued appreciation of Ruth’s impact on the organisation and her continued passion about us,” Parkinson said.

“Ruth’s commitment to lifelong learning throughout her career has caught the eye of many, not least those in the highest seats of power,” after she received an OBE in 2007 for services to workplace learning.

Digital degree apprenticeship review outcome kicked into long grass

A decision on whether one of England’s most popular apprenticeships can keep its degree element has been kicked into the long grass.

The level 6 digital technology solutions professional integrated degree standard is set for change under the Institute for Apprenticeships and Technical Education’s route review process.

A revised version of the apprenticeship was supposed to be launched last year but this timeline was scuppered by Covid-19 and its future now hangs on the outcome of a wider degree apprenticeship review.

In a blog published last week, IfATE relationships manager Helen Dalton said the trailblazer “continues to work” on revising the standard’s content and its end-point assessment but are “holding off submitting their work to the institute until the outcomes of the degree apprenticeship consultation are known”.

The institute first announced it was working on a degree apprenticeships review in January, but a consultation is yet to be launched despite plans for it to get underway in Spring 2021.

Announcing the review in January, IfATE head of route reviews Jill Nicholls said that when degree apprenticeships were introduced in in 2015, there was “no requirement on employers to show any labour market requirement in support of a degree and little guidance on what a good degree apprenticeship might look like”.

Degree apprenticeships developed prior to the institute’s launch in 2017, like the level 6 digital technology solutions professional, could therefore see the degree element removed in the future if they do not meet the IfATE’s new standards.

New degree apprenticeship policy proposals have been developed by the IfATE and signed off by the minister and will go out for consultation “imminently”, a spokesperson said.

FE Week understands the trailblazer group for the digital technology solutions professional standard, which has a £25,000 funding band and is offered by many universities including Russell Group members, is lobbying to maintain its degree element.

The apprenticeship has become one of the most popular standards, gaining almost 5,000 starts since its launch in 2017.

During that period QA Limited has been the provider with the most starts on the programme (1,015), more than double the Manchester Metropolitan University in second with 472.

Making up the rest of the top five providers offering the apprenticeship are BPP University, The Open University, and Aston University.

The standard also has 43 organisations, mostly universities, that deliver its end-point assessment.

There were 12 standards involved in the IfATE’s digital route review, which got underway in September 2018.

All of them were developed prior to the institute’s launch in April 2017 and the purpose of the review was to ensure their content is of high-quality, meeting employer needs and do not overlap with each other.

The outcome of the review, published in May 2019, resulted in six of the standards being “revised” with the remaining six merging content into three new standards.

It was the institute’s “expectation” that new apprenticeship standards arising from the review would be approved within 12 months and the old versions withdrawn.

But the quango paused its route review process in early 2020 to focus on the Covid-19 pandemic. They restarted in September.

Dalton’s blog provided an update on the other standards involved in the review. All will keep their old funding band values, but their content has been amended slightly.

Autumn resit plans revealed

Exam boards will be required to offer AS-level exams in only five subjects during this year’s autumn exam series.

The exams will be open to any student receiving a teacher assessment grade this year, or those who an exam board “reasonably believes would have entered for the exams in summer 2021 had they taken place”.

Ofqual will require boards to offer all exams in all GCSE and A-level subjects, but will only have to offer AS exams in biology, chemistry, further maths, maths and physics.

These were the only subjects in which autumn exams were taken by more than 100 students last year. Boards can offer exams in
other AS subjects if they wish.

Boards can also offer GCSE English language and maths exams in January 2022 “for students who were eligible to enter the autumn exams in those subjects but did not do so”.

The regulator published a consultation response this week that confirmed other proposals set out earlier this year.

Separately, Ofqual also published its decisions on autumn resits for vocational and technical and qualifications.

Awarding organisations that normally provide assessment opportunities between September and January will be required to make those assessments available to learners cirwho were eligible to receive a result through a teacher assessed grade if they wish to improve on it.

Where awarding organisations do not normally provide assessment opportunities between September and January, Ofqual will require them to provide those opportunities where they “reasonably consider there is sufficient demand and would be manageable to both the awarding organisation and centres”.

Focus: Do employers set the bar too high for entry criteria to apprenticeships?

Employers are allowed to set their own entry criteria for apprenticeships, even though officially, no formal qualifications are needed. When is the bar being set too high? asks Jess Staufenberg

The government has two favourite phrases for its ambitions in further education, and for apprenticeships in particular.  

The first is ‘employer-led’. The term, bandied about constantly by ministers, had its latest big outing in the recent Skills for Jobs white paper. But the approach prompted changes to apprenticeships from 2016, when the old apprenticeship ‘frameworks’ – designed by awarding bodies – were gradually replaced by the new, tougher apprenticeship ‘standards’ – designed by employers. Any hint that an employer-led system can be troublesome (see delays to the new standards as employers struggled to get them ready) has done nothing to put ministers off. 

The second phrase is ‘levelling up’, used widely across all departments to describe the government’s ambitions post-Covid.  

In a way, apprenticeships are where the ‘employer-led’ and ‘levelling-up’ agendas meet. For a young person without GCSEs, or an adult made redundant, apprenticeships put the learner on a path from level 2 to level 7 to earn and qualify without taking on the debt of a degree. And what could be more employer-led than an apprenticeship?

Yet the latest data has caused concern. Only 31 per cent of apprenticeship starts were at level 2 last year, down from 65 per cent in 2013/14. Starts among 17-year-olds dropped the most, with 26 per cent fewer in 2019/20 than the year before. 

Meanwhile chancellor Rishi Sunak’s strategy of handing over £3,000 to employers per apprentice regardless of age this month was strongly criticised, with experts warning increased funding should have gone only to 16-24-year-olds, because it is young people that employers appear most reluctant to hire. 

Individual employers will set the selection criteria for their apprenticeships

Now FE Week can reveal some of the high qualification requirements young people have to meet too. The tension is seen on the DfE’s Institute for Apprenticeships website: “Apprentices without level 1 English and maths will need to achieve this level […] prior to taking the end-point assessment”. Apprentices should also work towards their level 2 English and maths.

In other words, apprentices without level 1 functional skills, equivalent to a GCSE 2 or 3, can still do an apprenticeship and will be supported by their training provider to gain it during the course. They will also work towards a level 2 in English and maths, equivalent to a GCSE pass 4. 

But the standards then state: “Individual employers will set the selection criteria for their apprenticeships”. There is no law or guidance that prevents an employer (or, indeed, training provider) from setting the selection criteria they like. 

Should there be? Where is the line? 

FE Week found significant variation in apprenticeship adverts. First off are the apprenticeships that state GCSE passes are “preferable” or “desirable”, rather than deal-breakers. In most cases, the training provider says these are the employer’s criteria – for instance, an engineering operative level 2 apprenticeship advertised by training provider Gen2, which belongs to the City & Guilds group, warns employers will “typically” want “three GCSEs at grade C or higher”.  

But in other vacancies, the entry criteria have been set by a college, not the employer. An advert for a countryside worker level 2 apprentice with construction employer DTMS Group, delivered with Craven College in north Yorkshire, states “candidates will ideally have at least 4 GCSEs at grades A* – C/9 – 4”.

When asked, a DTMS spokesperson said, “I don’t agree that there should be a minimum GCSE requirement that stops the less academic from applying, as long as they realise further study will be required during the apprenticeship.” He added: “On the most recent occasion, the college set the entry requirements”. 

Richard Swires, apprenticeship manager at Craven College, said it “has no specific entry requirements for apprentices and this is why the advert indicates ‘ideally’”. He added that “in the instance of  […] this vacancy, of the last five apprentices to successfully achieve, only one had four GCSEs and four had maths and English at below level 1”.

This is reassuring, but if the employer is not demanding that “ideally” apprentices have four GCSEs, why include it in the advert? Research shows that candidates can be put off by roles asking for “desirable” qualifications they don’t have. 

One advert at City College Norwich sets the bar yet higher. For an accounts and finance assistant level 2 apprenticeship, the college gives an entry requirement of “GCSE grades 9 -5 (A – C) in English and maths”. The entry criteria here is a ‘strong’ pass 5 rather than a ‘standard’ pass 4, which is a C+ rather than a C- although it adds an apprentice without these can attend functional skills classes.

A City College Norwich spokesperson said the criteria “presents guidance on the entry qualifications that our employers who recruit to apprenticeship roles in these sectors most often ask”. Colleges try to offer flexibility, while pointing out it is employers driving the higher requirements. 

Simon Ashworth, chief policy officer at the Association of Employment and Learning Providers, said a certain level of pre-screening makes sense, but in some cases employers may be setting the bar too high. “Apprenticeships should be about leveling up – giving those learners who perhaps didn’t suit school a chance in a practical space.” 

Employers and training providers benefit if apprentices already have English and maths GCSEs. “Employers already lose at least 20 per cent of apprentice working hours to ‘off-the-job training’, and those without English and maths must also be released to study functional skills.” Meanwhile, training providers are funded at £471 to deliver functional skills per apprentice, less than non-apprentice rates for the same course, at £724. 

“With funding rates so low, you’ve got the employer who’s looking at someone who will be less productive, and the provider who’d prefer them to already have English and maths.” Ashworth said functional skills study should be included in the 20 per cent off-the-job time and funding rates made equal.  

The problem is that for the most high-status apprenticeships, employers will always be able to pick and choose. For a botanical horticulture apprenticeship at Kew Gardens, two GCSE passes are needed. “Entry to our apprenticeships is very competitive,” explained a Kew spokesperson, adding that “people without GCSEs or functional skills would struggle to manage things like plant nomenclature”. Is a higher bar good for apprenticeships? Perhaps this helps raise their status. 

College staff themselves sympathise with employers wanting to set entry criteria. Encouragingly, two college apprenticeship leads told FE Week that companies are good at listening to their advice about potential apprentices who don’t meet qualification requirements on paper. 

But ultimately, they support a fairer system. Lindsey Wedgewood, head of apprenticeships at Askham Bryan College in north Yorkshire, said “the level of maths and English doesn’t determine how good that person is going to be in that role. There are fantastic apprentices out there who may struggle with English or maths at first, but put them in the workplace and they’re brilliant”. David Boyer, director of apprenticeships at Capel Manor College in London, added, “Formal qualifications is too blunt a tool. There are many other factors in determining if they’re suitable.” 

The practice is pretty widespread. The University of Sheffield has an advert for a sports turf operative level 2 apprentice with “5 GCSEs or equivalent, including English and maths”. University College London states for “most” of its intermediate apprenticeships, “you will need 5 GCSEs grade 4 – 9, including English and maths”. The Foreign, Commonwealth and Development Office wants two GCSE passes for a warehouse operative level 2 apprentice.

Of the 20 most recent apprenticeships posted on Getmyfirstjob.co.uk, a quarter said GCSE qualifications were needed or desirable, including for a café assistant apprentice in Kent. None of the above responded to repeated requests for comment. 

We need another way to tap into pre-apprenticeship funding

Paul McGrail, assistant principal for apprenticeships and skills at Myerscough College in Lancashire, said the problem lies in the lack of well-funded, flexible pre-apprenticeship options for learners who need to improve their English and maths. There aren’t enough traineeships around, he said, which include English and maths level 2 and are usually less than six months. “We need another way to tap into pre-apprenticeship funding,” he said. 

Traineeships are also not a popular choice at Capel Manor College because they are “largely unwaged”, added Boyer. Instead, the college enrolls unsuccessful apprentice applicants “on to a level 1 programme, where they do a vocational course with English and maths”.

The good news is that students on such courses can sit their functional skills tests at multiple points throughout the year, and then transfer from the study programme on to an apprenticeship, said Rachel Bunn, assistant principal for apprenticeships at East Coast College in East Anglia. “If they complete early on a study programme, that’s not an issue, we can move them over.”

However, many functional skills courses are for level 1 only, explained Wedgewood – whereas many apprenticeships are asking for a level 2 qualification, which would require a GCSE programme with exams either too early in November, or late in June. “We need something between two and six months to help them upskill in maths and English that gets them to level 2,” said Wedgewood.

The DfE does not look as though it will get involved. A spokesperson said, “We encourage employers of all sizes, and from all sectors, to open up apprenticeship opportunities to a wide group of potential applicants” but added, “ultimately, an apprenticeship is a job, and like all jobs, it is for the employers to decide entry requirements”.

Ashworth reflects on what can be done. “I would discourage employers from setting a threshold around having maths and English already.” Teresa Frith, senior skills policy manager at the Association of Colleges, agrees. “But,” she points out, “this government has said everything is employer-led. So how do you get around that?”

Three ways to replace in-work careers experience for your students

Virtual reality technology and collaborative projects can keep students switched on to careers, writes David Chapman

It’s no wonder many young people are struggling to picture their future. When entire business sectors have been forced to close, relatives are being laid off and exams are cancelled, it’s hard to think beyond the next few months.

Students will no doubt be aware that it’s the youngest segment of the workforce – the group most heavily represented in retail, tourism and hospitality – who have been hit the hardest by the pandemic, according to labour market statistics from the Institute for Employment Studies.

Against a backdrop of economic uncertainty, today’s students are feeling less sure than ever about their career plans.

Yet Generation Z are the very people we need to fill the skills gap if the country is to recover from the pandemic and forge a new post-Brexit identity.

So how can careers education engage students at this critical time?

‘Task younger students with researching careers’

First off, we must encourage early aspirations. The government white paper, Skills for Jobs: Lifelong Learning for Opportunity and Growth, calls for careers education to be embedded in the life of every school and college.

This makes sense because when students have a goal in mind, they are motivated to study harder and achieve the grades they need.

As a university technical college (UTC), our students join us because they are attracted by a future in STEM, but they’re not always aware of the enormous diversity of careers that exist in these sectors.

To get students thinking about careers in a more focused way, we task our youngest students with researching career pathways.

Students interested in engineering might explore areas such as aerospace, food processing or robotics. They look into career progression, salary expectations and the qualifications they need, and prepare a presentation on their findings.  

An approach like this gives providers an insight into which career paths their students are keen to follow, so they can deliver targeted advice, and link curriculum learning to careers, in line with the Gatsby benchmarks.

‘Use a personality test’

Second, we need to personalise career guidance. Generic careers education too often misses the mark. There is little point making students sit through careers talks that hold no interest for them.

Personalised careers advice is much more effective, but students need to find out which job types they are most suited to.

Even the most world-weary sixth-former enjoys seeing if they are a polar bear, seahorse or tiger

It’s important to help students understand their strengths, interests and character traits.

One of the tools we use provides a free online personality quiz which helps a student unlock their “spirit animal” based on their answers and then links them to suitable careers.

Even the most world-weary sixth-former enjoys seeing if they are a polar bear, seahorse or tiger.

With deeper self-knowledge, a student can make informed choices. A medical career is not only about being a heart surgeon, it’s also about being a microbiologist, pharmacologist or biomedical engineer, any of which could be the right fit for a young person interested in medicine.

‘Make use of apps, podcasts and videos’

Finally, we should use technology to expose students to the world of work.

Previous work experience placements have seen our students building a two-seater propellor aircraft in collaboration with industry experts. They are now embarking on a project with aviation charity The Air League, RAF Cosford and STEM Highflyers.

When the pandemic put a stop to hands-on experience of the workplace, colleges like us have had to find different ways to keep careers in the spotlight.

Fortunately, many employers have been flexible in providing opportunities for students, supported by organisations such as the Careers & Enterprise Company.

Another key route to engaging young people through technology is with apps, podcasts and videos, such as the WorldSkills Spotlight talks, which all appeal to a digitally fluent generation. 

Virtual reality experiences are another sure-fire way to spark students’ interest. Engaging students in a gameified environment, immersing them into a job role and helping them visualise the education pathways to achieve it is incredibly powerful.

What young people need now is hope for the future.

Relevant, personalised and aspirational careers education will help today’s students leave uncertainty behind and find their place in the world.