A copy-and-paste into AI opens up a new shadowy world of risk

Artificial intelligence is transforming how we work by offering opportunities to enhance productivity, improve service delivery and streamline processes. But with these opportunities comes a growing, often invisible risk: shadow AI.

Shadow AI refers to the use of artificial intelligence tools, applications or models within an organisation without formal approval, oversight or governance from IT, data protection or risk management teams.

Three-quarters of knowledge workers are using AI tools at work, according to the 2024 Work Trend Index annual report by Microsoft and LinkedIn.

This may be seen as positive news for AI adoption and efficiency, but a more concerning statistic is that 78 per cent of those workers are doing so without their employer’s knowledge. For apprenticeship providers and their employer customers, this presents a significant risk.

Apprenticeship providers and colleges hold large volumes of sensitive learner, employer and funding data – from ILR and LRS records to Ofqual-regulated qualifications. Shadow AI use within these organisations introduces several risks:

  • Data privacy and GDPR breaches: Unregulated AI tools may process personal or sensitive data without consent or safeguards, breaching UK GDPR and the Data Protection Act 2018.
  • Information security and data leakage: Shadow AI can transmit sensitive organisational data to external servers in unknown locations, increasing the risk of data exposure, intellectual property theft and security breaches.
  • Non-compliant use of publicly funded data: The mishandling of sensitive apprenticeship and funding data through unapproved AI tools could violate strict Department for Education/Information Commissioner’s Office compliance rules.
  • Academic integrity: Unmonitored AI use in assessment processes can undermine academic standards, devalue qualifications and complicate appeals processes.
  • Bias and fairness: Without human oversight, AI-driven assessment and decision-making risks embedding unconscious bias, potentially breaching equality legislation.
  • Damage to public trust and sector reputation: As education providers hold a position of public trust, any scandal arising from shadow AI can severely damage both institutional and sector-wide reputations.

Providers must protect employer data too. For instance, if a tutor puts a transcript from a progress review into ChatGPT to generate a summary, it could well contain information that their employer partner wouldn’t want exposed. Examples could be information gleaned from a leadership programme covering specific internal challenges and how the apprentices have applied their learning to that issue, or a project management apprentice talking about a sensitive project that isn’t yet in the public domain.

To address these risks, apprenticeship providers need AI tools that are built for their specific context – with data protection, compliance and academic standards at their core.

Aptem collaborates with providers to have in place secure, auditable AI solutions designed specifically for apprenticeship delivery. Partnership working ensures:

  • Secure AI solutions to prevent data and security breaches
  • Audit trails to demonstrate compliance and transparency
  • Human-in-the-loop solutions to prevent bias and uphold fairness
  • In-built compliance with regulatory requirements.

In this way, we can guarantee the compliant handling of publicly funded data, while AI tools designed for the apprenticeship sector maintain academic integrity and quality standards.

Providers need the confidence to use AI in the right way. The conversation should be one of opportunity, because there is significant potential to deliver efficiency gains and higher quality standards. At the same time, being responsible is equally important.

At present, neither Ofsted nor Ofqual has taken an overly prescriptive approach to the use of AI, but that may change if audits reveal widespread misuse.

Both bodies are balancing the need to embrace innovation with the equally important need to protect learners and preserve academic standards. The regulatory principles offer a clear framework for providers that demonstrates why shadow AI usage presents such a risk.

Providers who understand the dangers of shadow AI usage can proactively implement IT policies to support the proportionate use of AI. These policies will support the adoption of secure, compliant solutions, which can mitigate the risk of shadow usage.

The right policies and solutions allow apprenticeship providers to protect their data, reputation and academic standards while making the most of AI’s potential.

We’ll not alert Gen Z students to roles using dusty old job boards

It’s always disappointing to see once-successful businesses go into administration, but the recent collapse of Monster and CareerBuilder should serve as a wake-up call. In a rapidly changing labour market, no one is immune to disruption.

For training providers, the UK careers landscape has seen little innovation in 30 years. A new approach to recruiting apprentices isn’t just desirable – it’s overdue.

So it’s no surprise only 4.5 per cent of 16 to 18-year-old school-leavers become apprentices, despite a growing NEET (not in education, employment or training) crisis. Careers guidance in England simply isn’t working and it’s not equipped to meet the demands of the government’s industrial strategy.

Ministers appear to recognise this. Last month, the Department for Education announced it would start checking whether schools are complying with the Baker Clause, which requires them to give FE providers access to speak with pupils about post-16 options.

But despite this and a string of well-meaning initiatives, not to mention a mountain of investment, the needle has barely moved since 2018. It’s clear we need something radically different.

With exam season over, we’re now at the height of apprentice recruitment. At Remit Training we never struggle to find applicants for our automotive programmes. But we know our employer partners would benefit from a broader and more diverse talent pool.

Many recruits come from families already in the sector, which is no bad thing. But we also need to appeal to those outside the traditional pipeline. Take young women, for example. They remain underrepresented in automotive roles.

That’s why my heart lifted during a recent Sky F1 grid walk when the presenters interviewed Jodie, a former female apprentice with Mercedes who now works on engine recovery systems for Aston Martin. Her journey is a powerful reminder that university isn’t the only pathway into a high-profile motorsports career.

So, how do we find and inspire more Jodies?

For starters, Gen Z is finished with endlessly reworked CVs and carefully crafted cover letters that often lead nowhere. On our side, AI-generated applications are making it even harder to sift through candidates and identify those with real potential.

In our search for better solutions, we partnered with urfuture, a careers-tech disruptor that understands young people get their information from TikTok and mobile apps, not outdated job boards. Remit Training is the first provider to introduce the new app. It allows would-be apprentices to create a profile in under 10 minutes, avoiding the need to tweak a CV for every job.

Algorithms connect candidates to suitable roles

The platform uses matching algorithms to connect candidates with a genuine interest to suitable roles.

We’ve worked closely with partners to create a customised pathway for automotive and digital apprenticeships. That includes a mechanical reasoning test to help identify aptitude early. It’s short, accessible and non-intimidating so when we reach out to a candidate via a chat or video call, we already know they’re a good fit.

We’re also addressing one of the most common complaints from young applicants: lack of feedback. We’re introducing a system to ensure every unsuccessful candidate gets a proper response and constructive guidance.

This approach is built specifically for Gen Z and designed to support entry-level opportunities at levels 2 and 3. It arrives at a crucial moment: graduates are facing the toughest job market since 2018, and many are questioning whether university was the right choice. Now, more than ever, we must get careers guidance right so school and college leavers can make informed decisions about their futures.

Our new app allows Gen Z talent pools to gain careers advice from other young people in a method that works for their age group. A pilot, run with one employer client and supported by nine TikTok videos, resulted in over 900,000 views.

Could this be the answer to help schoolteachers reach out to all young people and add better knowledge, advice and guidance? After all, nearly everyone has a mobile phone!

National providers can invest in innovative, tech-enabled solutions in a way that local providers often can’t. That’s why we believe the DfE and devolved administrations must urgently abandon tired careers guidance models and adopt new, Gen Z-friendly tools which benefit learners, employers and providers everywhere.

College senior pay sign-off threshold raised to £174k

Colleges can now pay bosses up to £174,000 before needing approval from the government.

Governors were previously required to apply for approval from the Department for Education and the Treasury for senior salaries over £150,000.

In updated guidance published today, FE colleges wanting to advertise salaries above £174,000 will need sign-off.

The government has also increased the level bonuses need to be approved from £17,500 to £25,000.

The new rules will only be applicable to roles that have not previously had HM Treasury and DfE approval.

Approval for high paid college leaders has been in place since colleges were reclassified into the private sector in November 2022.

DfE’s guidance also said: “New approval does not need to be sought if the role has had previous approval from HMT [Treasury] and the total remuneration and performance related pay are the same or below what the incumbent receives, or involves an increase of no more than 2 per cent, and the previous HMT approval placed no conditions on the incumbent or subsequent recruitments.”

It comes after FE Week revealed last year that colleges were experiencing “unacceptable” lengthy delays from getting salary approval, which was impacting senior recruitment processes.

The guidance added that “for planning purposes” colleges should allow a minimum of two months to hear back on an approval decision.

Nearly 60 principals would now no longer be in scope for the approval.

According to the government’s latest college accounts documents for 2023-24, 57 college accounting officers earned between £151,000 and £174,000 a year.

Additionally, only two principals were awarded bonuses of more that £17,000 that academic year – Activate Learning and Burton and South Derbyshire.

The new guidance is effective from June 26.

Blame game as lawyers conclude Marples v DfE fight 

The honesty, credibility and competence of senior government officials came under attack as the Marples family’s case against the Department for Education closed in the High Court

Meanwhile, Peter Marples was himself labelled as “someone who is extremely prone to blaming his misfortunes on others” as government lawyers delivered their closing arguments in the hotly anticipated case.

KCs for both sides spent a day each putting their final arguments to judge Eason Rajah KC following two weeks of testimony which involved 12 witnesses and two experts.

Marples and three members of his family, who were shareholders in apprenticeship giant 3aaa, are suing the DfE for £37 million, plus interest.

They claim negligence and misfeasance in public office, alleging the DfE’s then Skills Funding Agency acted with malice when refusing to sign off on a change of control that scuppered a planned sale to Trilantic Capital Partners (TLP) in 2016.

It could take months before the judge delivers his verdict. 

What is it you’re complaining about? 

Adam Solomon KC, representing the Marples family, said the SFA – especially then-CEO Sir Peter Lauener – expected TLP to walk away from the deal as a result of its refusal letter and “intended that to happen because he did not wish the claimants to profit from their shares”. 

He claimed the SFA “misunderstood” its powers, by “wrongly believing and acting as though it had the power” to refuse a change of control.

“What it could have done, if it had genuinely had concerns, is set out the concerns and say: we reserve the right to terminate,” he added.

Solomon admitted there is no claim for breach of contract after the judge pointed out the refusal letter had no legal effect.

Judge Rajah told Marples’ KC: “They [the SFA] haven’t exercised a contractual power, they’ve done nothing. So what is it you’re complaining about? They’re not exercising a statutory function.

“You keep saying that as if there’s some magic to the fact that they’ve assumed a power. They didn’t suddenly, when they wrote the letter saying we refuse permission, have any more power than they had before. They didn’t acquire anything.”

Solomon argued there was instead a “practical effect” whereby SFA chiefs “granted themselves the ability” to act as if they had the power to refuse a change of control that would “have the effect of crashing the deal”, meaning “we get home on negligence and misfeasance”.

Solomon added: “The fact it has no legal effect is not a factor against me.”

What prejudice?

James Segan KC, for the DfE, hit back. He said although Marples’ lawyers made it the “centrepiece” of their negligence claim that the SFA “took on itself a non-existing power to allow or prevent the claimants selling their shares”, the “clear evidence” was that references to “approval for change of control” were “simply a commonly-understood shorthand for the process of seeking an assurance that the SFA would not exercise its right of termination”. 

He added: “The SFA’s decision was based principally on a concern that the business plan put forward by Trilantic made unrealistic expectations as to future growth that failed to reflect the impact of imminent changes in the funding environment, such that the pursuit by a new buyer of that level of growth would undermine the stability of the company and jeopardise the stable provision of services.  

“That concern was reasonable, justified and held in good faith.” 

Judge Rajah said he struggled to see what prejudice there would have been to the delivery of the contract if TLP had bought the business.

Solomon rejected the suggestion of “shorthand”, claiming SFA staff “never once stated their powers correctly and were obviously confused about them”. 

“The SFA had no intention of terminating 3aaa’s contract in 2016-17 and never indicated that it would do so,” he added. “It therefore cannot have meant to indicate in the refusal letter that it would terminate if the change of control went ahead.” 

Solomon reiterated claims that Sir Peter considered and was “obsessed” with “irrelevant factors” when making his decision, such as how much money the family would make from the sale. 

But Segan said documents show Trilantic’s withdrawal from the proposed acquisition was primarily the result of a reassessment of the funding environment, rather than the SFA’s refusal to give an assurance. 

He told the court that Peter Marples’ own evidence was TLP “believed there was a risk to the business based upon what Mr Lauener had told them. Quite clearly, Mr Lauener spooked them, and that’s ultimately why we’re here today”.  

Segan concluded: “If that is right, then the decision on the change-of-control request was not the reason why the transaction did not complete, and the claim fails.” 

Judge questions duty of care

Segan also batted away claims there was a “duty of care” to the claimants since the SFA’s contract was with the training provider, not its shareholders. 

Judge Rajah said that if Solomon, Marples’ KC, is to be believed then Sir Peter’s true purpose was to torpedo the sale and harm all who stood to gain from it, which would have included all shareholders, not just the claimants, as well as TLP.

Solomon said the fact the other shareholders and TLP have not brought a claim against the DfE is “irrelevant”.

Marples was ‘self-defeating’ 

Segan attacked Peter Marples’ witness evidence, stating it was “clear” the 3aaa co-founder “nurtures a powerful grievance against the SFA, among numerous others”. 

He added Marples’ evidence was “self-defeating” because his criticisms “are so extensive and wide-ranging that the overriding impression is simply that Mr Marples is someone who is extremely prone to blaming his misfortunes on others”.  

Segan pointed to claims that date back over two decades from Marples that multiple public servants “disliked him because of his wealth”, as well as descriptions of SFA officials as “wankers”, “bastards” and a “shambles”, while 3aaa chair Derek Mapp was a “bully”. 

Compromised expert evidence should be revoked 

Solomon defended Peter Marples, claiming he gave “clear and cogent evidence”. 

But not even his own KC could justify the fact that Marples had made 150 contributions to the evidence of Vivian Cohen, who was supposed to be an “independent” accounting expert uninfluenced by the wishes or interests of the instructing parties, who then adopted Marples’ views as his own.  

The changes were made without the knowledge of law firm DWF, which represents Marples, and it was even revealed that Marples had instructed Cohen to disable a ‘track changes’ feature that records any amends made. 

During cross-examination, Segan put to Cohen: “You knew it was important to keep his [Peter Marples’] involvement in the joint statement secret because you knew that the joint statement is intended to be uninfluenced by the parties, yes?” 

Cohen replied: “Yes.” 

Segan said Marples’ refusal to accept the “obvious reason” why he wanted Cohen to delete the fact of his contributions to the joint statement was “similarly incredible”. 

Segan has requested the judge revoke Cohen’s “compromised” submissions. 

Marples had known Cohen through matrimonial valuation work he had carried out as a single joint expert, instructed by his divorce firm Fair Result. 

Solomon told the court: “It is accepted that Mr Cohen should not have done this – but any criticism should fall on him (as the expert with duties to the court) and not on Peter Marples, who was only doing what he was asked by an expert.  

“It was the first time Peter Marples had litigated with party experts (rather than a single joint expert) and he had never seen a joint statement before.” 

Sir Peter’s ‘handful of comments’

Marples’ team, after the close of evidence, dropped misfeasance claims against former senior SFA officials Karen Sherry and Kirsty Evans. 

Segan said it remained “wholly unclear” what alleged acts by other ex-SFA senior staff Keith Smith or Sharon Forton were relied on as constituting the misfeasance, adding that there was “no coherent pleaded case” in that regard. 

He added the case against Sir Peter was “also hopeless”.

Segan said it was “clear Sir Peter had faithfully sought to discharge the responsibilities of his office, and that he had no animus towards Mr Marples, the claimants, the company, or private providers generally”.

He pointed to early 2016 when Sir Peter expedited a multi-million-pound payment to 3aaa to stop it going into administration.

The DfE’s KC highlighted the claimant’s “attempt to construct an allegation of bad faith from a handful of comments or turns of phrase in the thousands of documents disclosed”, such as one email referring to his blood pressure rising after seeing 3aaa profits, and another that said “then we stand back and wait for the fireworks” once the refusal letter was sent.

Segan said Sir Peter’s answers, including that one of the emails was a bit of “banter”, were “credible and fair: he accepted that some of the language was informal but rejected the attempt to characterise them as evidence of inveterate hostility”.

Solomon, for Marples’ side, took a different view.

He described Sir Peter as an “unsatisfactory witness, whose recollection was heavily clouded by his attempts to argue the case he wanted to advance in oral evidence, and to defend his actions, rather than to assist the court with his recollection of events”.  

“Equally incredible” was his “insistence that he knew what the SFA’s rules said at all times, despite asking Mr Smith and Ms Forton ‘what do our rules say’ about various matters”. 

The KC added that Sir Peter’s “lengthy answers to simple questions seem to have been intended to obscure rather than illuminate, further undermining his credibility”. 

Harsh criticism of other witnesses 

Solomon alleged Keith Smith was a “very poor, and often obviously dishonest, witness who sought to evade and obfuscate his role, rather than assist the court”. 

Smith’s attempts to argue that he only had limited involvement in or knowledge of the 3aaa change-of-control process “lacked credibility – especially given his emails throughout the process, his involvement in the drafting of the refusal letter, and the fact that his direct superior (Sir Peter) and subordinate (Ms Forton) were both central to that process”. 

Segan denied this and told the court Keith Smith was a “competent civil servant” who spoke of his “respect” for 3aaa. 

Tony Allen, the former head of the large contracts unit at the SFA, was described by Solomon as one of the “most important witnesses” to Marples’ case, claiming he was “independent and gave clear and credible evidence on central matters” such as on “past change of control processes” which “survived cross-examination fully intact”. 

But Segan criticised Allen for giving evidence that was “not only extremely compromised but demonstrably wrong”. 

Allen, who worked with Marples as a consultant after leaving the SFA, gave evidence about his involvement in the change-of-control process in respect of two providers, Lifetime and Babington, even though documents “made clear that he was not and could not have been involved in those processes”. 

Andrew Palmer, who worked at 3aaa as managing director before leading another large provider Learndirect, was meanwhile accused by Segan of “attempting to spin or recast his written evidence when it was shown to be wrong”.

SFA director Kirsty Evans was said to be “honest and credible” by Segan, while Solomon added that her evidence was “generally clear and reasonable”.

Karim Khan, who acted for 3aaa’s shareholders in relation to the proposed Trilantic acquisition, told the judge during his evidence that no private equity firm would touch 3aaa after a change of control refusal. He was described as someone “with no skin in the game” by Solomon, adding that he was impressed with his “fluency, knowledge and ability to deal clearly and coherently with the facts and the market in general”.

‘Partisan’ SFA investigators 

Allegations of fraud that led to 3aaa’s collapse in 2018 have played a part in the Marples’ family lawsuit, even though it was two years after the change-in-control issue at the heart of the case. 

Lead SFA investigator David Smales and his boss Keith Hunter gave evidence. 

“His flawed and incompetent investigation led to the closure of 3aaa’s business when, he now admitted for the first time in oral evidence, that he had no proof for his allegations,” Solomon said about Smales. 

The KC added Hunter was “even more trenchant in his view that 3aaa had committed fraud, despite not having carried out the investigation”, telling the court he “came across as a zealot who ignored his superiors by launching an investigation into 3aaa out of a vendetta, without evidence”. 

Segan said that since Smales was giving evidence about a “thoroughly documented investigation, rather than any disputed events in relation to which the court would need to decide between competing recollections, that evidence was of doubtful utility”. 

He also criticised Marples’ KC for an “odd” cross-examination of Hunter, which, after giving some “clearly knowledgeable answers about the exercise that had been performed and why the result was consistent only with deliberate manipulation”, ended “abruptly after less than an hour”. 

Lee Marples, the nephew of Peter Marples and who was 3aaa’s resources manager and a claimant in the trial, was at the centre of data manipulation claims and all cross-examination of him focused on this.  

Solomon said Lee Marples “only had limited involvement in or knowledge of those matters” and claimed the defendant’s case on this had “wholly failed on the evidence”. 

But Segan said Lee Marples’ attempt to explain “innocent errors” or “anomalies” rather than admitting to evidence of deliberate manipulation was “unconvincing”. 

Where was Sarah’s and Thomas’s evidence? 

The DfE’s KC also said the absence of evidence from Sarah and Thomas Marples, the remaining claimants, was “potentially highly significant” because documents show the vast majority of cash proceeds of the sale to Trilantic “were going to be paid to them, rather than to Peter or Lee Marples”.  

Segan said: “It is not possible simply to proceed on the basis that all four individuals fall to be analysed in the same way, particularly because of the way in which the claimants put their case on assumption of responsibility.” 

How we’re responding to Universal’s game-changing arrival

When Prime Minister Keir Starmer visited Bedford to announce that Universal Destinations & Experiences will be opening a major theme park and resort in 2031 in our area, he chose The Bedford College Group to be part of this historic announcement. It was a fitting choice.

As the leading provider of post-16 education and training across the South East Midlands, we have already had extensive conversations with the local authority and senior officials from Universal Resorts and Destinations about the skills needed to deliver on this exciting and transformative project.

The new theme park is projected to create around 28,000 jobs spread across sectors including construction, hospitality and the creative industries. Nearly 20,000 jobs will be created during the construction phase, with an additional 8,000 jobs expected after it opens.

At the Bedford College Group, we are committed to ensuring that our students are ready to seize the opportunities this landmark development will bring, not just in Bedfordshire but across the region. My role is to make sure our curriculum is future-ready across all our colleges and connected with all our strategic partners: aligned with economic priorities and designed to equip students with the skills employers need both now and in the years to come.

Although the resort won’t open for another six years, we are already preparing. We are proactively designing new programmes and initiatives, across three of our colleges in Bedfordshire to meet the anticipated demand for skilled workers across multiple sectors, with a particular focus on infrastructure, tourism, and the creative industries.

Our colleges already deliver a broad and rich curriculum in civil engineering and professional construction. But as demand grows, with Universal, the expansion of Luton Airport, the new railway station planned at Wixams and increased investment in roads and other infrastructure, we must scale up and modernise our provision. This means not only increasing capacity, but also updating content, assessment, and delivery methods to meet evolving industry needs.

The ripple effects of Universal’s arrival will be felt far beyond Bedford. Towns across the region, including those in Northamptonshire where we also operate campuses, will see significant economic growth. As the largest provider of post-16 education in the South East Midlands, we’re thinking strategically about how to maximise the benefits of this investment across all our sites.

Beyond construction and engineering, we expect to see major growth in sectors such as customer service, travel and tourism, hospitality, aviation, marketing, media, digital technology, and the creative industries. Our curriculum will adapt accordingly, not just in Bedford, but across our entire group to ensure we’re developing talent that aligns with the region’s future economy. We are also placing greater emphasis on transferable skills, sustainability, and innovation, qualities that employers across all sectors are increasingly prioritising.

We’re also preparing for a likely increase in student enrolment driven by the project. To meet this demand, we’ve already committed to establishing a new hospitality school and logistics academy, strengthening our capacity to deliver high-quality, industry-relevant education in key growth areas.

The Bedford College Group is proud to be at the heart of this regional transformation. We hosted Universal’s first public consultation in Bedford and continue to facilitate important conversations between students, local leaders, including the mayor of Bedford and key project stakeholders. These discussions are laying the groundwork for collaborative, long-term partnerships that benefit everyone.

To that end, we have created a dedicated programme board, led by the principal of Bedford College, to oversee our planning and implementation in response to the Universal development. We are also working closely with local councils, employers, and community partners to ensure that our curriculum remains agile, inclusive, and responsive. Engagement with industry partners will be essential for shaping our apprenticeship and work placement opportunities, ensuring that students gain real-world experience aligned with job market needs.

The next six years promise to be a dynamic period of growth and innovation. We are ready to rise to the challenge, developing a workforce that is not only job-ready but first in line for the exciting careers that Universal and other local employers will bring to our communities.

When words set you free: The transformative magic of free writing

The FE sector holds rewards for teachers who immerse themselves in it, and one area my team and I have embraced during this period of maths and English resits review is the space and freedom to curate our curriculum.

We’ve spent the last academic year leaning into decision making around teaching and learning via the lens of the resit learner experience, to navigate and remove some of the barriers they face.

With this in mind, it’s essential to remind ourselves that good English resit curriculum design can counter the uncertainty that comes with potential policy reform.

It allows the possibility of trying different keys to unlock doors to learner progress of any kind, all the while maintaining the integrity of why language and expression are so important; they are a catalyst for social mobility and can change the lives of young people.

Write on

This year we adopted Andrew Otty’s Write On project on free writing to help overcome the barriers faced by our functional skills learners. Originally designed to motivate reluctant GCSE-resit students by encouraging writing without the pressure of aim or agenda, it felt like a key worth trying – one that could unlock a more accessible and empowering entryway into writing.

Here’s an account from one of my English team – Ethan Catherall, GCSE and Functional Skills English Teacher at Riverside College – who made free writing the focus of a 10-month project:

The wounds of resit students are rooted in innumerable factors that intermingle to create a disruptive vortex, with the student in the eye of the storm; mental health concerns, low-income households, family upheaval, adverse childhood experiences and local area issues are plentiful in their promulgation. But these are just the headlines amidst a litany of learning obstacles.

Enter FE, with the rope of life and the promise of redemption. This year I met several learners who were bruised by their recent entanglement with GCSE English.

Encountering this level of academic fragility constitutes both the gift and curse of working in FE. I felt compelled to traverse this uncertain fog alongside these learners to influence their healing journey in any way I could. Free writing quickly proved to be a remedy to this malaise.

In the first week, 10 minutes were set aside for learners to settle in their morning seats and write whatever came into their minds. The response was mixed in terms of output. However, I keenly observed something more subtle: a calming effect on the learning environment, even in this fledgling state.

From this point, my research organically started shifting away from just developing written skills; I saw the opportunity to develop the learners themselves, cultivating things like self-efficacy, ambition and resilience, whilst tending to low moods and alleviating anxieties.

Gradually, free writing developed into an immersive experience that was soothing yet explorative. Learners customised their free writing journals with stickers and coloured pens to truly make them their own.

They listened to many genres of music intended to both relax and inspire. They were introduced to works of art and they shared their thoughts. They drew and annotated their own artwork, they watched and commented on world events that unfolded, and their voices were heard.

They imagined themselves travelling the vast planet and boundless spaces beyond even that. They speculated, they hypothesised, they journaled. They became storytellers, they imagined. These students had arrived!

Rising from mental wells

And what did I see? I saw potentials beginning to be realised, souls beginning to sing, outlooks changing, smiles stealthily emerging from behind their shielding gazes. I saw change, poets, authors, explorers, creatives, activists.

In my short time of adopting this strategy in the classroom, I’ve seen students rise from the deepest of mental wells with jewels of insight and rich veins of personality. It invites us to explore and be creative in the same way it does the learners.

The scope of free writing is limitless, its beneficial implications varied and fascinating. I truly believe it could find its place in every classroom if we as practitioners believe in the good it can do and continue to expand its potentialities.

Ofsted plans FE webinars in response to reform timeline unrest

Ofsted has announced a series of webinars and regional events for FE providers to quell fears about the pace of its reforms.

The watchdog has faced growing criticism over the short timeline for implementation of its new report cards and inspection framework.

Chief inspector Sir Martyn Oliver was also recently reprimanded by the education secretary Bridget Phillipson after announcing Ofsted would not confirm its final plans this academic year after all, pushing the announcement back to September.

Sir Martyn Oliver
Sir Martyn Oliver

This gives FE providers, schools and inspectors a matter of weeks to prepare for the new inspections when they resume in November.

In response, the inspectorate has announced a “full programme of sector engagement to be launched in September”.

Oliver said: “I know there are some concerns about the timeline for these changes, that’s why we are planning such a comprehensive programme.

“I have every confidence that our approach will support a successful roll-out of new-look inspections in November.”

Regional events planned

The programme of webinars and regional events “will continue throughout the autumn term, offering providers a range of opportunities to familiarise themselves with the changes ahead of inspections under the renewed framework beginning in November”, Ofsted added.

Different types of providers will get their own live webinars, with a full programme available online, and recordings due to be made available on YouTube afterwards.

Ofsted announced that there will be webinars for specific FE and skills provision types including; 16 to 19 programmes, apprenticeships, adult learning programmes, and high needs provision.

The webinars will take place between September 22 to 29.

Ofsted will also hold “face-to-face and online regional events”, hosted by local providers, local authorities and partners.

These events will “help providers build on their understanding of the renewed framework, supported by published materials”.

Oliver said: “I want to reassure education providers that, through our national engagement programme and published materials, they will be able to familiarise themselves with the changes during the first part of the autumn term – while routine school and further education and skills inspections are on hold.

“Our Inspectors will all receive extensive training between now and November, and many will have had the experience of a full pilot inspection.”

Pepe Di’Iasio, general secretary of the Association of School and College Leaders, said: “Scrambling this programme together in order to try to allay the widespread concerns about the speed of implementing major changes to the inspection system is surely not the answer.

“The sensible thing would simply be to delay its introduction in order to give providers time to familiarise themselves and their staff with the new framework. The inspectorate and government must also reconsider the planned five-point grading scale which is a recipe for chaos.”

MOVERS AND SHAKERS: EDITION 504

Karen Dorow

Charity CEO and College Principal, Lifeworks Charity Ltd

Start date: June 2025

Previous Job: Head of College, Lifeworks Charity Ltd

Interesting fact: Karen says nothing has made her feel quite as old, or proud, as seeing her daughter now teach the same travel, tourism and aviation course that she taught when she started out in FE


Furkan Uddin

Assistant Principal Skills (Young People and SEND), Bradford College

Start date: August 2025

Previous Job: Head of Professional Services & Leisure, Bradford College

Interesting fact: Furkan enjoys travelling and new experiences. He climbed the Atlas Mountains 18 years ago in Marrakesh, scuba dived with seals in Antalya, snorkelled in the Red Sea in Egypt, and now enjoys the outdoor thrill of his Kawasaki motorbike


Jason Turton

Principal and CEO, Kendal College

Start date: August 2025

Previous Job: Deputy Principal (Curriculum and Quality), Barking & Dagenham College

Interesting fact: Alongside his career in education, Jason is also an electronic music composer. His tracks have featured in films, TV programmes and adverts; a creative outlet that fuses structured thinking with late-night synthesis

NTI for Newbury College from ‘serious cashflow pressures’

A Berkshire college has been placed in intervention after facing “serious cashflow pressures” from the high costs associated with a private finance initiative (PFI) contract.

Newbury College has also blamed “complexities” in the planning system for not being able to sell its Mayfield Point site, causing delays to much-needed cash receipts.

The Department for Education issued the intervention notice today after a “consequential slippage” in repayments of funding advances. Severe cashflow issues are one of several possible financial triggers for intervention. 

FE Week understands the college has not received emergency funding.  

Newbury College was unable to put a figure on its money troubles, but said it was working with the FE Commissioner to “quantify” the financial risk. 

Controversial contracts

Newbury College is one of only a few FE colleges to operate under a PFI. The contracts, greatly expanded under New Labour in the 1990s, saw private firms build and operated public sector infrastructure and facilities, with above-inflation repayments scheduled over many years. 

PFIs, typically used to fund schools, prisons and hospitals, were scrapped in 2018 after costs to the taxpayer reportedly hit £200 billion. 

The college’s latest financial accounts outlined the “very high costs” of its PFI, which is due to end in 2027. 

Accounts show deficits from PFI payments amounting to about £460,000 each year since 2018-19, including massive deficits from interest payments. It had a bill of £154,000 in 2018-19 for the interest alone. 

The college will no longer face financial deficits when the contract expires in July 2027, and has deployed a raft of initiatives to improve cashflow, such as maintaining student numbers, and “actively” managing cost-of-living increases and projected salary rises in its forecasts. 

A college spokesperson said the board and leadership team have been in discussions with the FE Commissioner’s office for several months regarding structured support for its PFI payments. They added that cashflow will be aided by a 25 per cent rise in student numbers over the last two years, they added.

It also received the first payment for the sale of an eight-acre plot in September 2023 for the Mayfield Point development, which aims to transform the site into a new supermarket, a care home, a hospice, sustainable housing, and an electric vehicle charging station. 

But a college spokesperson added that challenges with the planning and development process have meant that “the cash receipts have not arrived as quickly as planned”. 

Lee Probert, principal of Newbury College, said: “We continue to be focused on excellence for our students, embedding the key requirements for quality learning and developing skills for our communities. Whilst we are working hard with the FEC, our primary focus remains on providing ‘careers, not courses’. 

“We will continue to ensure a sustainable future for the college and the communities we serve.” 

Newbury’s NTI lists a range of requirements to meet before it can be released from intervention.  

College leaders must “work closely” with DfE’s PFI team on the “effective management” of the contract. Governors must approve a single improvement plan which sets out detailed plans for future savings with clear milestones that DfE will monitor.  

DfE also published its official NTI letter to South Devon College today, placing it in intervention for serious cashflow issues and emergency funding. 

FE Week revealed last month that the college had triggered intervention after requesting a two-year, £1.5 million loan from the DfE to ease cash flow pressures.