Oldham College learners have teamed up with BBC Breakfast to deliver a Christmas tree and a carol concert to a lonely local pensioner.

After Terrance went on the show to talk about how he had spent every Christmas alone since his mother died 20 years ago, college leaders put their heads together and agreed they had to do something for him.

They got on the phone to BBC Breakfast to organise Terrance’s festive surprise and to find out his favourite carol – Silent Night – so they could set the choir to work rehearsing it while they carried out some emergency Christmas shopping.

A caravan of gifts, singers and a Christmas tree then met up with Breakfast presenter Dan Walker around the corner from Terrance’s house on Wednesday night.

After Walker went to speak with Terrance, he let in learners from the nearby college to erect and decorate a Christmas tree in his front room.

They then helped the emotional Terrance, who volunteers with Age UK, to go outside and hear the choir deliver their rendition of Silent Night.

Terrance also received a specially-made Oldham College Christmas card signed by staff and students, a luxury hamper, wine and gift vouchers.

Blown away by all the messages. Thank you again for the kind words about Terrence. This is Sophie – one of the students from @OldhamCollege. She signed up to be an @age_uk volunteer after meeting him last night 👏🏻👏🏻👏🏻#Lonliness #BBCbreakfast pic.twitter.com/qiFOVCl7FH

— Dan Walker (@mrdanwalker) December 12, 2019

“This is what Christmas spirit is truly about,” said Oldham principal Alun Francis.

“We were so proud and privileged to be able to help Terrance. His volunteering for Age UK is a real asset to the community – two students were so touched by their visit that they immediately signed up as volunteers themselves.

“We are delighted to have been able to help warm the hearts of the nation ahead of the festive season. This is a story about what represents the very best of us all and showcases the amazing work that all FE colleges – not just ours – do with our communities.”

❤️ Our next guest on #BBCBreakfast: @JohnBarrowman was so blown away by Terrence’s story he’s got an extra #Christmas gift 🥰⬇️ pic.twitter.com/VhECaotsks

— BBC Breakfast (@BBCBreakfast) December 12, 2019

Terrance will not spend this Christmas alone: he is seeing his 90-year-old friend Nancy, whom he met through Age UK.

And as an added bonus, actor and singer John Barrowman has offered Terrance VIP tickets to his Fabulous Christmas Tour in Sheffield.

Oldham’s musical endeavours do not stop there, however: the college is also in the running to be Christmas number one with its single Christmas With You, and all its proceeds will go to Stop the Traffik, a charity which fights human trafficking.

At the time of writing it has been played almost 4,000 times on Spotify and had over 4,500 views on YouTube.

The National Foundation for Educational Research (NFER) has today published its second research report into T-levels.

It follows a roundtable event in October which included six providers due to deliver the new qualifications from September 2020, as well as government and sector body representatives.

The first report, published in June, was based on interviews with half of the first 50 T-level approved providers.

FE Week has pulled out the latest key findings…

1.  Providers will have just six months to work out how to teach T-levels

The full specification for T-levels will not be available until March 2020, which leaves just six months for the first three pathways – childcare, digital and construction – to be made ready for teaching, including the summer break.

This was a “cause for concern” among providers and it was commented that while the childcare T-level will need less work to prepare, as it is similar to the CACHE level 3 diploma in childcare and education, the construction and digital pathways “included more content that was completely new for providers”.

2.  Major work needed to raise awareness

“Delegates felt there remained significant work to do to raise the awareness and understanding of T-levels among young people, parents and carers, and employers,” the report reads.

This is despite the best efforts of the ‘NexT Level’, a campaign costing the taxpayer over £3 million to help recruit the first wave of learners for T-levels.

Providers said that without the detailed specifications they could not always answer students’ and employers’ more detailed questions about the qualifications.

3.  WANTED: Learners for T-levels

Providers were positive about meeting their student recruitment targets, but this was because “they had set conservative targets which they felt were achievable”.

There were, however, concerns regarding school “protectionism” which is making it a struggle to promote T-levels in schools with sixth forms.

And learners could be put off by “the size of the qualification”: young people who rely on part-time jobs or had caring responsibilities would find it difficult to meet the 600 minimum guided learning hours requirement as well as the 315 hour minimum industry placement.

It was brought up that how those 600 hours would be spent, being instructed towards an exam-based assessment, would not attract students looking for workshop-style delivery and continuous assessment.

The question of how learners from rural areas could get transport to class and to their industry placement was also listed as a “concern”.

4.  Industry placements need more flexibility

One of the most controversial aspects of T-levels is the requirement for learners to go on a 315-hour industry placement; the previous NFER roundtable found providers were concerned about a lack of viable placements.

Recognising the challenge, the Department for Education introduced flexibilities earlier this year, including allowing the placements to be taken with two different employers.

However, educators have called for further flexibility in what counted towards the industry placement; specifically, they wanted project-based learning and work-related learning to count towards it.

The NFER said: “This would enable the engagement of employers who lacked capacity to support a placement and did not have a physical base,” namely digital businesses.

5.  WANTED: Staff for T-levels

Challenges in attracting staff from the construction, digital and engineering sectors will be “particularly severe,” says the report, because their industries can pay higher salaries.

Another hurdle providers spoke about was keeping staff’s industrial knowledge and skills up to scratch; an issue some providers have addressed by setting up a bank of freelance staff they can draw on to deliver part of the digital T-level.

6.  Will completing a T-level enable learners to progress on to a level 4 apprenticeship?

T-levels’ “lack of” occupational competencies – the knowledge, skills and attributes for a vocational career – has raised doubts about whether learners completing the new qualification will be able to progress on to a level 4 apprenticeship.

This was particularly the case in technical and practically-orientated apprenticeships like construction and engineering, and will put a dent in “an important selling point for T-levels”: the size and scale of the industry placement.

It will also be up to universities whether they accept T-levels, which carry UCAS tariff points. There were questions over whether the Russell Group would accept them, which may influence other universities and could “tarnish” T-levels in the minds of parents.

7.  Could T-levels be a block on social mobility?

The requirement for learners to have a grade four at GCSE maths and English was seen as a barrier to accessing T-levels, according to the NFER.

And the scale of the guided learning hours requirement and the industry placement is, as highlighted earlier, anticipated to be a problem for learners with part-time jobs or caring responsibilities.

As the specialist focus of T-levels and its exam-based assessment will not suit all learners, providers instead want the level 3 vocational and technical offer to “continue to provide young people with a range of options and learning styles, as well as broader vocational study”.

On that point…

8.  Providers plea for BTECs and other AGQs to stay

“T-levels are heralded as ‘gold standard’ qualifications but applied general qualifications are an established route with a licence to practice,” the report reads.

Yet earlier this year the government launched a consultation on withdrawing funding for thousands of AGQs, ahead of T-levels’ introduction.

There remain “some concerns” around what is going to happen to BTEC/Cambridge Assessment level 3 vocational students “if some or all of these qualifications are discontinued and what might be the unintended consequences”.

It was felt at the roundtable, which was attended by a Department for Education representative, that the breadth and specialisation of AGQs and T-levels were different enough “that different types of qualifications can thrive alongside each other”.

When asked for a response, the DfE pointed out they had recently launched their T-level campaign to increase awareness and said it is working closely with HE providers and their decisions around admissions policies will be made in due course.

A Team UK competitor has been appointed to the international WorldSkills Champions Trust, making him its sole representative from the country and one of just 11 from around the globe.

Dan McCabe, who competed at WorldSkills Abu Dhabi 2017 in 3D Digital Game Art, is also the first person from that skill competition to join the trust, which is part of the international WorldSkills movement separate from the UK operation.

WorldSkills UK chief executive Neil Bentley-Gockmann has congratulated Dan, calling him a “brilliant member of the Team UK alumni” who will “help champion mental strength in young people as part of his work”.

McCabe himself has said: “So excited to have been appointed as a European representative for the WorldSkills Champions trust.

“As many of you know WorldSkills UK is a huge part of my life and who I am. So, this is an incredible honour to go global, becoming one of three European representatives and one of 11 representatives in the world.”

So excited to have been appointed as a Europeron Representative for the Worldskills Champions trust. As many of you know @worldskillsuk is a huge part of my life and who I am. So this is an incredible honor to go global, becoming one of three europeons and one of 11 in the world https://t.co/kQCu3ko6Vg

— Dan McCabe (@DanM3D) December 11, 2019

The other representatives are all former competitors and the trust was established as an advisory group to work closely with the main WorldSkills organisation.

The trust works to raise engagement among former WorldSkills competitors, who are known as champions, and promote involvement in WorldSkills projects, initiatives and activities.

McCabe will now have to go through “an intensive training camp” in early 2020.

It comes at a time of increasing demand for the trust’s help: WorldSkills said “increased requests for former and current Champions Trust representatives to speak at technical and vocational education and training events around the world demonstrates that WorldSkills Champions serve as an authentic voice of youth in the global skills debate”.

The current representatives will hold their posts for two years. A a new group will be selected in 2021.

It is the latest international win for Team UK after they picked up two gold medals, one silver, one bronze and 15 medallions for excellence at WorldSkills Kazan 2019 in Russia earlier this year.

A report into an influential college commission chair’s controversial payout from an ex-employer will be released in the New Year.

The Scottish Funding Council, which oversees further and higher education funding north of the border, has been investigating £282,000 paid by the University of Aberdeen to its ex-principal Sir Ian Diamond during his notice period.

The Press and Journal reported in June that the investigation began because Diamond, who is leading the College of the Future commission, triggered his 12-month notice for his role as university principal in July 2018 – the same month he retired from the role.

He originally announced his plans to retire in August 2017.

A spokesperson for the council said the report is now at the draft stage, and it was “very unlikely” it would be published before the Christmas-New Year break, but they are intending to publish in early 2020.

They had intended to publish it in December, but January now seemed “more realistic”.

The report will feature recommendations for the council on whether the university broke any rules and it could recommend Diamond pay back the money.

The Office of the Scottish Charity Regulator is also probing the pay-out as the university is a registered charity in Scotland. 

But the regulator would not be drawn on when its inquiry would conclude “as this may prejudice the work of OSCR and the charity”, according to a spokesperson.

Diamond, who became the UK’s National Statistician in October, was unveiled as the chair of the College of the Future commission in May, along with commission members such as Confederation of British Industry’s chief UK policy director Matthew Fell and the former National Union of Students president Shakira Martin.

The commission is looking to answer the question “what does the college of the future look like?” and is aiming to release a final report with recommendations next spring.

It is being supported by nine organisations including the Association of Colleges, the chief executive of which, David Hughes, attacked university bosses for spending university cash on “wine and beer” at the Conservative party conference in October.

Hughes, who was referring to English universities, said vice-chancellors were whinging they couldn’t “possibly survive” if tuition fees were cut to £7,500 per year, in line with the Augar Review’s recommendations.

The AoC published a senior staff pay code in 2018, which said bonuses and severance payments “must be reasonable and justifiable,” senior staff should only get a pay rise if all staff do too, and no individual should be involved in deciding their own pay.

English further education leaders have come under pressure for their spending following the appointment of Lord Agnew as minister for the FE market.

Since coming to the job in September, when he took over responsibility for financial oversight of colleges and the FE Commissioner’s office, he has publicly intervened in a furore over nepotism and inappropriate use of funds at Hull College.

Even before then though, the leaders of further education providers were under pressure for payments they received during their notice periods.

In May, the University and College Union criticised pay rises and 12-month notice period extensions for all the executives at Stephenson College, which came into force in 2015 ahead of a merger consultation.

The union described the move as “tone-deaf” and said it “flies in the face of widespread calls for senior pay restraint in colleges and shows that, when it comes to pay and conditions, it’s one rule for those at the top and another for the rest of the staff”.

And Mike Hopkins, the former principal of Sussex Downs College, was paid £80,000 by the college while on gardening leave for five months after his provider merged with Sussex Coast College Hastings last year.

This was despite the fact Sussex Downs was facing a deficit of £1.9 million and planning a wave of staff redundancies. He also received a final payout for leaving, but it is not known how much this was.

The HR director at Hull College Group has been placed on a leave of absence after an ongoing independent investigation found dozens of pay-offs and non-disclosure agreements (NDAs).

Former employees with gagging clauses in their settlement agreements came forward after the chief executive, Michelle Swithenback, was placed on a “leave of absence” in early October.

They described how they were paid substantial sums to stop them pursuing bullying and pay-related sexual discrimination claims.

“I broke down and spent many days crying privately”

The college has refused to comment, but FE Week understands Julie Milad has been temporarily removed from post whilst the claims are investigated.

Milad was appointed director of HR in 2017, and according to her LinkedIn page was promoted to vice principal HR and corporate services in November 2018.

Documents seen by FE Week show that in just eight months, between March 2018 and October 2018, more than £6 million was spent on redundancy payments to over 200 staff.

The costs were covered by the government as part of a huge £42 million bailout as part of the national college Restructuring Fund.

The need to reduce the number of employees formed part of the conditions of the one-off funding and according to published college accounts, a staffing limit was set at 65 per cent of total expenditure.

One former senior employee, ‘Anna’ (see right), described how in the summer of 2018 she found she was not “being taken forward”.

“I broke down and spent many days crying privately” says Anna, who was also made aware by an independent lawyer she had a case for pay-related sexual discrimination.

In email exchanges seen by FE Week, the college’s in-house lawyer said a male member of staff had been overpaid in “error” so “would not look to compensate you for an error of payment made to another member of staff”.

Anna was instead offered four months’ pay as well as a £5,000 “enhancement” for a “swift conclusion and as a gesture of good will…on the proviso that your agreement [NDA] is signed and returned at the earliest opportunity”.

“The solicitor told me to just enjoy some time out as at my age I had deserved it,” says Anna who accepted the offer and signed the NDA.

The NDA, also seen by FE Week, said that “by signing this agreement you are waiving your rights to pursue a claim against your employer” and included gagging clauses such as: “You must not say anything derogatory about the college or do anything that would damage its reputation.”

“The impact on my mental health has been significant,” Anna said. “I was the main earner in our household and my family relied on me.”

Another former senior employee, ‘James’ (see below), claims he was being bullied in late 2018, after the restructure, and raised the matter with the HR department.

“I was humiliated in college meetings for problems that were not even my responsibility,” he said.

He was offered a £30,000 pay-off for his silence and “told if I made a complaint it would simply take three months of wasted time and then I would leave with nothing”.

James said he “was backed into a corner with a choice of either sign the NDA or leave with nothing”.

“It is clear now that the NDA was not to prevent information going to competitors, but to cover up claims of bullying, constructive dismissal and mismanagement.”

The independent investigation, being undertaken by a leading law firm, was launched by the college in September after a senior leader, turned whistleblower, reported evidence of nepotism and inappropriate use of funds.

“I was humiliated in college meetings for problems that were not even my responsibility”

At the time, education minister Lord Agnew told FE Week: “Any financial wrongdoing, if it has occurred, is treated extremely seriously and we will be carefully monitoring events as the information becomes available.”

FE Week then reported in October how Graham Raddings had used the college marketing budget between January and August 2018 to promote a several computer game related projects, including one he had co-founded.

Raddings, himself a computer game enthusiast, is also husband to the college’s chief executive.

It is understood the investigation, in addition to looking at the NDAs, is also taking a closer look at the over £100,000 spent on a computer game app, computer game-style cinema advertising and a PR agency that promoted the music event and computer game.

A freedom of information request response shows the college group spent over £1 million on marketing in the past two years.

One of the last marketing budget commitments, before the investigation was launched, included a three year deal for naming rights at the Hull KR stadium, Craven Park.

The college has refused to answer questions concerning the costs or benefits of the deal, but Hull KR has confirmed “so far as we are concerned the situation has not changed since August…this is a three-year deal that kicks in properly at the start of the 2020 season”.

 

James’s story

A former senior employee spoke to FE Week that we refer to as James, as he did not wish to be named.

James described how the bullying he experienced has had a serious impact on his mental health. After raising concerns he was persuaded by the director of HR he would have to leave with nothing unless he signed a deal that silenced him.

“I was humiliated in college meetings for problems that were not even my responsibility” he said.

“It was made clear to me that those at the top wanted me to leave.

“The long term mental health issues this puts on me and my family is devastating, as those who sign NDAs have to rebuild their lives and careers under the false impression that they were at fault.”

James raised concerns through official channels but was persuaded he would get nothing unless he accepted a £30,000 payoff in return for not pursuing a claim of constructive dismissal and bullying by individuals in the senior leadership team.

“I was told if made a complaint it would simply take three months of wasted time and then I would leave with nothing.

“It is clear now that the NDA was not to prevent information going to competitors, but to cover up claims of bullying, constructive dismissal and mismanagement.

“It is crippling for an employee who is forced into a situation where they have no choice, especially when the activity is coming from the very top and is not related to performance. Raising issues with the HR only meant that they used this information to further enforce my NDA.

“I was backed into a corner with a choice of either sign the NDA or leave with nothing.”

 

Anna’s story

Another former senior employee spoke to FE Week that we refer to as Anna, as she did not wish to be named.

Anna had worked at the college for more than decade and was one of over 200 employees who in her own words were not “being taken forward”.

“My world crumbled. I had already committed to seeing out my career at Hull College and was a dedicated, loyal and hardworking member of staff without a blemish on my record.

“I broke down and spent many days crying privately.”

In the course of the redundancy process, Anna discovered that a male employee doing the same job had been paid significantly more.

In correspondence seen by FE Week, Anna raised this with the college after an independent lawyer suggested there were grounds for a pay-related sexual discrimination grievance.

The in-house lawyer for the college responded to Anna, claiming the male member of staff had been overpaid in “error” so “would not look to compensate you for an error of payment made to another member of staff”.

Anna was instead offered a £5,000 “enhancement” for a “swift conclusion and as a gesture of good will”.

The email from the in-house lawyer said this offer was made “on the proviso that your agreement [NDA] is signed and returned at the earliest opportunity”.

“The solicitor told me to just enjoy some time out as at my age I had deserved it,” says Anna.

She subsequently signed the NDA, seen by FE Week, which included the line: “By signing this agreement you are waiving you rights to pursue a claim against your employer, in exchange for this you will receive the payments shown in the Termination Agreement”.

Anna’s NDA went on to say that “you cannot disclose any information that has come into your knowledge during the course of your employment to anyone outside the organisation” and “you must not say anything derogatory about the college or do anything that would damage its reputation”.

Anna says: “The impact on my family has been huge. I often break down and even mourn the career/life/respect I had. My confidence has gone. My husband and I have had to rethink our retirement plans, and I wonder what the future holds.

“The impact on my mental health has been significant. I was the main earner in our household and my family relied on me.

“I was disappointed that no senior leader took the time to thank me or say goodbye during my last weeks for my service, and I was left on my last day walking to my car, looking up at the building and saying ‘goodbye Hull College.”