What FE thinks of Ofsted – and how to improve it

As we embark on the most significant social and economic transition since the industrial revolution, there is growing recognition of the further education and skills (FES) sector’s importance for upskilling young people, reskilling existing workers, driving productivity and promoting social justice.

Despite this, there is limited research into what works well and what requires improvement. In particular, the FES sector has faced huge challenges relating to external accountability through Ofsted and its education inspection framework (EIF).

Following recent debate and scrutiny around Ofsted, there is a strong appetite for improving the inspection regime.To achieve this, understanding the impact of inspections on FES institutions is critical.

To that end, the Edge Foundation is today publishing a new report, Ofsted Inspection in the General Further Education and Skills Sector in England, led by Dr Bernie Munoz-Chereau at UCL Institute of Education.

The study aims to add missing voices to the debate around the impacts, benefits and disadvantages of Ofsted inspections in the FES sector, addressing a gap created by limited academic research in this area.

Key findings

The study includes a detailed literature review and combines qualitative and quantitative data collection and analysis. This has provided a robust understanding of the issues surrounding inspections in the sector.

Our comprehensive study explores the perspectives of 53 stakeholders – including tutors, governors, middle managers and senior leaders across various types of FE colleges – and how they feel Ofsted inspections have positively and negatively impacted their institutions.

In terms of benefits, participants noted that Ofsted inspections serve as a stamp of approval and quality assurance, enhancing their institutions’ reputation, boosting self-assurance among staff and acting as a marketing tool to support student enrolment.

However, significant concerns were also raised about the negative effects of inspections. Increased workload, detrimental impacts on staff wellbeing, challenges with staff retention and constraints on innovation were common themes.

Additionally, while many participants acknowledged the improvements brought by the Education Inspection Framework (EIF) in 2019 – such as a greater emphasis on curriculum quality and student learning – they criticised its reductionist approach.

Many expressed concerns that the EIF can lead to subjective judgments and unintended consequences that overlook the complexities of their college environments.

Furthermore, participants more or less unanimously agreed that one-word judgments failed to adequately reflect their hard work and that they would welcome a shift towards inspection reports as supportive documents to help colleges improve.

The full report contains extensive details on these and other findings, including specific examples and participant feedback.

Recommendations for improvement

When scrutinising any system, the temptation is to focus solely on what does not work. However, we must also recognise Ofsted’s vital quality assurance role.

With this in mind, our report emphasises five policy and practice recommendations made by participants. These build not only on what does not work well but on what does. The hope is to bring nuance tob the broader discussion around Ofsted’s role.

1. Reduce high-stakes nature of inspections

To create a more supportive environment for improvement, it is essential to lessen the high-stakes atmosphere around inspections.

Participants suggested that reducing the consequences associated with inspection outcomes – such as public reporting or potential college closures – would help produce a more constructive atmosphere where FES institutions can focus on genuine improvement.

2. Make inspections developmental and supportive

Many stakeholders called for a shift towards advisory inspections that are non-judgmental and supportive. Doing so would seek to enable institutions to openly share best practices and seek guidance rather than facing punitive measures.

3. Remove overall grades

Participants advocated for eliminating one-word judgments altogether. Others also favoured a more nuanced assessment approach to recognise individual departments.

Highlighting the need for a more detailed evaluation process, one respondent noted: “Each department has strengths and weaknesses and staff feel that their department is not recognised in the overall Ofsted reports.”

4. Expand inspection reports

There was a strong consensus that inspection reports should become more explanatory and tailored towards improvement strategies. Some suggested that more detailed reports with contextual information around grading would provide institutions with clearer guidance on how to effectively enhance their practice.

5. Extend inspection visits

Allowing inspectors more time to engage with institutions could lead to a deeper understanding of their unique cultures and challenges. Participants suggested that extended visits would enable inspectors to observe practices holistically rather than rushing through assessments.

This report is timely, coinciding with intense scrutiny around the inspectorate’s current methods. The new Labour government recently scrapped overall single-word Ofsted judgments in the school sector, highlighting a potential shift towards a more nuanced, supportive framework for evaluating educational performance.

FES faces many challenges including funding disparities and the need for urgent skills development to meet local labour market demands. The sector also faces a huge staff retention and recruitment crisis.

A less punitive and more supportive Ofsted could tackle this by reducing the number of staff leaving the sector.

One thing is certain: there is growing recognition of the need for transparency and a continuous improvement mindset across educaiton. We hope this new report will offer valuable insights for educators, policymakers and other stakeholders.

Download the full report here

Apprenticeship giant Kaplan secures Ofsted upgrade

England’s largest financial services apprenticeship provider has been upgraded to a ‘good’ Ofsted rating.

Kaplan Financial Limited was praised by the watchdog in a report published today that highlighted “comprehensive” apprenticeships, “suitable” quality improvement strategies and a reduction in the number of drop outs.

Inspectors found that apprentices are “enthusiastic…enjoy a calm and comfortable learning environment”, develop relevant professional behaviours and become “credible and competent professionals”.

Kaplan was hit with a second consecutive ‘requires improvement’ verdict in 2022. Between that inspection and this latest visit, the number of apprentices in training at the provider has fallen from 11,500 to just over 8,000.

Today’s report resulted in ‘good’ judgments in four of five fields, with an ‘outstanding’ for personal development.

Stacey Fitzsimmons, Kaplan’s chief operating officer, said: “A focus on the recommendations in Ofsted’s 2022 report combined with significant investment in our talent coaches and tutors, with support from colleagues in every function and at every level have contributed to this impressive outcome.  

“Their expertise, dedication and care have created a sector-leading apprenticeship offer.”

Kaplan delivers apprenticeship training to mostly adults working at big-name employers such as Microsoft, Cisco and HSBC.

Three-quarters study the popular level 7 accountancy or taxation professional apprenticeship, with the rest enrolled in apprenticeships in the professional and business services sector or the financial services sector from levels 2 to 6.

Kaplan became the highest-earning training provider in the apprenticeship levy market in 2021/22, according to latest available data, knocking Lifetime Training off the top spot after raking in over £45 million from big levy-paying businesses. 

This could soon change, however, if the government goes ahead with proposed plans to level 7 apprenticeships from the scope of levy funding.

‘Clear and ambitious vision’

Today’s Ofsted ‘good’ report said Kaplan’s leaders have a “clear and ambitious” vision to develop “highly skilled” apprentices.

Inspectors found that apprentices and employers value the knowledge and skills apprentices learn, and recognise how this helps them to prepare for work and contribute to their organisations. 

In the accounting curriculums, leaders provide a “comprehensive apprenticeship that teaches apprentices the knowledge and skills essential to becoming successful accountants”. 

Talent coaches were praised for accurately identifying apprentices’ starting points and using these “effectively to inform their teaching”. 

Tutors also use teaching strategies “effectively in well-organised sessions to help apprentices learn substantial new knowledge and skills”.

Ofsted said leaders have a good understanding of the strengths and weaknesses of their apprenticeships and have implemented suitable strategies to improve the quality of education. 

The number of apprentices who leave during their apprenticeship has also started to be reduced, according to the report, which has resulted in an “overall increase in outcomes”.

Latest government data shows that Kaplan’s overall achievement rate was 55.9 per cent in 2022/23, with a retention rate of 57.4 per cent.

Ofsted noted that “too many” apprentices have been negatively impacted by changes in talent coaches. 

The report said: “Numerous apprentices have undergone several changes to their talent coaches throughout their apprenticeship. These changes have created frustration, and apprentices have lost motivation because they have to re-submit work. This additional work has resulted in many apprentices continuing beyond their end date.”

Leaders have now reduced the caseloads of talent coaches and provided additional training to ensure apprentices receive a consistent experience, Ofsted added.

Leaders were however praised for “effective” subcontracting and an external advisory board with members who are “highly skilled and experienced education professionals who provide extensive challenge, insight and direction to the leadership team”. 

Kathy Walton, Kaplan Financial’s CEO, said: “We are extremely proud of this result and gratified that it reflects Kaplan’s strong commitment to placing learners at the forefront of our apprenticeship provision.”

Ofsted Academy publishes first inspector training materials

The new Ofsted Academy has published its first inspector training materials as the watchdog attempts to increase transparency – but only for school inspectors so far.

FE Week’s sister publication Schools Week revealed in January that the inspectorate would establish the platform to bring together its “specialist inspection and regulation learning under one roof”.

Ofsted was criticised in 2022 for refusing to publish “aide memoires” – training guides that summarise inspection criteria – given to inspectors after some were leaked online.

Today, Ofsted uploaded the Academy’s first content – six inspector training videos.

It is part of a range of measures implemented following the ruling last year that an Ofsted inspection contributed to the death of headteacher Ruth Perry.

The watchdog had already made its mental health awareness training for inspectors available on its YouTube channel earlier this year.

But the materials released today are specifically for training school inspectors.

An Ofsted spokesperson claimed separate materials for FE and skills inspectors and other remits will be released at a later date.

“More recordings of training given to inspectors working in the other areas that Ofsted inspects and regulates will be published in the near future,” the spokesperson said.

Six videos published

Some of the videos uploaded today are from Ofsted’s spring 2024 inspector conference. They include an introduction from national education director Lee Owston.

Sir Martyn Oliver
Sir Martyn Oliver

Other videos set out how inspectors can set off “on the right foot”, how to get “beneath the surface” and understand context and impact and how to inspect attendance “well”.

There are also general training videos from the early autumn term that set out how to inspect “in the best interest of children” and about the inspection data summary report (IDSR).

Chief inspector Sir Martyn Oliver, said: “At the start of my term as His Majesty’s Chief Inspector, I committed to publishing training materials for inspectors through the Ofsted Academy. 

“I’m pleased to be publishing this first collection of school inspector training today. I hope that by sharing it in context, and making our training visible, we can really open up Ofsted to those we inspect and regulate.”

The training materials are published on a free-to-access external platform.

Laura Trott appointed shadow education secretary

Laura Trott has been appointed shadow education secretary in Kemi Badenoch’s front-bench team, it has been reported.

The appointment was made today just hours before education secretary Bridget Phillipson and her ministers are due to face education questions in Parliament.

Trott is the MP for Sevenoaks in Kent and served as pensions minister and then chief secretary to the Treasury in Rishi Sunak’s government.

The appointment comes after Badenoch won the Conservative leadership election, beating opponent Robert Jenrick with 56.5 per cent of the members’ vote.

Trott replaces Damian Hinds, the former education secretary and schools minister, who had served in the shadow role since the Conservatives lost the election in July.

It is not clear whether Hinds will be appointed to another role in the front-bench team.

TikTok and AI boost informal adult learning levels, survey finds

More adults are engaging in learning than ever thanks to a growing number of “informal” online platforms such as YouTube videos, artificial intelligence and social media, research has found.

Learning and Work Institute’s (L&W) annual survey has been going since the 1996, and this year asked a representative group of 5,000 adults about learning they take part in, their motivations and its benefits.

It found that since the pandemic, the proportion of adults who mainly learned online increased from 47 to 63 per cent.

This included through online videos such as YouTube and TikTok (46 per cent), completed online assessments (40 per cent), emails (38 per cent) and social media pages such as Instagram or WhatsApp (24 per cent).

Learning through newer technologies such as ChatGPT saw a 4 percentage point rise to 18 per cent since last year, while virtual reality use remained static at only 9 per cent.

But the proportion of adults who have learned through formal education – such as a college or community learning course – remains substantially below the 2019 rate (33 per cent compared to 43 per cent) and has dropped two percentage points since 2023. 

Cautiously historic high

The rise in informal learning has driven the survey’s “historically high” learning participation rate of 52 per cent of adults, up from 49 per cent last year.

The institute’s definition of learning is deliberately “broad” and can include online videos, emails, and video calls.

However, L&W said that while increasing adult learning patterns are increasing across Europe, comparisons to pre-2021 should be “treated with caution” as the survey changed from face-to-face to online.

This raises “potential issues” with participation of older, disabled and digitally excluded adults who may be less represented.

Formal over informal

L&W’s chief executive Stephan Evans said that while an increase in informal learning is “good and positive” there should be “routes to more formal learning and accreditation” for those that want them.

The institute believes that alongside improving life chances through earning potential, informal and leisure learning brings benefits such as being enjoyable and increasing confidence.

Informal learning can also serve as a “hook” for people to continue learning, L&W deputy director Emily Jones said, including progressing to more formal studies.

Invest in learning

The apparent “innate” hunger adults have for learning is “counter” to the funding government and employers are putting into it, Jones said.

This is reflected in the £1 billion drop in public investment in learning and skills in England since 2010.

The deputy director told FE Week: “If we don’t have kind of more formal or accredited opportunities available because that investment has gone down, then actually adults potentially missing out on the benefits that that more formal learning can give to progression in learning and progression at work.

“I don’t think this survey shows a rise in participation meaning that it’s job done.”

Persistent findings

Compared to previous surveys, this year’s found “stark and persistent” inequalities depending on geography, how close adults are to the labour market, the age they left education and social grade.

While two thirds of London adults participated in learning, the highest level in the country, regions such as the south west and Yorkshire and the Humber had the lowest rates at 43 and 47 per cent respectively.

Seven in ten adults faced barriers to studying, including time or work pressure and the cost of learning.

About 30 per cent of women and people of lower social grades were significantly more likely to face barriers than men (16 per cent) and the higher social grades (20 per cent.

What next?

Jones said L&W now hopes Skills England will look at how to improve access to “formal opportunities” and, in line with the institute’s values to “look at lifelong learning in the round”.

She pointed to Wales’ new tertiary education body Medr as a good potential example of a move towards a more “unified tertiary system” instead of “siloed” thinking by separate government departments.

The institute would also like to see the modular courses being piloted as part of the delayed Lifelong Learning Entitlement programme “broadened” to focus on lower levels, as well as levels 4 and 5.

Multicultural Apprenticeship Award winners 2024 revealed

The winners of the ninth annual Multicultural Apprenticeship Awards have been announced.

Over 800 guests, finalists and supporters attended a black-tie ceremony at Birmingham’s National Exhibition Centre this evening to celebrate inspirational apprentices and innovative employers and training providers. 

A panel of 19 judges selected 30 winners from a record-breaking 450 nominations.

See table below for the full list of winners.

Catering giant Compass Group UK&I took home two awards this evening. Temuujin Amarsanaa, a level 2 apprentice at the company, took home the intermediate apprentice of the year award for his work promoting apprenticeships within the Mongolian community. 

Amarsanaa’s employer was also announced as the winner of this year’s large employer of the year award. Judges were impressed with Compass Group’s growth of apprenticeship opportunities in the hospitality industry in recent years, with over 600 apprentices now working across the firm. 

The awards were established in 2016 by Pathway Group to highlight diverse talent in apprenticeships.

EY accountancy and taxation apprentice Aisha Manaal Ahmed saw off competition from nine others shortlisted for the accounting and finance award. Aisha’s contribution to the company as the youngest ever co-chair of its global EY Muslim Community, a network spanning over 40 countries, ticked the judges’ boxes.

Martyn Leader, vice president of Pearson TQ, which sponsors the awards, said this year’s finalists “set the benchmark for future generations.”

Opening the event, Leader said: “The investment of precious time and resources by employers and training providers, and their belief in the potential and power of apprenticeships is essential to ensuring that every learner, regardless of background, has a pathway to a successful and fulfilling career.”

During the ceremony, tributes were paid to Yusef Mumtaz, a Jaguar Land Rover apprentice shortlisted for the engineering and manufacturing award, who tragically passed away aged 21 earlier this year. 

Organisers named this year’s commitment to apprenticeships award in Mumtaz’s honour, which was won by solicitor apprenticeship champion Joanna Hughes.

Fourteen training providers were shortlisted for the learning provider of the year award, which was sponsored by the Association of Employment and Learning Providers (AELP).

BPP Education Group, one of the country’s largest apprenticeship training providers, was chosen as this year’s learning provider of the year and the University of Exeter was named university of the year.

And taking home the overall contribution to apprenticeships award, sponsored by Pathway Group, was HIT Training’s executive chair, Jill Whittaker.

Awards founder and Pathway Group CEO Safaraz Ali, said: “This year our awards have once again seen a substantial uptake in the quantity of nominations submitted, and having such a wealth of dedication and talent gathered here is an inspiring reflection of that. 

“A warm thank you to everyone who has contributed to making this event an extraordinary success.”

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Obituary: Reverend Claudette Athea Douglas

It is with profound sorrow that we announce the passing of Reverend Claudette Athea Douglas.

Our chaplain here at London South East Colleges for almost 15 years, Claudette was a pioneer of multi-faith chaplaincy in colleges and a truly remarkable individual. 

Her indomitable spirit and true kindness positively impacted many people’s lives, within our college community and beyond.

Claudette was an extraordinary presence – a ‘warrior queen’- who radiated love and wisdom in all she did. Her legacy as a pastor, poet, performer, and advocate for justice will be very fondly remembered and deeply missed.

Claudette’s life was a testament to the power of creativity and compassion. She grew up as a Black child in Gloucestershire, migrating to Jamaica and then returning to the UK to fulfil her quest to lay claim to her own authenticity and sense of belonging. 

Why faith is a cornerstone of effective EDI work

Claudette championed social equality and racial justice throughout her life, promoting community cohesion. She worked tirelessly to bridge cultural divides and to create a greater spiritual connection among all people.

As an ordained inter-denominational minister, Claudette joined London South East Colleges as chaplain in 2010.

During her time here, she devoted herself to providing students and staff with a vital support service, offering guidance and reflection to people of all denominations and faiths.

Speaking at numerous college events, Claudette shared spiritual insights and many of her incredibly interesting experiences. This included an exceptionally moving speech she gave at the DfE’s ‘just one thing’ EDI conference about inclusivity last year.

Claudette explained that her remit as a multi-faith chaplain was to “nurture the wellbeing of everyone’ and to ‘love all people equally”.

Claudette said she “served those of all faiths, as well as those who have no faith, tradition or belief in god’ – and that ‘as chaplains, we see we see everyone as a divine gift and priceless, irreplaceable individual.”

Her poetic memoir, Black, Blessed and British, was published in 2020 – with the poems described as: “Some will make you laugh, some inspire and others will make you reminisce. Many will be an education and most certainly, others might make you cry.”

These words very much sum up Claudette’s purpose and her selfless mission to enrich people’s lives.

Also working as part of a multi-faith team at SOAS University of London, Claudette described herself as “a community cohesion specialist with expertise in initiating and delivering participation projects that create community voice for socially deprived, marginalised or disengaged committees and sections of society”.

This reflects how, in all facets of her own life, Claudette demonstrated a unique blend of spirituality and activism. She was deeply passionate about supporting other people and her legacy will absolutely live on through her incredible work.

Reverend Claudette Douglas was a beloved friend and mentor to all who were blessed to know her. She leaves behind a daughter, Sula.

You will continue to be an inspiration to us all Claudette, and will remain in our hearts.

Beyond the budget headlines, cuts loom for adult education

The headlines from the budget were undoubtedly the rises in taxes, spending and borrowing.

This was a mix of realism about what’s really needed to even marginally improve public services, plus aiming for growth through investment. There was also some welcome new funding for further education and new trailblazers looking at how to get more young people into work or learning.

But beyond the headlines, battles are looming between big ambitions and limited funding. 

The results of these battles as we head toward a multi-year spending review in spring 2025, along with decisions on how ambitious policy will be, will help shape our path for years to come. 

Here’s five things to look out for.

The end of austerity for adult skills? 

The number of adults improving their skills has halved in England since 2010 as budgets have been cut. Reversing that would be good for opportunity and growth, two things the government says it cares about. 

But the Office for Budget Responsibility says their spending plans involve a 1.1 per cent real terms cut each year in unprotected areas, including adult skills, from 2025-26. That would mean another £180m lost by 2030, leaving spending £1.1 billion lower in real terms than in 2010. We need more investment not less, but the spending review is going to be difficult.

An ambitious growth and skills levy or stealth tax for the Treasury? 

This year the government will take £846 million more from the apprenticeship levy than it spends. We estimate that could rise to £1.2 billion by 2030 if they only raise apprenticeship spending in line with inflation.

While lots of people want the whole of the levy spent on apprenticeships, realistically it’s that extra £319 million that I think could be in play. Can the government be persuaded to spend that on valuable training focused on priority areas and groups that too often miss out, like young people and people with low qualifications?

More devolution on the way? 

The budget commits to a devolution white paper to widen and deepen devolution. That could mean more areas of England getting more learning, skills and employment responsibilities, and greater responsibilities for areas that already have or will soon have them. 

The chancellor namechecked West Midlands and Greater Manchester, confirming they’ll get a more integrated budget, trying to move away from the array of acronyms and ringfences tying funding in knots today. How can we gain the benefits of integrated funding and local tailoring, without increasing admin burdens or complexity?

Where are the people and skills to deliver the big ambitions? 

The chancellor’s mantra was ‘invest, invest, invest’. This includes moving to clean energy, building 1.5 million homes over the next five years, investing in infrastructure, local growth plans and a new industrial strategy and so much more. 

Taken together, the aim is to boost growth across the country. All of these require a skilled workforce. How can we make workforce and skills a golden thread running through these plans, will Skills England be enough?

What about employers? 

There are big tax rises on employers (though most of the national insurance rises will eventually feed through into lower pay rises for employees) but also big expectations.

The government wants them to recruit unemployed people, train their workforce, and invest in the future. But our research shows employers are spending 26 per cent less on training than in 2005. Changing that requires a more fundamental shift than simply putting employers in the ‘driving seat’ of public funding. Will anyone, nationally or locally, grasp that nettle?

As a broader point, I’m hoping that individual departments will recognise the importance of learning. That includes promoting health and wellbeing and so reducing NHS pressures, supporting communities and integration, and helping people back to work to meet the government’s 80 per cent employment rate ambition.

There was lots to welcome in the budget. And longstanding problems of low growth and stretched public services cannot be solved in one go. But reading between the lines, it’s easy to see the clashes ahead. We need ambition to win out. 

Merger partner found for troubled Somerset college

A small Somerset college in severe financial trouble due to a significant government clawback has found a merger partner.

Strode College is hoping to secure its future by partnering with Bridgwater and Taunton College (BTC) in the summer of 2025.

Strode College was put in FE Commissioner intervention last year after a government investigation into subcontracting found young adults on security and rail traineeships were made to work illegal hours by the college’s delivery partners.

A “significant” but undisclosed clawback totalling millions of pounds is now being demanded by the Education and Skills Funding Agency, which has deteriorated the college’s financial health to ‘inadequate’. 

The college, judged as ‘good’ by Ofsted, hasn’t published accounts for the past two years, but it serves around 4,000 learners and had an income of less than £17 million in 2021.

The college, which has launched legal action against the subcontractors involved, cannot repay the traineeship clawback in the short to medium term, the FE Commissioner reported in April, meaning there is a threat to its long-term sustainability.

BTC is also judged as ‘good’ by Ofsted, teaches nearly 25,000 students, has an annual income of £58 million and is around a 30-minute car journey from Strode College.

The proposed merger aims to create a new group structure, allowing both BTC and Strode College to “maintain their individual culture, values, ethos, and identities while benefiting from centralised strategic support”.

‘A prosperous future for education in our region’

A spokesperson said that both boards of governors have unanimously agreed to pursue this merger, which is subject to due diligence and final approval from the education secretary.

The “collaborative framework” put forward will “provide the resources and capacity to improve student experiences, offer enhanced opportunities for staff, employers, and the wider community, and ensure financial sustainability for both institutions”, according to the colleges.

Staff and students have been told it is “business as usual” at both institutions while due diligence takes place, with no immediate changes to day-to-day operations, roles, or responsibilities.

Strode College principal John Revill said: “We look forward to collaborating with our stakeholders throughout this transformative process and working together to shape a prosperous future for education in our region.” 

Andy Berry, principal of Bridgwater and Taunton College, added: “By bringing together two high-performing colleges, we can strengthen the educational landscape for the communities we serve. Our collective capabilities will enable us to unlock new opportunities for students, employers, and staff alike.”