200,000 FE staff are now trained in Prevent

Over 200,000 people working in FE have completed training to help them understand their duty to prevent the radicalisation of learners, FE Week can reveal.

The Education and Training Foundation launched the online support programme in September 2015, when the government first applied the Prevent duty to the sector.

FE teachers, trainers, leaders, support staff and governors have all been involved.

“The take-up from professionals and institutions shows the high level of commitment the FE sector has had in responding to the potential risks posed to their learners by extremism,” said the ETF’s Prevent duty expert Selina Stewart.

“Sadly, these are issues which are not going to disappear in the near future, so it is vital that the current level of take-up of the modules continues.

“None of us would want any of our learners to be groomed by extremists into behaviour which can have devastating consequences for them, their families and of course the victims of any violent extremist action.”

More than 70,000 have also completed the ETF’s online Prevent duty awareness course for learners.

This initiative, also funded by the Department for Education, is designed specifically for the sector and called Side by Side.

It covers the dangers of radicalisation and extremism, online safety, deciding what learners can trust, British values and how they can apply them in everyday life.

Prevent places a legal expectation on providers to have internal policies and procedures in place to stop “people from being drawn into terrorism”.

Legal obligations, which are carefully monitored by Ofsted, include upholding “British values” and being “aware of when it is appropriate to refer related concerns about students, learners or colleagues” to the institution’s Prevent officer. Such cases must then be reported to the relevant authorities.

An ETF spokesperson explained the online courses were developed in response to “widespread concerns” from FE staff that they were “getting it wrong” when “developing materials for learners to tackle radicalisation and extremism”.

Visit http://preventforfeandtraining.org.uk/ to find out more.

Whistleblowers in FE are vital for sector scrutiny

Whistleblowers aren’t treated with much respect in the UK, even though they generally have good intentions. Dame Ruth Silver wants this to change

Even for a sector with adaptation in its DNA, these are challenging times. In addition to the day-to-day pressures of accountability, budget cuts and curriculum change, sector leaders have had to deal with the area reviews and the attendant challenges of merging, restructuring or sharing services. Many have had to rethink their offer, reducing some areas of curriculum to ensure the survival of others.

These changes have huge consequences for staff and students. Managers and teachers often find themselves with new responsibilities, sometimes working in different settings with new colleagues, while job losses are painful not only for those made redundant but for those left behind.

When restructuring is handled badly, suspicion, insecurity and distress intensify, and allegations of unfairness can abound. Values-led organisations like colleges operate on trust and when it is eroded, it is bad for staff and students alike, and fertile soil for whistleblowing.

They offer an uncomfortable reminder of how an organisation has drifted from its core purposes or failed to live up to its values

Whistleblowers are in the news, both in the public sector – for example in the case of Mid Staffordshire NHS Trust – and more widely, in the worlds of entertainment and politics.

Steven Spielberg’s new film The Post highlights one historic example, the leak of the Pentagon papers. But while the journalists who break these stories can become heroes, whistleblowers are more usually vilified, their motives questioned and their lives turned upside down.

The stigmatisation of whistleblowers will be explored in the 2018 FETL Lecture by Professor Mark Stein, an expert on whistleblowing whose research is profoundly relevant to the challenges of contemporary leadership.

Prof Stein suggests that this stigma is not only because whistleblowers set up “in opposition” to the organisations they work for but because they represent “the lost good self” of an organisation.

In other words, they offer an uncomfortable reminder of how an organisation has drifted from its core purposes or failed to live up to its values.

Whistleblowers can alert us to problems at an organisation of which we, as leaders, may be unaware. They highlight organisational risks that may have been overlooked. And they represent an important body of opinion that leaders might in many cases prefer not to hear about.

This is why we in further education need to take whistleblowing seriously.

This is a difficult subject; not everyone will be comfortable engaging with it

The reluctance to call out misconduct demonstrates legitimate concerns about consequences and the imbalance of power and scrutiny in many workplaces. It is the job of leaders to address this imbalance.

Values-led organisations need to develop policies that acknowledge the importance of whistleblowing and create an environment in which all staff feel safe, as well as transparent processes which protect employees who identify wrongdoing, rather than seeking to weed them out.

Prof Stein locates the treatment of whistleblowers within the “territory of the self” as opposed to the “territory of the other”.

What this means, from an organisational point of view, is that in turning our back on the whistleblower we are not defending ourselves from outside attack but excluding part of ourselves.

The cost of not taking that risk seriously can be a loss of trust or a failure to engage with the truth of the problems an organisation faces. By taking it seriously, we send a clear message to staff that allegations of wrongdoing will be addressed as well as asserting our values as ethical organisations.

This is a difficult subject; not everyone will be comfortable engaging with it.

That is why it is so important that we, the sector’s leaders, explore new understandings of whistleblowing and its role in the scrutiny and functioning of our institutions. This means moving beyond fear and loathing to develop a positive, ethical approach to an issue which says much about the values of our organisations.

Dame Ruth Silver is President of the Further Education Trust for Leadership

‘Whistleblowing – and the loss of the good self’ is the title of the 2018 FETL Lecture, to be given by Professor Mark Stein on 14 March 2018.

Let’s maintain the upward Ofsted trend for colleges!

Our analysis of colleges’ Ofsted grades suggests a significant improvement in the past five months.

By the end of August last year, the sector’s grades had declined for three years in a row, with only 69 per cent of colleges at ‘good’ or ‘outstanding’.

But with a flood of college inspections improving from a grade three to two since then, including four in the last three weeks, this has now risen to 74 per cent.

This leaves around 50 colleges with a ‘requires improvement’, many of which will now face an FE commissioner “diagnostic assessment”.

And with the offer of support from the new National Leaders of FE and a £15 million strategic college improvement fund, there should be no excuses for complacency.

Sure, colleges are complex organisations often rattled by policy shifts and tight finances, but young people, adults and employers should still expect to receive high-quality education and training.

So let’s focus on achieving continual improvement – after all, colleges would expect nothing less of their learners.

Qualifications in apprenticeship standards: IfA rule changes aren’t enough

The sector cheered when the IfA said it would allow qualifications in standards once again, but not all is as it seems, according to Anthony Elgey, who has been involved in several trailblazers in the mineral products industry

It seems the sector’s celebrations over this week’s Institute for Apprenticeships announcement, that qualifications would be permitted in apprenticeship standards, were premature. The new rule allows only for the inclusion of qualifications that test knowledge, which means the IfA is still not listening to what employers are asking for.

Swathes of employers in all kinds of trailblazers are saying they would like vocational qualifications mandated in standards, especially those which test on-the-job competence. Many sectors have to demonstrate competence to the Health and Safety Executive. In the extractives sector this is achieved by gaining a vocational qualification derived from national occupational standards.

But the real puzzle is why first the DfE, and now the IfA, are both so stubbornly opposed to vocational qualifications.

One reason, given by the IfA at a recent briefing, was that it “really doesn’t want them”, given that they duplicate end-point assessments. But could it not also be argued that EPA duplicates an existing regulated vocational qualification assessment process – and that this should be seen as a great opportunity instead of a threat to EPA?

I remain to be convinced that standards mandating vocational qualifications will be approved, even if those qualifications meet the IfA’s new rules

The fact of the matter is vocational qualifications have been approved by the government regulator as a robust, reliable way of assessing the skills, knowledge and competences that are required for particular roles.

The more likely explanation might be that the people at the IfA who are drafting the guidance do not fully understand vocational qualifications. Its own website guidance refers to NVQs in the context of unacceptable qualifications: “a qualification which accredits occupational competence, for example an NVQ (National Vocational Qualification). Summative assessment in these qualifications duplicates EPA and costs a relatively large amount of money to deliver, drawing resources away from training.”

NVQs do not even exist anymore. Over the last 10 years they have evolved into QCFs (2008) and more recently, a simplified system of RQFs (2015). If the people writing the guidance are so completely out of touch with the current vocational qualifications landscape, how can we trust that their decisions are based on evidence?

Another explanation is that the IfA is concerned that if it allows vocational qualifications to be mandated, it would make end-point assessment redundant, which would be highly embarrassing for everyone involved. However this would not be the case at all: vocational qualification assessment can actually complement EPA and the IfA should see this as an opportunity, not a threat.

Putting all this aside, I remain to be convinced that standards mandating vocational qualifications will be approved, even if those qualifications meet the IfA’s new rules. Over recent years it has been all too common for standards to be rejected on multiple occasions, even though they complied with one of the three acceptable rules for inclusion.

To give just one example, employers wanted the weighbridge operations apprenticeship standard to include a qualification that was developed to demonstrate competence. The trailblazer group satisfied the requirement of professional registration and was even given wording for the letter from the Institute. The apprenticeship was rejected, however, as the letter did not satisfy the panel.

The group was advised to use the “hard sift” requirement, meaning that job adverts would need to prove that any apprentice or applicant must have this vocational qualification or they would not get the job. The IfA did not accept the explanation, however, that a vocational qualification can only be achieved in the role, so employers are unable to advertise for an entry-level role using an advert that insists they must have a qualification that can only be gained on the job.

This is not a win, nor is it a case that stubborn blockers have been removed. As far as we’re concerned, the IfA has still not heard the voices of every employer.

Anthony Elgey is general manager of MP Futures

National business awards crown Walsall College’s on-site restaurant the best reviewed in the UK

Walsall College’s on-site restaurant has taken home three national accolades at the annual Business of the Year Awards.

The Littleton, a restaurant and cocktail bar, was presented with the award for ‘best reviewed restaurant in Walsall’, the award for ‘best reviewed restaurant in the UK’ in the fine dining category, and was crowned the ‘third best business in the UK’ at an event organised by thebestof, a marketing company.

The winners of each category were determined by customer reviews left for the businesses online, and reviews of The Littleton described the food as ‘exquisite’, ‘beautiful’ and ‘well presented’.

Headed up by AA rosette-winning chefs Steve Biggs and Paul Ingleby, the 40-seat restaurant is currently rated as the top restaurant in the Walsall area on TripAdvisor.

“We’ve received continuous five-star reviews since we opened in 2016,” said Emma Huckle, restaurant supervisor. “We see an eclectic mix of customers, from business people enjoying lunch and after-work drinks, to families and friends celebrating birthdays and evening meals.”

College joins fight against hate crime by becoming an official reporting centre

Barnfield College has become an official hate crime reporting centre in an effort to help police crack down on instances of hate crime.

Working closely with Bedfordshire Police, the college will allow students and staff who may have been victims of, or witnesses to, a hate crime to talk about their experiences with someone they are familiar with.

Members of the public will also be welcome to visit the centre, with a dedicated hotline also in place for victims who wish to report an offence anonymously.

The college is the first educational establishment in Bedfordshire to become a hate crime reporting centre, and members of staff at both the college’s campuses are trained to take statements and submit them to the police through an online portal.

A hate crime is defined as an offence against an individual solely because of their race, sexual orientation, religion, gender identity, disability or any other perceived difference.

“We are delighted to be working with the police to provide a platform that will encourage victims and witnesses of hate crime to come forward and report incidents, with confidence,” said Beth Taylor, the college’s head of safeguarding.

Darlington Council recruits students to beat obesity in the borough

Darlington council’s public health department has recruited college students to help reduce obesity levels in the borough.

Over 40 Darlington College learners on fine art, graphic design, photography and art and design courses have been commissioned to design posters to promote a healthier lifestyle to the area’s residents.

Ten of the designs have now been chosen to feature in a new campaign, with one of the winning designs by 18-year-old student James Peacock, featuring Star Wars characters as fruits.

“Stars Wars is current but stretches back several generations and is therefore something the community as a whole can relate to,” he explained. “I do make sure I watch what I eat and exercise. I’m delighted to be chosen in the top 10.”

“The students really understood the need for healthy living and their work can’t fail to reach the wide and diverse audience that exits in Darlington,” added Rachel Osbaldeston, public health portfolio lead at Darlington Council.

College stages its largest work placement iniative to date

Seventy learners descended on a local hotel for a week in City College Plymouth’s largest-ever work placement initiative, reports Samantha King.

Students from across the college’s catering, marketing, hospitality, business and travel and tourism courses were let loose in Plymouth’s Duke of Cornwall Hotel to gain experience in a multitude of hotel disciplines.

Ahead of the placement, dubbed “City College @ The Duke”, learners were briefed about what would be expected of them – and the college even implemented a social media policy for the participants to avoid causing the hotel any reputational damage.

“The biggest thing we had to be aware of was remembering that this was an operating business. We had to be very, very careful around the reputational damage that potentially could have been caused by putting in a whole load of students into a hotel,” explained Mike Jones, the college’s employability and enterprise manager. “We spent a lot of time making sure the students were prepped.”

Students were placed across the hotel reception, events and marketing, and catering departments, with ESOL students taking up roles as housekeepers across the hotel’s 72 rooms.

“ESOL students are an area of learners that struggle to get work experience. It was good for them to get exposure to a working environment which also helped them develop their language skills as well as practical work skills,” Mr Jones added.

Following the placement, one student has been offered a part-time role in the hotel kitchen, and 17-year-old travel and tourism student Evie Mills has been kept on for an extended work placement following her work in the marketing and events team.

“People asked me if I was nervous but, honestly, I had total confidence in the calibre of students that the college can produce,” said Jonathan Morcom, the hotel’s director, who is also a former City College Plymouth student.

Leadership course designed by farmers launched

A new leadership course designed by farmers has been launched at Myerscough College to ensure the future of the farming industry.

The Young Farmers Leadership Academy will run until October at the college’s Food and Farming Innovation and Technology Centre, teaching aspiring farmers the leadership and management skills needed to run a successful farming business.

Consisting of six two-day workshops, the course has received the financial backing of the Prince’s Countryside Fund, which exists to secure the future of the countryside, and support the farming industry.

A range of guests speakers have already been confirmed to visit students undertaking the course, including Ciara Gorst, head of agriculture at the Co-operative and Oliver McIntyre, the national agriculture strategy director for Barclays Bank.

“The academy has been set up in response to a call from the farming industry for Myerscough to develop a leadership course for future farming leaders,” said Craig Thompson, the college’s head of agriculture and countryside. “The delegates left having really enjoyed the course and were brimming full of thoughts on their own leadership skills and how to use them in developing their career and businesses in which they work.”