Worn out heating systems pose huge danger for college bosses

Two years ago the education sector was hit by the crisis of reinforced autoclaved aerated concrete – or RAAC – which was causing buildings to crumble. Education estates constructed between the 1950s and the 1980s were most at risk, although RAAC was still being used as late as the 1990s.

I took 13 calls from clients on the afternoon news of the problem – and fears that classrooms could collapse – reached the public domain.

Many required the procurement of specialist structural surveyors to undertake RAAC-specific surveys across a vast number of school and college sites.

The panic from chief executives, business managers and estates managers was obvious. A total of 234 schools and 12 colleges in England were eventually confirmed to have buildings constructed with RAAC, and many of these sites had to introduce immediate full or partial closures until further surveys and risk assessments were done.

Most colleges and schools with RAAC have been able to operate largely unaffected. This may be due to temporary supports being installed, areas being closed, activities being relocated to other areas of the education estate, or remedial works being undertaken in a relatively short space of time.

But there is another building structural problem which I believe is just starting to hit the sector. Over the past 18 months, Eddisons has witnessed a number of mechanical distribution pipework defects resulting in the closure of educational establishments.

These are typically buildings constructed in the 1970s and 80s, and their steel distribution pipework is approaching the end of its design life expectancy.

Most of these pipes are located within underground ducts, with licenced notifiable asbestos contained within the voids.

This makes any attempt to track, locate and remedy any known defect more difficult.

On the face of it, a visual inspection of distribution pipework is largely considered satisfactory. However, a typical defect of distribution pipework is corrosion from the inside out which isn’t visible when undertaking a condition survey.

In these cases, corrosion can become too great and the distribution pipework will become redundant until such time as it is replaced in its entirety to provide heat to the academic buildings. If there is no heating in schools or colleges, particularly in winter months, then the risk of complete building closure is high.

For this reason, the age of distribution pipework may present a bigger risk to colleges.

Not every college has RAAC, but all of their buildings have a heating system.
Unfortunately, this is a risk which doesn’t usually become apparent until such time that the defects present themselves within the pipework.

In these instances, colleges have little choice but to react instinctively, because if a system is functioning as it should then understandably, detailed surveys have not usually been carried out.

However, it is important that if colleges can carry out the surveys ahead of faults appearing then they should do, for this could save money and also remove the need for potential college closures in the future.

College managers with buildings constructed in the pre-1980s era need to understand that pipes heating their buildings are coming to the end of their lifecycle.

Unfortunately, this is a hidden and largely unfunded crisis that schools and colleges with outdated heating distribution pipework and emitters are facing.

Now is the time for senior teams to consider exploring budgeting options, survey work and the eventual replacement of their pipework before it is too late and they face the possibility of closures.

How we updated ESOL learning to meet today’s global challenges

There are always opportunities to enhance learning for ESOL learners. So last year, we began integrating the UN education for sustainable development goals (ESD) and fusion skills into our ESOL curriculum. While this has made planning more time-consuming, incorporating ESD themes has encouraged a task-based learning approach and heightened students’ awareness of the climate crisis.

Skills for life

Since the Skills for Life (SfL) core curriculum was introduced in 2001, it has provided a clear framework for ESOL success. It outlines the essential skills and knowledge adult learners need to achieve proficiency in English and was a groundbreaking change in ESOL education that has remained the backbone of ESOL planning ever sense. The curriculum shapes exam preparation, marking criteria, schemes of work, and lesson planning. For most ESOL practitioners it serves as a roadmap, outlining the language, functions, and skills learners need to progress and thrive in an English-speaking society.

But over the years, some have found it limiting and generic. A fixed list of skills and functions may not fully capture the breadth of abilities needed for learning a language. It has been criticised as too “survival-based,” with a focus on basic over long-term growth. Others suggest its rigid framework overlooks individual learner needs and constrains the planning process.

ESG goals

With awareness of the climate crisis at an all-time high, the world has changed significantly since 2001. Learners need skills for this evolving world and deserve a dynamic scheme of work addressing both the personal and collective challenges of our time.

Incorporating ESG goals into our curriculum gives them that. Adopted in 2015 by all UN member states, the ESD Goals are part of the UN’s 2030 agenda for sustainable development. They aim to create a more sustainable and equitable world by tackling poverty, inequality, climate change, environmental protection, and economic growth. Each goal has specific targets and indicators to track and enhance progress.

Embedding ESD has involved creating new materials such as reading and listening activities on topics like recycling, community development, and social equity. These resources are part of our ESOL department’s shared and recommended resource list.

To enhance these themes, ESD activities are designed with fusion skills in mind to encourage myself and other tutors to make learning meaningful, communicative and human-centric.

Fusion skills

Fusion skills, which emphasise the importance of technical, creative, and interpersonal skills for success in the 21st century workforce, were formally introduced in 2019, driven by research and initiatives from The Creative Industries Policy and Evidence Centre (PEC) and the City of London Corporation.

They have introduced a crucial layer to ESOL curriculum planning, allowing key language competencies to align with essential human-centric skills such as collaboration, critical thinking, and organisational planning. These skills support task-based learning and serve as a valuable connective layer in course planning. They don’t just provide learners with skills for their daily life and integration into society, but also the social, emotional and critical thinking skills to use the language they’re acquiring.

ESD concepts can be integrated into a skills-based curriculum through activities such as discussing local greenspace improvement, budgeting for energy bills, and writing social media posts to raise climate change awareness. These hands-on activities engage learners with a sense of responsibility and connect them to real-life circumstances, actively involving them in these critical issues.

These “wider skills” skills are not prioritised in the SfL core curriculum, which focuses on evidence-based achievement in grammar, vocabulary, functions, and language skills. In fact, the SfL core curriculum doesn’t address these human centric skills whatsoever, despite the growing need for more human-centric skills and their essentiality for working, volunteering and collaborating in society.

WM College has launched initiatives to integrate ESD themes into classes through extracurricular activities. This year, we introduced the ESOL Podcast, a 10-episode series where learners discuss ESD topics, express their views, listen to others, think critically, and develop digital skills. And our ESOL Book Club, a five-week learning community where learners read abridged books like 1984, and Suffragette: A Story of Equality, aligns with ESD themes to encourage discussion, independent learning and vocabulary growth. They offer learners an optional and self-directed way to engage with ESD themes in a safe space.

Creating a curriculum that addresses today’s challenges is a refreshing update to the outdated SfL framework. By incorporating these themes, we hope learners will not only progress through accredited courses but also gain employability skills and a broader understanding of the global issues affecting us all.

Providers need a better roadmap as more areas enter devolution

For a national skills provider, English devolution can seem like a maze. And just like real mazes, there is very little signage pointing to the desired destination.

Despite this challenge, Twin Group has built up a significant presence and fantastic partnerships with programme commissioners in seven devolved areas across the country, covering a mix of youth, employability, skills and health and wellbeing programmes.

But as more areas become devolved, national providers are finding it difficult to plan strategically. This means employers and local learners miss out and value for money is not being fully delivered from the allocated budgets for skills. In short, we need clarity on where we are heading and what the ground rules will be.

Let’s start with the ground rules. Devolution is defined by local authorities having discretion to do things differently, and this presents a challenge that national providers have to accept.

But when we hear central government insist that this is not a free-for-all and that there must be accountability frameworks in place, we can be a little confused.

An example is the Department for Education’s adult skills fund (ASF) funding framework which acts as ‘guidance’ for the devolved authorities.

It says devolved areas are welcome to use the Education and Skills Funding Agency non-devolved ASF funding rates and are in fact “encouraged to do so where possible”. This is because doing so will reduce complexity for providers and prevent the potential of funding variance between learners on the same course.

At the same time, the DfE doesn’t want to “dictate” an approach, but it wants solutions which could lead to “a more unified approach across all areas leading to a less complex landscape for providers and ultimately learners”.

Providers can’t be blamed for being confused when they end up encountering different rules across the country.

Another example is contestability, which seems to drift in and out of fashion according to which white paper you read. Procurement is often the only route for providers to enter devolved or non-devolved adult education, but as we have witnessed with recent legal challenges, it can present an unwanted headache for the officials who manage the process.

DfE guidance says it expects “all devolved authorities will have embedded commercial specialists who will be experts in public procurement”. The Procurement Act 2023 also contains expectations on public bodies to ease access to programmes for smaller providers and social enterprises.

And yet, grant allocated funding and frameworks can seem a safer option.

Even among recently devolved authorities, one can find references to tender exercises being there for independent training providers to simply ‘fill the gaps’ in local provision. But the thousands of disadvantaged learners which Twin Group has supported into jobs don’t look at us in that way, and hopefully our existing commissioners don’t either. We need a clearer steer on this issue from Skills England.

When a local area is devolved, a national ASF provider has deducted from its non-devolved funding an amount which covers its delivery in the devolved area with absolutely no guarantee that the new local commissioners will opt for the provider to continue delivery in the contract’s third year.

Given that the provider’s initial set-up investment is taking a hit and the funding in question can be considerable, this also needs to be reviewed.

Finally, there are the sector priorities in the government’s industrial strategy, the DfE’s national priorities and the local skills improvement plans (LSIPs).

It would be helpful for providers to know for certain that it is only the LSIPs which should concern them in the delivery of devolved programmes.

It’s encouraging that a very experienced official from a devolved authority (Gemma Marsh, previously Greater Manchester Combined Authority’s director of education, work and skills) has been appointed deputy chief executive of Skills England.

Providers hope she can help replace the maze with a clearer route for programme delivery.      

Mind the AI skills gap: bridging it is now an urgent task

Prime minister Sir Keir Starmer professed AI would drive “incredible change” as he launched the AI Opportunities Action Plan earlier this year. In reality that change is already here, and we need to take action fast.

One of the most glaring signs of the UK’s slow response is the widening AI skills gap. As AI rapidly transforms industries, the demand for skilled professionals is outpacing supply.

Starmer was reminded of this as the government’s bold aim to generate upward of 13,000 jobs within the technology sector was quickly humbled by industry figures highlighting a concerning gap between existing skills levels in the workforce and the sheer quantity of experts needed to fulfil these roles.

If the UK is serious about becoming one of the “great AI superpowers”, addressing the country’s chronic skills gap is a much-needed first step.

As the government’s first-ever AI minister from 2023-24 I was responsible, among other things, for the inaugural AI Safety Summit at Bletchley Park. I’m concerned the UK’s workforce, and particularly its graduates, are not equipped for the age of frontier tech.

The role of universities

Undeniably, universities are key players in closing the skills gap, acting as the training ground for the next generation of tech professionals to succeed in AI-driven roles.

Yet, a significant disconnect exists between education and the skills required in the workplace. A survey by Hult International Business School revealed that 85 per cent of UK graduates said they wished their studies had better prepared them for the workplace, while 89 per cent of employers said they avoid hiring recent graduates altogether.

This gap highlights the pressing need for universities to align their curricula with the changing demands of employers.

We believe that one of the best ways to bridge this divide is through better collaboration with the private sector, particularly startups, which by their nature are agile, dynamic and provide innovative solutions to the age-old problem of skilling.

Once we have successfully closed the gap, the next step will be to overhaul the recruitment system. Right now, it’s failing to prioritise the skills necessary to thrive in an AI-driven world, with long-winded, complicated processes for applicants.

North East potential

Despite these challenges, efforts are underway to address the AI skills gap. One such initiative is the Skill Up North East campaign, launched by Lumi.network. This initiative is designed to simultaneously upskill students from the North East with human-AI collaboration, whilst creating routes to internships and jobs. 

But the North East is failing to live up to its full potential to become one of the UK’s most dynamic tech hubs.

In just over five years, the number of tech companies in the North East has risen by over 32 per cent, booming as a tech hotspot. Combined with its vibrant and hardworking culture, world-class universities and ambitious talent pool, the North East should be a global hub for innovation.

Yet it is, like many other regions, falling victim to the UK’s skills gap and broken recruitment system. Solve this and sure enough, investment will flow there.

Our campaign is set to engage 100 college and university students in a series of 10 hackathon-like ‘quests’, each focused on solving real-world challenges in fields like cybersecurity, financial services and AI. Strong applicants with comprehensive skills profiles will then be matched with potential employers for internships and full-time roles in the region.

A call to action

Closing the AI skills gap is an urgent priority. Initiatives like Skill Up North East show that with the right blend of education, industry collaboration and a focus on practical, skill-based training, we can bridge this gap. But this is just the beginning.

The UK must continue to invest in and expand such initiatives across the country, ensuring that students, workers, and employers are equipped to succeed in an AI-powered world.

Building Strong Leadership for Effective T Level Implementation

The programme is structured into courses that support anyone leading any aspect of T Levels. It offers guidance for curriculum leaders and managers, provides strategic insights for governors and leaders on implementing T Levels in their organisation, and presents leadership mentoring opportunities for those seeking to enhance their leadership skills through coaching and reflection.

It is designed to equip you with a strong understanding of T Levels, allowing you to influence the direction of your organisation, support the broader leadership team, and track progress and outcomes. It will enable you to:

  • Develop your leadership skills.
  • Build strong, collaborative employer relationships.
  • Improve learner outcomes and employability.
  • Design and deliver effective T level qualification curricula.

Equipping Curriculum Leaders with the Tools for T Level Success

The Professional Development for Leaders programme provides courses specifically designed for curriculum leaders and managers who are currently or will be leading and managing the planning and implementation of T Levels. These courses are also valuable for those aspiring to leadership positions within Further Education (FE) and skills provision. It equips you with the tools, strategies, and expert guidance needed to succeed in T Level delivery. Whether you’re working on curriculum design or collaborating with employers, this programme is essential for achieving success. Two pathways are available:

Curriculum Leaders and Managers in FE – courses designed for impactful leadership

These leadership-focused courses provide hands-on, practical skills to help you lead the successful delivery of T Levels at your institution:

  • Designing the T Level Curriculum – boosting confidence and providing the knowledge and support you need to lead your team on designing a T Level curriculum that will help your learners succeed.
  • Working with Employers – enabling you to build strong employer relationships for collaborative curriculum design with meaningful work placements.

Ready to transform your T Level provision?  Book your course today

Middle Leaders in Schools – take your leadership to the next level

These courses are designed to tackle the challenges middle leaders and managers face in their T Level journey in schools, while also focusing on leadership theory and its application across various roles, situations, and stages of T Level delivery.

  • Designing the T Level Curriculum – developing your change management and collaboration skills for the successful introduction of a new T Level curriculum.
  • Working with Employers – enabling you to develop effective employer partnerships and collaborative curriculum plans that meet local skills needs.

Ready to take your leadership to the next level? Book your course today

Focussed support through coaching and reflection

If you are looking for more personalised support to boost your leadership skills, the ETF T Level Leadership Mentoring Programme provides an opportunity to explore a range of topics with an experienced specialist mentor. It provides:

  • A confidential, neutral and objective space to explore challenges with a specialist mentor.
  • Focused support towards the successful delivery and development of T Levels or the T Level Foundation Year.
  • An opportunity to grow your wider leadership skills.
  • The chance to develop your understanding of mentoring and coaching to support others. 

If you have further queries about the T Level Leadership Mentoring Programme, please contact TLmentoring@etfoundation.co.uk or visit the ETF website for more information.

Essential viewing for governor and college leaders introducing T Levels into the curriculum

The ETF has also produced a short video for governors and college leaders exploring the introduction of T Levels into the curriculum. It explores strategic implications for T Levels in a 16-19 curriculum, looks at the support that is currently available and advises on next steps. 

Access the video on the ETF’s learning platform.

Read how the ETF’s T Level Professional Development for Leaders programme has helped participants

“The leadership training provided by ETF was transformational. It helped me lead the rollout of T Levels with confidence and clarity.”

Helen, Curriculum Manager

“My sessions made me feel supported and empowered, with a structured and encouraging environment where I could discuss challenges. I saw changes in professional growth, stress reduction, motivation and clarity.”

Wendy Bennett, Assistant Principle

The ETF – here to support you all the way

The ETF has been supporting the delivery of T Levels since 2019 through their T Level Professional Development (TLPD) offer which is fully funded by the Department for Education.

You can find out more about the full T Level Professional Development (TLPD) offer on the ETF website. To access the programme, you will need to open an ETF account.

We need collective action against the rise of the ‘manosphere’

On the same day that the Tate brothers flew into America, University of York researchers published a report into the impact of social media on educational development. It pointed to polls showing just how far-reaching the impact of certain influencers is, with one suggesting that 80 per cent of 16 and 17 year old British boys have consumed content created by misogynistic influencers such as Andrew Tate and incel groups. These boys and young men say they feel ‘disconnected’ in a world where the biggest connector of all, the internet, is the very thing which is driving profound and widespread disconnection. The report refers to an online ‘narrative that attempts to legitimise inequality for women in the workspace and wider society, acts of sexual violence and verbal abuse’.

Over three-quarters of secondary school staff were ‘strongly concerned’ about online misogyny and said focussed resources were needed to address it. That’s also the case in post-16 education, where staff are worrying about how to approach this subject effectively.

We have to acknowledge the impact of those aspects of the ‘manosphere’ which promote and incite sexual violence and misogynistic attitudes and behaviours among our students. When we ‘dehumanise’ humans, we can then harm with relative or even absolute impunity. Put simply; we are currently seeing a frightening lack of empathy and respect, alongside an increase in ‘dehumanising’ women and girls and other vulnerable groups, leading to serious harm and tragic devastation.

We’ve all seen safeguarding cases of serious physical, emotional and mental harm by those who don’t recognise their victims as being ‘human’ and having feelings, worth or value. Girls are portrayed online as simply bodies to provide sexual pleasure. I’ve seen cases where girls have adopted ‘male attitudes’ and behaviours to protect themselves from harm, so they procure those to be raped and assaulted to save themselves from the same fate. Masculine behaviours are normalised as powerful and violent. 

I’m concerned that the recent independent pornography review by Baroness Bertin – which the government described as revealing “shocking detail” about the extent to which violent online pornography is “influencing dangerous offline behaviours” might have slipped under the radar (please do read it!)

Although I’m cautiously optimistic that the right measures will be introduced to ban harmful sexual content altogether – the government has pledged to “use every lever” to “halve violence against women and girls in a decade” – I’m also increasing nonplussed by the ‘shock’ I hear from many quarters – including senior leaders, governors, government and Ofsted – when faced with the actual lived experience of young people. The disconnect between the realities of life for so many and the understanding of those in positions of authority is too wide, and many are falling through that gap.

But very few FE staff would be surprised by the detail in this report on pornography, as we see the harm caused by misogyny regularly and repeatedly. We’re already well aware, for example, that ‘choking’ during sex, which without consent is both dangerous and traumatising, is now a ‘norm’.

The government suggested last Summer that extreme misogyny would be classed as ‘extremism’ within the scope of Prevent, as hatred of women is clearly increasing. By January, it became clear this wouldn’t happen – despite the government’s current definition of extremism as being the ‘promotion of an ideology based on violence, hatred or intolerance that aims to destroy the rights and freedoms of others or undermine liberal parliamentary democracy’.

I vehemently believe the education system can be transformed through trauma informed and restorative education practices, and recognise the challenge to feel empathy for those with misogynistic beliefs. But as educators we have a fleeting opportunity to influence behaviour and disrupt harm, before those beliefs take deeper root. We know that many perpetrators of violence are also victims themselves, even victims of familial ideologies they’re brought up to believe in; everybody has a story which led them to now. If we recognise the importance of reconnection and the transformative influence of restorative and trauma informed approaches, we can create a light of hope and truly effect behaviour change.  We must demonstrate within our every action an alternative narrative to those dark myths lurking in the ‘manosphere’ promoting gender inequality, violence and hatred.

While recent laws relating to coercion and control are welcome, the on-line harms bill doesn’t go far enough. And there is an inconsistent approach to misogyny as a hate crime in some police forces, and an aggravating factor in others – what is it? A hate crime or not? We need clarity and consistency. 

In FE, the system is under-resourced for the work required to shift the dial on misogyny. The on-line rhetoric which translates into off-line violence must be stemmed; we simply cannot continue to allow our youth to be subjected to such insidious and dangerous content. Urgent action is needed now.

We must work collectively to promote positive and healthy consensual relationships and ensure the meaning of ‘consent’ is fully understood. We must teach young people that intimacy can be loving and fun… when it is consensual (and legal). We need to debunk current myths around ‘norms’ which are far from normality. We need to raise awareness and confidence across staff so that misogynistic language and behaviours can be positively addressed.

Above all, we must rehumanise women, girls, LGBTQ+ and all vulnerable groups, working together with courage and openness to disrupt the dangerous narrative of dehumanisation.

DfE announce 6% cut to national adult skills budgets

Adult education funding will see a six per cent “affordability” cut next year, the Department for Education has told providers.

Department for Education guidance issued today saying it will apply the reduction to adult skills fund (ASF) allocations “across all organisations and providers” in non-devolved areas for academic year 2025-26.

It will do this “to ensure that the allocations are affordable within the overall budget”.

This will apply to both core ASF provision and tailored learning, but not to free courses for jobs.

It follows the news that devolved areas are to see cuts of two to three per cent, and the scrapping in-year growth for adult education providers in non-devolved areas.

However, the new national ASF funding rates, which “recognise delivery” in subjects such as engineering and construction, will apply in the same way as last year.

Funding allocations are due to be released to providers next month.

ASF funds training for adults aged 19 or over to develop their essential skills for employment, further education or personal growth.

Those who access it often have lower levels of basic skills such as English, maths or digital literacy.

‘Unfair and shortsighted’

Other changes for next year include removing a 10 per cent uplift buffer when reducing funding allocations for under-delivery in 2022-23 and 2023-24, and reducing baseline allocations to actual delivery for providers under-delivering by 97 to 100 per cent.

Explaining ongoing reductions to adult education funding, the guidance said: “In previous academic years, there has been under-delivery against the budget, and we could afford to over-allocate. Now that delivery has improved, we cannot over-allocate the budget for academic year 2025 to 2026.”

Aside from the six per cent affordability factor, DfE’s overall budget will also be less than this year as three new areas – Cornwall, York and North Yorkshire and East Midlands – will receive a share of England’s approximate £1.4 billion annual pot.

A Department for Education spokesperson said: “Adult education is key to our mission to grow the economy under our Plan for Change.

“That’s why, despite the challenging fiscal environment we have inherited, we are spending over £1.4bn next financial year on the adult skills fund.

“Our new methodology will prioritise funding for providers in essential sectors like construction and engineering, breaking down barriers to opportunity and enabling people to develop the skills this country needs.”

Holex policy director Sue Pember disagreed.

She said: This new methodology and resulting 6 per cent cut seems unfair compared to the 2.5 cut given to combined authorities. 

“It also feels shortsighted –  funding that goes into adult education and skills actually reduces spend in other departments such as health and work and pensions. 

“If we are serious about getting the 9 million inactive back to work we actually need to spend more.”

Ironic, don’t you think?

In recent years the available funding for adult education in non-devolved areas has gradually decreased as more mayoral authorities take local control – they now oversee about 60 per cent of the budget.

The total budget distributed by the Department for Education reduced from £1.36 billion in 2018-19 to £589 million in 2022-23.

In the three years up to 2022-23, underspends averaged 15 per cent, or about £100 million per year.

The Education and Skills Funding Agency’s published allocations for this academic year show £65 million in ASF was procured, while £467 million was grant funded to colleges and local authorities.

David Hughes, chief executive of the Association of Colleges, said:  “Colleges in the areas of England not covered by devolution deals have responded over recent years to government encouragement by shifting their adult skills funding into courses which support key sectors of the economy and helping people get into work, so it is ironic that instead of a budget increase, there is a 6 per cent slice to allocations to keep Department for Education spending within a budget that has not increased in cash terms since 2016. 

“Adult skills funding delivers exactly what the Work and Pensions Secretary of State has said is needed – helping people get the skills and confidence to gain productive work as well as supporting the government’s economic growth objectives but cuts like this make it harder and harder to reach the adults who want that support.” 

Simon Ashworth, deputy chief executive at the Assocation of Employment and Learning Providers, added: “ASF is a key mechanism in which people can access the support they need to retrain or re-engage with the labour market throughout their lives.

“Overall cuts to this funding limit the sector’s ability to deliver the vital skills needed to grow the everyday economy in a wide range of sectors.

£155m for FE to help fund national insurance hike

The government will make £155 million available for post-16 schools, academies and colleges to help cover the incoming rise in employer national insurance contributions.

Employers’ national insurance contributions will increase this April from 13.8 per cent to 15 per cent.

To compensate for the rise, colleges, sixth forms, councils and 16 to 19 schools and academies will be allocated a share of a national insurance contributions (NICs) grant based on their 16 to 19 funding or financial income.

Eligible providers will be told of their allocations this May and paid this September, which FE leaders say is “very late in the day”.

James Kewin, deputy chief executive of the Sixth Form Colleges Association, said he welcomed the support but called for the grant to be “mainstreamed” into the 16 to 19 funding rate and multi-year funding allocations.

“16 to 19 funding is uncertain at the best of times, but this year colleges are also waiting for their post-16 budget grant allocations (scheduled for May) and a decision on the 10 per cent T Level uplift,” he added.

“This is all very late in the day and is why we’d like to see grants mainstream into the 16 to 19 funding rate wherever possible and serious consideration given to multi-year funding allocations – two steps that would help to bring some much-needed certainty to the sector.”

According to Department for Education guidance published today, the methodology of the grant should be expected next month and conditions of the grant will be published in May.

DfE will calculate the grant amount depending on whether providers have 16- to- 19-year-olds enrolled, adults and apprentices, or local authority centrally employed teachers (CETs) and centrally employed support staff.

Those with 16 to 19 delivery will receive a share of the grant based on total 16 to 19 allocations from 2024-25.

Colleges delivering adult education and apprenticeships will be funded according to incomes recorded in their 2023-24 financial statements.

The guidance added that the DfE is continuing to “finalise” how it will fund councils employing centrally-employed teachers through the grant.

It is unlear how much of next month’s national insurance rise will be covered by the £155 million grant.

The Association of Colleges estimated in November the NI hikes would cost FE and sixth form colleges alone £100 million a year. 

Independent training providers and specialist colleges were left out of the eligible provider list.

Natspec, who represent specialist SEND colleges, said following the autumn budget that the NI hikes could create a “significant financial burden” on the sector after estimating employer costs could shoot up by up to £900 per employee per year, given the high staff to student ratios.

Though ITPs were unlikely to be compensated for the rises, Simon Ashworth, Association of Employment and Learning Providers deputy CEO and director of policy, said it was “as disappointing as it was when it was initially announced last autumn”.

“This funding should be available to support the delivery of high-quality provision in all post-16 education providers,” he said. “Too often, ITPs at best are treated as an afterthought rather than being central to the government’s key growth and opportunity missions.”

Today’s announcement revealed schools will receive £1 billion for their national insurance bill and schools with early years provision will be compensated £25 million.

The Department for Education was contacted for comment.

Benefits crackdown to reduce NEETs

The government plans to cut health and disability benefits for young people in a bid to push them into employment or training.

According to proposals published today in the ‘Pathways to Work’ green paper, adults under the age of 22 will no longer have access to the ‘health top up’ to universal credit, worth £416 per month.

It is hoped that this will “remove any potential disincentive to work” and free up funds that will be reinvested into work support and training opportunities through the government’s ‘youth guarantee’.

The government is also planning to raise the age that young people transition from ‘disability living allowance’ to personal independence payments, from 16 to 18.

This transition age should “better align” with other key milestones in young people’s lives, the green paper argues.

It comes amid a crisis of inactivity in young people, with the most recent figures suggesting almost a million people aged 16 to 24 years old are classed as not in employment, education or training (NEET).

Changes to benefits in the green paper are expected to cut £5 billion from the benefits bill by the end of the decade.

In a statement to Parliament today, welfare secretary Liz Kendall said: “This is all about matching [benefits] with our youth guarantee announced in the Get Britain Working plan to make sure every young person is earning or learning.

“Because if you are not in education, employment or training when you are young, the impact can be lifelong and scarring for your health, job prospects and earnings, and so we have got to put that right.”

Kendall claimed the savings will be “reinvested”, but told MPs they will “need to wait” until next week’s Spring budget for an Office of Budgetary Responsibility assessment of costs.

The proposed “delay” in access to health element of Universal Credit until age 22 is worth about £416 per month on top of the basic £311 allowance.

About 66,000 18- to 21-year-olds are understood to claim this top up.

Disability living allowance rates for children are between £28.70 and £184.30 per week, while adult personal independence payments are worth up to £184.30 per week.

About 48,000 young people transition between the two benefits each year, with a “success rate” of 82 per cent.

The green paper says: “Delaying access to the [Universal Credit] health element would remove any potential disincentive to work during this time. 

“Proceeding with this change would be on the basis that resources could be better spent on improving the quality and range of opportunities available to young people through the guarantee, so they can sign up to work or training rather than long-term benefits.

“Such a change could further support the objective for a distinct and active transition phase for young people, based on learning or earning for all.”

It says the Get Britain Working white paper plans aim to ensure “all” young people are earning or learning and that cutting benefits entitlements to people in a “clearer youth phase” between ages 18 and 21 would “improve longer-term employment prospects”.

However, only eight select areas of the country have been provided funding for the youth guarantee, with plans at varying states of readiness despite funding potentially being released from next month.

Ben Harrison, director of the Work Foundation at Lancaster University, said the government is “right” to recognise the long-term effects of unemployment in its youth guarantee.

But, he added: “Today’s proposal to delay access to the health element of universal credit for young people under 22 risks delegitimising young people’s health issues and undermining efforts to support them into work.

“Making it more challenging for young disabled people and those with long-term health conditions to access a health-related top up to their benefits is likely to leave many without the support they need or push them into poorly paid and insecure work.

“Overall, young people are already more than twice as likely as older workers to be in severely insecure work, which risks exacerbating any underlying health condition they have, with potential negative implications for their future earnings and wellbeing.”

Becci Newton, director of public policy and research at the Institute for Employment Studies, said: “It’s really important that young people do not stagnate in worklessness because of the risks of lifetime scarring.

“Young people need support and resources to help them towards good work not precarity – the consultation is short on details of this support.

“We risk a policy gap here with potential that young people experiencing poor health fall through the support net.”