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Industry Skills Development Framework

Industry Skills Development Framework. Introduction. Background to SiLC project What we are trying to achieve What benefits it might bring What it looks like Where we are at the moment. Background. National Brownfield Strategy (EP/ASC)

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Industry Skills Development Framework

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  1. Industry Skills Development Framework

  2. Introduction • Background to SiLC project • What we are trying to achieve • What benefits it might bring • What it looks like • Where we are at the moment

  3. Background National Brownfield Strategy (EP/ASC) Critical skills shortages in UK industry - Focus on planning for the future Actions include: “1.2.1 – Working with a range of partners the SiLC registration scheme develops and trials a Land Condition Skills Development Framework….”

  4. Aims & Aspirations Capability based system Enabling staff development novice to expert Encompassing generic & technical skills Acceptable to industry Acceptable to professional institutions Capable of expansion and applicable to public & private sectors Developed by close 2009

  5. Key Audience “All those involved in preparing brownfield land for development and/or ensuring it is suitable for use” Small/Medium (Large?) sized businesses Technical & Professional staff at all levels*

  6. Some Key Benefits Will be able to define the required capabilities of staff at recruitment & for progression Benchmark existing staff and map out career development paths Identify skills deficits & ensure team resilience. Plan ahead financially

  7. LCSDF Contents An index or inventory of relevant capabilities / skills A framework for defining levels of capability and measuring progression A guide/route map to available options for developing those relevant capabilities and skills in the UK

  8. Capabilities Capabilities are high level descriptions of key behaviours, skills and knowledge that an individual needs to be able to do their jobs effectively. Each capability can be broken down into: Activities (describing specific fields of application) Levels (reflecting the depth of knowledge/skill required) Any job can be thus be described in terms of the specific set and level of capabilities needed

  9. Examples (1) Generic Management & Leadership Data & Information Management Finance and Commercialism Personal Effectiveness Technical Project and Programme management Risk Assessment Remediation Options Appraisal and Design Remediation Implementation

  10. Examples (2) Capability – Risk Assessment Activities/Subsets: Chemicals assessment Radiological assessment Physical (Geo-Environmental) assessment Numerical Modelling

  11. Levels Awareness – An appreciation of an issue Basic – Sufficient knowledge to perform tasks on a supervised basis. Gaining practical experience. Capable/Confident – Sufficient knowledge to perform tasks on an unsupervised basis Advanced/Distinguished – Sufficient knowledge to be able to direct and critically review tasks Expert – Sufficient knowledge and experience to be able to innovate, design tools & systems

  12. Measuring Progress Activities – defining what a capable person would be expected to do at a certain level, for each activity Indicators – what evidence you might need to demonstrate capability: Examinations /Qualifications Paper based Electronic Work Experience Verbal examination – Peer review Examples of application / Logbooks

  13. Development Options A range of Options dependant upon level required Mechanisms of knowledge transfer E-Learning Formal Taught Courses Home study / Workbooks Face to face On the job Coaching & Mentoring Options flexible - dependant upon type & depth of knowledge and timescale for acquisition

  14. Progress LCSDF Funding in place Partner organisations on board HCA, CL:Aire, CIRIA, EIC, EPUK, SAGTA …. Professional Bodies Background data collated Workshop Held Framework Drafted

  15. Future Milestones Complete Drafting of Framework Public Consultation on Draft SDF Finalisation Publication by December 2009 Piloting by January 2010?

  16. www.silc.org.uk

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