INFORMATION, ADVICE AND GUIDANCE TRAINING MODULE

1. INFORMATION, ADVICE AND GUIDANCE TRAINING MODULE Version 2 (June 2008) Presented by Date:

2. SESSION 1: WELCOME Presented by:

3. WORKSHOP OBJECTIVES • Form part of Broker continuous professional development (CPD). It can be used as a refresher on IAG for those who have already participated in version 1 of the module • Offer the opportunity to discuss key IAG topics in more detail • Provide knowledge input which will support Brokers in their achievement of the Skills Broker Standard competencies

4. OBJECTIVES RELATING TO THE SKILLS BROKER STANDARDS The workshop aims to cover elements which relate to the following units in the Skills Broker Standard: • Advice learning and development solutions for clients (b1):Sources of information, advice and guidance; including nextstep, union learning representatives and other guidance services • Basic understanding of HR practices relating to: evaluating training outcomes for employees and staff consultation process (b4) • Additional information is available via the Broker website: https://brokers.traintogain.gov.uk/

5. WORKSHOP OUTCOMES • Understand what Information Advice and Guidance (IAG) is • Understand the role of Union Learning Representatives and the impact of their work • Be able to talk about IAG and describe its benefits • Be equipped to deal with the concerns of the employer and the barriers encountered • Understand the respective roles of employer, Broker, provider and independent IAG services (e.g. nextstep, learndirect) • Be equipped to broker appropriate provision based on the needs of the learner and employer

6. AGENDA • Welcome, introduction and agenda • Warmer: Why use IAG? - group discussion • Features, Benefits and Delivery of IAG • Other support for learners: Union Learning • IAG in Practice Part 1 Coffee break • IAG in Practice Part 2 • How to Broker Appropriate Provision - Business Scenarios - group analysis • Closing Session: questions and evaluation

7. FACILITATORS

8. SESSION 2: WARMER Presented by:

9. WARMER Quick discussion: 5 minutes • What do you understand by the term IAG? • How does IAG add value to learning? • What are the advantages to employers and employees of using this service?

10. SESSION 3: FEATURES, BENEFITS & DELIVERY OF IAG Presented by:

11. WHAT IS IAG? • Term used to describe wide range of career support and development activities in the workplace • Provides support to individuals for learning and career progression in the workplace • Informs choices about learning within the workplace and progressing their careers • Most is government funded (i.e. LSC contracts with Training Providers and IAG service providers) • Helps workforce development; ensuring the right individuals undertake the right learning and development activities

12. WHAT IS IAG? InformationUnbiased, verbal or web-based information; brochures and leaflets on learning and courses and computer software Advice Usual method is one to one (‘‘face to face’’, ‘‘over the phone’’ or ‘‘on-line’’) to explain the information above or how to access useful resources GuidanceIn-depth interview with an adviser to cover the learning options that are available to the individual in relation to their vocation/job and needs so that they can make informed choices. May include psychometric assessment

13. WHO DELIVERS IAG?

14. IAG PROVISION AND DELIVERY EMPLOYER SKILLS BROKER LSC TRAIN TO GAIN CONTRACT LSC CORE IAG CONTRACT NON FUNDED SERVICES (AT A COST TO EMPLOYER) TRAINING PROVIDER IAG DELIVERY FOR CURRENT EMPLOYEES ENROLLED ON A LEVEL 2 OR 3 “JUMPER” INDEPENDENT IAG BY NEXTSTEP LOCALLY OR LEARNDIRECT-ADVICE BY PHONE OR ON-LINE INDEPENDENT IAG FOR LEARNERS ON RANGE OF PROGRAMMES (NON-FUNDED)

15. WHERE ELSE CAN EMPLOYEES FIND CAREER SUPPORT? • Trade Unions and Union Learning Representatives • Guidance providers and private agencies – e.g. Penna and KPMG • Other bodies – e.g. Business Link and Sector Skills Councils • www.learndirect-advice.co.uk

16. BENEFITS OF RECEIVING IAG Business benefits • Motivates employees to develop their skills and add more value - increasing productivity (direct effect on the bottom line) • Improves attractiveness of employer for potential new recruits • Enables skills within the organisation to be deployed more effectively • Helps to develop skills that cannot be hired on external labour market

17. BENEFITS OF RECEIVING IAG Employee benefits • Ensures employee understands and values their programme of learning • Support offered where learner is struggling to continue learning • Increased chances of completing the chosen learning programme • By undergoing learning and receiving support the employee feels valued • Employee develops career or vocation • Introduces hard to reach employees to learning and opportunities available

18. EMPLOYERS AND IAG • Research indicates 66% of employees received some form of IAG prior to training, this was found to contribute to feelings of satisfaction • Latest research shows that 66% of employees had received an initial discussion • 74% of employees felt training was benefiting them and their employers • 74% of employers noticed an improvement in the skills of employees in their specific roles

19. SESSION 4:OTHER SUPPORT FOR LEARNERS: UNION LEARNING Presented by:

20. UNION LEARNING • Unions become very active in the learning and skills agenda • An important role to play in the Skills Strategy: Getting on in business getting on at work • Common goals between the LSC and unions • There are currently around 20,000 union learning representatives across the country • Union learning representatives are present in 700 workplaces • unionlearn • Goal: “to become the centre of excellence for supporting high quality union–led learning” • Has regional structure supporting union learning activities

21. UNION LEARNING REPRESENTATIVES (ULRs) • Responsible for the promotion and representation of the collective and individual learning needs in their workplace: • Negotiating with an employer for learning facilities • Providing information and advice • Supporting those undertaking learning • Seen by employees as the ‘approachable colleague’ • Employment Act (2000) gave ULRs statutory recognition and the right to time to: • Promote the value of learning • Analyse their members’ learning or training needs • Direct learners to, or arrange, learning/training

22. TUC & LSC PROTOCOL • Recognises the shared agenda on learning and skills • Instigates partnership working between Brokers, LSC and TUC • Emphasises that Train to Gain activity should build on existing work to ensure that the most is made of the service and avoid duplication (i.e. training analysis carried out and learning already underway)

23. BENEFITS OF UNIONS / ULRs TO EMPLOYERS • Accessible independent advice and support for employees about learning at shop floor level • Someone to introduce and help develop a ‘learning culture’ where training and education are highly valued by all • Improve the skills and employability of the workforce • Unlock potential within individuals and groups and assist them to take up promotion and progression opportunities, increasing participation in workplace learning

24. SESSION 5:IAG IN PRACTICE PART 1 Presented by:

25. THE ROLE OF THE BROKER • To raise the topic of IAG and give an overview of the services available • To explain the added value IAG brings to employees learning and development • To work with both the employer and employee (indirectly) to broker the most suitable IAG service • To introduce the IAG Adviser (provider/nextstep) to employer and follow up on progress where appropriate • Feedback to LSC both successful and non-successful cases of IAG: aiming to improve service offered • Encourage SMEs to broach the topic of employer-led IAG (i.e. offer structured appraisal or engage with Union Learning Reps)

26. ROLE OF THE EMPLOYER • Employer has important role to play in giving IAG • Line-managers can deal with career management & self-progression via performance appraisals/formal meetings • Provide helpful advice on job improvements • Enable staff to deal more effectively with work pressures • Identify employees skill levels e.g. numeracy and literacy skills • Offer counselling on job & career moves

27. ROLE OF THE PROVIDER • As part of their Train to Gain contract Training Providers deliver the IAG element • Need to be Matrix accredited see: (www.matrixstandard.com) • Identify support that learner requires • Offer support both prior to learning, during and on completion of programme • IAG will be evidenced through the Individual Learning Plan

28. INDEPENDENT IAG SERVICES • Providers can sub-contract IAG from the independent IAG providers • LSC contracts with nextstep providers on a regional level through 10 regional contracts (from August 2008) and through Learndirect • Next Step services by region, please see: http://nextstep.direct.gov.uk/ • www.learndirect-advice.co.uk • Learndirect provides an on-line service with many resources and over the telephone advice service (0800 100 900) • Nextstep provides a service for adults aged 20 and above (19 and under use Connexions) • Their offices provide a range of resources related to learning, jobs, courses; access to PCs, software, brochures, leaflets, list of useful websites and other literature

29. IAG PROVISION IN THE REGION

30. WHEN IAG TAKES PLACE Getting into learningUnderstanding the value of the training, overcoming any concerns, ensuring the proposed course is appropriate, having current skills assessed, and identifying any barriers to learning and support to overcome these Getting on in learningReceiving support with the learning process, including help to maintain pace and momentum, to revise goals and future options Moving on from learningProgressing to further learning and development, for example by considering what further is available, what the employee and the employer want, and considering higher skills (level 4)

31. WHY SHOULD EMPLOYERS USE IAG? THE IMPACT OF IAG • Discuss with your group what would happen if NOIAG support was provided for learners (in relation to both the employer and the employee) 5 minutes

32. POTENTIAL PROBLEMS: Examples

33. CASE STUDIES • Read through all the case studies provided • Underline the main areas where IAG made a positive impact and any other key points which will be useful for future brokerage • Feedback to the whole group and include accounts of your own good practice experience

34. THE VALUE OF IAG IN OUR REGION

35. SESSION 6: IAG IN PRACTICE (PART 2) Presented by:

36. IAG IN PRACTICEDEALING WITH EMPLOYER CONCERNS AND OBJECTIONS • In your group think of some possible responses or approaches to handle these objections: • “Not interested” in being contacted by another organisation • Concerned “employees may leave” if aware of opportunities available elsewhere • Fears the adviser will “interfere with employee relations” • Suspicious of an external adviser working with employees “not in my interests”

37. SESSION 7: HOW TO BROKER APPROPRIATE PROVISION Presented by:

38. HOW TO BROKER PROVISION 1) Read all the employer scenarios 2) Look at the scenario allocated to your group 3) Discuss and make brief notes on how you would approach the situation 4) Summarise your main points onto a flipchart 5) Choose one person to feedback to the whole group

39. SESSION 8: CLOSING SESSION

40. WORKSHOP OUTCOMES • Understand IAG in Train to Gain • Understand the role of Union Learning Representatives and the impact of their work • Be able to talk about IAG and describe its benefits • Be equipped to deal with the concerns of the employer and the barriers encountered • Understand the respective roles of employer, Broker, provider and the independent IAG service (nextstep and learndirect-advice) • Be equipped to broker appropriate provision based on the needs of the learner and employer

41. QUESTIONS?

42. CLOSING SESSION Please complete the evaluation form with your final comments. THANK YOU!