Sector Strategy Modelling The UK Experience David Tournay

1. Strengthening Institutional Framework for the Development of the VET Occupational Standards/Qualifications & Curricula IPA Component IV - Human Resources Development - European Union Program for Croatia Sector Strategy ModellingThe UK ExperienceDavid Tournay Main project partner This project is implemented by a SQA-led consortium Project office: Lastovska 23, 1000 Zagreb, Tel: + 385 1 62 74 681

2. Spark that started major reform • Impact of 2004 ‘Leitch Review’ • Took longer term view of UK economy up until 2020 • Tasked with identifying ‘optimum skills mix’ • Outcomes impact on both VET system and broader employment controls

3. Areas of concern: Workforce needs to be: • Growing competition from China and India • Reduction in manufacturing sector – movement to potentially new industries • Poor productivity rates • Dynamic & innovative • Responsive to economic changes • Operating at a higher technical level (L2 to L3) • Increased level of productivity

4. What Leitch specifically proposed for VET and general education system: Flexibility Transferability Social Inclusion Progression

5. How to make this happen: Develop VET framework which would be more flexible for learners and aid progression Overall framework(s) developed by QCDA and SQA – Central Government Enusre a far more accurate picture of what employers needed and will need is produced Development of Sector Qualification Strategy by SSCs Area we are going to examine!

6. Sector Skills Council for hospitality, leisure and tourism industry sectors • Formed in 2004 – emerged out of existing organisation • Sector employs approximately 2 million people • Includes hotels, restaurants, leisure parks, armed forces, prisons, school catering, fast food outlets, leisure clubs, travel services

7. Industry Issues: Opportunities: • Managers lacking required skills • Customer service skills not sufficiently high • Craft skills – chefs, waiters are not sufficiently well developed • High labour turnover – costs industry 500 million Euro per year • London Olympics set to drive demand • Growth still experienced by industry • A further 171,000 new jobs needed by 2017 driven by industry expansion • 887,000 new staff needed by 2017 created through natural labour turnover

8. Principles of qualification planning: • Need to understand what already exists 2. Want to build on what works well in terms of learning and development/qualifications 3. Want to ensure that qualifications prepare workforce for the future 4. Want to build qualifications based on what employers value 5. Want to ensure that qualifications support genuine workforce development 6. Want to ensure that qualifications have long term benefits to industry and the wider economy/society 7. Want to highlight the different ‘purposes’ that qualifications can have 8. Want to ensure that work based qualifications provide progression from school based qualifications

9. Sector Qualification Strategy – what is it? • Plan for what is needed to ensure training and qualifications are focused on the needs of employers • Plan for what qualifications need to be revised or newly created • Tool to ensures that development is co-ordinated and organised within and across sectors • Reference tool for all partners involved, including government, employers, VET Schools, trade bodies • Benchmark to measure progress

10. The process: 6. Produce action plans 5. Develop clear objectives about priority activities 4. Talk to employers about future needs and what they want from vocational training/qualifications 3. Identify further information needed 2. Gather information that you already have about qualifications and training 1. Read the template sections to understand what is required

11. What were the outcomes: Single point for information for both employers, students and existing staff. Established website with information regarding vacancies, learning opportunities and career routes. 1 Leadership and management. Increased emphasis upon supporting supervisory management and management level training and qualificatoin. Also emphasis on ensuring women have greater opportunity to benefit from training opportunities. Influence training and qualifications offered by higher education and universities. 2

12. What were the outcomes: Qualifications and funding. Reduction in number of qualifications. Ensuring that all qualification meet the needs of employers . Assist employers to ’embed’ qualifications into in-house training programmes. Regular evaluation of success of qualifications and their impact. 3 Supporting small businesses. Promotion of training and qualification solutions focused on the needs of smaller businesses. Essential due to 80% of the UK hospitality industry are small businesses. Work in conjunction with Tourist Board and ‘Business Link’ to promote opportunities for training. Establishment of specialist small business advisors. 4

13. What were the outcomes: Customer Service. Increase the standard of customer service delivery in the UK. Development of new ‘world class’ customer service training programmes and qualifications. Tourist Board to embed new customer service qualification within their standards. 5 Chefs. Re-development of work based apprenticeships. Development of new qualification more suited to delivery in Further Education Colleges (Tertiary education) Introduction of ‘fun’ chef programme for 12-14 yr olds. Delivered at the weekend New qualifications in food production, patisserie and confectionary 6

14. What were the outcomes: Pre-employment training. Employers to work with employment service to provide 30,000 guaranteed work places for long term unemployed and youth unemployed. Employers badged as ‘Good Employers’ offering training and career progression to ensure they become employers of choice. 7 World class skills delivery. Promotion and supporting of ‘trainer training’ within industry. Development and promotion of ‘National Skills Academy’ for hospitality 8

15. What were the outcomes: Attracting high quality people. Produce a broader range of apprenticeship programmes to increase number of progression routes. Focus on retaining students and ensuring completion of training courses and qualifications. Lobby funding agencies to ensure sector receives sufficient funding. Employers engaged with delivery of programmes in schools. 9 Broadening the appeal of the sector. Promotion of high quality opportunities for women within hospitality industry. Research implications of aging workforce on the industry Asian and oriental sectors more heavily engaged. Promote and review disability awareness training. 10

16. Implementation: • Series of ‘action plans’ developed • Gained commitment of range of sector employer bodies and agencies • People 1st working closely with employers and training providers to develop content of qualifications • Implementing research to update understanding of skills required • Strategy monitored via a group chaired by UK Tourism Minister. Meets on quarterly basis.

17. What this looks like: Professional Cookery – Level 1,2 and 3 Up to 2002, primarily only one qualification for ‘chefs’ NVQ/SVQ (QCF/SCQF) in Food Preparation and Cooking Contained series of ‘unit’. Assessed in either VET College or in the workplace Food Production and Cooking– Level 2 Kitchen Technician – Level 2 Professional Cookery (Asian and Oriental)– Level 2 and 3

18. Main project partner Thank YouDavid Tournay Strengthening Institutional Framework for the Development of the VET Occupational Standards/Qualifications & Curricula IPA Component IV - Human Resources Development - European Union Program for Croatia This project is implemented by a SQA-led consortium Project office: Lastovska 23, 1000 Zagreb, Tel: + 385 1 62 74 681