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Employment Rate at New Record High
July 19, 2018
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Official figures, released by the Office for National Statistics on 17th July 2018, report that the overall employment rate is at 75.7%, a new record high.

Meanwhile, the unemployment rate remains at its lowest since 1975. And, since 2010, the majority of employment growth has been in both full-time and permanent roles.

The women’s employment rate has remained at a joint record high of 71.3%. On top of this, the majority of female employment growth since 2010 has been in higher skilled occupations (74.1%) and the full-time gender pay gap has fallen to a record low of 9.1%.

Secretary of State for Work and Pensions, Esther McVey, said:

The employment rate is now at a record high of 75.7%. With over 3.3 million more people in work since 2010, this government has seen on average 1,000 more people in work each and every day.

Making sure our jobs market works for everyone is at the heart of this department’s work and the modern industrial strategy, and with over 800,000 job vacancies we have a buoyant jobs market with plenty of opportunities available.

The 8-year trend shows the vast majority of roles are in full-time, permanent work that’s higher skilled – which means higher paid too.

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MPs Scrutinise Apprenticeships and Skills to ‘Root Out’ Poor Provision?
November 17, 2017
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The Commons Education Select Committee inquiry will look at improving the quality of apprenticeships and skills, and how to reward good providers

 

A new inquiry into the quality of apprenticeships and skills has been launched by the Commons Education Select Committee in an attempt to “root out” poor provision across the sector.

The inquiry will seek to identify whether more can be done to improve provision and to examine what barriers learners from disadvantaged backgrounds face when accessing skills training.

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End Point Assessment Explained by Concrew-Training
October 31, 2017
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Following a number of concerns that the Apprenticeship system was overly complex, Trailblazer Groups were created in order to ensure the qualifications reflected industries real needs.

These trailblazer groups identify a set of knowledge, skills and behaviours which would represent their industry and set out an assessment strategy which culminates in a process called End Point Assessment.

End Point Assessment requires each Apprentice to demonstrate robust knowledge, skills and behaviours at the same level of training as Apprentices in every other sector or part of the country.  Ofqual involvement ensures quality throughout.

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Quality Apprenticeships and Traineeships Supply Chain Partners Required
October 2, 2017
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Prevista is looking for high-quality supply chain partners with an excellent track record of delivering Apprenticeships and/or Traineeships 16 – 18 and 19+ nationwide to join Prevista’s supply chain framework.

Prevista is looking to award a minimum contract value of £300,000 per academic year covering a range of qualifications including levels 2, 3, 4 and 5, both standards and frameworks.They are seeking strong performing supply chain partners who excel within a particular specialism or geographical area to work alongside them to enrich their current service offering.

Please contact Sara Akhtar at saraa@prevista.co.uk for further information.

Conditions for Organisations on the Register of End-Point Assessment Organisations
September 16, 2017
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The ESFA has published the conditions applicable to organisations who are applying to /are registered to offer independent end-point assessment for apprenticeship standards.

Below is an extract from the document.

Introduction 1. This document sets out the conditions (the conditions) which apply to all organisations on the register of end-point assessment organisations (the register). You should read it alongside the pre-application guidance for the register so you are clear about the mandatory requirements which apply once an organisation is registered as an end-point assessment organisation (EPAO).

2. The purpose of the conditions set out in this document is to ensure that all EPAOs are clear about the requirements which we (the Education and Skills Funding Agency) have implemented to ensure that public funding and apprentice needs are protected. Only registered EPAOs are eligible to receive public funding in connection with end-point assessment activities. In the event of any conflict between the conditions set out in this document and any other documents produced by us relating to end-point assessment, this document takes priority.

3. We ask that you (the organisation applying to the register) read and ensure you fully understand the conditions set out in this document before you start your application to the register. For organisations on the register, before we published these conditions, we will apply them from the date we published and cover the standard/s and assessment plan/s you are registered to assess against.

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Two in Five Learning Providers Show Signs of Financial Distress
August 26, 2017
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Introduction of apprenticeship levy and wider uncertainty has created issues for sector, data reveals.

The number of training providers in financial distress has increased by 147 per cent in a year, data seen by People Management has revealed, signalling a difficult period ahead for apprentices and trainees.

Analysis from Begbies Traynor’s Red Flag Alert statistics, which tracks businesses at risk of insolvency, found 962 companies that provide adult training and education facilities showed signs of financial distress in the second quarter of 2017, the equivalent of two in five (39 per cent) organisations in the sector.

By comparison, just 390 companies, or 22 per cent of the sector, were showing the same warning signs in the second quarter of 2016.

Mark Dawe, chief executive of the Association of Employment and Learning Providers (AELP), said the figures indicated a period of substantial change in the sector, which has included the introduction of the apprenticeship levy along with wider uncertainties for the world of adult education and learning.

“A lot of employers are taking a planned approach before they start spending their levy, which is fine for them – but for providers, it means there will be significantly less apprenticeship work on offer over the next couple of years, which could be problematic in the short term,” he told People Management. Broader uncertainty was also impacting non-levy trainers, Dawe added.

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What Can Training Providers do to Increase the Attendance of Benefit Claimants at Training?
July 25, 2017
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New research has identified the key influences on whether benefit claimants attend training, including the effect of being ordered to undertake it. Skills Conditionality was introduced in 2011 and individuals receiving certain types of benefits can be required to train.

The Institute for Employment Studies undertook the study on behalf of the Department for Education, and the report makes recommendations to help increase training attendance.

The research examined what benefit claimants considered when they decided whether or not to train. Researchers carried out interviews with sixty benefit claimants, and twenty Jobcentre Plus staff and providers across four Jobcentre Plus districts. Half the claimants were interviewed because they had recently attended training, and the other half because they had not. Half the respondents in each set had been mandated to training as part of their benefits claim.

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Prevent Duty Guidance
September 13, 2016
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Thousands of independent training providers (ITPs) have a lot of hard work ahead of them if they are to comply with Prevent duty guidance, says quality assurance specialist MESMA, which has outlined a seven-point help plan. MESMA’s comments follow the Prevent duty guidance for FE colleges and ITPs in England and come in the light of the recent Ofsted report that highlighted progress to date.

To read more Click Here

UKCES Report – City Deals and Skills
August 13, 2015
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UKCES have recently produced a report on City Deals and Skills:

The report identifies six key elements of a demand-led local employment and skills system:

1. Partnership arrangements to facilitate coordination and cooperation across sectors and localities

2. Effective employer engagement to ensure there is a direct account of local business needs, as well as encourage their involvement in the design and delivery of initiatives

3. High quality labour market intelligence (LMI) to inform the design and delivery of employment and skills policy

4. Shared objectives based on a shared understanding of the local labour market context and priorities for the city region

5. Alignment between delivery partners which may require service reform and integration at the local level

6. Performance management and evaluation to effectively hold partners to account and highlight where further changes to the system or individual programmes are required.

To read the full report City Deal and Skills

Work-based Learning and Lifelong Guidance Policies
February 19, 2015
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This Concept Note discusses the relationship between lifelong guidance and work-based learning. While these are distinct activities, they are often advanced as approaches to answering similar broad policy challenges, such as developing a skilled and socially inclusive population, ensuring engagement with education and work, and helping people to progress and live happy and useful lives. This paper argues that lifelong guidance can be particularly useful in relation to work-based learning in three main ways:

• Engagement. Increasing citizens’ understand- ing of work-based learning, the routes into it and the rewards of participation.

• Achievement. Helping participants (learners, employers and learning providers) in work- based learning to remain engaged and consider how best to enhance their skills and employ- ability.

• Transition. Assisting the effective utilisation of the skills developed within work-based learn- ing by supporting individuals in transitions from work-based learning programmes to sus- tainable employment.

http://www.derby.ac.uk/media/derbyacuk/contentassets/documents/ehs/icegs/ELGPN-Concept-Note-No.-5–Work-based-learning-and-lifelong-guidance-policies.pdf

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