Newsletter & Bids 19 2018
This week’s newsletter bids, grants and Funds come to you in conjunction with our new sponsors KPI DEVELOPMENT Limited. Exciting news on that next week with our newsletter going out to some 3,516 professional’s in the industry. This week we have a BUMPER EDITION of 50 pages of information News, Bids, Grants and Funds.
Full details can be downloaded from the link below:
Well done and Congratulations to Meetu Madaan and all the team at Skills Supplies who achieved their Matrix accreditation Thursday.
So a very big thanks to you all the providers that attended the 2020 Vision Workshop on Wednesday the 9th of May. EEVT Ltd and Straplan Ltd, would like to thank our hosts for the day who were London College of Business and Law (LCBL).
Also many thanks to ICQ Awarding Body who sponsored the food and beverages for this Free training event, also many thanks to EdLounge and Sam Warnes for his through the Key hole on Alternative Provision. Re your feedback thank you one and all. Yes we will be doing more and yes also some more in depth training EG SAR QIP and Performance and Data Management Workshop.
I am so glad to see the former skills minister has appeared to question the whole design principle behind the government’s plan for prestigious new T-levels.
Speaking in Westminster Hall this afternoon, Robert Halfon said that while there should be a “rocket booster” attached to the new technical qualifications, he is unsure about forcing 16-year-olds to choose between wholly academic and technical routes.
“I have no doubt that T-levels can provide fantastic opportunities for young people to prepare for a successful career and I am impatient to see these on the ground making a tangible impact on their lives,” he told his successor Anne Milton.
“I would encourage the skills minister to learn from some of our most prestigious apprenticeship employers and attach a rocket booster to the programme.
“But I do wonder if there is there really a need at age 16 for young people to choose between a wholly academic and a wholly technical route. Might many young people benefit from a more blended opportunity?” In response, Ms Milton said: “As he [Mr Halfon] rightly says, we must be careful not to draw a sharp distinction between technical and academic education so that you have to make a choice and go one way or the other.
“They have got to be interwoven.” Mr Halfon, who is now the chair of the education select committee, also used his speech to warn Ms Milton that she will have her work cut out to ensure the skills strategy is implemented properly, considering that the economy is changing rapidly. Read more about this at https://feweek.co.uk/2018/05/08/halfon-questions-principles-behind-t-levels/
Almost 500 companies are facing legal action after failing to reveal gender pay gap data. Hundreds of UK companies have missed the deadline to submit pay gap detailsbetween their male and female staff. Introduced last year, companies and charities with more than 250 employees are required to submit salary data on their own website and a government site. HSBC and Virgin Atlantic had the biggest pay difference, according to Reuters analysis– with over 5,000 employees at 59% and 58% respectively.
The number of new apprenticeship standards approved for delivery declined dramatically in March and April, FE Week analysis has revealed.
The Institute for Apprenticeships only cleared four standards in April and 10 in March, down from 21 in February. The agency’s chief executive Sir Gerry Berragan (pictured) only launched its Faster and Better initiative in December to “streamline the approvals process”.
A spokesperson claimed the figures are not surprising, as the IfA expected recent reforms to slow things down temporarily ahead of an anticipated upturn.
“The Faster and Better programme is made up of a number of different initiatives that are being introduced over time,” she said.
“The impact of such initiatives will take time to be fully felt. However, we anticipate they will help to speed up the development process and improve the overall customer experience significantly in the second half of this year.”
The impact of such initiatives will take time to be fully felt
She explained standards applications are “reviewed on a six-week cycle”, and a “range of factors can affect how many are approved for delivery in a particular month, such as fluctuations in the volume of submissions”.
“We piloted our new online template for proposals and standards in February and rolled it out for all submissions in March, and we published completely overhauled and simplified guidance in March.”
The number of standards approved in total so far this year was said to be “a marked improvement”, as “between July and December 2017, we approved 37 apprenticeship standards for delivery”. Apprenticeship standards, which are developed by groups of employers, are gradually replacing the old frameworks. Each contains a list of the skills, knowledge and behaviours an apprentice will need to have learned by the end of their apprenticeship. The IfA website showed 271 had been approved at the time FE Week went to press. There are, however, 268 more in development, of which 29 have assessment plans that haven’t been approved for delivery.
Sir Gerry launched Faster and Better to address complaints from employers and providers that the approvals process was far too slow and bureaucratic.
The Confederation of British Industry’s head of education and skills John Cope described the March and April figures as “disappointing”, but backed efforts to speed things up. “Businesses support the IfA’s strategy to speed up the standards process and improve support for trailblazer groups – something the CBI has long called for,” he said. “We need more rapid progress, but it’s also crucial we get them right,” added Stephen Evans, the chief executive of the Learning and Work Institute. The IfA needs to set out when they expect numbers to pick up so we can see if it’s on track.”
Shadow skills minister Gordon Marsden pledged to monitor progress over the rest of 2018 “very carefully”. “It is of course concerning that the approval of standards has slowed down. However I have personally spoken to the chief executive of the IfA who is confident the process will speed up in the second half of the year. Read more on this here:
Everyone Owns IP. What do you own? Want to learn more about copyright, designs, patents and trademarks? Free Workshop
‘Everyone Owns IP. What do you own?’ has been delivered to SMEs, business advisors, UKTI advisors and a variety of professional bodies for more than 10 years. The workshop aims to give participants a good overview of intellectual property and how it can impact and benefit SMEs. Wed 23 May 2018
09:30 – 13:00 – The Elsie Whiteley Innovation Centre Background – This very successful workshop has been delivered to a wide range of stakeholders including SMEs, Business Advisors and UKTI advisors and a variety of professional bodies for more than 10 years. The workshop aims to give participants a good overview of intellectual property and how it can impact on SMEs.
Workshop Description -The audience is broken up into small teams and presented with a series of five scenarios in which intellectual property is crucial to a business. Once the teams have debated a scenario amongst themselves, the Intellectual Property Office speaker(s) take the audience through the answers to the problem.
Support material – Participants on this course will be given access to the full suite of support materials.
Target groups -SMEs, business advisors and those working with SMEs and start-ups.
Level of expertise -Basic to intermediate.
Framework – The workshop is facilitated by Intellectual Property Office.
Duration – 3½ hours approximately.
Outcome – Participants will gain a good understanding of trade marks, patents, copyright, designs and confidentiality.
Refreshments upon arrival for all event guests. We look forward to seeing you there.
West Midlands Combined Authority to support The Asian Apprenticeship Awards
We are delighted to announce that the West Midlands Combined Authority (WMCA) has agreed to support the Asian Apprenticeship Awards working together to support the campaign to increase apprenticeship diversity.
The WMCA is a collection of councils and Local Enterprise Partnerships (LEPS) who work together under an elected Mayor to move powers from Whitehall to the West Midlands.
The WMCA’s locally elected politicians, who know this region best, are using these new powers to help grow the economy and increase people’s prosperity through better skills, productivity, transport and housing. The WMCA, which is chaired by the Mayor of the West Midlands Andy Street, recently joined other combined authorities and Metro Mayors in committing to raising the number of apprentices from BAME communities.
The move is aimed at meeting the government’s target of increasing BAME apprentices by 20% by 2020. The Mayor said: “We are keen to increase the number of high quality apprenticeships available across the West Midlands and ensure that all our communities are aware of, and have access to, the fantastic opportunities available.
“Across the West Midlands we want more degree and higher level apprenticeships and more apprenticeships in key growth sectors like engineering, design and digital.”
Commenting on the new partnership, Isa Mutlib, Project Director of The Asian Apprenticeship Awards said: “Being based in the West Midlands, it’s important that we get the support of local Authorities to have influence on a National scale. The West Midlands is going through a revolution which will affect the rest of the UK and Combined Authorities play a huge role in this.
Having the WMCA supporting us strengthens our rationale and vision to promote apprenticeship diversity. We believe this is the next step in influencing organisations to bring the diversity of apprenticeships to the forefront of their agenda.”
Nominations are now open for the following categories:
Finance, legal and professional services (Sponsored by Birmingham Metropolitan College)
Retail, hospitality and tourism (Sponsored by I-Can Qualifications)
Health, medical and social care
Charity, voluntary organisations and public services
Engineering and manufacturing
Construction (Sponsored by Dudley College)
Creative and digital
Transport and logistics
SME of the year (Sponsored by Severn Trent Water)
Large business of the year (Sponsored by NOCN)
Learning provider of the year (Sponsored by AELP)
You can nominate an apprentice, employer or learning provider. To nominate, visit www.asianapprenticeshipawards.co.uk
DEADLINE 31st July 2018
Any queries, please contact Isa Mutlib on firstname.lastname@example.org
We’re delighted to announce that the draft schedule for the ninth Festival of Education at Wellington College is now available to view. During May we will be making final amends to the agenda and announcing remaining sessions.
To view the current schedule please use the following links:
This year’s schedule is looking FAB! Alongside headline sessions from HMCI Amanda Spielman and Dr Neville Lawrence, we’ve also got new strands including SEND, #WomenED and a Literary Festival. These will all take place alongside around 200 other sessions at the premier education event of the summer. Hundreds of speakers and sessions have already been announced. And there is still plenty more incredible content to be announced.
The Association of Employment and Learning Providers has issued updated OTJT Guidance on how employers and training providers can work together to comply with the 20% off-the-job training (OTJT) rule for apprenticeships.
The guidance should help providers overcome the concerns of employers who still regard the rule as an insurmountable reason for not engaging in the apprenticeship programme, particularly those who equate it as a day release every week.
Both the Education and Skills Funding Agency (ESFA) and the Department for Education (DfE) have seen the updated guidance and have provided feedback during its development.
The guidance sets out how compliance with the OTJT rule can be achieved, covering the following aspects: What can and can’t be included in OTJT
What type of English and maths learning can count towards the 20% total?
What elements of induction can count?
Clarity over the training taking place within contracted working hours
How to monitor and evidence compliance
Ofsted’s expectations in relation to the rule. The AELP guidance emphasises that the key phrase which differentiates off-the-job training is that it must be time that is not spent as part of an apprentice’s normal working duties. By this the ESFA mean the ‘productive job’.
The expectation is that OTJT is specifically to support the development of new behaviours and also skills and knowledge linked to the actual vocational occupation. Training which is not required for the achievement of the apprenticeship is not to be counted.
AELP is stressing the importance of the employer and provider agreeing a plan before the start of a programme as to how the 20% will be covered, the types of activity that the apprentice will be involved in and the role that the employer and provider will take.
The apprentice also needs to be aware of this and our recommended best practice is that the apprentice, employer and provider all sign this initial plan and commit to its delivery across the length of the programme. The provider should record all the learning activity in the learning portfolio that the provider, apprentice and employer have access to.
The guidance includes an example of a table of OTJT activities that a provider can build into the apprentice’s Individual Learning Plan and a case-study from Kaplan Financial Limited with the provider’s top tips on demystifying the rule for employers and how to make the 20% requirement work for them. AELP CEO Mark Dawe said:
“AELP fully supports off the job training in apprenticeships but still believes that a blanket 20 per cent rule is not appropriate for every apprenticeship standard across all sectors at all levels. Evidence from AELP members suggests that this rule has definitely been a factor in the sharp fall in apprenticeship starts since the levy was introduced.
“Nonetheless this easy-to-follow guidance will help ensure that all apprentices have the opportunity to learn new skills for a substantial period of their programme, showing what flexibilities are possible within the rule while minimizing disruption for the employer. We therefore strongly recommend that all providers adopt it as best practice and use it to reassure employers that the rule in itself should not put them off making apprenticeships an important asset in growing their business.
“As the guidance makes clear, potential difficulties should be avoided if the provider and employer agree a plan beforehand on how compliance will be achieved.”
Head of Operations Apprentices Central London
Learning and Development Coordinator
Due to our continued growth and success as industry leading provider an exciting opportunity has arisen for an innovative and committed learning and compliance manager to join our team. we are looking for someone who can offer an equal level of passion experience and knowledge of the development and delivery of bespoke industry relevant apprenticeships training and qualifications.
HSC Training / Tutor Assessor’s 2 required National
The Metropolitan Police Service’s ‘Gangs Matrix’ is the “wrong tool for the wrong problem” Amnesty International said today, as it published a damning report into the little-known gang-mapping database.
The 55-page report, Trapped in the Matrix, raises serious concerns about how individuals come to be placed on the database, how the information is shared with other agencies such as housing associations and schools, and the adverse effect being listed on the Matrix can have for the young black males who are disproportionately impacted. The researchers spoke to more than 30 professionals who use the Gangs Matrix, including the police and other organisations, as well as community members and young people affected by the Matrix.
The Gangs Matrix
The Metropolitan Police Service’s gang-mapping database, known as the Gangs Matrix, was launched in 2012 as part of a highly-politicised response to the 2011 London riots. It lists individuals as “gang nominals” with each given an automated violence ranking of green, amber or red. As of October 2017, 3,806 people were listed on the Matrix. More than three-quarters (78%) of people on the Matrix are black, a disproportionate number given the Met’s own figures show that only 27% of those responsible for serious youth violence are black. The youngest person on the Matrix is 12 years old, and 99% of those listed are male.
Kate Allen, Amnesty International UK’s Director, said:
“There is clearly a huge problem with knife crime violence at the moment in London, but the Gangs Matrix is not the answer. It’s part of an unhelpful and racialised focus on the concept of gangs. Put simply, it’s the wrong tool for the wrong problem.
Peter Houlis is the Managing Director of 2020 Vision Systems Limited
This topic is heavily discussed across European media is the introduction of the General Data Protection Regulation, otherwise known as GDPR — and this will undoubtedly have an impact on businesses across all sectors. However, although it’s one of the most dominant sectors in the world, education is sometimes left unaddressed.
Understanding GDPR If you plan on making changes to comply with GDPR as an educational institute, you need to understand what it is as a whole. GDPR is set to strengthen data protection across Europe and will eventually replace the current Data Protection Act (DPA). It will be implemented on the 25th of May 2018.
Even though the UK will soon leave the EU after the decision was made in the 2016 referendum, it’s likely that GDPR will be brought into British law by the government and enforced as if it was its own initiative to help unify data protection.
What you must know about GDPR
Education establishments will already store information in compliance with the DPA, as they will hold information on students from the past and of the present — as well as employees.
More educational institutes acquire surveillance footage of what is happening on a daily basis through the necessary CCTV systems that they have in place. Whether it’s stored in a filing cabinet or backed up on an IT system, there’s a lot of data collected in schools and universities and this will eventually be impacted by the GDPR legislation.
Information that is collected over the years by education establishments must ensure that the data they obtain is protected in secure locations without the threat of any data breaches.
Although this will still apply once GDPR has arrived, education practices will have a more intense responsibility of protecting data, no matter what the format is, to ensure that they comply with the new regulation.
Large fines could be issued if schools do not comply with the GDPR legislation — harsher than the consequences that are laid out by the DPA. As schools will currently know, under the DPA, the non-compliance payment can reach a high of £500,000, which is enforced by the Information Commissioners Office. GDPR fines could lead up to £20 million or 4% of global turnover for both data controllers and processors.
What is a Data Processor? The data processor is almost like a third party, in that they process data on behalf of the controller.
What is a Data Controller? In terms of education, the data controller is the institution itself and they decide how data is used.
Under GDPR, it will be a criminal offence to not use a data processor that has minimum capabilities for IT asset disposal — this will ensure that data is handed correctly. Education establishments will have to prove that they are working with a credible organisation when it comes to disposal of data.
Under the DPA, it’s not compulsory for education centres to have a contract of agreement for their Data Processor in place. Next year, schools will have to have a contract or SLA (Service Level Agreement) in place with who they decide to work with — if this is not enforced, you will be breaking the law.
Making the right move as an education centre
As your organisation already operates under DPA, you shouldn’t be too worried about making the appropriate changes for GDPR. However, just because you’re complying with DPA doesn’t mean you’re complying with GDPR, and this will lead you to review and make some adjustments to your current policies.
There are a few steps that those in the education sector can take to ensure their compliance with GDPR. But the first step is awareness, and you need to make sure that all people who handle any type of personal data are aware that DPA is changing to GDPR and they need to know about what they can and can’t do, whilst also understanding the consequences.
As education centres hold a lot of information and personal data, you need to look at who you’re sharing it with and organise an information audit that can help you achieve this. As children are usually involved, you need to put systems in place that will help verify a person’s age and then gather parental/guardian consent for any data processing activity that you might do.
You will eventually need to remove student data from your system once they have left the school. To do this, you need to consider the students’ rights and this can determine how you delete data or provide data in an electronic format.
In order to dilute a data breach, you must have the right procedures in place to deal with any occurrence. All staff handling data should be aware of these procedures. It could be beneficial to appoint a Data Protection Officer who can take responsibility for data protection. With GDPR just around the corner, 2020 Vision, specialists in access control systems, say that it’s crucial for education practices to review their current approaches and prepare for new ones that comply.
Tip of the week I: Get 40% off mains at Café Rogue Details
There are always ways to save money at Café Rouge, so even if there isn’t a cracking deal out there that works for you, don’t assume you can’t cut your costs further.
Ways to save include:
Exclusive offers for email subscribers. If you sign up to the Café Rouge email newsletter (scroll down to the bottom of the page), you’ll receive details of regular promotions direct to your inbox, eg, 25%-30% off discounts.
Tesco Clubcard. You can exchange £2.50 worth of Clubcard vouchers for a £10 Café Rouge token to spend on food (excludes drinks).
Want more? Read our restaurant deals page for more dine-in and takeaway offers.
Tip of the week 2: Free walking tours in London Details
Our Free Tours of London take you on a journey through London’s colourful and sometimes dark history. They are both informative and fun, we don’t give boring lectures! Explore London’s busy streets and discover 2,000 years of fascinating and entertaining history. Our London walking tours guarantee plenty of laughs through fun facts and anecdotes, as well as the promise of hidden gems to visit. We are far more entertaining than your history teacher!
Tip of the week 3: Be inspired at Middlesbrough Institute of Modern Art – Free admission Details
A day out at mima has something to offer everyone: World-class exhibitions, café and shop, family activities, workshops and talks. mima is one of the UK’s leading galleries for modern and contemporary art and craft, hosting temporary exhibitions which change throughout the year, and featuring work by internationally acclaimed artists.
With family friendly interactive guides, maps, doodle sheets, drawing materials, special events and a family welcome area, mima is a great place to get creative with the little ones. The café is also family friendly with a children’s menu, high chairs and bottle warming facilities. https://www.visitengland.com/experience/be-inspired-middlesbrough-institute-modern-art
From me Steve and from all the team have a great week and keep training
Non-Executive Director at Five Companies and MD of East Essex Vocational Training Ltd
2020 Vision is at https://www.linkedin.com/groups/13583610
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Patron of the BAME APPRENTICESHIPS ALLIANCE