CIPD response to the DfES consultation
Eileen Arney, CIPD Adviser on Learning, Training and Development
Below are the comments we sumbitted on the DfES Consultation Response Form. The CIPD publications cited in our response are referenced at the end.
General
The CIPD is the professional body for those involved in people management and development, encompassing personnel, human resources and training professionals. The Institute has over 126,000 members, approximately 40,000 of whom have a responsibility for training and development activities within their organisations.
We welcome the opportunity to respond to the consultation Further Education: Raising Skills, Improving Life Chances.
Need to improve the UK skills profile
The CIPD has argued consistently that faster progress must be made in improving the UK’s skills profile to cope with the challenges facing the UK economy and has expressed concern at the still relatively high proportion (around a third) qualified at or below NVQ level 2 or equivalent.
The Institute has argued in Smart Work: People, productivity and performance (Reference 1) that a relatively low proportion of the UK workforce (below a third) has intermediate-level qualifications. This intermediate qualifications gap is particularly evident with regard to vocational qualifications and extends to lower and middle - level management qualifications. The overall inadequacy of the skills profile is further highlighted by a relatively high proportion (above a third) qualified at or below NVQ level 2 (including people lacking even basic literacy and numeracy skills).Accordingly, the Institute welcomes the renewed focus in this White Paper on intermediate (level 3) qualifications
Using people management practices to support skills development
CIPD believes that investment in skills development would be significantly leveraged by complementary investment in management and leadership skills generally and particularly employers’ ability to manage learning and development effectively.
Its research has shown that improvements in performance and productivity depend not only on enabling individuals to develop skills but also in ensuring that those skills are used effectively in the workplace (Understanding the People and Performance Link: Unlocking the black box, Reference 2). This depends on workplace practices which are often referred to as “high performance working” – people management practices that create the conditions for a high level of employee commitment and performance.
The Institute has advocated in Smart Work: People, productivity and performance (ibid) a policy agenda for productive people management in which policies to improve the supply of skilled workers would be complemented by policies to promote productive people management. This means promoting productive people management within all public bodies offering organisations advice and support on learning and skills and business development, including management skills training with a people management component. It would enable more productive use to be made of the existing stock of skills in the economy.
Employer involvement
CIPD’s 2006 survey report Learning and Development (Reference 3) has shown that skills development often takes place most effectively in the workplace and the Institute accordingly welcomes the emphasis in this White Paper on workplace learning through the Train to Gain scheme. The Institute agrees with the demand-led nature of this scheme and also the requirement to listen to employers and respond to their requirements as set out in the Sector Skills Agreements
However the CIPD’s 2005 Training and Development survey (Reference 4) showed that only around half of senior managers and line managers in the UK were committed to a training agenda and only a minority of line managers (fewer than 1 in 10) were thought to have high level of knowledge of effective training and development practice. Although the 2006 Learning and Development survey (Reference 3) showed that learning and development is being taken increasingly seriously by line managers , the Institute would welcome support for employers in developing their skills in this area as an important complement to the Train to Gain initiative.
Financial support for learners
CIPD welcomes the entitlement to full fee remission for a first full level three qualification for the 19 -25 age group and also the fact that Advanced Apprenticeships will be included in the 19 -25 entitlement as free to the young person
The Institute is disappointed however that the entitlement to free training at level 3 is limited to the 19 -25 age group. While CIPD welcomes the funding for Learner Support Funds and the proposed roll - out of Adult Learning Grants, it remains concerned that older learners do not yet receive the support and encouragement they need to constantly update their skills in the workplace. The Institute also believes that restrictions on funding, in particular the focus on the under 25 age group and on Level 2-3 programmes reduce eligibility for public support for a number of technician programmes within organisations and discourage participation.
CIPD welcomes the proposed review of the package of learner support funds to ensure that they continue to meet the needs of adult learners and recommends that this should particularly consider whether the pattern of financial support is sufficiently encouraging continued development skills throughout adult working lives.
Diversity
CIPD is concerned that initiatives to support skill development in the 19 – 25 age group should be part of an integrated approach to support for learners at all levels. It should take full account of the needs of older workers, migrant workers and members of disadvantaged groups and should actively promote a commitment to and culture of lifelong learning.
The Institute’s research shows that employers are already realising the benefits of encouraging the employment of older workers (Tackling Age Discrimination in the Workplace, Reference 5) and believes that there is a clear business case for the promotion of age diversity in employment. However, its research also shows that adults over the age of 50 are less likely to participate in training programmes (Who Learns at Work? Reference 6) and particular incentives may be needed to support skill development in this age group.
Apprenticeships
CIPD’s forthcoming research publication Large Employers and Apprenticeship Training confirms that in the right circumstances employers benefit from the introduction or expansion of apprenticeship training. It would welcome further debate as to whether an Apprenticeship completion award would increase the level of apprenticeship training. Its research shows that employers’ willingness to participate in Advanced Apprenticeships depends primarily on how they perceive the technical content of the recognised vocational qualifications. If the content of these qualifications can be altered in line with employer requirements, employer participation may increase.
CIPD welcomes the commitment to clarifying the progression routes from specialised Diplomas into Apprenticeships. However, there is a wider issue in terms of the overall positioning of Apprenticeships within the ‘ladder’ of vocational qualifications. In certain areas, for example engineering and telecommunications, there is already a high level of integration. By contrast, in the areas such as construction and retailing this would require a more substantial component of technical education within the Apprenticeship programme, which may not be welcomed by employers.
References
1. Smart work: people, productivity and performance, Public policy perspectives series, CIPD, 2006
View the report
2. Understanding the people and performance link: unlocking the black box, CIPD,
View details in the CIPD Bookstore
3. Learning and development, annual survey report, CIPD, 2006
View the survey
4. Training and development, annual survey report, CIPD, 2005
View the survey
5. Tackling age discrimination in the workplace, CIPD, 2006
View the report
6. Who learns at work?, survey report, CIPD, 2006
View the survey
7. Large employers and apprenticeship training, CIPD, 2006
View details in the CIPD Bookstore