Mindset 2000 LtdSlide 1 Train to Gain Provider Support Programme October 2007 Progress and progression + evaluation

Mindset 2000 LtdSlide 2 SAR links (see Guidance) KQ1 How well do learners achieve? 1.2 Improvements in standards of work 1.3 Learners’ levels of progress KQ2 How effective are training and learning? 2.3 Planning of learning in light of progress 2.4 Reviews of progress and feedback to learners KQ3 Meeting learners’ needs and interests 3.1 Matching aspirations and potential 3.2 Evaluation of the programme KQ4 Guidance and support 4.1 Recognising and managing poor performance 4.2 Guidance towards progression opportunities

Mindset 2000 LtdSlide 3 Progress and progression Progress Review Progression Completion Where next?

Mindset 2000 LtdSlide 4 Evaluation Impact!

Mindset 2000 LtdSlide 5 Monitoring and reviewing progress

Mindset 2000 LtdSlide 6 Two aspects Reflecting/ planning Monitoring/ tracking

Mindset 2000 LtdSlide 7 Two aspects Reflecting/ planning Monitoring/ tracking Monitor rate of progress Improve time to complete

Mindset 2000 LtdSlide 8 Two aspects Reflecting/ planning Monitoring/ tracking Monitor rate of progress Improve time to complete Maximise rate of progress Improve learner experience

Mindset 2000 LtdSlide 9 Monitoring and tracking

Mindset 2000 LtdSlide 10 What you need for monitoring and tracking A clear set of milestones – Linked to the NVQ / SFL standards A system for recognising and recording progress against milestones – Part of MIS A procedure for checking individuals’ progress – Spot slow progress

Mindset 2000 LtdSlide 11 See how it can be done

Mindset 2000 LtdSlide 12 Say how you do it Obtain information – About individual learners’ progress Record the information Make sense of it Use it – Monitor progress – Improve time to complete

Mindset 2000 LtdSlide 13 Sources of evidence Tracking sheets / monitoring procedures Analysis of time to complete – Improvements in rates of progress Action plans to improve rates of progress – Individual learners

Mindset 2000 LtdSlide 14 Quality of your monitoring / tracking Rate of progress – 1.3 Bullet 1 – 2.4 Bullet 3

Mindset 2000 LtdSlide 15 Reviews: reflection and planning

Mindset 2000 LtdSlide 16 What you need for reflection and planning A schedule of review meetings – Include on the ILP A review report form Staff trained to carry out reviews A procedure for analysing review forms – Individual forms – compliance and specific issues – A collection of forms – patterns and trends

Mindset 2000 LtdSlide 17 See how it can be done

Mindset 2000 LtdSlide 18 Say how you do it Prepare for reviews Carry them out Record the outcomes Use them – Maximise rate of progress – Improve learners’ experiences

Mindset 2000 LtdSlide 19 Content of review meeting Review progress against goals Review actions agreed previously Agree new targets and actions – Short-term Plan training and assessment Give feedback on current performance Monitor working conditions – Health and safety – Equal opportunities Update ILP (if necessary)

Mindset 2000 LtdSlide 20 Sources of evidence Review forms Analysis of review forms – Identification of areas to improve Data on completed / missed reviews Learning / action plans Updated ILPs Feedback from learners and employers – Value of reviews

Mindset 2000 LtdSlide 21 Quality of your reviews Review and update learning plans – 2.3 Bullet 1 and 3 Planning learning – 2.4 Bullet 3 Giving feedback to learners – 2.4 Bullet 5

Mindset 2000 LtdSlide 22 Progression

Mindset 2000 LtdSlide 23 Look both ways Back: reflection Forward: guidance Skills learned Impact on work Impact on personal development Further learning Job requirements Career/professional development Final review

Mindset 2000 LtdSlide 24 The nature of reflection Return to experience – Recall or detail salient events (‘critical incidents’) Attend to / connect with feelings – Identify helpful feelings for future use – Remove or contain obstructive ones Evaluate the experience – Integrate new learning into existing knowledge – Re-examine it in the light of what has been learned

Mindset 2000 LtdSlide 25 Effective guidance Provides direction Sets a challenge Signposts useful resources Can be accessed over a period of time Helps to bring about positive change – Changes in thinking – Alternative options – Increased confidence Leads to action – Further training

Mindset 2000 LtdSlide 26 Getting the employer on board Link next steps in learning to the training needs analysis – Back to the broker? Make the case for business benefits – Productivity – Reduction in wastage – Employee engagement – Retention – Recruitment Remove barriers to participation

Mindset 2000 LtdSlide 27 Impact graph Motivation Time Period of training

Mindset 2000 LtdSlide 28 Progression from your programmes Matching aspirations and potential – 3.1 Bullets 1-3 Advice and guidance in relation to programmes – 4.2 Bullet 2

Mindset 2000 LtdSlide 29 Sources of evidence Observation of final reviews Final review forms Destination data – Career progression / promotion Feedback from learners – Value of guidance Feedback from employers – Benefits of training

Mindset 2000 LtdSlide 30 Evaluation

Mindset 2000 LtdSlide 31 What should you evaluate? Impact on learners Impact on the business

Mindset 2000 LtdSlide 32 Impact of Train to Gain Learners – 83% viewed NVQ as a benefit – 78% said they could do their jobs better – Most stay positive about the training – 71% likely to do more job-related learning in necxt 3 years – 63% more positive about learning Employers – See improvements in business skills and self- confidence – More positive attitudes to training – More likely to train less skilled employees

Mindset 2000 LtdSlide 33 How can you measure impact? Feedback from learners – How they rate the outcomes – How they rate the experience – What effect it will have on their future Feedback from employers – The effect on the business – Their attitudes to training – Future workforce training plans

Mindset 2000 LtdSlide 34 What’s the use? Improve the programme Increase the business

Mindset 2000 LtdSlide 35 Impact of your programmes Matching aspirations and potential – 3.1 Bullets 1- and 2 Value of the programmes – 3.2 Bullet 8

Mindset 2000 LtdSlide 36 Website mindset2000.com click on ‘members’ in menu bar user name: guest password: northeast