New Standard for Employer Responsiveness

Slides:



Advertisements
Similar presentations
Quality Assurance of ICT in Education NAACE is the professional association for those who are concerned with advancing education through the appropriate.
Advertisements

The matrix Standard. Welcome Mark Wem emqc International Strategic Associate & matrix Assessor Dubai 15 th October 2012.
PRD Group Maturity Matrix 31/07/08. Maturity Matrix Guidance Notes Aims of the Matrix The Maturity Matrix is a tool aimed to support groups during their.
Intelligence Step 5 - Capacity Analysis Capacity Analysis Without capacity, the most innovative and brilliant interventions will not be implemented, wont.
Work-Based Learning (WBL) Coordination The Amended Model WORKLIFE COOPERATION PLAN Workplace analysis Workplace database Framework agreement Workplace.
1 Service Providers Capacity Assessment Framework Presentation to the Service Delivery Advisory Group August 28, 2008.
HR Manager – HR Business Partners Role Description
Strengthening Parent Carer Participation
1 GRS and Accreditation March Learning objectives After reviewing this presentation, you will understand  How the Global Rating Scale supports.
Internal verification and external standards moderation.
An introduction to Learning in Future Environments (LiFE)
PHAB's Approach to Internal and External Evaluation Jessica Kronstadt | Director of Research and Evaluation | November 18, 2014 APHA 2014 Annual Meeting.
Standards and Guidelines for Quality Assurance in the European
Implementing the new Australian Medical Council standards: The focus on Indigenous health Professor Michael Field Chair, Medical School Accreditation Committee,
School Improvement Service in Partnership with National and local approaches from England that raise the capacity of organisations to deliver careers advice.
Creating a service Idea. Creating a service Networking / consultation Identify the need Find funding Create a project plan Business Plan.
Council for Disabled Children May What is Independent Support? A 2-year programme to provide additional support to young people and parents during.
February 8, 2012 Session 3: Performance Management Systems 1.
Organization Mission Organizations That Use Evaluative Thinking Will Develop mission statements specific enough to provide a basis for goals and.
1 School Inspection Update Key Changes since January 2014 Updates continued 17 June 2014 Name Farzana Aldridge – Strategic Director & Caroline Lansdown.
Future Aspirations Dr Maire Shelly Associate Postgraduate Dean North Western Deanery.
Equality Framework for Local Government Excellent Level Criteria Overview.
EQARF Applying EQARF Framework and Guidelines to the Development and Testing of Eduplan.
Michalis Adamantiadis Transport Policy Adviser, SSATP SSATP Capacity Development Strategy Annual Meeting, December 2012.
Implementation of the Essential Standards The Australian Quality Framework (AQTF) is the national set of standards which assures nationally consistent,
STRATEGIC DIRECTION UPDATE JANUARY THE VISION AND MISSION THE VISION: ENRICHING LIVES AND CREATING SUCCESSFUL FUTURES. THE MISSION: EDUCATION EXCELLENCE.
New Standard. Aim  To recognise and celebrate the best organisations delivering training and development solutions to employers Creating a quality mark.
EFQM Excellence Model & Levels of Excellence Learning Edge - July 05.
Foundation Degrees Foundation Degree Forward Lichfield Centre The Friary Lichfield Staffs WS13 6QG — Tel: Fax: —
Presented by Linda Martin
1 Women Entrepreneurs in Rural Tourism Evaluation Indicators Bristol, November 2010 RG EVANS ASSOCIATES November 2010.
Better Community Engagement Training for Trainers Course Day 1 This was developed as part of the Scottish Government’s Better Community Engagement Programme.
SEN and Disability Reform Partner Supplier briefing event December 2012.
Quality Assuring Deliverers of Education and Training for the Nuclear Sector Jo Tipa Operations Director National Skills Academy for Nuclear.
Regional Director’s Meeting ePlanning Session. Aims of this session Ultranet update The eLearning planning matrix Where your school is Where your school.
Validated Self Evaluation of Alcohol and Drug Partnerships Evidencing Implementation: The Quality Principles – Care Inspectorate/The Scottish Government.
European Social Fund Promoting improvement Shirley Jones.
Kathy Corbiere Service Delivery and Performance Commission
Assessment Validation. MORE THAN YOU IMAGINE ASQA (Australian Skills Quality Authority) New National Regulator ASQA as of 1 July, 2011.
Quality Standards for Supported Employment Wednesday 09 November 2005 NIUSE Facilitators:- Teresa Hazzard & Heather Logan.
Training for organisations participating in Peer Review of Paediatric Diabetes.
The matrix Standard Beth Cummings Quality Manager – matrix Standard.
Middle Managers Workshop 2: Measuring Progress. An opportunity for middle managers… Two linked workshops exploring what it means to implement the Act.
1 Grŵp Llandrillo – Employability Strategy. 2 Background Grwp Llandrillo required an Employability Strategy to ensure that Learners build on previous.
MODULE 18 – PERFORMANCE MANAGEMENT
Subject specialist mentoring on the DET
More Able and Talented Learners –
AELP Dissemination of Chief Inspectors Report 29th November 2011
PowerPoint to accompany:
Learning Into Practice Plan
Introduction to evaluating and measuring impact in career development Presented by – Date – Doubt, the essential preliminary of all improvement and.
Accreditation Canada Medicine Accreditation 2016.
BUMP IT UP STRATEGY in NSW Public Schools
Overview – Guide to Developing Safety Improvement Plan
9/16/2018 The ACT Government’s commitment to Performance and Accountability – the role of Evaluation Presentation to the Canberra Evaluation Forum Thursday,
“CareerGuide for Schools”
Overview – Guide to Developing Safety Improvement Plan
Governance and leadership roles for equality and diversity in Colleges
Our new quality framework and methodology:
Implementing Race to the Top
Regulation 4 - Elements of the Plan
Portfolio, Programme and Project
February 21-22, 2018.
What is revalidation? Every three years, at the point of your renewal of registration, you need to show that, as a professional, you are living by the.
Competency Based Education and Training: Implications for Workforce
An Introduction to LiFE
The National Professional Qualification (NPQ) An overview
Strategy April 2018 – March 2022.
CEng progression through the IOM3
Experienced Headteacher Development Programme
Presentation transcript:

New Standard for Employer Responsiveness Rachael Fidler HTP

Aims of the New Standard The 2006 FE Reform White Paper mandated a New Standard that could accredit: Responsiveness to business needs Excellence in delivering vocational training A commitment to continuous improvement Accrediting specialisation The aim is to bring clarity to the market- 1badge that can be nationally promoted, by bringing together all the other marks.

Part A is about individual employers and how your organisation relates/interacts with their employers Part B is about the SECTOR and groups of employers and the outcomes are about how your specialism affects change in your sector specialism Part B is a whole new application

Action for Business Initial readiness check & mystery shop findings HTPs adopted approach Highlighted evidence Identified areas for action Critical success factors Concerns

Initial Readiness Check Initial WBL trial site Mystery shop report: Contacts were polite and helpful Levels of information, advice and guidance were good Staff appeared very knowledgeable Systematic gathering of LMI A knowledge of WBL terminology was, in some instances, assumed

Initial Readiness Check In 8 areas HTP met over 50% of the indicators, in 3 areas all indicators were fully met In the remaining 4 areas less than 50% of indicators were not evidenced at the readiness check

Initial Readiness Check Key strengths All staff were aware of company’s mission & targeted occupational sectors A wide range of LMI is collected at all levels Employers are engaged in all stages of the delivery process Delivery of training assessment is highly flexible Annual employer surveys are conducted and inform planning H&S & EO have a high profile

Initial Readiness Check Key strengths All staff participate in an annual appraisal and CPD is supported Training facilities are excellent All reception staff have undergone appropriate training Regular reviews highlight employers not currently engaged in training and actions are evidenced The organisation actively seeks and promotes partnership and networking

Initial Readiness Check Areas for development Some employer data is paper based making market analysis and strategic marketing difficult Clearer Service Standards must be set and monitored across the company Employer targets must be explicit across all areas of the business Marketing plans and budgets require formalising Dissemination of HTPs pricing policy across all products requires wider dissemination

Benchmark against A4B standards Identification of evidence and gaps HTPs Approach Improve Employer Engagement Review progress Benchmark against A4B standards Implement Identification of evidence and gaps Generate options Implementation Plan Evaluate against objective

Key Action Areas Ensure visibility and dissemination of the overarching annual planning cycle Formalise marketing activity and improve the analysis marketing activity Extend commercial development plans to inform long term business strategy

Critical Success Factors Systematic gathering of LMI Effectively tracking the employer journey Ensuring the ethos and culture of employer engagement is embedded and sustained across the organisation

Concerns Validity and costs of LMI data Creating/sourcing and costs of a CRMS Ensuring systems are adhered to

The story so far Asked if we would like to Test the NS Went through testing Unofficially told we would have passed including section 5 due to the marks Decided to Fast Track Wrote and submitted application, couldn’t do Part B

Assessment 2 assessors 3 days, 4 centres staff individually and in groups all levels Evidence Employer validation- we prepared our employers! Key area section 5, 300 points

Submission HTP submission for The New Standard was a very comprehensive and credible document that covered all aspects of their business. In presenting the submission HTP provided many examples of both process and specific illustrations of practice. Through the document and on the verification visit they were able to substantiate the rigour of their procedures and the extent to which they are embed in the ethos of the business.

Strategy The relationship with employers is recognised as the foundation of the business and their ability to maintain their reputation.

Fundamentals The selection and skill set of employees is good and the organisational structure creates clear links across the employer journey whilst maintaining a high degree of interaction between teams supported by structured meetings/reviews.

Respond The TNA approach is well defined and does focus on the employer and their business needs and then compares this to existing staff skills and abilities. There is evidence of long term TNA planning for their major clients. Information systems are well developed in the business providing for issues to be addressed at an early stage and for activities to be undertaken concurrently so speeding up responsiveness and flexibility.

deliver The delivery activity is integrated into the define/propose activity to ensure a seamless experience for the employer and the learner and feedback is obtained and acted on at all stages.

Relate Extensive interaction with employers is evident and feedback approaches result in an extensive range of data to inform planning and improvement activity.

Perform Performance measurement is mapped well across the indicators of the New Standard and demonstrates a well embedded approach. Feedback measures are in place and provide a ready and direct source of information. Outcomes are assessed on a case by case basis with a scoring system incorporated into the review that provided both qualitative and quantitative data for reviews.

Improve Extensive interaction with employers is evident and feedback approaches result in an extensive range of data to inform planning and improvement activity.