A highly skilled workforce, with employers in the driving seat

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4 CIMSPA s professional development strategy A highly skilled workforce, with employers in the driving seat Making this a reality involves some key asks from employers

5 Key asks from employers To create a single qualification / apprenticeship structure led by employers To support a single organisation for endorsement of quality assured training To use the single vehicle to establish a network of training providers for delivering of training To ensure that the continuum of training provision is extended into higher education and further education with graduates possessing the correct skills for the workplace

6 What does it look like? SKILLS MATRICES EMPLOYER STANDARDS SECTOR-WIDE PARTNERSHIPS CHARTERED RECOGNITION TRANSPARENT GOVERNANCE 5 skills matrices for career pathways Single set of employer-led standards Partnerships with awarding bodies, FE/HE and training providers Route to CIMSPA chartered recognition for all Transparent governance structure

7 What does it look like? SKILLS MATRICES EMPLOYER STANDARDS SECTOR-WIDE PARTNERSHIPS CHARTERED RECOGNITION 5 skills matrices to support career pathways and professional development TRANSPARENT GOVERNANCE

8 Sport and physical activity skills matrix Leadership and Management Support Services Technical Community sport INVOLVES Involves activities that have a degree of physical exertion and skill within a rules structure that takes place in a local geographical community setting e.g. school/college or local sports club. MOTIVATION The primary motivation for those working in community sport is to improve the fitness and social wellbeing of the individuals partaking in the activity. Performance sport INVOLVES Involves activities that have a degree of physical exertion and skill with competitive outcome. within rules structure. MOTIVATION The primary motivation for those working in performance sport is to improve the sporting performance of the individuals partaking the activity Leisure operations INVOLVES Involves the provision of resources in order to provide products and services to enable individuals to undertake Sport, Fitness or Physical Activities. MOTIVATION The primary motivation for those working in leisure operations is to enable Sport, Fitness or Physical Activities to take place Exercise and fitness INVOLVES Involves activities that have a degree of physical exertion that is planned, structured, and repetitive. MOTIVATION The primary motivation for those working in exercise and fitness is an improvement of physical fitness of individuals partaking in the activity Physical activity INVOLVES Involves activities that produce bodily movement resulting in energy expenditure that do not fall into the Sport or Exercise & Fitness sub sectors. MOTIVATION The primary motivation for those working in physical activity is to improve the Fitness and social wellbeing of the individuals partaking the activity.

9 What does it look like? SKILLS MATRICES EMPLOYER STANDARDS SECTOR-WIDE PARTNERSHIPS CHARTERED RECOGNITION A single set of employer-led standards per job role that are used to develop qualifications, apprenticeships and degrees. TRANSPARENT GOVERNANCE

10 Employer-led standards EMPLOYER LED CLEAR DESCRIPTOR SIMPLE: TWO SIDES STANDARDS BASED Developed by employers against specific role A clear role descriptor Two sides A4 knowledge, skills, and behaviours expected from the role Standards for assessment and delivery

11 One role, two sides of A4 KNOWLEDGE & UNDERSTANDING BEHAVIOURS SKILLS Example: personal trainer

12 What does it look like? SKILLS MATRICES EMPLOYER STANDARDS SECTOR-WIDE PARTNERSHIPS CHARTERED RECOGNITION TRANSPARENT GOVERNANCE Partnerships with awarding bodies, FE Colleges, private training providers and universities to ensure that the standards are being used to improve the quality and consistency of education delivery and assessment.

13 Key Partnerships WHAT CIMSPA NEEDS FROM THE SECTOR EMPLOYERS to work with CIMSPA to: Define job roles and career pathways within the sector Agree a timetable for the development of single set of employer standards (knowledge / skills and behaviours) which will feed into new any apprenticeship and technical qualification development Develop knowledge, skills and behaviours for each job role to include any approach to common units To agree a timetable of review for all employment standards Commit to sourcing training from CIMSPA skill development partners which is awarded by CIMSPA endorsed awarding organisations AWARDING ORGANISATIONS to work with CIMSPA to: TRAINING PROVIDERS to work with CIMSPA to: Only use the employment standards to develop qualifications and apprenticeships To ensure that CIMSPA endorsed skills development partners adhere to delivery and assessment standards set out in the employment standards On the delivery of endorsed qualifications in our sector To deliver CPD that is aligned to CIMPSA UNIVERSITIES to work with CIMSPA to: Develop degrees that enhance the employability of their students and can be mapped to the employer led standards COLLEGES to work with CIMSPA to: Develop learning programmes that enhance the employability of their students and can be mapped to the employer led standards

14 Key Partnerships AND IN RETURN CIMSPA will: Only work with employers who are committed to professional development of their staff Only endorse awarding organisations who can demonstrate they have appropriate sector knowledge and have the expertise and resources to ensure robust delivery and assessment Only endorse training providers who can demonstrate they have appropriate delivery, assessment and quality assurance expertise and who can demonstrate that they invest in both their workforce and resources Work with universities and colleges who are committed to delivering learning programmes / degrees that enhance the employability of their students

15 What does it look like? SKILLS MATRICES EMPLOYER STANDARDS SECTOR-WIDE PARTNERSHIPS CHARTERED RECOGNITION TRANSPARENT GOVERNANCE CIMSPA membership structures which allows chartered professional recognition for technical and leadership / management role

16 What does it look like? SKILLS MATRICES EMPLOYER STANDARDS SECTOR-WIDE PARTNERSHIPS CHARTERED RECOGNITION A single employer-led, sector-wide, transparent governance structure TRANSPARENT GOVERNANCE

17 Governance of the matrix Key criteria Employer-led Using existing structure where possible don t recreate the wheel Linking to government policy Two way communication between employers and education partners Wide representation

18 Proposed governance structure

19 Next steps Milestone Actions Date All partners to commit to new Skills Vision Clear governance structure to achieve the vision Timetable for development of new professional industry standards Development of new sector skills strategy Employers sign up to employer partnership Awarding Organisations to sign up AO partnership Training Providers to sign up to SDP partnership Universities to sign up to HE partnership FE Colleges to sign up to FE partnership Formal adopt the professional development committee structure Establish PDC for each sector Establish PDB Identify the core roles for each sector Establish priorities for development Create time for development Establishment of working groups Alignment with new Sports Strategy New labour market intelligence Open negotiations with UKCES on the development of a S&PA Industrial Partnership Negotiations with the SFA around securing additional investment into the sector though an increase in apprenticeship provision and meeting local needs through LAP funding November 15 onwards November 15 January January December 2017 January 2016 April 2016

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21 Making employer partner a success Employer led workforce skills improvement MUST ALSO BE Employer supported workforce skills improvement

22 Our ask of the sector BY SEPTEMBER 2017 CIMSPA EMPLOYER PARTNERS WILL: ONLY buy training from CIMSPA skills development partners TRAIN ONLY buy qualifications awarded by CIMSPA awarding organisation partners and delivered by CIMSPA skills development partners QUALIFY ENSURE that as a minimum CIMSPA membership is included on all job descriptions/person specifications for new appointments. RECRUIT

23 Building a critical mass We re consulting with key membership bodies in the sector to accelerate take up of the CIMSPA employer partner scheme in the 1 st quarter of 2016.

24 A partnership for every size MICRO 1-10 employees* SMALL employees* MEDIUM employees* LARGE Over 250 employees* *Full-time equivalency

25 A partnership for every size MICRO 1-10 employees* SMALL employees* MEDIUM employees* LARGE Over 250 employees* *Full-time equivalency

26 A partnership for every size MICRO 1-10 employees* SMALL employees* MEDIUM employees* LARGE Over 250 employees* *Full-time equivalency

27 A partnership for every size MICRO 1-10 employees* SMALL employees* MEDIUM employees* LARGE Over 250 employees* *Full-time equivalency

28 Key benefits Use of the CIMSPA partner logo Discount on first-year membership fee for your employees* Public recognition in our partnership directory, Employer partner certificate for public display. Discounted access to selected events CIMSPA recruitment advertising discount Support in hosting work placements and managing apprenticeship recruitment. Participation in employer consultation

29 Make your organisation a valued partner in our work to professionalise the UK s sport, leisure and physical activity workforce. START YOUR PARTNERSHIP TODAY VISIT:

30 Did I miss anything?

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36 Employment pathways for young learners Marcus Kingwell November 2015

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41 New strategy and implications

42 It s about work The best provision is collaborative in nature, what we are calling a two-way street between providers and employers, and has a clear line of sight to work. Commission on Adult Vocational Teaching and Learning

43 Be a gym instructor or

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45 Colleges in England: key facts

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50 Marcus Kingwell

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54 Apprenticeships Workshop Active Training Awards Presented by Julie Rossington Employer and Delivery Services Manager 26/11/2015

55 National Apprenticeship Service Executive agency of BIS responsible for apprenticeships in England Provide a dedicated service to employers offering free, impartial advice and support. Three areas SBT, local teams and LCU. Working with Apprenticeships Delivery Board to deliver the government target of 3 million apprenticeships by end of parliament. Skills Funding Agency responsible for administration of public funding and quality assurance of provision Supporting implementation of apprenticeship reforms 55 Presentation title

56 What is an Apprenticeship? Formal work-based training programmes Leading to nationally recognised qualifications Flexible content and delivery methods designed around the needs of employers Focussed on knowledge, competency and behaviours Available for new and existing members of staff No upper age limit 56 Presentation title

57 Types and levels of Apprenticeships Apprenticeships available at multiple levels, covering more than 170 industries and 1500 job roles, from advertising to youth work via environmental engineering and nuclear decommissioning. Higher and Degree Apprenticeships (Level 4, 5, 6 & 7) Entry level determined by job role and experience Advanced Level Apprenticeship (Level 3) Intermediate Level Apprenticeship (Level 2) Traineeships Progression 57 Presentation title

58 Apprenticeships delivery Most employers choose to deliver their apprenticeships with the support of a training organisation which could be a college or training provider. Training organisations access apprenticeship funding on behalf of the employer to deliver the learning and support that apprentices need Some very large employers choose to hold their own delivery contract and are able to access Government funding directly o Direct delivery o Subcontracting Government funding for training only and prioritised towards younger people 58 Presentation title

59 Business Benefits Hiring apprentices helps businesses to grow their own talent by developing a motivated, skilled and qualified workforce. 86% - Improved productivity 89% - Maintained or improved future skills levels 86% - Improved image to sector 81% - Improved staff retention 79% - Improved ability to attract good staff 91% - Improved staff morale 59 Presentation title

60 Government Priorities 3 million apprenticeship starts in England over this Parliament. That's equivalent to more than one apprentice starting every minute of every day over the next five years. Committed to delivering employer-led apprenticeship reforms. This is a big challenge and we recognise in order to make it happen apprenticeships have to be desirable. Aims to deliver more Higher and degree apprenticeships. Knowing that a degree even masters level qualification can be achieved within an apprenticeship. UK-wide levy introduced from April 2017 for all larger employers in public and private sectors to help fund the increase in quantity and quality of apprenticeships training in England. 60 Presentation title

61 Apprenticeship Levy Who will pay? The levy will apply to larger employers. What will it pay for? The levy will support post-16 apprenticeships. How much can an employer get out? How will the funding be accessed by employers? How will it be implemented? In England, any firm will be able get back more than it puts in by training sufficient apprentices. The funding will be in the hands of employers via the digital voucher. There will be a formal engagement with business on the implementation of the levy, which will also consider the interaction with existing sector levy boards. 61 Presentation title

62 Apprenticeship Reform Employers at the heart of designing new Apprenticeships Standards through the Trailblazer programme. Responsible for setting standards, competencies and training for apprenticeships. Employer-routed funding reforms, such as the digital apprenticeships voucher, is putting control of funding directly into hands of employers. The sports and leisure industry is firmly on board having already developed Trailblazers in apprenticeships for personal training and leisure duty manager. 62 Presentation title

63 Apprenticeship Trends National figures Apprenticeship starts for Active Leisure frameworks over the past three years 18,000 16,000 16,330 14,000 12,000 11,860 10,000 9,130 9,320 8,000 6,000 4,000 2, ,660 1, Full Year Full Year Full Year Full Year (provisional) 2011/ / / /15 1,560 2,140 Active Leisure and Learning Spa Therapy Sporting Excellence Source: Statistical First Release. 2014/15 represents August 14 to April 15 data only. 63 Presentation title

64 Apprenticeships Standards Awaiting Assessment Plans sign off Physical Activity Personal Trainer Level months Physical Activity Leisure Duty Manager Level months Physical Activity Personal Trainer Level months If you d like to get involved and contribute to the development of these standards please the Trailblazer contact: Rebecca.ward@cimspa.co.uk. 64 Presentation title

65 Apprenticeships Leisure and Tourism. During 2013/14 the most apprenticeship starts in the leisure and tourism sector were at intermediate level and 5000 were advanced level. This indicates an opportunity to develop higher level apprenticeships in the future. We know that the leisure and tourism sector is also a big driver of jobs for young people. Attracting more young people into apprenticeships is a long-standing aim. We need more businesses to be at the heart of the apprenticeship programme and your engagement is crucial. 65 Presentation title

66 How to get involved with Apprenticeships Support for Employers from NAS: A dedicated contact centre to handle calls from Micro and SME employers who are seeking advice, guidance and support relating to Apprenticeships, including vacancy handling and web-support Tel : Presentation title

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