A Systems Approach to Technical and Vocational Training

An Industry Perspective

Alastair Robertson * 5S Consulting Ltd

5SC

5SC Developing the system

5S Consulting takes an integrated, systemic approach to workforce development that includes:

Policy Development Infrastructure development Employer engagement Supply/Value Chain Analysis Labour Market Information Skills Forecasting Occupational & Functional Mapping Development of Occupational Standards Development of Qualifications & Certification schemes Development of Assessment + Verification Systems Development of Infrastructure for Delivery Skills Passport Systems

5SC Competence as the starting point

What is Competence?

“The ability of an individual to perform activities within an occupation to the

standards required in employment.”

5SCWhat is Competence Assurance?

“The process by which an

organisation ensures that its

workforce is competent.”

5SCFactors influencing the Competence of the Workforce

Knowledge Skills

Attitude /Behaviour

COMPETENCE

Changingtechnologies

Changingproductionprocesses

Changingmarkets

Rising customerexpectations

Changes in theregulatory environment

Changes inwork organisation

Managementchange

5SC Supply Chain Analysis

Defining the supply chain reveals: The component parts of an industry sector Interactions and interdependence between the

component parts Commonality of components with other sectors

In complex industry sectors, this enables: A rational breakdown of research activity The prioritisation of research - based on criticality in

the supply chain Clear & logical sector boundaries to be established Duplication of effort to be avoided and costs to be

minimised

5SCSupply Chain Analysis of an industry sectore.g. gas

Gas Storage

Shipping

Policy Direction & Planning

Design, Procurement & Contracting

Network Construction &

Maintenance

Metering

Domestic Users

Industrial Users

Plant Installation & Maintenance

Component & Appliance

Manufacturing

Call Centres

Business Management

Financial Management

Billing

Marketing

Telecommunications

LPG Distribution

Network Operation

Project Management

5SC Labour Market Information

Supply Chain Analysis provides the architecture for LMI research. Our normal strategy is:

1 To agree the client’s needs for data, the purposes to which it will be put and the level of statistical breakdown required (national / regional / LLSC)

2 Initially, using desk research, draw down available data from: National and regional statistical sources (DfES/SSDA/DTi/ONS etc.) Skills Dialogue Reports Workforce Development Plans Market Assessment Reports Other industry specific research sources

3 Critically, to review gaps and weaknesses and propose solutions, that may include:

Statistical modelling to provide finer grain data at local level Field research using telephone / e-mail / mail-shot / on-line questionnaires

and sample in-company surveys, as appropriate

4 Chart the results using the appropriate SIC / SOC classifications

5SC Skills Forecasting

LMI research will reveal data on Numbers employed Occupational groups Age / Gender issues Geographical distribution Skills shortages

Indicative statistical trends etc. But,it may not take account of upcoming changes in:

Markets Technology Legislation Work organisation

Data on the potential impact of these factors is normally derived from: Literature searches Expert focus groups In-company dialogue Comparative analysis with other sectors

International comparative studies

5SCThe Framework for describing work functions

A PolicyForecasting demand Research Policy making

B SpecificationInvestigating and analysing (related to production / service context)Designing products and servicesSpecifying requirements

C Carrying out Activities

Building / MakingAssemblingMaking

Maintaining

Controlling

Providing

Services

servicing / repairingre-making

MonitoringControlling continuous processes

Selling thingsProviding personal servicesProviding information and advice

D Controlling Programmes

Planning and scheduling activitiesProcurement for activitiesControlling delivery (projects, programmes, Quality assurance Regulating

E Managing Organisations

Controlling finance Managing peopleManaging information / communicationsManaging physical resources

F Maintaining Capability

Developing learning and skillsMaintaining a safe and healthy environmentResponding to the cultural and ethical values of the community

The General Model

5SC Occupational Mapping

All occupations in a sector are set in the framework of the General Model, this forms the basis for initial employer dialogue.

Typically, employer dialogue will be based on the supply chain components. It will include:

Verification of the occupational analysis, Review of recruitment, training and progression issues Testing assumptions about skills mix and forecast

demand. Employer dialogue is normally carried out in all four UK

nations through 5S Consulting regional offices We also engage with the relevant Government

Departments and agencies in each country - to identify policy differences and their influence

5SC Functional Analysis

Functional analysis is about: Analysing all work functions required to deliver a

product or service It is a methodology that can be applied to:

A single job An individual company An industry sector The whole economy !

5SC Functional Analysis

5S Consulting also uses the General Model as a framework for functional analysis in all industry sectors

This enables: industry sub-sectors to analysed separately - but the results

to be brought together into a single framework Cross-sector comparisons to be made Existing functional frameworks to be incorporated Consistency in language and design to be maintained Easy cross-referencing to National Occupational Standards Ease of design of Vocational Qualifications

The analysis is normally carried out to the level of an assessable module - further breakdown would normally be part of the standards development activity

5SC Functional Analysis

Provide, in a competitive energy market, a safe, cost-effective onshore gas distribution & sales service including infrastructure, storage and related products and services, consistent with the requirements of and to the benefit of organisations, customers and the community

KEY PURPOSE Key Roles

A

B

C

Carry out activities relevant to the development and maintenance of the network & storage infrastructure

D

E

F

Carry out installation & maintenance works

Manufacture gas appliances , components and equipment

Operate gas transmission, distribution and storage systems

Provide the metering service

Operate the transmission & storage network (85/7 bar system)

Distribute bulk LPG/LNG

Containerise LPG

Operate, monitor & maintain network telemetry systems

Operate & monitor gas transmission systems

Operate & monitor gas storage sites & systems

Balance loads on the network

Co-ordinate network operating procedures

Co-ordinate network recording & reporting procedures

Key Areas

(Based on General Model)

Key Functions Work Functions

(NVQ/SVQ Unit Level)

Example: UK Gas Sector

5SC Integrating Functional Data

With the broader scope of SSCs there is much greater divergence in the functions carried out across the sector body.

It is often not practical to develop the whole sector analysis at one time but to do it as a phased sequence

Because of the common architecture to our methodology for functional mapping - maps can be compared to show overlaps

When new sectors are added, it is easy to add their analysis to the overall profile of competences within an SSC

This was the basis for illustrating in the footprint for the Energy & Utilities Sector the common areas of skill in Network Construction and Maintenance between several different sectors (see next slide)

5SCDefining Common Areas of Skill

On-Shore Petroleum

On-Shore LPG

On-Shore Natural Gas

Clean Water

Waste Water

Electricity Telecoms

Suppliers Shippers

Network LPGs

PGTs Water Storage & Treatment

Sewage Treatment

Utilisation LNG

Utilisation LPG

Meter Meter

The Natural Water Resources Cycle

Meter

MULTI-UTLITY NETWORK CONSTRUCTIONMULTI-UTLITY NETWORK CONSTRUCTION

Example: UK Energy & Utilities Sector

5SC Matching Functions to Occupational Standards

Functional analysis to the enables a cross-matching to National Occupational Standards within the National Qualifications Framework

This identifies potentially relevant existing standards that may be useful to the sector in developing new awards (in current or customised format)

It also identifies gaps where new standards may need to be developed (depending on SSC priorities)

This data forms the basis for the development of a Standards Development Plan

5SC

Standards Development Plan

Matching Functions to Existing Standards

Functional MapExisting Standards on

National Database (NQF)

5SC Developing Qualifications Systems

Performance Requirements

Occupational Context

Knowledge n

Skills n

Evidence Requirements

Rules of Evidence

Occupational Standard Learning Specification Assessment Specification

What you must be able to do

In what situations

competence is relevant

Knowledge that is required

Skills / techniques that must be learned

Evidence you must produce to

prove their ability

Methods and rules that must

be used for assessment

5SC Developing Assessment Specifications

Assessment specifications comprise two components: The evidence that a candidate must produce for

assessment - in terms of work based performance, knowledge and skill (Evidence Required)

Conditions (Rules of Evidence) which may apply to: The generation of evidence The amount and/or the diversity of evidence Conditions under which evidence must be assessed Conditions applying to the assessor Conditions applying to the mode of assessment

At professional levels, the rules of evidence can often be quite complex because of the expectations of the regulatory bodies involved

5SC Designing Occupational Qualifications

Occupational standards can be used as the basis for the design of a wide variety of qualification ‘products’: Technical and trade qualifications Professional and CPD Awards Registration and Certification schemes Individual skills Certificates

The parameters for each type of award may vary considerably as some seek to embrace full occupational competence, while others seek only to define competence in a narrow range of functions

Industry sector bodies will define their requirements and priorities for new or updated awards as part of the Standards Development Plan

5SC Designing QualificationsFunctional Map Occupational Map

Core

Options

Define Work Functions in Occupation

Select and Adapt Standards to fit Work Context

Define Qualification

Structure

Prioritise Occupation for Qualification Development

PlumberElectricianPipelayer

Etc.

5SC Quality Assuring Competence

Internationally, 5S Consulting advises Governments on the design and quality assurance of Certification systems

The illustration on the next slide is used to describe arrangements in Most Countries in which standards based qualifications systems are being developed

5SC

Industry

Quality AssuranceNational Qualifications

Authority

Examination Boards

Assessment Centres

Chief Examiner

Assessors

Standards Setting Bodies (VET)

Trainees

Inspectorate

Curriculum Bodies

(Academic)

GovernmentSets Policy + Targets

Defines Labour Market Requirements

Define Standards + Propose Qualifications

Approves Standards

Licences + Quality Assures

Licences + Quality Assures

Agree National Economic Priorities

+ Allocation of Funding

Responsibilities

Certificate Achievement

Manage Assessment

Report Achievements

Accounts for Performance

Design Qualifications

Accredits Qualifications

Sector Skills Councils

Labour Market Research Workforce Development Training Implementation

Facilitating organisation

Licenses

5SC Tools for the Future

Skills Passports – An Example

“A skills passport is a portable way of recording the skills and competencies that an individual learns in different jobs over time. Skills passports allow learners to gather evidence of their training and skills, both formal and informal.”n individual learns in different jobs over

The Learning and Skills Council (UK)

5SC Skills Passports - needs

What are the needs ?

Recording and Verification of qualifications is an issue - it is costly to do it properly and there are no universal standards of best practice

Governments want mechanisms to assess skills in the workforce - particularly of migrant labour

Employers want records of experience as well as skills

Individuals want to respond to job opportunities more quickly

5SC Skills Passports Added Value Structure

For the Employer

On line skills inventory - audit tool for team building

Link to job appraisal system - identifying organisation’s training needs & devising training plans

Change management tool - reducing risks in reconfiguing workforce to meet new challenges

5SC Skills Passports Added Value Tools

For the Training Provider

Planning tool - Up to date record of individual achievements & learning needs

Monitoring tool - records progress in learning

Recording tool - enables individual & group achievements to be recorded directly on to passports.

5SC Thank You

www.5sconsulting.com www.skillpassport.org