Building on the Legacy:

MGS Interns and the

Heritage Horizons Programme

Interns 2011- 2014 and Heritage Horizons Trainees 2014 - 2016

During this time 3 cohorts of 20 individuals have been through programmes managed by MGS and delivered in partnership

with multiple host organisations

Each programme was substantially funded by HLF -

Skills for the Future fund

Interns programme designed specifically to get those without a post-graduate degree into the sector through a work based

training programme – this was a step-change for the sector

Heritage Horizons built on this by changing the demographic target group to be non-graduates – at

this point an accredited qualification was also designed specifically to provide the entry level skills needed in the sector

Each programme was a 12 month placement with a bursary

of £15, 000

Aims of the programmes were aligned to both those of HLFs Skills for the Future Fund, and

MGS’ priorities

AIMS – across both programmes

1. Provide a high-quality work based skills development opportunity to a

cohort of new entrants into the Scottish museums and galleries sector

2. Address gaps in the core skills in the Scottish museums and galleries

sector to meet current and future needs

3. Build the capacity of museum and gallery organisations to provide work-

based learning and development

4. Leave a legacy of training resources and skills in the Scottish museums

and galleries sector

5. Leave a legacy of a more inclusive culture in Scottish museums and

galleries

Interns Evaluation

• 90% of first cohort, and 60% of second cohort in related employment

• High quality candidates attracted, some described as “future leaders in the sector”

• High quality training programme developed

• Capability of participating museums and galleries to manage future internship programmes or

similar has been developed

• Importance of the bursary highlighted – essential to increasing diversity as it enables those who

could not afford to undertake unpaid volunteering/work experience/post-graduate study to

become part of the sector

Impact

On supervisors

Professional development

New, fresh perspectives and enthusiasm

On organisations

Developed staff skills

Developed partnershipworking

Positive impact on capacity

Legacy of new skills and approaches

On the sector

Early signs of cultural shift

Excellent employment rates suggest new entry routes

possible and beneficial

“The programme has begun to shift thinking within the

sector with regard to entry routes – previously most

sector organisations believed it was essential to have an

undergraduate degree and relevant Masters qualification

for even entry level jobs. The internship programme has

helped to make people aware of the high quality

contribution that can be made by those entering the

sector through another route.” Evaluation Report

a stronger programme

Flexible learning plan with less

onerous paperwork

Drive diversity and MGS to be a ‘challenger’ to

the sector

Keep on the job learning as

centralBursary a key component to

level the playing field financially

More structured learning and assessment

Going forward - after Interns - Trainees

For the value of the interns programmes to be continually enhanced the

legacy must continue.

MGS received new HLF Skills for the Future funding for the Heritage

Horizons programme in 2013.

Heritage Horizons is based on the successful structure of the Interns

programme but was:

- determined to use the past 2 cohorts as a springboard to further challenge

current entry routes by recruiting exclusively non-graduates

- to use both the work place based learning and to introduce the first

sector specific accredited qualification – the SVQ3 in Museums and

Galleries Practice

“there is an over-supply of graduates in relation to jobs,

yet graduates do not necessarily have the appropriate

skills for working in the industry”

The Creative & Cultural Skills Qualifications Blueprint (2011)

WHY DID MGS CHOOSE AN SVQ FORMAT?

SVQ

Entry level qualification

possible

Flexible qualification

with optional

units

Suitable for

volunteers

Not a replacement

for a Masters

A well known and trusted vocational

qualification ‘brand’

Legacy of qualification

for the sector, by the sector

Work place based

learning essential

WHAT COMPRISES THE SVQ & WHAT ‘LEVEL’ IS IT?

Six mandatory units and 3 units chosen from a suite of 21 optional units

Learning & Engagement

Collections & Interpretation

Digital Skills

Volunteer Management

Assessed based on the National Occupational Standard for each unit – these standards cover both performance and knowledge and understanding

This SVQ3 is SCQF level 7 which makes it roughly equivalent to HNC

The SVQ also aids those staff delivering the key skills with their CPD as they gain management and training skills

DELIVERY

Delivery of the qualification happens in the workplace

The candidate and organisation need to be aware of the NOS and to make sure that the

actions and daily ‘work’ enable the candidate to gather the appropriate evidence and to gain

the correct skills

Additional training has been put in place with MGS to aid the delivery of the SVQ – and

these training sessions will be added to the suite of training MGS offers as part of the legacy

Timeframe for delivery: 9 months would be possible, 18months whilst working would be

average

Currently being used by MGS, NT, Glasgow Life (both organisations in partnership with Next

Step Initiative for positive action BME traineeships)

Is it

straightforward

enough to get the

experience and

skills you need to

fulfill the NOS?

Have the skills in the

NOS felt like the right

skills for the sector?

How has the process of

delivery been as a person

delivering the qualification?

Who has delivered or

been part of both a

learning plan and the

SVQ - have there been

benefits to the SVQ

structure?

What are the challenges

and how can we learn

from them?

ASSESSMENT

To complete a unit the candidate needs to:

Fulfil all the required knowledge & understanding, and performance points in the

NOS

Do this by producing evidence

The evidence can then be assigned to the NOS points, and assessed

Once assessed, evidence is internally verified to assure standards across all

candidates

When all units have been completed the SVQ can be awarded by the Scottish

Qualifications Authority

How has the

process of on-the-

job learning and

assessment been

for the trainees or

interns?

Do you feel on-the-job

learning has developed

knowledge and

practical skills?

Is it possible to fit in

assessment time and

time for assignments

whilst also working?

Has anyone taken

part in other

learning

programmes, how

does this

compare?

The candidate

controls their

own timetable –

how does this

work in practice?

MGS

• Embed the SVQ in the sector

• Planning to work with educational institutions so all qualifications sit on a clear spectrum

• Continue to provide suite of training for sector needs and development

• Work with partner organisationsto develop and diversify funding streams for a robust sector

Sector

• Accept that practical, relevant skills can come through vocational experience as well as traditional academic routes

• Champion that training and career development can happen on-the-job

• Develop colleagues’ skills to deliver, and attain, new qualifications

• See the benefits a trainee can bring

RESOURCES

http://www.sqa.org.uk/sqa/74396.html

http://www.museumsgalleriesscotland.org.uk/research-and-resources/resources/publications/publication/591/the-whole-picture-volunteering-in-museums-and-galleries-in-scotland

http://www.museumsgalleriesscotland.org.uk/research-and-resources/resources/publications/publication/650/evaluation-of-the-hlf-funded-museums-galleries-scotland-internship-programme-2011-2014

http://www.myworldofwork.co.uk/content/finding-the-right-funding-for-you

http://blueprintfiles.s3.amazonaws.com/1384949416-The-Historic-Environment-and-Cultural-Heritage-Skills-Survey-FINAL2.pdf