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York Consulting were commissioned by the Department for Education and Skills (DfES) to evaluate the impact of the Learning Partnerships established across the United Kingdom (UK) in early 1999. The partnerships were designed to promote a new culture of provider collaboration across the educational sectors (schools, further education, work-based learning, and adult and community learning) and to rationalise the range of existing local partnerships arrangements covering post-16 learning. This interim report provides an analysis of interim progress and early impact of Learning Partnerships as at May 2001. The report is based on a review of management information, Learning Plan Executive Summaries, national case studies and regional evaluations. The final evaluation report which will be published early in 2003. The first part of the report outlines the key findings and issues from national data and the national Learning Partnerships database developed by the research team and based on Learning Plan Executive Summaries. The second part analyses the key findings from the 20 national case studies and regional evaluation reports and the final section draws together the research findings to present conclusions and key recommendations. The findings demonstrate that although progress and impact in relation to partnership is being achieved, Learning Partnerships continue to face a number of potential constraints.

Other related reports are indexed from TD/TNC 69.278 to TD/TNC 69.280 and the final report is indexed at TD/TNC 75.237. Show less

Foundation degrees (FDs) were established as a pathway for people within the workplace to build on existing expertise and continue working at the same time as studying for a higher level qualification. One of the FDs developed was in the Early Years (EY) sector. The Early Years Sector-Endorsed Foundation Degree (EYSEFD) comprises practical experience in an EY workplace, supported by a mentor, which constitutes the work-based learning (WBL) element of the course, in conjunction with academic work. This report presents the findings of a qualitative study exploring employers' and mentors' views and experiences of the EYSEFD, specifically: the nature of information employers and mentors have received about the program and their levels of satisfaction with this; how employers and mentors conceptualise their roles in relation to the EYSEFD students, particularly in relation to WBL and mentoring; the types and levels of involvement of employers and mentors with EYSEFD students, and explanatory factors for this; employer and mentor motivations for supporting the student through the EYSEFD, and feelings about their role; the logistics of accommodating an EYSEFD student in the workplace in terms of WBL, mentoring, and finances; impacts of the EYSEFD on students' work, the setting, other staff members, the EY sector as a whole and the students' future career progression; and employer and mentor views about the value of the EYSEFD to their setting, and feelings about how the experience of accommodating and mentoring an EYSEFD student could be improved. Employers experienced a range of 'de-motivators' and 'motivators' to supporting EYSEFD students. The key 'de-motivators' included: a lack of information and contact with the college about the EYSEFD and the role of employers and mentors in facilitating the WBL aspect; logistical and financial difficulties in accommodating WBL, mentoring and student attendance at college; and lack of progression opportunities within the setting. Key 'motivators' included: a strong commitment on the part of the employer to staff training; the ability to accommodate the EYSEFD logistically and financially; and confidence in the degree strengthened by good information from the college.

The report of the study of students' experiences of the EYSEFD is indexed at TD/TNC 85.381. Show less

The piloting of Education Maintenance Allowance (EMA) initiative in 15 Local Education Authority (LEA) areas began in September 1999. The pilots, which will run for three years, are expected to test the extent to which a financial incentive improves post-16 participation, retention and achievement rates in education. This report focuses on the implementation and administration of the EMA pilot in its second year. Issues examined in this report include: the role of implementation groups; perceptions of EMA, particularly among training providers; general community awareness of the EMA initiative; the taking up of EMAs by income level, choices of curricula and education provider and the impact of EMAs on other post-Year 11 routes; mechanisms for administering EMAs; and the impact of EMAs on the attendance, retention and achievement of post-16 year old students. Show less

The UK government has introduced a number of initiatives designed to improve the availability, quality and accessibility of services for young children within its National Childcare Strategy. The childcare workforce is a key ingredient in the success of this goal and must be supported by the recruitment and retention of sufficient, appropriately trained workers. This report covers three studies of the childcare workforce in training and at work in the UK: a national survey of childcare students in further education colleges; a national survey of day nursery workers; and a focus group study of childcare workers and playworkers in training. The main aim of the studies was to investigate issues of entry, retention and loss in the childcare workforce. In particular, the research sought to describe the characteristics of those individuals who train and work in the childcare field, to identify their views and experiences of training and employment in childcare, and to examine how workers combined their commitment to childcare employment and other commitments in their lives. The report provides policy background, a broad description of the childcare workforce, an overview of findings organised in relation to the three key issues of entry, retention and loss, and some conclusions about the future of the childcare workforce along with a detailed account of each study. Two key themes emerge from the research: (1) the high level of value placed on childcare as an occupation and as a service by workers and students in the field; and (2) combining childcare work with parenting and the associated possibilities and difficulties.

A further report building on this research is indexed at TD/TNC 71.132. Show less

In 2000, the Department for Education and Skills (DfES) launched an initiative aimed at providing basic information and communications technology (ICT) skills to unemployed and economically inactive people. The initiative, 'UK online computer training', delivered courses through existing training providers from both the private and public sectors in a range of locations throughout the UK. This document reports on research used to evaluate the initiative, particularly its effectiveness in providing basic ICT training to the 'information poor' and the extent to which the training helped recipients to come off social security benefits and onto positive outcomes such as employment. The specific objectives were to: (a) identify all individuals participating in the training and their resulting outcomes; (b) identify the extent to which individual and other factors were related to participation and course completion; (c) identify and assess the factors which contributed toward coming off benefits and entering employment; (d) identify the extent to which courses have facilitated employment in comparison to the results of not participating in such courses. The report presents explanatory notes and summarised findings in relation to online participants, courses from the perspective of participants, training providers, and the impact of courses. Qualitative and quantitative research was undertaken and the appendices contain further information on the research method and the participants. Show less

The National Employer Skills Survey (NESS) 2003 was commissioned by the Learning and Skills Council (LSC), in partnership with the Sector Skills Development Agency (SSDA) and the Department for Education and Skills (DfES), to provide detailed information about the extent, causes and implications of England's recruitment problems and skill gaps. The survey involved 72,100 interviews with a representative sample of employers in England. This report is the main report from the 2003 NESS survey and provides the key initial findings. It covers: workforce structure; recruitment challenges; skill gaps; the implications of skill deficiencies and the actions taken to overcome them; training; and the changing patterns of skill deficiencies. The survey found that there was little variation in the regional profile of employment, although London had a slightly higher proportion of people employed in professional roles and fewer as machine operatives, personal service staff and skilled trades. Other findings included: a third of the employers expected their workforce to grow in the next 12 months; 8 per cent of employers reported they had vacancies they were finding hard to fill, with half of these employers finding it difficult to get suitably skilled applicants to fill at least some of these vacancies; skill-shortage vacancies were harder to fill; 22 per cent of employers reported that at least some of their staff lacked proficiency, but in terms of future proficiency problems, between a quarter and three-tenths of employers didn't foresee any barriers to a fully proficient team of employees; the largest proportion of skill gaps was among sales and customer service and elementary occupations; 39 per cent of employers had a training plan with larger establishments being more likely to engage in business and training planning; and overall, the characteristics of the job role were more likely to determine whether an employee received training or not. The method of measuring skill gaps changed between the 2001 and 2003 surveys and this has made comparisons relatively difficult. However, evidence suggests that patterns of skill gaps have remained broadly the same, but there have been considerable increases in business and training planning.

The report of the key findings of the National Employers Skills Survey 2003 is indexed at TD/TNC 79.281. Individual National Employers Skills Survey 2003 Sector Skills Council reports are indexed from TD/TNC 79.275 to TD/TNC 79.280. Show less

This research study addresses a number of research questions regarding the engagement of employers with higher education institutions (HEI). These include: how do employers use and view graduate skills; what are employer views on high-level skills development and HEIs; is there scope for greater employer-HEI collaboration in pursuit of knowledge transfer through high-level skills development; and what are the geographical patterns of employer-HEI engagement and is this engagement organised at national or local (city-region) levels? Evidence was compiled from a literature review, a compilation of statistics from the Labour Force Survey, National Employers Skills Survey 2005, and Higher Education Statistics Agency (HESA) Origins and Destinations data, and from case studies with 74 employers, all of whom had recently recruited new graduates. The case studies were distributed across 18 city-regions in England. Key findings include: the majority of employers are satisfied with the recent graduates they had recruited; there is already a considerable degree of employer engagement with HEI, especially amongst larger employers; continuing professional development (CPD) is mainly a local relationship, as employees need to be able to study close to where they work; and the introduction of Foundation Degrees, although highly regarded by those employers that have committed to them, has had little impact on employer-HEI engagement. Show less

The Modern Apprenticeship Advisory Committee was appointed by the Secretary of State for Education and Employment in March 2001 to provide advice to the Secretary and the Learning and Skills Council on a three year action plan for the development, promotion and delivery of Modern Apprenticeships in the United Kingdom (UK). The initial sections of the report provide a rationale for the development of an apprenticeship system, and an outline of the current situation after recent reforms. Recommendations are made in relation to the essential aspects of a national framework for apprenticeships, development in the content and certification of apprenticeships, the delivery of apprenticeships, and pre-employment and 'other training'. The report also provides projections of targets for the eventual place of apprenticeships within the education and training system, suggests basic entitlements to apprenticeship places, and looks at aspects of the task of promoting apprenticeships. The report concludes with a suggested timetable for the implementation of the action plan and a summary of recommendations. Annexes contain the terms of reference and committee membership, representations from various organisations, market research outcomes, participation statistics for apprenticeships by sector and gender, and the timetable for implementation. Show less

As part of the UK government's commitment to ensuring that by the age of 19, all young people are ready for higher education or skilled employment, the government has a long-tern vision of a simplified financial support system for 16-19 year olds. The aim of this review, which builds on the Education Maintenance Allowance, is to ensure that 16-19 year olds have the support and incentives they need to participate in education and training. This document reports on the review. The report describes and launches consultation on short and long-term measures being taken by the government to ensure opportunities for all young people. The chapters are: Introduction; Supporting choices; Supporting young people; Simplifying support. Included as appendices are: Supporting participation; Supporting transitions; Australia's youth allowance. Show less

This report summarises the findings of a literature review (ranging from academic studies to unpublished accounts of local practice) on adult and community learning (ACL) based on a study undertaken between December 2000 and March 2001. Its aim is to inform policy and provide the Learning and Skills Council (LSC) and the Department for Education and Skills (DfES) with information on what works in ACL. Some key findings are: (1) excellence in ACL involves an approach that engages creatively with groups and individuals and meets them on their own terms and their own territory, involves the voluntary and community sectors in staff development, focuses on improving the retention of learners on the early stages of the learning experience, and helps individuals progress using accreditation where it motivates rather than deters the learner; (2) local authorities are the main players, but ACL takes place in a variety of settings; (3) the learning often has a significant impact on the skills and employability of individuals; (4) there are numerous social benefits; and (5) ACL is particularly suitable for outreach to disadvantaged people. The chapters of the report are: Introduction; The rationale for adult and community learning; Aspects of quality; Improving access; Achieving coherent provision; Discussion. Also included are a bibliography and three appendices: (1) Project methodology; (2) Case studies; (3) Some useful websites. Show less