IMPLEMENTATION PLAN - Skills for Life Improvement Programme ...

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SECTION 2: THE WORKFORCE STRATEGY IMPLEMENTATION PLAN 2.5.1 DEVELOPING GUIDANCE Partners Actions from April 2008 to March 2009 that will contribute towards achievement of outcome Measurable milestones to be achieved by March 2009, including type and number of outputs Organisations eligible Type of employees targeted Type of action or service AoC and recognised Trade Unions • AoC Equalities Working Group provides Joint Agreements on Guidance for the full range of equality legislation which can be accessed by our members • Unison: By March 2009, successful promotion of agreements resulting in high level of implementation by Further Education colleges • AoC: Equalities Working Group continues to provide timely and up-to-date Joint Agreements on Guidance reflecting legislative requirements and good practice Only organisations with LSC contracts All employees Members’ service, Information gathering to inform strategy and future policy 2.5.2 DELIVERING TRAINING Partners Actions from April 2008 to March 2009 that will contribute towards achievement of outcome Measurable milestones to be achieved by March 2009, including type and number of outputs Organisations eligible Type of employees targeted Type of action or service AoC • AoC Management Services training on a range of equality areas. Recently AoC have delivered training on: Equality Impact Assessments, Disability Equality and propose training on Sexual Orientation Equality • On-going activity All employees Members’ service CEL • CEL works through positive action programmes to enhance diversity and talent pool of leaders. Evaluations/monitoring of programmes, diversity research and succession planning for diversity programme will support objective • Black and minority ethnic (BME) research report launched in May 2008 • Positive action programmes such as First Steps to Leadership continue, extended to LGB and disabled staff in the section by March 2009. Around 200 HR and CPD staff received training/support on succession planning for diversity by March 2009 Only organisations with LSC contracts Leaders and managers Opportunity for employers to access resources, S, IG (Refer to Page 17) 34 WORKFORCE STRATEGY FOR THE FURTHER EDUCATION SECTOR IMPLEMENTATION PLAN
2.5.3 GENERAL INFLUENCING ACTIVITIES Partners Actions from April 2008 to March 2009 that will contribute towards achievement of outcome Measurable milestones to be achieved by March 2009, including type and number of outputs Organisations eligible Type of employees targeted Type of action or service UCU, UNISON • Ensure recruitment and development policies support equality and diversity in the workplace • Potential commitment either directly through national discussions and negotiations, or at organisational level through the activities of UCU and UNISON branches All organisations All employees Members’ service, IG (Refer to Page 17) PRIORITY 3: RETAINING AND DEVELOPING THE MODERN, PROFESSIONALISED WORKFORCE 3.1 ANTICIPATED OUTCOMES BY 2012: RATIONALE OF NEED REFLECTING EMPLOYERS’ VIEWS: A culture of CPD is established within the Further Education Sector focused on meeting learner needs at provider and individual level. Colleges and learning providers approach their own staff development in similar and flexible ways, as they would for a learner, employer or client. The confidence and capacity of the workforce in understanding and using technology to transform education and training will be a key element of this culture. Within the context of delivering a complex mix of different types of provision to learners, together with the rapid development of new technologies, employers in the Further Education Sector need to update and develop all staff to ensure that they can respond confidently to new demands on the sector, particularly in relation to demand-led, personalised and 14-19 learning provision. This requirement must be sufficiently flexible to ensure that it doesn’t create a barrier that discourages recruits to the sector from industry. 3.1.1 DEVELOPING A FRAMEWORK TO SUPPORT AND EMBED CPD Partners Actions from April 2008 to March 2009 that will contribute towards achievement of outcome Measurable milestones to be achieved by March 2009, including type and number of outputs Organisations eligible Type of employees targeted Type of action or service IfL • Establish model of professional practice at the very centre of the personalisation agenda • Guidance on CPD produced, communicating importance of personalisation (January 2008) All organisations D, L & M (Refer to Page 17) MS, S, IG (Refer to Page 17) WORKFORCE STRATEGY FOR THE FURTHER EDUCATION SECTOR IMPLEMENTATION PLAN 35
Page 1 and 2: THE WORKFORCE STRATEGY FOR THE FURT
Page 3 and 4: PREFACE BY DAVID HUNTER I AM PLEASE
Page 5 and 6: DEVELOPMENT OF THE WORKFORCE STRATE
Page 7 and 8: THE LSC AIMS TO ENABLE LEARNING PRO
Page 9 and 10: PRIORITY THEME ANTICIPATED OUTCOMES
Page 11 and 12: PRIORITY THEME ANTICIPATED OUTCOMES
Page 13 and 14: THE WORKFORCE STRATEGY IMPLEMENTATI
Page 15 and 16: THE WORKFORCE STRATEGY FOR THE FURT
Page 17 and 18: SECTION 2.2: ACTIONS AND MILESTONES
Page 19 and 20: 1.1.2 COLLECTING OF WORKFORCE DATA
Page 21 and 22: 1.2 ANTICIPATED OUTCOMES BY 2012: R
Page 23 and 24: 1.3.2 SUPPORT TO PROVIDERS TO USE W
Page 25 and 26: 2.1.1 PUTTING IN PLACE THE SYSTEM T
Page 27 and 28: 2.2 ANTICIPATED OUTCOMES BY 2012: R
Page 29 and 30: 2.2.1 TARGETED PROGRAMMES TO TACKLE
Page 31 and 32: 2.3.2 PROVISION OF INFORMATION, ADV
Page 33: 2.4.2 COMMUNICATING AND CONSULTING
Page 37 and 38: 3.1.1 DEVELOPING A FRAMEWORK TO SUP
Page 39 and 40: 3.1.2 DELIVERING TRAINING TO SUPPOR
Page 41 and 42: 3.1.2 DELIVERING TRAINING TO SUPPOR
Page 43 and 44: 3.1.4 DEVELOPMENT OF GOOD PRACTICE
Page 45 and 46: 3.2.1 PUTTING IN PLACE FRAMEWORKS A
Page 47 and 48: 3.2.2 ENGAGING INDIVIDUAL STAFF IN
Page 49 and 50: 3.3.1 CREATING A FURTHER EDUCATION
Page 51 and 52: 3.3.3 SUPPORT PROGRAMMES FOR THE 14
Page 53 and 54: 3.3.3 SUPPORT PROGRAMMES FOR THE 14
Page 55 and 56: 3.3.4 SUPPORTING THE USE OF TECHNOL
Page 57 and 58: 3.3.5 TOOLKITS TO SUPPORT RESPONSIV
Page 59 and 60: 4.1.2 FORUMS AND GROUPS cont. Partn
Page 61 and 62: 4.2.1 CULTURAL COMPETENCY TRAINING
Page 63 and 64: 4.3.2 NATIONAL AGREEMENTS AND PROGR
Page 65 and 66: REVIEW AND REFRESHMENT OF THE WORKF
Page 67 and 68: TABLE 3: POTENTIAL INDICATORS AND S
Page 69 and 70: PRIORITY 2: ATTRACTING AND RECRUITI
Page 71 and 72: PRIORITY 4: ENSURING EQUALITY AND D
Page 73 and 74: ORGANISATION OVERVIEW OF ORGANISATI

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