IMPLEMENTATION PLAN - Skills for Life Improvement Programme ...

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SECTION 2: THE WORKFORCE STRATEGY IMPLEMENTATION PLAN 3.2.1 PUTTING IN PLACE FRAMEWORKS AND MODELS TO SUPPORT INDIVIDUAL DEVELOPMENT cont. 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 UNISON, CEL • Staff Train: Pilot project to identify colleges willing to take part in a scheme to provide training opportunities for support staff. The project aims to: open up career pathways for support staff; bring back into learning Further Education staff not currently participating or engaged in career development programmes; and help address under-representation of BME groups at specific levels in the workforce and the wider diversity challenges facing the sector • March 2009: Aim to have increased the number of colleges taking part in this pilot project Further Education colleges Support Staff Members’ service, Opportunity for employers to access resources, Opportunity for employers to access support, Information gathering to inform strategy and future policy 3.2.2 ENGAGING INDIVIDUAL STAFF IN PROFESSIONAL DEVELOPMENT 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 QIA • The Subject Learning Coach programme will provide a support service which utilises the Subject Learning Coach model within a whole organisational context • There are now over 4,600 individuals engaged with the Subject Learning Coach programme involving over 3,425 organisations. The new programme aims to maintain this level of engagement All organisations Delivery (teachers, tutors and trainers) Opportunity for employers to access resources, Opportunity for employers to access support 46 WORKFORCE STRATEGY FOR THE FURTHER EDUCATION SECTOR IMPLEMENTATION PLAN
3.2.2 ENGAGING INDIVIDUAL STAFF IN PROFESSIONAL DEVELOPMENT cont. 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 QIA • The Subject Learning Coach programme will provide a support service which utilises the Subject Learning Coach model within a whole organisational context • Ensuring early engagement with senior managers, and working with QIA (and through LLUK and other bodies) to provide a framework for optional accreditation for providers. This will operate with the cascaded training so providers can offer optional accreditation for in-house training themselves All organisations Delivery (teachers, tutors and trainers) Opportunity for employers to access resources, Opportunity for employers to access support UCU, UNISON • To value and take part in internal and partnership working and peer support activities; draw up, review and refresh workforce development plans; put in place a system for engaging staff in the development of individual provider’s workforce strategy i.e. professional learning committees and/or encourage the selection of professional learning champions; ensure workforce development is integral to Further Education Sector self-regulation • 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, Information gathering to inform strategy and future policy WORKFORCE STRATEGY FOR THE FURTHER EDUCATION SECTOR IMPLEMENTATION PLAN 47
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 and 34: 2.4.2 COMMUNICATING AND CONSULTING
Page 35 and 36: 2.5.3 GENERAL INFLUENCING ACTIVITIE
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: 3.2.1 PUTTING IN PLACE FRAMEWORKS A
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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