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Cogent secures substantial project funding
Teams in place for Skills Academies
Cogent urges speedy implementation of Leitch
Diploma Champions to drive forward reform
Employer Bodies speak out on climate change
Polymer Industry asks Chancellor for more support
New faces at Cogent
Cogent progress on passports project
Nuclear Doctorate to provide future engineers
Cogent interviews John Beacham, Chairman
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Commenting on the agreement, Cogent CEO, Joanna Woolf, said: “The trades unions have a central role to play in the implementation of Cogent’s Sector Skills Agreement and we share a number of vitally important skills objectives. We look forward to working with our sector’s unions and their representatives on our Board in implementing this critical plan designed to enhance skills and boost productivity across our industries.
“The SSA is an unprecedented tool for getting employers committed to the drive for skills and will support all those who develop and fund education and training to work towards delivering skills around a common and agreed set of objectives. It represents a move away from a centrally planned, sometimes inflexible skills system to a demand-led network of training provision which meets real needs.”
Joint Agenda
Frances O’ Grady deputy secretary general of the TUC, attending the launch, said: “The Cogent SSA recognises that trade unions’ experience in the areas of equality and diversity, health and safety, and workplace learning is extremely important. The depth of the Cogent Apprentices’ programme will give young people, older people and those who have not traditionally thought about a career in this industry, the chance to learn and enter a profession. This is a real partnership that will deliver real change and allow those working in the sector to unlock their potential, and as we know that will lead to better opportunities, better pay and better morale.”
Liz Smith, Director of unionlearn , also attending the launch, added: "I am delighted that this agreement builds on the fantastic work that Union Learning Representatives and unions generally are doing to change attitudes to learning. Often a simple chat over a cup of tea will inspire people to think about learning again and businesses are definitely benefiting from providing quality training. ULRs will fully support the implementation of the Cogent SSA to support this aim."
Joanna Woolf added: “Skills gaps are one of the biggest challenges facing the Cogent industries. The UK will never match the low-labour costs of our fast emerging competitor economies. We must now compete on quality and innovation and that means improving our skills base. We have a number of key programmes in place to achieve this and it is now crucial that all parties work together to deliver them.”
Click
here to link to Cogent’s SSA
Photo: l-r Frances O'Grady and Joanna Woolf sign the agreement.
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“We are delighted that we have been able to secure the funding to drive these projects forward and we will be working closely with employers to ensure that their employees fully benefit from what’s on offer.”
The projects are as follows:
National Skills Academy for the Process Industries: The Learning and Skills Council is providing an anticipated £600,000 to fund the development of a Skills Academy for the chemicals, pharmaceuticals and polymer industries.
Trialing a modular Approach to NVQs: Cogent has secured in the region of £150,000 from the QCA as part of its Vocational Qualification Reform Programme. Cogent employers have said that they need a system that is practical, cost effective, simple to operate and supports the existing qualifications that are endorsed by the sector. This funded project relates to Cogent’s Upskill project and will test out a modular “bite-sized” approach to undertaking NVQs in Polymers at Level 2 and in Chemicals, Petrochemicals and Pharmaceuticals at Level 3. The overall aim is to improve the access and uptake of these qualifications. These modular, individually accredited programmes will also reflect the requirements of the Cogent “Gold Standard” for the job roles in the sector. The Gold Standard is defining the skills, competencies and qualifications required for a world-class process industry.
New SE Composites Training Course The South East of England Development Agency (SEEDA) is providing £200,000 to fund an important training programme that meets the needs of the composites industry, a high-growth, hi-tech sector which is critical to the economic success of the region and which sits within Cogent’s footprint. Employers in the sector have a pressing demand for the training, which is not currently supplied by any of the local providers. This project also links to Cogent’s Upskill programme.
The programme will address skill shortages at Level 3 and above. Cogent will work with partners (Isle of Wight College, Southampton City College and composites employers) to develop a specific qualification for Composite Technologies. This will be rolled out across the South East which is the home to over 170 organisations associated with composites. Composites are used in, for example, automotive manufacture and can reduce weight by up to 30%, prevent corrosion and reduce fuel consumption.
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Both Academies have already received significant pledges of funding from employers for the first 3 years. Long term they will be self funding.
In return, employers will be able to drive the skills agenda for their industries. For the first time they will be able to design skills development programmes specific to their needs on a national scale and have them delivered in a way that suits them: on site, online or through a network of Centres of Excellence as well as nationally or regionally. The training will be to consistently high standards and increasingly to national frameworks.
Key teams have now come together to steer the Business Planning Process for both Academies.
Jean Llewellyn, previously Head of Skills Policy
Development at the Northwest Development Agency (NWDA), has been seconded into
the key role of Project Director for the National Skills
Academy for Nuclear
(NSAN). Joanna Woolf said: “We are delighted that Jean is taking up this
critically important position. Cogent submitted the Nuclear Academy
bid working closely with the NWDA and the other RDAs, as well as with nuclear
employers. Jean was part of the committed team who made the Academy vision a
reality. She will work with a project team to complete the NSAN business plan.”
Jean was
in her role at the NWDA for over four years and a key part of her work has been
to lead on and support the development of initiatives to meet the growing
skills challenges facing the nuclear sector. Jean was the Chair of the NSAN
Steering Group for 2 years, a period which saw the development of the
successful Nuclear
Academy bid.
Craig Crowther has been appointed as Project Director for the National Skills Academy Process Industries, which is made up of the chemicals, pharmaceuticals and polymer industries. He too will work with a project team to develop the business plan.
Joanna Woolf added: “We are delighted that Craig is taking up this important role. He has invaluable experience in people development and a tremendous knowledge of skills issues in the process industries. His background as a member of the Skills and Education Team for the North East Process Industries Cluster (NEPIC) gives him an excellent insight into the issues on the ground.”
Craig is currently Organisational Development Manager for TTE Technical Training Group, an independent employer-led technical training and consultancy company, which delivers into the process industries. It is the largest of its type in the UK. He will join the Academy on secondment from TTE.
Both Academy
Business Plans, which will be put to the Learning and Skills Council (LSC) and
DfES for ministerial approval, in May 2007. A formal announcement launching the
Academy is expected in September 2007. The plan will set out the structure and
delivery routes for the Academies and how they will be sustainable. They will
also set out process employers’ needs: for example the number of expected
learners and how training supply will be accredited and delivered around the UK.
Click here to see the National Skills Academy
Process Industry Shadow Board
Click here to see the National Skills Academy Nuclear Shadow Board
Photo: l-r Craig Crowther and Jean Llwellynyn
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Cogent CEO, Joanna Woolf, said: “This review represents a major proposal to reshape the direction of the whole education and skills system and it’s very good news for employers, who now, more than ever need better skilled employees who can contribute to corporate performance and productivity. The fact that it is from the Treasury means it sits at the heart of Government-policy.
“In recommending the further strengthening of the role of SSCs like Cogent, Lord Leitch has recognised that that Sector Skills Councils are set up and well placed to articulate the needs of employers. Now we need to see action – particularly when it comes to further integrating the business agenda into FE and HE.
“Cogent is already working in collaboration with employers in its sector to develop critical strategic projects. The report’s recommendations fully support these plans, particularly the recommendations to streamline and rationalise the employment and skills system, to give SSCs the remit to approve and rationalise vocational qualifications and to extend the Train to Gain programme to higher level skills.”
Lord Leitch’s Review of skills has recommended a further strengthening of SSCs to manage and deliver an industry-facing strategic agenda on skills. He has made some key recommendations:
- A pivotal role for SSCs, including the remit to approve all vocational qualifications
- Increased skills attainment in all sections of industry, including more employer investment in Level 3 and 4 qualifications
- Public Funding for vocational training to be routed directly to employers through Train to Gain
- A new Commission for Employment and Skills that represents employers to government agencies
- A pledge scheme for employers to train employees to Level 2. If this fails to introduce statutory entitlement to training.
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The new Champions are:
Sir Alan Jones, Chairman of Toyota - Diploma Champion for Employers.
Sir Alan will work with employers who believe in the value and benefits that Diplomas will bring to both employers and the individual and help communicate the positive experiences and value for early users to a wide variety of employers.
Sir Mike Tomlinson former Chief Inspector of Schools and currently chair of the Learning Trust on Hackney - Diploma Champion for Schools and Colleges.
Sir Mike is ideally placed to take forward this role given his work over many years to support schools and colleges in raising standards and his recent experience of the 14-19 agenda. He will be involved in raising general understanding of the nature and scale of the reform programme with schools and colleges, focusing particularly on the new Diplomas. He will help schools and colleges to deliver the new Diplomas in an exciting and innovative way, involving employers and Higher Education along the way.
Professor Deian Hopkin, Vice Chancellor, Southbank University – Diploma Champion for Higher Education.
Professor Hopkin will raise awareness and improve understanding of the reforms at both strategic and operational levels by senior managers, admissions tutors and academics across the higher education sector. He will encourage the involvement of all member institutions in the development of reforms.
Professor Michael Arthur, Vice Chancellor, University of Leeds - Higher Education Champion for the Russell Group.
Professor Arthur will help to ensure that the new Diplomas can also support the widening participation agendas for research intensive institutions.
The Diploma Champions will help to raise awareness, support the implementation and increase take up of these new qualifications. The first five Diplomas, including engineering, will be ready for teaching in September 2008. By 2013, all young people will have access to all 14 Diplomas meeting a wide range of aspirations: providing exciting challenge, different learning in fresh settings. They will also ensure a vital grounding in essential Maths and English, which is also being addressed through current curriculum changes at GCSE.
Employers who are interested in being part of the Diploma development can contact:
For more information go to:
www.engineeringdiploma.co.uk or www.manufacturingdiploma.co.uk
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UKPIA, the trade association representing the nine main oil refining companies operating in the UK, welcomed the Stern Review on the economics of climate change.
The review called for early action and co-operation to be focussed on the key areas of emissions trading, technology co-operation, reduction in deforestation and climate change adaptation measures.
Chris Hunt, Director General commented: “ We concur that early action is necessary if CO2 targets are to be met and the UK refining industry is already taking action to improve energy efficiency in refining and in its operations. Indeed this was one of the conclusion of UKPIA’s report “Delivering a low carbon economy” published at the start of 2005, that highlighted a range of short and longer-term measures to reduce CO2 emissions.
“However, it also concluded that although improved technology and lower carbon fuels can make a substantial contribution to meeting CO2 reduction targets, a significant change in consumer behaviour will be required for the UK to make the transition to a low carbon economy and meet the Government’s 2050 CO2 reduction targets.”
He continued, “ The oil refining industry is essential to the UK’s future security of energy supply but it faces a number of future challenges such as meeting the changing pattern of product demand by consumers, adapting to processing a wider range of crude oils and the need to further reduce emissions.
“The Stern Review highlights the likely future impact of higher carbon pricing on carbon intensive industries such as refining. However, within the EU it is important that future measures do not disadvantage the competitiveness of UK refineries. The loss of refining in the UK to overseas locations outside the EU might not produce savings in global emissions but would certainly impact the UK’s security of energy supply. I hope that the joint task group set up to examine the future of UK refining will look at all these issues.”
…..And nuclear industry welcomes efforts to tackle climate change
The Nuclear Industry Association (NIA) warmly welcomed the Government's announcement of the Climate Change Bill in the Queen's Speech. It said that climate change is the greatest long-term global environmental threat and action needs to be taken now to tackle it. As the largest single source of low carbon electricity in the UK nuclear has an important role to play, alongside renewables and energy efficiency, in reducing the emissions that cause climate change.
NIA Chief Executive, Keith Parker, said, "I congratulate the Government on putting the UK in the forefront of international efforts to tackle climate change. Its commitment to setting a long-term mechanism for carbon pricing and targets for reducing greenhouse gas emissions will create a framework in which business can prosper without causing environmental damage.
"March's Energy White Paper that will include a policy framework for new nuclear build will be part of the delivery mechanism. By creating the right conditions for investment in low carbon technologies, the Government's measures will ensure that nuclear energy continues to be part of the solution to the challenge of global climate change
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The associations, representing a combined sales turnover of GBP 22.2 billion per annum and 315,000 employees wrote to Gordon Brown before Christmas to heighten recognition of the major commercial challenges facing the industry, together with recommendations for the 2007 Budget itself.
Nine Associations spokesman Peter Davis, from the British Plastics Federation (BPF) said: "We have made it clear to the Chancellor that Government support for manufacturing is now more crucial than ever, yet still it appears to remain so low on his agenda. The outlook for our sector is actually a little more positive, but it's against a backdrop of a much higher tax and regulatory burden and increasing energy costs. If things are set to improve, now is the time for Gordon Brown to support us."
Amongst the proposals made by the Nine Associations are:
• Promotion of the manufacturing sector as a vibrant and innovative part of the economy accounting for 60 per cent of exports
• Real action to reduce excessive regulation on manufacturing
• Restoration of UKTI (UK Trade and Investment) support for exporting, now critical given the reported 2005 UK trade deficit of GBP 65.5 billion
• A review of the effectiveness of DTI's Manufacturing Forum
The Nine Associations have also acknowledged the views on the long term economic consequences of climate change outlined in the Stern Review, but warn against it being used as "an excuse for extra green taxation on industry." Emphasising the broad range of benefits plastics bring to sustainable development, Peter Davis cautioned that "crude green taxation on business will drive jobs and investment overseas. The plastics industry is part of the solution not the problem, producing materials reducing the weight of motor cars, insulating homes and going into wind turbine blades and solar panels. In addition, modern injection moulding machines use between 20 and 50 per cent less energy compared to ten years ago."
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Laura Baker has joined as Business Development Director. Laura will work to develop Cogent branded products and services, including building delivery platforms and taking them to market.
Laura is an Engineer by profession. She has an MA in Engineering from Cambridge University, and has recently completed an MBA with the Henley Management College. She was awarded the first ICI university sponsorship in Control Engineering, and began her career there in the early 1980s as a Graduate Engineer. She moved through a variety of roles with ICI. Following her career here she worked in commercial management for technology company ABB Ltd.
Laura will initially build on key initiatives which are already underway, including Cogent’s “Upskill” and “Passports” Big Ticket Items which employers already have said they want, via its Sector Skills Research Programme.
Dawn Hillier has been appointed as Education and Skills Manager. Dawn will be working across all aspects of education and skills development including careers pathways and sector qualifications strategy. Dawn joined Cogent in November 2004 as Research and Policy Advisor.
Dawn will be working to develop high quality qualifications for the sector and with employers and stakeholders and to agree interventions with key partners to improve the match between education and training supply and employment need.
Dawn graduated from Keele University in 2001 with a BA Hons in Law and Criminology.
Ian Lockhart has joined Cogent SSC as Standards and Apprenticeship Manager
Ian’s background is in Engineering including running a successful business and subsequently passing on his experience and expertise within the Further Education and training field for over 20 years. During this time he was successful in delivering projects across a range of Government training programmes.
In 1999 Ian gained a BA Honours in Professional and Vocational Education and is looking forward to the challenges of the Standards and Apprenticeship portfolio.
Ian Moores has joined Cogent as Diploma Development Manager.
Ian joined the offshore Oil and Gas gas industry in 1989 working as a Mud Logger for Geoservices. He left the industry in 1991 to undertake a Bachelor of Engineering Degree in Geology at the Camborne School of Mines in Cornwall. Following this he returned to the North Sea working as a Data Engineer for Halliburton SDL, finally leaving the industry in 1999.
Ian then undertook a PGCE at Manchester Metropolitan University, retraining as a teacher. Until his appointment with Cogent he was Head of Geography at a High School in Worcestershire where he taught for six years.
Ian will work to progress the 14-19 Diplomas (Engineering and Manufacturing) which offer a real opportunity for employers to get involved in education. This new qualification will help Cogent and the companies in its sector to increase the attractiveness of careers in the industries
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Thr first phase is focusing on nuclear, where the need for a common site induction training (SIT) standard was identified. Cogent has now drawn up a first draft of the standard.
At the most recent project meeting, the Joint Project Group of Site Licence companies had the opportunity to give feedback on the draft curriculum and endorsed a system of accreditation of SLC training providers to be put forward by Cogent and the National Skills Academy for Nuclear (NSA-N). It was agreed that passports could be used to provide the necessary transferable record of the training.
Cogent has conducted a survey of existing passports which revealed a wide range of practice & scope, everything from:
- a record of completion of a single training course, to
- a competence management system.
The requirement for the nuclear site induction training (SIT) is one of the simplest types. The Joint Project Group felt that they would support a system which could record SIT and would have the capability to record other industry specific training courses from the Academy. However, they said that they don’t need a new system to manage their own training and competence records.
John Haddon, Project Manager Passports said: “In view of the variety of existing provision and the evidence that building a system from scratch could be very wasteful of time and money, Cogent has decided to select a provider to deliver the scheme who can match this industry need and we will start the selection process shortly.”
The NSA-N Project team and Cogent have discussed their common interest in passports for the industry and will be working together to roll it out, while the Academy is being developed.
OPITO, which is a Cogent group company, already manages a common induction training framework for the offshore industry and maintains the training records which are accessed via the “Vantage” passport system. The industry says it provides a better grasp of crucial safety issues which are essential to a safe working environment offshore. This is as a result of an Offshore industry agreement in 1997 to work together to improve safety including a common induction programme.
John Haddon added: “The current passports project will benefit from the offshore experience and also from that of other Sector Skills Councils working on similar issues”.
For further information, please contact John Haddon |
The programme is seeking prospective industrial partners to help establish industrially based research programmes in collaboration with one of the participating universities.
Through collaboration with industrial partners, the Nuclear EngD will develop outstanding young nuclear engineers with intensive, broadly based training so that they are equipped to take up senior roles within the nuclear industry.
In addition to obtaining a high quality qualification research engineers will gain experience of working up to 75% of their time within an industrial research and development environment.
For further information please contact:
Alastair Walsh Atkins
Tell: 0161 275 4389
Email: alastair.walsh-atkins@manchester.ac.uk
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Cogent interviews its Chairman, Dr John Beacham on the skills challenges faced by the sector. John’s experience and expertise are in New Product innovation, Business-Higher Education partnerships and Networks. He has recently written a “60 Minute Guide to Innovation – Turning Ideas into Profit” www.dti.gov.uk/innovation to help companies be more innovative. He has spent 35 years in the Chemical and Pharmaceutical Industry where his last post was Research Manager and Chief Scientist for ICI plc. He was awarded a CBE in the 2000 New Year’s Honours List for services to the Chemical Industry.
John Beacham is clear that Skills underpin all business success whether in performance or growth, and thus are vital to the cogent sector. Central to any strategy on Skills is creating an environment where individuals can be personally developed, skilled and empowered to contribute these to achieve business goals. John believes that it is leadership that makes the difference between success and failure.
“Training and qualifications are the fundamentals, and without these organisations will continue to lag and underperform. It is certain that UK companies need to upskill on a number of fronts and Cogent research shows a number of pressing shortages and gaps particularly around technical skills, skills relating to health and safety and in business and people management.
“However, companies cannot simply add such skills, through training programmes or qualifications uptake, and then expect to raise their game. Organisations need inspirational leadership at the top as well as good leadership at every level in the organisation to benefit. “It is through leadership that organisations can tap into the talent lying latent in their organisations. Talent which often sits unexploited and underutilised. Training people does not mean that you automatically unleash this hidden capability – it is part of the equation but it is not the full story.”
John says that leadership involves motivating people – “getting ordinary people to do extraordinary things”. Many organisations continue to struggle to engage their people and to nurture them. But the best ones work on this continuously to create the right conditions for success.
He notes that many of “The best companies to work for” – (see Sunday Times 100 Best Companies to Work for 2006) – do not have problems recruiting and retaining staff and suggests that it is because they are focussed on leadership, development and stretch.
“These companies are not necessarily paying the most, nor do they have the best offices. But, large or small, they do share a commitment to treating people as their most important asset – respecting them, developing them and recognising their success.
“Companies that do this and have a policy of developing talent from within will do much better at attracting and keeping good people. Companies that simply train people in an ad-hoc manner or, more worryingly, who expect other organisations to train them, and then poach them are unlikely to optimise their performance.
Innovation
It is crucial to create a performance culture and an environment where people can be creative and support company innovation.
Indeed, innovation is John Beacham’s passion – and what drives his thinking and his approach to business performance.
Charles Darwin famously said that “the species that survived were not the most intelligent – they were the ones most adaptable to change”. This applies equally to companies.
“The ability to understand and adapt to change is key to sustainability. Standing still is not good enough. To survive Companies must move themselves up the value chain, and take their products and services to higher levels.
“Skills are central to product, service and business process innovation. It is skills which enable the successful exploitation of good ideas – which is what innovation is all about. Creating good ideas is not enough. Companies must be able to develop these, get them to market and sell them.
“It is here that we come full circle to leadership. Employers must equip their managers with the people management and leadership skills which are aimed at unleashing innovation. People do have innate creativity – but we need to help them to apply it: this means training and it means meeting standards. But it also means giving them the necessary freedom to work together to come up with the next generation products.”
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