Deregulation & the 2013 FE Teacher Trainer Qualifications
Understanding the changes and their impact on HR Policy, ITE and CPD.
Following the De-Regulation Bill of July 2013, the FE & Skills sector will need to revise the rules and regulations that govern the teaching, training and development of teachers, trainers and learning support teams.
The rules and regulations that relate to professional teacher status have already been revoked. The mandatory rule to complete at least 30 hours CPD has been removed, membership of IFL is now optional and professional formation is still available but no longer required. The requirement for teachers and trainers to hold a teaching related qualification remains under review but is likely to disappear when the De-Regulation Bill is ratified. To complicate matters further PTLLS/CTLLS/DTLLS has been replaced by a new suite of qualifications that, at first glance, appear very similar but in the detail have some significant differences that need to be understood especially the level determinants and options that enable them to be more closely matched to individual needs.
This means that Employers (FE Colleges, Learning Providers, Local Authorities etc) have the flexibility to structure their initial and in-service teacher training, CPD and professionalism in a way that closely meets the needs of the organisational and individual staff. Whilst this freedom is attractive it brings with it a raft of issues that Providers will need to address urgently.
From a quality perspective, the position of all teaching and training staff registered with IFL and completing professional formation may be attractive to the Organisation. However, in a deregulated environment, how will this be seen by the Staff, Unions and new Teacher/Trainer applicants and who would be expected to pay for membership and formation?
When the official requirement for Teachers and Trainers to hold teaching related qualifications is removed the reality will mean that their Employers (FE Colleges, Learning Providers, Local Authorities etc) still need to ensure that they are suitably trained and qualified. Colleges or Providers will not be able to risk being criticised during inspection for poor staff training and development if their grades in this area are not outstanding.
The easiest route will be to ensure that all new or developing teaching and support staff still achieve suitable qualifications and/or professional recognition via the new suite of qualifications. However, time, cost and day to day targets will make it less easy to ensure that HR and Line Managers have sufficient understanding of the new structures to be able to guide staff on the correct choice. The new qualifications, despite first appearances, do not directly correlate with their predecessors and by not being nested, as previously, make planned progression more challenging.
This one day workshop explores the changes in the context of the need to deliver “outstanding teaching learning and assessment” and considers the approaches learning organisations need to consider to ensure the quality of their teaching and learning teams remains robust and can be evidenced as such. There are extra benefits from optional units in some of the new qualifications which will be explored in the session.
'Informative, Well researched, reliable information. Can be used as a good aid for staff develop, cost saving ideas. The content very well matched, and informative. Specific areas were discussed in detail with good and well informed answers.'
General Manager, Barnsley Metropolitan Council
'Clarification of new standards - made simple.'
Quality Manager, Blackpool Council
'Indepth and exploratory, so can explore lots of information and options.'
Quality Manager, Doncaster Council
'Highly knowledgeable facilitator. Tailored session to individual needs.
Teacher Education Tutor, Harrogate College
'An indepth overview of the implications of deregulation for professionals working in the non-compulsory sector.'
Curriculum Manager, Manchester Adult Ed Service
This highly current and fast paced workshop is designed for all those involved in the management, planning, accreditation, marketing, delivery, assessment or quality assurance of existing or new qualifications for teachers and trainers in the wider FE & Skills sector, including Apprenticeship, Foundation Learning, ACL, Prison and offender training
The workshop will be of significant interest to curriculum managers, department heads and hands-on HR managers in FE Colleges, Learning Provider Organisations, Local Authorities and Prison/Offender Institutions. Teachers, trainers and learning support workers together with representatives from infrastructure organisations will also find the workshop of benefit
Aims and Objectives
Participants will better understand
- The rationale and reasoning behind the 2013 changes
- The main changes and their potential impact on current delivery/achievement models
- The structure of the new qualifications, how they work and who they are for
- Ways to ensure teaching and support staff are qualified to the new 2013 standards
- How to use the qualifications to structure organisational and individual CPD needs
- Ways to use official guidance documents in the planning & implementation of CPD
- The rules of combination and how to use optional units appropriately
- Ways to use previous and prior learning to minimise burden & improve achievement
- The relevance of the core units and their value in enhancing literacy and numeracy skills
Session 1 – Background and Context Setting
The first Session explores participant’s current understanding around the changes and establishes what individuals are looking to gain from attending before providing a brief overview of the background behind the changes:
- The rationale behind the Lingfield review and the outcomes of that study
- De-regulation, the changes and impact
- Mandatory CPD
- Professional Formation
- Membership of IFL
- The role of the FE Guild
- What now constitutes “appropriately qualified teaching staff”
- The New Teacher Training Awards, Certificates & Diplomas
- Basic Structure and Overview
- Progressing to the new qualifications
- The expectations on “Employers” ie colleges, providers, authorities etc
Session 2 – Setting Policy and Presenting to Staff
The second session considers the key changes brought on by deregulation and how these could, without care, lead to adverse inspection results. This session explores the risks relative to the opportunities and freedoms with a view to establishing what a cost effective robust position could look like. In doing so this session considers, recruitment, ITE, staff CPD, staff membership of professional bodies including funding of costs, qualification progression routes and professional formation and how best to present the final policy to staff and where appropriate explain and justify.
Session 3 – The New Qualifications Structure and Content
The third session uses a series of presentations and exercises to enable participants to understand better the structure and content of the new qualifications. At glance these appear very similar to PTLLS/CTLLS/DTLLS but there are significant changes in both terminology and assessment guidance. Understanding is pivotal to qualification selection. This session highlights these changes and explores in some detail the structure, content, assessment issues and the rules of combination of the 2013 qualifications.
- L3 Award in Education and Training
- L4 Certificate in Education and Training
- L5 Diploma in Education and Training
- L5 specialist Diplomas
- New routes via optional units
The session also provides advice and guidance on the qualification requirements of those employed to deliver the new qualifications, including the specialist and optional units.
Session 4 – Matching Qualifications to Individuals and Organisational Needs
This session explores in how the qualifications link to experience levels, job roles and, potentially, pay expectations but more importantly demonstrates how the optional units are used to ensure training and development aligns closely to individual and organisational development needs. This session also considers the possibility that some qualification providers may only offer a restricted range of optional units and importance of factoring this into qualification provider and course selection.
- Matching job roles, experience and organisational aims to qualification specifications
- The optional units – selecting to ensure optimum benefit and value
- Structuring organisational CPD and training needs, including those of part qualified staff
- Raising standards in English, Mathematics and ICT
Session 5 – Previous and Prior Learning
Under the PTLLS/CTLLS/DTLLS qualifications there was a clear nesting of units and identification of previous and prior learning was relatively easy, the new 2013 qualifications remove this nesting. The unintended consequence means that far greater attention will now need to be given to the assessment of previous and prior learning. Whilst re-assessment of learning may be attractive financially this approach is unlikely to find favour with staff and it is clearly not in the spirit of the QCF. This session explores how previous and prior learning can be used in an effective and cost effective manner to reduce burden and speed up qualification attainment.
- Recognising Previous Learning (RPL) versus Accrediting Prior Learning (APL)
- What do they mean?
- Are they the same?
- Guidance on when to use RPL and when APL is more appropriate
- Principles and approaches for cost and time effective RPL and APL
- Making accurate initial advice and guidance decisions
- Supporting those who are mid way through programmes
Session 6 – Action Planning
The final session summarises the learning and considers what participants need to do on return to work. This session also provides an opportunity for participants to clarify any points they remain unclear on.
Internal Staff Training and Development
This training workshop, along with most of our other best practice training workshops, can be delivered as an internal training course at your premises. Even with groups as small as 6-8 delegates, the course fees per person for internal training workshops can be lower than for open events. The potential savings are even greater, if the travel time and the travel costs of the delegates are included.
Running training workshops internally is very convenient and it allows the participants to explore how key issues will impact on them and their organization. Then as a team they can begin to agree upon a development action plan, with priorities. This approach is favoured by many of our clients as it combines a high quality service with excellent value for money and is a highly effective route for staff development.
Related New Programmes Workshops
- 24 Plus Learning Loans - Planning and Implementing
- Deregulation & the 2013 FE Teacher Trainer Qualifications
- Preparing for Ages 14-16 in FE
- Study Programmes
- Supported Internships
Certificates of Professional Development.
This course is recognised for CPD purposes by most professional institutes and associations including the Law Society, the CIM, the CMI, the ICAEW, the Institute of Learning and the CIPD. Formal Certificates of Professional Development will be issued by email to participants who successfully complete this course. These certificates will enable participants to evidence the update of their CPD records. The workshop will consider how to best apply the knowledge gained by the delegates upon their return to the workplace. This element of the programme is designed to maximise the benefits of attending and enable participants to make valued judgments when recording CPD activities