Ensuring High Quality Independent Careers Guidance

There are no open events scheduled for this topic. It may be run as an open event again in the future. Alternatively, we can run it as a bespoke internal event for your organisation.


Ofsted’s report “Going in the right direction?”, (September 2013) reviewed the way schools have implemented their duty to secure and provide access to independent and impartial careers guidance for pupils in Years 9 to 11 (extended to Years 8 and 12 from September 2013). Ofsted found arrangements were not working well enough. Three quarters of the schools surveyed were not implementing the new duty effectively and there was a significant lack of employer engagement in schools. Consequently Ofsted inspections are now extended to cover schools’ implementation of their careers duty.

The poor quality of school-delivered careers education is confirmed by other research. For example a TES-commissioned report, published in October 2013, found that more than one in 10 young people aged 14-25 said they had received no career guidance at all. Whilst just under two-thirds received information about A-levels and university, far fewer had received information about apprenticeships, non-academic routes into work, vocational qualifications, or about becoming an entrepreneur.

This workshop enables participants to understand the implications of the careers duty and what they need to meet it effectively.   It explores a range of strategies and practical solutions that schools can use to design and deliver a careers education programme that is responsive to learners’ needs and supports their progression and achievement. It examines resources and ways to incorporate employer engagement and work-related learning into the schools offer.  Quality assurance strategies are considered in the context of Ofsted expectations.

For Whom

This workshop is primarily designed for representatives from schools, academies and FE colleges delivering Key Stage 4 programmes looking to understand what high quality independent careers guidance looks like and how it can be delivered in a robust and cost effective manner that meets the latest legal and inspection requirements.

The workshops will be of interest to senior management, curriculum managers and those with day-to-day responsibility for careers education and work-related learning.  The workshop is suitable for those looking to introduce careers guidance or develop existing an existing offer.

Local authority advisory staff whose role involves Key Stage 4 curriculum development will also find the workshop of interest. 

Aims and Objectives

This workshop is designed to help managers and teaching staff plan and implement careers education programmes.  The workshop is highly participative with a number of practical activities. It will enable participants to understand, consider and explore:


1          The careers duty
The first session considers what the new duty means for schools, particularly independent and impartial careers guidance. It also looks at Ofsted’s expectations, the implications of the new progression measure and the impact of Raising the Participation Age (RPA).

2          Buying in or doing it ourselves?
Session 2 enables participants to assess the benefits, advantages and disadvantages of commissioning careers advice and guidance from external specialists. It considers criteria for selecting an external provider and provides guidance on deciding what should be bought in and what should be delivered by school staff.

3          Framework for an effective careers education programme
Session 3 provides participants with an outline framework for a careers guidance programme for Year 8 through to Year 12. Resource implications are identified and suitable resources considered. Possible ways of quality assuring the programme are discussed.

4          Additional and focused support for particular pupils
Session 4 provides guidance on how the needs of SEND pupils can be met in respect of careers guidance. The use of “risk of NEET indicators” and how to interpret the results are discussed.

5          Employer engagement and work-related learning
Session 5 explores ways to deliver effective employer engagement. Whilst the work experience duty no longer applies at Key Stage 4, the benefits of continuing to offer work experience and employability skills to some pupils will be considered. Up-to-date information on ways of providing certification for work-related learning will be provided.

6          Reflection and action planning
The final session is an opportunity for reflection, consolidation and action planning. You should finish the day with an outline plan of what to do next, and how to go about implementing this in your organisation.

Delivery and learning styles applied

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.

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Related Key Stage 4 Provision - Improving Quality Workshops

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