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The QCF: Employer Engagement 3 June 2010 CCEA Regulation

The QCF: Employer Engagement 3 June 2010 CCEA Regulation. What is the QCF?. Qualification and Credit Framework Small steps of learning Units build to qualifications Each unit has a credit and level value Unit content developed by employers through sector skills councils (SSCs)

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The QCF: Employer Engagement 3 June 2010 CCEA Regulation

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  1. The QCF: Employer Engagement 3 June 2010 CCEA Regulation

  2. What is the QCF? Qualification and Credit Framework • Small steps of learning • Units build to qualifications • Each unit has a credit and level value • Unit content developed by employers through sector skills councils (SSCs) • Opportunity for units and qualifications to be developed quickly • Opportunities for employers to write own units or award own qualifications

  3. 8 7 6 5 4 3 2 1 Entry Level Diploma Award Certificate 13 – 36 credits 37 and above 1 – 12 credits QCF Qualification Structure Challenge Size

  4. Qualifications Development Process Who is involved? • Sector Skills Councils (SSCs):UK wide independent employer-led bodies who articulate employer needs in their sector through national occupational standards - NOSsector qualification strategies – SQS • Qualification Regulators (QRs):recognise organisations to award qualifications and accredit (approve) qualifications • Awarding Organisations:submit qualifications to be accredited to the QRs and award qualifications to learners

  5. QCF Development Process

  6. Background • Employer Recognition Programme in England 07-09 • Employer Engagement Programme 09/10 3 models developed • work with existing awarding organisations • work with a third party • become a recognised awarding organisation

  7. RTEP • 1 year programme April 09 – March 10 • Supported by DEL and managed CCEA regulation Objectives: • to support employers to have their training recognised in the national regulated framework for vocational qualifications. • to widen understanding of and confidence in QCF qualifications amongst NI employers

  8. Process adopted in N Ireland • Employers received advice and support from CCEA in relation to a specific training programme. • Relevant sector skills council and awarding organisation identified to map and scope training to existing NOS and/or qualification. • New NOS developed if required. • If NOS exist but not in a current QCF unit, NOS used to develop new QCF unit. • New QCF unit used within Rule of Combination to lead to QCF qualification.

  9. Unit Based Qualifications Unit Bank Qualification ‘A’ Mandatory Units Optional Units Employers’ Own Units

  10. Facts and Figures • Launch, leaflet and existing forums • 25 organisations engaged with the RTEP • Ten organisations contacted CCEA for general information. • Helped employers understand the qualification system • Identified for employers their relevant SSC • Promoted the use of NOS and the NOS directory for in-house training • Nine organisations had on site analysis of in-house training • Training sessions on NOS directory, • Mapped NOS to existing qualifications - Helped to identify the relevant SSC(s) for required NOS • Outlined RTEP options available.

  11. A production company • employer worked with local SSC rep • national standards and qualification manager mapped in-house training provision to relevant NOS • NOS developed into new QCF units as part of revised QCF qualification Outcomethe individual employer had training accredited and will be rolled out in the sector nationally.

  12. A professional body • recognised the value of accredited qualifications • the flexibility that the QCF offers in terms of units • the value of credit and level which can offer a variety of progression pathways to higher education Outcome Now offer through rules of combination a more flexible pathway through an offer of mandatory and optional units which are more suited to the context of their candidates setting.

  13. A business development agency • worked closely with their local SSC • involved in the development of NOS for the craft sector. Outcomes The business skills were incorporated into the new NOS enabling these NOS to be used in future QCF units and qualifications.

  14. Impact in N Ireland • Helped employers understand the qualification system • Identified for employers their relevant SSC • Promoted the use of National Occupational Standards and the NOS directory for in-house training • Mapped NOS to existing qualifications • Assessed how existing qualifications can be tailored • Supported the development of new NOS and QCF units as required.

  15. RTEP Findings • Confusion re roles and responsibilities of key stakeholders • RTEP lost in overall QCF capacity building • Lack of understanding of NOS • Lack of understanding re flexibilities of QCF • Employers confusion and lack of understanding of the current qualification system

  16. Recommendations • A coherent communication strategy with clear employer focussed messages • NOS should be the starting point for all employer engagement re qualifications • Roles and responsibilities of key stakeholders must be defined • All training should be based on NOS as a minimum • The benefits of bespoke training which can be accommodated in the QCF needs to be promoted by SSCs, awarding organisations and training providers • Costs need to be considered in a wider context

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