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KATE SHOESMITH. HE in FE:. An awarding perspective. KATE SHOESMITH. DRIVERS FOR CHANGE. AGENDA. 1. 2. HOW THIS IS AFFECTING OUR OFFER. 3. NEXT STEPS. A CHANGING LANDSCAPE.

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he in fe

HE in FE:

An awarding perspective

KATE SHOESMITH

agenda
DRIVERS FOR CHANGEAGENDA
  • 1
  • 2
  • HOW THIS IS AFFECTING OUR OFFER
  • 3
  • NEXT STEPS
a changing landscape
A CHANGING LANDSCAPE
  • ‘… the mismatch between skills in demand and skills offered by young people is growing. This can be seen, for example, in the high and sometimes increasing unemployment rates of university graduates.’
  • ILO (2011), Global Employment Trends 2011: The challenge of a jobs recovery. P.52
external developments
EXTERNAL DEVELOPMENTS
  • TUITION FEES
  • APPRENTICESHIPS – increased focus on ‘higher level apprenticeships’
  • LABOUR MARKET CHANGES:

- 100% increase in those with ‘higher level skills’ between 2007 & 2017

- School leaver programmes, eg Proctor & Gamble, KPMG, etc

  • June 2011 - HE White Paper
  • 300,000 expected to be unsuccessful in HE applications in 2011
  • 16.6% increase in apprenticeship starts in last year
  • £425m public funding supports HE learners in FE
a closer look at the he white paper
A CLOSER LOOK AT THE HE WHITE PAPER
  • Key themes in HE White
  • Paper:
        • Improve information available to prospective students
        • Improve industry-HE collaborations
        • Increase competition – encourage more providers into HE market
  • Proposed legislative process:
        • May 2012: HE Bill expected
        • 2013: Royal Assent granted
        • 2013/14: Earliest any non-teaching bodies could seek degree awarding powers

‘WE WILL... FACILITATE EXTERNALLY-ASSESSED DEGREES BY TRUSTED AWARDING BODIES’

HE White Paper, 28 June 2011

internal considerations

1

2

3

RECENT FOCUS ON QCF L2 & 3 –

Need to refocus on ‘seamless’ progression

CITY & GUILDS HERITAGE

Imperial College / Art School

Master Craftsman

PROFESSIONAL RECOGNITION AWARDS

Under review

INTERNAL CONSIDERATIONS
  • Work to date:
  • Qualification data analysis
  • Extensive stakeholder testing
  • Building towards a partnership model between providers
  • and City & Guilds
progression strategy
PROGRESSION STRATEGY

Now

Short term

Long term

Redevelop

Professional

Recog Awards

(LCGI, etc)

Focus on

Higher Level

Apprenticeship offer

Explore

(vocational) degree

option

Develop 2010 / 11

Launch Jan 2012

Develop 2011 / 12

Launch Sept 2012

Decision by Dec 2011

In order to develop the right progression ladder for City & Guilds learners

thank you
Thank you
  • Any questions?
  • Kate Shoesmith
  • Head of Policy & Corporate Affairs
  • kate.shoesmith@cityandguilds.com