1. Developed by the industry for the industry
NSARE Overview
Gil Howarth
FE Colleges RailShow
Tuesday 29th January
Developed by the industry for the industry

2. NSARE’s Aspiration
A Network of FE Colleges that will work collaboratively with employers and other training providers within the Railway Engineering sector

3. Walsall RailShow
A Network of FE Colleges that will work collaboratively with employers and other training providers within the Railway Engineering sector

4. Membership
‘not for profit’ company limited by Guarantee wholly owned by industry Member organisations; 4

5. Rail Industry Structure
contractual
complex

6. NSARE’s Scope Included: Power – from Substation to Railway & OLE
Signalling &
Telecoms
Train build/
maintenance
Track renewal
/maintenance
Not included:
Civil Engineering
Construction
Power from Grid
to Substation
‘Generic’ parts
manufacture 6

7. NSARE’s Scope Network Rail 20,000 Transport for London 6,500
Train & Freight
Operating
Companies
3,500
Crossrail
Infrastructure
Supply
Chain
60,000
Traction &
Rolling Stock
Supply Chain
10,000
Track
S&T
E&P
B&C
Design
Build
Maintain
Design
Build
Maintain

8. Typical Supply Chain Network Rail Main Contractor Sub-Contractor
Equipment Supplier
Agency Staff
Sub-Contractors

9. Skills Forecasting
maintain
enhance

10. NSARE Skills Forecasting Model
Type of activity
Track
Signalling & Telecommunications (S&T)
Electrification & Plant (E&P)
Traction & Rolling Stock (T&RS)
Skill Level
Level 6-8 Senior Engineer/General Manager
Level 4-5 Technician / Manager
Level 3 Skilled Artisan / Supervisor
Level 1-2 Semi-Skilled
Maintenance or Investment Projects/Renewals
51 Companies provided 44,000 sets of people data 10

11. Total Workforce Numbers
Type of Activity
Number of People
Track
55,500
Signalling & Telecommunications
12,000
Electrification & Plant
3,500
Building & Civil
15,500
Total Infrastructure
86,500
Traction & Rolling Stock
13,500
Total
100,000
% Female
4.4% 11

12. Workforce Age Profile 12

13. Electrification & Plant13

14. Electrification and Plant – Skill Levels
Maintenance
Projects/Renewals
Total
Level 6-8
120
270
390
Level 4 – 5
360
460
820
Level 3
1150
500
1650
Level 2
310
560
870
1940
1790
3730 14

15. Workforce Geography 15

16. Electrification & Plant16

17. Aggregated Programme
Developed aggregated programme of 200+ projects from:
Network Rail
TfL
Crossrail
HS2
Rolling Stock
Light Rail
Timeframe (where information available)
Concentrated on 2013 to 2019 (end of CP5) 17

18. Future Programme – Spend by Client

19. Future Programme – E&P Spend

20. Recruitment: Numbers by Discipline

21. Recruitment: Comparison with Current Workforce

22. Recruitment: E&P (Growth, Retirements & Leavers)

23. National Training Academy for T&RS
quality
focused

24. National Training Academy for T&RS
Collaboration between Siemens Plc, NSARE Ltd and Government
National ‘hub’ at Northampton, ‘spokes’ around the country
Concept: Government funds 50% in return for 50% of training capacity to be made available to industry through NSARE
Cost: £7million
Programme: Q1’ Agreement with BIS/DfT
Q2’13 Design & Build Contract placed
Q3’14 ‘Open for Business’

25. ERTMS
quality
focused

26. Industry View of Future Train Control System Configuration (ERTMS)
Control Centre
Voice communications
On board train detection
Movement authority
Advisory speed
Automatic Train Operation
Key nodes
Limited signalling
Limited train detection
Intelligent
Traffic
Management
Safety
Appropriate System Safety levels
Minimal Trackside Maintenance
Capacity
Increased Capacity/Train Service availability
Flexible Capacity/Journey Time
Increased Reliability
Carbon
Improved Regulation
Sustainable Technology
Cost
Reduced whole life costs
System Interchangeability
Reduced bespoke engineering
Customer
Flexible to business needs 26

27. ETCS Academy Project Scope
Study covers ETCS aspects of ERTMS 27

28. All others will require some level of ERTMS awareness
Key Job Families
4 workshops were held with industry wide stakeholders attending - over 200 roles were identified as being impacted by ERTMS. These have been summarised into 13 key job families
All others will require some level of ERTMS awareness

29. Estimated no of people in key roles now
No of people identified to date (not complete)
Systems Specialists
400
Designers & Testers
2,400
Infrastructure Installers
2400
Signal Maintainers
3,300
Telecoms Maintainers
1,000
NR Controllers
700
Signallers
5,600
TOC Drivers
1,4000
FOC Drivers
FOC & TOC Controllers
FOC & TOC Train Crew & Despatch
11,000
Train Fitment
2500
Train Maintainers
8,000
Technical Support
300
Total
55,000
The numbers include:
Network Rail staff
A sample of the supply chain from skills forecasting data, plus
Estimates for the supply chain where data not received from employers 29

30. SkillsID
quality
focused

31. SkillsID – What is it?
Online record of an individual’s skills, competencies, qualifications Accessible by employer (sponsor) and individual – promotes ownership of own development Updated by employer (sponsor), NSARE accredited training providers – all verified records 31

32. Skills Backbone IT Platform
Common Reference Library
(Job Roles, Qualifications etc.)
Supply
Demand
Central Processor National Database
Organisations
Employee Record
Trainers & Assessors
Accredited
Training
SkillsID
CPD / Career Planning
Course Directory
Skills Forecasting
Training and Assessment Content
Access via Web Portal
Mobile Access

33. SkillsID – Interfaces with other systems
Competencies, Training Courses, Employee Data, etc.
Training
Providers
Employers
NSARE SkillsID
National Competency Database –
Technical, Safety, Behavioural, etc. NR
Sentinel
TfL LUCAS
Crossrail System
TOC Systems
Employer Systems
Industry Launch: early March 2013 33

34. Qualifications Structure
quality
focused

35. Supporting Railway Engineering
Matthew Scarff
Senior Business Development Manager
24th January 2013

36. Qualifications Transferred to Semta/EAL
Safety competencies are important BUT should be a component of an individual’s portfolio of competencies
Increasing recognition
that behaviours,
including Leadership
& Management, are
critical to success 36

37. Background to EAL...
Began providing qualifications in 1964 as Engineering Industry Training Board (EITB). Our sole purpose was to service the UK engineering industries
We are the leading vocational Awarding Organisation in Engineering and Manufacturing, with a 75% market share of all skills provision
In recent years we have successfully expanded our offering into allied sectors
Our qualifications are used by over 800 centres and we currently issue over 150,000 certificates to learners a year
In 2012 we became Excellence, Achievement and Learning

38. Our primary focus is on supporting employers and industry
Qualifications should be a workforce development solution that support growth
We view quality are being our USP and we are the only Awarding Organisation to employ full time external verifiers to lead on quality assurance
We work with a range of employers and their providers to develop specific qualification to support their business needs
We have reinvested over £10m back into industry over the last 5 years.

39. Initial Developments - Track Engineering Fundamentals
THE CHALLENGE:
Weekend warriors - track renewals/maintenance
HUGE contingent labour workforce
Demographics, working practice and sub contracting arrangements make for a hard to reach group
7500 people potentially 'unskilled' and/or 'unqualified'
Diverse skills mix and training needs

40. Initial Developments - Track Engineering Fundamentals
THE SOLUTION:
A qualification that recognises existing Network Rail training programmes
A qualification that allows for mixed ability
A qualification that utilises existing systems for assessment and quality assurance purposes
A qualification that makes best use of learner and employers' time
A qualification that strives for industry best practice

41. Level 2 Track Engineering Fundamentals
Work experience (up to 6 moths depending on experience) – complete industry required logbook
Training Course (length depending on experience). Involving centre marked practical assignments
Skills Diagnostic
Final Assessment (professional discussion)
EAL Test

42. Initial Developments - Track Engineering Fundamentals
Next Steps:
Funding rates to be agreed
Limited pilot in April (circa 200 learners)
Potential roll-out for academic year

43. Future Projects Qualifications based on OLEC standards:
OLEC touches significant parts of the workforce from being needing to have awareness of OLEC to being competent
Is an industry based standard with no formal assessment programme
Qualifications will bring needed structure to the industry. It will give employers more confidence and will provide employees with national recognition
The qualifications will be based on existing competency requirements

44. Going Forward EAL will work closely with NSARE
Building a dedicated Rail team within EAL
Ensure there is a clear channel of communication with interested Centres
Quality products that meet the needs of industry is our focus
Matthew Scarff
Senior Business Development Manager
24th January 2013

45. Future Projects Revised Qualification Frameworks:
SEMTA and NSARE will lead review
EAL will develop all qualifications required by the sector, irrespective of level
Apprenticeships and qualifications must bridge the gap with competency frameworks and schemes so education pathways become the norm for the sector
EAL anticipate creating a robust suite of qualifications and apprenticeship over the next 12 months
NB All current apprenticeships in Railway Engineering are valid and any new introductions will be phased in

46. Apprentice Quality Review
consistency

47. Apprentice Quality Review Martin Ward - NAS
Some very good delivery, but…..some areas for real concern
It’s not news that our railways have been neglected. It’s been stop-start as governments and policies have come and gone. The resulting feast and famine cycles of investment have not encouraged investment in people. And the result, we all know, is that our rail engineering industry is not looking too sharp. We have a workforce where more than a quarter is aged over 50. Specialist skills are disappearing and underinvestment in new talent has left us with a huge problem.
Just to stand still, we need to double annual recruitment by But how can we, when our life blood is leaking away?

48. Level 2 - Track Apprenticeships
Concerns raised by NSARE following feedback from industry:
2000 level 2 apprentices
10,000 total workforce
Funding driven, not employer driven
Provider led apprenticeships
Long term sustainable employment
Reputational damage to rail industry

49. Review of Intermediate level Rail Engineering Track delivery
Some very good delivery but some where we have concerns to be resolved
All delivery that fell into the review was sub contracted mostly through colleges
Many providers were also the employer – employment circumstances not always clear during the Apprenticeship and on completion.
Better quality where recruitment based on real anticipated employment need.
In most cases the duration of Apprenticeships have been extended to reflect the 18 months in the framework but not all.
Some questions about the use of heritage railways or museums to deliver the Apprenticeship. Is this adequate to prepare for work on the main network?
Will be interesting to see in time how many progress to the appropriate Advanced Apprenticeship

50. Review of Intermediate level Rail Engineering Track delivery
Memorandum of Understanding between NSARE and NAS gives a strong platform to build on.
Gives a real opportunity to understand the sector
Shared interest in the development of high quality training in the sector.
Want to grow the use of Apprenticeships within the Rail Industry both intermediate and Advanced level. Really positive signs this is happening but must also ensure that these are high quality and linked to sustainable employment.
Will work together to ensure real understanding of how the industry operates
National Apprenticeship Service

51. Memorandum of Understanding with NAS
The Way Forward
Memorandum of Understanding with NAS
NSARE Accredited FE Colleges and sub-contractors
Employer focused
NSARE co-ordination of national need
Review all apprenticeship frameworks
Quality apprenticeships
Intermediate
Advanced
Higher
Support the development of the industry

52. Guidance on Rail Industry Employment
standards
quality

53. Guidance on Rail Industry Employment
NSARE support & guidance
Feedback from December FE Colleges Event
Driven by standards
Network Rail standards available on line
IHS
£3k pa
Highly regulated
Complex
Constant Change

54. Guidance on Rail Industry Employment
Setting learners’ expectations
Medical
Colour vision
Hearing
General Health
Drugs & Alcohol
Pre employment screening
No second chances – automatic 5 year ban
Under influence alcohol – immediate dismissal

55. Guidance on Rail Industry Employment
Practical help
Arranging site visits
PPE requirements
Access to track
Growing knowledge & understanding
Communication campaigns
Promotional materials
Trade magazines etc.
Promoting Railway Engineering

56. Supporting the FE Colleges
Adding value
Learning resources
Text books
Redundant Equipment
Partnership with private sector training providers
Communications

57. NSARE Inspection Framework
judgement
consistency

58. The Accreditation Journey
NSARE live: February 2011
Network Rail contract – “Sentinel Training”
Safety training
100 training providers
400 trainers
audit regime
Industry lst confidence
Ofsted approach
Quality improvement

59. Developing the Framework
Learning & skills framework
Minimum changes
A few rail specific items
Capacity to improve
Learner outcomes
Quality of provision
Leadership & management
Equality & diversity

60. Findings from the Baseline Inspection
Identifies areas for improvement Reviews strategic skills and succession planning League table of training providers
In addition to detailing the outcomes of the inspections, the report identifies areas for improvement and the strategic skills and succession-planning issues around training in general. It also, for the first time, produces a league table of training and assessment providers.

61. Findings from the Baseline Inspection
70% of providers judged “Good” or better
Knowledgeable
Enthusiastic
Safety conscious
Competent
And that league table showed us some good news. 70% of providers were judged to be Good or better. They were knowledgeable, enthusiastic and very safety conscious. And the training they delivered was competent.

62. Findings from the Baseline Inspection
But
training practices are outdated
poor standard of qualifications
trainers are aging
lack of strategic direction
high pass rate for Sentinel Training
questionable value and accuracy
On the downside, the report highlights outdated training practices, a poorly qualified and aging population of trainers and most significantly, no overarching strategic direction to develop our workforce of the future.
We were also concerned at the very high average pass rates, over 95%, for training delivered under the Sentinel Scheme, to the extent that it is worth questioning the real value and accuracy of the assessment process. It also raises questions as to whether the training and assessments are challenging and whether they have a positive impact on behaviours.

63. Findings from the Baseline Inspection
Many finding it hard to move from compliance to continuous improvement
Excellent compliance with rules
Poor use of feedback from learners
Too much focus on rules rather than learner needs
Small size of many providers
lack of strategic vision
management focused on running the business
Many of the providers have found it difficult to move from the compliance-based audit system at Network Rail, with which they had become very familiar, to a process of continuous improvement, driven by self-evaluation. There were generally no problems complying with Sentinel Scheme rules but there was limited evidence that feedback from learners and employers had been taken into account. Most processes had been developed to meet organisational and statutory requirements rather than being focused on learner needs.
It is significant that many of the providers are very small companies often directly supported by family members; consequently, they lacked both the strategic vision to develop further and the managerial resource to drive through quality improvements.
The focus of many of these small providers was on the day-to-day business, managing customers, delivering training and assessments, maintaining training and assessment records and invoicing clients.

64. Findings from the Baseline Inspection
Limited inspirational training Delivery focused on knowledge transfer rather than understanding of risks Behavioural development not a key focus Poor support for literacy, numeracy and communications skills
Although the quality of provision is generally good, the question must be asked why it was not outstanding. Of the 133 observations of training that were undertaken as part of the inspection process, there was very limited evidence of inspirational training being delivered. Much of the training, while considered competent, fell well short of being inspirational.
Delivery concentrated mainly on knowledge transfer, rather than the development of a deeper understanding of the risks involved in rail engineering activities. Development of behaviours was not a key focus of the training. And support for individuals, to develop their literacy, numeracy and communication skills was mostly lacking.

65. Moving on Extend to other areas
Engineering and other technical training
FE Colleges

66. Accreditation Objectives
Engineering Department specific Supplement Ofsted - not replicate Assurance to Rail industry [via NSARE]

67. Inspection Logistics
Commence spring 2013 Short window of opportunity 1 inspector: 3-4 days In depth review of engineering capability In depth review of sub-contracting arrangements Short report

68. Q&A Session
Understand
Quality

69. Where do we go from here?
planning
future

70. Next Steps
FE Colleges on board? Confirm Arrange Inspection dates Formal launch late spring