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Developed by the industry for the industry

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Presentation on theme: "Developed by the industry for the industry"— Presentation transcript:

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 & Plant

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 & Plant

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

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

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