6 NSARE’s Scope Included: Power – from Substation to Railway & OLE Signalling &TelecomsTrain build/maintenanceTrack renewal/maintenanceNot included:Civil EngineeringConstructionPower from Gridto Substation‘Generic’ partsmanufacture6
7 NSARE’s Scope Network Rail 20,000 Transport for London 6,500 Train & FreightOperatingCompanies3,500CrossrailInfrastructureSupplyChain60,000Traction &Rolling StockSupply Chain10,000TrackS&TE&PB&CDesignBuildMaintainDesignBuildMaintain
10 NSARE Skills Forecasting Model Type of activityTrackSignalling & Telecommunications (S&T)Electrification & Plant (E&P)Traction & Rolling Stock (T&RS)Skill LevelLevel 6-8 Senior Engineer/General ManagerLevel 4-5 Technician / ManagerLevel 3 Skilled Artisan / SupervisorLevel 1-2 Semi-SkilledMaintenance or Investment Projects/Renewals51 Companies provided 44,000 sets of people data10
11 Total Workforce Numbers Type of ActivityNumber of PeopleTrack55,500Signalling & Telecommunications12,000Electrification & Plant3,500Building & Civil15,500Total Infrastructure86,500Traction & Rolling Stock13,500Total100,000% Female4.4%11
17 Aggregated ProgrammeDeveloped aggregated programme of 200+ projects from:Network RailTfLCrossrailHS2Rolling StockLight RailTimeframe (where information available)Concentrated on 2013 to 2019 (end of CP5)17
23 National Training Academy for T&RS qualityfocused
24 National Training Academy for T&RS Collaboration between Siemens Plc, NSARE Ltd and GovernmentNational ‘hub’ at Northampton, ‘spokes’ around the countryConcept: Government funds 50% in return for 50% of training capacity to be made available to industry through NSARECost: £7millionProgramme: Q1’ Agreement with BIS/DfTQ2’13 Design & Build Contract placedQ3’14 ‘Open for Business’
26 Industry View of Future Train Control System Configuration (ERTMS) Control CentreVoice communicationsOn board train detectionMovement authorityAdvisory speedAutomatic Train OperationKey nodesLimited signallingLimited train detectionIntelligentTrafficManagementSafetyAppropriate System Safety levelsMinimal Trackside MaintenanceCapacityIncreased Capacity/Train Service availabilityFlexible Capacity/Journey TimeIncreased ReliabilityCarbonImproved RegulationSustainable TechnologyCostReduced whole life costsSystem InterchangeabilityReduced bespoke engineeringCustomerFlexible to business needs26
27 ETCS Academy Project Scope Study covers ETCS aspects of ERTMS27
28 All others will require some level of ERTMS awareness Key Job Families4 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 familiesAll 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 Specialists400Designers & Testers2,400Infrastructure Installers2400Signal Maintainers3,300Telecoms Maintainers1,000NR Controllers700Signallers5,600TOC Drivers1,4000FOC DriversFOC & TOC ControllersFOC & TOC Train Crew & Despatch11,000Train Fitment2500Train Maintainers8,000Technical Support300Total55,000The numbers include:Network Rail staffA sample of the supply chain from skills forecasting data, plusEstimates for the supply chain where data not received from employers29
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 records31
32 Skills Backbone IT Platform Common Reference Library(Job Roles, Qualifications etc.)SupplyDemandCentral Processor National DatabaseOrganisationsEmployee RecordTrainers & AssessorsAccreditedTrainingSkillsIDCPD / Career PlanningCourse DirectorySkills ForecastingTraining and Assessment ContentAccess via Web PortalMobile Access
33 SkillsID – Interfaces with other systems Competencies, Training Courses, Employee Data, etc.TrainingProvidersEmployersNSARE SkillsIDNational Competency Database –Technical, Safety, Behavioural, etc.NRSentinelTfL LUCASCrossrail SystemTOC SystemsEmployer SystemsIndustry Launch: early March 201333
35 Supporting Railway Engineering Matthew ScarffSenior Business Development Manager24th January 2013
36 Qualifications Transferred to Semta/EAL Safety competencies are important BUT should be a component of an individual’s portfolio of competenciesIncreasing recognitionthat behaviours,including Leadership& Management, arecritical to success36
37 Background to EAL...Began providing qualifications in 1964 as Engineering Industry Training Board (EITB). Our sole purpose was to service the UK engineering industriesWe are the leading vocational Awarding Organisation in Engineering and Manufacturing, with a 75% market share of all skills provisionIn recent years we have successfully expanded our offering into allied sectorsOur qualifications are used by over 800 centres and we currently issue over 150,000 certificates to learners a yearIn 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 growthWe view quality are being our USP and we are the only Awarding Organisation to employ full time external verifiers to lead on quality assuranceWe work with a range of employers and their providers to develop specific qualification to support their business needsWe have reinvested over £10m back into industry over the last 5 years.
39 Initial Developments - Track Engineering Fundamentals THE CHALLENGE:Weekend warriors - track renewals/maintenanceHUGE contingent labour workforceDemographics, working practice and sub contracting arrangements make for a hard to reach group7500 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 programmesA qualification that allows for mixed abilityA qualification that utilises existing systems for assessment and quality assurance purposesA qualification that makes best use of learner and employers' timeA 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 logbookTraining Course (length depending on experience). Involving centre marked practical assignmentsSkills DiagnosticFinal Assessment (professional discussion)EAL Test
42 Initial Developments - Track Engineering Fundamentals Next Steps:Funding rates to be agreedLimited 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 competentIs an industry based standard with no formal assessment programmeQualifications will bring needed structure to the industry. It will give employers more confidence and will provide employees with national recognitionThe qualifications will be based on existing competency requirements
44 Going Forward EAL will work closely with NSARE Building a dedicated Rail team within EALEnsure there is a clear channel of communication with interested CentresQuality products that meet the needs of industry is our focusMatthew ScarffSenior Business Development Manager24th January 2013
45 Future Projects Revised Qualification Frameworks: SEMTA and NSARE will lead reviewEAL will develop all qualifications required by the sector, irrespective of levelApprenticeships and qualifications must bridge the gap with competency frameworks and schemes so education pathways become the norm for the sectorEAL anticipate creating a robust suite of qualifications and apprenticeship over the next 12 monthsNB All current apprenticeships in Railway Engineering are valid and any new introductions will be phased in
47 Apprentice Quality Review Martin Ward - NAS Some very good delivery, but…..some areas for real concernIt’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 apprentices10,000 total workforceFunding driven, not employer drivenProvider led apprenticeshipsLong term sustainable employmentReputational 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 resolvedAll delivery that fell into the review was sub contracted mostly through collegesMany 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 sectorShared 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 operatesNational Apprenticeship Service
51 Memorandum of Understanding with NAS The Way ForwardMemorandum of Understanding with NASNSARE Accredited FE Colleges and sub-contractorsEmployer focusedNSARE co-ordination of national needReview all apprenticeship frameworksQuality apprenticeshipsIntermediateAdvancedHigherSupport the development of the industry
52 Guidance on Rail Industry Employment standardsquality
53 Guidance on Rail Industry Employment NSARE support & guidanceFeedback from December FE Colleges EventDriven by standardsNetwork Rail standards available on lineIHS£3k paHighly regulatedComplexConstant Change
54 Guidance on Rail Industry Employment Setting learners’ expectationsMedicalColour visionHearingGeneral HealthDrugs & AlcoholPre employment screeningNo second chances – automatic 5 year banUnder influence alcohol – immediate dismissal
55 Guidance on Rail Industry Employment Practical helpArranging site visitsPPE requirementsAccess to trackGrowing knowledge & understandingCommunication campaignsPromotional materialsTrade magazines etc.Promoting Railway Engineering
56 Supporting the FE Colleges Adding valueLearning resourcesText booksRedundant EquipmentPartnership with private sector training providersCommunications
58 The Accreditation Journey NSARE live: February 2011Network Rail contract – “Sentinel Training”Safety training100 training providers400 trainersaudit regimeIndustry lst confidenceOfsted approachQuality improvement
59 Developing the Framework Learning & skills frameworkMinimum changesA few rail specific itemsCapacity to improveLearner outcomesQuality of provisionLeadership & managementEquality & diversity
60 Findings from the Baseline Inspection Identifies areas for improvement Reviews strategic skills and succession planning League table of training providersIn 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 betterKnowledgeableEnthusiasticSafety consciousCompetentAnd 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 Buttraining practices are outdatedpoor standard of qualificationstrainers are aginglack of strategic directionhigh pass rate for Sentinel Trainingquestionable value and accuracyOn 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 improvementExcellent compliance with rulesPoor use of feedback from learnersToo much focus on rules rather than learner needsSmall size of many providerslack of strategic visionmanagement focused on running the businessMany 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 skillsAlthough 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 trainingFE Colleges
66 Accreditation Objectives Engineering Department specific Supplement Ofsted - not replicate Assurance to Rail industry [via NSARE]
67 Inspection LogisticsCommence 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
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