Author: fecareersiag

The potential split between College and School Careers Leaders

September will see a change for schools and they “appoint” a Careers Leader as mandated by the Careers Strategy and the Guidance  documents for Schools and Colleges. What structures or staffing models schools will adopt (or just rename) to meet this will vary widely both because the guidance allows them to

careers leaders4

and because the funding squeeze will dictate that they will utilise the staff at their disposal.

For Colleges the guidance is tighter in the recommended structures to follow

careers leaders5

The specificity of requiring a Vice Principal or Director to take on the role does make sense in a College context. They are usually larger organisations both in terms of learners requiring provision and members of staff to work with and sites to cover so most providers will employ a team with a Careers/Employability focus line-managed through their Student Services areas. Combined with the more vocational nature of the teaching & qualification offer (teachers will have their own industry expertise to also offer IAG as part of the main qualification) placing the role at a strategic level puts the onus on the institution to achieve the cross College buy-in sought by the CEC to build a joined up Careers programme rather than a standalone service that does not collaborate throughout the teaching areas. At this scale, this isn’t a one person job so the delivery and the leadership have to be split.

The more options available in the School guidance will lead to many non teaching, non Senior Leaders being assigned the “Careers Leader” or a version of option 1 in the image above. If these roles are rebadged Careers Co-ordinator or Careers Adviser position line-managed by a member of Senior Leadership or the Head Teacher then in these cases the Careers Leader is “Leader” in name only. The strategic oversight and direction of the Careers provision at the school will be lead by the member of staff on the Senior Leadership team line managing the practitioner doing the delivery. It is they who will feed into working groups across the school (curriculum, data, behaviour etc) as they will have more areas of responsibility and line-management duties for the delivery staff in those areas.

The guidance document acknowledges the possible downsides from this option

if senior leadership support is not in place, middle Careers Leaders can struggle to drive school-level change and successfully fulfill the coordination tasks which are part of the role.

and offers two case studies, one of which explains the link from the delivery practitioner to Senior Leadership

Cathy is not a trained teacher and whilst not formally designated as a middle leader, is effectively treated as one. For example, her line manager is the deputy head with whom she meets regularly.

and one that doesn’t

Leyla was responsible for all aspects of careers across the school, including contracts with external careers providers. The post was organised as a middle leader position and Leyla combined her role as Careers Leader with responsibilities for the business department and vocational education.

without explaining the conundrum of proposing the Leader as a “Senior” role whilst then offering examples of structures where it isn’t.

Allowing schools to farm off the “Careers Leader” job title onto staff not at a Senior enough level to inject and sustain a culture change throughout the school is not the hoped for consequence of implementing the Career Leaders policy. Before the Careers Strategy and CEC even existed, some schools had already reacted to the loss of Connexions by employing a non teaching member of staff to deliver their Careers provision. The lever the CEC is trying to pull through the establishment of the Careers Leader role and the accompanying guidance is to place CEIAG further up the food chain and closer to the heart of school decision-making and planning.

Careers Leaders are responsible and accountable for the delivery of their school’s programme of career advice and guidance. It is a senior role that requires the person doing it to have a clear overview of the school’s careers provision

This is what schools choosing Option 2 will  be attempting to achieve but will certainly have to invest in delivery practitioners for their Careers provision to match their ambition whilst also refraining from allocating the title to a Senior Leader with a multitude of other strands to manage. The possible pitfalls of this Option are under-funding and under-staffing.

Multi-Academy Trusts choosing to implement Option 3 would also have to invest in delivery staff to offer provision across sites but should have their own Careers Team line-management structure.

Schools choosing the Option 1 structure will therefore deviate from Colleges and other schools in that they will be attempting to combine the roles of strategy and delivery into one role (that may or may not have Senior Leader support). Those named Leaders in a combined strategy/delivery role without Senior Leader support will find the job the hardest of all while those in a delivery role reporting to a member of SLT are the Leaders in name only described above. The separation of strategy and delivery roles encourages a team model and so is able to push the responsibility of CEIAG higher up the school staffing structure and so closer to the core strategy decisions.

In a previous post on this subject I’ve agreed with the CDI that the naming of a Careers Leader is not something to become too hung up on as

It matters less whether the tasks are undertaken by one member of staff or several, or whether the post is filled by a member of the teaching or non-teaching staff, and more that all the tasks are clearly assigned and that the personnel allocated the role(s) are enabled and supported to fulfil their responsibilities effectively

which still holds true as ultimately it is the outcomes for students which should determine the success of structures. What I am clearer on now though is that there are potential dangers in using a title that means different things in different providers and for financially hard pressed schools, the lure of changing a job title without reflecting on the purpose or remit of that role.

College guidance

https://www.careersandenterprise.co.uk/sites/default/files/uploaded/careers_leaders_in_colleges.pdf

School guidance

https://www.careersandenterprise.co.uk/sites/default/files/uploaded/understanding-careers-leader-role-careers-enterprise.pdf

 

 

 

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In 2018/2019, UCAS will charging schools & colleges for a poorer service

One of the regular annual financial outgoings from a school or College’s CEIAG budget are the various fees to access the different services and registrations for the UCAS advisers website. For education institutions there is no choice but UCAS to administer their learner’s Higher Education applications and this is reflected in the zero charge to become a registered UCAS centre. Where the charges from UCAS do start to rack up though is the extra services on offer to track the progress of offers, replies and acceptances your learners make. These are useful tools for tracking the destinations of learners, the offers they received and how your institution compares to competitors but they come with an individual or packaged price tag.

ucas adviser track fees

Paying for a service is that helps write destination reports and offer a better service to learners is perfectly reasonable. What will cause consternation to those paying for those services from the 2019 application cycle will be the fact that the data they rely upon may be incomplete.

Advisers signing into the 2019 portal will be greeted with this:

ucas 2019 sign in

Which, as I asked UCAS,

means that, from now on, any reports offered by UCAS may be based on incomplete data as learners may not have opted in to share their post application progress with their centre.

Of course GDPR is an important piece of legislation that has fundamentally reframed the way that individuals regard the use of their data both on and off the internet and UCAS Corporate cannot ignore it. What is seems they are willing to ignore though is that they will be charging educational institutions a fee for what will be, in effect, a poorer service and product. They are also oblivious to the potential knock on customer service effect this will have on learners as many will be approaching the source of IAG in their school or College post application only for the Adviser to have no method of checking their application unless the applicant signs in to UCAS Apply/Track themselves. I can see this significantly increasing the number of calls to UCAS support lines as school based IAG advisers find themselves unable to offer much post application IAG as they will not be able to see the learner’s application.

Schools & Colleges should be aware of this change and will have to do their best to encourage their learners to opt in to sharing their post application progress but this will only go so far. Many learners complete their form in their own time, away from school or College, so will go through the terms & conditions section without an Adviser present.

For Careers Leaders in Colleges, writing their Higher Education destinations reports next summer will be much more of a headache than previous years.

 

Our Further Education Careers Programme Statement

Our College Group’s Careers Programme Statement has now gone up on the websites across the Group.

You can find it on our two general Further Education College sites:

https://www.tresham.ac.uk/student-support/careers-advice/

https://www.bedford.ac.uk/student-support/careers-advice

Our Sixth Form College site

https://www.bedfordsixthform.ac.uk/student-life/careers-advice

and our dedicated Student Services site

http://www.yourspaceonline.net/jobs-and-careers

Included as a requirement for September 2018 in the Careers Guidance for Further Education & Sixth Form Colleges published in February, this is a fairly straightforward task to fulfill but adds another level of public accountability to offering CEIAG in post 16 providers and would be considered as a fundamental aspect of meeting Gatsby benchmark 1: A Stable Careers Programme.

fe careers guidance

Although, in this age of College Groups and Post 16 mergers, writing a document that is both accessible for the public yet also covers enough detail of all of the aspects of the service is tricky. Our first attempt is below and I’d welcome any feedback or examples from other Post 16 providers ready for when we review it next year.

Live-streaming Employer Engagement activities

The rise of the student focused webinar

There are plenty of aspects of a comprehensive school/college CEIAG offer that can provide a challenge of budget, planning and delivery. Any Careers Leader will encounter difficulties to overcome to meet any of the Gatsby Benchmarks but the one that requires the greatest collaboration, outreach and organisation is perhaps Benchmark 5 “Encounters with Employers and Employees”. Finding willing volunteers from worlds of work that have some enticement for your learners and those who are able to interact positively with young people takes time, finding a suitable time slot around curriculum needs and their own commitments takes patience and negotiation and helping the learners place the information into context takes skill and follow-up. From the employer’s side there is also much to overcome, which of the multitude of organisations do they work with to co-ordinate their education outreach, how can they reach the gatekeeper in the school/college, how can they allocate precious staff time away from their roles for this sort of activity?

It seems that one of the growing solutions to help solve these complications is the use of live streaming employer engagement programmes. A kind of webinar for pupils, these offer lots of potential benefits for both employers and CEIAG practitioners and a more immediate and collective experience than CEIAG Vloggers.

For a number of years The Big Assembly has been a center point of National Apprenticeships Week and offers an interactive broadcast for schools to join. It’s main selling point is the communal aspect of the event, even though a teacher could be showing it on a whiteboard to a single tutor group, that group of students would be made to feel part of a much bigger event with pupils all over the country all joining in at that moment.

The Webinar itself is a series of short vox-pop type interviews of employees across different sectors recounting their apprenticeship journey interspersed with some awful voice over sections in which someone appears to be struggling with a bad quality phone line to announce various prize draw winners. At over 40 minutes, this would test the attention span of both of its target audience and the poor teacher supervising a group watching it. It is still available (last years version above) on the Workpays YouTube channel but as a historic resource it offers no real benefits for practitioners to go back to after the event to reuse.

Another offering is the WOW Show. This is a joint enterprise between the Edge Foundation, City & Guilds, the B&CE Charitable Trust and the RSA Academies Trust and offers a similar type of broadcast format with sharp insights into different areas of work with, this time, a studio based presenter tying things up. This seems a much more professionally produced effort even if the presenting style is (to my extremely middle-aged eyes) far too Blue Peter and not enough Alfie Deyes to really appeal to younger viewers. The “audience” asking question segments are also a good idea in practice but in reality turn into the children struggling to keep a straight face for long enough to actually get an audible question out and also show the limitations of generic advice in return.

The RSA Academies Trust have also provided a number of resources for teachers to use with their classes either in preparation before watching the programme or to link to their subject in the curriculum. A well prepared teacher (or, to put it another way, a teacher well prepared by their Careers Leader colleague) could use the WOW Show broadcast as they would any other video resource. This significantly reduces the communal aspect of the broadcast, turning it into just another resource to use as teachers see fit. This places the WOW Show offer as much closer to other video based CEIAG resources such as icould or Careersbox. This diminishes the value of the resource as the variety of careers and labour market information available through icould for example just isn’t present to aid guidance and context for learners.

An employment sector also utilising this technology to connect with students is the Construction sector through their Construction Live events. It’s positive that a sector is showing initiative to connect with education and especially a sector that has struggled to provide other connecting opportunities such as work experience and employer visits in the past. Here a Chat facility is the main method for providing interaction with the audience.

Evidence

This is a fairly new trend in CEIAG embracing fairly new technology so research of impact on students seems limited but the Careers & Enterprise Company’s “What Works” series does include a publication on Careers websites which includes those sites utilising videos for CEIAG learning. The evidence relatable to live streams concludes that

Information-based career websites need to exist in the context of a wider offline
careers support program

to have the most impact but also that online support that facilitates communication

can lead to positive outcomes such as gains in career decidedness and self-knowledge, gains in satisfaction with future career prospects, and in career exploration behaviours.

This explains how important the interactive nature of CEIAG live streams and follow up from CEIAG staff in the educational setting are to their success.

To counter those positive findings is evidence from wider technology in Education studies

Which seems to suggest that having delivery from a practitioner in the room helps students attainment rather than experiencing the delivery remotely either at the same time or later. Could this be relatable to CEIAG provision by suggesting that employers ineraction with young people has more value if those employers are in the room?

Convenience or Impact

For employers looking to efficiently use their staff for educational outreach work, CEIAG live streams seem like a win-win provision to be involved with. For a short amount of commitment it is possible to reach many more learners than, for example, a team of employees would at a school careers fair. For schools, also time pressed and perhaps struggling to make links with employers from particular career areas, they also offer convenience and a quick win for providing evidence that they are offering CEIAG activities. The value of such provision though is still to be determined but the available evidence seems to suggest that what value it offers relies heavily on follow-up work in the school and the quality of interaction offered during the broadcast.

 

 

LinkedIn career advice

In November 2017 LinkedIn began rolling out a new feature across its site called “Career Advice.” After trials for users in Australia and San Francisco, it then launched for users in the UK, India and the US and, recently popped up on my app.

LinkedIn hopes the feature will

connect members across the LinkedIn network with one another for lightweight mentorship opportunities. Whether you need advice on your career path, switching to a new industry or best practices for a project you’re working on, Career Advice can help you find and connect with the right person who can help.

which sounds like a marvelous opportunity to build networks and gain industry insights in a professional forum.

Upon log on users are presented with an option page introducing them to the feature and asking how it could benefit them

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Users can stipulate which other users in their networks they can get mentoring or advice from

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And specify to those users what help you are particularly looking for

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Back in 2014 I posted about an online community careers support effort on Reddit but those users are anonymous (an important feature for Reddit users) so feedback, engagement and advice to posted questions can vary hugely. The LinkedIn effort is different for the advantages of professionalism and positive branding offered to those offering to be a mentor. For the mentee or those asking for advice, the service is useful for the accessibility to distinct professional insight and then being able to contextualize this with knowledge of the advice givers experience and background

For those Careers Advice colleagues working with clients of an age or professional background that have LinkedIn or those helping clients set up their LinkedIn pages, it could be a useful suggestion to enable this option on their profile. A guide on how to do this to become either a mentor or a mentee is here:

https://www.linkedin.com/help/linkedin/answer/87884/signing-up-for-career-advice?lang=en

Also, if you’re on LinkedIn and you would like to connect, this is me

 

The CEC in front of the Education Select Committee May 2018 – not the one sided thrashing you were led to believe

Link to the Education Select Committee Video here:

https://parliamentlive.tv/event/index/90b1eb8a-1eca-40c2-8916-0956c5cce7a0

So far in its existence (at least to those of us in the Careers community that don’t work for it) it seemed that the Careers and Enterprise Company (CEC) was the golden child, arrived here to save careers work for young people in England. Central funding wise, they essentially are the only show in town as they scale up their pilot work and their communications, PR and branding have been a fresh breeze of modern professionalism in a sector that (if I may) has always been behind the curve in shaping its own public perception. This period of cosy positivity ended though with a bruising session for the CEC in front of Robert Halfon and his Education Select Committee. The trade press reported the session in typical combative framing and the CEC did itself no favourites with a poorly judged call for social media support afterwards.

The Select Committee (well the 7 present of the 11 members) seemed aghast at a number of areas of the CEC’s work and track-record

  • that the CEC had spent £900,000 on research publications which were monies that had not been spent on the front line
  • that the CEC was not yet able to report on the destinations impact of the provision that their work had funded
  • that their board meeting minutes were not made public
  • that the long mooted Enterprise Passport had been put “on hold” despite it being one of the three main strands of the CEC’s original remit
  • that funding pots supposedly dedicated to providing provision for disadvantaged areas were not being totally allocated to those areas
  • paying Enterprise Co-ordinators and other central, senior roles significant salaries above comparable school based roles

Some of these criticisms hold an element of truth but what was also apparent from the session was (yet again) just how woefully ignorant of the Careers landscape (and by extension the work of the CEC) the MPs were.

Of course, it is only fair for MP’s to ask for the upmost transparency and compliance when investigating the value gained for the spending for tax payers money and beginning to focus on the actual impact (rather than merely the quantity) of provision would have been something you might have read about on this blog back in July 2017. Funding from Government comes with strings attached, it must be accounted for so taking the CEC to task for not being clear on the destination data of the pupils receiving CEIAG provision funded by the CEC is to be expected. What was not expected was just how difficult it was for the MPs to grasp that this destination data was;

a) only part of the impact feedback with evaluations and further social mobility measures, employer feedback, skill shortage data etc also to be taken into account

b) not going to be ready yet as many of the young recipients of CEC funded provision were probably still in school at this moment – Mr Halfon seemed unable to comprehend this fairly simple point

and

c) extremely difficult to collect and place comparative value on as the inputs (the type of CEIAG provision) are varied and delivered by a multitude of different providers funded by the CEC

It was also astonishing to see Emma Hardy, the MP for Hull West, at one moment criticize the CEC for not publishing pupil level destination data to show the impact of their work only then to also harangue them for not funding grassroots organisations such as National Careers Week who also do not publish or collect pupil level destination data. NCW are a fine organisation but they are not providers of provision, they are a banner organisation whose launch events and social media exposure allow others to brand their own work. Their own reporting reflects this with the number of tweets and resource downloads indicating a successful impact rather than the actual outcomes of young people. Moments such as this highlight a complete lack of mastery of the Select Committee brief from some of the Members and this was only to continue throughout the session.

Trudy Harrison was the most clueless of the bunch, at times advocating that the CEC should only be judged on the hugely reductive measure of rising or falling youth unemployment in an area in which they are funding provision and showing her utter unpreparedness for the session by repeatedly asking what a “Cold Spot” was. In the end I admired Claudia Harris’ restraint as the Member for Copeland asked for definitions, clarifications and to be sent information that was published on the CEC website back in October 2015 and forms a fundamental basis for all of the subsequent work of the organisation.

(I also enjoyed Lucy Powell noting that the advertised circa £80k CEC Director of Education role is “more than we get paid” considering that an MP’s current salary is very close at £77,379 and Mrs Powell also enjoys income from a number of rental properties according to the Register of MP’s Financial Interests)

Despite the general ignorance of the line of questioning some important points were raised. The fact that the Enterprise Passport is “on hold” to use Christine Hodgson‘s phrase is of note but it was more a pity that the MPs did not have the forensic insight to ask how much had been spent on this project to date. The figures for the amount of applications for funding the CEC received should also have caused a greater swell of interest. For the original £5m funding pot, they received over 10 times (£50m) worth of applications which just shows that there could be vastly more CEIAG work happening with young people if only the funding was there. Again, the MP’s did not pick up on this huge appetite for provision that is currently being unfilled.

As the session progressed, both Hodgson and Claudia Harris struggled gainfully and mostly unsuccessfully to overcome the MPs preordained views. At times, this was the fault of the two representatives of the CEC as they struggled to recall funding amounts or specific data that would’ve helped their push-back and appear more in charge of their remit. This was clearly apparent as they struggled to articulate the processes and structure of the biding and allocation of both the Personal Guidance funds and the Career Hubs monies. This was not helped by Robert Halfon confusing his brief over the remit of two distinct pots of money but also the failure of Harris to explain why biding processes had been designed with certain methodologies and if the £5m allocated for disadvantaged young people was definitively going to be spent on disadvantaged young people. The promises that current schemes (Compass and the 2019 publication of destination data of pupils involved with CEC funded activities) would soon bear fruit also failed to appease the Committee. The central point remains though, it is clearly fair for Select Committee’s to ask for clarity on expenditure and impact and the CEC, with their multitude of funding pots and provision schemes, certainly dropped the ball in explaining this coherently.

Equally though, dissatisfaction arose due to the fact that the roles of the CEC still seem undefined to those MPs who oversee them. Despite Hodgson’s appeals to the contrary that their DfE grant letter provides a clear remit, throughout the session the CEC was tasked by different Members with being a provider of CEIAG provision, an umbrella organisation channelling funding to organisations on the front-line and a research intensive body such as the Education Endowment Foundation only finding what does and doesn’t work (somehow despite their earlier criticisms of too high a research budget) or all of those things or even some mixture of those things.

Perhaps, through no fault of its own, by the time of its creation, the marketplace the CEC hopes to shelter under its umbrella and stakeholder’s perceptions of CEIAG provision had grown so distinct and varied that bringing all of the partner organisations and oversight bodies together will provide a much harder task than they imagined. It’s not that everybody isn’t yet singing from the same hymn sheet, it’s that, despite the huge research investment, the debate over which hymn sheet to use is still happening.

Your @icouldstories top of the charts

 

icould_logo

Since their launch in 2009, icould.com have consistently uploaded videos that most Careers practitioners will have reached for to use as a resource. Their short taking head films are excellent group work resources or quick starter prompts when presenting to a class. The Buzz quiz will also be a saved bookmark for many practitioners when working face to face to clients.

At the time of writing (May 2018) they have uploaded 2800 videos to their Youtube platform and linked pages (pages which are now stacked with useful LMI information powered by the LMI for All platform) so I thought it would be interesting to look at the careers featured in their most popular uploads

Health warning: With some of their videos now dating back almost 10 years, you should check them before using them in front of a class. Some of the interviewees references to past qualifications or websites will sound very outdated to young ears so do check.

So, by number of video views, the most popular icould videos are:

10.Music Producer – 31,000 views

Popular with lots of young folk and now much more accessible with the (relative) affordability of producing programs, it’s obvious why this video has racked up so many views.

 

9. Personal Assistant – 31,000 views

A surprise for me this, perhaps the ubiquitous nature of the role means lots of potential Assistants are interested in what is involved in the role.

 

8. Marketing Manager – 32,000 views

Also another surprise to me as it’s a job title that doesn’t catch as many headlines as others but their seems to be significant interest.

 

7. Human Resource Manager – 34,000 views

Similarly, perhaps HR Managers are roles that people see advertised and look for clarity on what is involved with the role so find a video such as this.

 

6. Games Developer – 37,000 views

Okay, that’s much more in line with my stereotypes of your typical Youtube user

 

5. Prison Officer – 48,000 views

Another interesting entry, in my experience people are drawn to the public service aspect of being a prison officer and the security (ahem) that comes with the role.

 

4. Business Development Manager – 49,000 views

Another fascinating entry as it’s a role with significant potential for challenge and progression yet not one widely known.

It also does have the best comment to geek out the narrative career theory nerds

icould youtube comment

3. Captain – 56,000 views

A Captain of what? The Starship Enterprise?

No, a cruise ship.

2. Speech & Language Therapist – 76,000 views

Lovely to see such a therapeutic and giving role with this many views but also a role with significant science requirements. The comments below the video are also extremely positive about Helen’s (the interviewee) demeanor and story so it seems that it is not just the job title of an icould video that draws viewers but also the inspirational value.

 

And top of the charts!

1. Entrepreneur – Sir Richard Branson – 97,000 views

Helped with a little sprinkling of star name attachment, the role of Entrepreneur is still something that entices the dreamers and aspirationally minded looking for career advice.

 

At the other end of the scale, there are also many professions whose videos have not caught the imagine of the Youtube community. Spread a bit of love to Phil, the Centre Director who’s video has accumulated 6 views.

leave the scary stare out of the thumbnail Phil.