The logical failure of the 2017 CBI Education & Skills Survey

Like any membership lobbying organisation, the CBI support their members to make them look as good as possible and promote the greater value of and worth of business to society. They have their work cut out, surveys show that the general public is distrustful with less than half believing British businesses act ethically, so their annual survey of business leaders (The CBI/Pearson Education & Skills Survey) is a chance to shift the focus elsewhere.

The 2017 iteration is drawn from an online questionnaire completed by 344 employers. (It is worth comparing at the outset this methodology against other recent employer surveys such as the recent DfE Employer perspective survey (which I blogged on here) which was drawn from telephone interviews with over 18,000 establishments across the labour market including non-profit organisations but more on that later).

The scale of employer engagement in education is an important topic with the Careers & Enterprise Company (CEC) tasked with expanding this work to improve CEIAG provision and so prove the research evidence of the benefits to be gained for students. Future qualification and pathway policy is also heavily geared towards gaining employer buy in and engagement. This means that establishing a base point of employer engagement is vital in judging progress and knowing where to target resources. The CEC has already made progress in this area with their Cold Spots research. Using a range of data points and sources, this shows that outcomes for young people (much like HE progression and academic achievement rates) varies greatly across the different regions of the UK.

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One of the data points used to model the amount of employer engagement is the UKCES Employer Perspectives Survey 2014. This is the preceding biannual release of the DfE Employer Perspective Survey mentioned above before the closure of the UK Commission for Employment and Skills in March 2017 which the DfE then took over.

That the CEC is using this data on employer engagement and not information published by the CBI is the first hint that the two sources on employer engagement tell very different tales.

The CBI survey offers useful views on the value business leaders places on their required skills from school leavers

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plus their satisfaction on school leaver skill levels

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and a plea for more young people to be speakers of foreign languages (page 34). The Employer Perspectives survey meanwhile does not break down employer satisfaction with school leavers into skill areas but by age of recruits (fig 3.7) so comparisons are difficult but, at all ages, it found employers were more satisfied than dissatisfied with the skill levels of their young recruits.

The survey begins to raise eyebrows though with the claims of employer engagement with education including the number of firms that offer work experience. Let’s remind ourselves what the 2017 Employer Perspectives Survey reported,

  • That 65% of employers thought that relevant work experience is a critical or significant factor when taking on a recruit but only 38% of employers had offered a work experience opportunity in the past 12 months
  • There is a huge variation between the sectors that offer work experience (fig 3.9)
  • Only 10% of employers offered work inspiration activities to students

This differs drastically to the findings of the CBI Survey that 81% of employers had some links with education

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and that these links were “extensive in all parts of the UK.” Not only is this claim widely divergent with the finding from a methodologically more detailed and comprehensive survey, it also undermines the very basis on which the CEC has prioritised its work across the country. Regarding employer links with education, the CBI says there are no cold spots.

The differences continue in the value of work experience with only 23% of businesses reporting that relevant work experience is an “important” factor when recruiting a young person (fig 2.1 pictured above) which is well below the 65% of employers reporting similar in the Employer Perspectives Survey. There is also a lack of consistency of expectations in the CBI results with employers also stating that 54% were not satisfied with school leavers relevant work experience (fig 2.3 pictured above). Why would employers be unsatisfied with something they’ve also deemed not important to recruitment?

The data on the types of provision employers offer through their links with schools is couched in a presentational sleight of hand as the percentages are offered as percentages of those business who have education links, not a percentage of the total businesses. Thus

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So the CBI is not claiming that 81% of employers provide careers advice talks but that 81% of the 81% with links to education provide careers advice talks. Because we have the total numbers of employers the CBI received responses from (344) we can work this back – 81% of 344 = 279, 81% of 279 = 225, 225 divided by 344 = the CBI is actually reporting that 65% of employers offer careers advice talks. The Employer Perspectives Survey concluded that just 10% of employers offer careers inspirations activities including careers talks.

The differences between the two surveys continue when discussing work experience. The CBI concludes (using the same method above) that around 63% of employers offer work experience placements. The Employer Perspectives Survey reported 38% of employers offered placements and that differences between industries can be stark.

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The CBI survey also includes business views on both the work of the CEC and the current state of CEIAG provision. They find that the CEC still has plenty of scope to increase their connections with business as only 7% of respondents were engaged with the Company.

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That 79% businesses were unaware of the work of the CEC is not surprising when you also consider that only 28% of employers are aware of the new GCSE grading system.

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The CBI though are wholly positive about the need and remit of the CEC

The CBI fully supports their work which has a focus on practical, enabling solutions.

and

Underpinned by sufficient resources, the CEC should play a major role in England in
supporting schools and businesses to develop productive relationships to the benefit of young people.

but the views of the businesses surveyed are extremely negative about the quality of CEIAG provision

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84% of businesses reporting that Careers advice is not good enough is an overwhelming verdict but also similar percentage to the four previous survey results show in 3.16. The CBI goes strong on its verdict on current Careers provision

These are seriously troubling results. They highlight the urgent need for radical improvement.

This all adds up to a muddled picture offered by the CBI.

They and the employers they surveyed are claiming that 81% of business have links with schools across the country, 65% offer careers advice talks and 63% offer work experience placements. This equates to a large-scale engagement with education yet, it is these same employers from whom 79% had not heard of the work of the CEC. It is from these same employers that less than a third were aware of the introduction of whole new GCSEs and grading systems. The same employers who are engaged with education to offer huge amounts of careers provision but 84% of them also reported unsatisfaction with the Careers advice offered. The solution offered by the CBI to change these views? More engagement with education through the CEC.

Establishing hard quantitative data on employer engagement is not easy as previous studies have shown. Using only limited survey data though can mean results with the failures of logic shown above. The CBI cannot continue to claim that the majority of employers are playing their part in provision only to then be overwhelmingly critical of the scale, quality and outcomes of that provision.

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The outcome measures of the CEC

Now two years since it gained a Chief Executive and began to hire its network of staff, the Careers & Enterprise Company (CEC) released its 2nd Annual Round-up earlier this month. The report updates on the Company’s progress in expanding its networks of employer engagement and building it’s research base.

As with previous communications, the Round-up is a polished document full of the praises and progress the Company has made since it’s inception. I’ve posted previously on the difficulty on pinning the Company down on the exact numbers of Enterprise Advisers they have hired but this document does update an exact number.

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While, on the previous page, the less precise term is used for the number of schools enrolled in the scheme.

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If “more than” 1700 schools are signed up to the scheme does that mean that some schools are waiting for Enterprise Advisers to be matched with?

With the most recent DfE release showing that there are 3401 Secondary Schools and the AoC Key Facts showing 359 Further Education Colleges in England that means around 45% have now been paired with an Enterprise Adviser.

The Round Up continues to outline the progress and plans across four areas:

  1. Building local networks (Enterprise Advisers)
  2. Finding out what works (research)
  3. Backing proven ideas (investment funds)
  4. Providing online CEIAG resources (the Compass rating tool and the forthcoming Enterprise Passport)

Which are all full of detail on the admirable ambitions of the CEC. Much providence is given to the underlying research backing for this type of work provided by the studies from the Education & Employers Taskforce and the Gatsby Standards.

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This reliance on the evidence base is to be welcomed and the Taskforce is clear that quantity of engagements is vital to improved outcomes for young people.

  • Quantity matters: greater volume of school-mediated employer engagement is associated with better economic outcomes, demonstrating relationships between the number of school-mediated teenage engagements with employers recalled by young adults and significantly reduced incidence of being NEET.

What isn’t mentioned in the Round Up though is any judgement on the quality of those interactions which their networks have enabled. The Taskforce is also clear that this is a factor in the value of the outcomes achieved by young people

  • Quality matters: more highly regarded employer engagement is associated with better economic outcomes. Analysis presented here shows a consistent relationship between higher regard for school-mediated provision and adult economic outcomes.  It suggests that the instincts of young adults were right: that the schools had prepared them better than comparator peers. Wage premiums in excess of 20% are found linked to higher volumes of employer engagement activities described, in general terms, as having been helpful.

More provision matters but more provision students remember as being helpful really matters. Which shows that, as any practitioner who has run an event with a before & after student view questionnaire will know, evaluation of provision is a vital step in ongoing quality control. While this is something individual providers and organisations will (should) be doing to monitor their own impacts, it is not mentioned that the CEC is collating or monitoring this feedback.

This lack of information on the quality of provision is a hint at the lack of wider absence from the Round-up of outcomes for students, whether gleaned from qualitative or quantitative data.

In the announcement of its formation, the DfE said that the new Company would fulfill a number of remits including

  • provide feedback to government on how well young people are being prepared for work

This was expanded on by the then Education Secretary Nicky Morgan, who at an Education Select Committee appearance on the 9th September 2015, said the Company would be judged by “asking young people at the end of this academic and going forward, where they aware of all the options, when did they receive advice, who came into their school to tell them about all the options” and by asking employers “are young people more work ready, more aware of the options that are out there” and listening to employer feedback. In an answer to Ian Mearns MP, she then said that “more emphasis on destination data, tracking where pupils go” would be a key indicator. When asked if she would return to the Committee with evidence of progress from the CEC Morgan promised to return within the Parliament. Of course since September 2015 a lot of water has passed under the political bridge including Cabinet reshuffles, Brexit and a fluffed General Election. With, at the time of writing, a new Education Select Committee chair and membership waiting to be elected, one of the items in a hugely packed education sphere competing for attention from the Committee should be to ask for this promise to be followed up by Morgan’s successor.

There have also been questions in the House to the DfE Ministerial team about the progress of the CEC in meeting its remit. Firstly on 25th January 2016, Sam Gyimah fielded questions with the claim of “significant progress” as evidenced by the hiring of enterprise advisers, the launch of a fund and the forthcoming (then and still now) enterprise passport. There was also the promise of a Careers Strategy in the (for what it’s worth, ahem, still waiting) Spring to further assist schools in their work with the CEC. Again none of this includes monitoring or evaluating the outcomes of any of this work.

On 7th March 2016, Gyimah again took questions on the CEC and again claimed “excellent progress in opening up schools to the world of work.” As well as taking a swipe at Careers Advice, Gyimah promoted the CEC Mentoring scheme and that “every school will have an “Enterprise Adviser.” The session passed with no information on measuring outcomes for students.

The CEC has also appeared in front of MPs during a session of the Sub-Committee on Education Skills and the Economy on the 26th March 2016. With Sam Gyimah unable to attend because of illness, Claudia Harris (alongside Ofsted and the National Careers Service) took questions from a bunch of fairly unprepared MPs who had not heard of the CEC’s work on cold spots or on Government’s own research on employer engagement. The MP’s mainly focused on the “umbrella” work of the CEC to raise engagement provision in areas where this was not happening, on understanding the structural layout of the CEC and the National Careers Service and testing the potential overlaps between the two. Harris was asked about the quality assessment of the work of Enterprise Advisers and promised that schools and colleges will be surveyed on their views of the work of their Advisers. The most important question on the outcomes for students comes at 16.52 in the link above. Harris says the CEC will be measuring 3 outcomes:

  1. Penetration – the numbers of pupils and schools involved
  2. Satisfaction – asking schools if this provision is helping
  3. Impact – working from a baseline in every school, the CEC will monitor how provision has increased

Then Catherine McKinnell MP asks a vital follow-up question “Is there not a risk that there will be a focus on quantity rather than quality,” to which Harris offers

  1. A literature review conducted by the CEC looking at the effectiveness of mentoring as an employer engagement activity so directing funding what works
  2. A series of “deep dive” focus groups where representatives from the CEC will speak to students on their views of engagement provision they have attended and what help it offered them

The absence of two of the outcomes mentioned by Morgan in her session is noticeable. The omission of feedback from employers and student destination statistics is perhaps wise as these are outcome measures not wholly in the control of the CEC and those with conflicting data points with no clear definition from Government on what would be measured. Would a reduction in the of 16-19 NEETS be a plus mark for the CEC or a rise in employer satisfaction of school leaver skills be evidence of the impact of provision? And from which survey source would this be, those conducted by Government or those conducted by business? Or would the only satisfactory judgement be made by the sort of longitudinal research conducted by the Education & Employers Taskforce? This lack of clarity of definable targets continued in a further Committee session (27th April 2016) with the witnesses Nick Boles MP and Sam Gyimah MP where the conversation on quality monitoring of the CEC is sidetracked onto the Dfe Statutory Guidance.

Having to scour Select Committee archives for definitions of the student focused outcome measures of the CEC is indicative of the lack of clarity from the DfE around this issue. If we take Morgan’s comments (as the initalising Secretary of State) as gospel then achieving the tasks set of assuaging the concerns of business and reshaping destination statstics will be no mean feat for the CEC to achieve. Only today the CBI released it’s 2017 Annual Skills Survey. The results include businesses views on the workplace skills of school leavers

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with much to be improved upon and contained the fact that only 21% of businesses “are currently aware” of the activities of the CEC. The fear must be that this is a taskmaster who will never be satisfied.

The ultimate quality of the enabling and linking work the CEC delivers will be decided by those volunteers, staff and practitioners on the ground organising and running the face to face provision with young people. Through its short operating period so far, the CEC has focused on the growth of its structure and operations as evidence of its progress. Soon this attention should change though onto the impact of provision and student outcomes to evaluate that public investment committed to the Company.

 

The Crises for Young People

The polarisation of society in aspects of wealth, education, prospects and voting habits used to be aligned firmly along class or location but today a greater divide can be found along generation lines. The old and the young do not have much in common.

The young earned less during their early careers.

They will spend more on rental housing costs while the old benefit from the accumulated wealth in their owned homes and the policies required to redistribute this capital would need a significant shift in the direction of travel across Western economies.

The trust in the young of the welfare state is so low, crowdfunding is their go to option.

Much has been written on the appeal to younger voters of the 2017 Labour Party manifesto with its pledges of scrapping tuition fees, affordable housing and more secure employment.

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What this means for the life chances for young people is covered in fascinating detail in a new book “The Crises for Young People; Generational Inequalities in Education, Work, Housing & Welfare” by Andy Green, Professor of Comparative Social Science, UCL Institute of Education. A free download, I found it an engrossing read, especially on the challenges facing this generation as they embark on their careers (page 60).

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Which is a valuable spark to remember the value of Careers and employer engagement work with young people. It can be a disruptive force for good and enable empowerment for individuals to navigate the tide pushing back against them.

Employer Perspectives Survey 2016

Preparing young people for the world of work is a task that cannot be attempted without the world of work on board. By offering advice and guidance or by actually getting their hands dirty and offering provision for schools and young people to engage with, employers have a vital role to play. Which is why large-scale surveys on employer engagement with young people, their views on the skills capabilities of young people as potential employees and their participation in (supposedly) youth employment routes such as apprenticeships can offer valuable insights.

I’ve posted before to show that surveys of this kind can throw up a wide range of results and that the strategic goals of the organisation behind the survey should always be born in mind. Plenty of previous surveys with smaller survey cohorts have been critical of the level of skills held by school leavers entering the workplace while the survey that, traditionally, has shown results much more positive regarding skills levels has been the UKCES biennial Employer Perspectives survey. After the closure of UKCES, the responsibility of running this survey has transferred to the DfE with support from BEiS and DwP and the 2016 results were published this week. As ever, it’s fascinating in its picture of the UK skills map and how CEIAG is working within that. It’s also worth noting that the scale of the survey is impressive with over 18,000 employers across the UK interviewed.

Firstly, employers are still mainly pleased with the prepardness of young people for work but that, percentage rates have fallen slightly since 2014 but these figures are still much higher than the usual doom and gloom of other reports. It is also the case that, in the eyes of employers, older education leavers are still more preparded for the challenges of the workplace.

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It is in other sections of the report that there are some startling headline figures (page 13):

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The gap between employers expectation for young people to have work experience on their CV and those actually offering work experience placements is still huge. It’s also clear that the parts of the labour market most closely working with young people are those offering the most placements. As anybody who has run a work experience scheme in a school knows, placements are schools are easy to come by and colleagues will do their utmost to help while placements in more sort after industries are gold dust.

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For all of their initiatives such as Open Doors, the amount of placements offered by the Construction industry is woefully short of what is needed.

This picture of weak engagement is also apparent in the number of employers involved in work inspiration activities other than placements with, again, Construction a particularly poor performing area.

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It’s clear that getting involved with such provision is proving more difficult for smaller firms and reasons why employers do not offer placements was collected

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Being aware of these and the more positive reasons for offering placements (doing our bit, Corporate Social Responsibility policy, a recruitment strategy – page 70) and tailoring your approaches to employers when requesting placements should be a strategy for all schools and colleges.

Overall these figures are in stark contrast to the far more positive picture of employer engagement painted by employer bodies such as the CBI. Their assertion that “over 80% of employers work with schools”  is, frankly, risible in comparison and shows the task ahead of the Careers & Enterprise company when scaling up their engagement initiatives.

Elsewhere in the Survey findings are other nuggets of interest. At the time of writing, Apprenticeship policy in the UK is in a state of flux as the official position is still to create 3 million apprenticeships over the course of the parliament but the ongoing changes to Levy and Standards policy are causing fluctuations in the numbers of vacancies being advertised.

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The (slow) rise in the number of employers taking on apprentices is encouraging but this growth needs to accelerate if this route is to become a realistic competitor to Higher Education for young people. The future plans of employers (page 155), if enacted, would correlate to a rise of 21% of employers offering apprenticeships within the next 12 months but the Conclusions section states (from page 159) that a much greater engagement from employers with apprenticeships is needed to meet current targets.

Allied to this point is the data regarding the recruitment methods used by firms when hiring young people. The results are clear on the importance and of social capital and networks and the advantages gained by young people entering the job market with these benefits. Alongside more formal methods of applying for work, contacts can still be key and this evidence fits with published research in this area.

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It shows that, despite the scale of the task ahead of them, the work of the CEC is vital and needed. In Conclusion the Survey states (page 160)

Developing forms of work experience and work inspiration that genuinely respond to employers’ needs to develop and access experienced new recruits continues to offer potential as a step in improving individuals’ entry to the labour market

and it is the solution to this issue that the CEC must find.

CEIAG Kahoot

Delivering Careers lessons to teenagers wary of putting effort into something that “isn’t worth anything” can be a tricky business, especially as many of these sessions are for the purpose of information delivery. The outlining of processes (how to write a CV, how to use UCAS) or those setting out timelines (when to organise work experience by) are the bread and butter of ‘chalk and talk’ careers lessons but they can be dry and unsatisfying affairs. For those practitioners fortunate enough to work in settings were they are afforded more lesson time for employability discussion or skills identification or other topics, there are good resources to guide the way with more interactive task ideas for the learners to attempt but when the backbone of the session is you talking, you sometimes need help to achieve student buy in.

A resource which could add to your toolkit you use to achieve this is Kahoot.

Kahoot is a web based quiz application that allows users to design their own quizzes and then, using either your establishment’s I.T. or student’s own phones, get the entire class to take part in a quiz with timed, multiple choice answers, points and rankings for correct answers and a final podium for the top participants. All you’ll need is to design your quiz and then run through it on your own phone to familiarise yourself with the answers and timings before the lesson.

You can sign up and start making “Kahoots” for free here:

https://getkahoot.com/

There are plenty of “how to” guides and testimonials on their Youtube channel

and you can keep it as basic or in depth in your design as you like with the options to add Team games, music, background images and gifs to spice up your presentations. Whether as a starter activity or as a plenary to check learning outcomes, a Kahoot is a fun way to get your students involved and excited in Careers lessons. This approach isn’t quite the full Gamification of (Careers) Learning in the same way as Careers board games but purely as a more modern approach to a “pop quiz” traditionally run by teachers and one that achieves a sense of competition in the audience.

You can take a look at my first attempt that I used in a Job Search session for FE Construction students here and please do link to any other Kahoots that you have set up in the comments below.

Your #GE2017 CEIAG manifesto roundup

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One year after the European referendum and two years after the last General Election you would’ve thought that the British public had earned a summer off from electioneering and yet here we are. The build up to #GE2017 is well underway.

At the time of writing the three main parties have all now released their manifestos so here’s quick summary of what they include in regard to CEIAG. I will update with any inclusions of CEIAG in the manifestos of other parties as and when I see them.

Conservatives

You can find the whole manifesto here, a Schools Week summary of the school policies here and an FE Week summary of the skills and technical education policies here.

CEIAG does not get a specific mention in the policy. Plenty of the school, Apprenticeship, HE and FE policies will impact on the work of CEIAG practitioners (not least the UCAS style portal for technical education mooted in the tweet above) but nothing in regards to Careers Advice in schools or the continuing work of the Careers & Enterprise Company (CEC). Considering the organisation was set up under a Conservative Education Secretary, and that the party is by far the favourite to win a majority in the Election, this would raise concerns over the long-term future of the organisation beyond its current funding commitment.

The Labour Party

CEIAG gets two specific mentions in the Labour Party Manifesto.

Both are less than forthcoming about the details behind the promises. A campaign to spread the message about “creative” careers is very different to the STEM focused campaigns of the last few years. How this campaign and the wider improvement would be achieved, what structures, guidance or funding it would involve are all left to the imagination. Again no specific mention of employer engagement or the work of the CEC. You can find a summary of the wider schools policies here.

The Liberal Democrats

Along similar lines to the Labour commitments, the Lib Dem manifesto  offers one pledge to “improve” careers advice for young people and one with a more focused detail. The Lib Dems plump for STEM promotion while the links between employers and schools mention is an easy win as it only requires the work of the CEC to be continued for it to be achieved. Again, how this improvement will be achieved or what it would cost are not mentioned.

Manifestos are tricky documents that walk a fine line between detail on commitments and broader scene setting of the kind of country you wish voters to aspire to. It’s heartening that CEIAG is at least mentioned in the Labour and Lib Dem offerings while the omission from the Conservative document is a sign of the treatment of the sector in the most recent and Coalition parliaments. Will it also be a sign of the health of the sector under the forthcoming Goverment?

If you haven’t registered to vote, you can do so here: https://www.gov.uk/register-to-vote until midnight on the 22nd May. Please do so, your voice counts.

UPDATE – May 25th

UKIP

Today The United Kingdom Independence Party have released their manifesto which contains, comparatively, quite a substantive section on CEIAG

Introducing “practical employability lessons into the careers’ syllabus” sounds good until you remember that there isn’t a “careers syllabus” so it would be tricky to add something to it. It’s nice to see the list of soft skills but not so nice to see the provincialism of the “local job market” focus. CEIAG should take into account local Labour Market Intelligence but it should also expand horizons beyond the well known. A quick Google to test the claim “Entrepreneurship education is becoming increasingly common in the USA” throws up research which does bear this out but it is not explained why the USA is used as the benchmark as their overall education performance is below average. Much there already happens either through local partnerships or more formalised networks such as the CEC, the mention of a “careers syllabus” could be taken as a formal promise to reinstate statutory Careers education yet the mechanisms for achieving this in a Academy driven system (with opt outs from an National Curriculum) are not included.

Dot Joiner

 

If we’re being honest, CEIAG conferences can be a real mixed bag. Some of the events that I have attended over the years have enthused and enlightened me and helped formulate the targets I then attempted to achieve over the subsequent period. Unfortunately, other events rely too heavily on unstructured “networking” time, outsource seminars to speakers without checking quality and run panels which are glorified puff spaces for participants to plug the work of their employer. The lack of funding available for CPD and the pressure to keep services running at practitioner’s home sites also means that the events colleagues do get out to attend need to be of a high quality.

With this in mind I attended the Careers & Enterprise Company 2nd Annual “Joining The Dots” Conference this month. Held in Sheffield at the English Institute for Sport, over 750 delegates attended for a day of speeches and breakout sessions while the Company then continued into Day 2 with meetings for their Headteacher advisory group and an awards ceremony.

Annual conferences such this do have a slightly different remit to the news sharing and highlighting of innovative practice that many CPD events do. Annual conferences are usually more to rally the troops and build a positive collective feeling around the work of the organisation. “Joining the Dots” definitely seemed to aim for the second of those remits with a morning session led by both the Chair, Christine Hodgson and the CEO, Claudia Harris updating the audience on the progress of the CEC in building its infrastructure of personnel and networks. Both speakers were disappointingly light though on the actual impact of these new structures the CEC is building but more on that later. Delegates were then treated to the personal story of British Olympian Beth Tweddle which, while interesting, to me felt out-of-place and stuck out as a grasp for celebrity endorsement. Plenty of other delegates seemed to enjoy it though. Tweddle is also a Patron of the STEM based Your Life campaign so does have links to this area.

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MC’d by Oli Barrett the session then moved quickly onto a Q&A with Claudia Harris and Carl Harris (Association of School & College Leavers) and Josh Hardie (CBI). The discussion moved through the broad themes around the interaction between employers and education with positive and conciliatory noises from both participants. It was noticeable though that, in one answer, Josh Hardie said that, “over 80% of businesses work with schools” which was not challenged by the other participants. This is a statistic from the CBI’s own annual Education & Skills Survey which is not consistent with findings from other research in this area as it claims a much higher rate of business involvement with education than others. The CEC has also looked at this in its “Cold Spots” report and if the organisation truly wishes to position itself on a standing of evidence based work, then it needs to balance out misinformation when it encounters it.

Then it was time for a lunch break. During this period delegates could browse a good range of exhibitors with products and services to offer in the CEIAG field.

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The afternoon moved into two breakout sessions with a range of titles that looked at CEIAG Mentoring, offering provision for SEND pupils and updates on the forthcoming Enterprise Passport. I opted for “Effective Employer Engagement in Further Education” and found the panel full of useful advice regarding the role of Enterprise Advisers and FE. Approaching employer engagement is different in a FE College compared to a secondary school and the ways other Colleges had used Advisers as conduits to wider networks was thought-provoking.

My second session was back in the main hall for the “Building Capacity for Careers Leadership is Schools” which, while interesting, I later regretted not attending “Virtual Employer Encounters” as, the more I thought about this, the more concerned I became. On the face of things, it would seem like an easy win for the CEC, using the information from their Cold Spots report, to then offer the technology links for employers to offer virtual provision for young people in those regions. This type of provision though has its failings and it would also struggle to meet the Company’s own conclusions in its “Moments of Choice” report about the need for personalization for young people.

The day then finished with Lord Young offering an update on the plans for a national Enterprise Passport for young people to be able to evidence their achievements, skills and experiences outside of their usual qualification certificates.

Overall, I felt that the event was very ‘input’ orientated with a lack of substantive consideration for the outcomes the CEC is trying to achieve. Celebrating the employment of Enterprise Co-ordinators, the growth of the Enterprise Adviser network and the funding of localised CEIAG projects is worthwhile but these are structures, not the results. At it’s launch the outcomes of the CEC were to be judged as part of the wider performance management of the Post 19 education and skills sector.  But this was under the 2010-2015 Coalition Government and much water has passed under the political bridge since then. Judgement on the impact of the CEC should be made against control groups or counterfactual analysis. Be it an improvement in employers satisfaction with the employability skills of young people (although the uncertainty over who will carry the skills survey once the duty of the now defunct UKCES won’t help that), lowering the number of NEET young people in the CEC’s designated “cold spot” areas or tracking the destination data of leavers from schools who meet the Gatsby benchmarks (via the Compass benchmarking tool) or who have been involved in the Mentoring scheme, the CEC has to show impact of its spending of public money. With this being it’s 2nd Annual conference, I was hoping for more detail of this area but, perhaps, the Company are mindful of the election and the impact this will have on the long-delayed Careers Strategy which may define these criteria.

(Photos from the CEC facebook page)

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According the CEC’s literature, young people have now so conclusively lost the demographic battle, after the General Election they will all be put into a rocket and blasted off into space