A truly demand-led skills system – a prize worth having

Posted on 23 November 2009

Peter Butler, BT’s Head of Learning, outlines his vision for a truly demand-led skills system. Adapted from Peter’s keynote speech at the NES Ofsted employer conference, 30 September 2009).

A little over a year ago, BT really began its engagement with the National Employer Service (NES).

For many years we had delivered an award-winning Apprenticeship programme in partnership with our preferred learning provider, funded through a relationship with a local LSC. For the majority of people at BT, an Apprenticeship was something that was undertaken by 16- year-old new recruits to the business – typically working in an engineering or technical role.

Over the last year, we have made significant strides in changing this perception and by working with Hilary and the NES team, we have now developed an Apprenticeship offering that covers existing employees that require re-skilling and up-skilling, alongside new recruits to the business.

This year we will deliver more than 8,000 Apprenticeship Frameworks to people across the BT Group – including to people who have no accredited qualifications and people who have very little personal recognition for the skills that they have.

As you can imagine, delivery of this nature doesn’t come without challenges and I would like to publicly acknowledge the guidance and support that the NES have given to us over the year and that I hope they will continue to support us in our endeavours.

I employ some people who have been engaged in the skills world for ten years or more – some of them have even been involved in developing government and sectoral policy in this area. Even they, at times, have been baffled by the complexity of the system and relied on the account manager support from the NES.

The NES also has the ability to bend and flex within the stringent rules that govern the skills system. This bend and flex has enabled the NES to support learners that may not have been supported through the provider network or through a relationship with local Learning and Skills Councils – the quid pro quo is that we make a significant investment in the development of our people such that we and the NES have a co-financing relationship that brings significant incremental value to the purchasing power of the pubic purse.

There is an open and ongoing discussion about the way in which the system can reformed to emphasise qualifications outcomes and quality of provision as the primary considerations for those organisations involved in funding and audit of qualifications.

For those of you struggling with phased payments, contract reconciliation, self assessment reports, monitoring visits etc this will surely be music to your ears.

The reform of the funding system offers a once in a generation opportunity to simplify and change the system. Despite my assertion that we need to keep pressing to have the employer voice heard, I hope you share my excitement that as employers we have the chance to create a truly demand led skills system designed for rather than adapted to large employers. This really is a prize worth having.

Have your say

Employers who wish to contribute to the debate on simplification can do so by emailing: feedback@nationalemployerservice.org.uk.

I would like to publicly acknowledge the guidance and support that the NES have given to us over the year and that I hope they will continue to support us in our endeavours. 

Peter Butler
Head of Learning
BT