TRAINING, THE COST EFFECTIVE OPTION, BUT WHO PAYS? JAMES MARSTON MBICSc, LEARNING AND DEVELOPMENT MANAGER

www.bics.org.uk

• The proportion of workers under 25 is much lower than that seen across the economy (6% versus 12%) • 23% of workers are now over the age of 55. The industry is

facing issues around an ageing workforce (British Cleaning Council, 2017)

• Increasing engagement of “later life workers” • Government is not helping much now to invest in our

workforce • As generations come and go we are losing our skills and

knowledge • Any funded learning tends to be at management level • Tenders score highly trained accredited workforces

Over 55

Under 55

EMPLOYERS WORKFORCE CHALLENGES

12% of firms in the cleaning sector report skills gaps in their workforce. Reasons reported: • Individuals new to the role • Training is partially completed • Staff lack motivation

19% of firms reported skills gaps have a significant impact on business. To overcome the gap employers: • Increased training activity • More supervision • Greater mentoring of staff • More appraisals Contracting models industry norm 0 to 6%. Average for many firms is 3% of labour cost. 43% of firms would have liked to provide more training but were unable to do so.

British Cleaning Council Research Report 2017

TRAINING BUDGETS AND SKILLS GAPS

• Provide the budget and create an inhouse training program – more likely to happen in larger contracts (£3 million+)

• Funded vocation learning – NVQs funding soon to be phased out and replaced • Literacy and numeracy - help with English • Other sector qualification routes:

• Make them fit our sector • Focus on management/business support qualifications to release funding

• Inhouse training programme – induction training for new staff • Hire trained staff • Hire inexperienced staff - no formal training beyond induction • Workforce with no training at all - operators use own skills and experience – survive and learn as you

go – KEEP THE JOB

WHAT CHOICES DO EMPLOYERS HAVE

• Current UK employer plans suggest that we need to fill 13.5 million job vacancies in the next ten years, but only 7 million young people will leave school and college

• Young people stay longer in full time education than they used too

• The next generation of employees have high expectations for their work life

• They want to and plan continue their skills development in work

• They prioritise a healthy work-life balance and want to be fulfilled when they are at work

What does this mean?

• An interesting varied job

• New skills and responsibility

• A right to a successful future

21ST CENTURY WORKERS

Gov. UK National Minimum Wage

• Low pay often topped up by Tax Credit – flexible hours means disruption of payment • London Living Wage 40 hours a week = £422.00 • UK Living Wage 16 hours = £144 per week • Operators in building cleaning – 63% work around 16 hours a week • People in need more than one job to survive

Year 25 and over 21 to 24 18 to 20 Under 18 Apprentice

April 2018

(current rate)

£7.83 £7.38 £5.90 £4.20 £3.70

April 2019 £8.21 £7.70 £6.15 £4.35 £3.90

EMPLOYEE CHALLENGES

• Often limited opportunities for advancement - 85% of our businesses have less than 10 employee’s

• Unsocial hours still a factor

• Contracts/won lost – continuity threatened

• No clear path for personal development for many – can lead to demotivation

• Cleaning often seen as a stop gap to the next job however, many stay holding skills and qualifications

• Careers and opportunities exist in the sectors largest employers. They make up just 13% of businesses in our sector

EMPLOYEE CHALLENGES

• As an employee, working in the cleaning sector is challenging for most

• Employer budgets are limited to train essential skills and knowledge

• An ageing workforce and increasing numbers of later life workers filling vacancies

• Young people have high expectations from their employment and want a career path

• I have managed not to mention BREXIT and migrants until slide 8:

• 23% of the sectors workforce are foreign born

• Who knows what will happen post 29th March

What are the Government doing to help?

Statistics from British Cleaning Council Research Report 2017

IN SUMMARY

Apprenticeship standards describe the occupational profile linked to the knowledge, skills and behaviours (KSBs) that bring full competence in a particular occupation. They describe how an apprentice can demonstrate mastery of this occupation by the end of the apprenticeship. End Point Assessment Example from Level 3 Administration Apprenticeship EPA Evidence Weighting Max Mark Min Mark Knowledge Test 30% 30 15 Structured competency based interview 30% 30 15 Portfolio 20% 20 10 Professional discussion of CDP 20% 20 10

Cleaning Apprenticeship in place now – no Paying the levy – English employers are not using it Older Apprenticeship Frameworks - no starts after academic year 19/20

APPRENTICESHIPS

“T Levels, alongside reformed Apprenticeships, will help us to deliver high quality technical education to ensure that young people have the skills they need to move into the fulfilling careers they want.”

Secretary of State for Education and the Minister of State for Apprenticeships and Skills

These qualifications will be on a par with A-levels, providing young people with a genuine equivalent

choice between technical and academic education, and ending the long-held assumption that only A-

levels and a university degree can lead to a fulfilling job.

Structure of a T Level – Compulsory Elements A technical qualification, which will include:

• Core theory, concepts and skills for an industry area • Specialist skills and knowledge for an occupation or career • An industry placement with an employer (45 days minimum) • A minimum standard in maths and English if students have not already achieved them

FE Colleges and Awarding Bodies expected to play a major role

T LEVELS

• UK Government must be convinced to invest in our sector • Shake off our “its only cleaning” reputation • Promote to clients the people, science and skills our

workforce possess • Help clients more (expand offer beyond cleaning

operatives) • Map careers from technicians to managers of the future • Learn from organisations that succeed • Recognition for high achievers

WE NEED TO MOVE NOW

• Sector leaders, employers and Institutions have to lead the way • Training providers and experts must create, deliver and promote

recognised skills pathways • Generic job descriptions or structured workforce levels will help,

for example, technical job role (technician) could be adopted and accepted by the cleaning sector

• The route opens for new entrants to access funded recognised learning and skills

• Individuals can plan for a career • Employers can access and spend their apprenticeship levy

training their managers of the future • Skills and young people in cleaning grow • The whole sector benefits

YOUR WORKFORCE NEEDS SKILLS

At 16 years Apprenticeship (technical) in cleaning sector 18 months later On achievement is offered employed position as supervisor 12 months on Apprenticeship at level 4 or 5 along with work based training and skills Opportunity Advancement to manager or specialist role Five years Consolidation and professional qualifications/degree Opportunity Director, consultant or business owner Remains in the cleaning sector A recognised achievable career path Not all will complete the journey but still able to drive their own career and success

WHAT WOULD A CAREER IN CLEANING LOOK LIKE

The employer will always have to pay. Young people are also paying dearly for further education.

Nothing will change in the cleaning sector until funded pathways exist for young people to follow. Large employers are already paying through the levy.

Other sectors are ahead and attracting greater funding supporting training budgets. Its down to employers to want change.

We have the knowledge, the people and the skills. Lets build careers!

TRAINING, WHO PAYS

Digital media

Car industry

Engineering Healthcare

£2.7bn (Levy, Nov

2018)

The cleaning industry is a vibrant, exciting and fulfilling industry to work in

Help us to provide a clear and comprehensive career path for everyone who works in our industry

Make the Government sit up, listen and fund qualifications

Lets work together to raise the profile of our industry and our operatives

ROUNDING UP

THANK YOU