Train to Gain (formerly known as Employer Training Pilots) were extended nationally in August 2006. The scheme focuses on basic skills and Level 2 provision of full qualifications, which is not generally the major area of key skills shortages for engineering and manufacturing (which, as a sector, tends to require more highly skilled people). The expanded brokerage element does cover higher level skills now, which is welcome.
Recent evaluations of the ETPs have found a number weaknesses, including:
- Large amounts (85-90%) of the training could be classified as “deadweight”;
- Some sectors have used the scheme to meet their statutory requirements to train;
- A third of learners already had at least a Level 2 qualification, making them technically ineligible, therefore not increasing the overall skills level of the population;
- 60% of employers were engaged through a training provider, only 20% through a skills broker, therefore inevitably reducing the likelihood that “the best” training provider was used;
- Only 40% of employers reported that their training needs were assessed, less than 20% of learners reported use of the “assess-train-assess” model, which means much of training was not related directly to the needs of the business or tailored to the previous achievement of the learner. This also explains how so many employees who already have a Level 2 qualification were able to access training;
- Training providers spent a third of their time training, 40% assessing, and 25% helping learners produce portfolios of evidence for assessment, demonstrating a lack of “new” skills being developed through the ETP.
However, a number of strengths were also identified by the evaluation of ETP, including:
- 65% of employers reported an increase in productivity due to engaging with ETP;
- Employers also found a net beneficial impact on turnover, and staff working harder;
- Two thirds of provision for ETP funded training was through private training providers; one third through colleges, demonstrating the value employers place on diversity in the FE market;
- Employers are most attracted by the free and flexibly delivered training, rather than wage compensation, another demonstration that it is the process of training delivery which encourages participation, not the specifics of funding structures.
It has also emerged that a couple of engineering employers tried to engage with the programme of ETPs, but that the individuals concerned were already qualified to Level 2. They were therefore excluded from the programme, despite their Level 2 qualification being unrelated to engineering (such as having 5 GCSEs, or an NVQ in a non-related area). It appears these companies were not as lucky as the others who managed to get a third of learners onto programmes despite their previous qualifications.