1. 5sc methodology colombia


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1. 5sc methodology colombia

  1. 1. A Systems Approach to Technical and Vocational Training An Industry Perspective Alastair Robertson * 5S Consulting Ltd 5 S C
  2. 2. Developing the system <ul><li>5S Consulting takes an integrated, systemic approach to workforce development that includes: </li></ul><ul><li>Policy Development </li></ul><ul><li>Infrastructure development </li></ul><ul><li>Employer engagement </li></ul><ul><li>Supply/Value Chain Analysis </li></ul><ul><li>Labour Market Information </li></ul><ul><li>Skills Forecasting </li></ul><ul><li>Occupational & Functional Mapping </li></ul><ul><li>Development of Occupational Standards </li></ul><ul><li>Development of Qualifications & Certification schemes </li></ul><ul><li>Development of Assessment + Verification Systems </li></ul><ul><li>Development of Infrastructure for Delivery </li></ul><ul><li>Skills Passport Systems </li></ul>
  3. 3. Competence as the starting point <ul><li>What is Competence? </li></ul><ul><li>“ The ability of an individual to perform activities within an occupation to the </li></ul><ul><li>standards required in employment.” </li></ul>
  4. 4. What is Competence Assurance? <ul><li>“ The process by which an </li></ul><ul><li>organisation ensures that its </li></ul><ul><li>workforce is competent.” </li></ul>
  5. 5. Factors influencing the Competence of the Workforce
  6. 6. Supply Chain Analysis <ul><li>Defining the supply chain reveals: </li></ul><ul><li>The component parts of an industry sector </li></ul><ul><li>Interactions and interdependence between the component parts </li></ul><ul><li>Commonality of components with other sectors </li></ul><ul><li>In complex industry sectors, this enables: </li></ul><ul><li>A rational breakdown of research activity </li></ul><ul><li>The prioritisation of research - based on criticality in the supply chain </li></ul><ul><li>Clear & logical sector boundaries to be established </li></ul><ul><li>Duplication of effort to be avoided and costs to be minimised </li></ul>
  7. 7. Supply Chain Analysis of an industry sector e.g. gas Gas Storage Shipping Policy Direction & Planning Design, Procurement & Contracting Network Construction & Maintenance Metering Domestic Users Industrial Users Plant Installation & Maintenance Component & Appliance Manufacturing Call Centres Business Management Financial Management Billing Marketing Telecommunications LPG Distribution Network Operation Project Management
  8. 8. Labour Market Information <ul><li>Supply Chain Analysis provides the architecture for </li></ul><ul><li>LMI research. Our normal strategy is: </li></ul><ul><li>1 To agree the client’s needs for data, the purposes to which it will be put and the level of statistical breakdown required (national / regional / LLSC) </li></ul><ul><li>2 Initially, using desk research, draw down available data from: </li></ul><ul><ul><li>National and regional statistical sources (DfES/SSDA/DTi/ONS etc.) </li></ul></ul><ul><ul><li>Skills Dialogue Reports </li></ul></ul><ul><ul><li>Workforce Development Plans </li></ul></ul><ul><ul><li>Market Assessment Reports </li></ul></ul><ul><ul><li>Other industry specific research sources </li></ul></ul><ul><li>3 Critically, to review gaps and weaknesses and propose solutions, that may include: </li></ul><ul><ul><li>Statistical modelling to provide finer grain data at local level </li></ul></ul><ul><ul><li>Field research using telephone / e-mail / mail-shot / on-line questionnaires and sample in-company surveys, as appropriate </li></ul></ul><ul><li>4 Chart the results using the appropriate SIC / SOC classifications </li></ul>
  9. 9. Skills Forecasting <ul><li>LMI research will reveal data on </li></ul><ul><ul><li>Numbers employed </li></ul></ul><ul><ul><li>Occupational groups </li></ul></ul><ul><ul><li>Age / Gender issues </li></ul></ul><ul><ul><li>Geographical distribution </li></ul></ul><ul><ul><li>Skills shortages </li></ul></ul><ul><ul><li>Indicative statistical trends etc. </li></ul></ul><ul><li>But,it may not take account of upcoming changes in: </li></ul><ul><ul><li>Markets </li></ul></ul><ul><ul><li>Technology </li></ul></ul><ul><ul><li>Legislation </li></ul></ul><ul><ul><li>Work organisation </li></ul></ul><ul><li>Data on the potential impact of these factors is normally derived from: </li></ul><ul><ul><li>Literature searches </li></ul></ul><ul><ul><li>Expert focus groups </li></ul></ul><ul><ul><li>In-company dialogue </li></ul></ul><ul><ul><li>Comparative analysis with other sectors </li></ul></ul><ul><ul><li>International comparative studies </li></ul></ul>
  10. 10. The Framework for describing work functions A Policy <ul><li>Forecasting demand </li></ul><ul><li>Research </li></ul><ul><li>Policy making </li></ul>B Specification <ul><li>Investigating and analysing </li></ul><ul><li>(related to production / service context) </li></ul><ul><li>Designing products and services </li></ul><ul><li>Specifying requirements </li></ul>C Carrying out Activities <ul><li>Building / Making </li></ul><ul><li>Assembling </li></ul>Making Maintaining Controlling Providing Services <ul><li>servicing / repairing </li></ul><ul><li>re-making </li></ul><ul><li>Monitoring </li></ul><ul><li>Controlling continuous processes </li></ul><ul><li>Selling things </li></ul><ul><li>Providing personal services </li></ul><ul><li>Providing information and advice </li></ul>D Controlling Programmes <ul><li>Planning and scheduling activities </li></ul><ul><li>Procurement for activities </li></ul><ul><li>Controlling delivery (projects, programmes, </li></ul><ul><li>Quality assurance </li></ul><ul><li>Regulating </li></ul>E Managing Organisations <ul><li>Controlling finance </li></ul><ul><li>Managing people </li></ul><ul><li>Managing information / communications </li></ul><ul><li>Managing physical resources </li></ul>F Maintaining Capability <ul><li>Developing learning and skills </li></ul><ul><li>Maintaining a safe and healthy environment </li></ul><ul><li>Responding to the cultural and ethical values of the community </li></ul>The General Model
  11. 11. Occupational Mapping <ul><li>All occupations in a sector are set in the framework of the General Model , this forms the basis for initial employer dialogue. </li></ul><ul><li>Typically, employer dialogue will be based on the supply chain components. It will include: </li></ul><ul><ul><li>Verification of the occupational analysis, </li></ul></ul><ul><ul><li>Review of recruitment, training and progression issues </li></ul></ul><ul><ul><li>Testing assumptions about skills mix and forecast demand . </li></ul></ul><ul><li>Employer dialogue is normally carried out in all four UK nations through 5S Consulting regional offices </li></ul><ul><li>We also engage with the relevant Government Departments and agencies in each country - to identify policy differences and their influence </li></ul>
  12. 12. Functional Analysis <ul><li>Functional analysis is about: </li></ul><ul><li>Analysing all work functions required to deliver a product or service </li></ul><ul><li>It is a methodology that can be applied to: </li></ul><ul><ul><li>A single job </li></ul></ul><ul><ul><li>An individual company </li></ul></ul><ul><ul><li>An industry sector </li></ul></ul><ul><ul><li>The whole economy ! </li></ul></ul>
  13. 13. Functional Analysis <ul><li>5S Consulting also uses the General Model as a framework for functional analysis in all industry sectors </li></ul><ul><li>This enables: </li></ul><ul><ul><li>industry sub-sectors to analysed separately - but the results to be brought together into a single framework </li></ul></ul><ul><ul><li>Cross-sector comparisons to be made </li></ul></ul><ul><ul><li>Existing functional frameworks to be incorporated </li></ul></ul><ul><ul><li>Consistency in language and design to be maintained </li></ul></ul><ul><ul><li>Easy cross-referencing to National Occupational Standards </li></ul></ul><ul><ul><li>Ease of design of Vocational Qualifications </li></ul></ul><ul><li>The analysis is normally carried out to the level of an assessable module - further breakdown would normally be part of the standards development activity </li></ul>
  14. 14. Functional Analysis Provide, in a competitive energy market, a safe, cost-effective onshore gas distribution & sales service including infrastructure, storage and related products and services, consistent with the requirements of and to the benefit of organisations, customers and the community KEY PURPOSE Key Roles A B C Carry out activities relevant to the development and maintenance of the network & storage infrastructure D E F Carry out installation & maintenance works Manufacture gas appliances , components and equipment Operate gas transmission, distribution and storage systems Provide the metering service Operate the transmission & storage network (85/7 bar system) Distribute bulk LPG/LNG Containerise LPG Operate, monitor & maintain network telemetry systems Operate & monitor gas transmission systems Operate & monitor gas storage sites & systems Balance loads on the network Co-ordinate network operating procedures Co-ordinate network recording & reporting procedures Key Areas (Based on General Model) Key Functions Work Functions (NVQ/SVQ Unit Level) Example: UK Gas Sector
  15. 15. Integrating Functional Data <ul><li>With the broader scope of SSCs there is much greater divergence in the functions carried out across the sector body. </li></ul><ul><li>It is often not practical to develop the whole sector analysis at one time but to do it as a phased sequence </li></ul><ul><li>Because of the common architecture to our methodology for functional mapping - maps can be compared to show overlaps </li></ul><ul><li>When new sectors are added, it is easy to add their analysis to the overall profile of competences within an SSC </li></ul><ul><li>This was the basis for illustrating in the footprint for the Energy & Utilities Sector the common areas of skill in Network Construction and Maintenance between several different sectors (see next slide) </li></ul>
  16. 16. Defining Common Areas of Skill On-Shore Petroleum On-Shore LPG On-Shore Natural Gas Clean Water Waste Water Electricity Telecoms Suppliers Shippers Network LPGs PGTs Water Storage & Treatment Sewage Treatment Utilisation LNG Utilisation LPG Meter Meter The Natural Water Resources Cycle Meter MULTI-UTLITY NETWORK CONSTRUCTION Example: UK Energy & Utilities Sector
  17. 17. Matching Functions to Occupational Standards <ul><li>Functional analysis to the enables a cross-matching to National Occupational Standards within the National Qualifications Framework </li></ul><ul><li>This identifies potentially relevant existing standards that may be useful to the sector in developing new awards (in current or customised format) </li></ul><ul><li>It also identifies gaps where new standards may need to be developed (depending on SSC priorities) </li></ul><ul><li>This data forms the basis for the development of a Standards Development Plan </li></ul>
  18. 18. Matching Functions to Existing Standards Standards Development Plan Functional Map Existing Standards on National Database (NQF)
  19. 19. Developing Qualifications Systems Performance Requirements Occupational Context Knowledge n Skills n Evidence Requirements Rules of Evidence Occupational Standard Learning Specification Assessment Specification What you must be able to do In what situations competence is relevant Knowledge that is required Skills / techniques that must be learned Evidence you must produce to prove their ability Methods and rules that must be used for assessment
  20. 20. Developing Assessment Specifications <ul><li>Assessment specifications comprise two components: </li></ul><ul><ul><li>The evidence that a candidate must produce for assessment - in terms of work based performance, knowledge and skill ( Evidence Required ) </li></ul></ul><ul><ul><li>Conditions ( Rules of Evidence ) which may apply to: </li></ul></ul><ul><ul><ul><li>The generation of evidence </li></ul></ul></ul><ul><ul><ul><li>The amount and/or the diversity of evidence </li></ul></ul></ul><ul><ul><ul><li>Conditions under which evidence must be assessed </li></ul></ul></ul><ul><ul><ul><li>Conditions applying to the assessor </li></ul></ul></ul><ul><ul><ul><li>Conditions applying to the mode of assessment </li></ul></ul></ul><ul><li>At professional levels, the rules of evidence can often be quite complex because of the expectations of the regulatory bodies involved </li></ul>
  21. 21. Designing Occupational Qualifications <ul><li>Occupational standards can be used as the basis for the design of a wide variety of qualification ‘products’: </li></ul><ul><ul><li>Technical and trade qualifications </li></ul></ul><ul><ul><li>Professional and CPD Awards </li></ul></ul><ul><ul><li>Registration and Certification schemes </li></ul></ul><ul><ul><li>Individual skills Certificates </li></ul></ul><ul><li>The parameters for each type of award may vary considerably as some seek to embrace full occupational competence, while others seek only to define competence in a narrow range of functions </li></ul><ul><li>Industry sector bodies will define their requirements and priorities for new or updated awards as part of the Standards Development Plan </li></ul>
  22. 22. Designing Qualifications Functional Map Occupational Map Core Options Define Work Functions in Occupation Select and Adapt Standards to fit Work Context Define Qualification Structure Prioritise Occupation for Qualification Development Plumber Electrician Pipelayer Etc .
  23. 23. Quality Assuring Competence <ul><li>Internationally, 5S Consulting advises Governments on the design and quality assurance of Certification systems </li></ul><ul><li>The illustration on the next slide is used to describe arrangements in Most Countries in which standards based qualifications systems are being developed </li></ul>
  24. 24. Quality Assurance Industry National Qualifications Authority Examination Boards Assessment Centres Chief Examiner Assessors Standards Setting Bodies (VET) Trainees Inspectorate Curriculum Bodies (Academic) Government Sets Policy + Targets Defines Labour Market Requirements Define Standards + Propose Qualifications Approves Standards Licences + Quality Assures Licences + Quality Assures Agree National Economic Priorities + Allocation of Funding Responsibilities Certificate Achievement Manage Assessment Report Achievements Accounts for Performance Design Qualifications Accredits Qualifications Sector Skills Councils Labour Market Research Workforce Development Training Implementation Facilitating organisation Licenses
  25. 25. Tools for the Future <ul><li>Skills Passports – An Example </li></ul><ul><li>“ A skills passport is a portable way of recording the skills and competencies that an individual learns in different jobs over time. Skills passports allow learners to gather evidence of their training and skills, both formal and informal.” n individual learns in different jobs over </li></ul><ul><li>The Learning and Skills Council (UK) </li></ul>
  26. 26. Skills Passports - needs <ul><li>What are the needs ? </li></ul><ul><li>Recording and Verification of qualifications is an issue - it is costly to do it properly and there are no universal standards of best practice </li></ul><ul><li>Governments want mechanisms to assess skills in the workforce - particularly of migrant labour </li></ul><ul><li>Employers want records of experience as well as skills </li></ul><ul><li>Individuals want to respond to job opportunities more quickly </li></ul>
  27. 27. Skills Passports Added Value Structure <ul><li>For the Employer </li></ul><ul><li>On line skills inventory - audit tool for team building </li></ul><ul><li>Link to job appraisal system - identifying organisation’s training needs & devising training plans </li></ul><ul><li>Change management tool - reducing risks in reconfiguing workforce to meet new challenges </li></ul>
  28. 28. Skills Passports Added Value Tools <ul><li>For the Training Provider </li></ul><ul><li>Planning tool - Up to date record of individual achievements & learning needs </li></ul><ul><li>Monitoring tool - records progress in learning </li></ul><ul><li>Recording tool - enables individual & group achievements to be recorded directly on to passports. </li></ul>
  29. 29. Thank You <ul><li>www.5sconsulting.com </li></ul><ul><li>www.skillpassport.org </li></ul>