The skills for the future initial webinar
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This document provides information about the Skills for the Future Weinebar which will take place on September 27th, 2013. It discusses two heritage projects led by TNA and SCA that received funding from the Heritage Lottery Fund. Over three years, the projects will provide 54 traineeships in Scotland and England to develop skills in the heritage sector and address identified skills shortages. The document outlines the structure of the traineeships and skill areas they will focus on, as well as the roles and benefits of host organizations for the trainees. It provides the application process, selection criteria, and timetable for organizations interested in becoming hosts.
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The skills for the future initial webinar
- 1. The Skills for the Future Webinar Will take place here at 11am on Friday 27th September 2013
- 2. Introduction to the projects • 2 projects led by TNA and SCA • Have 1st round passes from the Heritage Lottery Fund • 2nd round submission by December 2013 • Over 3 years will provide: – 18 traineeships in Scotland – 36 traineeships in England • Builds on 3 years of traineeships by TNA.
- 3. Aims of Skills for the Future: • Increase the range and quality of work-based training to develop skills in the heritage sector • Meet identified skills shortages in the heritage sector • Increase the capacity of the sector to deliver training and share good practice • Increase the diversity of the heritage workforce.
- 4. Overview of the traineeships Traineeship Training by the host organisation Undertake a project for the host organisation Undertake a programme of study Cohort skills development events Development of business skills Mentoring and support Trainee is given a bursary from TNA/SCA
- 5. Skills gap areas • Outreach and Community engagement (including online) • Collection development • Digital Preservation • Digitisation • Traditional Skills, including medieval Latin, old Scots and Gaelic
- 6. Trainee learning outcomes • Development of expertise in a particular skill area, acquired as a result of development by expert training by the host organisation. • Completion of a specific project(s). • Creation of a portfolio of evidence for future work applications. • Development of general work skills and knowledge. • Understanding of the job recruitment and application process. • Increased confidence. • The development of an understanding of the archival sector.
- 7. Additional development opportunities • Coaching/mentoring • Cohort wide skills development • A programme of study All managed through a training plan
- 8. Role of the host • Option to be a host or a mini-host • Role includes: • Plan and develop a training plan. • Provide on the job training in their skills gap area and in related areas for the trainees. • Supervise the traineeship in general, ensuring that the intended learning outcomes are being achieved. • Provide the trainee with a wide range of learning opportunities. • Provide the trainee cohort with learning opportunities, both in skills gap areas and elsewhere.
- 9. Expected benefits of being a host • Help to diversify the archival workforce. • Bring new knowledge, experience and backgrounds to your staff. • Helping to provide opportunities for skill development for trainees. • Developing in-house skills in designing and managing traineeships. • The completion of projects by trainees.
- 10. Application process • Online application form will be circulated this weekend, along with supporting information • Following assessment successful hosts will be invited to a short workshop to develop training plans • Some applicants may be asked to join a reserve list
- 11. Selection criteria for hosts • Matrix of selection criteria already circulated. • In addition to get a mix will look at: – Geographical location – Type of priority skill(s) offered – Type of host organisation
- 12. Timetable for development phase • Applications to become a host should be submitted by 11th October. • Successful hosts will be notified the week of 14th October. • Training plan workshops will take place 29th and 31st October. • Training plans to be completed by 22nd November.
- 13. Any questions?
Editor's Notes
- These projects are still being developed and some areas of this information is liable to change during this period. The successful hosts will be kept up to date.
- Both the Scottish and English scheme follow a similar path: 3 year programme of year traineeships which address skills gaps.Traineeships are aimed at non-traditional entrants to the sector, dependent on local need.Centrally managed in partnership with local hosts.Trainees receive on the job training, development and undertake a real project.Provision of centralised training and activities as a cohort.Opportunity to undertake a study module through distance learning.Trainees receive a bursary during their traineeship, paid direct by the central body (TNA/SCA)Hosts support the trainee by providing training, supporting the cohort development and benefit from the completion of specific projects by the trainee. Traineeships are mainly one year long, with the opportunity also available to host shorter traineeships.
- Trainees will acquire skills relating to one, or two combined (where appropriate) skills gaps. The skills gap priority areas are centred on people-focussed as well as practical skills and we are looking for hosts able to provide training and real projects in one or more of these areas:Outreach and Community engagement (including online)Collection developmentDigital PreservationDigitisationTraditional Skills, including medieval Latin, old Scots and Gaelic Host should have existing high skill levels in the area of their proposed traineeship.People focussed traineeships:” Community and online engagement: Building relationships with the local community to encouragegreater active participation; developing methods of collecting or documenting aspects of society notrepresented by traditional archival collecting; developing skills in alternative ways of documenting society,such as oral history; identifying potential partners such as community groups and developing communityarchives; develop best practice” Collection development: developing strategies to enable future collecting to be more representative ofculturally diverse communities and local/ regional strengths; developing ways to re-direct use andinterpretation of existing collections; working with communities to review and develop their collections;identifying gaps and risks in areas of collections; developing strategies for safeguarding collections;considering short and long-term needs for preservation and accessPractical/ technical traineeships:” Digital preservation: Working with depositors of digital material to accession it in formats which can beaccessed and preserved; selecting digital material; ensuring the longevity and integrity of digitally-preservedmaterials; developing tools to ensure widespread access to digital materials; develop and share best practice” Digitisation: developing an understanding of online user behaviour; developing effective onlinepresentation of the heritage that engages users and exploits potential; identification of suitable material fordigitisation; preparation of material for digitisation; develop and share best practice” Traditional skills: developing a good understanding of medieval documentary Latin; developingexpertise in standard types of document and understanding their potential for research; developing expertisein palaeography of relevant periods; ability to use these skills to interpret older documents for a modernaudience; ability to develop these skills in archive users through tuition
- Each traineeship will be individual and will be tailored to meet the skills gap and the local circumstances. For the trainees we expect the learning outcomes to include:
- As part of the development phase we are examining how we can provide further support to the cohort group, including providing coaching and/or mentoring. This may be undertaken by the host organisations, in which case coaching training will be provided. Alternatively to may be provided externally. Cohort wide skills developmentThere are a number of areas where the skills that need to be developed are applicable to trainees across the cohort and we are aiming to meet these needs as a cohort. Experience has shown TNA that the development of a cohort support infrastructure is vital to the success of the project and we hope to strengthen this further in this project. Cohorts of trainees will meet to undertake training and develop knowledge. We hope that initial introductions to the archive sector will take place in England at TNA and in Scotland at TNA/NRS. We are also hoping that the host organisations will be able to provide or provide access to follow up cohort training opportunities. For example, host specialising in digitisation may be able to provide a day long course in digitisation for the whole cohort. Alternatively the governing body of a host organisation may be able to provide a trainer in business skills such as marketing, quality improvement or forward planning.We also hope that the trainers for each cohort will meet to share their experiences within 3 months of each cohort starting.Programme of studyEach trainee will have the opportunity to undertake a level 2 and 3 Qualification and Credit Framework derived from the National Occupational Standards. We will offer modules from the Cultural Heritage QCF to support our aim of providing trainees with skills that can be used to connect archives with the wider heritage sector. The QCF will be offered through an accredited training provider. In collaboration with their trainer and mentor, trainees will be given control of an individual training budget, which they can use over the course of their traineeship, to undertake supplementary training relevant to their placement.Training plansEach traineeship will be planned using a training plan which will follow a similar format. The training plans outline the skills that the trainee is expected to develop, how this will be assessed, what activity will be carried out and the timetable expected. It is expected that training plans will be drafted during the development phase of the project i.e. in October/November, to enable their addition to the funding bids.These will be draft training plans only and will act as a guide to the traineeship for the funder and project staff. Once trainees have been recruited they will be reviewed and adjusted to take into account the specific needs of the trainee.
- Hosts of the scheme agree to host the trainee(s) for a set period, either a year or a shorter period e.g. 3 months. These shorter placements are intended to be for smaller organisations which may not have the resources to manage a placement long term.