The document summarizes two internship and training programs managed by MGS between 2011-2016 that aimed to diversify the workforce in Scottish museums and galleries. The programs provided 12-month paid placements and training to cohorts of 20 individuals without graduate degrees. An evaluation found high employment rates for participants and that the programs increased inclusion and shifted perceptions of entry requirements in the sector. The second program incorporated an SVQ3 qualification to provide accredited skills training and help non-graduates enter the field. The goal is for the programs to leave a lasting legacy of skills development resources and a more diverse workforce in the Scottish cultural sector.

1. Building on the Legacy:
MGS Interns and the
Heritage Horizons Programme

2. Interns 2011- 2014 and Heritage Horizons Trainees 2014 - 2016
During this time 3 cohorts of 20
individuals have been through
programmes managed by MGS
and delivered in partnership
with multiple host organisations
Each programme was
substantially funded by HLF -
Skills for the Future fund
Interns programme designed
specifically to get those without
a post-graduate degree into the
sector through a work based
training programme – this was a
step-change for the sector
Heritage Horizons built on this by
changing the demographic target
group to be non-graduates – at
this point an accredited
qualification was also designed
specifically to provide the entry
level skills needed in the sector
Each programme was a 12
month placement with a bursary
of £15, 000
Aims of the programmes were
aligned to both those of HLFs
Skills for the Future Fund, and
MGS’ priorities

4. AIMS – across both programmes
1. Provide a high-quality work based skills development opportunity to a
cohort of new entrants into the Scottish museums and galleries sector
2. Address gaps in the core skills in the Scottish museums and galleries
sector to meet current and future needs
3. Build the capacity of museum and gallery organisations to provide work-
based learning and development
4. Leave a legacy of training resources and skills in the Scottish museums
and galleries sector
5. Leave a legacy of a more inclusive culture in Scottish museums and
galleries

5. Interns Evaluation
• 90% of first cohort, and 60% of second cohort in related employment
• High quality candidates attracted, some described as “future leaders in the sector”
• High quality training programme developed
• Capability of participating museums and galleries to manage future internship programmes or
similar has been developed
• Importance of the bursary highlighted – essential to increasing diversity as it enables those who
could not afford to undertake unpaid volunteering/work experience/post-graduate study to
become part of the sector

6. Impact
On supervisors
Professional development
New, fresh perspectives and
enthusiasm
On organisations
Developed staff skills
Developed partnership
working
Positive impact on
capacity
Legacy of new skills and
approaches
On the sector
Early signs of cultural
shift
Excellent employment rates
suggest new entry routes
possible and beneficial

7. “The programme has begun to shift thinking within the
sector with regard to entry routes – previously most
sector organisations believed it was essential to have an
undergraduate degree and relevant Masters qualification
for even entry level jobs.The internship programme has
helped to make people aware of the high quality
contribution that can be made by those entering the
sector through another route.” Evaluation Report

8. a stronger
programme
Flexible learning
plan with less
onerous
paperwork
Drive diversity
and MGS to be
a ‘challenger’ to
the sector
Keep on the job
learning as
central
Bursary a key
component to
level the playing
field financially
More structured
learning and
assessment

9. Going forward - after Interns - Trainees
For the value of the interns programmes to be continually enhanced the
legacy must continue.
MGS received new HLF Skills for the Future funding for the Heritage
Horizons programme in 2013.
Heritage Horizons is based on the successful structure of the Interns
programme but was:
- determined to use the past 2 cohorts as a springboard to further challenge
current entry routes by recruiting exclusively non-graduates
- to use both the work place based learning and to introduce the first
sector specific accredited qualification – the SVQ3 in Museums and
Galleries Practice

10. “there is an over-supply of graduates in relation to jobs,
yet graduates do not necessarily have the appropriate
skills for working in the industry”
The Creative & Cultural Skills Qualifications Blueprint (2011)

11. WHY DID MGS CHOOSE AN SVQ FORMAT?
SVQ
Entry level
qualification
possible
Flexible
qualification
with
optional
units
Suitable
for
volunteers
Not a
replacement
for a
Masters
A well known
and trusted
vocational
qualification
‘brand’
Legacy of
qualification
for the
sector, by
the sector
Work place
based
learning
essential

13. WHAT COMPRISES THE SVQ & WHAT ‘LEVEL’ IS IT?
 Six mandatory units and 3 units chosen from a suite of 21 optional units
 Learning & Engagement
 Collections & Interpretation
 Digital Skills
 Volunteer Management
 Assessed based on the National Occupational Standard for each unit – these standards
cover both performance and knowledge and understanding
 This SVQ3 is SCQF level 7 which makes it roughly equivalent to HNC
 The SVQ also aids those staff delivering the key skills with their CPD as they gain
management and training skills

14. DELIVERY
 Delivery of the qualification happens in the workplace
 The candidate and organisation need to be aware of the NOS and to make sure that the
actions and daily ‘work’ enable the candidate to gather the appropriate evidence and to gain
the correct skills
 Additional training has been put in place with MGS to aid the delivery of the SVQ – and
these training sessions will be added to the suite of training MGS offers as part of the legacy
 Timeframe for delivery: 9 months would be possible, 18months whilst working would be
average
 Currently being used by MGS, NT, Glasgow Life (both organisations in partnership with Next
Step Initiative for positive action BME traineeships)

15. Is it
straightforward
enough to get the
experience and
skills you need to
fulfill the NOS?
Have the skills in the
NOS felt like the right
skills for the sector?
How has the process of
delivery been as a person
delivering the qualification?
Who has delivered or
been part of both a
learning plan and the
SVQ - have there been
benefits to the SVQ
structure?
What are the challenges
and how can we learn
from them?

16. ASSESSMENT
To complete a unit the candidate needs to:
 Fulfil all the required knowledge & understanding, and performance points in the
NOS
 Do this by producing evidence
 The evidence can then be assigned to the NOS points, and assessed
 Once assessed, evidence is internally verified to assure standards across all
candidates
 When all units have been completed the SVQ can be awarded by the Scottish
Qualifications Authority

17. How has the
process of on-the-
job learning and
assessment been
for the trainees or
interns?
Do you feel on-the-job
learning has developed
knowledge and
practical skills?
Is it possible to fit in
assessment time and
time for assignments
whilst also working?
Has anyone taken
part in other
learning
programmes, how
does this
compare?
The candidate
controls their
own timetable –
how does this
work in practice?

18. MGS
• Embed the SVQ in the sector
• Planning to work with educational
institutions so all qualifications sit
on a clear spectrum
• Continue to provide suite of
training for sector needs and
development
• Work with partner organisations
to develop and diversify funding
streams for a robust sector
Sector
• Accept that practical, relevant
skills can come through
vocational experience as well as
traditional academic routes
• Champion that training and
career development can happen
on-the-job
• Develop colleagues’ skills to
deliver, and attain, new
qualifications
• See the benefits a trainee can
bring

19. RESOURCES
 http://www.sqa.org.uk/sqa/74396.html
 http://www.museumsgalleriesscotland.org.uk/research-and-
resources/resources/publications/publication/591/the-whole-picture-volunteering-in-museums-and-
galleries-in-scotland
 http://www.museumsgalleriesscotland.org.uk/research-and-
resources/resources/publications/publication/650/evaluation-of-the-hlf-funded-museums-galleries-
scotland-internship-programme-2011-2014
 http://www.myworldofwork.co.uk/content/finding-the-right-funding-for-you
 http://blueprintfiles.s3.amazonaws.com/1384949416-The-Historic-Environment-and-Cultural-Heritage-
Skills-Survey-FINAL2.pdf