Business Development Plan 2014 2017 outlines Pathway Groups Business Development Strategies for 2014-2017.

1. Business Development Plan
2014-2017
Pathway Groupputting you first

2. Contents
1. Introduction ..................................................................................................................................1
2. Our Mission, Values and Purpose .......................................................................................2
3. Strategic Aims and Measures of Success.........................................................................3
4. The Context for our Services..................................................................................................17
5. Key Client Groups .......................................................................................................................20
6. Key Business Sectors.................................................................................................................21
7. Key Partners ..................................................................................................................................21
8. Young Learner Responsive.....................................................................................................22
9. Adult Learner & Employment Skills Needs Responsive ...........................................25
10. Organisational Development and Targets: 2014-17...............................................30
11. Quality Assurance, Awards, Accreditations and Memberships.........................31
12. Risk Awareness..........................................................................................................................32
Appendix 1 - Mapping the Learner Journey.......................................................................34

3. 1. INTRODUCTION
ThisbusinessdevelopmentplansetsoutPathwayGroup’sprioritiesandstrategicaims
for 2014-17 and will be reviewed annually to ensure that we are keeping on track in
being responsive to the local, regional and national skills development requirements
of employer partners and the individual needs of our learners. It is our overall aim
that by the end of 2017, Pathway Group will be firmly established as a leading and
innovative provider focussed on meeting the future skill needs of small and medium
sized employers with a strong track record in facilitating the career paths of all groups
within the community.
Signed:
Safaraz Ali
Director
1.

4. 2. Our Mission, Values & Purpose
2.1 Our Mission
Pathway Group strives to make a full contribution to economic growth and the
realisation of the full potential of its learners.
2.2 Our Values
Pathway Group:
• Seeks to support businesses & people to grow in the local economy.
• Is committed to equality of opportunity for all.
• Is opposed to all forms of discriminatory behaviour.
• Listens to & values the views of its learners, business partners & employees.
• Support community led regeneration & environmental initiatives.
2.2 Our Purpose
Pathway Group’s purpose is to engage with employers, Local Enterprise Partnerships
(LEPs),trainingnetworks,localauthoritiesandotherstakeholdersintheimprovement
of people’s employment opportunities and the building of stronger and more
sustainable communities.
We do this by:
• Helping to close the gap in the skills needs of employers by working in synergy
with local economic development plans & helping people realise their career
development aspirations.
• Working with individual employers to support them in the determination of their
training needs in line with industry standards.
• Delivering quality training programmes across the Midlands, London, South East
and North West region which provide pathways to sustainable employment &
business growth.
• Identifying&drawingdownfundingsources&othersupportthatmatchemployers
& individual needs.
• Working in partnership with other quality education & training providers who
share our values & ambitions.
2.

5. 3. Strategic Aims & Measures of Success
3.1 Operational Accountability Guide
Name Position Abbreviation
Safaraz Ali Director SA
Alan Hill Head of Partnerships & Performance AH
Sajad Ali Quality & Performance Manager SajA
Shaheed Ladak Operations Manager SL
Hayley Swann Progression Plus Manager HS
Ahsan Husain ICT AHu
Paul Haines Walsall Centre & Work Programme
Manager
PH
William Shaw Head of Business Development WS
3.

6. 3.2 Strategic Aims
STRATEGIC AIM 1: To further develop our learning offer for both unemployed
people & those already in employment.
No Objective Measure of Success
(Key Performance
Indicators)
Who is
Responsible? By
when?
Risk
Assessment
(Risk of non-
completion,
1=low;
5=high)
(combination
of likelihood
of risk &
potential
impact)
1.1 To incorporate
ICT qualifications
into our delivery;
expand our
e-learning
options.
• 10% increase in ICT
qualifications.
• Integrate e-learning
& technologies into
our delivery.
• Achieve Grade 2
(Good) for Overall
Effectiveness;
Outcomes for
Learners; Quality of
Teaching, Learning &
Assessment.
SA/AH
By end of 2014
By Sep 15
Ofsted inspection
for SFA contract &
others
2
1.2 To embed and /
or contextualise
skills for lifelong
learning in
sectors including
Customer
Service, Health
& Social Care,
Creative
industries and
Hospitality.
• Ensure Maths,
English & ICT
are integrated
& embedded in
learning materials &
delivery.
• Ensure BKSB online
is being used
effectively across all
programmes.
SajA
End 2014
Ofsted inspection
for SFA contract &
others
2
4.

7. • Integrate e-learning
& technologies into
our delivery.
• Achieve Grade 2
(Good) for Overall
Effectiveness;
Outcomes for
Learners; Quality of
Teaching, Learning &
Assessment.
1.3 To increase
the number
of learners
participating in
our vocational
programmes in
sectors including
Customer
Service, Health
& Social Care,
Creative
industries &
Hospitality.
• 5% Year on year
increases in learners
in these sectors
AH/PH/WS
Incrementally
2014/17
2
1.4 To expand
our employer
brokerage &
work placement
services.
• 10 new employers
engaged annually,
this will include
at least one large
employer.
AH/WS
Incrementally
2014/17
3
1.5 To increase
the number of
Apprentices
completing &
moving into
sustainable
employment.
• 10% Year on
year increases
for Apprentices
completing
& retaining
employment.
• Retention of
Apprenticeship
contract with SFA.
HS
Incrementally
2014/17
3
5.

8. STRATEGIC AIM 2: To improve the employment opportunities & related life
opportunities of disadvantaged groups through quality Information, advice &
guidance (IAG) services.
No Objective Measure of Success
(Key Performance
Indicators)
Who is
Responsible? By
when?
Risk
Assessment
(Risk of non-
completion,
1=low;
5=high)
(combination
of likelihood
of risk &
potential
impact)
2.1 To increase the
number of clients
accessing our IAG
services on:
• Careers & Pre-
employment
Related Issues.
• Work Club.
• Take up of
Advanced
Learning
Loans (24 +
Age Group).
• 15% year on year
increases in clients
accessing the
services.
HS/PH/WS
Incrementally
2014/17
2
2.2 To expand the
number of staff
with relevant IAG
accreditations.
• 30% increase. SajA
Incrementally
2014/17
2
6.

9. 2.3 To demonstrate
& embed clear
linkages between
the objectives
for our IAG
services & overall
objectives for
Pathway Group
& client career
goals.
• Increased
engagement &
retention.
• Sustainable outputs.
• Rising satisfaction
ratings.
• Retention of our
Matrix standard.
• Quality mark for
internal & external
advice services.
AH/SL/SajA
Incrementally
2014/17
2
2.4 To demonstrate
the contribution
of our IAG
services to
the business
success of the
organisation.
• Secure a contract for
career guidance &
advice delivery.
• Achieve a Grade 2
(Good) for outcome
for learners.
AH
By end of 2015
Ofsted inspection
for SFA contract &
others
3
7.

10. STRATEGIC AIM 3: To raise the profile & recognition of the Pathway Group
brand by LEPs & other strategic bodies, employers, funders, major FE /training
providers & schools through the company’s wider participation in networks,
partnerships & consortia programme delivery & by extending & marketing
our range of programmes including vocational qualifications for 14-16 years
school pupils & also extending the geographic footprint of our delivery.
No Objective Measure of Success
(Key Performance
Indicators)
Who is
Responsible? By
when?
Risk
Assessment
(Risk of non-
completion,
1=low;
5=high)
(combination
of likelihood
of risk &
potential
impact)
3.1 Further develop
a curriculum
portfolio which
is relevant in
meeting business
& learner needs &
has alignment to
the Local LEPs.
• Employer/learner
evaluation
indications that our
programmes are
meeting business &
life skills needs.
• Achieve Grade 2
(Good) for Overall
Effectiveness;
Outcomes for
Learners; Quality of
Teaching, Learning &
Assessment.
SA/AH
By end 2014
Ofsted inspection
for SFA contract &
others
3
3.2 Promote
employability
by offering
vocational
qualifications &
work experiences
to 14-16 years
age school
pupils.
• Engage at least
one new School/
Business/Pathway
Group Partnership
per annum.
HS
By end 2014
2/3
8.

11. 3.3 Develop
partnerships
with FE colleges
to deliver HE
programmes
in specific
areas including
FE Teacher
qualifications.
• At least two
FE Colleges/
Pathway Group
HE Partnerships
initiated.
SA
By end 2014
3
3.4 Participate
in consortia
initiatives
that promote
& deliver
Traineeships.
• Pathway Group
involved in the
delivery of at
least one further
Traineeship contract.
SA
By end 2014
1
3.5 Increase the
geographical
delivery footprint
of Pathway
Group.
• Extend into at least
one new region.
SA/SL/WS
By end 2015
2
9.

12. STRATEGIC AIM 4: To embed an enterprise culture throughout the company &
to expand our funding base.
No Objective Measure of Success
(Key Performance
Indicators)
Who is
Responsible? By
when?
Risk
Assessment
(Risk of non-
completion,
1=low;
5=high)
(combination
of likelihood
of risk &
potential
impact)
4.1 Increase
customised
support &
consultancy
services to:
• Business start-
ups.
• Micro
businesses.
• SME’s.
5% annual increase in
consultancy days for
businesses.
AH
Incrementally
2014/17
2
4.2 Increase our
provision of
tailored pre-
employment
training to meet
the specific
skills needs of
local businesses
through Pathway
Partnerships.
Increases in training
days for tailored pre-
employment.
SA
Incrementally
2014/17
2
10.

13. 4.3 Ensure that we
are developing
an enterprise
culture that
is shared
throughout the
organisation
& values the
potential
contribution
of everyone at
Pathway Group.
• Retention of
Investors in People
Silver Award.
• Achieve Grade 2
(Good) for Effective
leadership &
Management.
SA
When due
Ofsted inspection
for SFA contract &
others 3
4.4 Secure
partnership
to gain access
to enterprise
funding to
support activity
for entrepreneurs
& start-ups.
• One prime partner
with enterprise
funding.
SA
By end 2014
3
4.5 Commercial
income
generation.
2014 - £40K
2015 - £70K
2016 - £125K
SA/WS/Business
development team 3
11.

14. STRATEGIC AIM 5: To make Pathway Group one of the top choices in the sector
where people will want to work and grow professionally.
No Objective Measure of Success
(Key Performance
Indicators)
Who is
Responsible? By
when?
Risk
Assessment
(Risk of non-
completion,
1=low;
5=high)
(combination
of likelihood
of risk &
potential
impact)
5.1 To increase
investment
in staff
development
programmes
which ensure
our staff have
the relevant
knowledge
& skills to
effectively
engage with
learners,
employers,
partners & other
stakeholders.
• Review training
& development
strategy to ensure
alignment with
company business
objectives.
SA
By Sep 2015
Aligned with CPD
plan
2
12.

15. 5.2 To further
develop a
competency
framework which
supports our
human resources
strategy,
including
succession
planning &
ensuring that
training is
aligned with
company
objectives.
• Fully developed
draft competency
framework.
• Review training
& development
strategy to ensure
alignment with
company business
objectives.
SA/AH/SL
By end of 2014
Aligned with CPD
plan 2
5.3 To champion
good practice
& celebrate
success.
• Initiate at least one
celebratory event
per year.
SA
Annual 1
5.4 To review staff
benefit packages
aligned with
sector best
practice.
• Staff consultation
on improved staff
benefits package.
SA
By end of 2015
1
13.

16. STRATEGIC AIM 6: To ensure that the standards of Teaching, Learning &
Assessment are embedded & maintained throughout our provision.
No Objective Measure of Success
(Key Performance
Indicators)
Who is
Responsible? By
when?
Risk
Assessment
(Risk of non-
completion,
1=low;
5=high)
(combination
of likelihood
of risk &
potential
impact)
6.1 To increase
investment
in staff
development
which ensures
our staff have the
relevant & up to
date knowledge
and skills to
effectively
engage &
support learners.
• Review staff
training, CPD plans
& development
strategy to ensure
alignment with
future requirements
& company policy.
• 80% teaching &
learning staff are
observed & graded 2
(Good or Better).
SajA
Ongoing
2
14.

17. 6.2 • Teaching &
learning is
effectively
planned &
delivered.
• When teaching
we will focus
on motivating
the learner &
building on
their skills,
knowledge &
understanding
of the subject.
• We use our
schemes of
work to guide
our teaching.
• Maths, English
& ICT are
embedded
& are cross
cutting
themes in all
programmes.
• Learner satisfaction
Retention &
achievement
success rates.
• Observations of
teaching & learning.
• Schemes of work
in place for all
programmes
delivered, especially
Apprenticeships.
SajA
Quarterly review
of retention &
achievement
Annual learner
satisfaction survey
& success analysis
2
15.

18. 6.3 We offer
opportunities for
learners to learn
in different ways:
• E-learning/
remote
learning.
• On the job (1-
2-1).
• Class-room
based.
• Virtual
classroom
(Smart space,
Skype, webex
etc.)
• Experiential/
reflective
learning.
• E-portfolio.
• Learner satisfaction.
• Retention &
achievement
success rates.
SajA/AHu/SL
Quarterly review
of retention &
achievement
Annual learner
satisfaction and
success analysis
3
6.4 Quality of
teaching
and learning
maintained to
a high standard
& responsive to
the needs of the
learner.
• 80% teaching and
learning staff are
observed & graded 2
(Good or Better).
• Achieve Grade 2
(Good) for Overall
Effectiveness;
Outcomes for
Learners; Quality of
Teaching, Learning &
Assessment.
SajA/AH
Ofsted inspection
for SFA contract &
others
2
16.

19. 4. The Context for our Services
4.1 Background
The responsibilities for the provision of education and training for young people up
to the age of 19 and students with learning difficulties and disabilities (LLDD) up to
the age of 25 was transferred in April 2012 to the Education Funding Agency (EFA) and
executive agency of the Department for Education (DFE). The EFA has been created
as an overarching body to oversee provision for this age group.
Much of our work is funded directly or indirectly by the Skills Funding Agency.
ResponsibilityforeducationandtrainingforAdults(individualsovertheageof18and
individual with Learning Difficulties and Disabilities over the age of 24) is the Skills
Funding Agency (SFA). The SFA in addition has responsibility for the procurement of
provisionwhichisresponsivetoEmployerNeeds.Intermsofapprenticeshipprovision
the SFA and the National Apprenticeship Service, the organization established to
overseeapprenticeshipprovisionandtorunthenationalservicetomatchapprentices
with employers.
ThetwomaindriversforthecontentofPathwayGroupprogrammesaretounderstand
and respond to individual learner needs and deliver training programmes which
match the skills needs of employers. In the broad our three main delivery arms are
‘Pathway College’ - Apprenticeships + QCF, ‘Pathway Progression’ – which is our
holistic approach to meeting all the vocational and life skills needs of all of the 14-24
years age range and‘Pathway2Work’which includes our Work Programme provision
and pre-redundancy and retraining modules tailored to meet specific and sector
requirements. Pathway Group takes full account of the wider context of government
policies and thinking at a national level including the strategic planning role of LEPs
and sector based organisations.
Pathway Group programme delivery footprint currently extends to the following
regions: East Midlands, London and the South East, South Midlands, the North West,
West Midlands, the West of England and Yorkshire and Humberside. We anticipate
that this geographical spread will widen to encompass at least one further region as
well as increasing in overall client reach over the period of this business development
plan.
17.

20. 4.2 Wolf Report
Professor AlisonWolf, in her review of vocational education, recommended that study
programmes be introduced to offer students breadth and depth and without limiting
their options for future study or work. The Department consulted on proposals
for study programmes and in July 2012 published its response and its plans for
implementation.
She identified a significant disparity between the UK’s labour market needs and the
14-19 years curriculum with many young people not being effectively prepared
to enter employment or higher education and for employers to be more directly
involved at a local level.
Since September 2013, new 16 to 19 study programmes have been introduced,
supported by changes to post-16 funding. All students in full or part-time education
aged 16 to 19 are now expected to follow a study programme tailored to their
individual needs, education and employment goals, including students with learning
difficulties and/or disabilities.
The implementation ofWolf’s recommendations has also had significant implications
for 14-16 years provision in schools with new opportunities for partnerships and
collaboration between schools and vocational training providers.
4.3 Richard Review
The ‘Richard Review of Apprenticeships’, published in November 2012, looked at
how Apprenticeships in England can meet the needs of the changing economy
and recommended placing control of Apprenticeships more firmly in the hands of
employers . The Government has accepted the more employer-focused approach
recommended by Doug Richard and has announced a number of Trail-blazers with
full implementation of the new approach completed over the period 2015/16 and
2016/17.
This approach includes:
• Redefining apprenticeships: they should be targeted only at those who are new to
a job or role that requires sustained & substantial training.
• Focusing on the outcome of an Apprenticeship:What the Apprentice can do when
they complete their training & freeing up the process by which they get there.
(Trusted, independent assessment is key).
• Recognised industry standards should form the basis of every Apprenticeship.
18.

21. • All Apprentices should reach a good level in English & Maths before they can
complete their Apprenticeship.
• Government funding must create the right incentives for Apprenticeship training.
The purchasing power for investing in Apprenticeship training should lie with the
employer.
• Greater diversity & innovation in training (with employers & government
safeguarding quality).
Thesechangesareintendedtomakesurethatapprenticeshipsbecomemorerigorous
and more responsive to the needs of employers through introducing:
• Higher expectations on English & Maths.
• An increased emphasis on assessment at the end of an Apprenticeship.
4.4 Traineeships
Traineeships is a recent Government backed initiative for 16-24 years old young
people who have been unsuccessfully applying for apprenticeships or a job due to
a lack of skills and experience. They will become an important addition to Pathway
Group’s Pathway Progression Plus brand.
Traineeships are available for young people aged 16-24 and for young people with
Learning Difficulty Assessments up to academic age 25.
The core target group for Traineeships will be young people who:
• Are not currently in a job and have little work experience, but who are focused on
work or the prospect of it.
• Are 16-19 and qualified below Level 3 or 19-24 and have not yet achieved a full
Level 2.
• Providers and employers believe have a reasonable chance of being ready for
employment or an Apprenticeship within six months of engaging in aTraineeship.
Traineeships provide the opportunity for young people to develop the essential
skills and workplace experience that help provide the work readiness that employers
regard as essential. Help in raising the young person’s English and Mathematics
proficiency is for those who need it as well as a quality work experience placement
with an employer.
19.

22. A young person’s traineeship will be complete at the earliest of:
• The young person moving into employment, an apprenticeship or further
education & training.
• Allelementsoftheyoungperson’sagreedtraineeshipprogrammebeingcomplete.
• The young person reaching six months on the programme.
4.5 UK Employment Sectors Skills Development
In 2006 Lord Leitch set out ambitions to make the UK a world leader in skills by 2020.
Eight years on many of the principles in the Leitch Report are still visible in current
Government policy, including through the economic and industrial strategy papers
published by the Department for Business, Innovation and Skills (BIS) regarding
increased employer engagement in the integration of employment and skills training
and raising the levels of Mathematics and English in the workforce.
A further dimension is the need for a greater focus and level of investment in
employment sector specific training, including Apprenticeships. Pathway Group has
a particular interest in contributing to this agenda in the occupational sectors of
Administration,BusinessServices,Health&SocialCare,CustomerServices,Hospitality,
Retail, Security, Logistics & Transport.
5. Key Client Groups 2014 - 2017
• Young People aged 14-16 years through schools/employers partnerships.
• Young People aged 16-18 years though NEET programmes including the Youth
Contract.
• Young people age 16-24 years through Apprenticeships, Traineeships & the Work
Programme.
• Young Offenders, ex Offenders and those‘At Risk’:Transformation & Rehabilitation.
• 25+ Adults (unemployed) including Work Programme & Work Club clients.
• Workless Households.
• Employed People: Re-skilling/ Up-skilling.
• Small & Medium sized Employers.
• People setting up Businesses including Social Enterprises.
• Local Enterprise Partnerships.
20.

23. 6. Key Business Areas
• Schools Partnerships: Vocational Training, Work Experience & Careers Advice.
• NEET Provision.
• Traineeships.
• Apprenticeships.
• Work Programme.
• Careers Advice & Work Club.
• Recruitment & Consultancy Services for SMEs.
• CustomisedSkillsNeedsResponsiveness:SkillsSupportincludingPre-employment,
Pre-Redundancy/Re-skilling Training for SMEs.
• Qualifications Credit Framework (QCF) Provision.
• Higher Education partnerships including FE Teacher New Qualifications.
• Meeting the Education & Training Needs of Offenders.
7. Key Partners include:
• Birmingham City Council
• Birmingham Employment Skills & Training (BEST) Network
• Birmingham Metropolitan College
• Black Country Training Group
• City & Islington College
• Coventry & Warwickshire LEP
• D2N2 LEP.
• The Derbyshire Network
• Doncaster College
• Ealing, Hammersmith & West London College
• Gloucestershire College
• Intraining
• Leicester City Council
• Leicester & Leicestershire LEP
• Oxfordshire LEP
• New College Nottingham
• North Hertfordshire College
• Pera Training
• Peterborough College
• Staffordshire County Council
• The Manchester College
• West Yorkshire Learning Providers
21.

24. 8. Young Learner Responsive
8.1 14-16 Years Learner Responsive Business Priorities
Pathway Progression Plus will continue to forge strong partnerships, including
employers, with schools including local schools partnerships, free schools and
academies to provide careers advice and part time vocational learning programmes
for 14-16 year olds which improve the transition process for students to post 16
learning. This partnership work will be inclusive of learners with learning difficulties
and/or disabilities (LLDD) and will take account of changes in Government legislation
in this area which places the individual students more at the centre of the planning
process.
Vocational learning programme areas (subject to viable groups) will include:
• Administration
• Business Services
• Health and Social Care
• Customer Services
• Hospitality
• Retail
• Logistics
Pathway Group is actively considering providing alternative full time education
opportunities for students aged 13+ years where this is appropriate to individual
needs and complements and enhances existing local provision.
8.2 16-24 Years Learner Responsive Business Priorities
Pathway Group, through our Pathway Progression Plus brand, is a leading and
specialist training provider for the 16-24 years age group offering a range of learning
opportunities tailored to meet individual needs backed up with practical and pastoral
support and guidance. We will be seeking to extend this provision during 2014-17 in
termsoflearnerchoicealwaysstrivingtoidentifyavailablesupportincludingfinancial
support e.g. bursaries to widen learner access.
Our programmes include:
8.2.1 Youth Contract - in Partnership with the Birmingham Employment Skills &
Training (BEST) Network
TheYouthContractisanEducationFundingAgency(EFA)fundedprogrammeoffering
22.

25. threeyearsmentoringsupportfor16-17yearoldNEETs(notinemployment,education
or training). The advice and support that can be offered covers such areas as Mental
Health, money/debt Advice and re-engagement with education, training, or where
appropriate, work with a training element. The target group includes young people
who are the hardest to reach.
8.2.2 Study Programme (previously Foundation Learning)
The introduction of 16-19 study programmes from September 2013 is in response
to the recommendations made by Professor Alison Wolf in her review of vocational
educationin2011.Studyprogrammeswillneedtobeclearlyfocusedontheeducation,
traininganddevelopmentneedsofeachstudenttoenablethemtoprogresstohigher
levels of education or into skilled employment. You are encouraged to develop well-
designed study programmes that offer young people:
• progression to a higher level of study than their prior attainment;
• ‘A’levels or at least one vocational qualification of substantial size that will take up
the majority of their programme or where this is not possible an extended period
of work experience;
• continued teaching to enable them to work towards achieving English and
mathematics GCSE grades A*- C, for students who do not already hold these
qualifications;
• non-qualification activities such as tutorials, work experience or other work-
related learning tailored to meet the progression needs of each student and the
qualifications they are studying.
Study programmes must include English and mathematics for any student who has
not already achieved a GCSE at grade C in these subjects by age 16. All institutions
are expected to deliver to this requirement in the 2013/14 academic year. We will
be introducing monitoring reports during the next 12 months to alert institutions
where this requirement is not being met. This will become a condition of funding
from September 2014.
Functional Skills and Free Standing Mathematics Qualifications are seen as ‘interim’
or ‘stepping stone’ qualifications on the journey towards achievement of a GCSE.
Individual schools’and colleges’performance in enabling students who do not hold
a GCSE A*- C on arrival to secure a GCSE A*- C will be reported in the performance
tables, and may feature in future minimum standards requirements.
23.

26. 8.2.3 ADVANCE Programme: in Partnership with the Birmingham Employment
Skills & Training (BEST) Network
ADVANCE is a ‘Three Step’Youth Opportunity Programme geared to exploring new
horizons for young people (14 - 24 year olds) who are not in employment, education
or training (NEETS). The advice and support offered covers such areas as life style
and heath issues money/debt Advice, ex/offender support, substance misuse,
overcoming barriers through learning difficulties or disability and exclusion from
learning. The three step ultimate aim is to direct NEETs to develop themselves, to
connect to opportunities and secure the job they want.
8.2.4 Apprenticeships
Pathway Group is a specialist provider of Apprenticeships and its portfolio includes a
SkillsFundingAgency(SFA)directcontract.Wearepartneredbyanextensivenetwork
of employer partners. Our Apprenticeships are an integrated programme of learning
that combines on the job practical skills with off the job underpinning knowledge.
They are opening doors to a bright new future for young people and are both
challenging but rewarding providing the relevant skills and knowledge gaining and
the critical first step towards a long-term career and enabling progress in the industry.
As employees, apprentices earn a wage and work alongside experienced staff to gain
job-specific skills and training towards nationally recognised qualifications. Pathway
Group choices include Apprenticeships involving:
• Supporting Teaching & Learning Level 2 - 3
• Team Leading Level 2
• Management Level 3
• Health & Social Care Level 2 - 3
• Child Care Apprenticeship Level 2 - 3
• Children & Young People Level 3
8.2.5 Traineeships
Pathway Progression Plus is seeking opportunities to contribute to innovative
partnerships delivering the Government funded Traineeship programme. A
Traineeship is a new education and training programme with an added bonus of work
experience. Traineeships are aimed at young people aged 16-23 years and help them
gain the necessary skills and experience that employers are looking for and prepare
young people for their future careers by helping them to become‘work ready’. It is in
essenceworkpreparationtrainingandincludesEnglishandMathsassessmentsalong
with a high quality work experience placement. Traineeships can last from anything
between six weeks to a maximum of six months with the content tailored to the
24.

27. needs of the young person:
• Work preparation training ensures young people are ready & have confidence to
take the first step in their career, such as an Apprenticeship.
• English&Mathssupporttoimproveyoungpeople’sliteracy&numeracy,ifrequired.
• A meaningful work experience placement which provides insight & experience of
the world of work.
8.2.6 Information, Advice & Guidance
Pathway Group offers Information, Advice & Guidance (IAG) services on an impartial
and free basis because we are glad to help everyone develop as lifelong learners and
achieve their potential in their career of choice.
Pathway Group is accrediated as a matrix standard provider of IAG on learning and
career development for both service users and employees. This means that Pathway
Group IAG services have been externally assessed and found to be of the high
quality that meets the matrix benchmark requirements in terms of our leadership
and management; resources; service delivery and commitment to continuous quality
improvement.
8.2.7 Key Actions 2014-17
• Increasing provision for NEETS & ensure all eligible students can access a
competitive & adequate bursary.
• Reviewing & developing of curriculum to meet learner & industry needs.
• Promoting employability skills (including Functional skills for all learners).
• Increasing year on year: Rates retention & achievement.
• Actively promoting new areas of provision including ESF supported provision.
• Ensuring suitable provision for LLDD & work with partners & parents.
• Supporting schools to develop expertise to ensure effective completion of 139a
assessments (students with special needs).
9. Adult Learners & Employment Skills Needs Responsive
9.1 Work Programme
The Government’s Work Programme launched by the DWP in 2011 provides work
experience and training for up to two years to help people find and stay in work.
Work Programme clients are likely to
• Have been getting Jobseeker’s Allowance for more than 3 months; or receiving
25.

28. Pathway Group signed a deal with prime contractor Intraining when the Work
Programme was introduced in June 2011 - and was awarded a certificate as a
recognition of achievement in 2012 and in 2013 was presented with a trophy for its
performance as an end-to-end subcontractor for Walsall and Birmingham.
Clients taking part in the Work Programme with Pathway Group will receive varied
support tailored to their individual needs. We make sure that we understand what
support clients need, and we help in overcoming barriers that sometimes inhibit
unemployed people from returning to work e.g. health issues, housing, legal
problems, debt, a skills gap – even childcare.
ImportantissuesforPathwayGrouparethatweareabletopracticeourethicofplacing
the client in the centre of the process through providing support which is bespoke to
that client – and also, of course, that we continue to sustain contractual compliance
and our successful track record in recruitment, retention and achievement.
9.2 Work Club
A Pathway Skills for Employment Training Programme targeting unemployed clients
whohavefounddifficultiesinjobsearchand
making headway in finding employment in
today’s highly competitive environment.
This is a pre-employment planned around
individual clients’needs.
Our specialist team work with clients
to deliver a tailored training solution,
designed to increase chances of obtaining
employment by achieving the qualifications
required to up-skill or re-skill and other
essential employability skills.
The programme has been developed in
partnership with employers, is free to
anyone who is unemployed and looking to get back to work or made redundant or
been out of work for a long period.
26.

29. 9.3 Supporting SME’s & Business Sector Partnerships
Pathway Group is a specialist supporter of SME’s, micro businesses and business start-
ups contributing to their success by promoting and encouraging the education and
training of the workforce to meet the specific skills development requirements of
individualemployers.Thissupportcanstartwithmanagingtheemployer’srecruitment
and selection process and pre-employment training in the relevant locality.
A key feature in the development of Pathway Group services to employers in the
period 2014-17 is the diversification of the range of employment sectors in which we
are involved in skills training – including higher level skills training to meet business
requirements and industry standards.
Pathway Group through its Pathway2Work brand is already engaged with LEPs,
local authorities and business groups in customised skills development initiatives
in locations including: London, Greater Manchester, Coventry and Warwickshire,
Leicester and Leicestershire, Oxfordshire.
The Greater Manchester programme is in partnership with The Manchester College
led consortium. Pathway Group has been successful in its bid as a delivery partner to
deliver ESF Skills Support in the Greater Manchester Area for small and medium sized
businesses. We are focusing especially on the Bolton, Bury, Manchester, Oldham,
Rochdale, Salford, Stockport, Tameside, Trafford and Wigan areas.
Pathway Group is currently providing (often fully funded) skills development support
to businesses in sectors including:
• Advanced Engineering
• Advanced Manufacturing
• Business Administration, Finance & Professional Services
• Creative Industries (including Digital Media)
• Customer Service
• Education (including FE Teacher Qualification & Teaching Assistants)
• Estate Management
• Health, Life Science, Social Care (including Adult Care & Child Care)
• Hospitality
• Information Technology & Communications
• Leisure
• Low Carbon & Renewable Technologies (including Waste Management)
• Retail
• Logistics, Transport, Warehousing
27.

30. Thesecustomisedup-skillingprogrammesarecomplementedbyourApprenticeships
and Work Programme in facilitating workforce development whilst we continue
to develop and expand support to business in terms of raising ‘horizontal’ skills -
the generic skills that employers consistently rate as critical in terms of workforce
flexibility. These include:
• Progression from Level 2 to Level 3 in English & Mathematics
• ICT skills
• Leadership & Management Skills
Additional business services include:
• Support to fledgling business“start-ups”.
• Promoting, recruiting & supporting apprenticeships to meet individual employer’s
specific business needs.
9.4 Pre-Employment Training, Up-Skilling & Pre-Redundancy Training
Pathway Group will continue to develop and expand its pre-employment training
provision targeting priority groups and areas of socio-economic disadvantage. A
good example of this approach is our current programme in North West Birmingham
where the ‘Just the Job’ project funded by Birmingham City Council is helping
unemployed residents in the Soho, Lozells & East Handsworth neighbourhoods to
moveintoemployment.Theprogrammeconsistsofintensiveinformation,adviceand
guidance, followed by personal coaching, job matching, local employer engagement
and post-employment support.
The delivery model is transferable to other parts of the UK where there are similar
challenging issues. It involves:
• Helping clients to become active, inspired and engaged with others.
• Clients being encouraged & motivated to undertake self-evaluation to help them
understand & reflect on the issues impacting on their life chances & then to move
forward in a new direction.
• Post-employment support and client tracking which is undertaken for a minimum
of 13–26 weeks to either encourage the sustainment of employment or assist in
securing successful consequential employment.
Pathway Group sees this type of programme as an important complement to the
capital programme investment component of urban regeneration.
28.

31. PathwayGroupwillalsodelivervariantsofthispre-employmenttrainingmodelwhich
in many cases is free to the employer – in the selection, recruitment and workforce
pre-employment skills development which is locally delivered to meet individual
business skill requirements.
Pathway Group also provide bespoke training packages to re-skill and/ or up- skill
employees including those at risk of redundancy as well as pre-redundancy training
to prepare and adapt employees move on to new and different employment
opportunities.
9.5 Non-Accredited Adult Learning
Pathway Group is also a provider of non-accredited adult learning and has formed a
new partnership with Staffordshire Council’s Adult and Community Learning (ACL)
Service in the provision of non-accredited Adult and Community Learning courses
in that county. The ACL Service has identified a number of non-accredited courses as
priorities and Pathway Group are able to support individuals to get closer to the job
market. The range of support provision includes:
• Personal & Community Development Learning (PCDL)
• Wider Family Learning (WFL)
• Family English, Maths & Language (FEML)
This provision helps build confidence amongst learners which is often a key issue
for those returning to learning after a significant break and can be a pre-curser to
accessing accredited learning provision.
9.6 Pathway Enterprise: Self Employment
As a further option for adults, Pathway Enterprise can offer clients including the long-
term unemployed an alternative option to employment and a fresh start. In terms of
starting their own enterprise/ micro-business or launching out as a sole proprietor.
Pathway Enterprise will advise and help in a number of different ways including:
• Registration as self-employed/ setting up a company.
• Identifying initial training needs & sourcing training delivery & funding.
• Benchmarking.
• Finding premises.
• Contract & related business procedures.
• Making the right contacts.
• On-going training needs.
29.

32. 9.6 24 Plus Advanced Learning Loans
Pathway Group is pleased to announce the launch of the 24+ Advanced Learning
Loans application system, introduced by the Student Loans Company.
The loan targets those aged 24 or over (with no upper age limit) for qualifications that
are at a Level 3 or 4, or that are taken up after the 1st of August 2013. It is available
for all UK residents who want to take up a course in an approved college or training
organisation.
The unique selling points of these loans are that applications will not need to undergo
a credit check and the loans are not means-tested.
LoanrepaymentswillonlystartinApril2016,andwillonlybeapplicableforapplicants
earning more than £21,000 a year.
10. Organisational Development & Targets: 2014-17
10.1 Organisational Culture & Human Resources
Our assumption is that social enterprises will
continue to operate in a changing environment
and that the continuing growth and success of
pathway Group will be contingent on our ability to
adapt the ways that we work to meet both external
and internal challenges . External challenges may
include changes in the direction of government
policy although the strong likelihood is that weight
will continue to be given to the role of employers
in determining vocation training content. Internal
challenges are likely to include changes in key
personnel as a result of career progression and other
circumstances.
The organisational response will need to be based on a culture of adaptability and
flexibility in our working practices including our staff development strategy including
succession planning.
A further key issue is flexibility including cross-team work and sharing expertise
and knowledge. This concept of sharing will be extended to sharing expertise and
knowledge with our partners.
30.

33. 10.2 Non-Human Resources, Estates & Facilities
Additional investment in ICT is a major priority.This applies both to the application of
ICTanddigitaltechnologytothelearningprocessincludingextendingthecurriculum
and also in the context of the further development of our management systems and
processes.
Pathway Group has acquired a new facility inTyseley, Birmingham which will be multi-
purpose including its new administrative base. This reflects the significant current
and anticipated longer term growth in its business.
11. Quality Assurance, Awards, Accreditations & Memberships
11.1 Quality Assurance Framework
Quality Performance will continue to be measured quantitatively in terms of the
retention, achievement and success rates (including timely completions) of students
compared to national benchmarks, progression/destinations, and qualitatively by
learner and other stakeholder feedback.
We have robust methods of collating data re: equality and diversity and monitoring
and interpreting this data to inform our business practice and actions and targets for
the period to 2017 will be agreed and monitored on an annual basis.
Our approach to quality assurance sits within a wider framework of values and
policies including Pathway Group Equality and Diversity strategy which provides a
context to ensure that we are promoting equality and diversity for all learners and
employees. The policy involves identifying and removing barriers that inhibit culture
of inclusiveness. It recognises that some groups or individuals may have experienced
discrimination in society and is committed to challenging discrimination in all aspects
of its work. It recognises that the diversity of the population is a great strength and
aims to recruit and support individuals from diverse backgrounds.
Improvement and standards in Teaching and Learning are paramount to Pathway
Group and as such the Teaching and Learning policy will be integral to improving
the quality of service and support provided to learners. We have set up minimum
standards that are aligned to the OFSTED grading system and these standards will
be observed and reported on periodically to ensure consistency and maintenance of
delivery and support standards.
31.

34. 11.2 Awards, Accreditations & Memberships
Pathway Group holds a range of external quality marks and memberships which
provide evidence of the quality of its competencies and management systems
including:
• Investors in People (Silver Award)
• Matrix standard
• ISO9001 Certification
• Social Enterprise Mark
• Mindful Employer
• City & Guilds Approved Centre
• Chartered Institute of Environmental Health (CIEH)
• ETS-TOEIC Authorised Test Centre
• SFEDI Awards Approved Centre
• EDI
• EDEXCEL
• SQA
• Skills Active Endorsed
• Recruitment & Employment Confederation Member
• Employment Related Services Association (ERSA)
• British Association for Supported Employment(BASE)
• 3SC
• Enable
12. Risk Awareness
Currently five issues stand out for Pathway based on the messages from the Skills
Ministers office. Pathway will consider these five areas in planning future activity.
5 key areas:
1. Reduction in Funding: However, additional funding has been put into some of
the growth supporting areas such as the Regional Growth Fund and industry sector
development as well as higher apprenticeships and the Apprenticeship Grant for
Employers but apprenticeship funding remains in transition and local growth funding
threadbare. A couple of things to look out for here include the impact of the new EU
funding and the review of the funding of online delivery.
32.

35. 2. English & Maths: Movement towards GCSEs as the“single gold-standard for literacy
and numeracy at level 2.”
3. Other Qualification Reform: Much of the rest of the qualification system remains
under change following the landmark Wolf, Richard, Whitehead and McLoughlin
Reviews. Collectively these are beginning not only to streamline the qualification
offer but also the standards and assessment design process increasingly around
employment/employer needs. Currently the Apprenticeship Trailblazers are being
used to road test the new design process but things to look out for include the SFA’s
review of the qualification offer at Entry and level 1, developments in the regulatory
process by Ofqual, an update this summer on progress in the McLoughlin Review, the
introduction of Technical levels and the Technical Baccalaureate measure from this
autumn and the recommendations coming out of the feasibility study this year into
providing a single access point to qualification databases.
4. Technology: The recent FELTAG Report recommended that at least 10% of publicly
funded learning programmes should be online rising to 50% by 2017/18. A tall order
perhaps but the Government remains keen to exploit the potential for technology in
FE not just in learning but in admin, monitoring, advice and guidance.
5. Quality & Accountability: The Government has set out arrangements for 16-19
accountability - the development of the three new outcome measures of progression
within learning, destinations and earnings.
33.

36. 34.
Appendix 1 - A Typical Learner Journey for an Unemployed Client
Initial Assessment PERSONAL ACTION PLAN
Stage 2: Re-Orientation & Job Readiness Programme
Functional Skills
Support
• English
• ICT
• Maths
• Vocational ESOL
Job Search
Workshops
• Assertiveness
• Confidence
building
• Stress
management
• Job search skills
• Interview
techniques
• CV writing
Localised/Vocational
Training- QCF including:
• Childcare
• Health & Social Care
• Business Admin
• Creative industries
• Hospitality
• Leisure
• Logistics
• Transport
• Warehousing
• Retail
• Digital Media
• Manufacturing
• Engineering
• Waste Management
• Education
• Estate Management
Pastoral
Support
• Healthy Living
• Lifestyle Issues
• Relationships
Stage 3: Pre-employment Interventions
Specialist advice on:
• In to work benefits
• Welfare benefits
• Debt management
Client Tailored Training/
Mentoring
• Mentoring scheme
• Intensive 1-2-1
• Coaching Sessions
Mentoring Support
• IAG
• 1-2-1 support programme
• Post employment support
Stage 4: Job Outcome
Stage 5: Post-employment Support
Stage 1: Engagement

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40. Pathway Group
Fairgate house, 205 Kings Road, Tyseley, Birmingham B11 2AA
Tel: 0800 955 0870 / 0121 707 0550
Email: info@pathwaygroup.co.uk
Web: www.pathwaygroup.co.uk
Pathway Collegeputting you first
Pathway Groupputting you first