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Explaining CIMSPA's professional standards matrix
The document discusses the pressing need for workforce development in the sports and physical activity sector, highlighting high turnover rates and significant skill shortages, with 86,000 new individuals needed annually. CIMSPA and employers are collaborating to establish professional standards and clear career pathways to attract and retain talent. A comprehensive educational framework is required to ensure graduates are fit for purpose, aligning investment with the skills needed by employers.
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Explaining CIMSPA's professional standards matrix
- 1. The benefits ofinvesting in quality
- 2. #CIMSPAconf Follow the storyof the conference at www.storify.com/cimspa
- 3. Explaining CIMSPA’s professional standardsmatrix • Spencer Moore (chair), FCIMSPA, Development Director • Jeff Lynch, Director of Human Resources, GLL
- 4. Professional workforce development:A blueprint for the future Attracting and retaining the best and brightest talent is paramount to the sector This session explores how CIMSPA and Employers are working together to professionalise the workforce and bring together to create a single set of professional standards that will create fit for purpose qualifications and lead to clear career pathways and development opportunities.
- 5. State of theworkforce • Average annual turnover of staff in the sector is between 30% (Managerial)- and 40% (technical) • Assumption that 50% of these staff stay in the sector - 86,000 new individuals are needed in the sector each year. • 20% of all vacancies in our sector are classed as “hard to fill” due to significant skills shortages (approximately 17,200 vacancies). • Most common area of skill deficiency amongst applicants: – Technical, practical or job-specific skills (47% of skill shortage vacancies) – Team working skills (39%) – Customer handling skills (39%) – Problem solving skills (37%) – Oral communication skills (36%). • Specific roles that have been identified as hard to fill are coaches, fitness instructors, sport/leisure assistants and operations/duty managers
- 6. WorkFull Time Education EntryLevel Technical Roles e.g. Recreation Assistant Technical Role e.g. Personal Trainer Technical Role e.g. Health & Wellbeing Practitioner Level 3 Apprenticeship / Qualification Level 2 Apprenticeship / Qualification Management Role e.g. Leisure Duty Manager Middle Management Role e.g. Leisure General Manager Level 3 Applied General Level 2 Applied General Foundation Degree / HND Degree Technical Role e.g. Sport Scientist 2014/15 – 22,490 apprenticeships in England predominantly at level 2 and 3 C £112,450,000 investment from Government 2014/15 – 26,880 Students Studying Applied Generals per year in England C £112,896,000 investment from Government 2014/15 – 75,000 students studying in Higher Education per year across 665 different courses in 219 institutions C £600,000,000 invested by individuals c£825,346,000 invested in individuals who study Sport & Physical Activity related qualifications in full time education per year Another c£300,000,000 (400,000 certificates awarded by Awarding Organisations) invested in stand alone qualifications e.g. Swimming teacher, Gym Instructor plus in house training / CPD delivered by employers . Estimated over £1.1 Billion per year spent on Education and training in our sector
- 7. Yet……………. • Most employersstate college and university graduates not fit for purpose • 20% of all vacancies in our sector are classed as “hard to fill” due to significant skills shortages (approximately 17,200 vacancies per year) • We need an education pathway that: – Maximises government investment – Produces a fit for purpose workforce – Is attractive to individuals studying in it – That employers own and “invest” into So…
- 9. Divides the sectorinto five industries: LEISURE OPERATIONS EXERCISE AND FITNESS PERFORMANCE SPORT AND ADMINISTRATION COMMUNITY SPORT PHYSICAL ACTIVITY Development of an occupational map for each Professional Standards Matrix
- 10. Robust, inclusive governance SectorProfessional development board PROFESSIONAL DEVELOPMENT BOARD* AWARDING ORGANISATION S FURTHER EDUCATIO N HIGHER EDUCATIO N TRAINING PROVIDER S PLUS INPUT FROM Sub-committees will develop standards within the 5 areas of the skills matrix PROFESSIONA L DEVELOPMENT COMMITTEES *Exact final board composition to be confirmed LEISURE OPERATIONS EXERCISE AND FITNESS PERFORMANCE SPORT / SPORTS ADMIN COMMUNITY SPORT PHYSICAL ACTIVITY ukactive 10 EMPLOYERS CIMSPA SPORT ENGLAND DCM S CSPNS& RA scUK
- 11.
- 12. Building the RoleStandard Occupation Technical Specialism Population Specialism Environment Sports Coach Table tennis Children School
- 13. One role, “twosides of A4” Example: personal trainer KNOWLEDGE & UNDERSTANDING • BEHAVIOURS • SKILLS
- 14. Employers shape their own skills landscape LEDby employers and FACILITATED by CIMSPA Quality Assurance CIMSPA sets rules of delivery, assessment etc for our…All approved and backed by:
- 15. WorkFull Time Education EntryLevel Technical Roles e.g. Recreation Assistant / Fitness Instructor/ Coaching Technical Role e.g. Personal Trainer Higher Level Technical Role e.g. Health & Wellbeing Practitioner / Sport Development Officer Higher Apprenticeship / Qualification L 3 ApprenticeshipManagement Role e.g. Leisure Duty Manager Middle Management Role e.g. Leisure General Manager Technical diploma Foundation Degree / HND CIMSPA Endorsed Degree Technical Role e.g. Sport Scientist Level Degree Apprenticeship / Qualification PT / Work Technical Qualification A Level L2 Apprenticeship Senior Management Role e.g. Development Director
- 16. How these standardsare being used by employers
- 17. WHY IS THISIMPORTANT? • Employers’ Skills Protocol – A Single Qualification Framework • Licence to practise – Respected, accredited, transferable qualifications • Workforce demand – Skills gap – Brexit • Post 16 Skills Plan • The Apprenticeship Levy!
- 18. GLL CAREER MAP FitnessInstructor Customer Service Adviser; Sales Adviser Administration Assistant Creche Assistant Catering Assistant Health Referral Assistant Spa Assistant Receptionist Maintenance Assistant Group Ex Lead; Club Lead; Personnel Trainer Business Administrator Creche Supervisor; Play scheme Lead; Aquatics Teacher; Lead Coach Health Referral Facilitator Spa Supervisor: Senior Therapist Assistant Manager General Manager Partnership Manager Health Referral Manager National Spa Manager Leisure Operations Fitness Services Customer Services & Sales Community Sports & Engagement Business Support Health & Wellbeing Health & Beauty Food & Beverage Facilities Management Health Referral Administrator Spa Therapist Fitness Instructor; Group Exercise Instructor Customer Service Adviser Creche Assistant Kids Activity Instructor CASUAL BANK Administration Assistant Health Referral Assistant; Health Referral Facilitator; Health Referral Instructors Spa Assistant Receptionist; Spa Therapist Catering Assistant Community Sports and Engagement Officer Sales & Fitness Manager Facility Manager Catering Manager Leisure Centre Supervisor Maintenance Engineer Fitness Supervisor; Personal Trainer Sales Supervisor; Front of House Supervisor Sports Coordinator; Kids activity Lead Catering Supervisor Administration Manager Community Sports and Engagement Manager Assistant Regional Facilities Manager Spa Manager Health Referral Co-ordinator Recreation Assistant; General Assistant; Cleaning Assistant Senior Recreation Assistant; Facilities Assistant Operations Supervisor; Events Supervisor Operations Manager Group Events Manager Recreation Assistant; General Assistant; Cleaner Events Regional Facilities Manager Stand Alone Assistant Fitness Instructor / Customer Service Advisor Stand Alone Assistant Fitness Instructor / Customer Service Advisor Stand Alone Fitness Manager Stand Alone General Manager Stand Alone Gyms
- 19. LEISURE OPERATIONS PATHWAY HEIsFECollegesSchools&clubs L6+ -Senior Managers L4/5 - Managers L3 - DMs/Supervisors L2 - RAs/Assistant STs Training roles Post graduate degrees and CPD CIMSPA endorsed degrees Higher and degree Trailblazers Technical certificates Traineeships GLLCOLLEGE L2 technical qualifications e.g. NPLQ L3 Leisure Duty Manager Trailblazer L3 CIMSPA Operational Management Diploma L2 Leisure Team Member Trailblazer L2 technical qualifications Work experience L5 CIMSPA Leadership Diploma CIMSPA modular courses CIMSPA modular courses
- 20. KEY PRINCIPLES • Limitednumber of qualifications • Choice of learning products and packages – Short technical qualifications – Full CIMSPA diplomas – Short accredited courses – Trailblazer apprenticeships • Internal training completely aligned • CIMSPA membership desirable essential • Partnership with education providers
- 21. Please make yourway to Kenilworth 2 & 3 for the closing keynote #CIMSPAconf Follow the story of the conference at www.storify.com/cimspa
Editor's Notes
- #18 We owe it to young people. In the absence of a SQF 25,000 study for BTECs that are not valued.