As the year draws to a close, the government, under Lord Mandelson’s leadership, has published its new skills white paper, Skills for Growth. It outlines plans to address current and future skills issues as part of Britain’s move to grow out of the recession. It has been produced in the context of the UK Commission for Employment and Skills’ Ambition 2020 skills document, and in fact around 90% of the UKCES’ recommendations can be found in the white paper, giving momentum to some of the proposals outlined.

Positively, Skills for Growth is very supportive of the strong role that the re-licensed Sector Skills Councils have. The strategy states that an “employer-driven system is essential if we are to address current and future skills issues”. This is encouraging, as you know we are committed to ensuring the future success of our sector – we are vital in so many ways to the health, prosperity and quality of life for everyone in the UK. However, we are yet to see policies truly reflect the needs of our sector, and there are various question marks around the detailed recommendations put forward.

The problem is, this is an overarching strategy and, despite referencing Sector Skills Council’s, doesn’t reflect any sector-specific differences. A few highlights reveal the government recognises that ‘it is as valuable for a young person to gain a good technical qualification through an Apprenticeship as it is to go directly into university’, and I agree. However, if this approach is going to have an impact, Apprenticeship legislation needs to support the development of frameworks that work for our sector. As a sector that doesn’t have a long tradition of Apprenticeships, we have worked hard with you, the employers; to develop the right frameworks. In fact, we boast record figures of completions annually and have already issued over 4,000 certificates so far this year.

Equally, it is encouraging that the government ‘set a bold new ambition for the higher education and skills systems – that three quarters of young people should participate in higher education or complete an Advanced Apprenticeship or equivalent technician level course by the age of 30’. This highlights the need to develop high level skills as we come out of a recession, however we would question the benefit in such a large number of individuals studying for degrees without the courses on offer appropriately preparing graduates as ‘job-ready’.

Our sector doesn’t necessarily need a degree as an entry level requirement. It’s the technical, job-ready skills that employers want. We also question a move for such a high level of Advanced Apprenticeships due to the availability of places to train and currently the employment opportunities. That said; we do look forward to working with employers, FE and HE to explore this proposal and find a way to make it work for us.

Other challenges include the move toward a digital Britain and a low carbon economy. The white paper states this approach will take us out of the recession. This in itself poses us a challenge. We must continue to demonstrate the vital role our sector plays in the economy, the physical activity agenda, and the health and well-being of the nation, and not get overlooked within this new approach.

The commitments outlined in the paper are a start, a platform to build on, as long as the government continues to recognise that a sector approach to tackling skills challenges is the right one. One thing is sure; as we approach a general election, the white paper puts skills firmly at the centre of political debate. This recognises their importance to the future of the UK. 2010 promises to be an interesting year.

With a new licence as the Sector Skills Council (SSC) representing playwork and other sections of the active learning, leisure and well being sector we are embarking on a new strategy for Playwork Education, Training and Qualifications while reaffirming our commitment to a qualified workforce.

In an era in which government itself has set targets to reach the top eight in the international ranking for world skills and to professionalise all sections of the children’s workforce in England our sector has its work cut out.  Only a third of the workforce is qualified to level 3 in playwork, and we have very few HE institutions providing graduate opportunities for playworkers.

In England there have been many policy advances for children and young people under the auspices of the Every Child Matters banner including the Children Act and the Children’s Plan.  All of these developments have had a strategic implication for playworkers but it was really in the 2020 Workforce Strategy that we saw a real commitment to the playwork workforce.  Funding to qualify 4000 playworkers to level 3, a leadership and management programme at graduate level, and research into the position and potential for a graduate workforce.

Our Sector Qualifications Strategy is providing the framework for playwork qualifications that will be accessible and challenging for the new recruit, the experienced worker and the fully competent practitioner alike.  At levels 2, 3 and 4 they will begin populating the Credit and Qualifications Framework from January 2010.  Underpinning these qualifications in the future will be a new suite of National Occupational Standards – the building blocks for all sector training and qualifications – that include new units for adventure play, integrated working, working as a Play Ranger and playwork with under 5s.

How do we know these standards and qualifications will be ‘fit for purpose’?  Well, because we develop them with the sector and we quality assure them with a peer led process of endorsement and approval involving employers and other stakeholders at every stage.

As we move towards 2010 and a new election we think the sector is in a very strong position.  play and playwork is now integral to children’s services and children’s workforce policy and those gains must continue with the next government, who ever that may be.  The lives of children and well being of our society depends on it.

At SkillsActive we will continue to play our part as the SSC for playwork, working with the sector, government and our partners towards the development of a workforce qualified with the skills, knowledge and understanding to deliverer a truly professional service for children, young people and their families.

Today is the 6th anniversary of our 5 year SSC Licence, presented by Charles Clarke (Secretary of State, DFES) on this day in 2003 – as only the 4th Sector Skills Council to be licensed.

Even more importantly, today Lord Mandelson (Secretary of State, BIS) has announced our new licence as the SSC for Active Leisure and Learning. This is something of a coincidence – but at least we will be able to remember the date!

We are proud of our achievements to date, and delighted that the comprehensive relicensing assessment recognised the expertise that we bring to the sector.

We were scored as “good” in all categories and “outstanding” for our sector specific solutions which includes innovations such as the Register of Exercise Professionals, National Skills Academy and Active Passport. We received further praise for our work across our diverse sectors, the strength of our labour market intelligence and pioneering work at a European level.

All of these are part of our vision, aspirations and ambitions for developing and up-skilling the workforce over the next 5 years – so the challenge is now to continue with our mission.

Over the last couple of weeks the row over quangos has hit the headlines once again, with both Labour and the Conservatives wanting to crackdown and relight the ‘bonfire of the quangos’ on the lead up to a general election – despite it being a year out.

The term quango is widely used; however I was deeply concerned to hear Sector Skills Councils being referred to in this way by ill-informed spokespeople who clearly hadn’t done their research.

Sector Skills Councils are independent organisations licensed by government – we are a charity and a membership body. We are very much led by employers and our work is solely directed by an employer-strong board made up of representatives from across our sector. In fact, we are the only organisation that operates within the sport and active leisure sector that addresses the skills and productivity needs in sport, fitness, playwork, the outdoors and caravan industries.

Being licensed by government is a pre-requisite for all Sector Skills Councils. Through this licence, government buys a service from an organisation that meets specific criteria, and being employer led means that we can speak with authority to government departments about the skills needs, funding issues and general landscape of our sector. We can, and do, lobby government departments on behalf of employers as we know what the real issues are, and yes like quangos, we are seen as the experts in this field and we are not a government department; however unlike quangos, our work is directed by employers, and we are not fully supported by government funding.    

It’s important for me that people understand our status, we do not want to be seen as yet another government directed organisation that doesn’t know what its like on the ground. We do, we’ve done the research, and we’re out meeting employer’s everyday. We are developing solutions – such as the National Skills Academy – to ensure the sector has access to the best training provision, at the best price. We’re working with a sector that is primarily made up of micro and small businesses and we’re brokering funding on their behalf. We’re producing workforce development tools that help to build a well trained and professional workforce that deliver a quality service. We’re working across those many partner organisations that have a foot in the door of our sector, and we’re ensuring that they – through us – support more people, being more active, more often, so that the sector can grown, become sustainable and excel.

In short, we ensure that more people are better skilled to deliver the active leisure and learning agenda for benefit of the health and well-being of the nation, and that those people hold the qualifications that employers value. And that’s not the role of a quango.