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Representatives Handbook
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using Adobe Acrobat Reader A Handbook for Learning Representatives
Contents The Union Learning Representative
The idea of ‘lifelong learning’ isn’t all that new. In many ways our trade union predecessors would have recognised it a hundred years ago. But it has really come to the fore in recent years. Lifelong learning is an important concept for unions to get to grips with. It is central to a wide range of Government policies, from the economy to social inclusion. This booklet is intended to serve as a reference for learning representatives, workplace representatives and full time officers:
It contains information on various learning initiatives, along with advice and information to help learning reps to:
Lifelong learning is all about having the right and the opportunity to learn and to go on learning throughout our lives - from childhood, through school, in the workplace, and beyond. It incorporates vocational education, which addresses the needs of the economy, as well as issues of personal development, democracy and citizenship. Whatever your age and whatever your occupation, in today’s uncertain labour market you can only be sure about two things. To succeed in it you must have access to learning skills and you must obtain worthwhile qualifications. The Labour government came to power to with a promise to make education a top priority. Lifelong learning is central to that. The good news is that this government knows that unions have a major role to play in making lifelong learning a reality. Amicus is determined to meet this challenge and help its members access the learning opportunities they need. Why now? In today’s global, knowledge based economy skills, innovation and ideas are more important than ever. To compete in the global market, Britain needs the highest levels of skills and knowledge possible, ranging across the whole labour force and the whole economy. We need a high skill/high wage economy, not the low skill/low wage sweatshop economy we struggled with throughout the 1980s and most of the 1990s. No one would deny that this is a time of enormous change. The development of new technologies and the acceleration of economic and industrial change have had enormous effects on the labour market. No one can be guaranteed a job for life anymore, and the expectation is that people will have many jobs over the course of their working lives. More than ever the changing nature of work means that we all need to update our skills and learn new skills, on an on-going basis. The ability to learn, and to go on learning is probably the most important skill we can have. The modern economy needs us to go on learning, to be comfortable with learning and confident in our ability to learn. Most jobs now require intellectual, rather than purely manual skills. Information technology is no longer a discreet segment of the economy, it affects more and more jobs throughout the economy. Adding value to the Amicus membership card At a time of intense change Amicus MSF’s ability to help members access learning opportunities adds extra value to the union card. The opportunity to learn improves the quality of life at work and opens up new opportunities for our members. With education and development we have more choice, and hence control, over the way we earn a living and the way we live our lives. With greater choice we need not be the victims of change. Indeed, we are in a better position to understand and influence the course of that change. We can feel more confident and secure. Learning pays Increasingly it’s the people who have access to learning who will be better equipped to get on at work, hold down jobs and cope with change when it happens. All the research shows that the better qualified you are the higher you are likely to be paid, and the less likely you are to be unemployed. The benefits of learning, in terms of job security and lifetime earnings, are huge. And learning benefits business’s too. Research shows that training can have a positive impact on business performance. Learning new skills or knowledge can lead to promotion, a change in career direction or a new lease of life after illness or redundancy. Learning brings status and dignity and a crucial means to negotiate, and benefit from, complex and changing times. But the individual needs support, and that’s where Trade Unions come in.
Challenging the learning divide While some people tap into one learning opportunity after another throughout their lives, others leave school and never get another chance. Those who do not have skills or access to opportunities to gain more skills are loosing out. Some groups of workers have less access to training than others. For women workers, black and Asian workers, disabled workers, part time workers, and those on temporary contracts, for example, vocational education and training has been especially hard to come by. Evidence shows that those who have benefited most from the education system get far more training at work than those who left school with few or no qualifications. Education and skills are important to our members in the same way that decent pay and reasonable hours of work are important. With lifelong learning our life chances are better, without it we are at risk in the labour market and disadvantaged in the community. Learning has been at the heart of the union movement almost from the very beginning. The movement was founded on self-help, self-improvement and collective action. Knowledge, skills and education were always central to that. Unions have always emphasised the value of education and trained their own members and representatives. They were pioneers for workers’ education, instrumental in setting up mechanics’ institutes and workers’ educational institutions. Unions campaigned for a well resourced education and training system, with financial support for learners, and they fought hard for a public library system, for state schooling and for quality vocational education and training. All the evidence shows that where unions do get involved in education and training they have an enormous impact:
Research shows that in companies where unions participate in training and training decisions, more members are likely to experience training. There is clear evidence that union involvement in training adds value to its quality and quantity. Since the general election in 1997, the Government has introduced a number of initiatives designed to encourage and foster a new attitude to learning, and develop a new ‘learning culture’. The Union Learning Fund (ULF), established by the Department for Education and Employment in 1998 is one example of this. This is an important initiative because it symbolises the government’s recognition that unions have a key role to play in making lifelong learning a reality. Amicus: a learning union Amicus has a long and proud tradition of training and educating its members and representatives. We do this in a variety of ways: Whitehall College, Amicus MSF’s own residential college in Bishop’s Stortford is a visible symbol of our commitment to learning. Over 3,500 members, lay officers, workplace representatives and full time officers participate in education and training at Whitehall each year. Amicus MSF also runs an extensive programme of regional education and offers open and distance learning programmes in partnership with the University of Leeds. Amicus works hard to get the balance right between learning for union work (for example, courses on Health and Safety, organising and negotiating skills) and learning for members which is about personal and career development (such as assertiveness training and open and distance learning adult education). Thanks to the support of the Union Learning Fund, Amicus MSF has being able to extend its learning programmes through new and innovative projects. These range from national initiatives, to projects that focus upon a single sector or region, including:
Amicus MSF has also had two projects funded by the Union Learning Fund in Scotland, and one in Wales. In addition, Amicus MSF recently won the ULF’s support for a new project to develop a national network of learning representatives across the whole of the union. We are also exploring ways in which the Internet can be developed into a resource for learning representatives. Whitehall Online, the union's web based virtual learning centre, offers: Links to relevant learning sites: eg. learndirect, TUC Learning Services, and University for Industry Resources for learning representatives, including online versions of Learning News and the Learning Reps Handbook Factsheets: about for example, Individual Learning Accounts, learndirect, and the Learning and Skills Council Campaign Posters for learning reps to download and adapt for use within the workplace Learning News from Whitehall featuring news about lifelong learning and other trade union issues Learning Reps Course Programme: details and application forms can be downloaded from here Discussion page and networking facility: enabling learning reps to share news and experiences of workplace learning issues A learning reps email list and an Online Questionnaire located on the Resources floor of Whitehall Online, to help us to monitor and evaluate MSF's learning reps initiatives. visit Whitehall Online at: www.amicus-m.org/whitehall-college For advice and information about finding your way around the site click here, or contact Hannah Wood, Tel: 01279 755 677, if you have any problems finding the information you're looking for. Learning representatives need the full support and assistance of the union, and they need access to specific knowledge, understanding and skills. As a result, Amicus MSF devotes considerable resources to promoting the learning agenda, both within the union and outside it. Amicus MSF’s National Secretary, Education, and dedicated lifelong learning Research Officer, provide support and advice to representatives on learning issues. Their role includes:
Thanks to the support of the Union Learning Fund (England) the union has also been able to appoint ten Regional Learning Organisers in the English Regions. The Learning Organisers role includes advising on the role of the learning representative and the new statutory rights, arranging training and support for learning reps at local level, and co-ordinating local networks. The aim is to establish learning representatives in every major workplace where Amicus is recongised, and make maximum use of the new statutory rights for learning reps which will come into effect early in 2003. The Learning Organisers are keen to hear from Amicus MSF members and reps. Whether you have already been trained as a learning representative and are active in the role, or have yet to appoint any learning reps at your workplace, give your Regional Office a call and ask to speak to the Learning Organiser. The Union Learning Representative To effectively promote and help deliver lifelong learning in the workplace reps need access to specific knowledge and understanding. That’s where the role of the union learning representative comes in. Learning representatives are trained to support the learning of their colleagues at work. The role can include raising awareness about learning, providing information, identifying learning needs, working with employers and other partners to improve access to learning, and supporting equal opportunities. For members, the learning rep is someone they can go to for information about learning, someone whose advice they can trust. Learnign representatives also assist the union in representing members learning needs and support negotiations with employers. The role can include:
The Employment Bill 2002 gives new rights and recognition to workplace learning representatives. The Bill provides for reasonable paid time off for learning representatives to carry out activities such as:
Who can become a learning rep? The learning representative may be a new post devoted entirely to promoting learning for members. Equally, however, it is also possible that an existing rep may take on the role of learning representative as an additional responsibility. Research conducted for MSF by the University of Leeds found that learning reps tend to share a genuine enthusiasm for and commitment to learning. Many of them are keen learners themselves. In the words of one rep: 'I've always been learning - with the union, with night classes and colleges. It's one of the reasons I'm into lifelong learning, because I have always done it myself'. For some time, Amicus has campaigned for learning representatives to be formally recognised in law in the same way that health and safety reps are recognised. The Employment Bill 2002 will give learning representatives statutory rights in all workplaces where unions are recognised. The new rights will come into force when ACAS Codes of Practice have been finalised, expected by Spring 2003. This legislation will give learning representatives statutory rights to paid time off for training and to carry out their duties. Learning representatives will also need access to information, representation, consultation and the right to form learning committees. Amicus will continue to campaign for this policy to be implemented. For more information about statutory rights for learning representatives click here. Getting started as a learning rep Since 1998, the union has provide learning representatives training at our national education centre, Whitehall College. Learning Representative courses are now embedded as a permanent feature of the Whitehall College programme. We've also provided courses in Scotland and in the English Regions. Those who have participated in learning representatives courses say that they found them enjoyable and worthwhile. High quality, accredited training is important because it gives learning reps the confidence to establish their new role, and the skills and knowledge they need to carry out their role effectively. All the course have been developed in partnership with TUC Learning Services. Three courses are available: 1) Introduction to Lifelong Learning This course explores the issues related to learning in the workplace and examines the opportunities that are available to create a learning environment in the workplace. You will be given practical experience in conducting interviews to identify the learning needs of members, and will go on to explore government initiatives like learndirect and Individual Learning Accounts. The course also includes a hands on introduction to using the Internet. 2) Front Line Advice This course provides a natural follow on from the introductory course. You will become competent in assessing employees’ skill needs, and will be trained to give front line advice to members. The course will additionally give NVQ A22 and C26 qualifications to all those who successfully complete the two days. The course will include a session on developing Internet skills. 3) Developing Learning Partnerships This more advanced course deals with issues related to the development of learning partnerships between Amicus, employers, providers and learners. It will help you develop practical skills and knowledge to help you work with employers to develop and expand the learning opportunities available to members. In particular it will help learning reps establish joint structures with employers by promoting the learning agenda. The Course is accredited by the Open College Network. Students must have completed the Front-line Advice course. For more information about Amicus ourses for learning reps visit the Whitehall Online 'Learn Floor' or follow this link. Or contact: Whitehall College, Dane O’Coys Road,Bishop’s Stortford, Herts CM23 2JN Tel: 01279 755677 Email: whitehall@amicus-m.org
The words used to talk about lifelong learning can be difficult to understand and full of jargon. Below are some of the most common terms and relevant initiatives. These are all part and parcel of the lifelong learning debate, and crop up frequently in discussions about it. Access Funds: Access funds are run by colleges and education providers and are intended to help students of all ages to meet the costs of studying. Most colleges allocate the Fund to students in the greatest financial difficulty. Some also run a Hardship Fund for students experiencing major financial problems. Contact the student welfare or awards officer at your college or learning provider for more information. Basic Skills (sometimes referred to as 'Essential Skills' or 'Skills for Life': This is the term used to describe the ability to read, write, speak in English and use mathematics at a level necessary to function and progress at work and in society in general. The Moser report identified seven million adults in the UK (an estimated 23% of the workforce) struggling with basic skills - a record worse than any European country other than Poland. Many members need union support in this area to ensure their job security, promotion prospects and long-term employability. The Basic Skills Agency can put people who wish to improve their reading, writing or maths in touch with a local college or other learning provider. Their helpline number is 0800 700 987. Employee Development Schemes (also known as Employee Development Programmes): These are about helping workers to develop beyond the immediate needs of their current paid work itself. The schemes can cover a wide rang of personal, academic and leisure interests ranging from learning to drive to the chance to improve basic skills, enhance career development or pursue academic qualifications. They can work in a variety of ways, but tend to work best when jointly administered by the union and the employer. Some involve fully fledged provision on an employer’s premises, perhaps involving local college staff visiting the site. They may involve a varying degree of financial support from the employer, with workers sometimes learning on site, sometimes off site in a local college or other learning centre. Participation is entirely voluntary, with activities normally taking place in workers’ own time but often designed to fit in with shift patterns etc. Further information: http://www.poptel.org.uk/whitehall-college/whitehall/pdf/EDS.pdf Ford Employee Development and Assistance Scheme (Ford EDAP) http://www.poptel.org.uk/whitehall-college/whitehall/enter/news/edap.htm Information, Advice and Guidance (IAG) Partnerships: provide free information and advice services to adult learners. Typical members of IAG Partnerships include careers services, further education colleges, libraries and training providers. Partnerships are keen to encourage trade unions and employers to join. For more information, click here. Individual Learning Accounts: These were a government initiative intended to encourage people to take up education by helping people pay for learning for their personal development. The scheme had to be suspended in November 2001 following reports of abuse from some training providers. A replacement scheme is expected to be announced in June 2003. Investors in People (IiP): this is a national standard awarded to organisations that place the development of people at the heart of their business strategy. It is based on the view that organisations that train and develop their staff are the best equipped for competitive success. Organisations are assessed to show that they meet the standards and requirements for training and developing the workforce. Effective communication between management and unions is a requirement of the standard. The standards relate to identifying training needs, taking effective action on training and monitoring the results. Organisations with IiP status are re-examined every three years to ensure that they are up to standard. The TUC has been involved in the development of the standard and continues to monitor its effectiveness for union members. Unions in workplaces with Investors in People status can look to take advantage of their rights to consultation on training strategies under IiP. Further Information: Investors in People UK www.iipuk.co.uk Key skills: Key skills are transferable skills that are commonly used in a range of different jobs. Key skill units have been developed for use with the S/NVQ and GNVQ framework. There are five accredited key skills available at different levels:
learndirect: Learndirect offers two important services. Firstly, it is establishing a series of online learning centres that are being set up in a range of venues, including for example, sports and shopping centres, football clubs, churches and libraries. Some centres are based with employers. By Spring 2001 there will be up to 1000 centres. Learndirect also operates a free learning information helpline (Tel: 0800 100 900) offering impartial advice on local and national training opportunities. The helpline is supported by a database that holds details of over 600,000 courses. Further Information: www.ufiltd.co.uk Learndirect www.learndirect.co.uk Learndirect Scotland: www.learndirectscotland.com Learning Needs Analysis (LNA): This is an assessment of the training/learning requirements of an organisation's workforce. It normally takes the form of a survey or questionnaire, and enables unions and employers to identify learning needs in the workplace. The next stage is to identify the right sort of training to meet people's needs. For more information, click here. Learning Skills Council: The Learning and Skills Council (LSC) is a non-departmental public body, responsible for planning and funding post 16 education in England. Local LSCs are responsible for ensuring that local education and training needs are met. They have considerable decision making powers on allocations, mix of provision, basic skills, and learning in the community. Local LSCs also develop workforce development plans. Membership of LSC boards is drawn from business, schools, further education and trade unions. Further Information: www.poptel.org.uk/whitehall-college/whitehall/enter/news/lscupd.htm Learning and Skills Council website: www.lsc.gov.uk Modern Apprenticeships: Launched in 1993 Modern Apprenticeships were designed to help address the decline in numbers in work-based training at level 3 NVQ and above. They are aimed primarily at developing technician, supervisory and craft-level skills among 16-24 year olds. Modern Apprenticeships are normally paid a wage by their employer. (Relate to England only). For more information, click here. NVQS: NVQ stands for National Vocational Qualification (in Scotland they are called Scottish Vocational Qualifications, SNVQs). S/NVQs are work based qualifications. They are based on national standards set by industry and commerce to encourage the development of vocational skills throughout the workforce. The TUC supports the new qualifications and advises on their design and delivery. The TUC has developed NVQs for trade union officers. Many unions intend to introduce the NVQs into their own organisations to help their staff meet national standards and gain recognition for the work they do. There are NVQ qualifications at different levels for a wide range of industries and jobs. For further information about Scottish Vocational Qualifications click here Open and Distance learning: Distance learning takes place away from the classroom, providing more flexible forms of learning enabling students to work at their own pace, at a time and place that best suits them. Learning can take place in a variety of ways, through written text, CD Rom, the Internet etc. Amicus offers open and distance learning programmes for members in partnership with the University of Leeds. The courses are available in both traditional paper based formats, but can also be followed via the internet. Visit the Whitehall Online 'Learn Floor' for more information or contact: Whitehall College, Dane O'Coys Rd, Bishop's Stortford, Herts, CM23 2JN, email: whitehall@amicus-m.org Learning Agreement: This is an agreement between a union and employer on training. It usually covers rights to time off for learning, how learning is determined, and is a forum for suggesting best practise etc. For more information, click here. University for Industry (UfI): The UfI is designed to be a new way of informing, advising on and delivering open and distance learning. It will enable people to learn in their own environment, and at their own pace. UfI was officially launched in September 2000, but has been operational for several months now. So far UfI and its learndirect network have opened more than 600 learning centres across England where the public can come in and start a course straight away or access advice and information about any course they wish to do. The centres are situated in venues where people often go, such as shopping centres, pubs, community centres and football clubs. (See 'learndirect' above) Further Information: www.ufiltd.co.uk Learndirect www.learndirect.co.uk Union Learning Fund (ULF): This is a Government sponsored fund that aims to promote activity by trade unions around lifelong learning. Trade unions can apply for funds in their own right or in union led partnership with others such as employers, local colleges or local authorities. Projects are innovative (e.g. involving new ways of learning) and address key lifelong learning principles (e.g. ensuring that learners are guided and supported effectively, that there is equal access and that there are opportunities for further development and learning). Amicus has obtained ULF funding for several learning projects. Amicus MSF bids for funding are co-ordinated by the Director of Education, Dr Sarah Howard. For more information about the ULF click here. Union Learning Representatives: Learning Reps help members to understand and make the most of learning opportunities that are available to them. They provide information and advice within the workplace and ‘signpost’ members to specialist sources of advice. They can also negotiate with management to assert the learning needs of the membership and, in partnership with the union and employer, work to provide access to facilities for learning. They also have an important role to play in encouraging members to take up learning, and boosting their confidence. For more information, click here. |
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