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COMMITTEE FOR EMPLOYMENT AND LEARNING Present: In Attendance: Apologies:
Meeting opened at 2.20 pm in open session.
1. Apologies Apologies are detailed above.
2. Draft Minutes Approval of amended draft minutes of 17 January 2002 Agreed. Proposed: Mr Dallat. Seconded: Mr Beggs.
Approval of draft minutes of 24 January 2002 Agreed. Proposed: Mr Beggs. Seconded: Mr Kelly.
3. Matters Arising The Chairman informed members that, as directed at the last Committee meeting, the Clerk had made enquires as to the practice in other Committees with regard to meetings between Committee Chairpersons and Ministers. Following debate on the range of practices adopted, it was concluded that the current practice within the Committee was in line with the general practice of other Committees in the Assembly. Members considered the information from the Department for Employment and Learning on the December 2001 monitoring round and its budget. Debate ensued and it was agreed to seek further clarification from the Department. It was also agreed that officials could be called to brief the Committee.
Action: Clerk Members considered the draft Forward Work Plan and agreed to produce a Special Report to the Assembly which will include the Department’s responses to the Committee’s recommendations in the Report on the Inquiry into Education and Training for Industry. The Committee also agreed that the priority work areas to Easter shall include: -
It was agreed that the Committee should visit the Training Centres at Bombardier Aerospace Shorts and the Upper Bann Institute of Further and Higher Education. The Chairman summarised the meeting he and the Deputy Chairman had with Mr Watson, Haven, earlier to day and the Committee agreed to take evidence from Haven and local employers in the Craigavon area in respect of the current employment situation, employability and New Deal.
Action: Clerk 4. Response to the Taskforce on Employability and Long-Term Unemployment Members noted and agreed the contents of a draft letter to the Minister stating that the Committee wishes to scrutinise the draft Action Plan/Report prior to it being forwarded to the Northern Ireland Executive. Members agreed the Committee’s Interim Response, as amended, to the Taskforce on Employability and Long-Term Unemployment (Annex A). Professor McWilliams drew the Committee’s attention to a Department for Employment and Learning press release, 23 January 2002, which announced the launch of a new scheme entitled ‘Focus on Work’ as an early outcome of the Taskforce on Employability and Long-Term Unemployment. It was agreed to write to the Minister to seek clarification if it is the Department’s intention to implement proposed outcomes prior to the submission of a draft Action Plan to the Committee or the Northern Ireland Executive.
Action: Clerk 5. Committee for Employment and Learning Inquiry into Education and Training The Committee considered the Department’s response to the Committee’s Report on the Inquiry into Education and Training for Industry. The Committee considered the briefing note on the Department’s response to the Report outlining areas of possible follow up. It was agreed that members should forward any additional areas which they wish to have addressed at the briefing session to the Committee office. It was also agreed that these areas, together with those identified in the briefing note, should be forwarded to the Department for written response, prior to the evidence session.
Action: Clerk
2.58pm Mrs Nelis joined the meeting.
Members noted a letter from the Association of Northern Ireland Colleges (ANIC) expressing thanks for the Committee’s welcome to them at the reception at Stormont on 17 January 2002. It was agreed that the Chairman should write to ANIC to thank them and inform them of certain issues which had been raised with the Department.
Action: Clerk Members noted correspondence received from Belfast Learndirect with regard to regional disparity in funding for participants in comparison with England. It was agreed that the Clerk should seek clarification on the figures from Belfast Learndirect and that then an explanation should be sought from the Department.
Action: Clerk
3.05pm Mr Kelly left the meeting Members noted issues raised in correspondence in connection with fixed-term contracts at the University of Ulster. Members were briefed by Northern Ireland Assembly Research on the current situation in terms of fixed-term contracts.
3.20pm Mr Dallat left the meeting. Following discussion it was agreed that the Chairman should write to the Vice-Chancellor of the University of Ulster seeking information on the following issues:-
3.28pm Mr Dallat returned to the meeting. It was also agreed to ask the Department, given that the Assembly has devolved power, why they were proposing to adopt legislation (the Employment Bill) currently progressing through Westminster rather than produce their own Bill.
3.30pm Professor McWilliams left the meeting.
Action: Clerk Members noted correspondence from the Vice-Chancellor of the University of Ulster in response to issues raised following discussions at a previous meeting with reference to their policy on the non-payment of fees and the proposed amalgamation of the Northern Ireland Hotel and Catering College with the University of Ulster.
3.38pm Mr Kelly returned to the meeting. After debate, it was agreed that the Chairman should write to the University requesting a copy of their policy on the non-payment of fees. It was also noted that the University had not addressed the issue of moving courses between campuses. The Committee requested this omission to be followed up.
Action: Clerk After discussion it was also agreed that the Chairman should seek clarification from both the universities as to whether they had a disciplinary policy in place with regard to the behaviour of students both on and off campus. It was also agreed that the Committee should seek research in terms of disciplinary policy of other universities.
Action: Clerk Members noted the contents of a consultation document issued by the Department with regard to the proposed merger between the Northern Ireland Hotel and Catering College (NIHCC) and the University of Ulster. After debate it was agreed that the Chairman should write to the Department seeking clarification on the following issues: -
It was also noted that the National Union of Students and Union of Students in Ireland (NUSUSI) was not included in the consultation list and it was agreed to write to them seeking their views.
Action: Clerk The Committee considered a draft response to Mr McAteer and agreed the response, as amended. It was also agreed that the Chairman should also write to the Department requesting that they implement a common code of practice to ensure all Further Education Colleges should have the minutes of Board of Governors meetings available for inspection in local libraries and displayed on the internet.
Action: Clerk 7. Chairman’s business The Chairman updated members on his meeting with the Departmental officials in respect of Business Planning on Wednesday 30 January 2002. The Chairman informed members that he was meeting with three Directors of Further Education Colleges on Friday 1 February 2002 in connection with current funding issues surrounding the pilot scheme to run Plumbing and Gas NVQs.
8. Any Other business Mrs Nelis requested clarification with regard to which Department was responsible for funding of medical students. The Clerk was directed to write to the Department for Employment and Learning requesting this information.
Action: Clerk The Chairman drew members' attention to a tabled letter from Stranmillis University College with regard to the temporary closure of the Henry Garrett Building. It was agreed that this should be addressed at a future meeting following receipt of the Department’s response.
Action: Clerk Members noted the contents of a response from the Committee on the Administration of Justice (CAJ) responding to the Transfer of Undertakings (Protection of Employment) Regulations 1981 (TUPE) consultation document. Members noted an invitation received from the Committee for Culture, Arts and Leisure inviting members to attend the launch of ‘Creativity Seed Fund’ on 13 February 2002. It was agreed that members wishing to attend should inform the Committee office.
Action: Clerk The Clerk confirmed that the layout of the Service Delivery Agreements should follow a standard presentational layout as given by the Office of the First Minister and Deputy First Minister (OFMDFM).
10. Time, Date and Place of next meeting The next meeting will take place on Thursday 7 February 2002 at 2.00 pm in Room 152, Parliament Buildings. The main items of business will be the Service Delivery Agreement and the current achievements of the Department in respect of its Departmental Business Plan, 2001-2002.
The Chairman adjourned the meeting at 4.15pm. Dr Esmond Birnie, MLA
Committee for Employment and Learning Interim Response to the Consultation Document entitled ‘Taskforce on Employability and Long-Term Unemployment’ The Committee for Employment and Learning welcomes the opportunity to respond to the consultation document entitled ‘Taskforce on Employability and Long-Term Unemployment established under the Northern Ireland Executive’s Programme for Government. The Committee regards this initiative as a very important cross-departmental issue. It will provide a benchmark to inform the Department for Employment and Learning and the Executive’s deliberations on how best to take forward the issue of employability and long-term unemployment in the Northern Ireland context. Following a briefing session by the Minister for Employment and Learning on 17 January 2002, the Committee for Employment and Learning agreed to make an interim response to the consultation document.
Structure of Response The Committee identified the under-noted key areas, as relevant to employability and long-term unemployment in Northern Ireland. It was agreed to bring to the attention of the Taskforce the relevant recommendations arising out of the Committee’s Report on the Inquiry into Education and Training for Industry (October 2001), together with relevant extracts from former Committee Responses, which impact on these areas.
Employment is a very important route out of social exclusion and poverty. Unfortunately, many people face multiple barriers to gaining and retaining employment, ie homelessness, drug/alcohol abuse, ex-offenders, security, skills deficit, lack of confidence/self-esteem/motivation, disability, victims, benefits trap dependency and membership of minority ethnic group.
Recommendation 35 - The Committee supports the further development of initiatives to assist with childcare and those with educational special needs and disabilities in order to facilitate increased access to all education and training. See Annex 1 – Committee Response to the consultation document ‘Improving Civil Rights for Disabled People’ – 29 November 2001 See Annex 2 – Committee Response to the consultation paper on a Victims’ Strategy - 25 October 2001- Nos. 7 and 8. See Annex 3 – Committee response ‘Promoting Social Inclusion – consultation on Future Priorities’ – 5 July 2001 See Annex 4 – Submission to the Department for social Development’s consultation into Urban Regeneration in Northern Ireland – 26 September 2001 See Annex 5 – Response to the Executive’s Position Report – Programme for Government – 5 July 2001 – Nos. 1, 2 and 3.
Government initiatives, e.g., Bridge to Employment, the Jobskills programme, the introduction of the national minimum wage, family tax credits, the Worktrack programme, the community work programme, and ACE have been of benefit. There is a need for mainstream funding to support successful community organisations and community projects that are currently dependent on short-term and EU funding. Training must have employment as an objective.
Recommendation 6 - Greater government support for workplace development, community education and outreach programmes aiming to improve ICT skills, to enable everyone to operate within the ICT driven economy. Recommendation 7 - Rationalise and develop existing initiatives such as the Skills Task Force, Executive Recruitment Watch and the Priority Skills Unit. Recommendation 26 - An improved, more comprehensive, streamlined and effective National Training Organisation and Sectoral Training Council structure in Northern Ireland to enhance its role in developing a highly skilled workforce. Recommendation 28 - Continually monitor, evaluate and improve New Deal so that it achieves its employment outcomes in the most cost-effective manner. We welcome the Needs and Effectiveness Evaluation of Training and Vocational Education initiated by the Northern Ireland Executive. We also welcome the interdepartmental Taskforce on Employability and Long-term Unemployment. The Committee further recommends that the Department considers other training schemes, which would better address the equal opportunities issues surrounding the availability of training. Extract from Committee Response on the Northern Ireland Executive’s draft Programme for Government (September 2001) - 15 November 2001
"Integrated Child Credit and Employment Tax Pg. 17
Reference is made to the ‘smooth introduction of Integrated Child Credit and Employment Tax (sic surely Employment Tax Credit).’ These are certainly important developments affecting employability, but there should be recognition that these are non-transferred matters. Adult Illiteracy Pg. 30 We are pleased that there is recognition (e.g. 24 % of adults) of the scale of the adult illiteracy problem. However we would refer again to the issues outlined in our previous response of July 2001". See Annex 5 – Response to the Executive’s Position Report – Programme for Government – 5 July 2001 – Current Areas No. 1
The central issues to do with employability require a cross-departmental and inter-agency approach. That is, multi-support packages that will tackle the problem in a holistic way. Furthermore, research is needed that will identify best international practice.
See Annex 1 – Committee Response to the consultation document ‘Improving Civil Rights for Disabled People’ – 29 November 2001.
See Annex 2 – Committee Response to the consultation paper on a Victims’ Strategy - 25 October 2001. See Annex 3 – Committee response ‘Promoting Social Inclusion – consultation on Future Priorities’ – 5 July 2001 See Annex 5 – Response to the Executive’s Position Report – Programme for Government – 5 July 2001 – Current Areas No. 2
4. Education Education plays a key role in employment and the issues of educational disadvantage in schools should form part of the employability strategy.
Recommendation 1 - Further additional funding and resources should be made immediately available to support literacy and numeracy development schemes to correct the poor levels of adult basic skills in Northern Ireland. These schemes should include provision for both personal development and social skills training. Recommendation 2 - Initiate and fund research into developing effective models of workplace basic skills development and the effective sharing of best practice. Recommendation 17 - Closer links with local industry, industrial development organisations, including increased staff participation in the Lecturers into Industry initiative (see Recommendation 37). Recommendation 21 - Further develop links between higher education and business. This includes developing initiatives such as the Teaching Company Scheme; industry and charity sponsored professorial chairs; technology incubation units; science parks; spin-off companies; encouraging entrepreneurship through innovative approaches to programme design and specialist postgraduate programmes. Recommendation 25 - Further develop partnerships between the education sector and private training providers. Recommendation 29 – Support the continuing development of the Northern Ireland Credit Accumulation and Transfer System (NICATS) initiative. Recommendation 30 – Include international industry-standard qualifications as components of vocational qualifications. Recommendation 34 – Continue to develop the Individual Learning Accounts scheme with greater targeting and financial support for those in most need without creating excessive administrative costs. Recommendation 37 – Greater work related experiences for all teachers, students and lecturers for substantive periods based on the Northern Ireland Business and Education Partnership (NIBEP) model. See Annex 1 – Committee Response to the consultation document ‘Improving Civil Rights for Disabled People’ – 29 November 2001. See Annex 2 – Committee Response to the consultation paper on a Victims’ Strategy - 25 October 2001 – No. 7. See Annex 3 – Committee response ‘Promoting Social Inclusion – consultation on Future Priorities’ – 5 July 2001 See Annex 4 – Submission to the Department for social Development’s consultation into Urban Regeneration in Northern Ireland – 26 September 2001
Different areas within Northern Ireland have different rates of employment and unemployment. More information, based on empirical investigation, is needed in order to gain an understanding of attitudes and decisions regarding participation in the labour market. Greater use could be made of Geographical Information Systems (GIS) to locate spatial clusters of unemployment and track labour market flows.
Recommendation 3 - Develop flexible and dynamic policies to deal with retraining and reskilling in a range of situations, especially large-scale redundancies. These should include fast-track training programmes to address particular sectoral or geographical areas, of skill shortages. Recommendation 27 - Continuously monitor and develop Modern Apprenticeships to meet changing labour demands.
See Annex 1 – Committee Response to the consultation document ‘Improving Civil Rights for Disabled People’ - 29 November 2001. See Annex 2 – Committee Response to the consultation paper on a Victims’ Strategy - 25 October 2001- Nos. 8 and 13. See Annex 3 – Committee response ‘Promoting Social Inclusion – consultation on Future Priorities’ – 5 July 2001 – 2.1 Recommendations to improve adult Literacy and Numeracy – Rural disadvantage needs to be addressed. See Annex 4 – Submission to the Department for social Development’s consultation into Urban Regeneration in Northern Ireland – 26 September 2001
Extract from Response on draft Regional Development Strategy for Northern Ireland 2025, ‘Shaping the Future’ – 15 March 2001
Poor working conditions, which includes such things as low pay, shift work, temporary contract, and the lack of job security, inevitably affect the way in which employment is viewed. Government and employers need to work together to ensure that family-friendly working conditions become the norm.
See Annex 6 – Response to Work and Parents Taskforce – Proposals entitled ‘About Time: Flexible Working’ issued by the Department of Trade and Industry in Great Britain – 21 January 2001.
6.1 Role of Employers
See Annex 7 - Response to the Consultation Document on the Employment Tribunal System – 29 November 2001 See Annex 8 – Response to the DTI document on the Transfer of Undertakings (Protection of employment) Regulations 1981 (TUPE) – 10 January 2002
7. Information The unemployed, and especially the long-term unemployed, can become quite isolated from the mainstream world of work. It is important that up-to-date information regarding training, work placements, and employment opportunities is readily available to the unemployed. More contact is needed between education and industry and more information and support is needed for those wishing to create and maintain their own businesses.
Recommendation 21 - Further develop links between higher education and business. This includes developing initiatives such as the Teaching Company Scheme; industry and charity sponsored professorial chairs; technology incubation units; science parks; spin-off companies; encouraging entrepreneurship through innovative approaches to programme design and specialist postgraduate programmes. Recommendation 36 - The Department must give priority to the implementation of an enhanced independent, comprehensive and up-to-date careers education and guidance service based on best practice and extensive use of Information and Communication Technology. Recommendation 37- Greater work-related experiences for all teachers, students and lecturers for substantive periods based on the Northern Ireland Business and Education Partnership (NIBEP) model. Recommendation 38 - Increase funding to NIBEP in order that it can further its work in developing links between business and education. See Annex 2 – Committee Response to the consultation paper on a Victims’ Strategy - 25 October 2001- No. 14. See Annex 5 – Response to the Executive’s Position Report – Programme for Government – 5 July 2001
See Annex 9 – Preliminary comments on Careers Education and Guidance – 3 May 2001 8. Additional Benchmark Information Research has identified the following trends in European employment: -
Source: Employment in Europe 2001: Recent Trends and Prospects, Employment and Social affairs, European Commission, 2001. The Committee wishes the Taskforce to set out comparative data for Northern Ireland and forward the same to the Committee by mid-February.
Dr Esmond Birnie, MLA COMMITTEE FOR EMPLOYMENT AND LEARNING Interim Response to the Consultation Document entitled ‘Taskforce on employability and Long-Term Unemployment LIST OF ANNEXES
ANNEX 1 Northern Ireland Assembly Committee for Employment and Learning Response to the Consultation Document ‘Improving Civil Rights for Disabled People’ – Northern Ireland Executive Response to the Disability Rights Task Force The Committee for Employment and Learning welcomes the opportunity to respond to the consultation document prepared by the Office of the First and Deputy First Minister in response to the Disability Rights Task Force. The Committee strongly supports the initiative taken by the Office of the First Minister and Deputy First Minister and we regard this as a very important cross-cutting issue, which is highlighted in the Programme for Government. The Committee’s views are:-
Employment and Training
Access to Education and Employment
Access to wheelchair accessible taxis involves a premium charge for their usage. While support can be made through the Access to Work programme for those who have secured employment, those who are engaged in vocational training programmes have faced difficulties in meeting transport costs unless these are directly made by the training provider.
General Comments
When Fair Employment Legislation came in a programme was introduced to help employers, particularly small employers, to understand the issue. Perhaps consideration could be given to a similar programme being introduced in this respect.
Conclusion
Dr Esmond Birnie, MLA
ANNEX 2 Northern Ireland Committee for Employment and Learning RESPONSE TO THE CONSULTATION PAPER ON A VICTIMS’ STRATEGY The Committee for Employment and Learning welcomes the opportunity to respond to the consultation paper on a Victims’ Strategy prepared by the Victims Unit, Office of the First Minister and Deputy First Minister. We strongly support the initiative taken by the Office of the First Minister and Deputy First Minister and we regard this as a very important cross-cutting issue, which is highlighted in the Programme for Government. The areas of the draft Action Plan detailed in the Consultation Paper, which impact on the work of the Department for Employment and Learning are: -
1. Corporate Planning Point 1 - Beginning in the 2002-03 financial year, all Departments and Agencies will ensure that victims’ needs are reflected in their corporate planning documentation.
2. Consultation Point 2 - By March 2002, ensure that all public consultation includes, where appropriate, victims’ groups and individuals.
3. Departmental Staff Training Point 3 - By September 2002, examine on a NICS wide basis, what additional staff training is required for those dealing with victims, particularly those dealing with front line services.
DEL remit: Point 5 – By June 2002, clarify what literacy and numeracy needs exist among victims.
5. Non-Departmental Public Bodies Point 6 – By March 2002, consult with Non-Departmental Public Bodies, especially those providing educational and/or outreach programmes to consider including victims in their target audiences.
6. Implications for Training Providers, FEC’s/Universities /Teacher Training Colleges Point 21– By April 2003, examine how teacher development can address barriers to learning experienced by victims. Point 22 - By April 2003, examine how parent support, including the development of parenting skills, can be developed by schools and other agencies.
7. Implications for Departmental Employment Programmes Point 25 - By December 2002, examine the development of alternative programmes for getting intimidated young people back into education.
The Committee’s views are: -
Dr Esmond Birnie, MLA ANNEX 3 Northern Ireland Assembly Committee for Higher and Further Education, Training and Employment Committee response on "Promoting Social Inclusion – Consultation on Future Priorities"
Structure of the response We have been asked to consider the priority areas, which the Northern Ireland Executive’s Promoting Social Inclusion (PSI) strategy should focus on in the future under the following three headings:
1. Introduction The Committee for Higher and Further Education, Training and Employment fully support the Executive’s stated objective to combat the problems of poverty and social exclusion. New Targeting Social Need (TSN) and PSI have a particular resonance for the Department of Higher and Further Education, Training and Employment because of its focus on combating the problems associated with unemployment and preparing people for employment. Measures to tackle these problems are recognised as having a high priority within the Executive’s Programme for Government. The Committee believes that the recommendations in this response support the Executive’s priorities as identified in the Programme for Government and the Department’s strategic plan in support of regional economic development and to provide the skill base required for the knowledge based economy.
2. Adult Literacy and Numeracy and Basic Skills During the course of it’s current Inquiry into Education and Training for Industry the Committee has become very aware of the scale of the literacy and numeracy problem in Northern Ireland. The International Adult Literacy Survey, which benchmarked NI against a wide range of countries within the Organisation for Economic Co-operation and Development (OECD), indicates that 24% of the adult population in NI performs at the lowest levels of literacy. It is acknowledged that the main route out of poverty and social exclusion is by gainful employment. The experience of those who have literacy and numeracy problems is that they are more likely to be in low paid work and less likely to be able to upgrade skill levels. Furthermore, there is a clear correlation between low skills and unemployment. There was considerable evidence that basic skill shortages may be a deterrent to the development of companies within Northern Ireland. Moy Park, for example, was forced to recruit from other countries, due to skill shortages locally. They also had to take action to combat the literacy and numeracy problems of many within their existing workforce, by setting up classes at suitable times for their staff to attend.
2.1 Recommendations to Improve Adult Literacy and Numeracy.
Having established that the main route out of poverty and social exclusion is employment, it follows that assisting people to re-enter the workforce is of paramount importance. The provision of education and training is central to this goal. The Committee has identified a number of key factors in relation to the barriers to learning which exist for certain groups in our society, and which, unless tackled, will continue to seriously undermine the ability of certain groups to make a contribution to the economy and society in general. Social Exclusion of Young People in Northern Ireland: Unemployment figures for the quarter December 2000- February 2001 show that some 9,000 of 18-24 year olds are unemployed, (8.3% of the economically active population) and that 32.2% of them can be categorised as long term unemployed. The Report (Young People and Social Exclusion in NI: Status O Four Years On (NIERC, 2000) emphasises that young people marginalised at this stage are more likely to continue to be excluded in later years.
3.1 Recommendations
4. Access for all age groups There needs to be greater ease of access to education and training for people of every age. The current funding mechanisms need to be continuously reviewed to ensure that people can move within education and training opportunities without financial penalty e.g. many Further Education students are outside the scope of discretionary awards and fall into the benefit trap.
4.1 Recommendations
5. The Terms of Reference for Promoting Social Inclusion.
6. Conclusion The needs of a modern knowledge-based economy will increase the demand for a skilled workforce and everyone should have the opportunity to play their part and benefit from its success. There will be a particular focus on skills needed to support the employment growth areas of Information Communications Technology, electronics, engineering, tourism etc but equally important will be the need to ensure that adults have the opportunity to gain the basic skills in literacy, numeracy and ICT required to enable them to contribute fully. If people are left behind in these skills they are less likely to cope with the changes evident in our society and are more likely to be socially excluded to the detriment of the economy. The more skills and qualifications people acquire the less likely they are to be socially excluded. Our response has suggested a small number of practical recommendations, which would help to ensure the effectiveness of the "Promoting Social Inclusion" Programme and thus benefit the Northern Ireland economy as a whole. It was noticeable that there was no reference throughout the consultation paper to how any new PSI project would be funded. It is after all essential that aspirations are not raised and then dashed because of a lack of resources. Dr Esmond Birnie, MLA
ANNEX 4 Northern Ireland Assembly Committee for Employment and Learning Submission to the Department for Social Development’s consultation
into Urban Regeneration in Northern Ireland - neighbourhood renewal.
1. Introduction The Committee for Employment and Learning welcomes the opportunity to respond to the consultation into Urban Regeneration in Northern Ireland.
Members have due regard for much of the role which the community sector has played during the years of community conflict and believe that the sector has a key role to play in any future development in respect of Urban Regeneration. This response outlines a number of issues to improve links between education and training, in respect of the community and economic development. A healthy economy is the engine of change, which will promote urban regeneration. 2. The relevance of the Department for Employment and Learning to this consultation. The Department for Employment and Learning (DEL) has an important delivery and facilitative role in Urban Regeneration. Our response is in the context of our Department’s overarching aim, which is to "promote a culture of Lifelong Learning, and to equip people for work in a modern economy." In order to help it achieve this it has set two broad objectives:
3. Identify the problems We must seek to clarify the extent of community needs in terms of training and education. We must ensure that we have the most up-to-date information to quantify the problems. The outcome of the consultation may wish to focus on a range of approaches rather than seeking a single community development approach. The particular needs of each community may require individual approaches and solutions, as they will have developed at different levels. A ‘one fit for all approach’ will not work. DEL must ensure that the initiatives offered through mainstream provision are sufficiently flexible to address the variety of needs within a community. If greater flexibility of provision is to become a reality there has to be even greater emphasis on co-operation and partnership between the Department and the providers of training and education on the ground. 4. A community development approach to support marginalised groups Education and training initiatives need to support activity, which at first sight may not have an explicitly economic focus (e.g. community arts training and festivals). Departments must learn to work with people in their current situation and recognise that a graduated level of development is preferable to a high-level action plan imposed from the top down. Given the need for a range of community development approaches and the importance of drawing on examples of best practice, the Inquiry may wish to examine the provision of training and whether it should be delivered within mainstream provision or by established providers with strong community roots such as the Workers’ Educational Association or the Ulster People’s College. The Committee, during the course of its Inquiry into Education and Training for Industry, has become very aware of the scale of the literacy and numeracy problem in Northern Ireland, with almost a quarter of the adult population below acceptable standards. Members are convinced that very specific action is needed on a wide scale to develop and support community based initiatives to address both these and other basic skill needs. The expertise already exists on the ground in the form of the Educational Guidance Service for Adults, who specialise in reaching out to adults who benefited least from formal education. 5. The role of Further Education Colleges and Universities Our Further Education Colleges (FECs) also have a major role to play in any future strategy, as they already have key links into deprived communities. Members want to see FECs at the forefront of any basic skill needs strategy, and working closely with the community and local employers to deliver courses in line with needs, and at outreach locations that are easily accessible. Employers should be encouraged to support local training initiatives. Consideration should be given to the provision of financial assistance to FECs to develop research and development and technology transfer expertise and assistance for the benefit of local industry. The Committee welcomes financial initiatives such as the Collaboration Fund, an allocation of £600k over three years in an effort to drive up demand for learning locally and to provide the infrastructure necessary to meet the demand; the Access Initiative, an allocation of £1.5m since 1999 to encourage FECs to take forward innovative approaches to engage with disadvantaged individuals and groups previously marginalised from educational opportunities; and the Disabled Access Fund, financial support to help with the costs of technical or carer support. However members see this approach as piecemeal and they would wish to see a more strategic approach to this issue of how best to target scarce resources on those groups who are currently socially excluded. There is a valid argument that this funding should be brought under the mainstream provision of the Department’s budget because of the underlying potential of skill shortages to undermine economic development. The Committee welcomes the Springfield Educational Village initiative, which breaks with the tradition of separate vocational, community and university provision. The University of Ulster and Belfast Institute of Further and Higher Education (BIFHE) have worked in tandem with the local community to bring together further education courses, community education, university degree courses and post graduate research, on a single site. This project needs careful monitoring and evaluation to ensure it meets its objectives. The universities have undertaken a number of initiatives to widen access amongst under-represented groups in NI, examples of these include the appointment of an Access Promotion Officer and the establishment of Outreach Centres. These are welcome developments, which need to be replicated on a larger scale and on a more co-ordinated basis between all three universities and the 17 FECs. 6. Best Practice The Committee believes that valuable lessons have been learnt from the European Union’s Urban 1 Initiative (which was started in 1994). The Urban 1 initiative adopted a broad approach to urban policy with a tendency for risk taking. Members consider that it is vital that limited resources are used more effectively and that local confidence can be demonstrated in the management of European programmes especially in the next phase, the Urban 2 Programme, which covers 2000-2006. Members welcome the recognition, in the priorities set for the Urban 2 Programme, of the need for a more integrated approach to tackle the physical, labour market and community capacities and review the potential of ICT to help restructure the local economy. This will give an important innovative dimension to the new Programme. Members would support the view that the Urban 2 Programme needs to be distinctive from, but complementary to, the NI Transitional Objective 1 Programme 2000-2005 and the Peace 2 Programme for Northern Ireland and the Border Counties 2000-2004. Northern Ireland’s close links with the USA should also be exploited to acquire best practice. Following my recent visit to the Bidwell Training Center in Pittsburgh, a number of issues for adoption in the NI context should be considered.
7. Conclusion The consultation undertaken by the Department for Social Development should clearly establish the principle that further development in Urban Regeneration should be in co-operation with the Community. A partnership approach is needed in addressing the needs of communities. Government and all the public bodies should be facilitators and supporters engaging with the community at all levels. Members raised their concerns that community development in the past was based on EU funding, and that, in order to ensure sustainability, consideration should be given to what would replace it once it is withdrawn. Whatever the source of funding, effective mechanisms should be in place to ensure that paid personnel are delivering on the ground and the projects undertaken are properly evaluated in respect of value for money. Our response seeks to assist in ‘closing the circle’ to ensure that education, training and the community sector work in a co-ordinated way that underpins economic development and urban regeneration. If this link is not made then urban regeneration will simply remain as an aspiration on paper. Dr Esmond Birnie, MLA ANNEX 5 Northern Ireland Assembly Committee for Higher and Further Education, Training and Employment Response to the Executive’s Position Report – Programme for Government The response set out below is the Committee for Higher and Further Education, Training and Employment’s preliminary views on the suggested developments of the Programme for Government, in response to the First Minister and Deputy First Minister’s letter of 18 June 2001. The response is under two main areas, comments on the relevant current areas within the Programme for Government, February 2001 and new issues for consideration. Current Areas 1. Basic Skills
future should be placed on the correction of basic skill (literacy and numeracy) weaknesses. This would undoubtedly assist people to get back into work and contribute to the Executive’s priority of ‘Growing as a Community’. Whilst the Committee fully recognises the work that is ongoing it supports the view that current low levels of basic skills in a large percentage of the Northern Ireland adult population, as reported in the final report of the International Adult Literacy Survey (OECD), must be addressed immediately. It is with this point in mind that the Committee was particularly disappointed that the Department’s bid for funds to improve adult basic education, literacy and numeracy under the last round of Executive Programme Funds only received 30% of its request. In fact the Committee considered the Department’s bid could have been significantly higher with even more challenging targets combined with a shorter time frame. Furthermore, it is important that greater emphasis on hard targets for literacy and numeracy development is included in the action plans of the Programme for Government. 2. Unemployment The Committee again acknowledges the continuing work in this area but must emphasise that it requires a greater priority and cross-departmental focus. Furthermore, a strategic approach is required for upskilling and reskilling the current workforce to meet the demands of the changing and developing economy, to ensure people are properly trained for future job requirements and not become unemployed.
The Committee recommends that more must be done immediately to improve access to education for the disabled. Whilst we acknowledge the additional funding recently announced by the Minister of Finance and Personnel for access to Higher and Further Education, we would like to see the future statutory requirements met in a shorter time frame than is required under the legislative timescale. 4. Resources The Committee recognises the high level of competition between departments for scarce financial resources. It is to this aim that the Committee echoes the sentiments in Chapter 7 of the Programme for Government, February 2001, of the valued contribution of public services. However, we support the aims as set out in the following sections of the Programme for Government document. 7.2 We will modernise Government and make it more open and accessible to the public. 7.3 We will improve the efficiency of public services. 7.4 We will reform public administration. The Committee for Higher and Further Education, Training and Employment stresses the importance of a review of the public sector to increase its efficiency and effectiveness, so that the scarce financial resources released can be redirected to achieve outcomes for the benefit of all the people of Northern Ireland. It is vital that this work is brought forward to ensure that the aims of the Programme for Government are achieved.
The Committee welcomes the renewed focus on Research and Development (R&D) and the initial work that has been undertaken in the development of a Research and Development Strategy for Northern Ireland. This is vital to aid the successful development of a new knowledge-based economy and redress the traditional under funding of R&D in NI. It is vital that this area is given significant priority in the revised PfG proposals to contribute to reducing the earnings differential in NI with other countries. 6. Information Communication Technology The Committee recognises the role that Information Communication Technology (ICT) has to play in the wide remit of the Department of Higher and Further Education, Training and Employment and other government departments. The Committee is all too aware that a digital divide could further disadvantage those already underprivileged in our society. Thus we would encourage that the Programme for Government includes a recommendation in relation to ICT for 2002-03 so that cross-departmental initiatives can proactively ensure that the digital divide does not become a reality. This would help to underpin a knowledge-based economy, which in turn provides equal opportunities for all our citizens. NEW AREAS 1. Career Choice During the evidence sessions of our current Inquiry it was very apparent that children and their parents were not aware of all the new opportunities for employment, and tended to select the perceived safer options, for example the public sector in preference to the private sector. It is vital that this balance is properly redressed if the knowledge-based economy is to succeed. The Committee would like to see both the input of careers education and guidance and the work of the Northern Ireland Business Education Partnership enhanced at both policy and implementation level and included in the revised Programme for Government action points. 2. Bids for Executive Programme Funds With respect to the allocation of Executive Programme Funds the Committee would encourage a greater emphasis on allocation of resources to those bids which are genuine cross-departmental initiatives and partnership with both other government and non-government bodies. They should not simply be another source of finance to be bid for by individual departments. Furthermore the bids must be clearly set out in measurable objective terms for proper future scrutiny. 3. Confusion of Names May we suggest that the names of the Executive Programme Funds be changed to be consistent with the Executive Priority areas to help read across and general understanding by all. In conclusion we are very supportive of the work already carried out on the Programme for Government but it is vital that it is regularly monitored, fully assessed and reported to ensure it makes maximum impact and that remedial action can be taken effectively if required. Dr Esmond Birnie MLA ANNEX 6 Northern Ireland Dr Esmond Birnie MLA, Chairman Ms Carmel Hanna MLA Re: Work and Parents Taskforce – Proposals entitled ‘About Time: Flexible Working’ issued by the Department of Trade and Industry in Great Britain The Committee for Employment and Learning debated this document at their meeting on Thursday 17 January 2002. The Committee is broadly in agreement with these Proposals and will keep further developments under review. Yours sincerely Dr Esmond Birnie, MLA Annex 7 Northern Ireland Committee for Employment and Learning Response to the Consultation Document on the Employment Tribunal System entitled ‘Routes to Resolution: Improving Dispute Resolution in Britain’ The Committee for Employment and Learning welcomes the opportunity to respond to the consultation document issued by the Department of Trade and Industry on the Employment Tribunal System. The Committee sought the views of other committees of the Northern Ireland Assembly and would endorse the views of the Committee for Enterprise, Trade and Investment as to the general economic benefit ensuing from the earliest possible resolution of disputes (Appendix 1). The Committee also welcomes this consultation document as a benchmark to inform the Department of Employment and Learning and the Executive’s deliberations on how best to improve the efficiency and effectiveness of the Employment Tribunal System. The Committee’s views are as follows:
Proposal 1 – Only allowing applications to tribunals once workplace disciplinary or grievance procedures have been completed. The Committee would be opposed to this proposal although on the surface there would appear to be some merits in making this mandatory and we would certainly agree that normally internal procedures should be fully exhausted. It would require all employers to adopt proper procedures that should at least be in line with the ACAS Code of Practice on Disciplinary and Grievance Procedures. This could have a significant impact, as small employers commonly do not have such procedures in place; yet they play a dominant role in Northern Ireland’s (NI) employment sector. Moreover, small firms in NI make up a greater percentage of total businesses than their counterparts in the United Kingdom. It could also help to alleviate Tribunals’ existing and seemingly increasing caseload. Although the increasingly heavy caseload cannot be attributed to this alone but instead to several factors which include:-
and education; £50,000, potentially making litigation more attractive; year for unfair dismissal cases; and to provide fair procedures to sort out disputes; in an increasing range of employment rights e.g. disability legislation; The Committee is opposed to this proposal as it appears to impose an absolute ban on tribunal applications prior to the exhaustion of internal procedures. Such procedures may be protracted and may result in disagreement about whether they have been fully completed. Moreover, they may be unsuitable in certain circumstances, e.g. the individual reasonably believes he or she will not receive a fair and impartial hearing due to the complete deterioration of relations between the individual and the employer. The proposal appears to encourage fair employment practices on one hand, and then tries to deter people with genuine grievances from bringing a case; these two positions seem inconsistent. The proposal potentially raises human rights issues that concern access to justice in relation to Article 6 of the European Convention of Human Rights (ECHR) provides individuals with a right to a fair, independent and impartial hearing. Moreover, Article 6 of the Human Rights Act 1998 requires courts and tribunals to "take into account" any relevant decisions from the Strasbourg Court of Human Rights (European Court on Human Rights), as well as governs their actions and requires them to apply ECHR provisions. The Committee would be supportive of proposals to encourage the development of written procedures for dealing with grievance and disciplinary procedures as it acknowledges that clear written procedures are in the best interest of both employers and employees and are moreover ‘good practice’. The Committee for Employment and Learning would propose that perhaps one way of addressing this issue would be to include information to both parties at the outset of an application. The information should set out the potential consequences of ignoring such procedures and that should either party decide to invoke the procedures then any proceedings would be suspended and the application restored at a later date, if required. Proposal 2 – Increasing or reducing awards wherever the employer or the employee had unreasonably failed to take a set of minimum procedural actions in respect of a disciplinary or grievance issue. The Committee would be generally supportive of this proposal, however, the department should ensure that the content of the forthcoming Labour Relations Agency (LRA) Code of Practice on Disciplinary and Grievance Procedures is fully taken into account and ensure that procedures are drawn up to ensure both good practice and adherence to statutory requirements. Proposal 3 – Awarding additional compensation to an employee to reflect the absence of a written statement. Subject to the merits and mitigating circumstances of a case, the Committee is supportive of this proposal. It promotes the employer’s provision of clear and meaningful information on employment terms and conditions, including internal grievance and disciplinary procedures, at the outset of employment. This would have a significant impact, as small employers commonly do not provide such information. There would need to be a concerted cross-departmental/agency approach to effectively address this. (See Proposal 4 reference 'small firms'). Proposal 4 – Removing the current 20 employee threshold for including details of disciplinary or grievance procedures in the written statement. The Committee would be supportive of this proposal as it could ensure the accessibility of clear and meaningful information on internal procedures at the outset of employment. This could have a significant impact because as previously noted, small employers commonly do not have such procedures and they play a dominant role in Northern Ireland and make a much greater contribution to the economy, relative to that of small firms in the United Kingdom. Although there would be a short-term administrative cost to small businesses we hope that the implementation of this proposal, in the long run, would reduce the number of grievances. Should this proposal be adopted it would of course be incumbent on the Labour Relations Agency to produce and promote a model statement of terms and conditions that can be applied or adapted by small employers. Proposal 5 – Allowing tribunals to disregard procedural mistakes beyond a set of minimal procedural actions if they made no difference to the outcome of the case. The Committee do not support this proposal which goes against case law i.e. the 1987 House of Lords’ decision in the case of Polkey v A E Dayton Services Limited. This proposal could encourage procedural mistakes, consequently contradicting the overall aim of the proposals. The aim being to encourage, if not require, employers to fully and properly follow internal procedures. Employers should not be free to apply inadequate, unreasonable or poor procedures without any consequences. This proposal would appear to go against the grain of the rest of the consultation document Proposal 6 – The Government is also seeking views on whether further guidance or good practice material is needed to ensure that employers are aware of and can meet their obligations in written statements of employment terms. The Committee strongly agree that further guidance or good practice material is needed to ensure that employers are aware of and can meet their obligations in written statements of employment terms. This would ensure the accessibility of clear and meaningful information on internal procedures at the outset of employment. 2. Promoting Conciliation Proposal 1 – Removing ACAS’ (LRA in Northern Ireland) duty to conciliate in cases, such as disputes over pay, breach of contract and redundancy payments. Although there appears to be distinct advantages in removing the LRA’s duty to conciliate in cases such as disputes over pay, breach of contract and redundancy payments. Namely, it potentially allows complicated claims, e.g. pay, breach of contract and redundancy payments, to be addressed by the Tribunal which seems to be a more appropriate forum in light of the complexity. It also potentially helps to redress concerns that there is a long-term trend towards legalism in the Tribunals. It may also reintroduce cheapness, speed, informality and accessibility in handling claims, all of which were the original aims of the Tribunals. This would seem to ‘fly in the face of’ the introduction of the Employment Rights (Disputes and Resolution) Act 1998 in Britain, when the government stated that allowing ACAS to conciliate on redundancy claims would reduce complaints to tribunals by 12 per cent. No indication is given as to the reason for a change of approach. It would also appears not to address linked claims, i.e. where an applicant lodges tribunal action that concerns more than one claim, e.g. an unfair dismissal claim and a pay claim. In this situation, the applicant could use ACAS for the unfair dismissal claim, but could not use it in relation to the pay claim. Such an applicant is unlikely to use ACAS for the unfair dismissal claim because he or she probably would want all the claims simultaneously addressed, rather than undergo the inconvenience and anxiety of two separate proceedings. Perhaps a better resolution to this would be to ensure that the LRA has sufficient resources to discharge all its conciliation functions effectively (subject to the conclusions of the ongoing Quinquennial Review of the remit of effectiveness of the Labour Relations Agency). A modest injection of additional resources is likely to enhance the prospects of conciliation and reduce recourse to industrial tribunals, effectively making an overall saving in public expenditure. Proposal 2 – Introducing a fixed period for conciliation. The Committee would support this proposal as it is in all parties’ interests that cases amenable to conciliation settle at the earliest stage possible. This in turn will improve the work place environment and enhance productivity etc. Proposal 3 – Broadening the scope of compromise agreements to match ACAS -–conciliated settlements. The Committee would support this proposal as it could increase the potential for settlements, resulting in fewer tribunal hearings. Proposal 4 – Enabling other organisations to provide conciliation services alongside ACAS. The Committee would be in broad agreement with this proposal as it could significantly increase the capacity of conciliation services, possibly settling a greater number of claims before they go to Tribunal, and consequently helping to meaningfully redress Tribunals’ heavy caseloads. It could also help to reduce cost implications faced by employers and employees because they can avail of alternate conciliation services. However, it potentially raises issues about regulation, e.g. how would such organisations be regulated to ensure full compliance with statutory requirements to ensure consistency, and thereby legal certainty. If such organisations are not properly regulated, it may result in miscarriages of justice. Also, in the event they are regulated, sufficient monies will have to be provided: such monies may come from the public purse and or may be shared in some way by the employment sector. This raises a number of questions for Northern Ireland:-
Proposal 1 – Introducing charging for applications to employment tribunals and when a case is listed for hearing. The Committee is opposed to this proposal. In any case, we note that the proposal is not included in the Employment Bill, which was introduced to the House of Commons on 7 November 2001. It is the Committee’s view that it is potentially unfair to applicants. It appears to penalise those who have lost their jobs or suffered a possible infringement of their rights. Moreover, many people may not have the means to pay such charges or take the risk of losing these sums of money even if they consider their case to be justified. It also potentially raises human rights issues that concern access to justice in relation to Article 6 of the European Convention of Human Rights (ECHR) provides individuals with a right to a fair, independent and impartial hearing. Moreover, Article 6 of the Human Rights Act 1998 requires courts and tribunals to "take into account" any relevant decisions from the Strasbourg Court of Human Rights (European Court on Human Rights), as well as governs their actions and requires them to apply ECHR provisions. Proposal 2 – Changing the presumption on awarding costs in weak cases, so that tribunals will have to give reasons why costs are not awarded. On balance the Committee would be supportive of this proposal. It is essential that this information be in the public domain to ensure freedom of information and also to allow future cases to use this experience. Proposal 3 – Enabling tribunals to make orders for wasted costs directly against representatives who charge for their services. The Committee would be supportive of this proposal. It enables the direct recovery of wasted costs as it may hold representatives who charge for their services more accountable for their actions. It could also discourage representatives from taking unnecessary action and thereby protect parties to a claim from incurring unnecessary costs. It would also contribute towards reducing unnecessary action that wastes the tribunal’s time. It should be noted that it does not appear to include "employment advisers/consultants" who often charge a contingency fee, i.e. a fixed percentage of any reward received after disbursements have been deducted. Proposal 4 – Enabling Presidents of Employment Tribunals to issue practice directions on procedural and interlocutory issues. The Committee would be supportive of this proposal. It encourages consistency of practice, which helps to ensure legal certainty for both applicants and employers as well as tribunals. It could also help to reduce representation costs given that there would be prescribed directions concerning procedural and interlocutory issues. It is the Committee’s understanding that in Northern Ireland the existing Rules of Procedure are being revised and potential improvements to operational processes are being examined. Proposal 5 – Introducing a fast-track for certain jurisdictions with either no or a short fixed period for conciliation. This could include a written determination if both parties agree. The Committee is supportive of this proposal. However, to work effectively, in practice, such claims should be relatively straightforward and should, perhaps, focus on claims which have a modest financial value. Proposal 6 – Registering applications publicly only once the claim has gone through the conciliation period and is going to a hearing The Committee would be supportive of this proposal as it could positively influence actions of employees and employers in the workplace by discouraging certain behaviour. Proposal 7 – What more could be done to ensure that weak cases are identified and dealt with at an early stage. Measures could be put in place to introduce earlier discovery and to encourage early meetings of both sides to discuss the issues concerned. This should be seen as good management practice. 4. General comments In deliberating on the responses to this consultation and formulating a way forward for Northern Ireland, the Department should be mindful of:-
The review did not cover Wales, Scotland or Northern Ireland. However, the review recommends that extensive consultation should take place with devolved administrations to ensure that the report takes into account its proposals. The Northern Ireland Court Service is responsible for examining the review’s implications for Northern Ireland. The review’s recommendations are currently the subject of a consultation document issued by the Lord Chancellor’s Department.
In conclusion, the Committee for Employment and Learning agrees with the statement of the Committee for Enterprise, Trade and Investment, "The Committee recognises the increases in the number of applications before Industrial Tribunals and the Fair Employment Tribunal and would encourage resolution of disputes before going to tribunals. Therefore, any reduction in use of tribunals to resolve disputes would be of value to the Northern Ireland economy in its widest sense" (Appendix 1). Dr Esmond Birnie, MLA ANNEX 8 Northern Ireland Assembly Committee for Employment and Learning Response to the Department of Trade and Industry Consultation Document on the Transfer of Undertakings (Protection of Employment) Regulations 1981 (TUPE) The Committee for Employment and Learning welcomes the opportunity to respond to the consultation document initially issued by the Department of Trade and Industry on the Transfer of Undertakings (Protection of Employment) Regulations 1981 (TUPE). The Committee also welcomes this consultation document as a benchmark to inform the Department for Employment and Learning and the Executive’s deliberations on how best to take forward the TUPE Regulations in the Northern Ireland context. The Committee’s views are as follows:
A great deal of uncertainty appears to have developed around the operation of TUPE in recent years, with particular reference to the public sector outsourcing market. This uncertainty has created significant commercial problems for businesses involved in outsourcing. It is therefore important that this review ensures that, in the interests of outsourcing remaining an attractive solution to providing commercial support services, it operates within a commercial and legal environment which provides –
Greater consistency and clarity needs to be ensured in the application of the Transfer of Undertakings (Protection of Employment) Regulations 1981. The current problem is as outlined by the CBI;- "The key difficulty is that contracts originally won by a contractor on a TUPE basis may be re-let on a non-TUPE basis. This can result in the original provider being left with large and unanticipated bills for redundancies. Contractors argue that there is currently an incentive for some clients to seek to re-let contracts on a non-TUPE basis in order to bring in a new contractor with new staff hired on lower terms and conditions - and so generating cost savings. But this in turn leads to an overall increase in the cost of outsourced services for clients across the economy, as contractors need to price in the risk of future redundancy payments into their initial bid." "This problem with the TUPE regulations is particularly acute in relation to public sector contracting. In the private sector it is always open to the contracting company to seek an indemnity with the client company to protect against the cost of redundancies caused by re-let on a non-TUPE basis. Such indemnities are, however, almost never available in the public sector. The cost to contractors of redundancies in the public sector is also typically higher as public sector staff tend to have longer service and more generous contractual redundancy terms." The Cabinet Office’s best practice guidance ‘Staff Transfers in Public Sector’ attempts to deal with this, however, it is not statutory. The Committee would therefore urge consideration of the introduction of legal measures to underpin these policies. Although there are some merits in the proposed approach to ‘service provision changes’ in that it would include all service contracts in the scope of the regulations and would potentially provide a degree of certainty for both the providers of outsourced services and their clients. It would also minimise the risk to both parties of unexpected redundancy costs as there would be a much reduced chance of these costs ever crystallising. There are a number of disadvantages, which could outweigh the potential advantages –
When considering the issue of pension rights in relation to TUPE, consideration should be given to the following:-
The Committee would support this proposal and acknowledges the intent to mix employee protection and business flexibility by protection for employees at least equivalent to that provided for in situations covered by the EC Insolvency Protection Directive and the provision that employers and employee representatives, may, exceptionally, agree changes to terms and conditions of employment by reason of the transfer itself; provided that this is in accordance with national law and practice and with a view to ensuring the survival of the business and thereby preserving jobs.
Conclusions
Mr Mervyn Carrick MLA ANNEX 9 Northern Ireland The Committee for Higher and Further Education, Training and Employment Preliminary Comments on Careers Education and Guidance The Committee for Higher and Further Education, Training and Employment is forwarding its preliminary findings on careers education and guidance following Mr Shannon’s offer, at the meeting in Adelaide House of 5 April 2001, to consider the Committee’s initial views. I must stress that these are our preliminary views based on the written evidence submitted and oral evidence taken to date as part of the Inquiry into "Education and Training for Industry." Members will want to make a more comprehensive response at a later date, following scrutiny of the report on the review of careers education and guidance and more detailed examination of the Committee’s own evidence. The key points arising from evidence taken by the Committee to date are: Improved and independent careers service Several sources (including BIFHE, CBI, Munster Simms, SELB) stressed the importance of career education and guidance being improved. It was also emphasised that the service must be impartial, comprehensive and up-to-date. One example given was that careers guidance should not be solely influenced by institutions looking to recruit students, as they could not be seen as being independent. Several witnesses, including ANIC, questioned whether academic courses were being promoted in preference to vocational courses. At our most recent evidence session in Craigavon, the Mayor of Craigavon, Councillor Fred Crowe stated, "At present careers guidance is not being tackled properly." Qualified and competent careers advisers and teachers It was generally stated that those giving careers advice required additional training to further their knowledge of both the current and future needs of industry. Evidence from Galen clearly demonstrated that teachers were unaware of opportunities for chemistry graduates in this local company. One set of witnesses from Munster Simms went as far as to state that teachers and Training and Employment Agency employees are the worst people to deliver such a service because they work in an environment closed off from the world of industry and commerce. Shorts registered the need to carefully consider the quality of advice at secondary level. Preliminary analysis of the evidence would also indicate that much stronger links between careers teachers and industry needed to be forged, to determine current and future requirements. Munster Simms wished to ensure that a mechanism was established to feed skills shortages into the education system. On the other hand, DHFETE officials stated that having the careers service within the T&EA meant that the service could access a wide range of relevant information held by the Department. Members were concerned at the differing levels of service provided to individual schools and that this could lead to inequalities. It was also felt that careers teachers need to be accredited (Confederation of British Industries). Access and use of Information Communication Technology Careers information should be made more available and kept up-to-date via the Internet (CBI). Whilst this increases access, it would also allow the information to be presented in an interesting and stimulating form for the main target audience of school children. The Committee stresses that access for all must be the aim to avoid the "digital divide." This could also help to engage parents, who have a very strong influence over their childrens’ career choice. This was stated as an important issue by Galen and Hastings Hotel Group. The parental influence was also highlighted in the recommendations of the 1995 review by the Department of Education for Northern Ireland and the T&EA. Development of students’ understanding of industry and experiences of work. It was widely recognised that strong and meaningful partnerships between education establishments and all parts of industry are vital and the Committee recognises the importance of the work of NIBEP. Again, the Committee wishes to register its disappointment that NIBEP’s bid was unsuccessful in the last round of Executive Programme Bids. The Committee holds the view that industry-related competitions to develop students’ awareness, inventiveness and entrepreneurial and business skills such as Young Enterprise should be encouraged and fully supported by all. Furthermore, industry should be taking the lead in careers events etc (Association of Northern Ireland Colleges). In conclusion, I must re-emphasise that these views should be treated as the Committee’s preliminary findings as we have more to learn. The Committee for Higher and Further Education, Training and Employment looks forward to receiving the report from the working group chaired by Professor Sean Fulton in due course. Dr Esmond Birnie Chairman 3 May 2001 24 January 2002 / Menu / 7 February 2002 |