Analysis: New level 3 qualification presents challenges for workforce

Delegates at Nursery World's conference in March were asked by the CWDC's Pauline Jones to imagine a brave new world, where one level 3 qualification would supersede others. This, she said, would bring clarity to the workforce and help the sector meet the Government target that all staff be qualified to level 3 by 2015.

CWDC is aiming to have this new qualification in place by September 2010 to capitalise on the introduction of the Qualifications and Credit Framework (QCF), which will replace the existing National Qualifications Framework.

Ms Jones, CWDC's national development manager, says, 'The units of the qualification will be developed from September to December 2009. We have not yet finalised the specification, as this will be done in collaboration with key stakeholders, but we expect the model to have three sections.'

CWDC outlines these three sections as:

- Core units - based on the common skills, knowledge and values of the children and young people's workforce;

- Mandatory pathway units for workers in occupational areas such as early years or social care. These units reflect the statutory, regulatory or specialist knowledge and competence required for each occupational area;

- Optional units - specialist or professional development units, possibly including handling medication, special educational needs and disability, sensory services, home-based working.

In response to concerns raised by employers, CWDC is also considering setting a standard for the achievement of numeracy and literacy.

Ms Jones says, 'The design of the QCF allows candidates to take qualifications unit by unit, building up to a full qualification over time. In order to be on the QCF, qualifications for the children's workforce will have to fit this model.'

CWDC is quick to remind providers that in order for staff to be counted in the qualified ratio of staff, candidates will have to have achieved a full qualification as defined by itself.

Flexible routes

Awarding bodies such as CACHE and City & Guilds say they welcome these proposals in principle.

C&G's community and society advisor Gill Mason says, 'We agree there is confusion surrounding current qualifications, but any new qualification will have to address the issue of what quality is - is it reflected in content or delivery? A new qualification will have to be flexible to meet the needs of the workforce. I have the feeling it may be quite prescriptive.'

Ms Mason is also concerned that if this heralds the demise of level 2, employers may be alarmed. 'Many will have staff working well at that level,' she says.

At CACHE, chief executive Richard Dorrance is positive about working with CWDC on the development of the qualification, but in the meantime it is 'business as usual'. 'All our existing qualifications are still available and recognised by regulators,' he says. 'As soon as CWDC's action plan for 2010, detailing the transition to the QCF, is published, we plan to contact our customers with any necessary support and advice.'

At NDNA, chief executive Purnima Tanuku agrees that a new qualification is in the interests of both employers and practitioners.

'While we understand the approach to reducing the number of qualifications, it is very important that this is carefully managed and receives the input of the sector,' she says. 'There are many well-skilled, experienced and passionate practitioners who may not feel that formal learning is appropriate. It is essential that any potential single qualification is achievable through a variety of routes, including accreditation of prior learning, as it is vital that we retain the existing, well-skilled workforce.'

A change too far?

Jo Brock, who co-owns the Ark Private Day Nursery in Halifax, is an employer who broadly welcomes a new level 3.

'The qualification, as proposed, could help employers to better identify the suitability of a person for a particular role, and it would remove the disparity between different qualifications,' she says.

At nursery chain Just Learning, managing director Jonathan Bell says that one qualification will make it easier for employers moving forward. 'But it will not help with those employees or potential employees who already have a qualification,' he says. 'The real value in any new qualification will be in the quality of the course details and the standard of the tutors. There is a feeling in the sector that current qualifications do not provide individuals with the same knowledge and skill set that older qualifications, such as the NNEB, did. The sector would benefit from ensuring that trainees, whether at college or studying while working, receive the highest standards of training to ensure that they have good skills and knowledge.'

There is also a danger that yet another change to the workforce could be bad for morale. Jo Brock says, 'Those who have held existing qualifications for a while may not feel motivated to undertake further training, particularly in the light of low pay.

'There is bound to be a mixed reaction to such change. It does seem there has been a lot to contend with in the past few years and this may be one change too far. It may mean that some practitioners reconsider their long-term goals.'

Consultation needed

While the creation of a new level 3 qualification is designed to provide impetus for the Government target that all staff be qualified to level 3 by 2015, Jonathan Bell has reservations.

Along with the aim to exceed current statutory requirements relating to staff qualifications, he says his company also recognises the value and experience that many 'unqualified' childcare practitioners have.

'A blanket requirement that anyone working in the sector must have a level 3 qualification might mean a large number of outstanding nursery staff decide to leave rather than take a qualification,' he says. 'This would be a great loss to the sector.'

He adds, 'Training providers seem to be struggling to keep up with current levels of demand and a move to increase the number of level 3 candidates will stretch them further. Time will tell whether there is sufficient funding to deliver the targets, and then there will be an issue of sustainability.'

Purnima Tanuku stresses the Government needs to take enough time to consult with the sector, to ensure that it works in practice.

'Nurseries and practitioners are best placed to share how any qualification should work, and achieving something that works for the sector will require close partnership working between awarding bodies, colleges, representative organisations and CWDC,' she says. 'NDNA would welcome the opportunity to discuss any new level 3 in depth, and will be exploring the implications of this.'

More will become clear when CWDC publishes its action plan in May, detailing the transition to the new QCF. At that point, stakeholders will be given the opportunity to provide their feedback. In the meantime, watch this space.

TIMELINE FOR QUALIFICATIONS

CWDC is working to the timelines set out by the QCA for qualifications to be added to the new framework. CWDC has devised the following plan:

- April to September 2009: project planning and collaboration with our partners and stakeholders across the wider children's workforce;

- September to December 2009: developing the units;

- January to September 2010: promoting the qualifications;

- September 2010: new qualifications available for enrolment.

CWDC has recently undertaken a refreshing of the Children's Care, Learning and Development National Occupational Standards. CWDC is also under a remit from the DCSF to review the common core of skills and knowledge for the children's workforce, which will have a bearing on the development of this qualification.

CHALLENGES AS SEEN BY CWDC

- The timelines. CWDC is committed to working collaboratively with the full range of stakeholders to make the most of the opportunity afforded by the introduction of the QCF;

- Developing a qualification that meets the needs of all those in the children's workforce without compromising specialist skills or knowledge;

- Communicating clearly to provide information in a timely way to reassure stakeholders, practitioners and employers;

- Achieving our aims to reduce the number of qualifications to provide clarity for practitioners and employers and clear progression routes for members of the children's workforce, as well as to attract people in the early years workforce.