Association of Employment and Learning Providers press release
Strictly embargoed until 1015hrs on Tuesday, 21 June 2011
AELP Annual Conference, 21-22 June 2011
Venue: Hilton London Metropole Hotel, London W2 1JU
Employment and skills agenda means a new name for ALP
The Chairman of ALP has announced today that the representative trade body is being renamed as the Association of Employment and Learning Providers (AELP) with immediate effect.
The new name is to reflect more accurately that as well as being the principal providers of Apprenticeship training and other skills programmes, many of the association’s members have long been active in the delivery of government welfare to work programmes, including the new Work Programme.
Martin Dunford OBE, the association’s chairman, reminded delegates at today’s ALP annual conference that ALP had been until recently almost a lone voice going back ten years in advocating a more integrated approach by government to employment and skills. He said that ALP had always maintained that unemployed people were more likely to secure sustainable employment if they had access to skills training.
Sustainable employment is now required under the Work Programme if providers are going to perform well under the new ‘payment by results’ system. The chairman welcomed the flexibility for providers to offer training as part of their support for the long-term unemployed, but urged the DWP, BIS and the DfE to work even closer towards a single cross-government approach to employment and skills. In the association’s view, this could be particularly helpful in tackling the major issue of youth unemployment.
Martin Dunford identified AELP as “a new single organisation with members working strongly in the employment, employability and skills markets, determined to bring about full recognition that we are all working in a single employment and skills system.”
AELP has announced that for the first time it will sponsor fringe meetings on employment and skills issues in partnership with the Social Market Foundation at this year’s three main political party conferences. AELP’s chief executive, Graham Hoyle, will speak at each one.
The new AELP
The new AELP has over 600 member providers from the private, public and third sectors with voluntary sector providers comprising up to a third of the membership. Approximately 50 FE colleges are also members.
Over 70% of the Work Programme prime contractors are AELP members with many other members listed as sub-contractors.
Over an estimated 70% of Apprenticeships in England are delivered by AELP members.
AELP members are playing a key role in the delivery of government-funded programmes. A new survey of the members has identified the following key facts (allowing for some extrapolation):
a. Employer engagement
- AELP providers currently engage with almost 300,000 employers across the country
b. Getting people jobs
- 54,730 people were placed in a job last year by AELP members (this figure is believed to be a significant under-estimate and will be subject to further research)
- 8,730 young people obtained jobs through the Entry to Employment programme, thanks to AELP members
c. Training apprentices
- In 2010-2011, 117,240 learners completed an apprenticeship with AELP members
- 124,100 16-18 apprentices are on AELP members’ programmes
- 160,480 19+ apprentices are on AELP members’ programmes
d. Other skills attainment
- 182,420 trainees gained stand-alone NVQs and achieved basic skills
- 86,620 trainees achieved level 3 qualifications or above in 2010-11
- AELP members currently have 24,190 young people on a Foundation Learning programme
AELP members are also major employers in their own right. Members employ approximately 60,700 full time staff (average of 126 staff per provider) and an additional 14,500 part time staff (average of 30 staff per provider).
Although the related data must be treated with caution, the survey responses seem to confirm again that AELP members provide higher quality learning than the wider work-based learning sector in general. In terms of the outcome for learners, 96% of AELP members are performing satisfactory or higher. 60% of the quality of provision by AELP members is either good or outstanding.
The name change to the Association of Employment and Learning Providers is subject to ratification at a members’ EGM.
ENDS
Contact Aidan Relf on 07710 305182
ALP conference website: http://sbcustweb01.silverbearhosting.co.uk/ALP/default.aspx?tabid=453
Notes to editors
1. About AELP
From 21st June 2011, the Association of Learning Providers will be known as the Association of Employment and Learning Providers (AELP).
AELP represents the interests of 600 employment and training organisations from the private, voluntary and college sectors who deliver Apprenticeships, the Work Programme and other vocational learning to employers, young people and adults.
AELP’s principal remit is to:
- influence the further development of integrating government employment and skills policy
- ensure a fully open market for publicly funded skills development, based on funding going to the provider best able to deliver the specified service to the learner
- work closely with government and funding agencies to develop effective procurement policies and appropriate funding rates to support the growth of Apprenticeships and a sustainable Work Programme
- advocate a 14-19 learning curriculum giving equal weight to the vocational and academic routes
- secure opportunities for lifelong learning and sustainable employment for all.
For more information on the Association of Employment and Learning Providers, visit: www.aelp.org.uk.
Telephone: 0117 9865389 Email: enquiries@aelp.org.uk
2. About EDI, the AELP conference headline sponsor
EDI is a leading UK and international awarding organisation providing vocational qualification and specialising in work based learning across a range of industry sectors.
Working in partnership with private training organisation, employers and colleges, EDI provides innovative, high quality learner assessment and support services. Our business approach is based on providing advice, guidance and support to ensure that we meet the individual needs of our customers and their learners. For more information visit www.ediplc.com, call 08707 202909, or email enquiries@ediplc.com
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-TUPE: employees left out in the cold. What next?
Posted in THE GRAPEVINE! news, comment & a bit of gossip, Welfare to Work, tagged tupe, work programme on June 27, 2011|
As the Work Programme enters its fourth week of operation, and public sector cuts and strikes loom menacingly over the horizon, the issue of TUPE is causing some consternation between Primes and their supply chain.
The Treasury’s Comprehensive Spending review estimates that 490, 000 jobs in the public sector will be axed over the next 5 years, yet some of these roles will be transferred from government agencies into the private sector, via TUPE. TUPE applies to most services but the issue is now commonly regulated by contracts due to the ambiguity as to when TUPE categorically applies.
“All the transferor’s rights, powers, duties and liabilities under or in connection with the transferring employees’ contracts of employment are transferred to the transferee.” – TUPE
In brief:
Employees can choose to opt-out of TUPE but this then leaves them in a legally vulnerable position should their employment be terminated. Fundamentally, the rights and terms and conditions of the employee cannot be altered to suit the best interest of the new employer. If this occurs, and indeed if any adjustments are made to the employee’s contract as direct and evident result of the employment transfer the employee (depending on the individual details) may have every right to take their employer(s) to court.
Likewise, the incumbent owners are obliged to issue the new owners with written details of their transferring employees’ contract, rights, and liabilities. This must be issued at least 14 days before the transfer, and failure to do so may incur costs per employee to the outgoing employer.
The mystification surrounding TUPE looks set to be resolved soon as the Employment Relations Minister, Ed Davey, confirmed that an employment law review will be initiated this year and will amongst other issues, look in to possible reformation of TUPE.
However, the review will be too late for Work Programme employees and employers as Employment lawyers look set to be kept busy.
Providers
Numerous Work Programme sub-contracts have been signed and there is concern by providers that they are being forced to take on TUPE liabilities in order to participate in the programme.
Many providers have very little financial reserves and they are stoking up significant problems downstream.
Whilst some prime contractors have accepted that TUPE does not apply for particular types of provision, this must be treated with caution, as the final decision of when and where TUPE applies is a legal decision and one that cannot be concluded by agreement between contracting parties. Ultimately it up to the individual employee to present their case and for the contracting provider to defend against this – if it so desires.
Employees
As far as some employees are concerned, TUPE seems to have been applied very unevenly across the supply chain and there seems to be a lack of consistent consultation between employers and employees.
Quite naturally no government department will be drawn on the detail of this, so everyone needs to be cautious when accepting and rehearsing comments from ministers or senior mandarins on whether or not, and to what degree TUPE applies.
There now appears to be a growing movement of individuals willing to take mass action.
Kuki Taylor
Research and Communications Officer
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