6.1 Industry
Industry
Across most of the industry, formal qualifications are generally not considered particularly relevant when recruiting new entrants47 - portfolio and aptitude are felt to be more significant indicators. There are notable exceptions to this - e.g. the Police, Armed Services and Ministry of Defence - but on the whole, experience is typically valued far more highly, with qualifications being seen as simply desirable at best, and often not important at all48 . This may be because many courses, particularly in Higher Education, are felt to not adequately serve the real-world needs of industry, though it should be noted that there seems to be fairly low awareness of the range and scope of the learning and skills agenda beyond degree courses.
In addition, many courses are considered to be of poor quality with concern that too often courses cater to the needs of the college, rather than the needs of industry and the learners. It is felt that many courses are failing to provide an adequate grounding in basic skills that will allow on-going self-directed skills acquisition in future. There are also particular concerns that new entrants are lacking skills in the traditional craft of photography and printing, which are considered essential to underpin digital skills.
In general, pre-entry training is considered less important than post-entry skills acquisition. Post-entry new entrant training schemes are considered to be particularly important.
There is a high demand for short Work Placements amongst school leavers. However, the time investment they require is often high, which frequently makes it unrealistic for smaller companies to offer them. Nevertheless, industry does recognise the importance of providing young people with an opportunity to decide whether the profession is for them, and it is accepted that placements can deliver value to both parties.
Industry appears to have mixed views about Apprenticeships. This may potentially be a useful model for training new entrants, although there is some scepticism within industry. On the one hand, they are attractive because they correspond to older, traditional methods of training young people. They are also seen as a possibly useful way to manage contraction in a shrinking industry - young people can be trained to meet current industry requirements while having lower salary expectations than more experienced practitioners and potentially bringing fresh ideas into the business. On the other hand, it is felt that Apprenticeships need to be more flexible, shorter (up to one year maximum) and available to all ages, rather than being subject to the current age limit of 25. Adult Apprenticeships are being trialled in other sectors, and similar schemes could be explored for the Photo Imaging sector in due course.
Qualifications are felt49 to be potentially useful once in work, for benchmarking skills and recognising achievement and progression. However, survey work carried out this year suggests that opinion is divided over post-entry continuing professional development - while some feel it is important others consider it less relevant50 .
There is a desire for shorter, more modular courses that reflect industry requirements and which are delivered by practitioners rather than educationalists. However, difficulties have been reported particularly relating to the cost of setting up and running such courses, and the purchase and maintenance of up-to-date equipment, while keeping attendance fees at an attractive level for participants. In addition, the complexity of meeting public funding requirements can be an issue. The wide variations in skills often found amongst course attendees - for example, some may be competent Photographers but have few or no computer skills, while others may have computer skills but not photographic ones - also creates problems for course developers in trying to cater for everyone.
The areas of training generally felt to be most important amongst employers are those relating to management, leadership and business skills. Specific technical training is also considered to be important. However, there are a number of barriers to undertaking training, primarily in terms of the cost, quality and types of courses available. In an industry that comprises mostly small and micro businesses, and where profit margins are frequently being squeezed, the cost of courses is a significant obstacle - many are considered to be too expensive. This is compounded by some practitioners, particularly freelancers, being unwilling to invest in training either due to their working conditions or because of a belief that they are already good enough and do not require it. Across the industry, over two thirds of companies are reported not to allocate an annual training budget51 .
There are also concerns about the difficulties faced by training providers in keeping up to date with rapidly changing technology.
Although most companies do provide some form of training for their employees, there is a significant minority who do not - the ratio is approximately 60:40. Amongst those who do, there are variations in the frequency of provision. Most provide training about once a year or less often. Of those who do not provide training, the most common reason is that there is no need for it. Lack of time, suitability of courses, and cost are other common reasons. There are also perceptions that many of the necessary skills can be self-taught or acquired through experience.
Freelancers are not widely included in training provided by employers . Where they are included, it tends to be either because the freelancer lacks necessary skills or because the employer is already running a training course for its employees anyway. Training provided to freelancers mostly relates to technical or job-related skills or business induction - i.e. familiarisation with the procedures of that particular employer.
Amongst experienced practitioners, digital knowledge is typically gained through self-study, web resources, magazines and from peers.
47 Photo Imaging Employer Survey 2005, Pye Tait for Skillset, September 2005
48 Skills Foresight Report, Photo Imaging NTO, April 2002
49 Skillset Focus Groups, July 2005
50 Photo Imaging Employer Survey 2005, Pye Tait for Skillset, September 2005
51 Skills Foresight Report, Photo Imaging NTO, April 2002
