6.3 Vocational Courses and Qualifications
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Vocational Courses and Qualifications
Employers generally consider vocational qualifications to be more valuable than other types57, although there is some concern that there may be too much training and not enough education, resulting in a lack of basic level skills - and a perception that too many people 'can run but cannot walk'58.
NVQs (National Vocational Qualifications) and SVQs (Scottish Vocational Qualifications) are available at levels 2, 3 and 4 in Photo Imaging through a variety of pathways. These are work-based qualifications that assess a person's ability to perform the skills and competencies that are required for a particular job role. They are based on National Occupational Standards and are developed through consultation with industry practitioners.
However, the N/SVQ model is considered not necessarily to be the best solution for all parts of the sector. Small companies and individuals in particular have stated a preference for a modular style of learning that takes account of prior experience and Skillset is currently working with City & Guilds to research the needs of learners, employers and training providers in respect of Photography-related vocational qualifications. There is also a demand for access to relevant, industry supported courses with a formal, progressive structure, such as is provided by Foundation Degrees.
Skillset is currently developing a Foundation Degree Framework for the sector, which has been repeatedly requested by Further Education Colleges and Higher Education Institutions and which is designed specifically to meet the needs of industry. This framework will advise on the creation of Foundation Degrees that will help to address both skills gaps amongst new entrants in core areas such as enterprise, project management, problem solving and self-management, and the skills needs of those already working in the industry but with no formal qualifications. It will also encompass the requirements for continuing professional development, especially in the application of new technologies.
Working in close consultation with the Photo Imaging sector and building on the work of PINTO (the old Photo Imaging National Training Organisation), Skillset has already developed an Apprenticeship framework in Photo Imaging. This offers an Apprenticeship at Level 2 or Level 3, and contains a number of pathways that enable the apprentice to develop occupational skills specific to key job roles. This framework has proved very popular is Scotland and is delivered through a private training provider, Fotoforce, and funded by Scottish Enterprise.
The framework for England and Wales was approved by the Learning and Skills Council (LSC) in October 2004. In response to the high level of learner enquiries received on a regular basis, Skillset is currently working to establish a similar delivery and funding mechanism to that available in Scotland. This is proving exceptionally difficult though, as the LSC is unwilling to offer contracts to any new private training providers - instead, funding for the programme will only be considered if it is through an existing LSC recognised provider or an established Further Education College. In order to use private providers with peripatetic assessors - which offer greater flexibility to manage the training needs of micro businesses and SMEs - the only option is to develop franchise agreements between Colleges and private providers. However, this is often an unviable option for a private provider, due to the large percentage cut taken by the college drawing down the funds. Skillset is currently working to explore ways to resolve this issue.
Private Training Providers
Around a third of companies report using private training providers, either in the form of in-house training from an external contractor or via off-site courses or seminars59 . However, these are amongst the least popular methods of skills acquisition and maintenance - in-house training by staff, and mentoring by colleagues being far more widespread.
The main barriers to use of external training are a perceived lack of suitable training provision, and cost. In addition there are concerns that training providers may not be sufficiently up-to-date and may not be able to provide the specialised training needed by employers. However, employers do appear to be most comfortable approaching external training providers for advice about training and are generally well informed about local provision. Private training providers are perceived to be the most willing to tailor their services to meet specific needs.
The skills most commonly trained externally tend to be transferable ones - most notably Management skills. Marketing, basic or intermediary IT, and software skills are also often trained externally. Technical or job-specific skills are also sometimes trained externally, although specialist skills such as these are more often taught internally60 . Along with administrative skills, specialist skills, including product software, appear to be where the main gaps exist in external training provision.
Short courses, typically of half a day, are the most popular form of external training, most likely because they are the least disruptive in terms of time away from the job. Longer courses (e.g. of more than two days) are not generally popular.
Digital workflow management and sector-specific use of software such as Adobe Photoshop are particular areas in which industry has expressed a desire for better training provision. There is particular demand for short (i.e. one to two days), highly targeted, sub-sector specific courses delivered to small groups, with the option for progression (i.e. from basic through intermediate to advanced). These courses should be supported by sufficient equipment and resources to allow for one-to-one tuition and hands-on practise, with a good quality set-up that includes professional camera systems, proofing devices, and calibration and profiling tools.
Although a huge number of generic Photoshop courses are available, these are rarely aimed at specific sub-sectoral needs. Often it is only parts of the course that are relevant to a person's skills and learning gaps. There is a wide variation in cost and no guarantee of the level of equipment that will be supplied.
Digital workflow management courses are urgently needed. Digital workflow is not just about colour management - a term that is widely misused and misunderstood. Colour management is only part of the process of digital workflow management and different parts of the sector need different levels of understanding to manage their digital workflow successfully.
At present there is also a lack of courses offering a good progression element. There are a huge number of basic and elementary courses, but not sufficient intermediate and advanced courses that build directly on previous learning or practical industry experience in the workplace.
Skillset is currently working to establish a number of accredited providers (both private training companies and colleges) who are approved to deliver courses to meet these needs and an Industry Working Group has been formed to establish delivery criteria and content requirement. However this Working Group is aware that there are other issues regarding industry acceptance and recognition of both specific training and respective qualifications that also need to be addressed in the near future.
The main professional associations and bodies (the British Institute of Professional Photography - BIPP, the Master Photographers Association - MPA, the Society of Wedding and Portrait Photographers - SWPP and the Royal Photographic Society - RPS) all offer membership qualifications at different levels, awarded after peer assessment of portfolio submissions. All these organisations offer training courses and seminars to members to support their progression through the different levels and the resulting awards are much sought after and respected within the photography sub-sector.
57 Photo Imaging Employer Survey 2005, Pye Tait for Skillset, September 2005
58 Skillset Focus Groups, July 2005
59 Photo Imaging Employer Survey 2005, Pye Tait for Skillset, September 2005
60 Photo Imaging Employer Survey 2005, Pye Tait for Skillset, September 2005
Vocational Courses and Qualifications
Employers generally consider vocational qualifications to be more valuable than other types57, although there is some concern that there may be too much training and not enough education, resulting in a lack of basic level skills - and a perception that too many people 'can run but cannot walk'58.
NVQs (National Vocational Qualifications) and SVQs (Scottish Vocational Qualifications) are available at levels 2, 3 and 4 in Photo Imaging through a variety of pathways. These are work-based qualifications that assess a person's ability to perform the skills and competencies that are required for a particular job role. They are based on National Occupational Standards and are developed through consultation with industry practitioners.
However, the N/SVQ model is considered not necessarily to be the best solution for all parts of the sector. Small companies and individuals in particular have stated a preference for a modular style of learning that takes account of prior experience and Skillset is currently working with City & Guilds to research the needs of learners, employers and training providers in respect of Photography-related vocational qualifications. There is also a demand for access to relevant, industry supported courses with a formal, progressive structure, such as is provided by Foundation Degrees.
Skillset is currently developing a Foundation Degree Framework for the sector, which has been repeatedly requested by Further Education Colleges and Higher Education Institutions and which is designed specifically to meet the needs of industry. This framework will advise on the creation of Foundation Degrees that will help to address both skills gaps amongst new entrants in core areas such as enterprise, project management, problem solving and self-management, and the skills needs of those already working in the industry but with no formal qualifications. It will also encompass the requirements for continuing professional development, especially in the application of new technologies.
Working in close consultation with the Photo Imaging sector and building on the work of PINTO (the old Photo Imaging National Training Organisation), Skillset has already developed an Apprenticeship framework in Photo Imaging. This offers an Apprenticeship at Level 2 or Level 3, and contains a number of pathways that enable the apprentice to develop occupational skills specific to key job roles. This framework has proved very popular is Scotland and is delivered through a private training provider, Fotoforce, and funded by Scottish Enterprise.
The framework for England and Wales was approved by the Learning and Skills Council (LSC) in October 2004. In response to the high level of learner enquiries received on a regular basis, Skillset is currently working to establish a similar delivery and funding mechanism to that available in Scotland. This is proving exceptionally difficult though, as the LSC is unwilling to offer contracts to any new private training providers - instead, funding for the programme will only be considered if it is through an existing LSC recognised provider or an established Further Education College. In order to use private providers with peripatetic assessors - which offer greater flexibility to manage the training needs of micro businesses and SMEs - the only option is to develop franchise agreements between Colleges and private providers. However, this is often an unviable option for a private provider, due to the large percentage cut taken by the college drawing down the funds. Skillset is currently working to explore ways to resolve this issue.
Private Training Providers
Around a third of companies report using private training providers, either in the form of in-house training from an external contractor or via off-site courses or seminars59 . However, these are amongst the least popular methods of skills acquisition and maintenance - in-house training by staff, and mentoring by colleagues being far more widespread.
The main barriers to use of external training are a perceived lack of suitable training provision, and cost. In addition there are concerns that training providers may not be sufficiently up-to-date and may not be able to provide the specialised training needed by employers. However, employers do appear to be most comfortable approaching external training providers for advice about training and are generally well informed about local provision. Private training providers are perceived to be the most willing to tailor their services to meet specific needs.
The skills most commonly trained externally tend to be transferable ones - most notably Management skills. Marketing, basic or intermediary IT, and software skills are also often trained externally. Technical or job-specific skills are also sometimes trained externally, although specialist skills such as these are more often taught internally60 . Along with administrative skills, specialist skills, including product software, appear to be where the main gaps exist in external training provision.
Short courses, typically of half a day, are the most popular form of external training, most likely because they are the least disruptive in terms of time away from the job. Longer courses (e.g. of more than two days) are not generally popular.
Digital workflow management and sector-specific use of software such as Adobe Photoshop are particular areas in which industry has expressed a desire for better training provision. There is particular demand for short (i.e. one to two days), highly targeted, sub-sector specific courses delivered to small groups, with the option for progression (i.e. from basic through intermediate to advanced). These courses should be supported by sufficient equipment and resources to allow for one-to-one tuition and hands-on practise, with a good quality set-up that includes professional camera systems, proofing devices, and calibration and profiling tools.
Although a huge number of generic Photoshop courses are available, these are rarely aimed at specific sub-sectoral needs. Often it is only parts of the course that are relevant to a person's skills and learning gaps. There is a wide variation in cost and no guarantee of the level of equipment that will be supplied.
Digital workflow management courses are urgently needed. Digital workflow is not just about colour management - a term that is widely misused and misunderstood. Colour management is only part of the process of digital workflow management and different parts of the sector need different levels of understanding to manage their digital workflow successfully.
At present there is also a lack of courses offering a good progression element. There are a huge number of basic and elementary courses, but not sufficient intermediate and advanced courses that build directly on previous learning or practical industry experience in the workplace.
Skillset is currently working to establish a number of accredited providers (both private training companies and colleges) who are approved to deliver courses to meet these needs and an Industry Working Group has been formed to establish delivery criteria and content requirement. However this Working Group is aware that there are other issues regarding industry acceptance and recognition of both specific training and respective qualifications that also need to be addressed in the near future.
The main professional associations and bodies (the British Institute of Professional Photography - BIPP, the Master Photographers Association - MPA, the Society of Wedding and Portrait Photographers - SWPP and the Royal Photographic Society - RPS) all offer membership qualifications at different levels, awarded after peer assessment of portfolio submissions. All these organisations offer training courses and seminars to members to support their progression through the different levels and the resulting awards are much sought after and respected within the photography sub-sector.
57 Photo Imaging Employer Survey 2005, Pye Tait for Skillset, September 2005
58 Skillset Focus Groups, July 2005
59 Photo Imaging Employer Survey 2005, Pye Tait for Skillset, September 2005
60 Photo Imaging Employer Survey 2005, Pye Tait for Skillset, September 2005
