Commercial adult learning: mountain skills

I spotted this poster in the men’s room at my favourite outdoor shop. Tiso’s in Glasgow has a cafe, making it a good place for a break on the drive over to visit family in Dunoon. It has offered outdoor skills training since 2000.

Tiso’s developed the courses as a by-product of its main retail trade. They are held across climbing and skiing sites across Scotland. A one-day course will set you back £85-£95. The main instructor is an experienced mountaineer who holds a Mountaineering Instruction Certificate, an award of Mountain Training UK.

If you want to know more, check out the details on https://www.tiso.com/courses

Adult learning in spy fiction: John Le Carré

Le Carré at the Zeit Forum Kultur, 2008, Hamburg

There’s a brief but telling mention of adult education in John Le Carré’s latest novel. Describing a character who has a left-wing father from a mining background, Le Carré adds that

His mother spent whatever free time she had from work at adult education classes until they were cut.

Le Carré is describing here a politically engaged self-improving working class milieu which he believes no longer exists, due in part to the erosion of public civic spaces of learning.

Agent Running in the Field is entertaining enough, but it’s unlikely to be judged one of Le Carré’s better novels, though its plot may resonate with the beliefs and fears of some Remainers. For the purposes of this blog, though, I will confine my comments to his very brief mention of adult education.

First, the author presents the weakness of UK adult education as a given; and while I think he is wrong about it, I understand that a lot of his readers will share this view.

Second, I’m encouraged that an author of his stature has actually noticed that UK adult education is not in great shape, and can assume that this observation will resonate with his readers. Maybe someone should be signing Le Carré up as patron of a campaign for adult learning (while gently pointing out to him that it isn’t quite dead yet).

Education and the Brexit saga

One thing seems to be consistently clear in the debate over the UK’s relationship with the EU: our participation in the EU’s education and training programmes is set to continue. That shouldn’t surprise anyone, as all the main UK parties have said repeatedly that they would like our participation to continue. And now the political declaration attached to the latest withdrawal agreement confirms it.

What exactly this will mean in practice is another matter. Given its track record, the question of whether the U.K. Border Agency is capable of distinguishing between students and illegal immigrants at point of entry is a good one. And I have no idea whether we are reaching the end of the beginning in the never-ending story of Brexit.

Still, it seems clear to me that those who value international exchanges now have work to do if they are going to shape the scope and scale of future U.K. participation – especially if they are involved in areas other than the well-represented and lobby-rich sectors like schools and higher education.

France’s personal training accounts were a great idea – what is going wrong?

When the French government introduced its personal training account (CPF, compte personnel de formation) scheme in early 2015, it was in the hope of promoting an upsurge in reskilling. Yet according to a recent survey, less than a third of workers have opened up their online account, almost a quarter say they haven’t heard of the scheme, and only 7.2% have benefited from training under the scheme. What has gone wrong?

First, I should make clear that the survey shows signs of progress. While only 31% said they’d activated their account in the 2018 survey, that is up on a mere 20% in the previous year. Those who benefited have risen from 3.6% last year.

Still, compared with the government’s ambitions, these figures are sobering. They also contrast with the popularity of similar systems elsewhere; whatever you think of the British Individual Learning Accounts, they were certainly widely used. And to me, the idea of time off work to train with costs paid should be pretty appealing.

I don’t know why the CPF has failed so far to take off. It was well-publicised, and it is a reasonably generous scheme. Jobs are changing in France as elsewhere, and ever more will be affected as a result of digitiation, AI, and other tech changes, so upskilling makes sense for enterprises and individuals.

Perhaps it’s just that the accounts are simply unattractive to French workers? Or maybe the scheme is over-bureaucratic? If you know more, please let us all know!

 

 

What is new about Germany’s national strategy for continuing education?

Well, the first thing that is new is the fact that it exists at all. Under the German federal constitution, responsibility for education lies with the individual states (Länder) and the federal government (Bund) is cast in a largely supporting role. The new strategy is the first of its kind, jointly produced by the Bund, the Länder, employers, and labour unions.

“Sharing knowledge, shaping the future, growing together: National Strategy for Continuing Education”

The rationale offered for this spirit of cooperation is digitisation. One much-cited study claims that a quarter of German employees work in occupations at high risk of replacement through the new technologies, and that report is duly mentioned in the new strategy.  The focus here is on workplace skills as a means of tackling the challenges of digitisation for individuals and enterprises alike, with a particular focus on small and medium sized firms and on the least skilled workers.

The strategy sets out ten ‘action goals’, and commits the partners (federal ministries for education and labour, Länder, employers, unions) to putting them into practice. These goals are:

1. Supporting the transparency of continuing education possibilities and provision.
2. Closing gaps in support , putting new incentives in place, adjusting existing support systems.
3. Strengthening comprehensive lifelong educational advice and skills guidance, especially in SMEs.
4. Strengthening the responsibility of the social partners.
5. Testing and strengthening the quality and quality evaluation of continuing education provision.
6. Making visible and recognising workers’ prior skills in vocational education.
7. Developing continuing education provision and certification.
8. Strategic development of educational institutions as skill centres for vocational continuing education.
9. Strengthening continuing education staff and preparing them for digital change.
10. Strengthening strategic foresight and optimising continuing education statistics.

if anyone wants more detail of these broad goals and their implementation, let me know.

Imp-lementation starts after the summer break. Responsibility for overseeing progress against these goals is being handed to a national committee of the partners, which is charged with producing a joint progress report in 2021. At the same time, the Organisation for Economic Cooperation and Development has been asked to produce a national report on continuing education in Germany.

Those who look for a broad and civic approach to lifelong learning will not find it in this strategy. Its focus is aimed entirely at change in continuing vocational education, with a view to reducing the rigidities of Germany’s skills system, and promoting greater labour flexibility flexibility in the face of tech change, and digitisation in particular. As a strategy for upskilling, though, it’s an enormously interesting development, and given Germany’s wider influence in Europe and beyond, it’s worth watching closely.

Germany’s National Strategy for Continuing Education

For the first time, Germany now has a national strategy framework for continuing education. In Germany’s federal system, responsibility for education policy lies with the Länder, who are understandably reluctant to cede ground to the federal government. To date, each Land has developed its own policies for adult learning and education, albeit in consultation with the other Länder as well as with other partners.

In this post, I am summarising the official press release announcing the new strategy. I’ll look at the strategy, and comment on it, next week. Meanwhile, I hope you find this outline useful.

Anja Kurbiczek, Federal Minister for Education and Research

The new federal strategy has been agreed, following protracted negotiations, between the federal education ministry, the Länder, trade unions, employers’ associations, and the federal labour agency. Decisive in creating the new consensus was the shared concern over Germany’s ability to seize the opportunities of the Fourth Industrial Revolution, and in rparticular to adapt to global developments in digitisation.

According to Anja Karliczek, the federal minister for education and research, the new conditions require a pervasive culture of continuing education. “Continuing education in one’s career must in future be part of everyday working life”. More specifically, the government plans to create a digital platform for vocational continuing education, improve the validation of informal learning, and raise significantly the state loans for learners.

The press release is available at https://www.bmbf.de/de/nationale-weiterbildungsstrategie-beschlossen—gemeinsam-fuer-eine-neue-8860.html

Adult learning and social mobility: the state of Britain

The Social Mobility Commission (SMC) has published its most recent ‘state of the nation report‘, in which it concludes that social mobility in England is stalled. It provides evidence to support this claim, and then goes on to consider a number of reasons for this stagnation, with recent changes in the education system being the largest.

 

Their analysis encompasses adult learning, where the Commission has a number of criticisms of current policy as well as constructive suggestions for the future. Some of these come in discussions of other educational sectors; their discussion of early years education, for instance, looks at qualifications and career structures for the (overwhelmingly female) workforce, and at the importance of family learning in giving small children a strong start; the section on further education also looks at teacher recruitment issues.

When it comes to adult education and training, the Commission draws heavily on its own study of the adult skills gap, which it issued in January 2019. This showed that the least skilled are the least well placed to access opportunities for upskilling, at a time when the fourth industrial revolution is starting to impact most on the least skilled jobs.

The most highly educated, meanwhile, find it relatively easy to refresh their skills and qualifications. The report notes that this appears to be as true of open education programmes such as MOOCs as it is of more conventional opportunities. The consequences, if things are left as they are, will be that adult learning serves as a block to social mobility rather than an enabler.

And all of this following a period in which, as the Commission notes, ‘almost all forms of adult education are in decline’. They produce figures showing that the UK spends two-thirds of the EU average on adult training, well below that of such comparable economies as Germany and France. They show that regional imbalances increase problems of accessing training, and note that those who are most likely to move between regions are the most advantaged. While the new national retraining scheme for England may have potential, they note that it will need to be both large and highly targeted if it is to have the impact required.

While the SMC has no remit to improve social mobility in Wales and Scotland, it notes that while challenges remain, neither has seen the same stagnation as is evident recently for England. They note that the Scottish Government has reponded to a steep decline in on-the-job training with a £10m in-work training programme, while the Welsh Government’s employment policies include proposals for skills and training.

So far as England is concerned, the SMC’s main recommendation for adult learning is that the Government should follow the action plan set out in the SMC’s report in January 2019, and in particular that it should ‘equalise adult education funding with EU statistical averages and reduce the underspend of its adult education budget through more flexible funding structures’. The new regional combined authorities have powers to achieve greater flexibility, but it will be for national overnment to release additional spending.

Clearly, then, the report offer much to encourage those of us interested in adult learning. Of course it focuses largely on adult learning for or in work, but that is for the obvious reason that our occupations tend to shape our life chances. More seriously, the current obsession with Brexit among politicians of all colours probably means that the SMC’s report will have a marginal influence on policy in the immediate term.

But with several committees of inquiry beavering away currently on lifelong learning policy, the SMC has provided further evidence of the wider benefits and policy importance of adult learning. It also provides fresh food for lobbying and advocacy at local and regional level.