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TUC Learning Services

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www.learningservices.org.uk

quality IAG in union

Editorial
Design
Print
Martin Moriarty, Astrid Stubbs
wave.coop
Creasey Flood
learning projects
09/04/3K

www.learningservices.org.uk
www.tuc.org.uk
 “Good quality IAG
is absolutely
central to the
development of
workplace
learning projects.”
What’s the best course for me?
foreword Where can I go to do my learning?
How do I take the next step in my career development?
These are just some of the questions facing learners in
the workplace – and it’s to their union learning
representatives that they turn for the answers in the
form of information, advice and guidance.
Good quality IAG is absolutely central to the
development of workplace learning projects. It’s what
ensures learners find the course best suited to them;
start at the right level; and study at a time and place
that’s most convenient.
Photos: above © Martin Jenkinson
below © Paul Herrmann
That’s why dozens of union branches, learning initiatives
and career advice partnerships have worked towards
and achieved the matrix Quality Standard, a process
which ensures the continuous development of their
IAG services.
All of them have benefited from the help TUC
Learning Services has been able to provide through our
national IAG project, with funding from the Learning
and Skills Council.
With the considerable expertise we have amassed in
recent years, we’re able to support union projects
working towards the standard by training their project
workers and ULRs in IAG, preparing them for the
assessment and supporting their development beyond it.
The dozen case studies in this folder show what can be
achieved with the help of TUC Learning Services, local
IAG Partnerships and the Employment NTO, which is now
responsible for the development of the matrix Standard.
I hope that they help inspire projects throughout the
union learning world to continue to further improve the
all-important IAG they offer their learners.
Liz Smith
national officer
TUC Learning Services
 “The whole matrix process
was really positive. It
supported us in our
development, in setting
up a quality framework
and in working together
as a team.”

Photos © John Jones

case study
Partners in progress
And the verdict on its work? “Effective partnerships
have been developed with a range of providers,
professional groups and agencies to ensure that their
clients receive the most appropriate training and
learning opportunities," said the matrix report on
the centre.

Building on this success, a small group of learners

was allowed time off to undertake a maths and
English programme as a pilot, with the support of
CityBuild management.

The pilot received second year funding from the

Success with learning
projects has come thick and
fast in Newcastle – and it’s all
down to working together.
Newcastle City Council credits its acclaimed partnership
approach to workplace learning involving its trade
unions for gaining matrix.
Demand for learning led to the opening of the Brinkburn
learning centre, a learndirect access point within the
Trade Union Hub, offering free computer and basic skills
courses supported by centre staff.
Learning for All Fund and over 158 learners have now
taken up the offer of courses, with the project
receiving national acclaim.
Management and unions have now launched the
Learning Council Project across the whole authority,
which builds on the good practice and partnerships
already established through earlier initiatives.
The project has been able to to encourage people to
sign up for learning with funding from eQ8, the local
Employer Training Pilot which had already financed the
CityBuild Skills for Life scheme.
 case study

“The inspection was quite rigorous

but we particularly liked the
emphasis on user
feedback, which is really
important to us.

“Since gaining
matrix, we
continue to
receive support
from the
network, setting
targets for
continuous
service
improvement. One
of the Brinkburn
staff now has Level 3
NVQ IAG, provided by
the network, and we
intend to send more staff to
do Level 2 – eQ8 funding could
be available for this.

“Through eQ8 the City Council has released staff for
basic skills who would not otherwise have had release,”
explains Felicity Mendelson, project manager.
Newcastle City Council is now committed to the
development of essential skills for all staff and will
continue to work with eQ8 to reach its targets.
“The whole matrix process was really positive. As a new
centre it supported us in our development, in setting up
a quality framework and in working together as a team.
The process is ongoing – continuous service
improvement leading up to the next assessment."

The project is drawing in additional funding for

workplace-based learning ‘kiosks‘ providing computer
access and basic skills support.

“Even before Brinkburn Centre opened we were a

member of Tyne and Wear IAG Network. This was
really useful, as it holds regular meetings of all members
for information sharing etc,” says Felicity.
“Once we decided to go for matrix, we talked to a
quality adviser who supports providers through the
process. He visited us regularly while we were working
towards the standard, which was very useful as we were
a new centre. That helped us in our development,
quality framework and team working.
The Brinkburn Centre was officially
opened in May 2002 and became a
learndirect access point in November
2002, offering free computer and basic
skills courses. Since then, learning
opportunities in the city have flourished.
The Learning Council Project was awarded
matrix in May 2003 and receives
continued support from the Tyne and
Wear IAG Network.

Contact: Felicity Mendelson

project manager

learning.council@newcastle.gov.uk
0191 278 1946/7
 ”The passionate way in
which they promote
and encourage
learning opportunities
is infectious and has
spread.”
case study Firm foundations
Bricklaying, plastering and
plumbing are among the
many lifelong skills now on
offer to Manchester City
Council staff.
Photos © Paul Herrmann
Bargaining 4 Skills (B4S), Manchester City Council’s
award winning partnership between unions and
management in the Environmental and Operational
Services Division, is making a daily difference to the
lives of thousands of staff.
B4S aims to supply information, advice, guidance and
support to employees on lifelong learning issues.
That means more than 4,500 people working for the
division are able to access anything from essential skills,
updating courses on literacy, numeracy and IT as well as
ESOL and multi-skilling courses in bricklaying,
plastering, block paving, plumbing, joinery and
electrical installation.
Through the two B4S learning centres in the city, the
partnership also offers access to learndirect courses,
which are free to employees and their families.
"We live in an ever-changing world and we have to be
prepared to update our skills and knowledge and keep
abreast of technology and legislation that may affect our
employment and employability. ULRs have a unique
relationship with their membership because they have
their trust, confidence and interests at heart,” says B4S
co-ordinator Peter Shepherd.

"All ULRs ensure confidentiality and are committed to
the initiative. We are from different unions but in the
network meeting and where B4S is concerned, we are
all TUC ULRs who will offer advice and support and also
protect the lifelong learning interests of every individual
involved. I feel proud of the group and the initiative."
One beneficial spin-off has been the steady
improvement in industrial relations: "Since the inception
of B4S in July 2000, it has not only helped recognise and
meet individual employees’ needs but has also helped
with industrial relations in some sections of the
department," he says.
B4S was awarded the matrix quality standard in 2002.
The assessment report gave glowing praise to the B4S
team: “It is evident that the success of the project is a
result of the enthusiasm and commitment of the
team.The passionate way in which they promote and
encourage learning opportunities is infectious and has
spread not only to the strong network of learning
representatives but to those who have benefited from
the scheme, particularly workers on the shop floor, who
are now actively involved in encouraging and assisting
others.”
case study
As if that were not enough, the team has also been
recognised with a Manchester City Council Award of
Excellence for continuous improvement.
And as if to prove it is constantly improving, the project
hopes to open a third learning centre in the town hall
which will allow thousands more staff to acquire the
learning habit.
In addition it is targeting the division’s 500-plus part-time
workers, which will involve finding ways to support staff
who not only work many different shifts but who may
also have issues with essential skills and/or have English
as a second language.
Bargaining 4 Skills was established in
September 2000, covering staff in the
Environmental and Operational Services
Division of Manchester City Council.
The project was awarded matrix in 2002
and is now looking to extend services with
a new learning centre reaching out to
thousands more staff.
Contact: Pete Shepherd
coordinator
p.shepherd@manchester.gov.uk
0161 908 5811
 “Gaining matrix has helped
ensure a higher quality of
management and
service delivery for the
benefit of members and
potential members.”

Photos © Martin Jenkinson

case study Exchange students

Most people are given information and advice about

computer courses, particularly learndirect computer
courses, since the Exchange began delivering IAG in
2003.

The LLE’s IAG service uses a number of information

sources that help clients to decide on what they want to
do in terms of learning, training, finding a new job,
careers and redundancy support. These sources include
websites like Worktrain and learndirect Futures, career
books such as Occupations, and contacts with partner
organisations.

The LLE gained matrix in October 2003 with funding for

the accreditation provided by the TUC national IAG
project.

“Being partners of the Leeds Network helps to get LLE

Gaining matrix has helped a staff members to meet other members of the local
new TGWU centre improve learning community at network and steering group
meetings. Because the LLE has a regional agenda, it is
its services to learners in also developing partnerships with adult education
providers and other IAG networks apart from those in
Leeds. Leeds,” says regional education officer Mick Bond.

The Leeds Learning Exchange at the TGWU’s new

Northern regional office is open to TGWU members,
their families and potential members and also supports
other learning centres.

“Gaining matrix has helped the LLE ensure a higher
quality of management and service delivery for the
benefit of members and potential members. It verifies
the standard of our administration system and makes us
more professional as a team.
”Indeed, it demonstrates the success of the centre.
However, it also reminds us that striving for
improvement is an ongoing process and that we cannot
afford to rest on our laurels.
“The delivery of life skills courses to TGWU members is
a key LLE aim, and the LLE’s appointment of a life skills
tutor is expected to rapidly progress this aim over the
next year and beyond.
case study
“Apart from the excellent advice that it provides, LLE
staff and ULRs are also given the opportunity to gain
qualifications in information and advice to adult learners,
basic skills awareness and CV writing. ”
The Leeds Learning Exchange opened on
November 15 2002 and is one of a
number of Trade Union Hub learndirect
centres.
It was awarded matrix in October 2003
with funding for accreditation paid for by
the TUC national IAG project.
Contact: Mick Bond
manager
mbond@tgwu.org.uk
0113 236 4830
 "Having the matrix
standard means we are
able to demonstrate that
we are serious about
learning and that we
deal with learners’
aspirations in a
responsible and
professional manner."

Photos © Martin Jenkinson

case study In the fast lane

Recently the branch has been promoting its Skills for Life
agreements, which provide a framework for employers
and ULRs to develop a systematic approach to learning,
with the emphasis firmly on building capacity in the
workplace.

The agreements work well when they are underpinned

by a genuine partnership approach that harnesses the
resources of local training providers, vocational training
providers and local learning and skills councils.

"We try to adopt an approach that recognises that each

company is different. We spend a long time listening to
our ULRs and the employer before we enter an
agreement and start developing learning facilities on-
Taking learning direct to site,” explains branch training and education manager,
people via a roadshow has Dave Jeffery.

put the GPMU streets ahead.
The GPMU Central Midlands Branch was one of the first
unions to gain matrix accreditation for its information,
advice and guidance to adult learners.
Little wonder when you find out that the standard
applies to the branch’s Learning Zone initiative, which
provides a learning centre at the branch office as well as
a range of other learning services, including a learning
lorry for employees in the print and graphical
communications sector.
“Having the matrix standard means we are able to
demonstrate that we are serious about learning and that
we deal with learners’ aspirations in a responsible and
professional manner,” he says.
Dave and his colleagues Julia Laird and Judith Alcock
recently took Derbyshire LSC’s Learning Lorry to Amcor
Flexible Packaging’s Crompton Road site in Ilkeston,
Derbyshire.

This gave them the opportunity to meet employees off
different shifts and to offer an IAG service on site.
The Learning Lorry is part of Derbyshire LSC’s strategy
for promoting their Employer Training Pilot Valu£able
Skills. It is equipped with 12 laptops with internet access
and provides a comfortable mobile learning facility.
"It is important that we take learning directly to people
and it is an approach that we encourage our partners in
training provision to adopt. It is difficult for our
members, a lot of whom work shifts, to attend college in
the same time slot week after week. Things are getting
better. Colleges are more imaginative and flexible. But it
has to be at the forefront of our minds when we are
giving advice to potential learners," Dave says. "It is
helpful to be a member of the various local IAG
partnerships. In doing so we can be confident that we
are pointing people in the right direction."
case study
The GPMU Central Midlands Branch was
one of the first unions to gain matrix.
The standard applies to the branch’s
Learning Zone initiative, which provides a
learning centre at the branch office and a
range of other learning services for
employees in the print and graphical
communications sector.
Contact: Dave Jeffery
training and education manager
davegpmumids@hotmail.com
0115 958 5688
 "Gaining matrix was
fabulous for us
because it opened the
door to involvement
with IAG, with
resources and people
who could help us."

Photos © John Jones

case study Northern lights

The project got up and running with the union in

Northumberland and at that point Pam was the only
project worker.

But with 350 learners taking courses mainly in

computers, matrix was gained within just six months,
accompanied by much praise for the project’s equality
of access.

The following year, the project spread to Tyne and Wear

and from there to Cleveland and now Durham, in the
process changing its name to the North East Fire
Brigades and FBU Partnership Learning Project.

So successful has it been that it is now being used as a

model of best practice as it rolls out nationally across the
union, which in turn will seek matrix accreditation.

"Gaining matrix was fabulous for us because it opened

Success of a regional learning the door to involvement with IAG which is the best thing
project has spread like we ever did. It opened the door to resources and to the
people who could help us, for instance with resources
wildfire across the FBU. for a learner who is disabled," says Pam.

When the learning services offered to firefighters and
their families in the north-east were recognised with the
matrix standard for their quality and excellence, project
manager Pam Walton little expected it would be used as
a model for the whole union.
Benefits of matrix include becoming a member of the
local IAG partnership, information sharing, plus financial
help with courses, she says.
 case study

It also offers the chance for an input at regular monthly

meetings with the local LSC, which in turn provides The North East Fire Brigades and FBU
resources, for example with promotional materials, flyers Partnership Learning Project was awarded
and so on. matrix for its services in 2002 and is now
being rolled out as a model of excellence
"We would go for matrix again. It’s an excellent across the whole union.
benchmark and when you are dealing with the FBU
where people have staunch training backgrounds you Contact: Pam Walton
can’t just walk in and wing it – you have to have a quality project manager
mark behind you for them to respect you and have the
credence behind what you are offering." fbulearn@aol.com or
pwalton@northumberland.gov.uk
Pam also praises Chief Fire Officer for Northumberland
07876 583132
Brian Hessler as a major partner in the scheme."Without
his backing this would not have happened," she adds.
 “The government’s Skills
Strategy states that all LSC
funded IAG providers
will be required to be
accredited against the
matrix standard so, once
again, unions are ahead
of the game.”

Photos © Sean Hernon

case study Cornish cream

Ros Prigg, Usdaw ULR at Tesco’s in Penzance, got to

From learning to make work straight away after completing her TUC ULR
Christmas cards to life training course.

changing computer courses, She gently persuaded 20 colleague to register for an IT

course, which resulted in each developing IT skills to
hundreds of Cornish enable them to design their own Christmas cards just in
employees are on the time for the course to finish in December.

learning ladder thanks to Some 13 out of the original 20 learners have now
enrolled and started a CLAIT course, which will give
strong union partners. each of them a Level 2 qualification in ICT.

Their story is just one example of how, in a little over two

and half years, TUC Learning Services in Cornwall has
seen remarkable progress on the learning front.

From a very low base, the Objective 1 supported Project

has helped to create a network of 80 ULRs and offered
the opportunity for over 1,000 union members to
benefit from learning.

It’s also been involved in 11 ULF projects, five Learning

Works for All projects and one GPMU/LSC project. Four
major conferences have been held and a union voice has
been heard on important partnership bodies throughout
the county.

In Cornwall, trade unions are now seen as key partners
in promoting workforce development and the learning
agenda.
"The success of the project has been very encouraging.
Ordinary union members are bringing a real enthusiasm
to learning and helping to upgrade skills and transform
lives," says co-ordinator Geoff Hale.
TUC Learning Services Cornwall gained matrix
accreditation for the delivery of IAG from its team to its
network of ULRs. “We are very proud to have achieved
the standard, especially as we are the first organisation
in Cornwall to have done so!“ says Geoff.
“The benefit of matrix to our team has not just shown
areas where our processes work well, but also ones that
we can improve upon, and as the accreditation takes
place every two years, it means that we can’t rest on our
laurels and assume that everything we do is fine!
“Having matrix means that we are now full partners in
GO4, the local IAG Partnership in Devon and Cornwall,
gaining access to free training for the ULRs provided by
GO4, if they require it.
“We also sit on the strategic planning group, the key
decision-makers in the partnership. The LSC, local
providers, Jobcentre Plus and Connexions also sit on this
group, enabling our profile to be raised among such
important groups.
case study
“The main beneficiaries from matrix accreditation are
our network of ULRs and their members, knowing that
the information and advice that we give them will be of a
high standard. Even if we can’t answer their query, we
will endeavour to signpost them onto somebody who
can.
“The government Skills Strategy states that all LSC
funded IAG providers will be required to be accredited
against the matrix standard so it would appear that,
once again, unions are ahead of the game and that we
mean business and should be taken seriously when it
comes to workforce development.”
April 2003 saw TUC Learning Services
Cornwall gain matrix for the delivery of
IAG to its network of union learning
representatives.
The project is now entering a new phase
with the support of the TUC’s EQUAL
Project, addressing fundamental issues,
including: how the work of ULRs can be
best sustained; how the need to develop
ULR skills can be taken forward; and how
unions can be more effective in promoting
learning within a rural population.
Contact: Geoff Hale
coordinator
ghale@tuc.org.uk
01209 611604
 “"Branch members can
come to the learners’
surgeries held every
Friday in the branch
office and discuss
any aspect of
learning, from what
course to go on to
how to fund it.”

Photos © John Jones

case study Caring for the community

Although the project originally started at ready meals

manufacturer Fenland Foods, it’s now expanded to
include all the sites within the community branch
boundaries, particularly the two other major workplaces
where the union has recognition, poultry processing
firm GW Padley and the Vaculux mouldings plant.

“We’ve been running a Saturday morning literacy and

numeracy class in the branch office, and none of the
learners come from Fenland Foods, they’re all from other
workplaces, so it is now definitely a community-based
project,” says branch training and development
co-ordinator Mark Bartlett.

It’s also clearly a successful project: one of the GMB

The GMB Grantham members on the Saturday course is Margaret Leeton,
who won the East Midlands learner of the year award
Community branch offers from TUC Learning Services earlier this year; and the
tutor is a union member whom Mark encouraged onto a
members and potential City & Guilds basic skills teaching course at Grantham
College.
members the chance for
personal and professional Branch members can come to the learners’ surgeries
held every Friday in the branch office and discuss any
development through its aspect of learning, from what course to go on to how to
fund it.
four-year-old working
learning project.
 case study

“At Fenland Foods, we deal with an

agency in Lincoln who supply
workers, most of whom are
non-EU nationals, so
we’re trying to set up
an English for
Speakers of Other
Languages course
for them,” Mark
says.

“We’re also able

to refer them on
for further help to
the IAG
Partnership and
the Lincoln Learning
Shop learndirect
centre.”

It can take time to build up

trust with workers who can
often be worried about their
residency status.

“We let them know about the sessions in the branch
newsletter which we produce every six to eight weeks,
we send posters round to the workplaces, and there’s
word of mouth, as well,” he says.
But the project has also reached out to dozens of other
potential learners by offering information and advice to
people visiting the local shopping centre one day during
Adult Learners’ Week as part of a Lincolnshire & Rutland
IAG Partnership initiative.
“It’s getting bigger and bigger all the time – last year,
there were only around nine organisations taking part,
this year there were 14,” Mark says.
“Grantham College, Yes 4 Learning, the Jobcentre,
Action for Employment, the local library – they were all
encouraging people to get enrolled on courses, whereas
we focused on learning in the workplace.”
With agricultural and food industry jobs attracting
considerable numbers of asylum-seekers and refugees
arriving into the area, Mark is keen to offer information
and advice about learning opportunities that could help
the migrant workers.
The branch is aiming to recruit a couple of union
learning representatives from among the migrant worker
groups. “If we can crack that, we’ll really prove that
we’re a union which cares for people, regardless of
where they come from,” Mark says.
The Grantham GMB branch originally
launched its workplace learning project
Recipe 4 Success in partnership between
the union and the ready meals supplier
Fenland Foods in 2000.
The branch was one of the first union
projects to secure matrix accreditation in
autumn 2002.
Although the branch secured backing from
the government’s Union Learning Fund
when it was first set up, it currently
receives no substantial external funding.
Contact: Mark Bartlett
GMB Grantham Community branch
Training and development co-ordinator
01476 591870
 “With vocational training
a major issue in the
industry, the centre
has been offering
courses in industry
standard software at
reduced rates to
GPMU members.”
case study Full colour learning
The Leeds & Central
Yorkshire branch of print
union GPMU offers a full
information, advice and
guidance service to everyone
using the learning centre in
the branch office.
Photos © Martin Jenkinson
The centre, which secured matrix accreditation in 2003,
has helped over 200 members brush up their reading,
writing, maths and IT skills and press on with their
professional development.
But because it’s open to everyone, not just members of
the union, it’s also been able to help dozens of non-
members access learning opportunities as well.
The centre concentrates on Skills for Life and IT courses,
according to co-ordinator Dave Mitchell, who started in
post in May 2004, having been a union learning
representative at a local print firm for a couple of years.
The Skills for Life and introductory IT courses run on
Thursdays, while the more advanced IT courses are
taught on Mondays, but learners are also free to drop in
to use the facilities at any other time during office hours.
The centre takes promotion seriously. “It’s the marketing
that makes sure people know we exist, and that we have
facilities here that they can use,” Dave says. “If they
don’t know we’re here, we can’t help them.”
Once they do come through the doors, they can talk to
Dave about what they’re interested in learning, and he
can suggest what they need to do next – whether that’s
a course at the centre or study with a partner
organisation or a provider from the Leeds IAG Network.

If they sign up to do a course at the centre, they take a
Skills for Life assessment screening to check what level
they’re working at first.
But if they need to study elsewhere, Dave is able to help
point them in the right direction.
“Sometimes people come in wanting to do plastering, or
HGV driving, and we can source some courses for them
through our contacts and resources,” he says.
With vocational training a major issue in an industry
where too many companies plug their skills gaps by
poaching from the competition, the centre has been
offering courses in industry standard software including
Adobe PhotoShop, Quark XPress and Microsoft
PowerPoint on a Saturday morning.
The courses, which are subsidised by the GPMU, are
available to both members and non-members, although
members are charged a discounted rate.
case study
The network has been able to provide a lot of practical
support to the centre, through meetings, courses and
resources – Dave did a dyslexia awareness course
through the network – and it’s also funding him through
his Level 3 NVQ in IAG jointly with the branch.
The Leeds & Central Yorkshire GPMU
learning centre opened in 2002 in the
branch offices in Leeds, as part of the
branch’s Life Skills Through Online
Learning project, with money from the
government’s Union Learning Fund.
It secured matrix accreditation in 2003
and has received support from the TUC
Building Opportunities through Workplace
Learning (BOWL) Equal project.
Contact: Dave Mitchell
learning centre co-ordinator
postmaster@gpmuleeds.plus.com
0113 243 6687
 “Offering the IAG
service has helped
promote learning at
the city and county
councils, especially
among people
wanting courses in
English for Speakers of
Other Languages.”
case study Working in partnership
The GMB is working with
Leicester city and county
councils to promote Skills for
Life courses for staff through
the government’s Employer
Training Pilot initiative.
Photos © Roy Peters
“We’re used to partnership working in the GMB, it’s part
of our ethos,” explains branch equality officer Dave
Towers. “It’s a lot easier being a partner than someone
on the outside knocking on the door trying to get in: it’s
like the difference between being invited to a party and
having to gatecrash!”
In the first 12 months of the new scheme, 280 staff have
attended open days about the training, and 70 have
signed up for the corporate programme on essential
skills and 22 for communication skills.
“We’re keen to make people aware that these courses
are available: it’s word-of-mouth from colleagues, or
people saying ‘Why don’t we do this together?’ that’s
usually most effective,” he says.
“Our priority is supporting members who need Skills for
Life, communication skills and ESOL courses – that’s
where the effort’s going and that’s where it’s most
rewarding.”
The branch is also continuing to offer its information,
advice and guidance service to members – which is
proving particularly useful at a time when both city and
county councils are undergoing further restructuring.
 case study

One of the first union projects to gain the matrix quality

standard in autumn 2002, the branch has been busy
embedding the principles in its information,
advice and guidance work and developing
strong links with Gain.

“Our local IAG Partnership is excellent and

we have full involvement,” Dave explains.
“We attend their meetings and seminars,
and I’m on their quality group which
builds links with all the other partners.”

The branch is also regularly called upon to

share its experience with newer projects:
Dave has recently helped Midlands TUC
Learning Services support a Skills for Life
initiative at precision rubber firm Dunlop.

“It’s been a busy four years, but it’s been a success

story,” says Dave.

“Local government is going though a period of change,

departments are being reorganised and people’s jobs
The GMB in Leicester kicked off its lifelong
are at risk,” Dave says.
learning work four years ago with
Leicester Learning Links, a programme of
“But we’ve got expert advice available that can help
reading, writing, maths and IT courses for
people formulate a CV, or think about their skills and get
staff at the city and county councils, with
support to apply for internal jobs or try elsewhere, which
money from the government’s Union
is one of the essential things that we’re all about –
Learning Fund.
supporting our members to stay in work.”

The branch is now continuing that work in

Most of the signposting work is done from the branch
a joint initiative with the local authority
office. “We’ve got all the contacts with Leicester
employers and the Learning and Skills
College, with the lifelong learning department at the city
Council, using money from the
council and with Gain, the Leicester and Leicestershire
government’s Employer Training Pilot
IAG Partnership,” Dave says.
scheme to help staff access free Skills for
Life and training up to Level 2.
Offering the IAG service has helped promote learning at
the authorities, especially among people wanting
The branch achieved matrix accreditation
courses in English for Speakers of Other Languages,
in 2002.
Dave reckons.

“We had some members who came forward needing

Contact: Dave Towers
equality officer
ESOL courses and we were able to help them study at
GMB L37 Leicester Services branch
Leicester College,” Dave says.
towerd001@leicester.gov.uk
“The trouble was that when it came to gaining
0116 223 4122
employment, they had no experience, so we
encouraged ESOL students to come into the branch
office and work one or two days a week and now two of
them have already left us because that experience we
were able to offer them has helped them get jobs
elsewhere.”
 “The project is able to
help staff with their
personal development
plans, which are
being introduced for
everyone on the NHS
payroll.”
case study Skills transfusion
The Morecambe Bay lifelong
learning project is now in its
fourth year of helping health
service workers improve their
reading, writing and IT skills.
Photos © Paul Herrmann
The project operates right across the trust’s three main
sites: the Royal Lancaster Infirmary in the south, Furness
General Hospital to the far west and Westmorland
General Hospital in Kendal to the north.
Since June 2003, there’s been a team leader covering
each of the sites: Edwena Mildner at RLI, Sue Brunton at
Furness and Sarah Booth at Westmorland (the initiative
was originally handled by a single project worker).
“It’s been easier having one team leader on each site,”
Sue reckons. “It’s good to have different people who are
familiar with the different learning cultures in each area.”
The project aims to offer broadly similar learning
opportunities on each site, but there are variations. “We
do try to offer as many of the same things on each site,
but we do make allowances for the different cultures
which means some people want different things,” Sue
explains.
The current trio organised a series of roadshows to
introduce themselves to staff when they took over and
let them know about the courses and support available
through the project.
All three of them attended each roadshow, as did many
of the ULRs, and representatives from partner
organisations were also on hand to help whet people’s
appetite for learning.
 case study

The trio find the New Frontiers

network meetings very useful
for keeping in touch with
what’s available. “Sarah
goes to the south
Lakeland meeting and
I cover the Furness
meeting, and we
share information
about what’s
going on,” says
Sue.

Network meetings
are definitely not
talking shops. “If
someone comes to
me needing advice on
changing careers, I won’t
be able to help them, but I
will know someone through
New Frontiers because of meeting
everyone at the network meetings, so I
can signpost them on to that person,” she says.
Anyone looking for information or advice about what’s
available can turn up at one of the weekly drop-in clinics
which are run at each site and advertised in the project’s
bi-monthly newsletter, on hospital noticeboards and Launched in October 2000 with money
through a global staff email. from the government’s Union Learning
Fund, the Morecambe Bay Lifelong
Staff can still approach their ULR about IAG, of course: Learning Project is helping many of the
and if the rep isn’t sure about anything, they can put the 5,000-plus staff with reading, writing,
person in touch with the appropriate team leader. maths and computer skills.

“Offering IAG at the workplace is good, because it’s The partnership comprises all the unions
where people spend a lot of their time and they often at the trust, including Unison, Amicus,
wouldn’t know where to go to get information the Royal College of Nursing and the
otherwise,” Sue says. Chartered Society of Physiotherapists,
the employers and local education and
Now that everyone on the NHS payroll should have a
IAG providers.
personal development plan, the project is able to offer
staff help on that score. The project achieved matrix accreditation
in 2003.
The ten-strong team of union learning representatives
meets with the team leaders once a month to keep
Contacts:
everyone up to date with new developments, and one of
the team leaders also attends the bi-monthly steering Sarah Booth
group meetings with representatives from all the unions, Sarah.Booth@rli.mbht.nhs.uk
the providers, New Frontiers and the project manager. Sue Brunton
Sue.Brunton@fgh.mbht.nhs.uk
Edwena Mildner
Edwena.Mildner@rli.mbht.nhs.uk
 “The project offers one-to-
one guidance sessions and
an email advice service
delivered by a 27-strong
team of working media
industry freelancers who
have been trained as
careers advisers.”

Photos © Philip Wolmuth

case study Making it in TV

And there’s also the skillsformedia website, a massive

Skillsformedia is a strategic resource full of information about working in the TV and
information, advice and film sector.

guidance service for the The initiative was originally launched as a careers advice
project by Bectu in 1999, with money from the
audio-visual industries, government's Union Learning Fund, and then expanded
developed through a into the current service through a partnership with
Skillset begun in 2001.
partnership between
“We work very closely with Bectu,” explains client
Skillset sector skills council services co-ordinator Sasha Kamenetski. “We provide
redundancy support in conjunction with union officials,
and film and broadcasting and Bectu members accessing our services receive a 50
union Bectu. per cent discount.”

The service runs a telephone helpline using 30 specially
trained learndirect advisers which people can call for
information about developing their professional skills or
moving on within the industry.
It also offers one-to-one guidance sessions and an email
advice service delivered by a 27-strong team of working
media industry freelancers who have been trained as
careers advisers (five of whom have recently joined the
service to provide specific expertise in film).
Feedback from service users is extremely positive.
Freelance TV producer Lisa Williams Callaway, for
instance, was out of work when she rang skillsformedia,
and the adviser at the other end of the phone was able
to set her up with a one-to-one session to map out a
strategy to make her more marketable for the jobs she
wanted.
 case study

Skillsformedia has recently raised its profile with all

the IAG Partnerships around the country
through an awareness-raising project with
funding from the Learning and Skills
Council, which proved useful,
according to careers co-ordinator
Adrian Tolson.

“We surveyed the Partnerships

to let them know what we offer
and find out what they needed
to know from us, and quite a
few told us they hadn’t
realised the range of services
we provide,” he explains.

The service is currently

exploring the possibility of
providing formal follow-up to the
on-to-one guidance sessions,
something it’s keen to do in the light
of feedback from service users, and also
wants to run more personal development
workshops for careers advisers.

Skillsformedia was originally launched to

“Talking things over with skillsformedia opened up a provide one-to-one guidance to
much wider variety of options and choices than I had experienced freelancers in the TV and
previously conceived, and I feel more optimistic about film industries.
my future career than I have in a long while,” she says.
It’s now developed into a strategic
The face-to-face sessions are open to people over 18, information, advice and guidance service
who have work experience in the audio-visual industries with a broader remit linked to Skillset's
or a media-related degree, which can help people break wider workforce development agenda and
into a sector where it’s notoriously difficult even to get the government’s Skills Strategy with the
your foot in the door. help of money from the government's
Union Learning Fund.
Budding scriptwriter Jason Mann, for example, was able
to get a free interview with a working scriptwriter by The project secured matrix accreditation
calling the skillsformedia helpline – a fantastic in 2003, with funding from the TUC
opportunity for a 20-year-old learning his craft while national IAG project.
working in a cinema.
Contacts:
“He proceeded to give me a load of detailed advice that
could only come from somebody (like him) who had
Sasha Kamenetski
actually been through the experience and walked the client services co-ordinator
walk,” Jason explains. sasha@skillsformedia.com
“I’ve always had faith in my ability, but never really Adrian Tolson
understood the mechanics of the process of getting my
work in front of the right people – now I do.” careers co-ordinator
adrian@skillsformedia.com
 "The process of
preparing for the
matrix
assessment has
convinced me
of its value: I'm a
real convert
these days!"

Photos © Janina Struk

case study Class act

Sometimes it’s union officials who contact the centre to

The trade union studies see what they can provide, sometimes it’s workplace
centre at Lewisham College reps keen to kick-start learning on the ground, and
sometimes it’s individual members – or even non-
in south-east London became members – who get in touch to find out what’s on offer.

the first in the country to “Someone might ring up saying they want to do the
secure matrix accreditation health and safety one-year course but it turns out that
they haven’t done stage one or two, so they don’t have
for the quality of its the knowledge about how all that fits together, which we
can help them with,” explains Rossina Harris, trade
information, advice and union studies programme area leader at the college.

guidance in 2003. “And sometimes people aren’t sure about what they
want: they might be a new ULR and we can advise them
The centre offers a wide range of courses to shop
where to start in terms of progression and make sure
stewards, safety reps and learning reps to a range of
they’re on the right course.”
union members in the south-east of the capital and
beyond.
Whether the initial approach is by phone, via email or
simply by someone dropping in, every contact is logged
As well as running courses on the Deptford campus, the
together with details of what IAG has been provided.
centre also supports workplace projects at Belmarsh
Prison, Canary Wharf and South Central Trains (a
“We keep a record of every phone call and every email
supported centre at the TGWU-ACTS office on the
that comes in and everyone who drops into the office,
nearby Greenwich Council site went independent in
and then we do a sample phone round of 50 per cent of
early in 2004).
them every three months to see whether they’ve
followed up on what we’ve told them,” explains Rossina.

“The ring-round is great, especially because we can then
identify the people who didn’t get what they wanted, so
we can make sure they do second time around; and if
someone hasn’t been able to take a course for some
reason, we can let them know when it’s next on, and
that helps keep the numbers up.”
A breakdown of the survey results shows that around 90
per cent have got what they wanted first time, with
some of the remainder taking a course with another
college or through their union instead, and some being
prevented for personal reasons or by uncooperative
managers.
It’s a system the centre put in place while preparing for
their matrix assessment. “We kept records before, but
we keep them meticulously now, and it’s proved very
useful, because we’ve got the figures to prove what
we’re saying!” Rossina says.
Working towards accreditation turned out well, she says.
“When I first heard about the Quality Standard, I didn’t
want to know, but the process of preparing for the
assessment convinced me of its value: you could say I’m
a real convert these days!”
case study
It’s also given the centre vital experience of its own to
use on its IAG course for union learning representatives.
“We’ve recently run one for Remploy reps where I was
able to pass on everything we’d learned in terms of
matrix, the Code of Principles and so on,” Rossina says.
The centre is set to help two of its staff gain an NVQ
Level 2 in IAG through the London IAG Partnership in
the autumn, another benefit from joining the network,
which has also promoted the centre’s IAG courses in its
own publications.
Lewisham College trade union studies
centre offers a range of customised
courses for shop stewards, health and
safety reps and union learning
representatives.
It secured matrix accreditation in
autumn 2003.
Contact: Rossina Harris
trade union studies programme area leader
Lewisham College
rossina.harris@lewisham.ac.uk
020 8694 3424
 Right directions
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London WC1B 3LS
020 7636 4030
info@tuc.org.uk
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