building on the legacy interns and hh
TRANSCRIPT
Interns 2011- 2014 and Heritage Horizons Trainees 2014 - 2016
During this time 3 cohorts of 20 individuals have been through programmes managed by MGS and delivered in partnership
with multiple host organisations
Each programme was substantially funded by HLF -
Skills for the Future fund
Interns programme designed specifically to get those without a post-graduate degree into the sector through a work based
training programme – this was a step-change for the sector
Heritage Horizons built on this by changing the demographic target group to be non-graduates – at
this point an accredited qualification was also designed specifically to provide the entry level skills needed in the sector
Each programme was a 12 month placement with a bursary
of £15, 000
Aims of the programmes were aligned to both those of HLFs Skills for the Future Fund, and
MGS’ priorities
AIMS – across both programmes
1. Provide a high-quality work based skills development opportunity to a
cohort of new entrants into the Scottish museums and galleries sector
2. Address gaps in the core skills in the Scottish museums and galleries
sector to meet current and future needs
3. Build the capacity of museum and gallery organisations to provide work-
based learning and development
4. Leave a legacy of training resources and skills in the Scottish museums
and galleries sector
5. Leave a legacy of a more inclusive culture in Scottish museums and
galleries
Interns Evaluation
• 90% of first cohort, and 60% of second cohort in related employment
• High quality candidates attracted, some described as “future leaders in the sector”
• High quality training programme developed
• Capability of participating museums and galleries to manage future internship programmes or
similar has been developed
• Importance of the bursary highlighted – essential to increasing diversity as it enables those who
could not afford to undertake unpaid volunteering/work experience/post-graduate study to
become part of the sector
Impact
On supervisors
Professional development
New, fresh perspectives and enthusiasm
On organisations
Developed staff skills
Developed partnershipworking
Positive impact on capacity
Legacy of new skills and approaches
On the sector
Early signs of cultural shift
Excellent employment rates suggest new entry routes
possible and beneficial
“The programme has begun to shift thinking within the
sector with regard to entry routes – previously most
sector organisations believed it was essential to have an
undergraduate degree and relevant Masters qualification
for even entry level jobs. The internship programme has
helped to make people aware of the high quality
contribution that can be made by those entering the
sector through another route.” Evaluation Report
a stronger programme
Flexible learning plan with less
onerous paperwork
Drive diversity and MGS to be a ‘challenger’ to
the sector
Keep on the job learning as
centralBursary a key component to
level the playing field financially
More structured learning and assessment
Going forward - after Interns - Trainees
For the value of the interns programmes to be continually enhanced the
legacy must continue.
MGS received new HLF Skills for the Future funding for the Heritage
Horizons programme in 2013.
Heritage Horizons is based on the successful structure of the Interns
programme but was:
- determined to use the past 2 cohorts as a springboard to further challenge
current entry routes by recruiting exclusively non-graduates
- to use both the work place based learning and to introduce the first
sector specific accredited qualification – the SVQ3 in Museums and
Galleries Practice
“there is an over-supply of graduates in relation to jobs,
yet graduates do not necessarily have the appropriate
skills for working in the industry”
The Creative & Cultural Skills Qualifications Blueprint (2011)
WHY DID MGS CHOOSE AN SVQ FORMAT?
SVQ
Entry level qualification
possible
Flexible qualification
with optional
units
Suitable for
volunteers
Not a replacement
for a Masters
A well known and trusted vocational
qualification ‘brand’
Legacy of qualification
for the sector, by the sector
Work place based
learning essential
WHAT COMPRISES THE SVQ & WHAT ‘LEVEL’ IS IT?
Six mandatory units and 3 units chosen from a suite of 21 optional units
Learning & Engagement
Collections & Interpretation
Digital Skills
Volunteer Management
Assessed based on the National Occupational Standard for each unit – these standards cover both performance and knowledge and understanding
This SVQ3 is SCQF level 7 which makes it roughly equivalent to HNC
The SVQ also aids those staff delivering the key skills with their CPD as they gain management and training skills
DELIVERY
Delivery of the qualification happens in the workplace
The candidate and organisation need to be aware of the NOS and to make sure that the
actions and daily ‘work’ enable the candidate to gather the appropriate evidence and to gain
the correct skills
Additional training has been put in place with MGS to aid the delivery of the SVQ – and
these training sessions will be added to the suite of training MGS offers as part of the legacy
Timeframe for delivery: 9 months would be possible, 18months whilst working would be
average
Currently being used by MGS, NT, Glasgow Life (both organisations in partnership with Next
Step Initiative for positive action BME traineeships)
Is it
straightforward
enough to get the
experience and
skills you need to
fulfill the NOS?
Have the skills in the
NOS felt like the right
skills for the sector?
How has the process of
delivery been as a person
delivering the qualification?
Who has delivered or
been part of both a
learning plan and the
SVQ - have there been
benefits to the SVQ
structure?
What are the challenges
and how can we learn
from them?
ASSESSMENT
To complete a unit the candidate needs to:
Fulfil all the required knowledge & understanding, and performance points in the
NOS
Do this by producing evidence
The evidence can then be assigned to the NOS points, and assessed
Once assessed, evidence is internally verified to assure standards across all
candidates
When all units have been completed the SVQ can be awarded by the Scottish
Qualifications Authority
How has the
process of on-the-
job learning and
assessment been
for the trainees or
interns?
Do you feel on-the-job
learning has developed
knowledge and
practical skills?
Is it possible to fit in
assessment time and
time for assignments
whilst also working?
Has anyone taken
part in other
learning
programmes, how
does this
compare?
The candidate
controls their
own timetable –
how does this
work in practice?
MGS
• Embed the SVQ in the sector
• Planning to work with educational institutions so all qualifications sit on a clear spectrum
• Continue to provide suite of training for sector needs and development
• Work with partner organisationsto develop and diversify funding streams for a robust sector
Sector
• Accept that practical, relevant skills can come through vocational experience as well as traditional academic routes
• Champion that training and career development can happen on-the-job
• Develop colleagues’ skills to deliver, and attain, new qualifications
• See the benefits a trainee can bring
RESOURCES
http://www.sqa.org.uk/sqa/74396.html
http://www.museumsgalleriesscotland.org.uk/research-and-resources/resources/publications/publication/591/the-whole-picture-volunteering-in-museums-and-galleries-in-scotland
http://www.museumsgalleriesscotland.org.uk/research-and-resources/resources/publications/publication/650/evaluation-of-the-hlf-funded-museums-galleries-scotland-internship-programme-2011-2014
http://www.myworldofwork.co.uk/content/finding-the-right-funding-for-you
http://blueprintfiles.s3.amazonaws.com/1384949416-The-Historic-Environment-and-Cultural-Heritage-Skills-Survey-FINAL2.pdf