www.unionlearn.org.uk

Meet the manbehind the Union

Learning FundHilary Benn reveals how

he came up with theidea 10 years ago

learning repthe

» Spring 08

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Parliamentarywork pays off

2 » spring 2008

» Comment

The Learning Rep, spring 08Editor: Mike Powermpower@tuc.org.ukWriters: Astrid Stubbs, MartinMoriartyDesign: Redhouse Lane CommunicationsPrint: Ancient House Printing GroupDistribution: Cavalier mailingCover photo: ULF visionary Hilary Benn byJess Hurd.

MPs of all parties have been finding outabout the workplace union learning storysince we launched our “Learning together– winning together” campaign in theHouse of Commons earlier this year. Ourregional managers across the country areorganising visits for MPs in workplacelearning centres. And the feedback ispositive, often with good media coverage.Working in Parliament is not new of course,

and we’ve chalked up some impressivesuccesses in the past. In this issue we celebratethe tenth anniversary of the start of the UnionLearning Fund (ULF), and the fifth anniversary ofULRs being given a statutory right to time off fortheir duties. As always, though, there’s more todo. We will need to win strengthened rights forULRs, and collective bargaining rights extendedto cover training.Unions have taken their gains with great

seriousness. We know that unions have usedthe ULF effectively to train more ULRs, and openup learning opportunities for their members.And ULRs who are given facility time have usedit well and productively. But it’s been more thanthat. Here’s what David Blunkett, who wasSecretary of State at the old DfES, and who wasinstrumental in setting up the fund said: “Thereare some things which are seminal in changingnot only the world for individuals, but theoutlook on the world of those individuals. TheTrade Union Learning Fund is such a venture.”So, for him and us, ULF work is also about

helping people find their place in society, andpromoting their aspirations. And that’s whatunions have always been about.

Liz SmithDirector, unionlearn

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Contents:3 News10 Check this out!12 Everything you wanted to know about

learning but were afraid to ask14 Chris Humphries interview17 Rights change lives18 Champions in the community19 Blackpool illumination20 Hiliary Benn interview23 Happy 10th anniversary ULF26 Liz Rees interview28 TUC education32 Apprenticeships34 Higher level skills36 Learning at work day38 Contacts39 Jay knows40 Free resources

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World Book Day « News «

spring 2008 « 3

Former SAS soldier Chris RyanchoseWorld BookDay tolaunch his Quick ReadOne Good Turn at the BootsDistribution centre inRotherhithe, South East Londonlearns

It’s great to get involved withQuick Reads, to try to shownew readers how much

excitement and adventure can bepacked into a few short pages,”Chris said.Chris knows all about packing in

excitement and adventure: duringthe first Gulf War, he was the onlymember of an eight-man teamdeep behind Iraqi lines whomanaged to escape capture andsurvive the perils of desert winterto make it to safety (a story hetells in his first book, The One ThatGot Away).The best-selling author admits he

didn’t make the most of his time at

school. “It wasn’t until I joined upthat I got into reading: in the Army,books were passed around amongall the lads and we read whateverwe could get our hands on.”As well as talking about his

experiences, reading from his newbook and signing copies for theUSDAW members at the depot,he also formally opened a staffreading room in the onsitelearning centre.“Having such a prominent Quick

Reads author like Chris Ryan tocome and encourage more peopleinto the reading habit is reallyinspiring,” commented Bootssupervisor Yvonne Kelly.USDAW ULR Sharon Pearcey

agreed: “Chris is an outstandingrole model of someone who haschanged careers, for many of our

Rod

Leon

Whodares,

“Having such a prominentauthor encourage more people

into the reading habit isreally inspiring”

members who are facing bigchanges in their own lives,”she said.“It’s great we’ve been able to

welcome him to our distributioncentre – it’s a real boost for ourfive USDAW union learning reps.”And unionlearn Director Liz

Smith commented: “It was greatto hear about his excitingexperiences at first hand andabout his inspiration for writinghis Quick Read.”

“

Chris Ryan (right) launches his QuickRead with (from left) Depot AssistantManager Andy Collett, USDAW ULRSharon Pearcey and Liz Smith

02-03 LR April 08:Layout 1 10/4/08 17:43 Page 3

The Metroline Learning Busparked in the most famousstreet in the whole country onWorld Book Day to help thePrime Minister launch the latesttitles in the ever-popular QuickReads series.It was the most prestigious stop

yet made by the state-of-the-artmobile learning centre, which ismore often to be seen in thecompany’s North London busgarages helping support learnerswho wouldn’t otherwise accesscomputers in the workplace.Speaking to adult learners from

Metroline and South Thames Collegein Roehampton, Gordon Brownrevealed that he aims to read everymorning and every evening,regardless of how busy he is.“Everyone who’s a reader knows just how

much books can change lives,” he explained.Alongside the PM were Cabinet member

John Denham, TUC Deputy GeneralSecretary Frances O’Grady, Random HouseCEO Gail Rebuck and Quick Reads authorsColin Jackson and Adele Parks.“Quick Reads are having an extraordinary

effect on reluctant readers and are a greatexample of publishers, authors and bookretailers working together with the publicsector to deliver the message that readingcan be fun and rewarding,” commented Gail.Devon Edwards, who has been on the adult

literacy course at South ThamesCollege revealed he’d never read untilhe discovered Quick Reads. “Theyincreased my confidence and helpedme to carry on when I found it hard:I know I can go on to bigger things.”Neil Colston, Head of Recruitment

and Training at Metroline, said:“We are delighted that we’ve beenable to promote the Quick Readsinitiative in all our Metrolinegarages, promoting the joys of

reading to all our 3,700 employees andtheir families.”Metroline’s Learning Bus, Learning on

the Move, is based on a partnershipbetween Metroline, unionlearn, Unite –T&G section and the College of North EastLondon.

Next stop Downing Street!

Gordon Brown and John Denham(fourth left) welcome Adele Parks

(centre) TUC Deputy General SecretaryFrances O’Grady (right) and

Metroline learners to Downing Street

Frances O’Grady(centre) insideNumber 10 withAdele Parks andColin Jackson

4 » spring 2008

» News » World Book DayPhotos

byJess

Hurd

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spring 2008 « 5

World Book Day « News «

Rugby international ScottQuinnell revealed how he tackledhis own dyslexia to become apublished author at the launch ofhis new book The Hardest Test atHeadingley Carnegie Stadium onWorld Book Day.“For so long my dyslexia meant

reading was something I avoidedwhenever I could, but these daysI’m rarely without a biography ornovel, and I can’t believe my storyis now down on paper!” he said.“I only hope my experience

encourages others to pick up abook and discover for themselveswhat they’ve been missing.”Joining Scott in front of an

audience of top sportsmen andunion learners were unionlearnRegional Manager Dr Alan Roe,Leeds Carnegie CommunityMarketing Manager John Bentleyand GMB Regional EducationOfficer Colin Kirkham.“World Book Day is a fantastic

opportunity for everyone in the

East End chronicler Gilda O’Neill returned to theBarking of her youth to launch her latest bookEast End Tales in the learning centre at the localauthority Frizlands Waste Disposal Unit.She read from the book and answered questions

from an audience of parks and ground maintenanceworkers, street cleaners and caretakers from across

It’s not all pie andmash, you knowBarking and Dagenham Council, all members ofthe GMB, UNISON and Unite–T&G section.“When I was a child we weren’t the sort of family

who had books at home, so when I went to schoolI didn’t have a clue about reading. I was lucky thoughbecause I had teachers who cared and a local library,”Gilda explained.“By the time I was about 10 I’d worked my way

through the small children’s section and startedpestering the very strict librarian about when Icould join the adult section: I wanted all thoseworlds and stories that I knew were in thosebooks. In the end, I wore her down andshe let me join!”

Unionlearn Development ManagerJudith Swift said: “Gilda is a greatinspiration to those who left school withno qualifications and her enthusiasmfor learning is clear to all who meet her.”Learning Centre Manager Penny

Robinson said initiatives such as QuickReads have helped council workersand the wider community get into

learning. “We celebrate learning all yearround, but having Gilda here reading fromher Quick Read allowed us to celebratethe East End today as well.”

Kicking reading problems into touchregion to celebrate reading. It’sgreat to hear at first hand aboutScott’s experiences as a learner,which will inspire many of thesportsmen and women hereand trade union learners,” saidAlan Roe.Leeds Carnegie Community

Marketing Manager John Bentley

said he was delighted to supportthe World Book Day event. “Weinteract with thousands of childrenevery year right across Yorkshirethrough our work at the LeedsRugby Foundation, the charitabletrust which operates all thecommunity work for Leeds Rhinosand Leeds Carnegie,” he explained.

Gilda O’Neillsigns her QuickRead for JudithSwift (on herright), withlearners andULRs at Frizlands

Scott Quinnellwith his newQuick Read(right) and fromthe left JohnBentley ex Britishand Irish LionsInternational;Dr Alan Roeunionlearn; ColinKirkham GMB

And

rew

Wia

rdM

artinJenkinson

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6 » spring 2008

» News

“We’ve had some great initialfeedback about our newanimated film Kate and Umar’sIncredible Learning Journey,”says unionlearn’s OrganisingOfficer Anna Burton.Tutors and union education

officers have beenoverwhelmingly positive,saying that the film:� Covers a wide range ofissues, particularlydiversity.

� Contains really usefulchunks of information.

� Raises union issues inan aspirational way.

� Is fun, upbeat andpositive.

� Will be useful on allreps courses andduring Adult Learners’Week.“I think you’ve done a

tremendous job here: thegraphics kept me smiling,and that little musical ditty in

the background stops themessage from seeming overlydidactic,” commented one unionofficer. “And in relation to thework you are doing, I now see itas an agenda which is much

more transformative than it firstappears.”Unionlearn has put together a

new range of organising materialspromoting trade unionmembership to accompany thenew animated film,.

The pack includes leaflets onjoining a union andbecoming a rep, alearning centreorganising checklistand a recruitmentposter and can beordered online.The new film has

also got its ownmicrosite on theunionlearn website, whereyou can watch the film,pick up tips about how touse it in the workplace,order DVD copies andeven meet the stars.Order a copy at:

www.unionlearn.org.uk/kateandumar

Employers, if they are having thebenefits of people coming to the

country to work, have a responsibility togive their staff time off to go to havelessons, and also, I think, to go a bit

further and actually tohelp and support them.An enlightenedapproach, frankly, iswhere they take thatresponsibilityseriously and actuallyprovide some

English as well.

Home SecretaryJacqui Smith,

The Observer

Dynamic duowin hearts andminds

The Government, unions and employers have gottogether to promote the importance of Englishlanguage skills for migrant workers in the newpublication, English Language at Work, builtaround a set of case studies from a range ofindustries.“These case studies demonstrate advantages to

employees, employers and society in addressingEnglish language teaching needs,” says HigherEducation Minister Bill Rammell in his introduction.And a joint foreword by TUC General Secretary

Brendan Barber and CBI Director General RichardLambert points out that migrantworkers (and those from settledcommunities) can integrate withtheir local communities and avoidexploitation through gaininglanguage skills.“The prizes here are significant:

fairness at work and increasedconfidence for individuals, andgreater business performanceand competitiveness for theiremployers,” they say.Download the booklet from:

http://tinyurl.com/3yhlt8

ESOL does it!

John

Har

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l.co.

uk

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News «

spring 2008 « 7

About 100 learning reps rubbedshoulders with politicians andleading figures from the tradeunion and learning worlds ata high-profile reception inWestminster held to highlightthe vital role ULRs play in theworkplace.DIUS Secretary of State John

Denham, TUC General SecretaryBrendan Barber, unionlearn DirectorLiz Smith, Chair Billy Hayes andBoard Member Gail Cartmail mingledwith guests in the Atrium restaurant,near the Houses of Parliament, aspart of unionlearn’s campaign“Learning together – winningtogether.”The campaign aims to encourage

MPs to drop in on workplace learningcentres to find out first-hand about theimportance of learning at work, andwithin weeks of its launchMPs haveasked unionlearn to help organise40 visits.John Denham paid tribute to the

18,000 ULRs who have helped over400,000 workers back into learning.“With their real-life experience andcredibility, I see ULRs playing acritical role in inspiring trust andfostering ambition in others, givingthem the confidence to demand –and make full use of – opportunitiesto improve their skills,” he said.“Raising the skill levels of all our

people is the key to delivering a

successful economy and a fairersociety. Union LearningRepresentatives are instrumental inboosting employer participation in theSkills Pledge and Train to Gain,ensuring every business and employeehas access to skills training.”But ULRs should have an even wider

role and an even greater impact, heargued. “I urge ULRs to work with theirMPs – as allies in Parliament –

advising them on how best topromote skills development incompanies, constituencies, regions,and ultimately nationwide.”After his speech, John presented

three new unionlearn Quality Awardsto the Open University, Skillset andUNISON, while Billy Hayes formallylaunched unionlearn’s new ULRhandbookWorking for Learners (seepages 12-13).

Hook up to U-NetUnionlearn is re-launching itsnetwork of learning centres runwith learndirect under the newU-Net banner.Using focus groups, surveys

and consultation with centremanagers and learners, U-Netwill offer more support to thecentres and seek to build on theexisting network of over twodozen large centres and dozens

more medium and link centresacross the country.“U-Net aims to offer the

learndirect provision to moreunion learning centres and to rollout the WinWin campaign, whichaims to increase the number oflearners and build union capacity,to more centres,” says LearningCentre Network Coordinator KarlSchofield.

“It's a great chance for learningcentres to get involved with avery successful initiative and offera high-quality learndirectpackage to their learners.”The new name and logo are

being formally launched at anevent in Congress House in May.More information:www.unionlearn.org.uk/centres/index.cfm

We’re not the only ULRs in theWestminster village

DIUS Secretaryof State JohnDenham listensto ULRs’ storiesat theWestminsterreception

JessH

urd

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» News

Unite – T&G section has made astrong start to its new Learningfor Organising Migrant Workersproject, with over 100 workersattending the launch event inTransport House, London inMarch.The project is bringing learning

to low paid cleaners by linking itto the Justice For Cleanerscampaign, which has beensecuring better wages and unionrights for cleaners in the City ofLondon over the past two years.“The project aims to deliver

Skills for Life to migrant workers inCanary Wharf, the City and theTube, using the learning agendaas an organising tool,” explainsUnite – T&G section unionlearning organiser Steve Rowlatt.Orpington College and the

College of North East London(CONEL) staff talked to peopleattending about Skills for Life

courses, while the Praxis supportgroup, the TUC’s VulnerableWorkers Project and the union’sown Migrant Workers Support Unitand Justice for Cleaners campaignwere on hand with advice on legaland employment issues.“We’ve started running classes at

Transport House on Saturdaymornings in English for Speakers ofOther Languages (ESOL) with 36students in total, another ESOLclass midweek, plus a Saturdaymorning IT class,” Steve says.“It’s about bringing education to

the workers and running classes tofit in with their work patternsbecause many of them have two orthree different jobs to do.”The project is going to start

numeracy and literacy classesas well.“All our classes will have a trade

union flavour to them so we canhelp to involve people in the life of

The migrantworkers’project launchattracted over100 people

the union – in numeracy, we’ll belooking at migrant workers’ wageslips and how they can improvetheir wages, pensions or sick pay,for instance; and the IT class willconcentrate on union websites andhow to write an accident report oremail fellow union members,”Steve says.

Teachingmigrantsabout their rights

Skillstories is a new online hub which usesinnovative social networking technology to enableemployers to profile their skills and traininginitiatives and interact online with acomprehensive database of resources, events andnews for the skills sector.Dubbed Skillstories, the project highlights the

business and human benefits of workplace trainingusing a hard-hitting film, a publication and the websitewww.skillstories.org.

Funded by the Department forInnovation, Universities and Skills (DIUS)and developed by Business in theCommunity (BiTC), the project allowsemployers and their partners to promotetheir work and share examples of bestpractice, and there’s a comprehensivedirectory of skills resources, news andevents which is updated daily.Visit: www.skillstories.org

It’s Facebook for skills

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news «

spring 2008 « 9

They say everyone’s got a story inthem – so why not get yours out andenter the short story competition runby the Public and CommercialServices Union and Words magazine?First prize will get you £250, second

£150 and third £100, plus the winnersand commended entries will bepublished in an anthology.Stories can be on any theme, but no

longer than 2,000 words, and theclosing date is Saturday 30 August.Guidelines and entry forms are

available on the WORDS websitewww.wordsmag.com/tradeunion.htm

or send a SAE to PCS-WORDSCompetition, PO Box 13574,London W9 3FX.You can also help to promote

the competition by downloadinga poster to display on your unionnoticeboard from the PCS websitewww.pcs.org.uk/learning.

Over two dozen ambulance staffin Lincolnshire have answeredthe learning call after a Skillsfor Life drive jointly organisedby UNISON and the EastMidlands Ambulance Service(EMAS) helped more than 80staff test their skills levels.

Four ULRs and two trainingofficers from EMAS visited 11ambulance stations and liaisonpoints to encourage them totake part in Test the AmbulanceService to find out where theyneed to brush up their Englishand maths.

“This was an excellentopportunity to encourage staffto take a mini-quiz to test theirskills in maths and English,which is part of a wholeorganisation approach todeveloping Skills for Life,”commented EMAS ChiefExecutive Paul Phillips,who took the test himself.

UNISON ULR KeithUnderwood said thatambulance staff can feelchallenged and put underpressure if they are unsureabout numeracy andliteracy. “UNISONis committedto makingsure that all

Improving deliveryOur recent readers’ survey

revealed that many Learning Repreaders do not receive their owncopy by post, and many rely onpicking it up at work or someonepassing it on. Now following anemail alert over 400 readers haveordered some 2,000 copies to bedelivered directly. “The surveyrevealed that we have a verydedicated readership, that themagazine is valued, and peoplewant their own, individual copies”,says editor Mike Power. “Amongother things we are nowexpanding our coverage ofcourses available, giving morecontacts, and more free resourcesfollowing our readers feedback.”And congratulations to the threeiPod winners: Jake Onwordi, AyubPatel and Karen Wilcox.

Budget boostThe Chancellor’s £60 million

boost for adults skills training andapprenticeships in this year’sBudget shows the Government iscommitted to improving the UK’sskills base, says TUC GeneralSecretary Brendan Barber. “Wenow need to see more employersplaying their part by offering moretraining, including high-qualityApprenticeships, and making areal effort to increase equality anddiversity in training places.”

Happy anniversary!UNISON launched a

new Learning, Equality andDiversity initiative offeringtargeted training opportunitiesto groups including migrantworkers and specialist healthcareemployees at an event inCongress House to mark the20th anniversary of its pioneeringReturn to Learn programme.

News in briefAnswering the skills emergency

Tell us a story!

staff are given the opportunity tocarry out their work to as high alevel as possible but also to beable to progress andto help with their personal lives.”

While Keith had previouslybeen struggling to engage EMASin a learning partnership for sometime, the Test the AmbulanceService project is now beingrolled out county by countyacross the East Midlands andthe branch has begun work ondrafting a learning agreement.

The project was jointlyorganised by EMAS and UNISONwith support from the TUC,Lincolnshire LSC and thenational Move On projectwhich organises Test theCompany campaigns andevents across the UK toencourage staff incompanies to thinkabout Skills for Life.

The EastMidlandsAmbulanceService iscommitted toSkills for Life sayChief ExecutivePaul Philips (left)and UNISON ULRKeith Underwood

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10 » spring 2008

» Feature » Organising

It’s spread the word about lifelong learning.It’s helped recruit hundreds of new members.And it’s encouraged dozens of new activists

to get involved.Whatever else it’s done – for union members, the

companies they work for, and the union itself –USDAW’s Check Out Learning campaign has gone anawful long way to establish once and for all howworkplace learning builds the union.Launched last May, the campaign was rolled out in

over 80 stores across the country with a series oflearning roadshows in canteens offering retail staff achance to sign up for a massive range of courses.Although the union has pioneered lifelong learning

in distribution and manufacturing sites (where over20,000 members have signed up for courses), this wasthe first time it was offering courses on such a bigscale to its retail members in or near their own stores.“Check Out Learning was unique because it was the

very first time our retail members have been able toaccess a vast range of courses that benefit them andthe companies they work for,” explains USDAW GeneralSecretary John Hannett.Having visited learning projects up and down the

country, John knows workplace learning makes lifebetter for union members and their employers.“I’ve seen how lifelong learning has boosted the

confidence of thousands of our members enriching

their lives and often leading to new careeropportunities, and all the evidence proves that askilled workforce is better motivated and has lessabsenteeism,” he points out.Check Out Learning aimed to:

� Raise the union’s in-store profile throughhighly visible activity.

� Encourage learners to sign up for courses tobe delivered quickly after the event.

� Increase membership.� Identify new and potential union activists andincrease team-working.

� Help build a long-term in-store learningpresence.By almost any yardstick, the campaign proved

a resounding success: the union collected andprocessed over 4,000 learning questionnaires, signedup 600 new members and identified over 300 potentialULRs, shop stewards and health and safety reps.

Promoting learning in the workplace can help you recruit new members and buildyour union organisation – just ask USDAW. By Martin Moriarty

Check this o

Onyour Bakemarks … go!USDAW has launched a Learning Resource Centre withmanagement at Bakemark, theWirral-based baked goodsfirm behind the brands Arkady, Craigmillar, Readi-Bake,Caravan Brill and Bon Vivant.“We’re delighted that BakeMark has made this

commitment to investing in people, which ultimately isto the benefit of all involved,” says learning co-ordinatorSue Prynn, who’s been seconded from the union.“With all the training that USDAW has given me, we’ll

make the Learning Resource Centre a huge success,”she forecasts.The centre is offering a range of courses, from IT,

numeracy and literacy to manufacturing NVQs, withcourses running before and after workers’ shifts, and thecompany aims to train all its 550 staff to at least Level 2numeracy and literacy by 2009.

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Organising « Feature «

How it works

Check Out Learning has proved such a successbecause USDAW plans every promotional day towithin an inch of its life, using a tight five or six-week schedule to pull everything together.

� Five or six weeks before: the team checks staffnumbers, membership density, and how many

activists they have in-store, beforeagreeing who does what in the run-up to the event and on the day itself.

� Four or five weeks before: theteam checks which learningproviders will be available locally,enthuses the in-store reps, mapsthe workplace, agrees the publicitymaterial and ensures localmanagement are onboard.

� Two or three weeks before: the team agreesarrangements for the day with the reps, keepshuman resources in the loop, publicises theevent on noticeboards, organises a photographerand gets press releases distributed locally.

� One or two weeks before: the team checksprogress with everyone involved and makes sureall procedures are in place.

� On the day itself: the team sets up a stall withUSDAWmaterials, co-ordinates stalls from localcolleges and liaises with the union’s organisingstaff who will be recruiting new members.

� After the big day: the team arranges thecourses, links to company training,notifies the union of potential reps,

arranges ULR training, andcelebrates its success.

Some events were very much geared to putting theunion on the map among the workforce: unionvisibility at IKEA Bristol is much improved since CheckOut Learning day; and the event has helped unionnumbers double in size from a lowmembershipbase at the Morrisons store in Nottingham.But it was in branches of Tesco’s across the

country where the campaign notched up someof its biggest successes.In the Blackpool branch of the UK’s largest

supermarket, USDAW recruited 11 newmembers (half of them Polish migrants), signed uptwo new shop stewards and four new ULRs and helpedover 130 people complete learning questionnaires.And a three-day push at the Tesco Extra branch in

Warrington, Cheshire, resulted in 23 new members, onenew steward and three new ULRs, while over 100 stafffilled in surveys about what they would like to study.The union is currently preparing a new Check Out

Learning campaign for this year, so look out for theorderly queues for learning at a supermarket near you.Next customer please!

Check OutLearning hasproved aresoundinglearning andorganisingsuccess forUSDAW

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12 » spring 2008

» Feature » ULR handbookJe

ssH

urd

Union learning reps usuallyhave a lot on their plates:members may need a bit

of gentle encouragement backinto learning; employers candrag their feet about time off fortraining; it’s not always easy totrack down the right provider;and technology doesn’t alwayswork the way it should.That’s why unionlearn has just

produced a brand new handbookfor ULRs called Working ForLearners.Available as an indexed spiral-

bound booklet, about the size of apaperback, and in electronic formon the unionlearn website, the newhandbook is designed to help ULRsin every aspect of their day-to-day work.There are top tips for learning

and organising, bite-sized casestudies of successful projects anda jargon-buster to help ensure ULRscan always tell their COVE fromtheir ESOL.The handbook also includes

inspirational quotes from PrimeMinister Gordon Brown, Innovation,Universities and Skills SecretaryJohn Denham and CBI Director-General Richard Lambert –powerful voices which have all

Stay on top of all the demands on yourtime by ordering your copy of the newULR handbook, Working For Learners.

Everything

Thenew ULRhandbook willhelp unionlearnhelp ULRs,forecastsunionlearn chairBilly Hayes,launching thehandbook

you ever wanted to know about

but were afraid to asklearning

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spring 2008 « 13

ULR handbook « Feature «

been raised in support of unionlearning in recent times.Indeed, there’s a vast range of

material packed into thepublication’s 70-plus pages, whichULRs old and new will find useful.Thinking about your own

development in the ULR role? Takea look at the diagram showingpossible progression routes forULRs through courses provided byTUC Education. It shows a range ofoptions for further trainingdepending on what you’re mostinterested in.Keen to negotiate a learning

agreement with your employer?There’s a whole section devoted tothe subject, with a modelagreement and a sampleagreement to help you avoidhaving to reinvent the wheel beforeyou start talking to management.Need to persuade your boss

that learning will pay off for thecompany? Just show them thecase study detailing how anexternal assessment of theworkplace learning project at VTShipbuilding in Portsmouthdemonstrated a 140 per centreturn on the company’sinvestment in its staff.“A major reason for the TUC

establishing unionlearn was toprovide greater support to unionsand their ULRs in carrying outtheir role,” says unionlearnDirector Liz Smith.

“The handbook is one of theresources unionlearn has designedto help unions and their ULRs dealwith their day-to-day issues.”You can order your copy of the

new handbook directly fromunionlearn: see back page for fulldetails. You can also download itfrom: http://tinyurl.com/2akxgv

We’re here to helpULRs have taken on a sometimesdaunting task, unionlearn Boardchair Billy Hayes told a Westminsterreception where he launched thehandbook in February.“You know that many of your

colleagues require learning andskills; and you have to have theskills to help them identify theseneeds, and then to help themaccess provision,” he said.“But often your employer will be

very complacent; and sometimesyour union officer might have otherissues on their mind, such as payand conditions, redundanciesor outsourcing.”That’s why unionlearn had put

together the new handbook, heexplained, as part of a wider briefto give learning activists all thesupport they need.“I’m sure this handbook will be a

useful resource for unions and theirULRs, and it will help us towardsachieving our target of training22,000 ULRs in two years’ time,”he said.

What’s in the newhandbookThe hew handbook comes in eight sections:

1 Learning and organising� equality and diversity� ULR/learner targets for 2010� recruiting and organising� ULRs’ profile.

2 Benefits of ULRs� the employee case for ULRs� the employer case for ULRs� top tips for learning and organising� case studies on recruiting and training migrant

works and how learning boosts productivity.

3 Functions and rights� statutory functions for ULRs� statutory rights for ULRs and union members� securing recognition and time off� barriers ULRs can face.

4 ULR agreements� the case for learning agreements� model learning agreement� sample learning agreement.

5 ULR activities� what ULRs do� why training matters� unionlearn learning and careers advice service� unionlearn Climbing Frame� Nextstep careers service� workplace learning centres� unionlearn Quality Awards

6 ULR training� ULR course� follow-on courses� ULR progression routes.

7 Support for learning� Skills for Life� Train to Gain� Skills Pledge� Apprenticeships� Higher level skills/CPD� Help from the OU/National Extension College� TUC learning and skills policy.

8 Further information� jargon-buster� free resources� regional contacts.

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14 » spring 2008

» Interview » Chris Humphries

Chris Humphries is feelinggood about the currenthigh profile learning and

skills is enjoying in the UK.And although he has the kind

of naturally sunny disposition ofthose born Down Under, it’s nothis temperament that’s behindthe optimism – it’s his analysis ofthe facts.Because the inaugural chief

executive of the UK Commission onEmployment and Skills (UKCES) hasbeen watching with interest at theway the issue has moved upeveryone’s agenda over the pastdecade.“I’ve been working in the work-

related learning arena for moreyears than I care to remember andit’s always felt as if we’ve beenfighting an uphill battle to get theissues recognised by government,employers, the working public andeven – to be honest – for manyyears by trade unions,” he says.All that has changed today, he

points out. We have a PrimeMinister for whom skills became anincreasingly significant driver forpolicy in his term as Chancellor,and many employers who aretelling the CBI that skills are thebiggest challenge they face.

The new UK Commission for Employment and Skillshas just opened for business. Chief Executive ChrisHumphries explains how it will work, and whatunions and employers can do to raise their game.

By Martin Moriarty

And as someone who wasinvolved with the TUC at the launchof the Bargaining for Skills agendain the 1990s, Chris recognisesthere’s been “very strong uniontake-up around the whole issue ofskills for future opportunity over thepast 10 to 15 years.”And skills is not only moving up

the UK agenda – it’s also gainingground in the international arena,he points out.“Last year for the first time

the World Bank held a two-week event in Washington forministers and civil servants from40 countries on how to get yourvocational training andeducation and skills systemright,” he says.“They realise it’s such a

critical economic and socialjustice agenda and failure to getit right could have very seriousdetrimental impact on economies,social welfare and social inclusion,”he points out.All of this means it’s crunch time.

“We have to build on this now or we’llmiss an opportunity that’s bigger thanever it’s been,” he argues.However, while the issue has

never had a higher profile, we’veyet to reach a full consensus on

We have the bestopportunity inyears to driveforward the skillsagenda, saysChris Humphries

Getting usthe skills weall need

what we need to do to take itforward.This is where the new

Commission comes in. For Chris, itsrole is to function as an externalauditor for the UK skills andemployment system.“Its job is to understand the

economic and social goals we’rehoping to achieve throughimproving our skills andemployment system; to monitorprogress on them; and to reporthonestly to Government on howwell we’re doing in relation to thosegoals both in the UK and

internationally in termsof our major globalcompetitors,” heexplains.“Wherever we find

weaknesses, inefficiencies oroutright failures in the system, it’sour job to identify and bringforward recommendations forimproving the system in such a waythat we can get ourselves back ontrack.”It is, as he himself says, “an

absolutely huge agenda”.And for Chris, success will be

measured on improved outcomesand nothing else. Take the SkillsPledge.

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spring 2008 « 15

Chris Humphries « Interview «

“As a Commission what we haveto measure is not whether thepledge was signed but whether thepledge had the impact it wasintended to have – which was toincrease the volume and focus oftraining.”Chris argues that we shouldn’t

become so fixated on the pledgeitself that we lose sight of the goalit’s supposed to help us reach.“Remember, the argument

behind the Leitch report wasn’t thatwe should train because training isgood but that we should train toimprove productivity,competitiveness and social justice– so that’s what we have tomeasure,” he says.That’s why he wants to open an

early dialogue with the

Government, employers and thetrade unions about what successshould look like, because for theman himself it looks like economicgrowth and increasing socialjustice.Chris is keen on everyone

involved raising their game.“A system that was simply

employment-focused could achieveits goals by ensuring that everyonehad a job that was well paid andthe skills to retain it, but for methe challenge is bigger than that,”he says.“If we are going to move our

businesses up the value chain toremain competitive in a worldwhich is definitely not standing still,then we have to work withemployers to encourage and

support them to raise their gameand utilise the skills of a moretalented workforce to create bettereconomic opportunities,” heargues.In the past, one of the big

problems has been that too manyemployers have learned to live withskills shortages.“Employers say: ‘We just don’t

maximise our capacity. We don’tfully utilise what we’ve got. Wedon’t diversify. We don’t go forcontracts that are morechallenging.’ In other words, theyaccept that skills shortages willhave a negative impact on theirbusiness opportunities.”They’ve also become paranoid

that if they train their staff, one oftheir competitors will poach them –

What is the Commission for Employment and Skills?The Commission will play a critical partin securing a highly skilled, productiveworkforce and increasing employmentlevels, particularly for those fromdisadvantaged backgrounds.It will:

� Advise Ministers on strategy and

policies relating to employment andskills.� Assess progress towards achievingnational employment and skillsambitions for 2020.� Monitor the performance of SectorSkills Councils, and advise Ministers

on re-licensing.The trade union members of the

Commission are TUC General SecretaryBrendan Barber, Scottish TUC GeneralSecretary Grahame Smith, and UNISONGeneral Secretary Dave Prentis.Website: www.cfes.org.uk/

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16 » spring 2008

» Interview » Chris Humphries

and just because they’re paranoiddoesn’t mean their rivals aren’t outto get them.“There are many employers –

and over the past 20 years I’vetalked to so many of them,particularly when I was in theChamber of Commerce – who hadexperienced the effect ofpoaching in a painful way,” herecalls.For Chris, the answer is not to

outlaw poaching, though. “In myexperience the reality is thatbusinesses who make a long-termcommitment to training win,” heargues.“Yes, you might lose some staff

in the early days, but over time, ifyou make that commitment to skillstraining in the long term, you’llactually get a positive paybackbecause you’ll attract better qualitystaff who want to stay with you,who believe they have a longer-termcareer in that company becauseof the opportunities you providethem.”Unsurprisingly for someone who

remained a union member until hiscareer reached chief executivelevel, Chris believes unions have acrucial role to play in the comingperiod.

“I’d like to see unionsencouraging their businesses tomove up the value chain becauseI think that’s going to be equivalentto growth; and growth probablymeans increased employment,more diversified employment, andI hope it means better payback forthe staff – in other words it canpresent a real win-win,” he argues.He also suggests unions could

orient their offer to members andpotential members more aroundsupport for career progression.“Unions could present

themselves slightly differently toworkers by saying ‘We are yourpartner in career progression andone of the commitments we willmake to you is that we will help youfind the skills, training and personaldevelopment opportunities youneed in order to progress up thecareer ladder’,” he says.“When people are becoming

more dependent on their skills, arehaving to do more to develop theirown careers, then what aphenomenal opportunity to havesomeone who says to you ‘I’m yourpartner in your career throughoutyour life – stick with me and I’llhelp you wherever you wantto get’.”

Chris Humphries CVAn Australian by birth, Chris moved to the UKin 1974, working in the private sector for ICLand Acorn Computers and in the public sectoras Chief Executive of Hertfordshire TEC, andAssistant Director of the UK’s Council forEducational Technology.He became Chief Executive of the TECnational council in 1994, Director General ofthe British Chambers of Commerce in 1998,and was appointed Director General of City &Guilds, the UK’s oldest awarding body forvocational skills on 2 April 2001.He also served as chairman of thegovernment’s National Skills Task force from1998 to 2000 and before being appointed asa founder member of the National Learningand Skills Council and was a member of thenational Skills Strategy Steering Group fromDecember 2002 to 2005. He is currentlyChairman of UK Skills and in 2006 led thesuccessful UK bid to host theWorldSkillscompetitions in London in 2011.

He was awarded theCBE in June 1998

for servicesto trainingandenterpriseand lives inLondon withhis family.

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“Having employers onboard ishalf the battle really”

spring 2008 « 17

Five years on « Feature «

Rights change lives

To mark the fifth anniversary of statutory rights for ULRs, we talk to USDAWULR Tracy-JaneWhite about her journey from a supermarket coffee shop,and, overleaf, meet two local authority ULRs who have been planning ahead.

When shopworkers’ unionUSDAW organised a lifelonglearning awareness day at theTesco store in York where sheworked in the coffee shop, Tracy-Jane White kept her distanceuntil the last minute.“I ignored it for most of the day,”

she recalls. “But then I thought –actually, this could be my chance toget back into education: I found outthat we would be all adultstogether, in an environment thatwouldn’t be like being back atschool.”School had not been a positive

experience for Tracy-Jane. Anundiagnosed dyslexic, she left full-time education unable to read andwrite until her husband twiggedwhat the problem was – and taughther himself.Little wonder, then, that signing

up to do the TUC’s five-day ULRcourse was a pretty big deal. “I wasso nervous going because it wasthe first course I’d ever done sinceI’d left school,” she says.“But I thought I’m here to learn

myself, I’m one of the governmentadult literacy statistics, and this ishow I want to help other people aswell, so I said ‘I’m dyslexic, pleasehelp me’ and from there I’ve justgone on in leaps and bounds.”Leaps and bounds it is. Tracy-

Jane’s finished numerous courses,including two to learn aboutpensions, is keen to make the timeto do the DDA one and has becomeshop steward as well.“Becoming a ULR helped me in a

very big way to get the confidenceto become shop steward becausethere’s so much you need to learn– I wouldn’t have gone for it if Ihadn’t done the ULR course first.”She’s also been lucky enough to

have very supportive managers

locally. “Tesco’s have beenabsolutely fantastic from day onereally. They’ve allowed me to dowhatever I needed to do in storetime and I’ve done a lot outsidestore time as well,” she says.“It’s well and truly a great thing,

because having employers onboardis half the battle really – gettinglearners to recognise that they wantto learn and can go on courses –that’s the other half of the battle.”Tracy-Jane has used her own

experience to help persuadereluctant colleagues to sign up.

“I’ve managed to get a few peoplewho were in the same boat asmyself come forward and go oncourses and learn themselves andnot be frightened,” she says.“I think my own experience has

helped me in my role. You can seethe classic signs – when youapproach people and they say I’mtoo busy, I haven’t got time, I’ve gotchildcare issues, and because youknow that person as an individualthrough working alongside themyou know there’s somethingunderneath,” she says.“When I turn round and say to my

workmates that I’m dyslexic, theysay ‘No way – there’s just no waybecause you do so much’, and I sayThings like this have given me theconfidence to do it. Just by learningor going back to college will giveyou the confidence yourself.”

Tracy-Jane Whiteand USDAW Headof Education andTraining JamesRees (centre) talkabout their workwith DIUSSecretary of StateJohn Denham

JessH

urd

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18 » spring 2008

» Feature » Five years on

communityChampionsinthe

We’re all familiar with ULRs thesedays. Now the Brinkburn Centrein Newcastle want to introduceyou to the CLR.

The team behind thesuccess of workplacelearning at NewcastleCity Council have

started exploring how tospread the lifelong learningmessage to groups outside theworkplace using CommunityLearning Reps (CLRs).UNISON and the Brinkburn

Centre secured funding throughthe TUC EQUAL High Road Projectlast year to develop a programmefor CLRs with the Scarman Trust,the national charity committed tohelping citizens bring about achange in their community.A 20-hour pilot was developed

with support from UNISON’sBridges to Learning Project andthe Newcastle East EndCommunity Development Alliance,and delivered at BykerCommunity Fire Station in theEast End of Newcastle lastsummer.Based on the ULR programme,

it included contributions fromactive ULRs alongside locallearning and IAG providersand community activists.Five of the eight who

completed the coursewere keen to activelypromote learning in thecommunity as learningchampions – three asvolunteers and two aspart of their jobs whichinvolved working withlocal people.

“The feedback on the course wasvery positive and a learningroadshow was held at the East EndPool and Library in October topromote the learning championsand give them an opportunity toengage with local people aboutlearning,” explains FelicityMendelson, who is the SeniorLearning and Development Officer(TU) at the council.Now Felicity is working with

Margaret Stephenson, Manager ofTrade Union Education atNewcastle College, to develop apilot Community Learning RepsCourse, based on the East Endprogramme, to be delivered at theBrinkburn Centre in May.In addition, Newcastle City

Council UNISON has securedfunding from the Northern TUC/LSC

Learning for All Fund for a projectlooking at how to support Blackand Minority Ethnic (BME)vulnerable workers inside andoutside the council who needhelp with employment-relatedlearning and skills ornationality/immigration issues.“Following the initial pilot of

the BME Project (January –March 2008), we hope furtherfunding will be available todevelop the role that council’sULRs will be able to play inmentoring vulnerable workersinto the council and rolling out ofthe Community Learning Repsprogramme to local communitygroups,” Felicity says.UNISON Branch Equalities

Officer Rizwan Sheikh, who ismanaging the BME VulnerableWorkers Project, has justcompleted his ULR training andis keen to offer the CLRprogramme to groups such asthe African Women’s Group withwhom he’s currently working.

“We hope further funding willhelp will help the council’s ULRsmentor vulnerable workers”

Community learningchampions proudly

display theirqualifications in

Newcastle

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spring 2008 « 19

Five years on « Feature «

illuminationBlackpool

When control of Blackpool council changed in last year’s local elections,many people feared for the future of the workplace learning programme.But they reckoned without the team behind the Unions2Learn project.

When the control ofBlackpool Councilchanged last year, manypeople feared that the

new leadership would close downthe authority’s successful learningprogramme.“After 16 years of Labour control, we

understandably had some concerns,”recalls ULR Co-ordinator and UNISONmember Elizabeth Bullen.Unions2Learn had been underway for

less than two years when the localelection took place, but it had alreadychalked up a series of impressive results.The project kicked off with a pilot

scheme in the Streetscene service,encouraging staff in cleansing, wastemanagement, highways and groundsmaintenance to take a structured30-hour literacy course concluding with aNational Test.“On my first day, I was told by a senior

manager that I’d never get anywherebecause of the history and culture withinthat service,” Elizabeth says.“But we held a learning awareness day

and 50 employees committedto the course and the test – andwe had 100 per cent retention and 100per cent success rate.”Their commitment and their successes

couldn’t have proved that seniormanager more wrong.“Many of these employees got

up at 4.30am and they attended theirtraining course between January andMarch at the darkest and coldest time ofthe year, several tookwork home andothers attended sessions while onannual leave,” Elizabeth recalls.Because the union understood that

many employees lacked the confidenceto take a structured course after ten, 20or 30 yearsout of education, the project secured

money from the council, UNISON andthe Union Learning Fund to open alearning suite inthe town.“We’re open seven days a week and

three evenings a week and peoplecan come in to that safe, non-threatening environment and they cando one-to-ones with the projectworkers for just as long as they want,and when they’re ready, they comeon the structured courses,”Elizabeth says.The centre is also changing the

authority’s approach to redeploymentby successfully re-training a numberof staff to enable them to changecareers at the council.And it’s delivering classes in English

for Speakers of Other Languages to

36 migrant workers not employed bythe authority – “they recognise it’simportant if we’re going to achievesocial cohesion,” Elizabeth says.No wonder that in last year’s

Outstanding Service Awards (theannual awards made by the council)that Elizabeth won the OutstandingContribution to the Future ofBlackpool award.It was this impressive success rate

which helped preserve theUnions2Learn project when thecouncil leadership changed hands ayear ago.“We understandably had some

concerns but the deputy leader is nowa Skills for Life champion and weachieved regional GO status inDecember of last year,” Elizabeth says.

Simon

Kirwan/The

Lightbox

UNISON ULR Elizabeth Bullen hashelped persuade the new Conservative

administration in Blackpool to continueto back the Unions2 Learn project

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20 » spring 2008

» Interview » Hilary Benn

Holdthat thought!

Who would have believed thephenomenon that is the UnionLearning Fund (ULF) was an ideagerminated on the end of HilaryBenn’s bed?

Next time you convince a colleague of therewards involved in lifelong learning or hearanother enthuse about the success of doing

a course, spare a thought for how the UnionLearning Fund (ULF) came into existence.Hilary Benn, now Environment Secretary, had just

started work for then Education Minister DavidBlunkett as a special adviser when he had his Eurekamoment.“I think I was sitting on the end of my bed and I

thought ‘Why don’t we do this?’” he recalls.With over 22 years’ experience working for ASTMS,

MSF and as chair of Unions 21, he says his idea for ULFwas a distillation of that union experience and a way toensure job security and progress in the world as itchanges. “Trade unions are very good at that as theydeal with change on a day-to-day basis.”Hilary, whose mother Caroline was a huge influence

on him as an advocate of the comprehensive schoolsystem, explains: “David (Blunkett) was always reallypassionate about lifelong learning – it rose out of hisexperience, his story.”The decision to establish the ULF was, he says,

twofold – to help people in the workplace gain theskills to enable them to progress as individuals andenable the economy as a whole and to harness thatpower, allowing trade unions to go to employers andencourage them to work in partnership.“It was using funding as a way of opening up a

conversation and helping make something happen,”he says.Within days of his boss giving a wholehearted “Yes”

to his suggestion, civil servants were turning Hilary’sbedtime brainstorm into reality and paving the way forthousands of lives to be changed forever.“We were clear that we shouldn’t have the

department sitting adjudicating.” recalls Hilary. As aresult links were formed with the with TUC. “Liz Smithdid a fantastic job,” he recalls.“We have unleashed something which is

absolutely consistent with the values and principlesof the trade union movement – Agitate, Organise and

Educate – and I’m delighted it has been so successful.“Without David’s speed of decision, clarity of

purpose, finding the money and then the partnershipwith the TUC to make it happen it wouldn’t have beenso successful.“I didn’t sit on the edge of my bed with a grand

vision. It was a little idea and David said ‘Great’ anddepartment officials deserve a lot of praise – theyabsolutely got stuck in working with the TUC.“The ULF is about reaching inside each of us, finding

the potential in every human being and bringing it out.

Skills Minister David Lammy: “The Union Learning Fund plays aninvaluable part in improving the skills and therefore the life chancesof employees.“With their real-life experience and credibility, ULRs inspire trust

and foster ambition in others, giving them the confidence to seekways to improve their skills. They are also instrumental in boostingemployer participation in the Skills Pledge and Train to Gain,

ensuring every business and employee has access toskills training.

“That is why wewill invest an additional£3million per year in union learning, so that by2010 there will be 22,000 trained ULRs helping over250,000workers back into learning each year.”

By Astrid Stubbs

Continued on page 22

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spring 2008 « 21

Hilary Benn « Interview «

Phot

osby

Jess

Hur

d

“Politics canchange things in aprofound way andthat happens inthe most profoundway when we do ittogether”

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22 » spring 2008

» Interview » Hilary Benn

“People are capable of achieving enormous amountsand there is no more powerful testimony than hearingindividuals describe what it’s meant for them.“After all where do we get our self-confidence and

aspiration from? From the love and care of our familiesand from education – the opportunity to open awindow on the world.”While clearly having little time to dedicate to formal

courses, Hilary says he learns something new everyday. “When I was young I would never have thoughtI might have ended up doing a job like this. Life is ajourney of learning. My dad (former minister TonyBenn) jokes that he’s strongly in favour of the schoolleaving age being raised to at least 80!“The ULF is something workers, employers and

unions have a shared interest in and in the processunions can bring something to this – person powerand the ability to reach people. It’s staying true tothe heart of what unions are about. It’s intenselypractical, about finding potential and it’s fundamental

to the success of our economy.“The ULF made unions think about how they were

going to do this and that was a really good thing –how would they reach people? Where should they betargeting this? It enabled unions and management tomake this happen on an equal footing and fundingthrough the ULF route meant they could do thistogether in the spirit of social partnership.“A lot of people in the workforce have been turned

off education – I can’t think of a more effective way ofputting people off learning throughout their lives thansending them a letter at 11 and telling them they are afailure – the 11-Plus system was a scandal!”Much work around lifelong learning has involved

dealing with the legacy of that scandal, he says. “Ifeducation rejected you it takes courage to take thatfirst step back across threshold – this is a way ofmaking it easier to do that in the workplace with all itspractical ways of building confidence.”In the end having a chance to be in Government is

about making a difference, says Hilary.“It’s why we get up in the morning and what we are

going to look back on when we get to 80 and think‘when you had a chance what difference did youmake?’ This is one small example of what we can do.“We are living in society where it’s alarmingly

fashionable to decry the capacity of politics to changeanything and it isn’t true – politics can change thingsin a profound way and that happens in the mostprofound way when we do it together.“I think it’s great to see the success that the ULF has

had. It’s worked really well and is a success in tappinga lot of potential in the union movement, inpartnerships with employers but above all with theindividuals who have taken part and beenencouraged by it.”

Hilary’s reading matter� My red box!� Alexander McCall Smith:The No.1 Ladies’ Detective Agency� Melissa Benn: One Of Us “It’s ashameless plug for my sister’snovel but I really enjoyed it.”

The ULF isfundamental tothe success of theeconomy, arguesHilary Benn

David Blunkett:“There are some things which areseminal in changing not only theworld for individuals but the outlookon the world about those individuals.“The Union Learning Fund

is such a venture.“Important as it is to

the individuals who havebenefited, it has also hadmajor spin-offs. It hasdemonstratedadmirably the role oftrade unionism; it has

changed the relationship inmany enterprises betweenthe trade union, itsmembers and the employer,helping to develop a unity of

purpose in what the union isfighting for and the ability

of the company to beable to succeed andprosper.“But the Union

Learning Fund is alsomore than this. It isabout Britain in the

21st century and the kind of skills thatwe need to prosper both as individuals,and as a nation. It is about givingpeople the confidence that if you takea job you’ll be able to progress in thatjob, build your ability and know thatyour aspiration will be matched by thesupport that is needed to take youforward and build your social mobility.“This is why the Union Learning Fund

is so important, and why I’m so proudthat is has gone from strength tostrength in the 10 years since weintroduced it.”

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spring 2008 « 23

Ten years on « Feature «

UNISONwas one of the first unionsto take advantage of theopportunities offered by the ULF.In 1998/99 ULF funding helped it

run a research and developmentproject, Creating Lifelong LearningAdvisers, which considered how itwould engage members who camethrough its Return to Learn course.That project set the groundwork

for its present position, with over3,000 ULRS.Pam Johnson, who led on the

project and is now Head of UNISONLearning and Organising Services,says: “We were very clear that thisproject was not about using stewardsand existing reps but creating anew layer of activists from peoplewho had been learners and whohad previously not engaged withthe union.“The learning agenda offered

them the opportunity to get involvedand encourage others they workedwith into learning. It blossomedfrom there!”The union was successful in

creating this new layer – over half itsULRs are women with around 18 percent BME and 40 per centwho have never been activein the union before.“The support of ULF has

allowed unions to build theircapacity around learning, torecruit ULRs and, in our case, torecruit ULRs from amonggroups of members who havetraditionally been under-represented as activists –especially women and blackworkers. For many individualsthe opportunities it has allowedus to open up have been lifechanging, ” she says.

Happy anniversary!

With 12,000 UNISON-supportedlearning programmes under itsbelt, the union’s major strategicULF project, Establishing a Cultureof Learning, continues across allEnglish regions with similarprovision in Scotland, Wales andNorthern Ireland.In addition its equality and

diversity ULF project is now lookingat making links between equalityand learning in the workplace.And its ULF pilot around

developing pathways in the healthand social care sector, offering skillsfor life to degree and postgraduatelevel, will be rolled out if it issuccessful regions if it proves asuccess.“ULF has allowed us to expand

access to learning much more rapidlythan we would otherwise have beenable to do to people who would nothave had opportunities for learning,”says Pam, who has recentlycompleted an MSc in adultcontinuing education and trainingand now continues her lifelonglearning with guitar lessons!

Building on the foundations

Teachers log onto the futureThousands of teachers have been given the keyto the future – thanks to a project which datesback to the start of the ULF.The NUT’s highly successful ICT Skills for

Teachers pilot kicked off with funding from the ULFin 1999.Nearly 10 years on and it is such a success it has

been mainstreamed by the union, which noworganises termly ICT skills courses for upwards of600 teachers a term.Arthur Jarman, head of the project, says: “We

had huge numbers of teachers who didn’t knowhow to use a computer and the Government’sattempts to train people were failing.“Because our courses were held out of school

time people felt they could apply without theirschool knowing. The courses were non-judgmentaland people found themselves with others in asimilar position so there was a camaraderie,” saysArthur. “And our members think a lot of their union– if a course carries a NUT badge they will trust it.”He says the continuing success of the

programme is stunning. “We thought it would belong over but it’s still boiling away nicely! We stillhave people looking for courses and once theyhave done the basic training they leave wantingmore and want to go on intermediate courses andnow there’s great call for multimedia courses.”“ULF is a fantastic thing – without it we

would not have had the mechanism to do thisand as well as benefits to teachers there arebenefits to the children they teach and, indirectly,to the union.”The learning

agenda develops

new activists says

Pam Johnson

In the following pages we look at the variety of ULF projects –old and new – and how individual learners have gained fromtheir experiences

Bristol West MP Steven Williams joinsteachers on an ICT course

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attended the TUC’s frontline advice and guidance

course, the forerunner tothe current ULR training.“It gave me a different

view about learning not leastbecause for the first time I’d beenback into education since leavingschool myself,” he says.

A partnership with the localauthority, the TUC and union wasput into place and Allan wasasked to look after the project.

“I thought they’d give me threemonths then get in a professional– 10 years later and I’m still here!”says Allan.

In that time he’s helpedthousands of unionand non-unionmembers in northLondon with a vastarray of courses asthe project hasbroadened into acommunity venture,giving people theskills they need tomove on in life afterredundancy.

“At the beginningit was mind-blowingly difficult –when the phonerang I didn’t knowwho it would be –

A school leaver at 15 withoutqualifications Community unionmember Allan Sharp is livingtestament to the success ofthe ULF.

Little wonder that DavidBlunkett remarked recently thathe was proud to have kick-started the ULF when he heardAllan’s story.

Allan worked for power cablemanufacturer Delta in northLondon until 1998 when he wasone of 600 colleagues facingredundancy at its closure.

As branch secretary of thethen ISTC union he wasinvited to meetings to helpretrain and upskill staff inpreparation for joblosses.

“The averageemployee had 23 years’service, was 49, had noeducation or qualificationsand had no chance ofworking in anything similar,”says Allan.

And at first he admits he wasskeptical at money being spenton training staff. “I had lots ofconcerns about it – I wasn’t surelearning is what people wanted.They wanted employment andinstead of having the money fortraining I thought they mightprefer it in their final paypacket.”

Fortunately for Allan and hiscolleagues his eyes wereopened when he

Allan Sharpspoke at theProgress “SocialMobility” launchwhere DavidBlunkett said itwas stories likeAllan’s that madehim glad he hadintroduced theULF

How Allan proved hewas Sharp

» Feature » Ten years on

an MEP, someone from thecouncil or anyone else – butit was also very exciting,”recalls Allan.

“School wasn’t great for meand while at Delta I went for ajob as a foreman. I didn’t get itand the feedback was that Iwould never get that kind ofjob – that was another kick inthe teeth for me.”

But Allan has proved themanager who gave him thatfeedback wrong. He’s been onevery conceivable course –computers from basic tocomprehensive, managingfinances, project managementand now staff appraisals. In thefuture he is contemplatingmanagement training.

And to top it all he’s nowoperations manager for allCommunity union learningacross England – somewhereneither he nor his old managercould have envisaged.

“I found that by going onTUC courses I was with peopleat the same level – now I’mconstantly looking to upgrade.

“And I get such a buzz aboutbeing able to help people,helping get them better skillsand a better working life isphenomenal.”

24 » spring 2008

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spring 2008 « 25

Ten years on « Feature «

Taking the stress out of work is just one of thepriorities of the three-year-old learning centre atHM Prison High Down in Surrey.The prison is one of a growing number across the

country to promote learning through a national POAULF learning project.Lynne Willmer is seconded from her role of prison

officer for 24 hours a week to manage the centre andshe describes the courses they offer as the ‘jam ontop of the bread and butter’. Lynne is supported bySophie Thomas, a Fento 4 teacher from High Down.“We try to make staff aware that in the centre, they

can refresh their skills or up-skill, gain somequalifications and also it’s important that staff learnhow to de-stress.“Prison officers deal with people of all ages, who

have particular needs. Officers need to think on theirfeet all the time and try to keep the mood on thewing as calm as possible. They need to be alert as towhether a prisoner has had a bad letter or phonecall, is he self- harming, or being bullied, or whetherhe is in contact with his family and friends. Manyprisoners have mental health issues. Some are goingthrough drug or alcohol detoxification, which bring

Raising the bar for prison stafftheir own problems too. You have to keepon your toes all the time.”Coupled with the nature of the

workload, the different shift patterns, poorpay and staff’s own anxieties at home canmake for a very stressful job, says Lynne.It’s why the learning centre has become a

refuge, offering beauty treatments and massages,a book club as well as organising film, theatre andpub quiz outings.Courses span literacy and numeracy, IT at all levels

and now an Introduction to Criminology, which may beexpanded into a three/four year part-time course,combined with psychology. Courses such as CustomerCare, Sign Language, Digital Photography, DomesticViolence in the Workplace, and Employment Law allfeature on the 2008 agenda.Lynne is hoping to organise a Family Homework

evening as well as Soft Furnishing, Upholstery, andSalsa classes along with a Weight Watchers andStep Class.Last year, Lynne and Sophie completed 156 staff

assessments on Learning at Work Day – a feat they arehoping to beat this May.

Unite–Amicus section ULR Bob Bridgeris more than happy to raise a glass tocelebrate the anniversary of ULF – hebelieves it’s changed his life.Bob left school as a teenager without

qualifications and has worked as a papertechnician at Wansborough Mills inSt Regis, Somerset, ever since.Bob is dyslexic so tackling his own

difficulties with literacy and numeracy gavehim the incentive to help colleagues whoalso had problems.With the backing of management, a

learning centre was opened at the mill,running classes in CLAIT and ECDL.Bob is now hoping to organise further

courses in computing, digital photographyand a City & Guilds qualification inpaper-making.“ULF has made a hell of a difference

to me: even though I left school withoutqualifications I’m now working abovepeople I went to school with who hadO Levels,” he says.“If anyone is offered the chance of becoming

a ULR they should go for it. It can be a challenge butthen you get to see someone who has passed theirCLAIT qualification, for instance, and that experienceis something worth having.”

Anyone who gets the chance to become a ULRshould go for it, suggests Unite-Amicus sectionULR Bob Bridger

When it comes to learning, Bob’s your uncle

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26 » spring 2008

» Interview » Liz Rees

frontAfter training thousands of reps every year, TUCEducation, with unionlearn, is determined to make sureit’s allowed to get on and do its union work.

Head of TUC Education LizRees is facing the happyprospect of organising a

big party – after all she promisedone if figures for the number oftrained TU reps in 2007 beat the50,000 mark.

“Last year we had the biggest netnumber of reps we have ever trainedand you have to compare that to the1970s when we had similarnumbers. The trade union movementwas twice as big then, so it’s a realachievement,” she says.

Leading from the

By Astrid Stubbs

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spring 2008 « 27

Liz Rees « Interview «

The only problem for Liz is findingthe time to get everyone together forthe celebration – tutors are busydelivering new and increasinglydiverse forms of learning and TUCEducation is kept stretched meetingthat demand.

This work includes maintaining thepressure on the Government tomatch its words on the need for skillstraining with strong practice to allowemployees to take the time off theyare entitled to in order to train.

Even though employees have thelegal rights which we celebrate inthis issue of Learning Rep, it’s notalways easy to get employers toagree to taking them, explains Liz.

“The workplace is moredemanding than it has ever been,and doubly so for union reps whofind it hard to get the time off to docourses. We fight for every rep to geton a course and offer a lot ofguidance on how to obtain andnegotiate paid release.”

TUC Education is working withthe TUC’s employment rightsexperts to support reps throughimproved guidance on paid

release.“Reps have rights butthey also have problemsaccessing those rightsand ULRs as much as

other reps are feeling the strain. It’shard to persuade employers of theneed to release people andsometimes reps are hesitant aboutpushing it even when they have legalrights. We want to see a strongerdrafting of the code of practice onrights as well as more support interms of best practice andnegotiating tips.”

Difficulties in accessing rights andthe changing economy in the UKmeans the department has had tobe very flexible in how it delivers,says Liz.

It has adjusted to those needs bymaking its courses and delivery asflexible as possible. “We offercourses at weekends and in theevenings and, in the last few years, inthe form of online provision so thatreps can learn at times that areconvenient to them and theiremployer.”

She believes that online provisionwill play an increasing role in thework of the department, helping to

reach hard-to-get-to-reps as well asproviding extra training for thosewhose passion for learning hasoutworn their entitlement to paidrelease but who want to carry on.

The online programme offersincreasing possibilities for reps tobranch out with learning ineverything from pensions,occupational health and safety,countering the far right and, ofcourse, all reps’ training now offeredelectronically.

In addition the department’s spineof courses includes the TU ed courseand follow up as well as health andsafety 10 day programmes and itsprestigious year-long certificatecourses in employment law, healthand safety and contemporary tradeunion studies.

These courses are now beinglinked into a new qualificationsframework for adult eduction, theQCF, which we are piloting as part ofGovernment changes.

“It has made for a hectic year withhuge changes to the way we packageour programme but at the end we’llbe well-placed to manage newarrangements for reps,” says Liz.

The next year will also see TUtake on two new challenges –developing courses for equality andenvironment reps

“We have run courses on both butour new projects will lift these twoareas to new levels.”

This means working with newlyappointed project managers in bothareas to develop reps andprogrammes for them.

“The message is coming out loudand clear about a range of equalitiesissues, from migrant workers, todisability rights and LGBT issues –we have lots of equality issues whichthe movement still needs toaddress.”

In addition she says: “Ourenvironment work appeals to thenext generation every bit as much asto this generation, and we are in the

front line on this issue, findingsolutions ahead of employers.”

It’s why the decision has beentaken to create a new environmentwork book with the aim of equippingevery rep with a green side in thesame way that the departmentblazed a trail with the Out At Workand Organise 2 handbooks last yearin which it mainstreamed the work ofLGBT and organising issues.

Liz also looks to seeing anincrease in its already sizeableprogramme for TU officers or unionprofessionals. Training for unionprofessionals expanded significantlyin 2006, a total of 544 from 37unions – a rise of almost 200 officersfrom 2005 with 61 per cent women.

“The TUC General Secretary alwayssays that TUC Education is ourflagship service – and this year it’scertainly been all hands ondeck as we’ve faced our busiest,most successful period of growth,"says Liz.

“We want to see a stronger code ofpractice on rights for reps as well as more

support on best practice”

Rod

Leon

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28 » spring 2008

» Roundup » TUC Education with unionlearn

Lewisham College TU Educationhad every reason to toast its10th anniversary recently – it’shelped thousands into learningin the last decade.And in training some 9,000 reps,

the college has forged excellentpartnerships with unions such asUCATT at Canary Wharf, BovisLendlease and Skanskaconstruction, Prison Service andPrison Officers Association,Communication Workers Union atCroydon and the BT Tower, RailUnion Learning at Chatham andUSDAW at Tesco.Tim Potter, Deputy Principal, said

high points of the last 10 years haveincluded two OFSTED Grade 1Outstanding results; two BeaconAwards for Widening Participationand Partnerships in Skills for Life; aHighly recommended Beacon Awardfor Innovation in Health and SafetyTeaching and the IAG Matrix Award.Liz Smith, Director of unionlearn,

officially launched unionlearn at thecollege, praising the positiveprofessional relationship it had withthe college and celebrating newinitiatives such as the ULR onlinecourse and the new awards underthe QCF.

Billy Hayes, General Secretary ofthe Communication Workers Unionand Chair of the unionlearn board,paid tribute to the hard work ofunion reps in the workplace to makework a safer and rewarding place tobe and to ULRs in establishingworkplace learning initiatives andcentres to improve the education

and prospects of union membersand their familiesHe congratulated learners and

awarded certificates, includingspecial achievement awards for repswho had attended numerouscourses and used their skills toreally make a difference in theirworkplace.

Ten years at the top

At least five people in anygroup of 20 are likely toexperience a mental illnessduring their lifetime.

This was just one of themany shocking statistics thatparticipants from NAPO, UNITE,UNISON and PCS found outabout in an innovative TUCcourse on Mental HealthAwareness held at the TradeUnion Studies Centre,Lewisham College.

The course covered:� the attitudes of employers, the

media and society to mentalhealth;

� stress at work;� discriminated against people

with mental health issues;� case studies;� supporting people with mental

health issues at work;� achieving a mentally healthy

workplace.Workplace action plans

included mental healthawareness sessions andpublicity for employers and theworkforce, particularly for thosewho work with or near the personwith mental health issues

Participants also agreed on theimportance of ensuring thatemployers know they haveresponsibilities and peopleexperiencing mental healthissues have rights under theDisability Discrimination Act.

Making sense of mental health

We kick off a new series on TUC Education in the regions with a closer lookat what’s going on in the Southern and Eastern region

Unionlearn chair and CWU General Secretary Billy Hayes presents Lewisham College TU Studiesand CWU Special Certificate for Achievement to Laura Wright, a ULR at his own union’s headoffice learning centre

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spring 2008 « 29

TUC Education with unionlearn « Roundup «

Trade union education isbehind the success of a topOfsted report at the College ofNorth East London (CONEL).The college has been

recognised as making‘significant progress’ indeveloping its adult training in arecent Ofsted report.The report states: “The college

has made significant progress inexpanding adult training. A wellestablished national centre ofexcellence in Trade UnionStudies provides a goodexperience base for highlyeffective employer engagement.”“The award is excellent news

as this report highlights that TUCEducation continues to be at theheart of employer engagementfor CONEL,” says unionlearnRegional Education Officer RobHancock.The centre works closely with

the Employment TrainingSolutions team to meet the skill

needs of trade unionists from awide range of workplaces. ULRs,trained through the centre, havehelped arrange a variety of coursesfor their members in the local area.Successful courses have included

Skills for Life for a wide range oftrade unionists from postal workersto teaching assistants, who havetaken the opportunity of sitting theNational Tests in Literacy andNumeracy and successfully gainingrecognised qualifications at Level 1and 2.ESOL courses have also been

laid on for workers from a varietyof workplaces, such as transportand the cleaning industry.CONEL is now delivering the new

Information TechnologyQualification (ITQ ), which, alongwith a whole host of Level 2vocational qualifications, is provingpopular with ULRs.DIUS Secretary John Denham

recently visited the college andpraised its progress.

CONEL tops the class

TUC Education has gone from strength to strengthin recent years. TUC tutors in the Southern and

Eastern region are totally commited to giving reps thetraining they need and to building the trade unionmovementRob Hancock REO

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30 » spring 2008

» Update » TUC Education with unionlearn

TUC Education was born in itscurrent form in the 1970s,forging partnerships with FEcolleges in developing its UnionReps Stage 1 core course forbasic training of reps.

That course celebrates its 30thanniversary this year, with newmaterials to invigorate it.

TUC Education joined forces withthe organisation’s Learning Servicesin 2005 to become unionlearn.

“Trade union studies tutors areabsolutely the back-bone of whatwe do. They work from some60 colleges across the UK usingcourses written and provided bythe department. The TUC puts a lotof resources into training – anddeveloping tutors is key to oursuccess,” says Liz Rees.

“We have first class regionaleducation officers (REOs), whodevelop partnerships with localcolleges which then run courses oneverything that you can think of,whether it’s equality, employmentrights, health and safety or onlearning. We have a hugecurriculum and work hard to keepup-to-date with the needs of repsand the priorities of unions. And thesupport we get from unions acrossthe board, education officers,regional officers, national officersand workplace reps, is crucial.”

It’s little wonder then that 13consecutive Adult LearningInspectorate reports of Trade Union

� Union repsYou may be known as a shop steward, officerepresentative, staff rep or union steward. Theunion reps courses provide a thorough basis inthe skills needed for carrying out the role.

� Safety repsCourses will help you become better reps byproviding a thorough grounding in healthand safety issues as well as tackling welfareissues. Training gives new reps an opportunityto discuss issues around health and safetyat work.

� Learning repsCourses will help you understand the role andstatutory rights of the ULR; organise to improvelearning opportunities and work withemployers towards a learning workplace.

� Pensions scheme trusteesCourses will give a better understanding ofpensions so you can provide advice to yourmembers on issues as well as help youunderstand your own pension situation.

� Equality repsReps need an understanding of employers’legal duties for members to get effectiverepresentation. Courses include legislation ondiscrimination and diversity, and union equalitystrategies and tackling discrimination at work.

� Environment repsCourses give an understanding ofenvironmental terminology; examine legislationand review environment management systems;assess current trade union policies; anddevelop workplace and community strategies.

� Union professionalsThe professional development programmebrings locally delivered high quality, accreditededucation and training to union officers.

� Trade union tutorsDeveloping the skills and experience of TUCtutors is central to maintaining and building onour high standards. TUC Education trains anddevelops its tutors on specially designed andaccredited courses.

Studies units in colleges by Ofstedhave all been Grade 1 –outstanding – unmatched by anyother curriculum area across adulteducation.

“The quality of the work makesme very proud – it’s not easy tokeep on top of all the changes thatcome along but we have managedit and that quality of work is whatpulls us through. We have terrifictutors and materials and so muchcommitment across the field inkeeping that quality high.”

A flare for learning TUC Educationprovides the trainingyou need

log ontowww.unionlearn.org.uk to

download PDFs of courses online.Or contact your regionaleducation officer (see back page)for more information.

Organise 2“Organise 2! A voice in every workplace”builds on the success of the first edition ofOrganise!, and has been designed to helpdevelop the skills for effective workplaceorganisation. It has been developed for useacross the TUC Education curriculum, forbranches, for union officers, for unionlearning reps, for campaigns and forwherever the voice of the union should beheard. Reps will find it available on coursesfrom January 2008.Let TUC Education know what you think of

it – email Liz Rees at lrees@tuc.org.uk forfurther details, or with any suggestions forimprovement. TUC Education will use thesefor Organise 3!

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spring 2008 « 31

Diversity « Update «

Fire and rescue service staff inSouth London are improvingtheir communications with deafpeople thanks to a sessionorganised at NewMalden firestation.

The Deafworks course trainsfirefighters about how toapproach deaf and hard ofhearing people when carryingout Home Fire Safety RiskAssessments and how to installsmoke alarms designed fordeaf people.

With the help of funding fromthe London Development Agency(LDA), the course is currentlybeing run for Red Watch at NewMalden fire station and forborough-based fire safetyadministrative staff from Lambeth,Croydon and Kingston.

It all came about as a result of ashort fire safety presentation bySurbiton Deaf Club at New

Malden fire station on Learning atWork Day (LAW) last year, whichsparked a lot of interest among theworkforce.

The Watch Manager is keen forthe session to form part of the initialtraining firefighters receive whenjoining the Fire Service since itprovides excellent advice oncommunicating with the hard-of-hearing and is also very useful forhelping engaging with anybody whohas difficulties with English.

“This is a fantastic course, whichthe students have really enjoyedand which has taught them manyuseful skills,” says FBU LondonRegion Lifelong LearningCoordinator Tim Davis.

In addition to the Deafworkscourse, two firefighters are studyingBritish Sign Language (20 per cent offirefighters in the capital areinterested in BSL, according to arecent London-wide learning survey).

“Learning at Work Day hasproduced a real benefit for thelocal deaf and hard of hearingcommunity as well as setting FireService staff on a personallearning journey,” says unionlearnRegional manager Barry Francis.

“This serves to underline thevalue of union learning as animportant part of social cohesion:the partnership between the LDA,unionlearn and the FBU hasresulted in a real benefit to thecommunity.”

Tania Fletcher, Head ofEmployability at the LDA, says theAgency is delighted to be fundingsuch a worthwhile programme.

“Deafworks has found a newway of working between the fireservice and the deaf and hard ofhearing communities, and willencourage better practice whenengaging with other vulnerablecommunities,” she says.

Firefighters atNew Malden areimproving theircommunicationswith deaf people

Firefighters answerdiversity call

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ten apprentices are paid betweenthe LSC minimum rate of £80 andthe TUC proposed rate of £110.

The Prime Minister has said thatthe issue of minimum wageexemptions for apprentices would belooked at by the Low PayCommission. But because this isunlikely to lead to any changesbefore October 2009, the TUC wantsthe LSC to urgently increase theminimum rate to £110.

Release of the TUC report alsocoincided with the Government’sreview on apprenticeships.

And while TUC General SecretaryBrendan Barber broadly welcomedReady to Work, Skilled for Work, hecalled the situation on low pay ascandal.

» Feature » Apprenticeships

Building theyouth teamYoung women working in areassuch as hairdressing, early yearseducation and social care faremost badly.

Most apprentices are exempt fromthe minimum wage, but in 2005 theLearning and Skills Council (LSC)established a minimum payment of£80 a week for apprentices.

The TUC report says that while thisrate has helped protect someapprentices from unscrupulousemployers, a pay rise is longoverdue. It wants the minimumrate for apprentices to be increasedto £110 a week, roughly in linewith the minimum wage rateyouth rate (£3.40).

According to recentstatistics, less than one in

The TUC wants the Government to improve pay rates for apprentices. And whatbetter time to talk about it than during the country’s first-ever Apprenticeships Week?

Photo:LSC

Former trackstar Steve

Cram launcheda new AthleticsApprenticeship

duringApprenticeships

Week

32 » spring 2008

By Astrid Stubbs

The Government shouldincrease the minimum payrate for apprentices, says

a TUC report that coincided withthe first Apprenticeships Week.

Decent Pay for Apprenticesreveals that althoughapprenticeships are a good routeinto work for young people, thequality of training can vary.

Some apprentices are paid aslittle as £1.54 an hour withinadequate training, which in turnleads to poor completion rates. Lowpay particularly affects womenapprentices, who are paid onaverage 26 per cent less than men.

32-33 LR Apr 08:Layout 1 10/4/08 17:48 Page 2

“It’s disappointing that theGovernment has delayedaddressing a key problem withapprenticeships, that of poor pay.Although the poorest paidapprentices are now protected fromthe worst ravages of exploitation,this has not increased since August2005. Rising prices mean this iseffectively a pay cut.

“Apprenticeships are anexcellent route into work and wewant to see more employersoffering high quality places. Butthere is a stark quality dividebetween apprenticeships, with toomany young people receiving poortraining and poverty pay. Many aretraining to care for our families andfriends and it’s scandalous thatthey are paid so poorly. It’s nosurprise that these apprentices areamong the most likely to drop out.”

Apprenticeships « Feature «

spring 2008 « 33

New research released to markthe start of the first everApprenticeship Week inFebruary highlighted thatemploying apprentices has ahugely beneficial impact onoverall business performance.In an independent survey of

organisations that employapprentices, conducted on behalfof the LSC, over three-quarters

This is the TUC’s six-point plan tobuild on review:

� Government should establish anational equality and diversitystrategy with action to targetparticular groups, sectors andlocalities.

� Government should use mechanismsto promote equality and diversity inapprenticeships, including publicprocurement policy and targets forSector Skills Councils (SSCs), whichcould be linked to Government fundingof SSCs.

� The £80 minimum pay rate shouldurgently be raised to at least £110 perweek.

� Joint work between unions andemployers should be encouragedand supported by Government. Inparticular, unions could do more inthis area with statutory rights tocollective bargaining over training,and the Government should re-consider this issue.

� The Government should expand adultapprenticeships, helping break downoccupational segregation.

� The Government should fully explorehow the public sector gender equalityduty can ensure gender equality inapprenticeships.

Action plan You’re hired!� There are 240,000apprentices working in over130,000 organisations inEngland alone.

� The TUC target of £110 isbroadly in line with theminimum wage for 16-17year olds (£3.40), takinginto account the averageweekly working time forapprentices is 32 hours

� Download the TUC reportDecent Pay for Apprenticesfromhttp://tinyurl.com/3y5b74

� Download the Governmentreport Ready to Work,Skilled for Work fromhttp://tinyurl.com/2l3fms

Good for business felt their apprenticeshipprogramme made themmorecompetitive, while the samenumber believed apprenticeshipsled to higher productivity.The TUC joined forces with the

Federation of Small Businesses tomark Apprenticeships Week andstress the importance ofapprenticeships.The FSB, one of the leading

providers of apprenticeships,supports the TUC call for anincrease in the minimum

weekly wage.The organisations believe that

further increasing completionlevels is crucial to improving thequality and reputation ofapprenticeships.The TUC and FSB are also

determined to boost diversitywithin apprenticeships. Morewomen should be given a routeinto non-traditional roles andethnic minorities and disabledpeople need greater access tohigh quality apprenticeships.

Backing the youth team (from left): Skills ActiveCEO Stephen Studd, LSC Director of ApprenticeshipsStephen Gardner, Skills Minister David Lammy andOlympic Medalist Steve Cram

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34 » spring 2008

» Feature » Higher-level skills

The Continuing ProfessionalDevelopment of the UK’s seniorpublic servants has been givena major boost with a projectestablished by the FDA – theunion for senior managersand professionals in publicservice.FDA members include Whitehall

policy advisers and seniormanagers, tax inspectors,economists and statisticians,government lawyers, crownprosecutors, schools inspectors,diplomats, and accountants.Neil Rider, project manager,

says the union sought fundingafter surveying members aroundthe Professional Skills forGovernment scheme (PSG), whichrepresents a different and more

structured way of thinking about CivilService jobs and careers.It is a major, long-term programme

designed to ensure that no matterwhere people work in Government,they have the right mix of skills andexpertise to enable their departmentor agency to deliver effectiveservices. It also aims to ensure thathigh level skills are transferable intothe private and third sectors.“We found there was concern

among members about how PSGworks so we wanted to work withGovernment Skills (the Sector SkillsCouncil for Government) to makesure PSG is effective for our peopleand their employers and to buildconfidence in the scheme,” says Neil.The outcome is that the project

has the support of Government skills

and the employers that the FDAworks with. Indeed Neil is himself aCivil Servant seconded by hisdepartment to be project manager.The union is also in the process of

setting up a partnership agreementwith Government Skills.Members are being offered career

Briony is a probation serviceofficer (PSO) and trained in 2006as part of the first cohort ofNAPO’s (Probation ServiceUnion) ULR team.Briony says she has had

problems with management’sunderstanding of her role so for themoment: “I’ve been working awayin the background raising theprofile of my role, and bysupporting my workmates, so whenI hear about someone’s needs I tryand get it for them. This willdemonstrate the benefits of what aULR can offer.”Part of spreading the learning

message for Briony has been lettingpeople know about the unionlearndiscounts available to them if theybook courses with the OpenUniversity, Open College and

National Extension College.“Continuing Professional

Development (CPD) is important here,for instance with keyboard skills,” saysBriony. “People are expected to workon keyboards for hours a day but arenot always up to date on, for example,EXCEL andWord.“I try to tell people that there is

still CPD after a degree! This caninvolve keeping up-to-date with thelaw, new computer programmes aswell as personal development withcourses in such things as glass andjewellery making.”Briony is hoping her role will

become more visible duringLearning at Work Day in May. Shealso advertised her ULR role morewidely during World Book Day onMarch 6.“I’d like to think that I could work

with managers to organise a fulltraining needs analysis and to workin tandem on CPD, which I believewould help lift morale.“Being a ULR is not about making

waves but about complementingthe work management does.“People have degrees but they

might not want to admit that theyhave Skills for Life needs, such asnot being great at maths or the factthat they need to brush up theirEnglish. They might not wish toadmit this to management but theymight talk to me and in this way I’mhoping we can work together.”

Why CPD is AOK outWest

Whitehall gets developed

ULR Briony Marder is makinga quiet difference to the livesof West Country probationservice staff.

There’s still CPD after a degree, Briony Marder tells hercolleagues

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spring 2008 « 35

Higher-level skills « Feature «

Liverpool signslearning dealA joint learning agreement has been struckbetween Liverpool Community College andits unions.A significant achievement in the

agreement is that newly appointed ULRSteve Burns is co-opted onto the StaffDevelopment Management Group, whichensures dialogue on issues, including theneed for FE teachers to join the Institute forLearning.Another really useful outcome of the

agreement between the college and unions,UCU and UNISON is the time given to Steveto carry out his work, demonstratinggenuine investment by the college in theinitiative.“As a learning organisation whose key

role is education, the work of the ULRdovetails well with its core activities,”commented Joel Petrie, Chair, UCU LiaisonCommittee, who took the union lead onnegotiating the agreement.“Staff development/CPD is a key element

in the current professionalisation agenda infurther education and we believe having aULR will give staff a stronger voice insteering this agenda locally.”

At a national levelNAPO works tomake sureemployersunderstand therole of the ULRand how it canbenefit theirbusiness andorganisationalneeds.ULRs can make a significant

impact in the Probation Serviceand the Children and FamilyCourt Advisory and SupportService (CAFCASS).The Probation Service is going

through a period of change withthe introduction of a newtraining qualificationsframework.And ULRs will be able to make

sure all staff in the service areaware of the changes and howto make best use of them andcontinue up the career ladder ifthey wish to do so.

development through Opus2, theConnect union careers adviceorganisation, which has alreadyproduced an excellent response,says Neil.And a request for volunteers to

train as ULRs got off to a flying startwith 27 already signed up across 10departments and agencies. Two ofthe ULRs are based abroad and areset to undertake training online.“Our people are by definition

career conscious and the aim of thegovernment scheme is to give themthe skills both inside and outsidepublic service so that they canexchange between sectors.“For instance a lawyer who is

giving high level legal advicemight need the skills to managea project or need financialmanagement skills.”FDA General Secretary Jonathan

Baume is fully behind the project.

“The FDA believes that whateverlevel people are at in theircareers, they never lose theability to learn more. That isessential for career and personaldevelopment. Lifelong learningmeans learning for the whole ofone’s life – and that applies to ourmembers as much as anyone,”he says.For FDA members, Neil says

that as well as attention to higherskills there has already beenan enthusiasm for IT andlanguage skills.“It’s a very positive start – and

we are knocking at an open doorwith members and employers. Weare already hitting targets andthat’s fantastic,” he says.

“This clearly benefits ourmembers, their civil serviceemployers, and ultimately, thecountry.”

By negotiating locallearning agreementsULRs will be able toassess staff trainingneeds’ and find outwhat barriersprevent them fromtaking up training

opportunities.NAPO’s learning

strategy within this climateof change is to work inpartnership with employers topromote learning andprofessional development, saysRanjit Singh, the union’s ULFproject manager (pictured).“The introduction of ULRs is

an intrinsic tool to achieve this,to both promote new learningopportunities and also to ensurefairness and accessibility on along term basis, ULRs will beable to ensure that workers aregiven the time, support andencouragement to learn anddevelop,” he says.

Working together

Dave

Hughes

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36 » spring 2008

» Update » Learning at Work Day

green,The

green grass of workThe big theme for this year’s Learning at Work Dayduring Adult Learners’ Week in May is SustainableWorkplaces. Find out more about how you canmake it come alive for new learners.

Sustainable Workplaces is the theme of thisyear’s National Learning at Work Day, andthe idea is that ULRs use the day to helptheir colleagues and employers learn new

skills and working practices to help sustain theplanet and benefit their business.By coordinating this one day of workplace learning,

on Thursday 22 May in Adult Learners’ Week, theCampaign for Learning (CfL) hopes employers willbegin to see the business benefits of staffdevelopment.“Learning new skills and recognising those that

already exist creates a loyal and motivated workforceleading ultimately to business success,” says the CfL.“And Learning at Work Day provides the perfect

platform for ULRs to tackle many of the barriers tolearning in the workplace for both employees andemployers.”By leading on the planning of Learning at Work Day

events within individual organisations, ULRs can offerthe peer support to encourage staff participation andthe influence with management to ensure they buy intothe event and give it their full backing, increasing thelonger term benefits of taking part.Under the umbrella theme of Sustainable

Workplaces, the Campaign is providingresources around three different strandsto help workplaces make positive changes,both internally and externally, to benefitorganisations, employees and the widercommunity and economy.

� The environmental strand will look at whatorganisations can learn about green issuesand how employees can learn by interactingwith the community they live and work in.� The work/life balance strand will helpemployers develop good practice andprocedures that can lead to healthy,productive and motivated employees.� And the learning throughout lifestrand will explore how to developtransferable “soft” skills

Put OpenLearn to work for you

“Learning at Work Day providesthe perfect platform for ULRs totackle barriers to learning”

OpenLearn is the online learning spacewhere the Open University (OU) hasuploaded a vast range of its coursematerials for anyone to use, completelyfree of charge.If you want to find out more about

environmental sustainability (one of theoverarching themes for this year’s AdultLearners’Week), or sustainableworkplaces(the theme for Learning atWork Day),OpenLearn is a great place to start.

� An introduction to sustainable energyhttp://tinyurl.com/2mpmz6 Providesan introductory overview of thepresent energy systems and takes abrief look at where the world may findenergy in the future – cleaner use offossil fuels or renewable energysources.

� Why sustainable energy mattershttp://tinyurl.com/38t6po Surveys

the world’s present energy systemsand their sustainability problems,together with some of the possiblesolutions to those problems and howthese might emerge in practice.

� Introducing Environment –taster materialshttp://tinyurl.com/2w8tf9 Providesan overview of Open UniversityCourse Y161 Introducing environment,

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Learning at Work Day « Update «

For more ideas, resources andmaterials to help make the daywork, visit the Campaign for

Learning’s website,www.learningatworkday.com or call020 7766 0001 for more information.

introducing the types of activities,tasks and assignments undertakenon the course.

� Climate changehttp://tinyurl.com/3dqgqb Exploresthe basic science that underpinsclimate change and global warming.

� Global warminghttp://tinyurl.com/2oc3nv Providesan introduction to global warming,looking at the pattern of ice agesand analysis of recordedtemperatures, assessing the impactand influence of humans on globalwarming and examining climatemodels and how to predict futurechanges.

� Managing coastal environmentshttp://tinyurl.com/326zx2 Looks atthe example of the Blackwater Estuaryin Essex, England, describing how thecurrent state of the estuary came to beand examining the contests andconflicts in terms of managing theenvironment for human needs and theneeds of the other species who maketheir habitat there.

and the vital Skills for Life needed by everyone inthe workforce.To get your learning ideas for this year’s event

flowing here are some examples of organisations cantake part.� Scrap Heap Challenge: The art competition elementof turning old office waste into masterpieces willengage even the most reluctant employee whilehighlighting the business benefits of recycling.� Family Story Writing Competition: Taking an interestin employees’ family lives will help to promote theimportance of work/life balance and writing andreading stories will improve everyone’s Skills for Life.� Ready Steady Cook: A session where employees canlearn to make quick and easy healthy lunches to showhow a healthy diet can improve performance at workand lead to a more enjoyable life,� Colleague Skills Swap: Sharing hidden talentsboosts employee confidence and workplacerelationships as well as developing transferable skillsto maintain a productive, motivated workforce.

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38 » spring 2008

» UnionlearnTel: 020 7079 6920Fax: 020 7079 6921unionlearn@tuc.org.ukwww.unionlearn.org.ukDirector Liz SmithTel: 020 7079 6922lsmith@tuc.org.uk

» National unionlearnmanagersStandards and QualityIan BorkettTel: 020 7079 6940iborkett@tuc.org.ukResearch and StrategyBert CloughTel: 020 7079 6925bcloug@tuc.org.ukBusiness and FinanceMatthew Fernandez-GrahamTel: 020 7079 6936mfernandes-graham@tuc.org.ukCommunicationsMike PowerTel: 020 7079 6942mpower@tuc.org.ukTrade Union EducationLiz ReesTel: 020 7079 6923lrees@tuc.org.ukUnion DevelopmentJudith SwiftTel: 0151 243 2568jswift@tuc.org.ukDevelopment Officer (ULF)Catherine McClennanTel: 07795 606 982cmcclennan@tuc.org.uk

» Equal ProjectJoe FearnehoughTel: 0151 243 2571jfearnehough@tuc.org.uk

» Learndirect centresHelen GagliassoTel: 0191 227 5567hgagliasso@tuc.org.uk

»WebsiteJay SreedharanTel: 020 7079 6943jsreedharan@tuc.org.uk

» Regional unionlearnSouthern and EasternTel: 020 7467 1251Regional managerBarry FrancisUnion Development CoordinatorJon TennisonRegional Education OfficerRob Hancock

» MidlandsTel: 0121 236 4454Regional managerMary AlysUnion Development CoordinatorGary O’DonnellRegional Education OfficerPete Try

» NorthernRegional managerBarney McGillTel: 0191 227 5552Union Development CoordinatorElizabeth KilloranTel: 0191 227 5557Regional Education OfficerIan WestTel: 0191 227 5572

» NorthWestRegional ManagerDave EvaTel: 0151 236 2321Union Development CoordinatorTony SaundersLiverpool officeTel: 0151 236 2321Manchester officeTel: 0161 445 0077Regional Education OfficerPeter HollandTel: 0151 243 2564

» SouthWestRegional ManagerTel: 0117 947 0521Helen ColeUnion Development CoordinatorRos Etheridge

Regional DevelopmentWorkers:BristolAlan ShearnTel: 0117 947 0521CornwallGeoff HaleTel: 01209 611 604Regional Education OfficerMarie HughesTel: 0117 933 4443

» Yorkshire and theHumber

Tel: 0113 245 4909Regional ManagerAlan RoeUnion Development CoordinatorSharon Burke,Regional Education OfficerTrevor SargisonTel: 0113 200 1071

» Union contactsAspect Judith HibbertTel: 07968 322 969judith.hibbert@ntlworld.comATL Mark HoldingTel: 020 7782 1596mholding@atl.org.ukBECTU Brian KellyTel: 020 7346 0900bkelly@bectu.org.ukBFAWU Dorban IppomaTel: 020 8801 0980dorban58@yahooBSU Vikki BothamTel: 07717 805 521vikki.powell@britannia.co.ukConnect Kirsi KekkiTel: 020 8971 6052kirsi.kekki@connectuk.orgCWU Trish LavelleTel: 020 8971 7340tlavelle@cwu.orgEquity Louise GraingerTel: 020 7670 0214lgrainger@equity.org.ukFBU Trevor ShanahanTel: 07917 75 9473trevor.shanahan@fbu.org.ukFDA Martin FurlongTel: 020 7401 5555martin@fda.org.uk

unionlearn contactsAll TUC email addresses are first initial followed by surname@tuc.org.uk

» contacts

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resources «

MU Pauline DalbyTel: 020 7840 5516pd1@musiciansunion.org.ukNAPO Ranjit SinghTel: 07943 827 353rsingh@napo.org.ukNASUWT Jennifer Moses,Stephen SmithTel: 0121 453 6150lifelong.learning@mail.nasuwt.org.ukNUJ Linda KingTel: 020 7843 3717lindak@nuj.org.ukNUT Andrew Parry WilliamsTel: 020 7380 4800/4780learning.reps@nut.org.ukPCS David McEvoyTel: 020 7801 2727 ext 2360david.mcevoy@pcs.org.ukPFA Alan IrwinTel: 07717 467 718ieteuk@yahoo.co.ukPOA Andy RowettTel: 07917 699 210poaulf@yahoo.co.ukProspect Rachel BennettTel: 020 7902 6687Rachel.Bennett@prospect.org.ukRCN Linda McBrideTel: 020 7647 3855linda.mcbride@rcn.org.ukUCATT Jeff HopewellTel: 01302 360 725jhopewell@ucatt.org.ukUnison Pam JohnsonTel: 020 7551 1267pam.johnson@unison.co.ukUnite – Amicus sectionTom BeattieTel: 020 8462 7755tom.beattie@unitetheunion.orgUnite – T&G section Jim MowattTel: 020 7611 2628jmowatt@unitetheunion.orgUnity Gerald CrookesTel: 01782 280 588geraldcrookes@unitytheunion.org.ukURTU Graham CooperTel: 07795 562 874grahamcurtu@yahoo.co.ukUSDAW Ann MurphyTel: 0161 224 2804ann.murphy@usdaw.org.uk

On our website we recently askedULRs to share their “Top Tips” ongetting workmates into learning.Here are 10 of the best.

1 Try to collaborate with otherULRs. Having more ULRs

involved keeps turnout high andcosts down.

2Create an events calendar foryour team. Provide

information on what’s available,when and how to enrol.

3Go on courses yourself, soyou can give first hand

experience.

4Get involved with localauthorities/colleges and

learning events.

5Get colleagues involved asreviewers i.e. courses,

books etc.

6Share your experiences andpotential stumbling blocks

with your colleagues. Let themknow how you got overobstacles or if you overcame afear of learning.

7Where possible getsupport from

local/regional learningofficers from your own unionand unionlearn as they haveall the up-to-date informationon funding etc.

8You can download freeonline books for anyone

anywhere at no cost, andwith almost no restrictionswhatsoever. You may copy it,give it away or re-use it underthe terms of the ProjectGutenberg License included atwww.gutenberg.org.

9Set yourself clear goals andmake an action plan with

target finish dates so you canmonitor progress easily.

10Give yourself plenty oftime when planning

events as things often takelonger than you think.

All these tips have beensubmitted by ULRs, why notsubmit your top tips and we’llsend you a set of nineSandstone Vista books.

www.unionlearn.org.uk/toptip

“Thursday 22 May will be my first Learning at Work Day as a ULR.Could you give me some tips on what I might do the day?”

First of all go to the Campaign for Learning’s website where they have created a newsection especially for ULRs. You will find information including action plans that takes youthrough the essential steps to a successful Learning at Work Day from “making your case”to “measuring success”. There will be downloadable materials, resources and casestudies that have been designed to help you as a Union Learning Rep, as well as otheruseful websites and information sources.A few example of activities you could run on the day are, book swaps, Indian head

massage, job swaps, laughing in the workplace, presentation tips for public speaking,managing your workload and plenty more. And an A-Z of activities that you can use inyour workplace can be found at www.campaign-for-learning.org.ukYou should also contact your regional unionlearn project workers for advice on local

activity and funding. Contact details at the back of this magazine.

Q

A

Contactus...If you have aquestion youwant answeredor want to takepart in onlinediscussions,please visitwww.unionlearn.org.uk/discuss

Jay knowsJay Sreedharan, unionlearn’s website officer, answerssome recent questions raised by site visitors

Top tips from you

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Resources « Roundup «

Order now for AdultLearners’Week eventswww.unionlearn.org.uk/freebooks

Whether or not you areorganising events for AdultLearners’Week, andespecially Learning at WorkDay (Thursday 22May)there’s lots of material youcan use – and post andpacking is free as well.

Learning and organising– leaflets and poster

A new set of materials toencourage people to becomeULRs and to join the union.They include leaflets entitled:“Fancy taking on the best job inyour workplace?” Designed toencourage members to becomea ULR. And a join union leaflet“No other membership givesyou this many benefits”. Plusa poster urging people to jointhe union.

Kate and Umar’s Incrediblelearning journey – DVDNow available this new 10 minute animated filmis being widely used in workplaces and oncourses around the country. See story on page 6.

Unionlearn directoryThis list of TUC

Education programmes andcentres should be on the shelfof every learning centre andULR.

Keep members and colleagues in touch with whatunionlearn and its partner organisations are doing,

saying and offering by ordering further copies of thisedition of the Learning Rep and pass them on. Order lotsfor your Adult Learners’Week activities (17 – 23May).

Working for LearnersThis new, updatedhandbook is a must have for allULRs. This 80 page, wire boundpublication contains everythinga ULR needs to know. Itschapters cover: learning andorganising, benefits of ULRs,functions and rights, ULRagreements, ULR activities, ULRtraining, and support forlearning. Plus a jargon buster,resources list and contacts.See story on page 12

Freematerials

new

new

Local heroes – the importance of ULRs –DVD

The first 3,000 copies of this film went within sixweeks – a great response to a film showing thevital work carried out by ULRs. More copies havebeen ordered, which means that the ULR story canbe spread even wider.

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