FROm A CTIvITy TO PROFESSION SkillS for SucceSS · FROm A CTIvITy TO PROFESSION SkillS for SucceSS...

The Institute of Parking ProfessionalsEncouraging Excellence

SkillS for SucceSS 2011

FROm ACTIvITy TO PROFESSION

Why use us for training?• 8yearsexperienceofdeliveringtrainingforthe

parkingindustry• Experiencedtrainerswithextensiveknowledgeand

experienceinallaspectsofCPE(ourconsultantsareeitherex-localauthoritymanagersorhavemanyyearscommercialexperienceofCPE)

• Tailor-madetrainingcourses,designedtofityourrequirements

• Coursesdeliveredonyourpremises,whichreducescostsandtraveltime

• Wealsoorganisecoursesformultipleauthorities

Our courses include:• Processing–introductoryandadvanced• ParkingManagerscourses• Customercare,telephoneandletter-writingcourses• CCTVenforcement• TMA2004andotherlegislation• TrafficOrders• Conflictmanagement

As a City and Guilds Approved Centre we can deliver qualification courses for both Civil Enforcement Officers and Notice Processing staff.

• City&GuildsLevel2AwardforCEOs- FornewstaffandexistingCEOs

- Comprehensiveworkbookwithrevisionexercises- Coursestailoredforlevelofknowledgeand

experience

• City&GuildsLevel3AwardinNoticeProcessing- ForlocalauthoritiesworkingunderCPE- Orforprocessorsprocessingticketsissuedon

privateland- Comprehensiveworkbookwithrevisionexercises

Wantthequalificationsbutcannotaffordthefullcourse?Weoffershortenedprogrammeswithguidedself-learningforexperiencedstaffandrevisionsessionsfollowedbytheexaminations.

As experienced parking consultants we also offer the following:

• CPEImplementation• Contractpreparationandletting(enforcement,

customerservices,bailiffsandIT)• Strategic,qualityandfinancialreviews• Managementsupport• Policyandproceduremanuals• Compliancesurveys• Mysteryshopping• Operationalaudits• Technicaladvice

If it’s parking related, we can help

PARKING ASSOCIATES LTD34BurntwoodGrangeRoadWandsworthCommonLondonSW183JX

Tel:07092 386114E-mail:[email protected]

BRITISH PARKING ASSOCIATION

3



foreword 04

uk Parking Sector Skills Strategy - Job done! What next? 05

The Skills road Map 07

Apprenticeships – The Breakdown 10

The renaissance of Apprenticeships 12

recognising our Skills – A New leadership and Approach 17

Vocational Qualifications for Parking – The Complete Works 21

collaborating to raise Skills in Parking 27

online Networking and Social Media – The Skilled Way 30

coNTeNTS

Why use us for training?• 8yearsexperienceofdeliveringtrainingforthe

parkingindustry• Experiencedtrainerswithextensiveknowledgeand

experienceinallaspectsofCPE(ourconsultantsareeitherex-localauthoritymanagersorhavemanyyearscommercialexperienceofCPE)

• Tailor-madetrainingcourses,designedtofityourrequirements

• Coursesdeliveredonyourpremises,whichreducescostsandtraveltime

• Wealsoorganisecoursesformultipleauthorities

Our courses include:• Processing–introductoryandadvanced• ParkingManagerscourses• Customercare,telephoneandletter-writingcourses• CCTVenforcement• TMA2004andotherlegislation• TrafficOrders• Conflictmanagement

As a City and Guilds Approved Centre we can deliver qualification courses for both Civil Enforcement Officers and Notice Processing staff.

• City&GuildsLevel2AwardforCEOs- FornewstaffandexistingCEOs

- Comprehensiveworkbookwithrevisionexercises- Coursestailoredforlevelofknowledgeand

experience

• City&GuildsLevel3AwardinNoticeProcessing- ForlocalauthoritiesworkingunderCPE- Orforprocessorsprocessingticketsissuedon

privateland- Comprehensiveworkbookwithrevisionexercises

Wantthequalificationsbutcannotaffordthefullcourse?Weoffershortenedprogrammeswithguidedself-learningforexperiencedstaffandrevisionsessionsfollowedbytheexaminations.

As experienced parking consultants we also offer the following:

• CPEImplementation• Contractpreparationandletting(enforcement,

customerservices,bailiffsandIT)• Strategic,qualityandfinancialreviews• Managementsupport• Policyandproceduremanuals• Compliancesurveys• Mysteryshopping• Operationalaudits• Technicaladvice

If it’s parking related, we can help

PARKING ASSOCIATES LTD34BurntwoodGrangeRoadWandsworthCommonLondonSW183JX

Tel:07092 386114E-mail:[email protected]




4 In 2004, we identifi ed the need to develop a skills strategy for the UK parking sector. Our aim was to increase professionalism and productivity by creating a qualifi cations framework and defi ning standards. Our belief was that this would help improve the status of the people working in the UK parking sector and reassure the public using its services.

Three years later, we published the UK Parking Sector Skills Strategy which was commended by the UK Commission for Employment and Skills for being clear, concise and logical. This process strengthened our engagement with awarding bodies, qualifi cation regulators and funding agencies.

The subsequent years have been taken up with implementing that strategy. Much of the work has been technical, opaque and progress has been frustratingly slow. Now at last, our sector has the framework and the tools we need to build the parking profession. We must put those tools to good use and, as time goes by, improve and adapt them to the changing needs of our profession.

In these times of dramatic budget cuts, it is essential that employers help their staff become more effi cient and more productive. It is the 60,000 people working in our sector who provide the services and generate the profi ts. I urge all the employers in our sector to take advantage of tools that are now at their disposal and use them to develop and motivate their staff. If those tools need adapting to meet your particular needs then let us know. If there are important tools still missing then work with us to develop them.

Now that a framework and qualifi cations for parking are in place the Institute of Parking Professionals can come into its own. A professional institute can help each of us improve our skills and knowledge, advance our career, or quite simply stay up-to-date and informed in our rapidly changing world. Let’s continue to build our profession!

Nigel Williamschair of the Skills and iPP Board

foreWord

Nigel Williams

chair of the Skills and iPP Board

Nigel has been actively involved in the Skills Agenda and the Institute of Parking Professionals (IPP) since the very beginning and is the current Chair of the combined Skills and IPP Board (SKIPPS). He has over 25 years experience in the parking sector and brings a wealth of knowledge and an immense passion for the work we are doing, ensuring there is continued focus on meeting our sector’s needs and achieving results.

The document you have in your hands (or on your screen) is the result of seven years of sustained effort on the part of the British Parking Association, its members and staff.

Despite recent changes in Government’s skills and funding policy, the British Parking Association has delivered successfully on the uk Parking Sector Skills Strategy, ensuring that skills development for the parking sector is relevant and fi t for purpose. Employers and staff in the sector will reap the benefi ts now and in the future.”

Anne marie Graham chair of the Sector Skills Bodies group

head of Skills, Business and Adult learningcilT

Nigel Williamschair of the Skills and iPP Board



5

Rocky Datoo

BPA’s Head of Professional Development

uk PArkiNg SecTor SkillS STrATegy - JoB doNe! WhAT NexT?

Over the past five years there has been a steady increase in the number of skills and qualifications related acronyms being bandied about the parking sector. The start of this can perhaps be attributed to the 2006 UK Parking Workforce Survey when, for the first time, the British Parking Association (BPA) set out to define the boundaries of the parking sector on the terms of those within the sector itself. The in-depth insight obtained from this research provided the BPA with a strong base on which to build the UK Parking Sector Skills Strategy; the first public-facing step towards transforming parking from an activity into a profession.

Now 5 years after the first UK parking workforce survey and 4 years after the original strategy was launched, we have:

• delivered the UK Parking Sector Skills Strategy

• elected an active Skills and IPP Board (see the BPA website for biographies of current board members)

• established a strong relationship with Asset Skills, the sector skills council for the built environment (see page 27)

• produced comprehensive functional and occupational maps with the requisite national occupational standards (see page 7)

• developed a qualification framework that meets the needs identified by those working in the sector (see page 21)

• established the Institute of Parking Professionals to represent and assist individuals working in our sector

ProfessionInstitute of Parking Professionals

Quali�cations FrameworkNational Occupational Standards

Sector Skills CouncilSKIPPS Board

Sector Skills Strategy

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About the author

Rocky Datoo is the BPA’s Head of Professional Development and has been leading the parking sector’s skills agenda for 5 years.

The question therefore remains: have we transformed parking from an activity to a profession?

We need to take stock.

What is working well? What needs changing or improving?

What are we missing? What should we do next?

To answer these questions, we are again turning to our colleagues in the sector.

We want to understand:

• Has the shape, size and feel of the sector changed in the past five years?

• What has been the impact of legislation, economic climate and technological advances?

• Have public and media perception of the parking sector changed?

• Are there more people working in parking and are they better qualified?

• Have their career aspirations changed?

• What does the sector need now?

Essentially, we want to update our profile of the UK parking workforce and evaluate the impact of the UK Parking Sector Skills Strategy 2007.

Following a rigorous tendering process, we have appointed Pye Tait Consulting, specialists in business services, marketing and learning and skills, to undertake this work for us between march and June 2011. We urge you to support them in this task so we can effectively represent your views and address your needs as the skills and professionalism agenda moves into a new phase of development.

Pye Tait have committed to delivering both quantitative and qualitative data we can use to develop our next steps. To achieve accurate results, it is essential that we have reliable input from across the sector. If you are approached by Pye Tait Consulting please do take a few minutes to speak with them on the telephone or arrange a convenient time to do so. Alternatively, to be sure your organisation participates in this important research please contact Adrian Smith ([email protected]). There will be further opportunities to complete a survey at the Parkex exhibition and online through the new BPA and IPP websites.

Making the parking sector a recognised profession is core to the BPA’s overarching strategy. We have demonstrated the value of building our strategy on robust data and now begin the cycle again. Please ensure that your views are captured and your needs are planned for.

Have your say once more!

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Dawn Huish

dhh Training

The SkillS roAd MAP

About the author

Dawn Huish – DHH Training Dawn joined the parking sector 17 years ago. Initially working within the Notice Processing team and later moving into the learning and development world where she was able to pursue her passion for learning and sharing knowledge with others. Dawn is a qualified adult teacher, assessor and internal verifier and now works as a learning and development consultant. Dawn is currently providing consultancy to the BPA.

The British Parking Association (BPA), is the standards setting body for the UK parking sector, and has responsibility for advancing the skills agenda and developing the workforce for the sector.

The key to developing a robust skills strategy was to first understand the parking sector in its entirety. What industries does parking cover, what activities are conducted, what job roles does it encompass, who are the people performing these roles and who are the employers? This level of understanding was essential for planning a skills strategy that was relevant, meaningful and comprehensive – to first understand whom the strategy hoped to serve.

The BPA therefore commissioned the parking occupational map to explore the scope of services provided across the sector, the range of occupations and organisations offering these services, as well as the emerging requirements in the skills and knowledge of the individuals providing these services. This if you will, was the role of the cartographer, to define the land, map the contours and key land marks of the parking sector to provide a plan from which to work. The map therefore defines and recognises the parking sector as a distinct and important sector within the UK economy, differentiating it from other sectors.

From the occupational map, work was required to further define the sector according to the roles performed within it. If the occupational map was the initial land tracing then the functional map provided a level of detail akin to plotting the road networks. The functional map identifies the functions and associated principal activities undertaken by those working within the parking sector.

The diagram shown overleaf on page 9 identifies eight first-level functions (as set out within the main circle) undertaken in achieving the key purpose. The numerical order is for convenience only and does not imply any hierarchy. The second-level functions indicated in the surrounding boxes are those undertaken to achieve the relevant first-level function. For example; Functional area 4 titled ‘Provide and manage parking and related services’ is further broken down into the three key areas which facilitate the achievement of the key function:

4.1 Operate and monitor on and off-street parking

4.2 Provide on-site parking services

4.3 Market and sell products/services relating to parking

Completing this work allowed parking to be defined with a standard occupational classification (SOC) by the Office of National Statistics, providing ongoing statistics on a national basis to help us refine our understanding of our sector and the activities within it. Work continues to further refine our classifications with the ONS to secure unique and defined codes which will facilitate deeper interrogation of statistics. In particular, we hope to secure a standard industrial classification (SIC) for parking. This in turn will assist in securing central funding and demonstrating business need for development projects.

The occupational and functional maps provide an in depth understanding of the Sector demographic, its core purposes and key activities. The next step was to utilise these maps to support the development of national occupational standards (NOS) for those involved in the parking sector. Continuing our analogy of maps and road networks, the NOS are the sat-nav within this, advising us how to arrive

The British Parking Association (BPA), is the standards setting body for the UK parking sector, and has responsibility for advancing the skills agenda and developing the workforce for the sector.

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The SkillS roAd MAP

at the successful completion of a task to a national standard. National occupational standards agree and define best practice and identify the knowledge, skills and competencies necessary to complete a task, which can then be used by organisations to inform, for example, job descriptions, the learning and development of both new and existing practitioners, recruitment and also career development.

The first suite of NOS aimed at the parking sector was developed for the frontline parking roles and embraced the enforcement, car park attendant, vehicle removal and immobilisation functions. NOS were later developed for the notice processing functions and 2010 saw the introduction of over 100 new NOS to encompass the remaining key functions within parking including:

• Strategic planning and implementation of parking requirements

• The operation of on and off street parking

• Delivering effect customer service

• Providing on-site parking services

• Establishing parking restrictions

Full details on the NOS can be found at: www.britishparking.co.uk/Raising-Standards-and-Best-Practice. National occupational standards also form the basis for the acceptance of any future relevant qualifications within the qualifications frameworks of the four nations of the UK. These include the Qualifications and Credit Framework, (QCF), in England, Northern Ireland and Wales, and its equivalent in Scotland, the Scottish Credit and Qualifications Framework, (SCQF).

Following the launch of the NOS, work continued in the summer of 2010 when the BPA together with a team of consultants and sector experts created 33 new QCF units from the newly developed NOS. These QCF units are now available on the national database and can be drawn down and combined into qualifications in the future. This approach has already been successful in the parking management qualifications which combine existing leadership and management units with some of the new parking specific units to create unique qualifications at levels 3, 4 and 5.

So there you have it from occupational and functional maps, to national occupational standards to QCF units to qualifications, a complete road map of development and design work culminating in qualifications to enhance personal development and organisational efficiency and provide a career path to send a strong and positive message to all that parking has journeyed a long way on its route from activity to profession.

All qualifications within the Qualifications and Credit and Scottish Credit and Qualifications frameworks are written to the same format, making them easier to compare and interpret. All qualifications will be made up of units contain learning outcomes detailing what the learner must know or be able to do and assessment criteria within the outcomes which specify what the learner must demonstrate during the assessment process. Each qualification is assigned a level indicating the difficulty of the content and a credit value which is equal to the learning time the average learner would take to complete the qualification. Ten hours of learning time is equal to one credit.

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12

44555454454666 333776768881Determine and plan

for strategic parking requirements

2Create and maintain

parking provision

3manufacture and supply parking equipment,

fi xtures and systems

4Provideand manage

parking and related services

6Deliver processes

and provide information and support

8manage and develop teams

and individuals

5 Establish parking

restrictions and address infringements of regulations/rules

7maintain and enhance operational effectiveness

11.1 Establish the requirement for on and off-street parking provision required1.2 Develop and implement strategic plans to meet parking requirements1.3 Design parking provision that makes effi cient use of resources

222.1 Create and refurbish parking provision2.2 Identify requirements and procure necessary parking control systems 2.3 maintain parking structures and fi xtures

3.1 manufacture parking equipment, fi xtures and materials3.2 Develop specialist parking software systems3.3 Install parking equipment and fi xtures3.4 Install specialist parking software systems

66.1 Provide information and support 6.2 Provide communication centre and on-line parking services6.3 Process applications, payments and correspondence 6.4 Handle challenges and appeals

77.1 Deliver and enhance customer service7.2 manage resources7.3 Engage and maintain working relationships7.4 Provide specialist support to those managing parking provision7.5 maintain health and safety 8

8.1 Lead and manage teams and individuals8.2 Promote learning and the development of others8.3 manage your own work and responsibilities8.4 Promote rights, responsibilities and diversity

44.1 Operate and monitor on and off-street parking 4.2 Provide on-site parking services4.3 market and sell products/services relating to parking

5.1 Determine the requirement for and establish parking restrictions in line with regulations/rules5.2 Implement ‘lines and signs’ setting out parking restrictions5.3 Identify and address infringements of parking regulations/rules 5.4 Recover debts incurred through non-payment of parking charges5.5 Investigate and address the fraudulent use of permits and tickets

Customer service

Key purpose: The parking sector plans, manages, advises on and provides on and off-street parking to reduce congestion, improve road safety and encourage more sustainable forms of transport. In turn this maintains and stimulates local economies, provides choice and supplies accessible parking to deliver residential and commercial customers’ needs.

fuNcTioNAl MAP

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APPreNTiceShiPS - The BreAkdoWN

There is a general misconception that apprenticeships are for newly employed school leavers, training in a skilled trade or craft. In actual fact, apprenticeships are not restricted by age; anyone can become an apprentice, from school leaving age all the way through adulthood and existing employees can also undertake an apprenticeship if supported by the employer to do so. Also the scope of available apprenticeships broadens each year from the traditionally recognised mechanic, brick laying, baker to media specialist, library technician or IT support assistant. Apprenticeships are currently available at levels 2, 3 and 4.

Apprenticeships are designed to offer people the opportunity to train as they work and earn and they are an excellent way to learn job specific knowledge and skills. Apprentices are employed and paid a salary by the employer with government funding normally available for the training.

Training and Assessment

Training for apprenticeships is delivered both on the job and at sites away from the workplace (eg; college, training centre) to ensure the apprentice has the best opportunity to experience, absorb and contextualise the learning.

Assessment methods will vary according to the qualifications included within the apprenticeship framework but are likely to include a wide spectrum from examination, questioning, observation, generating product evidence, completing assignments and compiling a portfolio of evidence.

Apprenticeships – what’s included?

An apprenticeship will traditionally encompass the following key elements grouped together as a package:

• Functional Skills Qualifications – English, Mathematics and (where relevant) ICT

• Employment Rights and Responsibilities (ERR)

• Personal Learning and Thinking Skills (PLTS)

• A knowledge based technical qualification

• A competence based qualification

Functional Skills provide the apprentice with the core, transferable skills they need to help them adapt and learn through their working & personal life. Functional Skills qualifications in English and mathematics are a core element of any apprenticeship framework. ICT is included if considered to be relevant to the sector the apprenticeship is designed for.

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Employment Rights and Responsibilities (ERR) are required to provide the apprentice with an understanding of their statutory rights & that of the employer under employment law. This will also cover such key subjects as health & safety at work and equality legislation.

Personal Learning and Thinking Skills (PLTS) are essential to develop the skills and traits necessary for a well rounded individual using initiative, creativity, analytical and communication skills required to perform well in a modern workplace. PLTS encompasses six outcomes: Independent enquiry, creative thinking, reflective learning, team working, self management and effective participation.

The Knowledge / Technical Qualification provides the apprentice with the core foundation knowledge essential to their role. This will be key to ‘getting started’ in the workplace.

The Competence Qualification builds upon the knowledge qualification to develop and refine the additional knowledge and skills needed to perform the tasks relevant to the work role to the high national standard required. Assessment is usually conducted within the workplace.

Forthcoming Apprenticeship frameworks

From April 2011 the Business & Administration Level 3 Apprenticeship can be contextualised for parking. The framework will recognise the unit titled: ‘Introduction to Notice Processing and Information Management’* as the technical certificate. The competence qualification is provided by the Business & Administration Level 3NVQ (Certificate / Diploma).

The NvQ can be further contextualised by undertaking some or all of the parking specific units (please see page 26).

The variety of choice within these units mean this apprenticeship framework is fit for purpose for staff working within the legislative framework (eg; TMA2004) as well as those processing notices issued on private land under the BPA’s Approved Operator Scheme (AOS).

The apprenticeship footprint will be widened during 2011 to include a Level 2 apprenticeship aimed at the Controlling Parking Areas functions with the aim of including technical certificates in Enforcement under TMA2004, Enforcement on Private Land, Enforcement by CCTV and Enforcement under the RTRA1984. The competence qualification will be provided by the existing NVQ level 2 in Controlling Parking Areas, which can be contextualised to all of the above pathways. This apprenticeship will therefore be attractive to many areas of our sector under the wider heading of ‘enforcement’.

From this we can see that an apprenticeship is a qualification greater than the sum of all its parts, it is the bringing together of all of these aspects to invest in the wider development of the individual that has been proved so beneficial to employers & apprentices alike. Look out for the parking apprenticeships during 2011 and add them to your portfolio of development options.

Further information on apprenticeships can be found at: www.apprenticeships.org.uk

Dawn Huish, DHH Training

*Contained within the City & Guilds Notice Processing Level 3 Award (1916).

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The reNAiSSANce of APPreNTiceShiPS

Although many of us may be most familiar with the term after watching tense boardroom discussions on our favourite BBC television programme, the notion of taking on an apprentice has been popular practice in the world of commerce for hundreds of years. Indeed, although watching Britain’s most belligerent boss deflating egos makes good evening watching, the modern practice of apprenticeship is actually nothing but a positive boost, both for potential candidates as well as for the companies they could work for.

It’s hard to deny that as a nation we are undergoing extremely troubled times. We face enormous cuts and financial difficulties, plus the recession presented us with record level youth unemployment and a next generation who are going to be worse off than their parents. With the exponential rise of tuition fees on the horizon and a possible life of debt to look forward to, things are looking pretty bleak for young people seeking further education. Concerns about the future have students rioting in the streets.

The good news is that this has motivated many young people to assess fully what they want out of their future careers. Education is a marvellous way to broaden your outlook on life, but in this climate, it’s not enough on its own to get you a job. Employers crave experience and practical ability as well. That’s why at a recent CfA event, one speaker described these times as ‘the renaissance of apprenticeships.’

Firstly, what actually is an apprenticeship? If I was in the habit of using career buzzwords, I would describe it as the perfect synergy between education and employment. In slightly more practical terms, it’s a way to learn on the job and get paid for it. Whilst earning a qualification. Six hundred years ago you might have been bound to living with a master craftsman, learning how to thatch roofs, design late-medieval dungeons or whatever, but now not only are the working environments and tasks enormously varied – from business administration to engineering – but it is a much needed opportunity to put education into the context of employment.

When you can’t get a job without experience and you can’t get experience without a job, a scheme designed to make you a master of your trade is bound to build career confidence. Anyone living in England, over 16 and not in full-time education can apply and the apprenticeship itself takes between one and four years to complete depending on the level of apprenticeship, the apprentices’ ability and the industry sector. Two hundred occupations have apprenticeship frameworks and there are half a million apprentices already doing it.

However, one very important question is what does an employer get out of it? Firstly, it is a way to harness new talent and also to nurture and shape it too. Apprentices are enthusiastic and committed to their role and training, and trends show that they are loyal to the company that chose to invest in them. In fact, retention rates are double for apprentices. Not only will apprentices learn the practical skills to get the job done, both now and for the future, they also improve the productivity of the entire company. Training apprentices is actually even more cost effective than hiring skilled staff. It’s a perfect answer to skills shortages and recruitment problems. Whether you want to up-skill your existing staff, recruit the next generation or just retain your workforce, apprenticeships bring tangible business benefits.

Simon Fogg

About the author

Simon Fogg Simon was part of the BPA’s communications team but has since left to pursue a career in journalism

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If you want to do the maths, visit http://www.apprenticeships.org.uk/Employers/ROI-Tool.aspx to calculate the potential Return on Investment (ROI.)

At the heart of apprenticeships is the ethos of finding the right person for the right role. As a way to obtain transferable skills, this is undoubtedly the future; while everything else in the country seems to be getting cut, this is something the government are actually pumping money into at the moment. One of the primary aspects of an apprenticeship is the value of experience. I therefore got in touch with a few parking professionals to find out how they have actually implemented the scheme in this sector, and how their experience has benefited them....

Kate Hartas from the Press Office at Bristol Council was eager to tell me about the two apprentices employed in Parking Services who work in very different roles. 22 year old Sherell maitland works in the Penalty Charge Notice Appeals Team, while 16 year old Baljit Kaur is initially in the Business Team which deals with the administration of the Parking Services function. Bristol City Council were clear about the advantages of hiring these apprentices and the benefits they have brought to Parking Services:

“Young apprentices are a valuable addition to any team. They work very flexibly, are quick to learn and have the potential to develop skills which will take them forward into more challenging roles via a different route than that followed by graduate entrants. Learning in the workplace has its own merits, and many young people thrive by gaining skills they need in a more practical setting.”

George Cassavetti informed me that Alpha Parking are currently in the process of hiring a Business Administration apprentice to join their London office. The role will encompass day to day office administration tasks but the apprentice will also be given the opportunity to fully learn and understand the elements of how a SmE business is run in this niche market. This knowledge will evidently be a great start to their career. He said:

“Apprenticeships are a very positive idea, which provide people with access to training and more importantly direct workplace experience and Alpha Parking fully supports the initiative. We have undertaken a stringent process to identify the right person for the apprenticeship as it is important to employ someone who is keen to learn and progress within the industry. Although the business administration apprenticeship taken by our apprentice is not specific to parking, we want them to take an active role in what we do – striving to help improve the industry as a whole. It is for this reason that we are also taking an active interest in the parking apprenticeships that are being developed by the British Parking Association.

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SkillS for SucceSS 2011FROm ACTIvITy TO PROFESSION


“As a training provider accredited by the Institute of Leadership and management, City & Guilds and a NvQ centre, we are in a great position to provide the training that delegates receive as part of the parking apprenticeships. We are in the process of acquiring the funding so that new and current staff within local authority parking departments have access to these apprenticeships at no or little cost to the local authority themselves – something that is a huge advantage to the public sector in these budget restrictive times.”

Anita Williams from Croydon Council is particularly supportive of the scheme. Their Parking Services department have recently employed nine apprentices to work in a range of areas across its business unit. Four apprentices have been employed as Customer Services Administrators, four have been employed as Field Operatives and one apprentice is employed as an ICT Officer. According to Anita, the nine apprentices who joined Parking Services have already made a huge difference to the service, not only in the areas they work but to the general team dynamics as well:

“Parking Services joined this initiative in its early stages and are leading the way in Croydon Council. We embarked on this scheme for several reasons, including helping to reduce the number of NEET (Not in employment, education or training) young people, accepting its social responsibility to the local community and the ability to recruit to vacant positions with enthusiastic young people that craved the positions. In addition, Croydon Parking Services have employed apprentices to assist the wider parking industry where it can be difficult to recruit the appropriate trained staff.

“It is hoped that Croydon Parking Services will equip their nine apprentices with work experience, a general work ethic, transferable skills and parking knowledge and a nationally recognised qualification that will allow them to progress in their career either within the parking field or elsewhere. Parking Services hopes that at the end of the apprenticeship placements, we will be able to retain some of the apprentices either permanently or on a higher NVQ however if this is not possible, we are confident that we will have equipped their apprentices with the skills and knowledge required to find employment elsewhere.

“Parking Services have received nothing but praise for the apprentices from both staff and management and they have added a vibrancy and a different positive dynamic to the service. Many of the apprentices were unemployed or were working very few hours and it has been satisfying to help 9 young people move on in their career and give them an opportunity. It was difficult to choose the successful 9 apprentices and we were surprised at the number that applied and wanted a placement however this is not surprising now having a greater insight into the challenges of youth unemployment that each borough faces.

“Although the scheme within Parking Services is in its infancy, early indications and reports show that the placements will be a success and I would encourage any employer to investigate the potential benefits

The reNAiSSANce of APPreNTiceShiPS

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to their business/organisation. In today’s climate, there are many passionate young people that are crying out for a chance. Parking Services in Croydon have invested in the scheme and are noticing positive outcomes already.”

I hope that this has provided a brief overview of the world of apprenticeships and the benefits that apprentices can provide right now. There are many great examples beyond these case studies, so I would like to close by drawing attention to the clear facts and figures that inspired this article:

Research carried out by the National Apprenticeship Service (NAS) in 2008 shows that:

• 77% of employers believe apprenticeships make them more competitive;

• 76% say that apprenticeships provide higher overall productivity;

• 80% feel that apprenticeships reduce staff turnover;

• 83% of employers rely on their apprenticeships programme to provide the skilled workers that they need for the future;

• Two-thirds of respondents believe that their apprenticeship programme helps them fill vacancies more quickly, whilst

• 88% believe that apprenticeships lead to a more motivated and satisfied workforce;

• 59% report that training apprentices is more cost-effective than hiring skilled staff, with 59% believing that apprenticeships lead to lower overall training costs and 53% feeling that they reduce recruitment costs;

• In terms of the return on investment linked to apprenticeships, 41% say that their apprentices make a valuable contribution to the business during their training period, while a further third (33%) report that apprentices add value within their first few weeks (or even from Day One);

• 57% report a high proportion of their apprentices going on to management positions within the company;

• Over three-quarters of respondents expect apprenticeships to play a bigger part in their recruitment policy in the future.

More facts and figures:

• More than 80% of people are more likely to use a business if it offers apprenticeships to young people (YouGov)

• 94% think it is important that companies support young people by taking apprentices in the recession (YouGov)

• 81% of businesses agree that apprentices make their workplace more productive (Populus)

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• Apprentices provide the skilled workers we need for the future (82% employers agree) (Populus)

• Apprenticeships mean lower recruitment costs (67% employers agree) (Populous)

As demonstrated by our case studies there are many apprenticeship frameworks which, whilst not parking specific contain transferable learning which may be relevant in the wider parking context.

As the national standards setting organisation (SSO) for business skills in the UK, CFA Business Skills @Work is currently responsible for six pan sector apprenticeship frameworks:

• Business and Administration

• Contact Centres

• Customer Service

• Management and Team Leading

• Marketing and Communication

• Sales and Telesales

Together these account for close to a quarter of all apprenticeship completions in England.

To find out more about the business benefits of pan sector apprenticeships please visit the following websites:

www.cfa.uk.com

www.apprenticeships.org.uk

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recogNiSiNg our SkillS – A NeW leAderShiP APProAch

Since 2006 the British Parking Association has been working to identify where the skills gaps are in our sector and identify the appropriate tools to help the workforce. A major worry from employers was a lack across the sector of professionally qualified managers. This is a concern not only because it does not truly reflect the leadership skills which the parking sector undoubtedly possesses but also indicates there may be a lack of relevant qualifications, attractive to the workforce.

Developing the right thing

The BPA carried out research to identify where the leadership needs were. From this research the BPA, Asset Skills and City & Guilds have created a management qualification model which will start at level 2 (GCSE level) and offer various routes through to level 5 (foundation degree). By integrating the levels together you will be able to build upon your learning without having to repeat any elements.

The entry to higher levels will be the well-established Level 2 Award in Team Leading which has been developed by the Institute of Leadership and Management (ILm). The ILm is a professional membership body for managers across the world and by using an award which can be completed quickly, we hope to offer a valuable and very accessible first qualification. The award provides the foundation skills needed in planning and monitoring work, team motivation and development, both of your team and yourself.

Continuing this vein, further routes will offer additional routes for middle and senior managers.

Our ultimate aim is partly to ensure that the parking sector has the appropriate tools to demonstrate our commitment to ensuring that we can deliver best practice to our workforce and also raise the profile of the parking sector and ensure that our supervisors, leaders and managers have the opportunity to develop and have their skills recognised with appropriate qualifications which can be assessed through the work place using real life situations. The introduction of these qualifications will provide a long awaited career progression route for those starting at any level within the parking sector. The scope of choice in the parking units will allow learners to expand their knowledge & skills in fields not previously covered by qualifications.

Looking forward in detail

We have provided details of the proposed content for each qualification below to give you an early idea of the qualification content. Please note that as this article is being printed ahead of the qualification being recognised by the UK regulator, some details may change.

You will notice the use of new QCF units developed by the BPA during 2010 which cover a wide range of specialties within the wider parking remit.

About the authors

Graham Goodwin and Kevin Blanch, City & Guilds. Graham is the Lead Portfolio manager for City & Guilds. Kevin is the Portfolio manager - Sports, Justice and Security. City & Guilds is the biggest name in UK vocational education, with two million learners working towards one of their qualifications every year. They are the only awarding body solely dedicated to vocational learning.

Kevin Blanch

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recogNiSiNg our SkillS – A NeW leAderShiP APProAch

ILM Level 2 Award in Team Leading (QCF)

The ILM level 2 Award in Team Leading aims to give practising or potential team leaders the foundation for their formal development in this role. The qualification does this by developing basic team leading skills and assisting participants in gaining the knowledge required by a team leader. This is a 3 credit qualification with one mandatory unit and a wide choice of up to 2 more units from the optional suite.

Mandatory Unit

Developing Yourself as a Team Leader

Optional Units Credit Value required: Minimum 2, Maximum 11.

Motivating the Work Team to Perform (Credit 1) Planning and monitoring Work (Credit 2) Developing the Work Team (Credit 1) Induction and Coaching in the Workplace (Credit 2) Leading the Work Team Lawfully (Credit 1) Fulfilling Customer Requirements (Credit 2) Providing Quality to Customers (Credit 1) Using Information to Solve Problems (Credit 1) Dealing with Change in the Workplace (Credit 2) Maintaining a Healthy and Safe Work Environment (Credit 2) Diversity in the Workplace (Credit 1) Using Resources Efficiently in the Workplace (Credit 1) Communicating With People outside the Work Team (Credit 1) Briefing the Work Team (Credit 1) Workplace Communication (Credit 1) Workplace Information Systems (Credit 1) Business Improvement Techniques (Credit 2) Leading your Work Team (Credit 2) managing yourself (Credit 1) Enterprise Awareness (Credit 3) Dealing with Customers Lawfully (Credit 1)

Level 3 Certificate in the Management of Parking Operations

This Certificate in Management of Parking Operations aims to give supervisors and first line managers in the sector the opportunity to demonstrate a range of generic management competences linked to specialisms in parking operations covering parking charges management, adjudication, use of permits and tickets and parking control. This is a 15 credit qualification consisting of 3 mandatory units drawn from the existing ILM Level 3 Award in Leadership and Management Skills (QCF) plus 3 units selected from an optional suite of parking QFC units at Level 3.

Mandatory Units for the Level 3 Award in Leadership and Management Skills

Solving Problems and Making Decisions (Credit 2) Introduction to Leadership (Credit 2) Leading a Team Effectively (Credit 2)

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Optional Units for L3 Award in Parking Operations Credit value required: Minimum 9

Assisting in the recovery of the non-payment of parking charges (Credit 4) Assessing and making decisions regarding challenges and representations relating to parking charges (Credit 4) Contributing to adjudication related to parking (Credit 3) Following organisational policy in responding to the fraudulent use of parking permits and tickets (Credit 3) Mapping out the lines and signage required to address parking controls/restrictions (Credit 4) Knowing the principles of legislation regulating on-street parking and its enforcement (Credit 2) Knowing the principles of legislation relating to determining parking controls and the associated use of lines and signage (Credit 2) Administering parking dispensations (Credit 4) Administer parking and traffic challenges, representations and civil parking appeals (Credit 9) Administer statutory parking and traffic appeals (Credit 9) Administer parking and traffic debt recovery (Credit 9)

Level 4 Certificate in Parking Leadership and Management

This Certificate in Parking Leadership and Management aims to give a range of managers in the sector the opportunity to demonstrate a range of generic management competences linked to specialisms in parking management (single and multiple sites) as well as the management of parking services. This is a 21 credit qualification consisting of 3 mandatory units drawn from the existing ILM Level 3 Award in Leadership and management Skills (QCF) plus 2 units selected from a suite of further generic management units (option group 1) plus a further 2 units drawn from an optional suite of parking QCF units at Level 4 (option group 2).

Mandatory Units

Understanding the management Role (Credit 4) Developing Management Skills (Credit 4)

Option Group 1: Management and Leadership Credit Value required: Minimum 6, Maximum 7.

Coaching and Training your Work Team (Credit 2) Solving Problems by Making Effective Decisions in the Workplace (Credit 3) Delegating Authority in the Workplace (Credit 3) managing and Implementing Change in the Workplace (Credit 7) Developing and Managing People in the Workplace (Credit 5)

Option Group 2: Parking Functions Credit Value required: Minimum 7, Maximum 8.

Researching the requirements for parking provision (Credit 4) Using design to minimise the risk of crime (Credit 4) Providing management information reports regarding parking provision (Credit 4)

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Identifying the needs for signage and lines to meet the requirements for parking controls and restrictions (Credit 4) Monitoring and quality assuring parking lines and signage (Credit 4) Establishing equipment and signs appropriate for parking provision in temporary arrangements (Credit 4) Designing parking layout which fulfils requirements regarding traffic flow and pedestrian movement (Credit 3) Contributing to identifying and making traffic orders for parking provision, control or restriction (Credit 4)

Level 5 Certificate in Strategic Parking Leadership and Management

This Certificate in Strategic Parking Leadership and Management aims to give a range of managers in the sector the opportunity to demonstrate a range of generic management competences linked to specialisms in parking management (single and multiple sites) as well the management of parking services. This is a 25 credit qualification consisting of 2 mandatory units drawn from the existing ILM Level 5 Award in Leadership and management Skills (QCF) plus 3 units selected from a suite of further generic management units (option group 1) plus a further 2 units drawn from an optional suite of parking QCF units at Level 5 (option group 2).

Mandatory Units

Understanding the management Role (Credit 4) Assessing your Own Leadership Capability and Performance (Credit 6)

Option group 1: Management and Leadership Credit Value required: Minimum 8, Maximum 13.

Managing Improvement (Credit 3) making a Financial Case (Credit 3) Communication in management (Credit 4) Understanding Financial management (Credit 2) managing marketing (Credit 3) Analysing and Presenting Data to Inform management Decisions (Credit 2) Developing the Manager as a Critical Thinker (Credit 4) Leading Innovation and Change (Credit 5)

Option group 2: Parking Functions Credit Value required: Minimum 7, Maximum 9.

Developing strategic objectives and a plan for parking provision (Credit 4) Monitoring and evaluating parking strategy and objectives (Credit 4) Developing and implementing policies and practices for the provision of parking services (Credit 3) Identifying and monitoring competitors’ parking strategies and activities (Credit 4) Establishing and monitoring joint working with other agencies to recover the non-payment of parking charges (Credit 3) Determining parking controls/restrictions in line with objectives (Credit 5)

The British Parking Association, Asset Skills and city & guilds are pleased to announce that the new Parking leadership and Management qualifications will be available for delivery on 01 September, 2011”

Much work has gone into devising qualifications to provide the knowledge and skills vital for business. Work-relevant qualifications are delivered at schools, colleges, universities and in the workplace.

Vocational qualifications have a much greater focus on practical work-related skills than academic qualifications such as GCSEs, AS and A-levels. In some cases gaining a particular vocational qualification can be critical to getting a job, being promoted or qualifying for membership of a professional organisation. But often they are used to give credit for what employees can already do at work or to clarify, refine and record what they do, before moving on to learn new skills.

Most vocational qualifications are designed to recognise skills at a particular level in a specific industry and role. Each has been developed carefully by employers in a sector to assess the exact competences needed for a specific role.

All of the programmes developed by the BPA are national qualifications aimed at recognising the achievement of employees, providing opportunities for career advancement and sending a clear message to the public that our sector is skilled, motivated, qualified and professional. Currently parking qualifications exist in two formats: the vRQ and the NvQ;

Vocationally Related Qualification (VRQ). Usually delivered in a class environment, our VRQs cover the core knowledge required for specific parking roles. These are assessed by multiple choice questions usually completed on-line and marked by the awarding organisation which provides immediate response on achievement.

National Vocational Qualifications (NVQ). Usually delivered in the work environment, NVQs cover knowledge, understanding and skills required for specific parking roles. Assessment takes place within the workplace and assesses competence of the learner using a range of differing methods including observation, professional discussion, assessing product evidence, questioning and witness testimony to name a few.

Existing Parking Qualifications

There are currently five qualifications specific to parking and these cover the front line roles essential to parking operations.

City & Guilds Level 2 Award for Civil Enforcement Officers (Parking) VRQ

This qualification has been designed to meet the requirements for Civil Enforcement Officers enforcing under the Traffic Management Act 2004

regulations, applicable in England and Wales.

Example of Content

Unit One: Conflict Management

Assess and reduce the risk of violence, Identify behaviour that indicates an escalation towards violence, take appropriate measures to defuse the situation, post incident support and reporting.

Unit Two: Roles and Responsibilities

Legislation, background to enforcement, contravention codes, restrictions and regulations, health and safety, the Penalty Charge Notice, the disabled badge scheme.

Assessment is via multiple choice questions.

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VocATioNAl QuAlificATioNS for PArkiNg – The coMPleTe WorkS

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Edexcel BTEC Level 2 Award in Vehicle Immobilising VRQ

This qualification provides underpinning knowledge for those looking to work in the field of vehicle immobilisation. The achievement of this qualification is an essential element in gaining the Security Industry Authority (SIA) Licence to

practise required by law for immobilisers in the private sector.

Example of Content

Unit One: Role of the Immobiliser

Introduction to wheel clamping, history and relevant legislation, SIA regulations, signs, lines and enforcement vehicles, health and safety, when to clamp, completing paperwork, discretionary parking.

Unit Two: Conflict Management

Assess and reduce the risk of violence, Identify behaviour that indicates an escalation towards violence, take appropriate measures to defuse the situation, post incident support and reporting.


City & Guilds Level 3 Award for Notice Processors (Parking) VRQ

This qualification has been designed to meet the requirements for notice processing personnel involved in the processing of, and investigating and

responding to challenges against; parking notices and penalty charge notices.

The first unit is mandatory and covers the core generic information required by the notice processor. Unit two specialises in processing under the Traffic

management Act 2004 and unit three specialises in processing in accordance with the BPA Approved Operator Scheme for operators on private land.

Example of Content

Unit One: Introduction to Notice Processing and Information Management

The roles of key organisations, background to current parking legislation, role of the notice processor, key tools to aid communication, equality and diversity, data protection act (DPA), freedom of information act (FOI), how to process incoming correspondence.

Unit Two (Optional Pathway): Process Penalty Charge Notices and Respond Appropriately to Challenges, Representations and Appeals

Parking contraventions, special enforcement areas, differential charging, parking exemptions stages in processing penalty charge notice issued under the TmA 2004, respond appropriately to a challenge against a PCN , the debt recovery process.

Unit Three (Optional Pathway): Notice Processing Requirements for Parking Enforcement on Private Land

Principles of contract law relating to car park signage and enforcement, responding to appeals and complaints in relation to parking notices, the recommendations made in the British Parking Association Approved Operator Scheme Code of Practice (AOS Code), the civil debt recovery process.


23



Controlling Parking Areas NVQ level 2

The Level 2 NVQ in Controlling Parking Areas allows individuals working in parking control to prove their competence in their day-to-day work. This NVQ is suitable for those working in the parking field, and offers a choice of 5 pathways dependant on the chosen specialism for the individual. The NVQ helps candidates to attain transferable skills relevant to parking control, for example skills in customer care, conflict management, IT and personal skills.

Example of Content

Mandatory Units

• Make sure your own actions reduce risk to health and safety

• Carry out start and end working shift procedures

• Deal with information relating to parking control

• Give customers a positive impression of yourself and your organisation

Optional Units – from one pathway

Pathway Unit

CCTv Enforcement Parking and traffic enforcement using CCTV, parking contraventions, Maintain CCTV video tape libraries and preserve potential evidence, maintain the operational performance of CCTv systems

Display Parking Control Parking contraventions, issue PCNs, use hand-held IT equipment on patrols, monitor areas using CCTv systems, recognise and respond to confrontational situations, monitor parking areas

Barrier and Pay Station Control Collect and process payments, monitor areas using CCTv systems, operate computer controlled barrier parking systems, recognise and respond to confrontational situations, monitor parking areas, operate manual pay stations

vehicle Immobilisation Parking contraventions, complete documents for immobilising and de-immobilising vehicles, apply and remove vehicle immobilisation devices, collect and process payments, recognise and respond to confrontational situations

Vehicle Removal Parking contraventions, carry out vehicle removal operations, load and unload vehicles on to and from vehicle transporters, complete documents for the removal of vehicles, collect and process payments, recognise and respond to confrontational situations

Assessment is based on a portfolio of evidence which will be externally verified. The types of assessment methods that can be used are: observation, product evidence, written evidence, witness testimony, professional discussion and candidate questioning.

24



Level 3 NVQ Certificate in Business and Administration / Level 3 NVQ Diploma in Business and Administration

To compliment the Notice Processing Vocationally Related Qualification (VRQ) which provides underpinning knowledge and is therefore ideal for those new to the Notice Processing role, the Level 3 NVQ in Business and Administration enhances parking skills by developing and recognising competence in real work situations.

The NVQ comprises a range of units covering generic administration and business functions and those specialising in administrative roles within the parking sector.

Example of Content

Mandatory Units

Manage own performance in a business environment

Evaluate and improve own performance in a business environment

Work in a business environment

Communicate in a business environment

Optional Parking Specific Units

Administer Parking Dispensations

The organisational and legal context for administering parking dispensations, the processes involved in administering parking dispensations, receive and process applications for parking dispensations, issue documentation for parking dispensations

Administer parking and traffic challenges, representations and civil parking appeals

The legal context for administering parking and traffic challenges, representations and appeals, how to register receipt of challenges, responding to challenges, register receipt of challenges, responding to challenges, representation and CPN appeals

Administer statutory parking and traffic appeals

The legal context for administering statutory parking and traffic appeals, Preparing case evidence, investigating the case for statutory appeals, contesting appeals, responding to appeal outcomes, preparing case evidence

Administer parking and traffic debt recovery

The legal context for administering parking and traffic recovery, the processes involved in debt recovery, administer parking and traffic debt recovery

Assessment is based on a portfolio of evidence which will be externally verified. The types of assessment methods that can be used are: observation, product evidence, written evidence, witness testimony, professional discussion and candidate questioning.

Further details on these qualifications can be found by following the link on the BPA website: www.britishparking.co.uk/qualifications


25



New Qualifications for 2011

We are working closely with Asset Skills and City & Guilds to introduce the following new qualifications this year.

Parking Leadership and Management Qualifications at levels 3, 4 and 5

This qualification was formed by utilising existing tried and tested management units from the Institute of Leadership and management (ILm) and combining these with newly developed QCF units specific to parking. This approach is designed to develop leadership and management skills whilst allowing flexibility to select those parking specific units most relevant to your speciality to form a whole qualification. This qualification is key to providing career development opportunities within the

parking sector. See pages 17-20 for more detail.

A selection of core units are listed here:

core skills required to effectively manage a team, a service or a budget, management skills, problem solving, delegation and developing people

A selection of parking specific units:

Establishing and monitoring joint working with other agencies to recover the non-payment of parking charges, assessing and making decisions on challenges and representations relating to parking charges, developing strategic objectives and a plan for parking provision, researching the requirements for parking provision, contributing to identifying and making traffic orders for parking provision, control or restriction

Assessment is likely to be via completion of assignments and compiling a portfolio of evidence.

Re-developed City & Guilds Level 2 Award for Enforcement Officers (Currently Parking CEOs)

This qualification is now being re-developed to include the following new pathways and will be relevant to those officers working under legislation and enforcing on

private land. The core unit will be undertaken by all learners who will then choose a pathway to specialise in.

Core Unit: Conflict Management

This will address the core areas of dynamic risk assessment, identifying the escalation in violence, calming and defusing situations as well as reporting procedures.

Optional unit: Enforcement under the Traffic Management Act 2004

This will be enhanced to include car park enforcement to complement the existing on street unit.

Optional unit: Enforcement under the Road Traffic Regulations Act 1984

This will include enforcement of council owned car parks and the limited on-street parking provision enforceable under this act.

Optional unit: Enforcement via CCTV

This will include enforcement of parking restrictions and moving traffic contraventions.

Optional unit: Enforcement on private land under the BPA Approved Operator Scheme

This will include the knowledge necessary to enforce in accord with the AOS Code of Practice.

Assessment is likely to be via multiple choice questions.

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Qualifications for Parking Attendants enforcing under the Road Traffic Act 1991 in Scotland

This will be a VRQ unique to Scotland and will provide the essential parking knowledge required to perform as a parking attendant.

Unit One: Conflict Management

This will address the core areas of dynamic risk assessment, identifying the escalation in violence, calming and defusing situations as well as reporting procedures.

Unit Two: Roles and responsibilities of the PA

Legislation, background to enforcement, contravention codes, restrictions and regulations, health and safety, the Penalty Charge Notice, the disabled badge scheme, Scottish debt recovery process.

Assessment is likely to be via multiple choice questions.

Apprenticeships

2011 will also see the introduction of two new apprenticeships relevant to the parking sector.

For more information on Apprenticeship frameworks please refer to page 10.

The development of these qualifications will see the completion of the UK parking sector skills strategy by introducing all the qualifications which were identified within it. It is now essential that we utilise these qualifications and provide a solid foundation for development to both staff and employers within the sector.

27



Richard Beamish

chief executive of Asset Skills

collABorATiNg To rAiSe SkillS iN PArkiNg

Raising skills in parking underpins the partnership between Asset Skills and the British Parking Association. Signed in 2008, the agreement has seen the two organisations working together in several areas to help improve vocational qualifications for employers in the parking sector.Asset Skills is the Sector Skills Council for parking, facilities management, housing, property, planning and cleaning. As such it works closely with employers in the development of occupational standards, and sector qualifications. A memorandum of understanding exists between Asset Skills and the BPA in the area of standards and qualifications development.

Vocational qualifications have undergone massive upheaval in the last year including the introduction of a new credit-based system upon which new, more flexible qualifications were based. The new Qualifications and Credit Framework (QCF) meant all existing qualifications had to be “migrated” onto the new system.

The QCF was brought in to try and simplify the qualifications landscape. Learners can choose bite-sized chunks of learning and gain a set number of credits for each qualification level they choose. We worked with the BPA to ensure all existing parking qualifications, and the standards on which they are based, were transferred across.

A number of new qualifications were developed in the control of parking areas, notice processing, civil enforcement and vehicle immobilisation. While these are largely in operational areas, the two organisations are also addressing the skills and competence agenda for supervisors and parking managers.

The current joint programme of work involves the:

• Redevelopment of the Level 2 Officer Award in Civil Enforcement

• Introduction of management and leadership qualifications into the parking sector which will create parking specific management qualifications at levels 3, 4 and 5. These are based on a generic core of management and leadership, with pathways which draw upon existing technical parking units

• Development of parking qualifications in Scotland

The collaborative approach to raising skills also means the BPA is represented on the Asset Skills Board with reciprocal ‘arrangements in place on the Skills and IPP Board.

About the author

Richard Beamish is Chief Executive of Asset Skills, our partner Sector Skills Council. Richard brings with him experience of skills development across several industries, including newspaper journalism, printing and social housing. He also has 15 years teaching experience, some of it working with children with learning and behavioural difficulties.

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Improving delivery through an academy

Asset Skills is in discussion with the BPA about the potential to make the services of its new UK Academy available to members customised to the needs of parking employers.

The UK Academy is a new venture that aims to offer practical assistance to employers in business services, property and housing in the delivery of vocational qualifications and apprenticeships.

Employers and candidates have access to best practice through online forums and an account manager takes responsibility for communication and management of enquiries. The academy looks to support employers with advice on any funding that may exist and seeks to bring together candidates from different organisations in order to create cohorts that can reduce delivery costs through economies of scale.

Our UK Academy provides a range of different services designed to improve access to learning, A referral service helps employers to ensure they are getting the most appropriate training for their employees and a network of providers arranges delivery in a cost-effective and flexible manner.

To find out more about the work of Asset Skills or the UK Academy visit www.assetskills.org, email [email protected] or call 0845 678 2 888.

30



oNliNe NeTWorkiNg ANd SociAl MediA – The Skilled WAy

With the launch of a new website, the BPA has now fi rmly established a dynamic and fresh internet presence providing clear, concise and easily accessible information to its members, public and key stakeholders in just a few clicks.

All BPA initiatives, including the Institute of Parking Professionals, Approved Operator Scheme and Safer Parking Scheme as well as the work of the Skills and IPP Board and skills agenda are now featured in one place and are supported and enhanced by our new library, providing a wealth of additional information and resources. By regularly checking the news section, and reading the weekly ezine, you can keep abreast of news and ways to be involved in the work of the Association. We often ask for feedback on qualifi cations or help with other workforce related consultations and rely on input from you: the experts out in the fi eld.

For those with a particular interest in learning and development we have the L&D Network. This provides ad hoc events for development specialists, as well as ezine updates on new developments. If you would like to join the L&D Network, please drop Rocky Datoo a line at [email protected]

In addition, we have recently enhanced and improved our social media presence. Creating networking groups via LinkedIn has proved a useful channel to post announcements and updates to members. The BPA are now also found on Facebook and Twitter and are keeping our followers up-to-date and informed of key events and news. Look for the icons on the BPA website, or search for parking groups in LinkedIn to fi nd the various BPA groups.

Overall, the reach of the BPA is now much further than it was 12 months ago and as the Association becomes more involved in more diverse areas of parking interest, it is imperative that we ensure our messages are communicated via the correct platforms and heard by the right audience. If you have any suggestions or feedback on any of the Association’s communications channels, please drop Emily mcCunn a line at [email protected]

British Parking AssociationStuart House41-43 Perrymount RoadHaywards HeathWest Sussex RH16 3BN

Phone: +44 (0) 1444 447300Fax: +44 (0) 1444 454105

[email protected]

© British Parking Association 2011


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