Job Creation and Training in the Irish Hospitality Industry
September 2013
[ Type the document title] Job Creation and Training in the Irish Hospitality Industry
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TABLE OF CONTENTS PAGE Executive Summary 3 Background 4 – 5 IHF Training Needs Survey 5 – 6
IHF Proposal to Address Skill Shortages in FETAC Levels 4 & 5 Registered Training Providers 6 Training Venues 6 Issues to be Overcome with VEC Network 7 Institutes of Technology (IOTs) 7 Issues to be overcome with IOT Model 7 Seasonal Hotels 7 Funding 8 Possible Training Model – Apprenticeship Schemes 8 Candidates 9 Programme Modules 9
Other Areas of Consideration Training for People with Disabilities 10 Need for Involvement with Industry 10 Qualifications in the Education and Training System 10 Solas 11 Intreo 12 Forfás 12 Conclusion 13
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EXECUTIVE SUMMARY
The Irish Hotels Federation (IHF) is the national organisation of the hotel and guesthouse
sector in Ireland and is a key stakeholder in Irish tourism. It is officially recognised on a
national and international level as the representative body. The IHF represents almost 800
properties in Ireland through promoting and defending the interests of its members.
In addition to our various functions the IHF works very closely with tourism training providers
and organisations, in particular Fáilte Ireland (formerly CERT). Our working relationship with
Fáilte Ireland has proved very successful over the years with Fáilte Ireland always giving due
consideration to our sector’s training, employment and service needs.
With more than 50,000 people directly employed by hotels and guesthouses in Ireland, the
hotel sector has a critical role to play in job creation and the recovery of the wider economy.
This document sets out the background to the IHF’s very real concerns in relation to training
and skills in the Irish hotel sector. It also outlines the key elements of our training
requirements and sets out possible solutions to these training requirements.
There is currently no State organisation tasked with pre-employment training of young adults or those wishing to up-skill and/or re-skill for a career in hospitality.
An opportunity exists with the formation of Solas and the Local Employment and Training Boards (LETBs) to establish a fully inclusive Labour Training and Activation policy by adding Tourism as a function within these new organisations.
A definite need is perceived for pre-employment training and re-training within the hospitality industry.
New policy regarding Labour Force Activation has not sufficiently addressed the needs of a key industry within the state.
There is a need for Skills and Labour Market Studies in the area of Hospitality/Tourism to be carried out by State Bodies such as Solas and/or Forfás.
The industry wishes to create new apprenticeship schemes backed by the principle of life-long learning and accreditation within the national qualifications framework.
The IHF estimates that 2,000 training apprenticeship places at minimum would be taken up annually in schemes it has identified. 1
A further 5,000 jobs could be created through re-skilling those on the live register.2 1 & 2 – IHF Training Needs Survey 2013 (Page 5)
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BACKGROUND
The IHF is concerned that the hotel and catering sector will in the immediate future face an
acute shortage of trained craft, entry level workers, supervisors and line management due to
the market failure within the training arena.
Fáilte Ireland is no longer providing pre-employment training. In the absence of such training,
fully trained operatives from overseas are gaining advantage when seeking employment in
tourism enterprises. The void left by the extinction of CERT and subsequent exit from pre-
employment training by Fáilte Ireland has not been filled.
While Fáilte Ireland’s current programme of training is quite extensive as demonstrated on
the training section of their website – www.fáilteireland.ie
(http://www.Fáilteireland.ie/Upcoming-Training-Workshops.aspx#searchtext=&), there is a
focus on training in the area of marketing, revenue, sales and other programmes targeted at
managers and owners. It does not cover the entry level training (FETAC 4 & 5) currently
required by our sector. This is increasingly problematic in the context of future and changing
skills needs.
State funded training schemes have focused mainly on Information and Communication
Technology and other manufacturing areas but have consistently omitted Hospitality and
Tourism. Outsourcing of schemes has been to the detriment of Tourism since there are no
established training companies in the state capable of tendering and delivering to the
industry’s requirements and standards.
This gap in training was not immediately felt by hoteliers due to the downturn in business and
the drop in demand for large numbers of new staff. However, after a number of years without
the conduit of trained entry level staff there is now a perceived and real demand for such
staff. Increased taxation of the workforce and emigration have taken their toll on the younger
chefs and supervisors who would normally have stayed within the industry.
The exit from craft training by Fáilte Ireland has coincided with the abolition of FAS (now
Solus) and the restructuring of the whole employment training infrastructure for the country.
The IHF has discovered through dialogue with Solus and Fáilte Ireland that Hotel and Catering
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training policy has not been updated or reviewed effectively within the plans for the new
structure replacing FAS.
Institutes of Technology (IOTs) offer Catering and Hotel Management courses in the following
locations, Dublin, Tallaght, Waterford, Cork, Tralee, Limerick, Galway, Athlone, Dundalk and
Letterkenny. However, training in these venues is from HETAC Level 6 to Level 8. While this
level of training is indispensable to our sector there is an obvious gap in training FETAC Level 4
and Level 5.
The IHF accepts that HETAC levels 6 and over is the remit of the third level sector but there is
scope for the IOTs to provide certification of modular learning programmes devised with
industry.
The IHF has learned that approximately 3,000 fulltime students are educated in Hotel and
Catering studies of which about 40% will be available for full time employment annually. The
cohort of graduated full time hospitality and catering students annually is welcome and they
all find employment within hospitality, catering and institutional catering. Full time education
is expensive however, and the IHF believes that full time third level education is not a
requirement for every catering career.
The IHF perceives a disconnect between the provision of long course duration training in the
IOTs and the industry’s requirement for semi-skilled workers in certain areas of culinary
preparation and other employment areas within the sector. The IHF would like to see a more
modular approach being taken to the industry’s demands. This is happening currently but
there could be better delivery and increased co-operation with the LETBs in developing
solutions to short duration programmes for pre-employment training.
IHF TRAINING NEEDS SURVEY
To quantify the current shortage of entry level craft staff and to demonstrate the difficulty
that IHF members are experiencing in recruiting such staff, the IHF surveyed its members in
May 2013. Based on a 21% response rate by number of rooms and extrapolating for the total
number of available rooms, the survey revealed that: there is a demand for 1,760 permanent
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staff and 5,865 seasonal staff in 2013. IHF Members also indicated they would require an
additional 2,745 staff in 2014.
With this level of craft jobs on offer and over 400,000 people on the live register, there is an
opportunity, providing funding is made available, to train or retrain people currently excluded
from the workforce, take them off the live register and get them started on a career path that
will grow their skills base and potential. The IHF sees the requirement to reintroduce this level
of craft training as a priority in order to fill the shortages in its members’ establishments and
in the wider tourism industry.
IHF PROPOSAL TO ADDRESS SKILL SHORTAGES IN FETAC LEVELS 4 & 5
REGISTERED TRAINING PROVIDERS
The IHF, in partnership with Registered Training Providers who have Quality and Qualification
Ireland (QQI) validated training programmes, is seeking to source funding to pilot craft level
training programmes. Registered Training providers include; Vocational Educational
Committees (VECs), Colleges of Further Education (CFEs) and Institutes of Technology (IOTs).
Furthermore they have the network nationally that would make them attractive to the hotel
industry as enablers of basic craft education and training programmes.
TRAINING VENUES
Vocational Educational Committees (VECs) and Colleges of Further Education (CFEs): The
following CFEs and VECs have indicated their willingness to partner with the IHF to deliver
pilot training programmes, provided funding was made available.
Cork City VEC in the former Fáilte Ireland Training Centre
Limerick City VEC if they could lease the Fáilte Ireland training Centre
Cavan Institute which has taken ownership of the former Army Barracks
Coláiste Ide
Galway VEC on an outreach basis in hotel kitchens.
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In addition, existing Catering Training Centres no longer used by Fáilte Ireland in Limerick,
Waterford and Amiens Street (Dublin) would be ideal for use as training centres under VEC
management.
Issues to Overcome with the VEC Network
Capex is required to equip the VECs with suitable facilities for culinary training
Agreed curricula, training and performance standards will be required
A central body for administering programmes will be essential
Institutes of Technology (IOTs): The IHF has been in contact with a number of IOTs and they
have indicated that, if funding was available, they could deliver additional training
programmes. Some have capacity to deliver in their own properties; some would use an
outreach centre. In addition some IOTs could deliver programmes during the summer months
when the IOTs are normally closed.
Issues to be overcome with the IOT Model
Industry generally is busiest at these times so there are issues with compatibility in relation to
usage through collaboration with the IOTs.
It is a source of frustration that the Springboard funding request submitted collectively by a
number of IOTs was unsuccessful in the current round of funding requests. The IHF is grateful
that the Tralee IT application is to be funded but this alone is a small measure within the
context of the overall industry requirements.
Seasonal Hotels: There is opportunity for IOTs to participate in outreach programmes using
seasonal hotel facilities or in conjunction with the LETBs.
The old CERT model of using dormant seasonal hotel facilities for this purpose is worth
retracing for this purpose. In peak years, CERT trained over 1,000 participants in short winter
pre-employment courses in this manner.
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FUNDING
Examples of the cost of delivering some training programmes in VECs and CFE are:
33 week programme, Professional Cookery, 5M2088, in Cavan Institute would be approximately €1,300 per trainee.
33 week programme, Hospitality Operations, 5M2083, in Cavan Institute would be approximately €800 per trainee.
The VEC would cover all other costs.
An example of the cost of delivering a training programme in IOTs is:
16 week programme on an outreach basis at €5,500 per trainee. The total cost for 16 trainee chefs would be €90,000.
This would cover the cost of renting premises, instructors’ salaries, ingredients, trainees’
allowances, uniforms and knives. The cost of delivering restaurant and bar programmes in
conjunction with a cookery programme would be considerably less per trainee. The IHF would
assist colleges with recruitment and with securing placements for trainees for work experience and
jobs.
POSSIBLE TRAINING MODEL - Apprenticeship Schemes
IHF Members favour the ‘Apprenticeship Model of Training’. This approach links the capacity
of candidates to ‘earn as they learn’ in a structured and accredited learning format. The
guiding principle is that candidates earn a wage during their instruction period and have the
opportunity to advance their prospects through modular training over a period appropriate to
the skills that must be acquired.
For example a culinary skills apprentice may require a short intensive training period followed
by supervised practical experience. For the study of complete kitchen management it may be
necessary to combine a number of short apprenticeships into a longer contract. There may be
a requirement for candidates to have a programme co-ordinated across several employments
in order to reach conclusion.
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The IHF believes that within the hotel area alone, there could be scope for around 1,000
culinary apprenticeships annually. Other areas would include Food and Beverage service,
Maintenance and Housekeeping functions.
CANDIDATES
The IHF believes that an opportunity currently exists for the hospitality sector to develop links
with the Department of Social Protection with a view to up-skilling or retraining job seekers
currently on the live register to fill the craft vacancies which currently exist in the hotel sector.
With the support and assistance of the Department of Social Protection (DSP), the IHF would
screen candidates. Successful candidates would then be interviewed by potential employers
who would select trainees who would be effectively sponsored by the employer and
guaranteed a minimum of one year’s post training employment. The employment offered
would continue with ‘on the job’ training, supervision and assessment co-ordinated through
the LETB. Certification (from the registered training providers referred to above) would follow
and the employer and employee could develop a career path for a number of years.
The DSP and employers would agree a set of incentives that would continue to long term
employment and access to continual development.
Over time the programme would evolve to become a real incentive to job training/retraining
and starting/restarting of careers.
The IHF believes that this approach would be a real catalyst for the integration of candidates
from the live register into tourism. It would also be beneficial in achieving increased access
for local workers within the hospitality area.
PROGRAMMES AND MODULES
The older training modules of Fáilte Ireland are a rich repository of blueprints for pre-
employment training. Many of these modules may require up-dating and some modifications
but the main advantage is that the programmes are fully accredited by Qualifications and
Quality Assurance Ireland (QQI).
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OTHER AREAS OF CONSIDERATION
TRAINING FOR PEOPLE WITH DISABILITIES
The IHF has partnered with the National Learning Network to ensure that the industry creates
opportunities for people with disabilities. There is plenty of scope for hospitality to play its
part in providing work opportunities for people in this area.
NEED FOR INVOLVEMENT WITH INDUSTRY
The IHF has established an Education and Employment Advisory Grouping to deal with the
gaps in the education, funding and training system as it currently exists. This dynamic
grouping will advise on policy changes that will be positive for all concerned. Members of the
committee include hoteliers, educators and representatives from Fáilte Ireland and other
hospitality organisations. This grouping will liaise with the various training providers (VECs,
IOTs, and CFEs). It will attempt to identify areas of training with most need and the training
programmes and modules most suitable for industry needs.
Qualifications in the Education and Training System
The chart overleaf outlines the main education and training pathways in Ireland. It also
indicates the levels at which awards and programmes are placed in the system. The system
has ten award levels. Each level is based on nationally agreed standards of knowledge, skill
and competence and reflects what an individual is expected to know, understand and be able
to do following successful completion of a process of learning and training. This qualifications
system is known as the National Framework of Qualifications and is made up of the Further
Education and Training Awards Council (FETAC), the Higher Education and Training Awards
Council (HETAC), The National Qualifications Authority of Ireland (NQAI) and the Irish
Universities Quality Boards (IUQB).
The Department of Education and Skills has amalgamated this system into a new single agency
- Qualifications and Quality Assurance Ireland (QQI). However, there is much confusion
regarding the appropriate qualifying standard that would apply to craft training programmes.
Some educators talk about FETAC levels 4, 5, 6 and others refer to HETAC. In some instances
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an interim use of City and Guilds has been mentioned. Qualifying standards for craft training
and skills is an area that must be addressed in order that qualifications are well defined and
measurable.
SOLAS
There is a real need for hospitality and tourism to be integrated within the structures of Solas.
From the outset, the IHF would like to have the Skills and Labour Market Research Unit of
Solas consider a study on the requirements of the hospitality sector. The sector has expanded
beyond the traditional areas of hotels, guesthouses and restaurants in recent years. The
provision of catering at food halls within supermarkets, the burgeoning nursing home sector,
institutional and sporting catering has expanded the opportunities of employment for
hospitality employees. The lag in training has led to many positions being filled by skilled
European and non EU staff. Currently no statistics exist for the requirements of our sector.
An industry liaison is required and the IHF offers its Education and Advisory Grouping as such
a vehicle.
There is a need for tourism and hospitality to be represented within the policy area of Solas so
that due consideration may be given to the sector when Solas contemplates its programmes
and supports.
Source: Forfás - Monitoring
Ireland’s Skills Supply 2012
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The orderly development of tourism requires training and delivery objectives for the industry
nationally to be established in a co-ordinated manner. Currently there is no specific Labour
Force census in the tourism area for the purpose of employment planning. As a primary
stakeholder in tourism the IHF believes that Solas should manage the training requirements
for our industry. A National Tourism training and employment plan is a minimum request. The
IHF is happy to assist in co-ordinating the production of such a plan. We seek this to be added
to the functions of Solas in order to ensure continuity of provision.
Further representation is required on LETBs where we can contribute as employers to the
practical and pragmatic employment outcomes for the candidates who will seek pathways to
gainful employment through LETB programmes and services.
INTREO
The IHF is committed to assisting the Department of Social Protection in its role of assisting
people on the live register to gain employment through our industry. Over the past year in
particular, the IHF has established linkages at various levels in order to convey the
requirements of the industry and in turn to learn the operation of Intreo first hand.
The IHF would like to assist the State in the referral processes that will provide the LETB’s with
candidates for training. The Federation believes its members can work innovatively in securing
better employment prospects for candidates from courses run by the VEC. Some change is
required from the employer’s perspective in how candidates are selected for vocational
training. The Federation believes that it can assist in the process and ensure better value for
state investment in training.
Locally, the Federation members will become more familiar with their Intreo office and work
with an agreed framework to bring about increased employment opportunities within hotels
for candidates.
FORFÁS
The IHF sees a key role for Forfás in continuing more in-depth studies of the Tourism Industry
workforce and education. The contribution to economic recovery by Tourism can only be
maintained through on-going management and analysis of the industry.
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The IHF proposes that Fáilte Ireland work closely with Forfás in developing on-going labour
force surveys and assessment of our industry.
The seminal work done by Forfás for other areas of the economy if applied to tourism and
hospitality would strengthen the policy making and success of future tourism endeavours.
As a matter of course the inclusion should become reality by 2014.
CONCLUSION
The IHF remains a committed partner in developing the full potential of the Hotel and
Guesthouse sector. As an employment intensive industry we have the ability to maintain
strong levels of employment and provide a vital first job opportunity to thousands of young
people.
Career opportunities exist within the sector that are not being exploited to full potential currently due to market failure within the area of training and employment policy.
Craft training enables employees to develop transferable skills that can improve their employability within the tourism industry and beyond.
Continued development of craft training in hotels is central to a successful and sustainable industry which will continue to benefit the Irish economy as a whole.
If the skill shortage is not addressed, we foresee acute skill shortages in the hotel sector leading to possible long-term damage to the tourism sector.
An opportunity will have been lost to provide several thousand of our long-term unemployed with both jobs and skills.
Future success within the industry depends on the industry being represented within all the appropriate new structures of State tasked with employment, up-skilling, reskilling and pre-employment training.
A Tourism Training Division should now be formed within SOLAS to address this demand.
It is essential that these policy issues be resolved quickly.