The SEND Review: Why can’t the Government get it right?

The Government’s SEND and Alternative Provision Green Paper and subsequent consultation, published in March 2022, are a missed opportunity for improving SEND and Alternative Provision.

The proposals are quite vague, but the fundamental problem with them is that they are more focused on changing the current system for children, young people and their families.

On the face of it, that may seem like a good idea, but as we see it, the current system is not the problem – it’s how it is implemented that is our main concern.

For example, the Green Paper makes proposals for developing new national standards to ensure improved outcomes and experience for children and young people. However, there is already a clear national SEND framework in place. The problem is local authorities do not fulfil their legal duties in providing the adequate support and assistance required of them. What difference will a new national standard structure make, where many local authorities already struggle to deliver the current one? How will they be held accountable for their failures to prevent thousands of families who are forced to go to tribunal every year?

We have 3,239 (10.8%) students aged 16 plus with SEND, with 600 learners with an education health and care plan (EHCP), and we’re proud of our provision. We work with 35 local authorities, which refer young people with SEND to us. The quality of the EHCPs that we get from local authorities – which are a vital component of their referrals – varies. Some of them are great, while others are less so. So, we know that accountability is key to improving the SEND system. What we need is an accountability framework which will force a change in local authorities. The Green Paper’s acknowledgment of accountability is poor at best – of the 22 questions in the consultation, not one addresses accountability. It also fails to offer ideas for what additional measures need to be put in place to ensure the accountability procedure is sound.

There are a range of ways that local authorities can be measured and held accountable for how they support children and young people with SEND in their areas, but the Government are looking to providers for ideas. Will Quince MP, Minister for Children and Families, has admitted that the Government must improve accountability but urged responders of the consultation to push him further on this and suggest additional approaches.

Clarity and consistency are essential – the SEND system will never work unless all local authorities deliver their legal duty. What we need is a cultural change; from teachers and local authorities to the general public, and that starts with the Government. Attitudes to SEND must change to ensure that there is a universal understanding of the lived experience of people with SEND so that their needs can be properly met.

The Green Paper also proposes a national banding system to education provision and its funding, but the proposal is incomplete and doesn’t go far enough. What about those students with the most complex and multiple needs, how will their requirements fit within a banding system? Care needs to be taken to ensure that any national banding and tariff system is flexible and does not cap support for children and young people with the most complex needs. The name says it all – ‘special educational needs’ – it is special. It is unique. It is individualised. A one-size-fits-all approach will not work.

The Green Paper discusses supported internships. These help SEND students into work and we think they are really valuable, as long as they are properly run and managed. We run fully-funded supported internships with good quality employers (read about supported intern Otis Smith here.), where SEND students get support from a job coach – this is a very good model for employers to follow and would help more SEND students make a successful transition from college to work.

However, not enough people with SEND benefit from a supported internship. Employers can claim £1,000 for taking on an apprentice, but nothing for a supported intern, so, to make supported internships more popular, we think that employers should be similarly rewarded.

The purpose of the SEND system is to ensure that children and young people with SEND are prepared for adulthood, – the Green Paper is too school-centric and as a further education college group this raises significant concern. In the 100-plus page document, only 2 pages mention further education and the preparation of children and young people for adulthood. This is disappointing as the country’s colleges play an important role supporting 16-25-year-olds with SEND and helping many get ready for the world of work.

Further education has long struggled with a lack of funding relative to schools, but they must be given the same backing and investment as schools to ensure they can best meet the needs of all their students, especially those with SEND.

Many further education colleges also run alternative provision, educating school-age children who would otherwise be excluded from school or be in a pupil referral unit. We feel that its focus should be on attempting to understand why a child cannot stay in a mainstream school, rather than managing behaviour which may have been as a result of their SEND needs not being met. We strongly feel that no child should be excluded or moved to alterative provision without first having a full education health and care assessment of their needs and the right provision made for them.

We feel that this would significantly reduce the number of exclusions from school, because those students – with an EHC assessment of their needs – would instead be able to receive the funding and support they need to remain in a mainstream setting. This is a stated aim of the Green Paper.

But as with many elements of current SEND provision, the primary challenge to alternative provision is that the frameworks in place are not being consistently monitored and adhered to. Any new frameworks must be rolled out nationally and supported by a monitoring and measurement regime which holds local authorities and providers to account.

It’s this measurement, monitoring and accountability – and how it is implemented – which hold the key to SEND success. Rather than the Government attempting to cover the cracks of the system, they need to address the root causes of the issues – particularly better monitoring and accountability, and the need for better and earlier intervention. These will only be achieved if local authorities and health care professionals and schools have the necessary knowledge and resources.

Ultimately the Green Paper leaves more questions unanswered than answered. We hope the Government listen to children and young people with SEND and their families, to understand what they need from the system, and not just use these reforms as a way to cut costs and continue to let down those who need it most.

See Capital City College Group’s response to the SEND and Alternative Provisions Green Paper here.

CCCT and CONEL highly commended in Women into Construction awards

Capital City College Training (CCCT) and the College of Haringey, Enfield and North East London (CONEL) have been highly commended in three Women into Construction awards.

Both education providers were named runners up in the Partners with Purpose Award, for their work running a five-week programme to help women find on and offsite jobs in the industry.

Jasmine Anthony, 39, from Islington, who undertook the Women into Construction programme with CCCT in August 2020 was also highly commended in the Women’s Champion of the Year Award.

Rutuba Zala, Delivery Manager for Adult Education, and Shiv Emmimath, Head of Employability and Trade Union Education, collected the awards on behalf of CCCT and CONEL respectively.

Rutuba said: “We always look to go the extra mile to help people realise their dreams regardless of their background, race or gender. Women into Construction is a perfect example of this, which has helped give many women the opportunity to enter the industry and start new careers.

“This programme enables women, who otherwise would not get the opportunity, to pursue and acquire skill that  set them up for success in an industry where women are still under-represented.

“Women make up just 11 per cent of the construction workforce in the UK, but this number is only set to rise with more women gaining the skills they need to progress in the industry.

“CCCT is a very proud partner of Women into Construction, to help bring about this change.”

Shiv added: “We’re delighted to be highly commended by Women into Construction. At CONEL we’re committed to working with developers and contractors to support women from our communities to get the skills and support they need and help change the face of construction by getting more women into the sector.

“The programmes we’ve delivered for Women into Construction are a fantastic way to help improve women’s job prospects and for employers to find new workers with each programme, aligned to actual job vacancies.

“Women on these programmes are fully supported with skills training and given the opportunity to spend valuable work experience on sites with different employers with a range of vacancies.

“In this way, we have been able to shape our programmes to deliver a positive impact on women going into this sector. We’re very pleased to be recognised for the work we have done.”

The Women into Construction programme includes 15 days’ work-focused training followed by two weeks’ work experience.

This includes five days’ construction-related training leading to a Level 1 Health and Safety Level 1 Diploma and a CSCS card test which they need to pass to work on site. The women also receive support with overcoming barriers to employment, writing CVs and interview skills.

Jasmine began working as an electrician for BW Electrical Contractors after impressing on her placement at a 1,000-home development in Bromley-by-Bow being built by Henry Construction.

At the time, she said: “Working as an electrician was always something I had a passion to do, but I never saw it through until now. I didn’t think I would be able to do it, but the programme gave me the confidence I needed. When I was told I’d got a job, I couldn’t stop smiling. I didn’t think it would happen so quicky.”

Jasmine added that she had been “treated with a lot of respect” by her male colleagues and urged women not to hold back and to join the programme.

The awards were presented at Women into Construction’s Celebration Event attended by 200 guests at Carpenters’ Hall in the City on 15 June.

Women into Construction has now supported more than 1,000 women into jobs.

Find out more about the Women into Construction here.

Apply for Construction and Plumbing courses at CONEL here.

City & Guilds recognises Capital City College Group for its ‘high quality’ apprenticeships

Capital City College Group (CCCG) has received an award from City & Guilds for the “high quality and standard” of its apprenticeships.

The awarding body recognised the Group’s success after reviewing the number of apprentices passing their end point assessment (EPA) with Distinction, their feedback and quality of service.

Elizabeth Akinaja, Business Development Manager at City & Guilds, presented a plaque to CCCG when she visited the College of Haringey, Enfield and North East London (CONEL) on 18 May.

She said: “We have analysed our EPA data and selected a small cohort of providers that have met these criteria with evidence of volumes of Distinctions and positive learner feedback.

“As a result of the high quality and standard of your apprenticeship provision, we would like to present you with a personalised EPA plaque.”

The majority of CCCG’s apprenticeships are available through Capital City College Training (CCCT), London’s largest apprenticeship provider, training more than fifth of all apprentices in the capital.

The Group offers apprenticeship training in sectors including accounting, business administration, construction, healthcare, hospitality and culinary arts, customer service and facilities management.

Electrical Installations apprentice David Jones, 28, from Haringey, said: “I’m a bit older than most apprentices and I’ve tried a few things in the past including bricklaying, forklift driving, sales and removals. They were enjoyable, but not to the same extent as this.

“I’ve also got two uncles who are electricians and just thought that this kind of work would suit me better. It’s not just physical but involves using your mind as well. You’re also not doing the same thing every day, and that really appealed to me. If there’s a fault, you have to find it, look at the cable routes and how it fits together, and then plan how you’re going to fix it.

“I had a really good supervisor on my first apprenticeship job who helped me with the basics by breaking things down to making it easier to understand, which gave me a good head start. I’ve enjoyed learning not just about the electrical side, but how a building goes up from start to finish.

“I did look at doing a full-time course, but it didn’t fit right and then this opportunity came up and it was good money for an apprenticeship. I think most employers, if they see you’ve done an apprenticeship, it looks better because you’ve got the experience and a qualification to go with it.”

Each year CCCT works with more than 500 organisations to train 1,500 apprentices, as well as offering free short courses and employability skills training to help get people into work.

CCCG Executive Principal Kurt Hintz said: “We are absolutely thrilled that our apprenticeship provision at CCCG has been recognised by City & Guilds, which is a credit to the excellent work of our apprenticeship teams and the fantastic achievements of our apprentices.

“I am enormously proud of our success in delivering such a high standard of apprenticeships at CCCG. I have no doubt that with such incredible commitment from our colleagues, employers and apprentices we will remain London’s number one provider for apprenticeship training.”

Apprenticeships are paid jobs that are open to all ages, which usually comprise four days with an employer and one day of study towards a recognised qualification. They enable you to earn while you learn and gain real work experience in your chosen sector with no student debt.

Find out more about CCCT apprenticeships and training courses and how to apply here.

Blog: Have YOU considered an apprenticeship instead of university?

Would you like to gain new skills and new knowledge, and get paid while you’re studying for it? An apprenticeship could be the answer. This week is the 15th annual National Apprenticeships Week, a celebration of how apprenticeships help people of all ages develop the skills and knowledge that they need for a rewarding career.

To start the week, Jackie Chapman (Managing Director of Capital City College Training) shares her thoughts on why school leavers should seriously consider an apprenticeship instead of A Levels, T Levels, BTECs or even university, and why it’s a great option for people looking to change careers too.

As National Apprenticeship Week starts, I am reminded of the confusing range of choices available to those leaving school and looking to start the next stage in their lives.

Whether you are 16 or 18 years old, you’ve just had an experience unlike any other generation, making it essential that you have the right support to make the best choices now, which will have a positive impact on your future career.

For some of you, taking A Levels or going to college, and then on to university, may be the best choice, but others would do well by going into work – and in today’s economy there are plenty of options for those who want to! Faced with staff shortages in many key industries, employers are crying out for staff and there has never been a better time to look for a job.

For once, the power is in your hands.

So why should new career starters – or older people changing careers for that matter – apply for an apprenticeship, or ask a perspective employer to put them on an apprenticeship?

Apprenticeships used to only be available in ‘hands-on’ professions like plumbing and construction, but nowadays you can be an apprentice in a much wider choice of occupations. , from accountancy and professional services, to business, HR, engineering and childcare. You can even do apprenticeships with us in the hospitality sector – as a chef for example – or in visual effects in the TV of film industry.

Apprenticeships are for everyone and every age too, not just 16 or 18 year olds. We have people in their 20s, 30s and 40s who’ve changed careers and are now doing apprenticeships in HR, Procurement, Management, Adult Care and many other jobs.

In my opinion, being an apprentice is one of the best ways to ensure that you have ongoing support in a new role, because as an apprentice:

1. You have to be given guaranteed time from work to study

2. You have to have a workplace mentor who will guide you

3. You have a coach or tutor from the training provider to support you

4. You have the chance to learn and develop your skills, with managers understanding your development needs.

Great employers recognise the important of supporting staff, so if you are considering employment – check if they offer apprenticeships!

You might be asking how an apprenticeship works and who can do one. As long as you are 16 or older and have not already completed a qualification in a similar role, you can be an apprentice. Apprentices are employed and have time away from work (usually one day per week) to study for a

qualification. To be an apprentice, you can be a new or current employee and are always paid at least the minimum apprentice wage (many employers pay their apprentices more). And, as you’re studying while you’re working, you could also receive a range of travel and council tax discounts too.

An apprenticeship could be your ticket to success. Find out more about our apprenticeships here.