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February
2012 |
February
2012 - Newsletter
|
TUC
pleads with Government to use the
lessons of the German economic model
|
The TUC offer their ideas on building a big and
better society for Britain using the German model:
at least learning from the soundness of the German
economy. We guess that one thing that is good about
Germany is they don't keep changing the policy like
we do in Britain. No matter how we change things our
education system is not providing young people with
an education that allows individuals to be absorbed
into the economy quickly. Well what is sure is this
government does need some practical help. It seems
sad that the only strategy seems to be cut, cut,
cut. A simple skills strategy is to legislate that
every employer must take on one more supernumerary
employee on board and develop that person to be successful
in that business without the purpose to get them
into higher education as soon as possible. There are
still many individuals needed to become career
minded operatives as well as career minded
graduates.
- The
creation of a fairer economic model - a UK
version of the social market, with a stronger
role for unions and employer organizations, to
include the introduction of employee
representatives on works councils or supervisory
boards, as exists in Germany.
- There
should be a concentration of effort on high
skill, high value manufacturing sectors - for
example in the field of environmental technology
- on those British companies most likely to
succeed in the face of global competition.
- Urgent
action on skills - while skills shortages plague
both countries, Germany has many more
apprentices and a long-established dual
vocational system which puts the country in a
much better place than the UK.
- Increased
support for medium-sized companies in the UK,
and new ways to encourage small firms to grow so
they can employ more people and supply big
industry.
- The
creation of a strategic investment bank that
could raise large sums of money in the
commercial markets, backed by a smaller capital
base provided by the government.
- A
smarter approach to procurement - other
countries make a much better use of public money
to boost their own industries - where every
pound of public money in the UK is spent
encouraging the development of a modern, highly
skilled economy.
PRESS
for further information
Change
of Presidency at the Glass and Glazing
Federation
|
 Mark
Warren of Lister Trade Frames takes on the role
of President of GGF on the 1st January 2012 replacing
Phil Brown of Pilkington. Phil Brown completes his
two year term of office and he has overseen many
developments and resolved many issues in his years
of tenure. GGF has greatly enhanced
its profile in this time providing many benefits to
the members and the public. In particularly energy
saved through improved specifications for windows
and doors. With green deal on the horizon the GGF is
trying to overcome the uncertainties that surround
Green Deal to ensure it provides real benefits for
customers and members alike. There is a major
strategic agenda that needs to be dealt with in the
future where members show positive steps to invest
in training of installers, processors and
fabricators so that new innovations are understood
by all and modern practices in the installation of
windows and doors implemented. There is a major opportunity
to ensure that workplace development is dealt with
systematically and with the support of the voluntary
initiated glass training board through GTL that has
actively supported the glass and fenestration
industry for over 29 years. These changes will
be dealt with in the hands of Mark Warren who has
already shown major progress in his own company to
systematically invest in people. Press
for further information.
G11
Apprentice of the Year Award
|
 For the second year running a GQA candidate
and North Lancs Training Group apprentice has won
the G11 award for apprentice of the year. Johnathon
Peacock is currently working to complete his
GQA Level 3 Advanced apprenticeship in Fenestration
Installation and Glass Related Operations. Johnathon
was presented with the award at the London Park
Hilton on 25thNovember at a glittering
ceremony. The G11 Awards celebrate the finest in the
glass and glazing industry and is an annual event.
Johnathon was selected from a number of
entrants for the award by a judge from Glass
Training Ltd(GTL). A spokesperson for GTL said:
“Johnathon stood out as a candidate with a
thorough grasp of the skills required to meet the
standards in his apprenticeship, backed by a company
that provided him with a work opportunity and a systematic approach to
training and development.”
Johnathan attended the event with his
mother Hazel who commented: “ I am really proud of
Johnathan and what he has achieved, this is a proud
moment for me and I would like to thank North Lancs
Training Group for their commitment to his
development and for the nomination “. Johnathon is
employed by Goldseal Tradeline, a family owned
installation company based in Chorley Lancashire,
his employers Gareth and Richard Fairclough said “
Johnathan is a worthy winner, he came to us as a
young lad with no experience but has turned into a
good installer, we are really proud of him”.
Don't
delay - get your senior award from the
glass training board
|
 The
Glass Training Board has taken the initiative to
introduce new advanced level professional
qualifications for people in the glass and related
industries.
There are different levels of qualifications.
They are awarded to individuals for what they have done
for their company and the glass sector. The Chair of
GTL, Cath Booth, says: "You do not need
to take a written test it will be obvious by talking to
you and your colleagues that an award should be made to
you thus allowing you to put letters behind your
name" thus providing an equivalent professional
standing comparable with other sectors.
Glass Training Ltd is an institution that was formed
and approved by the UK Government in early 80’s to
review; improve education & training; set and
review occupational standards and award professional
qualifications in the glass industry. As a matter of
history the Glass Training Board was responsible for
establishing the Glass Qualifications Authority GQA
that awards national qualifications in glass, glazing
and fenestration occupations up to level 3. The Glass
Training Board is a professional body in its own right
and offers Senior Awards for those individuals that
have made a significant contribution to the industry
where the development of others has been a major part
of their achievement.
The purpose of these senior awards is to show that
the glass and fenestration industry is involved in
reviewing and improving education and training by
establishing a cadre of people that have the will and
ability to preserve, develop and sustain the industry
in the future. The awards allow those individuals’
that provide evidence to the Glass Training Board as a
standards setting body of their achievement in glass
working in its various sectors and sections in the
glass and fenestration industry to use appropriate
letters behind their name. This visual display of
qualifications should help to give confidence to the
public, business, contracting and professional bodies
that the industry seeks to promote its professionalism
at all levels.
There are many industries that have
professional bodies that respect and recognize
individual achievement at the senior level in their
respective industries. These professional institutions
provide a collegiate body and arrange meetings,
seminars and courses to become accepted as the leaders
in their particular occupational area of practice.
There are many practically minded individuals in the
glass and fenestration industry that have never had an
institution comprising individuals where their
experience and professionalism is recognized as a
professional body for their work and achievements in
the glass and fenestration industry. Please go for
further information to www.glass-training.co.uk
Rethinking
apprenticeships to tackle youth
unemployment
|
 Sometimes
when we turn things upside down we get a different and
more imaginative view of a problem leading to a more practical
approach to its solution. A collection of essays from the Institute for
Public Policy Research (IPPR) considers how to
reinforce the role of apprenticeships in society and
the economy. Authored by international experts,
industry professionals and policy makers, Rethinking
Apprenticeships considers what policies would help
apprenticeships thrive in the
UK
. The report investigates continental approaches
to vocational education and training, and makes the
case for a concept of apprenticeship that is broader
than the content of
UK
apprenticeships. The report also considers how to
restore the value of apprenticeships, stressing the
need for a better link between training and status in
the workplace. It argues that colleges should have the
freedom to develop bespoke apprenticeships that are
tailored to the requirements of learners and employers.
Problems with
employer demand are explored and the report contends
that policy must prioritize quality of apprenticeship
provision over fulfillment of targets. A social
partnership approach is suggested as a useful means of
increasing the number of high-quality apprenticeships
and guaranteeing equality of access. The report also
discusses progression routes in vocational education.
It emphasizes the need for pathways which constitute a
genuine alternative to higher education with similar
opportunities for personal development and improved
returns.
The report
concludes that in addition to meeting job-specific
skills needs, apprenticeships also play a part in
socializing young people and in the development of the
wider skills base required by the
UK
to compete in the global economy. It states that the
best way to address high youth unemployment is to
ensure that apprenticeships provide valuable routes
into good employment, and that this will require a
focus on ensuring the quality of apprenticeships. Press
to read full report.
Manual
handling glass in the workplace
|
Manual handling training is a
requirement to ensure people avoid accidents leading to
bad
backs. Training can be done on site by GTL. It takes around
two hours on the shop floor to carry out training to
meet the regulations.
Glassmark
quality compliance
|
 "Glassmark
Quality" tells the public you are a quality
company and have continuous training policies and
procedures to ensure your staff keep up to date with
professional methods. Do you need to show to the
public, customers, regulatory authorities and bodies
that you really do comply with their requirements
and your products and services are fit for purpose?
GTL offers an assessment, verification and
certification scheme for any employer that can prove
to GTL they actually comply with an individual or a
multitude of regulations that employers must follow
to remain professional at all times. HM Health
and Safety regulations is one area of activity you
need to show you comply with the law of the land and
ensure your employees and contractors meet the
appropriate standards. The Glass Training Board
award certificates to individuals on behalf of
employers. Please contact GTL for further
information.
The
GTL newsletter is circulated to over 1200 companies
covering all sectors of the UK glass sector.
If you would like your news to appear in the March 2012 edition of the GTL newsletter, please
submit your stories to newsletter@glass-training.co.uk
by the end of the month.
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