Responsiveness to Employers
Q: How do I know if my organisation is in scope for this performance indicator?
A: This performance indicator is applicable to all providers directly contracting with employers for the delivery of training. If a provider is in scope for the Framework and contracted to deliver any volume of Train to Gain or Apprenticeship training and/or receive £30,000 of employer responsiveness funding each year, then it is in scope for this performance indicator.
Q: Why do providers need to supply an updated list of employers to the LSC when the ILR already captures that information?
A: Employer contact details are often missing from the ILR, so the list will help to provide missing data. It will also help us to identify where contact details may have changed, but have not yet been updated in the ILR.
Q: Are Train to Gain employers included in the Employer Views survey?
A: Providers in scope of the Framework in 2008/09 are required to ask all of the employers who have had any publicly-funded training from them during the relevant period to participate in the Employer Views survey.
Q: Using the Unique Employer Reference, how can we ensure employers will not be inundated with duplicate information?
A: Unique Employer References (EDS numbers) are based on addresses rather than company names, and therefore the LSC is issuing only one survey for each employer address where they contract with only one provider. Organisations contracting with more than one provider will receive a survey to complete for each one with which they contract.
Q: To whom is the survey sent in the employer organisation?
A: The LSC will send the survey to the person nominated on the return received from the provider.
Q: Who is collecting the Employer Survey data?
A: Ipsos-MORI are compiling and analysing the survey data on behalf of the LSC
Q: Can we continue to use the employer surveys we use now, for example to feed into self-assessment reports?
A: Yes, but the LSC needs to ensure a consistent measure so that fair comparisons can be made between providers. Therefore, the standard set of questions must be asked for the purposes of generating data for the Framework’s Employer Views performance indicator. The LSC also expects that providers will use the scores and data from the Framework to inform their self-assessment reports.
Q: Will I have to survey my employers twice?
A: If you have surveyed your employers over the previous six months for the purpose of the Training Quality Standard (TQS), then you do not need to do so again for the Framework. If you use the Framework survey with your employers, you can then submit these results as evidence of ‘gathering employers views’ required under A5.1 of the TQS.
Q: If I get the TQS, will I be graded as ‘Outstanding’ in the Employer Responsiveness KPA of the Framework?
A: Providers who achieve the TQS will automatically be rated as ‘Outstanding’ for the whole Employer Responsiveness KPA for the period that the TQS is awarded (normally three years). From the perspective of the Framework, a provisional award for the TQS will be treated the same as a full award. If a distinct subsidiary of a provider has achieved the TQS, then the parent provider would not automatically receive ‘Outstanding’ - unless that subsidiary delivers the provider’s entire employer-facing provision.
Q: Do I need to be rated as ‘Good’ by the Framework before I apply for the TQS?
A: From summer 2010, any provider who is in scope for the Responsiveness to Employers KPA may need to achieve a rating of ‘Good’ or ‘Outstanding’ in the Responsiveness to Employers KPA before it can apply for the TQS.
Q: Within the Employer Responsiveness Dimension, how does the volume of training relate to quality measures?
A: Measuring the amount of training a provider offers to employers is a way of assessing how a provider is responding within a demand-led system and contributing to the Government’s skills targets.
Q: Is there a conflict within Amount of Training where a provider has bid for funds to deliver allocations but has not won the tender?
A: A provider’s ability to ‘win’ contracts in a demand-led environment should reflect at least in part their responsiveness and quality.
Q: Is the provider penalised if they do not want to grow their provision?
A: Stability in volume of training will equate to ‘Satisfactory’ and may equate to ‘Good’ for a provider that has grown over previous years. Further details can be found in the Framework for Excellence Provider Guide 2008/09 (September)..
