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This Week's News 01.06.18

Partner salon network meeting - Tuesday 5 June

We're looking forward to seeing you at the next Partner Salon Network (PSN) meeting being held on Tuesday 5 June at the University of Surrey, Guildford. Refreshments and registration from 5.30pm, with the meeting running from 6.00 to 8.30pm.

Further details and the agenda can be found here.


New dates for next TAQA course confirmed

We are pleased to publish the dates of the next TAQA course for would-be assessors that will start in September.

Information about the course can be found here or you can call 02392 591666 or email ten/dtl-sti//ofni for more information.

Workshop 1 - Monday, 17 September 2018
PSN Meeting - Monday, 8 October 2018
Workshop 2 - Monday, 29 October 2018
Workshop 3 - Monday 14 January 2019


Off-the-job training (OJT) requirements

All apprentices must spend a minimum of 20 per cent of their normal working hours doing off-the-job training. Apprentices will be unable to take their End Point Assessment without proof that the required off-the-job training hours have been completed. We'll be introducing an off-the-job training record to log the amount of time your apprentices spend on OJT activities and we will be seeking your help to ensure this is kept up to date. This will be discussed in detail at the partner salon network meeting on 5 June.

Approved OJT activities

  • Researching for a theory test by using text books, internet, salon theory lessons, online resources
  • Observing skills by watching stylists, demonstrations, YouTube clips and videos.
  • Listening to consultations, taking note of products, tools, equipment, tests carried out, techniques used, influencing factors and results achieved.
  • Practising/practical training on head blocks, models, or taking part in a role play
  • Researching product knowledge - salon or manufacturer's training, courses or seminars
  • Researching classic, current and emerging trends.
  • Memorising the features and benefits of products for shampooing, conditioning, styling and finishing, perms and colours.
  • Writing a reflective account using head sheets and case studies
  • Preparing for an assessment by going through the criteria and reading manufacturer's instructions.
  • Learning about health and safety legislation and responsibilities, finding out how to care for, handle and use equipment and tools, and how to maintain standards of hygiene
  • Researching latest news from manufacturers, trade organisations and the trade press
  • Engaging in mentoring activities
  • ITS visits from your Trainer/Assessor (excluding English and maths)
  • ITS visits from your Learning Support Tutor

Cannot be counted towards OJT hours

  • Assessments
  • English and maths
  • Training outside of working hours unless this time is recognised in an appropriate way by having time off for the time spent training outside of your working hours
  • Skills not linked to the Diploma for Hair Professionals
  • Prior knowledge
  • Day to day tasks such as passing up foils

Photo competition 2018: Hair through the decades

There are two categories this year:

  • Creatively Style and Finish
  • Creatively Cut and Colour

Entrants should pick an iconic style from their chosen decade as inspiration for their total look and decide which of the two competition categories to enter - but they can enter both! The closing date for entries is 12 noon on Friday 29 June 2018. They will need to complete the entry form and upload their photos to our website. Please see our website for the rules and entry form.


Ofsted win final say over quality of apprenticeships

Ofsted will have its powers and budget for FE inspections boosted after the government was embarrassed over apprenticeship accountability. The watchdog will now be given potentially as much as £7 million to visit every new apprenticeship provider. Critically, it will also have the final say over quality.

The decision been dubbed "a victory for common sense, but more importantly it's a victory for apprenticeships," by education select committee chair Robert Halfon. The number of apprenticeship providers which are in scope for inspection has shotup since last year's reforms, even while Ofsted's FE and skills budget has fallen, despite many requests for more money. If Ofsted decides that a provider is not fit for purpose then they should be thrown off the register pretty quickly. As a result, it has only been able to carry out early monitoring visits at a handful of these new providers.

There has lately been considerable dismay at mixed messages from the Education and Skills Funding Agency, which recently permitted a provider to recruit apprentices once more - just two months after Ofsted branded its provision "not fit for purpose". The final word will now rest with Ofsted: if a monitoring visit results in an 'insufficient progress' verdict, a provider will be taken off the ESFA's register of apprenticeship training providers.


Six rules to follow to remain GDPR compliant

  1. Notification of a breach
    Under the GDPR, data controllers are under an obligation to maintain a breach register where all breaches, no matter how trivial, are recorded and monitored. For serious data breaches, where the breach is likely to result in a 'risk to the rights and freedoms of individuals', the breach must be reported to the ICO (Information Commissioners Office) within 72 hours of becoming aware of the breach. Where there is a high 'risk to the rights and freedoms of individuals' as a result of the breach, the data subject must also be notified of the breach without undue delay.

  2. Conduct Data Protection Impact Assessment (DPIA) also referred to as a Privacy Impact Assessment (PIA)
    If any data system is being introduced that involves using personal information in a way it has not been used before, or new data is being collected for a new purpose, then a DPIA must be conducted. DPIAs can help to identify and reduce the risk of harm when using personal data. The DPIA poses a series of questions designed to ensure that organisations are thinking carefully about the implications of a new system before it is implemented - this is called 'privacy by design'. Note: A guidance checklist and a template for conducting a DPIA are freely downloadable from the ICO.

  3. Identify and support a Data Protection Officer (DPO)
    The GDPR introduced a new role of Data Protection Officer which all public authorities and bodies, including all educational establishments, should have in place by now. Following the 25 May, the Data Protection Officer should:

    • monitor compliance with the GDPR and other data protection laws, data protection policies, awareness- raising, training and audits
    • maintain a breach register; liaising with the ICO regarding serious data breaches
    • monitor Data Protection Impact Assessment (where needed)

    The Data Protection Officer must have authority and be empowered to carry out their role and report to the highest management level in your organisation. The person appointed cannot be disciplined for carrying out their role or disregarded or dismissed because the people at the top don't want to do it. To ensure your organisation remains compliant, Data Protection should be on the agenda at all high level monthly organisational meetings.

  4. Formalise relationships with data processing suppliers
    Under GDPR, it is illegal not to have a formal contract or service level agreement with your chosen data processor. Any new data processors or IT recycling suppliers that you work with must have minimum competencies and accreditations; using one who does not meet the minimum competencies will become a criminal offence.

  5. Understand the right to erasure
    Outside of schools, data subjects can demand that personal data held about them is erased.

  6. Implement robust induction training
    As with evidencing compliance with the DPA, all new staff should receive GDPR training on induction.


Data Protection Act 2018

The Data Protection Act 2018 received Royal Assent on 23 May 2018. The Act, which replaces the 1998 Act, provides a legal framework for data protection in the UK. It is supplemented by the General Data Protection Regulation (GDPR), the legal framework that sets guidelines for the collection and processing of personal information of individuals within the European Union (EU). Schedule 3 Section 15 outlines exemptions from the GDPR relating to health, social work, education and child abuse. When the UK leaves the EU, the GDPR will be incorporated into the UK's domestic law under the powers in the European Union (Withdrawal) Bill, currently before Parliament. See Data Protection Act 2018 (PDF) over 200 pages!

The recently published Government Equalities Office dress code guidance stops short of threatening harsher punishments. It advises: "Dress policies for men and women do not have to be identical. However, the standards imposed should be equivalent. This means there must be similar or equivalent rules laid down for both male and female employees", and that "it is best to avoid gender-specific requirements". It reminds employers that they can make reasonable adjustments to dress codes for disabled workers, and that "transgender employees should be allowed to follow the organisation's dress code in a way which they feel matches their gender identity". It adds: "It is good practice when setting or revising a dress code to consider the reasoning behind it. Consulting with employees, staff organisations and trade unions may better ensure that the code is acceptable to both the organisation and staff. Once agreed it should be communicated to all employees." The report also provides examples of scenarios where requiring employees to dress a certain way would be lawful, such as: "An employer requires all employees to wear smart shoes but does not require female employees to wear high heels. This would be lawful." This guidance has been written following a recommendation from the Parliamentary Women and Equalities Select Committee and the Petitions Committee. It sets out how the law might apply in cases of sex discrimination where an employer requires female staff to wear, for instance, high heels, make-up, hair of a particular length or style, or revealing clothing. See Dress Code and Sex Discrimination Guidance (May 2018).


Government agrees with public accounts committee over mishandling of Learndirect

The government has accepted that it did not have proper oversight of Learndirect and has agreed to take action on all of the recommendations made by a public accounts committee inquiry held on it. Members of the committee grilled the organisations which have been closest to the debacle surrounding the nation's biggest provider at a hearing in January, which was by followed a report in March. Learndirect was sensationally hit with an 'inadequate' rating from Ofsted in August. The giant provider was then found to have received special treatment from the DfE, which allowed it to retain its contracts for almost a year - much longer than the usual three-month termination period.


School referrals for mental health treatment rise by over a third

The NSPCC has released figures from a Freedom of Information (FOI) request to NHS Trusts in England looking at the number of referrals by schools seeking mental health treatment for pupils between 2014/15 and 2017/18.

Figures show that:

  • 123,713 referrals were made by schools during the period
  • 56% of referrals came from primary schools
  • on average 183 referrals were made per school day in 2017/18.

"I suffer with anxiety and panic attacks and find it difficult to leave the house or get out of bed. I was referred to CAMHS but I was on a waiting list for 8 months and during that time my anxiety got worse, so I never went because I was too scared." 17-year-old girl contacting Childline.


Temporary changes to some CAMHS services

CAMHS is apologising to children, young people and their families who are experiencing lengthy waits for initial routine appointments and assessments for support. During the last 12 months the need for CAMHS support has increased significantly and CAMHS has not been able to keep pace with demand. To tackle the backlog of delays, CAMHS has taken on more clinicians and contracted a mental health services provider, Psicon Group, to work with them to reduce waiting times. Psicon are well established and regularly work with the NHS. They are regulated by the Care Quality Commission. The treatment they provide will be free and should be indistinguishable from that provided by CAMHS. For further information, visit the Psicon website.


The Autism Show, London - 15-16 June

The Autism Show is the national event for autism. Discover practical tips and strategies to help care, support and teach autistic people. Listen to talks on making sense of self injury, improving sensory processing and exploring the barriers to employment. Choose from over 100 hours of talks, clinics and workshops plus hundreds of specialist products and services which can make an immediate difference to those you care, support or teach. Be informed, inspired and entertained by a selection of special features, including a Sensory room. Take a look at 'What's on' at this year's show, taking place at the ExCel, London on 15 and 16 June and book your tickets today.


Surrey youth focus

The Hidden Talent e-bulletin aims to help Surrey employers harness the talents of young people with SEND. The bulletin will help guide employers through the benefits of employing young people with SEND, resources to build knowledge and confidence and how to access 'Hidden Talent'.
Read the current Hidden Talent e-bulletin.
Sign up to receive future e-bulletins.


Reporting an accident in the workplace

RIDDOR puts duties on employers, the self-employed and people in control of work premises to report certain serious workplace accidents, occupational diseases and specified dangerous occurrences. Get clarification of what incidents require a RIDDOR report here. If you need to find out how to make a RIDDOR report for a workplace accident visit here.


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