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This Week's News 17.03.17

Teenage apprentice loses finger while on work experience

A landscaping company was fined £6,000 after failing to properly train and supervise work on a dangerous machine after a teenage apprentice had a finger amputated while working on a log splitter... Read more


GCSEs - the new grading scale

Ofqual has produced a short film to help raise awareness and understanding of the new 9 to 1 GCSE grading scale... view video


"Breakthrough budget" for skills

The spring budget has been hailed as a "breakthrough budget for skills" as chancellor Philip Hammond confirmed major extra investment for technical education. The measures include an additional £500 million a year for 16- to 19-year-old technical students and the introduction of maintenance loans for higher level qualifications... read article


Enhance clients' salon experience with television and a TV licence

With hair and beauty salons and barbershops commonly featuring television screens to entertain clients whilst they're in the chair, the NHF has issued a warning to businesses to make sure they're correctly licensed. Television is more accessible now than ever before for clients and staff within salon and barbershop businesses. Not only is television often played in the background for clients and staff to watch, but individual wall-mounted screens have also been introduced, along with client tablets that have access to on-demand services, such as iPlayer. Salons need a TV Licence if they provide a TV or tablet for customers or staff to watch live TV programmes or BBC programmes on iPlayer. If the salon does not have a licence, then the business risks prosecution and a fine of up to £1,000. To help businesses and staff understand the legal implications of watching programmes live at work, TV Licensing has produced a downloadable "TV in the Workplace" guide. The guide allows managers to outline whether the business is covered by a TV Licence and whether staff and customers are allowed to watch TV in the workplace, download the template here.


Handling disciplinaries

Employers and employees should always seek to resolve disciplinary and grievance issues in the workplace. Where this is not possible employers and employees should consider using an independent third party to help resolve the problem. The third party need not come from outside the organisation but could be an internal mediator, so long as they are not involved in the disciplinary or grievance issue. In some cases, an external mediator might be appropriate. Many potential disciplinary or grievance issues can be resolved informally. A quiet word is often all that is required to resolve an issue. However, where an issue cannot be resolved informally then it may be pursued formally. Link to ACAS guidance


Controlling behaviour in relationships of young people has it become normalised?

Research carried out looking at young people's experience of controlling behaviour in relationships finds that:

  • 56% of 16-25 year olds said they have experienced controlling behaviours from a partner
  • 49% said that experiencing these ongoing behaviours made them feel intimidated, humiliated, or worthless
  • Females felt most significantly affected - 63% in comparison to 34% of males
  • 39% of 16-21-year-old females think coercive and controlling behaviours in relationships have become normalised because of the amount of abuse they see in society and media

Disability and skills unit

In 2013/14, 38,170 of the people starting an apprenticeship declared that they had a Learning Difficulty or Disability (LDD). This was 8.7% of the total starts. In 2014/15 that increased to 44,090 - 8.8% of total starts. Evidence submitted in 2016 showed that a number of different things stop more people with LDD doing an apprenticeship.

Barriers for would be apprentices

  • English and maths requirements
  • Lack of awareness and aspiration to apprenticeships (and low awareness of available support)
  • Difficulty demonstrating competency in the job through the ways it's measured.
  • Lack of flexibility and struggle with uncertainty
  • Lack of preparation and support

For employers

  • Lack of awareness and understanding
  • Non-inclusive recruitment practices
  • Funding complexity
  • Demand outstrips supply

For providers

  • Funding complexity
  • Lack of impairment awareness and expertise
  • Complexity in types of programme they can offer to different groups
  • Low spread of best practice

The Disability and Skills Unit is dedicated to supporting disabled people to pursue their goals, ambitions and aspirations for work, education and skills development. 
The unit aims to:

  • Promote best practice in supporting disabled students and trainees amongst education providers and employers
  • Raise awareness and understanding of ways to make apprenticeships, traineeships and supported internships inclusive
  • Promote peer support in employment and share information and good practice with all stakeholders

See IntoApprenticeships.pdf


Hair professional standard

Download the standard


Hair professional assessment plan

Download the assessment plan


Female genital mutilation (FGM) statistics

NHS Digital has published an experimental statistics report on female genital mutilation (FGM) in England for the period October December 2016. Figures show that there were 2,332 attendances reported at NHS trusts and GP practices where FGM was identified or a procedure for FGM was undertaken; 1,268 women and girls had their FGM information collected in the dataset for the first time.


Team ITS warmly welcomes those who started their Apprenticeships this week

Chloe Jones - Level 2 Intermediate Apprenticeship Academy, Esher
Madeline Green - Level 2 Intermediate Apprenticeship Arc Hairdressing, Basingstoke


Congratulations from Team ITS to the following learner who completed her Apprenticeship this week

Chelsea Hadaway Level 2 Intermediate Apprenticeship Academy, Hersham


 

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