This Week's News 29.09.17

Important information change to evidence requirements from City & Guilds for level 2 Hair Professional

City & Guilds acknowledge that there was an oversight on the employer's occupational brief on Unit 4B - Creatively set and dress hair. The Qualification Handbook has now been amended and the changes made are highlighted below.

Amended range
From the range, you must show that you have:

  • used all creative set and dress techniques
  • used all the types of tools and equipment
  • used a 3 out of 4 temporary added hair
  • taken into account all factors
  • used 4 out of the 8 products
  • used a 4 out of 5 setting techniques
  • used all sectioning and winding techniques
  • used all dressing techniques and effects
  • given all advice and recommendation

The logbook will be corrected for the next print run, but City & Guilds have uploaded the amended unit onto the website here.

End Point Assessment (EPA) Services

City & Guilds new EPA page is also up and running with associated forms and information about becoming an End point assessment centre - click here.

Confused about apprenticeships?

To read an easy to follow summary of the recent changes to apprenticeships, please click here.

DfE launches its FIFTH consultation on apprenticeship funding reform

The Department for Education (DfE) has put out yet another survey on how reforms to apprenticeship funding are affecting employers and training providers - the fifth such consultation read more.

Employers' Liability insurance - Important Information from the Health & Safety Executive

"Do I need to tell my employees that I have employers' liability insurance? When you take out or renew a policy, your insurer will give you a certificate of employers' liability insurance. This must state clearly the minimum level of cover provided and the companies covered by the policy. You must display a copy of the certificate of insurance where your employees can easily read it. Since 1 October 2008 you have been allowed to display your certificate electronically. Employers choosing this method need to ensure their employees know how and where to find the certificate and have reasonable access to it. Factors to consider include the availability of the chosen format and ensuring employees understand how to use it. For example, this arrangement may be suitable where all employees have access to a computer as part of their job."

In light of this information which is posted on the H&SE website, I would like to remind employers that when we visit or call a salon and ask for the employers liability insurance, the person being asked for the details should know where the information is and have access to it. This should be a part of a new member of staff's induction process and so if the apprentice is asked they should be able to quote the details without asking another member of staff. A reminder to all staff when there is a new policy would also be a good way of ensuring that everyone is aware as they should be.

Apprentices are 'being used as cheap, subsidised labour'

Apprentices are being used as 'cheap, subsidised labour' by many employers, a new survey has warned. The research, conducted by the National Society of Apprentices (NSoA) found that a fifth of apprentices don't feel they are being trained, while 1 in 6 said they weren't being paid at all for time spent in off-the-job training, even though it is a requirement of the scheme. Another 12 per cent said they weren't sure. A spokesperson for NSoA said that apprenticeships need to consist of both work and 'substantial training' adding "it is bitterly disappointing to see that, despite years of reform and tinkering, apprenticeships are still seen by so many employers as an opportunity for cheap, subsidised labour without any obligation to train or develop the apprentices." Simon Ashworth, chief policy officer for the Association of Employment and Learning Providers (AELP) said that apprentices could be receiving on-the-job training without realising it - "The definition is extremely broad and they might not know that they are learning because they don't know they're being taught." A spokesman for the DfE said that 20 per cent of any apprenticeship programme must consist of off-the-job training, as this was a 'core principle' of the scheme. "Latest figures show that 89 per cent of apprentices are satisfied with their apprenticeship, with 97 per cent of apprentices saying their ability to do the job had improved", he added.

New schools programme to equip young people with coping strategies for modern life

Dynamic new resources for teachers will help build crucial life-skills for young people to boost their resilience and improve their mental health and wellbeing, as part of a new evidence-based programme for schools unveiled by Public Health England (PHE). With around 1 in 5 young people experiencing cyberbullying and 1 in 3 reporting that their body was 'too fat', pupils aged between 11 and 16 will be taught how to cope with some of modern life's most challenging issues, equipping young people with resilience skills that will help them throughout adulthood. The 7 Personal, Social, Health and Economic Education (PSHE) lesson plans have been accredited by the PSHE Association and piloted with teachers, ensuring they are robust and of the highest quality. The resources include a range of techniques for teachers to employ to enable pupils to safely learn, explore and discuss coping strategies for dealing with issues, such as:

  • bullying and cyberbullying
  • alcohol use and smoking
  • positive relationships and friendships
  • exam stress
  • online stress and social media
  • body image in a digital world

The launch comes as new analysis by PHE shows that a supportive learning environment in schools, including good quality PSHE provision, is associated with improved health and wellbeing. Growing evidence also suggests that the skills and qualities acquired through PSHE have a significant impact on students' academic achievement, employability and future life chances.

General Data Protection Regulation (GDPR)

The Government has published the Data Protection Bill which will supplement the General Data Protection Regulation (GDPR) in the UK. The Bill, which was announced in the Queen's Speech in June this year, adds detail to the requirements under the GDPR.

It incorporates the highly publicised fine regime, under which organisations can be fined up to €20 million or 4% of total worldwide annual turnover. However, the Bill makes a number of changes for employers to process special categories of personal data (such as health data and data on ethnic origin, political opinion, religious beliefs, union membership and sexual orientation) and data relating to criminal convictions. To process special categories of personal data, also known as sensitive personal data, employers have to meet strict conditions under the GDPR, such as obtaining explicit consent.

Under the Bill, employers will be able to process special categories of personal data to fulfil obligations or exercise rights in employment law if it has a policy document in place that meets additional requirements. Under the GDPR, employers can process data on criminal convictions only if this is specifically permitted by law. The Bill will allow processing of criminal conviction data if it meets the same requirements as processing special categories of personal data. This means that employers will be able to process criminal conviction data with consent, or to exercise rights or obligations provided that they have a policy in place that meets the additional requirements. The Bill also reproduces certain exemptions from the Data Protection Act 1998 relating to subject access requests.

In particular, employers will not have to include information in their privacy notices or disclose information to employees in response to subject access requests for:

  • information that is covered by legal professional privilege
  • information used for management planning by the employer
  • information about the employer's intentions during negotiations with the employee
  • confidential references given (but not those received) by the employer

The Bill also creates a number of new offences, including an offence of altering, destroying or concealing information to be provided to an individual through a subject access request.
Here are some useful links about GDPR:

How to start preparing for the GDPR
What is the GDPR?
What happens if an employer fails to comply with the GDPR when it comes into effect?


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