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12. Ancillary Matters
Fit with Other Policies
12.1 We believe that MA frameworks should make clear which programmes and initiatives feed into and out of the programme. The current MA guidance already states that it is important for SSCs to articulate routes to other qualifications including Further and Higher Education in Scotland, clearly defining how the framework can be used to secure employment in specific positions. However we would like to get agreement for SSCs to go further, recognising that there is an expectation that MAs should play their part in supporting wider Ministerial priorities such as reducing the NEET population.
12.2 It will be important for the MA programme to support wider policies across the Executive such as the NEET strategy, employability framework, and show how interlinked policies provide opportunities for progression and reduce the potential for repeated learning. Therefore we would wish to dovetail, where appropriate, with Skills for Work courses, Determined to Succeed, School/College partnerships and Further and Higher education.
Specific Questions
25. How could we better ensure adequate progression routes between school, vocational training, and further and higher education?
Under-represented Groups
12.3 The MA programme does not specifically target any group of individuals, but rather seeks to encourage employers recruit from as wide a base as possible. For example, due to recent efforts to encourage females into the MA programme, the female participation rate has risen to around 35%, compared to 19% in 2001. However we are keen to further increase the percentage of under-represented groups participating in the MA programme.
12.4 We are working with stakeholders to develop appropriate actions to address any systematic barriers preventing atypical candidates entering a sector or industry of their choice. In addition all MAs supported by the Enterprise Networks must conform to the Local Enterprise Company's contractual requirements on equal opportunities and all employers of MAs should have and equal opportunities policy statement.
Specific Questions
26. How can we increase participation in MAs by under-represented groups?
Guidance Materials
12.5 We believe that there would be merit in developing a Blueprint document, similar to that used in England, which clearly sets out the policy rationale for MAs and as well as setting out the various elements which make up an MA framework. There are currently several documents which do this in Scotland but it would seem sensible to wrap these up in one Blueprint document.
Proposal
We will develop a policy Blueprint document which clearly sets out the policy rationale for MAs and as well as setting out the various elements which make up an MA framework.
Specific Questions
27. Do you think a Blueprint document on MAs should be developed? YES/NO
28. What do you think would be the benefits and disadvantages of having a Blueprint document for MAs?
Employer Involvement
12.6 The MA completions research (2004) and the recent MA and Skillseekers evaluation exercise both point to issues around the importance of employer involvement in the programme to trainee success. The MA and Skillseekers evaluation study, for instance, highlights that a significant number of trainees never had a review with their employer and 12% of MAs who failed to complete in the 16-24 age group would have been persuaded to stay with more support from their employer.
Specific Questions
29. How can we achieve greater employer commitment to the MA programme?
Additional Views
12.7 We are keen to hear your views on improving MAs. So, if in answering the questions posed thus far you feel that you have not expressed your view fully, please ensure that you do so.
Specific Questions
30. Please provide any additional comments on the review of MAs.
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