However, even though 50 UK universities are involved in accessing funding for rail research, just two offer rail-related first degrees. There is currently little rail-related provision post-Level 3, so visibility of the industry as a high-tech, successful industry to graduates or those making career changes is poor. By contrast there are more than 40 aerospace and automotive engineering degrees available.
The macro economic messages about rail, growth and technology have not got through to the people the industry needs to attract. To add insult to injury, if you type ‘rail’ into the main UCAS search box, it comes up with the response: “Did you mean fail?” Quite.
To meet the need for an effective skills supply chain, NSARE is promoting a national network, or ecosystem, of training and development. The national network links supply to demand by ensuring sufficient capacity is available for both up-skilling for existing staff and for conversion courses for new entrants, driven by skills intelligence and conversations with the industry.
Allied to a coherent national network of training and development is the need to innovate how individuals develop knowledge and skills. There will be a shortage of trainers, especially for higher-level skills. Therefore, there is a case for ensuring knowledge is accessible using digital and virtual technology, and moving image, to capture or simulate the operational rail environment, drawing on the experience and knowledge of those currently working on the rail system. And materials for skills development and assessment should be available online, to enable flexible learning and for use by those up-skilling as well as those new to the industry. With this approach a steady stream of talent can be delivered into the market for new skills.
Successful technical industries rely on talent. For rail, this means growth in Level 3 apprenticeships and above. NSARE’s work with the industry to develop the new Advanced Technician Trailblazer apprenticeship standards is designed exactly to meet the need for an industry-wide, relevant, level 3 apprenticeship programme. The new Trailblazer Apprenticeships now provide the perfect route into the industry or to continue into higher education.
The new National College for High Speed Rail (NCHSR) will provide a Level 4 curriculum from 2017. So, significant developments in both the quality and capacity of the training and development network for rail are coming on stream, to meet this increased demand for higher-level skills.
Recognising industry’s desire for rounded individuals with transferable skills, there is the ability to attract talented individuals from a wide variety of backgrounds (and who have studied at university) to join the industry, as well as those with specialist rail-related skills. Strategic relationships with selected higher education partners should be part of a compact arrangement to ensure that apprenticeships meet entry requirements onto technical degrees. This encourages talent to take the apprenticeship route, rather than A-levels, without any lessening of opportunity to gaining a university place. The clear message can be that in the rail sector, the apprentice and degree route will enable individuals to progress just as well as those following a conventional academic route.
In addition, through NSARE the industry can also take a co-ordinated, strategic approach to selected partnerships with Further Education Colleges, schools, academies and UTCs to promote entry to the industry.Trailblazer Apprenticeships in Rail, the new Level 4 curriculum of the NCHSR, and more opportunities for rail-related study at university will all create a career development structure similar to other industries and professions, and enable rail to compete successfully for talent.
We need a different approach, and NSARE is well placed to deliver this approach - a responsive skills system for the rail industry.
- NSARE’s skills intelligence is used to send messages about future demand to the supply chain and attract talent.
- NSARE can use its rail industry skills intelligence to ensure there is sufficient capacity and capability in the skills supply chain, encouraging extra capacity (for example, L4 and above) where necessary.
- NSARE accredits provision.
- NSARE works with industry to develop relevant curriculum and content.
- NSARE can promote and develop flexible approaches to learning that benefit new entrants, maximise the opportunity to access rail-related knowledge, and as a result provide a steady supply of talent ready, willing and able to work, when required.
- NSARE can manage the levy on behalf of the industry.
Using its pan-industry position, skills intelligence and strategic view of needs, NSARE is ideally positioned to build an effective skills system for the rail industry. Thus the industry can enable advanced technologies, upgrade the national network, build HS2, improve services to customers, and improve productivity.
The end result of this work is a skills supply chain that works, aligned to current market needs and future requirements, thereby supporting the investment in skills to improve productivity.
But to make all this work - to deliver the supply of apprentices and new entrants - the rail industry has to be open to taking on more apprentices, providing opportunities for work experience, allowing job shadowing and access to assets, sponsoring and mentoring new entrants. And, critically, recruiting the talent that comes through the skills supply chain.
A world-class skills system for rail will give a generous return on investment for the industry, through increased productivity and a flexible, talented workforce.
