1

Directorate of Education and Lifelong Learning Cyfadran Addysg a Dysgu Gydol Oes

Caerphilly county borough council Early Years and Childcare Workforce Audit

Report 2014

DRAFT

April 2014

Appendix G

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Contents:

Page:

1. Caerphilly county borough Workforce Audit 3 Introduction

2. Research outline 3

3. Employment in childcare 4

4. Qualifications and the childcare workforce 6

5. Qualification needs in the childcare sector 12

6. Skills and CPD 13

7. Skills / CPD Training Needs 17

8. Welsh Language 20

9. Other training and qualification opportunities 21

10. Childcare workers views and preferences 22

for training

11. Summary 24

12. Recommendations 25

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1. Caerphilly county borough Workforce Audit Introduction In the Early Years, and Childcare sector, working effectively with children requires a specific set of skills. It is a responsible role, which can be very rewarding. The skills of staff in the sector and the quality of their work makes a huge difference to the learning and developmental experiences of the children they work with. With the current Flying Start planned expansion, as well as other developments, it is essential that a profile of the current workforce be identified so we can ensure that we can continue to support new and existing provision to meet the current national minimum standards and regulations. In Caerphilly county borough a biennial qualifications and skills audit is carried out to identify what national qualifications, training and skills the workforce currently has, and to identify the gap in skills and qualifications. As a result of this audit, strategies can be developed that address and prioritise the skills shortages and gaps, and when planning our future workforce we can measure and identify the steps needed.

2. Research outline The audit was carried out through a Workforce Development Survey, visits were also made to settings, and one-to-one interviews were carried out to ascertain the general attitude towards training and up-skilling. The workforce audit questionnaire was designed and distributed to all known Early Years and childcare settings throughout the County including:

o Day nurseries o Childminders o Sessional care e.g. playgroups and cylchoedd meithrin o Flying Start childcare settings o Crèches o Out of school clubs

The number of settings that took part in the Survey:

Type of setting: Number Replied:

Nurseries 10 – 53%

Sessional care (English and Welsh) 28 – 82%

Out of school settings (English and Welsh) 13 – 45%

Childminders 48 – 37%

Flying Start settings 7 – 70%

Total number of settings: 107

In total 333 childcare workers replied over a period of 3 months, from January 2014 to March 2014.

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3. Employment in childcare The workforce was questioned about their employment to ascertain how experienced the sector is, identify any trends in working patterns, and also to establish the movement of workers within the sector. Out of the childcare workers surveyed, all of them were asked how long they had been working in childcare. Fig 1. shows the percentage of childcare workers and the length of time they have been working in the sector.

Fig 1. Length of service in Childcare

4.5%6.0% 6.0%

16.5%

14.0%

21.0%

25.5%

6.5%

0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%

6 months

or less

1 year or

less

1 to 2

years

2 to 4

years

4 to 6

years

6 to 10

years

10 to 20

years

20 years

plus

Almost half of the workforce has been in the sector for more than 6 years with a quarter of those in the sector for over 10 years. The most experienced of the workforce are working* in Cylchoedd Meithrin and Flying Start:

• 78% of people currently working in Cylchoedd Meithrin have been in the sector for more than 6 years

• 65% of people currently working in Flying Start have been in the sector for more than 6 years.

See Fig 2. for all results. *Working in the setting type at the time of questionnaire response

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Fig 2. People working in the sector for more than 6 years

by setting type

27.0%

65.0%

47.0%

78.0%

28.0% 29.0%

0.0%10.0%20.0%30.0%40.0%50.0%60.0%70.0%80.0%90.0%

Day

Nur

sery

Flying

Start

Playg

roup

Cylch

oedd

Meith

rin

Out

of S

choo

l Clubs

Childm

inde

rs

The number of workers entering the sector is on the increase. In the last year, 10.5% of all the workers surveyed entered the sector in the last year, compared to 5.5% in 2012. One of the main factors for this is likely to be the Flying Start expansion. The statistics indicate that 40% of those people that have entered the workforce in the last year are currently working at an English medium playgroup, and 28% at a Day Nursery. Fig 3. shows where all the people who have entered the workforce in the last year are by setting type:

Fig 3. People who have entered the workforce in the last

year by setting type

24.0%

0.0%

34.0%

14.0% 14.0% 14.0%

0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%

35.0%

40.0%

Day Nursery Flying Start Playgroup Cylchoedd

Meithrin

Out of

School Clubs

Childminders

The length of service that people have worked in a childcare setting has also remained consistent, with over 70% of the workforce being employed in the same setting for more than 2 years. Workers are also remaining in the childcare sector (with an average of 0.5% leaving the sector approx. every 2 years)

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Fig 4. length of service in current childcare setting:

12.0%

7.0%

10.0%

18.5%

14.0%

18.5% 18.0%

2.0%

0.0%

2.0%

4.0%

6.0%

8.0%

10.0%

12.0%

14.0%

16.0%

18.0%

20.0%

6 months

or less

1 year or

less

1 to 2

years

2 to 4

years

4 to 6

years

6 to 10

years

10 to 20

years

20 years

plus

There has been a change in the workforce working patterns (since 2012) with regards to the number of hours that people are employed to work in childcare. There are now more people working part time instead of full time. When questioned about their employment status, 39% of them classed themselves as a full time worker (compared to 47% in 2012), and 58% of them classed themselves as part time / term time worker (compared to 51%in 2012). There has been a slight increase in the amount of people working in childcare during the school holidays, increasing from 2% to 3%. (See Fig 5.)

Fig 5. Type of worker

39.0%

58.0%

3.0%

47.0%51.0%

2.0%

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

Full time worker Part time worker / term

time

Holiday worker

2014

2012

4. Qualifications and the childcare workforce

The type of qualification the staff need to practice in childcare and early years is set out in the Care Council for Wales ‘List of Qualifications for the Early Years and Childcare Workforce Wales’ (reviewed in 2013) or the Skills Active ‘List of Required Qualifications to Work within the Playwork Sector’ (currently under review). The National Minimum Standards stipulate that all registered Sessional care settings will be managed day to day by a person with a relevant Level 3

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qualification, and at least half the childcare workers in the setting will be qualified to at least a Level 2 qualification. In all registered full day care settings at least 80% of the non-supervisory staff hold a qualification at Level 2, and at least half of these have a qualification at Level 3. In Flying Start settings, the expected level of qualification a childcare worker needs to practice is higher with a leader possessing at least a Level 5 qualification. The National Minimum Standards stipulate that a childminder has successfully completed a recognised childminders’ registration course, before they are registered. In Caerphilly county borough the statistics indicate that 79% are qualified at a Level 3 or above which indicates that the workforce is competent and qualified above the National Minimum Standards. 4a. Qualifications held by the workforce: Fig 6.1. shows the percentage of qualifications that the childcare workers held in 2014 compared to 2012. The data suggests that out of the settings that took part, the majority of them were meeting the National Minimum Standard, and a proportion of the settings were above the standard. The statistics also show that there is a slight increase in the number of people who are now qualified at a Level 3 and above, compared to 2012. There are many contributing factors for this increase including:

• The promotion and availability of the Welsh Government’s Funded Apprenticeship routes

• The Caerphilly workforce development funding for those who were not able to access the apprenticeships

• The Flying Start programme expansion (workers have to be higher qualified to work within Flying Start)

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Fig 6.1. Qualifications held by childcare workforce

6.0%

19.0%

65.0%

10.0%

4.0%4.0%

20.0%

62.0%

9.0%5.0%

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

Level 1

qualification

Level 2

qualification

Level 3

qualification

Level 4 +

qualification

Welsh

qualification

@level 3 and

4

2014

2012

The statistics show that the most qualified part of the sector is Flying Start with 100% of the staff holding at least a level 3 qualification. It must be noted that this is due to the fact that Flying Start guidelines stipulate that all childcare staff must hold at least a level 3, so naturally they would have a higher qualified workforce. Fig 6.2. Shows the full breakdown of qualification level by sector type:

Fig 6.2. Qualifications held by the workforce by sector type

4%0% 0%

7%

0% 0%

17%

7% 8%14%

5%0%

71% 73%67%

36%

66%

81%

4%10%

16% 14%

5%

18%

4%10% 9%

29%24%

0%0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

English

Playgroup

Cylch

Meithrin

Day

Nursery

OOS club Welsh

OOSC

Flying Start

% o

f w

ork

forc

e

level 1 level 2 level 3 level 4 + not qualif ied

Fig 6.3. shows the qualification at level 3 or above by sector type. The results show that the least qualified part of the sector in Caerphilly county borough is the Out of School Clubs with an average of 60% of the workforce qualified at level 3 or above, and an average of 26% of the workforce not holding any national qualification. This ratio is still higher than the National

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Minimum Standards stipulate. Childminders are not included in this statistic as the qualification and ratio’s do not apply in the same way. When taking into consideration the National Minimum Standards and Ratios of qualified staff, Cylchoedd Meithrin and Playgroups exceed those ratio’s the most, by approx 50%. Again indicating that the workforce in Caerphilly is better qualified than it has ever been.

Fig 6.3. Level 3 or higher by sector type

75%83% 83%

50%

71%

100%

0%

20%

40%

60%

80%

100%

120%

English

Playgroup

Cylch

Meithrin

Day Nursery OOS club Welsh

OOSC

Flying Start

% o

f w

ork

forc

e

Playwork qualifications: When questioned 12% of the childcare workforce stated that they had a Playwork qualification. The statistics show that 17% of the workforce who work with older children (4 years and over) do not hold any Playwork qualification Fig 7. Shows the percentage of those who responded by the level of Playwork qualification:

Fig 7. Playwork qualifications held by 12% of the childcare

workforce by qualification level

58.0%

32.0%

0.0%

10.0%

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

level 2 qualification level 3 qualification level 4 +

qualification

everyone can play

inclusive play

training

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Childminder qualifications: All of the childminders who responded to the questionnaire hold a childminder registration qualification such as the ‘Introduction to Childminding Practice (ICP) ’ or the ‘CYPOP5’ qualification. They were also asked if they held any other qualifications in childcare and playwork. The statistics show that 54% of the childminding workforce holds another national childcare qualification, Fig 8. Shows by level what they hold:

Fig 8. Childcare qualifications that Childminders hold by

level

3%

20%

57%

20%

0%

10%

20%

30%

40%

50%

60%

Level 1 qualification Level 2 qualification Level 3 qualification Level 4+

qualification

The percentage of childminders who hold a level 3 qualification has increased slightly since 2012 by 3%. However the number of childminders who hold a Level 4 or higher qualification has increased to 20%. The could be due to the increased availability of the Level 5 CCLD to childminders. 4b. Childcare workforce working towards a national qualification: Out of the childcare workers surveyed, 31% of them were working towards a National Childcare Qualification. This has almost doubled over two years with only 17% working towards a national qualification during 2012. 3% of the people surveyed were working towards a national Playwork qualification. This figure has remained the same since 2012. When asked about what level the workforce were working towards, the statistics show that out of the 31%, there are more people working towards a Level 4+ national qualification compared to 2012. The statistics also indicate that there are more people working towards a Level 2 but less people working towards a Level 3, (compared to 2012). Fig 8. Shows by qualification level what the 31% of respondents are working towards.

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Fig 8. Qualification level that the 31% of practitioners are

working towards

10.0%

41.0% 42.0%

5.0%

63.0%

32.0%

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

Level 2 qualification Level 3 qualification Level 4 + qualification

2014

2012

The number of people working towards a qualification has increased. 31% of the childcare workforce is currently working towards a national qualification compared to 17% in 2012. The number of people working towards a Welsh based childcare qualification has decreased from 2% to 1%. Fig 9. Shows what level Playwork qualification (by percentage) the childcare workers are working towards:

Fig 9. Level of playwork qualification which childcare

workers are working towards

40%

50%

10%

0%

10%

20%

30%

40%

50%

60%

level 2 qualification level 3 qualification level 4 qualification

From the 48 childminders that responded, 12% were working towards a national qualification. The chart below shows the childcare qualification by level:

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Fig 10.Childcare qualifications that childminders are working

towards by level

0% 0%

66%

33%

0%

10%

20%

30%

40%

50%

60%

70%

Level 1 qualification Level 2 qualification Level 3 qualification Level 4+

qualification

5. Qualification needs in the childcare, and early years sector 5a. Childcare qualification needs:

From the 333 surveyed, 83% of the childcare workers would like to continue their professional development via a national qualification. Fig11. Displays the needs by qualification level, across the childcare and early years sector. There has been a 8% decrease since 2012 in the number of people who want to work towards a level 4 or higher qualification. This statistic shows that the availability and uptake of the level 5 or higher is on the increase.

Fig 11. Practitioners who want to work towards a

childcare qualification

5.0%

15.0%

40.0%

24.0%

9.0%7.0%

0.0%5.0%

10.0%15.0%

20.0%25.0%

30.0%35.0%

40.0%45.0%

Level 2

qualif

ication

Level 3

qualif

ication

Level 5

qualif

ication

Hig

her

level

qualif

ication

Wels

h

qualif

ication

@le

vel 3

and 4

Child

min

din

g

The statistics show that the childcare workers wishing to continue their professional development were all aiming higher than what the National Minimum Standards stipulate. It is also evident that there is an interest in childcare qualifications

13

through the medium of Welsh, with 9% stipulating that this was their preference (this statistic has remained constant over the last two years), and also 7% of the childcare workforce (who are not childminders) are interested in the qualification to childmind.

5b. Playwork qualification needs:

Almost 26% of the workforce questioned want to work towards a playwork qualification, compared to 2% in 2012. This increase could be due to the fact that Playwork and playwork qualifications have had a much higher profile in the last few years in Caerphilly county borough, and with the consultation and review of the Skills Active ‘list of required qualifications to work within the playwork sector’ in December 2013, workers may need to upskill in playwork to be eligible to practice. Fig 11. shows by what level the 26% of the workforce would like to work towards.

Fig 11. Playwork qualification, by level, that 26% of

workforce who would like to work towards

29.5%

45.0%

9.5% 8.0% 8.0%

0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%

35.0%

40.0%

45.0%

50.0%

level 2 level 3 level 4 plus Inclusive play Transition to

playwork

6. Skills and CPD 333 childcare workers were questioned on what training courses they had attended. From the results 75% of childcare workers had attended regulatory training within the last three years, 5% had attended business development type courses, 22% had attended a SEN / ALN type courses, 18% had attended play training type courses, and just over 24% of the workforce had attended other types of CPD training. The statistics show that approx. a quarter of the childcare workers had attended Paediatric First Aid, Food Hygiene Level 2, and child protection training in the last year alone, which is a positive indication that there are a good number of skilled childcare workers within the county. See Fig 12.

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Fig 12. Regulatory courses attended by practitioners over

the last three years

75.0% 72.0%67.0%

37.0%28.0%

45.0%

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

80.0%

Fir

st

Aid

Fo

od

hyg

ien

e

leve

l 2

ch

ild

pro

tectio

n

Ma

nu

al

ha

nd

ling

Ris

k

asse

ssm

en

t

Be

ha

vio

ur

ma

na

ge

me

nt

For all other skills training, more than 23% of the workforce has engaged in one or more skills / CPD courses. The number of courses on offer has increased since 2012 even though factors such as time, cost, and capacity has been an area of increasing concern:

• Between April 2010 and March 2012, 101 courses were delivered to the childcare workforce with approx. 20 attending each course (on average)

• Between April 2012 and March 2014, 148 courses were delivered to the childcare workforce with approx. 20 attending each course (on average)

The types of CPD training courses that have been delivered in Caerphilly county borough were based on the needs identified in the last workforce audit carried out 2 years ago. The take up of places has been very successful, and in some areas the take up of places on courses has tripled:

• Over 24% of the workforce has attended at least one or more specific CPD courses in the last two years, compared to 10% in the previous two years.

• To meet demand, more than 49 SEN/ALN type courses have been delivered from April 2012 to April 2014, and at least 22% of the workforce has attended one or more of these courses.

• 8 playwork type courses were delivered and 23% of the workforce has attended one or more of these courses.

When training had a cost attached, to remove the financial barrier to the childcare worker, the courses have been subsidised by Flying Start, and or the childcare and early years budget, so there has been no cost or a £10 per person charge maximum. This has proved to be very effective. Fig. 13.1, 13.2, 13.3, 13.4 and 13.5 displays the specific training the workforce has participated in, by category.

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Fig 13.1. Business development training attended by

childcare workforce

2.0%

3.0%

5.0%

4.0%

0.0% 0.0%0.0%

1.0%

2.0%

3.0%

4.0%

5.0%

6.0%

Essential skills Staff

management

and appraisals

ILM team

leading course

ICT training to

enhance your

business

Child tax

credits and

voucher

schemes

Business

planning and

financial

management

% o

f w

ork

forc

e

Fig 13.2 SEN / ALN training attended by childcare workforce

18.0%

12.0%

17.0%17.0%

9.0%

22.0%

8.0% 8.0%

4.0% 4.0%2.0% 3.0%

1.0% 2.0% 2.0%

0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

SE

N c

ode o

f pra

ctice

How

to m

eet

the n

eeds

of

child

ren w

ith S

EN

Pla

y p

aln

s a

nd t

he r

ole

of

SE

Nco

Speech a

nd L

anguage

train

ing

British

sig

n/m

akato

n/s

ignalo

ng

Autism

aw

are

ness

AD

HD

Challe

ngin

g b

ehavio

ur

Vis

ual im

pairm

ent

Hearing im

pairm

ent

Physic

al im

pairm

ent

Learn

ing d

ifficulty

Skin

conditio

ns

Bre

ath

ing c

onditio

ns

Alle

rgie

s

% o

f w

ork

forc

e

Fig 13.3. Play training attended by childcare workforce

18.0%

5.0%4.0%

8.0%10.0%

23.0%

0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

Outd

oor

pla

y

Self-b

uild

skill

s

Usin

g

tools

in a

pla

y

sett

ing

Pra

ctical

pla

y

Basic

pla

y

train

ing

Ris

ky

pla

y

train

ing

% o

f w

ork

forc

e

16

Fig 13.4. CPD courses attended by childcare workforce

0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

Busy feet 23.0%

Circle time 9.0%

UNCRC 6.0%

Positive people - self esteem 3.5%

Anti bullying / discriminatory practice 2.0%

Child participation 5.0%

Oral health / Design to smile 16.0%

Healthy eating and cooking / taste

buddies

14.0%

OCN Food and Nutrition 3.0%

Foundation Phase 13.0%

Practical activities 3.0%

CSSIW Quality of care training 4.5%

ESDGC 3.5%

Effective cleaning and hygiene 2.0%

Babies 0 - 12 months 2.5%

Policy training 3.0%

1

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7. Skills / CPD Training Needs The workforce was asked what training they would like or need to attend in the next two years to help them feel more confident and competent in their role. The response was very positive with over 43% wanting to attend one or more skills / CPD training courses. At least 18% of the workforce stated they needed to attend at least one regulatory course in the next year. At least 30% of the childcare workers would like to up-skill in general CPD courses, 17% want to attend training to improve their business skills, 43% want to attend training around SEN / ALN, and 24% want to attend Play training. The charts below (Fig.14.1, 14.2, 14.3, 14.4, 14.5) list the training needs by type and category.

Fig 14.1. Regulatory courses that the childcare workforce

need to attend in the next year

21.0%18.0%

20.0%

26.0%

34.0%31.0%

0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%

35.0%

40.0%

Fir

st

Aid

Fo

od

hyg

ien

e

leve

l 2

ch

ild

pro

tectio

n

Ma

nu

al

ha

nd

ling

Ris

k

asse

ssm

en

t

Be

ha

vio

ur

ma

na

ge

me

nt

% o

f w

ork

forc

e

Fig 14.2 Business development needs by the workforce

9%

14%

9% 9%10%

8%

0%

2%

4%

6%

8%

10%

12%

14%

16%

Essential

skill

s

Sta

ff

managem

ent

and

appra

isals

ILM

team

leadin

g

cours

e

ICT

tra

inin

g

to e

nhance

your

busin

ess

Child

tax

cre

dits a

nd

voucher

schem

es

Busin

ess

pla

nnin

g a

nd

financia

l

managem

ent

% o

f w

ork

forc

e

18

Fig 14.3. SEN /ALN training needs by the workforce

24.0%25.0%22.0%

26.0%29.0%

35.0%40.0%

43.0%

23.0%23.0%23.0%

31.0%

18.0%18.0%21.0%

0.0%5.0%

10.0%15.0%20.0%25.0%30.0%35.0%40.0%45.0%50.0%

SE

N c

ode o

f pra

ctice

How

to m

eet th

e n

eeds

of child

ren w

ith S

EN

Pla

y p

aln

s a

nd the r

ole

of S

EN

co

Speech a

nd L

anguage

train

ing

British

sig

n/m

akato

n/s

ignalo

ng

Autism

aw

are

ness

AD

HD

Challe

ngin

g b

ehavio

ur

Vis

ual im

pairm

ent

Hearing im

pairm

ent

Physic

al im

pairm

ent

Learn

ing d

ifficulty

Skin

conditio

ns

Bre

ath

ing c

onditio

ns

Alle

rgie

s

% o

f w

ork

forc

e

Fig 14.4. Play training needs by the workforce

24.0%

17.0%

24.0%

20.0%

16.0%

19.0%

0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%

Outd

oor

pla

y

Self-b

uild

skill

s

Usin

g tools

in

a p

lay s

ettin

g

Pra

ctical pla

y

Basic

pla

y

train

ing

Ris

ky p

lay

train

ing

% o

f w

ork

forc

e

19

Fig 14.5. Other CPD needs by the childcare workforce

0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%

35.0%

40.0%

Busy feet 26.0%

Circle t ime 36.0%

UNCRC 18.0%

Positive people - self esteem 30.0%

Ant i bullying / discriminatory practice 31.0%

Child part icipat ion 27.0%

Oral health / Design to smile 18.0%

healthy eat ing and cooking / taste buddies 25.0%

OCN Food and Nutrit ion 9.0%

Foundat ion Phase 30.0%

Practical Act ivit ies 34.0%

ESDGC 15.0%

Effect ive cleaning and hygiene 22.0%

babies 0 - 12 months 20.0%

Policy Training 14.0%

CSSIW Quality of Care 16.0%

1

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8. Welsh Language All of the childcare workers were asked what level of Welsh they spoke in the setting. At least 31% of the sector stated they spoke the ‘odd phrase’ and 31% said they spoke a ‘basic level of Welsh’. See Fig.15.1 for the breakdown by level. The number of people speaking the ‘odd phrase’ or a ‘basic level’ has increased in the last two years. This is likely to be the result of the Welsh language training courses (Welsh for beginners non-accredited course, and a 10 week Welsh training accredited course) that have been available specifically to the childcare sector.

Fig 15.1. Current level of Welsh used by the childcare

workforce

10%

6%

31% 31%

12%10%

29%

19%

0%

5%

10%

15%

20%

25%

30%

35%

Fluent fluent

Welsh

Good level basic level the odd phrase

% o

f w

ork

forc

e

2014

2012

The statistics highlighted that only 5% of the workforce had achieved the Welsh diploma in childcare and or Geiriau Bach Level 4, and that there are no childcare workers currently working towards a childcare qualification through the medium of Welsh at the time of response. Over 9% of those who wish to work towards a national qualification would prefer to do it through the medium of Welsh in the future. Over 36% of the workforce would like to learn or improve their Welsh language. Fig.15.2. Displays the level of Welsh they would like to be able to use:

Fig 15.2. The level of welsh that the workforce are

interesting in learning

6%

13%14%

3%

0%

2%

4%

6%

8%

10%

12%

14%

16%

Fluent Welsh Good level basic level the odd phrase

% o

f w

ork

forc

e

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9. Other training and qualification opportunities Skills / CPD training opportunities: As well as the childcare and early years training programme offered through Caerphilly CBC, other training was offered during the previous 2 years. Early years non-maintained educational settings had the opportunity and expectation to attend training through the EAS. The Caerphilly Advanced childminders were expected to attend extra training organised through the Childminding Placement Officer, and member organisations such as Wales PPA, Menter Iaith, Mudiad Meithrin, PACEY, and Clybiau Plant Cymru kids clubs, also offered their members training opportunities. Funded projects such as ‘Working skills for adults’ and ‘Bridges into Work’ have also been able to offer training opportunities (fully funded) and continue to do so. Academic and work-based qualifications: There is currently a good availability in the borough of training providers and colleges that offer the Level 2, 3 and 5 Diplomas in Children’s Care Learning and Development (CCLD) Over the last two years, Ystrad Mynach College (now Coleg-y-Cymoedd) have continue to run a number of academic and work-based training courses including level 1, 2, and 3 Diploma in Childcare and Education (full time and part time), Workbased Diploma’s at Level 2, 3 and 5 Children’s Care Learning and Development (CCLD). The College also have a business unit where over the last two years they have offered the CCLD apprenticeships at level 2, 3 and now 5 fully funded. The courses at the College are well attended, and the quality of courses / training is of a good standard. Coleg Gwent - Cross Keys Campus also continue to run courses in childcare including entry level qualifications such as the Diploma in Caring for children at Level 1, as well as offering the Diploma at Level 2, and 3 in Children’s Care Learning and Development (CCLD), and the Foundation Degree in childhood studies at Level 4. All of the courses are well attended and of good quality. Mudiad Meithrin continue to offer the Cam wrth Gam national training programme, and this is promoted to the sector and people wishing to work in childcare throughout Caerphilly county borough.

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10. Childcare workers views and preferences for training The childcare workers were asked whether they thought their job allowed them opportunities to have time off to attend a course, help with funding for courses, and whether they had encouragement and support from their line management. On average 80% of the workforce either strongly agreed or agreed that they had the opportunities and support. Fig 16. Gives a more specific breakdown of responses.

Fig 16. Childcare workers agreement with training support

and opportunities

30.0%33.0%

54.0%

36.0%

45.0%41.0%

19%16%

4%

15.0%

6.0%1.0%

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

Time off to attend

course

Help with funding Encouragement /

support from line

manager

% o

f w

ork

forc

e

strongly agree

agree

disagree

strongly disagree

When childcare workers were questioned about the training and development opportunities accessible to them, 59% of them were satisfied, and 37% were extremely satisfied. This satisfaction rate has increased by 10% since 2012. Fig 17. Shows the full responses by percentage.

Fig 17.Satisfaction with the training opportunities

accessible to the childcare workers

37%

59%

3%0%

0%

10%

20%

30%

40%

50%

60%

70%

Very satisfied satisfied dissatisfied Very dissatisfied

% o

f w

ork

forc

e

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The childcare workers were questioned about the most suitable time they would want to train. The graph below (Fig.18) highlights that weekday evenings and weekend mornings remain the most popular, with over half the workforce preferring one and or the other.

Fig 18. Most suitable time to train

31% 31%

51%48%

22%

0%

10%

20%

30%

40%

50%

60%

Weekday

morning

Weekday

afternoon

Weekday

evening

Weekend

morning

Weekend

afternoon

% o

f w

ork

forc

e

When questioned about why people did not take up training opportunities, 16% of the workforce commented. The main reasons included:

1. Childcare issues 2. Lack of pay to attend training 3. Travel expense 4. Courses are fully booked at time of booking 5. Not allowed to attend by line management due to 2 per course per

setting rule.

These issues are the same as two years ago, however the amount of people who do not take up training opportunities has decreased from 21% in 2012 to 16% in 2014.

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11. Summary It is evident since the last workforce audit in 2012 that the childcare workforce is more qualified and up-skilled than ever before. National Qualifications: With the increased availability of the Welsh government funded CCLD apprenticeships at level 2, 3 and also at level 5, there has been an increased level of the workforce that now hold a level 3 or above, and some areas of the sector, on average, exceed the National Minimum Standards for qualified staff ratios by almost double. The number of people working towards a national qualification has almost doubled from 17% of the workforce in 2012 to 31% in 2014. This is likely to be as a result of the increased availability of the Welsh government funded apprenticeships, supported by the workforce development funding opportunities through Caerphilly county borough for those people who do not meet the criteria for an apprenticeship. Even though the sector is qualified, 83% of the workforce would still like to enhance their continuing professional development via a national qualification. This positive statistic has also increased since 2012 where only 73% had the desire. From the last audit the number of people wanting to work towards a level 4 (now 5) or higher qualification is still high at 64% however this has slightly decreased by 8% compared to 2012. This is likely to be a result of the funded level 5 CCLD apprenticeships being made available. Skills and CPD training: Over two thirds of the childcare workforce in Caerphilly county borough have attended one or more training sessions since 2012. The types of CPD training courses that have been delivered in Caerphilly county borough were based on the needs identified in the last workforce audit carried out 2 years ago, and the regulatory courses that the authority have a duty to offer. To meet the demand the number of courses has increased from 101 courses to 148 courses (over a two year period). The demand to attend one of these courses is still high and waiting lists still exist. One of the main reasons why people do not take up training opportunities is because there are no places left on the course they wish to book on. Even though there has been an increased amount of courses delivered in response to the last audit, 43% of the workforce feel they would like to attend a CPD course to enhance their confidence and competency in one or more areas including:

• 43% would like to undertake a course in ‘Challenging behaviour’

• 36% would like to undertake a course in ‘Circle time’

• 34% would like to undertake a course in ‘Risk Assessment’

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• 31% would like to undertake a course in ‘Anti bullying’

• 24% would like to undertake a course in ‘Outdoor Play’

• 14% would like to undertake a course in ‘ Staff supervision and appraisals’

Overall:

• The training and funding opportunities for national qualifications supported by the Caerphilly county borough council Flying Start and the Childcare and Early years budget, has proved to be very effective.

• There is still a high demand to work towards a higher level national qualification by the childcare workforce in Caerphilly county borough.

• All courses were delivered at times which were highlighted as the most popular time to train in the last audit, and it has been identified in this audit that this is still the most popular time to train.

• All of the courses offered to the childcare sector by the Caerphilly county borough council were very popular, accessible, and well attended. The demand if is still high to attend CPD courses, and the workforce has an increased desire to upskill.

• The majority of the childcare workforce was satisfied with the training and development opportunities on offer to them.

12. Recommendations A training plan to be developed to coordinate and support the delivery of courses over two years as identified in this audit, with the outcome of improving the childcare workers confidence and competence in areas identified. An action plan to be developed to support the delivery of Welsh language training, and also to further explore the possibility of delivering national qualifications through the medium of Welsh. Develop an action plan to improve the number of qualified workers in Out of School Clubs, taking into account Playwork qualifications in conjunction with the review of the skills active ‘list of required qualifications to work within the playwork sector’

With the continued expansion of Flying Start (where the qualifications possessed by a childcare worker needs to be higher than the National Minimum Standard), the availability and funding opportunities for national qualifications should still be made available. Support and promotion of childcare careers and qualifications should continue to be addressed so there are no shortages in qualified workers.