KC Group Recruitment’s Post

This is the only type of licensing time exemption that should happen and those that gets it SHOULD have to do the old NZ cert L3 driving (light) so it needs resurrecting. NZ Transport Agency Waka Kotahi you need QUALIFED trainers who CAN deliver unit standards (such as the level of my qualification being the NZCATT5 / 4098, 11281 minimum because that IS the trainer standard not a trainer self appointed who is unqualified. Boy, I can give some examples of why experience alone IS NOT NOR EVER WILL BE enough to undertake this level of training delivery. My door is open if you wish to discuss this possibility and what standards and timeframes to attain the NZ cert and it will need resurrecting as the qualification is expired on NZQA though not deleted and it can be done in LMS if necessary as a blended course. Believe me, unit standards need understanding, they need training and it's why holding the NZCATT5 makes one a trainer capable of full classroom management, course preparation, moderation and assessing practice. Sadly, we have dropped the ball on the academics and it's all catching up isn't it? as a trainer, you must be prepared to work twice as hard as your students for your students BEST OUTCOMES, It's this attitude that will deliver high quality training not bums on seats and licensed at any cost. I've driven ambulances under code, I know the job and I know the standard required to stay safe on the roads in a demanding job like this. Maybe people on intake like this should be probationary police for awhile until all training requirements met - that's what it is in Auzzie and it's hands down the best practice (won't say hands up). MITO speak some sense into NZ Police and NZ Transport Agency Waka Kotahi please. I'm trying but as you know, I'm a nobody in their eyes despite my high quality and level of achievements in the last three years.This probationary professional driver undertaking the NZ cert (light) moving towards (heavy) should be the only professional pathway that grants shortcuts through licensing. NOT a random, antiquated and cut down Street Talk course that in my current moderation has fifteen pages of faults according to today's teaching practice and industry best practice. Happy to talk about the evidence, one example I posted a few days ago re aims and objectives and its faults start there! and happy to hand my findings to MITO. they (NZIDE) have refused to allow me to moderate 10.2 I know there were these 2 updates but they were incomplete updates by today's exacting moderation standards. if you're going to do a job 1. Ensure you're qualified to do it and hold the qualification to do it. 2. Minimise conflict of interest (which reoccur for Street Talk) 3. Be compliant with moderation and current teaching practices ie: hold the professional full qualification. 4. Do it properly. NZIDE are not and fail on all levels because 'dont need all that' so their attitude towards professional growth and qualification a problem.

ANOTHER RISK FACTOR FOR CHALLENGING SCHOOLS The latest news about teacher recruitment is serious because it poses many problems for the future. The simple problem is that some schools are less attractive than others, so the ones 'at the end of the line' (literally, in some cases) are going to suffer most. Having worked with schools in Grimsby and Sheffield a while ago, I was intrigued that the latter had far more young teachers despite being similarly challenging. The reason for this was simple - Sheffield had universities and lots of young trainee teachers on the doorstep, plus lots of culture. Grimsby had little to compete with. This is why some schools will ALWAYS have problems recruiting and why inspectors should look at the employment data carefully before slamming some poor headteacher over teacher quality. When we look at teacher vacancies by region, there are some notable variations but not always as you might expect. The NE has the lowest vacancy rate, the East and South-East the highest. We might have a guess that the SE is both expensive and not especially 'exciting' for young teachers... When we look at the data by LA area, there are some surprises. I am not sure many would have guessed Middlesbrough as having one of the lowest vacancy rates, nor Warrington. At the other end, Herefordshire is lacking in universities, quite remote and expensive. Thurrock comes out worse (perhaps Mr Cleverley would like to summarise its charms?), followed by some others that might be expected - NE Lincs, Medway, Peterborough, Oldham....but less expected include Reading. Looking back a decade, there have been some big changes. So much so, I would like to know more. For example, Redcar & Cleveland, Middlesbrough...gone from among the worst to now among the best. Reading and Thurrock among the worst both now and then. One depressing thing to note: in 2010-11, only Redcar & Cleveland had a vacancy rate of 0.6 or more. Last year 62 LA areas were at this level OR WORSE, with nineteen at 1.0 or worse. It is hardly surprising that some schools are going to struggle....

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Picture this scenario your academy has vacancies in its estates department, and the performance of your estate teams starts to wane. Morale is low, productivity unrealistic, and the word on the street is that your academy is not the most attractive place to work. With skills shortages in the job market, potential candidates have options, and they're not inclined to join a sinking ship. This can have a ripple effect, impacting your finances in ways you might not have predicted. Empty positions and the practice of scrimping on staff, accepting inadequate skills, qualifications, or experience often carry a cost. This is a hidden one that many academies prefer to ignore. Some even consciously overlook these vacancies, fearing that things might take a turn for the worse. In reality, this often only exacerbates the situation. Do read more on our blog. Link in the comments. Paul Quarrell Nyree O'Connor Vivienne Neale Paul Birtwistle FIWFM Jeremy Pilgrim

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