1-20 of 4,227 results for subject:"Career development"
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To ask the Secretary of State for Digital, Culture, Media and Sport, what steps her Department is taking to help improve career development pathways for youth workers.
To ask the Secretary of State for Digital, Culture, Media and Sport, what steps her Department is taking to help improve career development pathways for youth workers.
Investing in youth services and youth work has a strong social benefit leading to decreased crime, improved health and increased employment for young people.
In the Youth Matters: Your National Youth Strategy we set out our commitment to developing and growing a skilled and sustainable paid and volunteer youth sector workforce. To achieve this, we are investing £15 million over the next 3 years in youth workers, volunteers, and other trusted adults to upskill the existing youth sector workforce and increase the number of trusted adults providing safe support to young people.
DCMS funds the National Youth Agency (NYA) to oversee professional standards, qualifications and workforce development for the sector. To ensure a sufficiently qualified and supported youth sector workforce, DCMS funding enables the NYA to maintain youth work qualifications, national standards and curriculum; conduct a youth work organisation census; and maintain a register of qualified youth workers.
The NYA is also leading reforms to youth work qualifications through the development of a new Standard Qualification Framework for Youth Work, due for launch in the autumn. These reforms will create more flexible and accessible routes into youth work, strengthen progression and access from Levels 1 to 6, including enhanced Level 3 more flexible entry pathways and routes into higher-level and degree-level qualifications.
To help remove financial barriers for individuals, particularly those from underrepresented groups, to gain accredited qualifications, DCMS is also continuing to fund the Youth Worker Bursary Fund during this financial year. Since 2019, DCMS has funded 4071 individuals to undertake a Level 2, 3 or 4 qualifications in youth work with 850 enrolled in courses due to complete by 2027.
DCMS does not hold empirical data to provide assured information on where those leaving youth work end up. The NYA collects limited workforce intelligence through its Youth Workforce Census and stakeholder engagement activities, although this does not provide comprehensive data on destinations for those leaving the profession.
To ask the Secretary of State for Justice, what steps his Department is taking to ensure prison officers receive appropriate training and development opportunities throughout their careers.
To ask the Secretary of State for Justice, what steps his Department is taking to ensure prison officers receive appropriate training and development opportunities throughout their careers.
HM Prison and Probation Service (HMPPS) is committed to ensuring that prison officers receive the training, development and support they need throughout their careers.
All new prison officers undertake foundation training on joining HMPPS. This is supplemented by a range of ongoing learning and development opportunities, including mandatory refresher training, role-specific professional development, specialist qualifications and leadership programmes. Prison officers can also pursue career pathways in specialist areas such as security, offender management, physical education, dog handling and operational leadership.
HMPPS is currently redesigning Prison Officer Foundation Training as part of wider workforce transformation activity. The proposed model introduces a structured 12-month learning journey, combining formal training with supported operational experience, regular assessment, mentoring and digital tracking of progress. The aim is to embed continuous professional development throughout an officer’s career, rather than concentrating training solely at the point of entry.
These measures are intended to ensure that prison officers have the skills, knowledge and support required to work safely and effectively, while providing clear opportunities for professional development and career progression.
To ask the Secretary of State for Education, whether her Department has made an assessment of whether career progression outcomes differ for neurodivergent academics between highly selective universities and the wider higher education sector.
To ask the Secretary of State for Education, whether her Department has made an assessment of whether career progression outcomes differ for neurodivergent academics between highly selective universities and the wider higher education sector.
The English higher education (HE) sector is independent of government, and institutional autonomy is a defining principle of our world-class sector. This autonomy protects academic freedom and means that decisions regarding staff appointment and selection rightly sit with providers, not ministers.
Nevertheless, the government’s view is that a diverse workforce is essential to supporting innovation and creating the right conditions for debate and challenge. Moreover, young people from diverse communities should be inspired to see excellent role models in the academic sector.
The Higher Education Statistics Agency (HESA) publishes data on staff within the sector. This data can be found here: https://www.hesa.ac.uk/data-and-analysis/staff.
The department continues to monitor published sector data, while recognising that responsibility for staff recruitment, support and career progression ultimately rests with HE providers.
To ask the Secretary of State for Education, what assessment she has made of the extent to which non-traditional educational pathways affect access to (a) academic careers and (b) leadership positions within higher education institutions.
To ask the Secretary of State for Education, what assessment she has made of the extent to which non-traditional educational pathways affect access to (a) academic careers and (b) leadership positions within higher education institutions.
The English higher education (HE) sector is independent of government, and institutional autonomy is a defining principle of our world-class sector. This autonomy protects academic freedom and means that decisions regarding staff appointment and selection rightly sit with providers, not ministers.
Nevertheless, the government’s view is that a diverse workforce is essential to supporting innovation and creating the right conditions for debate and challenge. Moreover, young people from diverse communities should be inspired to see excellent role models in the academic sector.
The Higher Education Statistics Agency (HESA) publishes data on staff within the sector. This data can be found here: https://www.hesa.ac.uk/data-and-analysis/staff.
The department continues to monitor published sector data, while recognising that responsibility for staff recruitment, support and career progression ultimately rests with HE providers.
To ask His Majesty's Government what consultations they undertook in advance of the establishment of the Prize Competition Council on 1 July; whether they included the Advertising Standards Authority, the Committee of Advertising Practice and the Institute of Promotional Marketing in any such consultations; and what was the result of...
To ask His Majesty's Government what consultations they undertook in advance of the establishment of the Prize Competition Council on 1 July; whether they included the Advertising Standards Authority, the Committee of Advertising Practice and the Institute of Promotional Marketing in any such consultations; and what was the result of...
To ask the Secretary of State for Education, whether her Department has considered the potential merits of introducing a career development strategy for nursery staff, including a requirement for staff working with children aged two to four to hold, or be working towards, a relevant Early Years qualification, in order...
To ask the Secretary of State for Education, whether her Department has considered the potential merits of introducing a career development strategy for nursery staff, including a requirement for staff working with children aged two to four to hold, or be working towards, a relevant Early Years qualification, in order...
The department set out its strategy in the ‘Giving every child the best start in life’ report. We are working with the sector to address barriers to recruitment and retention and create more opportunities to enter the profession and gain relevant qualifications.
The department sets the criteria that qualifications must meet in order for staff to be included in the staff to child ratios. These are known as ‘full and relevant’ qualifications. We will continue to simplify the number of early years qualifications on offer.
Having these qualification requirements ensures a consistent level of knowledge and skills across all settings, so that every child receives a quality early education and receives the best start in life. Any individual that does not hold a full and relevant qualification can only work as an unqualified member of staff.
To check whether a qualification is considered full and relevant, practitioners and managers can now use the department’s digital registry at: https://www.gov.uk/guidance/check-an-early-years-qualification.
We want more people to achieve a level 3 qualification. To do this, we are working to develop an Assessment Only route for experienced staff to achieve level 3 recognition, which is similar to those in other education professions.
To ask the Secretary of State for Defence, pursuant to the Answer of 1 July 2026 to Question 11755, what circumstances have previously been regarded as constituting a justifiable business requirement for making reference to a candidate's protected characteristics under the Equality Act 2010 in employer input on suitability for...
To ask the Secretary of State for Defence, pursuant to the Answer of 1 July 2026 to Question 11755, what circumstances have previously been regarded as constituting a justifiable business requirement for making reference to a candidate's protected characteristics under the Equality Act 2010 in employer input on suitability for...
Military appointments and promotions are based on merit, and protected characteristics are not used as selection criteria. Consequently, there is no centrally held record linking appointment or promotion decisions to candidates' protected characteristics.
All appointment and promotion decisions are made in accordance with relevant legislation and departmental policy.
To ask the Minister for the Cabinet Office, with reference to the answer of 17 March 2026 to Question 118533 on Civil Servants: Career Development, whether internal practices on temporary promotions has been amended in light of the 2019 tribunal decision.
To ask the Minister for the Cabinet Office, with reference to the answer of 17 March 2026 to Question 118533 on Civil Servants: Career Development, whether internal practices on temporary promotions has been amended in light of the 2019 tribunal decision.
The Government remains committed to ensuring we attract, develop and retain talented people from a diverse range of backgrounds to help deliver on our priorities.
Decisions on the use of temporary recruitment remain delegated to departments, and no amendments have been made to guidance for internal practices on the use of temporary promotions.
Lords statement on leadership in policing
Lords statement on leadership in policing
My Lords, I thank the Minister for bringing this Statement to the House today, and I am grateful for the opportunity to ask questions on it. Failures of police leadership are all too evident. Police leadership failed when forces overlooked, ignored and actively downplayed the scale of the grooming gangs....
My Lords, I thank the Minister for bringing this Statement to the House today, and I am grateful for the opportunity to ask questions on it. Failures of police leadership are all too evident. Police leadership failed when forces overlooked, ignored and actively downplayed the scale of the grooming gangs....
My Lords, I welcome the report from the noble Lords, Lord Blunkett and Lord Herbert, which rightly starts with an uncomfortable truth: leadership across policing is too inconsistent and, for decades, we have failed to invest in developing leaders for the world they now face.
We support clearer standards, stronger developments...
My Lords, I welcome the report from the noble Lords, Lord Blunkett and Lord Herbert, which rightly starts with an uncomfortable truth: leadership across policing is too inconsistent and, for decades, we have failed to invest in developing leaders for the world they now face.
We support clearer standards, stronger developments...
I place on record my thanks to my noble friend Lord Blunkett and the noble Lord, Lord Herbert of South Downs, for their work on this important report commissioned by the Home Office to look at the important issues of policing. My noble friend Lord Blunkett is a former Home...
I place on record my thanks to my noble friend Lord Blunkett and the noble Lord, Lord Herbert of South Downs, for their work on this important report commissioned by the Home Office to look at the important issues of policing. My noble friend Lord Blunkett is a former Home...
My Lords, I declare my interest as a former president of the Police Superintendents’ Association of England and Wales and as someone who submitted evidence to the police leadership commission chaired by the noble Lords, Lord Blunkett and Lord Herbert, who I see are in their places.
Having served for 35...
My Lords, I declare my interest as a former president of the Police Superintendents’ Association of England and Wales and as someone who submitted evidence to the police leadership commission chaired by the noble Lords, Lord Blunkett and Lord Herbert, who I see are in their places.
Having served for 35...
I support the provision dealing with senior constables, and I wish the implementation of the commission’s report every success.
I support the provision dealing with senior constables, and I wish the implementation of the commission’s report every success.
I am grateful to my noble friend for bringing his experience of policing at a leadership level to the debate and this discussion. He will know that leadership is critical in delivering high
performance and for the public. The recommendations intend to help generate that discussion and to focus on...
I am grateful to my noble friend for bringing his experience of policing at a leadership level to the debate and this discussion. He will know that leadership is critical in delivering high
performance and for the public. The recommendations intend to help generate that discussion and to focus on...
My Lords, I am grateful for the report and I see that the recommendations include the creation of a national academy of police leadership. I declare my interest, as the First Civil Service Commissioner, as a regulator for entry into the senior Civil Service. I argue that, at that level...
My Lords, I am grateful for the report and I see that the recommendations include the creation of a national academy of police leadership. I declare my interest, as the First Civil Service Commissioner, as a regulator for entry into the senior Civil Service. I argue that, at that level...
My noble friend brings great experience from her role in the Civil Service Commission to the matter of recruiting individuals at a senior level. It is quite clear—the report makes this point very strongly—that police officers at all levels must be able to develop skills earlier in their career to...
My noble friend brings great experience from her role in the Civil Service Commission to the matter of recruiting individuals at a senior level. It is quite clear—the report makes this point very strongly—that police officers at all levels must be able to develop skills earlier in their career to...
My Lords, I declare my interest as the director of the Free Speech Union. I welcome this report, which contains many sensible suggestions.
Gavin Stephens, the chairman of the National Police Chiefs’ Council, announced a review last month of guidance contained in the NPCC and College of Policing’s race action plan...
My Lords, I declare my interest as the director of the Free Speech Union. I welcome this report, which contains many sensible suggestions.
Gavin Stephens, the chairman of the National Police Chiefs’ Council, announced a review last month of guidance contained in the NPCC and College of Policing’s race action plan...
On the latter point, we are hoping to publish the review as soon as possible. As the noble Lord will recognise, there are some things that the Government wish to announce but which they are not able to due to the upcoming change of Prime Minister. However, I intend to...
On the latter point, we are hoping to publish the review as soon as possible. As the noble Lord will recognise, there are some things that the Government wish to announce but which they are not able to due to the upcoming change of Prime Minister. However, I intend to...
My Lords, I thank my noble friend for making this Statement. As he is in his place, I must also mention my noble friend Lord Blunkett, who brings experience and common sense to pretty much everything he does. There is a “but” coming, and it is this: I get slightly...
My Lords, I thank my noble friend for making this Statement. As he is in his place, I must also mention my noble friend Lord Blunkett, who brings experience and common sense to pretty much everything he does. There is a “but” coming, and it is this: I get slightly...