This article will explain the various responsibilities an electrician may have, how to become an electrician and the qualifications required, the skills you need to have and how to develop your career as an electrician.

What Does an Electrician Do?

Electricians work with any equipment, wire or machine that uses energy. They install, inspect, test and repair electrical equipment to ensure that it works correctly and safely. 

On a daily basis, and depending on what type of electrician you are, you may be responsible for:

• Installing wires, sockets and switches in properties.
• Carrying out the necessary checks of electrical systems to ensure they’re safe and working efficiently.
• Designing electrical and lighting plans for new properties.
• Installing, checking or repairing street lighting and traffic management systems.
• Rewiring residential buildings and other properties.
• Constructing and installing control panels. 
• Carrying out repairs to electric machines.

Depending on your specific duties, you may work at a client’s home, offices, schools, shops, other buildings, on a construction site or outside, if involved with traffic management systems or street lighting. You may work alongside others, carry out lone working, work in confined spaces or work at height. To ensure you are kept safe and healthy, you may need to wear personal protective equipment. The working hours can vary, but are typically between 30 and 40 hours a week. There are different types of electricians and so you need to understand which position you would like to pursue.

What Qualifications Does an Electrician Need?

To develop a career as an electrician, you can take several different routes. You may be eligible for courses at colleges or those offered by other training providers. Alternatively, you could learn on the job through an apprenticeship which combines practical work experience with classroom style learning. If you have transferable skills, such as experience working in construction and trades, you could retrain as an electrician. Note that if you want to become more specialised as an electrician, you will need to undergo additional training and, in some cases, gain further qualifications.

You will likely have better job and earning prospects if you follow an industry-approved training route to become a qualified electrician. As these courses are of a high standard, completing them shows that you meet these standards and are skilled. Examples of industry-improved training includes training courses offered by City & Guilds, EAL and apprenticeships. It’s important that you carry out your own research into which route is the best for you to take.

College

To provide you with an introductory level of understanding and practical skills for the role of an electrician, you may want to take a college course. Alongside this, you must undergo practical training in a workplace to become a fully qualified electrician. On completion of a college course, you may find it supports you to secure an apprenticeship or trainee position to further your career prospects.

Courses available at a college or other training provider may include the following, as listed on the National Careers Service and Go Construct websites:

• Level 2 Diploma in Access to Building Services Engineering (Electrical)
• City & Guilds Level 2 Diploma in Building Services (Electrical Installation route) or EAL Level 2 Intermediate Diploma in Electrical Installation
• City & Guilds Level 3 Diploma in Building Services (Electrical Installation route) or EAL Level 3 Advanced Diploma in Electrical Installation
• T Level in Building Services Engineering for Construction

You will need to check the entry requirements for the course you want to take. Usually, you need to have:

• For a Level 2 course, 2 or more GCSEs at grades 9 to 3 (A* to D), or equivalent.
• For a Level 3 course, 4 or 5 GCSEs at grades 9 to 4 (A* to C), or equivalent.
• For a T Level course, 4 or 5 GCSEs at grades 9 to 4 (A* to C), or equivalent, including English and Maths.

You can find out more about college courses and T Levels through the links below:

• Find a course | National Careers Service
• T Levels | The Next Level Qualification

On completion of a college course, you will need to work in the industry to become a fully qualified electrician. You will either need to find employment and join an apprenticeship programme, or find employment or become self-employed and take the City & Guilds or EAL’s Level 3 NVQ Diploma in Installing Electrotechnical Systems & Equipment (Buildings, Structures & the Environment). Whichever route you take, you must then pass the AM2 assessment to become fully qualified.

Apprenticeships

Electrician apprenticeships include a combination of on-the-job training and learning at a college or training provider, though they tend to involve more practical training than classroom-based learning. You will be fully employed by your company and work at least 30 hours per week.

Options include a domestic electrician advanced apprenticeship (level 3), an installation and maintenance electrician advanced apprenticeship (level 3) or an electrician apprenticeship with the armed forces. Both the domestic and the installation and maintenance apprenticeships are equivalent to A level and eligible for government funding. The domestic electrician apprenticeship will teach you how to install and maintain electrical services within a domestic setting, while the installation and maintenance electrician apprenticeship will teach you how to do so in industrial and commercial environments, as well as residential. 

If you want to join the British Army and train as an electrician, you can do so as a Royal Engineer soldier. You will firstly undergo initial military training as a Junior or Regular Soldier for either 14 or 23 weeks. Following this, you will attend the Royal School of Military Engineering Regiment for 12 weeks and then finish with a 33 week course at the Royal School of Military Engineering. Similarly, the Royal Air Force offers the Level 3 Engineering Technician – Mechatronics Maintenance Technician (Electrical) apprenticeship. This teaches you how to design, build, service and repair a range of engineering products and services.

You usually need to have 5 GCSEs at grades 9 to 4 (A* to C), or equivalent, including English and Maths, for an advanced apprenticeship. If you want to gain your training in the British Army, you need to have GCSE grade 9 to 5 (or A to C) in Maths, GCSE grade 9 to 4 (or A to C) in English Language and one other subject. For the RAF’s apprenticeship, you need to have GCSE grade C/4 in English Language, Maths and an approved Science/Technology-based subject. Both the Army and the RAF require applicants to meet additional criteria. You must pass the basic physical fitness assessment to be eligible for the British Army’s apprenticeship. The RAF also requires applicants to pass a fitness test and the Defence Aptitude Assessment in addition.

To find out more about apprenticeships that are available near you, follow the links below:

• Gov.uk: Become an apprentice
• Gov.uk: Find an apprenticeship
• Apprentice Training Course – Domestic Electrician
• Apprenticeship Training Course – Installation and Maintenance Electrician
• Electrician – Royal Engineers
• Electrician – Royal Air Force

Essential Qualifications

To fully qualify as an electrician, there are some essential qualifications which you must hold. You need to complete the Achievement Measurement 2 (AM2) assessment which is an industry-recognised competence which proves your practical electrical skills. The test is administered by the National Electrotechnical Training (NET) and is usually the final component of your electrical qualification. You can find out more about the assessment on the NET’s website.
In addition, there are some criteria which you need to meet depending on your circumstances. If you want to work with electrical wiring it is essential that you have normal colour vision. You will have to pass a colour vision assessment test to verify this. If you are going to be carrying out work on a construction site, you may need to hold an Electrotechnical Certification Scheme (ECS) card. The card accredits your electrotechnical qualifications and experience.

Awareness Training

Before you decide to pursue a career as an electrician, it’s important that you understand what the job can involve and know that it is the career path you want to take. During your training to become an electrician, you may want to take an awareness level course to build on your practical knowledge. Awareness courses are also useful if you want to learn more about an industry.

Looking for a Course?

Our Electrical Safety Training online course is designed to give you an understanding of the main risks and necessary controls for the safe use of electricity at work. If you will be working with portable appliances, you may also benefit from High Speed Training’s Portable Appliance Testing (PAT) course.

Alongside electrical safety and PAT awareness training, you may find general health and safety training to be useful. We offer a range of online training courses that may be suitable for an electrician to improve their knowledge and skills alongside their practical training. Courses include: 

• Health and Safety Training for Employees
• Working at Height
• Lone Working
• Working in Confined Spaces
• PUWER Training
• Lock Out/Tag Out
• Ladder Safety
• Manual Handling 
• Workplace First Aid

What Skills Do You Need to be an Electrician?

Before pursuing this career, you should consider whether you will be a good fit for a career which can involve manual, demanding work and long hours. You need to have a range of skills to be successful as an electrician, including hard skills which are specific to the job role and gained through training, and soft skills which are relevant to various industries.

Hard Skills for Electricians

You need to have or be working to develop the following technical skills to be an electrician:

• Ability to use, maintain and repair electrical equipment, machinery and tools.
• Knowledge of engineering science, technology, design, building and construction. 
• Specialist knowledge of your area of expertise. For example, understanding of specific equipment maintenance. 
• Strong maths skills.
• Ability to work well with your hands.
• Good levels of physical fitness.
• Ability to complete basic computer-based tasks and use software packages.

You will develop many of these skills during practical training. However, for some, you may find it useful to take additional training to supplement this. For example, depending on the type of electrician you are training as, you may find Working at Height or PUWER Training awareness courses beneficial.

Soft Skills for Electricians

Alongside your technical capabilities, you also need to have certain soft skills to be a successful electrician. Examples of soft skills that make a good electrician include:

• Excellent attention to detail and ability to be thorough.
• Strong initiative. 
• Analytical and problem-solving skills.
• Customer service skills.
• Strong verbal communication skills.
• Active listening.
• Confident working well independently and as part of a team.
• Adaptability to changes requested by clients or required by circumstances.
• Good time management.

Want to Learn More?

High Speed Training’s comprehensive catalogue of articles can help you to understand and develop your soft skills to become an effective electrician. You can learn about communicating effectively in What is Effective Communication in Construction? which is tailored to those working in the construction industry but will be useful for electricians in all sectors. Our How to Improve Active Listening in Communication article explains the benefits of listening with focused intent which can result in more effective interactions with colleagues and clients. You may also want to improve your time management skills with our One Week Time Management Plan: Three Famous Techniques article.

How to Get a Career as an Electrician

There are various routes that you can take to get a career as an electrician, including the options covered previously on apprenticeships, college courses and other qualifications. The route you take will depend on your circumstances and what will be best for you. 

If you are a school leaver and have no or limited work experience, you may want to start with taking a relevant course at a college or other training provider. In some circumstances, you may be able to get a job as an electrician’s mate, trainee or assistant without much prior experience. You will need to have GCSEs, including English and Maths, and be able to prove solid practical skills. If you take this route, your employer may then support you with training to become a fully qualified electrician.

If you are looking to change careers, you could retrain as an electrician if you have previously worked in a similar industry and have experience and relevant qualifications. For example, if you were employed as an engineer. If you have relevant experience, you may be accepted for an electrician role offered by an employer. The level you are able to enter the profession at will depend on your experience and background.

If you already work as an electrician and have done so for at least five years but don’t hold a Level 3 electrician qualification, you may be able to get your skills and experience formally recognised to the industry Level 3 benchmark through the Experienced Worker Assessment.

There are many opportunities for progression as an electrician or to use the transferable skills gained for a different job in the sector. You could become a site or project manager, or may choose to specialise in a particular area, such as training as an electrical designer. You may want to set up your own business or become self-employed as a subcontractor or as a tutor.
If you would like to work in the construction and trades industry and want to find out more about the other careers available, have a look at this guide to Careers in the Construction Industry.

Electricians are in high demand in the UK, making it a good time to consider this as a career to pursue. To meet this demand, there is a range of support available to help you understand which route is best for you to take to qualify as an electrician and the different specialisms you can follow. If you have the skills required, you can develop a fulfilling and flexible career as an electrician.

Further Resources:

• Electrical Safety Guidance for Working on Construction Sites
• Electrical Safety Quiz
• Electrical Safety Symbols & Signs – What Do They Mean?
• What is Asbestos?

The post How to Become an Electrician appeared first on The Hub | High Speed Training.

The Prevent duty guidance outlines how frontline staff who engage with the public can contribute to preventing terrorism in England, Wales and Scotland. Specified authorities such as education, health, local authorities, police and criminal justice agencies must understand this guidance and ensure that all staff receive appropriate training to fulfil their duties.

According to the guidance, the objectives of Prevent are to:

• Tackle the ideological causes of terrorism.
• Intervene early to support people who may be susceptible to radicalisation.
• Enable people who have already engaged in terrorism to disengage and rehabilitate.

The exact part that each person has to play in preventing terrorism in their sector will depend greatly on the nature of their role and the specific responsibilities placed on them. For example, those in leadership and management positions are responsible for ensuring their employees receive appropriate Prevent training. They must take a lead role in embedding the guidance in everyday practice.

In summary, all frontline staff should be trained to:

• Understand key terms including ‘radicalisation’, ‘terrorism’ and ‘extremism’.
• Know what constitutes radicalisation and understand how a person may become radicalised.
• Know what the threat and risk of terrorism are in England, Wales and Scotland, including which extremist groups pose the greatest threat.
• Respond to concerns appropriately and know how to make referrals, share information and work collaboratively with other agencies and organisations.
• Understand how the Channel programme works and how their role may support this.
• Know the factors which can make a person more susceptible to radicalisation and how to help such individuals disengage.
• Know how to reduce permissive environments in their sector so that terrorist cannot use their equipment or facilities as a means to spread extremist ideologies.

All specified authorities with a Prevent duty need to ensure they provide appropriate training for staff involved in the implementation of this duty, and be able to show compliance with this requirement.

Want to Learn More?

Our Prevent Duty Training will help you recognise signs that an individual may be susceptible to, or be experiencing, radicalisation or engaging with extremist ideologies. It also covers how to respond to your concerns and how Prevent and the Channel programme work in practice.

Prevent Responsibilities and Training Required by Sector

These lists are indicative of Prevent safeguarding duties. They are not exhaustive and it is important to check with the Prevent safeguarding specialist in your field or organisation to ensure you are aware of all of your safeguarding duties.

Detailed guidance can be found here.

Further Resources:

• Practical Tips for Managing Controversial Topics in the Classroom
• Fundamental British Values Lesson Plans for Teachers
• Prevent Duty Quiz
• How to Tackle Incel Culture in Schools

The post Prevent Duty Training: What Do I Need to Know? appeared first on The Hub | High Speed Training.

Do you want to receive free training for your charity? Enter our Giving Back Friday giveaway below to receive up to 10 free courses.

• How to Enter
• Courses Available to Request
• Charity Training Request Rules

How to Enter

To enter the giveaway, click on the link below and follow the instructions to submit an entry form to request up to 10 free online training courses from High Speed Training. The Entry Period starts at 00:00:01 (GMT or BST, as applicable) 23rd November 2023 and ends at 13:00:00 (GMT or BST, as applicable) 8th December 2023.

You can find a list of courses that are available to request below:

Charity Training Request Rules

Effective 23 November 2023

PLEASE READ THESE CHARITY TRAINING REQUEST RULES CAREFULLY AND CHECK THEM REGULARLY. THESE CHARITY TRAINING REQUEST RULES MAY CHANGE FROM TIME TO TIME (SEE SECTION 14, BELOW).

No purchase, payment, or donation of any kind is necessary to enter and no fees are payable. All entries into our Charity Training Request process have an equal chance of being selected to receive Training.

If you have any questions regarding our Giving Back Friday giveaway, please don’t hesitate to contact us on info@highspeedtraining.co.uk.

Further Resources:

• Transferable Skills: What Are They and Why Are They Important?
• Case Study: Supporting People into Employment at The REACCH Project and Parchment Trust
• Online Training Courses

The post Giving Back Friday appeared first on The Hub | High Speed Training.

In this article, we will outline the different levels of safeguarding training and provide guidance on the information that they cover, helping you to choose the most appropriate course. Safeguarding is everyone’s responsibility, so ensuring you are completing the correct training for your role is vital.

If you wish to find further information about any of the courses outlined below, you can find all of our Safeguarding training, here.

Who Needs Safeguarding Training?

The term safeguarding is used to define actions taken to protect at risk groups from harm. As someone working closely with groups who have care and support needs, it’s important you understand what safeguarding is and why it’s important. Anybody who works with children and/or adults at risk, no matter how frequently, is required to have knowledge of safeguarding to ensure they are supporting and protecting those in their care. You can learn more about safeguarding in our article: What is Safeguarding?

Schools, charities, hospitals and care homes, along with other organisations, must all be invested in safeguarding and they have a legal responsibility to provide safeguarding training for all staff. 

In the rest of this article, we will take you through the three different levels of safeguarding training and provide guidance on each, to help you decide which is required for your role.

What is Level 1 Safeguarding Training?

Level one safeguarding training is the most basic level and is an introduction to safeguarding, so no prior knowledge is needed to complete this level.

Level one safeguarding training will teach you what safeguarding is and why it is so important, as well as the different types of abuse and neglect, and how to identify that they are occurring. It will also cover how to respond to a disclosure, report your concerns and record information.

Jobs that Require Level 1 Safeguarding Training

Level one training is suitable for workers of all levels, including managers, supervisors, full-time staff, part-time staff and volunteers. 

Examples of people who may take this training include: 

• Teachers, nursery workers, teaching assistants, carers and childminders. 
• Doctors, nurses, paramedics and health workers. 
• Social workers, council staff and immigration workers. 
• Youth workers, activity leaders and volunteers. 
• Sports coaches and teachers. 
• Church leaders, religious leaders and volunteers. 
• NHS staff, such as GPs, nurses and healthcare assistants.
• Carers, both in a residential home or domestic setting.
• Private healthcare workers.
• Taxi drivers and bus drivers.
• Workers who enter people’s homes, such as gas engineers, maintenance workers and cleaners.
• Health and social care professionals, such as paramedics and health visitors.
• Council staff and immigration workers.

This list is not exhaustive and, depending on your duties, you may need a higher level of safeguarding training. If you are unsure, ask your employer. 

Take a look at our range of level one courses including Introduction to Safeguarding Children, Introduction to Safeguarding Adults and Safeguarding Essentials.

What is Level 2 Safeguarding Training?

Level two safeguarding training is often referred to as ‘advanced’. This level of training develops and maintains your safeguarding knowledge, so you should already have some prior knowledge of safeguarding. 

Level two training covers everything in level one but goes into further detail about safeguarding procedures, scenarios and what happens after a referral. It provides you with a thorough understanding of how to protect the children or adults you work with. 

Jobs that Require Level 2 Safeguarding Training

The jobs mentioned as requiring level one safeguarding training may also require a level two qualification. This is likely to be dependent on the job and can vary between employers. 

For example, teachers are expected to have an advanced level of safeguarding training. School staff have a duty of care to children and, being the ones who are likely to spend the most time with them, are likely to encounter the warning signs presented by abused children.

Anyone who engages in regulated activity will likely need level two safeguarding training. 

Example job roles include:

• People that work in hospitals and GP surgeries.
• Workers in nursing homes, care homes and domiciliary care.
• Workers in religious organisations and community groups.

Take a look at our range of level two courses including Advanced Safeguarding Children and Advanced Safeguarding Adults.

What is Level 3 Safeguarding Training?

Level three safeguarding training refers to the training of a Designated Safeguarding Lead (DSL). This is someone who is the first point of contact for staff or those with access to the organisation you work for, and is a requirement in schools. DSLs are also responsible for ensuring that everyone in their organisation is following best safeguarding practices. 

Level three courses offer information on the Designated Safeguarding Lead’s specific responsibilities. This may include content, such as working with other organisations and sensitively sharing the information in accordance with data protection laws. 

The course is suitable for anyone wishing to understand the responsibilities of the Designated Safeguarding Lead, including those already in this position seeking further training and support, deputies and those assisting whoever holds the position, as well as those taking on a safeguarding lead for their organisation.

This level of training will include when and how to make safeguarding referrals, and how to work with other agencies to ensure all adults and children in your care receive the correct safeguarding support. 

Jobs that Require Level 3 Safeguarding Training

Level three safeguarding training is designed for anyone who is in a position of responsibility in an organisation where adults at risk and/or children are present. 

This includes, but is not limited to, managers, supervisors, and Designated Safeguarding Leads in: 

• Care homes and residential settings.
• Social housing settings.
• Charities.
• Social and religious group setting.
• Adult education establishments.
• Sports clubs and leisure centres. 
• Health and social care environments.

Take a look at our range of Level 3 courses including Designated Safeguarding Lead and Level 3 Safeguarding Adults Training.

If you are still uncertain as to what level of training you require, you should ask your employer for clarification. You must have an up to date knowledge of child and vulnerable adult safeguarding practices. As a result, it is recommended that you recomplete training every three years. Some training suppliers will offer refresher courses that are specifically tailored for this requirement.

If you work with children or adults in need, it is essential that you receive the correct level of training required for your role. Safeguarding is everyone’s responsibility and crucial to keep people safe. If you have any further questions or wish to find out more information on the topics covered in this article, please don’t hesitate to get in touch with us at High Speed Training!

Further Resources:

• Safeguarding Training Courses
• What is Safeguarding Training & Why is it so Important?
• Safeguarding Children Legislation: Guidance for School
• Safeguarding Adults Quiz
• Safeguarding Flowchart: Procedure for Reporting Concerns

The post Safeguarding Training Levels Explained: What’s the Difference? appeared first on The Hub | High Speed Training.

In this article, we will explore the consequences of a lack of training to help you understand why investing in training opportunities is so important. We will also outline some steps you can take to improve the availability of training in your workplace.

What are the Effects of a Lack of Training in the Workplace?

Training is vital to business success. Depending on your business, the type of training opportunities available will vary, but there are many benefits to offering education opportunities in the workplace.

By ignoring the importance of workplace training, you could risk the following:

Unsafe Work Environments

As an employer, under the Health and Safety at Work Act 1974, you have a legal obligation to ensure you provide your employees with the necessary information, instruction, training and supervision needed to ensure, so far as is reasonably practicable, the health and safety of your employees at work. By ignoring this responsibility, you could face legal repercussions, an increase in workplace accidents, decreased staff morale and an increase in staff absence.

Unhappy and Unsatisfied Employees

Inadequately trained employees are likely to experience poor job performance and increased levels of work-related stress. If your employees are feeling unhappy and undervalued, the chances of them searching elsewhere for progression and development opportunities will increase. If you want to retain good employees, invest in their happiness by prioritising their development.

Reduced Productivity

With constant updates in technology and an increase in global trading, the level of competition between businesses is ever increasing. This means that it’s even more important that your workforce is adequately trained with the education and skill levels needed to work safely and productively. Poorly trained employees are likely to feel undervalued, which will reduce workplace productivity, loyalty and engagement. 

If all your employees are making the same careless mistakes and performing poorly, it’s time to assess the type and standard of training you provide. By giving your employees the necessary skills the first time, you will reduce the time, money and resources needed to rectify mistakes. Once you invest in your employees’ training you’ll see productivity and profits soar.

Increased Staff Turnover

As well as increased workplace stress, poorly trained employees are likely to feel unappreciated in their jobs. As a result, they will either leave in search of better opportunities or could end up underperforming. While this might not seem like a big problem, high staff turnover is expensive. However, if you demonstrate that you are an employer who is invested in the development and success of your employees, you are likely to see an increase in company loyalty and staff morale. To learn about the causes of employee turnover and how to reduce it, see our article, here.

Looking to Learn More?

Our range of Business Essentials Courses will equip you with the skills and knowledge needed for a successful business, including Communication Skills and Mental Health Awareness.

How to Deal with Lack of Training at Work

As we have discussed, there are many negative outcomes associated with a lack of training in the workplace. On the other hand, there are a number of benefits to training employees, including improvements in performance, efficiency, productivity and opportunities for development.  

There are things you can do to resolve a lack of training in your workplace, including:

Encouraging conversations around development – in order to achieve a goal, it is likely that some training and learning will be required. Encouraging discussion around training and ensuring that employees know why it is important, will help employees apply themselves fully to training. Open discussions can also help with understanding each employee’s personal development goals. 

Creating personal development plans – one way of understanding each employee’s training needs is by creating personal development plans. This will help you outline what the employee’s goals are and what steps they need to take to achieve them. 

Differentiating between mandatory training and optional training – it is important to establish which training all of your employees need and which training is optional. Optional training should be offered around topics that will help employees with their personal development, mandatory training includes the necessary information that all employees need to know regardless of their personal development goals. 

Providing eLearning opportunities – once you have established your employees’ training needs, including the mandatory and optional training, you need to find a training provider. Some topics can be taught through online training, such as health and safety training for employees. Other training that is specific to your organisation may need to be taught in house.

Looking to Learn More?

Our online training courses cover a range of topics including Safeguarding, Health and Safety, Education and Food Hygiene. Our courses are created by industry experts to ensure you get the best learning experience and the outcome you need.

As shown in this article, there are many consequences of a lack of training in the workplace. Investing in your business and employees by providing training and development opportunities will result in the full benefits of an adequately trained workforce.

Further Resources:

• Online Business Essentials Courses
• 10 Development Areas for Managers
• What is EQ? A Guide to Emotional Intelligence in the Workplace
• HR Guide to Health & Safety – PDF Template
• How Online Training Can Benefit Your Business
• Training Calendars: Why Your Company Needs One
• Why is Continuous Learning Important?

The post The Consequences of a Lack of Training in the Workplace appeared first on The Hub | High Speed Training.

The charity runs a number of services, including a horticultural nursery which is open to the public and run by the members it supports, education and leisure services and a supported employment scheme.

The employment scheme aims to secure paid employment for their members in local businesses. A popular vocational route among their members is employment in the catering trade. As part of our commitment to help people from underserved communities to access work, we provided a number of Level 2 Food Hygiene Courses to help their members learn new skills and take that next step into employment.

In October 2022, Jack, aged 34, completed his L2 Food Hygiene course, shortly after, he was able to start a paid placement at a local care home, working 6 hours a week in a pop up coffee shop in the garden, serving residents tea, coffee and cake.

Jack really blossomed in the role, and before long, he was asking to take on more responsibility, and showed a desire to work in the main kitchen at the care home.

Jack’s hours were increased to 18 hours a week, and he began to work in the main kitchen, preparing meals for the residents. 

Now, Jack is working 24 hours a week at the home, and no longer requires the support of the Parchment Trust.

High Speed Training has also supplied the Parchment Trust with a Care Certificate course to assist Jack on his career path at the home.

To find out more about the Parchment Trust and their vital work, you can visit their website at https://www.parchment-trust.org.uk/.

Further Resources:

• Paediatric First Aid Training in Practice – Saving a Child’s Life
• Care Certificate Course
• Level 2 Food Hygiene Courses

The post Case Study: Supporting the Next Step to Employment with the Parchment Trust appeared first on The Hub | High Speed Training.

As an employer, manager or other senior member of staff, you should understand the importance of upskilling and recognise the best methods to do so. In this article, we will outline what upskilling is and why it is so important in the workplace. We will also provide you with a range of strategies for upskilling your employees.

What is Upskilling in the Workplace?

Upskilling is about enhancing an employee’s existing skill set. This can be done in many ways, such as through extra training or mentoring. Upskilling allows employees to grow and build on their existing knowledge and skills. In turn, this adds value to the organisation as well as giving the employee routes for progression. 

Upskilling is different to reskilling in that it builds on what the employee already knows in order to maximise their potential. Reskilling, on the other hand, is about teaching an employee different skills and retraining them in a different way. 

Who is Responsible for Upskilling?

It is the employer’s responsibility to upskill their employees, but the specific person that takes control of upskilling depends on the organisation. For example, some workplaces have dedicated learning and development managers responsible for all employee training and who would be in charge of upskilling. In other organisations, managers would be responsible for identifying their direct reports’ upskilling needs. 

In all cases, a skills assessment should be carried out to identify the training and upskilling needs for each employee. A skills assessment helps to identify the upskilling needs that will be beneficial to both the employee and the organisation as a whole.

Why is Upskilling Employees so Important? 

The value of upskilling is constantly overlooked by businesses. Many perceive it as a risk, thinking that if the employee leaves, the upskill training was a waste. However, the irony is that failing to receive upskilling and personal development opportunities is one of many reasons why employees move on.

There are many benefits to upskilling employees, both to the individual employee and the organisation as a whole. Some of the main benefits of upskilling are:

Improved employee retention – where employees feel valued and in a role that helps them grow, they are more likely to stay. Retaining employees also reduces recruitment costs and improves the overall workplace culture and morale. 

Improved staff morale – employees who feel that they can develop in their role and feel challenged at work contributes to an improved staff morale. 

Increasing motivation and engagement – upskilling is a great way for employees to learn new things, which can increase motivation as they will feel more confident and capable in their role. It also gives employees a sense of fulfilment and purpose when they feel challenged and supported at work. 

Creating a skilled workforce – upskilled employees will have the ability to train new recruits more efficiently and share their knowledge, which will increase the average skill level of all employees.

Attracting talented candidates – workplaces that offer upskilling and development opportunities, and in turn clear career progression, will attract candidates who have positive, constructive attitudes to work.

Looking to Learn More?

Our range of Business Essentials Courses cover the cruicial information that every business should know. The training courses can help you to build your skills from Communication Skills to Time Management.

How to Upskill Employees

The most important factor to consider before implementing upskill training is that people respond differently to certain types. No two employees are alike, meaning that some people may develop certain skills more effectively than others. Furthermore, they may gain different levels of enjoyment from different types of upskill training.

As mentioned, completing a skills assessment can help to identify areas for upskilling. This should be done for each employee and will influence what is put on their upskilling plan. This must be done with the employee’s direct input. 

Examples for Upskilling Your Staff

Here are some suggestions for ways to upskill staff:  

Create a personal and/or professional development plan: A personal or professional development plan (PDP) is a document that the employer or manager and the employee use to prepare a strategy for reaching their development goals and tracking their progress. It ensures the upskilling follows a structure and that every accomplishment is recorded. 

Having an upskilling plan can make it feel more professional and actionable for the individual. As a result, they’re more likely to commit to and benefit from it, and gain a stronger sense of achievement.

Use internal talent: If staff in the business rarely pass on their skills and knowledge, this is untapped potential. Managers and employers should determine what skills the employee wants to develop and identify if anyone internally can impart this knowledge. Not only does internal upskilling benefit the trainee, but also the trainer. They’ll develop their communication and coaching skills, which are invaluable in practically every type of business.

Internal upskilling may involve the trainee shadowing the trainer, having an hour-long weekly training session with them, or doing some delegated tasks. It’s one of the most affordable forms of upskilling and one that feels fulfilling for both people involved. It can also have the added bonus of developing relationships across teams.

Provide external mentors: If  nobody is suitable to upskill staff internally, then external mentoring could be provided. The benefit of external mentors is that, because they’re experienced in training, they can deliver focused upskilling in a way that’s tailored to the individual.

Make sure staff attend their mentoring session in work hours and not during their lunch break. They need this time to let their mind relax and reorient itself before getting back into work mode. Doing this will ensure they absorb the training fully and maintain a positive work-life balance.

Provide online training: Online training is a highly accessible, flexible form of upskilling with a multitude of benefits. Arranging for staff to learn with mentors or attend external training courses can cut into company time and be costly, whereas staff can take online courses at work, at any time of day, and usually at a much lower price.

However, some online training comes with the risk of being too easy to click through and only providing the bare minimum. Therefore, finding an online training provider that commits to delivering engaging, in-depth content, and supports its learners during their course, is imperative. 

Need a Training Provider?

Our Online Training Courses cover a wide range of topics and cater for a number of different industries. We have courses in Safeguarding, Education, Health and Safety, Food Hygiene and Business Essentials.

Buy books: Upskilling doesn’t always have to be costly or involve a personal tutor. There are thousands of books, written by experts in their field, to help people develop their abilities – from programming to leadership skills, and everything in between.

Reading is a stimulating yet relaxing activity that’s perfectly suited to personal development and upskilling. The reader can go at their own pace and pick up the book at any time of day. Furthermore, books can be passed to another person once the trainee is done with them.

When planning upskilling for staff, let them search for the books themselves. They’ll be better at finding ones that appeal to them and, as mentioned earlier, will gain a better sense of ownership by having control.

Employees could take an hour or two each week to read during work. Dividing up their reading into a few small sessions is particularly beneficial, as it helps them absorb the information in bite-sized chunks. As an added bonus, they can also take frequent breaks from their regular work to refresh their mind.

Follow up and give feedback: Regular check-ins to see how the employee is progressing and growing allow you to not only evaluate their development, but also to identify what is, or isn’t, working. 

Feedback should include praise and acknowledgement of what the employee is doing well, as well as some constructive feedback around what they can keep working on and develop further. This could come in the form of a performance review. 

Check-ins are also a great way to see how the employee is feeling, identify if they need any assistance and flag any issues that they may be having. 

Upskilling should be a priority in all organisations. It is important to note that every employee will have different upskilling needs, therefore their input is crucial to ensure their upskilling training has the most value for them, as well as the business. 

Further Resources:

• 10 Development Areas for Managers
• What is EQ? A Guide to Emotional Intelligence in the Workplace
• Resilience Quiz
• Resilience in the Workplace: What are the Benefits and How Can Businesses Develop It?
• The Consequences of a Lack of Training in the Workplace
• The Future of Online Learning: 2022 Whitepaper
• Coaching vs. Mentoring: What’s the Difference?
• What Does it Mean to be a T-Shaped Employee?
• How to Upskill Yourself
• Online Training Courses

The post 6 Ways to Upskill Your Employees appeared first on The Hub | High Speed Training.

In this article, we will outline the role of a dance teacher and some of the skills, experience and qualifications required. We will also discuss what the next steps are for pursuing the role.

What is a Dance Teacher?

Dance teachers educate and train students in dance. This includes teaching dance routines, as well as helping students perfect their technique and performance. There are different styles of dance, such as ballet, tap, modern, ballroom, hip-hop and folk dancing. Depending on their area of expertise and the setting where the dance teacher works, they may specialise in one style of dance or teach a number of styles. 

The role of a dance teacher involves showing students how to warm up, demonstrating dance moves, assessing students’ performance, providing feedback, training students for exams and choreographing dances. 

As mentioned, dance teachers work in a variety of settings, including schools, community centres, gyms or professional dance schools. This means that as a dance teacher, you can work with a variety of people, of different ages and abilities. 

Dance Teacher Skills and Responsibilities

There are certain skills and qualities that are needed for being a successful dance teacher. As dancing is an art form, a level of creativity is needed for the role, and a passion for dance is crucial. Knowledge and awareness of the fine arts and the dance industry are also valuable for the role. 

No matter what level of ability dance students bring, teachers must be patient and motivated, as well as able to motivate others. Dancing is very hard and often requires practising the same move or routine repeatedly until it is perfected, therefore patience is required. As with any teaching role, verbal communication, leadership and time management are crucial. 

Your responsibilities as a dance teacher will include working on your feet most of the time and being active, as you may have to show students dance moves and help them perfect their technique. 

Depending on the setting you work in, you may be responsible for preparing students for their dance exams. This can include observing, providing feedback and marking students’ performances and you will need to develop your skills on how to do this successfully. 

Personal development also forms a huge part of being a dance teacher. You must work to keep track of the latest news from the industry and remain up-to-date with your own skills to ensure you are providing the best example to your students. This can involve preparing and planning for classes and exams, again this will depend on the setting you work in. 

What Qualifications Do You Need to be a Dance Teacher?

The qualifications needed to be a dance teacher vary depending on which setting you would like to work in. As mentioned, dance teachers can work in schools, community centres, professional dance companies and many more settings. 

The essential qualifications will also depend on the students you wish to teach, for example, there is a difference between the qualifications needed for teaching young children in their first ballet class, compared to teaching professional dancers in the west end. 

To teach dance in a school, you’ll need a relevant degree in dance or performing arts. Some degrees in dance already include teacher training. However, if you want to teach dance in a primary school, you’ll need a degree in early years education and then you can develop a subject specialism, such as physical education, which may include dance. 

To teach dance in a secondary school, you could become a physical education teacher with a specialism in dance, or you could teach dance as a single subject. This will be dependent on the curriculum of the specific school you want to work in and if they offer dance as a stand-alone subject. 

To teach dance at University level, as a lecturer, you will need a recognised postgraduate qualification or experience as a professional dancer, in addition to teaching experience. 

Many dance schools require teachers to have their own insurance, such as dance insurance coverage or dance fitness liability insurance. You can easily apply for dance teacher insurance online. 

It is also important to consider that you may need Disclosure and Barring Service (DBS) checks to work with children and adults at risk. DBS checks review the criminal record of an individual and are completed for safeguarding purposes. In most cases, the employer will apply for your DBS for you. 

It is essential that all adults working with people under the age of 18, or working with adults at risk, have the appropriate safeguarding knowledge. Taking a proactive approach to safeguarding training and developing your knowledge will show your commitment to ensuring your students feel safe. 

Looking to Learn More?

Take a look at our range of Safeguarding Courses, including Safeguarding in Sport, Introduction to Safeguarding Children and Introduction to Safeguarding Adults.

Entry Requirements

Whichever level of dance you wish to teach, there are some minimum requirements you will need. These include: 

• Four or five GCSEs at grades 9 to 4 (A* to C), or the equivalent, including Maths and English.
• Three A Levels, or the equivalent of a level 3 qualification in performing arts dance, or higher. 

Furthermore, there are additional desirable criteria that will improve your chances of employment. This includes a professional qualification from a recognised dance awarding organisation, such as the Royal Ballet School.

How do I Secure a Job as a Dance Teacher?

If you want to become a dance teacher, it is vital that you work towards getting the right qualifications and the necessary experience. An important factor to consider is where and who you want to teach, as this will impact which qualifications you need. 

There are a few different ways you can become a dance teacher, including through:

• A University course.
• A college course.
• Working as a teaching assistant, this may require you to already have certain qualifications. 
• Setting up as self-employed, for this you will require dance teacher qualifications. You could gain these independently or while working for an existing business as a dance teaching assistant. 

You will need to join a dance teachers association, such as the International Dance Teachers Association (IDTA), for credibility as a dance teacher. Associations will provide guidance and support, as well as being a great way to meet other aspiring, and current, dance teachers. They are also great networking tools and could help you look for career opportunities and vacancies in your chosen area. 

Becoming a Self-Employed Dance Teacher

Becoming a self-employed dance teacher will require other considerations in addition to the teaching qualifications needed. You will need to gain experience, build your reputation and learn how to set up your business. 

Considerations for becoming a self-employed dance teacher include the following:

• Gaining your dance teacher qualifications.
• Gaining the necessary experience.
• Becoming a member of a dance teachers association.
• Registering with the HMRC for your taxes as self-employed.
• Having the appropriate and necessary insurance.
• Marketing your business to potential students. 

Being a dance teacher is an amazing career choice, especially for those with a passion for dance and teaching. There are many ways to go about becoming a dance teacher that all depend on where and who you want to teach, therefore taking the time to think about what you will need to do and how you will do it will help you on your journey to becoming a dance teacher. 

We hope you have enjoyed this article and learnt more about what dance teachers do and what some of the skills, experience and qualifications are required. If pursuing a career in dance teaching is for you and you’d like some support on what training we can provide, please don’t hesitate to get in touch with us at High Speed Training!

Further Resources:

• Safeguarding in Sport
• Guide to Safeguarding Children in Sport
• How to Support Children with Disabilities to be Active

The post How to Become a Dance Teacher appeared first on The Hub | High Speed Training.

Zig Zags Play & Party Area is an indoor soft play area based in Brierley Hill. We spoke to a Party Host, Emily Khan, about her recent experience involving a child who was visiting the play area.

“Straight away, I could tell something wasn’t right. There was no coughing, he was just arched over. Everyone was asking, ‘Are you okay? Are you okay?’ then I heard someone say, ‘Is he choking?’”

When a child at the soft play centre she worked at began to choke, Emily Khan, who had recently taken our Paediatric First Aid online training course, knew exactly what to do.

Watch our video below to hear Emily’s story:

Online Paediatric First Aid Training

Our Paediatric First Aid training course teaches those who work with infants or children how to deliver paediatric first aid assistance in an emergency. It covers a variety of fundamental first aid topics, including the law surrounding first aid, how to put children and infants into the recovery position, how to administer life-saving CPR, how to use defibrillators, and how to provide assistance for a variety of injuries and illnesses. 

If a child is choking, and can verbally respond, breathe, or cough then you should encourage them to cough to try and clear the blockage or try to spit out the object if it’s in their mouth.

If a child is severely choking, and they can’t cough the obstruction clear, you should:

• Rest their upper body forward on your forearm, with one hand supporting their chest.
• Then, use the heel of your other hand to give a maximum of five sharp back blows between their shoulder blades.
• After each of the blows, check to see if the obstruction has been removed from their mouth. Do not put your fingers in their mouth to try and locate any blockages, as this could cause you to accidentally push the object further down their throat.

High Speed Training was the very first training provider to be awarded the prestigious Skills for Health Quality Mark Digital, and the Paediatric First Aid training course is fully certified by the CPD and IIRSM.

Richard Anderson, Head of Content Production at High Speed Training, said: “Situations like this one really show why it is so important that everyone has some basic knowledge of first aid, especially if they are working with children or young people.

“The ability to keep a cool head and act quickly and decisively in an emergency citation is really key, and, if Emily hadn’t been able to confidently act in this instance, there could have been a very different outcome.”

You can find out more information about this course here. 

What to Read Next:

• How to Carry Out the Primary Survey Using the DRABC Steps
• How to Administer CPR: Guidelines & Steps
• Paediatric First Aid Quiz
• How to Support Individuals After Giving First Aid Assistance
• Paediatric First Aid Online Training Course

The post Paediatric First Aid Training in Practice – Saving a Child’s Life appeared first on The Hub | High Speed Training.

• How to implement organisation wide training plans to ensure compliance with the English Football League (EFL) Safety certificate with remote working, multiple sites and busy schedules
• Achieve club-wide compliance to a strict deadline. Failure to meet compliance would have serious ramifications for the club

The Objectives

• Create a training schedule to get staff members complaint on a range of topics
• Enact a culture shift to promote positive views towards training, personal development and education

The Solution

• A program of online training that could be implemented club-wide, allowing learners to achieve compliance at their own pace and from any location
• A management system and dashboard that allows for reporting to governing bodies to demonstrate standards have been met

A Background on Leyton Orient Football Club

Leyton Orient Football Club is a professional football club based in Leyton, East London, England, who compete in EFL League Two, the fourth tier of the English football league system. They are the second oldest football club in London to play at a professional level, having been founded in 1881.

We caught up with Neil Robinson, Head of Safety and Facilities at Leyton Orient, to find out more about how the club have used High Speed Training’s courses to upskill and empower their staff.

How Important is Staff Training and Safety at a Football Club Such As Leyton Orient?

Football clubs are very complex organisations, with a very diverse range of staff, teams and responsibilities, including maintenance, matchday and hospitality, commercial services, coaches and medical staff. With such a wide scope of business, identifying areas that need development and training can be challenging.

What Areas Did You Identify That Needed Training?

Continuing Professional Development (CPD) is the process of developing professional skills and knowledge through interactive, participation-based or independent learning. As many organisations are placing more of a focus on employee retention and building the careers of their staff, CPD is becoming more and more essential for employers.

How Important is Personal Development and Supporting Staff at Leyton Orient?

For organisations such as Leyton Orient, who have a large number of staff across multiple sites, including at training grounds, academy premises and at the club’s home stadium of Brisbane Road, organising in-person training across multiple teams can pose a real challenge.

What Were the Advantages of Using High Speed Training to Leyton Orient?

Take a look at our extensive library of courses or call a member of our friendly support team on 0333 006 7000 to see how we can help your organisation grow.

What to Read Next:

• How to Upskill Yourself
• What is CPD? A Guide to Continuing Professional Development
• Online Training Courses

The post Case Study: Raising Standards at Leyton Orient Football Club appeared first on The Hub | High Speed Training.