Latest news and insights

Regular readers of this blog will know that we have long argued that the fairest and most effective way to judge schools is by the progress their pupils make.

We’re delighted, then, to have launched a new report, together with the CentreForum think tank, on this issue: Progress matters in Primary too: Holding schools to account consistently.

Following on from an earlier report on secondary school accountability, the report argues that pupil progress, rather than attainment, should be the principal floor target for primary schools, for the following reasons:

• A progress measure encourages schools to focus on all pupils, because the performance of all pupils counts equally towards school performance by that measure. An attainment-based measure has the potential to encourage schools to focus more narrowly on pupils near the threshold, because it is here that schools stand to make the most gains in their measured performance. Consequently, pupils far below the expected standard risk being left behind, while those far above may not be adequately stretched.

• A progress measure considers pupil performance in light of their individual starting points. In this way it is able to better identify the impact of the school from circumstances outside of its control, i.e. the prior attainment of its intake. An attainment measure puts schools with lower prior-attainment intakes at an inherent and unfair disadvantage, because such intakes are less predisposed to meeting the attainment standards.

The report also addresses the thorny issue of baseline assessment, arguing that an effective baseline assessment, administered to pupils in their first half-term of Reception, is fundamental to creating a progress measure. It acknowledges that there are valid concerns around the introduction of a baseline assessment, but believes that these can be overcome.

The report ends with two recommendations:

1. Pupil progress is the fairest and most effective accountability measure, and should therefore be adopted by government as its principal headline accountability measure for primary schools.

2. To support pupil progress becoming the principal headline accountability measure for primary schools, the government should provide clear, defensible evidence that the baseline assessment which underpins it is valid, fair and reliable.

We hope that this report will prove useful in this highly-charged debate. Do let us know what you think.

As you know, we believe teachers are superheroes. There are so many skills that go into being a Primary school teacher that we can't even count them, but here are 10 we thought you might recognise!

Please feel free to tell us about other skills you'd like to see mentioned.

Preparing for a Renaissance in Assessment, written by Pearson’s Chief Education Advisor Sir Michael Barber and assessment expert Dr Peter Hill, says that new technologies will transform assessment and testing in education.

In a Q&A session about the essay, Barber says, “We are about to see big changes in the possibilities of assessment as a result of technology. Current assessment systems around the world are deeply wedded to traditional testing and exams and, some might argue, are holding us back from potential reforms. We should seize the opportunity and not cling to the past.”

According to the authors:

• Adaptive testing (for example, tests that evolve in real time on screen) will help generate more accurate tests and reduce the amount of time schools spend on testing
• Smarter, automated marking of exams will help improve accuracy and reduce the time teachers spend marking “rote” answers
• Technology will help combine student performance across multiple papers and subjects.
• Assessment will provide on-going feedback, which, will help personalise teaching and improve learning.
• New digital technologies will minimise opportunities for cheating in exams or “gaming the system”.
• The essay argues that current assessment methods are no longer working, so that even the top performing education systems in the world have hit a performance ceiling.

The authors set out a ‘Framework for Action’ that details the steps that should be taken for “policymakers, schools, school-system leaders and other key players to prepare for the assessment renaissance” (1):

1. Think long-term - we don’t know when the renaissance will arrive but we need to be prepared by investing in the capacity to bring it about
   
   
2. Build partnerships - we need to build partnerships between teachers and governments, and everyone working in education and technology
   
   
3. Create the infrastructure - having high quality technological infrastructure at all levels in the system, including at individual schools level, is critical
   
   
4. Develop teacher capacity - invest in developing teachers’ familiarity with both technology and sophisticated assessment
   
   
5. Allow variation in implementation - encourage schools and teachers to innovate with a framework for implementation and learn from the most successful examples
   
   
6. Adopt a delivery approach - make it a priority, plan ahead, ensure routine check-ins with all key players and make clear who is responsible
   
   
7. Communicate consistently - from government and leading educators working together and from school leaders to parents
   
   
8. Apply the change knowledge - our starting point needs to be our knowledge base of what it takes to achieve successful, system-wide change including building a shared vision and learning from pioneers.

Barber and Hill conclude the essay by saying that the significance of the coming renaissance in assessment should not be underestimated and “that it will help secure high standards for all, remove current achievement ceilings and support a focus on… skills vital for living and learning in the twenty-first century.” (2)

(1) Barber & Hill, Preparing for a Renaissance in Assessment, 64.

(2) Barber & Hill, Preparing for a Renaissance in Assessment, 70.

This article is a summary of:

Barber, M. & Hill, P. (2014). Preparing for a Renaissance in Assessment. London: Pearson.

Preparing for a Renaissance in Assessment is available to download below. Summary written by Vikki Weston.

See an interactive page-turn version of the essay here

Following reports that Michael Gove wants to replace GCSEs with O-level style exams, we had this to say.

A Pearson spokesperson said:

“We look forward to seeing further details of the proposals discussed by the Secretary of State today.

“We have repeatedly stated our commitment to working with Government to build a resilient examinations system which upholds high standards and has the confidence of the public. This is in the best interests of the hundreds of thousands of pupils who sit examinations in the UK each year.

“It is right that the education system is challenged to reach for the standards achieved by our peers globally. We can and should be ambitious for all children and we support a system which delivers that.

“We would have serious reservations about any approach which sets lower expectations for some at the age of 14. A new approach needs careful consideration to ensure it encourages high aspirations and expectations across the board, and doesn’t lower our ambitions for some students.”

In a CBI/Pearson survey of 542 companies employing around 1.6 million people, 61% say school and college leavers don’t have enough self-management skills.

The number of employers who are dissatisfied with school and college leavers’ basic skills remains stuck at around a third – the same as a decade ago(1) – with 42% reporting that they have had to provide remedial training for school and college leavers.

The persistence of this finding suggests that there are structural issues within our schools that need to be addressed if we are to ensure every young person gets a good start in life. The CBI has recently launched a major project designed to address this issue.

The survey also finds that as the UK competes ever more for business and talent in global markets, employers are looking to up-skill their workforces. Over the next three to five years, employers expect to need more people with leadership and management skills (a balance of +67%) and other higher skills (+61%), whereas for lower-skilled workers, they expect to slightly cut numbers (-3%).

While half of employers (a balance of +51%) are confident that they will fill their low-skilled vacancies, they are not confident of meeting their need for higher-skilled employees (-15%).

John Cridland, CBI Director-General, said:

“The UK’s growth will depend on developing a wider and deeper pool of skills so that our economy can prosper in the face of fierce international competition for business.

“There is nothing more important to the future economic success of our country, and the lives of young people, than education.

“The foundations for the development of higher-level skills and the essentials for working life, that employers require, are laid at school.

“With the right start at school our young people can go on to have successful and fulfilling careers and have a strong base from which to learn more at college, university, or in the workplace.

“But levels of educational attainment are rising fast in many leading and emerging economies, so in the UK we must ensure that our education and skills system can continue to compete at the cutting edge.”

Rod Bristow, UK President of Pearson said:

“The connection between education and the world of work is critically important. Employers and all of us working in education have a big task to address that connection properly. Despite improvements in the past decade, employers want to see an even sharper focus on literacy and numeracy, beginning at primary school. Literacy and numeracy are the basic building blocks that help young people learn other subjects, get on in life and find rewarding work.

“But it’s not just about literacy and numeracy. Even the best-performing nations say the number one issue in education is to better equip school leavers with the broader skills needed for working life, and we are no exception. Employers still find that some young people lack the initiative, problem-solving and communication skills to succeed at work.”

“But this survey should fuel optimism that the best and brightest firms are continuing to invest in education, work with schools and colleges and maintain their own investment in training.”

Importance of school performance underlined by more businesses building links with schools

Employers recognise that they have an important role to play helping students and schools understand what skills are needed for working life. More than a third have increased their engagement with schools in the past year (+39%), while just 7% have reduced it, giving a balance of +32%.

• 57% have links with secondary schools
• 56% with further education colleges
• But only 20% with primary schools

One of the most important roles which half of all employers already carry out is providing careers advice (51%), but it’s clear that more work needs to be done in this area, with 68% saying that the general quality of advice is still not good enough. More than 60% of respondents say they would like to play a greater role in delivering careers advice.

In other areas, more than two thirds of employers (70%) provide work experience to students and around a third of employees (29%) act as governors. The survey found that some of the barriers to stepping up business involvement include insufficient guidance and support on how to make work experience placements worthwhile (26%), and onerous health and safety requirements (22%).

When asked which areas of education they think primary schools should focus on, 61% of employers said numeracy, 58% writing, 45% reading, and 42% said communication skills. For secondary schools, employers say the main focus should be on developing broader skills for working life:

• Employability skills – 71%
• Literacy – 50%
• Numeracy - 45%

But, the survey finds that no one current qualification addresses the combination of literacy, numeracy and employability requirements effectively. While employers think that for numeracy, GCSE maths is the best qualification, they say that vocational qualifications best equip young people with the broader employability skills.

Big growth in employer interest in ‘learn-while-you-earn’ approach

One in five jobs (20%) requires graduate-level skills, particularly in professional services (70%). But most employers (63%) expect increases in tuition fees to change the market for graduate-level skills, with 30% expecting to receive fewer graduate applications in the future. As a result, more than a third of firms (38%) expect to expand their recruitment of school leavers and / or apprentices with A-levels to provide an alternative to graduate-level training. Among the largest employers, with more than 5,000 staff, this figure rises to 68%.

John Cridland said:

“With extra pressure on student budgets from changes to tuition fees, more employers are stepping in to offer a range of innovative ‘learn while you earn’ routes to higher-level skills.”

Employers have increased apprenticeship places and maintained their spending on training

Since the start of the Education & Skills survey five years ago, the number of businesses involved in apprenticeships has grown rapidly from 48% to 63% this year. More than half of employers (58%) say that they intend to expand their current apprenticeship programmes or plan to start providing apprenticeship places in the next three years. This is particularly encouraging in view of the end of government funding for programme-led apprenticeships and the need for all apprentices in the future to be sponsored by an employer.

Small and medium-sized companies are still a relatively untapped market for apprenticeships. While 89% of organisations with over 5,000 staff are providing apprenticeships in 2012, this figure falls to 22% for firms with under 50 employees.

In terms of action required to get more employers involved in apprenticeships, respondents highlighted the following:

• Qualification programmes that are more relevant to business needs – 46%
• Government support for firms to train more apprentices than they need – 37%
• Greater flexibility for employers to design bespoke frameworks – 36%
• More suitably qualified and motivated young people applying – 34%
• Reductions in bureaucracy – 28%, rising to 57% for larger firms

In November, the Government announced measures to reduce the amount of red tape around apprenticeships, but so far only 6% of employers say they have experienced a change.

In the face of challenging economic conditions, the vast majority of employers (81%) plan to maintain or increase their spending on training over the coming year, but there are major differences between sectors. A balance of +17% of manufacturers say they are planning to increase spending, while -36% of public sector employers plan reductions. Two thirds of employers (67%) report that they intend to seek more cost effective ways of delivering training in the next year.

John Cridland said:

“Even in the difficult economic climate, business leaders recognise the importance of training and skills to their success and are investing now for the future.

“It’s great news that apprenticeships are on the increase, but the system must be simplified to make it easier, especially for small and medium-sized firms to be involved. The Government has set out promising plans to cut red tape for apprenticeships, but we now we need to see urgent delivery on the ground.”

Businesses need strong STEM skills to compete for growth

Recruiting staff with strong science, technology engineering and maths (STEM) skills will help underpin the UK’ ability to compete and achieve growth in many major sectors like manufacturing, construction and engineering. People with STEM skills are recruited at every level from apprenticeship entry (43%), technicians (40%) and graduates (53%). But 42% of firms struggle to find the STEM talent they require.

Businesses are well aware of the need to take steps to grow the talent pool of STEM skills, with 64% taking some action to encourage young people to pursue STEM subjects. 42% of organisations provide high-quality work placements, 39% engage with schools to encourage pupils to study STEM subjects and 35% provide STEM apprenticeships. More than two-thirds of employers (68%) think the Government can help future shortages by better promoting science and maths in schools, especially post-16.

Languages will help open up new markets to UK companies

Operating effectively in a global economy relies on the right language skills, but the UK has the worst language proficiency in Europe, according to the Education & Employer Taskforce. An overwhelming 72% of businesses say they value foreign language skills, most importantly for building relations with overseas contacts (39%). The major European languages continue to be the most in demand, but language skills geared towards doing business in China and the Middle East feature prominently:

• German – 50%
• French – 49%
• Spanish – 37%
• Mandarin – 25%
• Polish 19%
• Arabic – 19%

John Cridland said:

“Rebalancing our economy will mean tapping into high-growth markets in places like Asia and Latin America, so companies will need people with the relevant language skills to do business in these countries.”

Notes on this story

(1)- 35% are dissatisfied with school and college leavers’ literacy skills and 30% with their levels or numeracy. These figures are broadly unchanged from 2003 when CBI data showed that 34% were unhappy with the basic skills of school leavers.

The CBI is the UK's leading business organisation, speaking for some 240,000 businesses that together employ around a third of the private sector workforce. With offices across the UK as well as representation in Brussels, Washington, Beijing and Delhi the CBI communicates the British business voice around the world.

Professor Sir David Melville CBE has been appointed as chairman of the Pearson Education Ltd board of directors with immediate effect.

A Professor of Physics, David has over 40 years experience of working across the broad span of education to bring to bear on the role. Most recently Vice-Chancellor of the University of Kent, he has served as Chief Executive of the Further Education Funding Council and Vice-Chancellor of Middlesex University. He was a member of the Tomlinson 14-19 Review, the Foundation Degree Task Force and the Foster Review of the Future of Further Education Colleges.

David has been a primary, secondary and academy chair and vice-chair of governors, the Government Thames Gateway Skills Envoy, Chair of Lifelong Learning UK, the Higher Education Statistics Agency, the Learning and Skills Council in Kent and Medway, the University Vocational Awards Council and Higher Education South East.

Sir David replaces Martin Cross, who retired at the end of his term this year.

Rod Bristow, President of Pearson UK, said:

“I am delighted that David has taken up the role of Chair. He has already made a very strong contribution to the business in his role as a non-executive director and is extremely well qualified to Chair the board.

“We are all very sad to say goodbye to Martin who has done a wonderful job in the role over a number of years. We wish him well in the future.”

Professor Sir David Melville said:

“I am honoured to be taking over the chair of Pearson Education Ltd at a crucial time for qualifications and examinations in this country. I am committed to all forms of educational opportunity and our mission to provide high quality resources and qualifications is central to this endeavour.”

About Professor Sir David Melville CBE

David Melville has over 40 years experience of working in education with involvement in HE, FE and schools. He was Vice-Chancellor of the University of Kent, Chief Executive of the Further Education Funding Council and Vice-Chancellor of Middlesex University. Before that he was a lecturer and later professor of physics. He was a member of the Tomlinson 14-19 Review, the Foundation Degree Task Force and the Foster Review of the Future of Further Education Colleges.

He has been a primary, secondary and academy chair/vice-chair of governors, the Government Thames Gateway Skills Envoy, Chair of Lifelong Learning UK, the Higher Education Statistics Agency, the Learning and Skills Council in Kent and Medway, the University Vocational Awards Council and Higher Education South East, and a board member of the ifs School of Finance, the Higher Education Careers Services Unit, The Place and the Council for Industry and Higher Education.

He has been on the board of Edexcel/Pearson Education Ltd since 2005, and is currently Chair of the Kent Surrey and Sussex NHS Postgraduate Deanery and a board member of the Network for Black Professionals, K College of FE and London South Bank and Manchester Metropolitan Universities and is a patron of the 157 Group, Comprehensive Future, the Disabled Sailors Association, Faversham Creek Trust, Faversham Festival and the Thames Gateway Young Chamber. He was educated at Sheffield and Columbia Universities.