To support the expansion of early years and childcare, Perth and Kinross Council developed the ‘learn to work in early years’ programme. This was an opportunity for existing staff to pursue a different career by re-training in early years.
With 1140 on the horizon, innovative approaches were needed to resource the increase in statutory early learning and childcare (ELC). The idea to develop a bespoke qualification to encourage staff to retrain was signed off by the senior management team and workforce coordinators worked closely with Perth College UHI to discuss different models. An intensive 12-month course was developed, comprising of evening classes, weekend commitments, a week-long summer school session and practical placements. Individual service areas also committed to support the programme as participating staff would require a significant amount of time out of their current role to meet the requirements of the programme.
Perth and Kinross Council used the council intranet to inform staff about the programme; this included a comprehensive FAQ area for employees and line managers. Information was also added to payslips, and posters were distributed to depots.
The ‘learn to work in early years’ programme was open to all permanent employees and to those with a fixed term contract that exceeded the training period. Eligible staff who were interested in pursuing a new career were invited to apply for the programme – all applications required approval from the relevant head of service. Applicants were interviewed by Perth College UHI and a representative from the early years team. Each cohort was diverse; they always included men, staff from various services, and differing age groups – from young people who had come through the Modern Apprenticeship programme to long serving members of staff who wanted a career change.
Once accepted onto the programme, staff signed a learning agreement, confirming they understood what was expected of them and what they could expect in return – a guaranteed permanent job in ELC upon completion of the 12-month course.
In February 2018, the first of three cohorts began their early years journey. PKC had regular meetings with lecturers to track the progress of each participant, they also met with the staff regularly to check in and establish any support requirements or potential blockers to completing their qualification.
Staff from ohort one took up post as early childhood practitioners within their allocated settings after the 2019 easter break, before the new term started in August.
I was working as a pupil support assistant in a secondary school when I saw the advert to train as an early childhood practitioner through the council. It was perfect for me as the course was at night and some weekends so I could fit it around my normal working hours and my family.
For cohorts two and three, short films, a blog and case studies were shared on the intranet to give a flavour of the experiences of cohort one. The application selection process was revised too to include a shadow day in an ELC setting. The setting fed back to programme coordinators as to whether the applicant was a good fit, the applicant was also able to decide if the role was right for them before committing to the programme. A post qualification induction process was planned for cohort 2, to start on 23 March 2020, the first day of the first lockdown due to the Covid-19 pandemic. Instead, our newly qualified cohort two ECP's spent a period of time in education hubs, Flexibility was at the core of the programme, for example, where some participants were needed in their current role, hours were changed to enable practical placements.
The process evolved again for cohort three participants; they undertook most of their learning online. This resulted in a slightly extended course and unfortunately, nine applicants chose to leave the programme.
Between 2018 and 2021, 27 existing staff qualified as Early Childhood Practitioner through the learn to work in early years programme.