Apprenticeship/Foundation Modern Apprenticeship in Hairdressing Framework Issue Number 5 Advanced Apprenticeship/Modern Apprenticeship in Framework Issue Framework Code 2 1 7 Date submitted to the Skills for Business AAG: Would you like to present the framework to the SfB AAG at its next meeting? Date approved by the Skills for Business AAG: 31 August 2006 Yes 21 September 2006 Date funding agreed by LSC (DELLs will fund through normal contracting procedures) Implementation date: England Wales 1 September 2006 (backdated) 1 September 2006 (backdated) 1 September 2006 (backdated)
Contents Page 1. CONTACT DETAILS OF THE (INSERT SECTOR/INDUSTRY) 1 1.1 Responsibility for the Framework 1 2. SUMMARY OF MANDATORY OUTCOMES 1-2 2.1 2.2 Summary of mandatory outcomes for the apprenticeship/foundation modern apprenticeship in. Summary of mandatory outcomes for the advanced 1 2 apprenticeship/modern apprenticeship in.. 3. OVERVIEW OF THE FRAMEWORK 4 3.1 Rationale for the Framework 5 4. CONTENT OF THE FRAMEWORK 11 4.1 Competence-Based Element 11 4.2 Knowledge-Based Element 11 4.3 Key Skills 12 4.4 Additional Employer Requirements 14 4.5 Employment Rights and Responsibilities 14 5. IMPLEMENTATION OF THE FRAMEWORK 15 5.1 Employed Status 15 5.2 Entry Requirements 15 5.3 Minimum Duration of Training 18 5.4 Health and Safety 18 5.5 Equality and Inclusion 20 5.6 Transfer Arrangements from the Previous Framework 22 5.7 Monitoring Arrangements for the Framework 22 6. ACHIEVEMENT AND PROGRESSION 22 6.1 Certification 22 6.2 Progression 23 7. FACTSHEET 25 Annex A Knowledge-Based Qualifications linked to Competence-Based 27 Qualifications Annex B Career Pathways 31 Annex C Framework Completion Certificate Application Form 33 Annex D Comparison of 2003 and the incrementally changed NOS Level 2 Hairdressing 39
Summary of Changes to this Framework All previous Foundation Modern Apprenticeship hairdressing frameworks were separate versions for England and Wales. The last version for England was Edition 4 and for Wales Edition 3. Thus, this joint version will be Version 5 for England and Wales. The previous (separate for England and Wales) frameworks were approved in November 2003 and there are two minor changes: There has been an incremental change to the NVQ Level 2 in Hairdressing Evidence for the delivery of ERR is required for completion certificate purposes Following a recent industry consultation, the requirement for perming hair has changed from a mandatory to an optional requirement. The content of the individual units within the qualification remains completely unchanged and the size of the qualification remains as a nine-unit award. There are no other changes to the framework. Although the changes are minor, the framework has been presented to the Apprenticeship Approval Group to bring the framework in line with the new Blueprint.
1. Contact Details of the Industry or Sector Title, level and coverage of apprenticeship Name of Sector Skills Council/Sector Body Contact name Apprenticeship/Foundation Modern Apprenticeship in Hairdressing for England and Wales Habia Elaine White Address Oxford House Sky Business Park Robin Hood Airport Doncaster South Yorkshire DN9 3GG Telephone number 01302 774921 Fax number 01302 774949 Email address elaine.white@habia.org Date sent to SfB AAG 31 August 2006 Date of Implementation 1 September 2006 1.1 Responsibility for the Framework Habia is the Standards Setting Body for the hair and beauty sector, which comprises six industries hairdressing, beauty therapy, nail services, spa therapy, barbering and African-Caribbean hairdressing and barbering. Habia has similar responsibilities to Sector Skills Councils in the Skills for Business Network sector information, standards setting, qualifications approval and learning frameworks. For more information, visit www.habia.org 1
2.1 Summary of the Mandatory Outcomes for the Hairdressing Apprenticeship/Foundation Modern Apprenticeship Framework Code Framework Issue Number 2 1 7 5 Apprenticeship/Foundation Modern Apprenticeship Competence-based Element Level 2 NVQ Level 2 in Hairdressing Knowledge-based element 2 NVQ Level 2 in Hairdressing Key Skills Application of Number Communications 1 1 Additional Employer Requirements There are no mandatory requirements, though most employers expect apprentices to take part in in-house service, treatment, product and equipment training sessions Employment Rights and Responsibilities ERR for the hairdressing industry must cover: Health and Safety Equal Opportunities Employment Terms and Conditions Employment Acts and Legislation Career Structure and Progression Qualifications and Frameworks The NVQ includes Health and Safety. The other requirements will be covered primarily at induction with the remaining aspects delivered at appropriate times during the Advanced/Modern Apprenticeship. 2
Evidence of delivery of ERR is required for framework completion certificate. This can be through Habia or centre devised certification. 3
3 Overview of the Framework 3.1 Rationale for Framework Apprenticeships are an employer-led government initiative aimed at developing intermediate level skilled staff, particularly at technical levels. They connect the employer and the apprentice supported by the Learning and Skills Council/Department for Education, Lifelong Learning and Skills (DELLs) and Habia. The aim of the Apprenticeship/Foundation Modern Apprenticeship initiative is to attract higher calibre young people into hairdressing and to raise its current profile from being regarded as somewhat of a last resort to that of a respected craft and profession with a range of possible career routes. Apprenticeships are the traditional and historic way for training hairdressers. Prior to the introduction of government supported learning programmes, apprentices were indentured. In the UK there are 30,746 hairdressing salons employing 180,000 people. There is a variety of salon types. All salons offer services for cutting, styling and chemical services. Some salons offer services to both ladies and men. Some salons specialise in African- Caribbean hairdressing. The NVQ Level 2 in Hairdressing provides opportunities for the apprentice to develop skills in ladies hairdressing. There are separate National Occupational Standards for Barbering, which is hairdressing for men and boys. New National Occupational Standards for African-Caribbean hairdressing are currently under development. Until then, those wishing to specialise in African-Caribbean type hair can use the NVQ in Hairdressing, choosing appropriate optional units. The take up of NVQs in hairdressing is high, with 89% of salon staff holding or working towards a job related qualification 1. NVQ Level 2 is the recognised qualification for junior hairdressers, while Level 3 is considered to be the industry standard for all hairdressers, therefore, this framework should be seen as a stepping stone for the completion of the Advanced Apprenticeship/Modern Apprenticeship in Hairdressing. At the last standards review in 2003, NVQ Level 2 was redesigned as a basic qualification to be used by junior hairdressers. Industry feedback for the development of a new NVQ Level 3 indicated that there should be more focus on the high level technical skills that hairdressers must be able to complete in commercial salons. At the same time, the supervisory aspects of the old NVQ Level 3 were removed. This means that, while the current NVQ Level 3 is appropriate for ensuring the technical skills are covered, any opportunities to develop supervisory skills that may have led to the development of management skills are now lost. Therefore, the largest skill gaps for the hairdressing industry are currently related to management training. Despite a plethora of generic management training programmes and qualifications, less than 6% of salon owners and managers report any kind of management training 1. Habia has developed a Sector Framework for Foundation degrees in Hairdressing Salon Management 2 and has worked closely with a number of Higher Education providers to 1 Habia Skill Survey for Hairdressing 2004. The Skill Survey for 2006 is currently out for consultation and is due to be completed in December 2006 download from www.habia.org 2 The Foundation degree framework can be downloaded from www.habia.org 4
develop Foundation degrees. Those apprentices who progress from this framework and then complete an Advanced Apprenticeship/Modern Apprenticeship in Hairdressing can progress to a Foundation degree. When using this framework, the apprentice will have the opportunity to work as a salon junior and, during the apprenticeship, develop the skills and knowledge to enable progression to a junior stylist prior to progressing to NVQ Level 3 through the Advanced/ Modern Apprenticeship in Hairdressing. There are many opportunities for career progression and great diversity within the hairdressing industry. Career Pathways can be found in Annex 2 and further information in Section 6 of this framework. This framework is popular with employers and it is expected that the Apprenticeship/Foundation Modern Apprenticeship in Hairdressing will continue to attract around 1,900 3 apprentices in England and Wales. Achievement rate for the full framework has increased from 32% for 2003-2004 to 44% for 2004-2005 4. It is hoped that this new framework, in which perming has been made an optional unit, will see further improvement of framework completion. For example, for a 50% completion rate 1,600 more apprentices would need to complete the framework. To assist with the improvement Habia continue to develop training and education materials for the delivery of the NVQ. Further, a Student Handbook outlining the requirements and expectations of the hairdressing industry will be given to all apprentices at the start of their learning programmes in 2006. With an increasing number of young people staying on at school, the Apprenticeship/Foundation Modern Apprenticeship in Hairdressing for England and Wales will provide a quality alternative to college-based training leading to the achievement of NVQ Level 2 in hairdressing. How the framework sits in relation to other Apprenticeship frameworks Hairdressing is the term normally used to describe services that are carried out on female clients. Services for hairdressing can be cutting, styling and chemical treatments. Many hairdressing salons offer services to both male and female clients. Barbering is the term used to describe treatments and services carried out solely on male clients. Similar treatments are carried out by barbers, but with the addition of cutting facial hair, facial massage and shaving services. This framework, which is directly related to and designed for the hairdressing industry, is intended as a stepping stone to the Advanced/Modern Apprenticeship in Hairdressing. Those that wish to develop the skills and knowledge to work on men s hair should take the barbering route, for which there is a separate framework for Apprenticeship/Foundation Modern Apprenticeships in Barbering. 3 Number of starts LSC ILR 2004/2005 Period 12 4 LSC ILR 2003/2004 and 2004/2005 Period 12 5
Consultation Process Incremental change to the National Occupational Standards for hairdressing A substantial industry consultation for an incremental change to the National Occupational Standards (NOS) for hairdressing took place between May and September 2005. The consultation was used to determine whether perming should be an optional rather than a mandatory requirement. Hairdressing a fashion-related industry, and NOS must reflect the needs of the industry and the job roles within it. Perming services had gradually lost popularity since the previous standards review and the introduction of the current NVQs in September 2003. The consultation had to ensure that a careful balance was maintained with the changes in fashion and the need for the development of skills and knowledge that have been fundamental for the industry. In addition, consideration had to be made for those apprentices who may be working on African-Caribbean type hair. The NVQ introduced in 2003 is used for both European and African-Caribbean hairdressing. While perming is not currently in great demand for European hair, this is not true for those apprentices who work on African-Caribbean type hair, where perming continues to be a mainstream service. For apprentices working on European hair, due to lack of client demand, the perming service in some salons has disappeared completely. Because of this, apprentice training and assessment could frequently only take place off the job, and in some cases, NVQ completion was hindered due to lack of clients for this service, which restricted opportunities for developing competence. As the next standards review for hairdressing is not planned to begin until January 2007, the incremental change consultation investigated the following: If perming should become an optional unit If perming should remain as a mandatory unit, but with reduced evidence requirements If separate NOS should be developed for African-Caribbean hairdressing. The consultation was carried out through a national questionnaire, online questionnaire and national focus group meetings. The consultation involved the following industry representatives: Employers representing European and African-Caribbean hairdressing salons Training Providers colleges and independent training providers All Awarding Bodies currently offering N/SVQs in hairdressing o City and Guilds o Edexcel o VTCT o SQA Habia Industry Forums o The Hairdressing Industry Forum for England o The Hairdressing Industry Forum for African-Caribbean Hairdressing o Habia Cymru 6
Members for all Forums include providers, employers, hairdressing manufacturers and associations. The consultation concluded in September 2005 and found that: Due to changes in client demand, perming should be an optional unit The evidence requirements should not be reduced, thus ensuring that the quality and integrity of the perming units are preserved The NVQ should remain a nine unit award Learners must complete seven mandatory and two optional units, instead of eight mandatory and one optional unit New, separate, National Occupational Standards for African-Caribbean Hairdressing would be developed This framework contains the new NVQ qualifications in which perming is an optional unit. See Annex D for details of unit titles and changes. Consultation with the Habia Industry Forums for Hairdressing in England and Wales Habia meet on a continual basis with the following forums to discuss the general requirements for apprenticeship frameworks to ensure that they reflect the needs of the industry. The Forums for England and Wales are: The Hairdressing Industry Forum for the UK The Hairdressing Industry Forum for African-Caribbean Hairdressing Habia Cymru (North and South) The following are represented on the Forums: Employers small medium and large, local and national Training providers independent and colleges Hairdressing associations o The Association of Hairdressers and Therapists (AHT) o The World Federation of Hairdressing and Beauty Schools o National Hairdressers Federation (NHF) o The Habia Skills Team for Hairdressing o Guild of Hairdressers o Association of Colleges (AOC) o Association of Learning Providers (ALP) o Freelance Hair and Beauty Federation (FHBF) o QCA o Awarding Body representatives The consultation findings indicate that the benefits for this framework means that employers and apprentices will be able to match the outcomes of the NVQ directly with the services offered in their salons, thus enabling successful completion of the NVQ and embrace the requirements for a true employer-led apprenticeship model. 7
Career pathways in the sector A hairdresser provides services that improve and change the appearance and condition of the hair for clients. Although the majority of hairdressers work on both female and male clients, the NVQ in hairdressing is related only to treatments on female clients. However, the skills learnt can be easily transferred from one gender to the other. Those that wish to specialise in the discrete skills required for men s hairdressing can either take additional units from the NVQ in Barbering, or complete all the units for an NVQ in Barbering. Completing NVQ Level 2 in Hairdressing will allow the development of hairdressing skills to a basic level. Skills will include cutting, styling, drying and finishing. Hairdressers also carry out scalp and hair treatments and scalp massage and perform chemical services to change the colour of hair. Some apprentices will also learn to perm hair. All the services at Level 2 are those that are expected to be carried out by a Junior Stylist and provide a firm foundation for more advanced and fashion-related techniques to be developed through NVQ Level 3 in Hairdressing. The hairdressing industry is diverse and there are many opportunities. From a junior stylist, following further skill and knowledge development, progression can be to a senior stylist. Stylists can work in salons at home and abroad. Salons can be found in a range of locations from hospitals, care homes and prisons to department stores, hotels, airlines and holiday resorts. Some stylists are self-employed and work on a freelance basis visiting people in their homes; others rent a chair in a salon. However, not all hairdressers are stylists. Some that choose to remain in a salon environment may specialise in chemical treatments or cutting. These people are often known as technicians and they have additional training to allow them to perform specific services at a higher technical level. Progression within the hairdressing salon can also be into supervisory and management or salon ownership. In addition, progression can be to roles outside the salon environment. For example, some hairdressers work for product manufacturers as technicians or sales representatives. Hairdressers also move into teaching, training and assessing in colleges and with training providers. With a training and education background, progression into non-hairdressing work, for example, Heads of Departments in colleges or working for government agencies such as the Adult Learning Inspectorate. For a few gifted and exceptionally talented hairdressers, progression can be to film and TV, or as session stylists for magazine photo shoots. Following on from the Advanced/Modern Apprenticeship in hairdressing, further study for management level work can be through a Foundation degree in Hairdressing Salon Management. There are currently six higher education institutions offering Foundation degrees and there are more Foundation degrees currently in development. Current offer: University of Derby Online University of Derby Crawley College University of Derby Oxford and Cherwell Valley College Lancaster University Blackpool and The Fylde College 8
University of Hull Grimsby Institute of Further and Higher Education University of Greenwich Bexley College Progression from a Foundation degree or Higher National Diploma can be to an Honours degree. The University of Derby offers an Honours degree programme in Hairdressing Salon Management. The Career Pathways in Annex B illustrate the job roles available within the hairdressing industry. 9
4 Content of Framework 4.1 Competence-based Element The Level 2 NVQ in hairdressing now reflects current hairdressing trends and client demand as the mandatory requirement for perming hair has become optional. There are seven mandatory units and the apprentice can choose two optional units from a choice of eight. The choice of optional units should be determined by liaising with the employer and the apprentice to ensure that the framework fulfils the skills required in the workplace. Mandatory Units (all must be completed): G1 Ensure your own actions reduce risks to health & safety G5 Give clients a positive impression of yourself and your organisation G7 Advise and consult with clients H6 Cut hair using basic techniques H9 Shampoo and condition hair and scalp H10 Style, dress and finish hair using basic techniques H13 Change hair colour using basic techniques Optional units (two must be completed): G4 Fulfil salon reception duties G6 Promote additional products or services to clients G8 Develop and maintain your effectiveness at work H11 Style hair using basic plaiting techniques and added hair H12 Perm and neutralise hair using basic techniques OR H15 Perm, relax and neutralise hair OR H16 Perm, relax and neutralise African-Caribbean hair H18 Provide scalp massage services *Note: Candidates opting for perming as part of their initial qualification should choose one unit from H12, H15 or H16 depending on the requirements of their employment. 4.2 Knowledge-based Element To enable apprentices to acquire the skills and knowledge to achieve the NVQ(s) and Key Skills, they require off-the-job training. Off-the-job training can mean any of the following: time spent away from the salon in a college or with a training provider training in the workplace (guided learning in the salon for the NVQ and/or Key Skills) a combination of time away from the salon at a college or with a training provider supported by further training in the workplace. All the underpinning knowledge for the Apprenticeship/FMA is covered and independently tested through the NVQ Level 2 in Hairdressing. 10
The Habia Assessment Strategy ensures that underpinning knowledge is rigorously tested. Testing is carried out both orally and by written answers. Mandatory questions which cover the critical knowledge areas of hairdressing can only be answered as written questions using closed book conditions. However, arrangements can be made for candidates with special learning requirements. The critical areas that are covered by mandatory testing include the following knowledge and skill areas: Hygiene for the salon Health and safety in the salon Waste disposal sharps, chemicals Problem identification and resolution for hairdressing services Anatomy and physiology muscles, bones, blood, lymph for the head, face, neck and shoulders Hair and skin structure Massage techniques actions and contra-actions Skin disease and disorders recognition, treatment and/or referral Actions and effects of chemicals, heat and humidity on the hair structure Identification of factors that may limit or affect hairdressing services Hair and skin testing results and influences on hairdressing services Physics water, electricity, hairdressing products ph values and balance Correct use and maintenance of hairdressing equipment Correct use and removal of hairdressing products Principles of colour selection Identifying contra-indications for hairdressing services Factors affecting hair growth For externally-set mandatory question papers, a 70% achievement rate must be attained under formal, 'closed book' assessment conditions to avoid the necessity of a resit of the complete paper. For those achieving 70% or more, questions answered incorrectly may be reassessed by a variety of means (e.g. oral questioning, a repeat of the written questions, assignments) to ensure 100% achievement on the mandatory areas of questioning for the units being undertaken. The Awarding Body externally verifies the results of the written tests. 4.3 Key Skills The Apprenticeship/FMA in hairdressing requires the following key skills to be separately certificated. Mandatory Communication Level 1 Application of Number Level 1 11
Optional Information Communication Technology Level 1 Apprentices who have already achieved the mandatory Key Skills at Level 1 before they enter the programme may be funded to achieve these Key Skills at Level 2 to aid progression. Key skills are recognised as essential employability skills, which apprentices require in order to perform their job role effectively. Although ICT is an optional requirement, Habia will encourage and recommend that training providers deliver ICT within the Apprenticeship programme. The Habia Skills Survey for the hairdressing industry 2004 5 shows that 44% of salons used computers in their businesses and 28% used email. It is anticipated that the Sector Skill Survey that will be completed in 2006 will show an increase in the use of ICT within salons. In England Key Skills can be attained in three ways: 1. through the key skills qualification, which is strongly recommended 2. through a proxy qualification, for example, a GCSE in an appropriate subject at A*- C is an exemption from the key skill external test at Level 2. D-G is an exemption from the key skill external test at Level 1. Proxy qualifications assess the same knowledge and skills as aspects of the key skills qualifications. A portfolio is also required for key skill achievement 3. those who have achieved A*-C in GCSE English, Maths or ICT will not be asked to undertake the related key skill qualification(s) at Level 2* In Wales Key Skills can be attained in two ways: 1. through the key skills qualification, which is strongly recommended 2. those who have achieved A*-C in GCSE English, Maths or ICT will not be asked to undertake the related key skill qualification(s) at Level 2* Concessions *If a candidate has achieved A*-C in English, Welsh, Maths or ICT, Habia will accept a certified true copy of the GCSE certificate to show attainment has been met for the key skill requirement, and therefore a framework completion certificate will be awarded. This concession applies only to candidates registered from 1 June 2004 and there is a time limit. The GCSE A*-C can only be claimed against the whole Level 2 Key Skill for up to five years (i.e. from the date of the GCSE certification to the date of registration for Apprenticeship programme). Proxies There is a time limit for proxy qualifications. Exemptions must be made no longer than three years from the date of the award to the date of the claim for the particular Key Skill qualification. A full list of proxy qualifications that provide exemptions from key skills external examinations and are accepted by Habia can be obtained from the QCA website, www.qca.org.uk 5 The full report can be download from www.habia.org and will be updated in 2006 12
Further information can be found in the Key Skills Policy and Practice on the QCA website, www.qca.org.uk 4.4 Additional Employer Requirements There are no mandatory additional employer requirements. However, most employers expect apprentices to take part in in-house service, treatment, product and equipment training sessions. 4.5 Employment Rights and Responsibilities It is important for all apprentices to be aware of their rights and responsibilities within employment. This aspect of the programme does not have to be assessed, other than heath and safety, which falls within the NVQ. ERR for the hairdressing industry must cover: Health and Safety Equal Opportunities Employment Terms and Conditions Employment Acts and Legislation Career Structure and Progression Qualifications and Frameworks The NVQ includes Health and Safety. The other requirements will be covered primarily at induction, with the remaining aspects delivered at appropriate times during the Apprenticeship programme. Evidence of delivery of ERR is required for framework completion certificate. Evidence can be a provider-devised ERR Certificate of Achievement, or the Habia ERR certificate that is awarded on completion of the Habia Employment Rights and Responsibilities Visa. For further details contact the Habia sales team on 0845 6 123555. Information about the induction process, which includes the delivery of ERR, can be found in the Habia Induction Pack. For further details contact the Habia sales team on 0845 6 123555. The full course outlines for ERR for the hairdressing industry can be downloaded from the Habia website at www.habia.org The national minimum requirements are available from the SSDA website at www.ssda.org.uk/apprenticeships 13
5 Implementation of Framework 5.1 Employed Status All apprentices should have employed status from the outset or should be able to achieve employed status during their Apprenticeship. Chair renters: if a person renting a chair in a salon meets the apprenticeship criteria and wishes to take up an Apprenticeship/Foundation Modern Apprenticeship place, this should be acceptable provided the salon owner agrees act as the employer and a training provider or employer holding an apprenticeship contract oversees the training plan. The apprentice should ensure that they have relevant treatment and public liability insurance. Freelance hairdressers: freelance hairdressers are excluded from accessing the Apprenticeship/Foundation Modern Apprenticeship because of the lack of employer involvement that underpins the apprenticeship concept. 5.2 Entry Requirements There are generally no minimum entry or previous experience requirements for Apprenticeships/Foundation Modern Apprenticeships. The entry requirements that follow should be a guide for applicants rather than a prescriptive measure. This section includes a list of skills and attributes that are relevant to hairdressing. General The selection of a young person for an apprenticeship place is the responsibility of the employer with the assistance of the Connexions/Careers Service and the training provider. The key criterion will be assessing whether the candidate is likely to be capable of achieving NVQ Level 2 and the key skills. To assist employers in this process, the characteristics that should be considered are listed below. Habia and the government are committed to equal opportunities in its training programmes and to ensuring that everyone has the best chance of success in their chosen profession. The indicators below are intended to offer an overview of factors that potential apprentices, their employers and careers advisors should consider when a young person is considering a career as a hairdresser. Therefore, although these are listed as Entry Requirements, employers are expected to make all reasonable adjustments to support as wide a range as possible of people to participate on the programme. There are additional sources of help available for people who are assessed as suitable for an apprenticeship programme but who need additional support, through local LSCs/Department for Education, Lifelong Learning and Skills (DELLs) or, where the issue is linked to disability, Jobcentre Plus s Disability Employment Advisers (DEAs). Their help can be accessed through the local Jobcentre Plus office. 14
Personal attributes The young person should take care with their appearance and present themselves to the best of their ability. Personal Presentation Potential apprentices need to be aware that hairdressing is a fashion and service industry and that, therefore, it is particularly important to present themselves appropriately and reflect the image of the salon. They will therefore need to be able to demonstrate that, whilst they are working in the salon, their clothing, hair, hands and personal presentation are of an appropriate standard. Clothes It is important to dress to reflect the image of the salon e.g. for a salon based in a major store, the employees may wear uniforms. For a fashionable high street salon serving clients of various ages, smart, casual clothes might be suitable. Hair Hair that is clean, presentable and styled will provide an indication that the young person has an interest in their appearance. Important Attributes Physical The apprentice should have the ability to stand for long periods. Hairdressing involves standing for most of the time, so potential apprentices must be aware of this. Disposition A good sense of humour or amicable nature is important in all service industries whether dealing face to face with clients or speaking on the telephone. Hairdressing relies heavily on repeat business from satisfied clients, so patience, tolerance and a good sense of humour are important. Circumstances Willingness to work flexible hours and days of the week as laid down in the Contract of Employment when this applies. The apprentice needs to be aware that there are likely to be peaks and troughs in customer demand (e.g. busy evenings, longer working hours in December) and that, naturally, hairdressers must remain at the salon until their clients treatments or services are completed. However, we would wish employers to offer familyfriendly employment policies wherever possible. There may be sources of local support, for example, the local LSC/DELLs or voluntary organisations may be able to advise on sources of childcare. Skin conditions Potential apprentices with a predisposition to certain skin conditions or allergies, such as occupational dermatitis, eczema or asthma, need to understand that some of the chemicals, liquids and aerosols used in hairdressing may have a significant effect on their 15
health condition. Individuals must be able to make informed decisions on the whether they will be able to undertake a career in hairdressing, based on the severity of their condition and the conditions in the salon where they have their first placement. Colour blindness Colour blindness would restrict opportunities within the wide use of artificial colouring products and services in the industry. Colouring forms part of the NVQ competencies, so the achievement of NVQs would be prevented. Special Aptitudes Hairdressing is a practical, skills-based industry, so having good hand/eye co-ordination is important. Ideally, this needs to be combined with interpersonal skills and the capability to complete the knowledge requirements of NVQ Level 2 and the key skills for an Apprenticeship/FMA. Other Important Attributes for Apprentices Disposition towards practical, organisational and social skills. Good verbal communication skills are essential. Apprentices should have an appreciation and understanding of the personal nature of the hairdressing industry and the ability to demonstrate tact and diplomacy. There should be recognition that the role requires attention to detail and cleanliness. Other Desirable Attributes for Apprentices Apprentices need to have a high degree of dexterity e.g. the ability to use and manipulate hands and fingers in a sequence of movements. Attainment The aim of the Apprenticeship/Foundation Modern Apprenticeship initiative is to attract higher calibre young people into hairdressing and to raise its current profile from being regarded as somewhat of a last resort to that of a respected craft and profession with a range of possible career routes. The guidance below includes certain grades at GCSE level as indicators of a person s ability to cope with the competencies at Level 2. Many successful hairdressers have relied on natural aptitude and good on-the-job training. The ever increasing complexity of techniques, products and the operation of a business mean that good educational achievement at school will be a good indicator of likely future success. However, some successful hairdressers have no formal qualifications prior to entering the industry. NVQ Level 2 requires evidence to be generated and collated in a portfolio. This demands that the apprentice has the ability to organise their own work. Apprentice/FMA Important Occupational knowledge i.e. an awareness of the different roles found in the hairdressing salon and willingness/desire to work in the hairdressing industry Good general education Good health Appropriate appearance and personal hygiene 16
Apprentice/FMA Desirable Previous work experience in the hairdressing industry or other service industry where customer service and/or retail skills may be acquired GCSEs at Grade D or above or equivalent in a range of relevant subjects such as English or Welsh Language, Maths, Science, Art Good health Appropriate appearance and personal hygiene Excellent customer service and retail skills 5.3 Minimum Duration of Training To ensure completion of the full framework, the recommended amount of off-the-job training is 288 hours for each year of the Apprenticeship. This equates to eight hours each week for 36 weeks attendance off the job and six hours each week for 48 weeks attendance off the job. Habia estimates that the Apprentice/FMA Framework will take a new starter an average of 117 weeks to complete. This is based on the time that it might take an average learner to complete NVQ Level 2 in Hairdressing and the key skills at the appropriate level. However, some learners with prior knowledge and/or experience may take less than this time. Others who require additional support may take longer. 5.4 Health and Safety Health and Safety are integral to the training programmes that lead to NVQ assessment. Implementation is monitored through Environmental Health Officers and Awarding Body systems. Within the NVQ Level 2 there is a separate unit defining the health and safety competence. Additionally, health and safety is a consistent theme in all units and therefore inclusive within the whole training programme. Health and safety is the responsibility of all persons at work. Employers and supervisors in particular have a greater responsibility for health and safety than, say, the junior stylist or stylist, but all have a responsibility to work in a healthy and safe manner. Section 7 of the Health & Safety at Work Act of 1974 states: 'It shall be the duty of every employee while at work - a) to take reasonable care for the health and safety of himself and of other persons who may be affected by his acts or omissions at work; and b) as regard any duty or requirement imposed on the employer or any other person by or under any of the relevant statutory provisions, to co-operate with him so far as is necessary to enable that duty or requirements to be performed or complied with' There are many individual items of health and safety legislation which apply to the working of a hairdressing salon. Some, like 'The Management of Health & Safety at Work Regulations 1992' (which require management to carry out a Risk Assessment of their 17
salons, to identify hazards and to improve working conditions and practices) obviously apply mainly to the employer. Other items of legislation apply to employers and all those working within the salon. The Regulations The following Regulations that are covered in the NVQ are the principal items of legislation which apply to general salon operations and, therefore, to employers and employees/apprentices etc. alike: The Health & Safety at Work etc. Act 1974 The Workplace (Health, Safety & Welfare) Regulations 1992 The Manual Handling Operations Regulations 1992 The Provision and Use of Work Equipment Regulations 1992 The Personal Protective Equipment at Work Regulations 1992 The Control of Substances Hazardous to Health Regulations 1992 (often referred to as COSHH) to include subsequent amendments The Electricity at Work Regulations 1989 Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1985 (often referred to as RIDDOR) Cosmetic Products (Safety) Regulations 1989 Copies of the Regulations can be bought from Her Majesty's Stationery Office (HMSO) bookshops. Guidance can also be obtained from individual manufacturers and the Hairdressing and Beauty Suppliers Association. At the commencement of the apprenticeship, the induction process should take account of elements of health and safety, including the organisation s safety policy encompassing the responsibilities of the employer and employees; procedures for accidents, fire and emergencies; restrictions on any activities, equipment or products; correct and safe use of equipment and protective clothing; risk assessments of relevant processes. For additional information regarding the application of health and safety legislation to salon operations, contact Habia on 0845 2 306080 or your local Environmental Health Officer. All partners involved in the implementation of apprenticeships must adhere to their statutory responsibilities for health and safety as follows: a safe working environment for apprentices must be provided whilst they are at work or in training appropriate training on health and safety in the workplace must be given to each apprentice 18
awareness of and compliance with legislation relating to the Health & Safety at Work Act 1974, the Working Time Regulations 1988 and other relevant legislation must be demonstrated the apprentice must be aware of and comply with their statutory responsibility for health and safety at work. This relates to their own safety and to the safety of others in the workplace. They must also be aware of and comply with any additional health and safety procedures laid down by their employer/provider. Local LSCs/ DELLs are responsible for monitoring the compliance of partners with their statutory health and safety obligations and will carry this out through their Quality Assurance procedures. 5.5 Equality and Inclusion Habia and the government are committed to equal opportunities in their training programmes and to ensuring that everyone has the best chance of success in their chosen profession. There should be open recruitment of apprentices to the programme, which is available to all young people, regardless of sex, ethnic origin, religion, religious belief, sexual orientation or disability who satisfy the entry criteria, except where disability is a barrier to being able to carry out usual duties in the hairdressing industry. It is important that any marketing materials produced for apprenticeships in hairdressing equally represent different race and gender. Particular attention should be made to avoiding stereotypes traditionally associated with the hairdressing industry. The take up of qualifications by the African-Caribbean hairdressing industry has traditionally been very low. This is partly due to the currently qualification structure. However, with the development of discrete standards for African type hair currently being developed it is hoped that there will be an increase in the number of those who enter the industry through work based learning. The percentage of male entrants to the Apprenticeship/Foundation Modern Apprenticeship framework is currently 12%, which is an increase of 2% since 2003 6. Habia constantly strive to increase the number of male entrants through a number of initiatives. For example, the career leaflets feature male hairdressers and the Habia Skills Team is predominantly male. The Skills Team promote hairdressing in schools, colleges and at industry exhibitions. The incidence of dyslexia is almost twice as high in the hairdressing industry than in the general population as a whole 7. Hairdressing is a creative and artistic industry in which those with dyslexia can excel. Their common ability to visualise shape and dimension means that while they can often succeed in practical skill development, they may require additional support for the knowledge and key skill aspects of the programme. Habia has 6 LSC ILR 20033/3004 and 2004/2005 Period 12 7 Habia Research 19
worked with the Adult Dyslexia Organisation to develop a Dyslexia Pack for Hairdressing that can be used as a tool for initial assessment to identify dyslexic traits in potential apprentices. For further details contact the Habia sales team on 0845 6 123555. Equality of opportunity in apprenticeships is monitored and supported by the LSC/ DELLs, training provider and/or employer. Any enquiries regarding equal opportunities should be made to the LSC/ DELLs in the first instance. Additional information may also be obtained from the following websites: www.eoc.org www.cre.gov.uk www.dfes.gov.uk Whilst equal opportunities have been identified under a separate heading, the principles relate to all those systems and procedures that have the potential to discriminate against apprentices at any point during the programme from recruitment and selection and induction through to successful completion. All partners involved in the delivery of the Apprenticeship local LSCs/ DELLs, providers, assessment centres and employers must be committed to a policy of equal opportunities and must have a stated equal opportunities policy and procedure. Employers/providers must be able to demonstrate that there are no overt or covert discriminatory practices in selection and employment. All promotional, selection and training activities must comply with the relevant legislation such as: The Sex Discrimination Act, 1975 and Code of Practice The Race Relations Act, 1976 and Code of Practice The Disability Discrimination Act, 1995 and Code of Practice Equal Opportunities Monitoring Procedures Providers will monitor equality of opportunity, practice and procedures within their own organisation and take positive action when necessary. It is also recommended that employers/providers conduct an exit interview if the apprentice leaves the programme before completion. Local LSCs/ DELLs have overall responsibility to monitor practice to ensure that providers meet the criteria specified in their quality management systems. This includes monitoring the representation of apprentices in terms of gender, ethnicity and disability to ensure that it reflects, as far as possible, the levels of representation within the local community. Habia will retain overall responsibility for the development of the Apprenticeship and for monitoring equality of opportunity, primarily by analysis of the Learning and Skills Council statistical returns. In addition, we will use the Habia Industry Forum for Hairdressing, the Habia African Caribbean Forum and Habia Cymru to discuss issues that may arise related to equal opportunities. 20
Where questions arise concerning policy and practice, Habia will work closely with the local LSC/ DELLs concerned to identify causes and to implement positive action where appropriate. 5.6 Transfer Arrangements from Previous Framework Young people transferring from a programme of full-time study or from an indentured apprenticeship on to an Apprenticeship/Foundation Modern Apprenticeship should have their capabilities of achieving the Apprenticeship/Foundation Modern Apprenticeship outcomes judged on their individual merits. The NVQ Level 2 in Hairdressing has been revised, making perming, which was a mandatory outcome, optional. The decision to retain existing apprentices under the old framework or transfer them on to the revised framework must be made in the best interests of the apprentice, by liaising with the employer and reflect the working practices and client demand in their salons. 5.7 Monitoring Arrangements for the Framework The Individual Learning Plan and the progress of apprentices should be reviewed regularly and at a minimum of every 13 weeks. The reviews should take place more frequently where lack of progress or other factors are causing concern. Any change to the Individual Learning Plan must be agreed with the apprentice. Where additional help has been identified, the review will include the extent to which extra support is successfully addressing those needs. Habia will monitor the take up and achievement of the frameworks through LSC/National Council data and through our links with the Inspectorate for Work Based Learning. 6 Achievement and Progression 6.1 Certification The successful apprentice will receive an Apprenticeship/Foundation Modern Apprenticeship Completion Certificate from Habia. This is separate from and additional to those certificates awarded for the achievement of the individual components of the framework e.g. NVQ and key skills. Providers are responsible for claiming the National Completion Certificate from Habia and for providing evidence of completion of the mandatory outcomes. They are also responsible for ensuring that the apprentice receives the completion certificate when awarded by Habia. For the Apprenticeship/Foundation Modern Apprenticeship National Completion Certificate: copy of the NVQ certificate(s) at the right level evidence of the achievement of the required key skills or evidence of key skill attainment (A*-C in English, Maths or IT copy of GCSE certificate) 21
evidence of the delivery of ERR cheque or signed college purchase order for 30.00 the completion application form example in Annex C or can be downloaded from the Habia website at www.habia.org An example of the Completion Certificate application form can be found in Annex C or can be downloaded from the Habia website. 6.2 Progression Progression from the Apprenticeship/FMA can be to the Advanced/Modern Apprenticeship. From the Advanced/Modern Apprenticeship, progression can be to a Foundation degree and then to an Honours degree. There are currently six Higher Education Institutions that offer Foundation degrees in Hairdressing Salon Management and one that offers an Honours degree. Details of the organisations can be found on Page 8 and 9 of this framework. The Habia Skills Survey shows that many of the skill gaps in the hairdressing industry are at management level. The hairdressing industry is diverse and progression will depend upon which arm of the industry interests the apprentice. For example: Salon For salon-based job roles, progression from a stylist can be into supervisory and then management roles, or as a technician for cutting or colouring, which means that high level technical skills are developed. Progression can also be to salon ownership. Some high level roles within the salon environment are receptionists, who often double as salon managers. Manufacturing Following at least five years industrial experience and with NVQ Level 3, progression can be into job roles for one of the many hairdressing manufacturers. Manufacturers employ hairdressers to work as technicians or creative stylists to educate and train other hairdressers in the manufacturer s own academies or to travel around the country training others in salons or training providers. Education and Training Following completion of NVQ Level 3 in hairdressing, and with the correct amount of industrial experience to meet the requirements of the Habia Assessment Strategy 8, progression can be into training and education. Trainers, lecturers, assessors and peripatetic trainer/assessors are required throughout the country. Progression can then be into management or senior education positions. 8 Download the Assessment Strategy for Hairdressing and Barbering NVQs and SVQs July 2003 from www.habia.org 22