Joint Investment Framework

What is the Joint Investment Framework for Health?
What is the timescale for the JIF?
How is the JIF being implemented in London?
What organisations in London are included in the JIF process?
What is Train to Gain?
What types of training is funded under Train to Gain through the JIF?
What is the NHS funding for the JIF?
What types of training is funded under NHS MPET through the JIF?
What happens if the organisation has its own NVQ training and assessment centre? 
What is a Train to Gain Organisation Needs Analysis?
What is a National Vocational Qualification?
What is Skills for Life?

What is the Joint Investment Framework for Health?
The Joint Investment Framework for Health (JIF) is a joint national initiative between the Learning & Skills Council (LSC), the National Health Service (NHS) and Skills for Health to develop all staff in Pay Bands 1 - 4 in the NHS workforce.

It is a three year joint project with up to £50 million each year invested nationally by the LSC and the NHS in England. 

The LSC funding is principally through the Train to Gain service and is dependant on NHS organisations’ demand for this training. The NHS investment is mainly through the Multi Professional Education and Training (MPET) levy given to member organisations for staff education and training.

What is the timescale for the JIF?
The JIF will be delivered over a three year period, covering three academic years between August 2007 to July 2010.

How is the JIF being implemented in London?
Each region is implementing the JIF by using the local Strategic Health Authority, the LSC Regional Office and Skills for Health Regional officers.  In London these are LSC London Region, NHS London and Skills for Health London.

LSC London has set up the Train to Gain Large Employers Unit which is led by London Brokerage Consortium and supported by Triangle, the skills brokerage organisation for the Health and Social Care Sectors for the programme in London, to engage NHS employers in the Train to Gain initiative.

NHS London has appointed two specialist advisors to lead and manage the JIF MPET investment in London.

Which organisations in London are included in the JIF process?
The JIF in London is currently focusing on all NHS staff in Bands 1 - 4 in each of the NHS Trusts and PCTs in London including the London Ambulance Service NHS Trust.  Staff  working outside the London area who are employed by the London Trusts will be eligible.

What is Train to Gain?
The Train to Gain service will be the principal LSC source of training for the JIF. The LSC’s Train to Gain service provides impartial, independent advice on training to businesses across England. It can help businesses improve their productivity and competitiveness by ensuring that employees have the right skills to do the best job.

Train to Gain gives businesses access to an impartial skills broker who carries out a needs analysis of training within a business and helps the business assess what skills it has now and requires in the future. The skills broker identifies a package of solutions for the employer, such as training leading to a qualification or specific skills training on site. The skills broker may identify training options with one of the LSC’s approved Train to Gain providers or another training provider. It may also refer the employer to another business support provider.

What types of training is funded under Train to Gain through the JIF?
Train to Gain currently (academic year 2007-08) funds the following qualifications through the JIF:

• Skills for Life (as part of an employees route to a full Level 2)
• first Level 2
• Level 3 for female employees
• first Level 3 for employees who do not have a Level 2 qualification (“Level 3 Jumpers”)
• Apprenticeships
• Adult Apprenticeships

The eligibility criteria for Train to Gain are subject to revision. An extended Train to Gain offer is anticipated in autumn 2008.

What is the NHS funding for the JIF?
The NHS funding for training delivered through the JIF is from the Multi Professional Education and Training Budget which NHS London allocates to NHS organisations in London each year for learning and development.

What types of training is funded under NHS MPET through the JIF?
NHS MPET funding through the JIF can be used to fund training and development opportunities following individual personal reviews under the Knowledge and Skills process. This funding can be used to give Trusts an opportunity for further in depth training needs analysis so producing relevant data for commissioning training provision.

At every opportunity, training currently available under Train to Gain should be accessed.  MPET funds can then be used to supplement required training provision that is not eligible for support under Train to Gain. Included are those employees who do not fulfil the Train to Gain criteria such as :-

• Skills for Life (for employees who already have a full Level 2)
• Second Level 2
• Level 3 and 4 qualifications
• Unit based training

Development of skills for staff can also include appropriate short courses such as report writing, non-NVQ based qualifications such as Amspar (Medical Terminology) and for specialist vocational qualifications.  

Who do I contact about the JIF Project?
If you have any questions about the JIF Project please contact the following:

Anne Mukiri or Marianna Simpson – NHS London specialist advisors for the JIF project.  They can be contacted at nvq@london.nhs.uk

Large Employers Unit Account Managers may also be contacted at leu@ttgbroker.com

What is the Skills Pledge?
The Skills Pledge is a voluntary commitment by the leadership of a company or organisation to support all of its employees to develop, through the Train to Gain service,  their basic skills, including literacy and numeracy, and work towards relevant, valuable qualifications to at least Level 2. 

The purpose is to ensure that all staff are skilled, competent and able to make a full contribution to the success of the company or organisation. Although the focus of the Skills Pledge is on Level 2, it is also a foundation for a company or organisation to build on to assist its staff train for higher skills and qualifications where appropriate.

The JIF will play an important role in helping to promote the Skills Pledge in the NHS in London through its support for the implementation of the Train to Gain service in NHS organisations.

What happens if the organisation has its own NVQ training and assessment centre?
If your organisation has its own training and assessment centre there may be the option of becoming a Train to Gain Regional Response-funded provider. For further details please contact your account manager through the Large Employers Unit – leu@ttgbroker.com - who will be pleased to discuss the contracting process with you.

What is a Train to Gain Organisational Needs Analysis?
A Train to Gain Organisational Needs Analysis is conducted by a Train to Gain brokerage/account management organisation on an employer to determine an employer’s business needs and staff development needs. The Analysis responds to the demands of the employer.

The outcomes of the Analysis will include:
• the main business issues for an employer which may have a training solution
• training needs identified for the employer’s workforce, including qualifications and short courses towards which the workforce should train
• future actions which have been agreed between the employer and the Train to Gain brokerage/account management organisation to address the above identified training needs.

The skills broker identifies proposals for the employer, such as training for the employer’s employees leading to a qualification or specific skills training on site. The skills broker may identify training options with one of the LSC’s approved Train to Gain providers or another training provider. It may also refer the employer to another business support provider. The employer will make the choice of which training provider meets its needs.

Once training options have been agreed between the employer and the account manager from the Train to Gain Large Employers Unit (LEU) the account manager will work with the chosen providers and the employer to identify the best possible route and timing to start training

The Train to Gain Large Employers Unit and account management is a continuous service for employers, with repeat visits carried out by nationally accredited skills brokers, where requested, to identify any new needs for the employer.

What is a National Vocational Qualification?
A National Vocational Qualification (NVQ) is a work related, competence based qualification, based on national occupational standards, that reflects the skills and knowledge needed to do the job effectively. They represent national standards recognised by employers throughout the country. They are organised into a classification which is based on the competence levels required. NVQs are available at five levels, from 1 to 5.

Areas covered by NVQs include:
• current best practice
• the ability to adapt to future requirements
• the knowledge and understanding which underpins competent performance

What is Skills for Life?
One of the LSC’s priorities is to improve the literacy, language and numeracy skills of the nation. Skills for Life is a national strategy to improve the literacy and numeracy skills of 2.25 million adults and young people by 2010.

Skills for Life training is available through the JIF, as part of the LSC’s Train to Gain service, for NHS employees who do not hold a Level 2 qualification. It can be provided either as a stand alone qualification or integrated within Level 2 provision.