|Previous Section||Index||Home Page|
Mr. Laws: To ask the Secretary of State for Education and Skills what estimate he has made of the total receipts from university tuition fees in each year from 2008-09 to 2030-31; and if he will make a statement. 
The expected receipts from university tuition fees were given in the November 2005 statement to the commons and repeated as follows. These were based on the income from UK and EU full-time undergraduate students studying at English Higher Education institutions; where we estimated that once
all cohorts of students were paying variables fees, the total fee income would equate to £2,250 million in 2006-07 prices.
|Figure 1: E stimated tuition fee income for higher education providers (once all students are paying variable fees)|
|2006-07 fee income( 1)|
|(1) Figures are rounded to the nearest £50 million and are in 2006-07 prices.|
(2) Based on 91 per cent. of universities charging the full £3,000.
The latest estimates of tuition fee income for financial years 2008-09 to 2010-11 are shown in Figure 2 as follows, along with the proportion that is extra income from variable fees. Figures relate to fees paid by full-time UK and EU domiciled students studying in English institutions. These estimates differ slightly to those quoted in figure 1; mostly in that they are not steady-state (i.e. assume that there are still students in 2008/09 paying standard rather than variable fees) and relate to assumptions on average fees charged in later years.
|Figure 2: Estimated tuition fee income in current prices (figures rounded to the nearest £100 million)( 1,2,3,4)|
|(1) All figures cover full-time undergraduates, but also PGCE students and part-time initial teacher training students.|
(2) Tuition fee income from un-regulated fees (i.e. fees charged to overseas and part-time students) is not included.
(3) Figures are based on estimates of the relative proportion of new students paying variable fees; and continuing students paying fixed fees.
(4) The figures include over £300 million a year to be recycled as non-repayable bursaries for students.
The Department does not have or collect any data on teachers who are diagnosed with any specific medical condition. However numbers of deaths from mesothelioma and asbestosis are published annually by HSEs Epidemiology and Medical Statistics Unit. They have also published an analysis of
deaths from these diseases, between 1980 and 2000, which identifies teaching as a profession.
We recently updated our Departments guidance on the management of asbestos in schools(1). In addition, the HSE also recently updated its notice to governors, proprietors and head teachers of schools in England and Wales about the duty to manage the risk from asbestos in school buildings(2).
There is no requirement to remove asbestos from buildings during refurbishment. The Control of Asbestos at Work Regulations, as amended in 2004, do not require the automatic removal of Asbestos Containing Materials (ACMs). If the material is in good condition and will not be disturbed then it does not pose a health risk and it is usually safer to leave it in place and manage it. If the material is damaged or is likely to be disturbed and it cannot be repaired or protected, it should be removed.
Anybody undertaking any sort of work on ACMs must be competent and adequately trained. Licensed contractors must be used for most work with asbestos insulation, asbestos insulating board and asbestos coatings.
Mrs. Humble: To ask the Secretary of State for Education and Skills what the average salary of teachers in Blackpool North and Fleetwood was in (a) 1997 and (b) the latest year for which figures are available. 
The following table shows the average salary of full-time regular qualified teachers employed in Lancashire local authority maintained schools and in England and Wales in March 1997 and 2005, the latest information available.
|Average salaries of full-time regular qualified teachers employed in local authority maintained schools in Lancashire local authority and England and Wales, March 1997 and 2005( 1)|
|Lancashire local authority (£)||England and Wales (£)|
|(1) Provisional estimates. Source: Database of Teacher Records.|
Following extensive inquiries with a wide range of Coventry and Regional partners including Advantage West Midlands, the Coventry and Warwickshire Learning and Skills Council, Coventry and Warwickshire Connexions, Coventry City Council and
the Coventry, Solihull and Warwickshire Partnership, it has not been possible to identify the Engineering Workforce Development scheme. If my hon. Friend wishes to write to me separately with more detail about the scheme, I will endeavour to provide the information requested.
Mr. Willetts: To ask the Secretary of State for Education and Skills in how many schools more than (a) 20 per cent., (b) 30 per cent. and (c) 50 per cent. of pupils took unauthorised absence in the last school year for which figures are available. 
Jim Knight: In 2006, 7,777 schools had more than 20 per cent. of their pupils take an unauthorised absence. 4,882 schools had more than 30 per cent. of pupils taken an unauthorised absence, while 1,716 schools had more than 50 per cent. of pupils take an unauthorised absence. These figures are from a total of 23,940 schools.
Unauthorised absence is absence without leave from a teacher or other authorised representative of the school. This includes all unexplained or unjustified absences, such as lateness, holidays during term time not authorised by the school, absence where reason is not yet established and truancy.
Helen Jones: To ask the Secretary of State for Education and Skills how many unauthorised absences were recorded in (a) primary and (b) secondary schools in Warrington in each year since 1997, broken down by type of institution. 
Rosie Cooper: To ask the Secretary of State for Education and Skills how many unauthorised absences were recorded in (a) primary and (b) secondary schools in West Lancashire constituency in each year since 1997, broken down by type of school. 
Helen Jones: To ask the Secretary of State for Education and Skills what evidence he collects on the performance of Train to Gain brokers; and what assessment he has made of the satisfaction levels of those using such brokerage services. 
The Train to Gain broker service is managed and monitored by the LSC on an ongoing
basis. Detailed operational information is not held centrally by the Department but is collected by the Learning and Skills Council (LSC); Mark Haysom the LSCs chief executive has written directly to the hon. Member and a copy of his reply has been placed in the House Library.
I have been asked by the Secretary of State for Education and Skills to respond to questions you posed regarding what evidence is collected on the performance of Train to Gain skills brokers, what assessment has been made of the satisfaction levels of those using such brokerage services, Level 3 Trials and any assessment that has been made in the North West.
Train to Gain: evidence collected on performance and satisfaction levels
The performance of Train to Gain skills brokers against set targets is monitored and reported on a monthly basis. Monthly management information evidence includes employer engagement, employer size, sector data; skills broker referral destinations; learner profile, and employer satisfaction with the service provided by skills brokers. Performance against these targets has been reported each month since April 2006 and the information is used to manage the skills brokerage contractors.
An independent survey of the skills brokerage service has been in place since the launch of Train to Gain in April 2006. The survey measures employers satisfaction levels with the independence, impartiality and responsiveness of the skills brokerage service The current national satisfaction level with the service provided by skills brokerage organisations is 85.7%.
Train to Gain: Level 3 Trials
The Level 3 Trials have been running in the region since August 2006. In the first six months of operation the Trials did not perform well, with negligible learners on programme. As a consequence an early assessment of the Trials was carried out with providers within the region.
The assessment of the Trials resulted in the Department for Education and Skills and the Minister for Skills agreeing to allow the LSC to amend the policy. This has reduced policy conflicts that existed between mainstream Further Education and the Trials.
The LSC spent the early part of 2007 working with providers and Skills Brokers to both re-contract and communicate the policy changes. The changes are now implemented and the learner numbers in all Trial regions are increasing steadily month on month. Performance is still lower than we had anticipated but monitoring and further research is ongoing to ensure that issues relating to performance are understood.
Mr. Hayes: To ask the Secretary of State for Education and Skills how many people have (a) started and (b) completed the Train to Gain programme in each region of England since its inception; and what the targets are for each region. 
Phil Hope: Train to Gain is an ongoing service and as such performance is updated on a regular basis. Detailed operational information is not held centrally by the Department but is collected by the Learning and Skills Council (LSC). Mark Haysom the LSC's Chief Executive will write directly to the hon. Member and a copy of his reply will be placed in the House Library.
Mr. Hayes: To ask the Secretary of State for Education and Skills what the per capita cost is of each qualification gained under (a) the Train to Gain programme since its inception and (b) the Employer Training Pilot programme in each region of England. 
Phil Hope: Train to Gain is a major new service that will raise skill levels and the quality of training across England. It commenced in the 20 Learning and Skills Council (LSC) areas covered by the former Employer Training Pilots (ETPs) from April 2006, and reached full coverage across England in August 2006. Full operational capacity will not be reached till the end of 2007-08 from which point we expect it to deliver 175,000 first full Level 2 achievements per year. As at the end of April 2007 over 40,000 employers had engaged with Train to Gain, 154,290 employees had commenced training and 32,800 learners had achieved a first full Level 2 qualification.
Train to Gain offers employers a holistic service. Independent and impartial skills brokers help employers understand and meet their business needs. In some cases this can mean directly helping the employer in upskilling their workforce to gain basic skills and a range of qualifications from basics skills, such as literacy and numeracy to higher education qualifications. Skills Brokers also help employers identify potential sources of public funding, but also any likely contribution from employers, including paid time off for the individual to undertake the training. If the business need goes much wider than LSC funded provision, the Skills Broker will refer the employer to other services such as Jobcentre Plus, Investors in People, and Business Link for more general business advice as well as business to business networks. To date, more than 12,000 such referrals have been made to non training destinations.
It is therefore not possible to calculate a per capita cost per qualification that takes account of this added value of the Train to Gain service. We will, however, continue to develop more accurate methods of determining the gross added value of the service as a whole.
Phil Hope: Train to Gain is a major new service that will raise skills levels and the quality of training across England. It commenced in 20 Learning and Skills Council (LSC) areas covered by the former employer training pilots (ETPs) from April 2006, and reached full coverage across England in August 2006. Full operational capacity will not be reached until the end of 2007-08. In its first year of operation, it has already engaged more than 40,000 employers with some 70 per cent. of those defined as hard to reach (i.e. not recognised as an Investors in People and no recorded investment in training).
Independent and impartial Skills Brokers work with the employers to identify how skills might help them meet their business goals, including increased productivity. The Skills Brokers also help the employer identify possible sources of public funding available, as well as identifying the need for employer investment, in both funding for training and in paid time off for employees to study for the relevant qualification. Train to Gain continues to be evaluated on an ongoing basis and we already know that 85 per cent. of employers are satisfied with the service they are receiving. While it is
too early to measure at a national level, we already know of many employers at regional and local level who have realised the benefits of investing in the skills of their work force and have returned to their Skills Broker for additional advice and guidance.
Train to Gain was developed from the employer training pilots and a full evaluation of those pilots was published in 2006. One of the findings was that 71 per cent. were more convinced that training less skilled employees can benefit the business. A copy of the report has been placed in the House Library.
Mr. Hayes: To ask the Secretary of State for Education and Skills whether he plans to review progress of employer delivery of the skills pledge in 2010 as outlined in the final report of the Leitch review of skills. 
Phil Hope: The Skills Pledge is a voluntary, public commitment by the leadership of a company or organisation to support all its employees to develop their basic skills, including literacy and numeracy, and work towards relevant, valuable qualifications to at least level 2 (equivalent to five good GCSEs). For those employees who do not already have a full level 2 qualification, the Government will provide funding to help them gain basic literacy and numeracy skills as well as their first full level 2 qualification.
We remain committed to this voluntary approach. However, as recommended by Lord Leitch, in 2010 we will review whether progress on a voluntary basis is sufficient, or if we need to consider at that point whether to introduce a statutory entitlement to work force training in England.
|Next Section||Index||Home Page|