New Licensed Organisation Booklet. <Organisation name> <Date of review meeting>

Transcription

1 New Licensed Organisation Booklet <Organisation name> <Date of review meeting>

2 Information Pack for New Centres Contents Introduction... 3 The Duke of Edinburgh s Award...3 What is a Programme?...4 e...6 Receiving Recognition...6 What are the Benefits of the Award?...7 Key Benefits... 7 Independent Impact Research... 7 What do Employers Want?... 7 Putting it all in Perspective... 7 Excelling in Inspections... 9 in the South East...10 Getting Set Up Operating under the Licence of the Local Authority...12 Becoming a Licensed Organisation...12 Process...12 Resourcing the programme...14 Key roles within a Licensed Organisation Expedition roles...17 Licence Policies...18 Training...19 Costs...20 Benefits of becoming a Licensed Organisation...21 What Next? New Centre Checklist:...22 at <Organisation name>...23 Assessment...24 Action Plan...30 Glossary... 32

3 Introduction This document provides information and support to any organisation which intends to operate the Duke of Edinburgh s Award as a Directly Licenced Centre (DLC). Your organisations may already be running the under a Local Authority Licence and now wish to transfer to DLC status. Alternatively, your organisation may be new to the. The Duke of Edinburgh s Award HRH The Duke of Edinburgh founded The Duke of Edinburgh s Award in The concept for the Award was first proposed to him by perceptive and imaginative educator Kurt Hahn, the founder of the school which Prince Phillip attended (Gordonstoun). Hahn s vision was to provide an opportunity for young people to develop compassion, skills, physical fitness and initiative. Together, he and Prince Phillip came up with a programme of activities that would enable young people to progress in these areas. Initially only offered to boys in the UK between the ages of 14 to 20, the Award quickly became very popular and was expanded to include girls. Today, The Duke of Edinburgh s Award () is the world s leading achievement award for young people and is open to anyone between the ages of 14 and 24. Since 1956 over 8 million young people have participated in which is now offered in more than 140 countries. The Charity s mission is to inspire, guide and support young people in their self-development and recognise their achievements. It is our aim to create a world in which young people can reach their full potential whatever their circumstances. In order to do this, we provide young people with the opportunity to take part in a balanced programme of activities that develops the whole person; a programme that is challenging and progressive whilst being personalized and achievable. Page 3

4 What is a Programme? participants have the opportunity to complete programmes at three levels which lead to either a Bronze, Silver or Gold Duke of Edinburgh s Award. The Bronze and Silver levels consist of four sections, with an additional section introduced at Gold: Volunteering undertaking service to individuals or the community; Physical improving in an area of sport, dance or fitness activities; Skills developing practical and social skills and personal interests; Expedition planning, training for and completing an adventurous journey in the UK or abroad; Gold participants must also complete a fifth Residential section which involves staying and working away from home doing a shared activity. To assist young people in obtaining their Award, participants are encouraged to use activities which they enjoy and find a challenge. These may include activities in which they are already taking part. For example, keen football or hockey players may already be playing for a local club, and this activity can count towards their Physical section. Individuals who are learning a musical instrument outside of the school timetable or are learning to drive can count that towards their Skills section. Participants are also encouraged to use their as an opportunity to develop new skills and hobbies. These may include activities in which they have an unexplored interest or which may help them in their university and job applications. For example, an aspiring veterinarian may wish to gain relevant experience by offering their services to a local animal shelter for their Volunteering section or going to work at an animal sanctuary on an overseas volunteer programme for their Residential section. The Bronze Award Participants must be a minimum of 14 years of age to embark on this level. One section can be back-dated by three months. In schools, Bronze is typically introduced at the end of Year 9 or the start of Year 10. Page 4

5 The Silver Award Participants must be a minimum of 15 years of age to embark on this level. It is possible for participants to be direct entrants at this stage, meaning that they do not have to have completed a Bronze Award to start their Silver. We do however encourage progression through all three levels and if participants have completed their Bronze Award there can be some flexibility in allowing them to start Silver before their 15th birthday. In schools, Silver is typically introduced at the start of Year 11. The Gold Award Participants must be a minimum of 16 years of age to embark on this level. There is no flexibility in age at Gold level. In schools, Gold is typically introduced at the start of Year 12. Page 5

6 e participants manage and record their programme using an interactive online system called e. This system allows leaders to monitor participants progress and view evidence that has been uploaded. Ultimately, each participant s Award is verified and approved using this system. There is an option called Leader Recorded which is available to those groups who may have difficulties in accessing the system (for example, a special needs group); in this situation, Leaders are approved to enter information on the participants behalf. Receiving Recognition Once a young person has completed their Award, they receive a badge and a Award Certificate to reflect the level that they have achieved. Most organisations present these at celebration events. Sectional Certificates are also available to recognise achievement of a specific Section. These are a useful way of maintaining the interest and motivation of a young person as they progress through their programme. Gold Award Presentations All participants who complete their Gold Award are invited to a Gold Award Presentation at St James s Palace in London. Participants are presented with their Award Certificate in the presence of HRH The Duke of Edinburgh or HRH The Earl of Wessex and receive a short talk from a guest Presenter. This is a very special occasion where the achievements of the young people are recognised and celebrated in unique surroundings. More information The Introduction to the training course will provide you with the information needed to be a Leader and run programmes within a centre. Please check the South East website for details of available courses ( ) Page 6

7 What are the Benefits of the Award? There are many benefits for young people who do the Award and these provide a compelling case for organisations to go ahead with delivering for their young people. Links are provided to the website where more information is provided. Key Benefits Taking part in a programme enables young people to develop the skills and attitudes required to become more well-rounded, employable and confident adults. ( ) Independent Impact Research In 2007, supported by Pears Foundation, the Charity commissioned The University of Northampton to carry out a study into the value of the for young people. ( ) What do Employers Want? In addition to business awareness, numeracy and literacy skills, the CBI and the UK Commission for Employment and Skills define the skills and attitudes that make someone employable as selfmanagement, problem solving, team working, communication and positive approach to work. ( ) Many organisations have also partnered with. A number of these offer as part of their adult training and induction programmes. They also often give preference to applicants with on their CV. ( ) Putting it all in Perspective The United Learning Trust (ULT) undertook a survey in association with Ratcliffe Hall Ltd. which focused on the methods employers used for the selection of new employees. Those interviewed represented 12% of all UK employers, 3.6% of the private workforce and 47.5% of the public sector and included organisations such as Boots PLC, BT Group, Civil Service, Tesco PLC and Honda (UK) Ltd. The organisations were asked what attributes and characteristics they valued as key determinants in the selection of employees. The following were rated the highest: leadership, teamwork, selfmotivation, communication, confidence, consideration and the ability to learn. From the sample 76% of the organisations emphasised how important it is for schools to enable life skills to be developed, with 64% indicating that a specifically designed and packaged course of life skills development activities, pursued by an applicant, might make a positive difference in selecting the applicant for interview. The sample was asked what they considered to be the most important activities undertaken at school and were asked to rate them from 1-5, with 1 being the highest. The results were a great Page 7

8 endorsement of the positive impact that participating in a programme can have on a person s employability prospects. Page 8

9 Excelling in Inspections As well as developing young people and improving their future prospects, can be used to achieve other organisational aims and objectives such as excelling in inspections. A number of different inspectorates recognise the value of using to provide meaningful activities that enable young people to develop. As a result, many organisations that run successful programmes have mentioned positively in their inspection reports. Some of our new centres are even using as a tool to improve the outcomes of their future inspections. A key focus was developing young people s resilience and independent living skills. This was achieved by engaging in activities which enabled young people to grow and develop. Staff and managers emphasised the importance of undertaking activities with disabled young people which would have been difficult for parents to manage on their own and which really challenged parents and young people s assumptions about what they could achieve. A short-break home spoke proudly about the fact that, to date, over 100 of their young people had been through the Duke of Edinburgh Award scheme. Ofsted Report on Outstanding Children s Homes Page 9

10 in the South East The Duke of Edinburgh s Award operates in over 140 countries across the world. In the UK, the is split into a number of different Regions, each of which is managed by its own Regional Office. The South East Regional Office is based in Windsor. Conveniently located in the town centre, we have numerous conference rooms that are used regularly for s Meetings and training. As one of the largest Regions, the South East has 17% of the country s population of year olds. In the Region there are over 120 Licensed Organisations (LOs), offering activities at nearly 1,100 centres. Almost 20,000 Participants achieved an Award last year. In the past few years we have experienced unprecedented growth and demand continues to grow year on year. The Region also acts as champion for those with additional needs. Managing such a large number of organisations and participants requires a strong and committed team. The team based in the South East Regional Office (SERO) are pictured below: Page 10

11 Supporting our Licensed Organisations Each LO benefits from the support of the Administration Team for day-to-day queries; our Client Support Officer oversees Quality Assurance and Development in the Region, and our Project Coordinator oversees a range of projects concerned with additional needs and disadvantage. In addition to this, each LO is assigned an Operations Officer. Each of the Operations Team oversees an area of the Region (see staff structure for corresponding colours). Some also act as functional specialists for certain types of organisations such as Housing Associations, Fostering Agencies and Secure Estates. The Operations Officer is the first point of contact for the LO and will carry out regular support visits and training, along with the required Licence Reviews at the end of the first year of operation and each licence period. Contact Us: The Duke of Edinburgh s Award South East Regional Office Swan House C/O Gulliver House Madeira Walk Windsor Berkshire SL4 1EU southeast@dofe.org Page 11

12 Getting Set Up In order to offer, an organisation must operate under a Licence. This can either be the Licence of a Local Authority or a Licence of its own. In some cases, an organisation will only have the option of holding its own Licence, such as when the when the organisation operates across a number of different Local Authorities boundaries or the Local Authority does not hold a Licence (Reading, Slough and Southampton do not currently hold a Licence). Operating under the Licence of the Local Authority The vast majority of our centres operate under the Licence of their Local Authority. There are many benefits to this route, but as every Local Authority operates slightly differently there are variations in structures. All benefit from a committed Team/ responsible for supporting the Authority s centres and is in turn supported by one of the Region s Operations Team. If your organisation operates within the geographical boundary of a single Local Authority which has a Licence, then please explore the possibility of operating under their Licence. To find your LA contact, please visit the website or contact the SERO office ( ). Alternatively, please continue reading this document to find out more about becoming a Licenced Organisation. Becoming a Licensed Organisation Process Action As soon as possible: Complete & return the Licensed Organisation Application Form to the Client Support Officer. Arrange a Transfer/Licence Meeting with your assigned Operations or Development Officer. Before your Transfer Meeting: Send the following policies to your assigned Operations or Development Officer: - Child Protection Policy - Health and Safety Policy - Equal Opportunities Policy - Public Liability Insurance - Employers Liability Insurance See Licence Policies section for more information. Read through the tasks in this booklet and complete all apart from the Action Plan send what you have completed to your assigned Operations or Development Officer. You will also need to confirm that there are mechanisms in place to ensure that adults are appropriately qualified for their roles in running. This is likely to be based on the organisations EV policy. During your Transfer Meeting: Talk through your Assessment (see below). Create an Action Plan for the year ahead. Discuss your mechanisms to ensure that adults are appropriately qualified for their roles in running. Receive copies of your Licence to be signed. After your Transfer Meeting: Return your signed Licence to the Client Support Officer for processing. Page 12

13 Receive your processed Licence and Licence Certificate. Looking ahead: One year after gaining your licence you will have a one year review to check how you are progressing. Two years later you will have a three year licence review to renew your licence. The historical model of delivery within the UK is changing with an increasing number of organisations becoming directly licensed to the Charity. The reasons are many and varied. Some organisations are already operating independently of the Local Authority or no longer receive services from them and so prefer to manage their own operations. Some organisations are left with little choice where the Local Authority is unable to support delivery or are focusing their resources on particular services or groups of young people. Whatever the reason, the step taken to become a Licensed Organisation (LO) is one which needs careful consideration. Becoming a LO is a relatively straightforward process requiring the collation of policies and procedures before the legal licences can be signed. It also requires a commitment to the ethos of the and agreeing to an action plan to progress the programme within your organisation. A Licence will normally run for a period of three years after which time the Regional Office will conduct a Licence Review before issuing a new Licence. Please note that all new centres will undergo a Year One Review towards the end of their first year of delivery. It is also worth noting that if a centre is transferring from operating under the Licence of its Local Authority to holding its own Licence, then the process will be more rigorous. This is because there will already be experience of running the as a centre. An essential element for any organisation wishing to obtain its own Operating Licence is ensuring that is fully supported and resourced by the Senior Leadership Team. Key responsibilities will include ensuring the necessary policies are in place, that there is an adequate adult support within the organisation to manage the and that the mechanisms of approving Awards are sufficiently robust to maintain the overall quality of the. Page 13

14 Resourcing the programme A crucial part of being a Licensed Organisation (LO) is having the appropriate support and resources required for the demand within the centre. While there is a responsibility for the LO to support and encourage participants through their Volunteering, Physical and Skills sections, these sections are typically managed by participants themselves and it is the provision of the Expedition section which tends to require the most resources. To successfully complete the Expedition section, a participant is required to undertake a number of training modules in advance of a minimum of one practice expedition followed by their qualifying expedition. Each LO is responsible for the delivery of this by suitably qualified adults or through an Approved Activity Provider (a list of which can be found here: To ensure success and sustainability and to maintain the quality of the programme, it would be a requirement of the LO Licence that the following structure is followed: Page 14

15 Please note that some of these roles could be fulfilled by the same person, or through an Approved Activity Provider. The two key roles within this structure are the and the Award Verifier. The is the person who has overall responsibility for the running of within the LO and would manage other Leaders and volunteers involved in delivering the programme. The Award Verifier must be a person completely separate from the programme and someone who is not involved in any direct delivery or training. This person would ideally be someone in a senior position who will give a final stamp of approval (done electronically via our on-line e system) on the completed Award before a badge and certificate are issued. On the next two pages are brief summaries of the responsibilities of key roles. There is a separate booklet with detailed role descriptions that will be made available to any organisation wishing to become licensed. Detailed role descriptions are also available on e. Page 15

16 Key roles within a Licensed Organisation Licence Holder: Responsible for signing the Licence and ensuring adherence to the Licence terms. This person is likely to be the Head Teacher, Chief Executive or equivalent in the organisation; they will provide financial support and allocate/ allow adults time for delivery. Award Verifier(s): Responsible for the verification of Awards. This person must be an employee of the LO and would be approved as an Award Verifier by the Director of the Regional Office. Award Verifiers do not have to, but can be, the same person as the Licence Holder however they cannot have any involvement in the training or delivery of the in the centre. : Responsible for the day to day operations of the within their LO. They will recruit and train Leaders and volunteers and will promote the benefits of the to young people, parents and adults within the organisation. They will recruit participants and sign off completed Awards for submission to the Award Verifier. The is required to attend two regional s Meetings per year. administrator: Responsible for the support of the and other adults or volunteers. Tasks include purchasing and allocating Participation Places, enrolling participants onto e and printing certificates. This often works well as an additional responsibility for bursars/office adults. Leader: Responsible for a group of participants. Groups could be a school year group or young people based at a specific site, Bronze, Silver or Gold level participants, section groups (i.e. Volunteering, Physical, Skills, Expedition and Residential) or friendship groups/tutor groups. Assessor: Responsible for confirming successful completion of a section. Person in a position of authority within the centre or club where the participant takes part in an activity. Assessors could be the club manager, subject or head of subject staff, or activity organiser. Volunteer/supervisor: Supports participants during their activity. Volunteers include parents, older participants undertaking their Volunteering section for a higher level of their programme and members of the LO or local community. Page 16

17 Expedition roles There are specific roles within the Expedition section which need to be fulfilled: Expedition Supervisors All expeditions, including practice expeditions, must be supervised by a suitably experienced adult who is competent in the chosen mode of travel. Additionally, Supervisors should be familiar with the team, their individual strengths and weaknesses and their knowledge of the chosen route. An understanding of the aims, principles and requirements of the Expedition section is also essential. Supervisors accept responsibility for the safety and welfare of the team on behalf of the LO. They must be satisfied that participants are capable of undertaking the planned expedition. This is important as the qualifying expedition is unaccompanied and should be supervised remotely. Expedition Assessors All qualifying expeditions must be assessed by a competent adult who is approved by the LO and accredited by The Duke of Edinburgh s Award. While the Expedition Supervisor s key role is the health and safety of the participants on expedition, the Expedition Assessor is primarily responsible for ensuring the 20 conditions of the section are met, along with the aim. Expedition Assessors cannot assess teams for which they have been part of their training or practice expedition. All Expedition Assessors must be accredited at the appropriate level through The Duke of Edinburgh s Award Expedition Assessor Accreditation Scheme (EAAS). Page 17

18 Licence Policies In order to become licensed, an organisation must source and send the following policies to their assigned Operations Officer: 1. Health and Safety Policy Stating a commitment to risk assessments, the name of the person with responsibility for setting and managing health and safety in the organisation, a reference to ensuring all employees have a responsibility to maintain health and safety standards, and a section clearly covering health and safety during offsite and adventurous activities. 2. Child Protection Policy Stating working practice policy and advice for those who work with children and young people, and a commitment to Disclosure and Barring Service (DBS) checks. 3. Equal Opportunities Policy Stating a commitment to not discriminate against age, ability, race, religion or sex. 4. Limited Liability Insurance Covering both Employer and Public with a liability limit of no less than 5million. For an Academy/LA school buying in cover from its County Council we need a copy of the policy and then either of the following: a) A schedule that is attached to the policy which identifies the Academy/LA school specifically as being covered under the policy, or; b) A letter from the insurer which confirms that the Academy/LA school is covered by the policy. All of these policies should already be in place. The checklist which will be completed as part of the licencing process also requires evidence of an mechanism to ensure that adults are suitable qualified for their role in running. This may be an extension of the Educational Visits policy. Evidence for this will be provided in the Assessment section of this document as follows: The person checking adults for activities and expeditions is appropriate and able to make informed decisions based on fact and process requirements (Assessment section 1e). The LO has a commitment and process to check that adults are suitably qualified for their role (Assessment section 4c). Its purpose is to outline the requirements in terms of qualifications and experience that an adult needs to have to take a group of pupils on a expedition. This could be in training, practice or qualifying. That requirement should be specific to the environment in which the group is undertaking their Expedition section. Page 18

19 Training The will be required to complete an induction with the Operations Officer and all adults involved in the delivery of the programme will be required to attend the relevant training. In order to maintain the quality of the, the Charity has developed a Modular Training Framework for Leaders to provide the necessary knowledge required to deliver the programme. This framework includes three courses: Introduction to the (Itt) Expedition Supervisors Training Course (ESTC) Expedition Assessors Accreditation Scheme (EAAS) Each of these courses is a one day/ 8 hour course and can be delivered by the Regional Office as a dedicated closed course or delegates can attend open courses as advertised on the website (see below). Charges apply for this training. Introduction to the : It is strongly recommended that all adults involved in the direct delivery of the within their centre attend this course. This should include the Award Verifier, where possible. Expedition Supervisors Training Course: The LO s Expedition Supervisors policy will outline who should attend this course; it is however strongly recommended Leaders organising expeditions, be they practice or qualifying, attend this course. Expedition Assessors Accreditation Scheme: Any Leader wishing to assess a qualifying expedition (other than those of groups they have been working with) will need to be accredited by the. This involves attendance at this one day course, followed by confirmation of a supported assessment. To find a course and make a booking please visit or contact the South East Regional Office for more information. Page 19

20 Costs Licence fee A standard Licence fee is payable by all LOs. The Licence is paid for the period 1st April to 31st March in every year. Licences always start on the first day of a month and the fee is adjusted on a pro rata basis for those LOs who join during the year. This fee is subject to change in line with the s standard terms and conditions and normally rises with inflation in April of every year. There are various different types of Licence which are given according to the type of organisation and operation; these Licences have different fees which the Region will be able to discuss with you. An example of a typical fee for a single school as a DLC in was Staffing LOs must budget for the cost of the time of the, training for Leaders, Regional meetings and administration. Cost of enrolment into the programme A Participation Fee needs to be paid for each young person enrolling for a level of. These can be purchased through e 17 (Bronze & Silver) and 24 (Gold) for Additional costs normally incurred by participants include personal equipment (walking boots, waterproofs) for the Expedition section, transport costs to expedition areas (e.g. fuel for minibuses) and campsite fees. Some LOs levy an additional fee at the time of enrolment to cover these and administration costs. Such charges must be clearly shown separately from those of the Charity. Cost of provision of activities The cost of the activities will depend on what young people choose for each of their sections. With such a wide range of activities that can be counted towards all sections in the programme there is no need for young people to incur significant costs to undertake activities. There are costs associated with the delivery of the Expedition section and over time LOs should look to procure, or arrange loan of a supply of group expedition equipment such as tents, stoves, compasses, maps etc. Funding opportunities The Charity wants to encourage all young people to undertake a programme. We try and identify funds available to support those who may not otherwise be able to achieve their Award. For information about possible funding for participants please look on our funding opportunities webpage or speak to your allocated Operations Officer. Page 20

21 Benefits of becoming a Licensed Organisation Below are some of the benefits of becoming a Licensed Organisation (LO): As a LO you will be able to deliver the, an internationally recognised and highly valued personal development programme for young people and have use of the logo; You will receive operational support from the Regional Office and be allocated a dedicated Operations Officer; Once your Licence is in place you will be provided with free initial s Training and e training for all core adults involved with the delivery and support of in your organisation; Your Operations Officer will also be available for direct e support when required and provide access to resources and documents to enable you to develop the within your organisation; s will receive a comprehensive s Pack with guidance and resources to support the delivery of the in your organisation; The will be invited to two meetings per year organised by the Regional Office in which they will receive Regional and National updates, advice, guidance, training and a chance to network with s of other Licensed Organisations to discuss methods of delivery etc. What Next? If you are interested in setting up as a centre under your Local Authority, please contact or contact South East Region Office. If you would like to become a Licensed Organisation, please work through the Checklist below. Our Client Support Officer is contactable on or by at alan.ellison@dofe.org. Page 21

22 New Centre Checklist: ACTION First things first! Consider the number of participants you intend to start with Consider which levels you would like to offer initially (with a view to expand) Contact the Client Support Officer to discuss your application and arrange a meeting with an Operations Officer Staff Structure Identify who will be the Licence Holder Nominate a Identify who will be your Leaders Identify who will be your Award Verifier(s) Identify who will be your Administrator(s) Consider whether you would use your own staff and adult volunteers for the Expedition Section, or if you would use an Approved Activity Provider (AAP) The Budget Consider how you will pay for your licence fee Consider how you will pay for/ source kit for expeditions If you choose to use an AAP, consider how these costs will be covered Consider how the cost of Participation Places will be covered Documentation Complete and return the Licensed Organisation Application Form to the Client Support Officer Source and send us the following policies: - Child Protection Policy - Health and Safety Policy - Equal Opportunities Policy - Public Liability Insurance - Employers Liability Insurance Read through this booklet and complete as much of the next section at <Organisation name> as you can before your meeting with the Operations Officer (send them what you have completed before your meeting). Meeting with your Operations Officer Complete relevant sections of this booklet: at <Organisation name> - to provide any historical information of at your organisations and your plans for the future Assessment this is mainly for transfers but is intended to provide visibility of the framework for future Licence Reviews. Action Plan Review the Action Plan provided and consider any additional/different actions and timescales. The completed version of this booklet will form part of your initial licensing documentation. Arrange necessary training Receive copies of your Licence to be signed And finally! Return 2 copies of your signed Licence to the Client Support Officer for processing Receive your processed Licence and Licence Certificate Start delivering! Page 22

23 at <Organisation name> The purpose of this task is to prompt you to consider in detail how will be structured at your organisation. It should also help in informing your Action Plan (TASK THREE), which you will put together with your Operations Officer during your Set Up Meeting. Please use the questions below to guide you in what you might include in each section. Organisation Profile You could include your organisation logo here What is the background of your organisation (keep it brief!)? How many young people do you currently have registered with the organisation? What type of young people that are registered with your organisation? Single sex/ mixed? Age range? Disabilities/ disadvantaged? Does your organisation have a history of offering? How has it evolved? Getting Started When will you start offering? How will you advertise and enrol participants at your organisation? How many young people do you intend to enrol in your first year? Which ages/ year groups will be given the opportunity to do their? Which levels will you offer? What types of activities will your young people use for their? How will you run expeditions? Will you use an AAP? What mode(s) of transport do you use for expeditions? Where will your expeditions take place? How will you support your young people in completing their Awards? How will you recognise their achievements? Will you hold celebration events? The Adults You could insert an organisation chart here. Who will be the Licence Holder? What is their role within the organisation? Who will be the? What is their role within the organisation? Who will be the Award Verifier? What is their role within the organisation? What other adults will you have and what are their roles (both role and organisation role)? Do any of them have outdoor qualifications? If so, which qualifications do they hold? Vision for the Future What is your vision for at your organisation? What do you hope at your organisation will look like three years from now? How do you plan to achieve this? Page 23

24 Assessment This section should be completed by organisations which already operate and are transferring to become a DLC. It does not need to be completed for by New LOs but has been included for information as the same assessment is included in Licence Review Report. The aim of this section is to identify strengths and areas for improvement within the Licensed Organisation (LO). The will rate their LO in each subsection of the Assessment using the ratings above. The will also enter their comments into the Strengths and Areas for Improvement boxes. Prior to the Review the will create an Action Plan (below) for their LO using what has been highlighted in the Areas for Improvement. This document will then be used as the basis of discussions during the Licence Review and in subsequent Progress Meetings. Once the Review has taken place, the Operations Officer will add their comments and the will amend the Action Plan where necessary. The LO Profile may be referred to where relevant so as to avoid repetition. Links within document: Leadership Partnership, Infrastructure & Resources People Management Policy Programme Delivery Results Action plan Outstanding Good Requires Improvement Inadequate Assessment: Section 1: Leadership Aim of Clause # 1a The LO has a Vision and Development Plan in place that is understood by its organisation and shared with adults. - 1b is included in the LO s wider strategy. - 1c In making accessible to all, the LO sets targets for growth in numbers and improving completion rates to at least 50% d The LO s adults are incentivised, encouraged and enabled to support the. Page 24 - Rating

25 1e The person checking adults for activities and Expeditions is appropriate and able to make informed decisions based on fact and process requirements. - Section 2: Partnership, Infrastructure & Resources Local Committees, Staff Structure Clause # 2a The has an appropriate and effective organisation structure, with clear roles and responsibilities. There is a mechanism in place to act in the s absence b The has sufficient time to carry out the duties of the role and attends at least one Regional meeting per year c The LO makes use of the s Supplier Directory to reduce the cost of delivery. - 2d The LO keeps operational material in stock: Welcome Packs, free literature, The Handbook for Leaders, The Magazine for Leaders, The Expedition Guide, enrolment forms. - 2e The LO provides access to expedition equipment and resources. Page 25 - Rating

26 2f The LO actively develops and maintains partnerships with other organisations such as outdoor education providers and other LOs. - 2g The engages with the South East Regional Office (SERO) through peer reviewing, additional courses, social media, accessing funding or providing best practice and case studies. - Section 3: People Management Leaders, Adults & Volunteers 3a The LO ensures information from the Charity concerning the content, operation and implementation of the programmes is acted upon and disseminated if appropriate. Clause # b The LO has appointed an independent Award Verifier to verify and approve Awards. The proposed appointment has been submitted to SERO c The LO ensures that directly employed adults/ volunteers are appropriately qualified, trained and/ or experienced for their role, e.g. Assessor Accreditation (MTF) or ML (NGBs) d Records of qualifications and training of adults are kept by the LO. Page Rating

27 3e The LO publicly recognises the contribution made by Leaders and volunteers and nominates VIPs, volunteers and partners for Gold Award Presentations at St James Palace. - Section 4: Policy Equal Opportunities, Health & Safety etc 4a In line with licensing requirements, the LO ensures that insurance and the correct policies are in place. Clause # Rating b The LO ensures that participants and parents are aware that they have responsibility for checking the suitability of any activity not directly delivered by the LO. - 4c The LO has a commitment and process to check that adults are suitably qualified for their role (i.e. EV policy) - Section 5: Programme Delivery - Mission 5a All LO adults (employed and voluntary), deliver the using the guidance set out in The Handbook for Leaders. Clause # b The LO monitors the standards and delivery of the programmes. Page Rating

28 5c The LO ensures that young people are aware of the opportunity to undertake a programme, the commitment that it requires and how to enrol. Inspire 5d Welcome Packs and e logins are distributed to participants at a price no greater than the rate set by ASL. If the LO adds an administration charge this is made clear to groups and participants. - 5e The young people are supported in choosing suitable sectional activities, identifying assessors and setting goals. They are aware of how to find information and support. Guide 5f Participants progress is monitored by the LO both in person and via e Support 5g Participants are given opportunities to reflect on their progress and performance against the goals that they have set. Selfdevelopment 5h Participants and Award Holders are made aware of the benefits of and how it impacts upon their employability. Page

29 5i Participants achievements are recognised (e.g. at a presentation ceremony or on a wall of fame, or with sectional certificates). Recognising Achievement 5j The LO maintains a system for regulating the issue of badges and Certificates k Participants are encouraged to progress to the next level or volunteer. If leaving the LO, they are signposted to further opportunities. Inspire & Guide Section 6: Results 6a The LO s annual statistics are returned to SERO promptly. - 6b The LO s completion rates meet the Charity s national target of at least 50%. - 6c The LO s statistics are used to drive their Development Plan. Page 29 -

30 Action Plan This Action Plan is intended as a starting point to be discussed and amended in discussion with your Operations Officer. It will be revisited and updated during regular Progress Meetings and Reviews. Action Explanation s Training Training Book into and attend s Training Verifier Training e Training Other Training Informal AdultTraining Attend a s Meeting Engage with the Region and/ or another LO Set up Set up adults accounts Set up infrastructure By whom Ensure that a Verifier is appointed and attends or receives the relevant training Ensure that all adults required to engage with e have received the relevant training Consider if there is any other training that your adults require, such as expedition training and ensure that they attend the relevant course Ensure that all adults have completed the einduction and any other informal training required Networking These take place bi-annually it is a Licence requirement that the attends at least one per year. This could be in the form of Peer Reviewing, Network Meetings, Buddying, or supporting an Information Event e SERO staff to set up on e as soon as the LO has been created/ transferred Set up the Verifier, Administrator (if you have one) and Leaders Set up centres and/or groups Plan when you will purchase participation places Plan a promotion event Send letters Notice Board Promotion Plan an event to promote and recruit participants could include parents in order to recruit them as volunteers Send letters to parents outlining what their children will be doing and giving contact details (explain the impact of transferring if a transfer) Set up a Notice Board to promote Page 30 SERO By when

31 Schedule regular adult meetings Plan when you will enrol participants Plan when and where your expeditions will take place Plan a celebration event To achieve a minimum completion rate of 50% Create a Development Plan for the next 3 years within the organisation Plan for the year ahead Ensure that you are meeting with and updating adults on a regular basis Please ensure that your Operations or Development Officer is aware of the dates and location so that they can carry out an Expedition Support Visit Set up an event to celebrate the achievements of your participants decide whether you will use sectional certificates in addition to their full Awards Development This is in line with the Charity s own targets Create a Development Plan and ensure that it is included in your organisation s overall strategy refer to example if needed Page 31

32 Glossary AAP Approved Activity Provider Approved by to run a specific section of The Award ASL Award Scheme Ltd The trading arm of SERO South East Regional Office DBS/ CRB Disclosure and Barring Service DLC Directly Licenced Centre The Duke of Edinburgh s Award EAAS Expedition Assessor Accreditation Scheme e Electronic EVC Educational Visits Co-ordinator GAP Gold Award Presentation Itt Introduction to the Initial training course for all leaders LO Licenced Organisation A body that holds a licence to run the NOA National Operating Authority OA Operating Authority ESTC Supervisors course Criminal Records Bureau National Government safeguarding & criminal record checking services in England and Wales Holds a licence to run the with Young people in a single location Used in reference to forms and training associated with Expedition Assessors The operating and management system for all participants awards Runs through a National youth membership organisation Holds a license to run the in a specific geographical area i.e. a LA Training course for leaders who are expedition supervisors Page 32