by Judith Swift, Union Development Manager, Unionlearn

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How Unions and Union Learning Representatives
Work With Employers

• by Judith Swift, Union Development Manager,
  Unionlearn

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Unions and ULRs

• Uniquely placed to understand the needs of bothe
  learners and employers

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Current Landscape ULRs

• Over 20,000 trained union learning
  representatives
• They operate in most sectors and all regions
• Representative of the cross section of union
  membership and its diversity
• They have statutory rights under employment
  legislation to carry out their role in the
  workplace

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ULR Rights

• Under the legislation they are entitled to
• Paid time off to undergo union/TUC approved
  initial training and appropriate follow on
  training
• Paid time off to carry out their duties
• Facilities to enable them to fulfil their role
• n.b. they enjoy the same rights as union
  representatives

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ULR Initial Training

• The approved training equips ulrs to carry out
  their role and duties effectively. These are to
• Talk to members about their learning needs
• Arrange appropriate learning and training as a
  result
• Liaise with employers
• The course is aimed at helping ulrs develop the
  skills and knowledge to survey members, talk to
  individuals, understand learning and training
  initiatives etc.

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The role in action in workplaces

• The key role is to
• Encourage and support learners
• Work with providers to arrange learning
• Work within the wider union to raise issues with
  employers

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Engaging and supporting learners

• Ulrs are trained to discuss learning needs and
  aspirations with fellow workers
• Peer role encourages participation from
  disadvantaged groups and builds in encouragement
  and support
• Ulrs carry out learning needs surveys of the
  workplace as part of the role
• Ulrs are often learners alongside members
  learning

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Working with providers

• Ulrs will work with a network of providers to
• Broker a range of learning covering Skills for
  Life, ICT, personal development, vocational
  training, career development etc.
• Help providers to customise and develop provision
  course content and delivery methods to suit
  shifts, particular needs of the workplace and
  workers, location etc

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Working with Employers

• Features of the relationship
• Taking up issues on behalf of individuals or
  groups
• Making learning agreements between unions and
  employers growing volume and over 100 last year
• Ulrs are part of the wider union family who have
  a bargaining relationship with employers

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Workforce Development

• Ulrs and unions well placed to
• Contribute a unique understanding of the training
  and learning needs of fellow workers
• See at first hand the cost to business and
  performance wastage, absenteeism, potential of
  members etc.
• Understand the full picture of workplace needs
• Use the existing bargaining machinery to secure
  commitment to workforce development

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Union / Employer Partnerships

• FBU and fire and rescue service looking at
  recruitment and training with a WOA approach to
  SfL
• POA and Prison service Test the Prison and
  Train to Gain
• Usdaw learning agreements and workplace
  learning agreements with the employer
• Merseytravel and Merseylearn
• First Bus

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Partnerships on Delivery

• College of North East London work with unions
  is the backbone of their employer engagement
  strategy
• Digital Divide Partnerships -New College Swindon
  , Warrington, Knowsley, Norwich, Stockport and
  more
• Park College Leeds work with the unions is
  the key to sustainability. Unions dont go away
  when we do!

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MP Visits

• Unionlearn communications strategy includes
  inviting MPs to workplace learning centres to
  meet learners, union, employers and providers
• Stephen Hughes in the Northern region visited 2
  Local Authorities, Tetley GB, Tristar Homes and
  Holme House prison
• Roger Berry Bristol Alcan Packaging
• Christine Russell Chester Royal Mail
• Phil Hope RS Components Usdaw and Tresham College
• Sion Simon West Midlands Fire ervice and City
  College and Merlin Venture

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Tools to assist

• Unionlearn Climbing Frame an electronic tool to
  help ULRs provide pathways of learning and action
  plans for learners
• Collective Learning Fund pilots a framework for
  sustainable learning with ongoing contributions
  from individuals and employers
• The unionlearn Quality Award for providers. 4
  step process Commitment online application
• Development Action Plan , evidence gathering
• Assessment match evidence to standards
• Accreditation - no fee, support from a unionlearn
  assessor

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Where does this link to the Big Picture?

• World Class skills sustainable workforce
  development and employer and employee buy in
• Train to Gain part of brokerage and employer
  and learner support.
• Skills Pledge part of the whole package
• The Higher Level Skills challenge will rely on
  pull through from where the workforce
  currently is
• Unions ongoing agents of change, support and
  commitment

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