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ICON HLF Bursary project presentation

Presentation by Carol Brown, training development manager for ICON on assuring quality for traineeships./n

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ICON HLF Bursary project presentation

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  1. Icon: Assuring Quality for Traineeships Carol Brown, Training Development Manager

  2. Internships: aims of Icon’s HLF-supported Scheme • Tackling the shortage of people skilled to carry out work on major heritage projects • Addressing the diversity of the Sector – increasing the variety of routes for getting into heritage conservation

  3. Internships: HLF scheme - scope & results • UK-wide, covering the public and private sectors • Interns placed with experienced practitioners as supervisors • additional 10 placements from other funders • Target disciplines: where little/no training is available • At least half the intake come from non-traditional backgrounds • 70 placements of 12, 24 and 6 months over 6 years • 51 completers to date • Numbers into employment - 39 • Numbers into training - 10

  4. Interns Supervisors Host Organisations HLF (and other funders) Icon the training & development delivered the overall experience outcomes for all parties: project targets Quality: for whom?Quality: of...

  5. the training & development delivered the overall experience outcomes for all parties: project targets PACR standards, N-E Monitoring and Final Evaluations Numbers..... Quality: of...measured by...

  6. Icon scheme’s targets • Increased diversity • Needs of the heritage/skills gaps addressed • Sustainability for trainees – future employment, training and progression of individuals Lessons learned...

  7. Quality: what works 1Recruitment process Before: • placement description • advert • guidelines Application: • form & statement • sift grid: agreed sifting criteria: skills & knowledge relevant to the placement, evidence of career plans and commitment, “fit” • Long-term approach

  8. Quality: what works 2Selection process Sifting: • Balancing hosts needs and Icon aims • Negotiation Interview planning: • this is not a job, but.... • why me? • interview grid • marking

  9. Quality: what works 3Managing expectations Hosts & Supervisors: • Focus on Workplace Opportunities • network and induction • N – E progression realistic? Intern: • Guidelines • Interview questions • Agreement with Icon • Whole career approach • Welcome and induction

  10. Novice-to-Expert scale

  11. Quality: what works 4Framework, Mentoring & Support • Reporting system • Regional Co-ordinators • Network • Events • Evaluation • Monitor

  12. Summary Professional Standards for Conservation-Restoration Professional judgement and ethics • understanding principles and practice • understanding the wider contexts of conservation-restoration • critical thinking, analysis and synthesis • openness to alternative methods and approaches • understanding the ethical basis of the profession • observing code of ethics and practice • observing legal requirements • responsibility for the care of cultural heritage • responsible and ethical dealings with others • respect for the cultural, historic and spiritual context of objects • handling value-conflicts and ethical dilemmas • understanding and acting within the limits of own knowledge and competence Primary conservation-restoration standards Assessment of objects, collections and sites assessing and reporting on condition, assessing risks, identifying any problems to be solved 2.Conservation-restoration options and strategies identifying and evaluating options, negotiating courses of action for treatment or preventive measures 3.Conservation-restoration treatments undertaking treatments across a conservation-restoration discipline, including using relevant practical skills; developing and testing treatments; maintaining conservation records; advising on aftercare 4.Preventive measures advising on the care of collections and objects; implementing preventive strategies; planning to minimise the effects of disasters and emergencies; maintaining conservation records General professional standards 6.Organisation and management managing projects and workflow; client / internal and external relations; health and safety; security; records and reports; communication 7.Professional development maintaining up-to-date practice; extending and communicating knowledge; promoting conservation-restoration PACR Standards

  13. Using the Standards: Interns Monitor

  14. Starting a 12 month internship (non cons-trained - example)

  15. Emerging from a 12 month internship (non cons-trained)

  16. Graduating from a conservation training course:

  17. Emerging from a 12 month internship (cons-trained):

  18. ACR baseline – you must be at this level to apply;you can be at “competent” in one standard area only

  19. Quality: what works 5Buy-in Supervisor: • Getting to the key personnel • Development and support for Supervisors Host: • Involving the hosts - EFP Agreements Intern: • Whole career view Icon: • Icon brand, Icon staff

  20. Thankyou. For more details see our website www.icon.org.uk

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