Introduction

This page outlines the underpinning principles and mechanisms which will allow MPCT to achieve its primary aim of providing excellent training throughout the next three years.

High benchmarks have been set for learner outcomes because the learners deserve to achieve whilst under the leadership of the MPCT. MPCT has previously achieved exceptional outcome results through the dedication of the MPCT employees. Only by the maintenance of these achievements and constantly striving to improve the delivery of training, can MPCT continue to be regarded as the “Gold Standard” of training providers. MPCT must develop its curriculum in line with its curriculum strategy, ensuring that it meets the demands of local and national priorities. In doing this, it must stay true to its original vision of delivering education that is vocationally relevant. Instruction must be delivered using the very highest standards of pedagogy. Learners must be constantly engaged, motivated and educated by outstanding leadership and delivery methods. The success of each centre is dependent upon learners being fully engaged in their own development. The truest indicators of excellent training and leadership are the Key Performance Indicators. Attendance registers demonstrate clearly whether a learner fully values the training delivered. The learner must leave MPCT a far better equipped person than when they arrived. They must truly live the MPCT Core Values. They should have moved closer to their own personal goals. They should be happy to recommend MPCT as the training provider of choice.

Mission

MPCT will engage, motivate and educate in order to achieve excellence for all.

Ethos

The Ethos of MPCT is to create an environment that is caring, supportive, safe and positive.

Outcome for Learners

MPCT aims to ensure quality by setting high targets across all key areas of learner attainment and performance. The Key Performance Indicators inform individuals and the SMT of areas of risk and success. KPIs are indicators of performance and permit the evaluation of impact. Outstanding pedagogy and MPCT‟s continued desire to improve standards of delivery are critical in order to achieve success. MPCT has, and will continue to, invest in the development of people and resources. Technology has opened the door to whole new methods of teaching where instructors can utilise resources and techniques never previously available. In order to achieve the aim of developing positive, empowered citizens who contribute to our society, we need to provide the scaffolding to support the development of learners until they are able to support themselves. Achievement of the KPIs are a by-product of excellent pedagogy.

Moving forward, MPCT aims to: 

• Develop an MPCT specific pedagogy acredited program to Level 3.

• Develop an MPCT specific Physical Training accredited program to Level 3. 

• Ensure that all leaders achieve level 4 in Leadership and Management.

• Invest in staff development with financial and mentoring support to achieve Cert Ed

• Develop and resource high quality teaching aids

• Issue the MPCT Tutor's Toolkit

• Share good practice

• Rewards abd celebrate outstanding pedagogy

• Reward and celebrate outstanding KPIs

• Continue to invest in classroom-based ICT

Key Performance Indicators

• Engagement = 80% 

• Attendance = 80%  

• Retention = 80% 

• Qualifications = 80% 

• Progressions = 80% 

• Inspection for Excellence = Grade 2/Good

Curriculum Strategy

It is essential that the curriculum meets the MPCT Mission Statement. The Curriculum Strategy outlines the manner in which the curriculum is managed and developed. The curriculum must be enjoyable, fun and employer-relevant. All program delivery must meet the Awarding Body standards. The curriculum strategy must support and enhance the Learner‟s Journey. Curriculum development must meet local and regional strategic priorities. The learner will benefit from increased employment opportunities resulting from a blended (mind, body and soul) approach. The transition into adulthood, community participation and skills development are key objectives of the curriculum. Awarding Bodies must judge MPCT as outstanding. The programme will foster and develop moral and spiritual values.

Moving forward, MPCT aims to:

• Develop a Comprehensive Curriculum Strategy for England and Wales, using a common approach when regional and local priorities allow

• Develop the curriculum to support the overall aim of progressing learners into full time employment

• Collate feedback and implement developmental changes to the Foundation Training Portfolio

• Develop and roll out The Traineeship in Wales by August 2011 

• Apply military contextualisation 

• Apply sports contextualisation

• Maintain the Basic Skills Quality Standard in Wales 

• Apply the principles of the Basic Skills Strategy in England 

• Fully embed ESDGC into the curriculum.

The Learner’s Journey

The Learner‟s Journey begins with the first contact the learner makes with MPCT until the learner progresses into employment or further training. No learner should leave the College without a positive destination. The Learner‟s Journey will be a positive and inspirational experience. All teaching employees must accept the responsibility for the learner‟s motivation and desire to learn. The distance travelled by the learner is a key success factor for the MPCT. Good initial assessment and diagnostic interviews inform Individual Learning Plans. The management of this information ensures that the learner is stretched, follows correct levels of learning and receives the right support, information, advice and guidance. Every learner will have a dedicated mentor who offers advice and guidance. The culture created is to be one of empathy and the wellbeing of the learner. The Learner‟s Journey will complement the Learners‟ Outcome Strategy. Finally, MPCT learners must judge that their own personal learner journey is excellent.

The Learner‟s Journey will include:

• Engagement of the learner during their entire period on the program

• Breaking down barriers to success

• Personal and social considerations 

• Health and emotional well-being

• Moral and spiritual values 

• Preparation for employment and lifelong learning

• Economic competencies 

• Active citizenship and sustainable development 

• Contextualization of an occupational focus 

• Confirmation of an occupational focus

MPCT will:

• Pilot the Learner‟s Journey in England 

• Launch the Learner‟s Journey in Wales

• Launch the Learner‟s Handbook and Reflective Planner

Community Participation

Community Engagement is to be implemented strategically and operationally. It is important that all take part in community events that allow MPCT and the community to interact. This allows all to contribute positively to our communities. All events must have a strong educational focus. Community engagement allows young people to be seen in a positive light. This also teaches the learner that they are able to contribute and make a difference.

MPCT will:

• Identify charity events where there will be a whole MPCT approach to raising money

• Ensure that all events have a strong educational focus 

• Endeavour to encourage partner involvement 

• Ensure that learners are recognised for their contribution to the community

Partnerships

Our partnerships enhance the learner experience. It is vital that communication with our partners is of the highest standard. All partnerships must be entered into with honesty and integrity. All partners must be valued and gain equally from the relationship.

MPCT will:

• Work with the interests of our partners 

• Be seen as an asset to the overall arrangement 

• Work in the spirit of, and within the Service Level Agreements 

• Learn by benchmarking from its partners 

• Continue to improve upon its communication with all partners to break down barriers and build trust

Communication Strategy

The aim of MPCT‟s communication strategy is to ensure that all have the correct information in a timely manner, allowing the Mission to be achieved. Good communication will add and help to build a strong, well- rounded organisation that will be in a position to embrace the challenges of 2011 to 2014. The strategy will be work on two levels - internal and external.

The strategy will include the following initiatives:

• Define all lines of communication in the 2011 Staff Handbook - meetings, etc.

• Launch a new MPCT website containing staff and learner specific areas 

• Develop a Management Information System, which will allow critical information to be collated and shared quickly

• Implement a Moodle

• Founders‟ Week 

• Information presentations to all key partners 

• Liaising with the PR Company 

• Production of case studies, quarterly newsletters and prospectuses 

• Database maintenance 

• Presentation Evenings & Parents‟ Evenings

Employer Engagement Strategy

Two key priorities for MPCT are to ensure that the required number of learners are engaged in order to meet our contract and for these learners to progress into full time employment. The Employer Engagement Strategy is an excellent method of achieving both of these requirements. Research has proved that outstanding training providers have excellent networks and links with employers. As with any relationship, these need to be worked upon. It is vital that we are able to meet the needs of the employer by ensuring the learners meet the minimum requirements demanded by employers. This can change with the demands of industry, therefore open and regular dialogue is required to ensure that all training is relevant, current and effective.

The number of referrals and progressions are quantifiable benchmarks reflecting the levels of success. Other indicators are employee surveys, testimonials and oral feedback. Every effort must be made to address any shortfall in perceived or actual delivery. Any complaint must be followed up vigorously. MPCT must be proactive in building and maintaining positive relationships with employers.

MPCT will:

• Meet with employers on an annual basis 

• Canvas feedback on delivery

• Be proactive in providing useful information 

• Ensure that the Curriculum Strategy meets the needs of the majority employers 

• Carry out learner surveys

Employee Engagement Strategy

The employees are at the heart of every strategy, process, operation or initiative of MPCT. Strong, effective leadership with clearly defined lines of commnunication and people skills are essential in the engagement of employees. MPCT‟s vision will be open and transparently communicated to all employees, allowing them to engage themselves fully in the development of MPCT. MPCT places great value on maintaining a sense of „employee community‟, where employees feel valued.

The Employee Engagement Strategy includes:

• Maintenance of IIP Gold 

• Founders‟ Week 

• Healthcare 

• Clothing allowance

• Pensions 

• Staff Christmas parties 

• Staff Personal Development 

• Bonus payments 

• Payments increases 

• Recognition awards 

• Future additional employee engagement 

• Additional Operations and Quality Managers to ensure clear and responsive leadership on the ground 

• Enhanced Recognition Program 

• Well-being 

• Payments towards fitness slimming clubs 

• Free membership of BMF and free attendance at BMF events 

• Weekly programme adjusted to ensure employees take lunch away from their desk 

• Access to free tea and coffee 

• Lunch provided by MPCT on the last Friday of every month 

• Leave will be enhanced to 8 weeks shutdown

MPCT Core Values

• Honesty

• Integrity

• Diligence 

• Consistency 

• Loyalty 

• Robustness 

• Empathy 

• Respect

• Transparency 

• Team Player 

• Pride

• Dedication

Quality Improvement Strategy

Only by having continuous improvement at the core of the College will MPCT be able to remain a leader in its field. There should be a steady, progressive and relentless movement forward. Quality improvement will be achieved by a strategic approach, which will ensure that adequate resources are allocated. The Quality Improvement Cycle will audit and test the progress. The Quality Improvement Plan should be seen as a positive support mechanism which will identify required areas of assistance and improvement.

Moving forward, MPCT will:

• Consult employees to a greater extent through the process of self-assessment, employee surveys and learner forums

• Inform all employees of quality development plans progress

• Implement the MPCT Framework for Excellence 

• Achieve and maintain External Quality Indicators 

• Embrace Investors In People 

• Maintain the Basic Skills Quality Standard

• Work within the ISO2009 framework 

Equality and Diversity

MPCT will embrace Equality and Diversity and continue to make it a part of the way the organisation moves forward. Our Core Values demand that equality and diversity is promoted, and that we must strive to live in a fair and just way. It should be realised that all people have positive contributions to make to MPCT. By making this a central belief, MPCT will be open to new and colourful methods of developing and learning.

MPCT will:

• Eliminate discriminatory elements in the workplace 

• Educate employees and learners about he negative impact of discrimination 

• Ensure that all marketing promotes Equality and Diversity 

• Encourage employees and learners to create an open culture that minimises discrimination 

• Promote diversity by employing people from minority groups 

• Remove discrimination of all minority groups 

• Ensure all employees are trained in diversity

Health and Well-being

MPCT aims to ensure that Health and Well-being is at the heart of every aspect of its activities. This means that all should feel that they are working and learning in a safe and supportive environment, where the standards of behavior are exemplary. Training must be safe, with all risks carefully calculated and minimised. The environment created is the responsibility of all. Individuals should be encouraged to use their knowledge to make individual positive contributions to the team. MPCT will educate, motivate and support employees and learners about the benefits of a healthy lifestyle. Standards of behaviour are indicators of well-being in the workplace. Participation in learning events indicate the levels of well-being.

MPCT will:

• Place Health and Safety at the very top of its priorities 

• Carry out learner surveys 

• Consider the work-life balance for all employees 

• Challenge any negative attitudes in the workplace.

• Support MPCT employee social events

Leadership & Management 

Strategic policy must be shaped by honest, open and whole-College approach to self-assessment, which must involve feedback from employees. Senior leaders are to ensure that MPCT is able to maximize possible growth opportunities as and when they are available. Contracts are to be carefully managed to ensure that all contractual obligations are achieved.

Leaders at all appropriate levels must communicate clearly the direction, focus, priority and action required. It is the responsibility of leaders to ensure that the MPCT core values are at the heart of all MPCT operational activities. Collective and individual responsibilities of learner welfare must be robustly monitored and enforced. A desire for continued development and improvement will be fostered and be a central part of MPCT culture. Leaders are to ensure that the well-being of employees is a primary concern, using the guidelines in the Employee Engagement Strategy.

Leaders are to ensure that key performance is managed effectively. The impact of the key priorities is to be monitored and reviewed.

MPCT will:

• Relocate head office by August 2011 

• Conduct regular employee surveys 

• Employ Operational and Quality Managers in Wales and England 

• Encourage open dialogue with MD/ SMT 

• Implement Performance Management Reports 

• Recruit and retain high quality employees

Support Employees by:

• Running regular meetings 

• Centre support process (Achieving Excellence framework) 

• Programme management support o Matrix o Personal Appraisal Review 

• Ensure that centers are fully resourced 

• Quality meetings 

• Bi-monthly reports 

• Employee Induction 

• Employee training CPD 

• Health and Safety 

• Curriculum development 

• Systems and process implementation 

• Government compliance

Summary 

MPCT is a unique organisation that has achieved a great deal since it was founded in 1999. MPCT has evolved from a two-centered organisation with six employees, to its current status, with 12 centres and 55 employees. Only by a powerful and uncompromising belief that the quality of the training must be of the highest standard has this growth been possible. The benefit to young people has been clearly and consistently demonstrated throughout the last 12 years, with thousands of young people embarking on rewarding and worthwhile careers. This should be celebrated by all those who have been so instrumental in bringing about these positive changes.

The next three years will bring new and exciting opportunities, and with them, the chance to influence more young people‟s lives in many positive ways. Each opportunity should be welcomed. By embracing the advancement of MPCT, employees will enhance their professional development. This will allow MPCT to continue to improve in all areas. The learners will be offered the best possible training and the College will robustly implement its Mission of engaging, motivating and educating in order to achieve excellence for all.

 R. H. Lewis MBE

Managing Director MPCT