BTSR guidebook ~ Training & skills self-evaluation
UTV – Skills Focus
| Date: | September 2008 |
|---|---|
| Contact: | Mairéad Regan, Group Human Resources Director |
| Telephone: | 028 9032 8122 |
A three-year TV Skills Strategy was launched in July 2006 and was the result of a collaboration between the television industry and Skillset.
The strategy provided an up-to-date picture of the skills, talent and company development needs of the UK’s television industry. An Action Plan set out how the television industry and Skillset would work together to take action to address any skills gaps or training and education issues identified.
In 2007 and 2008 UTV, in partnership with Northern Ireland Screen, decided to deliver five highly employable individuals to the television sector.
Objectives:
- Hands-on training scheme to encompass 25 applicants undertaking a number of training sessions, in conjunction with an ongoing selection process and final placement of five trainees (out of the 25) within UTV on a four-month placement
- An opportunity for people not already established in television, who could demonstrate a clear commitment to developing a career in the media, and who would participate in a training programme that included the fundamental aspects of television production
- Applicants to the scheme expected to indicate both the department and role that interested them most
- A training bursary paid to each successful participant during their four-month placement
- All participants in the programme required to sign a contract with UTV and, by doing so, give written commitment to adhere to the training and production values of the scheme.
Applicants:
- Applicants had to be resident, for tax purposes, in Northern Ireland. The scheme was not open to students in full-time education
- Applicants had to be aged eighteen years or over
- All applicants were expected to show clear evidence of a commitment to developing a career in the media in Northern Ireland
- The training programme involved a minimum of five months’ work for each of the final five people (this included both the training course and time spent on placement). Applicants had to be prepared to commit at least this amount of time to participating in the scheme.
There were over 169 applicants and selection was based on the needs of the industry, together with weighting shown towards relevant training or educational qualifications.
Clear Knowledge of & Commitment to the Sector:
| Media studies or related tertiary level qualification | 1 |
| Media studies or related secondary level qualification | 0.5 |
| Media work experience (paid or unpaid) | 1 |
| Previous media career training | 1 |
| Amateur film-making | 1 |
Area of Interest:
| Producing/Directing | 2 |
| Technical | 1 |
| Presentation | 0 |
Strong argument regarding their contribution to Scheme:
This was used to aid the selection discussion and detailed feedback was provided to those who were unsuccessful.
Twenty-five people were chosen to participate in the initial training seminars, which comprised both individual and practical group exercises, including work on OFCOM regulations, Health & Safety, programme promotion, music, copyright and factual production.
An Independent Producer was contracted to give a seminar on his experiences working within the industry and various Heads of Department at UTV were also engaged in the seminars and assessment process.
Participants were invited to complete feedback forms and any issues were addressed.
All 25 participants were interviewed on Day Three, after the first two introductory training days. From these, twelve participants were then selected to take part in further advanced training. They were also each given a disposable camera to present a factual story at Stage Two.
Comparisons can be made to the X-Factor model of “boot-camp” workshops and gradual elimination.
Upon completion of a further two days’ training, the twelve participants were interviewed and five were offered a four-month paid placement in UTV. During this placement they had an induction meeting with every Senior Manager across the company and they had a rotation within the New Media, Radio and Television divisions of the business.
Every month the Placements were invited to provide feedback and met with the staff from Northern Ireland Screen. During their twelve weeks at UTV they also produced a half-hour documentary, which is to be broadcast.
The total cost of the Skills Focus training scheme was £50,000.
One of the big advantages in holding training seminars locally meant that these workshops were also available to internal staff and some employees did attend on an ad hoc basis.
A few of the initial 25 participants dropped out, as they were offered immediate employment, due in part to the high calibre of their CVs, but many went on after training to find work within the industry. There were one or two Trainees who changed direction from an interest in the television sector to that of the film world. Some also found the competitive nature of television too daunting, but this was the exception.
The five successful placements found the four months particularly beneficial. Four are actively seeking employment within the industry and one is working in a freelance capacity at UTV.
The biggest challenge during their training was the actual production of a half-hour documentary. Each step in the process was carefully mentored and guidance given where required. Not only were the placements hands-on but they were commissioned to produce a product that would only be broadcast if up to standard both technically and aesthetically. This project would also become an invaluable resource for future job applications.
