Employment References - How We Can Streamline the Process

It's a familiar story. A third party organisation's administrator calls up to request a reference letter, to confirm that a former employee worked for my client's company: the dates of her employment, job title and reason for leaving.

I then get work checking the former employee's file, extracting the information and putting it on a letter, to send to the requester. A routine process for all pre-employment screening, for new starters within an organisation: and the third party administrator needs an employment reference for theirs. I go through the process and issue them the reference.

But then I notice something odd. Our own new starter team, who are carrying out the screening on behalf of our client's organisation, have been chasing the reference letters, from some of the companies these candidate worked for, for weeks now. And without these letters, the candidates cannot be started. Until they are started, their details cannot be keyed into our systems, and payroll cannot make the arrangements for their pay check. In other words, because employment reference letters have not been sent, the whole process grinds to a halt.

Why has this happened? I suspect, it is because the administrators working on behalf of the candidate's former employers, have been told that reference letters are 'not a priority'. The priority in most organisations' human resources teams that I have seen, is of course, to process the new starters their organisation; to administer the payroll correctly (which will be carefully audited and must therefore be done thoroughly), and to facilitate the work of current employees. As one colleague once told me, he considered that the reference letters were 'only one thing' out of the whole, detailed process.

And therein lies the problem. This 'one thing' hold up most organisations' recruitment, because it's a one way street. We in HR, will always be chasing the references for incoming candidates to our own organisations - these will have priority. But not the ones for outgoing candidates, who going to work for others. And so, we're all stuck in the same endless cycle of needing employment references from other organisations, but not given enough incentive to fast track ours to them. How can we break out of this? Here's a suggestion I have.

I think we should approach this challenge, like an unspoken contract, between certain organisations. The relationship between our organisation and the third party requester could be like a contract: we need something from them and they need something from us. So if there are two organisations, who enjoy a high exchange of the same employees, then their new starters and employment reference teams could have a mutual arrangement in place, to fast track each others' candidates' applications.

For example, when a former employee from Organisation A, applies to join Organisation B, the new starter team from Organisation B could immediately contact the HR Administrator at Organisation A, who is in charge of employment references. Organisation A's administrator knows to fast track this reference, by his/her employer's arrangement with Organisation B, and does so. In return, the new starter team at Organisation B, then inform their own administrator, who issues external employment references, about some of Organisation A's new starters, who will need references fast tracking. And so, by careful arrangement between both organisations, their new starters are able to benefit from a more streamlined process. (I already have an unspoken agreement like this in place, with our new starter team, to fast track employment references, for former employees, of our client's organisation, who are coming back to work for us.)

Of course, there are many challenges to such an arrangement. All candidates have an equal right to seek employment, and this may appear to give an unfair advantage to some above others. The way to address this problem, is to make any such agreements official, so that candidates from other organisations will understand why the ones participating, are given priority: it is a business deal, in effect, for more streamlined recruitment processes, and is a voluntary agreement, by all participating organisations. 

I think we should at least consider this kind of arrangement, as an important incentive, to streamline our pre-employment screening processes. Employment references are only one part of the process, but they are an important one. A candidate needs his/her reference letter in a timely fashion, to start in a new role: and what better incentive for the former employer, if their own new starters' candidates' references will be fast tracked in return.  

 

Apprenticeships: how to make the most of your experience

Apprenticeships have come a long way in recent years, offering young people a real alternative to university and a way to gain incredible, career-enhancing work experience.

They offer a great blend of practical training and learning support.

If you're thinking of undertaking an apprenticeship however, or know someone who is, it's important to remember that the company itself isn't the only one who has a responsibility to make the experience as useful as possible – you do too.

Here's how you can make sure you squeeze every drop of value out of your apprenticeship.

Choose one that suits you

It sounds obvious, but the best way to make sure you're fully-engaged with your apprenticeship is to become involved in one that's based in an industry that appeals to you.

There's more choice now than ever, in terms of the sectors in which these programmes exist, as you can become involved in programmes in fields as diverse as banking, engineering, IT and law.

Show apprentice recruiters that you're keen

At this stage, many school leavers are likely to have a fairly similar level of work experience, so there won't be much setting you apart.

It's for this reason that it's really important to show that you're passionate about the opportunity to work for the company and are interested in the industry, starting right from the interview stage.

If you show that you're really keen to become an apprentice and put a lot into the experience, your manager is more likely to hand greater responsibility to you.

For example, if you're interested in working in consultancy, show that you're up to date with everything that's happened in the sector and that you're aware of who the key figures are.

Show you have the skills that employers want

Companies need employees who possess certain key qualities, like the ability to communicate and work well with others.

If you can show that you have these skills and are able to apply them effectively to your role, your superiors will be more inclined to trust you to work on important projects.

Show that you're also willing to take on more responsibility and focus on developing your own ability, through practical work and studying.

Let your positivity shine through on an apprenticeship

From your first interview to the last day of your apprenticeship, it's always a good idea to show enthusiasm and commitment. This can be through your body language, attitude and how you interact with your colleagues.

It doesn't mean that you have to be the loudest or most outgoing person in the office, or that you should try to be something you're not.

Instead, it means you should always be willing to help, polite, courteous, engaged and co-operative. This will help you come across in a positive light.

Ask questions to learn

One of the goals of an apprenticeship is to develop as a person, as an employee and to learn valuable professional skills. As you're in the early part of your career, it's absolutely fine for you to ask questions – in fact it's expected and likely encouraged.

Don't be scared of asking your manager and colleagues questions. If anything, this will show that you're keen to learn and help you become a more effective member of the team.

Listen to your co-workers

Being surrounded by people who have many years of experience will automatically help you to learn a lot, so just being in a working office environment will be beneficial to your professional development.

However, if your colleagues offer you specific advice or insights, it's worth really listening to it and taking it onboard.

After all, these people have learnt from experience and will only be trying to help you by passing on their knowledge.

Update for October

Here is a summary of our progress for the month of October.

 

Student Opportunities

For student opportunities, my focus is currently on the new Linkedin group, for Alumni of my University of Birmingham’s Guild Musical Theatre Group. This was a student society I once belonged to, that has now become a very successful part of our university’s Guild of Students. I aim to bring 30 generations of its Alumni into one group, to form a network in support of the performing arts:

https://www.linkedin.com/grp/home?gid=8342825

What makes this group unique, is that the students for this society, came from every school of our University. Many society members studied subjects other than drama: from science, and business; to history and politics. And yet so many of them went on to have successful careers in the performing arts industry: making the case for the performing arts as a profession accessible to all.

That is what I hope to demonstrate to fellow business people, by setting up this group on Linkedin. As university graduates, its members are intelligent, highly organised individuals, who have roles in important arts organisations. Given time and resources, they will be able to co-ordinate a very successful network for the performing arts. And when they do, their work will set an example, which other student-Alumni networks, may choose to follow.

NEETs

For disadvantaged young people, some very interesting insights have been shown to me, regarding digital badging, as a way to help their career opportunities, as discussed on the following page:

https://www.linkedin.com/groups/7494975

I believe that if a 16-24 year old who is not in education nor training, received a qualification by assessment; then the awarding body could register them on key recruitment databases for that industry. This at least, would flag up talented, but disadvantaged candidates, to recruiters; giving NEET’s more of a chance, against their fully qualified student and apprentice counterparts.

There is one particular borough of London, where I think this kind of system could be used. Their borough council’s youth worker has been very receptive to the concept. However, the representative they have recommended, will be occupied for the next few weeks, and I hope to discuss the idea with them after this time.  

The Gorilla Database

For job creation opportunities: The Gorilla Database has now had over 10,000 views on Google+, making a clear case for its sustainability as a concept, and for further development:

 

https://plus.google.com/108660978572646258999/posts

 

Email: gorilla.opportunity@gmail.com

 

As contacts of mine have found, there are many graduates, whose theses, and PHD’s have not yet been developed into products and services. Likewise, there are always entrepreneurs, who are looking for new ideas. This database aims to put the two together, as an enabler for start ups.

Now there is a clear interest in the concept, we need a working prototype, to prove this the database can work.  One University’s business tutor, whom I have spoken to, has agreed that this database will be considered for their business incubator: on condition that certain things are demonstrated first. A working prototype is one of them.

 

The Blog

Nick Clapp and Howard Court have kindly agreed to become authors for our Forum’s blog. If you too, would like to write and publish articles about young people and adult’s opportunities, then please contact me on the following email, and I will send you the invite, to become a Contributor:

 

Jamesmegarry@hotmail.com

 

Summary

Progress has been made for all areas of opportunity that this Forum seeks to cover. The Gorilla Database; the possible digital badging scheme in London; and the GMTG Linkedin page, are all providing clear examples for job creation, help for disadvantaged young people’s opportunities, and student opportunities. We now need to set up the working prototype for job creation, plan how the London scheme may be put into practice; and build the GMTG group into a full scale network. These steps will take time, effort and planning. But if you know individuals, who may have the insights, resources and ideas for these projects, you are more than welcome to invite them to our Forum.

Best Regards

 

James M

 

Founder

 

 

Update for September

Over the past month, a lot has been happening.

Our Forum now has over 50 members, and the Forum blog has had over 3,000 views, which shows how our operation is growing. And there is a lot of interest, in the issues we are discussing.

Qualified Assessment

Thanks to Kevin, from DigitalMe; Sami from Youth Work, and others who responded to my invite to make a new kind of scheme, using qualified assessment to help NEETs. One London council's youth service staff have kindly been in touch about this, and I plan to begin our work over there.

I have set up a new subgroup, as a meeting room on LinkedIn, for us to discuss:

https://www.linkedin.com/grp/home?gid=7494975&trk=my_groups-tile-grp

It is free to join, and I welcome all youth workers, and youth service people's participation.

Student Opportunities

For student opportunities, Nick Clapp from RMP Enterprise, has kindly accepted my invitation to become a Contributor to the blog. He will write articles about student placements, and I'm sure will have some recommendations for knowledge transfer as well.

I have invited several others to become Contributors, and if you or anyone you know would like to write articles on the blog, then please send me your contact email (to my email below) and I will send you the invite to join.

I am also attempting to build up the new LinkedIn page for the Guild Musical Theatre Group, whose founder is setting up a new drama school. I know that after 30 years in existence, the members and Alumni of this group, now have the collective talent and connections, to be able to build a full scale arts network, which will serve as a clear example to performing arts students, and to student-Alumni networking in general:

https://www.linkedin.com/grp/home?gid=8342825&trk=my_groups-tile-grp

Job Creation/Business Start Ups

On the job creation side, I have been asked about the long term sustainability of the Gorilla database.

https://plus.google.com/108660978572646258999/posts

Over 8,000 people who have viewed this database so far, which is clear evidence, of a very strong interest in the concept. But as with the qualified assessment side of our Forum, what we need now, is
a practical example, to prove that it can work.

The database has a simple design. It allows users to put their contact details and innovations on a series of lists. Entrepreneurs will then have access to both the people and the products to start a business with.

To demonstrate this, we now need a successful example of a business, started from putting this kind of information on the database. After our progress with qualified assessment, I am confident we can find the same interest from entrepreneurs, and will put the word out shortly, to gauge their interest.

If you would like to contribute to this project, you are welcome to access the link above, or contact me on these Forum pages.

Summary

All in all, a lot is being done, and I am glad we are now using specific examples to develop our ideas for opportunity. I also welcome our new members, and look forward to their articles, posts and comments. The combined insight and experience of our members, will make this a very effective, growing operation.

The Gorilla Database

A Toolkit for Entrepreneurs

Job creation, through business start ups, is an important part of this Forum. Marcus Claytor has very kindly designed a database, whose purpose is to give entrepreneurs a Toolkit to start businesses with. The database can store contact details and product/service innovations: meaning that an entrepreneur would have access to both, to start a new business.

For entrepreneurs and others who are interested, here is the link to the database:

https://plus.google.com/108660978572646258999/posts

The over 8,000 views it has had so far, is a clear indication of Gorilla's potential. We will continue to build the database, which will eventually lead to a new app for entrepreneurs.

'Boot Camps' for Young Job Seekers? Why Not Try This Instead...

 

 

In response to the Government’s ‘boot camp’ programme, to crack down on young people’s unemployment, (as per the article below), I have a suggestion to make.

http://www.independent.co.uk/news/uk/politics/jobless-young-people-to-attend-boot-camps-in-no-excuses-crackdown-on-youth-unemployment-10458357.html

There is one definite way we can all help young people’s employability: and that is, the qualified assessment of non-graduates (or 'NEET's').

 

 

 

Qualified Assessment as the Solution

Qualified assessment has been a huge success, for apprentices in all industries of the UK. The assessment of people’s skills and grading according to their ability, has given young apprentices the chance to prove themselves, and show their potential to future employers. And for those who have acquired skills already, recognition of prior learning through qualified assessment, is a perfect way to measure people’s potential; because after all, you don’t have to teach someone what they already know. And so, why not do the same for non-graduates?

Take every 16-24 year old who is not in education or training (known in the UK, as non-graduates or ‘NEETs’). Assess each candidate’s skills and abilities, and if they have a skill for which they do not yet have a grade, then assess and qualify them accordingly: as you would an apprentice. This could be for any skill; from customer service, to manual handling. But certificate qualifications in specific skills can make all the difference; as employers are looking to fit young recruits into specific niches or roles.

To the organisers of the ‘Boot Camp’ programme, I say to you; before you even send these young people on any courses, and train them for interviews, why not start by assessing them for what they already know? The UK Government’s agencies are quite capable of doing this. Because after all, they did it before.

 

 

The Leitch Report

Lord Leitch Report: Prosperity for all in the global economy in 2006, highlighted the need for more training and qualification in the UK, in response to Britain’s poor rating at the time, within the global skills economy. In Lord Leitch’s own words “we cannot be complacent and we cannot predict future economic conditions with certainty, but we do know that the demand for skills will grow inexorably.”

To meet this demand, the Government increased apprenticeships, improved access to training and skills; and most interestingly of all: back in 2006, sent qualified assessors into workplaces, to discover young people’s potential. The assessors qualifies 16-24 year olds – including non-graduates - by recognising their existing skills. I know this, because I applied for one such role. I was also lucky enough to gain a certificate qualification through assessment at work.

Qualified assessment of non-graduates in the workplace was a success then, and there is no reason why it shouldn’t be a success now: for all non-graduates whether employed or unemployed. I have been giving the idea some thought, and know one challenge we will face from the HR side. It has to do with the qualified assessors themselves.

 

The Challenge

One challenge from a legal, and HR point of view, will be redefining and renegotiating the assessors' role, to include non-graduates. Qualified assessors must operate within strict guidelines of their awarding bodies. As employees, they are recruited specifically to assess mainly the apprentices. I would say that the whole financial structure of our Government's programmes is geared to that effect. And so, to deviate from it in any way, by assessing someone not within a set scheme, would potentially go outside an assessor's contract. But there is a way round this.

Youth Engagement and other specialised youth teams, already receive funding in some form, from local or central government. If we can incorporate an assessor's role into each service, part of that funding for the youth service, can then go towards hiring the assessor, to work with the non-graduates. This is quite an important distinction to make, because an assessor must have a clearly defined role within a service, to be given the power to assess and qualify the non-graduates.

 

 According to staff from UK Youth, certain training organisations can in fact, apply for funding to assess young people in their care. But again, this depends on their applications being successful. I want us to make qualified assessment more freely available to non-graduates who are services users of youth organisations. Another way to do this, might be for an organisation to employ an assessor as a temporary contractor within their youth service. That will give the assessor the power, to qualify all of the organisation's young service users.

 

 Once we can work out the legal, financial and HR side, I think there is a way that we can integrate qualified assessors into all youth services.

 

Conclusion

I believe that qualified assessment is the single most effective way, to ensure the employment, and career development of non-graduates: both employed and unemployed. If all non-graduates in the UK were assessed and qualified for any skills they had, then many of them would be able to prove themselves to employers. If you have any opinions on this, then you are welcome to visit our open forum on the link below:

https://www.linkedin.com/grp/home?gid=5133737&trk=my_groups-tile-grp

And there is also a subgroup for discussions on qualified assessment of non-graduates:

https://www.linkedin.com/grp/home?gid=7494975

I welcome your thoughts on this.

 

Best Regards

 

James M

 

Founder

 

Let’s Build Bridges

Sources

 

Lord Leitch: Prosperity for all in the global econonomy – world class skills Final Report, 2006

 

Welcome New Members and an Update for Late July, 2015

Hello Everyone

Welcome as always to new members who have joined for late July 2015. As you can see, Let's Build Bridges is a Forum, to create opportunities for young people and for adults.

To keep it simple, this blog will tell new members all they need to know about what has been discussed.

If any young people are looking for voluntary work experience, then Lee Willows, the Founder of Young Gamblers Education Trust, has offered placements, and can be contacted on the LinkedIn page:

https://www.linkedin.com/grp/home?gid=5133737

For skills and qualifications for non-graduates, I have been speaking to The Princes Trust's Outreach Team, and they have a very effective 'Into' programme in place, to assess and refer young people accordingly, if you know of any non-graduates who may need their help.

Of course, I am pushing for full qualified assessment of all non-graduates, and would be interested to hear the youth workers' views about how we could do this.

On the start-ups side, we have had a new recruit for the Job Creation group. Chiara will bring new ideas and momentum to the discussions, and as I have told her, what we need now, is a practical demonstration of the Gorilla database in action.

If you are interested in starting a business, or know someone who is, then they are welcome to make use of this database:

Google+ (‘Gorilla Opportunity’ Start-Ups Database)

https://plus.google.com/108660978572646258999/posts

gorilla.opportunity@gmail.com

In the meantime, I'd like to thank all members for their efforts, welcome new ones, and long may we continue. The combined skills and expertise of the members in this group alone is making a big difference. Every idea, or discussion means a new opportunity can be created, which could make all the difference to someone's career.

I welcome your insights, and look forward to hearing. Let's make some opportunities!

Best Regards

James M

Founder

Video Blog - 'Let's Build Bridges', Update July 2015

Qualified Assessment Update, July 2015 - The Need for a More Proactive Approach

Following my article a few months ago, about qualified assessment for non-graduates, I have spoken to a number of youth organisations about this, and youth workers alike. As they have told me, there are certificate qualifications, which non-graduates can be awarded, but these are usually for general core skills (such as Teamwork). But from my background in HR, I know that - to be blunt - employers expect these core skills anyway, from all candidates who apply for a job.

What will impress the employers, are certificate qualifications for specific skill sets; for example, customer service, manual handling, etc. This will allow a candidate to fit into a specific niche that the employer wants them too. Again, it is not that non-graduates aren't given these certificate qualifications. But the problem is that the system relies on the initiative of each youth organisation or training provider.

For example, a school may recommend a group of young people, for training under a youth organization. The organisation's Outreach team may then assess the group, see where their skills lie, and accredit them a certificate qualification for a skill such as construction. And they may be introduced to contacts in the industry to find a good career. This is great for that particular group of young people: but what about the other young people in nearby schools, who could benefit just as much from the same opportunity?

That is why I think qualified assessment should be integrated proactively into every youth service, and made as freely available to non-graduates as a school education. This would ensure that every 16-24 year old service-user is given a free full assessment of his/her skills and abilities: and then directed to an assessor to be qualified for any ungraded skills. It should, in effect, be like a safety net, to make sure, that young people who did not get the chance for apprenticeships or higher education, are still able to prove themselves to future employers, by gaining certificate qualifications, that reflect their skills.

I am keen to discuss how we could make qualified assessment for young people, an integral part of all youth services.

You are welcome to visit our Forum page to discuss.

Best Regards

James M

Founder

Let'a Give Young People a Fighting Chance

A National System for Qualified Assessment

I'd like to share a few thoughts on the qualified assessment of all 16-24 year olds who are not in education or training: which I believe is essential for these young people's future. From what I have heard so far, the biggest challenge to qualified assessment for non-graduates; is not that they don't receive it. The challenge, is that assessment depends on the initiative of the training provider or funding organization.

For example, a school may recommend some of its pupils or students for assessment, and funding or training programmes will then be put in place, to give them certificate qualifications. But only these young people will benefit from it. There may be others in nearby schools, or in the vicinity, who need the same opportunities. The system as a whole, I believe, is too reactive.

The answer should be to ensure that qualified assessment forms an integral part of every youth service. I believe that there must be one national standard of assessment: so that every 16-24 year old non-graduate, who comes into contact with a youth organization, is offered a free full assessment of their skills and abilities. Any ungraded skills should be assessed and qualified, in exactly the same way as for apprentices.

There are of course, certificate qualifications which are already awarded by youth organizations in this way, to reflect general potential - such as a certificate in Personal Achievement, or Mentoring Learner Driver. But from my work for businesses, I know that employers are often looking for a specific skill set, and want specific qualifications to prove this. That is why it is important to offer non-graduates the chance to qualify for transferable, QCF certificates in specialized skills: such as customer service, manual handling or admin experience.

And we shouldn't delay in setting this up. From what I have read, according to the Institute of Fiscal Studies, 17.4 children in the UK, now live below the poverty line. This is not acceptable. Children who are born into poverty may be given food, clothing or shelter. But their need for opportunity is just as important. Without a good education or training for a career, they may be held down, and denied a future. And there is one important thing we can do to help with this.

Every 16-24 year old must be given the opportunity to prove themselves, by gaining qualifications that reflect their skills. The disadvantaged have no illusions about the challenges they face. Most of the non-graduates I have known have had to work from a young age, and some have worked their way up to have good careers.

If their grades reflected their actual skill level, I submit that most non-graduates actually have many skills from work experience they have had: and if these skills are confirmed by certificate qualifications, they would have the right grades to land the entry level jobs and progression needed for a good career.

So I invite all youth workers and others who want to help, to join our Forum, and see how we can make this happen. You are welcome to visit the pages shown on the links to the side of this page.

Let's set the standard for young people's careers.

Best Regards

James M

Founder

Update for June 2015

Hi All

Here's a quick update on Let's Build Bridges' progress so far for the month of June.

Thanks to the youth workers for joining this Forum. Your insight into youth services will be a great help for non-graduates' opportunities. From what I have been told by UK Youth, there are currently 5 certificate qualifications that non-graduates can be assessed for. While this is great for their career opportunities, I submit that if non-graduates were assessed for every skill - in much the same way as for apprentices, and for all the same skills - then they would be able to prove themselves, by gaining a lot of certificate qualifications.

As non-graduates have told me, they have worked jobs, that have given them ungraded skills and experience. So the challenge now, is for us to find a way to integrate qualified assessment - for all skills - into the support services that 16-24 year old non-graduates now receive. I know that this will give young people the fighting chance they need for decent careers, and I welcome the youth workers' thoughts on how we can achieve this.

On the knowledge transfer side, I am pushing to make sure that all students are being given the work experience they need to get a decent career for when they graduate. I would like to see student work experience be made a compulsory part of higher education, as students will need this to compete with experienced apprentices, for jobs. With this in mind, I have written an open letter to all UK universities and colleges, making the case for compulsory student work experience. I have so far had several replies, from careers officers, and look forward to hearing from the rest.

What would really help the students, I think; would be to keep a national list, of colleges/schools within each university, whose students are still looking for work experience. This would be like a league table for opportunities, and could be used as a kind of checklist, to make sure all students had had their chance. The list could then be matched with another list of businesses whose owners are prepared to offer it. According to what staff from Prospects magazine and NASES have told me, there is not yet a national list like this. But I think it would be helpful to have one.

On the job creation side, I am very pleased to report that the Gorilla Opportunity database has now had over 6,000 views on Google+, and is attracting long term investment opportunities, from within the business community:

Google+ (‘Gorilla Opportunity’ Start-Ups Database)

https://plus.google.com/108660978572646258999/posts

gorilla.opportunity@gmail.com

The Gorilla database exists to empower entrepreneurs with a Toolkit to start new businesses, and hence, is an enterprise in its own right. The project has been a great success. But let's not lose sight of its ultimate aim: to create jobs, and also to give adults a chance to feel valued.

So there has been a lot of progress, but I look forward to hearing members' feedback on all these issues. You are welcome to discuss with me and with each other. Our efforts will help the opportunities of both young people and adults.

Best Regards to All

James M

Founder



Links:

Linkedin: http://www.linkedin.com/groups/Lets-Build-Bridges-5133737?trk=myg_ugrp_ovr

Facebook: https://www.facebook.com/groups/419487984829959/

A level Playing Field

Imagine that you are an employer, intervening candidates for a job. There are 4 candidates, going for the 1 position available. The first candidate is an apprentice, with 3 years training and experience in the industry in question. The second candidate is a graduate, with 3 years of study, but no experience in the industry. The third is a non-graduate, who has the voluntary experience needed, but lacks an important certificate qualification for the job. And the fourth candidate is an adult, with many years of experience, and some of the qualifications needed. Which of these people would you be tempted to give the job to?

This is the situation that recruiters are facing now, and hence, why we need to take steps to make sure that all candidates have a level playing field. Adults need opportunities too, but they do have one important advantage: their years of experience, and experience counts for a lot. So young people especially, need the combination of skills, experience and grades, to have a good career. Apprentices are the perfect example of this. But the other young people need to be considered as well, and offered the same kind of experience or grades. Students, for example, need internships, to be able to demonstrate experience in the industry.

Student Internships

All students need working experience as interns if they are to have a chance against their apprentice counterparts. Of course the challenges to this are many. And from the employers’ point of view, they already have apprentices and interns in place. More interns would cost money if paid, and if they were unpaid, could undermine the work of paid full time employees. I concede that from the full timers’ point of view, they do not want to be undercut by interns who could do their jobs for free.

So an agreement needs to be reached, as to who has an internship where and when. Recruiters, University Careers Officers, businesses and employees’ unions, could coordinate their efforts, to agree on how many interns would be allowed.

A rota system, in effect, could be created, using agreed time slots, and locations, so that at any one time, each team of a business has one intern or apprentice assisting them. It should be made clear to these interns that they are there to follow their colleagues’ instructions, and to learn from them; and that they have a finite time to do so. After a few weeks, the next interns could be brought in, and so on.

Employers’ objections to this would be many. The costs, training, and liability would discourage businesses from taking on any more than a few students at a time, to be interns. My response to the employers about this is: there is one major advantage that you will gain, by employing multiple students as interns – albeit within a set time frame, and with clear, agreed limits. That advantage is: individual knowledge transfer.

Each student is unique. He or she brings a unique life experience, and hence a different skillset and a different set of ideas to the table. I’m sure all university staff would agree, that no 2 students – or interns – are alike. And because they are not yet working in the industry they study, these students are able to think outside the box: and will be able to bring new innovations to each business. In return for the mentoring and training given to student interns, I submit that you, the business owners, can recoup your investment, by asking that the students research and solve any long term problems that your businesses face. They are used to having to look into issues in depth, and may come up with the solution you are looking for.

The other challenge of course, is a logistical one. With thousands of students per campus, even with good planning, there may be a finite number of places available for them. With this in mind, care would need to be taken, to restrict the number of students allowed to apply: a set number from each college within their University, at any one time.

Non-Graduates’ Qualifications

At the other end of the scale are the young non-graduates. Contrary to the tabloid press’ negative stereotypes, most of the non-graduates I have known, are 16-24 year olds, who have gone into work and are trying to work their up, to get a decent career.

The challenge they face, is getting key qualifications, to progress to the good positions. For example, an HR position usually requires a CIPD certificate, for an applicant to get the job. It is hard to get jobs in HR without this. But of course, without a CIPD certificate, it is then hard to get into HR roles in the first place, to build up the necessary experience. And the same goes for all other professions.

So the place to start with non-graduates, is with what they know already. A non-graduate in a basic role may not have full managerial skills, but it is likely that he or she may have built up supervisory, or basic managerial experience, from voluntary or extra work, while in the current job. And so the non-graduate’s line manager may recommend him/her for a basic assessment and qualification for managerial skills.

Once the non-graduate has a certificate in this field, this is a major step forward. I can tell you from experience, even a basic level qualification can make a big difference. With a certificate qualification in management already, it will be a lot easier for the non-graduate to prove competency, and to use this to apply for apprenticeship, training courses, or college, in that field. In other words, qualified assessment of a non-graduate’s existing skills, will put him or her in the best possible position, to build a good career.

Conclusion

In an increasingly competitive, and increasingly global, job market, apprenticeships have set a brilliant example for us all to follow. The combination of skills, experience and qualifications, is exactly what candidates – young people especially – need to get a job. But this has raised the bar for employers’ expectations, and so we need to make sure that all young people (and adults) are given the same opportunity. Students need internships; non-graduates need qualifications. Adults need empowerment. By doing this, we can ensure that the next time any of these people apply for a job, they will have both the grades and the experience, to put them in the best position for a good career.

Let's Make a Business

The Case for Making Let’s Build Bridges into a Full Time Operation

I would like to put an idea forward to you all, that could make a big difference. A few years ago, I founded Let’s Build Bridges as an open forum, for one purpose: to make sure that everyone has a job and a career, and to look at the ways of doing this. I personally believed that the need for jobs and careers was a fundamental part of our society. People can’t go without them. You need a job for income to survive. And you need a good career to be valued as a human being. While there are many other causes that certainly deserve attention, I believe that the need for opportunity is something that is often overlooked.

And from the attention these pages have been getting, (from viewers in this country and many others), as well as insightful ideas people have put to me, I think there is a clear case for making this Forum into some kind of charity, or social enterprise, so that we can help get people stable jobs and good careers. At the moment, I am looking for people who may have ideas, or for volunteers, who believe in any of the causes I will talk about below. You’re welcome to read the proposal I have put forward, and to give me feedback on how it you think it could be done.

Objectives

While the ultimate aim of Let's Build Bridges is to create jobs and career opportunities, the specific objectives for this are:

• To ensure that all students in full time education are given the opportunity for work experience, as a fully integral part of their studies. 
• To ensure that student-Alumni networks at all colleges and universities, are operating at their optimum capability.
• To ensure that all 16-24 year olds who are not in full time education or training, are offered qualified assessment, to allow them to gain certificate qualifications that reflect their skills and abilities.
• To provide all non-graduates with a career path, according to their skills and abilities.
• To empower and assist entrepreneurs, to create jobs, by developing and providing them with a comprehensive Toolkit for business start-ups.
• To ensure that adults's skills and experience are valued, through participation in business start ups, mentoring, and other activities.

What This Will Involve

To achieve these objectives, and considering the 3 areas (or pillars) or the operation that will be discussed below; the function of Let’s Build Bridges as a charity/social enterprise, would be to:

•  Engage with universities and colleges to ensure student internships form an integral part of very course of study; and that the students are mentored in return, by the people who take them on.
• Work with careers officers and Employability Teams, to devise strategies and long terms plans for achieving this.
• Work with Youth Engagement Teams, and organisations such as the QCF, to integrate qualified assessment into the support that young people not in education or training, will receive.
• Work with small, medium and big businesses, to place student interns, enhance knowledge transfer, and promote qualified assessment for any non-graduate employees.
• Work with entrepreneurs, to develop start-up toolkits, find investment and support for new businesses, to create jobs.

Each of these tasks would fulfill the purpose for the 3 basic areas, of Let's Build Bridges. I’d like us to look at each of them in turn, as I think they could form the 3 pillars of a full time operation.

Let's Build Bridges divides the need for opportunity into 3 main areas. My case for each of them is as follows:

Knowledge Transfer as a Charitable Cause

Knowledge transfer ensures free flow of information and ideas, leading to health industries and growth. If the students of an industry co-ordinate information sharing with the Alumni (or graduates) in that industry, then this helps both sides. But it can also be very helpful to both students’ and graduates’ careers. I would like to focus on 2 ways to make this happen: student internships, and student-Alumni networking in general.

As students are no doubt aware, a degree in itself, is no longer enough to get you a good job. Employers want experience and so graduates need to demonstrate their work experience, through internships, to compete with their apprentice counterparts. Student internships are also a very good form of knowledge transfer, as each generation of students bring new ideas and innovations that businesses need. And the mentoring and coaching they can receive in return, puts them in a good position to apply for work there when they graduate. But as I have found, there is not yet a consistent approach to this.

While there are well established schemes and government sponsored programmes for the apprentices, the schemes for student internships vary. Even at my own University, some courses include work experience as an integral part of the students’ learning experience: others do not. But while learning different subjects may have meant different ways of studying in the past, there is now one option that must be made available to all students; and an important reason why.

Students are now paying customers. Universities are now businesses. And a fundamental rule of business, is that customers who pay the same fee, should get the same level of service. At the moment, every student at a University in the UK, must pay around £9,000 a year tuition fee, not including other expenses. Since all students are paying the same (high) fee, then they should all get the same level of service. It should not matter whether a student studies History, Medicine, or Sport. He or she should have the same integral work experience, offered as part of his/her degree.

Apprentices already have this, of course, from their training on the job, which has been hugely successful in all industries. And so the same principles could be applied to student interns.

Skills and Qualifications as a Charitable Cause

Apprenticeships have, been a great success, by qualifying young candidates from all walks of life, for their chosen industries. And in the past, degrees in higher education, at both colleges and universities, have always been a big help to their student’s career prospects. But as one person pointed out to me, there is a downside to this: what about the young people who did not get these opportunities?

For these non-graduates especially, there is one way we can even the playing field. The same system of qualified assessment that is used for apprentices, could also be used to help non-graduates. After all, you don’t need to teach someone what they already know. If a person has a skill for which he or she does not yet have a grade, then that person should be assessed and qualified, so that his/her skills are reflected by his/her grades. 

The classic Catch-22 situation, (as a senior manager of mine herself once told me), is where someone with the talent, but not the grades is trying to get on the career ladder, but can’t land a decent job without the right certificate qualifications, to get him or her through the door. But of course, you need to get in first to earn the grades in the industry, and so it can be a frustrating process for young hopefuls: particularly non-graduates, who are often denied the entry level job they need to prove themselves. Yet, if they were graded according to their actual skills and abilities, then I believe this would open a lot of doors for them.

16-24 year olds who are not in education or training could still be assessed and qualified, according to the skills they have; and given certificate qualifications to reflect their talent. There is a strong case for this as a charitable cause, by helping the disadvantaged with their careers. 16-24 year old NEETs are a particularly vulnerable group. Without the job prospects or good careers, they risk drifting into crime or long term unemployment: hence why many councils have Youth Engagement Teams to help these young people.

I say that part of the help they receive could come in the form of qualified assessment, where young NEETs who have skills, could be given the certificate qualifications they need, to apply for decent jobs. This could help the employed and unemployed alike, because as the Joseph Rowntree Foundation’s researchers have found, there are young people in low paid jobs who are financially just as disadvantaged, as some who are unemployed. Qualified assessment of all skills they possess, could hold the answer.

But the challenge to this - and hence the case for a charitable cause – is that, for non-graduates trying to work their way to good careers, businesses will only develop employees for their current line of work. For example, someone who works in customer service may not be able to qualify for a certificate in managerial skills: even though he or she has them. Some employees may have their managers’ support to train for new skills, but some may not.

Let's make sure that all these young people (and adults) get their chance, by ensuring that their grades reflect their skills. The non-graduates I have worked with – both young and adult - were not given a higher education, and have had to go straight into work from a young age. They are salt of the earth, hard working, and I submit that many o these people are actually working to the same level as their qualified counterparts. I submit that qualified assessment will give them a fighting chance.  

Job Creation as A Charitable Cause

Skills, qualifications and knowledge transfer are all very well, but there is one fundamental need that is still missing: people need jobs. Job creation is a very important part of how our society functions. Without jobs and job security, unemployment can lead to crime, and social inactivity. And there is another reason for job creation, besides guaranteeing a steady income.

Having a job gives you a sense of self-respect, and a sense of achievement. It is important for people’s emotional well-being and self-esteem. We are all happier when we feel that we are part of something, and are doing something that matters. But as entrepreneurs like Luke Johnson, have reminded us, “[J]obs are not a natural phenomena, invented for the general benefit of society. Jobs are a by-product of someone’s urge to build a business and create wealth for themselves.” So we need to be proactively creating new jobs in any way possible.

There are several ways to do this. Government investment and infrastructure are always very good to create several thousand new jobs, on a strategic (usually regional level). This is fine, but despite the fact that the UK economy is growing, there are still gaps to fill. If the empty shops and closed businesses, throughout every city in the UK aren’t proof enough, then there is another sign of continuing job losses; my redundancy and others. I have been made redundant from my previous role, as are quite a few others from organisations all over the UK. Despite overall growth, these organisations are still hemorrhaging jobs as a result of global economic forces: and the after-effects of the recent Recession.

Whether in good times or bad, people will always need jobs, and since there are only a finite number to go around, we need to keep making more. One way to do this, is through business start-ups. According to one leaflet for the up and coming UK election: “Across the UK since 2010, more than 760,000 new businesses have been created, supporting 1.9 million jobs & 2 million new apprentices.” And as the saying goes, when you’re doing something right, keep doing it. But there is another reason why business start-ups should be used to create jobs.

An experienced professional once asked me: what about the opportunities for adults aged 55 and over? It was a good point. In fact, there are many adults of all ages, who may feel held down, or under-valued as individuals: both employed and unemployed. It occurred to me that the best way to make sure these people were valued, was to offer them business start-ups as a solution. After all, why spend your adult life working in a menial role you hate, when you have years of experience, that could be applied to something new?  So I believe that the way to value adults’ (and young entrepreneurs’) skills and experiences; is to get these competent people together, and help them to start businesses of their own.

At the present time, a manager named Marcus Claytor is very kindly designing a new kind of database, that can be used as a Toolkit, to help entrepreneurs do just that. This is our own initiative, to help local enterprise.

But essentially, the charitable purpose behind these business start-ups, is to create jobs, and to empower adults (including the over 55’s) with their opportunities. Start-ups would be the most effective way to create jobs on our own initiative. People need them, and we need to keep creating them. 

The Need For Opportunity

Having considered these 3 ways to create opportunity, it is worth considering why opportunity itself will always be an important cause. While the need for food, water and a roof over our heads are all important causes, we should not underestimate the role that opportunity plays in people's lives. I believe that a great many social ills can be traced back to the lack of opportunity.

As countless studies have proven, a lack of jobs and career prospects causes frustration, and has led to everything from bullying, to crime. Again and again it is the same old story. I myself have known a few individuals whose jealousy and bitterness has been because of a missed opportunity.

In times past, there were glass ceilings that prevented people from having opportunities. Research has shown that women, ethnic minorities, homosexual and disabled applicants did not have an equal share of opportunities in the workplace. These people were not just unlucky: they were of course, discriminated against by being held down, or denied opportunities for career development. Over the past few decades, legislation has been drafted, to break these glass ceilings, and enforce equal opportunities for all.

I believe that the challenge we face now, is that not only are there glass ceilings; but glass walls as well. Time and again, I have seen people in Catch-22 situations, who are prevented from developing a good career. Either the training isn't there, there is not a clear path to the career they want, or people's years of experience is not valued. It is time that we dealt with these issues head on.  And over the past few years, one occurrence has made it more important than ever.

We are now recovering from one of the worst recessions in our economy's history, following the economic crash of 2008. The damage this has caused to people's job prospects and careers is still being felt, even now. Tuition fees and rents are higher than ever. Food banks still exist for people who can't even afford a decent meal. Homeless people still walk our streets. In many ways, the Recession and it's effects are still with us. And to fight it, we should take a leaf out of history's book.

In the the Great Depression of the 1930's, the Recruitment and Employment's Confederation's original; the London Employment Agencies Federation; was formed, to help people back into work. And by the same logic, rather than wait for the next economic downturn now, we need to put measures in place, to prevent another Recession, by creating as many opportunities as we can, until everyone has a job and a career.

Challenges

I have identified several challenges that Let’s Build Bridges would face if it were to put these ideas into action:

1.       This forum would need funding, and to establish a good reputation, to be effective as a charity.

There are several possible solutions to funding. Community projects sometimes have ‘moneypots’ or crowdfunding for specific projects, and if we start small and build up, this might work. For example, I have started with The Guild Musical Theatre Group, as a smaller scale project, to build up student-Alumni networking for knowledge transfer and career opportunities among this group of people. I think this has real potential to work, and it does not (at this moment) require any funding from our side.

With regards to reputation, I believe that a few small ‘test projects’ like this one and others, will lead to bigger things, and establish a growing reputation of Let’s Build Bridges, as an effective group that can make opportunities happen.

2.       Let’s Build Bridges would need the participation and support of a dedicated team of people, for it to work.

Those who have come forward already have all had useful ideas, and may be able to volunteer some help, for this to get started: or they will know the people who do. As I have said before, at this stage, I am looking for a few volunteers with ideas, who believe in job creation and career opportunities as a cause, and are willing to help make it happen.

If the people from one project are invited to continue helping, then their work and contribution can help us take on more detailed projects, and form what I believe will become a long term plan for the charity. I will leave contact details below for people’s feedback on this.

3.       Student internships could clash with Apprenticeships.

Business owners may not want both Apprentices and student interns working for them. The interns’ role may undermine the Apprentices’ role, as they could be brought in to work temporarily or for free. The Apprentices in turn are full time, hence business owners could argue that there is no need for interns to volunteer their services. Also, there is the argument, that students are already receiving higher education: so why have a mini-apprenticeship as well?

The solution to these is to work out a strategy, where interns are co-ordinated with the Apprentices, in such a way, that businesses have either one or the other at certain times; or that interns be restricted to working only in certain teams or departments within an organisation. There could also be a quota agreed with a business, that there should be a set number of interns for every Apprentice and so on.

4.       Some of the identified tasks (including qualified assessment of non-graduates) would need a high level of networking, and in some cases lobbying, for them to be achieved.

One solution to this would be to apply for a charter to operate as a public agency, on behalf of government. The down side to this would be, that the Government department in question would then make the rules, and may take this Forum in different directions, to the ones intended. That is why I think that the best way Let’s Build Bridges could function, would be as self-sufficient charity, and that we should pick skilled and experienced people to do our lobbying.

Conclusion

With all these points considered, I think there is a strong case for making Let’s Build Bridges into a charity, as there is a clear need to get people jobs and careers. Equality of opportunity for all, is a principle that is enshrined into our laws: and everyone has the right to a job and a career. But the opportunities for these are often overlooked. I argue that it is just as important to regard the creation of jobs and career opportunities, as being essential for the quality of people’s lives, in much the same way as for the many other causes, for which charities are set up. 

Therefore, I’d like to hear from you, if you have ideas about any of the following: student-Alumni networking, job creation, the empowerment of adults (including the over 55’s), youth engagement and development of non-graduates, qualified assessment, student internships/mentoring; or how we could work with organisations to make these things happen. We need to think about how this could be made into a full time operation; and the best people we could find, who would be willing volunteers for this. You are more than welcome to leave comments on this page, or to contact me on the email below.

Best Regards

James M

Founder

Email: Jamesmegarry@hotmail.com

Sources

·         Luke Johnson: Start It Up, Why Running Your Own Business is Easier than You Think, 205 Penguin Books, The Penguin Group, 2011

·         ‘Robin Walker’ election leaflet, Worcestershire Conservatives, Genesis Europrint Limited, 2015

A Newsletter with a Difference

A few weeks from now, the student committee of the Guild Musical Theatre Group, at the University of Birmingham (England), should be creating a newsletter with a difference.

This newsletter is for both the students and Alumni of this, my old student society. It will connect a group of very talented students, with a group of well connected Alumni. Needless to say, it is a chance to make a few people's careers and connect a great many more.

While there are plenty of drama colleges whose students need these connections, the role of student societies should not be underestimated. As I have said before, the Guild Musical Theatre Group is far more than just another society. In business terms, it would be a strategist's dream come true. Because, after 30 years in existence, its Alumni now occupy key positions in the performing arts industry. Its students have now build their operation to a very professional level. There is a brilliant potential here, for a great many opportunities to be made.

I realize that drama students should be first in line for this kind of opportunity, but I think that this project is a way, to encourage students of other disciplines, to come forward and engage with the performing arts. Besides which, the drama students of my university and others will benefit indirectly, from the exposure and connections, that this newsletter will create.

And there is an important reason why this particular project matters so much. The performing arts as a profession is often misunderstood by outsiders (while I am not an insider myself, I have been fortunate enough to gain a musical theatre qualification, and to work with artists.) I have heard it dismissed time and again, as something to do for a hobby: but not as a way to make a living. So there is not the respect that there would be for other professions. Again and again, young hopefuls are told that there 'aren't the opportunities' to pursue a career in the arts.

But how many future students have been discouraged this way? And how much talent has been wasted? I say that if young people have passion, and talent then it should be used: whether for sport, the arts, or indeed anything they want to pursue. This is surely the purpose of every university, college or school that has ever been founded.

One crucial factor in today's world, however, is that there need to be networks, in place to make this happen. As Linkedin founder, Reid Hoffman writes, it is about 'network building'. This is very true. If there is one thing I've learned for certain, from the world of business, it is that opportunities do not just happen: they are made. Name the company, the institution or the legacy, and in every case, it is there because one individual, or a group of people made a conscious decision, to start something up. Story after story tells of the same humble origins behind a great success. And this newsletter is an opportunity to start something up, that will lead to even bigger things, for a great many talented people.

All members and Alumni of the Guild Musical Theatre Group (or GMTG) are educated, successful and organised people, with a genuine passion for the performing arts. They are quite capable of building a very good network together, and the newsletter would be the perfect way to begin. And if this succeeds, it will be proof that you really can do what you love, for a career. What's more, I know that this could be an inspiration to a great many other students: not only to performing arts students, but students of other professions too.

This is an opportunity that has been waiting to happen. And with the right kind of planning, it will. The newsletter format is a very good way to connect students and Alumni of a profession. To all students who are reading this: I strongly recommend that you set up a newsletter between yourselves and Alumni of your chosen profession, if you haven't already done this.

So for the next few weeks I am really looking forward to the first edition of this newsletter. And I have a feeling that this will be the start of an important opportunity, for a great many people,

Highlights from February 2015

Here are some of the highlights, from the Forum over February 2015:

The Guild Musical Theatre Group, and Student Alumni Networking

After discussions with GMTG’s student committee, they have agreed to create a newsletter, for both students and Alumni to use. This is the first step in an important process.

The reason why I am using Guild Musical Theatre Group (GMTG) as an example for student-Alumni networking, is because of its crucial networking potential. People cannot see the big picture yet, but they will do, as the students and Alumni begin to communicate.

Over the course of 30 years, graduates from the society have moved into key areas of the performing arts industry. Likewise, as I have said before, the students themselves have combined their raw talent and a lot of skill, to build the society into a kind of training school for the stage. So I am sure that, as business analysts would agree, if all of these people were brought together now, they would be able to build a very successful arts network.

Both the students and Alumni are all very talented and indeed, some of the Alumni are themselves, directors of important arts institutions. They are quite capable of organising a project of this scale. This is especially important for the performing arts, as I am assured, that the industry relies on the personal connections between its professionals. Creating a network like this one, would offer new connections, and – most importantly – would not only help students to find good careers: but would create new careers as well.

Having said that, I accept that it will take time. This process will take at least several years, before the students and Alumni on both sides, realise its full potential. The most important thing right now is to make a start. The students and Alumni need to contact one another, and share information. Besides the usual Facebook and other social media pages, a newsletter is a very good way to do this. This was suggested by GMTG Committee’s committee, and although I was sceptical at first, I now see that it has had a lot of support from the Alumni side, and is definitely the way forward.

This project has a lot of relevance to students at other universities, and colleges too. Ours can’t be the only well-established society, with the potential to network its members and Alumni. And I am sure that if successful, GMTG’s example will inspire other student societies to do the same with their Alumni. Of course, the main schools of study themselves, should be the first and most significant place, where the networking happens between the students and Alumni.

Work Experience for Students

As university careers officers have told me, work placements are still mostly optional for their students. Some degrees include them, others do not. Well I say that work placements and work experience for students in their chosen industry – even for a few weeks – should no longer be simply an option: but should form an integral part of their studies.

All students in the UK are now expected to pay a basic tuition fee of around £9,000 a year. That means they are now paying customers. And as I was taught in business, paying customers should expect the same level of service: whether the business is a college or university. All students should be entitled to work experience in their chosen industry. History students should be able to work with museum curators and archaeologists; psychology students with practising psychologists; sports science students with the sports and medical professionals. The list goes on, but the logic is the same.

Of course, the argument will be: why should full time professionals take time out of their important work, to train the students, and what about the costs involved? Well my counter argument is this: how much time and resources must medical professionals take out of their jobs, to teach their students? And yet, it has long been established, at my university and at others, for students of medicine, to be given work experience in the health professions. This must surely take a lot of time and money. But we do it all the same. So why can’t students of all other professions, have the same opportunities?

Qualified Assessment

The UK’s National Citizens Service (NCS) is my latest point of interest, in finding qualified assessment for non-graduates. NCS organisers have told me, that part of their programme involves awarding young people a certificate qualification for ‘Learning a New Skill’. I am wondering if this could be modified, to award young people with several new skills. After all, this kind of programme is aimed at 16-17 year olds, who are likely to be non-graduates.

I have also messaged Apprenticeships UK about this: as their schemes could perhaps be used to award certificates to some non-apprentices. There might even be a way to combine both programmes, and award at least some basic certificates to non-graduates.

I will wait to hear.

Job Creation/Business Start Ups

The Gorilla database is still the clearest way forward, and I will let Marcus set this up, on the relevant social media pages, to build awareness, before any major changes are made. The basic idea, is to put both the ideas and personal contacts for a new business, in one place; so if you or anyone you know, has ideas for a new business, then you are welcome to follow the links on the blog page, and send your ideas to the contact email. These will then be listed on +Google pages for the project.

Summary

These have been the main points on the Let's Build Bridges Forum for the month of February, and I will wait for the various people’s responses this month in March.