Skills Recognition Scotland (SRS) pilot: learning insights

High-level insights on the strengths of the pilot

Role in the pilot

When asked about their role in the pilot, interviewees often stated that they were/ had been a steering group member, or that they and their organisation had been involved in the pilot in some way. A number of specific roles were highlighted including: strategic lead/ oversight; governance; provision of expertise and guidance; duty to protect reputation; operational role / day-to-day delivery of service; case work; quality assurance/ reviewer; secretariat; to build infrastructure; to test different models; to train bench markers; stakeholder and employer engagement; and to provide insight from migrant communities.

Experiences of being involved with the pilot

Many interviewees talked about how it had been a privilege to be involved in the pilot and how they had been proud to have been involved.

However, their reflections on their own indvidual experiences also highlighted a mixed experience. Some noted that it had been exciting and enjoyable at the beginning, and had worked well with participants, but that it seemed harder to find a route into employers. Some also talked about how they had been very involved at first, but then described how their involvement had decreased over time due to a perceived reduction in communication and engagement, leading to a sense of disappointment and frustration for them.

The SRS process developed in the pilot

Interviewees talked about the value of recognising and normalising prior learning, the strengths of the pilot model developed, and their belief in the process piloted as something that could make a real difference. They emphasised how the pilot sought to build a model and infrastructure to enable people to identify, evidence, assess and benchmark the skills and qualifications they have against the SCQF. Treating people who migrate fairly and having the same fair and equal approach on qualifications for everybody were identified as potential benefits of the pilot approach.

Other comments on the SRS pilot included the popularity of the process (described by a waiting list to join it); the value of having the flexibility to try different models of skills recognition to see what could work best in the Scottish context; the initial funding received (however, there was also some discussion that this had been challenging as it was short-term and year by year); the confidence shown in a community led initiative by government and the potential transferability of the piloted model to other groups in society such as veterans, apprentices and people returning to work.

Steering group

Interviewees spoke in broad terms about the steering group (note: feedback from an interviewee on the draft of the report referred to two steering groups, one at inception stage and a later group). The range, expertise, and commitment of all those involved with the steering group was viewed positively. Including people with lived experience was seen to be an important element, though it was suggested that the pilot could have been strengthened further with more representation of people and organisations with lived and learned experience of migrant communities, and by the steering group meeting on a more regular basis.

Project team

The passion, drive, expertise, and vision of the project team were highlighted as strengths by interviewees. Having a university led development was regarded as a valuable asset, as were the links of the project team to migrant organisations. This was perceived by respondents to have enabled a fuller understanding of the migrant community and the discrimination they face, as well as highlighting the opportunities available through the SRS pilot model to tackle discrimination in recruitment processes, the labour market and wider society.

Case workers and bench marking advisors (known in the pilot as SRS advisors)

The valuable role, strengths and abilities of the case workers in working with and supporting participants were highlighted. This was seen as positive and central to the pilot as it enabled participants to fully understand and explore their skills, experiences and qualifications and benchmark them against the SCQF, whilst the role of the bench markers ensured a robust, credible and quality assured process.

Perceived benefits for Scotland, employers, and participants

SRS was seen by interviewees as an inclusive process by which Scotland could welcome and employ people who migrate to Scotland. Respondents highlighted the potential of the SRS process in securing positive outcomes for participants, employers, and for Scotland. It was also viewed as a way of starting an inclusive conversation on how we can encourage people from other countries to move into the Scottish labour market by understanding the vast range of personal and work‑related experience, skills, and expertise they bring.

Interviewees also talked about how the SRS pilot process can provide opportunities to help employers reach a pool of untapped expertise by recruiting staff with the appropriate skills for job roles, as well as a way of raising awareness of labour shortages, skills gaps, and underemployment. The process was seen to be a good way of linking with employers, and was described by some interviewees as offering a fast-tracking element, which could potentially speed up the process of people who migrate getting into work.

The benefits to participants were also emphasised and focused on the value of providing participants with support, confidence and space to talk about and evidence their skills, experience and qualifications against the SCQF, including their experience from a range of settings such as work, outside work, and voluntary roles.

Although not a specific aim of the pilot, one interviewee mentioned the benefits of the SRS pilot process for ESOL students (English for Speakers of Other Languages), including how it could enable students to recognise their skills; develop an understanding of the job market in Scotland; and gain confidence of where and how to get jobs.