A consultation examining barriers to EYPS uptake in Dorset is yielding considerable benefits one year down the line.
Currently, 16 per cent of full daycare settings have an EYP, 20 per cent have a candidate undertaking one of the pathways and 42 per cent have a member of staff studying for a foundation degree.
Tina Ironside, workforce development manager at Dorset county council, says, 'While we had been active in meeting the EYPS agenda, there came a point where we felt we had reached saturation point, with a number of settings keen to be engaged but little progress made with some others.
'The University of Winchester won a tender to carry out the consultation, which was designed to highlight how resistant settings could benefit from more encouragement and prompting.'
Initially, information was gathered through focus groups and these were followed up with interviews with staff and managers. Mrs Ironside says, 'We felt it was important to have a dialogue on a one-to-one basis so that we could really delve into the issues.'
Key barriers to take-up very quickly emerged. 'Many practitioners were unclear about EYPS and the rationale behind its development, and understanding was based on limited or inaccurate knowledge,' she says. 'Some experienced practitioners also felt they were being devalued by the introduction of EYPS.'
A support project was launched to address these issues, targeting 40 settings with the aim of getting 25 to participate.
'Settings were offered £1,000 to take part and were visited by the Best Practice Network and an EYP to discuss the Status in depth and look at how it would benefit the individual setting,' says Mrs Ironside. 'After two visits from the EYP they were asked to draw up an action plan, and this was followed by a visit a couple of months later to see how they were doing.'
Most settings opted to 'grow their own' EYP, despite the fact that £10,000 was available locally through the Graduate Leader Fund to recruit from outside. Those developing their own EYP receive £1,500 to fund an existing member of staff undertaking EYPS, while additional support is available to cover course fees and study leave.
'In Dorset, settings are making excellent progress with EYP,' says Mrs Ironside. 'Retention is a concern, but there isn't too much of a problem as we have a healthy network which is very active in highlighting career opportunities. The Graduate Leader Fund is also generous, with 50 per cent for boosting salaries.
'Going forward this year, we have more initiatives planned, including visits to settings led by EYPs to highlight the real difference they can make.'
Plans to support settings in Dorset include:
- More one-to-one communication with settings
- Ongoing support for the pilot project action plans
- An exhibition on 20 March, providing advice on EYPS and the Graduate Leader Fun
- Case studies of EYPs, foundation degree students and their managers to share and highlight practical issues such as staff cover, funding and advice about juggling home and work commitments
- Review of how to improve a staff bank to support supply cover
- Visits to settings led by EYPs
- Promotion of routes to completing a foundation degree and EYPS
- Promotional material about the EYP role
More information is available at www.eypdorset.co.uk
