The National Executive Committee National Health and Safety Committee

129 The Committee's work has continued to develop in relation to three key areas of activity:

• Support for BECTU members and representatives and especially health and Safety reps

• Liaison with key external bodies eg HSE, TUC, Skillset etc

• Legal developments.

130 Support for health and safety representatives has been a high priority and has taken the form of training courses and regular briefings, combined with advice and assistance on policy, procedures and risk assessments. Particular efforts have been made to develop and deliver union health and safety courses for freelance activists. On some courses, we have worked jointly with the TUC's Regional Education Service, and we have also hosted discounted First Aid short courses run for BECTU members by the British Red Cross. Other courses have been specially designed for BECTU's freelance members including production workers, managers, assistant directors, first assistant directors, make-up, construction and workshop craft grades and others.

131 Work with others in the industry has also been high on the agenda. BECTU has helped develop initiatives to get industry-wide health and safety standards for film as well as television and theatre production. Agreement has now been reached at industry level for standards, and for training of practitioners, in feature film production, through the HSE's Film Industry Working Party and the HSE Joint Advisory Committee for Broadcasting Performing Arts. BECTU has also been instrumental in helping to establish the International Institute for News Safety, and continues to support the work of health and safety professionals in the industry through Saafte (the Safety Advisers' Association for Film, Television and Entertainment).

132 In February 1999, the HSE and BECTU jointly sponsored a major national seminar on hair and make-up safety and dermatitis at LWT.

133 Increasing recognition of the need for competency in health and safety amongst industry professionals has led to revision of Skillset's training standards. BECTU has made detailed contributions to development of new health and safety training modules ('X3' and 'X4') which we believe will form essential qualifications for future practice.

134 BECTU has also continued to be involved in the important work of setting standards for lifting equipment in performing arts and broadcasting, through the BSI's ongoing work in this area. Draft standards have now been published and are being finalised in the light of public comment.

135 The key issue of Working Time has been at the front of the union's bargaining agenda, but has also featured largely as a health and safety issue. The union has been challenging unsafe working practices and especially scheduling arrangements which place members' lives and health at risk because of the scandal of excessive working hours, unpredictable shift patterns, sleep deprivation, stress and overload.

136 The union has continued to develop work on occupational stress and has made good use of its new model policy on 'bullying at work'. The policy has been distributed to workplaces around the country, and individual cases have been actively supported.

137 Health and Safety has been an important issue in motivating people to join BECTU - most clearly at Movie House in Belfast, where complaints of poor safety standards led to a major recognition dispute and eventual victory for the union.

138 The growing recognition of the importance of health and safety management and legal compliance in our industry will need to be matched by concerted union efforts and continued resources in this area. The loss of the union's national health and safety officer post has come at a time when demand for specialist input in this area is at an all time high in the industry. The new union structure for service delivery will be expected to maintain a high profile, high quality service in this area. It will be vital to maintain a strong and active voice in these developments for union members, with members' health and safety a priority.

Proposition 16/99 Multiskilling (AP22)

That this annual conference:

views with concern the continued drive to multiskilling in television/film production;

recognises that in some cases technological change may justify redefinition of jobs, but believes that multiskilling is often introduced simply to drive down short-term costs;

believes that multiskilling frequently undermines health and safety through under-crewing, and by demanding that a few individuals possess knowledge of safe working practices in several disciplines;

believes that this threat to health and safety is especially acute where multiskilling is introduced not just within departments, but across departments;

calls upon the NEC to ensure that information about trends in multiskilling is shared across divisions and industrial sectors, and to co-ordinate a united union response.

Media Make-up and Hair

Training Committee

139 Since BECTU's 1998 conference, trade union involvement in training has developed into one of the Labour government's central strategies. The concept of "Lifelong Learning" has broadened the previous relatively narrow focus on vocational training into a philosophy embracing education in its widest sense. Arguably, this development was foreseen by those who drafted the first BECTU rule book: one of the Objects of the union - rule 5(d) - has always been "to advance the standard of technical and production work in the relevant occupations of its members […]; to promote the knowledge, skill and experience of members generally and individually; to pursue the development and promotion of comprehensive vocational training and retraining provision […]; to promote the general education of members."

140 The Fairness at Work proposals, however, fell short of giving unions the statutory right to bargain on training. Though the climate has altered, unions still have to work hard to push forward new initiatives on learning at work, to convince employers, win successful partnerships and bid for funds. DfEE's Union Learning Fund has made resources available to unions for this purpose, and, as reported below, the BECTU Skillsbase Project has put this union at the forefront of union-led training projects. The Project fits well with the TUC Learning Services project, funded by the European Social Fund's Adapt programme, to train a new generation of union learning representatives. BECTU can take some credit in persuading the TUC and government to refer to "workers" rather than "employees", so as to include freelance and contract workers in programmes and (at least some) legislation.

141 The Skillsbase Project (reported in paragraphs below) preoccupied key members of the BECTU Training Committee for much of 1998/99. The Committee's 1998 Training Event (a regular themed seminar involving both union and external training representatives) was given over to a launch conference for the Project at the TUC on the 5 December 1998. Ordinary meetings of the Committee were held on the 20 June 1998, 5 September 1998, 25 February 1999, and 4 May 1999. High on the Committee's agenda throughout this time was concern at the impact on training issues of the Deputy General Secretary's retirement in August 1999. Roy Lockett has represented BECTU or the Federation of Entertainment Unions on the two National Training Organisations for our industries, Skillset and Metier, on FT2, and on the Training Group of the government's Film Policy Action Committee: replacing his level of knowledge, his expertise and his advocacy skills will not be easy.

Proposition 17/99 Training Officer (AP19)

That this annual conference instructs the NEC to appoint a Training Officer as soon as possible, and, in any case, no later than the end of 1999.

London Television News

Amendment

Add second paragraph: "Furthermore, that the union should develop a long term strategy in association with the needs of the industry, particularly in view of the deficit of health and safety instruction in an increasingly untrained workforce."

Art Department

Proposition 18/99 Training Officer (AP20)

That this annual conference instructs the NEC that, in view of the Deputy General Secretary's high profile in Training, and his imminent retirement, BECTU should implement the immediate appointment of the dedicated Training Officer for the union. The Deputy General Secretary and lay members have hitherto represented the union on several regional, national and international committees, representing both BECTU and the FEU. When Roy Lockett leaves the union in August 1999 it will be impossible to maintain this level of representation from existing resources which are already working at full capacity.

North Wales Freelance

142 The major achievement of the Training Group has been to achieve agreement to the introduction of a wholly new training levy on the budgets of all feature films made in the United Kingdom. The levy is intended to finance vitally needed training for new entrants to the industry and for a wide range of training to maintain and enhance the skill levels of our freelance members in the face of major technological change, together with new initiatives to provide finance for screen actor training and other areas. The priorities for the new resources have been established by careful research into industry and member need. Subject to the final agreement reached on the percentage rate at which the levy is charged and the budget ceiling above which the levy will not operate, it is anticipated that the new levy will produce in excess of £1m of additional resources to combine with the £1m generated annually by the existing Freelance Training Fund from which our members have benefited significantly. The union has remained active in seeking to ensure that the level at which the new levy is charged will maximise the revenues available for freelance training.

143 The Training Needs Analysis jointly undertaken by BECTU and SOLT in partnership with the TEC Focus Central London and with Metier, the National Training Organisation for Arts and Entertainment, has been completed and, it is hoped, will be published before conference meets. The report is exhaustive and meticulously surveys the current position in relation to training needs, earnings and employment in the West End theatres. The objective of the survey is to underpin the development of a joint training strategy which will enhance the skill levels, career development and status of our membership employed in theatres and production companies in the West End. It is clear from the draft report that there is a demonstrable need seriously to address these issues. A supplementary verbal report may be made to conference.

144 The Training Committee considered the motions on training carried and remitted at the union's 1998 conference. In response to these it met with a representative of the Graduates/New Entrants branch to explore ways of promoting policies on, in particular, work experience and training for young workers; it asked the Deputy General Secretary to publish a hard-hitting article in Stage Screen & Radio (October 1998) on the subject of an industry training levy; and it opened dialogue with Skillset on the financial difficulties faced by freelances seeking NVQs.

145 On specific industrial issues, the Training Committee met with representatives of the Art Department and Hair & Makeup branches, and took up the question of improving training provision and qualifications through surveys of practitioners in those areas with Skillset, FT2 and the National Short Course Training Programme at the NFTS. Concern was expressed at training deficiencies in radio, and the Committee is giving consideration to the union's representation on the Skillset Radio Forum and to work experience problems in the Restricted Licence Service sector. Attempts by BECTU to organise in the "new media" are being followed with interest by the Committee, since this is a rapidly growing field with crucial training needs.

Proposition 19/99 Young members (AP23)

That this annual conference asks the NEC to investigate the possibility of the creation of some form of Young Members' Network or Forum. The aim of such a body should be to work for the recruitment, retention, representation and organisation of young people in our sector.

Film and Tape Editing

Amendment

Add third sentence: "To expedite this proposition, the NEC should forge links with the National Union of Students."

Bush House 2

Proposition 20/99 Exploitation of new entrants (AP24)

That this annual conference instructs the NEC to examine the problem of new entrants to media work being exploited in terms of pay and working hours and conditions by broadcasters and production companies, with a view to launching a campaign to:

(a) inform undergraduates and graduates of the pitfalls and deceptions involved in working minimal rates and long hours;

(b) make employers aware that the union will not support any training schemes based on exploitative pay and conditions.

East Anglia Freelance

146 During the summer of 1998 the chair of the Committee performed a valuable co-ordinating role in eliciting and relaying union practitioners' comments on the re-written Skillset NVQ standards. This resulted in a substantial contribution by the union to the accuracy and effectiveness of the standards.

147 The Committee requested the Deputy General Secretary to draft BECTU's response to the government's Learning Age green paper. This outlined BECTU's stance towards investment in training; the needs of freelances; the "benchmark" potential for our sector of the Investors in Industry award; Individual Learning Accounts; the University for Industry; Modern Apprenticeships; and Educational Development Programmes. The submission also noted that BECTU's new membership database would make possible more sophisticated demographic analysis of the membership, with research value for equal opportunities, skills tracking, and training needs prioritisation. All these issues offer new opportunities for BECTU's continued influence, commitment and involvement in training and work-based education.

BECTU Skillbase Project

148 In 1989/90 research in Skill Search - Television, Film and Video Industry Employment Patterns and Training Needs identified a major shift from permanent employment to freelance across the industry. That first major survey estimated the number of freelances as slightly less than 40% of the workforce. In 1996 Skillset commissioned an occupational mapping exercise to update previous findings. It found: "Employment has changed. In 1989, six out of ten people employed in production, technical functions and post production were permanent employees. Now the position is reversed with six out of ten (and rising) working as freelances".

149 However, the training aspirations of freelances remained almost unchanged: "Overall 64% of those surveyed reported that they had training needs 'arising over the next twelve months'." Keeping up to date with innovations and technical changes in the media industry was the most commonly cited need, and significantly, the development of digital and computer skills was the second. The difficulties encountered in accessing training have also changed little since the original survey, with cost, assessing the quality of the training and not having the time to attend courses featuring as the top three reasons. Strikingly, the findings revealed that the freelance workforce fail to budget for training, despite the fact that they recognise the importance of upskilling for their career development.

150 This sector is now characterised by "atypical" working in the form of freelancing and short term contracts as well as casual and part-time work. Research has demonstrated that these categories of worker are far less likely to receive training or career guidance from an employer. This has created a situation where experienced practitioners are not given the opportunity or the necessary support to upskill, and new entrants to the industry have little or no access to on the job training. Inevitably this is leading to increased skills shortage in many occupational groups. The other consequence for the industry is the high level of confusion and anxiety amongst freelances relating to changes in the technology, structures and working patterns in the industry.

151 With over 12,000 freelance members, and approximately 4,000 members employed on short-term or casual contracts, BECTU already offers many services tailored to the needs of the atypical worker of the industry. BECTU's experience of working with and for freelances gives us a unique insight into their needs. The provision of individual advice and guidance in training and career development is a logical and welcome addition to our range of specialist services, as well as the fulfilment of a vital service to the industry - ensuring that the right skills are in the right place at the right time.

152 In May 1998 the NEC approved a union-led bid for external funding for a project - the BECTU Skillsbase Project - to achieve this. The union enlisted Skillset and the TUC as partners. In August 1998 the Project was awarded a Union Learning Fund grant from the first round of the DfEE programme. Further funds to extend and enhance the project were approved from the European Social Fund's Adapt and Objective 4 programmes, together with a contribution from Skillset. A project manager, Trisha Boland, was appointed at the end of November 1998.

153 The BECTU Skillsbase Project steering group is responsible for monitoring the progress of the project. The steering group has representatives from the NEC and senior lay officials of the union, senior management of BECTU, Skillset and the TUC. The project manager is responsible for providing monthly updates to the steering group on all aspects of the project including budgetary and cash-flow results and projections. The financial aspects of the project are subject to BECTU's own external audit procedures. All aspects of the project are subject to equal opportunities monitoring.

154 Achievements in the first six months of the project to February 1999 included:

• Eight trainee careers advisers were appointed in December 1998.

• In early December a launch conference for the project was held for some 30 participants, addressed by keynote speakers from industry representatives, PACT, Skillset and the TUC. The evaluation of the conference was positive.

• The advisers attended a five-day course at the end of December to develop their front-line advice and guidance skills and to develop the Skillsbase advice and guidance service. Specialist industry trainers from the TUC and Skillset ran the course. The advisers gave extremely positive feedback on the training content and quality.

• Building on the December course, in January details of the elements and key stages of the service were formulated and a marketing and delivery strategy developed. By the time of BECTU's 1999 conference the service should be under way.

155 The project aims to increase and promote access to lifelong learning for 200 atypical workers in the broadcast, film, video and multi-media industries. Funding criteria mean that the Project must initially be confined to England, but extending it to Scotland and Wales is a priority. It will actively support the government's lifelong learning agenda. Skillsbase advisers will be trained how to use Skillset NVQ standards to assess an individual's competence and training needs in relation to their occupation and to identify career progression routes. Using Skillset's national and regional research, advisers will be kept up-to-date with industry trends, employment patterns and training needs and this information will be used to enable individuals to make informed choices about how to address their learning and development needs. The project will promote the range of new government learning initiatives such as individual learning accounts (ILAs) and supports the aims of the University for Industry (UfI) driving the demand for learning through the marketing of the scheme, and providing people with information, advice and guidance.

156 The Skillsbase Steering Group, in conjunction with the BECTU Training Committee, is considering an outline Strategy for Learning for submission to the NEC. It is hoped that key elements in that strategy can include a commitment to retain BECTU's Skillsbase advisers following evaluation of the Project, targeted training for lay and national officials of BECTU in learning issues to facilitate a guidance service, the further development of online and printed learning information services, and a review of the feasibility and value of members' access to learning resources or centres. However, the Skillsbase Project's scope and sustainability depend on its being able to access continued funding.

Proposition 21/99 BECTU Skillsbase Project (AP21)

That this annual conference instructs the NEC that, in view of BECTU's current high profile in Training because of the success of Skillsbase in raising money from external sources including the TUC and Europe, it is vitally important that the union extends its support for the project. The project's sustainability has been a key factor in its funding requirements, and BECTU must address its future commitment to it if the union is to avoid a considerable loss of credibility in the wider arena.

London Television News