Poultry Passport Scheme
Case Study in Land-based Sector
The Poultry Passport Scheme involves a partnership between:
; Sector Skills Council, Lantra
; Poultec Ltd, a training organisation
; Cargill, an international producer and marketer of food, agricultural, financial and
industrial products and services.
The Passport was initiated by a working group known as the Poultry Meat Training Initiative, made up of industry representatives including the British Poultry Council, NFU, Lantra and Poultec Training. The aim of the Passport is to have minimum standards for job roles, specific requirements for the content of training courses and consistency in the quality of training delivery.
The scheme is now a mandatory requirement for acquiring “Red Tractor” kite mark. The
Poultry Passport Scheme is now widely used across the poultry sector and provides a web portal that specifies the requirements of various job roles at different levels: http://www.poultrypassport.org/passport-levels.html
Cargill International employs over 142,000 employees in 66 countries, over 3,000 of whom are in the UK. Their Hereford site is a large poultry processing facility “from farm to fork”. Cargill have their own farms – chicken breeding, egg production, slaughter, on-
site processing and production of end product, including ready meals.
2. RECOGNITION OF PRIOR LEARNING PROCESS
The Scheme takes the form of an online tool that lists competencies against which the worker has been assessed and confirmed by a manager. Lantra‟s Skills Manager IT tool
became the basis for this. Cargill signed up to the “poultry passport” with British Poultry
Training to enable transfer of skills. There are core competencies that have to be met. The current level of skill of the employee is assessed and recorded. Workers can take their „Poultry Passport‟ to another employer in the industry.
The Passport Scheme was introduced to facilitate continual up-skilling of workers to meet the changing requirements and have common standards across the poultry industry. There are now 4,000 plus poultry farmers/workers registered. The scheme has helped to professionalise farming and make it more business focused.
4. STRENGTHS AND CHALLENGES
The advantages are that:
; It is easy to administer, update, and do gap-analysis.
; It also helps employers show that they are complying with standards, legislation
and insurance requirements.
; It enables workers to have a transferable record of their professional careers.
; It has a positive impact.
; It provides an instant reference to the qualifications that workers have.
; It is valued by both workers and managers.
A disadvantage is that it relies on the quality of the information that is entered and may be subject to error.
5. PROGRESSION, MOBILITY AND QUALIFICATIONS FRAMEWORKS
The NVQ Diploma is not mandatory for the sector but the training requirements are mandatory for the job role. The Scheme provides the opportunity for workers to achieve it and address any language barriers, especially those that come from Portugal and Eastern Europe.
6. FUTURE DEVELOPMENTS
The system has been improved over the last few years. Aspects such as ease of use, gap-analysis, reporting facilities have all been reviewed and adjusted. Poultec also run monthly reports on behalf of companies involved in the scheme which is valued. Lantra use the scheme in other industries, but the poultry industry seized the opportunity in particular. The process is continually being developed.
It is a very broad scheme that provides a continuous record of achievements and qualifications that employers can use. The partnership between Lantra (the Sector Skills Council), Poultec (the training company) and employers such as Cargill is a particularly effective way of enabling workers to have their knowledge and skills recorded and provide transferability within the sector.