The Government has sought evidence on how to structure post-16 skills and education pathways. Stephen Barrett, Director of Membership and Strategic Engagement at Energy & Utility Skills Group, emphasises that it must deliver clear pathways, incorporate sector expertise, and where competence and safety are non-negotiable.
The Department for Education’s consultation on Post‑16 Level 3 and Below Pathways represents one of the most significant shifts in England’s vocational and technical education system in decades. While the consultation applies to England only, its impact will be felt across all four nations. The energy and utilities sector relies on a workforce that moves across borders, applies consistent competence standards, and operates safely across diverse geographies and environments. As such, these reforms matter UK‑wide, not just to England.
Energy & Utility Skills Group (EUSG) has submitted a comprehensive response informed by employer evidence, labour‑market analysis, workforce planning needs, and the operational realities of the sector. Against the backdrop of rapid infrastructure expansion, energy transition, water resilience challenges and the growing digitisation of essential services, the UK cannot afford uncertainty or inconsistency in its skills system.
Entry routes must be clear, coherent and connected across the UK
The reforms introduce a new family of pathways in England:
- V Levels at Level 3, alongside A and T Levels
- Two new pathways at Level 2, Foundation Certificates and Occupational Certificates
- Clearer progression towards apprenticeships, further study or employment
These shape the entry routes into technical and vocational careers for thousands of young people. Post‑16 learning is not just another educational stage: it is the point at which many will first recognise their future direction and begin building an occupational identity. If entry routes are unclear, inconsistent or poorly communicated, learners risk being placed on pathways that are misaligned with their goals or the labour market.
This is particularly important for a UK‑wide sector like ours. If the architecture of England’s post‑16 system does not align with qualification frameworks in Scotland, Wales and Northern Ireland, learners may face barriers when progressing into work or transferring between regions.
V Levels must be flexible and anchored in occupational standards
One of the key issues in the consultation is qualification size. The government proposes a fixed 360 Guided Learning Hours (GLH) for all V Levels to enable combinations with A Levels.
EUSG’s position is clear:
- A fixed size will not meet the needs of diverse technical roles.
- Qualification content must reflect occupational requirements, not arbitrary policy constructs.
- A flexible suite of sizes — 180, 360, 540 and 720 GLH — is needed to ensure alignment with real job standards.
Occupational standards are the backbone of competence, safety and progression in our sector. They reflect employer expectations and the knowledge and skills required to operate safely in high‑risk environments. If V Levels do not map cleanly to these standards, they will fail to deliver workplace‑ready learners.
This is not an academic issue: it is a matter of public safety, infrastructure resilience and workforce competence.
Targeting shortage occupations and supporting the UK’s future workforce
The UK faces critical shortages across a wide range of technical roles essential for water, energy and utilities infrastructure. Employers are reporting ongoing recruitment challenges across:
- Electrical and electronic technicians
- Engineering technicians (including horizontal directional drilling)
- Civil engineering and building technicians
- Electricians, fitters and maintenance specialists
- Project support officers
- Skilled metal and electrical trades supervisors
EUSG has mapped these shortages, including those highlighted in the Temporary Shortage Occupation List and Skilled Worker Immigration route against relevant Subject Sector Areas. This ensures the evidence we provide is rooted in real workforce needs and supports a more strategic approach to qualification reform.
V Levels can contribute meaningfully to addressing these shortages, but only if qualification design begins with employer‑defined occupational standards. A mismatch between qualifications and employer needs would only deepen existing recruitment gaps.
Helping learners understand the system
A recurring theme in EUSG’s response is the need for much stronger information, advice and guidance. Young people must understand the purpose of V Levels; the differences between V Levels, T Levels and A Levels; how Level 2 pathways can support progression; which combinations are permitted; and how each route maps onto real jobs and future careers.
The distinction between T Levels and V Levels must be clear: T Levels offer learners a clear career direction whereas V Levels keep their options open while building employability skills. V Levels and T Levels need to be given time and a consistent structure to gain credibility and a well-recognised identity that can stand alongside A Levels.
We have recommended the creation of interactive tools and visual maps showing combinations and pathways; clearer briefing materials for teachers and careers advisers; real‑world employer case studies and guidance for parents and carers.
Clarity builds confidence. Without it, the system risks reinforcing inequalities and losing talent that the UK cannot afford to waste.
A UK‑wide sector needs UK‑wide consistency
EUSG’s remit is UK‑wide. While qualification policy is devolved, competence, safety and workforce mobility must not be.
As such, EUSG is seeking to collaborate with industry through a new sector‑wide digital platform will serve as a single, trusted front door for the energy and utilities industries, built on occupational standards to provide clear, consistent pathways from learning into competence and employment.
It will bring together careers information, training routes and workforce‑mobility tools in one place, improving attraction by showcasing real opportunities and making it easier for people to understand how to enter and progress through essential industries. By aligning roles and routes to recognised standards, it will also support employers with recruitment and help jobseekers navigate careers more confidently. This approach reflects the ambition set out in the EUSG Skills Strategy 2025–2030, which emphasises the need for a skilled, adaptable and diverse workforce to meet national infrastructure and resilience challenges.
This new system will sit at the heart of the sector’s long‑term talent strategy and provide a single, authoritative bridge between learning, training and work. By aligning England’s reforms with UK‑wide occupational standards and embedding those standards in a new national digital platform, EUSG is taking practical action to create the borderless skills ecosystem our sector requires.
EUSG will continue working with government, partners and members to ensure the reforms deliver long‑term value for the workforce and the UK’s essential services.
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