SkillsActive works on behalf of the sector to create and deliver the qualifications employers need and want.
We make sure employers can access the right qualifications, based on national standards designed by employers, so the workforce is properly trained and qualified.
Read more about the Qualifications and Credit Framework
SkillsActive works with employers to ensure Apprenticeships across our sector deliver the knowledge and skills their business needs.
The caravan sector encompasses those who work in the entire supply chain, from the manufacturing of static caravan holiday and park homes, touring caravans and motorhomes, through their sale and service to the holiday and residential parks that they are used on.
In 2008 CITO, as the formal training body for the caravan industry, became part of the SkillsActive to represent our activities for that sector. CITO have been developing and delivering quality, industry specific training since 1989 and continue a close working relationship with the two industry trade associations in order to engage with our sector's employers.
Through SkillsActive, CITO's work is steered by the National Caravan Council (NCC) and the British Home and Holiday Park Association (BH&HPA) on behalf of the industry employers to:
SkillsActive and the Nancy Ovens Trust expect applicants to create and tailor their training to develop new and improved skills for use in their current role.
Previous successful applicants have used the bursary to take their careers to a new level by working with highly experienced individuals in their field, such as elite coaches, or by gaining experience in a new industry setting.
All training should be undertaken outside of an individual’s day to day role.
Applications for the Nancy Ovens bursary 2012 are now closed.
Find out more about some of our previous bursars:
Nancy Ovens MBE was a board member of SkillsActive’s predecessor organisation SPRITO and an enthusiastic supporter of education, training and skills development in the sector. Nancy championed work-based skills development in sport and leisure and helped make major improvements to services.
Nancy’s family, friends and colleagues established the Nancy Ovens Trust after she passed away to celebrate her work with young people.
Visit the Nancy Ovens Trust website to learn more about the trust.
For more information about the bursary please email
This section is for training providers and employers wishing to submit training for endorsement. However, those who have multiple pieces of training should consider the training or employer licence, where there is no limit to the training submitted for endorsement during the lifetime of the licence. Use the Cat 1C form for either an individual course or for a full Training Provider Licence.
A course is a programme of learning that is led by one or more tutors and lasts more than six hours in total. Courses are made up of individual sessions, typically following a fixed schedule or scheme of work. Many courses combine a range of learning formats such as practical sessions and lectures.
Participants will be expected to engage in a variety of activities, the exact nature of which will depend on the subject, the course, and the particular trainer. A course will have some form of assessment.
Individual course: £300 + VAT for one year.
To apply for a category 1C submission, please fill out the following:
You will need the following information to complete your application:
A workshop is a learning opportunity lasting between 4-6 hours that may include practical and theory elements as well as problem solving, but will not include assessment.
£200 + VAT for one year.
To apply for a category 2 submission, please fill out the following:
If your training doesn’t fall under the criteria for category 1c and 2 it will be category 3. Category 3 is for anything that contributes to CPD e.g. short workshops, seminars, conventions, conferences, online exams, self taught programmes, reading and journals.
£175 + VAT for one year.
To apply for a category 3 submission, please fill out the following:
This is aimed at training providers who would like to be quality assured as a centre delivering playwork training and/or qualifications.
The CVC is designed to ensure that the training provider has sufficient quality assurance procedures in place and that all trainers are occupationally competent.
£100 + VAT for one year.
To apply for a CVC, please fill out the following:
Many qualifications relate to 'technical' skills closely linked to different activities such as climbing, kayaking or sailing, and also include qualifications needed for first aid or to drive mini-buses.
Other qualifications of value relate to softer ‘people’ skills, and to management and leadership within the sector.
Qualifications are tailored to differing levels which in turn suit working with different groups of participants; it is not necessary to hold alpine level mountaineering qualifications to introduce children to the fun of rock climbing on an indoor wall!
Many entry routes to the sector do not require higher education level qualifications, although relevant vocationally focused degrees do have their place within many areas of the sector.
A relatively unique feature of the sector is the general need for its employees to be over 18 years of age. This can cause disappointment for those leaving education early and also causes a number of issues with funding streams that do not favour the adult work-based learning model, commonly used in the sector.
Whatever the qualification, they are vital to the sector to reassure participants of a safe and competent workforce.
National occupational standards (NOS) are clear statements that describe the skills, knowledge & understanding needed for a particular role or function in employment. Applying the above definition to the ‘field’, there is now sector agreement on what needs to be done, known and understood when operating in a range of roles within the outdoor sector. More importantly, these are expressed in clear, plain English statements, which define the outcomes of competent performance expected by employers.
NOS are not standalone qualifications, and they certainly do not and cannot replace national governing body technical qualifications. For those instructing adventurous outdoor activities, knowledge of the relevant legal, regulatory and technical requirements for the activity is a must. The NOS are written with all organisations in mind. Employees can be salaried staff or unpaid volunteers – competent performance is required of both!
NOS have many uses. Some of the more common ones are: as a basis for job descriptions, job evaluations, training programmes and assessment programmes. Nationally accredited, vocationally-related qualifications also have to be mapped against the relevant NOS. Although a tool in their own right, commonly they form a platform for other ‘products’.
The activity leadership standards are the ‘entry level’ NOS for those working in the outdoors. They are suitable for those involved in the outdoors, sports and recreational activity leadership, and define the standards required for planning, delivering and evaluating generic activity sessions.
The outdoor programmes standards primarily cover those working (or volunteering) in the outdoor recreation, education or development training fields. They describe the skills, knowledge and understanding required by a typical instructor running outdoor programmes, often, but not exclusively, in an outdoor centre context. The standards reference NGB guidelines and qualifications, but do not describe the specifics of technical skills needed in addition to those of the instructor.
Expedition leadership and management is the first set of employer defined standards for the expedition sub-sector. The standards are occupational and relate to the individual, unlike British Standard BS8848 which defines the standards for organisations running expeditions to follow.
The outdoor sector senior roles NOS is a new suite of occupational standards created for those working with, or within, the outdoors sector. They are particularly relevant to the outdoor recreation / education / development training sub-sectors and those undertaking managerial, supervisory and senior practitioner roles.
An introductory document is available for download to complement the new suite; this will help to plant some ideas about using NOS, and will assist those new to occupational standards to maximise the value of the benefits available. The document also contains definitions of key terms used in the suite.
Much of this work is based on our national occupational standards, which establish the competence required by those in the sector and form the key component of many qualifications.
Training providers and employers have the opportunity to input into the development of these qualifications and standards, look out for details on our latest projects.
In 2007, 130,000 jobs in the sector were unfilled because no suitable candidates were available. This represents one in five jobs. Our sector requires technical training to deliver its core business, but ongoing development ensures business competitiveness, productivity and staff motivation is maintained.
In our sector, research has shown that there are major skills gaps in technical and soft skills.
Soft skills encompasses training in communication right through to leadership. These are more important than ever, with competition to acquire and retain customers on ever tighter budgets. Research in our industry has identified major skills gaps in key areas, with 79% of staff lacking customer service skills and 64% of managers claiming they needed better management and leadership skills.
Technical skills are also another major area that needs investment. 60% of UK coaches don't hold a relevant qualification.