Policy Statement

To deliver a robust, impartial, unbiased and effective IAG service to internal and external clients, organisations and key stakeholders, that is responsive and meets their needs, providing a comprehensive service that is able to meet national standards and requirements.

Policy aim

To enable potential clients, make well informed and realistic decisions about training and development needs, which will aid career progression, help choose progression pathways (e.g. training, employment, further education) and company training solutions and development.

Policy Objective

  1. To provide impartial, unbiased IAG in a form that is easily understood by the recipient.
  2. To ensure IAG is treated confidentially as per the Data Protection Act 2018.
  3. To ensure IAG promotes and embeds equality and diversity throughout all of the provis
  4. To systematically monitor, review, evaluate and continually improve our IAG and measure performance.
  5. To signpost clients to other competent organisations/services where the nature of the query, interest or concern is out of scope of our capability/competence.

Measurement of progress towards achievement of these strategic objectives will be through the monthly IQA report and Quality Improvement Plan.



To provide learners, parents, guardians, support colleagues and applicants access to IAG, which is current, updated, reliable, easy to understand, fit for purpose and addresses the wide range of questions and concerns that might develop when considering engaging in learning and skills. Our policy is to ensure IAG covers a range of activities and interventions that will help individuals to become more self-reliant and better positioned to manage their personal and career development, including training and learning.  This includes embedding personalisation of learning into the ILP and program of learning, identifying individual learning needs and additional learning support where required, personal, social skills and wellbeing requirements, identification of vocational areas of learning for clients to embark on and development of employability skills, knowledge and understanding.


  1. To support clients and learners to understand the range of opportunities available through clear information in a wide variety of contexts and formats which enables them to make informed and realistic decisions about their current and potential future vocational or personal needs based on accurate information.
  2. To evaluate and continuously improve our performance and measure through:
  • Key Performance Indicators mapped to the Operational Plan
  • Learner responsiveness as evidenced in individual learner retention, success and achievement data, which is mapped back to the IAG outcomes and is part of the process that informs the identification of the most appropriate programme of learning, initial assessment processes and target setting for learners
  • Process of embedding Equality and Diversity, Functional Skills and Safeguarding into all aspects of IAG for the full cohort of clients
  1. To provide our IAG services completely free of charge to applicants/learners.
  2. To overcome any learner perceived barriers and challenges to learning development and progression, encouraging an ethos of lifelong learning and finding effective learning and training solutions for individuals.



To provide employers full access to IAG which is fit for purpose, current, updated, reliable, easy to understand and addresses the wide range of questions and challenges, issues and concerns that may develop during considering and implementing training solutions.  Our policy is to help employers develop their own business further by providing IAG on training solutions that meet individual employer needs.


  1. To promote and deliver specified vocational programmes to individuals who meet the Government Funding Body eligibility criteria or at a cost for those who do not.
  2. To evaluate and continuously improve the quality of our performance and delivery and measure distance travelled against the following criteria:
  • Employer responsiveness, employer engagement and employer organisational requirements
  • Success in employee achievement or completion of programmes
  • Measurement of progress against the key performance indicators mapped to the Company Operational Plan
  1. To offer to carry out Organisational Training Needs Analyses for employers and identify, deliver or appropriately signpost employers to organisations who can provide effective training solutions.



To provide all staff with effective IAG to enable them to continually develop their knowledge, understanding and expertise in specific areas, perform their own job role effectively and become an asset within the culture of GFT.


  1. To enable our staff to identify their own competencies and to direct them to the most appropriate internal and/or external sources who can address individual CPD (Continuous Professional Development) needs.
  2. To train all staff in IAG to a level that meets their job role and responsibilitie
  3. To evaluate and continuously improve our performance measuring performance against:
  • Investors In People standard
  • Staff retention
  • Staff CPD against awarding body requirements
  • Staff Appraisals
  • Key Performance Indicators
  • Business needs
  1. To continue to develop effective strategies and take effective action to improve the company performance through our employees.

A flow chart is available for those members of staff who are engaging in first point of contact and delivery of IAG, the chart shows which members of staff specialise in certain areas and can give accurate and specific information.

The names, locations and up to date contact details of other providers is available in the IAG office

Partners and Contractors


To foster and maintain positive working relationships with partners and sub-contractors via effective embedded communications strategies.


  1. To collaborate with National Career Service, National Apprenticeship Services, JCP, other providers and referral support agencies, to deliver the most effective provision (within our scope of delivery) meeting the needs and aspirations of young people, adults and employers.
  2. To collaborate with funding bodies (g.ESFA) and Sector Skills Councils to contribute towards their strategic plans.

Measurements of success of the IAG policy:

  • Measurement against the national, regional and local economic and demographic targets for learner retention, success and achievement of qualifications and pathways
  • Review of the three year plans annually to respond to the changing financial and economic climate and NEET clients
  • Employer and learner voice and feedback
  • Organisational Operational Plan targets met

IAG Promotion - Being aware of the service and engaging with it

  • Promotional materials are circulated to targeted referral bases and organisations
  • Staff attend promotional shows and events
  • Schools Department promote apprenticeship pathways in schools
  • The Recruitment Team ensures that  information  supplied  on  promotional materials is reviewed regularly and kept up to date 


  • The Recruitment Department is responsible for providing information advice and guidance to prospective applicants on recruitment to GFT Programmes. Assessors and tutors provide learners with on programme support to retain learners and enable them to successfully complete their qualifications / programme frameworks. Assessors and Student Engagement Officers provide learners with guidance on exit from GFT programmes in relation to employment opportunities and career advancement.
  • Senior Management has responsibility for line managing the front line IAG services against business objectives

Quality Assurance & Evaluation

  • The provision of IAG services is quality assured via the collection and analysis of participant feedback, and analysis of key performance data in respect of learner retention achievement and progression. The Quality Assurance team are responsible for monitoring the front-line delivery, including the observation of the IAG service, and identifying areas for continuous improvement.
  • The outcomes from participant feedback and from the IQA team will be subject to discussion at monthly Management Meetings and monthly team progress meetings

In Summary:

GFT aims to provide all its clients with high quality, impartial and professional Information, Advice and Guidance (IAG). This should exceed their expectations. GFT seeks to have an excellent reputation for IAG, together with high retention achievement and progression rates on all programmes.


All prospective learners and enquirers are entitled to appropriate current IAG and assistance with programme choice, career planning and transition into work.

The Enquirers

Externally may come from a broad range of backgrounds e.g. Careers Service, schools, young people, parents, employers and awarding bodies.

Internally may come from any of our existing learners or staff.

What IAG recipients can expect:


  • to treat you with respect
  • to have developed current occupational competence, undertaken specific training and are qualified with current and updated knowledge and understanding
  • to be able to access up to date information on training and tell you about it
  • will ensure confidentiality (exception being in cases of safeguarding discloses where confidentiality cannot be maintained for legal reasons)

GFT will:

  • work towards achieving accreditation to national IAG quality standards
  • continue with external accreditation of our IAG via Matrix assessment
  • continue to improve the service we provide
  • provide you with effective signposting to other services
  • continue to hold IIP status
  • embed the Framework for Excellence or other quality initiatives through the ESFA

Continue to provide effective and robust staff training and CPD.