Tuesday 23 November 2021

The Effects of College Capital Projects on Student Outcomes

 Stephen Gibbons, Claudia Hupkau, Sandra McNally, Henry Overman

About half of school leavers in England attend colleges of Further Education (FE), though these colleges are often considered the poor relation of schools and universities, enrolling lower achieving students and spending less per student (Britton et al. 2019). Capital expenditure accounts for about 10 per cent of FE College expenditure and in the 2020 budget the UK government committed £1.5 billion over five years to bring college facilities up to a good level.

Will this investment make much of a difference to student outcomes? In a Centre for Vocational Education Research (CVER) paper published today, we suggest that it will help - getting more students to a good upper secondary qualification, increasing enrolment in higher-education and even improving employment outcomes.

Our analysis uses information on capital expenditure programmes undertaken between 2006 and 2009, linking this to administrative data on individual educational and labour market outcomes up to 2017 (using the DfE Longitudinal Educational Outcomes data). We focus on large capital projects only. We find that these projects take about three years to complete and that changes in student outcomes take place at that time or the year after. We find that large capital grants increase the share of students enrolled on upper secondary courses that lead to “good” qualifications such as A-levels or BTECs (i.e. at Level 3). This matters because less than half of young learners entering FE colleges progress to these courses (Hupkau et al. 2016).  Level 3 qualifications are associated with higher earnings (McIntosh and Morris, 2016) and are a pre-requisite for university. Conditional on enrolment, large capital grants do not affect achievement. This is a still a good outcome because it shows that enrolments go up with no (negative) effect on achievement rates. Investment in capital projects also affects the probability of enrolling in higher education. The magnitude of effect is within the same ballpark as Machin et al. (2020) who consider the effect of marginally achieving a good grade in GCSE English on enrolment to upper secondary education and university degrees. Furthermore, any benefits from capital projects affect multiple cohorts of students.

These effects persist even after we allow for the fact that FE colleges see a marked change in student composition after the completion of capital projects – they attract students with higher prior achievement and a higher proportion of “non-poor” students (i.e. who did not receive free school meals when in school) – although there is no overall increase in the number of students. There is also a higher probability that students will achieve sustained employment. Effects are usually larger for the largest grants.

There are several reasons why capital expenditure may have these effects. First, substantial capital expenditure on new equipment, laboratories or workshops may improve learning on courses that rely on specific and costly assets (for instance, engineering). Second, better buildings may improve the learning experience. Safe, clean, and appealing learning environments – with no overcrowding, good lighting and heating - could improve concentration and lead to greater student and teacher morale and effort.  On the other hand, large capital expenditure projects may be disruptive and positive effects may take time to materialise. As we show, these positive effects also partly reflect changes in the composition of student intake – improving outcomes for colleges that receive grants but not necessarily for the whole system.

Our study takes advantage of two features of the data and the way the capital expenditure program was implemented to better get at the causal impact of expenditure on outcomes. First, we use rich data on student-level outcomes and characteristics, which allows us to show that improved outcomes don’t simply reflect improved intakes. Second, we show that improved outcomes aren’t explained by expenditure being targeted at colleges that were already improving. Results improve at investing colleges even when compared to a control group of colleges that will benefit from investment in the near future.

Our study is one of very few to evaluate the effect of capital expenditure for students in post-secondary education. Most academic studies evaluate effects in schools, mostly in the US. Our use of micro-data, and our careful attention to causality – allow us to go beyond the government’s own analysis of FE capital expenditure (Business Innovation and Skills, 2012) – which only found small effects on student numbers and no effect on achievement or retention. Our study suggests that these effects were under-estimated.

Our results show that capital investment in college infrastructure has a visible effect on student outcomes within a reasonable timeframe. Investing in capital infrastructure can benefit many cohorts of students and is best considered a long-term investment. These results are, however, reassuring for policy makers who may be more concerned about short-term returns as they show that for large capital projects, the benefits materialise as soon as the project is complete.

Wednesday 14 April 2021

Apprenticeships, the Levy and COVID-19

Gavan Conlon, Andy Dickerson, Steven McIntosh and Pietro Patrignani 


Recent policy developments in the apprenticeship system

In the 2015 Queen’s Speech, the UK Government set a target for a total of 3 million new apprenticeships starts in England by 2020, with the pledge confirmed by the new Government in 2017. During the same period, the English apprenticeship system experienced a series of major reforms, affecting the duration, training requirements, content, technical level, and funding of apprenticeships. In particular, the government introduced an Apprenticeship Levy across the UK to help fund apprenticeship starts for large employers. Since April 2017, all UK employers with an annual pay bill of more than £3 million contribute 0.5% of their pay bill in excess of this threshold to the Apprenticeship Levy which they can then use for funding apprenticeships.

In this blog we examine the impact of these various changes to the apprenticeship system on recent enrolments, and then briefly describe the initial effects of the COVID-19 pandemic on apprenticeships.

Trends in apprenticeship starts

The 3 million target for new apprenticeship starts for 2015-2020 was not met. There were just over 2 million apprenticeship starts in the period, with a decline in apprenticeship starts from 509,000 in academic year 2015/16 to 393,000 starts in 2018/19 (the last full academic year unaffected by COVID-19)[1]. However, this significant decline in the aggregate annual number of starts masks divergent underlying trends in the nature of the apprenticeships and in the characteristics of learners. There was a substantial decline in the number of starts at Intermediate Level (RQF Level 2[2]) (and to a much lesser extent at Advanced Level - RQF Level 3), which was partly offset by a very rapid increase in the number of starts at Higher Level (RQF Level 4+) [3]. The fastest increase in Higher Level apprenticeships was observed in services activities, in particular in ‘Professional, scientific and technical activities’ and in ‘Financial and insurance activities’.

These trends were starting to emerge at the same time as the Apprenticeship Levy was introduced. Our research shows that employers subject to the Levy (i.e. those above the £3 million pay bill threshold) were generally more likely to engage with apprenticeship training as compared to non-Levy paying employers. In addition, the rise in starts at Higher levels was substantially greater for Levy employers as compared to non-Levy employers with similar characteristics, while the rapid fall in starts at Intermediate and Advanced levels occurred at a faster rate amongst non-Levy employers.

As a consequence, the fall in the overall number of starts cannot be directly attributed to the introduction of the Levy. Rather, the other changes to the apprenticeship system which occurred over the period, including the introduction of Apprenticeship Standards and removal of Frameworks, the new requirements of a 12-month minimum duration and a lower threshold of 20% of off-the-job training, all contributed to the changing patterns in apprenticeship provision.

Nonetheless, Levy contributions remain under-used (i.e. Levy-paying employers do not spend all of the funds they have available for apprenticeships within the 24 months allowed), while for non-Levy employers (who receive a government contribution of 95% for Apprenticeship costs), sources have reported a shortage of funds restricting their ability to engage in new apprenticeships[4]. Recent trends show that there has also been a substantial shift towards Levy-funded apprenticeship starts which accounted for 57% of new apprenticeships during 2018/19 as compared to slightly below 50% in the previous year. Finally, Levy funds seem to be more often directed towards apprenticeship starts for older learners (aged 25+) and those not from socially disadvantaged backgrounds.[5]

Effect of COVID-19 on apprenticeships

The emerging data available for the COVID-19 period (from 23 March 2020 when face-to-face delivery was halted and training moved online where possible) show that the trends described above were exacerbated by the COVID-19 pandemic. The total number of apprenticeship starts further declined to 323,000 during academic year 2019/20 and fell again in the first quarter of 2020/21 (by around 30% compared to the same period in previous years), while the proportion of Levy-funded starts increased to 65% in 2019/20 (although has declined to 57% in the first quarter of 2020/21).

The COVID-19 pandemic also appears seems to have intensified the shift towards Higher Level apprenticeships and older apprentices (aged 25+) and away from more socially disadvantaged apprentices. For obvious reasons, apprenticeship starts in ‘Leisure, Travel and Tourism’ and ‘Retail and Commercial Enterprise’ were particularly adversely impacted by the COVID-19 pandemic.

In response to the COVID-19 crisis, the Government introduced financial incentives for new apprentices in August 2020 – an additional £2,000 for each new start aged 16-24 and £1,500 for those aged 25+. The March 2021 Budget extended the incentive eligibility period to September 2021 and also increased the size of the bonus to £3,000 per new apprentice, irrespective of age. However, take-up of this scheme has been limited so far with approximately 25,000 employers having submitted claims for the bonus as of 1 February 2021 (compared to a budget allocation of up to 100,000 bonus payments)[6].

What next?

Apprenticeship training is a key component of skills development and has been subject to extensive policy attention both before and during the pandemic. Despite its importance, little is currently known about the effects of the COVID-19 pandemic on new and in-progress apprenticeships and how the funding rules for Levy and non-Levy employers should be reformed. In-depth analyses and discussions in these areas would inform policymakers and stakeholders on how to ensure that the apprenticeship system delivers skill development and training efficiently and effectively for different businesses and learners.



[2] The RQF (Regulated Qualifications Framework) system for England and Northern Ireland enables individuals to compare different qualifications according to their level (knowledge and skills), from Entry Level 1 through to Level 8. For example, A-levels are RQF Level 3 and UG (bachelors) degrees are RQF Level 6. The RQF replaced the National Qualifications Framework (NQF) and the Qualifications and Credit Framework (QCF) in 2015.