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This section explores the further uses of qualifications and NOS. It is recognised that section 5.3, which explores the use of NOS in particular, is not necessarily integral to a paper focused upon qualifications. However, it reflects the particular comments and interest also demonstrated by employers contributing to this strategy.

5.1 Use of qualifications for the regulation of practice

As the sales qualifications and their associated NOS have been designed to apply across all sectors, they do not address particularly the regulatory regimes applying in particular industries/sectors. Therefore, there are no sales qualifications used specifically for the regulation of selling practice. Nevertheless, various sales NOS make clear reference to a need to adhere to regulatory requirements impacting upon selling activities.

Regulation impacts upon those involved with selling in the following particular sectors:

1) Financial services, where the Financial Services Authority, ‘FSA’, regulates the selling activities of financial advisers who advise upon regulated investments. The Authority’s requirements in terms of the training and competence of advisers include requirements regarding knowledge and understanding, the competence to be

demonstrated in the workplace, and the associated assessment regime. The Skills Council for Financial Services works closely with the FSA in establishing

qualifications and work-based standards requirements,

2) Pharmaceuticals, where the Association of the British Pharmaceutical Industry, ‘ABPI’, operates a Code of Practice which includes the legal requirements controlling the advertising and promotion of medicines. The Code is operated by the

Prescription Medicines Code of Practice Authority, ‘PMCA’, which was established by the ABPI. The Code regulates the training and activities of Medical Sales

Representatives, and requires Representatives to pass appropriate ABPI examinations as well as addressing their practice in the workplace. The ABPI Institute focuses upon the education and training of Medical Sales Representatives and assumed responsibility from the now disbanded Pharmaceutical Industry National Training Organisation for the continuing reformation process of the ABPI examination,

3) Utilities, particularly in respect of the requirements of Ofgen – the power industry regulator, as expressed through Energywatch – the gas and electricity consumer council. Energywatch sets out requirements regarding the door to door and telephone selling of gas and electricity.

In addition, there are regulations and Codes of Practice governing:

1) Direct marketing, including telesales. The British Code of Advertising, Sales Promotion and Direct Marketing embraces previous relevant Codes including those drawn up by the Committee of Advertising Practice, ‘CAP’, and the Direct Marketing Association, ‘DMA’. The Code’s requirements cover, for example, accepted practices for those involved in telesales and e-mail marketing,

2) Direct selling, usually involving face to face selling to consumers, where the Direct Sales Association’s Code of Business Conduct sets out procedures to be followed by the Association’s members.

Therefore, various sales NOS make clear reference to the regulatory frameworks impacting upon sales activities, such as those addressing Data Protection and the requirements of the Financial Services Authority (FSA).

It is therefore recognised that sales professionals do work within regulated environments. As above, the existing sales standards, which are designed to be pan-sectoral, require that relevant legal and regulatory requirements are fulfilled, thereby ensuring that best practice is reflected wherever the standards are being applied.

5.2 Use of qualifications to promote customer confidence and to

protect the public

An increasing awareness of the need to develop and maintain best practices with regard to ageism, corporate ethics and corporate social responsibility is seen as having an increasing impact upon the sales activities undertaken within many organisations. The influence of ethical and moral considerations is of increasing importance in assessing customer behaviours and decision making. Perceptions regarding an organisation’s ethical practices are therefore often an important aspect influencing sales

communications, including those at a corporate level.

The qualifications, through the inclusion of relevant units of sales NOS therefore refer to the ethical guidelines and regulatory frameworks relevant to sales occupations. It is recognised that several of these guidelines and associated codes are designed to ensure consumer protection. Whilst the qualifications and the NOS are not designed specifically for the purpose of promoting customer confidence or consumer protection, they are intended to equip practitioners with the necessary knowledge and competence for best practice.

Within the context of sales, public protection is delivered by regulatory frameworks relating to the organisations employing sales professionals, with the qualifications providing an essential part in informing and motivating practitioners to understand and adhere to the appropriate regulatory requirements.

5.3 Use of NOS towards enhancing individual and organisational

performance

Traditionally the components for vocational qualifications, NOS remain the basis for qualifications which attract public funding in the UK.

However, NOS have a much wider range of uses. They are the building blocks for a host of personal and organisational development applications, as is illustrated by the following diagram. With NOS setting out the outcomes of best practice together with the

knowledge required, they can provide the basis for the effective management and enhancement of individual and organisational performance.

As is indicated by the diagram the standards, which identify the outcomes, behaviours and knowledge required for best practice, can:

1 Inform an organisation’s in-house Competency Framework, through selecting those NOS of relevance to the functions undertaken across the organisation,

2 Inform individual role descriptions and the associated person-requirements for that role, which are important particularly in recruitment and selection,

3 Allow individuals to appraise their own performance against the agreed outcomes, behaviours and knowledge associated with best practice. Equally, an organisation’s formal performance management processes can be informed by the requirements of the standards,

4 Enable training and development programmes to be focused upon specific, identified needs, thereby ensuring that they are relevant and cost-effective. In turn, the standards can inform the content of particular programmes, ensuring that these address relevant skills and knowledge,

5 Allow planning at two levels:

 At a personal level, where individuals can identify the competences required of those roles to which they aspire, and therefore better plan their development towards realising their next career steps,

 At an organisational level, the competences facilitate succession planning, allowing organisations to map the overall competences required against the capability profile of their workforce,

6 Enable recognition of achievement, as the standards offer individuals the opportunity to demonstrate their ability and to attain awards which are recognised nationally. Organisations can utilise this to motivate their people and manage talent which helps with retention of valued staff.