How Skills for Security Built a Culture of Teaching Excellence with ETF Partnership
Posted on 10 October 2025
Richard Cooper, Director of Education at Skills for Security tells us how ETF Partnership has supported them as an independent training provider to grow while maintaining high quality teaching.
Developing technical talent into trusted trainers that attract employers
As a fast-growing training provider in a specialist sector, Skills for Security needed to support experienced industry professionals as they transitioned to become Learning Support Coaches and Functional Skills tutors. The ETF Partnership offers the long-term support needed to help their team build confidence, create a shared culture of professionalism, and embed development into everyday practice.
A sector with no room for error and major skills gaps to fill
Skills for Security is the UK鈥檚 leading fire and security training provider. The organisation operates in a nationally critical sector where quality and consistency are non-negotiable. But with demand surging by 180 per cent, a challenge emerged: how to support its growing team of educators, most of whom had deep technical experience but no formal teaching background.
There was a clear need to build confidence in areas like safeguarding, inclusive delivery and learner engagement; and to do so consistently, across multiple sites and roles, from coaches to support team.
鈥淢any of our coaches were brilliant on the tools, but had never received any development in teaching,鈥� explains Richard Cooper, Director of Education. 鈥淭hey didn鈥檛 always understand inclusive practice, how to motivate learners, or why safeguarding was so central.鈥�
A partnership built on understanding
Senior leaders at Skills for Security recognised that long-term quality depended on more than technical training. The team needed a structured and sustainable approach to development.
ETF鈥檚 partnership gave the team structure, shared language and ongoing support. From day one, new coaches were introduced to ETF鈥檚 Professional 麻豆传媒 and self-assessment tool. These tools help individuals identify strengths and gaps, with tailored Continuing Professional Development (CPD) plans put in place to support development. This happens twice a year, allowing the team to track progress and map 鈥榙istance travelled鈥�.
Richard comments: 鈥楾he Professional 麻豆传媒 are the platform to develop CPD plans for individuals and to ensure we don鈥檛 take a one-shoe-fits-all approach.鈥�
Learning pathways were developed for coaching and support teams alike. Through the partnership, the organisation could shape its own development priorities supported by a dedicated ETF contact and access to national best practice.
鈥楾he difference with the ETF Partnership is that it lasts. It鈥檚 not a course you finish; it鈥檚 a culture you build.鈥�
Formal and informal development, working together
Continuing Professional Development is now part of onboarding, appraisal and progression at Skills for Security. Staff use ETF鈥檚 self-assessment tool to reflect on their growth, and managers use it to plan learning pathways.
鈥楨TF鈥檚 platform became like a library,鈥� says Richard 鈥楽taff would dip in, find what they needed, and use it straight away. That鈥檚 when we knew the culture had shifted. People were learning because they wanted to, not because they had to.鈥�
The organisation also benefits from ETF鈥檚 wider community made up of other practitioners across the FE and Skills system. Team members exchange ideas at workshop sessions, webinars and through mentoring activities. These informal interactions helped spark new approaches and provided outside perspective, including the decision to invest in MyConcern, a safeguarding platform discovered via ETF networks.
MentorMe, ETF鈥檚 structured peer mentoring programme, also became a valuable tool for development. Team members used it to access support beyond their organisation and build professional confidence with input from others facing similar challenges.
This combination of formal and informal development has helped keep momentum high. Staff feel supported and valued, improving motivation and retention.
Richard adds:
鈥榃e had people saying they鈥檇 never had this kind of development elsewhere 鈥� and that made them want to stay. With ETF, we鈥檙e not just buying CPD. We鈥檙e investing in a relationship that supports our team, our learners and our future.鈥�
Making the case for investment
Without partnership support, development might have remained reactive and uneven. Learners could have experienced inconsistent teaching. New educators may have lacked direction or confidence. Staff may have lost motivation, and employers may have questioned quality.
鈥業t鈥檚 not enough to be good on the tools,鈥� Richard reflects. 鈥榃e needed a way to grow as educators too. Without that, we鈥檇 lose people, performance and trust.鈥�
Confidence in the classroom, credibility with employers
ETF helped shift professional development from a one-off requirement to a sustainable culture. Teams began to take greater ownership of their growth 鈥� supported by a clear framework and opportunities to learn both independently and together.
It also helped improve coaches鈥� ability to adapt to learner needs and lead with confidence.
Richard shares:
鈥榃hat works with one group might not work with another. But our coaches and tutors now feel better equipped to deal with this.鈥�
Exceptional as a goal and a mindset
Internally, ETF is supporting the mindset development needed to achieve Skills for Security鈥檚 ambition of delivering exceptionally across all Ofsted judgement areas.
鈥楢 strong Ofsted judgement is about more than ticking a box,鈥� Richard observes. 鈥業t鈥檚 about being consistently reflective, consistently high quality and always improving. ETF helps us do that because the partnership means we鈥檙e not just dipping into CPD, we鈥檙e building something over time.鈥�
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