annual apprenticeship conference and...

March 2015 #AAC15

Visit www.lsect.co.uk/guide to purchase the Complete Guide to Funding Apprenticeships 1

#AAC15

Annual apprenticeshipconference and exhibition

Day 1 slides

Nick LinfordAuthor of the Complete guide to funding apprenticeshipsOrder from www.lsect.co.uk/guide

Trailblazer funding pilot ~ rules and rates

March 2015 #AAC15


Framework ‘v’ Standards fundingFrameworks (current) Trailblazer standards (new)

12/13 listed rates per qualon LARS not linked to fee

Rate differs per age (16-18, 19-23 & 24+ & 19+ co-funding)

Weightings PW, DU and ACU

Achievement 20% of funding, paid to provider

16-24 Apprenticeship Grant for Employers (AGE) for less than 50 employees

Discount (25%) for employer with 1000+ employees

Framework Level16-18

FundingAccounting 2 £4,142Accounting 3 £4,198Accounting 4 £5,330Activity Leadership 2 £4,535

Advanced Manufacturing Engineering 4 -Advertising & Marketing Communications 4 £5,961Agriculture 2 £4,185Agriculture 3 £7,112Agriculture 4 £11,816Animal Care 2 £4,346Animal Care 3 £6,435Animal Technology 2 £6,733Automotive Clay Modelling 3 £13,739Automotive Management and Leadership 5 -Aviation Operations on the Ground 2 £4,988Aviation Operations on the Ground 3 £9,445Banking 4 £5,339Barbering 2 £5,987Barbering 3 £5,983Beauty Therapy 2 £4,630Beauty Therapy 3 £6,095Blacksmithing 3 £9,203Bookkeeping 2 £2,986

Framework funding Frameworks on AFO (England)

Level Frameworks

2 1343 1604 355 156 37 1

Total 348

March 2015 #AAC15


Framework funding

348 Frameworks

Lowest 16-18 framework rateRail Services L3 £2,190

Farriery L3 £17,032Highest 16-18 framework rate

19-2324+

16-18

16-18 fully funded

19-23 co-funded (53% less than 16-18)

24+ co-funded (20% less than 19-23)

19-2324+

16-18

348 Frameworks

Framework funding

But, there may also be:

Area cost uplift (up to 20% extra)

Disadvantage uplift (up to 32% extra)

And…

19+ large employer discount reduces funding by 25%

Provider may choose to charge a 19+ fee

16-18 fully funded

19-23 co-funded (53% less than 16-18)

24+ co-funded (20% less than 19-23)

Lowest 16-18 framework rateRail Services L3 £3,469

Farriery L3 £26,979Highest 16-18 framework rate

March 2015 #AAC15


Framework ‘v’ Standards fundingFrameworks (current) Trailblazer standards (new)

12/13 listed rates per qualon LARS not linked to fee

One of 5 capped ratesper standard with link to fee

Rate differs per age (16-18, 19-23 & 24+ & 19+ co-funding)

Rate same regardless of age with 16-18 employer incentive only

Weightings PW, DU and ACU No DU or ACU weightings

Achievement 20% of funding, paid to provider

Completion payment

16-24 Apprenticeship Grant for Employers (AGE) for less than 50 employees

Discount (25%) for employer with 1000+ employees

No incentive payment to employers with 50 or more staff

Small employer (less than 50 employees) incentive paid to the employer

Trailblazer standards ‘ready for delivery’

Trailblazer Group Standard Name Level Funding capILR TBSCode

Aerospace Aerospace Manufacturing Fitter 3 £18,000 3

Automotive Control/Technical Support Engineer 6 £18,000 9

Automotive Electrical/Electronic Technical Support Engineer 6 £18,000 10

Automotive Manufacturing Engineer 6 £18,000 11

Automotive Mechatronics Maintenance Technician 3 £18,000 4

Automotive Product Design and Development Engineer 6 £18,000 12

Automotive Product Design and Development Technician 3 £18,000 13

Digital Industries Network Engineer 4 £18,000 1

Digital Industries Software Developer 4 £18,000 2

Electrotechnical Installation Electrician/Maintenance Electrician 3 £18,000 5

Energy and Utilities Power Network Craftsperson 3 £18,000 6

Financial Services Financial Services Administrator (Adviser Firm or Network)

3 £8,000 8

Financial Services Relationship Manager (Banking) 6 £18,000 7

Food and drink Food and Drink Maintenance Engineer 3 £18,000 TBC

Life and industrial sciences Laboratory Technician 3 £18,000 TBC

Life and industrial sciences Science Manufacturing Technician 3 £18,000 TBC

16 standards, and all but one set at rate 5 (£18k)

March 2015 #AAC15


Fundingband 1

£2k £3k

Fundingband 2

£6k

Fundingband 3

£8k

Fundingband 4

£18k

Fundingband 5

Core government contribution (CGC) cap

Trailblazer standards funding

Fundingband 1


£2k£3k

£6k

£8k

£18k

£9k

£4k£3k£1.5k£1k

£3k£4.5k

£9k

£12k

£27k

£1.6k£1.9k

£3.6k

£4.8k

£10.8k

Fundingband 2

Fundingband 3

Fundingband 4

Fundingband 5

CGC cap

Employer cash fee

Completion incentive

Small employer incentive16-18 incentive

Paid to provider

Paid to employer

March 2015 #AAC15


Fundingband 1


Fundingband 2

Fundingband 3

Fundingband 4

Fundingband 5

CGC value

Employer cash fee



negotiated

Fixed

Fundingband 1


Fundingband 2

Fundingband 3

Fundingband 4

Fundingband 5

CGC value

Employer cash fee



negotiated

Fixed

March 2015 #AAC15


Setting the fee (figures at max)Trailblazer funding bands 1 2 3 4 5

Red = Employer fee greater than funding Orange = Funding cancels out fee Green = Employer funding greater than fee

Employer mandatory fee at cap £1,000 £1,500 £3,000 £4,000 £9,000

Provider paid CGC + employer fee. SFA call this ‘co-payment’ £3,000 £4,500 £9,000 £12,000 £27,000

Large business with successfully completed 19+ keeps £500 £500 £900 £1,200 £2,700

Large business with successfully completed 16-18 keeps £1,100 £1,400 £2,700 £3,600 £8,100

Small business with successfully completed 19+ keeps £1,000 £1,000 £1,800 £2,400 £5,400

Small business with successfully completed 16-18 keeps £1,600 £1,900 £3,600 £4,800 £10,800

Net cost to large business with successfully completed 19+ -£500 -£1,000 -£2,100 -£2,800 -£6,300

Recruiting a 16-18 year old (paid to employer): £600 £900 £1,800 £2,400 £5,400

For a small business (<50 staff) (paid to employer): £500 £500 £900 £1,200 £2,700

Successful completion (paid to employer): £500 £500 £900 £1,200 £2,700

Maximum SFA total paid to provider and employer: £3,600 £4,900 £9,600 £12,800 £28,800

Note: English and maths paid to provider at £471 each

SFA funding core government contribution (CGC) at cap £2,000 £3,000 £6,000 £8,000 £18,000

Net cost to large business with successfully completed 16-18 £100 -£100 -£300 -£400 -£900

Net cost to small business with successfully completed 19+ £0 -£500 -£1,200 -£1,600 -£3,600Net cost to small business with successfully completed 16-18 £600 £400 £600 £800 £1,800

Setting the fee (figures at half max)

Red = Employer fee greater than funding Orange = Funding cancels out fee Green = Employer funding greater than fee

Employer mandatory fee at half cap £500 £750 £1,500 £2,000 £4,500

Provider paid (SFA + employer fee) £1,500 £2,250 £4,500 £6,000 £13,500

Large business with successfully completed 19+ keeps £500 £500 £900 £1,200 £2,700

Large business with successfully completed 16-18 keeps £1,100 £1,400 £2,700 £3,600 £8,100

Small business with successfully completed 19+ keeps £1,000 £1,000 £1,800 £2,400 £5,400

Small business with successfully completed 16-18 keeps £1,600 £1,900 £3,600 £4,800 £10,800

Net cost to large business with successfully completed 19+ £0 -£250 -£600 -£800 -£1,800Net cost to large business with successfully completed 16-18 £600 £650 £1,200 £1,600 £3,600Net cost to small business with successfully completed 19+ £500 £250 £300 £400 £900Net cost to small business with successfully completed 16-18 £1,100 £1,150 £2,100 £2,800 £6,300

Recruiting a 16-18 year old (paid to employer): £600 £900 £1,800 £2,400 £5,400

For a small business (<50 staff) (paid to employer): £500 £500 £900 £1,200 £2,700

Successful completion (paid to employer): £500 £500 £900 £1,200 £2,700

Maximum SFA total paid to provider and employer: £3,600 £4,900 £9,600 £12,800 £28,800

Trailblazer funding bands 1 2 3 4 5

SFA funding core government contribution (CGC) at cap £2,000 £3,000 £6,000 £8,000 £18,000

Note: English and maths paid to provider at £471 each

March 2015 #AAC15


The fee sweet spots

Fee to large employer (50+ staff) with completed 19+

£500 £500 £900 £1,200 £2,700

Paid to provider (CGC + fee) £1,500 £1,500 £2,700 £3,600 £8,100

Fee to large employer (50+ staff) with completed 16-18

* £1,400 £2,700 £3,600 £8,100

Paid to provider (CGC + fee) £4,200 £8,100 £10,800 £24,300

Small employer (<50 staff) with completed 16-18

*Incentive always higher than fee

Small employer (<50 staff) with completed 19+

£1,000 £1,000 £1,800 £2,400 £5,400

Paid to provider (CGC + fee) £3,000 £3,000 £5,400 £7,200 £16,200

Funding band 1 2 3 4 5

The employer fee which equals their incentive (so free)

The funding and data flow

SFA

Lead provider

Employer

Funding (CGC),employer incentives& Eng Math Monthly

ILR

Employer incentives (3 types)

Fee paid

Fee and payment schedule (e.g. monthly) expected to be negotiation between lead provider and employer

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The SFA rules and ILR guidance

12 pages

https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/401651/Trailblazer_Funding_Rules_Nove

mber_2014.pdf

65 pages

ILR TrailblazerGuidance

https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/377319/Tr

ailblazer_ILR_guidance_21Nov2014_v1.pdf

Ofsted’s approach to apprenticeships

FE Week Annual Apprenticeship ConferenceLorna Fitzjohn HMI

National Director, FE and Skills;

Regional Director, West Midlands

9 March 2015

March 2015 #AAC15


Session outline

Key messages from the Annual Report 2013/4

Recent inspection findings

The thematic survey on apprenticeships

Inspection from September 2015

Themes to consider

Key messages from the annual report(1)

Employers, both SMEs and large employers, are not offering enough apprenticeships for young people under the age of 25

Schools need to promote the benefits of apprenticeships to learners, their parents and carers, and teachers

Schools and providers need to instil basic attitudes and behaviours required by employers in all their learners

March 2015 #AAC15



There is no effective national skills strategy or local accountability for apprenticeship provision.

Not enough businesses are offering apprenticeships.

Growth in apprentices do not always match the skills shortages.

The number of apprentices is very small compared to learners on college-based classroom provision.

Proportion of learners aged 16–18 achieving classroom-based learning vs apprenticeships

Apprenticeship starts Classroom-based learning starts based on aims

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The quality of apprenticeships is still not good enough

Overall effectiveness grade for apprenticeship provision – providers inspected2013/14 and 2014/15 (as at 1 Feb) (percentage)

34

3

26

33

7

6

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Ofsted’s survey on apprenticeships

Theme: The benefit of apprenticeships to employers, individuals and the economy

How effectively do apprenticeships provide employers with appropriately skilled employees?

To what extent do apprenticeships benefit people of different ages? This question will include inquiring into:

the suitability of the skills apprentices develop for their immediate job and future career variations in the quality and effectiveness of

apprenticeships in preparing people to work in different sectors of industry and employment the lessons learnt from the early implementation of new

models of apprenticeships by trailblazers.

March 2015 #AAC15


Better inspection for all

New Common Inspection Framework 2015

for schools, non-association independent schools, further education and skills providers and registered early years providers.

under it – four graded judgements across all remits. leadership and management; teaching, learning and assessment; personal development, behaviour and welfare; outcomes for children and learners. and greater emphasis on safeguarding and curriculum.

will provide greater clarity, coherence and comparability for users, learners, parents and employers.

March 2015 #AAC15


Specific to further education and skills:

shorter and more regular inspection of good further education colleges and providers inspecting and grading types of provision (e.g.

apprenticeships, 16-19 study programmes) inspecting subject areas but not grading or reporting on

them separately increasing the emphasis on how well the curriculum meets

local and national needs, and on learners’ personal development, behaviour and welfare

Preparing for inspection – next steps

From March2015

July / August 2015

September 2015

Recruitment of new OI and HMI where required

- Common Inspection Framework published- Supporting handbooks for each remit published- Good practice materials published- National launch events held

Further training for all inspectors

Inspections under new arrangements start

June2015

February 2015

Consultation response report publishedAssessed training for contracted Ofsted inspectors

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Let’s work together to raise standards and improve lives

We share the same commitment – to improve the life chances of all children, young people and learners.

If you’re an education professional within schools, children’s centres or post-16 provision, why not join us on a basis that works for you and for us. Visit: www.ofstedhmi.co.uk or see the Working for Ofsted section on the Gov.uk website.

The consultation response report is available at:

www.gov.uk/government/consultations/better-inspection-for-all

What needs to be done to secure a future of high calibre apprenticeships?

March 2015 #AAC15


Thank you

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Designing standards, costing and timescales…in a sector context

Annette Allmark

Director of Strategic Policy

38

Aim of this session

• Designing Standards• Costings• Timescales

• Sector background• Committed and engaged employers • Trailblazer challenges• Opportunities to achieve results

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39

Role of People 1st

Practical people

development solutions

Align policy to business needs

Research and

Insight

The workforce development charity governed by a board of leading employers in the retail, hospitality, travel and passenger transport industries

40

Critical facts …

Biggest challenges:

employees need to be recruitedin our industries by 2022

2.8m 600,000projected skilled and

management positions

Recruitment Retention

Low Productivity Ageing workforce

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41

A great opportunity

5.4million employees in our sector and out of the working population

this counts for almost 1 in 6 jobs

96%

Small (less than 50)

3%

Medium (less than 250)

1%

Large (250+)

The total number of businesses are 445,607

42

Just short of 100,000 certificates issued

since 2012

10 frameworks with 31 intermediate and

21 advanced pathways sector wide

7% of hospitality employers and 9% of retail employers

using apprenticeships

Average annual organisational net benefit from hiring

hospitality apprentices in the UK: £5.2K (2012/3) national average

£1.8K

SectorApprenticeships

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Trailblazers

Retail TrailblazerCo‐operative

Retailer Retail Team Leader Retail Manager

Hospitality TrailblazerHilton Worldwide

Hospitality ManagerHospitality SupervisorHospitality Team

Member

Senior Culinary ChefChef de PartieCommis Chef

Production Chef

Level 2 Level 3 Level 4

44

Trailblazers

AviationHeathrow, London City Airport (Ministry

of Defence)

Airside operations

Aviation Ground Specialist

Travel BCD Travel

Bus and CoachArriva

Aviation Operations Supervisor

Aviation Operations Manager

Travel Consultant

HGV Engineering and Maintenance

Bus and coach Engineering Manager

Bus and Coach Technician

Level 2 Level 3 Level 4

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45

Designing the standard

Principle is simple:• Employer‐driven standards• Two pages• Full competence in a job role

Or is it?• Standard must be fit for purpose • Defining competence is more

straightforward for some job roles

46

Some challenges

• Business critical skillsMcDonald’s ‘Backing Soft Skills’ Campaign

74% of employers believe that there is already a significant gap in soft skills

53% of employers believe that soft skills are more important than qualifications

• Diverse and large industries

• Resource input of employers

• Test in speed and agility

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47

Development Process

Review of employers’ occupational

profiles

On‐line consultations with short and detailed versions

Many meetings and

communications with trailblazer

members

Writing the standards average of eight drafts

Promoting the

development through third parties and social media

Consultation with

providers and awarding

organisations

Engaging the support of industry

professional bodies

48

Assessment plans

A broad plan

Assessment method

Management of the system

BIS Criteria• Arrangements for synoptic assessment• Using a range of assessment methods• Graded assessment• Delivering consistent (reliable) judgements• Delivering accurate (valid) judgements• Ensuring independence• Affordability• Manageability / Feasibility • Professional Body Recognition

March 2015 #AAC15


Shaping the new apprenticeship system for hospitality

49

2. Initial assessment of individual

1. Employer selects training delivery and assessment method

Process overseen by the industry

governing body

8. Result of end assessment submitted to generate certificate via FISSS

9. Quality assurance managed by an assessment organisation

3. Apprentice on the SFA system

4. Employer signs off that the apprentice has achieved full competence

10.

10. Apprenticeship certification

7. End assessment carried out and graded

6. Apprentice registered for end assessment (e.g. via assessment organisation)

FISSS

Employers

5. Independent assessor identified (e.g. via assessment organisation)

Appeals

Employers (steps 1-4)

50

2. Initial assessment of individual

1. Employer selects training delivery and assessment method

3. Apprentice on the SFA system

4. Employer signs off that the apprentice has achieved full competence

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51

8. Result of end assessment submitted to generate certificate via FISSS

9. Quality assurance managed by an assessment organisation

10.

10. Apprenticeship certification by FISSS

7. End assessment carried out and graded

6. Apprentice registered for end assessment (e.g. via assessment organisation)

5. Independent assessor identified (e.g. via assessment organisation)

FISSS

Process overseen by the industry

governing body

52

Cost of training and assessmentCost of training and

continuous assessment (subject to OFSTED inspection)

• Initial assessment, ILP and administration

• Training delivery• Continuous assessment,

and support • Cost of Facilities

The cost per learner represents a cost for an average group size for a provider

Cost of independent assessment

• Each component of independent assessment

• Registration and Quality Assurance

The cost per learner must represent a cost for an average assessment process for a provider

Total cost of assessment

Evaluate a range of quotes to provide a suitable recommendation for the apprenticeship funding.

+ =

80% 20%Approx.

March 2015 #AAC15


53

Timescale: hospitality and retail

As at March 15

• All standards approved: 7 hospitality and 3 retail

• 2 Assessment plans with SFA (senior chefs)

Up to June 15

• Phase 1: Assessment development focussing on level 2

• Assessment organisation and provider readiness

June – October 15

• Phase 2: Assessment development focussing on level 3

• Assessment organisation and provider readiness

By January 16

• Aim for first phase of apprenticeships standards go live

By April 16

• Aim for second phase of apprenticeships standards go live

Up to 17/18

• Dual operation of frameworks and apprenticeship standards expected

54

Provider readiness

• Webinar end April and early May for providers

• Arrangements with assessment organisations

• Establishing the management system

• Producing additional guidance

• Recognising fit for purpose tools / qualifications

Subject to SFA arrangements and the approval of assessment plans

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55

Some parting points

• Employer driven central to the development and execution

• A sustainable system to maintain the quality of apprenticeships

• ‘Fit for purpose’ results every time

• Partnership is key

• Output … achieving the AIM

56

Great opportunities to achieve results

• Clear and robust progression pathways

• Professional profile to attract new people into the sector

• Developing consistent skills in line with an industry agreed standard

• Retaining highly skilled and motivated staff

• Improved productivity

• A great customer experience ‐making customers SMILE!

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57

For more information

www.people1st.co.uk

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March 2015 #AAC15


Built on the foundation of an occupational standard set by Industry, benchmarked globally and validated from large, through to SME and micro employers

5 Working Principles to support the remake of Apprenticeships based on sector-wide input and research by vocational research experts

March 2015 #AAC15


Capita Talent Partnerships

Richard Marsh – Operations Director

Click to edit Master title style

• Who are we?

• Trailblazers and us

• “Let’s get it on”

• Immediate and longer term considerations

Contents

March 2015 #AAC15


Click to edit Master title styleCapita Talent Partnerships ‐Who are we ?

An employerAn employer

A provider A provider

Specialists Specialists

AmbitiousAmbitious

Focused on QualityFocused on Quality

• Top 10 Apprentice employer• 1,000 + starts P A

• Traineeships into • Apprenticeships

• Financial Services • I.T. , Customer Service

• Capita investment• Ambition for growth

• Best in class• Genuinely outstanding

Click to edit Master title styleCapita Talent Partnerships ‐ Trailblazers and us

Members of several development groups

As either employer or provider

Consider ourselves pretty well informed ‘Apprenticeship experts’

And pretty positive about the changes overall

But it can still be confusing,,,

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Pleased to be asked to deliver Level 6 Relationship Management for Barclays

A Higher Apprenticeship built around ‘Industry qualifications’ and on‐the‐job learning

What does that mean for a provider?

• A 3 year programme so a lot of material to develop

• Expert level tuition, coaching and assessment

• A long term commitment

“Lets get it on! “

Click to edit Master title styleBefore learning even starts

Recruitment without precedent (or restriction)

Materials; development or commission?

Learner journey, what portfolio?

Staff preparedness

Internal quality assessment

What funding profile? Reconciling two funding streams

Considerations

March 2015 #AAC15



System specification; we cannot do this manually for 1,000s of learners

Longer term considerations

Which standards to offer, further specialisation Age range and experience,,,

Quality assurance with no EV/ IV requirementsTeaching, training and assessment with no AB materials What would Ofsted ask?

Impact on staffing profile; no more Assessors or IQAs? Client relationships and contracts

What is our development budgetWhat is our funding model profile?

£

#AAC15

Annual apprenticeshipconference and exhibition

Day 2 slides

March 2015 #AAC15


Traineeships Agenda

• Traineeships and links with Apprenticeships• Do we need it and who for?• Changes to the programme• Delivery models• What’s next?

Traineeships

Maintain the quality and confidence

Need to double the programme in 2014/15

10,000 starts in 2013/14

March 2015 #AAC15


16 – 24 ApprenticeshipsApprenticeship starts

Age 2012/13 2013/14 Provisional

+/‐

16 (1) 25,080 25,170 +90

17 (1) 35,810 38,320 +2,510

18 (1) 53,430 54,140 +710

19‐21 (2) 99,900 101,000 +1,100

22‐24 (2) 65,400 58,100 ‐7,300

Routes into ApprenticeshipDirect

recruitment

Agencies

On line applications

JCP referrals

Provider recruitment

March 2015 #AAC15


DWP Survey• 80% of young people felt they were more attractive to employers following work

experience • 75% said it had provided them with new skills and increased their confidence• 40% had got a job since the placement• 16% more likely to be off benefits than similar non-participants 21 weeks after

starting a placement• 25% of people who finished a work experience placement were offered a job by the

employer who gave them work experience.

Flexible Programme Design

Work Experience

Job Skills

‘Soft Skills’

English and maths

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Personalised Approach

• No idea about what they want to do• Know what they want but have no confidence• Know what they want but don’t have the basic

knowledge

Programme Changes

• Eligibility for 19 -24• Combining work experience with skills• Non regulated learning• 16 hour rule

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Building Employer Confidence

Development programme

Real investment in training

Improves understanding of recruit and train approaches

Developing routes into

Apprenticeship

Rewarding the Trainees

• Development Plan• Expenses• Salary• Skills/Knowledge/Experience• Job interviews

Note 9: we will allow those who work no more than 16 hours a week and earn: less than 16 times the National Minimum Wage each week, or less than £330 a month.

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Delivery Models – Job Specific6 to 10 weeks

Pre placement training – English and maths,

job preparationWork Experience Job Skills

Delivery Models – Work Skills3 to 6 months

Pre employment

trainingJob tasters Job skills

Interview techniques

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Employer and Provider Partnerships

• Barclays and Capita• BT and Skills Training UK• Derwentside College and Nissan• Virgin Media• Jarvis Training management• BBC and 5,000 Traineeships

BT and Skills Training UK

• Gain an insight into new technology, the media and communications networks during two-week work placements.

• Piloted at the BT Tower in Central London and from April will be introduced at two further BT centres in London.

• BT apprentices and former apprentices are leading the project with Skills Training UK. • BT ‘host’ employee to shadow and experience various technical, engineering, IT and customer service roles.• Focus on improving individual employability skills. mock interviews, practical thinking and business problem

solving, with practical exercises.

• Keep a log and discuss learning points each day with their BT hosts.

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What Do We Need to Do

• Make Traineeships the Programme of Choice for young people and employers

• Promote the programme and improve understanding• Reduce the number of other initiatives

Competing Programmes

March 2015 #AAC15


What Do We Need to Do

• Make Traineeships the Programme of Choice for young people and employers

• Promote the programme and improve understanding• Reduce the number of other initiatives• Get full commitment from JCP and benefits flexibility• Support capacity building - TSSP• Increase the numbers of providers

Traineeship Staff Support Programme

• Managed by AELP – commissioned and funded by the ETF• 14 provider-led projects awarded funding to develop resources for the Traineeship

workforce, focusing on:- Improving the quality of teaching (English and maths, employability);- Effective engagement with employers (securing/managing work placements, SMEs);- Robust initial assessment processes for appropriate learner enrolment;- Improving provision for learners from vulnerable and excluded groups

• Over 180 resources now available for the sector to tailor and use: www.traineeship-staff-support.co.uk

• Sign up to the Traineeship Community of Practice (via TSSP website)

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Summary

• Traineeships are key to the success of the Apprenticeship Programme

• Needs long term commitment and investment in a growing programme

Apprenticeship Staff Support Programme (ASSP)

A £1.5m ETF funded programme, led by AELP, along with programme partners AoC, HOLEX, 157 Group, NIACE and the Coventry and Warwickshire Chamber of Commerce

• Southampton Engineering Training Association Limited (SETA)• South Tyneside College• Norfolk County Council Adult Education Service• Babington Business College (part of Babington Group)• Capital Training Group• East London Advanced Technology Training (ELATT)• Bedford College• Gloucestershire College• Economic Solutions Ltd• In Touch Care Ltd• Petroc College• Pera Training Limited• Lifetime Training Group• Bury College

14 organisationsa redevelopingresources

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Apprenticeship Staff Support Programme (ASSP)

The resources are designed to support staff involved in current Apprenticeship delivery, as well as to prepare to deliver apprenticeships in the new landscape.

> Guides> Tool-kits> Staff training materials> Videos

On 27 February 2015 the first recourses were published, and include:

http://tinyurl.com/lvzvf2x

Strand 1: Employer involvement in Apprenticeship delivery

Mentoring handbooks; ‘Consultative sales skills for non sales staff’ training materials

Staff employer engagement materials and supporting apprentices in the workplace resources

CPD module, employer engagement guide and Financial Services Apprenticeship resources for employer-facing staff

Employer engagement Action Plan; ‘Take One’ training toolkit

Employer engagement guides

Practitioner workshop materials; online toolkits for the Third Sector

Employer engagement interactive e-guide and case studies for skills and knowledge exchange projects

Employer and apprentice training review materials; mentoring and ‘buddying’ handbook

Moodle toolkit for employer-facing support staff and employers

Employer engagement resources and templates for support staff and tutors – focused on SME employers

‘Marketing and selling apprenticeships’ training videos for welfare to work provider staff

Staff handbook and checklists to prepare for the Apprenticeship reforms; staff surveys and employer handbook

March 2015 #AAC15


Strand 2: Curriculum dev, teaching, learning and assessment

Observation of Teaching and Learning Award training materials

CPD workshop resources and case studies for administrators, managers, tutors and assessors

Maths and English Level 2 resources for support staff;

Apprenticeship delivery staff Development Passport

Moodle 5-day staff support training programme materials

Three online programmes for staff at different levels -

Developing ICT skills and understanding in Early Years setting

English and maths materials for employer-facing support staff

CPD materials to contribute to Level 4 Certificate in Education and Training

www.apprenticeship-staff-support.co.uk

AELP Apprenticeship Staff Support Programme

ELATT & THE BROMLEY BY BOW CENTRE

March 2015 #AAC15


PROJECT FOCUSHow do we, Third Sector providers, engage with the many business’s in our local area?

AIMS

1. To help Third Sector providers grow the apprenticeship market

2. To develop sustainable systems for staff

ACTIONS

Full staff training

Tutor/assessor training

Collaboration – joint marketing, networking

March 2015 #AAC15


OUTCOMES

36 new employers engaged

20 employers hiring Apprenticeships for the first time

37 new Apprenticeship starts

20 Apprenticeships progressing to the next level of their Framework

OUR LEARNING

Expand Your Recruitment Team

Develop your assessors

Co‐ordinate your departments

Develop your trustees

March 2015 #AAC15


OUR LEARNING

Improving Internal and External Systems

Review your delivery models

Communication and commitment

Offer a 360° recruitment service

OUR LEARNING

Values‐driven delivery

Equality and Diversity

The role of the Third Sector

Marketing and Messaging

March 2015 #AAC15


OUR LEARNING

Summary

Focus!

Bring your staff with you

Have a central employer‐facing role

Apprenticeships in the Election

Shane ChowenHead of Policy and Public AffairsMarch 2015

#AAC15

March 2015 #AAC15


Five Years Ago...

Labour in Government promising 35,000 level 3 apprenticeships by 2012 and 500,000 by 2020. LAs and RDAs.

Conservatives would fully fund 100,000 and part fund 77,000 apprenticeships per year out of Train to Gain. 'FEFCE' to fund all age FE.

Liberal Democrats would fund 88,000 apprenticeships targeted at new industries and growth sector. 'Council for Adult Skills and Higher Education' 19+ F&HE

Five Years Ago...

In the polls:

Labour: 32%

Conservatives: 37%

Liberal Democrats: 17%

Other: 14%

(YouGov/The Sun, 9‐10 March 2010)

March 2015 #AAC15


As of yesterday:

In the polls:Labour: 31%Conservatives: 35%Liberal Democrats: 8%UKIP: 14%Greens: 6%Other: 6%(YouGov/The Sun 8‐9 March 2015)

Prime Minister: Camerton 39%, Miliband 20%

HEADLINE - 3 million apprenticeships over the next parliament, funded by lowering the benefit cap from £26k to £23k.• Standards: Grow the Trailblazer programme• Data: Likely salary and job prospects for university courses and

apprenticeships• Funding: Ringfence education 4-16• Devolution: Planning and funding to LEPs/employer led skills

system.• English and maths: Focus on improvement from school to KS5• Other: Develop National Colleges, English and maths to 18, Tech

Bacc qualifications ,

Conservatives

March 2015 #AAC15


HEADLINE: Apprenticeship Guarantee - an apprenticeships for every 18 year-old who "gets the grades" & as many young people doing an apprenticeship as go to university by 2025.• Numbers: 80,000 a year, including 33,000 for HS2• Minimums: Level 3, two years, new job entrants. • Procurement: Mandatory apprenticeships in major government contracts and in

companies recruiting for outside EU.• Devolution: "City Apprenticeship Agencies" to help SMEs• Funding: Education budget protected and rise with inflation, including early

years and 16-19• Unemployment: Guaranteed job for under 25s who are unemployed for one

year and for 25+ who are unemployed for more than two years.• Other: Reintroduce qualified teachers, English and maths to 18, Institute of

Technical Excellence, Technical Degrees, Tech Bacc, Tuition Fees

Labour

• Numbers: Double the number of employers with apprenticeships, up to four million new apprenticeships.

• Employer Grant: Target Apprenticeship Grant for Employers newly taking on apprentices.

• Open further National Colleges to target skills gaps.• Pay: £1 an hour increase in the apprentice minimum wage• Funding: Protect the education budget "from cradle to college" • Transport: Two-thirds discount on bus fares for 16-21 year olds.• Other: UCAS for FE, lifelong learning accounts

Liberal Democrats

March 2015 #AAC15


• UKIP: Young people can take an 'Apprenticeship Qualification' alongside core GCSEs. Certified professionals to undertake assessment. Abolish HE tuition fees for STEM graduates who stay in UK for five years.

• Greens: FE colleges to return to local authority control. Mandatory modules on energy efficiency in apprenticeship frameworks. FE colleges funded at same per-student rate as schools. Abolish HE tuition fees.

Other Parties

• Budget 2015: 18 March• Parliament dissolved and Purdah: 30 March• Manifestos launched & TV Debate/s: April • Deadline for voter registration: 20 April • Polling Day: 7 May• Queen's Speech: 19 May• Spending Review: Summer/Autumn 2015• Second election? Mayoral by-election in London?

#GE2015

March 2015 #AAC15


Nick LinfordAuthor of the Complete guide to funding apprenticeshipsOrder from www.lsect.co.uk/guide

Apprenticeships in numbers

Apprenticeship starts by level (2011/12 to 2013/14)

Year 2011/12 2012/13 2013/14Shift since

12/13

Level 2 329,000 292,800 286,500 -2%Level 3 187,900 207,700 144,700 -30%Level 4+ 3,700 9,800 9,200 -6%Total 520,600 510,300 440,400 -14%

0

100,000

200,000

300,000

400,000

500,000

600,000 Level 2 Level 3 Level 4+ Total

Level 2, 286,500,

65%

Level 3, 144,700,

33%

Level 4+, 9,200, 2%

Starts by level (2013/14)

March 2015 #AAC15


Under 19, 119,800,

27%

19-24, 159,100,

36%

25+, 161,600,

37%

Starts by age (2013/14)

Apprenticeship starts by age (2011/12 to 2013/14

Year 2011/12 2012/13 2013/14Shift since

12/13

Under 19 129,900 114,500 119,800 5%19-24 161,400 165,400 159,100 -4%25+ 229,300 230,300 161,600 -30%Total 520,600 510,200 440,400 -14%

0

100,000

200,000

300,000

400,000

500,000

600,000 Under 19 19-24 25+ Total

Apprenticeship success rates

Year 2011/12 2012/13 2013/14Shift since

12/13

Level 2 72.6% 72.0% 68.8% -4.4%

Level 3 76.5% 73.0% 69.1% -5.3%

Level 4+ 72.6% 70.2% 71.3% 1.6%

Total 73.8% 72.3% 68.9% -4.7%

By level (2011/12 to 2013/14)

Year 2011/12 2012/13 2013/14Shift since

12/13

Under 19 73.1% 71.5% 71.1% -0.6%

19-24 75.9% 72.6% 70.1% -3.4%

25+ 72.6% 72.7% 66.7% -8.3%

Total 73.8% 72.3% 68.9% -4.7%

By age (2011/12 to 2013/14)

Non-achieve in 2013/14

68,431

45,702

1,087

115,463

Non-achieve in 2013/14

26,583

37,066

51,672

115,463

March 2015 #AAC15


Highlights based on most recent full year (2013/14)

Starts all levels fell (-14%), esp. at level 3 (-30%)

Starts at 16-18 grew (+5%), but still below 2011/12 levels

Starts for 19-23 fell, but biggest fall for aged 25+ (-30%)

Success rates all levels fell (-4.7%), esp. level 3 (-5.3%)

Success rates 16-18 fell at bit (-0.6%) but 25+ fell at lot (-8.3%)

Figures not heading in right direction, but has new 12 month minimum duration been a factor?

Engaging with employers - what are they looking for in a provider?

Neil Robertson

March 2015 #AAC15


Context

• Reports/reform

• Funding

• Industrial Partnership

Changing Demand

• Practical skills

• Alignment

• Employer confidence

March 2015 #AAC15


Assessment

• End testing

• Competence based

• Assured

• Provider and Programme approval

• Employer panels

• Quality assured

EEIAS

March 2015 #AAC15


For further information please contact:

Neil RobertsonChief Executive

Energy & Utility Skills Group

[email protected]

National Hairdressers Federation

Hilary Hall

Chief Executive

March 2015 #AAC15


Our industry• NHF represents employers in hairdressing, barbering and beauty

• 55,000 businesses employing around 250,000 people and generating £6bn to UK economy

• 93% of salons are micro‐businesses (under 10)

• Hairdressing Apprenticeships are consistently in the top 10 for starts each year, key route for entry

• Trailblazer for hair and beauty – supporting small businesses, co‐ordinating with Habia

Small business issues

• National Minimum Wage – low pay industry

• Increasing competition, lower margins, recession, high street decline

• Harder to recruit Apprentices – staying on at school or college

• Pensions auto‐enrolment – increased costs

• Apprenticeship funding model ‐ employer contributions, administration

March 2015 #AAC15


What do employers want?

• Everything to be easy

• Choice about who handles funding

• Reassurance on quality rather than price

• Smooth administration

• Clear information – what will training provider deliver and what is the employer responsible for?

• Better career advice, especially Apprenticeships

Apprenticeship Assessment

Jayne McCannBIS & DfE Apprenticeship Unit

March 2015 #AAC15


Overview of process

Delivery phase

Costing template

Trailblazer forms & submits expression of interest

Trailblazer writes new standard

Assessment Plan

Approved Approved Approved & funding band allocated

Overview of process

Delivery phase

Costing template

Trailblazer forms & submits expression of interest

Trailblazer writes new standard

Assessment Plan

Approved Approved Approved & funding band allocated

March 2015 #AAC15


• End point assessment ‐ designed to test full competency in the occupation.

• Rigorous, independent and consistent end point assessment to maintain standards over time.

• Introduction of grading.

• Free up delivery.

• Leading to increased employer confidence in apprenticeships.

Assessment reforms

CRITERION1. Synoptic assessment

2. Range of assessment methods3. Graded4. Delivering consistent (reliable) judgements5. Delivering accurate (valid) judgments6. Ensuring independence7. Affordability8. Manageability/ Feasibility9. Professional body recognition (where appropriate)

Assessment criteria

March 2015 #AAC15


Progress so far: Phase 1 Trailblazers

Aerospace Automotive Digital Industries

Energy & Utilities

Financial Services

Food and Drink Manufacturing

Life &Industrial Sciences


Aerospace Automotive Digital Industries

Energy & Utilities

Financial Services

Food and Drink Manufacturing

Life &Industrial Sciences

Manufacturing FitterMechatronics Maintenance

Tech

Control / Tech Support Engineer

Electrical Tech Support Engineer

Manufacturing Engineer

Product Design & Develop’ Engineer

Product Design & Develop’ Tech

Network Engineer

Software Engineer

Power Network Craftsperson

Relationship Manager

Financial Services Administrator

Maintenance Engineer Laboratory Tech

Science Manufacturing Tech

March 2015 #AAC15



Accountancy ActuaryAutomotive

RetailAviation Butchery

Civil Service Construction Conveyancing Craft Dental Health

Early YearsEmerging

TechnologiesHair and Beauty Horticulture Housing

InsuranceLand‐based Engineering

Law Maritime Media

PropertyServices

Rail Design Travel

Emerging Approaches

Methods of Assessment

Extended projects

Portfolios

Vivas / Interviews

Trade tests

Online exams

Workplace observation

March 2015 #AAC15


Register of Assessment Organisations

• Purpose ‐ support employer selection of organisations which can deliver end point assessment services.

• The Register will be modelled on the existing Register of Training Organisations.

• The Register will initially be piloted for one year with multiple points of opening throughout the year.

• Initial focus on end point assessment – may broaden the Register to take account of the wider assessment products and services an organisation can offer.

End‐point assessments must be of a certain duration. • NO! • They can take any form Trailblazers choose (a practical, a case study, an interview)…• … and last as long as Trailblazers like (the last 2 months, a day long observation, two afternoons, an

hour‐long video conference…)

We’re excluding assessment organisations from the process. • NO! • It’s up to Trailblazers to choose who to involve in assessment – AOs can bring independence and

expertise, but it’s up to the employers.

The end‐point assessment must take place in a formal, external setting. • NO! • Trailblazers can choose where the assessment takes place: in the workplace, at an external centre,

outside…

Myth busting

March 2015 #AAC15


Published standards and assessment plans:https://www.gov.uk/government/collections/apprenticeship‐standards

Further information

Guidance:https://www.gov.uk/government/publications/future‐of‐apprenticeships‐in‐england‐guidance‐for‐trailblazers

Questions:[email protected]

Apprenticeships: the view from Ofqual

Julie Swan, Associate Director Regulatory and Vocational Qualification Policy, March 2015

March 2015 #AAC15


Where do assessments and qualifications fit into the apprenticeship system?

Formal assessments are one important part of apprenticeships– Signal the skills and knowledge that are essential to the role– Support progression even for those who do not complete the

apprenticeship

But cannot be the key quality control or the tail that wags the dog

Current frameworks defined mostly by reference to qualifications

Ofqual’s role is to make sure that regulated qualifications and assessments used in apprenticeships are good and valid…..just like all other vocational qualifications

The apprenticeships reforms

We have been asked to regulate end-point and other assessments where trailblazers wish us to do so

Some apprenticeships might include regulated qualifications in addition to the end point assessment

…though trailblazers can choose an alternative regulatory regime if they wish

“We are open to different approaches to quality assurance of assessments in apprenticeships, and would welcome proposals for employer, professional body and sector led approaches. Alternatively, if standard setters would like their assessments to be regulated by Ofqual, then they are welcome to do so.” (October 2014 trailblazer guidance, p31)

March 2015 #AAC15


Risks and challenges

Managing the pressures on assessments from the funding system

The impact of alternative assessment regulatory regimes

Clarifying the relationships and responsibilities between standard setters and assessment bodies

Getting assessment expertise into the apprenticeship system, and creating a healthy market in assessment provision

Recognising soft (or employability) skills

Managing expectations about what assessment can do

Helping employers to understand assessment and what it means

Equality Act duties on assessment providers

Next steps

Ofqual will…

Continue to advise Government on assessment issues as the apprenticeship reforms continue

Play our part in advising employers, trailblazers and others

Consider apprenticeship assessments as we develop our approach to regulating vocational qualifications

Make sure improvements are made to current literacy and numeracy qualifications

March 2015 #AAC15


www.bakertilly.co.uk

At the end of the day it’s public funding so fear the auditor…

Karl Bentley

March 2015

The man in front of you is a real funding auditor… but he’s a nice guy really

Should you fear the auditor? What’s your perception?

144

What we really are… And we don’t make policy, but we do confirm compliance with it

March 2015 #AAC15


Read all about it!

Do you want to be the next FE ‘Celebrity’? Famous for all the wrong reasons

145

What have auditors found?

No evidence of employment

Apprentices not paid at all or not paid minimum wage

146

No contracts of employment in place

Fixed term contracts that do not match the duration of the Apprenticeship

March 2015 #AAC15


147

What else do auditor’s find?

Apprentice’s eligibility not confirmed

Weekly hours of employment not confirmed

Apprenticeship duration not extended to reflect part time employment

No evidence of Maths and English relaxations/proxies

148

What else do auditor’s find?

No recognition of overlapping elements where Apprentice progresses from level 2 to 3

Little or no evidence of ongoing participation

Unsupported withdrawal dates – last date of learning activity?

No evidence of achievement/framework achievement

March 2015 #AAC15


DSATs and Audit

Do we all know what DSATs are?

The main purpose of them is to report possible data issues and exceptions

Someone within your organisation must run and review the DSATs

It’s the only tool the auditor has so we pay a lot of attention to them

DSAT reviews are completed prior to the audit

They also give us our first impression of the provider

So what do we find on DSAT reviews?

149

Key issues in Apprenticeship Data Apprenticeship durations not meeting

minimum requirements

Apprenticeship achievements prior to minimum duration being met

150

Learners with level 4 prior attainment enrolled on level 2 and 3 Apprenticeships

16-18 Apprentices with co-funding

19+ Apprentices with full funding

March 2015 #AAC15


Last words

Audit is not the dark arts

It’s a set process that targets risk areas

Do it yourself – you have the tools!

151

And don’t forget it may not always be the prime contractor that’s the issue

And we’re not infallible – we can get it wrong as well so be willing to challenge!

Thanks for listening

[email protected]

Mobile: 07800 617220

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March 2015 #AAC15


#AAC15

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