APPRENTICESHIP TRAINING MODULE

Wednesday 16th May

SESSION 1: WELCOME AND INTRODUCTION

Presented by Kevin Fisher

3

OBJECTIVES OF THE WORKSHOP

• Provide in-depth follow up training from induction workshop

• Offer the opportunity to discuss key topics in more detail

• Provide knowledge input which will support Brokers in their achievement of the Skills Broker Standard competencies

The workshop aims to address the following standards:

What you need to show

– Understand the client’s skills needs and identify appropriate solutions (a2)

– Understand what training solutions are available (a3)

– Present a number of options to the client with comparable summaries of cost and service (a4)

– Understand the impact of LSC funding frameworks on training provider behaviour (a5)

4

OBJECTIVES OF THE WORKSHOP

What you need to know:

- Advice learning and development solutions: including development solutions such as Apprenticeships (b1)

– The training provider infrastructure (b2)

– The framework of training and development delivery; funding packages, eligibility, key skills and progression routes, success and achievement rates (b3)

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LEARNING OUTCOMES

• Understand what an Apprenticeship is and how it is assessed

• Be able to discuss the business benefits of Apprenticeships with an employer

• Overcome the typical objections and myths around Apprenticeships

• Be equipped to broker appropriate provision (level, subject area)

• Understand the regional and local provider network for Apprenticeships

• Be aware of progression routes available

6

AGENDA

• Introduction and Warmer: Business benefits

• Apprenticeship Programme: background, features and funding

• Overcoming barriers: discussion activity

COFFEE

• Regional provision

• Learning Agreement Pilot

• How to broker appropriate provision; business scenarios analysis

• Progression routes

• Closing session and evaluation forms

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FACILITATORS

Dave Sellings – Broker Development Manager, LSC

Kevin Fisher – Senior Policy Manager, LSC

Teresa Logan – Skills Development Manager, LSC

Dorothy Holland – Learning Agreement Adviser, LSC

Tony Forsdick – Contract Adviser, LSC

WARMER: BUSINESS BENEFITS

9

WARMER ACTIVITY: WHY DO AN APPRENTICESHIP?

• In your groups consider the 3 main benefits of doing an Apprenticeship for employers or employees. (5 mins)

• Feedback to whole group.

10

VOCATIONAL “RICH LIST” 2005

“Wealth Soars for Britain’s craft millionaires”

• John Caudwell, mobile phones - £1.28 billion (1)

• Lawrence Graff, “King of Diamonds”- £750 million (2)

• John Frieda, hair care - £180 million (7)

• Karen Millen, fashion guru - £40 million (19)

• Gordon Ramsay, restaurants - £20 million (25)

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SUCCESSFUL LEARNERS

“…vocational training has been their foundation for extraordinary financial and commercial success….

they have worked hard to gain practical skills at a young age…used to their advantage.

These millionaires are a real inspiration to school leavers, especially those who choose not to go down the university

route”

(Vocational Rich List - City and Guilds)

SESSION 2: APPRENTICESHIP PROGRAMME: BACKGROUND, FEATURES AND FUNDING

BACKGROUND

14

Stay with the same employer

62%

Stay working in same sector

19%

Other1%

Don't know3%

Stay in education

8%

Work somewhere completely different

7%

NATIONAL STATISTICS: FUTURE PLANS

All respondents5,461

15

NATIONAL STATISTICS: EMPLOYER INTEREST

0%

5%

10%

15%

20%

25%

Construction

Engineering

Agriculture

Manufacturing

Hospitality

Health &

Social W

ork

Business &

Prof. S

vcs

Retail and

Wholesale

Apprenticeship Type

IndustrySector ofEmployer

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NATIONAL STATISTICS: LEARNER INTEREST

0%

5%

10%

15%

20%

25%

Construction

Engineering

Media andD

esign

BusinessAdm

in

Professional

Health C

are

Sport

Hair and

Beauty

Managem

ent

Agriculture

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COMPLETION RATES

Framework achievements

ApprenticeshipAdvanced

Apprenticeship

2005/06 91,645 53.42% 53.11%

2003/04 48,850 30% 32%

2002/03 44,196 24% 32%

PROGRAMME FEATURES AND ELIGIBILITY

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WHAT IS AN APPRENTICESHIP?

“The government’s preferred route to skilled employment for

young people aged 16 to 25”

An employer-led programme of:

• acquiring knowledge

• developing skills to become competent

• developing transferable skills

• a collection of qualifications gained over time but not time served

• can only be achieved when it includes a work based element

20

APPRENTICESHIP – KEY ELEMENTS

Apprenticeship

Competence Based Element

(NVQ)

Knowledge Based

Element

(Technical Certificate)

Transferable Skills

(Key Skills)

Employment Rights and

Responsibilities

(ERR)

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PROGRAMME FEATURES

• Competence – NVQ or similar

• Knowledge – Technical Certificate (or may be integrated)

• Key Skills – Application of Number and Communication (as a minimum)

• Employment Rights and Responsibilities

• Any other content required by Sector Skills Council

Apprenticeship Blueprint owned by LSC / DfES and content designed and approved by Skills for Business network

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TYPES OF APPRENTICESHIPS

• Young Apprenticeships 14 - 16 Level 1/2

• Apprenticeships 16 - 25 Level 2

• Advanced Apprenticeships 16 - 25 Level 3

• Higher Apprenticeships Level 4

• Apprenticeships for Adults 22+ Level 3

• Every framework must show a clear route to higher education (i.e.. Foundation Degrees)

• 3% of Apprentices continue to HE

23

ELIGIBILITY CRITERIA

• Aged 16-25 (must start before 25th birthday)

• In employment (unless on a programme led pathway)

• Not a graduate

• Not undertaking another course which is classed as full time

• Must be an EU resident or have had residency status in the UK for 3 years and classed as “settled”

24

LEARNER ASSESSMENT

• NVQ: Observation and portfolio

• Technical Certificate: Eg BTEC or City & Guilds

• Key Skills: Test (multiple choice for numeracy) and portfolio work

FUNDING

26

Apprenticeships are funded via Work Based Learning

Example:A learner, aged 17 years, commences an Apprenticeship in Business Administration in August 2005, which comprises an NVQ in Business Administration, Key Skills at Level 2 in Application of Number and Communication, and a Certificate in Administration Level 2 (Technical Certificate). The learner successfully completes the full Apprenticeship over 16 months.

HOW ARE APPRENTICESHIPS FUNDED?

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Programme funding for each Apprenticeship component

• NVQ Level 2 £3156.47

• Key skills £330 (Two key skills at £165)

• Technical Certificate £873.44

(funding paid monthly as course taken)

Total funding £4359.91

Full framework achievement

25% of the NVQ (i.e. £789.12) will be withheld until full framework achieved

EXAMPLE – FUNDING RATES EXAMPLE: BUSINESS ADMINISTRATION

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Programme funding for each Apprenticeship component

• NVQ Level 2 £ £5875.13

• Key skills £330 (Two key skills at £165)

• Technical Certificate £ 1423.76 (funding paid monthly as course taken)

Total funding £7628.89

Full framework achievement

25% of the NVQ (i.e. £1468.78) will be withheld until full framework achieved

EXAMPLE – FUNDING RATESEXAMPLE: ENGINEERING

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Training Providers receive different rates of funding depending on the age of the Apprentice.

Programme funding for Apprentices aged 16-19

e.g. Business Administration £3156.47 for NVQ

Programme funding for Apprentices over 19

e.g. Business Administration £1813.83 for NVQ

FUNDING RATES

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APPRENTICESHIP FUNDING SUMMARY

Area Apprenticeship Advanced Apprenticeship

Level 2 3

Funding Stream Work Based Learning (not Train to Gain)

Payment on Achievement

25% of NVQ funding rate

Payment Profile Monthly payments

SESSION 3: OVERCOMING BARRIERS

32

OVERCOMING BARRIERS AND OBJECTIONS

DISCUSSION ACTIVITY

• Working as a group; each person come up with 1 possible barrier/objection that employers may initially raise regarding Apprenticeships.

• Discuss how you would go about dealing with these objections.

• Combine with another group and (without showing them your solutions) now ask them what suggestions they have to combat the barriers you raised.

• Feedback one barrier and solution per group.

SESSION 4: REGIONAL PROVISION

34

APPRENTICESHIP STARTS

0

500

1000

1500

2000

2500

3000

Bedfordshire andLuton

Cambridgeshire Essex Hertfordshire Norfolk Suffolk

2003/04 2004/05 2005/06 2006/07 (8 Months)

35

ADVANCED APPRENTICESHIP STARTS

0

500

1000

1500

2000

2500

3000

Bedfordshire andLuton

Cambridgeshire Essex Hertfordshire Norfolk Suffolk

2003/04 2004/05 2005/06 2006/07 (8 Months)

36

APPRENTICESHIP PERCENTAGE ACHIEVEMENT

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

70.00%

Bedfordshire andLuton

Cambridgeshire Essex Hertfordshire Norfolk Suffolk

2003/04 2004/05 2005/06 2006/07 (8 Months)

37

ADVANCED APPRENTICESHIP PERCENTAGE ACHIEVEMENT

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

70.00%

Bedfordshire andLuton

Cambridgeshire Essex Hertfordshire Norfolk Suffolk

2003/04 2004/05 2005/06 2006/07 (8 Months)

38

SESSION 5:Learning Agreement Pilot

• Dorothy Holland

• Tony Forsdick

39

Learning Agreement Pilot – Train for Your Future

• Eight Pilots Funded by DFES

• Connexions / LSC Partnership

• Purpose: To measure the Intervention of Training Advisers

• Wage Compensation and Bonuses

• LSC London East Pilot

g

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Eligibility Criteria

• Aged 16 -17 in a Job Without Accredited Training

• Young Person Must Live in Essex

• Prior Educational Achievement Not Relevant

• Working Hours: Apprenticeships – Other Courses

• Just Turned 18 – Local Discretion

42

Connexions Set Up

• Five Geographical Teams

• Training Managers

• Advisers

• Cold Calling / Marketing

43

Provider Network

• Five Consortiums Across Essex

• National Providers – Apprenticeship Offer

• Out of Essex FE Provision

SESSION 6: HOW TO BROKER APPROPRIATE PROVISION

45

BUSINESS SCENARIO ANALYSIS

Part 1In your group discuss the business scenario allocated to you.

Make notes on the given questions:The possible Apprenticeship training needs (and any other key training needs identified)

The questions you would raise and/or the solutions you may propose to the employer

Which resources/where you would look to source anticipated training provision

Part 2

Now all the “Bs” move to another group and all the “As” stay seated.

With one partner compare your solutions and add to your notes

Part 3

Feedback - choose one person for each group

SESSION 7: PROGRESSION ROUTES

47

PROGRESSION ROUTES

What (specific) examples can you give of progression routes available for apprentices?

48

PROGRESSION ROUTES

GCSEs*Young People Apprenticeship

Pre Apprenticeship(Entry to Employment)

Apprenticeship

Advanced Apprenticeship

Foundation Degree

Degree

Full Time EducationA Levels / National Diploma

Level 4

Level 3

Level 2

*progression route depends on achievement

Professional Quals

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EXAMPLE PROGRESSION ROUTES

MA Hospitality

Management

BA Culinary Arts

ManagementFDA Culinary Arts

•Apprenticeship •Advanced

Apprenticeship)Catering

BSc Agricultural Engineering

HNC AgricultureHND Agriculture

•Apprenticeship •Advanced

ApprenticeshipAgriculture

MBABA Business

Administration

• HNC Business Administration• HND Business Administration• FDA Foundation Degree

Business Administration

•Apprenticeship •Advanced

Apprenticeship

Business

Administration

MEng

EngineeringBEng Engineering

•HNC Engineering•HND Engineering

• Apprenticeship • Advanced

Apprenticeship Engineering

Level 5Level 4NVQ Level 2/3Sector

http://www.aimhigherwm-alps.org/pm_regions.asp

SESSION 8: CLOSING SESSION

51

LEARNING OUTCOMES

• Understand what an Apprenticeship is and how it is assessed

• Be able to discuss the business benefits of Apprenticeships with an employer

• Overcome the typical objections and myths around Apprenticeships

• Be equipped to broker appropriate provision (level, subject area)

• Understand the regional and local provider network for Apprenticeships

• Be aware of progression routes available

52

QUESTIONS??

53

FEEDBACK & EVALUATION