MentorHandbook

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• Welcome To Steel Power Training

• How We Use Your Information

• What Is An Apprenticeship

• Qualifications Process And Requirements

• What Is Your Role As A Mentor

• How Will We Review And Track Learner Progress

• Learner Risk Level Definitions

• Off The Job Training

• Learner Absence

• Steel Power Training Support Team

• How Do We Choose An Appropriate Apprenticeship

• Apprenticeship Agreement

• What If The Employee I Am Mentoring Has Problems With The Apprenticeship

• Learner Appeals Procedure

• Appeals/Complaints Form

• Details Of Appeal/Complaint

• Our Responsibility To Health And Safety

• Reporting Of Injuries, Diseases & Dangerous Occurrence Regulations (Riddor)

• Accident Reporting

• Safeguarding

• Our Responsibility To Equality And Diversity

• Steel Power Training Contact Details

Education is the passport to the future, for

tomorrow belongs to those who

prepare for it today

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The Government’s initiative is to provide employers with funding for their employees towards Apprenticeship training programmes and Steel Power are a recognised Training Provider (ROAPT)who are able to deliver this scheme to you.

It is vital that people acquire the skills and qualifications necessary for them to develop new skills and to build on their existing knowledge to help them improve both themselves and your business’ performance.

Steel Power has a range of qualified trainers and assessors with a wealth of experience that will support our learner through their qualifications whilst taking into account your business needs.

We look forward to a long and successful relationship with you, your company and employees.

Should you identify any areas of your business which you feel we may be able to support you with further, this may include any other training or recruitment needs or simply bridging gaps for you to achieve set business goals, please dont hesitate to ask.

In anticipation of your continued involvement with us, with thanks.

How we Use your Information

Employers should be aware that evidence your learner provides may be passed to the Chief Executive of Education and Skills Funding (“the Agency”) and, when needed, the Department for Education, to meet legal duties under the Apprenticeships, Skills, Children and Learning Act 2009. The information you provide may be shared with other partner organisations for purposes relating to education or training as according to GDPR Legislation.

For Example:

• Employer Data Reference Service (EDRS)• Awarding Organisation• Local Authorities• Ofsted

Welcome to Steel Power

Training

What is a National Apprenticeship

This is a work based education initiative that provides both a high quality route into work for school leavers and an opportunity for employed people to enhance and develop their skills. Ap-prenticeships facilitate the training and development of people employed within the workplace.

An apprenticeship comprises the following elements:

NVQ/DIPLOMA

These are work related, competence-based qualifications. They reflect the skills and knowledge needed to do a job effectively and show that a candidate is competent in their area of work. NVQ/Diplomas are based on national standards split into a series of units which cover all the main aspects of an occupation. Each individual unit is assessed and the NVQ/Diploma is awarded when all of the required units have been achieved. A qualified tutor/assessor, supported by the workplace mentor, normally conducts assess-ment activities within the workplace.

FUNCTIONAL SKILLS

Functional Skills are an essential part of every apprenticeship and cover: English, Math’s, and ICT. Func-tional Skills are considered to be an essential part of occupational competence and will be delivered along-side the NVQ/Diploma. In some instances, learners will be required to sit an external assessment in all three subjects.

BTEC OR TECHNICAL CERTIFICATES

BTEC or Technical Certificates focus on the knowledge and understanding which underpins the NVQ/Diploma competence for the chosen vocational area. They can include off the job training and external assessment which is delivered either by attendance at one of our centres, at college or in the workplace.

EMPLOYMENT RIGHTS & RESPONSIBILITIES (ERR)

Employment Rights & Responsibilities workbooks and qualifications allow the learner to research and learn about: their rights and responsibilities as employees (including current legislation), your organisations disciplines and structure and the impact that laws and policies have on employees.

PERSONAL LEARNING AND THINKING SKILLS (PLTS)

PLTS are generic skills that are essential to life, learning and work. Some of the PLTS requirements are embedded into units and are mapped to show they have been completed as they are mandatory require-ment of the framework.

Please note that as we offer a range of qualifications and funding options your employees may only be completing part of the apprenticeship if they have prior qualifications that count towards the appren-ticeship framework.

"An investment in knowledge pays the best interest"

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Initial Advice and GuidanceDiagnostics

(Literacy, Numeracy, Skills-scan)

Claim for unit credit(s)

Additional training and developmentwith adviser/assessor support

Identifying evidence and demonstrating

competence normally through workplace activities

Scrutiny and judgment of evidence by tutor and/or assessor

Assessment dialogue

Candidate claim for competence based uponorderly presentation of evidence portfolio for

assessment

Development/Assessment Planning

External Quality Assurance(Awarding Body)

Internal Quality Assurance(Encompasses all of above)

Award of Qualification

Qualifications Process And Requirements

What Is the role of a mentor

‘A mentor is an experienced and trusted advisor’As a mentor you have a very important part to play in the learning process.

You will need to:

Support, guide and encourage the learner• You must be available to offer help, advice and encouragement throughout this programme• Allow time for the learner if they need your guidance and be available to answer any questions they may have on your workplace• Use your experience to offer ideas and to identify any training needs• Allow the learner time and opportunity at work to collect evidence for their qualification• Ensure the learner feels safe within the working environment and is treated fairly and equally by everybody

Supervise the learner• Ensure that the learner has adequate training and guidance on company procedures, use of machinery/equipment and all aspects of Health & Safety, Equality & Diversity and Safeguarding• Regularly check that the learner has no problems and offer your assistance as often as is necessary• Take responsibility on behalf of your company for the learner’s progress

Be involved in the apprenticeship process• Be Steel Power Training’s point of contact with your company• Be available, at an agreed time, for the apprenticeship review with the learner and tutor/assessor• Provide witness statements for the learner’s portfolio which confirm performance ability and achievements• Be available to invigilate any on site exams where relevant. • Be available for Ofsted visits and Employer surveys as required

Help with the learner’s development• Identify areas of development for the learner ensuring employees have a development plan linked to the job role which includes on and off the job training and reflects their ongoing development • Discuss any learning needs with the Tutor/Assessor to ensure that we deliver appropriate support • Support the learner in selecting the correct units for their qualification which is going to help them make the most from their learning experience.

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How we review and track learner

progress

It is important to keep the programme on track. This allows the learner to get the most out of the apprenticeship and to do this we will carry out a pro-gress review every 8-12 weeks. This will allow us to dis-cuss progress made, any issues or concerns, and plan future training and units of the Apprenticeship/NVQ/Diploma.

You will be asked to be involved in this review process to ensure that you are kept informed of your employee’s development. This will also allow you the opportunity to provide us with any feedback on the learner’s work and progress.

All progress is monitored on a continuous basis and if the tutor/assessor has an issue he/she will find an appropriate moment to discuss the issue with you directly.

Low risk :

Equates to good progressAny learner who is on track to complete their programme at or within their original funding end date.

Medium risk :

Equates to moderate progressAny learner who is expected to complete their programme but may go beyond their original funding end date by up to 3 months.

High Risk :

Equates to Poor ProgressAny learner, who is at risk of not completing their programme, will go beyond their original funding end date by more than 3 months or is already beyond their original funding end date by more than 3 months.

Risk levels are set after 3 months on programme

Learner Risk Level Definitions

20% off the job training

Off-the-job training is defined as learning which is undertaken outside of the normal dayto-day working environment and leads towards the achievement of an apprenticeship. This can include training that is delivered at the apprentice’s normal place of work but must not be delivered as part of their normal working duties. The off-the-job training must be directly relevant to the apprenticeship framework or standard and could include the following.

• The teaching of theory (for example: lectures, role playing, simulation exercises, online learning or manufacturer training),

• Practical training: shadowing, mentoring, industry visits and attendance at competitions,• Learning support and time spent writing assessments/assignments.

Policy background

An apprenticeship is a job with a formal programme of training. As set out in “English apprenticeships: our 2020 vi-sion”, published in 2015, the requirement for at least 20% off-the-job training is one of our core, and well established, principles that underpins a quality apprenticeship. The 20% threshold is the minimum amount of time that should bespent doing off-the-job training during an apprenticeship and this applies to both apprenticeship frameworks and apprenticeship standards. All apprenticeship standards have been developed under the guidance that they are suffi-ciently stretching to require at least a year of employment, with off-the-job training accounting for at least 20% of theapprentice’s employed time. This requirement applies to apprenticeships at all levels.

The importance of this training to a quality apprenticeship was emphasised in the Richard Review in 2012. Ofsted have also pointed to off-the-job training as a vital feature of a quality apprenticeship. Training is distinct from assessment and off-the-job training reinforces practical, work-based learning with technical and theoretical learning. The focus of off-the-job training is on teaching new skills rather than assessing existing skills. A key element of Ofsted’s inspec-tion regime is a judgement about how well apprentices make progress from their starting points: what can they do because of their training and experience on the apprenticeship that they could not do before? HEFCE will also qualityassess apprenticeships at level 6 and above on the off-the-job training element, with input from the QAA.

Some employers may prefer that their provider offers all of the required ‘off-the-job’ training as part of the agreed cost for the apprenticeship training. Other employers may also undertake off-the-job training with an apprentice themselves. It is the responsibility of both the main provider and the employer to ensure that an apprentice spends aminimum of 20% of their employed time doing off-the-job training, as set out within the funding rules.

Learner Absence

If Learners are going to be absent for any reason it is important that they and you understand the procedure that should be followed as this could impact on their training:

• Learner or Employer to telephone or email Steel Power Training every time the learner is absent during their time on the training programme

• Learner or Employer to telephone Tutor/Assessor if they are due to visit.• If the absence is going to be for a period longer than 28 days Steel Power Training will need to discuss and decide if the

apprenticeship can continue or an agreed break in learning is required• If a Learner has been unauthorised absent for a period in excess of 28 days, Steel power Training has the right to withdraw

them from the scheme. Any payments for unauthorised absence will be at the discretion of the employer.

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Steel Power Training Support Team

Tutor/Assessor

The Tutor/Assessor will visit or have online contact with the learner on at least a monthly basis and will be your main point of contact throughout the apprenticeship.

Internal Quality Assurer / Training Manager

The Internal Quality Assurer & Training Managers work for WS Training and may on occasion visit with the Tutor/Assessor to quality check the Tutor/ Assessor’s work. They are there to observe the Tutor/ Assessor but may occa-sionally ask for input from yourself or the learner.

External Quality Assurer

The External Quality Assurer works for the awarding body and may occasionally visit with the assessor. The awar-ding bodies are responsible for quality assuring the assessment process and supply the qualification certificates. You may occasionally also receive a telephone call from the External Quality Assurer to check how your employee is progressing.

Ofsted

Ofsted is the Office for Standards in Education, Children's Services and Skills. They inspect and regulate services that provide education and skills for learners of all ages. Ofsted have developed an online questionnaire for employers to give us your views about the providers you work with. If you work with more than one provider you may be sent an email by each of these providers, and are welcome to complete a questionnaire for each one.

If you receive an email in regard to completing a questionnaire you will need to register on the site using your email address and password, and select the provider that you are working with.

Ofsted will use these questionnaires to help to prioritise which providers to inspect. Results will also be used by inspectors during the inspection to identify issues to look at in more detail. If you have any queries or require assis-tance please call our National Business Unit on 0300 123 1231 or email us at surveys@ofsted.gov.uk.

you can expect visits from................

How Do We Choose An Appropriate Apprenticeship

Prior to enrolment, Steel Power will conduct an initial assessment and skill scan with the employee. This will allow us to assess what type of work the employee does to ensure we enrol them on to the most appropriate appren-ticeship at the correct level which your company will also be involved in. We ask for your involvement from the beginning of the programme, to ensure we identify the employee’s potential and opportunities to learn new skills.

All learners undertake an induction at the beginning of their programme either online or at Steel Power Training Centres, to introduce them to the qualification and to ensure they are fully informed of the requirements.

Apprenticeship Agreement

From April 2012 the Education and Skills Funding Agency introduced a requirement for all apprentices to have an Apprenticeship Agreement between themselves and their employer. This can be in the form of a contract of employment or the Individual Learning Agreement signed by the Employer and Learner at the start of their Apprenticeship. This agree-ment needs to confirm the following:

During the term of the learning programme (apprenticeship) the em-ployer will provide opportunities for the employee/apprentice to learn and practice the skills demanded of the named framework through spe-cific task training and instruction, work shadow opportunities, and where necessary access to internal and external expertise and support.

The provision of supervision and mentoring support will be met both through internal support within the employer’s organisation and through support from the approved training provider.

What If The Employee I Am Mentoring Has Problems With Their Apprenticeship

If at any time you or your employee (learner) have a problem with their apprenticeship or their Tutor/ Assessor please refer them to the appeals procedure overleaf.

If you have any other issues or complaints Steel Power also has a separate Complaints Policy which a member of our management team can provide you with upon immediate request.

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Learner Appeals Procedure

If a learner is dissatisfied with an assessment outcome he/she has the right to appeal using the attached Com-plaints Form, following the official procedure as follows:

Stage 1 • The Learner should first talk his/her Tutor/Assessor to try and resolve problem.

Stage 2 • If no solution can be found the Learner should submit a written appeal to the Internal Quality

Assurer within 10 days.

Stage 3 • The Internal Quality Assurer should carry out an investigation and inform relevant parties of the outcome

within 10 days of receipt of written complaint

Stage 4 • Once the above stages have been covered and the learner still wishes to take the appeal higher they

can now request that Steel power Training’s Centre Coordinator reports the matter to the awarding body. We are duty bound to ensure that any complaints are passed on to the relevant awarding body. This request must also be in writing and the Centre Coordinator should forward to Awarding body within 5 days of receipt. Please be aware that there may be a charge which would be refunded if the appeal is successful.

If you would like further information on this procedure please refer to the front of your NVQ/Diploma standards where you will find the exact procedure as per the awarding body you are under.

Appeals/Complaints Form

Details of Appeal/Complaint:

Name: Company: Contact Details: Telephone:

Nature of Appeal/Complaint:

**Please attach extra sheets if more space is required.

Name: ……………………….. Signature: ……………………….. Date:

Steel Power Training Action:

Name: ……………………….. Signature:……………………….. Date Received:

Please write here:

As you are aware, the Health & Safety at Work Act legally requires employers to provide a safe place of work. As a Government funded provider we have to ensure that all companies that we work with provide a safe environment for young people. Therefore we are obliged to complete both an initial and regular ongoing Health and Safety checks which also includes the ongoing welfare of our learners.

At the beginning of the learning programme we will visit your site and complete the initial assessment of your premises. This is a requirement of the Education and Skills Funding Agency and dependent on the outcome of this visit they may need to visit you again during the learner’s training programme.

If you need any further Health & Safety support or guidance, please feel free to contact our head office on 01206 258068 of email info@steelpower.co.uk

Reporting of Injuries, Diseases & Dangerous

Occurrence Regulations (RIDDOR)

MAJOR INJURY/ACCIDENTS/INCIDENTS

THE FOLLOWING INJURIES/ACCIDENTS MUST BE REPORTED IMMEDIATELY TO THE HSE AND FORM F2508 COMPLETED AND SENT TO THE HSE AS QUICKLY AS POSSIBLE, AS FOLLOWS:

BY TELEPHONE (CHARGED AT LOCAL CALL RATE): 0845 300 9923 BY FAX (CHARGED AT LOCAL CALL RATE): 0845 300 9924 BY E-MAIL: RIDDOR@NATBRIT.COM POSTAL REPORTS TO: INCIDENT CONTACT CENTRE,

CAERPHILLY BUSINESS PARK, CAERPHILLY, CF83 3GG INTERNET REPORTS TO: WWW.RIDDOR.GOV.UK

WWW.HSE.GOV.UK

• FATAL ACCIDENTS• FRACTURE OF SKULL, SPINE OR PELVIS.• FRACTURE OF ANY BONE IN ARM, WRIST, LEG OR ANKLE (EXCLUDING A BONE IN THE HAND OR FOOT)• AMPUTATION OF A FINGER, THUMB OR TOE, OR ANY PART OF THESE IF THE BONE/JOINT IS • COMPLETELY SEVERED.• THE LOSS OF AN EYE, PENETRATING INJURY TO AN EYE, OR A CHEMICAL OR HOT METAL BURN TO THE

EYE.• INJURY REQUIRING IMMEDIATE MEDICAL TREATMENT OR LOSS OF CONSCIOUSNESS, RESULTING FROM

ELECTRIC SHOCK FROM ANY ELECTRIC CIRCUIT OR EQUIPMENT, WHETHER OR NOT DUE TO DIRECT CONTACT, (THIS INCLUDES INJURY BY ARCHING OR FLASHOVER).

• LOSS OF CONSCIOUSNESS FROM LACK OF OXYGEN.• ANY ACUTE ILLNESS REQUIRING MEDICAL TREATMENT, LOSS OF CONSCIOUSNESS RESULTING FROM

THE ABSORPTION OF ANY SUBSTANCE BY INHALATION, INGESTION, OR THROUGH THE SKIN.• ANY OTHER INJURY WHICH RESULTS IN THE INJURED PERSON BEING ADMITTED IMMEDIATELY INTO

HOSPITAL FOR MORE THAN 24 HOURS.

For Anybody Undertaking Apprenticeship Funding

All accidents must be reported to the Education and Skills Funding Agency, as follows (via Steel Power Training Limited).

(a) Immediately if a trainee dies or suffers a major injury (telephone).

(b) As soon as possible if the trainee has an accident which results in them being absent from the workplace.

(c) At any time that a near miss accident occurs.

The provider must have all relevant information in respect of the accident, and remedial action taken including a copy of accident book record and RIDDOR report (if applicable).

The Steel Power Training Health & Safety Lead may investigate the accident, or request all relevant information, and/or interview persons involved in the accident along with the Provider’s Health and Safety competent person.

The Steel Power Training Health & Safety Lead writes the accident report, completes form AR70, and sends report and form AR70 to the Education and Skills Funding Agency.

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Our Responsibility To Health And Safety

Accident Reporting

Safeguarding

Safeguarding exists to protect the welfare and wellbeing of young people and vulnerable adults

We at Steel Power Training Ltd are committed to safeguarding our learners through the provision of safe working practices and a safe working environment. Steel Power Training Ltd has developed a Safeguarding Strategy supported by a range of procedures and policies. Steel Power Training Ltd also provides guidance to ensure safe practices are carried out within our day to day working

All Steel Power Training staff have been trained in Safeguarding and have completed PREVENT Training to ensure they can recognise the signs of radicalisation.

If you are not a young person or vulnerable adult then you, as a responsible person have a duty of care to young people and vulnerable adults

Knowing what to do helps make you a responsible person

You must ensure the people you come into contact with are as safe as possibleIf you are the young person or vulnerable adult you have the right to report anything you have concerns with

Who you need to contact if you have a safeguarding issue if you are the responsible adult, the young person or vulnerable adult:

Steel Power Training: Katy Chinery 07581 487794 or 01206 268068. Steel Power Training also has a dedicated safeguarding telephone number if you have any safeguarding concerns. This number is 01206 268068 option 0.

or Customer First: 0808 800 4005

“We value diversity, recognise difference and treat everyone with respect”

We are committed to equality of opportunity and expect that everybody that we work with has the same commitment. We ensure that our apprenticeship selection process is fair and open to all and that we treat everybody fairly.

Make sure you do the following:

Treat everyone fairlyTreat colleagues and learners the way they want to be treated and always with respect and kindness. Never take part in discrimination, bullying or harassment of others.

Encourage teamworkRemember that working as a team depends on trust. Build it through open, honest communication.

Don’t ignore unfair treatmentSpeak up! People may be unaware of their offensive behaviour. Most will stop when it is pointed out to them.

Support Equality & Diversity policies, procedures and schemesCo-operate with your employer’s policies, procedures and schemes. Go to training sessions and learn as much as you can about Equality & Diversity. Support WS Training with embedding British values in all our training.

Equality and diversity legislation ensures that everybody’s rights are protected.

It covers all kinds of discrimination and protects people from unfair treatment because of their:

Our Responsibility to Equality and Diversity

• Race• Colour• National or ethnic origin• Sex (gender)• Working hours• Sexual orientation• Gender reassignment (sex change)• Religion or belief• Age• Pregnancy• Physical or mental disability• Equal pay

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British Values

At Steel Power we aim to promote British Values in every aspect of our provision. We

understand how important our role is in ensuring every individual is kept safe and not subjected to intimidation or radicalisation by anyone illegally wishing to influence them.

What we need to think about when it comes to BRITISH VALUES

• Belief in freedom of speech and democracy• Respect for the rule of law and British institutions• Instilling a sense of belonging for everyone• Tolerance• Ask others to be respectful of British values• Islamic and other extremism must be prevented by remaining vigilant at all times• National community is welcomed, multi faith and multi cultural, values are part of the country too

Very Useful Contacts:

The National Apprenticeship Service

01279 867462 or www.apprenticeships.gov.uk/Apprenticeship

NCFE

0191 239 8000 or www.ncfe.org.uk or service@ncfe.org.uk

SteelPower Training

01206 258068 or www.steelpower.co.uk or info@steelpower.co.uk

Your Assessor:

Name ................................................................. Telephone .................................................................

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Steel Power Training Ltd

The Colchester CentreHawkins RoadColchesterEssex CO2 8JX

Tel. 01206 258068Email. info@steelpower.co.uk

www.steelpower.co.uk