Date post: | 21-Oct-2014 |
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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
7
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
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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
19
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
40
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