PRACTICAL SOLUTIONS FOR EMPLOYERS AND PROVIDERSPRACTICAL SOLUTIONS FOR EMPLOYERS AND PROVIDERS. The...

Christian Warden - Group Head of Technical Services

5th June 2017

THE APPRENTICE LEVY:PRACTICAL SOLUTIONS FOR EMPLOYERS

AND PROVIDERS

The Apprenticeship Levy, two months in….

Funding Revolution

The Apprenticeship LevyOverview

• The levy is set at 0.5% of total pay bill

• The levy is UK wide

• £15,000 allowance

• Therefore, employers with a pay bill

over £3m will pay.

• Connected companies will pay Levy

based on total group pay bill.

• 90% - 10% funding rule for sme’s/non-

Levy payers

• Proposed 100% for 16-18

• Payment starts 6th April 2017

http://www.google.co.uk/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0ahUKEwjostTvq5nQAhVJChoKHcpQBfcQjRwIBw&url=http://pjwaccounting.uk/tax-inspections/tax-investigation/&bvm=bv.137904068,d.d2s&psig=AFQjCNEMHrldFa5aspISSogSWSw4IbWOLA&ust=1478700788916147

The funding system

The Skills issue is here now!

2017

The Skills issue is here now!

2020+

Competitive Capability is essential!

Are we ready to compete?

‘Unknown’ChallengeExisting

under-

recruitment Shortfall and demographics – current technology 96,300

‘Known’

Challenge

Today

Current

workforce

Demand for Skills

Employers estimate: 3yrs 5+ yrs?Forecast:

Articulating Demand

Approx.

880, 000

‘Unknown’ChallengeExisting

under-

recruitment Shortfall and demographics – current technology 96,300

‘Known’

Challenge

Today

Current

workforce

Demand for Skills

Employers estimate: 3yrs 5+ yrs?Forecast:

Meeting the demand

Approx.

880, 000

The

‘New Funding World’

Challenge

Developing Effective Apprenticeship Schemes

CompetitivenessLocal / Global

ProfitabilityBottom Line Measure

ProductivityBusiness Improvement

PeopleSkills

Investment in Skills = Genuine Bottom Line Impact

Developing Effective Apprenticeship Schemes

CompetitivenessLocal / Global

ProfitabilityBottom Line Measure

ProductivityBusiness Improvement

PeopleSkills

Investment in Skills = Genuine Bottom Line Impact

Volume

Value

Level 2/3 Level 4 Level 5 Level 6 Level 7

MAKING THE LEVY WORK!



Apprenticeship LevyTotal Workforce Solution(Levy/non-Levy)

• An end-to-end ‘totality of training’

solution

• Recruitment to Retirement

– Identification, registration and redeployment.

• 16 -18 years old traditional apprentices

• 19+ adult apprenticeships

• Upskilling, multi-skilling and re-skilling

• Higher/Degree Apprenticeships

• Trailblazer development

• End-point assessment

What are Trailblazers/Standards?

• New employer designed apprenticeship standards

• Must set out the requirements for ‘full’ Occupational Competence

• Focused on the outcome of an apprenticeship

• Apprenticeships should be graded

• Delivered to recognise Professional Standards

• Level 2 English and Maths

• Digital account

SEMTA GROUP SOLUTIONRecruitment to Retirement

One Stop Skills Shop Provide a comprehensive 'Matching' and

management service. Immediate Apprenticeship recruitment Trailblazer/Standards/Assessment Plans End-point assessment Apprenticeship Levy managed service Apprenticeship Levy consultancy

Our information, advice and guidance is completely free of charge. Find out how an Apprentice can help transform your business.

Free Initial Consultation(information advice and guidance)

New funding guidelines Initial Skills Action Plan,

How the Semta group support your business Identify any requirements that you have

Questions?

Marshall Aerospace

and Defence Group

marshalladg.com

Aerospace and DefenceGroup

Turnover: £300mEmployees: 1800

Motor

Holdings

Turnover: £750m

Employees: 2000

Airport Properties Cambidge

Airport

Turnover: £5m

Employees: 70

Alex Barker ARAeS

Support

Solutions

Started an apprenticeship five years ago

Joined Marshall ADG as an advanced apprentice

Developed through a three year program to graduate as a design engineer

Background

Marshall Aerospace

and Defence Group

marshalladg.com

1909

1912

1960s 1978 2006 Today

WWII 1967 1992 Today

1938

Marshall ADG

A Long History of Engineering

Marshall Aerospace

and Defence Group

marshalladg.comPresentation Title



Motor

Holdings

Turnover: £750m

Employees: 2000

Airport Properties

Marshall ADG

A Long History of Apprenticeships

Support

Solutions

Craft Apprenticeship

• Aircraft maintenance

• L3 NVQ

• BTEC

• Post apprenticeship licenses

Advanced Apprenticeship

• L3 NVQ

• BTEC

• HNC/HND

• Post apprenticeship degree and management training

Apprenticeships at Marshall ADG

Support

Solutions

Educational Training

BTEC in Aeronautical Engineering

• Relatable theoretical knowledge

HNC/HND

• Further education to suit role and career aspirations

Professional Accreditation

• EngTech, IEng, CEng

• Aircraft manintenance licenses

Support

Solutions

Vocational

Training

NVQ in Aircraft Maintenance

• L2 NVQ in manufacture

• L3 NVQ in maintenance

• Practical ‘hands-on’ industry standard qualification

NVQ Management Qualifications

• Team leading

• Development and mentoring skills

PEOPLE

Marshall Aerospace

and Defence Group

marshalladg.com



Airport Properties

Unique training

Integrated into company strategy

Feel valued

Help create a diverse workforce

Benefits Of An Apprenticeship Scheme

Marshall Aerospace

and Defence Group

marshalladg.com



Airport Properties

Personal Experience Of An

Apprenticeship Scheme

Experience encourages continued employment and education

Successful mentoring scheme

Working with graduates to challenge and improve

A viable alternative to university

Support

Solutions

Personal Experience

1st Years of Apprenticeship

• Aircraft maintenance

• AOG and support work

Final Years of Apprenticeship

• Aircraft design

• Mentored younger apprentices

• Additional qualifications

• SEMTA/World Skills

Post Apprenticeship

• Further training and development

• Liaison role for RNoAF

Thank you

[email protected] 01737 788316

ApprenticeshipsAn Further Education Insight

Kam DehalDirector of Business Development

Richard BrooksBusiness Development Manager

mailto:[email protected]

Overview


• ESC an outline • Apprenticeship Reforms – key changes• Engaging employers • Apprenticeships – understanding the new

Standards • Summary


ESC Summary


• Based in Redhill (30 mile radius)• Rated ‘Good’ with Outstanding Ofsted• SFA FE Choices ‘Outstanding’ - 97% satisfaction• Work with over 300 employers• 95% repeat business• Growth of Levy employers by 30%• Growth of apprenticeships by 50%• Listed on RoATP


Course Offer


• Applied sciences• Art, Design & Media – Reigate School of Art• Aviation, Air Cabin Crew, Travel & Toursim• Business, Accounting, IT & Games Design• Childcare/Early Years• Construction and Engineering• Hairdressing, Beauty, Media Make-Up and Spa• Motor Vehicle & Repair Motor Sports• Public Services & Sport


Course Profile


90

297

470

819

43

103

440

Student Numbers by Level

Entry

L1

L2

L3

L4

HE

Apprenticeship


ESC challenge


How do we support new and existing customers with the biggest reform ever to apprenticeships?


Key questions


1. Who is a Levy customer in our community2. What can the college offer?3. What are the key messages that need to be shared

with our employers?


1. Funding bands

Every apprenticeship will be placed in a funding band

The upper limit of each funding band will cap the maximum:

Employers can negotiate the best price for the training they require

• Employers are free to spend more than the funding limit

Number Band limit

1 £1,500

2 £2,000

3 £2,500

4 £3,000

5 £3,500

6 £4,000

7 £5,000

8 £6,000

9 £9,000

10 £12,000

11 £15,000

12 £18,000

13 £21,000

14 £24,000

15 £27,000

2. Funding rules

Prior qualifications- now and in the future

Train any individual to undertake an apprenticeship at a higher level than a qualification they already hold

An individual can be funded to undertake an apprenticeship at the same or lower level to acquire substantive new skills

3. Additional support for Apprentices

Funding for 16-18 year oldsGovernment proposes to pay £1,000 to employers,

and a further £1,000 to training providers if they train a 16-18 year old apprentice.

Disadvantaged young people

Government proposes to pay £1,000 to employers, and a further £1,000 to training providers if they train

19-24 year olds leaving care or who have a Local Authority Education and Healthcare plan.

Funding for additional learning support

Where an apprentice requires additional learning support as a result of conditions such as dyslexia,

learning difficulties or disabilities up to £150 a month

Funding for English and Maths training

The government is committed to helping apprentices gain the minimum standard of Level 2 in English and

maths.

4. What can funds be used for?

Digital funds and government funding can be used for:

Digital funds and government funding can not be used for

• apprenticeship training and assessment

• against an approved framework or standard

• with an approved training provider and assessment organisation

• up to the funding band maximum for that apprenticeship

• apprentice wages

• travel and subsistence costs

• managerial costs

• traineeships

• work placement programmes

• the costs of setting up an apprenticeship programme

• recruitment costs

5. Co-Investment

Government support towards the cost of their Apprenticeships training:

A levy-paying employer with insufficient funds in their digital account to pay for the cost of training and assessment they want to purchase

• The government pays 90% of the costs of training and assessment

• The employer will be responsible for paying 10% of the costs

Government 90%

Employer 10%

How do we communicate?


1. We set up Breakfast Levy events with Reigate & Banstead County Council

2. We addressed employer questions and concerns3. We set up further Breakfast events4. We met HR teams and line managers5. We set us sector specific employer forums6. We are working with employers in supporting a

strategy that combines sector needs and training overall



What is an Apprenticeship Standard, and how does it differ from frameworks?


Frameworks


• Competency Qualification • Knowledge Qualification• Transferable Skills

• Maths• English• ICT

• Personal Learning and Thinking Skills• Employment Rights and Responsibilities

Or Combined Qualification{


Standards


• Occupation• Entry Requirements (only if needed)• Requirements: Knowledge, Skills and Behaviours

(KSBs)• Duration• Qualifications if required (inc. English and Maths)• Link to Professional Registrations • Level


Assessment Plan for Standard


• Summary of Assessment• Assessment Overview (sets out key

assessment information)• On Programme Assessment (if applicable)• Assessment Gateway• End-Point Assessment• End Point – Final Judgement


End Point Assessment


• They should be Synoptic• Include a Range of Assessment Methods• Be Graded• Deliver a constant (reliable) judgement• Deliver an accurate (Valid) Judgement• Be independent


Differences


• Not all Assessment plans will have the same criteria in the same way that frameworks did eg.• NVQ’s – Yes or No?• Qualification required – Yes or No?• Other specific requirements?


Off the Job Training


Off the job training is defined as learning which is undertaken outside the normal day-to-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.


Includes


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

• Practical training; shadowing; mentoring; industry visits and attendance at competitions

• Learning support and time spent writing assessments/assignments


Does NOT include


• English and Maths (Up to Level 2) which is funded separately

• Progress reviews or on programme assessment required for an apprenticeship framework or standard

• Training which takes place outside the apprentice’s paid working hours


Getting started


• Search the Apprenticeship Portal to find an apprenticeship

• Enter your postcode• You should then be provided with training

providers offering that apprenticeship• Alternatively contact your local/preferred

training partner and discuss with them


Summary and next steps


• Review your People Skills Strategy

• Use the tools -The Apprenticeship Portal

• Partner - with your local Training Provider

• Make joint decisions and plan for short, medium and long term skills needs


Do contact us…


Kam DehalDirector of Business Development

[email protected]

Richard BrooksBusiness Development Manager

[email protected]


Useful Links


• Apprenticeship Latest Documents• https://www.gov.uk/topic/further-education-

skills/apprenticeships/latest• Apprenticeship Standards

• https://www.gov.uk/government/collections/apprenticeship-standards

• Find Apprenticeship Training• https://findapprenticeshiptraining.sfa.bis.gov.uk/


https://www.gov.uk/topic/further-education-skills/apprenticeships/latest

https://www.gov.uk/government/collections/apprenticeship-standards

https://findapprenticeshiptraining.sfa.bis.gov.uk/

Degree Apprenticeships @ UWE

Experiences and views from an HEI

Presentation by

JohnLanham

Assistant Vice Chancellor

June 2017

Overview• UWE-Bristol

• National developments/opportunities

• UWE 2020 Strategy and why Degree Apprenticeships

• HEFCE DADF call – June 2016

• West of England Degree Apprenticeship Project – WEDAP

• Experiences

• Why would SME’s engage ?

• Questions

UWE-BristolSome numbers –

27,000 students

3,600 staff

600 programmes

23 research centres

£250 m Campus investment

Employed using degree – 78%

League tables – Times/Guardian 60/68

(+17 places 2016- 2017 )

1.3% of GVA for region - £400 m

Income - £258.3 m

Expenditure - £238 m

1. Outstanding learningAll our students experiencing engaging and outstanding learning, teaching andsupport services throughout their journey with us; making full use of advancesin technology to support their academic, professional and social growth anddevelopment.

2. Ready and able graduatesOur graduates ready and able to realise their full potential; well equippedto make a positive contribution to society and their chosen field of work orfurther study; and primed to play their part in developing a sustainable globalsociety and knowledge economy.

UWE 2020 Strategy 3. Research with impactWorld-class performance in selected areas of research that meets the needsof a sustainable economy and society, and feeds the scholarship and enquiryunderpinning our learning and teaching.

4. Strategic partnerships, connections and networksStrategic links that differentiate our academic activity and enhance the globalreputation, health, sustainability and prosperity of the University, Bristol andour wider region.

Learning 2020

Programmes

Pedagogy

Learning platforms

Professional Practice

Campus 2020

Learning spaces

Infrastructure

365-24/7

People 2020

Staff – academic/professional services

Strategy 2020 – holistic approach

• Established model – “earn & learn”– Vocational / skill based / practitioner– Limited engagement – Engineering / Construction sectors– Variable quality / variable learner experience

• National / Government agenda– Skills shortages – many sectors / many levels– Productivity challenge – falling behind competitor nations– Demographic challenges – ageing and diversity– Widening access / engagement

• Major national policy changes– Employer levy – 0.5% for employers with >£3,000,000 wage bill– 90% co-funding for SME non-levy payers– Extended range of academic levels – Pre-degree, Foundation Degree,

Bachelors Degree + Masters– 3,000,000 starts by end of current administration

Apprenticeships – national agenda

Why would UWE engage ?• Builds on existing / past activities –

• FDSc apprenticeships – FET, HAS – with FE college partners

• Higher Apprenticeship Project – 2012 – with City of Bristol College

• Long track record of employer centred / based education and CPD

• Environment Agency – FDSc / MSc River & Coastal Engineering

• NHS – Nursing / Midwife / Paramedic programmes

• ILM Programmes

HEFCE DADF – June 2016• Launched June 2016 - £8,000,000 to support development / launch

of pilot Degree Apprenticeship.

• Bid criteria –

• Level 6/7 only – currently approved standards only

• To start September 2017

• Any HEI could lead one, be a partner on others

• ~ 4 week bid window

• ~ 70 applications – 12 projects funded

WEDAP Project• Partners – Led by UWE – in

partnership with

• Bridgwater & Taunton College, City of Bristol College, Gloucester College & Weston College

• Level 6/7 @ UWE – Level 6 @ college partners

• Combination of new programmes / adaptations of existing programmes

Programme Level

UWE -

MSc Digital Electronic Systems Engineering 7

Chartered Manager Degree Apprenticeship 6

College Partners –

IT Solutions Professional - Weston 6

Quantity Surveying – Bridgwater & Taunton 6

Electronics & Computer Engineering 6

Aerospace Engineering – City of Bristol 6

Reflections & Observations - I• “Dynamic nature of the landscape” ! – national picture

• SFA / BIS ( now BEIS ) / DFE / IFA – volume and number of changes – policy and small details / systems

• ESFA / HEFCE culture differences / expectations

• “Employer led “ ???

• Learning from college partners – ESFA etc – supporting their development in return

• UWE – new business / existing business ?

• UWE - Assigned fee bands and TEF based degree fees ?

Reflections & Observations - II• RoATP – uncertainty created through new register process

• Employer / applicant uncertainty / lack of clarity

• UWE learning new set of ESFA/IFA protocols/rules/agreements

• Timescales for whole project – multiple unknowns – employers, applicants, EPA, …….

• What is a DA – how is it different / similar to existing provision ?

• Level 6/7 DA – different skill set / expectations – impact of EPA rather than portfolio of competencies as with frameworks

• Impact / benefit to core UGrad programmes

Why would / should SMEs engage ?• Help shape the landscape

o Standards development

o Forms of delivery / study

o Intelligent/Innovative use of the 20% “OTJ”

• Upskill existing staff – new markets / new challenges do you face

• Link with a local FE/HE network

o Apprenticeships / Degree Apprenticeships are just a part of the support available.

• Link / Work through trade/sector groups – larger/louder voice !

• Access to different talent pool

• VFM – 10% contribution to fees

Degree Apprenticeships for SMEs

Questions ?

Cross-Sector Response to the LevySubtitle goes here

Jun 2017

2

Document Classification: KPMG Confidential

© 2016 KPMG LLP, a UK limited liability partnership and a member firm of the KPMG network of independent member firms affiliated with KPMG International Cooperative

(“KPMG International”), a Swiss entity. All rights reserved.

There are varying levels of maturity across sectors and organisations in how they are responding to the apprenticeship levy. Those

organisations that see the levy as an opportunity to build the workforce of the future are focusing on developing their strategic plans, ensuring

they have the correct investment to create the operational infrastructure and processes to implement their programme..

Multinational

Insurance Retail

Environmental

HIGH STRATEGIC

MATURITY

HIGH OPERATIONAL

MATURITY

LOW OPERATIONAL

MATURITY

Insurance

Challenger Bank

Retail Bank

Transport

Global Investment

Bank

LOW STRATEGIC

MATURITY

Multinational

Security

Multinational

Insurance

Global Investment

Bank

Transport

Police Force

Desired position is a

fully functional op

model and coherent

strategy in place that is

scalable across the

organisation

Once a strategy has been decided, the

operations can then be implemented

according to this strategy.

Where is the Market Moving?

Insurance

Private Health

University

Global Bank

Communications

3




Continual struggle for companies to understand the how to manage and performance manage this

requirement.

Short sighted approach to identifying how apprenticeships can tackle the skills deficits of the future

as well as today

All of the above require extra resourcing that may be a new requirement. Organisations are struggling

to write the business case and case for investment.

A consistent theme we are seeing is to ‘simply spend the levy’.

Each provider has a different approach to learning and will use different delivery methods and

platforms that may have a considerably different look and feel to in-house training

Creating meaningful career pathways for mid management and above using apprenticeships has

proved difficult.

There are a number of things to consider when setting up an op model for apprenticeships from

recruitment to marketing, supplier management and increased administrative requirements.

What challenges are we consistently seeing?

4




The benefits - KPMG 360°apprenticeships

70%

Adding value

100%

Attracting diverse talent into the firm

47% female

23% entitled to free school meals

86% state school

75% of parent’s did not attend university

2016 recruits

3 6 year programme, which means we are providing loyalty to our clientsor

utilisation rates and there is a dedicated resource manager who ensures that apprentices move

inline with the business needs

of the apprentices are involved with client facing, chargeable work

Due to the

Flexibility

of the programme KPMG are able to resource

apprentices to cover maternity and temporary

roles, which results in significant cost savings

The KPMG360° programme is a

Rotational

model which means apprentices can be flexibly resourced

in line with business demand. This is across Audit, Tax and

Advisory

1 | Copyright © 2015 BAE Systems. All Rights Reserved.BAE SYSTEMS is a trade mark of BAE Systems plc.(See final slide for restrictions on use.)

Aerospace Trailblazer Group: Where are we?

A view from an industry apprentice provider

Mark Donnelly, BAE Systems plc

5th June 2017

2 Copyright © 2015 BAE Systems. All Rights Reserved.BAE SYSTEMS is a trade mark of BAE Systems plc.(See final slide for restrictions on use.)

|

2

Agenda – Where are we?

Agenda Focus

Back in 2013/2014 Now in 2017

1) Our Group One Aerospace Trailblazer group (later combined with Airworthiness)

Wider Cross Sector group established across Automotive, Aerospace, Airworthiness, Maritime Defence and the wider advanced manufacturing engineering sector.

2) TheApprenticeship Standard

Aerospace group developed its first new Apprenticeship Standard, published as Aerospace Manufacturing Fitter

Now over 20 Standards have been developed and the development of a Battersea Model (a super standard embracing a number of occupational pathways at the same level) “Families of Apprenticeships (Battersea model)”

3) Our Principles Established Common Principles on grading, UK-SPEC alignment, qualifications inclusion, partial independence at End Point Assessment, Awarding Organisations working collaboratively together

Maintained Common Principles and fostered wider sectoral commitment to these

4) The Funding Average £9000 of funding per apprentice e.g. across a 42 month programme

£27,000 of funding available per Apprentice e.g. across a 42 month programme


|

3

1) Our Group - Aerospace Trailblazer

Large Employers

Awarding Organisations

Small and Medium Sized Employers

ProfessionalEngineering Institutions

GTA England

NFECSemta

PLUS…HEIs & Training Providers

&The forming of the Cross Sector Group: Automotive, Aerospace,

Airworthiness, Maritime Defence & the Advanced Manufacturing Engineering Sector


|

2) The Apprenticeship Standard

4

Example: Engineering Technician Standard (Level 3 Advanced Apprenticeship)

The “On programme training and assessment” has:

• Core Foundation of Knowledge, Skills & Behaviours all at the same level (described on 2-3 pages)

+ • Specific Development of Knowledge & Skills relating to a defined occupational pathway

(multiple pages)

Foundation Competence

Qualification

Battersea Model


|

2) The Apprenticeship Standard…and the End Point Assessment

5

The “End Point Assessment” has two key elements:

• Viva Occupational Interview – Employer tests apprentice’s occupational competence and this is quality assured by the End Point Assessment organisation

• PEI undertakes a Professional Competence Assessment, aligned to Engineering Council’s UK-SPEC competencies and for professional recognition (EngTech)


|

6

3) Our Common Principles

• Strong collaboration across AME Sector• Built around the needs of the all including the SME community• Desire to have as few Standards as possible to support consistency and

communication/ marketing to aspiring apprentices/their parents, SMEs and providers

• Commitment to qualifications• Ambition to support transferability of skills • Strong commitment to progression • Partial Independence at End Point Assessment – occupational and

professional competence• Underpinned by an understanding of the occupational, professional and

regulatory requirements of the Sector at each level – occupational architecture created

• Alignment with Engineering Council UKSPEC – long standing professional definition of competence

• Aligned to and supporting Industrial Strategy


|

7

4) The Funding

• Engineering Technician at Level 3 = £27,000 per apprentice

The Engineering Technician includes for the Aerospace and Airworthiness sector:- Aerospace Manufacturing fitter- Machinist - Technical Support Technician- Aerospace Manufacturing Mechanical and Electrical Systems Fitter- Aircraft Maintenance Fitter/Technician - Airworthiness Quality, Planning and Safety Technician

• Aircraft Certifying Engineer at Level 4 = £24,000 per apprentice

• Aerospace Engineer Degree Apprenticeship at Level 6 = £27,000 per apprentice

• Post Graduate Engineer Master’s Level (Level 7) = £27,000 per apprentice

Under the Levy – apprenticeship is procured by employers, a price is agreed with a training provider and then is paid on profiled monthly payments with 20% held back for completion

Business Acumen E.g. PM skills

Business Acumen E.g. Process improvement

Business Acumen E.g. Managing

people

Business Acumen E.g. Leading

Change

Business Acumen E.g. Innovation & Entrepreneurship

Business Acumen E.g. Corporate

Strategy

Technical Knowledge (E.g. Core Engineering

principles, SHE)

Technical Knowledge / skills

Technical knowledge / skills

Technical knowledge / skills

Business Unit Induction E.g.

Code of ConductOutward Bound

Stretch Opportunities

Other educational /

charitable activity

Placement 1 Placement 2 Placement 3 Placement 4

EN

D P

OIN

T

AS

SE

SS

ME

NT

Know

ledge

&S

kill

sB

ehavio

urs

CE

ng

PG Dip

Year 1 – Foundation Phase Year 2 – Development Phase

Example delivery model of a Level 7 Post Graduate Engineering Apprenticeship

Delivered and assessed by Company Internal Subject Matter Experts, other training partners &

HE Partners (PG Dip)

Delivered by and assessed by Company SME’s & other training partners, and HE partners (PG Dip)

Development of CEng competencies related to Level 7 Engineering Standard Requirements:

1. Evidence requirements for Knowledge & Understanding (Met in full/Progress towards);

2. Evidence requirements for Professional Competence (Met in full/Progress towards).

Viva Interview

(Occupational

Competence

Assessment) –

conducted by

Us as an

Employer

Professional

Competence

Assessment

– conducted

by Academic

partner (PEI)

Achievement

of PG Dip in

Engineering

CompetencePG Dip draws from and assesses evidence from the all the above

PG Dip Project PG Dip Project PG Dip Project PG Dip project PG Dip Project PG Dip Project

As

se

ss

me

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