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Morrisons session 1
Morrisons session 1
Morrisons session 1
Morrisons session 1
Morrisons session 1
Morrisons session 1
Morrisons session 1
Morrisons session 1
Morrisons session 1
Morrisons session 1
Morrisons session 1
Morrisons session 1
Morrisons session 1
Morrisons session 1
Morrisons session 1
Morrisons session 1
Morrisons session 1
Morrisons session 1
Morrisons session 1
Morrisons session 1
Morrisons session 1
Morrisons session 1
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Morrisons session 1

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  • Wm Morrison Supermarkets Plc
  • Introduce session aims.
  • Introduce session objectives.
  • Explain how the framework is built, expand on what each element is.
  • Introduce the tech cert and NVQ. Explain their relevance to the program and the variety of ways that they will be assessed.
  • Explain the FS elements. ICT is in the framework for the advanced apprenticeships. Also explain that we will carry out diagnostic assessments and some individuals may be stretched to achieve level 2 in maths and english.
  • Explain how PLTS are a mandatory part of each framework and they seperated into 6 areas: Creative thinking Effective participation Independent learning Reflective learning Self managing Team working
  • Explain that the apprenticeship agreement sets out employer and employees obligations such as ensuring the apprenticeship framework is a qualifying framework in England, that the apprentice undertakes to work for the employer and that the agreement states that it is governed by law.
  • Introduce goal setting, deadlines and targets. Explain the importance of meeting deadlines, in work and during the apprenticeship. Suggest creating a study timetable that will help them to achieve goals. Wm Morrison Supermarkets Plc
  • Explain SMART targets. Use and example. Discuss targets for people round the table. Wm Morrison Supermarkets Plc
  • Wm Morrison Supermarkets Plc
  • Explain some of the benefits and drawbacks of the opportunities. For example, apprenticeships may attract funding, you can still earn while you learn, FE colleges may have a wider variety of choice of courses but they may not fit around your personal and social commitments, night classes may clash with shifts etc. Wm Morrison Supermarkets Plc
  • Introduce ERR. Wm Morrison Supermarkets Plc
  • Explain that contracts of employment are legally binding documents that come into force as soon as an offer of employment has been made and accepted. Explain the Employment rights Act 1996 was set up to protect the rights of employees. Wm Morrison Supermarkets Plc
  • Explain some of the rights that the emplyment rights act 1996 entitle workers to. Ask the question why this Act does not cover all workers – explain that emergency and armed services are slightly different and why. Wm Morrison Supermarkets Plc
  • Wm Morrison Supermarkets Plc
  • Wm Morrison Supermarkets Plc
  • Introduce trade unions and there role. Discuss professional bodies; for example, the IFL. Regulatory bodies such as Ofsted and the British Medical Association. Discuss sector bodies such as Semta or Skills for Logistics. Explain that a lot of legislation that comes from representative bodies is designed to support the employees in the workplace. Wm Morrison Supermarkets Plc
  • Explain that sustainable development is not just about the environment. It also relates to the economy and our society. “Agenda 21” is a commtiment to sustainable development and aims to deal with today’s social and environmental problems such as; air pollution, deforestation, health, poverty, energy consumption, waste production and transport issues. Wm Morrison Supermarkets Plc
  • Introduce session objectives. Explain that the third objective will eventually be assessed during their improvement projects..
  • Transcript

    • 1. Session 1 April 2013 Improving Operational Performance
    • 2. To introduce you to your learning programme, set goals and targets and discuss employment rights and responsibilities. Session Aims
    • 3. By the end of the session participants will be able to: Explain the components of the apprenticeship. Set goals fro the coming year. Describe possible progression routes. Identify statutory rights and responsibilities of employers and employees. Explain agreed ways of working that protect your own relationship with the employer. Session Objectives
    • 4. 4 Session Objectives  Describe how your own role fits in with the wider context of the sector.  Identify career pathways available.
    • 5. Your learning programme  A knowledge based qualification.  A competence based qualification.  Functional skills  Employment rights and responsibilities.  Personal learning and thinking skills.
    • 6. 6  Knowledge based – sometimes known as a technical certificate. Shows you have knowledge of your specialist subject and is assessed by completing written and practical tasks.  Competence based – known as an NVQ. Shows you are competent at carrying out your job role to national occupation standards and are assessed through product evidence, observation, question and answers, etc.
    • 7. 7  Functional Skills – essential skills in English, Maths and ICT. Assessed by sitting either paper based or online exams.  Employment rights and responsibilities (ERR) – everybody should understand the specific legislation designed to protect them in the workplace. Assessed by completing written tasks and researching information.
    • 8.  Personal learning and thinking skills – essential skills to have in order to be successful in learning, work and life. Assed through completing practical and written tasks embedded into the qualification.
    • 9. The apprenticeship agreement Under the Apprenticeships, Skills, Children and Learning Act 2009, the need for an apprenticeship agreement became a legal requirement.
    • 10. Setting goals Being able to set goals, meet deadlines and create targets for your own skills development will help you achieve all the outcomes of your learning programme. Organisational skills are very important in learning, work and life, and good timekeeping is essential. Being organised creates an excellent impression on others.
    • 11. SMART SMART is a well know model for setting clear goals for yourself and others. Specific – goal needs to be detailed, clear and to the point. Measurable – goal needs a form of measurement. Achievable – can the goal be achieved given the resources? Realistic – can it be done, are the goals relevant to the task? Time-bound – goals must have a timescale.
    • 12. Motivation Everyone has occasions where their motivation starts to falter; if this does happen to you, speak to someone! Your tutor, your employer, your colleagues or a family member, these are your goals and aspirations and the support you receive from others will help you to achieve them.
    • 13. Progression When you complete your learning programme there will be several options open to you. Advanced or higher apprenticeships. Other qualifications related to the sector. Other academic qualifications. Lifelong learning opportunities offer us all the chance to achieve success in our professional and personal lives.
    • 14. ERR Everyone should be aware of the rules, principles and regulations governing employment rights and responsibilities to ensure they understand the conditions under which they work. This understanding protects both the employee and the employer, ensuring that work place practice is undertaken in a mutually respectful and safe environment.
    • 15. Your contract of employment sets out the main terms and conditions of the relationship between you and your employer. By law, all employees are entitled to a written statement of the key terms and conditions of there employment within two months of starting work. Changes to employment contracts must be made following set procedures, termination of a contract is governed by various rules which protect the rights of the employee and employer.
    • 16. Employment Rights Act 1996 The Employment Rights Act 1996 deals with the rights that most individuals are entitled to at work, including; protection from unfair dismissal reasonable notice before dismissal time off rights for parenting redundancy entitlement the right not to suffer discrimination or inequality at work the right to a written contract of employment, plus much more.
    • 17. The employer Employers have rights and responsibilities as well as employee’s. Every employer has the right to ask an employee to; Do the job they are employed to do. Behave appropriately in the workplace. Turn up for work when they are meant to.
    • 18. The employer Employers also have certain responsibilities that they must adhere to by law. They are required to ensure that all employees receive certain basic employment rights such as; Providing a written statement of employment terms and conditions. A written statement of pay or payslip. A minimum wage. Unpaid breaks during work hours. Annual leave from work plus much more.
    • 19. Representative bodies Within an industry there are a range of representative bodies that promote the views of a group of people with common interests. Trade unions Professional bodies Regulatory bodies Standard setting or sector bodies.
    • 20. Sustainable Development Sustainable development is based on production and consumption. Every employer and employee has a duty to preserve the environment. Sustainable development encourages the conservation and management of: Natural resources and the environment. Energy Waste and transportation
    • 21. By the end of the session participants will be able to: Explain the components of the apprenticeship. Set goals fro the coming year. Describe possible progression routes. Identify statutory rights and responsibilities of employers and employees. Explain agreed ways of working that protect your own relationship with the employer. Session Objectives
    • 22. 22 Session Objectives  Describe how your own role fits in with the wider context of the sector.  Identify career pathways available.

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