Slides from the Greater Together - Growing Apprenticeships and Traineeships event on 24 March 2015 at the Hilton, Leeds.

1. GREATER
TOGETHER
Growing
Apprenticeships
and Traineeships
in Yorkshire and
The Humber
Welcome

2. Agenda
09:30 Arrival, Registration and Refreshments
10:00 Welcome and Scene Setting Anthony Knowles, SFANAS
10:15 Employer Perspective Delroy Beverley, Incommunities
10:45 NAS Employer Engagement Anthony Knowles, SFANAS
11:15 Break
11:30 LEP Priorities Annabel Jelley, York, North Yorkshire and East Riding LEP
David Sullivan, Humber LEP
Catherine Lunn, Leeds City Region LEP
12:15 Questions and Answers
12:30 Lunch
13:15 Examples of Collaborative Working Don Brearley, West Yorkshire Learning Providers
Caroline Rowley, AoC and Louise Tearle , West Yorkshire Consortium
of Colleges
Frank McMahon, YH Training Services
14:00 Barriers to Engagement Round Table Discussions
14:45 Feedback
15:00 Summary and Close Take away tea and coffee!

3. 3
apprenticeships.gov.uk
The Economy

4. 4
apprenticeships.gov.uk
Economic Benefits
National Apprenticeship Service
 £1.566bn investment in 2013-14
 £18 of economic benefit for every £1 (National
Audit Office)
 Govt. estimate put this at £28 for
every pound invested
 Productivity £214 / week
 Best value for money of all
‘post 16’ options

5. 5
apprenticeships.gov.uk
Scene Setting
Subtitle here
National Apprenticeship Service
• Funding envelope
• Election
• Richard Review implementation
• Employer Driven
• New Standards
• Funding
• Customer focussed service
• Ease of access, simplicity
• Brand
• Partnership

6. 6
apprenticeships.gov.uk
Greater Together?
National Apprenticeship Service

7. Focus of today:
Growing Apprenticeships
Employer Engagement
Ideas
What works?
What we can do?
Sharing with others
Overcoming barriers
Working together

8. Apprenticeship
Ambassador Network
Delroy Beverley
Incommunities
Yorkshire and The Humber
Network Chair

9. Minister
National Apprenticeship
Service/Skills Funding
Agency
Responsible for providing
the secretariat and
support to the AAN
Apprenticeship
Ambassador Network
David Meller, Chair
Responsible for:
•Direction
•Drive
•Employer Engagement
Jason Holt
SME Ambassador
(Supported by
Ambassador
Community)
Chairs of the Local
Apprenticeship
Ambassador
Networks x 10
Gordon Birtwistle
MP
Business
Ambassador
Andrew Jones MP
Parliamentary
Ambassador
Employer
Ambassadors
(currently known as
the national AAN)
•Responsible for all
MP engagement
•Focused upon
underperforming
constituencies
Responsible for:
•External
engagement
•Listening and
reporting
•Local geographic
champions driving the
ambition /targets
through their local
employer engagement
plans
•National sector
champions leading
and driving growth
within their sectors
across England
•Responsible for
supporting the
ambition to engage
140,000 SMEs by
2015
Who are we?

10. The Minister and Chairs Ambition
• AAN work is very high on Government’s agenda,
strong backing of the Minister
• ‘Business to business’ - The Minister is very clear he
wants employers to promote Apprenticeships ‘business
to business
• Minister specifically wanted to see the Local
Ambassador Networks grow

11. 0
50,000
100,000
150,000
200,000
250,000
300,000
350,000
400,000
450,000
500,000
2010/11 2011/12 2012/13 13/14 14/15 15/16 16/17
The Ambition is to increase workplaces with apprenticeships from
10% to 20% by 2016
Actual F'cast / projection Trend
Workplaces with apprentices 11/12 – 13/14
(Q3)
The Minister and Chairs ambition

12. Workplaces with apprentices:
Where we are now and ambition
Estimated Apprentices in Workplaces
LAAN 2011/12 2012/13 2013/14
Total
Workplaces
2012/13
Total
Workplaces
2013/14
% of
Workplaces
with
Apprentices
2012/13
% of
Workplaces
with
Apprentices
2013/14
Proposed
Ambition
Ambition %
NE 11,900 13,700 14,500 75,375 78,205 18.20% 18.50% 22,700 29%
YH 20,800 24,000 25,900 176,580 181,395 13.60% 14.30% 45,300 25%
National 204,800 228,700 240,400 2,234,315 2,322,370 10.20% 10.40% 446,100 20%

13. Ambassador Networks Primary Focus
• Action orientated group focussed on opening doors
• Increase proportion of workplaces engaged in
Apprenticeships from 10% in 2012/13 to 20% in 2016/17
• Expand networks
• Personal Action Plans

14. Ambassador Chair’s View
Employer Engagement
The employer perspective, what works well, what could be improved?
Working together
How can providers, colleges and partners (LEPS etc.) help the network
achieve it’s aims?

15. NAS Approach
Anthony Knowles
Head of Employer and
Delivery Services
– North East

16. 16
apprenticeships.gov.uk National Apprenticeship Service
Over
400
Employers
already involved in
redesigning
Apprenticeships
Over
2.1m
Apprenticeship
starts this
Parliament. We are
committed to
delivering at least 2
million.
96% Employers who
take on an
apprentice say
their business
benefited.
£117k
Extra income
earned by
someone who
completes a Level
3 Apprenticeship
Amount we
invested in
Apprenticeships
last year
Return for every
pound that
Government
invests in
Apprenticeships
£1 £28
Number of ‘full
Apprenticeships’
has trebled since
2009/10
£1.5 bn
Over
220,000
Workplaces already
offering
Apprenticeships
At least 12
months
Duration for
Apprenticeships
8 out of 11
Industrial Strategy
sectors already
covered by our
Trailblazers
New
Higher
Apprenticeships
In occupations like
space engineer and
pilot
68,000
Apprenticeships in
smaller businesses
supported by our
Grant for Employers
Over 23,000
Apprenticeships
pledged during
National
Apprenticeships
Week 2015
By 2017/18
All Apprenticeship
starts will be on
new employer-led
standards
Organisations
representing half a
million businesses
support reforms

17. 17
apprenticeships.gov.uk National Apprenticeship Service
What we do?
• Employers
• SMEs
• Large Employers
• Find an apprenticeship
• Brand
• Campaigns
• Partners

18. 18
apprenticeships.gov.uk
Engaging with SME’s
• Small Business Team
• Employer Commitment
• Service Standard
• Provider Search Tool
• Intermediaries
• Supply chains
• Apprenticemakers

19. 19
apprenticeships.gov.uk
Account Management
How’s Business?
National Apprenticeship Service
Our approach is to listen and ask
a business to tell us about…
 What the company does?
 Current priorities?
 Long term aims?
 Apprenticeship fit?
 Getting the most from Apprenticeships

20. 20
apprenticeships.gov.uk
What can Apprenticeships
Deliver for your Business?
National Apprenticeship Service
Increase:
 Government investment in your
workforce
 Staff commitment and motivation
(88%)
 Productivity (81%)
 Customer base (81%)
 Skills base with your business (82%)
Reduce:
 Recruitment costs (75%)
 Time and effort associated with
recruiting (80%)
 Staff turnover (80%)

21. 21
apprenticeships.gov.uk
What can Apprenticeships do
for your Business?
National Apprenticeship Service
 Succession planning future talent pool
 Fresh ideas
 Address demographic issues
 Workforce and development
o Existing staff
o Mentors
 Corporate social responsibility
 Public relations
 Open new doors and markets
 Supports procurement and tendering bids

22. 22
apprenticeships.gov.uk
Brand - Apprenticeship Week 2015

23. Marketing Apprenticeships
Brand resources

24. 24
apprenticeships.gov.uk
Support Campaigns
National Apprenticeship Service
@Apprenticeships @AppVacancies @TraineeshipsGov
#GetInGoFar #NAW2015 #GreaterTogether

25. Brand - The Shop Window

26. apprenticeships.gov.uk
26
Businesses Who Have Used `Find an Apprenticeship`
www.gov.uk/applyapprenticeship

27. Brand - Awards 2015

28. 28
apprenticeships.gov.uk National Apprenticeship Service
• Do we have an apprenticeship /
traineeship growth strategy?
• What are our apprenticeship aims?
• What proportion of employers we work
with of different sizes ( eg. SME / Large
have started apprentices this year?
• Who are our top ten customers?
• What percentage of their workforce are
apprentices?
• Do we work with their customers and
supply chains?
• How many new employers have we
engaged in the last 12 months?
Your strategy

29. 29
apprenticeships.gov.uk National Apprenticeship Service
• What proportion of vacancies do we
advertise on Find an
apprenticeship?
• What proportion of our starts are in
each age band?
• How do we align with LEP priorities?
• In what subject areas do we offer
progression from intermediate to
advanced to higher apprenticeship?
• Which of the new standards are we
delivering?
• Who can we work in partnership
with?
Your strategy

30. apprenticeships.gov.uk
Thank you
More information
Visit: www.apprenticeships.gov.uk
National Apprenticeship Service

31. 31
apprenticeships.gov.uk National Apprenticeship Service
Break

32. York, North Yorkshire
and East Riding LEP
Annabel Jelley

33. Strategic Economic Plan
5 priorities:
Profitable and ambitious small and micro
businesses
A global leader in food manufacturing,
agritech and biorenewables
Inspired People
Successful and distinctive places
A well connected economy
Context

34. Inspired People
• Increase productivity by investing in workforce skills
• Build competitive advantage through higher level skills
• Increase employability by connecting business to
education
• Build skills, attitude and ambition to help people
access jobs
• Support high quality apprenticeships and internships
• Develop strong communities and active inclusion

35. A global leader in food
manufacturing, agritech and
biorenewables
Why is this a priority?
What does this mean for
skills?

36. National Agri Food Innovation
Campus
Food & Environment Research
Agency (FERA)
Bio-renewables expertise
BioRenewables Development Centre
University of York

37. Biology
Agri-Food
Manufacturing
Technology
Agriculture
Plastics
Chemicals
Medicines
e.g. Enzymes
The Bioeconomy is the crops, animals and other biological
resources and their conversion into food, bio based products and
bioenergy typically via innovative and efficient technologies.

38. Technologies can benefit the agricultural industry and this is referred to as agri-tech
Biology
Agri- Food
Manufacturing
Technology
Agriculture
Seed improvement
Crop Harvesting
Crop Storage
Infrastructure
ICT and Support Systems
Fertiliser
Soil Physics
+ Chemistry
These technologies can benefit the manufacture of plastics, chemicals and pharmaceuticals / health sectors
which is an example of biological technology (bio-tech)
Enzymes
Human Health and
Genetics
Some technologies are biological but also benefit the agricultural industry so are both agri and bio-tech
Plant and Animal Health
Soil Biology
Genetics and Breeding
Nutrition
Environmental
Engineering
Medicines
Chemicals
Plastics
Manufacturing

39. A few things to remember…
Other sectors are important to the economy
such as construction and care
Businesses don’t identify with sectors
especially not new ones such as agritech
Small and microbusinesses make up the
vast majority

40. A few facts and figures about
the current and future labour
market

41. Agri-Food
9%
Arts, Creative and
Recreation
2%
Construction;
7%
Customer Service Sector
24%
Energy & Low Carbon; and
Biorenewables
1%
Engineering and
Manufacturing,
12%
Financial & Business
Services and
Administration;
(Includes public admin
and defence)
17%
Health and Social Care;
17%
I.T and Communication
3% Logistics &
Transport and
Wholesale;
8%
Current LEP Employment breakdown

42. Skills Investment –
what are we training
people to do?

43. 570
570
330
320
300
290
270
250
230
220
190
150
110
90
80
80
80
80
70
Health and Social Care
Business and Administration
Hospitality
Construction Building
Retail
Customer Service
Children and Young People's Workforce
Hairdressing
Management
Catering and Professional Chefs
Vehicle Maintenance and Repair
Engineering Manufacture
Accounting
Electrotechnical
Exercise and Fitness
Food and Drink
IT, Software, Web and Telecoms Professionals
Improving Operational Performance
Barbering
Top 20 Apprenticeship Frameworks for people aged 16-24
delivered in York, North Yorkshire and East Riding (Number of Starts)
2012/13
2013/14

44. 0.01 0.1 1 10
Construction
Arts and Recreation
Finance & Insurance
Information & communication
Manufacturing
Professional & Other Private Services
Health
Transport & storage
Customer Service
Mismatch between Learning and Employment
York
Selby
Scarborough
Ryedale
Richmondshire
Harrogate
Hambleton
East Riding
Craven
TOO LOW
Proportion of Employment / Proportion of Education
TOO
HIGH

45. Apprenticeships by Level
2012/13 2013/14
Advanced Level Apprenticeship 3,940 2,710
Higher Apprenticeship 145 170
Intermediate Level Apprenticeship 5420 5,390
Grand Total 9,500 8,270

46. Framework Name 2012/13 2013/14
Care Leadership and Management 0 80
Accounting 50 30
Agriculture 0 20
Management 20 20
Business and Professional Administration 0 10
Manufacturing Engineering 0 10
Business and Administration 10 0
Missing (Not Applicable/ Not Known) 60 0
Grand Total 150 170
Higher Apprenticeships delivered in the LEP
(rounded to nearest 10)

47. Summary
1. Bioeconomy is important driver of the
economy but it’s not the only show in town
2. More Apprenticeships in priority areas
3. Increase Higher Level Apprenticeships

48. Humber Apprentice Support
Service (HASS)
Dave Sullivan
24/03/2015

49. Background to HASS
Skills commission objective ‘to Increase the
take–up of apprenticeships through the
development of a new apprenticeship
infrastructure tailored to the needs of local
employers’
Manager and brokers employed Oct/Nov 2014
Initially 5 months project

50. Aims of the Service
 Reduce barriers to small and medium sized
employers by offering impartial guidance and
support
 Enhance existing services between training
providers and employers.
 Increase number of people going into
apprenticeships

51. Achievement so far
 Initially focused on unfilled vacancies
 Contacted large number of training providers
across the Humber area
 Increased employer engagement – Jobcentre,
networking events, referrals from business
advisers, word of mouth
 Matching applicants to vacancies/employer
follow up

52. Challenges and opportunities
 Achieve targets
 Continue to raise profile of
apprenticeships with applicants and
employers
 Supply applicants who are apprenticeship
ready
 Continue engagement with employers

53. Next steps
 HASS extended until June 2015
• Exploring possible options for funding
• Develop work in schools
• Organising events for those leaving
education with employer involvement

54. Contacts
• Manager – Gill Stevenson
e-mail G.Stevenson@humberlep.org
Mobile 0778 7554241
• North Bank Broker – Dave Sullivan
e-mail D.Sullivan@humberlep.org
Mobile 0774 0408071
• South Bank Broker – Jenny Vincent
e-mail J.Vincent@humberlep.org
Mobile 0771 8100809

55. APPROACH TO APPRENTICESHIP
GROWTH/EMPLOYER ENGAGEMENT
CATHERINE LUNN
LEP APPRENTICESHIP HUB MANAGER
LEEDS CITY REGION
ENTERPRISE PARTNERSHIP

56. LEEDS CITY REGION
ENTERPRISE PARTNERSHIP VISION
Our vision:
“To unlock the potential of the City Region, developing
an economic powerhouse that will create jobs and
prosperity”
Our strategic pillars:
1. Supporting growing businesses
2. Developing a skilled and flexible workforce
3. Building a resource smart City Region
4. Delivering the infrastructure for growth

57. LEEDS CITY REGION ECONOMY
• UK’s largest city region economy
outside London
• £56bn economy – 5% of England’s
total economic output; bigger than 9
EU countries
• Population of 3 million; workforce of
1.4m – largest and fastest growing in
the North
• 109,000 businesses
• UK’s largest manufacturing centre with
139,000 jobs
• Largest regional financial and
professional services sector
• 8 HEIs; 14 FE colleges

58. Generic Skills/Education
• Work readiness
• Maths & English
• Core skills & flexibility
• Enterprise & innovation
• Increase Apprenticeships
• Youth unemployment
• Higher level skilled jobs
• Leadership & management
LEEDS CITY REGION ENTERPRISE PARTNERSHIP
SKILLS PRIORITIES 2012/14
Specific Sector Needs
• Careers guidance re. STEM – engineering
• Skills gaps e.g. IT software
• Low carbon economy
• Overseas trade
• Longer term increases in FBS, transport,
hospitality, retail, construction, health &
care jobs

59. 1 BUILDING SKILLS IN EDUCATION
• Strengthen school-employer links to raise English and Maths aspirations and
improve core employability skills needs
• Extend enterprise and mentoring support within schools and for young
people/entrepreneurs
• Expand learning provision in growth and priority sectors

60. 2 TRANSITION INTO WORK
• Increase work placement opportunities and give learners more
exposure to employers
• Increase the scale of Apprenticeships across the City Region
• Continue to promote better informed careers advice in schools
and by job advisors

61. • Encourage employer co-investment in priority skills areas via the Leeds
City Region Skills Fund
• Target current and new European funds at specific workforce skills gaps
(eg engineering, software design)
• Pursue options for extending higher level skills provision in areas where
it is currently lacking
3 RAISING SKILLS AND IMPROVING DEMAND

62. LEEDS CITY REGION ENTERPRISE PARTNERSHIP
EMPLOYER ENGAGEMENT ACTIVITY
STRATEGIC
• LEP is employer led and governance groups all have an average 50/50
mix
• Sector Champions
• Communications/marketing activity
OPERATIONAL/DELIVERY ACTIVITY
• Business grants and loans programme
• 5 3 1
• Apprenticeship Hub Programme
• HeadStart
• Skills Service (EOP)
• Better Informed Choices
• Enterprise Advisers
• Growth Service

63. LEEDS CITY REGION CITY DEAL APPRENTICESHIP
HUB PROGRAMME
BACKGROUND
• Part of Leeds City Region City Deal discussions with Government
• £4.6m from BIS (contracted via Skills Funding Agency Nov ‘12 to
March ‘16)
• Supports our ambition to create a NEET free City Region
OVERVIEW
• 2 Apprenticeship Training Agencies (ATA)
Leeds (launched November 2012)
Bradford (launched May 2013)
• 8 Apprenticeship Hubs
Barnsley, Bradford, Calderdale, Kirklees, Leeds,
North Yorkshire (Selby, Craven, Harrogate),
Wakefield, York

64. • Increase engagement of SMEs in Apprenticeships across the Leeds City
Region to 7,500 by securing commitment from an additional 2,142 SMEs
who have never offered an Apprenticeship or have not offered a placement
within the last 12 months
• Generate 2,500 new additional Apprenticeship opportunities across the
Leeds City Region for 16 – 24 year olds
• To create two new ATAs across the Leeds City Region
• To raise awareness and engagement of young people (16 to 24 year olds) in
Apprenticeships (priority group 16 – 18 year olds) and as an option to work
in schools from 14+. This can also include awareness raising with
parents/carers, teachers, school governors etc.
KEY CRITERIA/TARGETS

65. SUPPORT
Hubs and ATAs offer hands-on support designed to:
• Provide a central local point of contact for free, independent and
better co-ordinated advice and support which explains the benefits of
Apprenticeships to SMEs (each Hub and ATA model is different and
responds to local infrastructure)
• Supports SMEs in the preparation and selection of training providers
and apprentices
• Brings together providers to co-ordinate marketing activity and
provision
• Provides opportunities for collaborative and complementary working
with NAS

66. MILESTONES (as at end of February 2015)
• 1754 SMEs engaged
• 1216 Apprentice Starts
ENGAGEMENT/MARKETING
• Providers
• SMEs
• Young People
PROGRESS AND ACTIVITY

67. EMPLOYER OWNERSHIP PILOT/SKILLS SERVICE
AIM
To introduce flexibility and financial support into the hands of employers allowing
them to put in place the skills solutions they require to develop and grow their
business.
BACKGROUND
• £17.5 million programme (co-financing of employers skills requirements and
establishment of a Skills Service)
• Officially launched on 5 February 2015 by Chancellor (operational to March
2017)
• Targets SMEs in sectors which present the greatest opportunities for economic
and employment growth (seven sectors)
• Delivered and administered by a consortium led by Calderdale College with
Leeds City College, West & North Yorkshire Chamber of Commerce and Mid
Yorkshire Chamber of Commerce and Industry
• Calderdale College will manage the training provider supply chain

68. THE FUTURE
• Increased collaboration between LEP programmes and partner/stakeholder
services to provide a streamlined and holistic service for the business community
• Continue and strengthen the excellent relationship with the LEP Skills Network
• ESIF
• Responsive to future government policy and programmes

69. GENERAL LEP INFO
Website: www.the-lep.com
Join our mailing list: LCR@leedscityregion.gov.uk
Twitter: @LeedsCityRegion
LEP APPRENTICESHIP PROGRAMME
Programme website (includes local Hub and ATA contact details):
www.apprenticeship-hubs.co.uk
Programme Manager: Catherine.lunn@leeds.gov.uk
Tel: 0771 221 4906
LEP SKILLS SERVICE
Programme website: www.the-lep.com/skillsservice
Tel: 0113 3861 861
Email: skills@the-lep.com
USEFUL LINKS

70. THANK YOU

71. Questions?

72. 72
apprenticeships.gov.uk National Apprenticeship Service
Lunch
Restart 13:15

73. Partnership working & collaborating

74. What’s this?
2012/13 - 2017/18 = Business Opportunity

75. Our collaborative model

76. Stakeholder engagement

77. Provider collaboration

78. Learner market

79. Employer market

80. Grow Apprenticeships
• Developing the
apprenticeship offer for
16 to 24 year olds

81. Grow Traineeships
• Traineeship Staff
Support Programme –
road shows

82. Grow employers
• Delivering the LEPs skills
priorities

83. Collaboration &
Partnership

84. West Yorkshire
Consortium of Colleges

85. Aims & Objectives
The West Yorkshire Consortium of Colleges is a partnership between the Further Education
Colleges in West Yorkshire. A company ltd by guarantee.
The members of the consortium are the 7 colleges of Further Education in West Yorkshire. The
Principal of each college is invited to be a director of the company. The directors meet on a regular
basis every four months.
The aims of the WYCC as stated in the Memorandum & Articles of Association are to:
• To assist colleges in West Yorkshire to meet the further education and training
requirements of the sub-region
• To promote curriculum development initiatives and to further these initiatives by
encouraging joint bids to sources of funding:
• To assist in meeting the training needs of the staff in the WYCC
• To engage in arrangements with a range of contracting bodies as agreed by the
Principals of the WYCC

86. West Yorkshire Colleges Contribute £1.8bn to
the economy annually

87. FE’s Strong Economic Impact

90. Model of Partnership
Common Purpose:
To help employers access skills & training that will develop & grow their business

91. Leeds City Region Skills Network Members

93. Aims & Objectives
The aim of Leeds City Region Skills Network, led by West Yorkshire Consortium of
Colleges (WYCC) is to:
• Increase employer and individuals engagement and investment in skills
• Strengthen joint working between employers, the LEP/ESB and skills providers
• Improve the effectiveness of skills investment

94. Signed by over 25
members and partners
including:
Principals,
Chief Executives
University Leaders

95. LEP summit: Realise the Potential
Skills Needs Research Published
Joint Skills Partnership Agreement signed by all partners
Skills Minister Celebrates Partnership Agreement
Positive Start to Partnership
“What Do Employers Want?” Event
Awarded Have a Go Contract
Skills Plan Published
2nd Annual Event “Working Together with the LEP”
Awarded the Skills Show Experience Contract
Skills Capital Settlement £74m Largest
in the country
Skills Priorities
Progress Report
Skills Capital Grants Awarded

96. Skills Funding in excess of £100m including:
• Work Place Learning
• Skills Enhancement Fund
• The Response Project (Skills Support for the
Workforce)
• LEP Skills Service
Funding

97. • £50 million (ESF)
• Yorkshire & Humber
• Upskilling the workforce
• Upskilled 70000+ individuals
• Over 7,000 business
invested in training
• Significant impact on:
o company culture
o staff retention
o productivity

98. • £55.7 million (ESF)
• North of England
• 200+ Supply Chain
• Support low skilled
employed individuals
• Fully funded training
• Strong progression routes
o 26000 individuals trained
o 302 Apprenticeships Starts

99. • £10 million (ESF)
• Fully funded training to:
o Enhance skills
o Drive forward productivity
o Advance the career prospects
of staff
• Strategically driven by the
Leeds City Region Enterprise
Partnership to drive
economic growth

100. LEP Skills Service
• £2 million (EOP)
• Flexible co-funding £14m (EOP)
• Employer driven initiative
o Consortium Initiative
o Plugs the Skills Gap
o Sector Skill Solutions
• Intrinsic component of the
wider LEP Business Growth
Service
• 1000 Apprenticeship Referrals

101. For more information contact:
Louise Tearle, Partnership Director
West Yorkshire Consortium of Colleges & Leeds City Region Skills Network
louise.tearle@leedscitycollege.ac.uk
@WYCColleges @LCRSkillsNetwk

102. Greater Together -
Growing Apprenticeships
and Traineeships
Leeds 24/03/15

103. Working Together
• AELP - your voice!
• AELP is working with BIS on new funding
system and new standards
• No fundamental changes until 2017?
• AELP are supporting providers in many ways
enquiries @aelp.org.uk/T: 0117 986 5389

104. Working Together
• YH has a number of subcontractors who it
works with and is happy to support other
providers where possible
• We are currently working with WYLP to help
improve the delivery of Traineeships in the
region
• We work with employers ranging from the
NHS to small businesses

105. Working Together
Working with the YAS:
• Commenced in 2008
• Has grown to include various occupational areas
• One area is training PTS drivers using YAS staff to
provide occupational knowledge
• We also work with various doctors surgeries
• We have just started work with York Hospital
Trust

106. Working Together
• Currently working with several large
employers who are expanding their
Apprenticeship provision or are new to
Apprenticeships
• However the vast majority of our business is
dealing with small local employers
• With all of our employers we look to build
up a long term working relationship

107. Working Together
Have we been successful?
• In most cases YES!
• We have grown our Apprenticeship provision
by over 30% in the last year
• Over the last 18 months we have successfully
responded to and delivered Traineeships –
although mainly 16-18
• Our Apprenticeship QSR 13/14 was
80.4% v 68.9% national!!

108. Working Together
Some Key Messages:
• Be patient with new employers
• Identify what employers need, not what you
have to sell!
• Don’t undersell your high skills and high
expertise
• Be POSITIVE, you are operating in a growth
area
• Be aware of future possible changes but focus
on the NOW

109. Barriers to
Employer
Engagement
Round Table
Discussions

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• Cost/limited resources especially for SMEs even with AGE grant
• Reduction in company size for Apprentice grants eligibility
• Competition too many providers chasing the same employers
• Speaking to the decision maker especially for large companies with multi
sites/departments
• Offer too fragmented and complicated – the funding, frameworks,
• Misconceptions about what an apprenticeship is
• Previous bad experience including poor quality applicants, poor quality
apprentice and/or poor provider
• Employers not willing to allocate work time for training
Barriers to Employer Engagement

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• Employers want shorter training period
• Unrealistic expectations of apprentices ability/skills when they first start
work
• Lack of employer trust in the system
• Lack of awareness of the business benefits
• Politicians constantly meddling and using Apprenticeships as a political
football. Why can't they just leave colleges and providers in peace (ie.
a period of policy and funding stability) for a while to "get on with it"!!
• The effect of Traineeships being offered to employers as "free labour",
resulting in some employers now not willing to pay wages for
apprenticeships when they can get it for free through Traineeships
Barriers to Employer Engagement

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• Lack of impartial and high quality IAG in schools
• Selling apprenticeships to younger workers when apprenticeship rate of
pay is below National Minimum Wage and below pay rates for many entry
level jobs.
• The title "apprenticeship" puts potential older learners off using the
qualification as a career advancement or progression tool
• High Schools offering NVQ & BTEC qual's to learners before leaving
school which conflict with apprenticeship funding streams for providers
• Location - no consideration given to a 16 year old, who can't drive and are
expected to work outside of public transport
Barriers to recruiting

113. Round Table
Discussions:
Share thoughts and ideas:
- What works for you?
- Working together
- Overcoming barriers

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Feedback

115. Summary and
Close

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Thank you!