Apprenticeship Levy Conference - Coventry (Summer 2016)
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Apprenticeship Levy Conference - Coventry (Summer 2016)
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Apprenticeship Levy Conference - Coventry (Summer 2016)
- 1. Are You Prepared For The Apprenticeship Levy 14th July The Welcome Centre Coventry Headline Sponsor
- 2. Registration & Networking 08:30 – 09:15 14th July The Welcome Centre Coventry Headline Sponsor
- 3. Welcome Conference Chair Tony Allen CEO - Allen Apprenticeships and Skills 14th July The Welcome Centre Coventry Headline Sponsor
- 4. The New Digital Apprenticeship Service (DAS), Apprenticeship Fees, Funding, Levy and Digital Vouchers Una Bennett Deputy Director – Funding Mechanism At Skills Funding Agency 09:20 – 09:40 14th July The Welcome Centre Coventry Headline Sponsor
- 5. The Apprenticeship Levy and the Digital Apprenticeship Service Una Bennett Deputy Director - Funding Mechanism
- 6. Key changes for providers • New apprenticeships funding model using price bands and a simpler funding model • Expected to move to financial year funding for all employers • New register of apprenticeship training providers • New contracting model for providers covering levy and non levy paying employers
- 7. Employer (levy) commitment and contracting TRIGGER: The digital apprenticeship service is launched 1.1 Employer registration 1.2 Search and Select 1.3 Commit levy funds 1.4 Agree contracts OUTPUT: Levy commitment is recorded in the digital apprenticeship service and appropriate contracts are in place. Start Outcome 6April 2017 - HMRC begins collecting the apprenticeship levy from employers who contribute. Digital apprenticeship service goes live. Digital apprenticeship service registration will verify the identity of an employer. The employer registers to create a digital apprenticeship service account. The employer verifies & links PAYE scheme(s) to their account. The employer can view their levy account balance. The SFA maintains a library of apprenticeship standards and a catalogue of providers’ course offerings to help employers search and select the right standard and provider. The SFA provides a ‘recruit an apprenticeship’ service for employers. The employer and provider agree a price and the employer records the details of the ‘deal’ in the digital apprenticeship service initiating the ‘double-lock’ which will be confirmed by the provider via ILR returns. The SFA issues an ancillary agreement to the selected provider, with a schedule to cover the value of the deal, or update the existing agreement if this is not the first deal. The provider can begin delivering the apprenticeship. The SFA is able to manage the apprenticeship budget by monitoring and forecasting levy commitment.
- 8. Employer (non-Levy) Process SFA procures non-levy provision A contract is agreed with providers Employer and provider agree deal Provider submits ILR SFA pays funding Employer pays contribution The SFA invite and select those providers on the register of apprentice training providers to tender to deliver co-funded apprenticeship education and skills training. A contract for services between the SFA and the provider to deliver non-levy funded apprenticeship education and skills training is agreed. A non-levied employer agrees a deal with an SFA- approved provider to deliver apprenticeship education and skills training. The SFA monitors the performance of a provider delivering non-levy funded apprenticeship education and skills training through monthly ILR submissions. The SFA calculates the funding due to the provider and payment is made. The employer pays the agreed contribution.
- 9. Delivery and achievement Trigger: Apprenticeship Start 3.1 Provider submits ILR 3.2 Double Lock 1.3 Calculate funding& payment 1.4 Achievement Payment. End point assessment if required OUTPUT: Apprenticeship certification completed Start Outcome A training provider from the list of pre- approved training providers has an ancillary agreement in place to provide training to a levied employer. Providers submit on a monthly basis an ILR containing: • Start Date • Employer • Apprentice Details • Learning aim code • Agreed price SFA checks that the details in the ILR match with the details in digital apprenticeship service The SFA will calculate the funding earnt by the provider. • SFA pays from levy at full value • SFA pay any outstanding balance at co- funded rate The provider will submit evidence of completion to the SFA. The SFA are able to track government funding being used to pay providers for apprenticeship training.
- 10. View the current balance of your levy and expiring funds that you might lose
- 11. Key funding policy decisions • Single funding model • 10% monthly top-up • Approach to co-investment • Funding 16-18 year olds • Funding for additional needs • Funding for English and maths training • Incentives
- 12. Key funding policy decisions – in discussion • Level of co-investment • Approach to funding equivalent and lower level qualifications • Transfer of funds between employers • Setting price bands
- 13. Next Steps Summer 2016 Autumn 2016 By end of 2016 April 2017 SFA publishes provider guide to the levy Indicative funding details published in full Digital apprenticeship service search and select opens Recruit an apprentice service opens BIS/DfE publish final funding rates SFA publishes draft funding rules Register of apprentice training providers opens for applications SFA publish final funding rules Full set of final funding guidelines published Access my levy service opens New funding model live
- 14. Access my levy - screenshot
- 15. Access my levy - screenshot
- 16. Access my levy - screenshot
- 18. THANK YOU Una Bennett 14th July The Welcome Centre Coventry Headline Sponsor
- 19. Standards – For Employers, Providers & Others on the Reforms Bhavena Patel Senior Relationship Manager National Apprenticeship Service Skills Funding Agency 09:40 – 10:00 14th July The Welcome Centre Coventry Headline Sponsor
- 20. Welcome Apprenticeship reforms Skills Funding Agency Date 14th July 2016 Speaker Bhavena Patel
- 21. • Boosting our nation’s productivity to maintain and consolidate our economic recovery. • Raising skill levels through apprenticeships – reaching 3 million starts in 2020. That is equivalent to more than one apprentice every minute over the next five years • Putting employers in the driving seat of creating apprenticeships that fully meet their business needs. • Making sure that apprenticeships are open to all, with a 20% increase in BAME apprentice starts in 2020. Our Commitment to Reform
- 22. Simplicity Simplifying apprenticeship standards so that they are shorter and more accessible Employer driven Employers designing apprenticeships to make them more responsive to their needs and the future economy, and controlling funding Quality Improving the quality of apprenticeships so that they are viewed with the same esteem as University WHY? Rationale for Reforms
- 23. WHAT : Main Elements of Reform All apprenticeships have an end point assessment and include grading Ensuring that apprentices are signed off as fully competent at the end of their apprenticeship All apprenticeships must last at least 12 months Give employers greater control over funding Employer-led Trailblazers designing apprenticeships Giving employers the opportunity to set the skills, knowledge and behaviours you need. Aligned to professional recognition where appropriate. Short, concise standards replace long, complex frameworks Providing a clear and attractive ‘shop window’ for parents, apprentices and businesses Continuing to drive up the quality of apprenticeships Enabling employers to be intelligent customers, getting the training they want and driving up quality
- 24. HOW: Delivery so far • 100 ‘ready to deliver’ – standard and assessment plan approved, funding Cap allocated • Over 158 standards in development • Over 1400 businesses in over 100 sectors involved • 228 standards published so far • Around 40% of standards so far are for Higher and Degree apprenticeships
- 25. Standards developed/in development so far HOW: Delivery so far • 400 starts in 2014/15 across nine standards • Increasing number of starts on standards going forward - 700 starts in the first quarter of 2015/16
- 26. Costing template (if needed) Trailblazer forms & submits expression of interest Trailblazer writes new standard Assessment Plan Approved by Gov’t Approved by Gov’t Approved & funding band allocated Register of Assessment Organisations Online Consultation Online Consultation Online Consultation Delivery HOW: Trailblazers design standards and assessments Monthly submission dates and regular publication on direct.gov
- 27. • We envisage a migration from apprenticeship frameworks to standards over the course of the Parliament, with as much of this to take place by 2017/18 as possible • Dual running in the interim, with potential switch off of some frameworks/pathways earlier • Notice was given to withdraw the first seven frameworks in March 16 - these frameworks with be closed to new apprenticeship starts from 1 June 2016. WHEN: Transitional arrangements
- 28. • Designed and written by employers • Clear and concise, typically no more than two pages long • Includes: occupation title, occupational profile, ‘knowledge, skills and behaviours,’ typical duration, any mandatory qualifications, entry requirements, professional recognition, level, review date • English and mathematics minimum requirements • Minimum 12 months duration – some standards may have longer minimum • Core and options may be presented Standards
- 30. A short document (we recommend a maximum of 10 pages) which: • Outlines how the Apprenticeship is being assessed. • Clarifies roles and responsibilities - of the Apprentice, the Employer and the Assessment Organisation. A Good Assessment Plan will o Focus on describing the end point assessment (It should only briefly describe what on-programme elements – which can only be recommended) o assess the Apprentice in a holistic way, across the standard, to ensure they are fully competent. o deliver rigorous, high quality, assessments to maintain standards over time. o ensure that the Apprentice is assessed fairly in an independent and impartial way. o allow each employer the freedom to decide who undertakes the assessment What is an Assessment Plan?
- 31. • Assessment plans – what will be assessed, how and by whom • Synoptic, end-point assessment, using a range of methods • Grading – usually two levels • Independent and consistent • Provide detail on Quality Assurance arrangements for the end point assessment • Some plans include an ‘occupational brief’ or ‘detailed standard’ as an appendix – these are to support effective delivery and curriculum development where needed. Assessment Plans
- 32. Potential methods of end-point assessment: • Practical assessments. • A viva to assess theoretical or technical knowledge or discuss how the apprentice approached the practical assessment and their reasoning • Production of a project • A portfolio of work • Observational assessment • Written and multiple choice test • Virtual assessment, such as online tests or video evidence as appropriate to the content Assessment plans
- 33. Food safety L2 Multiple choice/short answer exam Gateway to end point Butcher Level 2 End-point Assessment H&S food supply L2 Knife skills L2 English/ maths L1 Log book Butchery practical assessment Vocational competence discussion using log book Excellence Pass Fail https://www.gov.uk/government/publications/appr enticeship-standard-butchery
- 34. Induction Portfolio – real work activity collated towards the end of the apprenticeship Gateway to end point Financial Services Customer Adviser L2 - End-point Assessment Develops S,K,Bs - BAU Quals – not mandatory Regular Performance monitoring - Professional Discussion Distinction Pass Fail https://www.gov.uk/government/publications/appr enticeship-standard-financial-services-customer- adviser English/ Maths L1
- 35. • Employers in the driving seat – ensuring the apprenticeship really represents the job. So employers get effective employees and apprentices get more relevant transferrable skills for a career • Occupation specific – this is a key selling point for employers – they do not just have use a generic standard, but can have a bespoke standard for their sector and job role • Simplified apprenticeship standards – easy ‘shop-front’ for all stakeholders to understand what the apprenticeship is about (unlike length frameworks) • Increased flexibility for training delivery Benefits
- 36. • Our main hub page on apprenticeship reforms updated with all of the latest information: https://www.gov.uk/government/collections/apprenticeship-changes • Published standards and those in development: https://www.gov.uk/government/collections/apprenticeship-standards https://www.gov.uk/government/publications/apprenticeship-standards- in-development • Guidance for developers of standards: https://www.gov.uk/government/publications/future-of-apprenticeships- in-england-guidance-for-trailblazers • Easy reference listing of all standards: https://www.gov.uk/government/publications/apprenticeship-standards- list-of-occupations-available • Online survey for feedback on EOIs, standards and assessments plans: https://www.gov.uk/government/publications/apprenticeship-standards- changes-to-the-process-for-approvals More Information
- 37. THANK YOU Bhavena Patel 14th July The Welcome Centre Coventry Headline Sponsor
- 38. Q & A Session Chaired by Tony Allen 10:00 – 10:15 14th July The Welcome Centre Coventry Headline Sponsor
- 39. End Point Assessment How will end point assessment work with the Apprenticeship Levy What does this mean to Businesses & Training Organisations Hilary Read – CEO Read Publications 10:00 – 10:15 14th July The Welcome Centre Coventry Headline Sponsor
- 40. Coffee Break 10:45 – 11:15 14th July The Welcome Centre Coventry Headline Sponsor
- 41. The Business View Point Apprenticeship Levy: What it means to Businesses Cassandra Macdonald Head of Accountancy & Professional Services Apprenticeships Kalplan 11:15 – 11:30 14th July The Welcome Centre Coventry Headline Sponsor
- 42. Jo Bradford National Qualifications Manager at Compass Group 11:30 – 11:45 14th July The Welcome Centre Coventry Headline Sponsor
- 44. • How it will affect our business • What we are focussing on to make it work • How we are making sure we are ready for April 2017 Apprenticeship Levy
- 45. Who We Are 52% 13% 10% 15% 10% Business and Industry Healthcare and Senior Education Sports and Leisure Defence, Offshore and Remote
- 46. Who We Are
- 47. Our Clients
- 48. How Will it Affect CGUK • CGUK & Ireland are supporting the levy • Help to increase our numbers; it’s more of what we do • Get the business’s attention • Budgeting & workforce development activities NOW • A rough calculation of the levy charge • 3% of the workforce will optimise the Levy • Sectors have been set their targets • Educating business to understand the mechanism
- 49. Launched The 1500 campaign as part of NAW2016 • Enhanced marketing • School leavers into chef roles • Current workforce • Quality programmes Making the Levy Work
- 51. Barista Mastery Journey •3m On Boarding • Buddy with level 2 barista Barista Trainee •12m intermediate apprenticeship in Customer Service • Introduction to Coffee • Barista Skills: Foundation • Brewing Skills: Foundation Barista Foundation •12m intermediate apprenticeship in Team Leading • Barista Skills: Intermediate • Brewing Skills: Intermediate Senior Barista Intermediate •12m advanced adv. L’ship & Management • Barista Skills: Professional • Brewing Skills: Professional • Green Coffee: Fdn/Int • Sensory Skills: Fdn//Int • Roasting: Fdn/Int Head Barista Diploma 3-4 year Barista Development Programme
- 53. (Non) Qualification Route: Supervisor Passport Qualification Route: Team Leader Apprenticeship Two Routes for Team Leaders • Team Leader • Supervisor • Controller • Lead Steward • Sous Chef • Technical Team Leader
- 54. Non Qualification Route: Accelerate Qualification Route: Leadership & Management Two Routes for Unit/ Middle Management • Asst. Manager • BDM • Chef Manager • Contract Manager • Head Chef • Area Manager • Quality Auditer • Unit Manager • Finance Manager • Category Buyer
- 55. Summary • We are getting ‘Levy ready’ • Forecast some obstacles along the way • Provider rush • Age profile of CGUK • Competition – 26 providers • Hours • Success rates Budgeting & workforce development activities need to happen NOW
- 56. THANK YOU Jo Bradford 14th July The Welcome Centre Coventry Headline Sponsor
- 57. Q & A Session Chaired by Tony Allen 11:45 14th July The Welcome Centre Coventry Headline Sponsor
- 58. Lunch & Networking 12:00 – 13:25 14th July The Welcome Centre Coventry Headline Sponsor
- 59. How the Apprenticeship Levy works for Smart Assessor 13:25 – 13:40 14th July The Welcome Centre Coventry Headline Sponsor
- 60. How the Apprenticeship Levy will work for a College & Training Provider John Laramy Principal Exeter College 13:40 – 13:55 14th July The Welcome Centre Coventry Headline Sponsor
- 61. How the Apprenticeship Levy will work for a College & Training Provider Beej Kaczmarczk Director Learning Curve 13:55 – 14:10 14th July The Welcome Centre Coventry Headline Sponsor
- 62. Q & A Session Chaired by Tony Allen 15:10 – 15:25 14th July The Welcome Centre Coventry Headline Sponsor
- 63. Coffee Break 15:25 – 15:55 14th July The Welcome Centre Coventry Headline Sponsor
- 64. Carl Lomas MBE Chairman of the Institute of Couriers 15:55 – 16:10 14th July The Welcome Centre Coventry Headline Sponsor
- 65. Apprenticeship Levy how it will work for the Charity & Manufacturing Sectors Anjelica Finnegan Senior Policy and Public Affairs Officer at Charity Finance Group 16:10 – 16:25 14th July The Welcome Centre Coventry Headline Sponsor
- 66. Q & A Session Chaired by Tony Allen 16:25 – 16:35 14th July The Welcome Centre Coventry Headline Sponsor
- 67. CASE STUDY Kirklees Council Martin Green Deputy Assistant Director 16:35 – 16:45 14th July The Welcome Centre Coventry Headline Sponsor
- 68. CASE STUDY KPMG Derrick Jones National Director Education Advisory Services 16:45 – 16:55 14th July The Welcome Centre Coventry Headline Sponsor
- 69. Closing Remarks Tony Allen 16:55 – 17:00 14th July The Welcome Centre Coventry Headline Sponsor
- 70. THANK YOU Have a safe journey home We look forward to seeing you next year! 14th July The Welcome Centre Coventry Headline Sponsor
Editor's Notes
- To ensure apprenticeships are more rigorous and responsive to the needs of employers following Richard Review. The Reform programme is set out in The Future of Apprenticeships in England; Implementation Plan, published in October 2013. The main aims: Put employers in the driving seat. Apprenticeships will be based on standards designed by employers. Increase the quality of apprenticeships. An apprentice will need to demonstrate their competence through rigorous and synoptic assessment. This will focus on the end of the apprenticeship to ensure that the apprentice is ready to progress. Simplify the system. The new employer-designed standards will be short and easy to understand. They will describe the skills and knowledge that an individual needs to be fully competent in an occupation.
- The standards developed by employer groups will become the apprenticeship standard for that occupation, so widespread backing of from both large and small employers and relevant professional bodies is essential. Standards are aligned to professional membership/recognition for that’s sector where it aligns to the occupation The requirement for end-point assessment is in response to concerns we have heard from employers that apprentices are able to pass qualifications in current frameworks, but the employer does not judge them to be fully competent. Synoptic assessment - requiring the apprentice to identify and use effectively, in an integrated way, an appropriate selection of skills, techniques, concepts, theories and knowledge from across their training and the standard. The end-point assessment must look at the apprentice in the round, be holistic and judge whether or not they are ready to transition from apprentice to a fully competent member of staff. The standard must be sufficiently stretching that a new entrant to the occupation will require at least one year of training. The minimum of 12 month rule now applies to ALL apprenticeships (previously just 16-18)
- Size of text reflects number of standards in top graphic Starts so far - feedback suggests significantly more employers and providers now involved across wider range of standards: electrotechnical, journalism, butchery…
- Note that funding band is now allocated earlier in the process (when the Standard is approved).
- Where a standard is a direct replacement for an Apprenticeship framework or pathway, we will consider removing funding for the framework before 31 July 2017 in order to limit dual running and encourage early adoption of the standard. Each framework will be considered on a case by case basis. Notice given to withdraw the first frameworks – these 7 frameworks had no apprenticeship starts reported in the 2014 to 2015 funding year or in the 2015 to 2016 funding year to date. This will not affect those apprentices currently completing their apprenticeship on these frameworks
- Apprenticeship standards should be short and clear, taking up no more than two sides of A4. Apprenticeship standards may vary in their format however, they include common information; suggested template exists. Behaviours are not a mandatory requirement Qualifications – There are certain circumstances and criteria when it is permissible to have qualifications as a precursor to the end point assessment. If the standard meets these criteria (set out in the guidance – but for example because it meets statutory requirements or aligns with professional membership) then these should be listed in the standard. Any qualification stated on the standard will be a mandatory requirement for all apprentices to achieve in order to successfully complete their apprenticeship Professional recognition - Apprenticeship standards must link to professional registration where this exists in the occupation. This means that when someone completes an apprenticeship, they have the evidence proving that they have met the competence needed to secure professional registration. It is up to the individual whether they choose to become registered. Level – State the proposed level of the apprenticeship standard (Level 2-7) Review date – This is normally three years after approval
- There is a recommended template for employers to work to in the Trailblazer guidance.
- Earlier plans in particular tried to describe in detail what the on-programme delivery and assessment should look like, however it is now clear that the assessment plan should be focussing on describing the end point assessment. Most give a brief overview of the key stages/milestones of the on-programme stage, but any description of this can only be recommended. This maintains the flexibility intended for the delivery stage.
- The requirement for end-point assessment is in response to concerns we have heard from employers that apprentices are able to pass qualifications in current frameworks, but the employer does not judge them to be fully competent. Synoptic assessment - requiring the apprentice to identify and use effectively, in an integrated way, an appropriate selection of skills, techniques, concepts, theories and knowledge from across their training and the standard. The end-point assessment must look at the apprentice in the round, be holistic and judge whether or not they are ready to transition from apprentice to a fully competent member of staff. The end assessment process must be separate to any qualifications or assessments that the apprentice may have taken during training. The achievement of qualifications during an apprentice’s training cannot count towards achievement of an end-point assessment and does not exempt the apprentice from taking the end-point assessment. The apprentice will not be able to complete the apprenticeship without taking and passing the end-point assessment. Grading has been introduced to encourage stretch. A pass grade in any apprenticeship must demonstrate full competency against the standard you have set and there will need to be at least one grade above pass to recognise exceptional performance. The grade should be applied to the whole apprenticeship, or as a minimum should be applied to the end assessment. There needs to be independence in the end-point assessment, to include a range of perspectives and to ensure that those bodies that make judgements about whether or not an apprentice has passed have nothing to gain from the outcome. External and Internal QA are now required as part of the assessment plan Some employer groups have produced additional guidance for employers and providers regarding training and delivery expectations. These may be published as an annex to the assessment plan or separately.
- The end-point assessment must involve more than one method
- In Butchery we have a number of mandatory elements to the on-programme stage due to the nature of the sector – e.g. necessary H&S/Hygiene. These must be completed before the apprentices passes through the gateway to end point assessment. Competence is based on the 3 elements of the end point assessment. The end point assessment in this case is likely to take place in approved network of test centres, placed regionally in controlled conditions – controlled by the end point assessment organisation – the assessment plan gives a criteria for the assessment organistaion to work to.
- On-programme delivery is very lightly touched upon in this plan – based around gaining knowledge on the job and monitoring process through normal performance review process. With TP input as needed by that employer/apprentice. The assessment plan recommends appropriate quals to assist with reaching required knowledge but they are not mandatory. Here the Independent assessment organisation’s assessor marks the portfolio and conducts the professional discussion – they will not have any involvement with the apprentice before and will be the only one who is marking and grading the apprentice – bringing independent judgement. The assessment plan is clear on the knowledge and experience the assessment org and assessors must have – the trailblazer recommends the professional body is the assessment organisation (who will need to apply to the ROAAO), to bring further weight and sector backing.
- Put employers in the driving seat by giving them the role of designing apprenticeships so that they are more responsive to the needs of business and by giving them control of the funding so that they become more demanding customers. Simplify apprenticeship standards, replacing the existing complex frameworks with short, simple, accessible standards written by employers in a language they understand.
- If you would like to find out more about standards that are available or in development you can find them on the GOV.UK alongside the policy documents and detailed guidance. Also listed are the employers involved in the groups.
- Diverse services and sectors 60,000 employees 30,000 casual employees 10,000 client locations 3 million customers served per day Business and Industry is our largest sector
- 22 Brands and to give you an idea of our client base We have Levy restaurants – which creates some cross purpose questions – are we talking about levy restaurants or the apprenticeship levy???
- Every week a new client comes to light that I didn’t know about – the Met Office, HMS Belfast, Compass is vast and new business is coming on board all the time
- Our view is to support the apprenticeship levy, it’s a tax, so it’s not helpful, however it’s being introduced for the right reasons. Whether it is the best approach or not, we are embracing rather than opposing the levy. As a large contract holder, we see it as sustained and guaranteed funding. For Compass Group UK & Ireland, the 0.5% apprenticeship levy will mean paying significantly extra to HMRC, however, we see the introduction of the levy as a positive incentive to increase our number of apprenticeships. Our numbers have plateaued in recent years, so the levy with help us do more of what we already do We will be contributing significant costs, 5 times more than our contract value, which is a burden, however we are doing our bit to make it work We have made a rough calculation of the charge – obviously there’s lots we still don’t know - we still don’t know the funding rates, but should soon And we still don’t know the funding arrangements for the devolved nations, so there is some guess work to at the moment but we are planning and working on a target of 3% of the workforce studying (and competing) an apprenticeship at any one time– this figure will ensure we are optimising the levy Engaging with the sector MD’s, Heads of HR’s and HRBP’s has been key in getting the ball rolling and getting the levy on the agenda. The business have been full of questions, the most popular one being ‘how do we get the money back?’ So there has been an education piece that says “As we recruit apprentices into our business we will receive funding back from the Government to support the apprenticeship delivery. These funds will be managed centrally and as such the business should not budget for any return of funds to cover the payroll costs”.
- We have trained 3000 apprentices in the last 5 years, but have set ourselves the ambitious target of creating a further 1500 by the end of 2017. In March we launched the Compass Apprenticeship brand and campaign – “it’s the start of something big” and the campaign has helped to demonstrate our commitment to attract 1500 new apprentices by the end of 2017 In addition to enhancing our external comms, which is aimed at school leavers, we have introduced a large communication plan internally – currently our uptake is 0.75%, so we have 2.25% % of our workforce to engage. What we won’t do is mandate apprenticeships – the quality will suffer, retention will suffer – they’ll be no bums on seat of sheep dip approach within compass A big part of getting ready is robust processes, it’s easy to join and the quality of our offer underpins the programmes
- I’m willing to share our plans to be Levy ready – these are plans I have put in place since I joined the Compass giant at the beginning of the year. Jigsaw Training are our lead provider and we have developed a joint delivery model where we deliver the teaching and learning for our flagship culinary and leadership & management programmes, Jigsaw deliver the FS & Assessment, which is gearing us up to introduce the new standards. Our plans need to include not only the new standards, but also the end assessment – yes, we need to factor in 20% of the costs of delivery will go towards end assessment, but more importantly, as an employer led model, we need to think about being assessment ready – otherwise we won’t know if the way in which we deliver the new standards is right until the end assessment, which may be too late. Another consideration is the resource required to administer the levy. Now is also the time to include your payroll and finance functions, as more detail around the Digital Apprenticeship System emerges. As we have set targets for each of the sectors to work towards, it’s only right the we have an offer to meet their needs. Despite running 16 different apprenticeship programmes, we still have areas where there is no offer in place. We are developing electrical and plumbing routes in for our government services sectors Offshore in Scotland is big for us, as is the demand, Wales partnerships will follow suit Highers won’t necessarily give us volume, but we view the level 4 qualifications as a route in for A level students, in areas such as Finance and HR Whilst I’m not touting for business, tender opportunities are available And finally…
- Barista apprenticeships will give us an offer for a whole new market and a career pathway - we deliver the Speciality Coffee Assn of Europe (SCAE) Barista development programme, so we are looking at how this can embedded into the apprenticeship pathway – added value for the SCAE programmes, added value for apprenticeships – in place in readiness for the start of the levy
- I’m putting this out there, there are differing views to this approach. The cynical view is using programmes we already run to recover the levy, rather than the best way to invest in skills. I firmly believe apprenticeships are the best way to invest in skills, why wouldn’t we enhance our current offer and turn it in to an accredited, credible, quality controlled programme of development, in other words an apprenticeship.
- What we plan to do is keep a non qualification route on the shelf, accepting apprenticeships are not for everyone, but in the case of the team leader development options, the apprenticeship far outweighs the 6 month self led supervisor passport. Based on last years numbers, if ‘all’ the volume went through the apprenticeships, we will accrue £380k of the levy
- The same applies for leadership & management development where we have the Accelerate management development programme running alongside the advanced leadership & management level 3 apprenticeship programme – we are duplicating and offer here, that needs to be simplified. So, Accelerate will go, the apprenticeship will come into the forefront, and we are using our current L&D workshops, to create a 6 month non qualification route for those not wishing to pursue the apprenticeship, but in need of leadership & management training. This would generate a further £220k, based on the Accelerate numbers this year – so half a million pounds of levy optimisation
- Overall I feel in a positive place, I feel we are getting ‘levy ready’ Sourcing the right provider to support is critical, though their may be a stampede of employers all thinking the same, providers may become overwhelmed 90% of our workforce are 24+ so maximising the funding available will be a challenge, apprenticeships will not appeal to all We have 26 training providers/ colleges delivering apprenticeships across our sites – we need to join forces A huge chuck of our workforce are part time, so hours worked is a challenge And, very importantly the quality of our offer – we all know the risks for success rates when significant volume increase occurs THIS IS WHY PLANNING BUDGETING AND WORKFORCE PLANNING ACTIVITIES NEED TO HAPPEN NOW