Apprenticeship reforms july 2016
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Apprenticeship reforms july 2016
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Apprenticeship reforms july 2016
- 1. Want to learn more about partnering with us? See our company page: https://www.linkedin.com/company/pathwaygroup APPRENTICESHIP REFORMS July 2016
- 2. Want to learn more about partnering with us? See our company page: https://www.linkedin.com/company/pathwaygroup The SFA Commitment to Reform • 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.
- 3. Want to learn more about partnering with us? See our company page: https://www.linkedin.com/company/pathwaygroup WHY? Rationale for Reforms WHY? Rationale for Reforms Employer Driven Employers designing apprenticeships to make them more responsive to their needs and the future economy, and controlling funding Simplicity Simplifying apprenticeship standards so that they are shorter and more accessible Quality Improving the quality of apprenticeships so that they are viewed with the same esteem as University
- 4. Want to learn more about partnering with us? See our company page: https://www.linkedin.com/company/pathwaygroup WHAT : Main Elements of Reform 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 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 Continuing to drive up the quality of apprenticeships Give employers greater control over funding Enabling employers to be intelligent customers, getting the training they want and driving up quality
- 5. Want to learn more about partnering with us? See our company page: https://www.linkedin.com/company/pathwaygroup HOW: Delivery so far • Over 1400 businesses in over 100 sectors involved • 241 standards published so far • 114 ‘ready to deliver’ – standard and assessment plan approved, funding Cap allocated • Over 172 standards in development • Around 40% of standards so far are for • Higher and Degree apprenticeships
- 6. Want to learn more about partnering with us? See our company page: https://www.linkedin.com/company/pathwaygroup HOW: Delivery so far • Standards developed/in development 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 P A T H W A Y S
- 7. Want to learn more about partnering with us? See our company page: https://www.linkedin.com/company/pathwaygroup 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 ConsultationOnline Consultation Delivery Monthly submission dates and regular publication on direct.gov HOW: Trailblazers design standards and assessments
- 8. Want to learn more about partnering with us? See our company page: https://www.linkedin.com/company/pathwaygroup WHEN: Transitional arrangements • The government 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 • There will be dual running in the interim, with potential switch off of some frameworks/pathways earlier than others • Notice was given to withdraw the first seven frameworks in March 16 - these frameworks have closed to new apprenticeship from 1 June 2016. Since then batch two has been completed and currently consulting on batch three is taking place which closes on 3rd August 2016.
- 9. Want to learn more about partnering with us? See our company page: https://www.linkedin.com/company/pathwaygroup Standards are • Designed and written by employers • Clear and concise, typically no more than two pages long • Include occupation title, occupational profile, ‘knowledge, skills and behaviours,’ typical duration, any mandatory qualifications, entry requirements, professional recognition, level, review date • The minimum requirements for English and mathematics • A minimum length of 12 months – some standards may take longer • May include Core and options
- 10. Want to learn more about partnering with us? See our company page: https://www.linkedin.com/company/pathwaygroup What is an Assessment Plan? • 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.
- 11. Want to learn more about partnering with us? See our company page: https://www.linkedin.com/company/pathwaygroup A Good Assessment Plan will • Focus on describing the end point assessment (It should only briefly describe what on-programme elements – which can only be recommended) • assess the Apprentice in a holistic way, across the standard, to ensure they are fully competent. • deliver rigorous, high quality, assessments to maintain standards over time. • ensure that the Apprentice is assessed fairly in an independent and impartial way. • allow each employer the freedom to decide who undertakes the assessment
- 12. Want to learn more about partnering with us? See our company page: https://www.linkedin.com/company/pathwaygroup 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 with another method of assessment • Observational assessment • Written and multiple choice test • Virtual assessment, such as online tests or video evidence as appropriate to the content
- 13. Want to learn more about partnering with us? See our company page: https://www.linkedin.com/company/pathwaygroup Benefits • 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
- 14. Want to learn more about partnering with us? See our company page: https://www.linkedin.com/company/pathwaygroup Further Information • Government hub page on apprenticeship reforms updated with all of the latest information: https://www.gov.uk/government/collections/apprenticeship-changes • Published standards and those under 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 • Online survey for feedback on EOIs, standards and assessments plans: https://www.gov.uk/government/publications/apprenticeship-standards- changes-to-the-process-for-approvals • Easy reference listing of all standards: https://www.gov.uk/government/publications/apprenticeship-standards-list- of-occupations-available
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
- 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.
- 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 end-point assessment must involve more than one method
- 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.