The changing landscape for funding apprenticeships and training safaraz ali

1. The Changing landscape for funding
Apprenticeships and training in Healthcare

2. The new Apprenticeship Levy is set to change the way that
private and public companies use apprentices when it comes
into play on April 6, 2017

3. The Specification of Apprenticeship
Standards for England (SASE)
The Specification of Apprenticeship Standards for England
(SASE is statutory and was first published in January 2011. It
governs what must be included within apprenticeship
frameworks in England. SASE sets out how the
apprenticeships must be named, delivered and what (if any)
alternative qualifications may be used.
It also outlines the requirements for Key and Functional Skills,
Employment Rights and Responsibilities (ERR), Person
Learning and Thinking skills (PLTS) and Guided Learning
Hours (GLH).

4. Apprenticeship reforms mean that SASE
Frameworks are being withdrawn over a period of
time.
Last start dates are known below:
30th November 2016
• L2 Apprenticeship in Health (Informatics)
• L3 Apprenticeship in Health (Informatics)
• L3 Apprenticeship in Health (Pathology Support)
• L5 Apprenticeship in Health (Assistant
Practitioner)
• L2 Apprenticeship in Health (Clinical Healthcare
Support)
• L3 Apprenticeship in Health (Clinical Healthcare
Support)
• L3 Apprenticeship in Health (Dental Nursing)
• L3 Apprenticeship in Health (Maternity and
Paediatric Support)
• L3 Apprenticeship in Health (Perioperative
Support)
To be confirmed
• L2 Apprenticeship in Health (Emergency
Care)
• L3 Apprenticeship in Health (Allied Health
Profession Support)
• L2 Apprenticeship in Health (Optical Retail)
• L3 Apprenticeship in Health (Optical Retail)
• L2 Apprenticeship in Health (Pharmacy
Services)
• L3 Apprenticeship in Health (Pharmacy
Services)
• L2 Apprenticeship in Health (Healthcare
Support Services)
After the last start date it will not be possible to register apprentices on these frameworks, before
that date registrations can continue as normal.

5. Skills for Health – the Sector Skills
Council
Champions the benefits of workforce learning and
development based on competences / National Occupational
Standards (NOS).
As a Sector Skills Council, they have the responsibility for
developing and maintaining all the UK NOS for healthcare
occupations
Occupational Standards can be accessed via their website
https://tools.skillsforhealth.org.uk/competence_search/

6. Relationship and Obligations
The SFA are keen and will be monitoring the relationship between the training
provider and the employer
Requirement for 20 % requirement for off the job Training
– This is as part of the working week and not just the training element i.e. for an
apprentice working 5 days a week this would mean they must attend of the job training
at least for 1 day. Any Functional Skills will be on top of this requirement this could
cost the employer £3,000 in covering at minimum wage to cover the workload.
– This could be done at the workstation but must not be in a productive role within the
organization so it could purely a training exercise for example.
The employer will either pay into the Levy system or pay 10% to the training
provider
– NO monitory or payment in kind can be given to the employer from the provider as the
SFA sees the funding being for the use of training related activity only.
The employer is required to ensure training complies with funding rules
– Any breach could lead to employers having to pay the funding back to the Skills
Funding Agency

7. Apprenticeships Issues and Concerns
Already operating under tight margins within the sector and having
to arrange cover for staff who are undertaking the 20% off the job
element of their training
Risk of Non-Compliance and being legally responsible for any claw
back of funding
How do you Ensure Value for Money
How do you ensure quality of the chosen provider
– How do you benchmark standards achievement rates as there are no
standard achievement rates
End point Assessments - many standards don’t have end point
Assessment organizations yet so their is some uncertainty around
what and how end point assessment will take place

8. Alternative to Apprenticeships

9. Advanced Learner Loans
Advanced learner loans are available for individuals aged 19 or above to undertake
approved qualifications at Levels 3 to Level 6, at an approved provider in England.
Advanced learner loans give individuals access to financial support for tuition costs
similar to that available in higher education and are administered by Student Finance
England.
The availability of loans at Level 3 for 19 to 23 year olds does not replace an
individual’s legal entitlement for full funding for a first full Level 3 qualification.
Advanced learner loans are paid directly to the college or training organisation on
behalf of an individual.
They are not means tested or subject to credit checks and any individual who meets the
criteria will be able to apply for a loan regardless of their current employment status.
Advanced learner loans can provide an alternative to the apprenticeships route
or additional progression opportunities

10. Traineeships
Introduced in 2013, Traineeships provide an education and training
programme which focuses on the needs of the employer to provide
young people with the skills and work experience they will need to
enter employment in the care sector or to progress onto an
Apprenticeship.
Traineeships are made up of:
Work preparation training, such as CV writing, developing a
personal statement and job searching
– English and Maths support (unless the young person has already achieved
a GCSE A* - C in those subjects or a functional skills qualifcation at level 2)
– a quality work experience placement with an employer, lasting from six
weeks to five months.

11. Benefits of delivering a traineeship?
• Do you struggle to fill vacancies or Apprenticeships?
Traineeships are flexible and by working closely with training
providers you can tailor the Traineeships to meet the needs of your
business.
You decide how the programme is delivered which will help you to
find the right people with the right values.
They also provide:
– a stepping stone for young people before being employed in a permanent
role or before starting an Apprenticeship. Enabling them to become ‘work-
ready
– Help to develop a loyal and skilled workforce

12. ESF Skilled Support for the Workforce
This is funded via the European Social Fund and open to SMEs
(companies employing less than 249)
It provides opportunities to complete short accredited and non –
accredited training focusing on your needs
It operates in most areas of England with the exception of
Birmingham and is FREE to your organisation.
Providers vary from area to area the quickest way to find a SSW
provider would be to search via google if this fails contact your
local council or LEP who should be able to inform you of who to
speak to.
Please note this funding route only runs until July 2018 although
some areas may finish earlier.

13. Workforce Development Fund (WDF)
The Workforce Development Fund (WDF) is funding from the Department of Health which is
disbursed by Skills for Care. It’s a limited pot of money which funds qualification units and
supports the ongoing professional development of staff across adult social care in England.
Any adult social care employer operating in England can apply
Examples of what could be claimed:
– Level 2 Diploma in Health and Social Care (Adults) (46 credits) - up to £690
– Level 3 Diploma in Health and Social Care (58 credits) - up to £870
– Level 4 Diploma in Adult Care (minimum 70 credits) - up to £1050*
– Level 5 Diploma in Leadership for Health and Social Care and Children and Young People’s Services, adult
pathways (minimum 80 credits) – up to £1200*
– Level 2 Award in Supporting Individuals with Learning Disabilities (12 credits) – up to £180
– For further information visit http://www.skillsforcare.org.uk/Learning-development/Funding/Workforce-
Development-Fund/Workforce-Development-Fund.aspx
Although current application are now closed for this year it may be work keeping an eye on
this and other oppertunites

14. The Full Cost Option
Many training providers can also offer you a streamlined
training option outside of Apprenticeships many of these not
requiring staff to do the 20% of the job element that could
save you £3,000+ in staff cover (opportunity costs)
This training can be fully customisable to fit around your
needs and could be the most cost affective way of getting the
skills your staff need
No Ofsted or risk of claw back
However, you will need to ensure quality of delivey

15. Register of Apprenticeship Training
Providers (RoATP)
Three Routes Available
Main providers
Employer providers and
Supporting providers
The RoTAP is now open until the 7th April for submissions; you will
need to complete a series of questions at
https://fasst.bravosolution.co.uk these focus around quality and
your financial standing and upload your latest set of yearly
accounts.

16. Main Provider Route
From 1 May 2017, main providers are able to:
Deliver apprenticeship training to employers that will use the
apprenticeship service to pay for apprenticeship training
Deliver apprenticeship training to their own apprentices, or
apprentices of their connected companies’, if they will use the
apprenticeship service to pay for apprenticeship training
Deliver apprenticeship training as a subcontractor
They were also able to tender for up to £5Millions of funding
to delver training to non-Levy payers

17. Employer Provider Route
From 1 May 2017, employer providers are able to:
Deliver apprenticeship training to your own apprentices, or apprentices of your
connected companies’, if you will use the apprenticeship service to pay for
apprenticeship training
– This includes delivering apprenticeship training as a subcontractor your own apprentices or
apprentices of your connected companies’.
This type of direct delivery to your staff will put you totally in the driving seat. However,
it does come at a cost
in terms of diverting you away from your main area of business
Your will be directly inspected by Ofsted and any require you to be responsible for
contract compliance dealing with the awarding bodies, arranging end Point
Assessment and ensuring the quality of any delivery
Even established large colleges have at times failed to maintain the standards required
and negative Inspection report will be published and may reflect on your main business
activity.

18. Benefits of using an external provider to
delver your training and Apprenticeships
Your company primarily focuses on delivering a product or service, and
not on designing complex training programs, so it’s no wonder that
bringing in a training partner can offer a number of positive returns.
Here’s a look at just some of the benefits
Improved organizational efficiency.
Hiring an outside training provider allows your organisation to focus on
its core competencies.
Qualified training providers can help align training initiatives with key
business objectives, ensuring any and all training efforts support larger
company goals.
Ideally, a training partner may also assist in implementing post-training
follow up courses and refreshers.
– These can help organisations maximize learning ROI and better determine
training’s impact on your company operations, culture, etc.

19. Benefits of using an external provider to
delver your training and Apprenticeships
Better control training costs.
When an organization manages training programs internally,
it is responsible for both the training activities (content
development, delivery, logistics, post-training follow up, etc.),
and other – often unseen – training costs.
– A significant amount of company time and resources may be poured
into these programs.
• An external training provider can help identify and reduce these unseen costs,
and will even bear some of the risks associated with the process.
– This creates maximum value for your training spend which, ultimately, frees up funds
for additional training activities. In addition, training providers regularly invest in tools
and processes to drive further efficiencies.

20. Benefits of using an external provider to
delver your training and Apprenticeships
Access to expertise.
This aspect is especially important to companies that do not have a deep
bench of subject matter experts
When cultivated correctly, an outsourced training provider who is a true
partner can help develop new training paths for your organisation and
further align training spend with business requirements.
Hiring an expert to lead a training initiative can also ensure a higher level
of learning consistency across the business.
Those in the training program will benefit from exposure to proven
training techniques, and ideally learn the skills they need in a more
efficient and effective manner.
– The quicker new skills are learned, the quicker they can be applied to the business,
which can translate into a competitive advantage.

21. Supporting Provider Route
From 1 May 2017, supporting providers are able to:
Enter into subcontracting arrangements that total up to
£500,000 per year
– This is the aggregation of all contracts they will hold with providers or
employer providers for apprenticeship delivery.
– If you are accessing apprenticeship delivery via a subcontractor you
will be informed of who the lead provider contractor is and their
relationship