Effective development methods for apprenticeship programmes - Tesco & Severn Trent

1. Effective Development
Methods for Apprenticeship
Programmes
Matt Higgs – New Talent & Technical Development Programme
Manager

2. • One of the largest water companies in the world
• Part of the larger Severn Trent Plc which has operations in 14
different countries and employs nearly 10,000 people
• Lowest combined water and waste water bills in the UK!
• Regulated by OfWat, the DWI and EA (among others)
• Prices and budgets fixed in five year periods called Asset
Management Periods (AMPS)
• Severn Trent hired it’s first apprentice nearly 150 years ago
Introducing STW
2

3. The Water Industry – Past & Present
3
Maintained
Performance
Careful
Management
Assets

4. The Water Industry - Future
Assets
Environment
Customers
Shareholders
Employees
Technology
Regulation &
Scrutiny

5. Delight our customers
Brilliant people working safely
Our five point plan to prepare for our changing
industry
The cleanest water
Fab financials
Digitally savvy

6. We didn’t have the programme we
needed
•Inherited inconsistency
•Little evidence of One-ST ethos
•Ambiguity around what constitutes competency in role
•Unchallenged behaviours
•Undervalued resource – don’t know what they are for
“THE BUSINESS DOESN’T NEED
APPRENTICES TO ASPIRE AND GROW’
Clearer apprentice strategy
Improved behaviours and alignment to One-ST
‘Best-In-Class’ delivery models
Enhanced standards, recognition and reward
More flexible & adaptable resource
Customer at the heart of everything that we do
What we had:
“Train to
Maintain”
What we
needed
“Develop To
Perform”

7. We re-set what we expected of apprenticeships
7 Presentation Title [ controlled | protected | internal | public ]
A single Talent Programme with multiple points of entry
Apprentice
Programmes
Line
Management
Trg
Business
Leadership
Programme
Severn Trent
Programme
Senior
Leadership
Development
Talent
Development
Centres
Snr Talent
Development
Centres
WFP
Business
Plan
Business
Plan
Business
Plan
Performance
Management
Performance
Management
Performance
Management

8. •Apprentice Assessment
Centre, supported by key
stakeholders/SME’s
•Re-designed to show
leadership potential as
well as technical capability
•Significant focus on
behaviours
SELECTION
•Exec input / lead sessions
•“One ST” Values-driven
•Business problem solving
•Thinking and doing the
right things
INDUCTION •All programmes now Level
3 with a level 4 top up
option
•Single location /
residential delivered
•Rotational basis
•Strong focus on self-
development and extra
curricular activities
PROGRAMME
We Integrated the Process –
Build Consistency & Encouraging Potential
8

9. Title
Effective development
methods for
Apprenticeship
Programmes
Nick McGlashan – UK
Early Careers Manager

10. • Worlds 3rd largest retailer
• Over 500,000 colleagues in 12
markets around the globe.
• UK’s largest retailer with 3,300 stores
and 310,000 colleagues
• We currently offer the following
development programmes:
• 19 Graduate programmes across
Stores, Distribution and the Office
• School leaver programme
• Apprenticeships at Level 2, 3 and 4
• Summer Internships
• ‘Options’ Internal development
Who are
we?

11. Early Careers Vision and Purpose
Our future is about attracting, developing
and retaining amazing colleagues.
Equipping, Enabling and
Inspiring them to fulfill their potential
• We deliver best in class programmes and
develop fantastic blueprints for the
business
• We bring diverse skills into the business
to deliver talent for our future
• We support colleagues on their learning
journey to become flexible leaders
• We make little differences every day to
make life better for colleagues on our
programmes

12.  Collaboration
 Empathy
 Responsivene
ss
 Resilience
 Innovation
 Authentic, honest
 Passionate
 Humble
 Bold & brave
 Knowledge
 Performance
 Delivery &
track record
 Analysing
problems
 Finding solutions
 Making decisions
Leadership at Tesco

13. Technology Apprenticeship – Level
4
Programme purpose:
• To attract and develop the next
generation who will build the IT systems
and technologies that underpin every
aspect of our business
• Delivered in partnership with
Hertfordshire Regional College
• Targeted at school leavers who have a
passion for technology and are driven
to get on
• Each apprentice has a Programme
Sponsor as well as individual mentor

14. F&F Apprenticeship – Level 4
Programme purpose:
• To develop the next generation of fashion buyers
and merchandisers who will lead F&F into the
future
• Delivered over two years, apprentices experience
Buying and Merchandising as well as studying for
a Level 4 Diploma at the Fashion Retail Academy
in London
• Targeted at filling skills gaps for these two
disciplines but apprentices are encouraged to
drive their own personal development throughout
the programme
• Each apprentice has a programme sponsor as
well as an individual mentor

15. Commercial Apprenticeship – Level 4
Programme Purpose:
• To develop a strong pipeline for
Merchandisers and Buyers across our
Commercial function
• We have written a bespoke programme
which will be delivered in conjunction
with an external training provider
• Apprentices will move across different
product categories during their
apprenticeship
• Each apprentice has a Programme
Sponsor as well as an individual
mentor

16. Apprentices Development
All our apprenticeships have a common core of activity that is managed
centrally. This is in addition to the technical aspect of the individual programme
• Master Classes
• Development days
• Monthly drop in sessions
• Training - both face to face and on line
• Talent cycle
• You matter to us survey
• Programme sponsor meeting
• Career discussion and Personal Development Plan
• School leavers need a higher level of initial support to integrate into the
world of work but once achieved their confidence and ability grows quickly.
In addition to the above all our apprentices are supported by an Early
Careers Programme Manager.

17. Apprenticeships It’s all about… making a personal contribution, being yourself and
working collaboratively to deliver what matters
build
strong trust
based
relationship
s.
.
Mastery
& Moving
Up (for
those
ready)
Getting
Started
Apprentice
Induction
Introducing you to
our vision and
purpose, history
and values.
Understanding your
contribution
as a team member
Taking
People
With You
(e-
learning)
Building strong
relationships by
having empathy
with colleagues
around you
Introduction
to
Leadership
(for those
ready)
Navigating the
shift to the next
level
Core skills (e-learning)
including:
Emotional Cycle of Change,
Plan-Do-Review,
Responsible-Accountable-Consult-
Inform,
Problem Solving Together,
Rapid Action Teams, Effective Meeting
Management,
Building Customer Loyalty,
Digital, Root Cause Analysis,
Collaboration, Empathy, Innovation,
Resilience, Responsiveness
StemofTTraining
build strong
trust based
relationships.
Presentation
Skills
(Programme
Course)
Hints and tips on
how to approach
a presentation,
a chance to
practise and get
some real time
feedback
build strong trust
based relationships.
Delivering
what Matters
Making the right
decisions to
effectively manage
your time and energy
build strong trust
based relationships.
Connecting
with Others
Connecting and
collaborating with
colleagues and customers
whilst staying true to
who you are
3 x Development Days
Year2(year3groupedin)Year1
Masterclasses
Influencing
Skills
(Programme
Course)
Influencing
4 x Development Days
Masterclasses
Personal
Brand &
Impact
(Programme
Course)
Being aware of,
and building a
personal
brand.
Understanding
your values and
impact. How to
be charismatic
Think on
Your Feet
(for those
ready)
Presenting
yourself in an
impactful way
build
strong trust
based
relationship
s.
People
Management
(Programme
Course - for those
ready)
Delegation,
coaching,
feedback, policy

18. December – April
• Finance For Non-
Financials
• Tesco Technologies
• Customer Loyalty
• Multichannel
• The Innovation
Team
May - August
• Discounters
• Subsidiaries: New
Food Experiences
• Subsidiaries:
Dunnhumby
• UK Business Plan
• Customer Service
Centre
• New
Markets/International
• Commercial
Awareness/Competito
rs
Year One and Two
Syllabus
December – April
• Decision Making
• Assertiveness and
Confidence
• Creativity and
Innovation
• Networking
• Managing Mind
Talk
May – August
• Building Your Career
• Becoming A Culture
Carrier
• Academy Online
• Public Speaking
• Project Management
• Making the Most Out
of Your Mentor
• Tesco Talent Cycle
Year One Year Two and Three
Masterclass
es