CBI East of England Education Conference


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  • Until now, their has been a structure to our development. The company has provided us with timetabled progression, and we have pushed to excel in those areas.Upon completion, what are our options?? Where can we go, what can we do??Ending the apprenticeship, potentially, only sparks the beginning of something elseThe next stage of our development is to understand what else we want to achieve/life objectives – ‘stabilisation period’.Long and short term targets can be identified that will help you reach your goalTransition into employmentApprenticeship to roleFlourish Position evolve.Reviewed throughout scheme so the transition is seamless
  • Slide 1So, as apprentices, we’re aware that there are the opportunities within the company for us develop and progress. However, upon completion of the scheme, many people question how much an ex-apprentice can actually accomplish. Until now, our development has been planned and structured. The company has provided a timetable for progression, and we have been pushed to excel. Now, we’ve finished the scheme, what do we do, where do we go, but most importantly, what are our options?? Well, the end of an apprenticeship is like the end of a first chapter in book, there's often more to come if you want it. Once we’ve found our feet in the company, we can begin setting targets. These should be short term and long term, and should be both realistic and stretching. Stretching,, because every high achiever has to overcome challenges, that’s what makes them stand out from the rest and progress within their chosen career. The continued progression will consist off 3 very important aspects Improving our theoretical knowledge through higher education Increasing our technical experience Gaining responsibility within the company that make you a valued member of the team.However, one vital feature of development, is to seize opportunities. As discussed earlier, they will often involve experiences that can help with continued progression. Either theoretically, or practically, every chance to do well should be identified, and ????Desire pro gain gress graspTime managementLoyal WorkforceExtensive working relationshipsMaturityCompany nurturedFlexibilityStrong work ethic
  • CBI East of England Education Conference

    1. 1. CBI Education and Skills.Russell Rickett, Chris Borrett, Richard Nash, Dan Clay22nd January 2013
    2. 2. Why am I the one talking to you?• Russell Rickett • Left school at 16 and entered an Apprenticeship with e2v • Went on to HNC level in Manufacturing Engineering after starting as a toolmaker and aspiring to develop further. • I am now a Senior Mechanical Design Engineer • Currently managing Apprentices. • Well positioned to judge if this style of learning has worked for me as well as the business. Slide 3
    3. 3. Misunderstanding within Engineering. • Car Mechanic • Neil Armstrong • Boiler Repair Man Slide 4
    4. 4. Are apprenticeships the way forward Life skillsAcademic learning Businessawareness Slide 5
    5. 5. What is an apprenticeship?“An Apprenticeship is a real job with training so you can earn while you learn and pick up recognised qualifications as you go.” Taken from The National Apprenticeship Service (NAS) website www.apprenticeships.org.uk Slide 6
    6. 6. MisconceptionsSome Apprenticeship Misconceptions • Reduced opportunities • Lower standard of learning • Less potential • ImmaturityApprentice Stereotype • Low IQ • School “Drop-Out” • Lack of motivation • Lack of ability Slide 7
    7. 7. Where did we start ?Our Backgrounds • Left school at 16 – Chris & Dan • Further Education - RichardWhat were we looking for? • Further/Higher Education • Skills for Life • Career Experience • Technical KnowledgeWhy did we choose an apprenticeship at e2v? • Seeking opportunities. • Ready for a challenge Slide 8
    8. 8. e2v Apprenticeship Structure Year 1 Year 2 Year 3 Induction NVQ Level 3 / BTEC Level 3 NVQ Level 3 / BTEC Level 3Performing Engineering Ops. Business Rotations continued Long Term Placement continuedNVQ Level 2 / BTEC Level 2 Essential Skills Training / Interviews End of Apprenticeship Development Business Rotations Long Term Placement Slide 9
    9. 9. Experiences through Opportunities• Represent your organisation.• STEM Ambassadors, (Science technology Engineering and Maths)• Build working relationships• Develop independence• Valued team member• Skills development• Gain an understanding of company operations• Gaining core engineering abilities Slide 10
    10. 10. “You get out, what you put in”. CEO & Directors Management Engineers & operators Apprentices Slide 12
    11. 11. Our Next Steps, the sky is the limit.• Aspiration Practical - Setting realistic targets Experience• Continued Progression - Educational Knowledge – Degree / PhD - Technical Experience - Responsibility (Independence) Theoretical• Grasping Opportunities Understanding Slide 13
    12. 12. Are Apprenticeships worth the Effort? Genuine Occupation Interest Contribution Transferable & Skills commitment Extensive Company Working Nurtured Relationships Slide 14
    13. 13. Business Benefits• Employees skills specific to business needs• Well rounded employees• General business knowledge• Providing a future for our business‟s • Push boundaries and bring new vigor• Builds talent pipeline • 83% of employers rely on their Apprenticeships programme to provide the skilled workers that they need for the future; • 57% report a high proportion of their apprentices going on to management positions within the company; (Figures from Earlier research, conducted in February 2008 by Populus on behalf of the LSC (Learning and Skills Council) to launch the first National Apprenticeship Week) Slide 15
    14. 14. Where are they now?• Matt Mooney • 3rd year apprentice • Won apprentice of the year for 2012 • Lead technician Engineer on 2 development thermal cameras. Slide 16
    15. 15. Where are they now?• Chris Davies • Now a Facilities Project Engineer. • Completed HNC & NVQ level 3, July 2012 • Sole responsibility on projects up to the value of £300K Slide 17
    16. 16. Where are they now?Justine Buckley • Completed apprenticeship in 2007 • Now in the final year of a Degree in Integrated Engineering • Covering Electrical, Mechanical, Maths and People skills. • Now an Engineering Manager leading a team of 11 ranging in skill from technician through to Principal Engineer. • On accelerated Talent Management programme. Slide 18
    17. 17. The Challenges• Raise awareness • Apprenticeships • School engagement • Industry• Improve engagement with both boys and girls.• Continuing the programme and investment through downturns.• Continuous improvement. Slide 19
    18. 18. Ask not what you can do for Apprentices, but what Apprentices can do for you. Slide 20
    19. 19. Slide 21
    20. 20. CBI Conference 22nd February 2013Joanne Collins – Divisional HR Manager Dalehead Foods Ian Simmons – Head of Faculty Business Enterprise Linton Village College
    21. 21. We are a Double Act!
    22. 22. We are a Double Act!
    23. 23. Who are Dalehead Foods?
    24. 24. Who are Dalehead Foods?• A division of Tulip Ltd• Farming division (BQP) – Outdoor bred pigs• Four manufacturing sites (3 East Anglia)• All dedicated to Waitrose• Supply 100% - Fresh Lamb, Fresh Pork, Cooked Meats, Bacon and 60% Sausages• Employ 1500 people as a division
    25. 25. Dalehead Foods Waitrose Dedicated SitesProcurement (pigs)Stradbroke, SuffolkAbattoir (pigs)Spalding, LincolnshireButchery to finished productPork, Sausage, Added ValueLinton, CambridgeshireButchery to finished productBacon, fresh lamb, Added ValueBury St Edmunds, SuffolkButchery to cooked finished productCooked MeatsPre cooked BBQ rangeCorsham, Wiltshire
    26. 26. Dalehead Foods Dedicated to Waitrose• The Waitrose Way – Treating People Fairly – Living Well – Championing British Food – Treading Lightly
    27. 27. Dalehead Foods Being a Responsible Employer• Recognising the role good businesses have in the local community• Devoting time to volunteering• Supporting local charities and fund raising events• Taking part in local community initiatives• Engaging with young people in the local community• Part of our ASPYRE programme (Aiming to support young people in the rural environment)• Being a great Company to work for• Being Best In Class!
    28. 28. Linton Village College• Opened 75 years ago inspired by Henry Morris• Vision was to provide education for all• Currently 860 students 11-16• 92% A* - C• 73% A* - C including English & Maths• A passion for Business & Enterprise
    29. 29. Linton Village College• LVC Outstanding Ofsted 2012 ‘Linton Village College provides an outstanding all-round education for its students’ Ofsted 2012• Academically robust – Over 60% of lessons seen were Outstanding• A powerful combination of outstanding teaching and the rich diversity of our extra-curricular offer• Avoid the temptation to be an ‘exam factory’
    30. 30. Linton Village College• Business & Enterprise Specialist School from 2002• Excellence in providing enterprising and work related learning opportunities• Developed many business relationships over the last 10 years• Developed the Cambs & Peterborough Enterprise Learning Partnership• SSAT Lead Practitioner for Business & Enterprise• Lead on Business & Engineering Diplomas locally• Delivered Young Apprenticeships• Actively involved in STEM
    31. 31. Why BITC?• Founded funded and led by business• 30 years experience• 850 Corporate members• Business led charity• Provides practical support to integrate responsible business practice• Facilitates tackling issues where business can make a real difference
    32. 32. Why Business Class? The Business Class programme is an excellent example of how schools can take advantage of the expertise and experience that the business world has to offer” Rt Hon Michael Gove MP Secretary of State for Education
    33. 33. Business Class Framework“ • Provides a systematic & proven framework • Rooted in the needs of the school • Underpinned by Strategic Support • And Collaborative Action! • 200 Business Class partnerships (500 by 2015) • Share best practice • Identify common challenges • Accelerate improvement
    34. 34. The Scale of the Problem “one in two adults has numeracy “One in six people in the UK skills roughly equivalent to those struggle with literacy. This means expected of children at primary their literacy is below the level school” expected of an eleven year old”1.8m employed people in the UK 1 million young 64% of young peopleare considered not to have the people aged say they learn bestskills needed to perform their job outside the classroom 16-24 are NEETeffectively.Over 70% of post-graduate students studying ( Not inscience, technology, engineering and maths Education,subjects in the UK are from overseas Employment orBy 2014 the UK will need an extra 730K people with Training)STEM qualifications compared to 2007 (CBI)
    35. 35. The perils of averages around youth unemployment
    36. 36. Dalehead & Linton CollegePartners since November 2011
    37. 37. Partnership Aims & Objectives• Form a key part of our CSR strategy• Support our values - a responsible neighbour and giving back to the local community and being an employer of choice• Support the values of Waitrose• Add real value to Dalehead & LVC
    38. 38. Partnership Launch Enterprise Award 2011• Deliver a Food Technology Lesson• To 160 year 9 students on Product Development• Challenge- develop Olympic Theme product for Waitrose• Ten finalists teams selected to present their idea and compete for the Enterprise Award• Presentation day – Pork Powerballs is our winner!• All 30 finalist students return to visit the site• Site Tour, Making Bacon and Sausages, Presentation on career opportunities
    39. 39. BITC – Community Impact Award
    40. 40. Winning Product - Pork Powerballs (available at lunch!)
    41. 41. Welcome Back
    42. 42. What did you want to be when you left school?
    43. 43. Partnership grows from strength to strength• Support curriculum and bring study alive! – Diploma in Engineering/Diploma in Business Studies• Work Experience programmes – meaningful and fun!• Careers talks during Enrichment Week• Sponsored a Food Writer during Linton Book Week• Work together on charity and community projects – Macmillan and Mandela Day• Supported the school in reviewing Administration function – to improve school efficiencies• Enterprise Award 2012 – Sausage Challenge
    44. 44. ‘ for every business to act responsibly and so ensure a sustainable future for all’Specialised workshopsWork ExperienceCareer opportunities
    45. 45. What we have achieved so far...• Introduced students to career opportunities within the food industry• Enhanced our reputation locally• Given our employees opportunities to develop new skills and give something back• Delighted our customer• Delighted my MD!
    46. 46. Partnership Benefits to Dalehead• Supports our values of being a responsible business• Supports our commitment to the local community• Promotes our reputation - a good employer• Enables us to support the learning opportunity of young people living locally to our business• Inform and Inspire local young people to consider career opportunities within the food industry and our business• Gives our employees the chance to develop new skills – presentation, mentoring, organising, giving something back. Promotes Staff Engagement.
    47. 47. Partnership Benefits to LVC• Supports our commitment to a ‘Outstanding all-round education’ for our students• To instil entrepreneurship and risk taking amongst all our students• To think about their education in the broadest sense and how it fits into the global economy• To embed and engage our students in the world of work• To extend the most able our ‘Gifted and Talented’• To give staff opportunities to extend the professional development• Supports the wider development of LVC and its staff
    48. 48. Partnership Benefits to Dalehead• Clearly demonstrates the alignment of our values to those of Waitrose• Helping us deliver Excellence to Waitrose• Embracing the Waitrose Way – Treating People Fairly – Community Matters – Championing British Food
    49. 49. Delighting our Customer You Tube Clip Filmed by Quentin Clarke Head of Sustainability and Ethical Sourcing for WaitroseEnterprise Award 2012 – Sausage of the month for Waitrose
    50. 50. Looking Ahead!• Develop further initiatives with Dalehead/LVC• Supporting careers day in June 2013• Considering Apprenticeships and Scholarships• In 14 months we have achieved a great deal but there is so much more that we can do!• How you can get involved?• Cambridge Business Class• LVC Careers Day June 2013
    51. 51. How can you help ‘Raiseambition for all’ CBI 2012
    52. 52. Want to know more?• Linton Village College Careers Day June 2012If you are interested or would like furtherinformation on our story please contact meian.simmons@lvc.org•Dalehead Foods supporting Business Class. Ifyou would like to know more contact mejoanne.collins@dalehead.co.uk
    53. 53. Thank you
    54. 54. CBI Eastern Region Conferencewww.ascl.org.uk
    55. 55. CBI Eastern Region Conference Schools and employers – issues and challenges Brian Lightman General Secretary ASCLwww.ascl.org.uk
    56. 56. CBI Eastern Region ConferenceThe Association of School and College Leaders• The first choice professional association for secondary school and college leaders.• Members in 90% of secondary schools, 6th form and general FE colleges in England, Wales and NI + sister organisation School Leaders Scotland.• 80% of secondary heads.• 17000+ school and college leaders.www.ascl.org.uk
    57. 57. CBI Eastern Region ConferenceThere has never been a more important time for educationand employers to work together.www.ascl.org.uk
    58. 58. CBI Eastern Region ConferenceSHIFT HAPPENS – Karl Fisch• We are currently preparing students for jobs that don’t yet exist . . .• using technologies that haven’t yet been invented . . .• in order to solve problems we don’t even know are problems yet.www.ascl.org.uk
    59. 59. CBI Eastern Region ConferenceThe challenge!• Professor Dylan William„We are destroying jobs faster than we can improve youngpeoples‟ achievements.‟www.ascl.org.uk
    60. 60. CBI Eastern Region ConferenceMore challenges• The economy, globalisation, technological advances.• Raising the participation age• School accountability• Government priorities for curriculum and qualifications.• A long history of vocational courses being the „Cinderella‟• Communications• Careers guidance• Pressure on employers• Need for consensuswww.ascl.org.uk
    61. 61. CBI Eastern Region ConferenceWhat is education for?• Personal empowerment• Cultural transmission• Transmission of knowledge• Development of behaviours, attitudes and skills.• Preparation for citizenship• Enabling young people to lead fulfilling lives• Preparation for work.www.ascl.org.uk
    62. 62. CBI Eastern Region ConferenceRaising of the Participation Age (RPA)• From Summer 2013 all young people will be required to continue in education or training until end of academic year in which they turn 17. Eg. current year 11• Expectation that they continue to study core subjects if not yet passed.• From 2015 they will be required to continue until 18th birthday.• Participation= full time education in school, college or otherwise• Apprenticeships• Full time employment, volunteering or self employment with part time accredited education or training alongside.www.ascl.org.uk
    63. 63. CBI Eastern Region ConferenceASCL survey: To what extent has your local authorityprepared for RPA? They are on target for 4% implementation They have been consulting 29% schools and colleges They have put/are putting in 35% place a preventive strategy for NEETS Effective careers guidance 11% systems are in place The LA has not put anything 51% in place to implement RPAwww.ascl.org.uk
    64. 64. CBI Eastern Region ConferenceIndependent advice and guidance - challenges • Funding and accountability measures • Competition pressures – the elephant in the room. • Access to face-to-face guidance for under 19s • Access to relevant „trusted information‟ on labour markets • Lack of clarity and confusion about routes and implications of RPA • Consistency / variable quality / access to services • Professional training and development for capacity building of intermediaries • NCS „USP‟ and its links to business and the wider careers support market – relationship and focus? • Making explicit the expected role of Government, employers and individuals • A clear business case needs to be made in favour of all-age careers services. Success will look like ...... Agreeing a future shared vision for careers workwww.ascl.org.uk
    65. 65. CBI Eastern Region Conference Independent advice and guidance -opportunities• There has never been greater need for career development support given choices, complexity and competition• Raising aspirations and injecting hope in a climate of cuts backs and austerity measures• Feedback from employers –CBI, Education & Employers Taskforce, LEPs, British Chambers of Commerce, Heseltine, Richard and Select Committee Reviews• New curriculum and employment-based routes – need to educate individuals to navigate successfully through evolving and new arrangements• Returns on Investment – need to make it worthwhile for individuals to engage in learning and work• Careers work - evidence and impact findings show positive returns for individuals, the economy and society.• Links to high performing systems within and outside of England• Opportunities for institutions to determine own provision (?) and rising demand for more information on destinations and career trajectories• Opportunities for collaboration, maximising limited resources and innovation www.ascl.org.uk
    66. 66. CBI Eastern Region ConferenceOpportunities to work together• Speakers for Schools www.speakers4schools.org• Inspiring the Future http://www.inspiringthefuture.org/• Other initiatives like Business Class• School governance• Volunteering/assistance/support/dialogue• Placements for school staff and employers – two way process.• „Work experience‟, work related education, careers education.www.ascl.org.uk
    67. 67. CBI Eastern Region Conferencewww.ascl.org.uk
    68. 68. CBI Eastern Region Conference The wrong questionwww.ascl.org.uk
    69. 69. CBI Eastern Region Conferencewww.ascl.org.uk
    70. 70. CBI Eastern Region ConferenceThe challenge of seeking a consensus.• Development of a clear, widely-owned and stable statement of the outcome that all schools are asked to deliver. This should go beyond the merely academic, into the behaviours and attitudes schools should foster in everything they do. It should be the basis on which we judge all new policy ideas, schools, and the structures we set up to monitor them.www.ascl.org.uk
    71. 71. CBI Eastern Region Conferencewww.ascl.org.uk
    72. 72. CBI Eastern Region Conferencewww.ascl.org.uk