Apprenticeships in Yorkshire and Humber Bev Moxon Employer Delivery Services Manager

#madebyapprentices

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National Apprenticeship Service

Contents

• Performance

• Priorities

• New Developments

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National Apprenticeship Service

Apprenticeships in Yorkshire 2012/13

Starts National Yorkshire

16-18 114,350 (-12.0%) 14,970 (-16.8%)

19-24 164,960 (2.2%) 19,250 (-2.0%)

25+ 229,660 (0.2%) 25,550 (-3.9%)

Total 508,970 (-2.2%) 59,770 (-6.9%)

Intermediate 292,280 (-11.2%) 36,280 (-13.1%)

Advanced 207,230 (10.3%) 22,700 (3.1%)

Higher 9,460 (155.9%) 790 (92%)

Q4 SFR

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Skills Funding StatementSubtitle here

National Apprenticeship Service

• Traineeships• Wider access includes >24 • Removal 16 hr Rule

• Apprenticeships• £40m Higher Apprenticeships• Removal from Adult Learning Loans• English and Maths• AGE continues

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National Apprenticeship Service

Priorities 2013/14

• Over £100m investment – Value for Money• Last year almost 60k starts • Employment for Young People (min.10%)

• 17,500 starts 16-18 • 22,500 starts 19-24• 50% (all ages) Advanced or Higher• Traineeships• Quality - Strengthen Brand• Further Higher Apprenticeships

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Aspiring to higher levels

Levels of Apprenticeships

8Higher Apprenticeships - Frameworks

Accounting L4 Food and Drink L4

Advanced Manufacturing Engineering L4 Hospitality Management L4

Advertising and Marketing Communications

L4 Human Resource Management L5

Agriculture L4 Insurance L4

Banking L4 IT, Software, Web and Telecoms Professionals L4

Business and Administration L4 Life Sciences L5

Business, Innovation and Growth L5 Management L5

Care Leadership and Management L5 Professional Development for Work Based Learning Practitioners

L5

Construction Technical and Professional L5 Professional Services: Audit, Tax, Management Consultancy L4

Contact Centre Operations L4 Project Management L4

Employment Related Services L4 Providing Financial Advice L4

Express Logistics L5 Public Relations L4

Facilities Management L4, L5 Supply Chain Management L5

Fashion and Textiles: Technical L4 The Water Industry L4

Why Reform?

‒To meet the needs of the future economy and businesses.

‒To ensure Apprenticeships are more rigorous and responsive to the needs of employers following Richard Review

‒Apprenticeships viewed with the same esteem as University

What are the main aims of the reforms?

High qualityHigher expectations of

English and Maths, more assessment at end of Apprenticeship and

introducing grading.

Employer drivenEnsuring rigorous training that will

support economic growth

SimpleComplex frameworks to

be replaced by standards of around one page

written by employers.

Trailblazers Phase1

Phase 1 Trailblazers cover the following 8 sectors:

•Standards for 11 occupations are published on Apprenticeship website http://www.apprenticeships.org.uk/employers/steps-to-make-it-happen/apprenticeship-standards.aspx

Aerospace Automotive

Financial Services

Life & Industrial Sciences

Energy & Utilities

Food & Drink Manufacturing

Electrotechnical

Digital

Trailblazers and Standards

Phase 2 Trailblazers 29 sectors announced developing 35 Standards

Accountancy ActuaryAdult Social

CareAirworthiness

AutomotiveRetail

Aviation Butchery Cinema Civil Service Construction

Conveyancing Craft Dental Health Early YearsEmerging

Technologies

Hair and Beauty HorticultureHospitality and

TourismHousing Insurance

Land-based Engineering

Law Maritime Media Nursing

PropertyServices Rail Design Retail Travel

Suggested Funding Model

Element B

66%

Government

1 £18,000

2 £8,000

3 £6,000

4 £3,000

5 £2,000

Element B

33%Element A Element C

Employer 16-18 Small Firm (<50)

AchievementEnglish & Maths

£9,000 £5,400 £2,700 £2,700 £942

£4,000 £2,400 £1,200 £1,200 £942

£3,000 £1,800 £900 £900 £942

£1,500 £900 £500 £500 £942

£1,000£600 £500 £500 £942

Vicky Riseham

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Employer Engagement Conference April 2013

Background InformationAt the end of August 2013, the National Apprenticeship service commissioned Hull City Council to carry out a piece of work until March 2014 to undertake direct, focused employer engagement activity to increase take-up of 16 – 18 year old apprenticeships in Hull.

Hull is a considered an Apprenticeship decline hotspot (particularly for 16 – 18 year olds) and as such has chosen to invest in some coordinated City wide employer engagement activities.  This work has been done independently to the day to day employer engagement activities of local training providers within the City.  A significant part of this work included contacting 500 SME’s in Hull, asking if they recruit apprentices, if not, why not and to also explain the benefits of recruiting an apprentice. Although over 800 companies were contacted, many of them were either no longer trading/wrong number/put phone down etc.

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Employer Engagement Conference April 2013

Outcomes of Cold Calling

40

109

80 78

29 25 28

111

0

20

40

60

80

100

120

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Employer Engagement Conference April 2013

Breakdown of Sector Apprenticeships

15

2

1

1

8

1

4

1

2

1

1

2

1

0 2 4 6 8 10 12 14 16

Business Administration

Warehousing

Horticulture

Motor Mechanics

Engineering

Sports Development

Construction

Youth Work

IT

Graphic Design

Childcare

Customer Service

Health & Social Care

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Employer Engagement Conference April 2013

Barriers to recruitment Not sure where to go in the first instance, so don’t bother following up as

there is no straight forward sign posting process.

Right framework not available for some employers (they are looking for units of more than one framework).

Poor interview preparation - learners are not work ready.  Some companies have the perception of the “NEET” group as being

disadvantaged and not wanting to learn or work.  The majority of small businesses do not have enough work in the current

climate. 

 

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Employer Engagement Conference April 2013

Barriers to recruitment

When companies have had a bad experience in the past very rarely do they give another opportunity. Employers are bombarded with training providers “over selling” apprenticeships and have had bad experiences in the past.

The grants available for funding are not significant enough to persuade them to recruit.

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Employer Engagement Conference April 2013

What worked well

As soon as employers understood that it wasn’t a training provider going in for the hard sell for apprentices, they were relaxed and were prepared to respond and open up to conversation.

It was about supporting the employers with any queries they had and also having the general conversations on their views of Apprenticeships and the benefits they can bring to the company.

The customer service is vital when speaking to employers. It was encouraging that many of them mentioned that a local contact and not a national or 0800 call centre number made them feel confident and reassured.

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Employer Engagement Conference April 2013

Questions