Effective Development Methods for Apprenticeship Programmes

Matt Higgs – New Talent & Technical Development Programme Manager

• 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

The Water Industry – Past & Present

3

Maintained Performance

Careful Management

Assets

The Water Industry - Future

Assets

Environment

Customers

Shareholders

Employees

Technology

Regulation & Scrutiny

Delight our customers

Brilliant people working safely

Our five point plan to prepare for our changing industry

The cleanest water

Fab financials

Digitally savvy

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”

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

WF

P

Bu

sin

ess

Pla

n

Bu

sin

ess

Pla

n

Bu

sin

ess

Pla

n

Perf

orm

ance

Managem

ent

Perf

orm

ance

Managem

ent

Perf

orm

ance

Managem

ent

• 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

Title

Effective development

methods for

Apprenticeship

Programmes

Nick McGlashan – UK

Early Careers Manager

• 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?

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

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

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

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

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

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.

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

St

em

o

f T

T

ra

in

in

g

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

Year

2 (

year

3 g

rouped i

n)

Year

1

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

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