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Apprenticeships in Yorkshire and Humber Bev Moxon Employer Delivery Services Manager

Apprenticeships in Yorkshire and Humber Bev Moxon Employer Delivery Services Manager. #madebyapprentices. Contents. Performance Priorities New Developments. National Apprenticeship Service. Apprenticeships in Yorkshire 2012/13. Q4 SFR. National Apprenticeship Service.

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Apprenticeships in Yorkshire and Humber Bev Moxon Employer Delivery Services Manager

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  1. Apprenticeships in Yorkshire and HumberBev Moxon Employer Delivery Services Manager

  2. #madebyapprentices

  3. Contents • Performance • Priorities • New Developments National Apprenticeship Service

  4. Apprenticeships in Yorkshire 2012/13 Q4 SFR National Apprenticeship Service

  5. Skills Funding StatementSubtitle here • Traineeships • Wider access includes >24 • Removal 16 hr Rule • Apprenticeships • £40m Higher Apprenticeships • Removal from Adult Learning Loans • English and Maths • AGE continues National Apprenticeship Service

  6. 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 National Apprenticeship Service

  7. Aspiring to higher levels Levels of Apprenticeships

  8. Higher Apprenticeships - Frameworks

  9. 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

  10. What are the main aims of the reforms? High quality Higher expectations of English and Maths, more assessment at end of Apprenticeship and introducing grading. Simple Complex frameworks to be replaced by standards of around one page written by employers. Employer driven Ensuring rigorous training that will support economic growth

  11. Trailblazers Phase1 • Phase 1 Trailblazers cover the following 8 sectors: • Standards for 11 occupations are published on Apprenticeship websitehttp://www.apprenticeships.org.uk/employers/steps-to-make-it-happen/apprenticeship-standards.aspx Aerospace Automotive Electrotechnical Energy & Utilities Digital Financial Services Food & Drink Manufacturing Life & Industrial Sciences

  12. Trailblazers and Standards • Phase 2 Trailblazers • 29 sectors announced developing 35 Standards Automotive Retail Airworthiness Accountancy Actuary Adult Social Care Civil Service Butchery Construction Cinema Aviation Emerging Technologies Craft Dental Health Early Years Conveyancing Insurance Housing Hair and Beauty Hospitality and Tourism Horticulture Land-based Engineering Law Media Nursing Maritime Property Services Travel Rail Design Retail

  13. Suggested Funding Model

  14. Vicky Riseham

  15. Background Information • At 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.

  16. Outcomes of Cold Calling

  17. Breakdown of Sector Apprenticeships

  18. 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.

  19. 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.

  20. 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.

  21. Questions

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