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Ealing Apprenticeships May 2008 PowerPoint Presentation
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Ealing Apprenticeships May 2008

Ealing Apprenticeships May 2008

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Ealing Apprenticeships May 2008

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  1. Ealing Apprenticeships May 2008

  2. Manifesto Commitment 100 new apprenticeships 2007/8 Scrutiny panel decides roles and secures funding S106 funding 2007/8 = £376k Strategic Human Resources focus for recruitment & retention as identified in Local Government Workforce Strategy in 2007 Ealing Council’s People Strategy 2006/11 Background

  3. Widen range of opportunities Improve young people’s economic activity and skills levels Address Council occupational skills shortages, improved age profile - ‘grow your own’ Increase in public sector apprenticeships Better skilled workforce Many skilled staff will retire in the next few years so initiative contributes to developing workforce in future Benefits

  4. Recruited 22 apprentices in the first year Currently recruiting to 11 apprenticeship vacancies to start in September 2008 and 6 + 4 more identified First five apprentices approaching completion of their apprenticeship at NVQ level 2 Supervisors and mentors offered training in managing staff with little work experience Each apprentice is matched to a mentor Mentors offered accredited mentoring training at NVQ levels 2 and 3 for staff, including regular supervision sessions Ongoing support meetings for apprentices, and supervisors Established systems and processes for recruitment to Council and support for managers Progress – Internal Scheme

  5. SLA with Ealing Education Business Partnership to broker apprenticeships with Ealing employers (6 starts) Key employers event to promote free apprenticeship service Constructors event held with Decent Homes contractors to broker places with Construction training providers Development of partnership with local training providers, Jobcentre Plus and Connexions Progress – External Scheme

  6. Member and senior support very helpful Links with HR took time to establish to ensure smooth introduction of scheme. New strategic focus for HR in terms of recruitment & retention. Clarity of roles critical – mentors, supervisors Written guidelines for all parties Use HR, CLD and Youth and Connexions services to help shape and aid mainstreaming Learning

  7. Independent evaluation Lead contractor Exit strategy Next steps