Annual appr Annual apprentic enticeship eship conf nfer erenc - - PDF document
March 2015 #AAC15 Annual appr Annual apprentic enticeship eship conf nfer erenc ence and and exhibition hibition Day 1 slides Da y 1 slides #AA #AAC15 15 Trailblazer funding pilot ~ rules and rates Nick Linford Author of the
March 2015 #AAC15 Visit www.lsect.co.uk/guide to purchase the Complete Guide to Funding Apprenticeships 1
#AA #AAC15 15
Annual appr Annual apprentic enticeship eship conf nfer erenc ence and and exhibition hibition
Da Day 1 slides y 1 slides
Nick Linford
Author of the Complete guide to funding apprenticeships Order from www.lsect.co.uk/guide
Trailblazer funding pilot ~ rules and rates
March 2015 #AAC15 Visit www.lsect.co.uk/guide to purchase the Complete Guide to Funding Apprenticeships 2
Framework ‘v’ Standards funding
Frameworks (current) Trailblazer standards (new) 12/ 13 listed rates per qual
not linked to fee Rate differs per age (16-18, 19-23 & 24+ & 19+ co-funding) Weightings PW, DU and ACU Achievement 20%
paid to provider 16-24 Apprenticeship Grant for Employers (AGE) for less than 50 employees Discount (25% ) for employer with 1000+ employees
Framework Level 16-18 Funding Accounting 2 £4,142 Accounting 3 £4,198 Accounting 4 £5,330 Activity Leadership 2 £4,535 Advanced Manufacturing Engineering 4
4 £5,961 Agriculture 2 £4,185 Agriculture 3 £7,112 Agriculture 4 £11,816 Animal Care 2 £4,346 Animal Care 3 £6,435 Animal Technology 2 £6,733 Automotive Clay Modelling 3 £13,739 Automotive Management and Leadership 5
2 £4,988 Aviation Operations on the Ground 3 £9,445 Banking 4 £5,339 Barbering 2 £5,987 Barbering 3 £5,983 Beauty Therapy 2 £4,630 Beauty Therapy 3 £6,095 Blacksmithing 3 £9,203 Bookkeeping 2 £2,986
Framework funding
Frameworks on AFO (England) Level Frameworks 2 134 3 160 4 35 5 15 6 3 7 1 Total 348
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Framework funding
348 Frameworks
Lowest 16-18 framework rate Rail S ervices L3 £2,190 Farriery L3 £17,032 Highest 16-18 framework rate 19-23 24+ 16-18 16-18 fully funded 19-23 co-funded (53% less than 16-18) 24+ co-funded (20% less than 19-23) 19-23 24+ 16-18
348 Frameworks
Framework funding
But, there may also be: Area cost uplift (up to 20% extra) Disadvantage uplift (up to 32% extra) And… 19+ large employer discount reduces funding by 25% Provider may choose to charge a 19+ fee
16-18 fully funded 19-23 co-funded (53% less than 16-18) 24+ co-funded (20% less than 19-23) Lowest 16-18 framework rate Rail S ervices L3 £3,469 Farriery L3 £26,979 Highest 16-18 framework rate
March 2015 #AAC15 Visit www.lsect.co.uk/guide to purchase the Complete Guide to Funding Apprenticeships 4
Framework ‘v’ Standards funding
Frameworks (current) Trailblazer standards (new) 12/ 13 listed rates per qual
not linked to fee One of 5 capped rates per standard with link to fee Rate differs per age (16-18, 19-23 & 24+ & 19+ co-funding) Rate same regardless of age with 16-18 employer incentive only Weightings PW, DU and ACU No DU or ACU weightings Achievement 20%
paid to provider Completion payment 16-24 Apprenticeship Grant for Employers (AGE) for less than 50 employees Discount (25% ) for employer with 1000+ employees No incentive payment to employers with 50 or more staff S mall employer (less than 50 employees) incentive paid to the employer
Trailblazer standards ‘ready for delivery’
Trailblazer Group Standard Name Level Funding cap ILR TBS Code
Aerospace Aerospace Manufacturing Fitter 3 £18,000 3 Automotive Control/ Technical S upport Engineer 6 £18,000 9 Automotive Electrical/ Electronic Technical S upport Engineer 6 £18,000 10 Automotive Manufacturing Engineer 6 £18,000 11 Automotive Mechatronics Maintenance Technician 3 £18,000 4 Automotive Product Design and Development Engineer 6 £18,000 12 Automotive Product Design and Development Technician 3 £18,000 13 Digital Industries Network Engineer 4 £18,000 1 Digital Industries S
4 £18,000 2 Electrotechnical Installation Electrician/ Maintenance Electrician 3 £18,000 5 Energy and Utilities Power Network Craftsperson 3 £18,000 6 Financial S ervices Financial S ervices Administrator (Adviser Firm or Network) 3 £8,000 8 Financial S ervices Relationship Manager (Banking) 6 £18,000 7 Food and drink Food and Drink Maintenance Engineer 3 £18,000 TBC Life and industrial sciences Laboratory Technician 3 £18,000 TBC Life and industrial sciences S cience Manufacturing Technician 3 £18,000 TBC
16 standards, and all but one set at rate 5 (£18k)
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Funding band 1 £2k £3k Funding band 2 £6k Funding band 3 £8k Funding band 4 £18k Funding band 5
Core government contribution (CGC) cap
Trailblazer standards funding
Funding band 1
Trailblazer standards funding
£2k £3k £6k £8k £18k £9k £4k £3k £1.5k £1k £3k £4.5k £9k £12k £27k
£1.6k £1.9k £3.6k £4.8k £10.8k
Funding band 2 Funding band 3 Funding band 4 Funding band 5
CGC cap Employer cash fee Completion incentive Small employer incentive 16-18 incentive Paid to provider Paid to employer
March 2015 #AAC15 Visit www.lsect.co.uk/guide to purchase the Complete Guide to Funding Apprenticeships 6
Funding band 1
Trailblazer standards funding
Funding band 2 Funding band 3 Funding band 4 Funding band 5
CGC value Employer cash fee Completion incentive Small employer incentive 16-18 incentive negotiated Fixed
Funding band 1
Trailblazer standards funding
Funding band 2 Funding band 3 Funding band 4 Funding band 5
CGC value Employer cash fee Completion incentive Small employer incentive 16-18 incentive negotiated Fixed
March 2015 #AAC15 Visit www.lsect.co.uk/guide to purchase the Complete Guide to Funding Apprenticeships 7
Funding band 1
Trailblazer standards funding
Funding band 2 Funding band 3 Funding band 4 Funding band 5
CGC value Employer cash fee Completion incentive Small employer incentive 16-18 incentive negotiated Fixed
Funding band 1
Trailblazer standards funding
Funding band 2 Funding band 3 Funding band 4 Funding band 5
CGC value Employer cash fee Completion incentive Small employer incentive 16-18 incentive negotiated Fixed
March 2015 #AAC15 Visit www.lsect.co.uk/guide to purchase the Complete Guide to Funding Apprenticeships 8
Setting the fee (figures at max)
Trailblazer funding bands 1 2 3 4 5
Red = Employer fee greater than funding Orange = Funding cancels out fee Green = Employer funding greater than fee
Employer mandatory fee at cap £1,000 £1,500 £3,000 £4,000 £9,000 Provider paid CGC + employer fee. SFA call t his ‘ co-payment ’ £3,000 £4,500 £9,000 £12,000 £27,000 Large business wit h successfully complet ed 19+ keeps £500 £500 £900 £1,200 £2,700 Large business wit h successfully complet ed 16-18 keeps £1,100 £1,400 £2,700 £3,600 £8,100 Small business wit h successfully complet ed 19+ keeps £1,000 £1,000 £1,800 £2,400 £5,400 Small business wit h successfully complet ed 16-18 keeps £1,600 £1,900 £3,600 £4,800 £10,800 Net cost to large business with successfully completed 19+
Recruit ing a 16-18 year old (paid t o employer): £600 £900 £1,800 £2,400 £5,400 For a small business (<50 st aff) (paid t o employer): £500 £500 £900 £1,200 £2,700 Successful complet ion (paid t o employer): £500 £500 £900 £1,200 £2,700 Maximum SFA t ot al paid t o provider and employer: £3,600 £4,900 £9,600 £12,800 £28,800
Note: English and maths paid to provider at £471 each
SFA funding core government contribut ion (CGC) at cap £2,000 £3,000 £6,000 £8,000 £18,000 Net cost to large business with successfully completed 16-18
£100
Net cost to small business with successfully completed 19+
£0
Net cost to small business with successfully completed 16-18
£600 £400 £600 £800 £1,800
Setting the fee (figures at half max)
Red = Employer fee greater than funding Orange = Funding cancels out fee Green = Employer funding greater than fee
Employer mandatory fee at half cap £500 £750 £1,500 £2,000 £4,500 Provider paid (SFA + employer fee) £1,500 £2,250 £4,500 £6,000 £13,500 Large business wit h successfully complet ed 19+ keeps £500 £500 £900 £1,200 £2,700 Large business wit h successfully complet ed 16-18 keeps £1,100 £1,400 £2,700 £3,600 £8,100 Small business wit h successfully complet ed 19+ keeps £1,000 £1,000 £1,800 £2,400 £5,400 Small business wit h successfully complet ed 16-18 keeps £1,600 £1,900 £3,600 £4,800 £10,800 Net cost to large business with successfully completed 19+
£0
Net cost to large business with successfully completed 16-18
£600 £650 £1,200 £1,600 £3,600
Net cost to small business with successfully completed 19+
£500 £250 £300 £400 £900
Net cost to small business with successfully completed 16-18
£1,100 £1,150 £2,100 £2,800 £6,300
Recruit ing a 16-18 year old (paid t o employer): £600 £900 £1,800 £2,400 £5,400 For a small business (<50 st aff) (paid t o employer): £500 £500 £900 £1,200 £2,700 Successful complet ion (paid t o employer): £500 £500 £900 £1,200 £2,700 Maximum SFA t ot al paid t o provider and employer: £3,600 £4,900 £9,600 £12,800 £28,800 Trailblazer funding bands 1 2 3 4 5 SFA funding core government contribut ion (CGC) at cap £2,000 £3,000 £6,000 £8,000 £18,000
Note: English and maths paid to provider at £471 each
March 2015 #AAC15 Visit www.lsect.co.uk/guide to purchase the Complete Guide to Funding Apprenticeships 9
The fee sweet spots
Fee to large employer (50+ staff) with completed 19+ £500 £500 £900 £1,200 £2,700 Paid to provider (CGC + fee) £1,500 £1,500 £2,700 £3,600 £8,100 Fee to large employer (50+ staff) with completed 16-18 * £1,400 £2,700 £3,600 £8,100 Paid to provider (CGC + fee) £4,200 £8,100 £10,800 £24,300 S mall employer (<50 staff) with completed 16-18 *Incentive always higher than fee S mall employer (<50 staff) with completed 19+ £1,000 £1,000 £1,800 £2,400 £5,400 Paid to provider (CGC + fee) £3,000 £3,000 £5,400 £7,200 £16,200 Funding band 1 2 3 4 5
The employer fee which equals their incentive (so free)
The funding and data flow
S F A Lead provider Employer
Funding (CGC), employer incentives & Eng Math Monthly ILR Employer incentives (3 types) Fee paid
Fee and payment schedule (e.g. monthly) expected to be negotiation between lead provider and employer
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The SFA rules and ILR guidance
12 pages
ht t ps:/ / www.gov.uk/ government / upload s/ syst em/ uploads/ at t achment_dat a/ file/ 401651/ Trailblazer_Funding_Rules_Nove mber_2014.pdf
65 pages
ILR Trailblazer Guidance
ht t ps:/ / www.gov.uk/ government / uploads/ sys t em/ uploads/ at t achment_dat a/ file/ 377319/ Tr ailblazer_ILR_guidance_21Nov2014_v1.pdf
Ofsted’s approach to apprenticeships FE Week Annual Apprenticeship Conference
Lorna Fitzjohn HMI
National Director, FE and Skills; Regional Director, West Midlands
9 March 2015
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Session outline
2013/4
Key messages from the annual report (1)
employers, are not offering enough apprenticeships for young people under the age of 25
apprenticeships to learners, their parents and carers, and teachers
attitudes and behaviours required by employers in all their learners
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Key messages from the annual report (2)
There is no effective national skills strategy or local accountability for apprenticeship provision.
apprenticeships.
skills shortages.
compared to learners on college-based classroom provision.
Proportion of learners aged 16–18 achieving classroom-based learning vs apprenticeships
Apprenticeship starts Classroom-based learning starts based on aims
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Key messages from the annual report (3)
Overall effectiveness grade for apprenticeship provision – providers inspected 2013/14 and 2014/15 (as at 1 Feb) (percentage)
34 3 26 33 7 6
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Ofsted’s survey on apprenticeships
Theme: The benefit of apprenticeships to employers, individuals and the economy
appropriately skilled employees?
different ages? This question will include inquiring into:
immediate job and future career
apprenticeships in preparing people to work in different sectors of industry and employment
models of apprenticeships by trailblazers.
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Better inspection for all
New Common Inspection Framework 2015
education and skills providers and registered early years providers.
and greater emphasis on safeguarding and curriculum.
for users, learners, parents and employers.
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Specific to further education and skills:
education colleges and providers
apprenticeships, 16-19 study programmes)
them separately
local and national needs, and on learners’ personal development, behaviour and welfare
Preparing for inspection – next steps
From March 2015 July / August 2015 September 2015 Recruitment of new OI and HMI where required - Common Inspection Framework published - Supporting handbooks for each remit published - Good practice materials published - National launch events held Further training for all inspectors Inspections under new arrangements start June 2015 February 2015 Consultation response report published Assessed training for contracted Ofsted inspectors
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Let’s work together to raise standards and improve lives
centres or post-16 provision, why not join us on a basis that works for you and for us. Visit: www.ofstedhmi.co.uk or see the Working for Ofsted section on the Gov.uk website.
www.gov.uk/government/consultations/better-inspection-for-all
What needs to be done to secure a future
apprenticeships?
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Thank you
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Annette Allmark Director of Strategic Policy
38
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39
Practical people development solutions
Align policy to business needs
Research and Insight
The workforce development charity governed by a board
in the retail, hospitality, travel and passenger transport industries
40
Biggest challenges:
employees need to be recruited in our industries by 2022
projected skilled and management positions
Recruitment Retention Low Productivity Ageing workforce
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41
5.4million employees in our sector and out of the working population
this counts for almost 1 in 6 jobs
96%
Small (less than 50)
3%
Medium (less than 250)
1%
Large (250+)
The total number of businesses are 445,607
42
Just short of 100,000 certificates issued since 2012 10 frameworks with 31 intermediate and 21 advanced pathways sector wide 7% of hospitality employers and 9% of retail employers using apprenticeships Average annual
benefit from hiring hospitality apprentices in the UK: £5.2K (2012/3) national average £1.8K
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43
Retail Trailblazer Co‐operative Retailer Retail Team Leader Retail Manager Hospitality Trailblazer Hilton Worldwide Hospitality Manager Hospitality Supervisor Hospitality Team Member Senior Culinary Chef Chef de Partie Commis Chef Production Chef
Level 2 Level 3 Level 4
44
Aviation Heathrow, London City Airport (Ministry
Airside operations Aviation Ground Specialist Travel BCD Travel Bus and Coach Arriva Aviation Operations Supervisor Aviation Operations Manager Travel Consultant HGV Engineering and Maintenance Bus and coach Engineering Manager Bus and Coach Technician
Level 2 Level 3 Level 4
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45
Principle is simple:
Or is it?
straightforward for some job roles
46
Some challenges
McDonald’s ‘Backing Soft Skills’ Campaign 74% of employers believe that there is already a significant gap in soft skills 53% of employers believe that soft skills are more important than qualifications
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47
Review of employers’
profiles On‐line consultations with short and detailed versions Many meetings and communications with trailblazer members Writing the standards average of eight drafts Promoting the development through third parties and social media Consultation with providers and awarding
Engaging the support of industry professional bodies
48
A broad plan
Assessment method Management of the system
BIS Criteria
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Shaping Shaping th the new new app appren entice ticesh ship ip sy system fo for hospit hospitality ality
49Process
the industry governing body
10.
FISSS Employers
Appeals
competence
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51via FISSS
10.
assessment organisation)
FISSS Process
the industry governing body
52
Cost of training and continuous assessment (subject to OFSTED inspection)
administration
and support
The cost per learner represents a cost for an average group size for a provider
Cost of independent assessment
independent assessment
Assurance The cost per learner must represent a cost for an average assessment process for a provider
Total cost of assessment
Evaluate a range of quotes to provide a suitable recommendation for the apprenticeship funding.
Approx.
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53
Timescale: hospitality and retail
As at March 15
hospitality and 3 retail
(senior chefs)
Up to June 15
development focussing on level 2
provider readiness
June – October 15
development focussing on level 3
provider readiness
By January 16
apprenticeships standards go live
By April 16
apprenticeships standards go live
Up to 17/18
and apprenticeship standards expected
54
Subject to SFA arrangements and the approval of assessment plans
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55
56
Great opportunities to achieve results
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57
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Built on the foundation of an occupational standard set by Industry, benchmarked globally and validated from large, through to SME and micro employers
5 Working Principles to support the remake of Apprenticeships based
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Capita Talent Partnerships
Richard Marsh – Operations Director Click to edit Master title style
Contents
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Click to edit Master title style Capita Talent Partnerships ‐ Who are we ?
An employer An employer A provider A provider Specialists Specialists Ambitious Ambitious Focused on Quality Focused on Quality
Click to edit Master title style Capita Talent Partnerships ‐ Trailblazers and us
Members of several development groups As either employer or provider Consider ourselves pretty well informed ‘Apprenticeship experts’ And pretty positive about the changes overall But it can still be confusing,,,
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Click to edit Master title style
Pleased to be asked to deliver Level 6 Relationship Management for Barclays A Higher Apprenticeship built around ‘Industry qualifications’ and on‐the‐job learning What does that mean for a provider?
“Lets get it on! “ Click to edit Master title style Before learning even starts
Considerations
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Click to edit Master title style
System specification; we cannot do this manually for 1,000s of learners
Longer term considerations
Which standards to offer, further specialisation Age range and experience,,, Quality assurance with no EV/ IV requirements Teaching, training and assessment with no AB materials What would Ofsted ask? Impact on staffing profile; no more Assessors or IQAs? Client relationships and contracts What is our development budget What is our funding model profile?
£
#AA #AAC15 15
Annual appr Annual apprentic enticeship eship conf nfer erenc ence and and exhibition hibition
Da Day 2 slides y 2 slides
March 2015 #AAC15 Visit www.lsect.co.uk/guide to purchase the Complete Guide to Funding Apprenticeships 36
Maintain the quality and confidence Need to double the programme in 2014/15 10,000 starts in 2013/14
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Apprenticeship starts Age 2012/13 2013/14 Provisional +/‐ 16 (1) 25,080 25,170 +90 17 (1) 35,810 38,320 +2,510 18 (1) 53,430 54,140 +710 19‐21 (2) 99,900 101,000 +1,100 22‐24 (2) 65,400 58,100 ‐7,300
Routes into Apprenticeship
Direct recruitment Agencies On line applications JCP referrals Provider recruitment
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experience
starting a placement
employer who gave them work experience.
Work Experience Job Skills ‘Soft Skills’ English and maths
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knowledge
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Development programme Real investment in training Improves understanding of recruit and train approaches Developing routes into Apprenticeship
Note 9: we will allow those who work no more than 16 hours a week and earn:
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Pre placement training – English and maths, job preparation Work Experience Job Skills
Pre employment training Job tasters Job skills Interview techniques
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placements.
London.
solving, with practical exercises.
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employers
Competing Programmes
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employers
Traineeship St aineeship Staff Su aff Suppor pport P t Prog
ramme
workforce, focusing on:
traineeship- staff-suppor aff-support.co .co.uk uk
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Programme
programme
Apprenticeship Staff Support Programme (ASSP)
A £1.5m ETF funded programme, led by AELP , along with programme partners AoC, HOLEX, 157 Group, NIACE and the Coventry and Warwickshire Chamber of Commerce
ETA)
ervice
14 organisations a redeveloping resources
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Apprenticeship Staff Support Programme (ASSP)
The resources are designed to support staff involved in current Apprenticeship delivery, as well as to prepare to deliver apprenticeships in the new landscape. > Guides > Tool-kits > S taff training materials > Videos On 27 February 2015 the first recourses were published, and include:
ht t p:/ / t inyurl.com/ lvzvf2x
Strand 1: Employer involvement in Apprenticeship delivery
Mentoring handbooks; ‘ Consultat ive sales skills for non sales staff’ training materials S taff employer engagement materials and supporting apprentices in the workplace resources CPD module, employer engagement guide and Financial S ervices Apprenticeship resources for employer-facing staff Employer engagement Action Plan; ‘ Take One’ training toolkit Employer engagement guides Practitioner workshop materials; online toolkits for the Third S ector Employer engagement interactive e-guide and case studies for skills and knowledge exchange proj ects Employer and apprentice training review materials; mentoring and ‘ buddying’ handbook Moodle toolkit for employer-facing support staff and employers Employer engagement resources and templates for support staff and tutors – focused on S ME employers ‘ Marketing and selling apprenticeships’ training videos for welfare to work provider staff S taff handbook and checklists to prepare for the Apprenticeship reforms; staff surveys and employer handbook
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Strand 2: Curriculum dev, teaching, learning and assessment
Observation of Teaching and Learning Award training materials CPD workshop resources and case studies for administrators, managers, tutors and assessors Maths and English Level 2 resources for support staff; Apprenticeship delivery staff Development Passport Moodle 5-day staff support training programme materials Three online programmes for staff at different levels - Developing ICT skills and understanding in Early Y ears setting English and maths materials for employer-facing support staff CPD materials to contribute to Level 4 Certificate in Education and Training
www.apprenticeship-staff-support.co.uk
AELP Apprenticeship Staff Support Programme
ELATT & THE BROMLEY BY BOW CENTRE
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PROJECT FOCUS How do we, Third Sector providers, engage with the many business’s in our local area? AIMS
providers grow the apprenticeship market
systems for staff
ACTIONS
Full staff training Tutor/assessor training Collaboration – joint marketing, networking
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OUTCOMES 36 new employers engaged 20 employers hiring Apprenticeships for the first time 37 new Apprenticeship starts 20 Apprenticeships progressing to the next level of their Framework
OUR LEARNING
Expand Your Recruitment Team Develop your assessors Co‐ordinate your departments Develop your trustees
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OUR LEARNING Improving Internal and External Systems Review your delivery models Communication and commitment Offer a 360° recruitment service OUR LEARNING Values‐driven delivery Equality and Diversity The role of the Third Sector Marketing and Messaging
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OUR LEARNING
Summary Focus! Bring your staff with you Have a central employer‐facing role
Shane Chowe n He ad of Polic y and Public Affair s
Mar c h 2015 #AAC15
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F ive Ye a rs Ag o ...
Labour in Government promising 35,000 level 3 apprenticeships by 2012 and 500,000 by 2020. LAs and RDAs. Conservatives would fully fund 100,000 and part fund 77,000 apprenticeships per year out of Train to Gain. 'FEFCE' to fund all age FE. Liberal Democrats would fund 88,000 apprenticeships targeted at new industries and growth sector. 'Council for Adult Skills and Higher Education' 19+ F&HE
F ive Ye a rs Ag o ...
In the polls: Labour: 32% Conservatives: 37% Liberal Democrats: 17% Other: 14% (YouGov/The Sun, 9‐10 March 2010)
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As o f ye ste rda y:
In the polls: Labour: 31% Conservatives: 35% Liberal Democrats: 8% UKIP: 14% Greens: 6% Other: 6% (YouGov/The Sun 8‐9 March 2015) Prime Minister: Camerton 39%, Miliband 20%
HE ADL I NE
funde d b y lo we ring the b e ne fit c a p fro m £26k to £23k.
ds: Gro w the T
ra ilb la ze r pro g ra mme
ike ly sa la ry a nd jo b pro spe c ts fo r unive rsity c o urse s a nd a ppre ntic e ships
unding: Ring fe nc e e duc a tio n 4-16
E Ps/ e mplo ye r le d skills syste m.
nglish and maths: F
S5
: De ve lo p Na tio na l Co lle g e s, E
ng lish a nd ma ths to 18, T e c h Ba c c q ua lific a tio ns ,
Co nse rva tive s
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HE ADL I NE : Appre ntic e ship Gua ra nte e - a n a ppre ntic e ships fo r e ve ry 18 ye a r-o ld who "g e ts the g ra de s" & a s ma ny yo ung pe o ple do ing a n a ppre ntic e ship a s g o to unive rsity b y 2025.
s: 80,000 a ye a r, inc luding 33,000 fo r HS2
e ve l 3, two ye a rs, ne w jo b e ntra nts.
e me nt: Ma nda to ry a ppre ntic e ships in ma jo r g o ve rnme nt c o ntra c ts a nd in
c o mpa nie s re c ruiting fo r o utside E U.
s
unding: E
duc a tio n b udg e t pro te c te d a nd rise with infla tio n, inc luding e a rly ye a rs a nd 16-19
ye a r a nd fo r 25+ who a re une mplo ye d fo r mo re tha n two ye a rs.
: Re intro duc e q ua lifie d te a c he rs, E
ng lish a nd ma ths to 18, I nstitute o f T e c hnic a l E xc e lle nc e , T e c hnic a l De g re e s, T e c h Ba c c , T uitio n F e e s
L a b o ur
s: Do ub le the numb e r o f e mplo ye rs with a ppre ntic e ships,
up to fo ur millio n ne w a ppre ntic e ships.
mploye r Gr ant: T
a rg e t Appre ntic e ship Gra nt fo r E mplo ye rs ne wly ta king o n a ppre ntic e s.
unding: Pro te c t the e duc a tio n b udg e t "fro m c ra dle to c o lle g e "
r anspor t: T
wo -thirds disc o unt o n b us fa re s fo r 16-21 ye a r o lds.
: UCAS fo r F
E , life lo ng le a rning a c c o unts
L ib e ra l De mo c ra ts
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Qua lific a tio n' a lo ng side c o re GCSE
pro fe ssio na ls to unde rta ke a sse ssme nt. Ab o lish HE tuitio n fe e s fo r ST E M g ra dua te s who sta y in UK fo r five ye a rs.
e e ns: F
E c o lle g e s to re turn to lo c a l a utho rity c o ntro l. Ma nda to ry mo dule s o n e ne rg y e ffic ie nc y in a ppre ntic e ship fra me wo rks. F E c o lle g e s funde d a t sa me pe r-stude nt ra te a s sc ho o ls. Ab o lish HE tuitio n fe e s.
Othe r Pa rtie s
V De b a te / s: April
# GE 2015
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Nick Linford
Author of the Complete guide to funding apprenticeships Order from www.lsect.co.uk/guide
Apprenticeships in numbers
Apprenticeship starts by level (2011/12 to 2013/14)
Year 2011/12 2012/13 2013/14 Shift since 12/13 Level 2 329,000 292,800 286,500
Level 3 187,900 207,700 144,700
Level 4+ 3,700 9,800 9,200
Total 520,600 510,300 440,400
100,000 200,000 300,000 400,000 500,000 600,000 Level 2 Level 3 Level 4+ Total
Level 2, 286,500, 65% Level 3, 144,700, 33% Level 4+, 9,200, 2% Starts by level (2013/14)
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Under 19, 119,800, 27% 19-24, 159,100, 36% 25+, 161,600, 37% S tarts by age (2013/ 14)
Apprenticeship starts by age (2011/12 to 2013/14
Year 2011/12 2012/13 2013/14 Shift since 12/13 Under 19 129,900 114,500 119,800 5% 19-24 161,400 165,400 159,100
25+ 229,300 230,300 161,600
Total 520,600 510,200 440,400
100,000 200,000 300,000 400,000 500,000 600,000 Under 19 19-24 25+ Total
Apprenticeship success rates
Year 2011/12 2012/13 2013/14 Shift since 12/13 Level 2 72.6% 72.0% 68.8%
Level 3 76.5% 73.0% 69.1%
Level 4+ 72.6% 70.2% 71.3% 1.6% Total 73.8% 72.3% 68.9%
By level (2011/12 to 2013/14)
Year 2011/12 2012/13 2013/14 Shift since 12/13 Under 19 73.1% 71.5% 71.1%
19-24 75.9% 72.6% 70.1%
25+ 72.6% 72.7% 66.7%
Total 73.8% 72.3% 68.9%
By age (2011/12 to 2013/14)
Non-achieve in 2013/14 68,431 45,702 1,087 115,463 Non-achieve in 2013/14 26,583 37,066 51,672 115,463
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Highlights based on most recent full year (2013/14)
Starts all levels fell (-14% ), esp. at level 3 (-30% ) Starts at 16-18 grew (+5% ), but still below 2011/12 levels Starts for 19-23 fell, but biggest fall for aged 25+ (-30% ) Success rates all levels fell (-4.7% ), esp. level 3 (-5.3% ) Success rates 16-18 fell at bit (-0.6% ) but 25+ fell at lot (-8.3% ) Figures not heading in right direction, but has new 12 month minimum duration been a factor?
Engaging with employers - what are they looking for in a provider?
Neil Robertson
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Context
Changing Demand
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Assessment
EEIAS
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For further information please contact: Neil Robertson Chief Executive Energy & Utility S kills Group neil.robertson@ euskills.co.uk
Hilary Hall Chief Executive
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and beauty
and generating £6bn to UK economy
top 10 for starts each year, key route for entry
businesses, co‐ordinating with Habia
decline
administration
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and what is the employer responsible for?
Jayne McCann BIS & DfE Apprenticeship Unit
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Overview of process
Delivery phase Costing template Trailblazer forms & submits expression of interest Trailblazer writes new standard Assessment Plan
Approved Approved Approved & funding band allocated
Overview of process
Delivery phase Costing template Trailblazer forms & submits expression of interest Trailblazer writes new standard
Assessment Plan
Approved Approved Approved & funding band allocated
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standards over time.
Assessment reforms
CRITERION
Assessment criteria
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Progress so far: Phase 1 Trailblazers
Aerospace Automotive Digital Industries Energy & Utilities Financial Services Food and Drink Manufacturing Life &Industrial Sciences
Progress so far: Phase 1 Trailblazers
Aerospace Automotive Digital Industries Energy & Utilities Financial Services Food and Drink Manufacturing Life &Industrial Sciences Manufacturing Fitter
Mechatronics Maintenance Tech Control / Tech Support Engineer Electrical Tech Support Engineer Manufacturing Engineer Product Design & Develop’ Engineer Product Design & Develop’ Tech
Network Engineer Software Engineer Power Network Craftsperson Relationship Manager Financial Services Administrator Maintenance Engineer Laboratory Tech
Science Manufacturing Tech
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Progress so far: Phase 2 Trailblazers
Accountancy Actuary Automotive Retail Aviation Butchery Civil Service Construction Conveyancing Craft Dental Health Early Years Emerging Technologies Hair and Beauty Horticulture Housing Insurance Land‐based Engineering Law Maritime Media Property Services Rail Design Travel
Emerging Approaches
Methods of Assessment
Extended projects Portfolios Vivas / Interviews Trade tests Online exams Workplace
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Register of Assessment Organisations
point assessment services.
Organisations.
account of the wider assessment products and services an organisation can
End‐point assessments must be of a certain duration.
hour‐long video conference…) We’re excluding assessment organisations from the process.
expertise, but it’s up to the employers. The end‐point assessment must take place in a formal, external setting.
Myth busting
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Published standards and assessment plans: https://www.gov.uk/government/collections/apprenticeship‐standards
Further information
Guidance: https://www.gov.uk/government/publications/future‐of‐apprenticeships‐in‐england‐guidance‐for‐ trailblazers Questions: Apprenticeship.Trailblazers@bis.gsi.gov.uk
Apprenticeships: the view from Ofqual
Julie Swan, Associate Director Regulatory and Vocational Qualification Policy, March 2015
March 2015 #AAC15 Visit www.lsect.co.uk/guide to purchase the Complete Guide to Funding Apprenticeships 70 Where do assessments and qualifications fit into the apprenticeship system?
Formal assessments are one important part of apprenticeships – Signal the skills and knowledge that are essential to the role – Support progression even for those who do not complete the apprenticeship But cannot be the key quality control or the tail that wags the dog Current frameworks defined mostly by reference to qualifications Ofqual’s role is to make sure that regulated qualifications and assessments used in apprenticeships are good and valid…..just like all other vocational qualifications
The apprenticeships reforms
We have been asked to regulate end-point and other assessments where trailblazers wish us to do so Some apprenticeships might include regulated qualifications in addition to the end point assessment …though trailblazers can choose an alternative regulatory regime if they wish
“We are open to different approaches to quality assurance of assessments in apprenticeships, and would welcome proposals for employer, professional body and sector led approaches. Alternatively, if standard setters would like their assessments to be regulated by Ofqual, then they are welcome to do so.” (October 2014 trailblazer guidance, p31)
March 2015 #AAC15 Visit www.lsect.co.uk/guide to purchase the Complete Guide to Funding Apprenticeships 71 Risks and challenges
Managing the pressures on assessments from the funding system The impact of alternative assessment regulatory regimes Clarifying the relationships and responsibilities between standard setters and assessment bodies Getting assessment expertise into the apprenticeship system, and creating a healthy market in assessment provision Recognising soft (or employability) skills Managing expectations about what assessment can do Helping employers to understand assessment and what it means Equality Act duties on assessment providers
Next steps
Ofqual will… Continue to advise Government on assessment issues as the apprenticeship reforms continue Play our part in advising employers, trailblazers and others Consider apprenticeship assessments as we develop our approach to regulating vocational qualifications Make sure improvements are made to current literacy and numeracy qualifications
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www.bakertilly.co.uk
At the end of the day it’s public funding so fear the auditor…
Karl Bentley March 2015
The man in front of you is a real funding auditor… but he’s a nice guy really
Should you fear the auditor? What’s your perception?
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What we really are… And we don’t make policy, but we do confirm compliance with it
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Read all about it!
Do you want to be the next FE ‘Celebrity’? Famous for all the wrong reasons
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What have auditors found?
No evidence of employment Apprentices not paid at all or not paid minimum wage
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No contracts of employment in place Fixed term contracts that do not match the duration of the Apprenticeship
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147
What else do auditor’s find?
Apprentice’s eligibility not confirmed Weekly hours of employment not confirmed Apprenticeship duration not extended to reflect part time employment No evidence of Maths and English relaxations/proxies
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What else do auditor’s find?
No recognition of overlapping elements where Apprentice progresses from level 2 to 3 Little or no evidence of ongoing participation Unsupported withdrawal dates – last date
No evidence of achievement/framework achievement
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DSATs and Audit
Do we all know what DSATs are? The main purpose of them is to report possible data issues and exceptions Someone within your organisation must run and review the DSATs It’s the only tool the auditor has so we pay a lot of attention to them DSAT reviews are completed prior to the audit They also give us our first impression of the provider So what do we find on DSAT reviews?
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Key issues in Apprenticeship Data
Apprenticeship durations not meeting minimum requirements Apprenticeship achievements prior to minimum duration being met
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Learners with level 4 prior attainment enrolled on level 2 and 3 Apprenticeships 16-18 Apprentices with co-funding 19+ Apprentices with full funding
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Last words
Audit is not the dark arts It’s a set process that targets risk areas Do it yourself – you have the tools!
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And don’t forget it may not always be the prime contractor that’s the issue And we’re not infallible – we can get it wrong as well so be willing to challenge!
karl.bentley@bakertilly.co.uk Mobile: 07800 617220
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#AA #AAC15 15
Conf nfer erenc ence end end