Apprenticeships for SMEs A practical guide to increasing the skills - - PowerPoint PPT Presentation

Apprenticeships for SMEs

A practical guide to increasing the skills in the workplace

Programme of events



8.00 Registration and Breakfast



8.30 Welcome



Craig Humphrey, Managing Director, CWLEP GrowthHub



8.40 Apprenticeships

 Why 

What you need to know



What you need to do



Who can help you



9.30 Questions and help



Help and information will be available from:



Coventry University



City College, Coventry,



Henley College



Stratford College



Hereward College



Warwickshire College Group



Chamber of Commerce



North Warwickshire and South Leicestershire College



University of Warwick

Apprenticeships – the new way!

 Why this is important to your business  What you need to know  What you need to do  Who can help

Why this is important to your business

 Increasing the skills, increasing the productivity  Increasing the development, increasing the motivation and job satisfaction of

staff

 Increasing the development, improving the recruitment offer  Increasing the development, raising the breadth of skills across your business  Increasing the knowledge, increasing the chance to grow  Increasing the development, improving the business performance  Filling the skills gaps, succession planning

What you need to know

 New apprenticeship landscape. High payroll companies will pay levy (over

£3m)

 SMEs will benefit.  Utilise apprentice funding to train existing or new staff  There is no age barrier  Pay 10% of cost of approved apprenticeship standard training.  Extra funding for 16 – 18 year olds and those with a health and care plan to

age 24, and for employers <50 staff

 Additional funding for level 2 maths and English training and learning support

What you need to know

 Funding bands from £1,500 - £27,000  Apprenticeships being developed at all levels (2 – 7 currently developed)  Apprenticeships across a variety of job roles.  Must be in a real job working towards approved standard  Training must be at least 12 months  At least 20% of time must be off job training  Must be a higher level or in a DIFFERENT area

What you need to know CASES

Your SME (non levy payer, less than 50 employees) has a receptionist in post. He is 18 years old with level 2 english and maths, no care statement, and currently earns minimum wage. He would like to progress, and would like to grow his

• skills. The business is growing and you will need him to have more

administration and finance skills for the future. If he were to undertake a level 3 apprenticeship the costs to your business would be:

 Salary No change (£11460) PA  Training costs (total) £2500  Training costs for employer £250  Additional Contribution from government to employer £1000

NET GAIN = £750 PLUS TRAINING plus EMPLOYER COMMITMENT = OFF JOB TIME

What you need to know CASES

Your SME (non levy payer, less than 50 employees) has an experienced engineering technician in post. You would like her to take on more projects on her own, but she only has a BTEC (level 4) qualification and needs more technical knowledge to be able to do this. She is 40 years old with level 2 english and maths, no care statement, and currently £20,000 PA. She would like to progress, and would like to grow her career. If she were to undertake a level 6 Automotive Manufacturing Engineering apprenticeship the costs and benefits to your business would be:

 Salary No change £20000 PA  Training costs (total) £27000  Training costs for employer £2700

NET COST = £2700 (over 5 – 6 years), EMPLOYER COMMITMENT = OFF JOB TIME

What you need to know CASES

Your SME (non levy payer less than 50 employers) would like to appoint a school leaver surveying technician apprentice. Your chosen candidate does not have GCSE C or higher in English or maths, but is keen to develop these as part of the

• apprenticeship. She is 17 years old with no care statement. If she were to

undertake a level 3 Surveying Technician apprenticeship the costs and benefits to your business would be:

 Salary Apprentice rate (£3.40ph x 40hrs) £7072  Training costs £9000  Training costs for employer £0  Additional Support from Govt £1000  Basic skills funding £941

NET GAIN = £1000(over 2 years), EMPLOYER COMMITMENT = OFF JOB TIME

What you need to know



Training element can be provided by anyone on the Register of Apprenticeship Training Providers (RoATP) managed by the Institute for Apprenticeships



This includes, Universities (Higher Education Institutions), Further Education Colleges, Independent Learning Providers, and Employers.



https://www.gov.uk/take-on-an-apprentice/overview



Hiring your apprentice



There are several steps to taking on an apprentice.



Choose an apprenticeships framework or standard for an apprenticeship in your industry and at a suitable level.



Find a training organisation that offers apprenticeships for your industry - they’ll handle your apprentice’s training, qualification and advise on assessment.



Check you’re eligible for a grant and apply.



Advertise your apprenticeship - your training organisation will do this for you through the find an apprenticeship service.



Select your apprentice and make an apprenticeship agreement with them.

What you need to know

 Throughout the apprenticeship you and your chosen RoATP provider will be

responsible for developing the knowledge, skills and behaviours of your apprentice.

 You will agree with the employee and provider what development is

necessary, and how it will be provided.

 There will be an end point assessment (by an external 3rd party) to ensure

that the quality standard for knowledge, skills and behaviours have been attained by the apprentice.

What you need to do

 Identify areas of your business that could be developed  Identify current or future roles that could develop  Identify an apprenticeship standard for the role  Recruit new or change appointment terms to Apprentice  Work with a provider from the RoATP to define development plan  Identify Endpoint Assessor  Complete paperwork  Claim funding

Who can help you

 Facts / information available from Skills Funding Agency web pages

 RoATP  Register of apprentice assessment organisations  Apprenticeship standards ready for delivery  Funding rules  Recruitment of apprentices

 Help with paperwork, funding, recruitment and training may be provided by

your provider.

 Some providers are represented here, and may be able to help you with

advice and guidance.

 CWGrowth Hub for advice on growing your business

Key points to take away

 Use for EXISTING as well as new employees  NOT just for young people  NOT just for crafts / technical / administration  Grow / upskill / professionalise your teams  Access training providers or CWGrowth Hub or CWLEP for further advice /

signposting

 It doesn’t have to be too hard – help is at hand  More

Questions

Speakers



Craig Humphrey is the managing director of the Coventry and Warwickshire Growth Hub. He has a wealth of experience from working across both the private and public sector for more than 30 years.



Rugby born, Craig is an Old Laurentian, having schooled at Lawrence Sheriff before taking a vocational route into an

• apprenticeship. Only three years after completing his training

at Warwickshire College he formed his own business, which he went on to run successfully for over 20 years.



In 2002 he took the role as the Leader of Rugby Borough Council which was extended in 2010 when he replaced the

• utgoing Chief Executive and became the first Executive

Leader in country. He was praised by the then Prime Minister David Cameron for his strong and progressive leadership during a period that saw Rugby become one of the fastest growing towns in the country whilst at the same time cutting taxes and extending services.



Wendy Coy is a member of the senior administration of the University of Warwick, and seconded to the Coventry and Warwickshire Local Enterprise Partnership.



An HR professional by training, but latterly in operational director roles, the last 12 years of Wendy’s career has been in the Higher Education Sector. Prior to that she worked as a human resources and management consultant, and as an HR professional in a number of organisations, SMEs, public bodies, and service providers, including the FE sector. Working with small and large organisations on their organisational development, structures, HR strategy and implementation. She developed policies and procedures for companies across public and commercial sectors.



Wendy is a Chartered Fellow of the Chartered Institute of Personnel and Development, and achieved an MBA in 2009.