greater together - growing apprenticeships and traineeships (19 march 2015)
TRANSCRIPT
GREATER TOGETHERGrowing Apprenticeships and Traineeships in the North East
Welcome
09.30 Arrival, Registration, Refreshments
10:00 Welcome & Scene Setting Anthony Knowles SFA/NAS
10.15 Employer Perspective George Ritchie MBE, Ambassador Network Chair
10.45 NAS Employer Engagement Anthony Knowles
11.15 LEP Priorities Simon Bowker NE LEP
Wendy Starks Tees Valley LEP
12noon Q&As
12.30 Lunch
1.15 Examples of Collaborative Working Chris Ord, Gateshead MBC
Alan Wallace, TTE
2:00pm Barriers to Engagement – Round Table Discussions
2.45 Feedback
15.00 Summary and close
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apprenticeships.gov.uk
The Economy
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apprenticeships.gov.uk
Economic Benefits
National Apprenticeship Service
£1.566bn investment in 2013-14
£18 of economic benefit for every £1 (National Audit Office)
Govt. estimate put this at £28 forevery pound invested
Productivity £214 / week
Best value for money of all‘post 16’ options
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Scene SettingSubtitle here
National Apprenticeship Service
• Funding envelope• Election • Richard Review implementation
• Employer Driven • New Standards• Funding
• Customer focussed service• Ease of access, simplicity• Brand• Partnership
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Greater Together?
National Apprenticeship Service
Focus of today:
Growing ApprenticeshipsIdeasWhat works?What we can do?Sharing with othersOvercoming barriersWorking together
Apprenticeship Ambassador Network
George Ritchie MBENorth East Network Chair
MinisterMinister
National Apprenticeship Service/Skills Funding
AgencyResponsible for providing
the secretariat and support to the AAN
National Apprenticeship Service/Skills Funding
AgencyResponsible for providing
the secretariat and support to the AAN
Apprenticeship Ambassador Network
David Meller, ChairResponsible for:
• Direction• Drive• Employer
Engagement
Apprenticeship Ambassador Network
David Meller, ChairResponsible for:
• Direction• Drive• Employer
Engagement
Jason HoltSME Ambassador
(Supported by Ambassador Community)
Jason HoltSME Ambassador
(Supported by Ambassador Community)
Chairs of the Local Apprenticeship
Ambassador Networks x 10
Chairs of the Local Apprenticeship
Ambassador Networks x 10
Gordon Birtwistle MP
Business Ambassador
Gordon Birtwistle MP
Business Ambassador
Andrew Jones MPParliamentary Ambassador
Andrew Jones MPParliamentary Ambassador
Employer Ambassadors
(currently known as the national AAN)
Employer Ambassadors
(currently known as the national AAN)
• Responsible for all MP engagement
• Focused upon underperforming constituencies
Responsible for:• External
engagement• Listening and
reporting
• Local geographic champions driving the ambition /targets through their local employer engagement plans
• National sector champions leading and driving growth within their sectors across England
• Responsible for supporting the ambition to engage 140,000 SMEs by 2015
Who are we?
The Minister and Chairs Ambition
• AAN work is very high on Government’s agenda, strong backing of the Minister
• ‘Business to business’ - The Minister is very clear he wants employers to promote Apprenticeships ‘business to business
• Minister specifically wanted to see the Local Ambassador Networks grow
2010/11 2011/12 2012/13 13/14 14/15 15/16 16/170
50,000
100,000
150,000
200,000
250,000
300,000
350,000
400,000
450,000
500,000
The Ambition is to increase workplaces with apprenticeships from 10% to 20% by 2016
Actual Trend F'cast / projection
Workplaces with apprentices 11/12 – 13/14 (Q3)
The Minister and Chairs ambition
Workplaces with apprentices: Where we are now and ambition
Estimated Apprentices in Workplaces
LAAN 2011/12 2012/13 2013/14Total
Workplaces 2012/13
Total Workplaces
2013/14
% of Workplaces
with Apprentices
2012/13
% of Workplaces
with Apprentices
2013/14
Proposed Ambition Ambition %
NE 11,900 13,700 14,500 75,375 78,205 18.20% 18.50% 22,700 29%
YH 20,800 24,000 25,900 176,580 181,395 13.60% 14.30% 45,300 25%
National 204,800 228,700 240,400 2,234,315 2,322,370 10.20% 10.40% 446,100 20%
Ambassador Networks Primary Focus
• Action orientated group focussed on opening doors
• Increase proportion of workplaces engaged in Apprenticeships from 10% in 2012/13 to 20% in 2016/17
• Expand networks
• Personal Action Plans
Ambassador Chair’s View
Employer Engagement
The employer perspective, what works well, what could be improved?
Working together
How can providers, colleges and partners (LEPS etc.) help the network achieve it’s aims?
NAS Approach
Anthony KnowlesHead of Employer and Delivery Services – North East
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apprenticeships.gov.uk National Apprenticeship Service
Over400
Employersalready involved in redesigningApprenticeships
Over2.1m
Apprenticeshipstarts this Parliament. We are committed to delivering at least 2 million.
96% Employers who take on an apprentice say their business benefited.
£117kExtra income earned by someone who completes a Level 3 Apprenticeship
Amount we invested in Apprenticeships last year
Return for every pound that Government invests in Apprenticeships
£1 £28
Number of ‘full Apprenticeships’ has trebled since 2009/10
£1.5 bn
Over 220,000
Workplaces already offeringApprenticeships
At least 12 monthsDuration for Apprenticeships
8 out of 11
Industrial Strategy sectors already covered by our Trailblazers
NewHigherApprenticeshipsIn occupations like space engineer and
pilot
68,000Apprenticeships in smaller businesses supported by our Grant for Employers
Over 23,000Apprenticeships pledged during National Apprenticeships Week 2015
By 2017/18
All Apprenticeship starts will be on new employer-led standards
Organisations representing half a million businesses support reforms
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apprenticeships.gov.uk National Apprenticeship Service
What we do?
• Employers• SMEs• Large Employers
• Find an apprenticeship• Brand• Campaigns• Partners
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Engaging with SME’s
• Small Business Team• Employer Commitment• Service Standard• Provider Search Tool• Intermediaries• Supply chains• Apprenticemakers
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Account Management How’s Business?
National Apprenticeship Service
Our approach is to listen and aska business to tell us about…
What the company does?
Current priorities?
Long term aims?
Apprenticeship fit?
Getting the most from Apprenticeships
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What can Apprenticeships Deliver for your Business?
National Apprenticeship Service
Increase: Government investment in your
workforce Staff commitment and motivation
(88%) Productivity (81%) Customer base (81%) Skills base with your business (82%)
Reduce: Recruitment costs (75%) Time and effort associated with
recruiting (80%) Staff turnover (80%)
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What can Apprenticeships do for your Business?
National Apprenticeship Service
Succession planning \ future talent pool
Fresh ideas
Address demographic issues
Workforce and developmento Existing staffo Mentors
Corporate social responsibility
Public relations
Open new doors and markets
Supports procurement and tendering bids
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Brand - Apprenticeship Week 2015
Marketing ApprenticeshipsBrand resources
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Support Campaigns
National Apprenticeship Service
@Apprenticeships @AppVacancies @TraineeshipsGov
#GetInGoFar #NAW2015 #GreaterTogether
Brand - The Shop Window
apprenticeships.gov.uk
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Businesses Who Have Used `Find an Apprenticeship` www.gov.uk/applyapprenticeship
Brand - Awards 2015
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apprenticeships.gov.uk National Apprenticeship Service
• Do we have an apprenticeship / traineeship growth strategy?
• What are our apprenticeship aims?• What proportion of employers we work
with of different sizes ( eg. SME / Large have started apprentices this year?
• Who are our top ten customers?• What percentage of their workforce are
apprentices?• Do we work with their customers and
supply chains?• How many new employers have we
engaged in the last 12 months?
Your strategy
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apprenticeships.gov.uk National Apprenticeship Service
• What proportion of vacancies do we advertise on Find an apprenticeship?
• What proportion of our starts are in each age band?
• How do we align with LEP priorities?• In what subject areas do we offer
progression from intermediate to advanced to higher apprenticeship?
• Which of the new standards are we delivering?
• Who can we work in partnership with?
Your strategy
apprenticeships.gov.uk
Thank you
More information
Visit: www.apprenticeships.gov.uk
National Apprenticeship Service
Simon BowkerApprenticeship Manager,
North East Local Enterprise Partnership
More and Better Jobs
19th March 2015
NELEP Economic Geography
- £32 billion economy - 2 million population - 43,000 businesses - 800,000 employees - City/Rural/Coastal
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An Agenda for Growth - “more and better jobs” – with clear vision, objectives and actions
Substantial investment proposals
New ways of working - changes to governance, co-ordination and alignment of resources
Secured a Growth Deal for the area, including the Local Growth Fund
Basis for the European Strategy and £113m investment in Skills
Strategic Economic Plan
Vision and Objectives
By 2024 our economy will provide over one million jobsHalve the gap between the North East and the nationalaverage (excluding London) on:
• Gross value added (GVA) per full time equivalent (FTE)• Private sector employment density• Activity rate
Fully close the gap on employment rate• Scale and quality of employment matching an increasingly better qualified and higher skilled workforce.
Themes
1. Innovation2. Business support and access to
finance3. Skills 4. Inclusion5. Economic assets and infrastructure6. Transport and digital connectivity
Skills: strategic objectives
Address the current and future skills needs, strategically investing ESF and Skills Funding Agency (SFA) resources and expertise to provide a reformed skills approach which meets the needs of employers and learners and complements or stimulates private and individual investment
Ensure young people are equipped and qualified to access the opportunities which will be available in a successful modern economy
Ensure high quality training facilities which help engage employers and learners, are available to support a higher skilled workforce
Skills: key actions
Strengthening the skills system• Demand-side activities, including greater employer engagement, • Supply-side activities relating to tackling barriers to employment,
increasing the number of working age population with level 3 and above skills, and challenging sectoral stereotypes.
• Locally designed and delivered information, advice and guidance system for young people and the working age population
Young people• A North East Schools Challenge, • Commitment on youth apprenticeships
Further education capital projects - seven priority schemes for 2015/2016
Employability and Inclusion: strategic outcomes•Increase the economic participation rate, assisting people to take up education, training and employment opportunities to increase life chances and economic wellbeing
•Provide support to those most distant from the labour market, where necessary assisting people to overcome disadvantage and poverty
•Tailoring support to meet the specific needs and circumstances of individuals through targeted intensive support and mentoring
Employability and Inclusion: key actionsA North East Labour Market Agreement - strategic leadership and accountability for employability and welfare to work support and a platform for a negotiation with government Inclusive North East - programme of activities, with £190m investment. Skills to move towards, enter and progress in workOlder workers, workless people and those facing redundancy - upgrade skills, learn new skills or re-trainReduce number of young people not in employment, education or training and those at risk of disengagingTackle multiple barriers to employmentSupport bottom-up social inclusion - community focused actionsTargeted activities - protected characteristics, specific communities with multiple barriers and high levels of exclusion
Apprenticeship Growth Partnership
Background and context
• North East Local Enterprise Partnership wants to see increase in take-up of Apprenticeships among employers and young people
• Two main drivers:
• Apprenticeships contribute more to meeting skills needs of the LEP growth sectors - ‘More and Better Jobs’
• Tackle low skills and high unemployment among young people
• Reflects national Government policy
About Apprenticeship Growth Partnership
• Partnership initiative
• Provide an additional resource, and bring together employers, Apprenticeship providers and other partners in the LEP area, to work towards the common goal of increasing the take-up of Apprenticeships among employers and young people
• Provide a focus for partnership efforts to achieve the LEP’s ambitious Apprenticeship targets
• Double the number of youth Apprenticeships over the next four years
• Double youth Advanced Level Apprenticeships in engineering and other skills linked to key growth sectors
• Achieve an additional 500 employers providing Apprenticeship places within three years
Apprenticeship research study
• Research activities:
• Analysis of SFA Apprenticeship data - volumes, characteristics, recent trends
• Skills needs and employment opportunities in the LEP economy, mismatches between demand and supply
• Existing studies into barriers and solutions, and good practice (inc other UK Hubs)
• Surveys / consultations:
• New Skills and TBR commissioned by the LEP
• Evidence base to develop objective, evidence-based priorities and actions for the partnership
Apprenticeship starts
Starts by age and level
Apprenticeship take-up
• Starts by 16-19 year olds in the LEP area fell by 33% between 2010/11 and 2012/13, although latest data shows a small increase between 2012/13 and 2013/14
• Intermediate Apprenticeship starts continue to outnumber Advanced Apprenticeship starts, though the balance is more even among adults than among young people. Advanced Apprenticeships accounted for 45% of starts by adults in 2012/13, and 35% of starts by 16–19 year olds.
• The number of Higher Apprenticeship starts has risen, though numbers remain relatively low compared with other programme types (690 starts by adults in 2012/13, and 10 starts by 16–18 year olds).
Mismatches between demand and supply
• Insufficient pool of high quality applicants for some roles, including the LEP’s key growth sectors (engineering, manufacturing)
• Need to stimulate extra demand in key growth sectors so Apprenticeships can play a greater role e.g. manufacturing, IT and digital, business services, creating and cultural
• Insufficient applicants for some roles - lower paid, irregular / antisocial hours
Barriers to increasing Apprenticeship take-up
• Structural barriers, resulting from national policy, the underlying functioning of the education system, and the fundamentals of how businesses, the economy and the labour market work.
• Apprenticeships not being prioritised in some schools as an attractive next step post-16
• Weaknesses in the employability skills of some young people leaving the education system
• Poor Apprenticeship wages and terms and conditions offered by some employers
• Preference of some businesses to use alternative methods to recruit and train the workforce
Barriers to increasing Apprenticeship take-up
• Information failures
• Lack of understanding of Apprenticeships among some young people, parents and schools
• Employers and schools receiving inconsistent information about Apprenticeships from a myriad of sources
• Some employers that are new to Apprenticeships finding it difficult to understand the offer and navigate the Apprenticeship system
Proposed focus and priorities
• Being realistic about what can be changed / influenced at the local LEP level
• Focusing on adding value, and addressing gaps / weaknesses in current system
• Priority 1: A substantial activity programme to improve school engagement in Apprenticeships
• Priority 2: A sustained programme to improve the work-readiness of young people
• Priority 3: Information for employers new to Apprenticeships
• Priority 4: Enhanced marketing and PR campaigns to support increased take-up and quality
Apprenticeship Growth Partnership (AGP)
The purpose of the AGP is to bring together partners with an interest in
Apprenticeships, to work towards the shared goals of: increasing the take-up of
Apprenticeships by employers and young people; and maximising the contribution
that Apprenticeships make to meeting the skills needs of the North East Local
Enterprise Partnerships key growth sectors.
Comments and questions?
Wendy StarksTees Valley Unlimited
Growing Apprenticeships/
Traineeships in the North East
Tees Valley Strategic Economic Plan (SEP) 2014
Tees Valley Strategic Economic Plan (SEP) 2014 Priorities:•Develop and nurture an innovation culture and positive environment for business growth.•Secure the transformation of Tees Valley into a Low Carbon High Value economy.•Secure improved skills levels to address future demand in growth sectors and in existing industries.•Secure additional capacity on the East Coast Main Line rail route and improve rail services to major northern cities and within the Tees Valley.•Improve our air, road, port, land and property infrastructure to enable economic growth.•Create and retain wealth by establishing the Tees Valley as a preferred location to live in, work and visit.
Tees Valley Strategic Economic Plan (SEP) 2014
Objectives:
•Support Innovation and Sector Development.•Develop the Workforce.•Develop and Provide Infrastructure.•Attract and Retain Wealth.
Tees Valley Businesses
• 99.5% SME’s (0-249)
- 85.9% Micro (0-9)
- 11.4% Small (5-9)
- 2.2% Medium (50-249)
• 0.5% Large (250+)
14,580 Businesses
Transportation and storage
Information & communication
Primary sector & utilities
Healthcare
Manufacturing
Accommodation & food services
Construction
Other services
Professional & bus. Services
34%
24%
13%
7%
7%
5%
4%
4%
3%
Tees Valley Statistics
25,000 new jobs over the next decade
Qualified to NVQ Level 4
25.5%
Working age population
421,000
Net increase of private sector
growth 8,000
120,000 replacement jobs over the next decade
Importance of Skills•Clear correlation between skills, wage levels and economic prosperity.27% 16-64 year olds NVQ4+ (35% nationally)7.6% 18-24 year olds claiming JSA (3.7% nationally)9.4% 16-18 year olds NEET (5.7% nationally)
• Employers are looking for highly skilled employees.• Work readiness is just as important as skills.• Low skill levels restricts opportunities at individual and community levels.
Jobs AdvertisedProfessional
Associate Professional & Technical
Administrative & Secretarial
Skilled Trades
Sales & Customer Service
Caring, Leisure & Other Services
Managers, Directors & Senior Officials
Elementary
Process, Plant & Machine Operatives
Key sectors for the Tees Valley
Key Challenges
•Replacement demand.•Business growth•Advancing technologies.•Ageing workforce•High unemployment•Low level skills
Apprenticeships - Starts
Apprenticeships – Starts by age
Apprenticeships – Starts by level
Apprenticeships – Starts by workplace size
Apprenticeships
The number of employers in the Tees
Valley offering Apprenticeships is joint
highest in the country at 21%
www.teesvalleyunlimited.gov.uk/skills
Questions?
GATESHEAD OFFER
Chris Ord16-19 Manager
Gateshead Council
1.WHY AND WHAT
2.LESSONS LEARNED
3.PARTNERSHIP
TechnicalApprenticeshipsTechnicalApprenticeships
Alan Wallace Technical Sales Manager TTE
Sembcorp Skills Development Programme (SSDP)
Employer Ownership of Skills PilotEmployers directly awarded government funding
37 successful in round 1
SembCorp partnership with National Skills Academy for Process Industries
SSDP Aims
Get NEET young people into the Engineering Sector
Get graduates more ready for work after their degree
Framework designed by local employers to meet their needs
Pre Apprenticeship Programme
Increased pool of Apprentices for the Sector
Programme bridging the gap between academic study and work
SSDP Activities
Tendered to Local Provider Network
Successful ProvidersTTENETAMiddlesbrough CollegeRedcar College
Higher Education Element
SSDP Lessons
Difficult to convert commitment in to action
Manage risks effectively – pilot criteria sometimes change
Ensure staffing is maintained – it’s a pilot see above.
SSDP Achievements
Pre – Apprenticeship Programme – 75% progression
28 Apprentices engaged, 18 employers
Partnership Working between Providers
Designed to benefit SME’s
Involve sector bodies - NEPIC
Barriers to Employer Engagement
Round Table Discussions
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• Cost/limited resources especially for SMEs even with AGE grant
• Reduction in company size for Apprentice grants eligibility • Competition too many providers chasing the same employers
• Speaking to the decision maker especially for large companies with multi sites/departments
• Offer too fragmented and complicated – the funding, frameworks, • Misconceptions about what an apprenticeship is • Previous bad experience including poor quality applicants, poor quality
apprentice and/or poor provider
• Employers not willing to allocate work time for training
Barriers to Employer Engagement
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• Employers want shorter training period • Unrealistic expectations of apprentices ability/skills when they first start
work
• Lack of employer trust in the system
• Lack of awareness of the business benefits
• Politicians constantly meddling and using Apprenticeships as a political football. Why can't they just leave colleges and providers in peace (ie. a period of policy and funding stability) for a while to "get on with it"!!
• The effect of Traineeships being offered to employers as "free labour", resulting in some employers now not willing to pay wages for apprenticeships when they can get it for free through Traineeships
Barriers to Employer Engagement
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• Lack of impartial and high quality IAG in schools
• Selling apprenticeships to younger workers when apprenticeship rate of pay is below National Minimum Wage and below pay rates for many entry level jobs.
• The title "apprenticeship" puts potential older learners off using the qualification as a career advancement or progression tool
• High Schools offering NVQ & BTEC qual's to learners before leaving school which conflict with apprenticeship funding streams for providers
• Location - no consideration given to a 16 year old, who can't drive and are expected to work outside of public transport
Barriers to recruiting
Round Table Discussions:
Share thoughts and ideas:
- What works for you? - Working together - Overcoming barriers
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Feedback
Summary & Close