The Apprenticeship Levy – A Provider’s Perspective Beej Kaczmarczyk Director, Learning Curve Group

How have levy paying employers responded? Actively engaged, seeing possibilities and determined to spend the levy wisely and strategically, might actually exceed the money in their digital accounts and go for co-investment Confused, concerned, unable to see possibilities, might write off some or all of the levy initially, waiting to see what others do Not sure if we are paying the levy? Have to get out heads round this if we are. ……What and when did this happen?

What have you done to secure contracts with levy paying employers? Marketing and branding strategies Employer engagement Selling the benefits of apprenticeships Pricing strategies Getting their involvement 3

Marketing strategies Build (or rebuild) your brand – values, positioning and personality Creating a customer experience that brings your brand to life – energising your people, e.g. sales, assessors, tutors, support staff Communicating your brand and offer effectively to the levy paying market Understanding the target audience and their buying system, sales pitches Employer events, mail shots, site visits, guest presenting at events/meetings, B2B communications, OTNAs Assist employers with their ‘training provider engagement strategy’

Effective engagement with levy paying employers Employer decision Proven track record Added value Embed work based learning Ability to scale up Design and delivery Sourcing talent Put yourself in the employer’s shoes who has to pick through the different offerings and identify the provider which best meets their needs

Benefits of apprenticeships in action 1 Allows apprenticeships at all levels – ‘new and existing’ staff Use public money to invest in our people - levy or government funding Develops opportunities for personal growth Management development opportunities Fit for purpose Recognised qualifications and accreditation Growth in the levels of competence and capability

Benefits of apprenticeships in action 2 Creates a great place to work Gives structure to your people development – clear pathways Builds on legacy and reputation Helps in managing change Facilitates change in culture Employer of choice Great return on investment – improves performance

Pricing and payments strategy Every apprenticeship is placed in a funding band with all new starts Employers can negotiate the best price for the training they require Price based on full cost of band – emphasis on quality Incentives – bespoke training, additional qualifications Added value propositions, e.g. recruitment of talent Employer contract required – model contracts Direct debit, BACs and credit card arrangements Full support service in place for levy payers Number Band limit 1 £1,500 2 £2,000 3 £2,500 4 £3,000 5 £3,500 6 £4,000 7 £5,000 8 £6,000 9 £9,000 10 £12,000 11 £15,000 12 £18,000 13 £21,000 14 £24,000 15 £27,000

Employer involvement? Find an apprenticeship service provider Agree the price Your personal commitment Find an apprenticeship service provider Agree the best way to deliver and administer Agree to on-the-job and day release options fit for purpose Harness the practical application of learning Coach and mentor the apprentice regularly Cheer on the progress & celebrate success Actively and openly support the apprenticeship investment to assessment Use specialists to deliver gaps in internal capability

Contact details www.learningcurvegroup.co.uk E-mail beejkacz@gmail.com Mobile: 07921 587443