Ben Lambert – BPP Caroline Evans - BPP Anna Long - KPMG The Digital and Technology Solutions Degree Apprenticeships from BPP University: 12 months from design to delivery Ben Lambert – BPP Caroline Evans - BPP Anna Long - KPMG

About BPP We educate more than 50,000 business, accountancy and legal students every year More than 100,000 accountants have trained with us since 1976 We educate professionals within 80% of all FTSE 100 companies We’ve delivered professional apprenticeships in over 1,500 organisations of all sizes More Graduates from our BPTC gained pupillages than any other UK Law School We educate students from over half of the countries across the globe Heavily involved in apprenticeship development including the current Trailblazer Programmes Offering guidance and support to all clients about navigating the Apprenticeship Levy BEN

The BPP Group BEN

BPP University In 2015-16, BPP University had over 17,500 learners, including 7,964 international students from around the world. As BPP University has degree awarding powers this enables learners within BPP Professional Apprenticeships the opportunity to progress to higher qualifications, maintain their continued professional development and also remain a BPP learner. The University offers Apprenticeship programmes, including Degree Apprenticeships which: Are specifically designed to meet the requirements of the apprenticeship standard and beyond Are delivered via an interactive Virtual Learning Environment (VLE) at an appropriate pace Link to the workplace for enhanced practical application Attract professional accreditation Provide appropriate academic and pastoral support BEN

University Enrolments vs Apprenticeships Starts

The Digital Skills Gap The UK’s thriving digital industry is now worth £161bn to the economy and supports more than 1.5m jobs. The UK has the largest digital economy as a percentage of GDP in the G20, with expected growth of 15% in 2017. Challenges: Brexit, uncertainty around freedom of movement, other global tech hubs in Europe Is the UK is well-positioned to fill the 750,000 new digital jobs that will open by 2020 and ultimately stay competitive in the global tech economy?

The Digital Skills Gap Pipeline of tech-savvy students entering the workforce: Currently 74% of tech workers have a degree – a much higher proportion than the national average. The number of UK students graduating with relevant qualifications has dropped considerably since 2002. The UK risks the skills gap widening, with fewer developers and software engineers entering the workplace despite an economy that is hungrier than ever for tech talent. The Digital and Technology Solutions Degree Apprenticeship (DTSDA) will help fill this skills gap

Degree Apprenticeships How it works Takes ownership and responsibility for completing academic requirements and for building the relevant experience and exposure – autonomous learner Student BPP Employer Delivers the academic components of the degree and supports the evidence gathering. Ensures academic probity and safeguarding Provides relevant job role and supports the learner to gain access to all the experience and resource they need from the work place. Caroline

Degree Apprenticeships 4 and a half year programme Level 6 qualification Part-time study & Full-time work 20% (1 day per week) “study leave” Aligned with professional qualifications 2 evenings per week (2 hours) synchronous delivery 4-8 hours supported learning per module, per week (in term)

Digital Technology Solutions Degree Apprenticeship Caroline

Digital Technology Solutions Degree Apprenticeship Caroline

Programme Development Why? Gap in BPP’s portfolio offering Actually aligned to developments across other programmes Responsive to client needs What? Basic principles to be covered Traditional Computer Science Degrees Meeting/not meeting client needs Requirements of Tech Partnership/Trailblazer Group/Standard Caroline

Programme Development Building from the perspective of what business needs from Digital Skills Professionals Not DTS in isolation, but in interaction and collaboration with the rest of an organisations Practical application of theory Business context How? High level of interaction with the Tech Partnership Many iterations Academics and Practitioners (and Client feedback) Industry requirements – PQ and accompanying content

Learnings and challenges Client – Student – University dynamic Trust model Adaptability and flexibility in delivery To learner, programme and client needs Frequent, honest and constrictive teaching and client reviews With action put into practice immediately Engagement with work-based learners Adapting teaching style and approach Managing completion over length of programme

46 Starters from 9 Employers Market Engagement Oct 15 – Product Launch Nov 15 – Feb 16: Employer Events, Meetings and Expression of Interest March 16 – August 16: Negotiation and Recruitment Oct 16: 46 Starters from 9 Employers

The Employer’s View - KPMG Professional Apprentices Level 3 Business Administration Level 4 Actuarial Technician Professional Accounting/ Taxation Technician Level 6 Degree Apprentices Digital Technology Solutions Degree Level 7 Professional Accountant Anna

The Employer’s View - KPMG Four new starters in September 2016 Considerations: Onboarding, Induction & Learning and Development Lifecycle Stage Key Considerations On-boarding and Induction Contracts Keep warm activity Mentors/buddies and line manager support Learning and Development Delivery mechanism Accreditation (knowledge) v technical learning journey (skills) v behavioural learning journey (behaviours) On the job v 20% off the job training Extra curricular activities

The Employer’s View - KPMG Measuring Success – a 4.5 Year Programme DASHBOARD SUGGESTED METRICS Recruitment Cost per hire Applications Diversity split Age split Funding split Internal v external population split Performance Success rate v timely success rate Leaver non achievers Accreditation overall pass rates v first time passes Overall performance ratings and % top performers Programme Retention and attrition reduction Internal and external net promoter score Engagement – Employee Opinion Scores Employer league tables Industry awards Progression % progressed to next level of education/ programme or another talent proposition Promotion of grade/level Salary progression Anna

Future Development Expansion of product portfolio Broadening reach into sectors and clients Enhance perception of Apprenticeships through outreach and awareness programmes Caroline

Questions? benlambert@bpp.com carolineevans@bpp.com Anna.Long@KPMG.co.uk