Apprenticeships: how it can help to recruit, train and retain London Care & Support Forum Apprenticeships: how it can help to recruit, train and retain Paul Marijetic, Apprenticeship Lead Health Education England

MYTHS Apprenticeships They are for Young people only Taking at lower levels Under-achievers at school New employees in construction, hairdressing, engineering, administration MYTHS Under the current policy there are two types of apprentices. New Staff The first type is one that you would traditionally recognise as an apprenticeship. A new (usually, but not, exclusively young) member of staff would train on the job to learn that job and ultimately become qualified. It may or may not also include release to attend training externally (one day a week, once a month etc.). Existing workers The second type is aimed at existing workers who will be learning some new skills within their normal role; again it may or may not also include release to attend training externally. So whilst it might not seem like an apprentice in the traditional sense, you should think of this type of apprenticeship as a mechanism for receiving training and having your abilities and understanding recognised through qualifications for the job that you are doing. However it can only be an apprenticeship if there is an apprenticeship framework or standard available. e.g. even if you wanted to take on an apprentice you cannot do an apprenticeship in Physiotherapy as there is currently no apprenticeship available

Apprenticeships There are two types of apprenticeships New staff Existing workers With either type people are employed it’s not just a training programme or course but there must be an apprenticeship available Under the current policy there are two types of apprentices. New Staff The first type is one that you would traditionally recognise as an apprenticeship. A new (usually, but not, exclusively young) member of staff would train on the job to learn that job and ultimately become qualified. It may or may not also include release to attend training externally (one day a week, once a month etc.). Existing workers The second type is aimed at existing workers who will be learning some new skills within their normal role; again it may or may not also include release to attend training externally. So whilst it might not seem like an apprentice in the traditional sense, you should think of this type of apprenticeship as a mechanism for receiving training and having your abilities and understanding recognised through qualifications for the job that you are doing. However it can only be an apprenticeship if there is an apprenticeship framework or standard available. e.g. even if you wanted to take on an apprentice you cannot do an apprenticeship in Physiotherapy as there is currently no apprenticeship available

Approved Training Provider Apprenticeships Employer Approved Training Provider Apprentice

Why take on an apprentice? You can instil your values, behaviours and working practices from day one - ‘new ways of working’ are just ways of working You will gain a different aspect on your service from the viewpoint of a young person It is a cost effective way of recruiting your entry level roles Apprentices tend to be loyal to the organisation that invested in them It is a useful way of addressing ‘hard to recruit’ posts

Why train existing staff as apprentices? They receive accreditation and validation for the job that they may have been doing They feel invested in They will bring new skills and knowledge into the workplace and cascade them to other staff It is a cost effective way of training staff

How much will it cost? 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

How are they funded? For large employers funding will come out of their digital account via HMRC For smaller employers funding is a co-investment model Co-investment - 10% contribution by employer generates 90% funding from government. 10% contribution can be paid monthly All English and maths is fully funded by the government

How much will it cost? Employer chooses Adult Care Worker apprenticeship in funding band 4 with a maximum price of £3,000 Government co-invests 90% = £2700 Employer co-invests remaining 10%= £300 Employer and provider agree to spread this over 10 instalments of £30

Apprenticeship incentives Current The abolition of employer NICs for apprentices under the age of 25 30% off adult-rate Oyster Travelcards. Over 18 and live in London Borough £1000 incentive for taking on a 16-18 year old apprentices < 50 employers no co-investment for taking on 16-18 apprentices

Career pathways and apprenticeships 6 Chartered Manager ( Senior Manager), Nurse, Social Worker , OT, Physiotherapists 5 Operations/ Department Manager (Practice Manager, Care Home Manager), Leaders in Adult Care (Advanced Practitioner/Manager), Assistant Healthcare Practitioner, Nurse Associate 4 Lead Practitioner in Adult Care 3 Senior Healthcare Support Worker (AHP), Lead Adult Care Worker, Senior Business Administrator, Team Leader 2 Healthcare Support Worker (HCA), Adult Care Worker, Customer Services, Business Administration