Maggie Swinden – Workforce Development Advisor North Yorkshire County Council Briefing on Apprenticeships for School Alliances / Clusters Autumn Term 2017 Maggie Swinden – Workforce Development Advisor

What is an Apprenticeship? Genuine job with training Funded via apprenticeship levy / co-investment Any age of employee Roles from entry level up to and including degree Open to new recruits and existing staff

Existing Staff Identified need for new skills, e.g.: recent recruits without full qualifications job changes following restructures redeployment statutory or regulatory changes

Opportunities Productive and effective way to grow talent Target typically hard to fill posts Improve services and retention Improve productivity

Apprenticeship Levy (1) Introduced from 1st May 2017 to invest in apprenticeships Government imposed annual levy on all UK employers with pay bill over £3 million p/a (0.5%) Managed corporately via the Digital Apprenticeship Service (DAS) Used to pay training providers and end-point assessment organisations (not salary / employee costs)

Apprenticeship Levy (2) Only approved training providers and end-point assessments can be funded Each apprenticeship has funding cap Extra funding sourced through School’s training budget LAs bound by Public Contracts Regulations (‘best value’)

How does an Apprenticeship Work? Duration – min. 12 months up to 5 years 30+ hours a week Minimum 16 hours per week TTO Work alongside experienced staff Minimum 20% ‘off the job training’ Meet framework / standard requirements

Off-the-Job Training Only this can be funded through levy and is 20% protected time for: attending courses block training online learning independent research completing assignments

Types of Apprenticeships Workforce Development Advisor can advise Currently two types: Standards – new industry standards, core skills, knowledge and behaviours for specific job roles Frameworks – work-related vocational and professional qualifications (phased out by 2020) Schools Apprenticeships Roles: PE Instructor (Sports Instructor) Teaching Assistant (Supporting Teaching and Learning in Schools (L2 and 3) – new Teaching Asst standard (L3) ready end of year) Early Years – L2 and 3 Lab and Science Technician ICT Technician (IT ,Software, Web & Telecomms Prof L2,3 and 4) Bursar / school business manger (management (L3 and L4, Leadership and Management L5) Administrator/clerk/PA/School Sec - (Business and Admin L2,3,4 Finance Officer- (Accounting L2,3 & 4) Caretaker – (Facilities Management L2 and 3) Cleaner – (Cleaning and Support Services L2) Catering Asst / Cook – (Catering / professional chefs L2 and 3) Degree Level Apprenticeships – Digital and Technology Solutions Professional Degree and Chartered Manager Degree (L6) Teacher (initial teacher training programme) from Sept 18

Managers’ Roles and Responsibilities Overall responsibility Identifying roles / staffing groups Supporting successful completion within agreed timeframes Workplace mentor for day-to-day support Manage like any other school employee (additional support if school leaver / learning disability) Check list in guidance

Minimum Standards Complete induction including all mandatory training Ensure Apprenticeship Agreement signed Attend initial meeting with the training provider and apprentice Agree and sign off individual learning and development plan and Commitment Statement

Pay (1) Paid by School Different rates depending on role and qualification Entry level roles NYCC apprentice pay rate: 0-6 months =£129.50 per week (£546.01 per month) – *rate of £3.50 per hour 7-12 months=£173.53 per week (£753.93 per month)- *rate of £4.69 per hour second year – min. standard NMW

Pay (2) Any other level Existing staff or newly recruited apprentices New starter Bottom point pay band as per JE Revised JE where full role not carried out   Pay progression considered at usual incremental points

Pay (3) Hard to Fill Recruitment difficulties Where basic apprentice rate would not attract applicants Pay set as market supplement (JE) - difference between entry level apprentice and the usual pay rate for the job

Terms and Conditions Same as other School employees e.g. probation (6m) annual leave as per leave policy sick pay in line with length of service automatic enrolment into pension scheme (may opt out) Probation Longer for NQTs

Progressing Apprenticeships Contact Schools HR Advisory (WFD) (If required) recruit in line with normal procedures when get clearance Resourcing Solutions for enhanced package Shortlist / interview / appoint as per normal procedures Standard clearances / contract New recruits must sign Apprentice Agreement

Next Steps Workforce Development provide relevant details to training provider Training provider sets up 3-way meeting with manager and apprentice to sign Learning Agreement and Commitment Statement Training provider sends Commitment Statement to Workforce Development Workforce Development release levy funding to training provider

Questions?

Workforce Development Advisor Further Information Manager Guidance and forms (Red Bag w/e 22 Sept) Landing page on cyps.info Maggie Swinden Workforce Development Advisor Maggie.swinden@northyorks.gov.uk 01609 534343