Managers’ Support Session ASC Apprenticeship Scheme Stephanie Charles Learning & Development Consultant, ASC Workforce Development

Objectives About the scheme Preparation Issues and considerations Solutions Expectations Learning and development opportunities On the horizon Sharing good practice

Warm up! What would you do if you knew you couldn’t fail? At this point in your life if you wanted to become an apprentice what type of apprenticeship would you do?

About the scheme The scheme began in November Currently there are 5 cohorts totalling 77 apprentices working in ASC. 97% retention. 16 service areas are participating in the scheme. 4 external organisations are currently hosting apprentices under the scheme. Apprentices rotate every 6 months. Temporary 2 year fixed term contracts. Receive nationally recognised qualifications (L2 Diploma). Receive the same employment rights as any other employee working for the council. Access to Redeployment. Walsall Adult and Community College deliver the academic framework (training Provider).

Preparation tips Prepare a work plan for at least 4 weeks in advance. Ensure local induction arrangements are in place. Schedule time for the apprentice to spend time with the team and on an individual basis. Brief the team on your expectations of them. Assign a suitable ‘buddy’ to mentor the apprentice. Identify any special needs or arrangements that need to be made. Implement a training plan. Become familiar with the academic programme. First impressions are lasting impressions!!

Considerations for managers CONSIDERATIONS Communication Styles Level of support Participation Level of ability Flexible Change Equality Time management Monitor & review Forward planning Learning needs Effect on others Accessible College work Structure Feeling included Home life Religion

ConsiderationsPotential Solutions Induction Use induction checklist available on intranet as a guide Set up induction pack/folder Hold weekly reviews for the first 4 weeks Training Have a short to medium term training plan Be SMART with objective setting Refer to learning and development checklist Work Plan Set out work activity – date, time, activity, person, review date Plan 4 weeks ahead Review plan and comment accordingly Integrate with supervision/appraisal Time management Allocate time at the beginning and end of the day short term Involve others in the process to relieve pressure Delegation Effect on others Use as a development opportunity Specific needs Link with training plan Support available from training provider Be open to receive regular up dates

Considerations for Apprentices CONSIDERATIONS Level of competence Confidence Communication Being supported Adding value Coping with change Feeling valued Structured training Fitting in/relationships Time for college work Personal circumstances Coping with work Home life

ConsiderationsPotential Solutions Confidence Feedback Praise Increased responsibility Skills & abilities TNA Varied experience Shadowing Effective working with training provider Adding value Making their contribution clear Assign new tasks/projects Coping with workload Daily ‘to-do’ list Becoming familiar with priorities Personal circumstances Be accessible Be flexible Pastoral support Follow policies and procedures Time for study Up to half a day a week Flexible at managers discretion

Expectations Employer expectationsApprentice expectations Dress code Loyalty Commitment Motivation Professionalism Be punctual Good attendance Respect Integrity Enthusiasm Willing to learn Progression Flexible Not a gofer! Equality Valued Structure Feeling part of the team Fully equipped Varied work experience Regular feedback On going support Progression Quality training

Learning and development opportunities MandatoryCorporateBespoke Dementia Mental Health First Aid Person Centred Planning Reablement Awareness Safeguarding Telecare Customer Care Equality & Diversity Health & Safety Basic Minute & Note Taking Motivation Behaviour Communication Time Management Appraisal/CPD Employability Skills Coaching & mentoring

Coaching & Mentoring support Why consider coaching and mentoring? Assists the development of the individual. Changes behaviour and attitudes. How will this help the apprentice/team/workforce? Increased productivity Improved relationships Positive outcomes What’s difference? Coaching – aims to change thinking and behaviour Mentoring – helps a newcomer – develops knowledge – sharing experiences What’s involved? 1:1 sessions, group sessions, team sessions, review and evaluation

Sharing good practice What’s working well? What isn’t working so well?   In groups of 4 share your experiences of having a good apprentice.  Share examples of positive outcomes and the differences this has made to the service.  What has been the impact of a bad experience – how did you deal with this?  Share examples of negative outcomes and the impact this has had on you, the team, the service.  How have you deal with bad experiences? Solutions?  As a host manager can you share/suggest recommendations that are measurable?

What’s on the horizon Scheme review and evaluation underway. Development of a generic apprentice appraisal. An ‘Apprenticeship’ section in progress on the Workforce Development website. Internal awards – January National Apprenticeship Week – March Sharing and cascading success stories. Nominations for apprentice buddy’s.

Thank You! Telephone: Blackberry: