Apprenticeships in Yorkshire and Humber Bev Moxon Employer Delivery Services Manager

#madebyapprentices

Contents Performance Priorities New Developments National Apprenticeship Service

Apprenticeships in Yorkshire 2012/13 Starts National Yorkshire 16-18 114,350 (-12.0%) 14,970 (-16.8%) 19-24 164,960 (2.2%) 19,250 (-2.0%) 25+ 229,660 (0.2%) 25,550 (-3.9%) Total 508,970 (-2.2%) 59,770 (-6.9%) Intermediate 292,280 (-11.2%) 36,280 (-13.1%) Advanced 207,230 (10.3%) 22,700 (3.1%) Higher 9,460 (155.9%) 790 (92%) Q4 SFR National Apprenticeship Service

Skills Funding Statement Subtitle here Traineeships Wider access includes >24 Removal 16 hr Rule Apprenticeships £40m Higher Apprenticeships Removal from Adult Learning Loans English and Maths AGE continues National Apprenticeship Service

Priorities 2013/14 Over £100m investment – Value for Money Last year almost 60k starts Employment for Young People (min.10%) 17,500 starts 16-18 22,500 starts 19-24 50% (all ages) Advanced or Higher Traineeships Quality - Strengthen Brand Further Higher Apprenticeships National Apprenticeship Service

Aspiring to higher levels Levels of Apprenticeships Another key plank of policy is about increasing the level of learning people undertake, and this describes the levels

Higher Apprenticeships - Frameworks Accounting L4 Food and Drink Advanced Manufacturing Engineering Hospitality Management Advertising and Marketing Communications Human Resource Management L5 Agriculture Insurance Banking IT, Software, Web and Telecoms Professionals Business and Administration Life Sciences Business, Innovation and Growth Management Care Leadership and Management Professional Development for Work Based Learning Practitioners Construction Technical and Professional Professional Services: Audit, Tax, Management Consultancy Contact Centre Operations Project Management Employment Related Services Providing Financial Advice Express Logistics Public Relations Facilities Management L4, L5 Supply Chain Management Fashion and Textiles: Technical The Water Industry Professional membership – 73% of PI interested (published by PARN)

Why Reform? To meet the needs of the future economy and businesses. To ensure Apprenticeships are more rigorous and responsive to the needs of employers following Richard Review Apprenticeships viewed with the same esteem as University

Ensuring rigorous training that will support economic growth What are the main aims of the reforms? High quality Higher expectations of English and Maths, more assessment at end of Apprenticeship and introducing grading. Simple Complex frameworks to be replaced by standards of around one page written by employers. Employer driven Ensuring rigorous training that will support economic growth 10

Trailblazers Phase1 Phase 1 Trailblazers cover the following 8 sectors: Standards for 11 occupations are published on Apprenticeship website http://www.apprenticeships.org.uk/employers/steps-to-make-it-happen/apprenticeship-standards.aspx Aerospace Automotive Electrotechnical Energy & Utilities Digital Food & Drink Manufacturing Life & Industrial Sciences Financial Services Detailed assessment plans due to be published mid July 2014 First starts anticipated in 2014/15 contracting year All starts on the new standards will be funded using the new funding system

Trailblazers and Standards Phase 2 Trailblazers 29 sectors announced developing 35 Standards Accountancy Actuary Adult Social Care Airworthiness Automotive Retail Aviation Butchery Cinema Civil Service Construction Conveyancing Craft Dental Health Early Years Emerging Technologies Hair and Beauty Horticulture Hospitality and Tourism Housing Insurance Standards submitted by 19 June 2014 - published in Guidance for Trailblazers Version 2 Timetable for detailed assessment plans yet to be confirmed Maybe limited starts towards the end of the contracting year 2014/15 Land-based Engineering Law Maritime Media Nursing Property Services Rail Design Retail Travel

Suggested Funding Model Element B 66% Government 1 £18,000 2 £8,000 3 £6,000 4 £3,000 5 £2,000 Element B 33% Element A Element C Employer 16-18 Small Firm (<50) Achievement English & Maths £9,000 £5,400 £2,700 £942 £4,000 £2,400 £1,200 £3,000 £1,800 £900 £1,500 £500 £1,000 £600

Vicky Riseham

Background Information At the end of August 2013, the National Apprenticeship service commissioned Hull City Council to carry out a piece of work until March 2014 to undertake direct, focused employer engagement activity to increase take-up of 16 – 18 year old apprenticeships in Hull. Hull is a considered an Apprenticeship decline hotspot (particularly for 16 – 18 year olds) and as such has chosen to invest in some coordinated City wide employer engagement activities.  This work has been done independently to the day to day employer engagement activities of local training providers within the City.   A significant part of this work included contacting 500 SME’s in Hull, asking if they recruit apprentices, if not, why not and to also explain the benefits of recruiting an apprentice. Although over 800 companies were contacted, many of them were either no longer trading/wrong number/put phone down etc.

Outcomes of Cold Calling

Breakdown of Sector Apprenticeships

Barriers to recruitment Not sure where to go in the first instance, so don’t bother following up as there is no straight forward sign posting process. Right framework not available for some employers (they are looking for units of more than one framework). Poor interview preparation - learners are not work ready.   Some companies have the perception of the “NEET” group as being disadvantaged and not wanting to learn or work. The majority of small businesses do not have enough work in the current climate.

Barriers to recruitment When companies have had a bad experience in the past very rarely do they give another opportunity.   Employers are bombarded with training providers “over selling” apprenticeships and have had bad experiences in the past. The grants available for funding are not significant enough to persuade them to recruit.

What worked well As soon as employers understood that it wasn’t a training provider going in for the hard sell for apprentices, they were relaxed and were prepared to respond and open up to conversation. It was about supporting the employers with any queries they had and also having the general conversations on their views of Apprenticeships and the benefits they can bring to the company. The customer service is vital when speaking to employers. It was encouraging that many of them mentioned that a local contact and not a national or 0800 call centre number made them feel confident and reassured.

Questions