1. 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

2. 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

3. The BPP Group
BEN

4. BPP University
In , 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

5. University Enrolments vs Apprenticeships Starts

6. 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 and ultimately stay competitive in the global tech economy?

7. 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

8. 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

9. 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)

10. Digital Technology Solutions Degree Apprenticeship
Caroline

11. Digital Technology Solutions Degree Apprenticeship
Caroline

12. 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

13. 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

14. 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

15. 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

16. 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

17. 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

18. 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

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

20. Questions? benlambert@bpp.com carolineevans@bpp.com