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

2. 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

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

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

5. 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)

6. 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’)

7. 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

8. 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

9. 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

10. 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

11. 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

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

13. 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

14. 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

15. 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

16. 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

17. 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

18. Questions?

19. 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