1. Apprenticeship Reforms and Suffolk County Council

2. What you need to know New reforms came into force 3rd April 2017
Government target - to increase use of apprenticeships across all sectors
Government intention - to increase number of young adults working within all sectors
CMT and DMT have committed to supporting reforms
Will have impact on how we recruit to some new posts
Will have an impact on career progression and professional development opportunities for some staff

3. New monthly apprenticeship levy - all large employers have to pay
Collected monthly through PAYE - expires after 24 months
Is held in a digital levy account
For apprenticeship training only – nothing else!
Can be used cross Suffolk County Council (corporately)
£884,000 corporately

4. New apprenticeship annual workforce targets for public bodies with 250 or more employees
For Suffolk County Council
133
We have 3…

5. Using the levy to pay for qualifications
New Apprentice
New to Post
Existing Staff
Newly employed as an apprentice
Fixed term apprentice contract
Paid in accordance with SCC apprentice pay scale (being developed)
Allocated workplace mentor and buddy
Employed as per pay grade for post
Usually a permanent contract
As part of wider induction into role - usually statutory requirement to complete qualification
As part of professional development
To gain 'substantive new skills and knowledge'

6. Opportunities for teams… some examples
Area
New Apprenticeship Standard
Level
Status
Relevant roles
Business Support
Business Administrator / team leader / manager
Customer service / helpline
3- 5
Available
Business support officer
Business support coordinator
Family Support
Practitioner
Children, young people and families practitioner
(level 3 Diploma in residential childcare) 4
In development
Family Support Practitioner
Education Welfare Officer
Residential childcare worker
Youth support worker
Family Support - management
Children, young people and families manager
(level 5 Diploma in Leadership and Management for Residential Childcare) 5
Residential children’s manager
Youth Support
Intermediate and advanced apprenticeship in Youth Work (old framework)
2 and 3
Youth Support Worker
Social care
Apprentice social worker
TBC
Trainee social worker
Other standards in development can also be applicable to CYP though the details of these are still being mapped against specific roles within CYP. For example apprenticeships around IT solutions could support roles in the intelligence hub and those developing aspects of IT transformation within the service.
Additional apprentice standards are being developed

7. Employers develop new standards via trailblazer groups
New Apprenticeships Standards designed by employers for employers are replacing existing apprenticeship frameworks
3 levels – intermediate, advanced and higher
From level 2 to first and masters level degree routes available
Apprentices can be any age
Employers develop new standards via trailblazer groups
Suffolk County Council involvement
Children young people and families practitioner – residential, family support and youth
Children young people and families manager - residential, family support and youth
Social work degree route
list of all standards including those still in development -

8. The Rules
An apprentice can be a new or existing member of staff and can be any age
Must undertake higher level than a qualification they already hold or at a lower level if acquiring substantive new skills
Apprentices should work for at least 30 paid hours a week - less hours can be agreed
Must be an intention for the apprenticeship to lead to a permanent role
Apprentices must work with experienced staff, learn job-specific skills and work towards achieving an approved apprenticeship Standard during their working week
20% of their time must be spent in ‘off the job’ training
Must offer apprentices the same conditions as other employees
Off the job training must be undertaken outside of normal working conditions and must contribute to the achievement of the apprenticeship standard. The training can be carried out at the location where the apprentice works but must not be done as part of their normal working duties.
Although you have to offer the same conditions, you don’t have to pay them the same as other employees while they are completing their apprenticeship. This is in recognition of the additional money spent on their training and the fact that they are learning as they go.
If an existing employee takes up an apprenticeship it must be to undertake an apprenticeship at a higher level than a qualification they already hold or be for the purpose of acquiring substantive new skills.
Apprenticeships must offer training to level 2 in English or Maths (or functional skills) if the apprentice does not already have these or equivalent qualifications

9. Things to consider
Professional development needs of existing staff – September 2017
Previous numbers
Enrichment programme and apprenticeship standards / start dates
Is there a role for new apprentices?
How can apprenticeships support ongoing recruitment and retention issues?
Can apprenticeship routes provide opportunities for career progression?
Existing – business support / family support practitioner / other
Year one – good to promote with existing staff
Highlight links with HR and legal regarding contracts for apprentices / existing staff moving to apprentice role

10. Where can I find out more?
Expression of interest form for existing staff wishing to undertake apprenticeship route in current role
Paula-Tilbury Larter - Workforce Development Advisor for Apprentices
Megan O’Keefe – Corporate
Apprenticeship Reforms
Manager
askHR
guidance and links now available
Lots of Info on gov.uk
General information on employing an apprentice
New Apprenticeship Standards
List of new standards approved for delivery
List of standards in development (Trailblazers) and employers involved
List of old style apprenticeship frameworks still available