1. Apprenticeships: Nurturing Talent
Welcome
Introductions – PPD, 3aaa, CRC
Aim of session:
give an overview of apprenticeship levy and apprenticeships at the University
give details about 3 specific apprenticeships that we are setting up for existing staff across the University
give you the opportunity to hear from the training providers who will be delivering those apprenticeships
opportunity for you to ask questions and register your interest
Cover format of session:
start with an overview of apprenticeships for those of you who may be new to apprenticeships and could not attend one of the Roadshows that we ran last year
presentations from 3aaa and CRC
‘drop-in clinic for individual questions and queries

2. What has changed with Apprenticeships ?
An apprentice levy is now paid by all employers with a pay bill in excess of £3m The levy is set at 0.5% of the pay bill Funding accessed through a new Digital Account Service (DAS) Open to new and existing staff, all ages Available from GCSE to Masters level
While some of you will be familiar with the changes that have taken place with apprenticeships, there will be others who are not so familiar, so I will provide a brief overview of the changes.
These changes represents the biggest single shake-up in vocational and professional training in the last 25 years and represents a real opportunity for the University to nurture internal talent and develop expertise of new and existing staff
Fundamental shifts to the funding model and broadening of what can now form an apprenticeship and who can complete one
The Levy started in April The University currently has over £1.75 million in its Levy fund

3. Benefits to the University
Attract and retain talent
Tailored learning to meet current and future needs
University viewed as ‘Employer of Choice’
Attract and retain talent: through the development of new and existing staff
Benefit from tailored learning to meet current and future needs of the University
University viewed as ‘Employer of Choice’. Setting up of cohorts to support and encourage
Reinvest the Apprenticeship Levy to nurture talent in line with University and People Strategy priorities
Reinvest the Apprenticeship Levy to nurture talent

4. What is available?
Intermediate, Advanced or Higher and Degree Apprenticeship?
Examples of Apprenticeship standards
Title
Level
Commis Chef 2
Science Lab Technician 3
Team Leader/Supervisor
Assistant Accountant 4
Data Analyst
Leadership and Management 5
Postgraduate Engineer 7
University is looking to support a range of apprenticeships covering all levels
This slide gives some examples at each level, but a full list of available standards is available on the government site
Examples of current apprentices at the University: Commis chef
Hospitality Supervisor
IT Service Desk Apprentice
Electronics Technician
Laboratory Technician
Mechanical Workshop Technician
Research Laboratory Technician
Property Maintenance Operative
Business Administration
Lift Engineer Apprenticeship
Heating & Ventilation Intermediate

5. Where can you spend the funds?
You can spend your levy money on
You can’t spend your levy money on
Apprenticeship wages
Travel and subsistence costs
Cost of setting up an apprenticeship programme
Work placement programmes
Apprenticeship training
Materials & some accommodation
Apprenticeship ‘end point assessment’
Included:
Apprenticeship training
Materials (non-capital items) used in the delivery of the apprenticeship framework or standard. By materials (non-capital items) we mean the equipment or supplies necessary to enable a particular learning activity to happen. These items would not normally have a lifespan beyond the individual apprenticeship being funded
Accommodation costs for learning delivered through residential modules where the residential learning is a requirement for all apprentices.
End point assessment
Not included:
Salary
Travel and subsistence costs
Setting up an apprenticeship programme
Other non-apprenticeship work placement programmes

6. What counts as an Apprenticeship?1
SALARY 2
A GENUINE JOB
At least the minimum apprentice wage rate if new staff member. Existing staff stay on their current contract
Must exist for a new recruit or current employee during the apprenticeship
DURATION 3
APPROVED APPRENTICE
STANDARD 4
The apprenticeship must last for at least one year
Apprentice must be working towards achieving an approved standard
Now, today’s event is primarily about offered development opps for existing staff but it is important to clarify what does count as an apprentice
Salary:
New apprentices: currently being reviewed in light of new living wage
[Start at Apprentice 1 – grade 11 (£13,965)
After 1 year, progress to – grade 15 (if all satisfactory)
After a further year, progress to grade 19 (if all satisfactory).]
Existing staff stay on current contract and salary
There must be a genuine job for the duration of the apprenticeship
Must be working towards an approved standard or framework; You may be aware that we have advertised that in addition to the 3 Apprenticeship cohorts we are launching and are here today to provide information on, we have also indicated that we will be launching an MBA cohort through Cranfield. The standard for that has not yet been approved. The course is based on their existing MBA, but until it is approved it will not be eligible for funding through the levy. For this reason we will not proceed with launch until the standard is approved. It is expected imminently.
Apprenticeships vary in length but must be a minimum of a year
Apprenticeships can only be delivered by the University’s approved training providers who have been through a tender process (3aaa, CRC, CSR scientific training, West Suffolk College, Anglia Ruskin Uni, Cranfield Uni)
All apprenticeships involve 20% off the job training and this can be achieved in a variety of ways, from formal classroom based lectures and workshops through to informal work based coaching and mentoring, projects and workplace observations
APPROVED TRAINING PROVIDER 6
20% OFF THE JOB TRAINING 5
Apprentice must need substantive new skills and spend at least 20% of their working hours on off-the-job training.
The University’s Approved Training Providers have been through a tender process

7. Managing the 20% of work time on off-the-job training?
Issues to consider
Workforce Planning: What skills will be required in the future; review each vacancy
Is the individual committed to the training programme, including the assessments, portfolio, coursework?
Managing the 20% of work time on off-the-job training?
Is an apprenticeship the best response, rather than an alternative eg short training course?
Think about apprenticeships as part of an overall development offer for your team. You should think about the future skills that will be needed in the department as a whole, as well as the development needs of individuals. Does the apprenticeship under consideration meet your department/teams needs and it is job specific and transferable
Individual staff members and their line managers need to be committed to the work and time involved with the apprenticeship
20% off the job training is measured over the course of the apprenticeship and is an essential part of the apprenticeship and therefore must take place during employed time. It could include the following:
The teaching of theory e.g. lectures, workshops, online learning.
 Practical training e.g. work shadowing, mentoring, coaching.
 Learning support and time spent writing assessments/assignments.
[refer to guide on website]
An apprenticeship won’t be the right option for everyone

8. Setting your apprenticeship up for success
Understand about the qualification
Line manager is engaged
Learner commitment
LM commit to supporting 20% off the job
Mentor identified
Peer/ buddy support encouraged
Understand about the qualification your learner/apprentice will be working towards
Ensure line manager is enthusiastic and prepared
Learner committed to completing all elements of the programme
LM to commit to supporting 20% off the job
Identify a mentor for each apprentice
Peer/ buddy support encouraged

9. Support and information
The Apprenticeship page on the PPD website provides information, guidance, process maps and templates
Apprenticeship address
PPD need to be informed of any apprenticeship proceeding in order to claim the levy.
Guides for Managers and future apprentices can be located on the website. An outline of the process plus guide on what the 20% off the job training can consist of are also on the website

10. Next Steps Listen to 3aaa and CRC today
Let us know your interest – latest, 20 March
Cohorts start from April 2018
Liaise with PPD re questions and queries
Presentation from 3aaa about Business Administration Level 3 and Leadership and Management Level 5
Presentation from CRC about IT Application Specialist Level 2
Opportunity to complete an Expression of Interest form today or to take one away to complete, but PPD do need it back by next Tuesday 20th at the very latest to start the application process
Cohorts to start May aaa Enrolment date 24/4 – save the date, with courses starting
Any questions about this or indeed any other apprenticeships you would like to complete or run in your departments then liaise with PPD
Further in

11. Questions?
Any general questions now? Opportunity to ask specific questions about the cohorts after the training providers presentations