1. ‘AberForward’ Bev Herring
‘On Campus Professional Skills Development Programme’
Bev Herring
Careers Consultant Aberystwyth University
AGCAS National Trainer

2. Today’s session will focus on:
Rationale
Lesson’s learnt
Sharing good practice

3. The Aberystwyth Situation
Largest employer in the area
Compared to SMEs- able to offer more opportunities (number & range)
Part of our lifelong service to graduates
Chance to upscale provision of placements (local economy restrictive)
Addresses graduate interest in staying in Aber area for significant period at the end of their degree.

4. Centrally funded initiative
Varied timings of placements and duration meeting differing needs of cohorts.
Different focus according to cohort
2 programmes
AberWorks – casual/non skilled P/T roles across campus
AberForward – focus on professional skills development – 3 strands

5. AberForward – the 3 strands
Internship
Graduate
Summer
Start date
September
Various - details about the next Scheme will be posted here in the Autumn, and ed to eligible graduates at the same time
June
Duration
10 months
4 weeks
8 weeks
Who is this Scheme for?
Ambitious, talented graduates seeking both their first graduate job and to take steps towards a career in Higher Education.
Graduates who are keen to improve their graduate work-related skills and experience and refresh their CVs.
Undergraduate students wishing to gain professional work experience, build their transferable skills and develop greater understanding of the world of work.
Who can apply?
Full-time undergraduate students who are graduating the summer before the start date.
Aber graduates who completed their undergraduate studies the summer before the start date.
Full-time undergraduate students in any year, including those graduating the summer in which the Scheme is being held.

6. Graduate intern feedback
Find out more
What is AberForward?
Graduate intern feedback

7. Lessons learnt/elements for consideration
Staff members – contracts, contractual requirements, accruing annual leave, monthly payroll system – simpler way around this?
Advertising specific job titles and information about departments makes for better application rates in quantity and quality!
Previous generic ‘come and apply for a placement in one of our departments’ had less impact.
Has raised awareness in academic staff of the benefits of work experience.
Increased engagement with the employability and skills development agenda across the entire university
Built in training programme – more awareness of employer needs beyond academia and the expertise of the careers service.

8. Training Programme outline
All three schemes (Summer Scheme, Graduate Scheme and Internship Scheme) have a one-day induction.
Summer Scheme and Grad Scheme then have one session a week for professional development while the Internship Scheme has a wider range.

11. Outcomes
Training programme and needs of different cohorts has to be the main drivers of the programme – not cheap labour for departments.
Staff recognition of skills and abilities of students and graduates has changed
Service departments – prior to AF many did not engage with students much
Academic departments – Slower to recognise the need/benefit of offering placements. 5 years in – now recognising, fully on board and seeing their own students from a different perspective.

12. Discussion
What mechanisms do you have in place to employ your students?
What are your thoughts on other ways of utilising students in order for your university to get the benefits of the fresh perspectives students bring?