1. The Learners Journey THE SEAMLESS PROCESS DELIVERED BY KATS LTD

2. The Learners Journey We work with employers at the start of the learners/apprentices journey and agree roles and responsibilities to ensure a seamless journey through each of the following 9 stages: Stage 1-Recruitment Stage 2-Induction Stage 3-Initial Assessment Stage 4-Learning Plans Stage 5-Teaching and Learning Stage 6-Progress Reviews Stage 7-Assessment Stage 8-Achievement Stage 9-Progression

3. Why the Apprenticeship Route ? An overall package of training for competence, knowledge, employee rights and responsibilities, maths and english and personal learning and thinking skills A structured approach based on recommended guided learning hours 16-18 years old Guaranteed Funding 19-24 years old Some employer contribution expected 24+ May be some funding available ( N.B All subject to eligibility checks)

4. Stage 1-Recruitment We deploy the following methods for recruitment: Visits to schools Visits to outreach locations for the unemployed and NEET group (Not in Education, Employment or Training) referrals Recruitment following an organisational needs analysis Vacancy advertising on the National Apprenticeship Service website on behalf of employers First interview to check eligibility and also initial assessment to assess work readiness and overall suitability Many employers have their own recruitment procedures in place Many employers already have employees ready to undertake an Apprenticeship programme

5. Stage 2-Induction A 2-3 hour session generally delivered by our Careers Advisor on a Tuesday morning which includes: Icebreaker Features and Benefits of being an Apprentice What employers look for and expect from employees Introduction to ERR ( Employment, Rights and Responsibilities) Kats policies and procedures Introduction to the National Careers Service website to continue with further initial assessment How to obtain an NUS extra card Introduction to the concept of the Safe Learner Carrying out a risk assessment for personal vocational area Setting of first targets

6. Stage 3-Initial Assessment We use the National Careers Service website to assess the following: Personal Skills- including the kinds of activities our Apprentices enjoy personal style, interests and motivation Activity skills-including Working with numbers Working with written information Checking information Solving mechanical problems Working with shapes Solving abstract problems

7. Stage 4-Learning Plans An Individual Learning Plan is issued to each Apprentice at Induction to record the following: Learner, employer and Provider details Name,title, level of Apprenticeship Programme Results of Initial Assessment Expected qualification outcomes Signatures of agreement from Apprentice, Employer, Training Provider Previous qualifications, experience and skills Personal career and progression objectives Details of Induction training including any specific outcomes Planned attendance for on and off the job learning Mentoring and support arrangements Review arrangements and planned dates

8. Stage 5-Teaching and Learning Vocational Pedagogy is a hot topic! We have found that the best approach is to take the recommended Guided Learning Hours (GLH) from the OFQUAL ( Office of Qualifications and Examinations Regulations) register and use these to create a scheme of work for every learner based on planned/ agreed length of stay on the programme. We use the City and Guilds centre handbooks provided for every qualification to ensure coverage of all learning outcomes Guided Learning Hours are a mixture of on and off the job learning and the delivery of these are agreed with the employer at the start of the programme Delivery is dependent on how best the Apprentice can be supported Resources include the allocation of appropriate vocational coaches, teachers, trainers, assessors, mentors, an ‘off the job’ location ( this could be on the employers premises), a good text book and access to City&Guilds SMARTSCREEN materials which we subscribe to when available

9. Stage 6-Progress Reviews The purpose is to ensure that our Apprentices are making a swift and speedy journey to achieving their qualifications and receiving the best support in a safe environment. One of our field workers carries out the first review to ensure ‘ right learner, right programme’ Overall progress reviews are carried out every 8 weeks by a member of the Kats team. This allocated reviewer is impartial and feeds back to Head Office all review outcomes. Any further support actions needed are implemented All contact hours must be logged and the recording document for this is checked at review. We expect to see a record of formative and summative assessment decisions throughout the Apprenticeship programme

10. Stage 7-Assessment Our City&Guilds centre was established with the primary purpose of getting vocational experts qualified to assess individuals competence and knowledge within their own occupational area. Assessment is about measuring the amount of learning that has taken place against a set of standards It is our belief that representatives from the employers that we work with are best placed to make these judgements We willingly train and qualify your staff to undertake this role and induct them into the City and Guilds way of working so we can add them to our centre team Alternatively we recruit assessors and verifiers of the highest calibre to assess your Apprentices work We use a full range of assessment methods best suited to individual needs Many qualifications require City&Guilds evolve on-line assessment. We have trained dedicated staff who set these up and need some advance notification of when the assessor had made the decision that an individual is ready to take these tests

11. Stage 8-Achievement Achievement is a good motivational tool! All our Apprentices are registered after the first 4 week review. We choose to register them for the ‘full’ qualification as opposed to the ‘unit only’ route. We do incur a cost for this but the benefit is as soon as a unit is achieved we can claim a ‘ blue unit only certificate’ which can be passed to the learner. This happens until enough units have been claimed to generate a red i.e. the FULL qualification We are able to do this because of our ‘ direct claims status’ with City&Guilds ( basically a clean bill of health) once our first cohort of candidates have been quality assured by City&Guilds for any new qualification that we have recently added to our portfolio

12. Stage 9-Progression We carry out an exit review and explore the following: The Apprentice's experience- what went well what could be done better What difference has this journey made to them as an individual Are there any increased opportunities for promotion? Do you feel that your confidence has increased? We welcome comments for the employer …..and The Learners Journey could start again!!