1. Apprenticeships in Yorkshire and Humber Bev Moxon Employer Delivery Services Manager

2. #madebyapprentices

3. Contents Performance Priorities New Developments
National Apprenticeship Service

4. Apprenticeships in Yorkshire 2012/13
Starts
National
Yorkshire
16-18
114,350 (-12.0%)
14,970 (-16.8%)
19-24
164,960 (2.2%)
19,250 (-2.0%)
25+
229,660 (0.2%)
25,550 (-3.9%)
Total
508,970 (-2.2%)
59,770 (-6.9%)
Intermediate
292,280 (-11.2%)
36,280 (-13.1%)
Advanced
207,230 (10.3%)
22,700 (3.1%)
Higher
9,460 (155.9%)
790 (92%)
Q4 SFR
National Apprenticeship Service

5. Skills Funding Statement Subtitle here
Traineeships
Wider access includes >24
Removal 16 hr Rule
Apprenticeships
£40m Higher Apprenticeships
Removal from Adult Learning Loans
English and Maths
AGE continues
National Apprenticeship Service

6. Priorities 2013/14 Over £100m investment – Value for Money
Last year almost 60k starts
Employment for Young People (min.10%)
17,500 starts 16-18
22,500 starts 19-24
50% (all ages) Advanced or Higher
Traineeships
Quality - Strengthen Brand
Further Higher Apprenticeships
National Apprenticeship Service

7. Aspiring to higher levels
Levels of Apprenticeships
Another key plank of policy is about increasing the level of learning people undertake, and this describes the levels

8. Higher Apprenticeships - Frameworks
Accounting L4
Food and Drink
Advanced Manufacturing Engineering
Hospitality Management
Advertising and Marketing Communications
Human Resource Management L5
Agriculture
Insurance
Banking
IT, Software, Web and Telecoms Professionals
Business and Administration
Life Sciences
Business, Innovation and Growth
Management
Care Leadership and Management
Professional Development for Work Based Learning Practitioners
Construction Technical and Professional
Professional Services: Audit, Tax, Management Consultancy
Contact Centre Operations
Project Management
Employment Related Services
Providing Financial Advice
Express Logistics
Public Relations
Facilities Management
L4, L5
Supply Chain Management
Fashion and Textiles: Technical
The Water Industry
Professional membership – 73% of PI interested (published by PARN)

9. Why Reform?
To meet the needs of the future economy and businesses.
To ensure Apprenticeships are more rigorous and responsive to the needs of employers following Richard Review
Apprenticeships viewed with the same esteem as University

10. Ensuring rigorous training that will support economic growth
What are the main aims of the reforms?
High quality
Higher expectations of English and Maths, more assessment at end of Apprenticeship and introducing grading.
Simple
Complex frameworks to be replaced by standards of around one page written by employers.
Employer driven
Ensuring rigorous training that will support economic growth 10

11. Trailblazers Phase1
Phase 1 Trailblazers cover the following 8 sectors:
Standards for 11 occupations are published on Apprenticeship website
Aerospace
Automotive
Electrotechnical
Energy & Utilities
Digital
Food & Drink
Manufacturing
Life & Industrial
Sciences
Financial
Services
Detailed assessment plans due to be published mid July 2014
First starts anticipated in 2014/15 contracting year
All starts on the new standards will be funded using the new funding system

12. Trailblazers and Standards
Phase 2 Trailblazers
29 sectors announced developing 35 Standards
Accountancy
Actuary
Adult Social
Care
Airworthiness
Automotive
Retail
Aviation
Butchery
Cinema
Civil Service
Construction
Conveyancing
Craft
Dental Health
Early Years
Emerging
Technologies
Hair and Beauty
Horticulture
Hospitality and
Tourism
Housing
Insurance
Standards submitted by 19 June published in Guidance for Trailblazers Version 2
Timetable for detailed assessment plans yet to be confirmed
Maybe limited starts towards the end of the contracting year 2014/15
Land-based
Engineering
Law
Maritime
Media
Nursing
Property
Services
Rail Design
Retail
Travel

13. Suggested Funding Model
Element B 66%
Government 1
£18,000 2
£8,000 3
£6,000 4
£3,000 5
£2,000
Element B
33%
Element A
Element C
Employer
16-18
Small Firm (<50)
Achievement
English & Maths
£9,000
£5,400
£2,700
£942
£4,000
£2,400
£1,200
£3,000
£1,800
£900
£1,500
£500
£1,000
£600

14. Vicky Riseham

15. Background Information
At the end of August 2013, the National Apprenticeship service commissioned Hull City Council to carry out a piece of work until March 2014 to undertake direct, focused employer engagement activity to increase take-up of 16 – 18 year old apprenticeships in Hull.
Hull is a considered an Apprenticeship decline hotspot (particularly for 16 – 18 year olds) and as such has chosen to invest in some coordinated City wide employer engagement activities.  This work has been done independently to the day to day employer engagement activities of local training providers within the City.
A significant part of this work included contacting 500 SME’s in Hull, asking if they recruit apprentices, if not, why not and to also explain the benefits of recruiting an apprentice. Although over 800 companies were contacted, many of them were either no longer trading/wrong number/put phone down etc.

16. Outcomes of Cold Calling

17. Breakdown of Sector Apprenticeships

18. Barriers to recruitment
Not sure where to go in the first instance, so don’t bother following up as there is no straight forward sign posting process.
Right framework not available for some employers (they are looking for units of more than one framework).
Poor interview preparation - learners are not work ready.
Some companies have the perception of the “NEET” group as being disadvantaged and not wanting to learn or work.
The majority of small businesses do not have enough work in the current climate.

19. Barriers to recruitment
When companies have had a bad experience in the past very rarely do they give another opportunity.
Employers are bombarded with training providers “over selling” apprenticeships and have had bad experiences in the past.
The grants available for funding are not significant enough to persuade them to recruit.

20. What worked well
As soon as employers understood that it wasn’t a training provider going in for the hard sell for apprentices, they were relaxed and were prepared to respond and open up to conversation. It was about supporting the employers with any queries they had and also having the general conversations on their views of Apprenticeships and the benefits they can bring to the company. The customer service is vital when speaking to employers. It was encouraging that many of them mentioned that a local contact and not a national or 0800 call centre number made them feel confident and reassured.

21. Questions