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Objectives

Managers’ Support Session ASC Apprenticeship Scheme Stephanie Charles Learning & Development Consultant, ASC Workforce Development. Objectives. About the scheme Preparation Issues and considerations Solutions Expectations Learning and development opportunities On the horizon

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Objectives

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  1. Managers’ Support SessionASC Apprenticeship SchemeStephanie CharlesLearning & Development Consultant, ASC Workforce Development

  2. Objectives • About the scheme • Preparation • Issues and considerations • Solutions • Expectations • Learning and development opportunities • On the horizon • Sharing good practice

  3. Warm up! What would you do if you knew you couldn’t fail? At this point in your life if you wanted to become an apprentice what type of apprenticeship would you do?

  4. About the scheme • The scheme began in November 2011. • Currently there are 5 cohorts totalling 77 apprentices working in ASC. • 97% retention. • 16service areas are participating in the scheme. • 4 external organisations are currently hosting apprentices under the scheme. • Apprentices rotate every 6 months. • Temporary 2 year fixed term contracts. • Receive nationally recognised qualifications (L2 Diploma). • Receive the same employment rights as any other employee working for the council. • Access to Redeployment. • Walsall Adult and Community College deliver the academic framework (training Provider).

  5. Preparation tips • Prepare a work planfor at least 4 weeks in advance. • Ensure local induction arrangements are in place. • Schedule time for the apprentice to spend time with the team and on an individual basis. • Brief the team on your expectations of them. • Assign a suitable ‘buddy’ to mentor the apprentice. • Identify any special needs or arrangements that need to be made. • Implement a training plan. • Become familiar with the academic programme. First impressions are lasting impressions!!

  6. Considerations for managers Flexible Level of ability Communication Styles Participation College work Level of support CONSIDERATIONS Change Equality Home life Structure Effect on others Feeling included Accessible Learning needs Time management Forward planning Religion Monitor & review

  7. Considerations for Apprentices Personal circumstances Confidence Time for college work Level of competence CONSIDERATIONS Adding value Communication Being supported Home life Fitting in/relationships Coping with change Coping with work Feeling valued Structured training

  8. Expectations Employer expectations Apprentice expectations • Dress code • Loyalty • Commitment • Motivation • Professionalism • Be punctual • Good attendance • Respect • Integrity • Enthusiasm • Willing to learn • Progression • Flexible • Not a gofer! • Equality • Valued • Structure • Feeling part of the team • Fully equipped • Varied work experience • Regular feedback • On going support • Progression • Quality training

  9. Learning and development opportunities

  10. Coaching & Mentoring support • Why consider coaching and mentoring? Assists the development of the individual. Changes behaviour and attitudes. • How will this help the apprentice/team/workforce? Increased productivity Improved relationships Positive outcomes • What’s difference? Coaching – aims to change thinking and behaviour Mentoring – helps a newcomer – develops knowledge – sharing experiences • What’s involved? 1:1 sessions, group sessions, team sessions, review and evaluation

  11. Sharing good practice What’s working well? What isn’t working so well?  • In groups of 4 share your experiences of having a good apprentice. • Share examples of positive outcomes and the differences this has made to the service. • What has been the impact of a bad experience – how did you deal with this? • Share examples of negative outcomes and the impact this has had on you, the team, the service. • How have you deal with bad experiences? Solutions? • As a host manager can you share/suggest recommendations that are measurable?

  12. What’s on the horizon • Scheme review and evaluation underway. • Development of a generic apprentice appraisal. • An ‘Apprenticeship’ section in progress on the Workforce Development website. • Internal awards – January 2013. • National Apprenticeship Week – March 2013. • Sharing and cascading success stories. • Nominations for apprentice buddy’s.

  13. Thank You! Charlesstephanie@walsall.gov.uk Telephone: 01922 655535 Blackberry: 07507 464078

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