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Workshop: Raising Awareness with Training Providers staff of Progression Issues

Workshop: Raising Awareness with Training Providers staff of Progression Issues. This document has been produced as part of the SWTPN Progression Workshop programme and is solely for the benefit of the named programme. NOT FOR PUBLICATION. Objective. Delegates will have the opportunity to:

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Workshop: Raising Awareness with Training Providers staff of Progression Issues

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  1. Workshop: Raising Awareness with Training Providers staff of Progression Issues

  2. This document has been produced as part of the SWTPN Progression Workshop programme and is solely for the benefit of the named programme. NOT FOR PUBLICATION.

  3. Objective Delegates will have the opportunity to: Improve their understanding of the issues around progression Gain a better knowledge of the support material available Gain an understanding of the current state of play with Higher Level apprenticeships  Delegates will benefit from shared best practice, peer to peer knowledge transfer and a toolkit to support their strategic development.

  4. Agenda 09.30 Registration and coffee 10.00 Welcome, domestics and introductions 10.30 Overview 11.00 The rationale behind progression 11.30 Break 11.40 Level 2 to Level 3 12.05 The Higher Level apprenticeships 12.45 Plenary and close

  5. Background Knowledge Context The new apprenticeship progression targets are that 50% of all apprenticeships are at level 3 or above by the end of 2012 contract year. There is a rising calibre of candidate All 16 – 18 year old apprentices have to spend a minimum of a year of their framework Activity – 10 minutes Every delegate will answer the attached quiz Plenary session - 20 minutes Will be centred around the marking of the answers

  6. Quiz Question 1 What is the current percentage of overall apprentices in the South West i. Undertaking Intermediate programmes ii. Undertaking Advanced and Higher level program

  7. Quiz Question 2 What is the National Apprenticeship Service’s target for the ratio between Intermediate and Advanced/Higher level starts?

  8. Quiz Question 3 On our most recent data what is the current percentage of level 3 starts which are progressions from level 2 and what percentage are new starts

  9. Quiz Question 4 For the first two quarters of 2011/12 in the Southern region do level 3 enrolments exceed those for level 2 in either the 19 –25 years old category or at 25+?

  10. Question 5 What percentage of overall apprenticeship starts in the first two quarters of this contract year are over 24’s undertaking level 3 or above programmes?

  11. Quiz Question 6 If the apprentice is starting the programme above what age should the employer be asked for a contribution for the costs of the apprenticeship?

  12. Quiz Question 7 From August 1st 2012 what is the minimum time it should take a typical apprentice to complete an apprenticeship programme?

  13. Quiz Question 8 When does the Student Loan System commence for those over 24 years of age who are undertaking level 3 or above programmes?

  14. Quiz Question 9 Name four Higher Level Apprenticeships currently funded and operating.

  15. Quiz Question 10 There is one Level 5 Higher Level apprenticeship Framework currently operating. Name it.

  16. Progression Higher Education Honours Degree Initial Engagement Possible Routes 5 GCES’s 2 ’A’ Levels Diploma Foundation Learning NVQ’s Work Experience PTLS Information, advice and guidance

  17. Significant IAG Influences identified by Level 3 Recruits July – September 2011

  18. Numbers of level 3 Apprentices who considered that undertaking an apprenticeship in order to get new skills was a major motivational driver for them

  19. Numbers of level 3 Apprentices who saw undertaking an apprenticeship as a way of helping their career development

  20. Significant IAG Influences identified by Level 4 Recruits July – September 2011

  21. Numbers of level 4+ Apprentices who stated that a key motivation for their undertaking an apprenticeship was that it would help their Career Development

  22. Numbers of level 4+ Apprentices who were motivated to undertake the programme because it was a way of gaining more skills

  23. What Materials do we have to help?Rewards. 44% increase in wages having completed a Level 2 apprenticeships (The Benefits of Completing an Apprenticeship, BMG Research April 2009) On average earnings increasing by up to 22 per cent following the completion of a Level 3 apprenticeship (BMG) Add another 20% for degrees or equivalent (SLIM 2011)

  24. Job Security and Satisfaction 42% of Apprentices had some kind of promotion of upgrade since completing their Apprenticeship, and that 89% of Apprentices found their job ‘very’ (55%) or ‘quite’ (34%) satisfying. The Benefits of Completing an Apprenticeship, BMG Research / LSC, April 2009

  25. Employer Survey 2009 A significant majority stated that that their Apprenticeships programmes allowed them to retain staff (71%), lower both recruitment (67%) and training costs (71%) while also enabling them to fill vacancies more quickly (68%) with a better calibre of job applicant (74%). 82% thought that Apprenticeship programmes reduced staff turnover; and 92% stated that their Apprenticeship programme created a greater level of motivation and job satisfaction among their staff.

  26. Training and Survival Colier et al. (2007) found, after taking account of factors such as sector, size & firm age, that non-training establishments are almost twice as likely to close as those that do provide training. The failure rate of companies that did not train staff was, over a six year period, 27% compared to 11% for companies that did train their staff. The gap was particularly large in manufacturing, construction and hospitality. ------ In the recession businesses that did not invest in training were two-and-a-half times more likely to fail, whereas those that carried on training recovered more quickly. Spending Review Briefing, NIACE, (2010).

  27. The Impact of Acquiring More Skills Increasing the number of training days per employee by 1% was found to increase productivity by 3% (Barrett and O’Connell, 2001) The value of training does not just accrue to the person who was trained. There are knock-on benefits to others in the workplace, who pick up these skills through association, copying, informal skills transmission. Value of Skills, UKCES, (2010

  28. Career Prospects ‘Those on apprenticeships probably progress up through the company faster than those who aren’t.’ It is evident from the number of senior managers who have been through the programme that the apprenticeship system is embedded within the company. Simon Willshire H.R. Manager Bott Engineering

  29. End Please complete the evaluation before leaving.

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