1 / 11

specification of apprenticeship standards for england sase ...

jacob
Download Presentation

specification of apprenticeship standards for england sase ...

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

    1. Welcome – Name Job title - Semta presentation about the range of Apprenticeships available now – from YA for school pupils to HA + Graduate studies If you are already involved with an Apprenticeship programme or just interested in finding out more - then they are thriving and growing - ambitious targets for future growth Welcome – Name Job title - Semta presentation about the range of Apprenticeships available now – from YA for school pupils to HA + Graduate studies If you are already involved with an Apprenticeship programme or just interested in finding out more - then they are thriving and growing - ambitious targets for future growth

    2. Why are Apprenticeships important? Despite public perception they never went away because employers appreciated their value. The engineering sector has perhaps the longest tradition of any sector of using apprenticeship frameworks as a means of providing high quality work based training, leading to semi skilled or skilled status. Content and structure determined by employers – so fit for purpose The core engineering sub-sectors covered by SEMTA relating to both frameworks are: Aerospace Automotive Basic metals Electrical equipment Electronics Other transport equipment Mechanical equipment Boat and Shipbuilding The breadth of the frameworks means that they are also popular with companies outside SEMTA’s engineering scope, such as: • pharmaceutical • process & manufacturing • environmental and land-based • construction • food & drink industries Return on investment Increased competitiveness – equipping workers with relevant skills, retaining skilled employees. Increased productivity – there is a strong link between adding value through training and higher productivity (eg BT apprentices generate a 7.5% higher rate of productivity than non-apprentices) Quality – apprentices are given the correct tools to do the job and their quality of work therefore tends to be better than that of non-apprentices Reduced costs – improved productivity, less waste - lower attrition rates lead to lower costs for recruitment and training Recruitment – bbusinesses need new blood to ensure they are able to deliver their strategic business objectives Train2Gain – for adults – as long as they have not already completed a L2 qualification. If started but not completed – individual discretion by LSC. L3 – 100% funding up to 19yrs - 57% funding 19 – 25yrs - 0% funding 25+ if anything then at discretion of LSC Local Initiative Fund. Why are Apprenticeships important? Despite public perception they never went away because employers appreciated their value. The engineering sector has perhaps the longest tradition of any sector of using apprenticeship frameworks as a means of providing high quality work based training, leading to semi skilled or skilled status. Content and structure determined by employers – so fit for purpose The core engineering sub-sectors covered by SEMTA relating to both frameworks are: Aerospace Automotive Basic metals Electrical equipment Electronics Other transport equipment Mechanical equipment Boat and Shipbuilding The breadth of the frameworks means that they are also popular with companies outside SEMTA’s engineering scope, such as: • pharmaceutical • process & manufacturing • environmental and land-based • construction • food & drink industries Return on investment Increased competitiveness – equipping workers with relevant skills, retaining skilled employees. Increased productivity – there is a strong link between adding value through training and higher productivity (eg BT apprentices generate a 7.5% higher rate of productivity than non-apprentices) Quality – apprentices are given the correct tools to do the job and their quality of work therefore tends to be better than that of non-apprentices Reduced costs – improved productivity, less waste - lower attrition rates lead to lower costs for recruitment and training Recruitment – bbusinesses need new blood to ensure they are able to deliver their strategic business objectives Train2Gain – for adults – as long as they have not already completed a L2 qualification. If started but not completed – individual discretion by LSC. L3 – 100% funding up to 19yrs - 57% funding 19 – 25yrs - 0% funding 25+ if anything then at discretion of LSC Local Initiative Fund.

    3. Qualifications – Competence & Knowledge Minimum of 10 credits each for the competence and knowledge elements Competence and knowledge elements must be separately assessed but may be accredited within a single, integrated qualification Assessment of knowledge element must be externally verified Why are Apprenticeships important? Despite public perception they never went away because employers appreciated their value. The engineering sector has perhaps the longest tradition of any sector of using apprenticeship frameworks as a means of providing high quality work based training, leading to semi skilled or skilled status. Content and structure determined by employers – so fit for purpose The core engineering sub-sectors covered by SEMTA relating to both frameworks are: Aerospace Automotive Basic metals Electrical equipment Electronics Other transport equipment Mechanical equipment Boat and Shipbuilding The breadth of the frameworks means that they are also popular with companies outside SEMTA’s engineering scope, such as: • pharmaceutical • process & manufacturing • environmental and land-based • construction • food & drink industries Return on investment Increased competitiveness – equipping workers with relevant skills, retaining skilled employees. Increased productivity – there is a strong link between adding value through training and higher productivity (eg BT apprentices generate a 7.5% higher rate of productivity than non-apprentices) Quality – apprentices are given the correct tools to do the job and their quality of work therefore tends to be better than that of non-apprentices Reduced costs – improved productivity, less waste - lower attrition rates lead to lower costs for recruitment and training Recruitment – bbusinesses need new blood to ensure they are able to deliver their strategic business objectives Train2Gain – for adults – as long as they have not already completed a L2 qualification. If started but not completed – individual discretion by LSC. L3 – 100% funding up to 19yrs - 57% funding 19 – 25yrs - 0% funding 25+ if anything then at discretion of LSC Local Initiative Fund. Why are Apprenticeships important? Despite public perception they never went away because employers appreciated their value. The engineering sector has perhaps the longest tradition of any sector of using apprenticeship frameworks as a means of providing high quality work based training, leading to semi skilled or skilled status. Content and structure determined by employers – so fit for purpose The core engineering sub-sectors covered by SEMTA relating to both frameworks are: Aerospace Automotive Basic metals Electrical equipment Electronics Other transport equipment Mechanical equipment Boat and Shipbuilding The breadth of the frameworks means that they are also popular with companies outside SEMTA’s engineering scope, such as: • pharmaceutical • process & manufacturing • environmental and land-based • construction • food & drink industries Return on investment Increased competitiveness – equipping workers with relevant skills, retaining skilled employees. Increased productivity – there is a strong link between adding value through training and higher productivity (eg BT apprentices generate a 7.5% higher rate of productivity than non-apprentices) Quality – apprentices are given the correct tools to do the job and their quality of work therefore tends to be better than that of non-apprentices Reduced costs – improved productivity, less waste - lower attrition rates lead to lower costs for recruitment and training Recruitment – bbusinesses need new blood to ensure they are able to deliver their strategic business objectives Train2Gain – for adults – as long as they have not already completed a L2 qualification. If started but not completed – individual discretion by LSC. L3 – 100% funding up to 19yrs - 57% funding 19 – 25yrs - 0% funding 25+ if anything then at discretion of LSC Local Initiative Fund.

    4. Functional Skills Functional skills from September 2010 Minimum of level 1 functional skills for a level 2 Apprenticeship – encourage progression to level 2 Level 2 functional skills for a level 3 (or above) Apprenticeship English and maths mandatory ICT if directly relevant to the occupation or sector Exemption until 2016 for key skills and proxies achieved before 2012 Why are Apprenticeships important? Despite public perception they never went away because employers appreciated their value. The engineering sector has perhaps the longest tradition of any sector of using apprenticeship frameworks as a means of providing high quality work based training, leading to semi skilled or skilled status. Content and structure determined by employers – so fit for purpose The core engineering sub-sectors covered by SEMTA relating to both frameworks are: Aerospace Automotive Basic metals Electrical equipment Electronics Other transport equipment Mechanical equipment Boat and Shipbuilding The breadth of the frameworks means that they are also popular with companies outside SEMTA’s engineering scope, such as: • pharmaceutical • process & manufacturing • environmental and land-based • construction • food & drink industries Return on investment Increased competitiveness – equipping workers with relevant skills, retaining skilled employees. Increased productivity – there is a strong link between adding value through training and higher productivity (eg BT apprentices generate a 7.5% higher rate of productivity than non-apprentices) Quality – apprentices are given the correct tools to do the job and their quality of work therefore tends to be better than that of non-apprentices Reduced costs – improved productivity, less waste - lower attrition rates lead to lower costs for recruitment and training Recruitment – bbusinesses need new blood to ensure they are able to deliver their strategic business objectives Train2Gain – for adults – as long as they have not already completed a L2 qualification. If started but not completed – individual discretion by LSC. L3 – 100% funding up to 19yrs - 57% funding 19 – 25yrs - 0% funding 25+ if anything then at discretion of LSC Local Initiative Fund. Why are Apprenticeships important? Despite public perception they never went away because employers appreciated their value. The engineering sector has perhaps the longest tradition of any sector of using apprenticeship frameworks as a means of providing high quality work based training, leading to semi skilled or skilled status. Content and structure determined by employers – so fit for purpose The core engineering sub-sectors covered by SEMTA relating to both frameworks are: Aerospace Automotive Basic metals Electrical equipment Electronics Other transport equipment Mechanical equipment Boat and Shipbuilding The breadth of the frameworks means that they are also popular with companies outside SEMTA’s engineering scope, such as: • pharmaceutical • process & manufacturing • environmental and land-based • construction • food & drink industries Return on investment Increased competitiveness – equipping workers with relevant skills, retaining skilled employees. Increased productivity – there is a strong link between adding value through training and higher productivity (eg BT apprentices generate a 7.5% higher rate of productivity than non-apprentices) Quality – apprentices are given the correct tools to do the job and their quality of work therefore tends to be better than that of non-apprentices Reduced costs – improved productivity, less waste - lower attrition rates lead to lower costs for recruitment and training Recruitment – bbusinesses need new blood to ensure they are able to deliver their strategic business objectives Train2Gain – for adults – as long as they have not already completed a L2 qualification. If started but not completed – individual discretion by LSC. L3 – 100% funding up to 19yrs - 57% funding 19 – 25yrs - 0% funding 25+ if anything then at discretion of LSC Local Initiative Fund.

    5. Personal Learning & Thinking Skills PLTS must be formally assessed All 6 PLTS included and clearly located in framework Flexibility over accreditation Why are Apprenticeships important? Despite public perception they never went away because employers appreciated their value. The engineering sector has perhaps the longest tradition of any sector of using apprenticeship frameworks as a means of providing high quality work based training, leading to semi skilled or skilled status. Content and structure determined by employers – so fit for purpose The core engineering sub-sectors covered by SEMTA relating to both frameworks are: Aerospace Automotive Basic metals Electrical equipment Electronics Other transport equipment Mechanical equipment Boat and Shipbuilding The breadth of the frameworks means that they are also popular with companies outside SEMTA’s engineering scope, such as: • pharmaceutical • process & manufacturing • environmental and land-based • construction • food & drink industries Return on investment Increased competitiveness – equipping workers with relevant skills, retaining skilled employees. Increased productivity – there is a strong link between adding value through training and higher productivity (eg BT apprentices generate a 7.5% higher rate of productivity than non-apprentices) Quality – apprentices are given the correct tools to do the job and their quality of work therefore tends to be better than that of non-apprentices Reduced costs – improved productivity, less waste - lower attrition rates lead to lower costs for recruitment and training Recruitment – bbusinesses need new blood to ensure they are able to deliver their strategic business objectives Train2Gain – for adults – as long as they have not already completed a L2 qualification. If started but not completed – individual discretion by LSC. L3 – 100% funding up to 19yrs - 57% funding 19 – 25yrs - 0% funding 25+ if anything then at discretion of LSC Local Initiative Fund. Why are Apprenticeships important? Despite public perception they never went away because employers appreciated their value. The engineering sector has perhaps the longest tradition of any sector of using apprenticeship frameworks as a means of providing high quality work based training, leading to semi skilled or skilled status. Content and structure determined by employers – so fit for purpose The core engineering sub-sectors covered by SEMTA relating to both frameworks are: Aerospace Automotive Basic metals Electrical equipment Electronics Other transport equipment Mechanical equipment Boat and Shipbuilding The breadth of the frameworks means that they are also popular with companies outside SEMTA’s engineering scope, such as: • pharmaceutical • process & manufacturing • environmental and land-based • construction • food & drink industries Return on investment Increased competitiveness – equipping workers with relevant skills, retaining skilled employees. Increased productivity – there is a strong link between adding value through training and higher productivity (eg BT apprentices generate a 7.5% higher rate of productivity than non-apprentices) Quality – apprentices are given the correct tools to do the job and their quality of work therefore tends to be better than that of non-apprentices Reduced costs – improved productivity, less waste - lower attrition rates lead to lower costs for recruitment and training Recruitment – bbusinesses need new blood to ensure they are able to deliver their strategic business objectives Train2Gain – for adults – as long as they have not already completed a L2 qualification. If started but not completed – individual discretion by LSC. L3 – 100% funding up to 19yrs - 57% funding 19 – 25yrs - 0% funding 25+ if anything then at discretion of LSC Local Initiative Fund.

    6. Employee Rights & Responsibilities ERR training must be formally assessed Flexibility over accreditation Must be clearly located within framework Designed to achieve national outcomes which include – knowledge of statutory rights, health & safety, equal opportunities, employment rights and responsibilities Why are Apprenticeships important? Despite public perception they never went away because employers appreciated their value. The engineering sector has perhaps the longest tradition of any sector of using apprenticeship frameworks as a means of providing high quality work based training, leading to semi skilled or skilled status. Content and structure determined by employers – so fit for purpose The core engineering sub-sectors covered by SEMTA relating to both frameworks are: Aerospace Automotive Basic metals Electrical equipment Electronics Other transport equipment Mechanical equipment Boat and Shipbuilding The breadth of the frameworks means that they are also popular with companies outside SEMTA’s engineering scope, such as: • pharmaceutical • process & manufacturing • environmental and land-based • construction • food & drink industries Return on investment Increased competitiveness – equipping workers with relevant skills, retaining skilled employees. Increased productivity – there is a strong link between adding value through training and higher productivity (eg BT apprentices generate a 7.5% higher rate of productivity than non-apprentices) Quality – apprentices are given the correct tools to do the job and their quality of work therefore tends to be better than that of non-apprentices Reduced costs – improved productivity, less waste - lower attrition rates lead to lower costs for recruitment and training Recruitment – bbusinesses need new blood to ensure they are able to deliver their strategic business objectives Train2Gain – for adults – as long as they have not already completed a L2 qualification. If started but not completed – individual discretion by LSC. L3 – 100% funding up to 19yrs - 57% funding 19 – 25yrs - 0% funding 25+ if anything then at discretion of LSC Local Initiative Fund. Why are Apprenticeships important? Despite public perception they never went away because employers appreciated their value. The engineering sector has perhaps the longest tradition of any sector of using apprenticeship frameworks as a means of providing high quality work based training, leading to semi skilled or skilled status. Content and structure determined by employers – so fit for purpose The core engineering sub-sectors covered by SEMTA relating to both frameworks are: Aerospace Automotive Basic metals Electrical equipment Electronics Other transport equipment Mechanical equipment Boat and Shipbuilding The breadth of the frameworks means that they are also popular with companies outside SEMTA’s engineering scope, such as: • pharmaceutical • process & manufacturing • environmental and land-based • construction • food & drink industries Return on investment Increased competitiveness – equipping workers with relevant skills, retaining skilled employees. Increased productivity – there is a strong link between adding value through training and higher productivity (eg BT apprentices generate a 7.5% higher rate of productivity than non-apprentices) Quality – apprentices are given the correct tools to do the job and their quality of work therefore tends to be better than that of non-apprentices Reduced costs – improved productivity, less waste - lower attrition rates lead to lower costs for recruitment and training Recruitment – bbusinesses need new blood to ensure they are able to deliver their strategic business objectives Train2Gain – for adults – as long as they have not already completed a L2 qualification. If started but not completed – individual discretion by LSC. L3 – 100% funding up to 19yrs - 57% funding 19 – 25yrs - 0% funding 25+ if anything then at discretion of LSC Local Initiative Fund.

    7. Guided Learning Minimum 280 GLH per year – on and off workstation At least 30% delivered “off-workstation” “Off-workstation” is away from the immediate pressures of the job Guided learning delivers outcomes relevant to the framework Planned, reviewed, evaluated with guidance from a tutor, teacher, manager, mentor Access to tutor, teacher, manager, mentor Why are Apprenticeships important? Despite public perception they never went away because employers appreciated their value. The engineering sector has perhaps the longest tradition of any sector of using apprenticeship frameworks as a means of providing high quality work based training, leading to semi skilled or skilled status. Content and structure determined by employers – so fit for purpose The core engineering sub-sectors covered by SEMTA relating to both frameworks are: Aerospace Automotive Basic metals Electrical equipment Electronics Other transport equipment Mechanical equipment Boat and Shipbuilding The breadth of the frameworks means that they are also popular with companies outside SEMTA’s engineering scope, such as: • pharmaceutical • process & manufacturing • environmental and land-based • construction • food & drink industries Return on investment Increased competitiveness – equipping workers with relevant skills, retaining skilled employees. Increased productivity – there is a strong link between adding value through training and higher productivity (eg BT apprentices generate a 7.5% higher rate of productivity than non-apprentices) Quality – apprentices are given the correct tools to do the job and their quality of work therefore tends to be better than that of non-apprentices Reduced costs – improved productivity, less waste - lower attrition rates lead to lower costs for recruitment and training Recruitment – bbusinesses need new blood to ensure they are able to deliver their strategic business objectives Train2Gain – for adults – as long as they have not already completed a L2 qualification. If started but not completed – individual discretion by LSC. L3 – 100% funding up to 19yrs - 57% funding 19 – 25yrs - 0% funding 25+ if anything then at discretion of LSC Local Initiative Fund. Why are Apprenticeships important? Despite public perception they never went away because employers appreciated their value. The engineering sector has perhaps the longest tradition of any sector of using apprenticeship frameworks as a means of providing high quality work based training, leading to semi skilled or skilled status. Content and structure determined by employers – so fit for purpose The core engineering sub-sectors covered by SEMTA relating to both frameworks are: Aerospace Automotive Basic metals Electrical equipment Electronics Other transport equipment Mechanical equipment Boat and Shipbuilding The breadth of the frameworks means that they are also popular with companies outside SEMTA’s engineering scope, such as: • pharmaceutical • process & manufacturing • environmental and land-based • construction • food & drink industries Return on investment Increased competitiveness – equipping workers with relevant skills, retaining skilled employees. Increased productivity – there is a strong link between adding value through training and higher productivity (eg BT apprentices generate a 7.5% higher rate of productivity than non-apprentices) Quality – apprentices are given the correct tools to do the job and their quality of work therefore tends to be better than that of non-apprentices Reduced costs – improved productivity, less waste - lower attrition rates lead to lower costs for recruitment and training Recruitment – bbusinesses need new blood to ensure they are able to deliver their strategic business objectives Train2Gain – for adults – as long as they have not already completed a L2 qualification. If started but not completed – individual discretion by LSC. L3 – 100% funding up to 19yrs - 57% funding 19 – 25yrs - 0% funding 25+ if anything then at discretion of LSC Local Initiative Fund.

    8. Entry Conditions Necessary foundation to complete an Apprenticeship Must not discriminate against those with learning difficulties and/or disabilities Where qualifications used to evidence entry conditions, alternatives such as a portfolio of evidence must be promoted and allowed Why are Apprenticeships important? Despite public perception they never went away because employers appreciated their value. The engineering sector has perhaps the longest tradition of any sector of using apprenticeship frameworks as a means of providing high quality work based training, leading to semi skilled or skilled status. Content and structure determined by employers – so fit for purpose The core engineering sub-sectors covered by SEMTA relating to both frameworks are: Aerospace Automotive Basic metals Electrical equipment Electronics Other transport equipment Mechanical equipment Boat and Shipbuilding The breadth of the frameworks means that they are also popular with companies outside SEMTA’s engineering scope, such as: • pharmaceutical • process & manufacturing • environmental and land-based • construction • food & drink industries Return on investment Increased competitiveness – equipping workers with relevant skills, retaining skilled employees. Increased productivity – there is a strong link between adding value through training and higher productivity (eg BT apprentices generate a 7.5% higher rate of productivity than non-apprentices) Quality – apprentices are given the correct tools to do the job and their quality of work therefore tends to be better than that of non-apprentices Reduced costs – improved productivity, less waste - lower attrition rates lead to lower costs for recruitment and training Recruitment – bbusinesses need new blood to ensure they are able to deliver their strategic business objectives Train2Gain – for adults – as long as they have not already completed a L2 qualification. If started but not completed – individual discretion by LSC. L3 – 100% funding up to 19yrs - 57% funding 19 – 25yrs - 0% funding 25+ if anything then at discretion of LSC Local Initiative Fund. Why are Apprenticeships important? Despite public perception they never went away because employers appreciated their value. The engineering sector has perhaps the longest tradition of any sector of using apprenticeship frameworks as a means of providing high quality work based training, leading to semi skilled or skilled status. Content and structure determined by employers – so fit for purpose The core engineering sub-sectors covered by SEMTA relating to both frameworks are: Aerospace Automotive Basic metals Electrical equipment Electronics Other transport equipment Mechanical equipment Boat and Shipbuilding The breadth of the frameworks means that they are also popular with companies outside SEMTA’s engineering scope, such as: • pharmaceutical • process & manufacturing • environmental and land-based • construction • food & drink industries Return on investment Increased competitiveness – equipping workers with relevant skills, retaining skilled employees. Increased productivity – there is a strong link between adding value through training and higher productivity (eg BT apprentices generate a 7.5% higher rate of productivity than non-apprentices) Quality – apprentices are given the correct tools to do the job and their quality of work therefore tends to be better than that of non-apprentices Reduced costs – improved productivity, less waste - lower attrition rates lead to lower costs for recruitment and training Recruitment – bbusinesses need new blood to ensure they are able to deliver their strategic business objectives Train2Gain – for adults – as long as they have not already completed a L2 qualification. If started but not completed – individual discretion by LSC. L3 – 100% funding up to 19yrs - 57% funding 19 – 25yrs - 0% funding 25+ if anything then at discretion of LSC Local Initiative Fund.

    9. Progression Routes Clear entry routes into Apprenticeships including Foundation Learning Apprenticeship route into Advanced Apprenticeship Career progression routes via further and higher education UCAS tariff points for qualifications at level 3 and 4 Why are Apprenticeships important? Despite public perception they never went away because employers appreciated their value. The engineering sector has perhaps the longest tradition of any sector of using apprenticeship frameworks as a means of providing high quality work based training, leading to semi skilled or skilled status. Content and structure determined by employers – so fit for purpose The core engineering sub-sectors covered by SEMTA relating to both frameworks are: Aerospace Automotive Basic metals Electrical equipment Electronics Other transport equipment Mechanical equipment Boat and Shipbuilding The breadth of the frameworks means that they are also popular with companies outside SEMTA’s engineering scope, such as: • pharmaceutical • process & manufacturing • environmental and land-based • construction • food & drink industries Return on investment Increased competitiveness – equipping workers with relevant skills, retaining skilled employees. Increased productivity – there is a strong link between adding value through training and higher productivity (eg BT apprentices generate a 7.5% higher rate of productivity than non-apprentices) Quality – apprentices are given the correct tools to do the job and their quality of work therefore tends to be better than that of non-apprentices Reduced costs – improved productivity, less waste - lower attrition rates lead to lower costs for recruitment and training Recruitment – bbusinesses need new blood to ensure they are able to deliver their strategic business objectives Train2Gain – for adults – as long as they have not already completed a L2 qualification. If started but not completed – individual discretion by LSC. L3 – 100% funding up to 19yrs - 57% funding 19 – 25yrs - 0% funding 25+ if anything then at discretion of LSC Local Initiative Fund. Why are Apprenticeships important? Despite public perception they never went away because employers appreciated their value. The engineering sector has perhaps the longest tradition of any sector of using apprenticeship frameworks as a means of providing high quality work based training, leading to semi skilled or skilled status. Content and structure determined by employers – so fit for purpose The core engineering sub-sectors covered by SEMTA relating to both frameworks are: Aerospace Automotive Basic metals Electrical equipment Electronics Other transport equipment Mechanical equipment Boat and Shipbuilding The breadth of the frameworks means that they are also popular with companies outside SEMTA’s engineering scope, such as: • pharmaceutical • process & manufacturing • environmental and land-based • construction • food & drink industries Return on investment Increased competitiveness – equipping workers with relevant skills, retaining skilled employees. Increased productivity – there is a strong link between adding value through training and higher productivity (eg BT apprentices generate a 7.5% higher rate of productivity than non-apprentices) Quality – apprentices are given the correct tools to do the job and their quality of work therefore tends to be better than that of non-apprentices Reduced costs – improved productivity, less waste - lower attrition rates lead to lower costs for recruitment and training Recruitment – bbusinesses need new blood to ensure they are able to deliver their strategic business objectives Train2Gain – for adults – as long as they have not already completed a L2 qualification. If started but not completed – individual discretion by LSC. L3 – 100% funding up to 19yrs - 57% funding 19 – 25yrs - 0% funding 25+ if anything then at discretion of LSC Local Initiative Fund.

    10. Web Portal Process and Timelines

    11. Web Portal Process

More Related