Why Apprentices are important to the health sector

1. Recruiting Apprentices to the health sector in NottinghamshireJo BeckwithWidening Participation Manager

2. Why Apprentices are important to the health sector • World Class Commissioning • To improve the health and wellbeing of the population served • Tackling Health Inequalities • Area Profile • Diverse population • High NEET scores (Not in employment education or training) • Workforce Planning • Lack of young people in the workforce • Need for progression planning • Need to grow own skills 70% of NHS funding is spent on staffing costs; so getting the right people with the right skills and competencies in the right place at the right time is essential, especially during difficult economic times

3. Health and Social Care Sector Employment and Skills Review (2009) Non-registered workforce and local population analysis • 66% of the current workforce is 40 years of age or older • 7.5% of the current workforce is under 25 • 34% will reach retirement age of 65 within the next 15 years • The levels of qualifications held by the people of Nottinghamshire are below the national average at NVQ equivalent 2 - 4 • Overall turnover is 13.6% • Turnover within entry level jobs is 16.3% • 77% of the current workforce are female and 23% male • Over 1/3 of the current workforce fall with the Administration and Estates staff occupational group, comprising 37.5% workforce So whilst recruitment may be difficult and at time vacancy controls are imposed the long game does need to be considered

4. Level 2 ApprenticeshipsThe Process • Health Community Approach across Nottinghamshire • Developed provider briefs • Selection of educational provider (securing best value and quality) • Shared job descriptions, KSF outline • Managers guidance for employment of 16 & 17 year olds • Joint recruitment process (advertising/interviews) for cohorts • Week orientation/induction with educational provider • Communication and support for line managers • Ongoing evaluation and support Cost effective and efficient, sharing knowledge, best practice, resources and finding solutions

5. Terms and Conditions • 18 month fixed term contract (now 15 month) • Working 37.5 hours a week • £105 per week/supernumerary status • NHS Employee/Usual T&C’s • 4 x NAF days per year • 100% on the job training programme • NVQ (level 2) • Key skills • Technical certificate • Regular meetings with educational provider assessor • Personal development plan

6. Nottinghamshire Apprenticeship Forum (NAF) • Local health community initiative • All recruited apprentices eligible to attend • 4 times a year • Conference approach • Peer support • Key skills for success in being shortlisted, interviewed and recruited • NAF Committee/Newsletter • NHS Partnerships • Exit strategy Many apprentices have already secured permanent positions within the NHS and other public sector organisations

7. Challenges around recruiting younger Apprentices • Application forms - not used to completing these and don’t sell themselves • Interview process – adapted for each candidate as often not members of clubs/teams or have previous experience • Limited knowledge and research done on area of business • Limited Identification (no Passport, Driving Licence etc) • References (no previous job or work experience) • Conflicting advice/competition from other areas (schools and sixth form) • No bank account • Financial constraints • Uncertainty about future organisation (CSR)

8. Benefits to Apprentice • Opportunity to work in the NHS and gain valuable experience in the workplace • Opportunity to gain recognised qualifications • To learn whilst at work • Get on the first step of the career ladder • To work in a supportive environment • Remuneration of pay • To open doors for future careers in the NHS in departments not previously known about

9. Benefits to Employer • Supporting the local community • Adding diversity in the work place • Gaining an enthusiastic workforce • Growing your own skilled workforce • Skill mixing • Developing new roles • Talent Management • Staff addressing their skills needs • Increased uptake in Train to Gain, • Helps to meet the skills pledge

10. Comments from line managers “he is really good, great personality, fits in well and a great help” “she is a whiz on the computer and is reliable and brings a different perspective to the role” “very pleased, our apprentice is excellent; brings new young member to our team” “she is happy to undertake any tasks with enthusiasm” “everyone in the team has embraced the concept of the apprentice” “apprentice has fitted in very well, works well and is a great help”

11. Thought for the day • Many future jobs have not yet been defined and will not be known until technological advancement and other economical, social, political and economic factors have occurred • The future labour market is likely to demand that employees undertake a number of different jobs during their working careers and flexibility is important • Only 48.9% of secondary school pupils in Nottingham City and 52.8% in Nottinghamshire achieve English and Maths skills at level 2, therefore 51.1% and 47.2% in Nottingham and Nottinghamshire respectively will need to enter the labour marker in an entry level occupation and utilise a progression pathway

12. Contact details Jo Beckwith Widening Participation Manager Nottinghamshire Health & Social Care Community Workforce TeamWarsop Primary Care Centre Church Street Warsop NG20 0BP DDI Tel: 01623 848888 Mobile; 07540677833 E-mail: jo.beckwith@nottspct.nhs.uk Website: www.nottsworkforce.nhs.uk