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Apprenticeships Make

Apprenticeships Make. Things Happen. Sharon Forton Employer Services Director East Midlands. The Vision. Long-term major strategy to focus on Apprenticeships - not just tinkering Apprenticeships to become a mainstream option for 16-18 year olds

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Apprenticeships Make

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  1. Apprenticeships Make Things Happen Sharon Forton Employer Services Director East Midlands

  2. The Vision • Long-term major strategy to focus on Apprenticeships - not just tinkering • Apprenticeships to become a mainstream option for 16-18 year olds • One in five of all young people to undertake an Apprenticeship within the next decade • Increased Apprenticeship opportunities • Greater value attributed to Apprenticeships • Improved equality of opportunity and access to Apprenticeships Public Sector Compact Briefing

  3. The Vision Over the past 10 years, the number of Apprentices has more than doubled: • 1998 – 75,000 Apprentices • 2008 – 220,000 Apprentice starts • 2020 – 400,000 Apprentice starts (planned) Public Sector Compact Briefing

  4. The Vision A step-change in: • the numbers applying and completing • the quality of training - continues to rise • breadth of Apprenticeships to meet demand • route of choice - valued by employers, learner and society as a whole • clearer progression routes - Apprenticeships are simply the beginning By providing an end-to-end service for Apprenticeships through: • Employer Services • Learner Services • A web-based vacancy matching system Public Sector Compact Briefing

  5. Priorities for 09/10 • To expand the number of Apprenticeship places being offered by employers, including those in the Public Sector • To increase the number, quality and background of people applying for Apprenticeships and in particular supporting 16-18 year olds • To make it easier for employers and individuals to search and apply for vacancies through the online Apprenticeship Vacancies system • To develop and implement Service Quality Standards to all key stakeholder groups Public Sector Compact Briefing

  6. Priorities for 09/10 • To ensure that the funding for Apprenticeship places is available, responsive to need and delivers value for money • To develop high-quality data and management information, supported by ongoing research into Apprenticeship delivery • To deliver a Marketing and Communication Strategy that ensures that stakeholders are aware of the benefits of Apprenticeships • To recruit, develop and support all staff within the NAS • To develop a policy analysis programme which focuses on the immediate and longer-term needs to improve the quality of Apprenticeships, Public Sector Compact Briefing

  7. Our Landscape Employer Services function Providers Learner Services function I N T E R M E D I AR I E S L E A R N E R S E M P L O Y E R S V M S B R O K E R S YPLA/ LA’s National Policy and Business Development Team SFA DCSF & DBIS Public Sector Compact Briefing

  8. East Midlands NAS structure Public Sector Compact Briefing

  9. Employer Services: Our Role

  10. Employer Services Learner Services function • Objective • To increase the number of employers providing Apprenticeship opportunities and using the Vacancy Matching System, where appropriate, to find Apprentices to fill these vacancies. • Achieved by: • Finding new markets • Growing existing markets • Establishing protocols and excellent working relationships with the other agencies who are engaging employers around the skills development agenda to allow us to work together to our mutual benefit • Working directly with employers to support them to implement an apprenticeship programme in their workplace • Implementation of agreed national business development plans (Public Sector, Expansion Pilots) I N T E R M E D I A R I E S Providers Employer Services function L E A R N E R S E M P L O Y E R S V M S National Policy and Business Development Team Public Sector Compact Briefing

  11. Our Role… • Growing existing markets • Re-engage with lapsed markets • Finding new markets • Establishing protocols and excellent working relationships with the other agencies who are engaging employers around the skills development agenda to allow us to work together to our mutual benefit • Working directly with employers to support them to implement an apprenticeship programme in their workplace • Implementation of agreed national business development plans (Public Sector, GTA/ATAs, Expansion Pilots) Public Sector Compact Briefing

  12. Our Role… • Regional priority sectors - identified through research and close collaboration with RDAs and their Regional Economic Strategies • Regional and sub regional employers who are new to the market OR whose engagement with apprenticeships may have lapsed • Regional and sub-regional Public Sector organisations in line with our National Public Sector strategy • Close working relationships with the provider base to grow existing markets, to be a source of detailed information to the market and to support providers in joint activities to grow employer apprenticeship numbers • Supporting the National Employer Services strategy at a Regional level with particular focus on the employers in the supply chain of these large organisations • Close cohesive relationships with other agencies involved in engaging employers Public Sector Compact Briefing

  13. Contacts for Derbyshire • Employer Services Director East Midlands (Derbyshire and Nottinghamshire) • Sharon Forton (sharon.forton@apprenticeships.gov.uk – 07824 865509) • Employer Services Managers (Derbyshire) • Julie Harris (julie.harris@apprenticeships.gov.uk – 07768987839) – covering Derby City and South Derbyshire • John Danks (john.danks@apprenticeships .gov.uk – 07973852794) – covering North Derbyshire • PS Lead for Derbyshire – Julie Harris Public Sector Compact Briefing

  14. Learner Services: Our Role

  15. Learner Services • Objective • To increase the number of suitable young people and adults choosing an Apprenticeship and, where appropriate using the VMS. • Achieved by: • Influencing all the intermediaries who engage with potential Apprentices to ensure that the Apprenticeship offer is always considered as a viable option • Significantly improving the information, advice and guidance available to young people and adults around the Apprenticeship offer. • Creating demand from learners in sectors identified as growth sectors through the Employer Services strategies • Developing plans to influence young people currently in employment without training or in-learning and at risk of disengaging to progress into Apprenticeships • Developing plans to influence 19-24 year olds in employment without a qualification to consider apprenticeships Learner Services function I N T E R M E D I A R I E S Providers Employer Services function L E A R N E R S E M P L O Y E R S V M S National Policy and Business Development Team Public Sector Compact Briefing

  16. Our Role…. • Manage relationships with key partners – Local Authorities / Connexions / JCP / nextstep etc • Ensure Apprenticeships are integral component of the 14 -19 offer • Inform 14-19 Partnerships and Planning requirements • Develop the Apprenticeship Entitlement from 2013 for ‘suitably qualified’ young people • Support One in Five ambition by 2020 for young people • Support IAG developments to ensure all young people and adults are aware of the Apprenticeship offer – Area Prospectus / CAP • Match learner supply with employer demand by informing commissioning Public Sector Compact Briefing

  17. Our Role…. • Ensure strategies developed to ensure Apprenticeship contributes to policy changes e.g. September Guarantee / Raising of the Learning Leaving Age • Effective data sharing between agencies to inform planning • Work effectively with providers to ensure their Apprenticeship offer is widely understood and is responsive to learners requirements • Create demand from learners in sectors identified as growth sectors • Enhance learner progression strategies into Apprenticeships from KS4 / FLT / SSF / FE / ENT / NEET • Respond to economic challenges / redundancies • Increase participation in Apprenticeships from under-represented groups – Gender / BME / LLDD Public Sector Compact Briefing

  18. Towards 2020 1 in 5 in Apprenticeships • Nationally currently 1 in 15 • East Midlands region currently 1 in 11 • Derbyshire currently 1 in 12 • Amber Valley 1 in 11 • Bolsover / Erewash / North East Derbyshire 1in 12 • Chesterfield / Derbyshire Dales / South Derbyshire1 in 13 • High Peak 1 in 14 • Derby City currently 1 in 11 Public Sector Compact Briefing

  19. Contacts for Derbyshire • Learner Services Director East Midlands • Carolyn Savage (carolyn.savage@apprenticeships.gov.uk –07796 941150 • Learner Services Manager (Derbyshire) • Richard Kirkland (richard.kirkland@apprenticeships.gov.uk –07789 273612) Public Sector Compact Briefing

  20. Apprenticeship Vacancies On-line

  21. Vacancy Matching System • Objective • To manage a fully functioning and effective web based system which brings together learner demand for Apprenticeship places with employer supply of Apprenticeship opportunities. • Achieved by: • Ensuring the provider base and large employers, if appropriate, understand the system and can use it effectively to upload vacancies • Keeping both the Employer Services and Learner Services teams up to date with the system and its functionality • Producing timely and effective Management Information to support performance monitoring and strategic planning • Working with partner organisations to develop their understanding of the system and identify opportunities to work together Learner Services function I N T E R M E D I A R I E S Providers Employer Services function L E A R N E R S E M P L O Y E R S V M S National Policy and Business Development Team Public Sector Compact Briefing

  22. The Vision • Ensure the provider base and large employers, understand the system and can use it effectively to maximise the volumes of vacancies on the system • Support providers in the use and management of the system • Work with partner organisations to develop their understanding of the system and identify opportunities to work together. To share key candidate data to support planning of apprenticeship needs • Producing timely and effective Management Information to support performance monitoring and strategic planning Public Sector Compact Briefing

  23. Background to the Vacancy Matching Service • Before VMS - no consistent national system to bring together employers with Apprenticeship vacancies and potential apprentices • Provides a single web-based location for high quality and dynamic information on www.apprenticeships.org.uk • for use by: • employers • training providers • potential apprentices • those providing advice • their parents/guardians • Provides powerful management information on Apprenticeship recruitment Public Sector Compact Briefing

  24. On-line Matching Service - Key Benefits Candidates • One recognised national web-based portfolio of apprenticeship vacancies linked to employers • Vacancies that are linked to REAL employers! • Manage applications on-line in real time • Easy access to additional support if required Employers and their learning providers • One recognised national web-based portfolio of apprenticeship vacancies linked to employers • Vacancy will hit 1,000s of interested registered candidates maximising employers choice • Recruitment service for Apprenticeships at no additional cost • Ability to link to employer’s own recruitment websites Public Sector Compact Briefing

  25. On-line Vacancy Matching Service • Ensure the provider base and large employers, understand the system and can use it effectively to maximise the volumes of vacancies on the system • Support providers in the use and management of the system • Work with partner organisations to develop their understanding of the system and identify opportunities to work together. To share key candidate data to support planning of apprenticeship needs • Producing timely and effective Management Information to support performance monitoring and strategic planning • East Midlands Progress to July 2009:- • 343 Employers have posted a vacancy (Derby’s 39) • 560 Vacancies have been posted to date (Derby’s 54) • 40 providers pro-actively using the system (Derby’s 9) • 8084 Candidates have registered (Derby’s 2427) • 1670 Candidates have applied (3890 applications) Derby’s 215 (448) • 93% of Candidates are aged 16-24 Public Sector Compact Briefing

  26. Vacancy Matching Service Candidate Favourite Searches • Engineering, Electricians & Building Services 26% • Construction 19% • Automotive Industry 15% • Administration & Human Resources 13% • Financial Services 7% • Information Technology & Communications 7% • Public Services 3% • Arts, Creative & Cultural Industries 3% Vacancies Sector Mix • Administration & Human Resources 28% • Automotive Industry 25% • Customer Service 4% • Engineering Electricians & Building Services 11% • Hair & Beauty 22% • Hospitality 4% • Public Sector 6% Public Sector Compact Briefing

  27. Commitment Providers • Commit to using the Vacancy Matching System • To allocate named individuals to take responsibility for managing vacancies on the system • To ensure that vacancies comply to required standards • To manage vacancy applications in a timely manner NAS • To support Providers in the use and operation of the Vacancy Matching System, and to overcome any operational reservations • Train Provider staff in system operation and how to raise vacancies to the required standard • For Providers that use the system, to refer NAS generated employer leads Public Sector Compact Briefing

  28. The Vacancy Matching Service Team Public Sector Compact Briefing

  29. Contacts • Vacancy Matching Service Team • 0116 228 1908 • emrapprenticeships@lsc.gov.uk Public Sector Compact Briefing

  30. Marketing the Apprenticeship Offer

  31. The National Marketing Focus… • Brand refresh • Priorities are marketing to 16 – 18 and the Public Sector • 70:30 emphasis on employer engagement • Little marketing activity to promote 25+ • Limited budget – nationally and regionally • Unlikely to have national TV – more likely to be targeted to sector • National focus in 3 strands: • Employer engagement • Information • Progression • stakeholders - split into reputational, delivery partners, staff, persuaders and intermediaries Public Sector Compact Briefing

  32. The Regional Marketing Focus… • Regional Employer engagement strategy under development looking at: • Growing existing employer use of apprentices • Lapsed + shown an interest in Apprenticeships • Employers new to Apprenticeships • Prospective Apprenticeship growth by sectors • Stakeholder engagement and partnership working • Learner Service strategy will focus on mainstreaming Apprenticeships as a post 16 option through awareness raising • Promotion to Yr 11 and progression after 1 year course or from A Levels • Awareness raising of the on-line Matching Service • Encouraging provider use of the service • Promoting the benefits of the service to employers • Raising awareness and encouraging learners to register with the service Public Sector Compact Briefing

  33. Regional Marketing Activity… Possible Marcoms activity: • Telemarketing to employers • Targeted mailing - spilt by sector or geographical • Apprenticeship Awards 2010 – regional and national • Apprenticeship Week – 3rd week in February (tbc) • Public sector marcoms through Public sector Compact and JIF • Involvement and leading on events – launch event Sept 09 • PR and media plan • Provider pilots – joint marcoms campaigns • Case studies, collateral and fact sheets East Midlands NAS Marcoms Contact: • Jane Williams • 07979 832 239 / 0116 228 1817 • jane.williams@apprenticeships.gov.uk Public Sector Compact Briefing

  34. Allocations and Targets

  35. National Targets 2009/10 • National target circa 258,000 starts of which 18,000 will be public sector: • 16 -18 133,500 starts (10,500 public sector) • 19-24 99,000 starts (3,900 public sector) • 25+ 25,403 starts (3,600 public sector) • EM Regional Targets 2009/10 The 16-18 target is a 7.97% increase on 2008/09 The 19+ target is a 21% reduction on 2008/09EM Target is 18722 (PS in brackets) Public Sector Compact Briefing

  36. Key messages and Priorities for 09/10 • 16 -18 top priority – looking for major growth in 16 -18 starts, including public sector - further funding will be available for growth in the region • 19 -24 is a priority – it is the policy priority for this age group - not TtG • 25+ - managing down demand to get back in budget • key priorities for 25+ starts are Public Sector / returners to the labour market • Commitment to cover “carry in” for 25+ learners first and foremost – then new recruitment – we still have some unallocated funds to discuss with providers recruitment in our priority groups ONLY • Contracts will reflect age – managing cash is KING! • The MCV includes all the key payments – achievement bonus; ALS. There is no extra funding. • Negotiation with NAS/LSC is critical for determining the proportions of delivery in L2/3, the carry in, the average length of stay and the sector of delivery Public Sector Compact Briefing

  37. NAS and the Public Sector

  38. Working with the Public Sector • Public Sector is categorised into 5 areas: • Central Government - Civil Service • NHS including Ambulance Service • Local Authorities (including Courts, Fire Service , Police, Prison, Probation, etc) • Universities and FE • Schools and Children’s Service Public Sector Compact Briefing

  39. Commitments from the Public Sector (Indicative Targets) • Central Government - Civil Service – EM Target is 40 (50% 16-18); • NHS including Ambulance Service – EM Target is 488 but commitment is increasing daily • Local Authorities (including Courts, Fire Service , Police, Prison, Probation, etc) – EM Target is 675 • Universities and FE – EM Target is 225 • Schools and Children’s Service – EM Target is 405 Public Sector Compact Briefing

  40. Progress • Civil Service - Central Government – NAS has place on Steering Group; Inaugural meetings with 70% of the Departments involved to date. • NHS including Ambulance Service – NAS working closely with JIF Leads to progress • Local Authorities (including Courts, Fire Service , Police, Prison, Probation, etc) – NAS working closely with Local Authorities and also promoting FJF and WNF as opportunity to increase Apprenticeship Numbers (already embedded in 3 of the first successful applications) • Universities and FE – Current campaign being followed up to gain commitment. Some already have made commitment i.e Loughborough University taking App. in engineering faculty • Schools and Children’s Service – Working with Las and Connexions to influence schools. Already seeing increase in interest from Schools independently Public Sector Compact Briefing

  41. How do we work with the PS Compact moving forward? Public Sector Compact Briefing

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