1. Conrad Newbold, Widening Participation Manager, NHS West Midlands
‘THE SKILLS PLEDGE’
Conrad Newbold, Widening Participation Manager,
NHS West Midlands

2. Why Commit to the Skills Pledge?
Government Policy
Regional Public Sector Skills Challenge
Leitch Review of Skills in the Global Economy
Apprenticeships, Skills, Children and Learning Act 2009
Skills for Sustainable Growth
European Working Time Directive
Response to recession

3. Why Commit to the Skills Pledge?
Liberating the NHS: Developing the healthcare workforce
DH consultation launched 20th December to close 31st March 2011.
Paper sets out proposals for a new framework for education and training with a focus on patients, local communities, value for money and delivery of the wider service strategy
Creation of provider led ‘Skills Networks’ bringing all providers of NHS Care to the table ie: Local Authorities / PIV / GP to deliver current functions of Multi-professional Workforce Deaneries
Skills Networks to be a legal entity - Number, size, local or regional not specified but size important in terms of viability and ability to deliver e.g. PGMDE“
Proposes a new funding model for education and development

4. Why Commit to the Skills Pledge?
Revision of the Current Educational Architecture
DH launched its consultation 20th December to close 31st March 2011 and which set out proposals for a new framework for education and training
Focus on patients, local communities, value for money, and effective linkage to delivery of the wider service strategy.
Led by Providers and requiring the creation of provider led ‘Skills Networks able to deliver current functions of multi-professional Workforce Deaneries
Skills Networks to be a legal entity - Number, size not specified
Skills Networks should bring all providers of NHS Care to the table i.e. Local Authorities / PIV / GP Providers
Includes a new governance model nationally with the emergence of a new Special Health Authority ‘Health Education England’ (HEE)

5. Why Commit to the Skills Pledge?
Service
Up skilling staff in Levels 1 – 4
Need for a flexible, reconfigured and productive workforce
Part of the Modernising Healthcare Careers picture
Changing workforce demographics
Workforce grown from all communities in the West Midlands

6. Why Commit to the Skills Pledge?
Business Benefits
Focus on improving quality, patient safety and reducing inequalities
Increased productivity and enhanced performance across all service delivery
Support the provision of more specialised services closer to home
Innovative and sustainable workforce solutions to caring for patients and their families
Transformational leadership at all levels of the organisation

7. Engagement Strategy
Complete an effective Training Needs Analysis for those staff in Levels 1 – 4
Work with the Professional Education and Corporate Learning Team, education/training providers and funding agencies to deliver and source skills, learning and qualifications to improve patient care and the delivery of services across the organisation
Work with colleagues at all levels and in all areas of the organisation to foster a culture in which lifelong learning is sought, promoted and supported

8. Engagement Strategy
Work with colleagues to align education and learning to workforce planning and service transformation and redesign
Deliver an approach to key skills assessment and development for both new and existing staff at all levels of the organisation
Identify opportunities for new and existing staff to undertake clinical and non-clinical apprenticeships in 2009/10

9. Engagement Strategy
Develop and deliver work-related learning and work experience opportunities for both young and adult learners
Care Ambassador Network
‘HealthTec’
Work/Practice Placements
Identify, access and administer capital and revenue funding streams
Joint Investment Framework/Skills Funding Agency
Workforce Deanery/Locality Stakeholder Board
European Social Fund
Neighbourhood Renewal Fund
Big Lottery Fund/Children in Need

10. Key Success Criteria
Strong, empowering leadership which challenges the process, inspires a shared vision and enables others to act in the development of a widening participation strategy, its delivery mechanisms and associated communication strategy

11. APPRENTICESHIPS THE STORY (SO FAR ....)
Conrad Newbold, Widening Participation Manager,
NHS West Midlands

12. Apprenticeships: A history lesson?
Apprenticeships date back to around 12th century, flourishing by the 14th century
Parents or guardians of a minor would agree conditions for an apprenticeship with a Guild’s master craftsman
The minor would be bound for 5-9 years
(e.g. from age 14 to 21)
By late 19th century, approx 1 in 5 young
people were an apprentice
Numbers declined in 1970’s and 80’s, then
revived:
1998 – 75,000 Apprentices
2008 – 225,000 Apprentices
2009 – 239,900 Apprentices

13. What is an Apprenticeship?
Work-based training programmes open to people of all age groups (minimum age 16)
Completed in one to four years
Learn job-specific skills working ‘hands-on’ alongside experienced staff
Earn a decent wage as an employee (minimum £95 per week/ average £170 per week)
Attend college or a training centre to gain essential theoretical knowledge, usually by day-release
Gain nationally recognised qualifications as part of apprenticeship

14. The Three Levels of Apprenticeship
Intermediate Level Apprenticeships (equivalent to five good GCSE passes)
Work-based learning qualifications (e.g. Diploma Level 2)
Key/Functional Skills
Knowledge-based qualification (“technical certificate”)
such as a BTEC
Advanced Level Apprenticeships (equivalent to two A-level passes)
Work-based learning qualifications (e.g. Diploma Level 3)
Higher Level Apprenticeships (equivalent to
Intermediate HE qualification)
Work-based learning qualifications (e.g. Diploma Level 4)
such as a Foundation Degree

15. Apprenticeship Frameworks
Developed by Sector Skills Councils under licence from Government to work with employers to develop National Occupational Standards and design frameworks for the industries they represent
96 Intermediate Apprenticeship frameworks
95 Advanced Apprenticeship frameworks
5 Higher Apprenticeship frameworks:
Currently, there are no clinical Higher Apprenticeship frameworks
From 6th April 2011, there will be no new Apprenticeship starts against frameworks which do not comply with the SASE. To ensure that apprentices can complete Apprenticeships started against existing frameworks prior to April 2011, the Secretary of State will allow for existing frameworks to be treated as Apprenticeship frameworks issued under the ASCL Act.

16. Progression Opportunities
Development of progressive apprenticeships pathways
Role development around care pathways
Map to Professional Programmes – use of APEL

17. Health Sector Apprenticeship Roles
Health and Social Care
Blood Donor Support + Advanced Support
Perioperative Support
AHP Support – Clinical Imaging
AHP Support – Dietetics
AHP Support – General
AHP Support – Physiotherapy + Occupational Therapy
AHP Support - Radiotherapy
AHP Support – Radiography
AHP Support – Speech and Language Therapy
Clinical Support + Clinical Healthcare Skills
Decontamination
Endoscopy Support
General Healthcare Support
Maternity/Paediatric Support
Newborn Hearing Screening
Obstetric Theatre Support
Perioperative Care – Anaesthetic/PACU Support
Perioperative Care – Surgical Support
Renal Support
Pathology Support
Support Services with the following routes:
Portering/Security
Housekeeping/ Domestics
Laundry
Postal
Transport
Catering
Health Records and Patient Administration
Dental
Laboratory Technicians (Generic)
Pharmacy Technicians
Corporate Services including:
Accountancy + Payroll
Administration + Information and Library Services
Children’s Care Learning and development
Contact Centres
Customer Services
IT various
Management + Marketing
Estates and Facilities including:
Engineering various (incl. servicing medical equipment)
Logistics various (incl. management, storage & delivery)
Cleaning and Support Service Industry
Construction various
Facilities Management
Maintenance – equipment, buildings, land
Hospitality and Catering
Providing Security Services
Purchasing and Supply
Vehicle Engineering and Maintenance

19. Why do an apprenticeship?
You can still do an apprenticeship even if you are already working
in the health sector.
An apprenticeship will help you:
gain nationally recognised qualifications
work, learn and earn all at the same time
meet your personal development needs
progress your career and academic plans
learn in a flexible way that fits around your needs
develop a wide range of skills required in the health sector now and in the future

20. What can apprenticeships offer?
Out of 130,000 organisations offering apprenticeship places:
59% report that training apprentices is more cost-effective
76% say that apprentices provide higher overall productivity
80% feel that apprenticeships reduce staff turnover
66% believe that their apprenticeship programme helps them fill vacancies more quickly
57% report a high proportion of their apprentices attain career and/or academic progression
75% of respondents expect apprenticeships to play an increasing part in their recruitment policy in the future
Source: Research by Populus on behalf of the Learning and Skills Council, February 2009

21. What's in it for you? Improvements in patient care
Significant funding to support training
Implementation of new work roles and systems
Influence new frameworks and develop existing frameworks
Contribution to resolving issues around regulation/registration
Staff have nationally recognised qualifications – transportable
Increase in staff morale and commitment
Creates regeneration opportunities

22. Training and Funding
Available from the National Apprenticeship Service.
The size of the contribution varies depending on the sector and the age of the candidate.
If the apprentice is aged 16–18 years old, you will receive 100 per cent of the cost of the training;
if they are years old, you will receive up to 50 per cent;
if they are 25 years old or over you may only get a contribution depending on the sector and area in which you operate.
This is paid directly to the organisation that provides and supports the Apprenticeship; in most cases this will be a learning provider.
In the West Midlands, the remainder (or “employer contribution”) is currently funded by the Strategic Health Authority

23. Government’s Spending Review 2010
Promise to “double” the number of apprenticeships for over-19s
By 2014/15, Coalition will spend up to £250m creating an extra 75,000 apprenticeships for adults in the workplace to boost the skills of the UK workforce
Provide an extra 75,000 places
per year from 2014/15
Latest figures show that in
2008/09, there were 84,700
apprenticeships starts for the
19 to 24-year-old age group

24. Budget 2011
Funding for an extra 40,000 Apprenticeships for unemployed young people
Only one in 10 employers in the UK offers apprenticeships, compared to one in four in Austria
Funding for 100,000 new work
experience placements over two
years
Double the amount of University
Technical Colleges it plans to fund
to 24 in a bid to train up students
between the ages of 11 and 19 in
vocational skills

25. Focus on Apprenticeships
January 2009 – Previous Government announces £140m extra investment to deliver:
250,000 new apprenticeships to begin training in the next year
NHS target = 5,000
NHS West Midlands original target : 541 (fair shares) /09 baseline activity (302) = 843
DH funding (£5.5 million) - £5,000 per new apprentice start
Allocation on basis of Trust/PCT returns for 2009/10 activity plus additional activity (not fair shares)
NHS West Midlands planned activity = 1,459
Funding flexible – PCT/Trusts to decide best use

26. New Apprenticeship Starts in 2009/10

27. Performance Compared to Other Regions for 2009/10

28. Apprenticeship Profile for 2009/10

29. New Apprenticeship Starts in 2010/11

30. Peter Blythin – Director of Quality and Workforce, NHS West Midlands
“NHS West Midlands has embraced apprenticeships in the Healthcare sector. In addition to Department of Health funding, totalling £5.550m, a further £2.165m was committed to fully support every apprentice start within the region last year. By comprehensively scoping the organisational need, their capacity to support, working closely in partnership with Trusts, PCTs, training providers and the Skills Funding Agency/National Apprenticeship Service, we have achieved an unparalleled level of Apprenticeship activity, activity that is sustainable for future years. I would like to thank all our partner organisations for their valuable contributions to this agenda and hope that we can continue to work together in the future to sustain and build on these successes”.

31. Any Questions

32. Workshop Question How do you intend to influence and
inform the future direction of the widening
participation agenda?
Please spend some time to come up with a
‘LIE’ which is best placed to meet your needs
National v Regional v Local
Independence v Dependence v Inter-dependence
Inclusivity v Exclusivity v Equality and Diversity