1. Enabling workforce Transformation

2. Invest in Health

3. Who are we The Invest in Health team, part of Skills for Health Academy North West manages funding from Health Education North West and the Skills Funding Agency. We provide current and comprehensive information, advice and guidance on all aspects of funded workforce development opportunities for NHS staff across the North West who are in Agenda for Change bands 1-4 (or equivalent )

4. Apprenticeship Funding Subsidy Starts £1000 - £500 on commencement/£500 on completion. An additional £1000 for those apprentices aged 16-23 - £500 on commencement/£500 on completion. If any young person commences their apprenticeship on Annex U or the National Apprenticeship minimum wage they must be – on a training-type contract – have protected study time – be guaranteed a job interview at the end of their apprenticeship

5. Employers Perspective NHS Wigan Borough Clinical Commissioning Group

6. Why did you want an apprentice in your department? Wigan Borough CCG believe firmly in supporting the local workforce within Wigan. The apprenticeship is a way of giving local residents a start in their career, giving them experience within a finance environment, and supporting them in their professional studies so that young people of Wigan can have the best start in a financial career that they possibly can have. Whilst supporting the individuals the CCG is able to make use of the excellent skills and outlook that these young people bring to the CCG. · ·.

7. What difference has having an apprentice made to your department and service? The CCG benefit greatly from the apprentices within the team. The apprentices fulfil their experience requirements by undertaking some of the routine tasks that the CCG has to perform. Whilst the CCG provide a lot of support, particularly initially, to the apprentices whilst undertaking such tasks, over time, they become familiar with the tasks and have become valuable members of the team. They also undertake some of the ‘one off’ pieces of work, particularly supporting project work or research tasks. Examples are that all of the apprentices had a key part to play in the CCGs Towards Excellence bid (an accreditation for finance staff development), helping gather evidence, update policies, update local intranet site etc.

8. What impact has having an apprentice had on your workforce? The CCG maintain its workforce at its established level, as the apprentices are not a guaranteed ongoing resource. The involvement of the apprentices allows staff to use apprentices to support them in order that they can concentrate on improving quality and proactive tasks.

9. Would you recommend other organisation to have an apprentice? Yes – for all of the reasons outlined above, we would recommend apprentices. I would, however, point out that any organisation taking on an apprentice needs to allow time for existing staff to train apprentices, as they will only get the maximum value from them if they have a fully developed and supported plan for training. This is vital for the organisation and the apprentice. Given this early investment in to the apprentice, the rewards can be very high and will outweigh the investment many times over

10. Introducing the Apprentices

11. Phil Ainscough

12. Dylan Ashton

13. Sam Platt

14. Questions?

15. Andy Wilson Phone: 07826 950 590 Email: andy.wilson@skillsforhealth.org.ukandy.wilson@skillsforhealth.org.uk Sandra Jones Phone: 07833 484120 Email: Sandra.jones@skillsforhealth.org.ukSandra.jones@skillsforhealth.org.uk