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Working together towards an apprenticeship entitlement

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Presentation on theme: "Working together towards an apprenticeship entitlement"— Presentation transcript:

1 Working together towards an apprenticeship entitlement
Welcome Kathryn Bryant Learner Services Project Director / Young Peoples Learning Director East of England

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Opening Remarks Welcome Purpose of Event Agenda Domestics Evaluation

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Apprenticeships and the landscape Gareth Griffiths National Provision and Attainment Director

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14-19: The policy context

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The road map

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‘Our starting point is the concept of a entitlement for all young people to the right learning opportunities, and the right support’ A high quality learning route for every young person that enables them to participate, achieve and progress The support to integrate all services for young people so that they can make the most of their opportunities and choices Stronger local partnerships and consortia arrangements Establishing the right delivery arrangements at a local, regional and national level.

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Learning routes ‘The curriculum entitlement provides the overarching framework for Partnerships to meet the needs of their young people, against the four routes of Apprenticeships, Diplomas, Foundation Learning Tier and general qualifications’ Apprenticeships – with an entitlement to a place by 2013 for all 16 year olds suitably qualified Diplomas – with an entitlement by 2013 for all year olds to the first 14 Diplomas and for year olds to all 17 Diplomas Foundation Learning Tier – with an entitlement by 2010 to study one of the progression pathways General qualifications – GCSEs, A levels

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The right support Excellent IAG and support to make the right choices at 14 and 16 A prospectus in every area setting out the courses and support available …linked to A common application process that makes it easier to apply for education and training September Guarantee to ensure all 16 & 17 year olds have an offer of a suitable place in learning Access to positive activities ‘High quality, impartial IAG is critical to help raise aspirations and give young people the confidence and direction to stay on in learning and achieve their potential …’

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14-19 reform:100 percent for 100 percent

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The landscape 14-19 partnerships Good practice: 14-19, IFP, YA, Diploma 14-19 entitlement Impartial IAG 14-19 plan and strategy Area prospectus/ NAVMS

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DCSF priorities: Local delivery a. increasing support b. reforming curriculum and qualifications c. delivering on the ground ‘by ensuring that everyone involved in working with 14–19-year-olds works together to take a strategic view of young people’s needs, to provide them with their full entitlement and to offer a personalised approach to their learning.’

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14-19 partnerships ‘Partnerships have the crucial role of: Agreeing the local vision for 14-19 Developing and articulating strategies for the full range of priorities Supporting consortia of providers so that they are ready to deliver.’ ‘The current Education and Skills Bill places local authorities under a duty to co-operate with providers. This provides a statutory underpinning for partnerships’.

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Partnership works Overall progress in implementing the 14–19 reforms was satisfactory or better in 15 of 16 local authority areas visited Strategic direction was clear and a strong commitment to work together existed among most providers. Collaboration between schools and colleges was effective. Local strategies had a positive impact in raising achievement, increasing participation and retaining learners in education and training. A strong emphasis on educational and social inclusion was evident. Ofsted survey Sept 08

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And why? Half our future…….still! Despite some splendid achievements … there is still much unrealised talent especially among boys and girls whose potential is masked by … the limitations of home background. The country cannot afford this wastage, humanly or economically speaking. The schools will need to present education in terms more acceptable to the pupils and to their parents, by relating more directly to adult life, and especially by taking a proper account of vocational interests’ Half our Future 1963

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From here to entitlement Apprenticeships and the 14-19 landscape Gareth Griffiths 14-19 Provision and Attainment Director Learning and Skills Council

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Jon Nay Apprenticeships Director East of England

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World-class Apprenticeships review: Context Expanding opportunities - Apprenticeship entitlement from 2013 Apprenticeships to be a mainstream option for 16 to 18 year olds Opportunities for adults making a step-change in their career Leitch aspirations – 400,000 Apprentices in England by 2020 One in five of all young people to undertake an Apprenticeship within the next decade up from the current 1 in 15

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World-class Apprenticeships review: Themes Strengthening the quality of Apprenticeships Creating a National Apprenticeship Service Boosting the number of employers offering Apprenticeships Cultural change around the value of Apprenticeships Addressing inequality

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World-class Apprenticeships review: Challenges To dramatically increase employer awareness, appreciation of, and involvement in, Apprenticeships To improve participation and success levels for underrepresented groups To ensure a consistent high quality programme To develop and implement by Autumn 2008 a new service to provide online information about real-time Apprenticeship vacancies to match potential Apprentices with employers To achieve cultural change so that Apprenticeships are seen and valued as a mainstream option for 16 to 18 year olds

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World-class Apprenticeships review: Actions Legislation to clarify status of ‘Apprenticeship’ Increase number of Apprenticeship frameworks Promotion: nationally, locally and sectorally NAS to assist employers and learners

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NAS Responsibilities Delivery of government policy Co-ordinate funding of Apprenticeship places Assess providers for quality and value for money Commission LSIS to spread best practice 23

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NAS Responsibilities (cont.) National Information and Marketing Service National Matching Service Ownership of Apprenticeship Blueprint Specification and provision of Management information 24

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NAS and Local Authorities LA’s will plan post 16 provision – notify NAS of anticipated apprenticeship volumes NAS will ensure supply of apprenticeship places NAS will maintain MI flow to LA’s NAS sub-regional staffing tier aligned LA’s 25

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Apprenticeships in the Public Sector Penetration is low Public Sector Average 3% LA average % Private Sector Average 4.9% Public Sector employs 20% of workforce – provide 10% of apprenticeships 26

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Apprenticeships in the Public Sector (cont.) Little systematic effort to encourage companies accessing large government contracts to employ apprentices. Targets to be set for each component of public sector by DIUS. 27

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Addressing Inequality 40% pay differential between male & female apprentices (2005) 70% of apprentices at advanced level are male (2006) Best progression routes are male dominated 28

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Addressing Inequality (2) BME young people poorly represented in apprenticeships Under represented in traditional craft based sectors 29

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Addressing Inequality (3) Disabled people are under represented in Apprenticeships. 30

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Questions Any questions. 31

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Teresa Logan Learner Services Project Manager East of England

34 National Apprenticeship Service
Working together towards an apprenticeship entitlement National Apprenticeship Service National Apprenticeship Service Structure National Policy and Business Development Employer Services Learner Services Vacancy Matching Service

35 National Apprenticeship Service - Structure
Working together towards an apprenticeship entitlement National Apprenticeship Service - Structure National Apprenticeship Service - Structure National Service based in Coventry and London Nine Regional teams Local Presence

36 National Apprenticeship Service - Overview
Working together towards an apprenticeship entitlement National Apprenticeship Service - Overview National Apprenticeship Service - Overview Learner Services function I N T E R M D A S Providers Employer Services function L E A R N S E M L O Y R S V M S National Policy and Business Development Team

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National Policy and Business Development Lead on all Policy activities associated with Apprenticeships Lead on strategic relationships with DIUS/DCSF and the Skills Funding Agency and Young People’s Learning Agency Produce a high level strategic plan annually Establish national strategies to grow apprenticeship numbers Accountable to the Ministers, Government and the Skills Funding Agency for all Apprenticeship targets.

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Employer Services Employer Services Analyse and understand the market Increase apprenticeship vacancies Support employers to use the vacancy matching system Work with Sector Skills Council Support Apprenticeship marketing campaigns

39 Learner Services Working together towards an apprenticeship entitlement Learner Services Fully analyse and understand market Work with intermediaries Promote Apprenticeships to young people, their parents and adults Strengthen the Apprenticeship experience Support marketing campaigns

40 Apprenticeship Vacancy Matching System
Working together towards an apprenticeship entitlement Apprenticeship Vacancy Matching System Apprenticeship Vacancy Matching System To provide a single web based location for all information on apprenticeships for use by potential apprentices, their parents/guardians, those providing advice and employers To provide numbers of those interested in taking up their apprenticeship entitlement by area and sector To match potential apprentices to employers with vacancies To track learners’ and employers’ progress through the system and so identify where intervention is needed To record all apprenticeships and employers offering them

41 Apprenticeship Vacancy Matching System
Working together towards an apprenticeship entitlement Apprenticeship Vacancy Matching System Apprenticeship Vacancy Matching System What is VMS? Matches employer’s apprenticeship vacancies with potential applicants Allows Learning Providers and Employers to easily submit apprenticeship opportunities using a common format Enables individuals to search and view apprenticeship vacancies nationally Enables VMS staff to track and manage Candidates, Learning Providers or Employers who are experiencing difficulties

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43 Apprenticeship Vacancy Matching Service
Overview Apprenticeship Vacancy Matching Service: The Candidate Journey Tracey Cox Vacancy Matching Service Manager

44 Apprenticeship Vacancy Matching Service
Access and Key Dates When did vacancies start to be uploaded? When did candidates get access to the system How will young people gain access to the system? Access for you?

45 How does it work? For Candidates Register to have their own area
Search the website to find suitable vacancies Create and store a reusable application form Apply for a vacancy Monitor and track their applications Get help and support when necessary

46 Access to website For Candidates

47 Welcome Page For Candidates

48 Candidate Visitor For Candidates

49 Login to the System For Candidates

50 Registering For Candidates

51 Home Page For Candidates

52 Search for Vacancy For Candidates

53 Search Results For Candidates

54 Preview Vacancy 1 For Candidates

55 Preview Vacancy 2 For Candidates

56 Apply for Vacancy For Candidates For Candidates

57 Complete Application For Candidates For Candidates

58 Complete Application 2 For Candidates For Candidates

59 Complete Application 3 For Candidates For Candidates
If you have any work experience history, this is shown. Any further work experience can be added on this screen. There are questions ‘About You’ that enable you to give examples of your strengths and identify personal skills you would like to improve.

60 Complete Application 4 For Candidates For Candidates
Are you able to work away from home for two days a month?* Give an example of when you have worked in a team.*

61 Complete Application 5 For Candidates For Candidates

62 Apply for Vacancy 1 For Candidates For Candidates

63 Apply for Vacancy 2 For Candidates For Candidates

64 Manage Applications 1 For Candidates

65 Manage Applications 2 For Candidates

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67 National Apprenticeship Service
Working together towards an apprenticeship entitlement National Apprenticeship Service Table Discussion ‘Based on what you have heard this morning what do we all need to do to work towards delivering the Apprenticeship Entitlement.’

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Vicky Nicholson Apprentice Experience BT

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Working together towards an apprenticeship entitlement National Apprenticeship Service Apprentice Experience My history Why I left education My Apprenticeship Future development Overall outlook of the scheme

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Kathryn Bryant Learner Services Project Director / Young Peoples Learning Director East of England

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Working together towards an apprenticeship entitlement National Apprenticeship Service Memorandum of Understanding • Purpose • Benefits • Areas of activity • Process

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Working together towards an apprenticeship entitlement National Apprenticeship Service Table Discussion Purpose - Do you agree with the purpose or is there something you would like added? 2. Benefits - Can you identify any additional benefits of the MOU and working together? 3. Local Context - What additional information would be useful in the local context section? 4. Areas of Activity and Outcomes - What should be included as a minimum and what is missing?

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Marketing Campaign Val Cumberland Head of Regional Marketing & Communications East of England

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Campaign Objectives Campaign Objectives Demonstrate the government’s support and investment in Apprenticeships as part of investing in England’s future economic prosperity. Improve public, employer, workforce and influencers’ attitudes towards Apprenticeships (both in their own right and compared to other forms of learning) by communicating the benefits and challenging the barriers. Position Apprenticeships as a positive career choice and create a sense of pride and achievement for successful apprentices and their influencers. Motivate and galvanise more employers to take on or offer more Apprenticeships. Protect, grow and strengthen the brand and reputation of Apprenticeships in the current and future economic climate. 81

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Multi-channel campaign designed to multiply and build momentum nationally, regionally and locally Television (2nd Feb – 1st Mar) driving awareness and changing perception to create positive opinion about Apprenticeships Targeted at ABC1 adults to ensure access to quality peak-time programming to maximise conversion to core employer audience Feb 2009 Radio (23rd Feb– 22nd Mar) to amplify & extend the impact of TV advertising with proven effective reach & impact against an employer audience Amplify the impact of TV advertising during Apprenticeships Week while also extending campaign messaging into March to optimise the reach of the campaign over time Sector activity through PR and advertising builds on broader activity and connects with employers and employees in a business mindset making a direct connection between benefit and situation Search smoothes the customer journey to interaction with the Apprenticeship website and the VMS by directing the target audience to further information. Ensuring the maximum number of potential participants are captured PR – 4 employer seminars, Apprenticeships Week, Awards 82

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Apprenticeships Integrated Campaign Plan The campaign will reach 90% of employers an average of 8 times each

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Employer Response Handling Process (web and phone) Employer visits the website and completes web form or rings the contact centre Details sent overnight (by ) to regions (sorted by postcode). Regional: Web forms sent by to regional Apprenticeship teams (nominated, named contact). National employer service (NES): Web form leads from 5,000+ employers sent by to NES (nominated, named contact). Regional Apprenticeship teams to manage employer enquiries NOTE: Web form leads from Sco/NI/Wales will be diverted to appropriate contacts

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Parent/apprentice Response Process Parent/apprentice goes on line for basic information on Apprenticeships (content being updated) (If applicable) completes the web form for further contact/interest Details of enquirer and region (plus other basic information) captured by our contact centre from the web form An Apprenticeships DVD is sent to enquirers, on receipt of the CD/brochure: - parent/apprentice views the DVD and if they wish to find out more they are directed to the apprenticeship website and vacancies available on line

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Dates for your diary TV advert pre-testing finalised: w/c 19 January Final advertisement film produced w/c 26 January TV on air – Monday 2 February National Employer Seminars – Commence on 26 Feb Apprenticeships Week – Commences on Monday Feb Apprenticeship Awards closing date – Friday 27 Feb 2009/10 strategy planning – from February Apprenticeship vacancies on line – January Newly enhanced Apprenticeships branding guidelines – March/April 2009 New marketing materials – March/April 2009 Launch of National Apprenticeships Service – April 2009

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Contact us Need more information on how to get involved? Please contact us: Campaign resources site link – Skills campaign line for our partners and stakeholders – (office hours) Campaign web address and telephone number – apprenticeships.org.uk / Regional Apprenticeships team

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Apprenticeship Awards – closing date Friday 27 February A world without apprentices…. Blackpool – a towering success story This year’s Apprenticeship Awards were launched with a story celebrating the role apprentices have played in the history of the nation. By highlighting what England might have looked like without iconic landmarks built by apprentices such as Blackpool Tower, we have been able to dramatically demonstrate the value of apprentices over the ages. To encourage entries the press release was sent to the following: National newspapers Local and regional newspapers Trade media SSCs Further copy was also sent to SSCs for their members and stakeholder employers including BCC, CBI, FSB, TUC See Would a summer holiday in Blackpool still be a great British institution without the apprentices that helped to build its famous icon?

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Marketing Campaign

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The Big Skill – celebrating learning, skill development and achievement in the East of England The Big Skill is an awards programme and skills showcase to recognise people from across the East of England. LSC working with in partnership with the BBC East. The Big Skill was launched across the region last week with BBC presenter Ray Stubbs. The objectives are; To raise awareness and the benefits of Life Long Learning To recognise and reward people who are outstanding examples of achievement through learning To showcase skills through 6 local awards events


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