1. O VERVIEW OF SETA R ESOURCES A LISON S UMPTER & S EAN E RRINGTON F EBRUARY 2015 Commissioned and funded by

2. W E WILL COVER An insight into the SETA project and support developed Full details of the Observation of Teaching and Learning Award Details of how to access the resources

3. O BJECTIVES Apprenticeship Reforms – need to ensure employers are not scared away from Apprenticeships by offering high quality, easy to access and supportive information on Apprenticeships. Providers need to develop all staff to understand the benefits of Apprenticeships and to be able to effectively sell to employers. Providers need to be able to further prove their value to employers through the acquisition of nationally accredited qualifications to prove quality.

4. S TRAND 1 Securing and further developing employer involvement in Apprenticeship delivery

5. O UR OUTPUTS Employer Mentor Training package to standardise, professionalise and enhance the ability of employers to fully and effectively support their Apprentices. To develop a Guide to Apprenticeships for Employers. To move from a printed to online format to enable instantaneous updates and reduced costs of distribution. Members will develop their whole workforce to be able to engage employers with Apprenticeships by offering Consultative Sales Skills training days for ‘non sales’ staff

6. Apprentice Mentoring Handbook To support supervisors with their mentoring role

7. SETA RESOURCES Mentor Training Handbook What is mentoring? The roles and responsibilities within Apprenticeships Action planning, setting SMART targets Managing the mentoring relationship Good practice and skills of mentors Additional support available to mentors Further qualifications in mentoring Mentor Training Session

8. E MPLOYER G UIDE TO A PPRENTICESHIPS

9. T RAINING P ROVIDERS

10. C ONSULTATIVE S ALES FOR NON S ALES S TAFF The 2 day workshop covered: The Insights Discovery model and profile Understanding behaviour and developing relationships 6 stages of the employer engagement cycle Understanding personal style and be motivated to adapt behaviour Explore teamwork as well as with external clients to maximise sales.

11. S TRAND 2 Further improving curriculum development, and teaching, learning and assessment on Apprenticeship programmes

12. OTL A WARD Working with Sean Errington of People Projects to pilot an Observation of Teaching and Learning Award. This was a 15 week accredited programme for 20 learners to professionalise staff and ensure learners gain the best possible curriculum with interesting and engaging learning.

13. T HE ULTIMATE OBJECTIVE Contribute to building the observation capacity and capability of the learning and skills provider organisations involved in the project.

14. O UTCOMES (P ARTICIPANTS ) Skills and Knowledge Outcomes: Assessing the effectiveness of the delivery of learning activities. Recording the product of this assessment in real time as Performance Notes. Converting these Performance Notes into a concise set of clearly defined, fair and accurate judgement statements. Preparing for and managing constructive and effective feedback discussions using appropriate methods.

15. O UTCOMES (L EARNERS )

16. O BSERVATION QUALIFICATION

17. Early Findings: No completers in the 15 weeks. Much more work needed on encouraging participants to engage.

18. Q UALIFICATION STRUCTURE Module 1: Observation Fundamentals. Module 2: Observation Preparation. Module 3: Excellence Looks Like? Module 4: Evidence Gathering. Module 5: Producing Performance Notes. Module 6. Producing Observation Judgement Statements. Module 7. Post Observation Feedback Essentials 1. Module 8. Post Observation Feedback Essentials 2. Module 9. Post Observation Feedback Essentials 3. Module 10: Feedback Techniques 1. Module 11: Feedback Techniques 2.

27. F INAL A SSESSMENT 1

29. F INAL A SSESSMENT 2 Assessment Tasks Record Performance Notes. Produce Judgements. Record the Judgements and Performance Notes on a report. Grade the session.

30. F INAL A SSESSMENT 3

31. W HAT HAS BEEN ACHIEVED ? 14 of 20 still on track to achieve the qualification. No qualifications yet. 3 completers and 3 just completed the first final assessment. Knowledge achievement – good (80%)

32. W HAT HAS BEEN ACHIEVED ? Increased your understanding of how to do effective observations? Increased your confidence in completing observations? Increased your observation skills? Made the observation experience of the people you observe an even more productive one? Helped the people you observe to further improve their teaching / training skills? Helped the people you observe to better focus on ensuring learning takes place in sessions they teach?

33. W HAT HAS BEEN ACHIEVED ?

34. FUTURE BENEFITS Benefits for those being observed. A more professional and effective experience. A more positive perception of the process and greater willingness to engage with related personal development. Clear direction on how individuals can further improve their teaching and training, leading more self improvement and greater feelings of job security

35. FUTURE BENEFITS Benefits for those being observed. Greater willingness to be more adventurous in their teaching and training leading to more positive feedback from learners. Enhanced perception of their abilities and self worth.

36. FUTURE BENEFITS Benefits for observers. Enhanced observer skills which improve observation performance and increase job satisfaction. Greater observer perception of the value of what they do. Enhanced ability to manage ‘challenging’ observees in a more positive and productive manner.

37. FUTURE BENEFITS Organisation Benefits. A more robust observation process which meets inspection expectations. More accurate identification of staff development needs resulting in more cost effective use of CPD rescores.

38. FUTURE BENEFITS Organisation Benefits. Greater consistency and accuracy of observation leading to: better staff motivation and morale a much more staff positive view of observation enhanced learning delivery quality by teachers and trainers better learner progress and achievement better learner retention higher learner satisfaction levels with teaching and training delivery.

39. O VERALL IMPACT

40. A CCESSING THE RESOURCES

41. D OWNLOAD The resources can be downloaded from the http://www.apprenticeship-staff-support.co.uk/

42. O VERVIEW GUIDE AND HOTLINKS http://www.apprenticeship-staff- support.co.uk/content/assp- resource-guide-booklet Thank you!