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Employer Engagement & Apprenticeships UK Seminar 3 rd to 7 th December 2012 - London The Role of the Independent Training Providers - a case study Rob.

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Presentation on theme: "Employer Engagement & Apprenticeships UK Seminar 3 rd to 7 th December 2012 - London The Role of the Independent Training Providers - a case study Rob."— Presentation transcript:

1 Employer Engagement & Apprenticeships UK Seminar 3 rd to 7 th December 2012 - London The Role of the Independent Training Providers - a case study Rob Boucherat – Pearson in Practice

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3 UK Training Industry - Value One of the largest and most influential industries in the country. It drives the economy and has recently mirrored its expansion and contraction. After 2 years of continuous decline in market – the value rose to £19.5bn in 2010/2011; although less than the £21bn reported in 2007/2008. In 2010, Coalition Government announced changes to training in the UK. The Learning and Skills Council (LSC) was replaced with the Skills Funding Agency (SFA), the Apprenticeship scheme was remodelled and the Train to Gain system was closed. Although the training market has been affected by the current recession - forecasts suggest year-on-year growth over the next 5 years, with an expected market value of £21.75bn in 2015/2016.

4 UK Training Industry - Volume Approximately 12,000 private training providers in the UK doubled between 2000 to 2008. Only 1% have over 250 employees - now consolidation with a number of large global corporations - Independent Training Providers employ over 30,400 staff Different types of organisation operate as private training providers, and training is often one of a number of services they supply. The boundaries between different types of delivery are being eroded by the use of technology and blended learning The sectors of the private training market which have performed well recently are IT and financial services. Sector is dominated by 15 training providers, holding 50% of the market. Publicly funded training provision aims to raise the qualifications and employability of the workforce and private provision trains employees so businesses improve competitiveness.

5 Funded Training Providers 2012/13 Provider typeNumber of providers & % of marketTotal SFA funding & % of market Independent Training Provider or employer51849.6%£1.4bn34.4% FE College32531.1%£2.16bn53.2% Local Authority14814.1%£373m9.1% Voluntary Sector454.3%£85m2.0% Other (e.g. Ministry of Defence)80.7%£44m1.0% TOTAL1044£4,071,244,807 Source: Association of Employment & Learning Providers 2012

6 UK Employer Skills Issues Uncertainty – headcount freezes and low growth it is hard to justify the need to invest today to reap the benefits tomorrow Technology evolving at a rapid pace Need to focus on service delivery in different ways from single to integrated solutions – aligning business with technical skills Requirements for a high skilled, IT enabled workforce - a break / fix service does not meet customers evolving needs Considerable gaps in the available talent pool High youth unemployment with poor employability skills A need to grow your own staff to support succession planning attracting people with the ability to leave but the desire to stay

7 About Pearson in Practice Pearson in Practice is one of the largest private sector providers of Apprenticeships and vocational training in the UK.Part of Pearson, the worlds leading education company with 2 divisions: Pearson in Practice Technology – provides training and Apprenticeships for young people with all provision at Advanced & Higher Level. Pearson in Practice Skills Based Learning – provides training and Apprenticeships primarily to adult learners at levels 1 to 3 We have OFSTED Outstanding Provision & 30 centres nationally. Core to our strategy for 21 st Century Skills are Advanced and Higher Apprenticeships in sectors that have not traditionally used them.

8 Providing 21 st Century Skills New Curriculum New sectors – CDM, PR, HR, Legal & Contact Centres Provision up to level 5 New Curriculum New sectors – CDM, PR, HR, Legal & Contact Centres Provision up to level 5 Commercial Growth New commercial training in ICT International expansion e.g. Dubai Commercial Growth New commercial training in ICT International expansion e.g. Dubai Young People Focus on 16-24s Employability skills Apprenticeships minimum 1 year long Young People Focus on 16-24s Employability skills Apprenticeships minimum 1 year long Employers Employment at the start Sustainable employment Flexible provision Employers Employment at the start Sustainable employment Flexible provision 4 Priorities

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10 Engage with target employer Initial meeting with employer Agree Requirements with employer Creation of Project Plan Apprenticeship framework required Delivery model (duration & mode) Additional or new units needed Write new units Accredit units with awarding body Recruit & select candidates for/with employer Apprentices start Employment & Apprenticeship Enrol on our SFA contract Enrol on employers SFA contract Apprenticeship delivered on the job & off the job Employer pays managed service fee Pre-employment training if candidates not ready for Apprenticeship Our Apprenticeship Process

11 Talent Management Strategy SuccessionAttraction DevelopmentDeployment Retention Identification Talent Strategy & Apprenticeships

12 Current Trends Improved workforce planning and better talent management with Apprenticeships central More collaborative working to take positive action on talent e.g. Printing companies Ricoh, Canon, Kyocera, Xerox, Konica Minolta and Comptia worked with us to design a new Advanced Apprenticeship for Print & Document Solutions Higher Apprenticeships attracting young people as an alternative to University http://www.youtube.com/watch?v=xW08uPG6vgk&feature=plcp http://www.youtube.com/watch?v=xW08uPG6vgk&feature=plcp Employers increasing the number of young people taken on - challenging the wisdom of a solely graduate intake

13 GraduatesApprentices Is a graduate the best fit? Where do they add value? What are their expectations? What number do we need? Is a graduate the best fit? Where do they add value? What are their expectations? What number do we need? Is an apprentice the best fit? What frameworks now exist? What are their expectations? What number do we need? Is an apprentice the best fit? What frameworks now exist? What are their expectations? What number do we need? Graduates or Apprentices? With the introduction of new Higher Apprenticeships, many UK employers are considering the balance between their intakes.

14 Benefits of Independent Training Providers Deep understanding of employers & sectors– according to AELP UK ITPs engage with over 300,000 employers we work closely with industry bodies e.g. COMPTIA and PRCA Speed to market – able to respond to employers needs quickly e.g. we can deliver a new curriculum area within 10-15 working days Consistent approach – national employers appreciate a provider with a single point of contact and consistent delivery Complete Flexibility – no academic year restrictions means all year round roll on roll off delivery - customised to each sector Focus on the relationship between the learner and employer - ensuring the solution meets all needs High Quality Provision – work with providers that do not compromise quality

15 Pearson – Always Learning Video

16 Final Thought Our education systems are overlaid with a particular intellectual culture which is promoted by the needs of universities. This culture gives a premium to certain types of academic work and tends to demean practical and vocational work as second class options. Aptitude takes many forms and we have a view of it in education that is too narrow and wasteful. In all these ways the dominant culture of education is oriented towards the last century, not the present one. Sir Ken Robinson – Professor Emeritus of Education University of Warwick

17 Thank You Rob Boucherat - Funding Policy Director rob.boucherat@pearson.com www.pearsoninpractice.com


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