Information Systems and Services GKIM Roles and Apprenticeship Standards Is a Trailblazer for you ? 11 Mar 2016 Warren Pickles MOD Information Apprenticeship Manager

Apprenticeships defined by frameworks – professional and employee based knowledge and competence – defined and assessed in detail A single framework for Librarian role (Skills for Justice) – focus on the librarian role within the community – not suitable for KIM roles Business and Administration framework may provide some basic KIM skills at lowest levels (i.e. how to store information) New apprenticeship standards under development – move to end based assessment against job roles Standards development led by employers – aim for all apprenticeship starts from 2017 to be on standards, not frameworks No standards known to be in development that cover any KIM roles Frameworks to Standards

Payment for apprenticeships currently routed from Skills Funding Agency to Training Providers – payments defined by SFA funding rules SFA currently funds at 100%, at 50% and 24+ at 0% Employer contributions can be negotiated for older apprentices to cover shortfalls in SFA payments From April 2017 apprenticeships will be funded by the Apprentice Levy Employers with £3M+ paybill will pay 0.5% to HMRC monthly All employers will be able to access a Levy fund through a digital service – fund can only be used to pay for apprenticeship provision Employers will negotiate with training providers to agree costs (upto a cap) and payment profiles Introducing the Apprentice Levy

Government target of 3M apprenticeships by May 2020 Departmental targets of 2.3% of workforce Changes will drive culture shift to encourage more able school and college leavers to seek apprenticeships in preference to university GKIM profession needs to position itself to respond to targets, access Levy funding and provide a pipeline for future talent Key barrier at present is lack of frameworks and apprenticeship standards in development The Future of Apprenticeships and GKIM

New apprenticeships are based on standards designed by employers to meet their needs, the needs of their sector(s) and the economy more widely. These standards are short, easy to understand documents that describe the Knowledge, Skills and Behaviour (KSBs) required to undertake a specific occupation well, and to operate confidently within a sector. Standards focus on how an apprentice should demonstrate mastery of an occupation, and meet professional registration requirements in sectors where these exist (for example, in engineering, science and accountancy). What is an Apprenticeship Standard

Be short, concise and clear. Set out the full competence needed in an occupation, so that, on completion, the apprentice is able to carry out the role in any size of employer across any relevant sector. Have the support of employers including smaller businesses. Be sufficiently stretching so that it will require at least a year of training (before the end-point assessment) with off-the-job training accounting for at least 20% of the apprenticeship. Align with professional registration where it exists. Contain minimum English and maths requirements and any digital skills required. Only include mandatory qualifications under certain circumstances. Apprenticeship Standard – Quality Criteria

Information Architecture Information Management Information Rights Knowledge Management Library Management Records Management GKIM Roles to Consider Which have potential ? At what levels should they be considered for apprenticeships ?

Is recruitment hard ? Do the skills exist elsewhere ? Is there a demand – new recruits and upskilling ? What is the level of demand 10s, 100s, 1,000s ? What is the current age profile across KIM roles ? Are fresh ideas needed to drive progression ? Is there an appetite to make something happen ? Are Apprenticeship Standards Required for KIM Roles ? Do we move on ?

Initially some work would need to be undertaken to define the following: Who would be the lead employer to chair a working group ? What roles should the standard(s) be developed for ? Who would the representative employers be and how will they be engaged ? Is input from sector bodies or institutions required – who would they be ? Is support from training providers required – if so which should be asked ? What is the commitment to develop a standard ? – outline programme of work What is the commitment to develop assessment criteria ? – outline programme of work What level of apprenticeship starts can be expected as a result of the standard(s) being introduced ? Developing Standards – what does it Need ? All leading to the submission of an expression of interest to BIS

Any volunteers to be the Lead Employer ? Next Steps