1. The Apprenticeship Levy – A Provider’s Perspective
Beej Kaczmarczyk
Director, Learning Curve Group

2. How have levy paying employers responded?
Actively engaged, seeing possibilities and determined to spend the levy wisely and strategically, might actually exceed the money in their digital accounts and go for co-investment
Confused, concerned, unable to see possibilities, might write off some or all of the levy initially, waiting to see what others do
Not sure if we are paying the levy? Have to get out heads round this if we are.
……What and when did this happen?

3. What have you done to secure contracts with levy paying employers?
Marketing and branding strategies
Employer engagement
Selling the benefits of apprenticeships
Pricing strategies
Getting their involvement 3

4. Marketing strategies
Build (or rebuild) your brand – values, positioning and personality
Creating a customer experience that brings your brand to life – energising your people, e.g. sales, assessors, tutors, support staff
Communicating your brand and offer effectively to the levy paying market
Understanding the target audience and their buying system, sales pitches
Employer events, mail shots, site visits, guest presenting at events/meetings, B2B communications, OTNAs
Assist employers with their ‘training provider engagement strategy’

5. Effective engagement with levy paying employers
Employer decision
Proven track record
Added value
Embed work based learning
Ability to scale up
Design and delivery
Sourcing talent
Put yourself in the employer’s shoes who has to pick through the different offerings and identify the provider which best meets their needs

6. Benefits of apprenticeships in action 1
Allows apprenticeships at all levels – ‘new and existing’ staff
Use public money to invest in our people - levy or government funding
Develops opportunities for personal growth
Management development opportunities
Fit for purpose
Recognised qualifications and accreditation
Growth in the levels of competence and capability

7. Benefits of apprenticeships in action 2
Creates a great place to work
Gives structure to your people development – clear pathways
Builds on legacy and reputation
Helps in managing change
Facilitates change in culture
Employer of choice
Great return on investment – improves performance

8. Pricing and payments strategy
Every apprenticeship is placed in a funding band with all new starts
Employers can negotiate the best price for the training they require
Price based on full cost of band – emphasis on quality
Incentives – bespoke training, additional qualifications
Added value propositions, e.g. recruitment of talent
Employer contract required – model contracts
Direct debit, BACs and credit card arrangements
Full support service in place for levy payers
Number
Band limit 1
£1,500 2
£2,000 3
£2,500 4
£3,000 5
£3,500 6
£4,000 7
£5,000 8
£6,000 9
£9,000 10
£12,000 11
£15,000 12
£18,000 13
£21,000 14
£24,000 15
£27,000

9. Employer involvement? Find an apprenticeship service provider
Agree the price
Your personal commitment
Find an apprenticeship service provider
Agree the best way to deliver and administer
Agree to on-the-job and day release options fit for purpose
Harness the practical application of learning
Coach and mentor the apprentice regularly
Cheer on the progress & celebrate success
Actively and openly support the apprenticeship investment to assessment
Use specialists to deliver gaps in internal capability

10. Contact details
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