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Apprentices and Higher Skills

Apprentices and Higher Skills. John Chudley NAS Director with responsibility for H.E .  'We have managed to make people aware of the apprenticeship brand, but we have so far failed to make them aware of the progression opportunities.' 8 th September 2011. Apprentices - in context .

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Apprentices and Higher Skills

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  1. Apprentices and Higher Skills

  2. John Chudley NAS Director with responsibility for H.E.  'We have managed to make people aware of the apprenticeship brand, but we have so far failed to make them aware of the progression opportunities.' 8th September 2011

  3. Apprentices - in context • The Coalition’s “golden egg”. • Starts and completions are increasing • Strong promotion of Level 3 in line with higher skills needs • The aim is to have growth in Higher Level Apprenticeships • (SFA Regional Director January 2011)

  4. Progression rates onto HE 90% A level Students 41% % BTEC students 4% Advanced Apprentices HEFCE 2009

  5. Advanced (Intermediate) Apprentices • Increasingly successful completion rates at a level which should support HE progression • Are committed to their chosen career • Juggling job and training • Are the managers and senior technicians of the future

  6. What is stopping progression? • Low aspiration? • Insensitive MIS systems? • Lack of relevant and full IAG pre and on programme? • Ambivalent employer support? • No suitable programme?

  7. Three Research Projects • AdvAnce ( LSC) 2007-9 • A2A ( Aimhigher) 2009-10 • IAG experience new apprentices (LSIS) 2011

  8. AdvAnceGraduating Apprentices

  9. AdvAnce Ex apprentices who did progress onto and through HE • Were confident and highly motivated • Had employer and family support • Were able to access locally run relevant part time HE ( SERIO 2008)

  10. A2A • On programme IAG and progression opportunities tends to be limited to what the provider has to offer • Employer commitment is key to whether an apprentice is able to progress One of the health and social care tutors commenting:’“...employer engagement is the key to progression, rather than learner aspiration”.

  11. Current research • Current research into the importance of the IAG new apprentices received suggests that there is scope for change in IAG delivery. • Awareness of the progression opportunities within the apprenticeship programme has failed to keep up with growing brand awareness

  12. IAG Influences on Level 4 Recruitment July – Sept 2011

  13. Numbers of level 4+ Apprentices who stated that a key motivation for their undertaking an apprenticeship was that it would help their Career Development

  14. Numbers of level 4+ Apprentices who were motivated to undertake the programme because it was a way of gaining more skills

  15. HLA’s What have been approved? • Accountancy • Engineering Technology • IT and Web Based Telecommunications • Business Administration • Contract Centre Operations • Food & Drink Operations • Providing Financial Advice • Leadership & Management (Grade 5)

  16. What is being delivered? Cornwall

  17. What is being delivered? Devon

  18. What still needs to be done? • Hands on experience of higher learning - extend the learning experience • Ongoing CPD and IAG resources/networks for advisors • Engage employers to gain their support • Progression plans to be embedded at different stages of framework • Awards ceremonies • Case Study website www.swtpn.com

  19. Core messages to employers Higher learning improves staff productivity (evidence – activities around a current live issue) Benefits of “grow your own managers” Higher learning increases staff loyalty (AdvAnce data)

  20. To Summarise • Apprenticeships are a potential area of growth in a contracting education market • With higher fees for H.E. no EMA’s and increasing numbers of individuals qualified at level 3 the calibre of candidate will rise • The IAG message needs to be further developed

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