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Andover Manufacturers’ Group Apprenticeships and Training

This article explores the impact of apprenticeship reform on manufacturers, including the decrease in apprenticeship starts, challenges faced by companies, and the potential opportunities for upskilling and reskilling employees. It also discusses the introduction of T-levels and the National Retraining Scheme.

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Andover Manufacturers’ Group Apprenticeships and Training

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  1. Andover Manufacturers’ GroupApprenticeships and Training Verity Davidge Head of Education and Skills Policy EEF, the manufacturers’ organisation vdavidge@eef.org.uk @EEF_Economists

  2. APPRENTICESHIP REFORM

  3. RECAP: APPRENTICESHIP REFORM

  4. DATA: WHAT DO THE NUMBERS SAY? Starts fell by 83% immediately after the levy was introduced. Are we creating more high quality starts? There was a 25% increase in higher-level starts in the first two quarters of 2017/18 – albeit this trend began before the Levy was introduced. The fall in starts has not been as acute for manufacturing and engineering apprenticeships, with manufacturers ploughing through the myriad of challenges to recruit apprentices. What about the 3 million target? The Government committed to creating 3 million starts by April 2020 through the Apprenticeship Levy however, the Government remains some way off meeting this target: 1.7 million apprenticeship starts are needed between February 2018 and April 2020. Frameworks to standards? There have now been 101,000 starts on apprenticeship standards since their introduction in September 2014.

  5. CAN’T STOP, WON’T STOP TRAINING …But the Levy has not created more apprenticeships, in fact it has scaled plans back

  6. WHEN THE LEVY BREAKS:CHALLENGES • Only 7% of manufacturers say they have faced no challenges the Levy • 1 in 5 manufacturers found it difficult to determine if they were a Levy payer • 43% of companies found it difficult to find a standard that meets the needs of their business • 41% said colleges and providers are not delivering the apprenticeships they want • 34% said negotiating the cost of an apprenticeship has proved difficult • 54% said standards weren’t ready for delivery • Two in five have struggled with the requirement for 20% off the job training • One in ten have struggled with the requirement for apprenticeships to be a minimum of a year and a day

  7. ADDRESSING CHALLENGES: CREATING OPPORTUNITES Finding a standard to meet the needs of your business……

  8. ADDRESSING CHALLENGES: CREATING OPPORTUNITES Finding a standard to meet the needs of your business……

  9. NEW RECRUITS & EXISTING EMPLOYEES • ‘Up-skilling’ • You can spend your funds on ‘up-skilling’ if the training is at a higher qualification level than the learner currently holds • You can also spend your funds to ‘up-skill’ an existing job role where the individual needs significant new knowledge and skills • Re-skilling’ • You can also spend your funds on ‘re-skilling’ if the training is at an equivalent or lower level qualification as long as the training is “materially different” • The term “materially different” is yet to be sufficiently defined

  10. ADDRESSING CHALLENGES: CREATING OPPORTUNITES Meeting the 20% off the job requirement….

  11. SAVE: BUT IMPROVEMENTS NEEDED

  12. WHAT’S CHANGED WHAT TO KEEP AN EYE OUT FOR

  13. T LEVELS AND THE NATIONAL RETRAINING SCHEME

  14. T LEVELS: What is the Government’s rationale and what are they? • “We will reform the 16-19 education system so that options for 16 year olds are radically simplified…meet the skills needs of businesses” • Each T level programme will: • On average, will take 1,800 hours to deliver • Be over two years, classroom placed, most likely in FE colleges • Each programme will consist of five components: • Maths, English and digital requirements; • Any further employability, enrichment and pastoral requirements. • A new technical qualification designed for each T level • Any other occupation-specific requirements set out by the relevant T level panel • A 3 month work placement with an appropriate employer

  15. T LEVELS: What’s the difference between T Levels and Apprenticeships? T levels Apprenticeships Content Content Primarily delivered in classroom Primarily delivered in workplace Standards Learning for broader programme gaining skills and knowledge relevant to a range of occupations in a route English, maths and digital content Training for single occupation On completion learners have range of knowledge, skills and behaviours to progress into employment or higher level study/apprenticeship Industry experience On completion apprentices meet knowledge, skills and behaviours set out in standard On the job training (with 20% off the job) 3 month work placement

  16. T LEVELS: Challenge or opportunity? • Potential to put technical education on the same parity of esteem (T Levels to be equivalent as A Levels) • A new pipeline of talent into the manufacturing and engineering industry (1 of the 15 routes for technical education) • A ‘trial period’ for potential apprentices • However, work placements likely to be a challenge • Risk that if learners can’t secure placements, they will fail – could this put young people off certain routes such as manufacturing? • Are T Levels going to be ready on time? What about colleges and providers?

  17. NATIONAL RETRAINING SCHEME: WHAT DO WE KNOW SO FAR? • Announced in the Budget and then reinforced in the Industrial Strategy document • Focused on supporting those employees at risk of losing jobs due to automation and AI • Likely to target ‘adults’ – aged 24 and above • To look at retraining/reskilling as opposed to up-skilling • Focus will be on the individual and supporting them into a new occupation • Not to fund employers wanted to ‘up-skill’ as a result of investment in automation/4IR • Discussions now on who pay for what – individual, employer and the state • What’s the alternative? Some MPs looking at proposals for a ‘Robot Tax’

  18. THANK YOU AND QUESTIONS…. Verity Davidge Head of Education and Skills Policy EEF, the manufacturers’ organisation vdavidge@eef.org.uk @EEF_Economists

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