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Lord Digby Jones Minister of State for Trade & Investment

Lord Digby Jones Minister of State for Trade & Investment. INTRODUCTION. NEIL FURNISS SENIOR TRAINING ADVISOR M.K.COLLEGE. Objectives. Training needs analysis. Candidate selection process Apprenticeship programme Meeting business needs Internal support for apprentices Issues

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Lord Digby Jones Minister of State for Trade & Investment

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  1. Lord Digby JonesMinister of State for Trade & Investment

  2. INTRODUCTION • NEIL FURNISS • SENIOR TRAINING ADVISOR • M.K.COLLEGE

  3. Objectives • Training needs analysis. • Candidate selection process • Apprenticeship programme • Meeting business needs • Internal support for apprentices • Issues • Summary

  4. Training needs analysis • Familiarisation with FCO business & systems. • Skill shortage within local area. • Age profile of existing technical staff. • Unsuccessful recruitment campaign of fully qualified multi skilled technicians. • Previous successful apprenticeship programme in the 60s & 70s

  5. Candidate selection process • Apprenticeship vacancies are advertised internally at FCO Services, local newspapers, & External web site. • Vetting process of all written applicants. • Candidates undertake initial assessments. • Interviewed by selection panel • 1 week induction programme at FCO, prior to apprenticeship programme commencing.

  6. Apprenticeship programme • Advanced apprenticeship programme • Technical services (Engineering & IT)

  7. ADVANCED APPRENTICESHIP FRAMEWORK

  8. Meeting business needs • Home grown staff. • Multi skilled technical engineers. • Investment in the future. • Capability of responding to fast moving technological changes within our industry. • Structural changes within the FCO Services Organisation. • In line with I I P ethos.

  9. Internal support for apprentices • Designated HR dept. • Welfare & civil service union. • Advanced apprenticeship coordinator. • Independent senior training advisor. • Department mentors. • Technical training manager. • Recently qualified apprentices • Departmental progress, evaluation & review reports.

  10. Issues • Calibre & maturity of candidates (from 16 upwards) • Non productive during 1st year programme. • Length of apprenticeship programme. • Costs. • Training programme amendments, to meet changes in technology requirements and associated awarding bodies criteria.

  11. Summary • Good success rates of achievement of technical qualifications. • Flexibility of work force. • Competent & qualified technical staff. • Progression to further personal development & specialist training. • Excellent retention rates. • Fresh prospective of ideas & technology in associated technical departments. • Co-operation of all departments within FCO Services

  12. ANY QUESTIONS

  13. THANK YOU THE END

  14. Who Is Eligible? Your employees who are not graduates

  15. How Does The Funding Work? • 75% • divided over the programme as a monthly payment • paid when the Apprenticeship is complete • 6 Week Leavers • Money Goes back to LSC • Employer’s Contribution • Government expects employers to contribute towards training costs • 25%

  16. What Does An Apprenticeship Framework Look Like? Key Skills NVQ Additional Training Technical Certificate

  17. How Do Apprentices Learn? • Off the job training often available …but is not always necessary • Work based assessments • Map in to your own training • Bespoke training delivered on-site • 1-2-1 coaching on-site • Block release to training provider • Evening classes Apprenticeships work the way you want them to

  18. Programme Led Apprentices • Where parts of the Apprenticeship are completed without secure employment • Pre-work training • Training whilst waiting for a permanent job

  19. Training ProvidersWhat Will They Do For Me? • Manage the paperwork • Organise the funding • Work with you to ensure the training meets your needs • Keep you updated on your learner’s progress • Advise on progression routes

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