Lincolnshire and Rutland Public Service Compact – Unity in Workforce Development

1. Lincolnshire and Rutland Public Service Compact – Unity in Workforce Development “Supporting Apprentice progression and managing talent: A review of different approaches being deployed currently in Lincolnshire” A presentation by Chris Donkin (Facilitator for the Lincolnshire and Rutland Public Service Compact)

2. The Organisations and their approaches With many public sector organisations currently employing level 2 Apprentices, it was decided to contact a few and ask what arrangements are in place for Apprentice progression A brief survey was carried out and four organisations contributed: • North Kesteven District Council • Lincolnshire County Council • West Lindsey District Council • City of Lincoln Council

3. North Kesteven District Council • To encourage Apprentice progression and retention, NKDC pay their Apprentices the ‘living wage’ rather than the minimum Apprentice wage • Each Apprentice gets a contact for two years (to encourage loyalty and commitment) and each Apprentice does 6 months in Customer Service to start with before specialising • Apprentices get access to additional training / qualifications while on programme (e.g. Chartered Institute of Housing) • Some Apprentices have been ‘fast-tracked’ into permanent posts • The Apprenticeship policy is cornerstone of NKDC’s succession planning

4. Lincolnshire County Council The County Council are rolling out a managing talent project with the work due to be concluded in March 2013. The work includes: • Benchmarking 'talent management' activities with local and regional councils • Identifying what LCC consider as 'talent' • Researching talent management strategies • Testing out talent management software systems The long term aim is to introduce and implement a sustainable talent management strategy for Lincolnshire County Council

5. West Lindsey District Council “We currently have 6 level 2 posts within WLDC.  Currently the council has a recruitment management programme in place and therefore no job offers are formally available on completion of apprenticeship programmes.  However, whilst in post there are considered an internal candidate and can apply for any jobs that come up, and we actively help them search for work both internally and externally.  Further, we have a level 3 post established this year, which offers an opportunity for a level 2 apprentice to continue their education and learning with us for a further 18 months at a higher salary, with greater responsibility.” The expectation of the Council that progression routes would be available has proven to be true. Of the 5 ‘first intake’ Apprebtices, one left for a variety of reasons (this happens !), three are now working full-time for the Council (in IT, Electoral Services and HR respectively) and one is on a temporary contact covering a colleague off on long-term sick leave. Of the current Apprentices one has had their programme ‘paused’ and has been fast-tracked into a one year secondment in licensing

6. The City of Lincoln Council • The Council have a well established Apprenticeship scheme operating for over 17 years • The Council employ a minimum of 20 Apprentices each year • The ‘progression rate’ is 97% with almost all Apprentices progressing to permanent employment and/or further training • Eighteen months ago the Council set up an ATA – The C of L ATA has been nationally recognised since December • The ATA acts as the employer for Apprentices working elsewhere in the public sector (e.g. at LCC and Bishop Grot) • The ATA provides flexibility for programme delivery with some Apprentices accessing multiple placements • The ATA arrangement provides a wider range of progression routes for Apprentices completing a level 2 programme and skilled staff for the public sector

7. Questions ? ? ? ?