Train to Gain or Apprenticeship - The employer offer -

1. Train to Gain or Apprenticeship - The employer offer - Nick Linford Director of Planning and Performance 22nd October 2008

2. Presentation contents • The employer-responsive funding pot • The products (employer offer) • Determining the employer offer (Apprenticeship or Train to Gain?) • The learner age? • The employer contribution? • The qualification and level? • The funding? • The provider structure/supply? • Most importantly, employee/employer need? • Will all the new TtG flexibilities crowd out 19+ Apprenticeships?

3. 2008/09 Adult (19+) apprenticeships 16-18 Apprenticeships Workplace FL1/2/3/4 (e.g. NVQ) and SfL £677m (+ 7.1%) £330.2m (+ 4.5%) £907m (+ 55.5%) Employer responsive model Apprenticeships Train to Gain £1007.2m (+ 6.2%) £907m (+ 55.5%) The employer-responsive funding pot “Existing contracts for Train to Gain or Apprenticeships can be renegotiated to include both elements.” “There is an expectation that in 2009/10 a single contract will be issued for colleges and training providers across all Regions.” Train to Gain additional flexibilities v3, LSC, 11/08/2008

4. EmploymentRights and ResponsibilitiesThis element is often covered as part of the NVQ or technical certificate Competence A National Vocational Qualification (NVQ) with assessment methods designed to test competence SetbySSC Knowledge Some frameworks have a technical certificate whilst others demonstrate knowledge within the NVQ element 180+ Apprenticeship frameworks Transferable, or ‘key’, skills Frameworks include as a minimum, Key Skills in Communication and Application of Number Skills for Life Vocational ‘full’ quals Train to Gain Flexible “bite-sized chunks” Nearly always NVQs Announced 21/10/08 The products (employer offer)

5. The learner age “Providers recruiting learners to Train to Gain programmes must not conflict with the Apprenticeship policy and recruitment practices. In particular, providers are reminded that the Apprenticeship programme is the preferred option for vocational learners aged between 19 and 25 and they should be recruited onto the Apprenticeship programme wherever possible.” Para 489, LSC Funding Guidance 2008/09, Principals, Rules and Regulations

6. The employer contribution “Learners, employers or their sponsors are expected to pay a contribution towards the cost of learning (tuition fees) unless they are entitled to fee remission” Para 123, LSC Funding Guidance 2008/09, Principals, Rules and Regulations Train to Gain more attractive route if fully-funded and free? Apprenticeship rates (‘activity cost’) undermined if no charges?

7. The qualification and level Train to Gain more flexible/responsive route?

8. The funding As one might expect, many Apprenticeships are funded at higher levels than Train to Gain. However, particularly with the Train to Gain additional flexibilities introduced in 2008/09, this will increasingly not always be the case. Key to following funding slides: SLN: Standard Learner Numbers NFR: National Funding Rate PW: Programme Weighting DU: Disadvantage Uplift TtG U: Train to Gain Uplift FE %: Fee Element percentage FF: Fully-funded CF: Co-funded FFL: First Full Level

9. Funding – L2 example

10. Funding – L2 example cont. Impact of achievement funding and success (example) 0% framework success rate 67% success rate

11. Funding – L2 example cont. Impact of changes by 2010/11 (excluding inflation) Funding falls £264 (- 12%) Funding rises £188 (+ 6%)

12. Funding – L2 example cont. Key and basic skills Summary of previous Level 2 example Technical Certificate NVQ Total in 2010/11 Non-ach example in 08/09 Total in 08/09 £ 3 , 500 £ 3 , 000 £ 2 , 500 £ 2 , 000 £ 1 , 500 £ 1 , 000 £ 500 £ 0 AppCF TtGFF AppCF TtGFF AppCF TtGFF

13. Funding – L3 example Level 3 Entitlement (FFL3 under 25 years of age) or Level 2 ‘jumper’

14. Funding – L3 example cont. Key and basic skills Summary of previous Level 3 example NVQ 2010/11 £ 4 , 000 Non-ach example in 08/09 Total in 08/09 £ 3 , 500 £ 3 , 000 £ 2 , 500 £ 2 , 000 £ 1 , 500 £ 1 , 000 £ 500 £ 0 AppCF TtGCF TtGFF AppCF TtGCF TtGFF AppCF TtGCF TtGFF

15. Apprenticeship Dept Train to GainDept Employer The provider structure/supply In terms of communication, is your employer offer simple and coherent? Option 1 or Option 2 Business Dev Unit Apprenticeship Train to Gain Employer Employer And for completeness – full cost recovery?

16. The employee/employer need Assessment of employer and employee need is clearly critical • Train to Gain for those over 25? • Train to Gain for those requiring less training and support? • Train to Gain for those requiring more flexible provision? • Train to Gain for those employees in short-term work? • Train to Gain for employers that won’t pay fees? • Train to Gain for employers that won’t release employees? Ultimately, is your employer offer clear why one adult would bean apprentice and another adult would be Train to Gain? • Train to Gain for Skills for Life and ESOL learners?

17. If time, discuss at your table and nominate someone to feedback Apprenticeship or Train to Gain? With this knowledge….. • Would the learner age impact on the employer offer? • Would employer fees impact on the employer offer? • Would qualification and level impact on the employer offer? • Would funding levels impact onthe employer offer? • Would provider structure/supply impact onthe employer offer? • Would employee/employer need impact onthe employer offer? • Will the TtG flexibilities reduce demand for 19+ apprenticeships?

18. The unofficial reading material The hands-on guide to post-16 funding I’ve written this as a reference tool, which should be useful (and even interesting!) for senior managers and governors to curriculum and data/MIS staff www.fundingguide.co.uk Let me know what you think! There are also free resources (including this presentation) and workshop dates on www.lewisham.ac.uk/pf