The Croydon Apprenticeship Accord - Renaisi

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We never had an apprentice before. I think everyone was quite wary in the beginning thinking ‘why are we taking on an apprentice, they will be more work’. However, with Patrick it proved them all wrong… he has been excellent at what he’s been doing. He’s growing in confidence and he’s an extra pair of hands. April Sanford Apprentice manager

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Welcome and introduction, Councillor Vidhi Mohan

I am delighted to introduce Croydon’s Apprenticeship Accord. As part of the Pathways to Employment initiative, it sets out your Council’s commitment to increasing the number of apprentices in the borough by working in partnership with its business community and partners, to offer both training and real work experiences for Croydon residents through the Apprenticeship route. The Accord is relevant to you if you are: • a current supplier of Croydon Council, • a potential future supplier, or • a business in Croydon that has a desire to invest in the local community, especially its young people. Apprenticeships are a great opportunity for your business. Not only do you benefit from a new motivated employee at a competitive rate, but you can also ensure your business remains grounded in its local community. As a borough we are performing comparatively well on many indicators of employment and skills but there is still more we can do. This Apprenticeship Accord cements our commitment to providing such opportunities for the benefit of our business community and our residents.

Councillor Vidhi Mohan, Cabinet Member Communities and Economic Development

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What are Apprenticeships?..............3

Croydon’s ambition........................6

Apprentices at Croydon Council...7

The Council as a commissioner of local services................................8

What’s in it for employers?...........10

FAQs...............................................12 Key contacts....................................13

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What are Apprenticeships? Apprenticeships are work-based training programmes designed around the needs of employers. As an employer you will benefit from having a motivated employee learning skills that are relevant for you, whilst also working directly for your business. The apprentice benefits from both on-the-job training and working towards a recognised qualification.

Across the UK more than 100,000 employers in over 200,000 workplaces offer Apprenticeship opportunities. There are over 170 different types of Apprenticeship frameworks covering 1,500 job roles, ranging from accountancy to textiles, engineering to veterinary nursing, business administration to construction. There is likely to be one that fits your business model.

Apprenticeship programmes can be used to train both new recruits (often young people) and existing employees who are moving into a new or changed job role and need to learn new skills.

The number of Apprenticeships starting in Croydon per year has more than doubled from 1,030 in 2008/09 to 2,683 in 2012/13.

Apprenticeships are available at three levels: Intermediate: equivalent to five A*– C GCSEs Apprentices work towards work-based learning qualifications such as a Level 2 Competence Qualification, Functional Skills and, in most cases, a relevant knowledge-based qualification.

Advanced: equivalent to two A Levels Apprentices work towards work-based learning such as a Level 3 Competence Qualification, Functional Skills and, in most cases, a relevant knowledge-based qualification.

Higher: equivalent to Level 4 and above qualifications Apprentices work towards work-based learning qualifications such as a Level 4 Competence Qualification, Functional Skills, which can lead to a knowledge-based qualification such as a foundation degree.

2,600+

Apprenticeship starts in 2012/13 in Croydon.

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Apprentices’ opportunities for career progression are increasing with the expansion of Higher Apprenticeships. Equivalent to degrees, more of these specialised and highly skilled Apprenticeships are being offered each year. Apprenticeships are designed by employers to ensure training is relevant and delivers the skills they need. Depending on the sector and job role an Apprenticeship can take anything between one and four years to complete. Central government is putting in place plans to change the Apprenticeships model in England. In future, Apprenticeships will be based on standards designed by employers to meet their needs, the needs of their sector and the economy more widely. These standards will replace current frameworks1.

HM Government, The Future of Apprenticeships in England: Implementation Plan, October 2013

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different types of Apprenticeship frameworks.

100,000

employers in over 200,000 workplaces offer Apprenticeship opportunities.

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Rebecca Gibson Apprentice - John Ruskin College Rebecca is an apprentice at John Ruskin College where she is working as a Student Services Administrative Assistant. She is the first point of contact for students who need assistance from the Student Services department. Rebecca comments on her Apprenticeship saying: “Working at John Ruskin College has helped me improve my IT skills. It has increased my confidence in dealing with people both on the phone and face to face. I have also had the opportunity to work with a fantastic and supportive team. I now intend to progress onto the Level 3 Business and Administration Advanced Apprenticeship at John Ruskin College.’’ A colleague, Kathy Morgan, Work Based Learning Co-ordinator at John Ruskin College, has also spoken very positively about her work and her contribution to the team: “Rebecca has made a valuable contribution to the college, being the first point of call for students and visitors to Student Services. She has a pleasant personality and is very approachable, and always willing to help.”

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Charlie Lawrence Future Growth Apprentice – Croydon Council Charlie is an apprentice at Croydon Council. He explains the background that brought him to this role: “In May 2013 I finished Sixth Form at Shirley High School and Archbishop Tenisons. I studied BTEC Uniformed Public Services and A-Level Business Studies, managed to do quite well in these subjects and began searching for a job soon after getting my results. Whilst I was looking for a job I was working as a labourer for my uncle’s building and decorating firm to get some money. After a couple of months of applying for jobs I got a reply about an interview to become a future growth apprentice at Croydon Council. After a successful interview I was told I could start in late September. My job at Croydon Council has involved several things, from helping to apply for EU bids to what I am currently doing, which is working on a Connection Voucher Scheme that looks to upgrade SME internet connections. Having an Apprenticeship has been really good for me because, even though it isn’t the highest paid thing, it’s still more money than I have ever been earning before, whilst also getting qualifications at the same time. I hope at the end of my Apprenticeship to be offered a full time role at the Council. However, even if I don’t, the qualification and experience I have gained will hopefully leave me in a good position.”

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Croydon’s ambition The Future of Apprenticeships in England sets out the Government’s commitment to providing Apprenticeship opportunities. Croydon Council is keen to mirror this commitment as it recognises the value of Apprenticeships to the local community.

Developing the skills base in Croydon The Croydon Skills and Employment Plan sets out the Council’s agreed priorities to: • raise the skills levels of local people, • creating sustainable employment opportunities, and • increase the overall borough employment rate. The Pathways to Employment partnership initiative further cements the Council’s commitment to removing barriers to employment for local residents, by working in partnership with its business community and other partners on this agenda.

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Apprentices at Croydon Council The Council has operated a successful Apprenticeship scheme since May 2010 and has offered work experience, internships and work placements on an ad hoc basis for some time. The Council committed to achieve a target of 87 apprentice starts by December 2012 under a national campaign. This has been exceeded with over 100 starts to date and a number more in the pipeline. Apprenticeships have been completed in business administration, customer services, information communications technology, health and social care and finance. A number of apprentices have gone on to secure permanent employment as officers in the council fulfilling a variety of roles. Apprentices in the HR team have even created an apprentice code of conduct to ease new apprentices into what is expected from them in terms of everyday behaviour using a more familiar, straightforward form of expression than is used in formal employment policy and procedure documentation. The Council is now looking forward to the future with an aspiration that Apprenticeships are further embedded as a key part of its approach to bringing new skills and ideas into the organisation. The vision is to identify a mechanism or process by which the Council can recognise those with potential and find them routes into employment with the organisation. For example, work experience could naturally progress to Apprenticeships as could candidates on a bespoke placement scheme for young people leaving care or other volunteers. Long-term retention is not the aim for all placements and, for some, the aim is to equip them with key skills to improve their chances of obtaining employment elsewhere, in turn helping them to pursue their individual career goals.

raise the skills levels of local people.

create

sustainable employment opportunities.

increase the overall borough employment rate.

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The Council as a commissioner of local services The Council is moving towards becoming a ‘commissioning led’ authority – this means its partners are increasingly delivering many of its services, instead of the Council delivering them itself. The Council is keen that its aspirations (including improving skills and increasing employment) for Croydon’s communities are reflected in those that deliver its services. Consequently, commissioning (through its Commissioning Strategy) is becoming the prime means of the Council delivering on its aspirations.

Social value In February 2012 the Public Services (Social Value) Act was passed. All public bodies in England and Wales are required to consider how the services they commission and procure might improve the economic, social and environmental well-being of the area. Croydon Council has developed a Social Value Toolkit to ensure that maximum longer term social benefit has been considered when it buys supplies and services, and aims to provide a practical guide for its suppliers about contributing to the local economy. One prominent measure of social impact relates to the creation of local employment opportunities.

02 / 2012 The Public Services (Social Value) Act was passed.

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Fairfield Halls Fairfield Halls is a multi-arts centre in the heart of Croydon, comprising a Concert Hall, the Ashcroft Theatre, Arnhem Gallery and other meeting spaces. Fairfield see Apprenticeships as a way of meeting three linked needs: tackling youth unemployment and creating new entry-level jobs; removing the financial barrier that blocks many young people from gaining experience in the arts sector; and equipping young people to become the skilled workers the industry needs for the future. They have recently taken on three technical theatre apprentices, supported by an innovative training programme devised and delivered in partnership with North Hertfordshire College, the Association of British Theatre Technicians (ABTT), White Light Ltd and Ambassador Theatre Group. Supported by Croydon College they have also recruited a Hospitality and Catering Apprentice. With DIVA, Diversity in Visual Arts, they are recruiting a Marketing Apprentice and Artistic Programme Apprentice on a Community Arts framework; two very industry specific roles. Using three training providers is exciting and also shows there are varied avenues open to employers that suit specific business needs. These varied Apprenticeships have been made possible with lottery funding from Arts Council England through the Creative Employment Programme and, pending the outcome of further funding applications, Fairfield Halls are keen to employ more apprentices in the future. Simon Thomsett, Fairfield Halls CEO, says: “As Croydon’s largest arts organisation, we feel we have an important role to play as a local provider of training and entry-level opportunities in the arts. We believe that employing apprentices will be mutually beneficial: apprentices will look at Fairfield with fresh eyes, bringing new ideas and insight; and working with productive, enthusiastic young people will increase motivation throughout the workforce.’’

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What’s in it for employers? Apprenticeships provide real, measurable business benefits for businesses. They bring productive, enthusiastic and loyal people into your organisation and demonstrate your commitment to investing in your people to customers and suppliers. Research from the Skills Funding Agency (SFA) and the Centre for Economics and Business Research (CEBR) helps highlight some of the main benefits to you of employing an apprentice: • Skills – Apprenticeships are an opportunity to attract young people with new ideas and who have the optimum skills sets for your organisation. 83% of employers who employ apprentices currently rely on their Apprenticeships programme to provide the skilled workers that they need for the future2. •P roductivity and efficiency - 80% of those who employ apprentices agree that they make the workplace more productive3. In 2012/13, gaining an Apprenticeship raised an employee’s gross productivity, on average, by £2144. •R ecruitment and motivation – you can pick the best candidates and retain them through investing in their future. 88% of employers who employ apprentices believe that Apprenticeships lead to a more motivated and satisfied workforce5.

• Cost – grants are available to assist with employers who are new to Apprenticeships. For example, in London until December 31st 2014 you may be entitled to a grant of up to £3,000 to assist with costs through the ‘Enhanced AGE 16 to 24’ programme, managed through the National Apprenticeship Service (NAS). • Corporate social responsibility (CSR) – employing a local apprentice is a positive investment in your local community. 81% of consumers said they would prefer to use a company that employs apprentices6. • Council commissioning – where possible the Council is keen for its suppliers to support local people in the job market.

www.skillsfundingagency.bis.gov.uk/employers/apprenticeships ibid 4 ‘Productivity Matters: The impact of Apprenticeships on the UK Economy’, CEBR, March 2013 5 www.skillsfundingagency.bis.gov.uk/employers/apprenticeships 6 ibid 2 3

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83%

of employers who employ apprentices currently rely on their Apprenticeships programme to provide the skilled workers that they need for the future.

88%

of employers who employ apprentices believe that Apprenticeships lead to a more motivated and satisfied workforce.

AIG AIG Europe Limited joined forces with the NAS to announce its new Apprenticeship programme in 2013. AIG have created job opportunities for a number of apprentices and have plans to take on more.

Nicolas Aubert UK Managing Director for AIG says: “There is a very real need within our industry to attract young people with flair and capacity for hard work to deliver excellent results. I believe Apprenticeships is a great way for us, as one of the world’s largest insurance companies, to invest in the future by offering exciting opportunities that young people will value.” 7

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Source: www.apprenticeships.org.uk

flair

and capacity for hard work to deliver excellent results.

create

a pipeline of enthusiastic, skilled individuals who will enjoy a worthwhile career.

expect both on the job training as well as external skills training.

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FAQs How much will it cost me as an employer? Like all employees, apprentices must still receive a wage. The National Minimum Wage for apprentices is £2.68 per hour (from October 2013). However, as skills develop, many employers tend to increase wages – in fact research has found that apprentices earn an average of £170 net pay per week. There is also the cost of the supervision; support and mentoring that employers need to put in place to support the apprentice. These associated costs are not insignificant. However, the NAS will match an employer’s commitment to hiring apprentices by covering in full, or in part, the training costs.

What help can I get with paying for an apprentice? The NAS helps to fund the training: • 100% of the cost of Apprenticeship training if aged 16–18; • Up to 50% of the cost of the training if aged 19 –24; • A contribution to the cost of the training if aged 25+. The government provides the funds to cover the full cost of the mandatory training required to complete the framework as determined by the relevant Sector Skills Council for a young person aged 16-18 on an Apprenticeship. If employers or providers choose to deliver additional qualifications or courses as part of the delivery of the overall framework then these courses will not be funded and will need to be paid for by the provider or employer. The AGE 16 to 24 programme, managed by the NAS, offers a grant of £1,500 to support employers who have fewer than 1,000 employees, those who are new to Apprenticeships or those who have not employed an apprentice in the last 12 months. The NAS can provide more details about this opportunity, which runs until the end of 2014.

How many apprentices should I look to employ? You can employ as many apprentices as you need. NAS can advise on what may be suitable for your organisation by helping you understand what type of individual(s) and skills you may be able to take on.

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What will be the returns on my investment (ROI) in an apprentice? Using research from the Warwick Institute of Employment, the NAS have produced a Return on Investment (ROI) calculator to help employers quantify what the financial returns of their investment in an apprentice may be. The ROI calculator estimates the average costs of employing and training an apprentice against the gains that come when their ‘additional productivity’ impacts on the business. The calculator does however exclude the intangible benefits of investing in an apprentice, such as improving staff retention, providing future leaders and innovation.

How can I find a suitable candidate? The NAS support employers through the process of recruiting and training a candidate, including signposting them to providers and advising on the Apprenticeship frameworks available. The NAS also manages Apprenticeships vacancies - a free online recruitment tool that can be used to match apprentices with prospective employers. You don’t have to employ an apprentice directly if you don’t want to do so. One option is to use an Apprentice Training Agency (ATA) that can source, arrange and host the employee on your behalf. The NAS have a list of registered ATAs.

Who are the training providers I can partner with? Croydon College and John Ruskin College are the two largest Colleges in Croydon and they provide Apprenticeship training programmes for residents and employers in Croydon (and beyond). They are also partners on this Accord. However, there are many colleges in and around Croydon that work with employers and apprentices. As an employer in Croydon, you are not restricted to working only with colleges in Croydon. The NAS can advise you on suitable partners.

Where can I get more information? The NAS are the best organisation to speak to in the first instance. Their contact details are opposite.

Key contacts The National Apprenticeship Service (NAS) The NAS should be your first point of contact as an employer looking to employ apprentices. More information can be found at www.apprenticsehips.org.uk/employers or by telephone on 08000 150 600.

Croydon Council Croydon Council offer 12-month training contracts that are open to young people (from age 16) living in the borough. More information can be found at www.croydon.gov.uk/jobsatcroydon/apprenticeship. The Council can also signpost you to other support available via this web link.

Croydon College Croydon College is one of the largest providers of Apprenticeships in South London, providing real skills for learners and delivering excellent results in both academic and vocational courses. More information can be found at www.croydon.ac.uk, by email via [email protected], or by telephone on 020 8686 5700.

John Ruskin College John Ruskin is one of the leading Colleges in London (FE Choices, 2013), offering a variety of vocational courses across a range of disciplines. For more information visit www.johnruskin.ac.uk, email via [email protected], or telephone on 020 8651 1131.

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