Head of Apprenticeship Delivery, The Challenge Executive Summary

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1 Head of Apprenticeship Delivery, The Challenge Executive Summary We are recruiting a values driven Head of Apprenticeship Delivery to lead the expansion of our innovative, fast-growing apprenticeship programme from 150 young people to up to 10,000 by Introducing The Challenge The Challenge was founded in 2009 with three staff; today we number 700 and work with 50,000 young people a year. We design and deliver innovative programmes that bring different people together - building connections, understanding and skills. We inspire inspiring, extraordinary staff to make this happen. Introducing our apprenticeship programme, Step Forward We believe the UK would do better if vocational training had the same high status as academic training. Over the next decade, we want to make this happen. That s why we designed Step Forward - an innovative new apprenticeship programme. Step Forward attracts young people from all backgrounds and turns them into the most employable 19 year olds in the country. Role Summary You will be responsible for all teaching, assessing, curriculum design and delivery of our apprenticeship programme. At the start you will lead a team of 20 teaching and mentoring staff but if we are successful - this will grow significantly over the next few years. Your role will sit on the Senior Leadership Team for our apprenticeship programme, Step Forward, alongside the Head of Recruitment who sources apprentices and jobs and the Head of Strategy who leads on future growth planning, change management and compliance. The team you lead are responsible for the delivery of high quality training, high satisfaction and completion rates of learners, the personal development of learners during the programme as well as ensuring they build a diverse set of networks so that they can flourish in an increasingly diverse society. You will manage and lead a growing team as the programme grows and expands across the UK. List of key responsibilities People Leadership o Ultimate leadership of all teaching, assessing and mentoring staff providing clear direction, support, encouragement, guidance o Directly line manage Senior Training Manager who manages training and assessing staff (responsible for ensuring high quality teaching and completion of qualification) and Senior Mentoring Manager who manages all mentoring staff (responsible for ensuring high quality pastoral support and relations with smaller employers and retention on programme). o Ensure high quality people management to ensure retention of highest quality staff, year on year development of all staff and addressing poor performance. o Maintain strong team morale and togetherness across the team and with the wider Recruitment and Strategy teams. o Build strong trusting relationships with your direct reports and your wider team so that they know that you are highly trustworthy, focused on quality delivery for our apprentices and able to listen and understand your team s insights and thoughts for innovation. o Lead the Senior Delivery Team regular meeting bringing together your direct reports to focus on maintaining and ensuring high performance and focusing on any upcoming issues, risks or opportunities to improve.] o Lead in a way that fits with the organisation s values of Professional and Real, Humble and Challenging, National and Local. High quality teaching o Work with your direct report, the Senior Training Manager, to ensure apprentices receive teaching and assessing of the highest standard. o Provide and support the provision of high quality teaching development and personal development through the maintenance of open and trusting relationships, high quality

2 o o o internal training sessions, observation, feedback and encouragement and the addressing of poor performance where necessary. Ensure clear focus and understanding of data and information on the quality of training and assessing throughout the team. Ensure clear information on progression of completion of qualifications enabling the team to adjust plans where necessary and keep track easily of where there are gaps. Adjust processes and systems to support trainers and assessing in the delivery of high quality training and assessing. High quality mentoring o Work with your direct report, the Senior Mentoring Manager, to ensure that apprentices receive the highest quality pastoral support as well as information advice and guidance throughout the programme. Ensure high quality delivery of regular professional development sessions which train apprentices in resilience, teamwork, responsibility and professionalism. o Provide and support the provision of high quality mentoring through the maintenance of open and trusting relationships, high quality internal development, observation, feedback and encouragement and the addressing of poor performance where necessary. o Ensure clear focus and understanding of data and information on the quality of mentoring and assessing throughout the team. o Ensure clear information on likelihood of retention and frequency of apprentice and employer meetings enabling the team to adjust plans where necessary and keep track easily of where there are gaps. o Adjust processes and systems to support mentors in the delivery of high quality pastoral support and guidance and personal development sessions. Quality Management o Maintain a culture within your team that is positive and open where failures and learnings are easily discussed with advice and feedback easily given and received. o Ensure you and your team receive regular high quality data on performance to ensure a constant up to date understanding of areas to praise, areas to support and areas to address. o Show clear focus and passion for high standards in all you do. o Ensure development and training is provided to all staff and focuses on areas needed to improve as well as building for excellence. Address areas of underperformance with humility and rigour. Curriculum Design o Work with the Senior Training Manager to support staff to review and develop curriculums for all frameworks and standards being delivered o Work with the Senior Mentoring Manager to review the curriculum for professional development sessions which train apprentices in resilience, teamwork, responsibility and professionalism. o Seek to build a culture of innovation and ongoing improvement. o Look to engage and involve employers and apprentices in design of curriculum. Growth Planning o Work with the Head of Strategy and Growth to ensure there is a clear plan to build the processes, culture, structure and systems needed to deliver the programme at a larger scale year on year. o Deliver change to your team year on year in processes, culture, structure and systems so that the delivery team can grow significantly in size each year while retaining high standards and values. Budget Management o Lead on clear, informed and accurate budget setting and planning for future financial years. o Ensure responsible management and controls of Delivery budget.

3 High Quality Decision Making o Lead on key decisions impacting the Delivery team and the delivery of high quality teaching, assessing and mentoring. o Provide clear guidance to your direct reports when delegating key decisions o Ensure decisions are informed by the experience and knowledge of staff working directly with apprentices and employers o Make good decisions in a timely manner to ensure the team can continue to deliver well and have clarity of direction. Senior Leadership o Be a valued member of the Step Forward Leadership Team (SLT) providing guidance on key decisions, taking responsibility for decisions that are taken collectively and providing high quality updates on your team s performance, successes and challenges and building strong trusting relationships with other senior leaders across the programme. o Be a valued member of the Challenge Leadership Team (CLT) that sits across the wider The Challenge organisation building good relationships with staff working on The Challenge s other programmes. Role Requirements Character o You are an excellent people leader with high emotional intelligence and communication skills. o You are humble and a natural team player. You take high standards seriously but do not take yourself seriously. o You have been a success as part of a senior leadership team with strong trusting relationships built with your peers. o You are passionate about high quality education and a strong interest in vocational training o You are passionate about being part of something that will make a significant difference. You are looking for something more than just a job. o You are comfortable with data, numbers and improving processes. o You are excited not daunted by taking something from pilot stage where we can improve much to large-scale, high quality delivery. You are convinced you can take the team with you on this journey. o You are a natural team-player and will display our six values: Local and National: You look to empower staff but also seek to find and set better ways of doing things. You are excited about growing something from small to very big. Challenging and Humble: You strive for continuous improvement, but show understanding and respect for all those you work with. Real and Professional: You are comfortable in your own skin and do not care about status at all, but you do care passionately about quality. Experience and Skills o You have experience teaching as an Outstanding teacher and a proven track record of managing and leading large teams of teachers to deliver outstanding teaching practice and outcomes. o You have experience in using data well to successfully improve quality. o You have experience of successfully managing complex change and large budgets. o You have held and excelled in a senior position that involves significant amounts of prioritisation, strategic planning, decision making, communication and calm and determined leadership. o You have experience in leading a team which included curriculum redesign and improvement. o You ideally have experience of working in the delivery of apprenticeships. (not essential) Step Forward: An Overview Step Forward has been designed to overcome an underlying problem with the apprenticeship market in the UK. Over the last decade, while the number of apprenticeships in the UK have tripled, the number of young people moving directly from school into an apprenticeship has stalled, putting the UK Government s target of 3 million apprenticeship starts at risk. As a result young people in the UK have missed out on the opportunity to build the skills they need to succeed either finding themselves in work but not being trained, out of work or graduating with a degree that they did not need.

4 This lack of growth has three causes: Perception, Presence and Puzzlement. Perception: School leavers, their parents and teachers have a negative perception of apprenticeships which has not been challenged in schools. Presence: The promotion of apprenticeships is not present in schools especially at the right times unlike regular messages about university. Puzzlement: School students and parents find the apprenticeship offer confusing and fragmented unlike university which has one application process, generally one price and one start date. Step Forward has been designed to overcome each of these three Ps: Perception: Step Forward is 14 times more attractive to school leavers than the standard apprenticeship offer. Presence: Step Forward uses The Challenge s relations with 98% of schools in main cities in England and can be present promoting Step Forward at key moments. Puzzlement: Step Forward provides a single application process and start date that school leavers, their parents and teachers find attractive and simple. In its first two years of delivery, Step Forward has met or exceeded its main delivery goals: Completion: 87% of participants have completed their apprenticeship qualifications vs 65% national average Demand: Applications for Step Forward have exceeded target by 40%. Quality: The Net Present Value score a measure of quality provided by customers - has equalled that of university graduates all within a one year course. Step Forward: Programme Summary There are eight main elements to Step Forward as an apprenticeship programme, which sit either under your role as Head of Apprenticeship Delivery or under the Head of Recruitment. Head of Recruitment Elements Young people engagement: One of our unique selling points as an apprenticeship provider is that we will promote the Step Forward Apprenticeship in schools across London from Year 12 through to Year 13 working in schools to ensure that all young people have equal access to high quality technical and vocational training. This is complemented with our work online and through our alumni network from our other programmes. All young people that apply to the programme are then assessed by Step Forward to ensure that they are being set up for success. We also provide at this point impartial advice about whether the Step Forward Apprenticeship is the right option for them. Employer engagement: Alongside the young people engagement, our Account Management team has a sole and focused responsibility to build business with employers who would like to take a Step Forward Apprentice. This Account Management team has a strong success rate of converting business with 1 in 2 meetings resulting in a new customer. All employers are briefed fully on the support needs that an apprentice may require. Matching: Once the young person and employer are identified, our bespoke matching team works to identify which young people are best suited to which employer using our matching software which takes into account client preferences, skill requirements and locations. The matching team prepares young people for interview, organises the interviews and manages the post-interview process. As a result, this year 95% of interviews have been successful. Following a successful placement, the matching team work to ensure that all contracts are completed using a simple online process. Head of Apprenticeship Delivery Elements Induction: The week before the Step Forward Apprenticeship starts, all apprentices are taken away residentially for 3 nights to take part in a residential preparation for their apprenticeship. This achieves three main purposes: o Workplace preparation: All apprentices receive a full induction into the world of work and are trained for how to approach the first few weeks in the work place. o Character reflection: All apprentices take part in a professional development training session which includes focus on the STEP characteristics of Stick at It, Teamwork, Empower Yourself, Professionalise.

5 o Team Connection: All apprentices build a connection with a smaller team of others. To meet our objective of building stronger social intelligence as well as delivering impartial career advice, we ensure that these groups cut across different jobs and skill sets. Training: Once in the workplace, all Step Forward Apprentices will receive one day a week of training in alongside block sessions where necessary. Apprentices take part in pathways that include Business Administration, IT, Social and Digital Media, Accounting, Early Years Educator, and Hospitality. Each apprentice will have access to an experienced trainer who they can contact with questions and for support. Alongside this standard training, we also ensure that we continue to train and educate Apprentices in their Maths and English skills. Mentoring: Once started in the workplace, all Step Forward Apprentices will have access to a permanent member of Step Forward paid staff who operates as a mentor for them. This person is available to discuss any issues or worries that they may have and is separate and impartial from their standard training and assessment. This person also provides impartial advice and support for the young person s next step to ensure that they can access further high quality training and tertiary education including university. Professional Development: Every two weeks the Step Forward Apprentices receive training in professional development through two different types of sessions. Firstly, they receive training in a bespoke curriculum which is designed specifically around the STEP characteristics of Stick-at-it, Teamwork, Empower yourself and Professionalise. These sessions include social action and volunteering opportunities to make a positive difference in the local community and further achieve our goal of building stronger social intelligence. Secondly, they take part in STEP time which enables the apprentices to reflect together on their experience over the last fortnight and capture their learnings. Graduation: At the end of the one-year programme, all young people take part in a graduation ceremony which employers and parents are invited to. This ceremony marks the completion of the Step Forward Apprenticeship programme and includes opportunities for speeches by apprentices, staff and employers. The Challenge: An Overview Step Forward is a programme delivered by The Challenge. The Challenge is the leading social integration charity in the UK. Established in 2009, it designs and delivers programmes that bring different people together to develop their confidence and skills in understanding and connecting with other. To deliver this mission, The Challenge has scaled consistently over the past 7 years from 3 staff to 850 staff, from 150 annual participants to 53,000. We deliver three main programmes: National Citizen Service: The Challenge designed and is the largest provider of the UK Government s landmark youth programme, the National Citizen Service (NCS). NCS inspires 100,000 young people a year from diverse backgrounds to work and live together to make a difference in their community. The Queen announced in the 2016 Queen s Speech her government s intention for this programme to reach 300,000 young people by HeadStart: The Challenge designed and is the sole deliverer of HeadStart which it partners with the GLA on in London. HeadStart inspires young people to volunteer in their community, building the skills and confidence they need to succeed and rewards them with workshops and interviews for guaranteed part-time work. Over the last three years HeadStart has scaled from 30 young people to 3000 per annum and is delivered in partnership with the Mayor of London, New Look, Starbucks, Bloomberg, Berkeley, Zendesk and Lloyds Banking Group. Step Forward: Step Forward is The Challenge s fast-growing apprenticeship programme which exists to build the connection between education and employment for young people in the UK. Launched in 2014, it has achieved completion rates that are significantly above the national average (87% vs 65%), proved 14 times more attractive than standard apprenticeships and received outstanding measures for the quality of many of its teachers.

6 Our delivery is supported by our role as a national thought leader and expert adviser on social integration, including launching: The Social Integration Commission: The Challenge instigated and provided the Secretariat for the Social Integration Commission, an independent enquiry into the extent of social integration in 21st century Britain, it is chaired by Matthew Taylor (Chief Executive of the RSA). The All Party Parliamentary Group on Social Integration (APPG): The Challenge has worked with MPs and Lords across all parties to launch the APPG which will focus on identifying ways to help people from different backgrounds develop shared identities and increase social integration, it is chaired by Chuka Umunna MP. Further details This is a full-time permanent role, based in central London. Competitive Salary. Benefits include employer contribution to pension, ride to work scheme, simply health cash contribution programme, 22 days annual leave plus standardly between Christmas and New Year.

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