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1 one path to a rewarding career

2 1

3 Contents Introduction 3 Funding 10 Aims 4 Cost Illustration 12 Pilot 5 Who Does What? 14 Benefits 7 Path to Retail 15 How Retail Path Works 9 Appendix 17 2

4 Introduction The BCSC Educational Trust has teamed up with the National Skills Academy for Retail to pilot a unique new approach to apprenticeships designed to be delivered in shopping centres. The purpose of the scheme is to enable shopping centres to support young people into jobs and encourage more young people to choose retail as a career. Retail Path is: Major new initiative to support young people into jobs and training Supports community engagement Demonstrates active support for the retail sector Demonstrates commitment to achieving government objectives Managed by National Skills Academy for Retail Retail Path s vision is to have successful apprenticeship schemes running in shopping centres all over the country, which are popular with young people and which have a major impact on youth employment and skills. 3

5 Aims Retail Path will help to address the issue of youth employment and retail skills directly. The scheme will provide a new professional entry point to rewarding careers for young people, primarily aged between 16 and 24 years, which will: Provide a high quality apprenticeship scheme which will demonstrate the value of apprenticeships in the sector as a whole and to centres in particular Improve the perception of retail as a career amongst this key group Achieve a substantial increase in the number of young people choosing retail or shopping centre operations as a career Achieve a measurable impact on the productivity, skills and competitiveness of the sector Provide career pathways for young people towards management positions offering long term career development 4

6 Pilot Retail Path is inviting shopping centres to take part in a pilot of the scheme. BCSC Educational Trust is looking to pilot the scheme in six shopping centres located across the UK. The choice of shopping centres to take part in the pilot will depend on those operators willing to get involved and the location of skills shops Each shopping centre in the pilot would take on 4 to 6 Apprentices - which will be determined by the size of the shopping centre and the financial commitment by the owner and retailer for the salary of the Apprentices the programme with a view to it becoming self-sustaining if rolled out nationally Six shopping centres taking part in the pilot, getting 36 young people trained and into permanent jobs and establishing viability of the scheme for national roll-out 5

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8 Retail Path Benefits For the shopping centre: Assist shopping centres in developing a pool of young talent locally who will want to choose to work in retail or shopping centre operations within the shopping centre Develop the new generation of retailers and shopping centre employees Improve customer service: chance to mould young talent Promote customer loyalty: through good public relations and community goodwill towards the scheme Develop staff loyalty: shows potential employees you are serious about developing their talents and skills Be a major contribution to improving the perception of retail careers Contribute to Corporate Social Responsibility: shows real commitment to the local community Support the national agenda for vocational training for young people Help to support youth employment opportunities Develop a good reputation as a great place to work 7

9 For the retailers: Be a great way to recruit and mould young talent to become highly effective retailers Help develop business during tough times by providing extra highly motivated team members Develop staff loyalty: shows new and existing employees they are serious about developing their talents and skills Help the local community: retailer can demonstrate their commitment to the local community by helping retain high calibre young people for the local economy For the Apprentices: A new route to a great career in retail and shopping centre operations, endorsed by the sector An industry-recognised qualification - an apprenticeship in retail High quality and varied work placements giving them the best possible start in retail Builds confidence and personal effectiveness and gives young people the skills, knowledge and behaviours necessary to meet the expectations of retailers 8

10 How Retail Path Works Retail Path aims to ensure permanent employment at the end of the scheme for all Apprentices. The scheme will be based on the NSA for Retail apprenticeship scheme. This is established Retail Apprenticeship Training Agency (RATA) and its national network of skills shops. An outline of RATA is set out in Appendix 2. A job placement with one or more retailers in the shopping centre with the option of a placement in operational segments of the centre Apprentices will achieve a full Retail Level 2 Apprenticeship (Appendix 1) Two weeks classroom induction and work preparation training - essential training particularly for school-leavers who may not yet be work-ready 9

11 Centre could hold annual graduation ceremony providing great PR opportunities On-placement training to include: Key retail knowledge and skills Shopping centre operations training English and Maths - building on current capability Preparation for employment The Apprentice will be employed on behalf of the shopping centre by the NSA for RATA which will be responsible their employment so if there are any work-related issues, these will be the responsibility of RATA (as the employer) to resolve. Training costs will be covered by government funding. Costs of employing the apprentices will be shared by the retailer and the shopping centre - see Costs and Funding Flows as follows. 10

12 Funding Apprentices wages are based on 3.50 per hour which is significantly higher than the minimum wage for young people on apprenticeships (currently 2.65 per hour) and 37.5 hours per week. Agency fees of 20% bring the total to per week ( per calendar month) which is paid to RATA who, as employer, pays the wages to the Apprentice. Wages may vary according to local circumstances. * Fees will be billed to the retailers and shopping centre owners taking part in the scheme for the time the Apprentice is on placement with them, less the wage subsidy provided by BCSCET. Other costs may be incurred by retailers such as uniform and supervisor time. Fees are subject to VAT. BCSCET will make a contribution of 1000 ( per month) for each Apprentice and shopping centres taking part in the scheme would be expected at least to match 11

13 Centre Shopping Centre Retail Agreed wage contribution Apprentice wages 12

14 Cost Illustration The following illustration is based on an Apprentice who undertakes three job placements: two retail placements of five months each and one placement in centre management of two months. Month 1 Month 2 Month 3 Month 4 Month 5 Month 6 BCSC ET wage subsidy Shopping centre wage subsidy Retail job placement Retail job placement Shopping centre job placement Total

15 Month 7 Month 8 Month 9 Month 10 Month 11 Month 12 Total , , , , , , wage subsidy plus 1032 wages for job placement which totals The number and length of placements will vary according to the willingness of retailers to get involved in the scheme. 14

16 Who Does What? National co-ordination of scheme Employs Apprentices through RATA Trains sector skills and employability skills prior to job placement through local skills shop Continuation of training and assessment in work placement Co-ordinates job placements with retailer Secures government funding for learners Shopping Centre Promotes scheme to retailers Has responsibility for Apprentices and may provide work placement in shopping centre operations Contributes to wage subsidy Handles local publicity 15

17 Promotes scheme to shopping centres Seek funding National marketing and promotion (supported by NSA for Retail) Hosts Apprentice on job placement Provides productive learning experience Provides supervisor/mentor for Apprentice Retail Pay fee to RATA to cover wages and costs 16

18 Path To Retail Nov 2013 Recruitment Shopping centre agrees work placements with retailers and registers vacancy with the skills shop. Dec-Jan 2013 Dec-Jan 2013 Job Offer Representatives from retailers, shopping centre and skills shop conduct second level of recruitment (interview or assessment centre). Job offers made to successful candidates and matched to suitable retailers. Selection Skills shop places adverts with Jobcentre Plus and local careers service. Skills shop sifts initial applications based on agreed criteria. Feb-Mar 2014 Induction Apprentices will be employed by RATA who will pay the Apprentice and contract with host retailer. Apprentices undertake a standard two-week induction and retail orientation training based in the skills shop to make them work ready. Feb-Mar 2014 Job Placement Apprentices undertake one or more job placements with retailers during which time they are visited on a regular basis by the skills shop tutor/assessor. Apprentices are also supported on employment matters by RATA. 17

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20 Appendices 18

21 Appendix 1: Course Content Induction training: Retail Works The Apprentice will learn the following skills: Expectations Introduction to Retail Making a Good First Impression Effective Selling Skills Health and Safety Security Interview Techniques This initial period is essential as retailers are often reluctant to employ young people because of a perceived poor work ethic and a lack of skills such as verbal communication and customer handling skills. Retailers are clear that they expect employees to come to them of literacy/english and numeracy/maths and an aptitude for customer service. By delivering these skills, alongside retail orientation, retail employability and personal development skills prior to placement with an employer, we can ensure that an Apprentice enters the workplace with these skills in place. 19

22 Appendix 1: Course Content On-placement training: learning on the job During their job placement the Apprentice will widen and deepen their knowledge and skills of retail which they started in the classroom on Retail Works. Their training will be overseen by a workplace supervisor and they will receive regular visits from a trainer/assessor who will help them to capture the knowledge and skills they learn on the job. Apprentices will learn: Preparation for employment At the end of the programme an Apprentice that has not secured a position will be offered support by their local skills shop to gain employment or progress their learning. English and Maths All Apprentices who do not already have English and Maths to GCSE standard will work towards achieving further development of their capabilities. Customer service Selling skills Health and safety in retail Handling and managing stock Visual merchandising Cash and electronic transactions Security and loss prevention Consumer leglislation Team working for effective retailing Shopping centre operations Apprentices may also undertake units relevant to their chosen area of retail e.g. fashion retail or food preparation. 20

23 21

24 Appendix 2: Background Background One million young people aged are not in employment, education or training. In order to address this, apprenticeships have become high priority for the Government. At the same time the retail sector is suffering from key skills gaps and labour supply issues which are hampering its productivity and competitiveness. High-quality apprenticeships which upskill the workforce and attract larger numbers of talented young people are now regarded by both government and industry as a major part of the solution to this issue. However, negative perceptions of poor pay, long, anti-social hours and limited career prospects persist amongst young people resulting in few young people considering retail as their first choice of career. BCSC Educational Trust and the NSA for Retail are working together to create a scheme which will enable shopping centres to play their part in addressing this important national issue. Apprenticeships are an increasingly popular method for entering employment with 11 applicants for every apprenticeship place. Demand for apprenticeships has increased by 34% during the last year and this is set to increase still further. 22

25 National Skills Academy for Retail The NSA for Retail was set up in 2008 to improve productivity in the retail sector through developing the skills and capabilities of those who work in it or who want to work in it. It does this through a network of skills shops retail training centres in streets and in shopping centres, operated by local partnerships including FE colleges, private training providers, shopping centre or town centre management, local authorities and local enterprise and employment services. They are staffed by trained retail experts who will offer free advice and suggest courses and learning opportunities to retail employees and learners. They and retail employees to simplify access to training, qualifications and funding. The mission of the NSA for Retail is to drive up skills in retail. It will achieve this through a national network of retail skills shops which: Provide access to world-class skills and business support for retailers whatever their size, wherever they are located Lead the drive for professional rewarding careers and skills development for everyone who works in retail Create a consistent national approach for training and skills in the UK's largest private industry sector The skills shops offer a range of services for retailers and retail employees including pre-employment training, retail skills training and qualifications, store management programmes and advice on career progression within the sector. Benefits for retailers include business support, a consistent national approach for retail training and the provision of authoritative labour market intelligence. There are over 50 skills shops covering England, Scotland, Wales and Northern Ireland. 23

26 Appendix 2: Background Retail Apprenticeship Training Agency (RATA) RATA is a joint venture between the NSA for Retail and Leicester College Apprenticeship Training Agency (ATA). An ATA is an organisation which businesses. Its purpose is to enable businesses to take on Apprentices who might not otherwise be able to do so due to the perceived bureaucracy and risk. The ATA handles the payroll and employment of the Apprentice during the period of their apprenticeship and the host business provides a work experience placement. It is a good way for businesses to try a young person out before making the commitment to employ them. BCSC Educational Trust BCSC Educational Trust aims to advance education in the sector by promoting and funding educational initiatives, rewarding academic achievements and developing learning through study tours, seminars and courses. Under the RATA partnership, Leicester College ATA will hold the contract of employment for the Apprentices and handle the payroll and HR issues and the NSA for Retail is responsible for leading and promoting the scheme. 24

27 Appendix 3: Case Study The Bluewater Apprenticeship Scheme Bluewater shopping centre in Kent has been operating a scheme very similar in principle to the Retail Path scheme. Launched in 2009 Aimed at 16-24s Helped centre build bridges with local communities Provides great PR for the centre All graduates of the scheme have found employment in the sector Most of all, the benefit is a bespoke package which meets specific business needs and clearly demonstrates Corporate Social Responsibility. Bluewater Shopping Centre Robert Goodman, General Manager of Bluewater (which in 2009 launched the first shopping centre retail apprenticeship scheme in the UK), said: The Bluewater Apprenticeship Scheme has proved invaluable. The formal teaching via The Learning Shop at Bluewater complements the vocational experience provided by create high quality, motivated employees. That is, however, just one part of the success of the Bluewater Apprenticeship Scheme. As important has been its positive impact on young people in the community by successfully positioning retail as an opt-in career choice. 25

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