Advanced Apprenticeships in Hospitality

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1 Advanced Apprenticeships in Hospitality A survey of providers and employers This report produced by ALP was funded by LSIS as part of the Skills and Employer Responsiveness Programme LSIS accepts no responsibility for the accuracy or quality of the contents of the report.

2 Promoting and Delivering Advanced Apprenticeships in the Hospitality Sector Summary Seven employers (totalling 9 respondents) and 4 training providers responded to a questionnaire designed to identify awareness of and barriers to the up-take of Hospitality and Catering Advanced Apprenticeships. In total the employers that responded employ over 156,000 employees. Awareness/knowledge of Advanced Apprenticeships Employers are aware of the benefits to both their businesses and employees of Advanced Apprenticeships and are less aware of their content and financial support available to employees. Employers expressed concern at the variety of sources of information. Typical comments include so many various sources and insufficient time to research several places. One stop shop would be helpful and clearer information should be given in a timely manner so that employers are able to brief their senior members in enough time. Training providers tended to be aware or very aware of the benefits, content of and financial support available in relation to Advanced Apprenticeships. Functional Skills are a concern and potential barrier to both employers and training providers. Almost half of employers expect Advanced Apprenticeship up-take to decline with the introduction of functional skills, with 3 out of 4 providers agreeing. Functional skills will require specialist trainers and will cost businesses a lot of money and time, in a tough economic climate. Audit requirements often relate to colleges and are completely not practical for businesses. It should be noted that 2 employers expect an increase in demand for Advanced Apprenticeships following the introduction of functional skills. This may be a consequence of the varying level of awareness of functional skills. 1 P age

3 Funding and finance Whilst employers generally agreed that an increase in adult funding will lead to an increase in Advanced Apprenticeships, more than half of respondents anticipate a decline if their contribution is required to increase. Training providers are in agreement with half expecting a decline in Advanced Apprenticeship take-up if employers are required to make a higher contribution. In the current climate if an employer has to contribute the number of Advanced Apprenticeships delivered would drop drastically. Employers will welcome a simplification of funding rules - the enigma that is funding, understand there are plans to simplify funding strategy, how novel! Employers are clearly concerned about changes to their contribution to delivery costs particularly if non-financial contributions not recognised by the SFA for the employer contribution. This view was echoed by most employers - the employer contribution should not just be on monetary terms, but other factors should be taken into account as long as they can be evidenced against the learning taking place and the more employers are asked to contribute, the less they will be able to put forward. Training providers are equally as concerned about the impact of an increased employer contribution, with all respondents stating that it will be difficult or very difficult to get a financial contribution from employers for Advanced Apprenticeships. Most providers agreed that it is already difficult or very difficult to sell to employers Advanced Apprenticeships for year olds. Most providers agreed that it was not difficult to sell Advanced Apprenticeships to year olds and 25+ year olds. 2 P age

4 Complexity of hospitality and catering job roles; supervisory and management skills Most employers and providers agree that job role complexity will have limited impact in the take-up of Advanced Apprenticeships. However, concern was expressed that a significant proportion of Level 3 jobs in hospitality include a supervisory element. Employers identified a need for programmes that develop supervisory skills before a learner is placed in a supervisory position. Furthermore, employers need to ensure content matches their needs, general supervision is not appropriate. Providers identified that increasing the number of Advanced Apprenticeships is challenging as not all learners are in a supervisory role and that success (and completions) is only possible if they are in the right [supervisory] job role. Completion rates Training providers anticipate that completion rates will increase (by offering Advanced Apprenticeships) for 25+ year olds and decrease for year-olds. Retail and Customer Service sectors The respondents to this survey all also operate in the Retail and/or Customer Service sectors. The issues raised are for the most part common across these sectors and in all likelihood other service sectors. 3 P age

5 Promoting and Delivering Advanced Apprenticeships in the Hospitality Sector Background In October 20101, John Hayes announced in the House of Commons that it is governments overall intention is to boost the supply of genuine, high quality, employer-owned apprenticeship places at Level 3. The National Apprenticeship Service (NAS) is aligned with this priority; UK Commission for Employment and Skills (UKCES) has identified intermediate (Level 3) skills as a weakness in the UK. Advanced Apprenticeships currently account for around 30% of all Apprenticeship programmes, whilst arguably offering the greatest potential return for individuals, employers and the economy. NAS ILR Data (Advanced Apprenticeship and Higher Apprenticeship data merged until 05/06) Of the 29,000 learners who started a Hospitality and Catering Apprenticeship in 2009/10, only 13% had started an Advanced Apprenticeship. The challenge is to increase the percentage undertaking an Advanced Apprenticeship. 4 P age

6 NAS ILR Data 2009/10 In January 2011, National Apprenticeship Service facilitated a workshop focussing on increasing the take-up of Advanced Apprenticeships. This research project focuses on the barriers and concerns identified at the workshop and respondent-specific concerns within the Hospitality and Catering sector. The following summary is divided in to two sections Employers and Training Providers. 5 P age

7 Employers Respondents 7 employers responded to the survey in the form of completing a questionnaire. Of these, five companies are predominantly hospitality and catering organisations, two are retail with some hospitality and catering provision. One organisation provided multiple responses. In total the companies that responded employ over 156,000 employees. 1 Please describe your level of awareness/knowledge of the following: Content of Advanced Apprenticeships Benefits of Advanced Apprenticeships to your employees Benefits of Advanced Apprenticeships to your business 6 P age

8 Financial support available to your employees Funding support available to your business There is a lack of support and communication from the Sector Skills Council. Confusion over what is actually trying to be achieved and how it all fits together. Clear advice and guidance needs to be given. One stop shop so people are able to make a decision based on knowledge and information. Work based learning should be given the same respect as any other learning courses. Clearer information should be given in a timely manner so that employers are able to brief their senior members in enough time. All knowledge is limited at this early stage, not always easy to know where to look, so many various sources and insufficient time to research several places. One stop shop would be helpful. Our decision is to develop and pilot level 3 Advanced Apprenticeships in 2011/12; we need to agree which apprenticeship best fits needs of learner and business. We need to access reliable information and understand programme requirements in terms of content, delivery method, funding etc. 7 P age

9 2 Which of the following organisations do you believe should provide you with information on Advanced Apprenticeships? (Other, described as consultant by the respondent) 3 Will the increase in adult funding influence your organisation to introduce or increase the number of Advanced Apprenticeships you offer employees? 4 Will higher education fees and/or the end of Education Maintenance Allowance (EMA) impact on the demand for and number of Advanced Apprenticeships within your organisation? 8 P age

10 5 Will the availability of loans for Level 3 qualifications impact on the demand for and number of Advanced Apprenticeships within your organisation? 6 Will the increase in employer (funding) contribution impact on the demand for and number of Advanced Apprenticeships offered by your organisation? As this contribution is wanted in cash the employer already funds time off the job for SASE compliance frameworks, Teaching and Learning, the key skills, providing a mentor and or work buddy, providing staff cover for the service while the apprentice is away from work, and any added value training programmes the employer deems necessary to be competent and safe in their job role. The above contributions are not recognised by the SFA for the employer contribution. This [Advanced Apprenticeship provision] could drop significantly if employer s contribution increases. The employer contribution should not just be on monetary terms, but other factors should be taken into account as long as they can be evidenced against the learning taking place. As funding is something that is constantly changing we could not say if this would impact us as we are committed to offering Apprenticeships and Advanced Apprenticeships. Additional respondent comments relating to funding and financial support: Restriction in what funding is available and where is can be used. Guidance is unclear and can often be interpreted different ways (not user friendly and full of jargon). Eligibility restrictions. New, automated processes unrealistic for business operations. Constant changes every year and are often implemented after the start of the contract year which means uncomfortable conversations with key managers to explain why and actually you are unable to plan effectively one year to the next. 9 P age

11 More and more is being placed on employers to support and provide, in some cases where education has failed. Businesses are built on sustainability and growth, which for many does not include education. Employers are striving hard to ensure they up skill their workforce and encourage employability skills. To the employees that means a qualification! To employers that means skills to grow the business. By combining these two the partnership means less drain on the benefits system, so employers should be encouraged to do this, not discouraged. The more employers are asked to contribute, the less they will be able to put forward. The enigma that is funding, understand there are plans to simplify funding strategy, how novel! Unknown funding and financial details behind the Advanced Apprenticeship, yet to research. 7 Will the decline in the number of school leavers impact on the demand for and number of Advanced Apprenticeships within your organisation? No a very high percentage of our Advanced Apprenticeships as they are for leadership, management and supervision learners are +25 with a limited number at years and none years. 8 Will the rise in GCSE and A level attainment impact on the demand for and number of Advanced Apprenticeships within your organisation? 10 P age

12 Yes due to organisations/employers having to declare state aid. Advanced Apprentices are not exempt from this anyone who is +19 on a Level 3 Apprenticeship and has prior attainment (Alevels) has to be declared. As this is new introduction it is unknown how state aid could affect the volumes and employer contribution. 9 Do you currently, or plan, to offer an Advanced Apprenticeship to year olds? We have very few Level 3 Advanced Apprenticeships on professional cookery and hospitality supervision. For those joining the company. As ours is an embedded model, this is not something we would offer a year old as the Advanced Apprenticeship will fall into line with a specific job role which only over 18 s would have. 10 Do you currently, or plan, to offer an Advanced Apprenticeship to employees that do not hold an appropriate Level 2/Apprenticeship or equivalent qualification? But we will look to do so in the future. Due to Equal Opportunities we have to offer the opportunity to apply to all employees (over 55,000) a high percentage of these would have level 2 attainment, whether it s through school, college or vocational work based training/qualifications. 11 P age

13 This is dependent on the employee being in the correct job role to offer the evidence to support an Advanced Apprenticeship. It is very much on the competences to achieve. People join our organisation at various stages on the career pathway, so we need to ensure as an employer we are not disadvantaging anyone. We would need to check previous qualifications before we made this decision. 11 Will the increased complexity of job roles in the hospitality and catering sector, and specifically within your organisation, impact on the number of Advanced Apprenticeships you offer employees? 12 Do you currently, or plan, to offer Advanced Apprentices learning and support away from their workplace? If yes, please comment on the impact. This is completed through e learning, workshop delivery, practical exercises. This is something we may be steered into in the future, but at the present it s on the job training. Residential 4 day. 12 P age

14 13 Will the introduction of Functional Skills impact on the demand for and number of Advanced Apprenticeships provided within your organisation? Functional Skills would drastically decrease the volume of starts and achievements in apprenticeship framework and advanced apprenticeship across the organisation. The teaching and learning support, infrastructure and the lack of contextualisation and the examination and assessment of them 5 hours of exams per apprentice. We are waiting for the final model to be confirmed. Additional respondent comments relating to content and delivery requirement: Functional skills will require specialist trainers and will cost businesses a lot of money and time, in a tough economic climate. Audit requirements often relate to colleges and are completely not practical for businesses. GLHs; Clearer understanding of an embedded or employer driven model is required. All knowledge is limited at this early stage, not always easy to know where to look, so many various sources and insufficient time to research several places. One stop shop would be helpful. Again need access to reliable information. Need to ensure content matches our needs, general supervision is not appropriate. 14 Does your organisation offer Level 3 qualifications to employees in preference to Advanced Apprenticeships? 13 P age

15 Some staff come to the business with degrees in maths, English etc but do not have the vocational qualifications we require. As a business it is difficult to deliver key skills and in the future functional skills effectively as we are not teachers, therefore the smaller qualifications are more attractive. However, there is worth in delivering all aspects of the Advanced Apprenticeship. We offer Advanced Apprenticeships at Level 3 NVQ at Level 4 there is no Level 4 apprenticeship as yet. We are currently looking at implementing. If you offer a Level 3 in preference to an Advanced Apprenticeships, which of the following best describe your reasons? 17 Are your programmes funded? 14 P age

16 Training Providers Respondents 4 employers responded to the survey in the form of completing a questionnaire. Of these, all deliver hospitality and catering qualifications and Apprenticeships. 1 Please describe your level of awareness/knowledge of the following: Content of Advanced Apprenticeships Benefits of Advanced Apprenticeships to your employees All respondents have a high level of knowledge and awareness. Benefits of Advanced Apprenticeships to your business All respondents have a high level of knowledge and awareness. Financial support available to your employees 15 P age

17 Funding support available to your business 2 Will the increase in adult funding influence your organisation to introduce or increase the number of Advanced Apprenticeships you offer employees? 3 Will higher education fees and/or the end of Education Maintenance Allowance (EMA) impact on the demand for and number of Advanced Apprenticeships within your organisation? 16 P age

18 4 Will the availability of loans for Level 3 qualifications impact on the demand for and number of Advanced Apprenticeships within your organisation? 5 Will the increase in employer (funding) contribution impact on the demand for and number of Advanced Apprenticeships offered by your organisation? The number of Advanced Apprenticeships would drop if the employer s contribution increases. Additional respondent comments relating to funding and financial support: In the current climate if an employer has to contribute the number of Advanced Apprenticeships delivered would drop drastically. Information can be confusing and conflicting, the rules change regularly when it comes to funding so employers will find this difficult to plan. Sometimes funding is available for the over 25 s and then the following year may not. The contributions that the employers are being asked to supply can be a major barrier as are the GLH, both contributing to a major stumbling block when it comes to selling and delivering AA to employers who have invested in an employer led model of delivery. 17 P age

19 6 Will the decline in the number of school leavers impact on the demand for and number of Advanced Apprenticeships within your organisation? 7 Will the rise in GCSE and A level attainment impact on the demand for and number of Advanced Apprenticeships within your organisation? 8 Do you currently, or plan, to offer an Advanced Apprenticeship to year olds? If the employee is employed in the right job role and is carrying out the appropriate duties to achieve an Advanced Apprenticeship. 18 P age

20 9 Do you currently, or plan, to offer an Advanced Apprenticeship to employees that do not hold an appropriate Level 2/Apprenticeship or equivalent qualification? Sometimes was the response from all respondents. 10 Do you off learners progression from a Level 2/Apprenticeship to an Advanced Apprenticeship? Respondents were asked this question for each of year olds, year olds and 25+ year olds; for each age group the response was: On a few occasions. If they are in the right job role. Limited level 3/ Advanced Apprenticeships as not all learners are in a supervisory role. 11 Do you anticipate that offering Advanced Apprenticeships will impact on your success (timely completion) rates? For year olds 19 P age

21 For year olds For 25+ year olds 12 Do you anticipate that selling Advanced Apprenticeships to employers will be difficult? For year olds For year olds 20 P age

22 For 25+ year olds 13 Do you anticipate that getting a financial contribution from employers for the delivery of Advanced Apprenticeships will be difficult? Respondents were asked this question for each of year olds, year olds and 25+ year olds; for each age group the response was: 14 Will the increased complexity of job roles in the hospitality and catering sector, and specifically within your organisation, impact on the number of Advanced Apprenticeship starts you offer? Yes more 1 Yes fewer 1 No 1 Don't know 1 15 Do you currently, or plan, to offer Advanced Apprentices learning and support away from their workplace? Sometimes 1 No 1 Don't know 1 Don't know 1 21 P age

23 Removing learners from the workplace can have a negative effect on the other members of the team and to the individual learner. 16 Will the introduction of Functional Skills impact on the demand for and number of Advanced Apprenticeships provided within your organisation? 17 Does your organisation offer Level 3 qualifications to employees in preference to Advanced Apprenticeships? 18 Are your programmes funded? 22 P age

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