Luton Borough Council Apprenticeship Strategy Document / Action Plan. November 2012 Final Approved

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1 Luton Borough Council Apprenticeship Strategy Document / Action Plan November 2012 Final Approved The Luton Borough Council Apprenticeship Strategy has two key aims: Increase the number of Luton employers recruiting Increase the take up of by Luton residents Luton Borough Council has a statutory responsibility to secure sufficient education and training places in Luton to meet the training needs of young people (19-24 where the young person has a learning difficulty and/or disability). Under this responsibility it also has a key leadership role to champion the interests of young people in the area. In fulfilling this duty the authority is expected to: Influence and shape the provision on offer and help develop and improve the education and training market; Promote any necessary structural change in the local education and training system; Support the improvement of quality of the education and training of young people aged 16-18; Support employer needs, economic growth and community development; and Support the development of provider and stakeholder networks that help deliver the Raising Participation Age (RPA) targets. The government sees year old as a key component in achieving it s aspiration of RPA to 18 by To increase the number of young people participating we need to offer engaging and appropriate opportunities including. The National Apprenticeship Service has a target of one in five year olds undertaking an apprenticeship by the year 2019/20. Currently there are approximately year olds registered as apprentices and a more realistic estimate, to help us reach RPA, is 1500 almost a three fold increase. Alison Wolf, engaged by the Department of Education to undertake a review of Vocational Education (March 2011), highlighted a shortage of apprenticeship places for year olds and a lack of incentives for employers to be involved in the programme. The Local Statement of Need (LSN) - Luton 2012/13 Apprenticeship Line of Enquiry, concluded, that although participation in is increasing, there is still along way to go in convincing young people, their parents, carers and advisers of the validity of as a route into employment and as a credible and viable alternative to A Level and University study. The same can be said of Luton s employer base. Data from the National Apprenticeship Service shows that numbers of applications from young Luton residents on the Apprenticeship System per vacancy is very low at 8.3 compared with a national figure of 12. 1

2 The Skills & Employability Strategy documents evidence of Luton s low skills base and aspires to develop a skilled workforce, create better opportunities and support a vibrant business economy including developing a culture of aspiration and high achievement to improve the life chances of all residents. This vision has five aims: Increase Luton resident s qualification levels; Increase the number of Apprenticeships available and participation; Ensure the Skills and Qualification requirements of Luton current and future employer base can be met by local resident s; Reduce unemployment and worklessness levels in Luton and; Increase employers involvement in offering and understanding training In order to carry out its statutory duty as outlined, and as part of the delivery of its Skills & Employability and RPA strategies, Luton Borough Council has developed this Apprenticeship Strategy to address issues raised. Supporting the key aims are objectives to improve apprenticeship information, advice and guidance services to employers, young people and their parents; actively promote as a valuable education and employment option; improve the take up of by young people and adults; increase the number of small and medium Luton based employers recruiting and employing apprentices; thereby raising the skill level and aspirations of Luton residents and contributing to the reduction of NEET. In addition, and as a major employer in Luton, the strategy also contains a focus on the development of an internal LBC strategy for the recruitment, training and employment of in-house apprentices, recruitment and training of apprentices on behalf of local employers and a requirement for Tenders in respect of procurement for local authority contracts to include in their bids plans for the recruitment and employment of apprentices. Current Luton Picture The National Apprenticeship Services data as at quarter three) shows the total apprenticeship participation for Luton residents aged as at April 2012 at 2,280, 1,327 intermediate (Level 2) 946 advanced (Level 3) and 7 higher (Level 4). New starts during 2011/12 show 719 intermediate and 479 advanced representing an increase of 34.6% and 7.4% respectively on the full year figure for 2010/11; however, on further scrutiny this masks the fact that recruitment is actually down by 8.2% (31) on the 2010/11 figure. 2

3 The success rates for the full year 2010/11 for Luton residents who were expected to complete their during the year were : a) Intermediate (equates to Level 2), 77.5% an increase of 13.5% on 2009/10 and b) Advanced (equates to a Level 3), 80% an increase of 3% on 2009/10. The demographics of starts are as follows: Starts by Gender 2011/ Female 38.3% Male 61.7% Female 46.0% Male 54.0% 25+ Female 53.6% Male 46.4% Starts by Declared Learning Need 2011/ Yes 6.1% No 93.7% Unknown 0.3% Yes 4.1% No 94.0% Unknown 1.9% 25+ Yes 6.2% No 92.2% Unknown 1.6% Starts by Employer Size 2011/ Small Medium Large Very Large Unknown

4 N.b The above data is supplied by the National Apprenticeship Service. Unfortunately at the current time participation data by ward and ethnicity is unavailable however Luton Borough Council has requested that this data is supplied in the future. The above information highlights a number of issues for Luton: Low numbers of female apprentices aged High levels of unknown employer size information making it difficult to develop a targeted approach The need to establish clear baseline data and that this must include ethnicity and ward level data The action plan set out below encompasses the four roles identified by the National Apprenticeship Service as key elements for inclusion for local authorities when developing an area wide apprenticeship strategy as: Employer Strategic Influencer Commissioner of Services Provider of Apprenticeships The actions contained have been designed to address issues previously identified above, including as key priorities, promotional activities for employers and young people, acquiring complete and accurate data, identifying gaps and securing provision. 4

5 Securing Increased Apprenticeship Provision within Luton Action Detail Lead Success Criteria Timings Update 1.1 Coordinated and planned campaign to engage more local employers in offering Apprenticeships Promotional activities targeted in wards where employer/apprentice take up is low. Paul Adams / Lindy Lloyd Seek an even spread of activity and recruitment across wards June 2013 Jan Jan Engagement with school bursars and managers to increase take up of apprentices in STLs, ICT and other support services LBC to develop internal plan to increase apprenticeship numbers both in terms of internal LBC apprentice recruitment and on behalf of local employers Series of awareness raising events for SMEs in Luton to promote concept of Apprenticeships High levels of attendance by local business 3 per annum Target specific employer groups to ensure are considered as part of their delivery strategy. First group Care sector Pam Garraway/ Maud O leary Increased and other opportunities in targeted sector 1.2 LBC to support NAS to create more opportunities Map employer/apprentice take up by ward / ethnicity / age / gender and target Paul Adams / Lindy Lloyd (with support from NAS) Increase in number of in key sectors of: March

6 within priority sectors; target key geographical areas and sectors for the growth of places within Luton neighbourhoods and improve knowledge, and take up, of within Luton accordingly (1.1) Promotional activities targeted in wards where employer take up is low - Aerospace and Airport related - Creative industries - ICT - Engineering/Autom otive - Retail Fair distribution of activity and opportunity 1.3 Ensuring that Luton Borough Council continues to be an employer of apprentices Hold briefing sessions for departments on the requirements and benefits of employing an apprentice and highlight potential of apprenticeship schemes to refresh staff demographics and promote internal growth Adult Learning to offer support to departments in the recruitment process if requested Maintain levels of apprenticeship positions available Lindy Lloyd Attendance by departments to promote an increase in the variety and range of apprenticeship positions (including higher levels) provision Departments confident in the recruitment process Departments to build apprenticeship salary costs into budgets November 2012 September 2013 Review Annually 6

7 1.4 Introduce and embed apprenticeship or trainee posts into team structures at times of organisational change 1.5 Developing apprenticeship places through procurement processes inc supply chains Undertake necessary developments within LBC to ensure apprentices are integrated more fully e.g. policies reviewed and updated, union consultation, streamlined processes, amended paperwork Identify key commissioners across LBC and draw their attention to the scope commissioners have within procurement law either to require apprenticeship places to be developed or to use apprenticeship development as award criterion. Angela Claridge Proc & Shd Svces / Chris Addey Increase in number of trainee posts Number of press releases issued by LBC which reference created as a consequence of LBC procurement activity increases over 2012 base April 2013 (1.5) Review 6- monthly: first review June 2013 Key commissioners briefed/reminded Nov Incorporate clauses into LBC Contract Standing Orders and Procurement Standards to ensure that opportunities to promote apprenticeship places are captured in relevant procurement exercises LBC procurement documentation explicitly refers to Procurement documentation updated by Dec Ensure that briefings to commissioners on Briefing programme 7

8 revised Standing Orders and Procurement Standards draw attention to these clauses. delivered on new documentation Feb Encourage other public sector partners to also incorporate for their procurement Laura Chuch Briefing programme to be developed 2. Aligning with the Economic Development and Growth agenda within Luton 2.1 Ensure knowledge of expected future employment growth areas informs the supply of so apprenticeship opportunities in line with future employment and skills needs Commissioning of Future Skills needs study Employability and Skills Summit Publication of updates on future skills needs Laura Church 2.1 Apprenticeship supply chain aligned to future business needs. NAS data shows an incomplete picture in respect of the size of employers involved in in Luton, particularly in relation to Liaise with NAS to ensure complete 15 th October Skills and Employability Summit 8

9 knowledge of involvement 2.2 Work with local providers to ensure good coverage across employment sectors especially shortage areas Identify growth sectors in Luton Identify gaps in current provision Discuss with current provider base potential to fill identified gaps Laura Church / Craig Smith 2.1 Apprenticeship supply chain aligned to future business needs Seek alternative providers to plug gaps and develop provision 3. Improving the knowledge and understanding of Apprenticeships 3.1 Seek to increase the kudos and perceived value of as a pathway including through alignment with national campaigns Personal Advisors to support the promotion of in schools, colleges and Alma Street during National Apprenticeship Week Promotion of National Apprenticeship Week in Schools and local press Craig Smith / Nick Chamberlain Ensure good supplies of apprenticeship marketing material available in schools 3.1 Increased awareness of as a viable option amongst young people as measured by an increase in the total number of applications measured on the NAS Apprentice Vacancy Matching Service. February

10 3.1.4 Working with school Work Related Learning coordinators, maximise the usage of Ambassador schemes Work with headteachers to promote and improve the communication with schools about the value of Martin Pratt/Geoff Headley 3.2 Developing a coherent pathway from work experience and taster opportunities to Apprenticeships Entry/Level 1 provision to be developed as a pre apprenticeship/work skills option LBC facilitation through the Luton Foundation Learning Providers Development Group Craig Smith / Nick Chamberlain / 3.2.1Development of a clearer and realistic pathway from Entry/Level 1 programmes to Apprenticeships Alignment of skills/employment training to available December Programmes to include a range of employment sector placements as well as a substantial period of work experience Young people leave the programmes with the skills required in employment 10

11 3.2.4 Working group established to research best practice on developing work experience, with the aim of developing a coherent seamless pathway through work experience into an apprenticeship Facilitate networking between Entry/Level 1 providers and Employers, Employer Organisations and Training providers to establish progression routes to Work Experience resources available to whole network 3.2.5Development of a more seamless transition for young people from Pre apprenticeship courses to Follow up of young people after work experience / tasters to support future career planning March Ensure all relevant information is clearly sign posted on the LBC internet Visible accessible information 3.3 Promoting and developing pathways from Apprenticeships into further employment and Chair of Beds and Herts Provider Network to deliver a training session to Personal Advisors on progression routes from Apprenticeships to ensure Craig Smith / Nick Chamberlain Training session delivered by December Increased awareness amongst Personal Advisors and the young people on December

12 HE / further study staff are presenting correct information during IAG sessions with young people caseloads of progression routes Information on to be displayed on youth.luton website. 3.4 Promotion of to learners, their parents or carers as a high value, quality route Support for schools / colleges / other providers to positively promote Support to be offered from LBC Careers Consultant For Personal Advisor work - same details as set out in 3.3 Craig Smith / Nick Chamberlain 3.4 Training session delivered Consultant to review level of support needed and then implement. December 2012 December Ensure apprenticeship promotional materials and activity is appropriate to the female audience 3.5 Promoting to vulnerable / under represented Ensure the provider base is offering appropriate access to apprenticeship courses Craig Smith / Nick Chamberlain 3.5 Increased awareness and raised aspirations amongst young people on PA caseloads of access to, 12

13 groups (such as Looked After Children in Care) whilst ensuring entry thresholds are maintained Work with providers pre and post 16 to improve the transfer of information for LLDD learners Support training providers/employers to become more confident in support YP with LLDD Personal Advisors to promote pre, at Levels 2, 3 and 4 as pathways to HE and further study as part of possible options discussed during Careers Guidance sessions with caseloads and progression from,. Increased levels of Apprenticeship applications from vulnerable and under represented groups such as Looked After Children Information on to be displayed on youth.luton website Work with the Virtual School and 16+ team to raise awareness and promote to Looked After Children 3.6 Promote the communication Maximise use of Ambassador Scheme, Craig Smith / Nick 3.6 Success stories communicated on the 13

14 and marketing of, including celebrating apprenticeship success utilising employers and experienced apprentices for promotional purposes Encourage young people/personal Advisors to share success stories which can be communicated on the youth.luton website Chamberlain youth.luton website. (see section 5 for further detail on wider promotion of the Apprenticeship Strategy). 4. Ensuring Apprenticeships are a high quality offer for learners and employers 4.1 Feedback to NAS on issues relating to quality of provision that are likely to have a detrimental impact on the apprenticeship brand Develop procedure for collating and coordinating information pertaining to apprenticeship delivery Craig Smith / Nick Chamberlain Hold quarterly multi agency meetings to discuss all aspects of delivery Develop formal reporting process between LBC and NAS A line of communication established in order that information pertaining to NAS provision is collected. September Personal Advisors to feedback any issues they come across to the Business Support Officer. 4.2 Work with providers to ensure high quality experience of Work with Provider Network to develop idea from concept to reality with awareness of provide funding pressures, Craig Smith / Nick Chamberlain Sector wide usage of quality assured model in Luton area Spring

15 Apprenticeships for learners and employers employer recruitment pressures etc to develop quality assured model. 5 Promoting the Strategy and Securing Buy-In from local partners and stakeholders 5.1 Develop a consultation process to seek further support from key stakeholders locally Craig Smith Create consultation to ensure employers, Luton residents, schools, colleges and training providers and other key partners such as JobCentre Plus, the University of Bedfordshire, employer forums etc can contribute to and support the aims of growing apprentices and apprenticeship opportunities in Luton Stakeholder involvement and support for wider aims of strategy November Develop a communication strategy Design an ongoing plan to ensure a range of media opportunities to highlight apprenticeship activity in Luton.Plan aimed at a wider recognition of within the general public but also to specific target groups such as small and medium sized employers. Lisa Levy Increased local media news and coverage Increased number of employers contacting training providers Increased attendance of apprenticeship representatives as key events such as Careers Fairs November

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