pprenticeships Usdaw smashes its 2013 targets Earn and learn and get a recognised qualification what s not to like?

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1 A as pprenticeships Usdaw smashes its 2013 targets Earn and learn and get a recognised qualification what s not to like? Are Go 2013 Apprenticeships are Usdaw s business Over 400 members got involved in apprenticeships last year. Find out why inside! Usdaw education training for action

2 Apprenticeship schemes are becoming more and more popular with Usdaw members. Over the last year 420 people signed up for or completed an Apprenticeship in one of the 8 companies where Usdaw has negotiated a joint apprenticeship scheme. That s over three times the target set for Usdaw by the Union Learning Fund, the body that helps to fund Usdaw s learning campaign. Apprenticeships are popular because they are high quality qualifications with a lot to offer. Members get excellent training to develop their technical skills and their English and Maths skills with a nationally recognised qualification at the end. They are equally good for young people starting out in the world of work and established staff who want to improve their skills and give their careers a boost. I enrolled onto the Customer Service level 3 Apprenticeship and through this I have a better understanding of how I impact on the company. I also have a better knowledge of the supply chain within the company and the products that we offer and I have got a qualification for my skills. Jo Nadin They make good business sense for employers too - building skills, encouraging flexibility, improving competitiveness and raising staff morale. It s no surprise that top companies like McVities, JD Williams, Argos and Wincanton are working in partnership with Usdaw ULRs to put schemes in place. Apprenticeship schemes cover most of the jobs that Usdaw members do in retail, customer service, distribution and food manufacturing. They are available at different levels but most Usdaw members are involved in intermediate and advanced apprenticeships or level 2 and level 3. This special supplement to the May 2013 National Steering Group report showcases the work our ULRs have done on apprenticeships in partnership with employers. It shows how schemes are started and managed, with both members and employers explaining just how beneficial they are both for individuals and the companies they work for. 1 I m p r o v i n g w o r k e r s l i v e s

3 Three-way partnership with Qube sees North East apprentices forge ahead... The following three case studies show the range of work involved for ULRs in the sectors where Usdaw is active. A partnership between Usdaw, site management and Qube Learning has helped nearly 200 members take up the Apprenticeship challenge in three different companies across the North East. We are working at both level 2 and 3 with different Apprenticeships including business admin, customer service, team leading, management and IT, says Project Worker Martyn Warwick. The commitment, flexibility and professionalism of Qube staff has really helped to build positive links with the employers around working with apprenticeships. ULRs first raise the issue through the joint learning committee and this usually leads to a presentation from Qube then a discussion on how the company and staff can benefit from an Apprenticeship initiative. Once agreed, Qube arrange all the funding and provide tutors. Wincanton Sainsburys ULR Steve Carr says, This is a fantastic opportunity for the members, it allows them to gain a national qualification as well as learning new skills and is being fully supported by both Usdaw and the company. Interim site manager Lynne Watson echoed this adding, The site ULRs are doing a fantastic job of introducing learning opportunities onto site and it s great to see so many colleagues striving to fulfil their potential. Apprenticeships are a great scheme, says Martyn, but having a good working relationship with one provider really helps to put them in place. W i n n i n g f o r m e m b e r s 2

4 Supporting retail apprenticeships Tesco have a national scheme with set guidelines for recruitment, so Usdaw ULRs are involved more in supporting members than negotiating schemes. The work being done by Michelle Coleman and Rachel Jayne in the Tesco Long Eaton store is a good example. Both are trained ULRs who have also completed The Tesco Apprenticeship Programme. We thought it would be a good idea to use our ULR skills and knowledge to offer learners some additional support, said Michelle, so we offered to mentor the current apprentices through the process. You can never get too much support, adds Rachel, and the feedback we are getting from the apprentices is great so it makes it worthwhile. meet the standard required says Project Worker Martyn Warwick. We want to give all the staff the chance to apply for the scheme says Fiona Lawton, store Personnel Manager, so it s great to work in partnership with Usdaw to improve their skills. Apprenticeships are a great scheme for young people. They offer the chance to get an occupational qualification and the underpinning skills necessary for any workplace. I have done my Level 2 and Level 3 apprenticeship in Customer Service and it s a foundation for me to develop further. Drew Welbourne Meanwhile in the North East, Usdaw is developing a programme of support for those staff who would like to do an apprenticeship but don t have the level of English and Maths skills required. We have been working in the Skipton store to provide affordable and accessible learning in Maths and English so staff looking to join the programme in September can 3 I m p r o v i n g w o r k e r s l i v e s

5 In McVities, excellence is standard At the McVities Manchester site, lead ULR Jonathon Waterhouse has co-ordinated the pilot of the new Food Manufacturing Excellence apprenticeship. Jonathon bought the apprenticeship into the site through the Learning Committee and made sure that it would deliver for the company and our members says Project Worker Julia Baldwin. It s a 12 month learning programme at Level 2 and we were able to customise the way we use the apprenticeship to link in with our processes says Jonathon. I was able to bring together the provider with our Lean Manufacturing Manager to help bespoke the qualification. I am a young parent and have completed my level 2 and 3 Apprenticeships in Customer service. I am very proud of the fact that my English improved from Entry Level to Level 2. This is great for me because although I have dyslexia I no longer feel that it is an issue. The pilot was made available on a first come first served basis, but after the pilot Jonathon hopes it will be available to all staff. We have set up two Apprenticeship Ambassadors to promote and explain the qualification, says Jonathan, so once the pilot is over we will be ready to go mainstream. Learning on the programme is linked into the site s Learning Centre and covers English and Maths skills as well as technical development. We are proud to be piloting the programme, says Jonathon, but I firmly believe everyone should have the chance to do one apprenticeships are everyone s business. Martin Fielden W i n n i n g f o r m e m b e r s 4

6 Training for the future at Chelston Apprenticeships played a key part in the learning initiative to support staff during the closure of the Co-op s Chelston Distribution Centre. Once the closure plans were agreed, we worked closely with management to set up a joint learning initiative to help staff develop their skills says Christine Worley, the Divisional Lifelong Learning Project Worker. The agreement included on site learning facilities, a team of Usdaw ULRs and a joint learning committee to oversee the project. When we heard about the Driving Good Vehicle Apprenticeship scheme we thought it would be a great way to give the warehouse staff new skills, says Christine. The scheme was discussed in the joint learning committee and a matched time deal was agreed with management. licences and a full CPC certificate. It s a dreadful situation when staff are faced with redundancy, says Christine, and you have to do everything you can. Members really appreciated the support they were given by their ULRs and the quality of the training and development put in place by the learning committee. It was great that we were able to use the Apprenticeship scheme to give people a chance for a new start. I liked the way that Maths and English is part of the course because I may not have chosen to learn these skills again and I have found them very useful already, not only in my life at home but in my working life as well. Katie Woodward Staff gained a completely new skill which opened up opportunities for re-employment. All those who successfully completed the Apprenticeship had the opportunity to take up driving jobs with the Co-op. Existing drivers weren t forgotten either and were able to upgrade to class 1 and gain additional entitlements on their 5 I m p r o v i n g w o r k e r s l i v e s

7 Getting involved in Apprenticeships If you are interested in getting Apprenticeships set up in your workplace, speak to your Lifelong Learning Project Worker. S/he will help you: l Check out what s happening in your company and discuss the matter with other reps. l Raise the issue with the employer either through the learning committee or any other joint forum. l Help you devise a scheme which meets guidelines on good practice. If your workplace or company has apprenticeships, make sure the scheme is regularly discussed at the learning committee or the relevant joint forum. It should meet the guidelines on good practice below. Good apprenticeship scheme guidelines l Selection All staff should have the chance to get involved and there should be clear and open selection criteria with no discrimination against part time or older staff. l Support Staff who may be put off from applying or fail to be selected due to poor English and Maths skills should be offered support to improve them. Good schemes also provide mentors for apprentices. l Promotion Schemes should advertised widely enough to make sure all staff know about them. l Flexible learning Classroom based learning should be flexible enough to ensure that members on odd shifts or those with domestic or caring responsibilities can take part. l Pay rates Apprentices should get a fair rate for the job. W i n n i n g f o r m e m b e r s 6

8 Getting help and information If you want more information on apprenticeships and keep up to date, Unionlearn have a produced a free apprenticeship toolkit and other information. Go to: You can also check out the national apprenticeship website for information and news at: You can also contact your Divisional Project Worker: Pam Stanton Usdaw, Unit 10, Oak Tree Court Mulberry Drive Cardiff Gate Business Park Pontprennau Cardiff CF23 8R Tel: pam.stanton@usdaw.org.uk Christine Worley Usdaw, Usdaw House, Unit D Abbey Wood Business Park Emma Chris Way Filton Bristol BS34 7JU Tel: christine.worley@usdaw.org.uk Debbie Newman Usdaw, Unit 12/13 Regent Gate 83 High Street Waltham Cross Hertfordshire EN8 7AF Tel: debbie.newman@usdaw.org.uk Neil Chapman Usdaw, 3c Market Place Kegworth Derby DE74 2EE Tel: neil.chapman@usdaw.org.uk Jill Little Woodhouse Usdaw, Muirfield 342 Albert Drive Glasgow G41 5PG Tel: jill.littlewoodhouse@usdaw.org.uk Martyn Warwick Usdaw, Unit 2 Temple Point Business Park, Bullerthorpe Lane Leeds LS15 9JL Tel: martyn.warwick@usdaw.org.uk Gregory Charles Usdaw, Meldrum House Middleton Road Morden Surrey SM4 6RF Tel: gregory.charles@usdaw.org.uk Julia Baldwin & Denise Gordon Usdaw, 5 Ibis Court Centre Park Warrington WA1 1RL Tel: julia.baldwin@usdaw.org.uk denise.gordon@usdaw.org.uk Further details are also available from: Education Department Usdaw, 188 Wilmslow Road Manchester M14 6LJ Tel: or visit our website: Scan here * to view the latest information about Usdaw s Lifelong Learning Campaign. Improving workers lives Winning for members August 2013 Published by Usdaw, 188 Wilmslow Road, Manchester M14 6LJ AAG A5 *to scan the code, download a QR reader app from your app store. A charge may be applied by your network provider.