apprenticeship reforms: transitioning plans 8 step guide webinar (23 nov 2016)
TRANSCRIPT
Apprenticeship ReformsTransitioning Plans
8-Step Guide Webinar
Paula Gibson
Business Solutions Manager
23 November 2016
AGENDA
• Welcome and purpose of the webinar
• Quick re-cap on the reforms and new funding
• Dual funding systems and timelines
• 8-step guide to transitioning to the new standards
• Support for you
• Questions
UPDATE ON KEY FACTS
• The government is committed to increase the quantity
and quality of apprenticeships in England – reaching
three million starts in 2020.
• An employer apprenticeship levy will be introduced
by the government in April 2017.
• The levy applies to any employer with a pay bill
over £3m – 0.5% of pay bill.
• At the same time, the DfE have reformed the
funding and learning delivery arrangements.
• Any provider that wishes to continue to
deliver apprenticeships from May 2017
will need to be on the RoATP.
DUAL FUNDING SYSTEMS
Dual system, dual processes:
Levy
Paying
Employers
Levy paid
Price agreed
Monthly deductions
paid to provider
Co-investment top up – if insufficient
funds
Non-Levy
Paying
Employers
Employer’s own funds
Agreed priceand payment
schedule
Invoicedby provider
Co-investment with government
MAY 2017 IS COMING:
TIMELINE
November
2016
December
2016
January
2017
February
2017
March
2017
April
2017
May
2017
Applications
to RoATP
•
Respond to ITT
for supply of
provision to
non-levy paying
employers
HMRC publish
guidance for
levy paying
employers
•
Input course
data into provider
portal Course
Directory – Find
Apprenticeships
search facility
Employers
can register
on the DAS
Non-levy ITT
outcome published
•
First successful
applications
to RoATP
published
Second round
of applications
to RoATP?
•
Employers start
paying the levy
First apprenticeship
delivery under new
arrangements to
non-levy and levy
paying employers
Do you have the
ability to deliver
apprenticeships?
Are you
marketing your
apprenticeships
offer?
Are you
demonstrating a
commitment to
help employers?
How much do
your employers
know about
the DAS
(if levy-payers)?
Are you
engaging with
levy and non-
levy employers?
What funds will
your employers
have in their levy
account and will
this impact cash
flow?
Are you ready
to deliver?
MAY 2017 IS COMING:
YOUR 8-STEP GUIDE
Have you defined and
developed your full offer
on programme and end
assessment?
Is your pricing confirmed
and have you checked
affordability?
Have you evaluated your
internal capability and
capacity to deliver?
Do you have systems
and processes in place
to deliver?
Has your Senior Leadership
Team signed off a business
apprenticeships strategy?
Your apprenticeship strategy1
Have you done a health
check of your current
offer and researched
Occupational Standards?
Review your current offer2
Do you have a finance model
for your apprenticeship
delivery from May 2017?
Financialplanning3
Have you engaged with
employers to evaluate
future customer needs and
predicted learner volumes?
Engaging with employers4
Defining your offer5
Pricing andaffordability6
Capabilityand capacity7
New systems and processes8
STEP 1
YOUR APPRENTICESHIP STRATEGY
• Do you have a five-year plan?
• Does your future strategy align
with government priorities?
• Will you specialise in specific
occupations or do you plan to
engage a large employer and
support theirs?
• Are you aware of the financial
implications beyond May 2017?
What’s your strategic direction
per industry area?
Defend existing business and
revenue
Grow business in the apprenticeship
market
Reduce delivery of
apprenticeships
STEP 2
REVIEW YOUR CURRENT OFFER
• Current delivery model review –
what’s working and what isn’t?
• What’s your predicted growth
of apprenticeships over the
next five years?
• Do you have an approach to target
more 16-18 year olds?
• What occupations will grow?
• Where would you like
to sustain and grow?
ProgrammeType
Framework Name
Approximate Annual Recruitment
Level 2 Catering & Professional Chefs 50
Level 2 Health & Social Care 20
Level 3 Health Dental Nursing 5
Level 2 Hospitality Services 25
Level 2 Plastering 10
Level 2 Plumbing & Heating 75
Level 3 Science Lab Tech 22
Level 3 Supporting Teaching & Learning in Schools 15
Level 2 Vehicle Maintenance & Repair 10
Level 2 Warehousing & Storage 5
STEP 3
FINANCIAL PLANNING
• Have you mapped your existing apprenticeship framework
volumes to the new standards?
• Have you linked this to the new funding rules from May 2017?
• Which standards can you start to pilot now?
• What are the financial implications of offering
the new Standards early?
ProgType
Framework name Approx. Annual Recruitment
Current Funding Based on Average between 16-18 and 19+
New Proposed Funding (FRMW)
Standard name
New Proposed Funding (Standard)
Standard Approved
End Point Assessment
Level 2 Catering & Professional Chefs 50 £4,975 £2,500 Commis Chef £6,000 ✓✓✓ City & Guilds
Level 2 Health & Social Care 20 £4,133 £1,500 Adult Care Worker £2,000 ✓✓ City & Guilds
Level 3 Health Dental Nursing 5 £5,074 £2,500 Dental Nurse £6,000 ✓✓✓ City & Guilds
Level 2 Hospitality Services 25 £3,940 £1,500 Hospitality Team Member £3,000 ✓✓✓ City & Guilds
Level 2 Plastering 10 £8,798 £6,000 Plasterer (Only Level 3 Now Available)
✓✓ City & Guilds
Level 2 Plumbing & Heating 75 £6,847 £5,000
Level 3 Science Lab Tech 22 £12,420 £9,000 Laboratory Technician £18,000 ✓✓✓
Level 3 Supporting Teaching & Learning in Schools
15 £5,825 £2,500 City & Guilds
Level 2 Vehicle Maintenance & Repair
10 £8,344 £7,028 Motor Vehicle Service and Maintenance Technician (Light Vehicle)
£18,000 ✓✓✓ City & Guilds
Level 2 Warehousing & Storage 5 £2,736 £1,500 Warehouse Operator ✓ City & Guilds
STEP 3 MAPPING THE
NEW STANDARDS EXAMPLE
Scenario 1 – stay with SASE Framework
Current funding available on SASE
Framework, for cohort of 10 = £83,440
Compared with…
SASE funding change (post May 2017)
for cohort of 10 = £70,280
Potential Funding Reduction = £13,160
Scenario 2 – change to New Apprenticeship Standard
Funding available on New Standard (post May 2017)
for cohort of 10 = £180,000
Compared with…
SASE Funding change (post May 2017)
for cohort of 10 = £70,280
Positive Income Uplift = £109,720
ProgType
Framework name Approx. Annual Recruitment
Current Funding Based on Average between 16-18 and 19+
New Proposed Funding (FRMW)
Standard name
New Proposed Funding (Standard)
Standard Approved
End Point Assessment
Level 2 Vehicle Maintenance & Repair
10 £8,344 £7,028 Motor Vehicle Service and Maintenance Technician (Light Vehicle)
£18,000 ✓✓✓ City & Guilds
STEP 3
WHICH APPRENTICESHIPS TO OFFER
SASE or New Standards?
Evaluate which new standards are in development and the business opportunity for transitioning now or later.
Example: Grow business in the healthcare sector following initial research
I ALREADY DELIVER SASE APPRENTICESHIPS
What will be covered by the new standards?
What are the financial advantages of moving to the new standards?
If I choose to continue delivering SASE until the funding is switched off, what are the risks?
STEP 3
DECISIONS YOU NEED TO MAKE
OLD VERSUS NEW
Stay with SASE Frameworks
• Funding may not be enough to deliver.
• Potential for loss in revenue.
Stay with SASE Frameworks for now
• Short term financial challenges but time to plan
for embedding the new Standards.
Move to new Standards now
• Potential for more funding after May 2017.
Switch off delivery
• Loss of income until you implement a new plan.
STEP 3
DELIVERING THE NEW STANDARDS
Benefits of delivering the new Standards
• More funding available
• A more attractive proposition for employers
• New Standards may better meet small business requirements
• More attractive programme for learners
• Staying ahead of competitors by establishing your
centre as a leader in new apprenticeships
STEP 4
ENGAGING WITH EMPLOYERS
• Evaluate your relationship with your employers.
• Set out your employer engagement plan for levy fee-paying
and non levy fee-paying employers.
• Understand their business – what are their skills gaps now
and in the future?
• Shift from transaction to strategic.
• Analyse future inward investment and plans to target employers
not already engaged.
• Examine what sets your offer apart from your competitors.
• Consider full-time prior learning such as City & Guilds
TechBac or Technical Certificates.
STEP 4 ARE YOU WORKING
WITH THE RIGHT EMPLOYERS?
Does the employer have:
• the capability, capacity and ability to deliver the apprenticeship?
• the appropriate support staff?
• the commitment to deliver in time and within budget?
Note: Quality employers should have a clear understanding of
Organisational Needs Analysis and the related Training Needs
Analysis for their business.
STEP 5
DEFINING YOUR OFFER
Undertake Research and Analysis and examine:
• Where the future skills gaps are in your area
and how this maps to the new standards.
• Which standards are ready to deliver and
if you can begin to pilot now.
• Which occupational areas you should pilot.
• If your offer is qualification-based or a
bespoke programme.
STEP 5
DEFINING YOUR OFFER
On-Programme Gateway End-point assessment
Property maintenance L2
Logbook / Portfolio of evidence
Research assignment
Employer and assessor review ‘Record of Achievement’ to ensure requirements are met.
Synoptic knowledgeassessment
Synoptic practicalassessment
Synoptic interview
Motor Vehicle Service and Maintenance Technician (Light Vehicle) L3
Skills test
Logbook review
Knowledge test
Skills test
Logbook review
Knowledge test
Logbook review Skillstest
Logbookreview
Knowledge test
Behaviourtest
Gate
way 1
Gate
way 2
Gate
way 3
Software Developer L4
Vendor / Professional Qualification
Portfolio Based on ongoing assessment, readiness deemed by employer and provider.
SummativePortfolio
Synoptic project
Structuredinterview
Actuarial L4
Logbook Institute exam & knowledgeassessment
Real work product
IFoA exam the only pre-requisite to getting through the gateway to final assessment.
Summative showcase
Interview
STEP 5 DEFINING AND
DEVELOPING YOUR OFFER
Consider the following options:
• Qualification-based: A delivery model that
includes the learning and practical training
to prepare for the mandatory assessments
specified by the Trailblazer group.
• Bespoke programme: A provider or employer
may develop their own bespoke programme
of learning and training that prepares the
apprentice for end assessment.
• A bespoke programme with accreditation:
A provider can chose to accredit their
programme with an awarding organisation.
Add value to your offer for employers
• Awareness days
• Employer support and training
• Employer engagement
• Support in initial assessment
• Support in recruitment
• Publicity
STEP 5 CHOOSING AN
ASSESSMENT ORGANISATION
Who selects an Assessment Organisation?
• Providers can recommend a listed organisation
but the final choice is down to the employer.
• The lead provider will pay the assessment
organisation as part of their overall agreement
with the employer. The confirmed cost must be
agreed with the employer.
• Refer to the Register of Apprentice
Assessment Organisations (RoAAO):
https://www.gov.uk/government/publications
/register-of-apprentice-assessment-
organisations
City & Guilds is a Registered Assessment
Organisation for 17 new apprenticeship
Standards.
Find out more here.
STEP 5 DELIVERY OF
END ASSESSMENT
• City & Guilds will deliver end-point assessment in a variety of ways, as required by the sector’s model
of assessment and partly by operational considerations such as volumes, peaks and troughs.
• Our delivery options might be:
Contracting
freelance
assessors
only.
1
Arranging for release
and contracting
assessors from
employers, partner
providers and colleges
(to assess apprentices
that they’ve had no
part in training).
2
Subcontracting for
use of assessors
from partner providers
and colleges.
3
Hiring venues from
partner organisations.
4
To discuss partnering with City & Guilds in the delivery of end assessment, please contact: [email protected]
STEP 6
PRICING AND AFFORDABILITY
When reviewing pricing and affordability,
ensure that you consider:
• Overheads
• Programme content
• End assessments
• Economy of scale
What is your apprenticeship offer?
Which apprenticeships you can deliver
and what’s the minimum amount
you can deliver them for?
Cost for End-Point Assessment:
• Your pricing structure must give you the flexibility
to negotiate with employers and contractors.
• This must fall within the maximum funding
available, unless employers wish to contribute
more towards training.
• If an employer wants you to deliver 10-20
apprenticeships, how much discount can
providers afford to offer?
• What and how many apprenticeships
can the employer get for their levy?
• When do you walk away?
STEP 7
CAPABILITY AND CAPACITY
Examine your current
capacity and capability
versus your target
capacity and capability.
• Experience
• Technology
• Internal capabilities
• Business development
training
• Resources
• Schedule
• New contractual agreements
with employers
• Evaluation
CURRENT CAPABILITY
GAPS IN CURRENT
CAPABILITY
Ensure key staff understand
the changes to apprenticeships
Up-skilling internal staff
Undertake any relevant CPD
Use of DAS –who will manage
the system?
TARGET CAPABILITY
Changes in current work
practices
Employer engagement
Resource implications
Investment implications
Marketing strategy
DEVELOP AND DELIVER A CHANGE
PROGRAMME
ACTIONPLAN
STEP 7
DEVELOPING A MARKETING PLAN
You will need to develop a marketing plan that is
in line with your business objectives.
• What is your customer value proposition?
(consider features, products, processes etc.)
• What makes you different from your competitors?
• What is your USP? (Unique Selling Point)
• How will you engage with customers?
What marketing channels are most appropriate?
(consider direct marketing, events, advertising,
websites, social media, partnerships etc.)
STEP 8
NEW SYSTEMS AND PROCESSES
• Who will lead on negotiation with employers around price and content?
• Employers can specify which end assessment organisation they want the provider to use.
• The Apprenticeship Agreement establishes a clear contract for the above. Statement
of Commitment signed by all parties makes roles and responsibilities clear (employer,
provider, parent – if U18 apprentice).
Key administrative points to consider:
• Are you on the ITT and RoATP?
• Have you finalised all written agreements?
• Payment schedules need to be clear.
• Does the employer need to pay for any extras like qualifications or modules?
STEP 8
TAKING THINGS FURTHER WITH US
AREAS OF APPRENTICESHIP
CONSULTANCY AND TRAINING
Apprenticeship ReadinessReview your organisational readiness for the reforms, taking into consideration skills and capabilities, local and national position and future funding requirements.
Defining your Apprenticeship OfferDesigned to help you identify employer demand against local skills gaps now and in the future. Determine how this can be used to help shape your Apprenticeship offer for the new occupational standards.
Employer Engagement CPDSpecifically designed for sales and business development managers within further education, to help develop strategic relationships with levy and non levy paying employers, including developing a USP and pitch preparation.
Support for Teaching and Learning CPDTraining to support assessors moving towards a more Teaching and Learning based role. This will improve Teaching and Learning practices with a clear focus on the apprentice learning experience.
THE APPRENTICESHIP
CONSULTANCY PROCESS
Understanding your needs
Research and review
Define and develop solutions
Implement change
Evaluate impact
For more in-depth
support we can
offer a range
of paid for
consultancy
services.
UPCOMING
WEBINARS
Monday 28 November, 3.30 – 4.30pm
An Employer Engagement
Master-Class
To register now please visit
www.cityandguilds.com/apprenticeships/news-events/webinar
Any questions?