apprenticeships making things happen in the social care sector

Apprenticeships making things happen in

the social care sector

Welcome and Introduction

Reg Smith - Facilitator

Housekeeping•No test fire alarms planned•RVP – front of the hotel•No smoking•All mobiles off/silent

Event objectives•Raise awareness and understanding amongst social care employers

•Promote engagement and participation•Identify the capacity and development needs of employers to be able to meet DH aspirations

•Demonstrate how collaborative work with a range of initiatives/services for employers can achieve this

•Demonstrate how the National Apprenticeship Service provides an end to end service to support you with all the above

Making Things Happen in Social Care 2 February 2010

National Apprenticeship Service

Dr Jon Nay, Regional Apprenticeship DirectorEast of England

23 June 2009Skills and Business Expo

Background

Apprenticeships, A Real Success Story

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Background Apprenticeships, a real success story

• Expansion of Advanced Apprenticeships for young adults

• Focus investment on sectors and markets with growth potential – hence focus on sectors with key growth potential – life sciences, digital media and technology, advanced manufacturing, engineering, construction and low carbon energy

• Boost numbers and availability of Level 4 apprenticeship frameworks and HE Opportunities

• 35,000 new advanced and higher level apprenticeships over next 2 years and further expansion in subsequent years

• Key role played by Local Authorities in procurement and economic development – in addition to own role as major employers

National Skills Strategy

• Build a virtuous ladder of progression – young adult to adults, Level 2 to 4 and beyond

• Meet the 1 in 5 target by 2020

• Implement our Employer Engagement Strategy

• Develop close working links with Brokerage organisations and region partners

• Ensure that the public sector sets the benchmark for engagement with the apprenticeship initiative.

The Eastern Region

Launched in April 2009

The National Apprenticeship Service has end to end responsibility for Apprenticeships in England

The National Apprenticeship Service

The National Apprenticeship Service?

About Us

• To expand the number of Apprenticeship places offered by employers, including those in the public sector

• To increase the number, quality and background of those applying for Apprenticeships, and in particular supporting 16-18 year olds

• To make it easier for employers and individuals to search and apply for vacancies through the online Apprenticeship Vacancies System

• To ensure that the funding for Apprenticeship places is available, responsive to need and delivers value for money

Our Priorities for 2009 - 2010

The National Apprenticeship Service?

About Us

• Develop and implement Service Quality Standards to all key stakeholder groups

• Ensure that the funding for Apprenticeship places I available, responsive to need and delivers value for money

• Develop high quality data and management information

• Deliver a marketing and communications strategy

• Develop a policy analysis programme which focusses on the immediate and longer term needs to improve the quality of Apprenticeships.

Our Priorities for 2009 - 2010


Apprenticeship

Vacancies

Landscape

www.apprenticeships.org.uk


Thank you

Making Things Happen in Social Care 2 February 2010


Teresa Logan, Employer Services DirectorEast of England

To expand the number of Apprenticeship places

offered by employers

Employer Services Team

Our Main Priority

•Dedicated team of managers

•Wealth of knowledge of Apprenticeships and how they would benefit your business

•Provide information of the training and funding available

•Provide dedicated recruitment service


What we can offer

•Web based online system that can be accessed by potential apprentices

•Allows Learning Providers and Employers to easily submit apprenticeship opportunities using a common format

•Enables individuals to search and view apprenticeship vacancies nationally

•Matches employer’s apprenticeship vacancies with potential applicants

•24,183 Candidates currently registered on the system in East of England.


Apprenticeship online service


Access to website

Apprenticeship Grants for Employers of 16 and 17 year old apprentices

AGE 16 and 17


•The National Apprenticeship Service will provide up to 5,000 Apprenticeship Grants for Employers recruiting 16 and 17 year olds (AGE 16 and 17)

•The £2,500 is in addition to the cost of training which for young people (aged 16-18) is already fully met by the National Apprenticeship Service


What is AGE 16 and 17?

• Small and medium sized employers are particularly encouraged

• Employers that otherwise would have financially struggled to recruit an apprentice

• No limit to the number of apprentices that can be supported by any one employer

• Small public sector employers can receive the grant where this supports the organisation to achieve a more diverse workforce


Which employers are eligible?

• From now until the end of March 2010

• Employers will receive a quick response, either through the National Apprenticeship Service or through their training provider, on whether the Apprenticeship Grant is available.


When will AGE 16 and 17 be available?

• 16 and 17 years old not currently in employment, training or learning

• Learners must start before their 18th birthday and before March 31st 2010


Which young people are eligible?

• Once the young person is confirmed in employed status and signed up for an Apprenticeship

• Payments will be administered by the National Apprenticeship Service

• Employers will receive the grant in 2 payments:– £1,500 when a young person starts their Apprenticeship– £1,000 after 12 weeks of employment


How will employers receive the grant?

To apply for AGE 16 and 17 is simple and straightforward.

Call the National Apprenticeship Service

on 08000 150 600

or visit apprenticeships.org.uk

The National Apprenticeship Service will help employers to find a suitable training provider to deliver the training programme and to recruit an

apprentice through the Apprenticeship online service


http://www.apprenticeships.org.uk/


Thank you

we help to improve social care standards

Apprenticeships: Professionalising the Social Care Sector.

Types of Apprenticeships

Young Apprenticeships 14-16 based in school, following the Core Curriculum, delivered through partnerships

Apprenticeships at Level 2 (Work based)

Advanced Apprenticeships at Level 3 (Work based)

Apprenticeship Framework in H&SC

* “Functional Skills” are being piloted in some areas to replace Key Skills

Framework 236: Health and Social Care Apprenticeship and Advanced Apprenticeship

Apprenticeships components Advanced Apprenticeships

Competence-based elementLevel 2 NVQ in Health & Social Care Level 3

Knowledge-based elementLevel 2 Certificate in Health and Social Care Level 3

Key Skills*Level 1 Application of Number Level 2

Level 1 Communications Level 2

Additional employer requirementsAlthough none are specified, further guidance is being created to aid use of this component

Employment rights and responsibilities

Apprenticeship Aspirations & Figures

• Apprenticeships are to be a mainstream education option for 16-18 years olds

• 1 in 5 young people to undertake an Apprenticeship within the next decade (currently 1 in 15)

• Apprenticeships are to be an opportunity for adults making a step change in their career

• H&SC framework completions have risen from 22% to almost 60% in 4 years

• The difference between achieving the full HSC Apprenticeship and the NVQ only is 6% and 8% for Advanced Apprenticeships

Who can be an Apprentice?

• Open to all ages (Training Subsidy/Grant from the LSC is subject to availability)

• New recruits to the sector• Existing staff as part of ongoing development

and CPD• Non Social Care staff can also participate on an

apprenticeship programme

Why Apprenticeships76% say that apprenticeships provide higher overall productivity;

80% feel that apprenticeships reduce staff turnover;

77% of employers believe apprenticeships make them more competitive;

83% of employers rely on their apprenticeships programme to

provide the skilled workers that they need for the future; Source -National Apprenticeship Service Website

More business benefits88% believe that apprenticeships lead to a more motivated and

satisfied workforce;

In terms of the return on investment linked to apprenticeships, 41% say that their apprentices make a valuable contribution to the business during their training period, while a further third (33%) report that apprentices add value within their first few weeks (or even from Day One);

57% report a high proportion of their apprentices going on to management positions within the company;

Over three-quarters of respondents expect apprenticeships to play a bigger part in their recruitment policy in the future.

Source -National Apprenticeship Service Website

Skills for Care Vision

Social care employers see Apprenticeships as the first choice for professionalising the sector’s workforce, complimenting

‘Working to Put People First: The strategy for Adult Social Care Workforce in

England’

Skills for Care NAT: Aims

• Raise awareness and understanding amongst stakeholders

• Promote engagement and participation• Develop capacity of supply side and employers

to improve quality of provision• Meet the DH target

General Objectives• Design, produce and distribute targeted

resources to internal and external stakeholders• Effective National Apprenticeship Service &

LSC engagement at national and regional levels

• Evolution of the framework to address NTOW pathways and other priorities (e.g. dementia pathways)

• Evolution of the framework to address QCF• Link to employment and training initiatives

Achieving General Objectives

This will be accomplished through distinct streams of development in:

• Recruitment• Retention and sustainability• Marketing, promotion and publicity• Development of new Social Care pathways• Targeted Apprenticeship pilots

• Males into Care• Train to Gain to Apprenticeship progression• Non social care roles in social care settings• Personal Assistants• Domiciliary Care

Skills for Care National Apprenticeship Team (NAT)Project Managers have geographic and pilot lead responsibilities

• Debbie Moonasar: Tel 07929 463 650– linking with London, South East and South West– overseeing “T2G to Apprenticeship Progression” and “PA pilot”

• Theresa Chilton: Tel 07817 764 283– linking with North West, West Midlands and North East– overseeing “Domiciliary Care” and “Pre 16 to Post 16 Apprenticeship

Progression”

• Voyta Camek: Tel 07971 076 956– Linking with East of England, East Midlands and Yorkshire & Humber– overseeing “Gender” and “Non-care roles in a Social Care setting”

Useful LinksCareer pathways E-Tool www.skillsforcare.org.uk/careerpathways

For more infoCall Skills for Care information team on0113 245 1716 orEmail [email protected]

The National Apprenticeship Servicewww.apprenticeships.org.uk

For Career progressionwww.skillsforcare.org.uk/careerpathways

http://www.skillsforcare.org.uk/careerpathways

mailto:[email protected]

http://www.apprenticeships.org.uk/

Removing Barriers 16-18 Personal Care• The Commission for Social Care Inspection (CSCI) and the Department of Health

have worked closely to develop a more flexible approach, allowing 16-18 year olds to provide personal care as long as they are suitably trained/competent and are appropriately supervised.

• The new guidelines also make it clear that care homes must fulfil appropriate regulations and the person who receives the care must have their choices respected as far as possible regarding who performs the task for them.

• “This flexible approach to the regulation means that the dignity and safety of people who use services is balanced against the aspirations of young social care workers to play a full role in their establishments.

• “It removes unnecessary barriers to recruiting and retaining young staff when the recruitment and retention of staff is a massive challenge for our sector especially as we estimate we will need at least 2 million care staff by 2025. “It will also help employers recruit young workers into our sector and help retain them, as they will now be able to carry out the full range of duties based on their competence not just their date of birth.”


Insert date here

Insert title here

Thank you

Voyta Camek

Skills for Care

National Apprenticeship Team

Mark Bilby

Regional Lead

Skills for Health and East of England

We cover the whole health sector:NHS

Independent / private

Voluntary employers

We cover all UK Nations and Regions:9 English Regions

Northern Ireland

Scotland

Wales

Skills for Health:

Strategic Vision

‘Develop a skilled flexible and productive workforce for the whole health sector in all UK nations, to raise the quality of health and healthcare for the public, patients and service users’

Strategic Aims 2010-15

Develop a more skilled, productive and flexible workforcePromote better jobs, careers and

sustainable employmentDevelop appropriate employer led

qualificationsBuild workforce development capacity and

capabilityContinuously improve our organisational

performance

The Health sector:

The sector is a large source of employment for the UK - employing almost 7% of the entire working population

Following unprecedented growth over the last decade, the workforce is likely to decline from 2011 in the wake of the recession

Reported skills shortages are currently low and declining – down to only 4% in 2007

Reported skills gaps tend to be in technical, practical or job specific areas

Drivers for change 1

Demographic change:

People are living longer. The working age population is falling and the balance between young and old is shifting. This is increasing demands on health systems and health and social care spending. A higher priority will need to be given to meeting the needs of people with age related disorders, more efficiently.


Economic conditions:

The global economic recession has impacted on funding for health and social care. After a period of unprecedented growth, budgets and resources are set to be significantly tighter from 2011 and over the next few years.


Lifestyle Risk Factors:

Lifestyle risk factors such as obesity; changing patterns of alcohol consumption and sexual behaviour are driving the demand for health care with an emphasis on cross government strategies aimed at prevention.


Shifting disease burden:There is an increasing prevalence of long

term conditions such as diabetes, arthritis, heart failure, chronic obstructive respiratory disease and mental illness. Some are linked to lifestyle and many co-exist leading to increasingly complex patient needs and morbidity.


Health inequalities:

The health gap between more and less affluent groups persists with the possibility that this could be exacerbated by the effects of the recession, particularly employment and constraints on public spending.


Public expectations:

People have rising expectations of the health care sector together with an increasing sophistication and capacity to access healthcare information. This is shifting the balance of power between health professions and patients.


Medical and technological advance:

New forms of diagnosis and treatment are contributing to long term improvements in the population’s health. Advances in genetics, gene and stem cell based therapies will deliver benefits over the longer term but have implications for future spending and ethical issues for the professions and society.


Globalisation:Healthcare in the UK is increasingly

affected by international factors such as workforce mobility, both into and out of the UK, European legislation (for example the impact on Junior Doctors hours of European Working Time Directive) and sophisticated communication.


Combined effects of Government policies:

There are numerous and diverse policies across UK Governments impacting on the funding, commissioning and delivery of services, the drive for quality improvement, human resources and workforce development.

Responding to demand:

Greater responsiveness to needs and expectations.The emergence of new models of service.An increased focus on public health and

prevention.Shifting from hospitals towards community care.Enhanced supported self care.Increased use of independent and third sectorUtilisation of health innovations and medical

advances.

East of England

Regional Context

East of England Strategic Health Authority cover the counties of Suffolk, Norfolk, Cambridgeshire, Essex, Bedfordshire and Hertfordshire

East of England SHA has 18 Acute Trusts (10 FTs), 7 Mental and Social Care Trusts (5 FTs), 14 PCTs and 1 Ambulance Trust

19 Private and Independent Hospitals operate throughout East of England

Regional Context

The East of England has a population of 5.7 million, 11% of the population of England31% of population will be over 60 by 2028

compared with 21% in 2004Health is 7% of the regional workforceThe private and independent sector accounts

for 30% of all employment across health8% 16-24 yr olds employed in the health sector28% 45-54 yr olds employed in the health sector

Employer engagement & structures

Overarching driver is ‘Towards the Best Together’11 PledgesDeveloped with Clinicians, Staff and Partners

County Workforce Groups (CWG) lead on workforce issues at a county level; funding devolved directly from MPETClinical Programme Boards lead on

Improving Patient SafetyImproving Patient ExperienceDarzi 8

Skills Plans for the Region

Regional Health Sector Skills Agreement (November 2007) & 2009-10 Action Plan East of England was the first region to develop and launch a Health Sector Skills Agreement. Year 1 action plan successfully implemented. Year 2 Action Plan agreed and published, implementation underway

Apprenticeships

Skills for Health and AimHigher Healthcare Strand developed an employer apprenticeship learning network which supports the implementation of apprenticeships Around 200 apprenticeships worked up and ready to go518 regionally

Beds 73Essex 90 Norfolk 90Suffolk 68Herts 66Cambs 155

Alliance Activity

The East of England Regional Skills Forum oversees production of Sector Skills Agreement (SSA) and annual Action Plans Public Services Group in place as part of Skills for

Business NetworkSkills for Care Regional Strategy GroupThe East of England Public Services Action Plan 2009

East of England was the first to develop a joint Health and Social Care Skills Strategy and has now been extended to become a Public Services Skills strategy. It is an amalgamation of six sectors’ SSAs with a joint action plan to address common issues

Skills for Health Key Imperatives

By 2012/13 Skills for Health will have:Supported employers to achieve high quality patient services while delivering significant, quantifiable productivity gains through workforce transformationIncreased the number of apprenticeship completionsEnabled more individuals to progress from welfare into work in the health sectorIncreased the uptake of appropriate qualificationsSupported employers and individuals to improve numeracy and literacy levelsKept reported skills gaps at an acceptably low levelImproved our internal efficiency

Contact Details

[email protected]

07909 871844


“Consider together the presentations you have heard and prepare, in a priority list, questions you would like to put to either an individual speaker or to the whole

panel of speakers”

PanelDr Jon Nay, National Apprenticeship Service

Teresa Logan, National Apprenticeship Service

Voyta Camek, Skills for Care

Mark Bilby, Skills for Health

LunchBack for 1.15pm

Jobcentre PlusSupporting Business Kerry DuthieEmployer Engagement ManagerCambridgeshire and Suffolk

Internal 29.1.10 01

Vacancies advertised in over 1,000 high street outlets Nationally through touch screen

Jobpoints.

Vacancy automatically advertised on our website www.Jobcentreplus.gov.uk

Over 800,000 user hits on website nationally each week.

Employer Direct – 0845 601 2001.

What We can offer

Document title

Internal 00 Month 2000 02

http://www.jobcentreplus.gov.uk/

What We can offer

Document title


Work TrialRecruitment SubsidyCustomised Training/Job Preparation (depending on availability of funding)Local Employment PartnershipsYoung Persons Guarantee

Our Commitment to you

Document title


•Help you fill vacancies quickly.

•Help you fill vacancies with the right people.

•To enable us to do this, vacancies should ideally be for employment of 16 hours or more per week (to enable Working Tax Credits to be claimed).

Our Commitment to you

Document title


Cambridgeshire and Suffolk Kerry Duthie – Employer Engagement ManagerTel: 07800 676166Email: [email protected]


02.02.2010

‘World Class Apprenticeships’

Making it a reality in the Eastern Region

Michelle Vinall

Regional Development Officer

Celebrating success: Awards

• SfC Accolades included a category for Apprenticeships for the first time this year.

• Successful nominees were invited to attend a Gala Award Ceremony in London on 3rd December 2009 and Oxfordshire County council won this category.

• Nominations open for 2010 Accolades on 25th February at our national conference – we need eastern region applications to celebrate your success!

• Support for Eastern applications via series of workshops in March across the region – see website for details.

The way forward:We will continue to promote Apprenticeships through existing

activities: • Care Ambassadors • Brokerage/TSI partnership employer events• Connexions and JCP events• Newsletters and e-news articles

AND• National and regional SfC employer and training provider events

throughout 2010/11. • Working collaboratively with East of England & National

Apprenticeship Services, (NAS/AVMS)

Employer Champions: The BackgroundEmployers are a key stakeholder and crucial to the success of

Apprenticeships

Social Care Employer Champions are essential to promoting the benefits of our Apprenticeships

Employers benefit from fully understanding the programmes they are engaging with

Employer Champions can fully appreciate, support and promote the benefits of the components that make up the Apprenticeship framework - we need more!

Employer Champions –the commitment :• attending a face to face national briefing• participating in tri-monthly teleconferences • provide case studies and quotes • be available for interviews and virtual consultations• be available for a year as a Champion• effectively promote the Apprenticeship programme in Social

Care• provide occasional advice on Apprenticeships to other

employers in the region from a similar part of the sector• promote the business benefits and the benefits to those who

use services of fully qualified apprentices• promote the recruitment and retention benefits of

Apprenticeships

Resource support

• Developing ‘Employers Toolkit’ To support the ERR requirements of the new specification for

apprenticeships

• Developed marketing materials for potential apprentices- ‘I Care Career Pathway e-tool and social care recruitment CD ROMs, leaflets and case studies.

• Developing sub-regional recruitment and retention groups to bring together key partners to drive this agenda forward in eastern region

What else do you need?

Apprenticeships: Eastern SfC PilotsNorfolk, Suffolk Care Support :

• T2G progression pilot for Norfolk and Essex to begin 30.01.10. Cohort of 30 from Essex and Norfolk planned. 25 of which are to be 25+ age range, 5 in 19-24 age range.

• Norfolk Adult Social Services / PVI Rotational Domiciliary Care / Male (only) combined Pilot to begin 30.01.10. Support from Future Jobs Fund, JCP and other regional stakeholders as well as SfC. Cohort of 15, at least 5 males targeted. Mentor support scheme built in.

Apprenticeships: Eastern SfC Pilots

Hertfordshire County Council / Hertfordshire Care Providers Association:

• PA pilot to be commenced with HCPA. Cohort of 10-12 to be identified by 30.03.10, start after 30.06.10 with view to completion in Dec 2011. Mentor support scheme to be built in.

Suffolk County Council:• Non Social care roles in a social care setting. Under

development to take forward later in 2010.

Apprentices Career progression opportunities (From Level 2 )• Level 3 advanced apprenticeship or NVQ only, subject to

progression into a suitable level 3 work role.

• From level 3 Apprenticeship to Care Management roles and qualifications.

• Progress into Higher Education: i.e. nursing or social work degree courses

• The new SASE will include UCAS credits for apprenticeships to

support this (min 37 credits for level 2 framework)

And finally….thank you!

If you are social care employer or provider already supporting apprentices or thinking about doing so and feel working with Skills for Care could add value to your on-going developments please contact me:

• Eastern region: Michelle Vinall

Regional Development Officer- Employer Engagement

[email protected]

07794 622668


www.hertsdirect.org

Apprenticeships: Recruiting Younger People into Social Care

Hertfordshire Adult Care Services

2005 -2010Paul Rainbow – Senior Learning and

Development Officer for Work Based Learning

www.hertsdirect.org

Why Apprenticeships?

Through research and workforce planning we have come to realise that the workforce in Hertfordshire is not getting any younger and we are not attracting younger people into our organisation

www.hertsdirect.org

The ACS workforce (Feb 08 Figures)

Area Under 25 Over 55

Elderly and Physical Disability Social Work teams

2% 30.1%

Community Learning Disability Teams

0% 23.4%

Day Services 5.4% 28.6%

Supported Living 5.3% 21.3%

www.hertsdirect.org

The Hertfordshire Social Care Workforce

Information from the National Minimum Data Set (NMDS) March 08 states that:

Only 14% of the social care workforce in Hertfordshire is under 30

www.hertsdirect.org

Our Apprenticeship SchemeA programme to support young people into social care. As well as completing valuable work experience in our services they also complete the following at college:

• Key skills in Numeracy and Literacy• Skills for Care Induction• European Computer Driving Licence• Btec in Health and Social Care• NVQ 2 in Health and Social Care

This equates to 1 day a week at college and 4 days a week working in one of our services.

www.hertsdirect.org

Where did we find them

Connexions,

Colleges,

Leaving care service,

Open day

Word of mouth

www.hertsdirect.org

Our Apprentices2007

Of the nine that finished the course:

1 went on to university to study a social care related degree

8 went onto work for ACS or one of the local PVI providers

www.hertsdirect.org

Apprenticeship scheme 2008 (1 year)Cost Amount

Salary (F/T) for 12 months

H1 grade: £13,062 (+ 22% on costs)

6 months paid for by L&D

6 months paid for by services as the apprentice will be slotted into a vacant position once they have completed the first 6 month “probationary period”

Fees for qualifications Free as paid for through College funding such as “Train to Gain”

TOTAL: £15,935.64 per person

10 apprentices = £159,356.40

www.hertsdirect.org

Breakdown of costs80% time working in the services Salary cost £12,748.51

20% college / learningTraining cost £3187.13

This time L&D are investing: £7967.82 per apprentice

The services are also investing: £7967.82 per apprentice (paid for as part of the staffing establishment – as they will be slotted into vacant positions after completing their 6 month probation period)

www.hertsdirect.org

Benefits

• The development of a younger social care workforce

• Potential of highly employable, well motivated staff who have the necessary core values and relevant qualifications

• Service users, especially those in transition, can be supported by staff from their own age group

• The scheme will raise the profile of care work, amongst the younger generation

www.hertsdirect.org

Information for you…..

If you want to avoid re-inventing the wheel we are happy to send people copies of our scheme brochure and the apprentices contract.

Please email me on:

[email protected]

Apprentices – impact by MARK

BILBY

Q1. What actions do you feel able to take following today to promote the engagement of apprentices within your organisation?

Q2. What further support do you feel you need to achieve these?

Closing Remarks

Reg Smith - Facilitator

apprenticeships making things happen in the social care sector

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