nlao – active inclusion of young people 15 november 2010 birmingham apprenticeship scheme (bas)...
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NLAO – Active Inclusion of Young People
15 November 2010Birmingham
Apprenticeship Scheme (BAS)
Graham Edwards, WNF Strategy & Implementation Manager
Janet Chisholm, BAS Project Manager
The project addresses Birmingham’s strategic priority:
• “Preventing young people becoming the long term unemployed of the future”
Birmingham Background:
• Young people 16 - 18 Not in Employment, Education or Training (NEETs):
• 2005 – 14.3%• 2009 – 7.7%
• However, in areas of deprivation currently ranges from 13.5% - 25%
• Not available for the labour market – 14.7%
• 18 -24’s unemployed – 13,380 – 21.6% of the working age population
3 Main NEET Categories Open to learning, positive experience of school,
optimistic about the future (41%)
Undecided about education and training, no significant barriers, dissatisfied with opportunities available to them
(22%)
Sustained for 6 months+, negative experience at school, left with few or no qualifications, likely to have unemployed family members, barriers to entering learning (38%)
Being NEET is Costly:• Long term effects of being NEET on young men:• 4 x more likely to be out of work (cost of benefits and
loss of tax revenue)• 5 x more likely to have a criminal record (cost to the
criminal justice system)• 6 x less likely to have qualifications (lower potential
earnings and loss of tax revenue)• 3x more likely to have depression (cost to the National Health Service)
Important to note:
• 75% of young people nationally never experience not being in employment,
education or training
BAS Project Summary• Aims:• To increase both the range of sectors and the
range of employers, primarily SME’s, engaging with
apprenticeships • To increase Birmingham’s competitiveness and
productivity through up skilling• 150 Apprenticeships for young people from
deprived areas• 16 – 24 year old target group
Achievements to date:
• 119 - Obtaining a job and starting an apprenticeship
• 93% – retention rate (8 left before their mentor was in place)
• 9 due to start during November• 100 Workplace job mentor/coaches in training• 80 employers engaged
Apprenticeships being delivered:
• Engineering• Production• Hospitality and
Catering• Customer Services• Advice and Guidance• Teaching Assistant• Information Technology• Health and Social Care
• Sport and Leisure• Accounting• Sports Coaching• Plumbing• Construction• Business
Administration• Butchery• Childcare
The Project requires that:
• Employers sign a contract with BCC to employ the apprentice for 2 years
• The employer defines an appropriate staff member as job mentor/coach to participate in a programme over
a 6 month period• The mentoring is focused on the Employability Essentials to provide the apprentice with a good
start in their working life• The apprentice participates in a full apprenticeship
to receive a nationally recognised qualification
Employability Essentials – are caught not taught
Motivation
Self reliance
Self-confiden
ce
Positive mental attitude
In return the project provides:
• Wage subsidy up to 1 year at minimum wage for 30
– 40 hours per week• Apprentices with some specialist equipment
they require to do their job• Mentoring and Coaching training for the in-
company employee to support the apprentice• Enhanced employability essentials for the young
person
Mentoring and Coaching Programme
• Aligned to National Occupational Standards• Workshops – 1 full day + 4 x ½ days over 6
months– Practical– Workbased– Set in context– Experiential– Supported with a toolkit and logbooks
Essential Skills for Coach/MentorsRapport and trust Asking insightful
questions
Providing feedbackencourage action
Active listening
The job mentor/coach must have:
the ability to act as a positive role model, demonstrating the Employability Essentials in the workplace
the ability to promote discovery for the apprentice
Thank you
Q&A