EMPLOYER MODERN APPRENTICESHIP HANDBOOK
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inverness.uhi.ac.uk
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WELCOME TO INVERNESS COLLEGE UHI
Thank you for choosing Inverness College UHI as a training provider to support your Modern Apprenticeship programme.
As a customer of Inverness College UHI, you will have a dedicated College Account Manager, who will work with you to provide a single point of contact for all of your training and development needs.
Each year we work with more than 200 employers across a wide range of sectors. As one of the largest providers of training and development programmes in the Highlands and Islands, we have a strong track record of delivering high quality training to business, as recognised by our achievement of the College Development Network Award for Transformational Impact on the Highland Region in 2015.
We hope you find this handbook helpful. If you have any suggestions as to how we could improve it, or our services to you, please do not hesitate to contact us. If you would like to join other employers in shaping the services that we provide to you and the industry sector within which you operate, please call the Business Solutions Team on 01463 273666 or speak to your Account Manager about our Curriculum Advisory Groups.
We offer a mix of high quality programmes including Modern Apprenticeships, Further, Higher and post graduate education, as well as customised flexible short courses, all aimed at giving businesses a competitive edge. The education sector, like many others, uses terminology and acronyms that are not familiar to those outside of the industry. We have tried to keep these to a minimum but new terms have been emboldened and are explained in the glossary at the back of the handbook.
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CONTENTS
Welcome to Inverness College UHI.......................................................................................... 2 Modern Apprenticeship Programmes...................................................................................... 4 Apprenticeship Levy.................................................................................................................. 4 Skills Development Scotland.................................................................................................... 4 Modern Apprenticeship ‘Frameworks’..................................................................................... 4 The Apprenticeship ‘Family’ – Foundation and Graduate Apprenticeships........................... 4 Scottish Vocational Qualifications (SVQ).................................................................................. 5 Knowledge and Understanding................................................................................................. 5 Core Skills.................................................................................................................................. 5 Eligibility..................................................................................................................................... 5 Keeping Inverness College UHI Informed................................................................................ 6 Summary.................................................................................................................................... 6 Recruitment and Induction of Modern Apprentices................................................................ 7 Recruitment............................................................................................................................... 7 Initial Assessment..................................................................................................................... 7 Employing a Modern Apprentice............................................................................................... 7 Induction..................................................................................................................................... 8 Learning Documents................................................................................................................. 8 Summary.................................................................................................................................... 9 Supporting High Quality Modern Apprenticeship Programmes............................................10 Reviewing the Modern Apprentice’s Progress........................................................................10 Additional Support....................................................................................................................10 Summary...................................................................................................................................10 Continuous Improvement.........................................................................................................11 Employer Review Meetings......................................................................................................11 Curriculum Advisory Groups....................................................................................................11 Employer and Apprentice Surveys...........................................................................................11 Summary...................................................................................................................................12 Other College Training and Education.....................................................................................13 Training and Qualifications.......................................................................................................13 Recruiting and Training Adults................................................................................................13 Advertising General Vacancies to Students............................................................................13 Policies and Procedures..........................................................................................................14 Equal Opportunities..................................................................................................................14 Useful Equal Opportunities Legislation and Information Sources........................................15 Customer Feedback and Complaints Policy...........................................................................18 Other Support Offered by Inverness College UHI...................................................................18 Glossary of Terms.....................................................................................................................19 Contacts at Inverness College UHI......................................................................................... 21
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modern apprenticeship programmes The aim of Modern Apprenticeship programmes is to produce adaptable, multi-skilled staff who can meet the needs of your business in the present and the future. Employing a Modern Apprentice means making a commitment to invest in their learning and personal development. In return, the Apprentice makes a commitment to work for the benefit of your organisation. This is formalised in an Individual Training Plan, which is signed by all parties. apprenticeship levy From April 2017, employers operating within the UK who have an annual payroll which exceeds £3 million will be required to pay an Apprenticeship Levy. At the time of writing, details of the levy and how it affects employers in Scotland are still emerging. The following link will take you to a website containing the most upto-date information: https://www.apprenticeships.scot/ take-on-an-apprentice/apprenticeship-levy/ Skills Development Scotland Each year, over 25,000 people start a Modern Apprenticeship combining a qualification with on-thejob experience. This enables people to work, learn and earn at the same time. Skills Development Scotland contributes towards the costs of their training, through Inverness College UHI as a training provider working with business.
Modern Apprenticeship ‘Frameworks’ The content of an Apprenticeship is documented in a framework, produced by the relevant Sector Skills Council in consultation with industry. Whilst we can add additional learning and qualifications to the framework, it states a minimum learning requirement for a Modern Apprenticeship programme. The length of time required to complete the framework depends upon the skill area, the individual abilities of the candidate and the on-the-job experience that you are able to offer. The framework will often include industry-specific requirements, together with optional units, which enable us to tailor the learning programme to employer requirements, or the Apprentice’s job role. An Assessor with experience in your industry sector will help to establish which Modern Apprenticeship Framework is most relevant to your skill requirements and job roles.
Skills Development Scotland support for employers includes tailored skills advice and funding for workforce development. Recognising the benefits this brings to employers, individuals and the economy, SDS is committed to increasing the number of Modern Apprentices starting each year to 30,000 by 2020. The Scottish Government website for apprenticeships provides up to date information regarding taking on a Modern Apprentice at: https://www.apprenticeships. scot/take-on-an-apprentice/
The Apprenticeship ‘Family’ - Foundation and Graduate Apprenticeships Foundation and Graduate Apprenticeships are recent additions to the Apprenticeship “family”. Foundation Apprenticeships are undertaken, often alongside Highers or other qualifications, by students whilst they are still at school. Foundation Apprenticeships often cover the first year of a Modern Apprenticeship framework, providing the employer with the opportunity to employ a Modern Apprentice who already has relevant skills – offering an earlier return on investment to the business. Graduate Apprenticeships provide an opportunity to undertake qualifications up to and including degrees, whilst working for an employer as an Apprentice. The College has a growing range of Foundation and Graduate Apprenticeships available and is keen to work with employers. Please ask your account manager for more information and/or refer to the Apprenticeship Family section later in this handbook.
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Scottish Vocational Qualifications (SVQ) Modern Apprenticeships are based on SVQ levels 2, level 3 and in some frameworks, level 4. All Modern Apprenticeship frameworks include an SVQ, core skills and some include taught qualifications and enhancements. SVQs are national standards for work-based qualifications, which define what candidates should do and what they should know to be qualified as competent at the specified level of performance. As an employer, it is essential that you provide Modern Apprentices with an opportunity to put their skills into practice. Modern Apprentices collect evidence of their work in a portfolio (either paper based or electronic) as proof of competence, which is assessed against the requirements of the SVQ standards by one of our Assessors, usually in the workplace. Assessment will be regular and planned, in accordance with the needs of the Modern Apprentice and the employer. All Assessors are occupationally competent in the vocational areas in which they assess.
attend Core Skills sessions either as part of their off -the- job training or as infill into an existing class. A few frameworks have the Core Skills embedded into the SVQ units and are delivered in an appropriate vocational context. We would ask that you encourage your Modern Apprentice to give Core Skills their full attention and support them in any project work. Your Assessor or Account Manager will be able to provide further information about any aspect of the Apprenticeship framework. ELIGIBILITY To enrol on Modern Apprenticeship programmes, people must be: • over 16 years of age • in paid employment • not in full-time education
Knowledge and Understanding The formal knowledge and understanding (theory) that the Modern Apprentice needs to complete the SVQ and become competent in their job role is usually provided through off-the-job training by Inverness College UHI. Knowledge and understanding are increasingly being delivered through taught qualifications, for instance National Certificates or Higher National Certificates, at one of our campuses or training centres, usually on a day or block release basis. The qualifications required are specified in the Modern Apprenticeship Framework document and include a range of nationally recognised qualifications which vary in length according to their technical content. It may be possible for theory qualifications to be delivered on your premises if this is economically viable. Your dedicated Account Manager or Assessor will be happy to provide details of delivery times and models available in your sector. Core Skills The inclusion of Core Skills in frameworks adds value to the programmes through the training, assessment and certification of transferable skills. Core Skills help people to develop a range of skills that employers have identified as being essential within the workplace. Each framework identifies the appropriate level of Core Skills for your industry. The five Core Skills are: Communication; Numeracy; Information and Communications Technology; Working with Others and Problem Solving. Core Skills are an integral part of the framework and must be completed before certification can be requested. Your Modern Apprentice will be required to
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You may already have an employee who is eligible for a funded Modern Apprenticeship Programme. Please contact your Assessor or Account Manager if you would like further information. Other eligibility rules apply and can be changed from time to time by Skills Development Scotland. The eligibility rules that apply at the time of going to press are shown in the glossary on page 20.
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Keeping Inverness College UHI Informed Although Apprentices are your employees, Inverness College UHI retains some responsibility for their learning due to the Government-funded nature of Modern Apprenticeship Programmes. This means that we need you to keep us informed of any changes in a Modern Apprentice’s details. In order that we can complete the required paperwork, please advise Inverness College UHI if any Modern Apprentice: • Takes an authorised absence of more than 21 calendar days or unauthorised absence of more than 10 consecutive working days • Changes their name or address • Declares their intention to leave the programme or is going through a Disciplinary Procedure • Is injured at work – in order that we can arrange to complete the relevant Health and Safety forms • Wishes to change their programme of study
Summary
Employer Commitment
Your Assessor Will
Provide the College with relevant information about a potential Modern Apprentice’s employment and job role.
Advise on the framework which is most suitable for the required job role.
Provide opportunities for the Modern Apprentice to gather work based evidence to support the completion of their qualifications.
Plan and implement training and assessment, in accordance with awarding body quality standards.
Enable Modern Apprentices to attend relevant skills development and training sessions as agreed.
Advise you of non-attendance of your Modern Apprentice at any agreed training or assessment session.
Keep Inverness College UHI informed of changes to Modern Apprentices’ circumstances.
Keep you informed of any changes to training delivery arrangements.
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RECRUITMENT AND INDUCTION OF MODERN APPRENTICES
There will be a number of processes that you will carry out when any new employee joins your company. This section concentrates on the additional processes that are necessary for young people starting employment with you on the Modern Apprenticeship programme. Recruitment Finding the right person can be challenging. In addition to your own recruitment activities, we can help you in the following ways: • Advising on eligibility for accessing Modern Apprentice funding for each sector. • Advertising your vacancies through the national online Vacancy Matching portal, SDS, the College website and notice boards, events and other media. • Conducting or supporting pre-recruitment activity including: initial long-listing, short-listing, interviews and assessment days - ensuring that only appropriate candidates are referred to you for interview. Please ask your Assessor/Account Manager if you would like further details of this service. Initial Assessment Initial Assessment is a process that we use to help ascertain each apprentice’s level of Core Skills, assess prior learning and establish individual learning needs. The planning of relevant learning, development and assessment of the learner depends upon an accurate analysis of their individual needs. Assessors carry out a thorough assessment of apprentices and their proposed job role prior to commencement of an apprenticeship, so that the programme can be tailored to reflect individual needs. These are documented in the Individual Training Plan. The College can access additional funding if the initial assessment identifies any additional learning needs that a young person may have. This funding will be utilised to provide specialist learning support to assist the successful completion of the apprenticeship framework. See Additional Support for more information. Employing a Modern Apprentice As an employee of your company, an Apprentice has all of the usual employee entitlements under law. Apprentices must be paid in accordance with the national minimum wage regulations in relation to apprentices which can be found at: https://www.gov.uk/national-minimum-wage-rates At October 2016, the current minimum wage for apprentice is £3.40 per hour for apprentices aged under 19 and those aged 19 or over who are in the first year of their modern apprenticeship. All other apprentices are entitled to the National Minimum Wage for their age. National minimum wage rates usually change each October. Work patterns for 16-18 year olds are also subject to legislative restrictions, for instance regarding night working. From 6 April 2016, if you employ an apprentice you may not need to pay employer Class 1 National Insurance contributions (NICs) on their earnings below £827 a week (£43,000 a year). There is also legislation for employers regarding National Insurance contributions which can be found at: https://www.gov.uk/government/publications/ national-insurance-contributions-for-under-25s-employer-guide
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INDUCTION
College Induction • When young people first start on an apprenticeship programme, it is important that they know about their learning and what to expect. The College will undertake an induction with each learner upon commencement of the programme where they will be introduced to the Blackboard VLE (Virtual Learning Environment) which holds all the information on: • Introduction to Inverness College UHI • Basic housekeeping procedures, fire drills protocol etc. • A description of apprenticeships, what the framework covers and what to expect • Equal opportunities awareness training to enable apprentices to identify: •discrimination, bullying and harassment and promote positive attitudes towards others • Advice regarding support mechanisms e.g. progress reviews, support, coaching, • An overview of relevant college procedures, including equal opportunities considerations • An introduction to health and safety in the workplace • The completion of statutory paperwork relating to the funding of apprentices Employer Induction Employers will usually provide a workplace induction to all new staff. We have highlighted below, for your information, some of the topics which you should cover in the induction of your Modern Apprentices: • • • • •
Terms and conditions of employment; these should be in writing Health and Safety at work, including emergency and accident reporting procedures Introduction to the workplace and colleagues Company procedures, rules and regulations – including complaints procedures Equality of Opportunity, including Bullying and Harassment policies
individual training Plan All Modern Apprentices are given an Individual Training Plan. The Training Plan is a document which must be signed by the employer and the apprentice. It is personal to each individual apprentice, including any specific support needs they have. It will include the following details: • Personal details of the apprentice including start date, expected end date and planned attendance • A brief statement of the Modern Apprentice’s employment or career objectives • Details of the full framework content to be achieved and any additional in-house/off-the-job learning they will receive • Any accreditation of prior learning identified • Methods of delivery for training and assessment • Targets for the completion of the SVQ and Core Skills • Planned progress review dates • Any identified support arrangements for the learner The Modern Apprentice’s progress against the Individual Training Plan is reviewed as part of our Learner Progress Review process, which is explained in the next section. Employers, Modern Apprentices and Inverness College UHI are required to sign the learning plan to confirm the commitment of all parties to the successful completion of the Apprenticeship programme. It is important that all parties involved in the process read and agree to the statements contained therein.
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SUMMARY
Employer Commitment
Inverness College UHI Commitment
To recruit Modern Apprentices in compliance with their Equal Opportunities policy and current legislation.
To support the recruitment of Modern Apprentices in a variety of ways.
To provide a working environment that is free from discrimination.
To review learner understanding of Equal Opportunities and alert the employer to any offensive or discriminatory behaviour.
To provide a workplace induction to Modern Apprentices. To provide a full induction to the Modern Apprenticeship programme. To review the Individual Training Plan and commit to supporting activities identified.
To conduct Initial and Core Skills assessments in accordance with quality procedures.
To review and sign documentation relating to the Modern To provide a completed Training Plan for each learner for Apprenticeship programme. signature by the employer.
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SUPPORTING HIGH QUALITY MODERN APPRENTICESHIP PROGRAMMES REVIEWING THE MODERN APPRENTICE'S PROGRESS Formal Learner Progress Reviews are carried out by a member of college staff. The first review is completed after the induction period and then at least every thirteen weeks, in accordance with programme rules set out by Skills Development Scotland (SDS), to ensure that the learner is making good progress. The Learner Progress Review is a chance for the line manager or supervisor, the Modern Apprentice and the assessor to discuss the learner’s progress through their learning programme. Progress Reviews are fundamental to the development of the learner as they provide feedback on their progress to date and identify targets for the learner to work towards. The Progress Review will form a basis for establishing what support the learner has. For example: • The induction they received, training courses, on/off-the-job learning, mentoring systems and whether additional support is required • Checking how any off-the-job learning is transferred into the workplace • Reviewing progress against the Training Plan against original or revised targets • Setting and reviewing SMART targets for the learner (Specific, Measurable, Achievable, Realistic, Timebound) • Discussing how the company’s Equal Opportunities policy affects the learner • Picking up any Health and Safety issues, including PPE (Personal Protective Equipment) or further training requirements A copy of our Learner Progress Review Form is available from your assessor or the Business Solutions team. A copy of each completed review will be given to the Apprentice and the employer. The final copy will be attached to the Training Plan and retained by Inverness College UHI in the Apprentice’s file. In the event that problems arise, the frequency of Learner Progress Reviews can be increased by prior agreement with your organisation and the Modern Apprentice. Additional Support Some Modern Apprentices may require additional learning support in order to complete their qualification/ learning programme. We will endeavour to identify any additional learning needs through our rigorous Initial Assessment process and provide support from the start of the programme. In some cases, additional needs are identified once the programme has commenced. If such a need arises, additional support will be arranged by the college. This support could take a number of forms and be provided either one to one or through group support as appropriate.
Employer Commitment
Inverness College UHI Commitment
To take part in the Learner Progress Reviews with the To conduct a Learner Progress Review at least every learner and their Assessor at least every 13 weeks. 13 weeks with the learner and their Line Manager or Supervisor. Be available to take part in reviews and provide the information requested.
Schedule visits to meet employer’s availability and provide timely feedback.
Ensure learners are available for reviews, together with their portfolios.
Seek positive outcomes and continuous improvement.
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CONTINUOUS IMPROVEMENT
Employer Review Meetings Inverness College UHI is committed to continuously improving the quality of its learning programmes. As part of our quality assurance process, your Account Manager will visit or call their main contact in your organisation at mutually agreed intervals to:
employers and learners involved in our programmes in order to get a full picture of the quality of our services. Any such visits would be agreed with you in advance.
Curriculum Advisory Groups A range of Curriculum Advisory Groups have been • Discuss learner progress, providing support and set up to gain sector specific feedback regarding advice on any aspect of learning delivery employment trends and skills gaps from employers, • Discuss whether the agreed training programmes to guide current and future curriculum development. or interventions are having the desired impact upon Participation in these groups is welcome, as is any your business contribution that employers are willing to make to the • Resolve any issues or queries which may arise development of our students and staff. • Consider any ways in which learning delivery and management might be improved Employer and Apprentice Surveys • Support your organisation in identifying From time to time, we will wish to evaluate our services development activities to yourself and your staff by conducting Employer and Apprentice Surveys, either by post, over the Your Account Manager or a member of the Business telephone or electronically through Survey Monkey. Solutions team will arrange visits at a mutually convenient time and date, advising you in advance of any Your comments and opinions would be very welcome particular matters they wish to discuss at the meeting. and form an important part of our quality assurance process. Outcomes from the surveys and resulting Any identified actions will be recorded and monitored. actions will be communicated to employers, so you will see a direct return for the time that you invested in The college undertakes a team evaluation process on taking part. You will also be offered the opportunity to an annual basis. During this process, we will assess the quality of our recruitment and training programmes be given individual feedback regarding your responses. against the Education Scotland Quality Framework. The Education Scotland Quality Framework is a set of standards against which the quality of government funded training programmes is measured through Self Evaluation. Every four years or so, the college is inspected against Education Scotland Framework standards. Inspectors may wish to visit or contact
Employer Commitment
Inverness College UHI Commitment
Meet with your Account Manager at agreed intervals to review college delivery and assess impact.
Schedule visits to meet employers’ availability and provide timely feedback.
Provide quality on-the-job learning opportunities.
Provide advice and support on linking on and off-the-job learning
Take part in employer surveys to provide a constructive appraisal of services.
Ensure actions arising from feedback are communicated to all parties. Provide information about relevant sector Curriculum advisory groups.
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OTHER COLLEGE TRAINING AND EDUCATION
Training and Qualifications The College offers a wide variety of services to business and individuals including: • Education and training programmes from basic to post graduate level. • Modern Apprenticeships: recruitment, selection, training and assessment. • Work Based Learning and vocational qualifications, including bespoke training and NVQ/SVQ. • Scheduled and bespoke short courses, including professional and licence related courses. • Pre-recruitment training programmes to equip unemployed people with the specific skills that your business needs. • Work experience and graduate placements. • A wide range of funded and part funded programmes such as Knowledge Transfer Partnerships (KTPs) and programmes to increase innovation and entrepreneurship through our ‘CREATE’ team. • Access to our iconic building for events and meetings. Your Account Manager will be able to provide you with more information on any of the above and arrange for a subject expert to meet with you if you wish. Recruiting and Training Adults Our Employability programme, funded by Skills Development Scotland, includes:
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• Customised pre-recruitment and employability training packages, to provide potential candidates with specific skills and knowledge required to support your business. • Assistance with the selection of candidates, using tried and tested assessment methods agreed with your company in advance to meet your specific recruitment requirements. • Quality-assured information, advice and guidance on skills and careers. • Access to recruitment events. For companies who are making redundancies, we can also find out whether redundancy response PACE funding (Partnership Action for Continuing Employment) is available to assist your business or staff at risk of redundancy. Advertising General Vacancies to Students The College is happy to advertise any vacancies to our students. Our students range from young people undertaking their first formal qualifications, right through to those completing PHDs. Further information about our full range of recruitment services can be provided by the Business Solutions Team or by emailing: business.ic@uhi.ac.uk
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POLICIES AND PROCEDURES EQUAL OPPORTUNITIES
Promoting Equal Opportunities and Diversity Inverness College UHI is committed to supporting Equal Opportunities and Diversity within your workplace and in our business. The rationale for Equal Opportunities should be understood from the following perspectives: • ‘Equal Opportunities’ is based on fairness. No learner/employee should suffer on the basis of characteristics such as race, age, gender, ethnic origin, religion, disability or sexual orientation. • There exists a range of legislation, which imposes a minimum standard of behaviour on employers and individuals. • Organisations that value and encourage diversity of their employees, suppliers and customers will have a competitive advantage over others. • Diversity means recognising the potential of and differences between groups and between individuals. Organisations who embrace variety will ultimately become successful organisations, recognising that individual and group differences are an opportunity to harness creativity and build continuous improvement which will, in turn, benefit your business. A key part of our service is to support and encourage you to embrace diversity, from ensuring you have a robust Equal Opportunities policy in place, to determining how you ensure that it is promoted in all aspects of your business. A short summary of Equal Opportunities Legislation and useful information sources is provided on pages 14-16 of this handbook. This information was up-to-date when this handbook was printed. Please check the information sources listed for any subsequent updates.
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Characteristics of an effective Equal Opportunities policy Commitment
• A written EO policy clearly linked to your organisation’s strategic plan and in accordance with relevant legislation • A Learner/Staff committee with overall responsibility for Equal Opportunities • A senior Manager and Director having overall responsibility for implementing the policy • An action or implementation plan Ownership
Your policy should show how you ensure Equal Opportunities has a high profile: • Regular communication to ensure awareness of the policy and action plan among apprentices, staff, people applying to be apprentices or staff, suppliers of goods and services, recognised consultative forums, partners, customers and the public. • Frequent opportunities for apprentices, staff, external clients and stakeholders to discuss, evaluate, review and influence the policy. • On-going staff induction and staff development opportunities that promote ownership and awareness and that enhance or embed good practice.
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USEFUL EQUAL OPPORTUNITIES LEGISLATION AND INFORMATION SOURCES
Disability Discrimination The Disability Discrimination Act 1995 (and 2005) gives disabled people at work protection from discrimination. This means that employers: • must not treat a disabled person less favourably because of a reason relating to their disability, without a justifiable reason • are required to make reasonable adjustments to working conditions or the workplace where that would help to accommodate a particular disabled person. Further information:
http://www.nidirect.gov.uk/the-disability-discrimination-act-dda Equality Act 2010:
http://www.direct.gov.uk/en/DisabledPeople/RightsAndObligations/DisabilityRights/DG_4001068 Equal pay Employers must give men and women equal treatment in the terms and conditions of their employment contract if they are employed on: • ‘like work’ - work that is the same or broadly similar • work rated as equivalent under a job evaluation study, or • work found to be of equal value. A woman is employed on ‘like work’ with a man if her work is of the same or a broadly similar nature. It is for the employer to show that there is a genuine reason for any difference in this ‘like work’, which is not based on the sex of an individual. Individuals may complain to an employment tribunal under the Equal Pay Act 1970 up to six months after leaving the employment to which their claim relates. Normally, they may claim arrears of remuneration (which includes sick pay, holiday pay, bonuses, overtime etc as well as ‘pay’) for a period of up to six years (five years in Scotland) before the date of their tribunal application. Further information: http://bis.ecgroup.net/Publications/EmploymentMatters/EmploymentPolicyLegislation.aspx Fixed-Term Employees The Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002 aim to ensure that employees on fixed-term contracts are treated no less favourably than comparable permanent employees. Examples of fixed-term work include: • • • •
agricultural workers doing ‘seasonal’ work shop assistants working for the Christmas period employees covering maternity leave employees doing a specific task - like painting a house.
Under the regulations these employees have the right to the same terms and conditions of employment as comparable permanent employees. Further information from the BIS website:
http://bis.ecgroup.net/Publications/EmploymentMatters/EmploymentPolicyLegislation.aspx
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USEFUL EQUAL OPPORTUNITIES LEGISLATION AND INFORMATION CONTINUED Rehabilitation of Offenders Under the Rehabilitation of Offenders Act 1974 many ex-offenders are given certain employment rights if their convictions become ‘spent’. Broadly speaking, anyone who has been convicted of a criminal offence and who is not convicted of a further offence during a specified period (the ‘rehabilitation period’) becomes a ‘rehabilitated person’. This means that: • the conviction does not have to be declared for most purposes, such as applying for a job • employees are given protection against dismissal or exclusion from any office, profession, occupation or employment (with some exceptions) and • employers cannot prejudice a person in any way because of a spent conviction A conviction resulting in a prison sentence of more than 30 months can never become spent. There are some exceptions to the Act - broadly relating to work with children, the sick, disabled people and the administration of justice. Further information:
https://www.gov.uk/disclosure-barring-service-check/overview Part-Time Employees The Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000 aim to ensure that part-time workers are not treated less favourably than comparable full-timers. Principally, this means they should: • • • •
receive the same rates of pay not be excluded from training simply because they work part-time receive holiday entitlement pro rata to comparable full-timers have any career break schemes, contractual maternity leave and parental leave made available to them in the same way as for full-time workers and • not be treated less favourably when workers are selected for redundancy. Further information from the BIS website:
http://bis.ecgroup.net/Publications/EmploymentMatters/EmploymentPolicyLegislation.aspx Race Discrimination
The Race Relations Act 1976 (as amended) makes it illegal to treat a person less favourably than others on racial grounds. Race discrimination covers all aspects of employment - from recruitment to pay and training, to the termination of a contract. Discrimination covers four areas: • direct discrimination - treating someone less favourably on racial grounds • indirect discrimination - applying practices that might favour one racial group over another • harassment - unwanted conduct that violates a person’s dignity and creates a hostile or degrading environment • victimisation - unfair treatment of an employee who has made a complaint about racial discrimination. However, a job may be restricted to people of a particular race or ethnic or national origin, if one of these characteristics is a genuine occupational requirement. A genuine occupational requirement may apply in limited circumstances - for example, to achieve authenticity a theatre company may need black actors to depict certain scenes. Further information:
http://www.direct.gov.uk/en/Employment/ResolvingWorkplaceDisputes/DiscriminationAtWork/DG_10026667
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USEFUL EQUAL OPPORTUNITIES LEGISLATION AND INFORMATION CONTINUED Sex Discrimination Under the Sex Discrimination Act 1975 (as amended), generally employers should not discriminate on grounds of sex, marriage or because someone intends to undergo, is undergoing or has undergone gender reassignment. Sex discrimination covers all aspects of employment - from recruitment to pay and training, to the termination of a contract. It also includes applying requirements or conditions which, though applied equally to all, have a disproportionately detrimental effect on one sex or on married people and which cannot be shown to be justifiable (for instance to be job-related). There are limited exceptions: the Act permits employers, under certain conditions, to train employees of one sex in order to fit them for particular work in which their sex has recently been under-represented; they may also encourage the under-represented sex to take up opportunities to do that work. Further information:
http://www.direct.gov.uk/en/Employment/ResolvingWorkplaceDisputes/DiscriminationAtWork/DG_10026665 Religion or Belief The Employment Equality (Religion or Belief) Regulations 2003 protect people from discrimination on the grounds of all religions and beliefs. The law, applicable from December 2003, means that an organisation’s recruitment and selection procedures, as well as employment practices - such as dress codes and disciplinary procedures - must treat everyone fairly regardless of their religion or belief. Further information:
http://www.direct.gov.uk/en/Employment/ResolvingWorkplaceDisputes/DiscriminationAtWork/DG_10026449 Sexual Orientation The Employment Equality (Sexual Orientation) Regulations 2003 give protection from discrimination on grounds connected with sexual orientation. This includes ‘orientation towards someone of the same sex (lesbian or gay men), opposite sex (heterosexual) or both sexes (bisexual)’. The regulations mean that an organisation’s recruitment and selection procedures, as well as employment practices - such as dress codes and disciplinary procedures - must treat everyone fairly regardless of their sexual orientation. Further information:
https://www.gov.uk/discrimination-your-rights/discrimination-at-work
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CUSTOMER FEEDBACK AND COMPLAINTS POLICY At Inverness College UHI, we want you to have an excellent experience.
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We take complaints very seriously and aim to resolve them as quickly as possible.
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We ensure that we learn from complaints and that they are used to help us improve our services and the quality of your college experience.
Your Account Manager will be happy to discuss any of the services we offer
What is a complaint? Inverness College UHI’s definition of a complaint is: “An expression of dissatisfaction by one or more customers about the college’s action or lack of action, or about the standard of service provided by the college or on its behalf.” Who can make a complaint? Anyone who receives, requests or is affected by our services can make a complaint. We will accept complaints from third parties as long as the customer has provided their own personal consent. How do I make a complaint? There are a number of ways you can make a complaint: • •
In person, by email or by telephone to any member of staff Email the details of your complaint to: quality.unit.ic@uhi.ac.uk
If your complaint can be easily resolved, for instance, an ‘on the spot’ apology, explanation or other action, any member of staff can record your complaint and deal with it at frontline (within 5 working days). In some instances, they may have to refer your complaint to another member of staff who can resolve it for you. Not all complaints can be resolved quickly and at frontline. For issues that are more complex or serious, a more thorough investigation is required. We aim to investigate and provide an outcome to these complaints within 20 working days. If we need to take any longer than this we will always keep you informed.
Other Support Offered by Inverness College UHI The College offers a wide range of commercial courses in specialist areas. For more information, please contact Business Solutions team 01463 273666 In addition, the College offers the following services to support employers: • •
Providing advice and access to other Government funded initiatives, to address your wider workforce development needs Keeping you up to date with available funding and incentives
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Providing advice and access to a range of training and education from short courses to further and higher education. Hire of event and meeting facilities at Inverness Campus and the Scottish School of Forestry in Balloch.
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GLOSSARY OF TERMS Apprenticeship Levy
The Apprenticeship Levy is a charge imposed by the UK Government on UK business who have a payroll exceeding £3 million per annum.
Assessor
An individual who is approved by Industry Awarding Bodies as occupationally competent in a particular vocational area and qualified to gauge competence against occupational standards.
Core Skills
Core Skills are qualifications which relate to a person’s ability to apply literacy, numeracy and other skills. • • • • •
Eligibility
Communication – written and spoken English Numeracy– using numbers and graphical information Working with Others – team working Using Information Technology Problem Solving – identifying and solving business problems
Modern Apprenticeships A person is eligible to start a funded apprenticeship if he/she: 1. is in paid employment. 2. is at least 16 years of age 3. has completed school year 11 at the end of the academic year and has indicated an intention not to return to full-time education after the summer vacation, or has left compulsory full-time education following the school leaving date; 4. is not attending school or college as a full-time student; 5. is not in higher education including vacation periods unless an intention not to return to higher education has been expressed; 6. is not an overseas national who is subject to employment or learning restrictions and/or to a time limit on his/her stay (other than as a refugee, asylum seeker or EC national); 7. is not in custody as a prisoner or on remand in custody.
Foundation Apprenticeships
Framework
Foundation Apprenticeships can be undertaken by young people in the senior phase of their compulsory education at school. Students continue to undertake qualifications, such as Highers alongside attending College and undertaking work experience. Employers are vital to the development and delivery of Foundation Apprenticeships, to ensure that learning is relevant to industry and provide experience of working in the sector. A framework is the name given to the group of qualifications that make up each Modern Apprenticeship. Sector Skills Councils, employers and the Government have agreed the technical and skills requirements for Modern Apprenticeships in each industry sector. These requirements are laid down in a ‘framework’. The framework usually consists of some optional qualifications or units, to enable the Modern Apprenticeship to be tailored to different job roles.
Initial Assessment
A systematic process of assessing the skills, job role, experience and knowledge of potential apprentices. This is used to identify the areas where specific learning is required, together with any additional learning needs. The process includes a combination of interview and testing.
Levy
See Apprenticeship Levy above.
Modern Apprenticeship Agreement
A Modern Apprenticeship Agreement is a Government requirement which sets out the contractual basis for the relationship between the apprentice and the Employer and the Training Provider.
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employer modern apprenticeship handbook
GLOSSARY OF TERMS CONTINUED Modern Apprenticeship
A government-sponsored initiative, funded through Skills Development Scotland which provides people with vocationally-relevant sector framework at SVQ Level 2 and above. See Page 6.
Modern Apprenticeship Certificate
A certificate approved by the Sector Skills Council and issued by The Federation for Industry Sector Skills & Standards (FISSS), to confirm achievement of the minimum requirements of the framework.
Organisational Needs Analysis
Analysis undertaken by Inverness College UHI’s Business Solutions team together with an employer representative, to explore the recruitment and workforce development needs of the organisation and identify appropriate courses or training interventions.
Our Skillsforce
Government sponsored website providing information on government funded skills initiatives. www.ourskillsforce.co.uk
Scottish Vocational Qualifications (SVQs) and Scottish Credit and Qualifications Framework (SCQF)
SVQs are national standards for work-based qualifications drawn up by Industry Lead Bodies. They are set at levels 1-5 and define what candidates should do and what they should know to be qualified as competent at the specified level of performance. Learners collect evidence of their competence in a portfolio to present to an assessor who judges this evidence against the requirements of the standards. SVQ qualifications are currently being changed to fit into the SCQF (Scottish Credit and Qualification Framework).
Sector Skills Councils
Sector Skills Councils (SSCs) are independent, UK wide organisations developed by groups of influential employers in industry or business sectors. SSCs are employer-led and actively involve trade unions, professional bodies and other stakeholders in the sector. SSCs are licensed by the Secretary of State for Education and Skills, to tackle the skills and productivity needs of their sector throughout the UK.
Skills Development Scotland
The body responsible for providing government funding to support the college’s learning programmes. You may, from time to time, be visited or contacted by their representatives.
Taught Qualifications / Enhancements
A knowledge-based vocationally related qualification, which provides much of the knowledge and understanding required to support the learner’s job role and completion of the SVQ. The qualification is usually delivered through ‘off-the-job’ training, mainly within college or a training centre, usually on a day or block release basis.
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Postal address: Business Solutions Team: Email:
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Inverness College UHI 1 Inverness Campus Inverness IV2 5NA 01463 273666 business.ic@uhi.ac.uk
inverness.uhi.ac.uk