Apprenticeships - Q1 - Mar 2019 by Mediaplanet UK&IE

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JAMES CAAN CBE The employment benefits of studying an apprenticeship and hiring those who have taken them. » p4

ROB WALL “The next generation of leaders needs to be much more diverse than the current one.” » p6

REBECCA HOPWOOD “If you are passionate about what you do, you’ll get more out of the experience.” » p6 CREDIT: FRANKIE SHEAHAN

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Apprentices bring passion into the workplace

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RT HON ANNE MILTON MP Minister of State for Apprenticeships and Skills

hether it’s a young person looking at their next steps, an older person upskilling, someone who is looking to get back into the job market or looking for a career change, an apprenticeship is a brilliant opportunity.

service quality, improved retention of staff, as well as the benefit of new ideas that apprentices bring to their organisation. Employers talk about their apprentices as a ‘breath of fresh air’ bringing passion and enthusiasm into the workplace.

Apprenticeships offer people the chance to earn while learning and give the option to train at every level, right up to degree level in a huge range of professions from cyber security to fashion.”

Apprenticeships are available in many sectors Apprenticeships offer people the chance to earn while learning and give the option to train at every level, right up to degree level in a huge range of professions from cyber security to fashion. And they’re brilliant for business too. Employers have reported benefits such as improved productivity, improved product or

Apprenticeships are now at a far higher standard But what makes me most proud about the changes we have brought is improved quality of apprenticeships. In the past, apprenticeships were too short, with too little off-the-job training. Apprentices weren’t learning the skills they needed. Apprenticeships are now lon ger, higher-

quality, with more off-the-job training and a proper assessment at the end. There are now at 400 of our new high-quality apprenticeship standards available with many more in the pipeline. I am very proud of the progress we have made, but there is still more to do.

I’m calling on everyone – employers, parents, teachers and apprentices to help spread the word on how incredible apprenticeships are. So, do please take a look at our new website www.apprenticeships.gov.uk

Read more at yourfuturecareer.co.uk

it provides lots of helpful advice and you can find out about all the great apprenticeship opportunities available across the country.

A great way to attract and retain talent for your business, boost productivity and up-skill your workforce. We are developing apprenticeship programmes across a wide range of sectors, including: / Business and Management / Digital / Leadership / Engineering / Health / Construction Get in touch today to find out how apprenticeships could work for your business. www.salford.ac.uk/apprenticeships apprenticeships@salford.ac.uk

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James Caan: apprenticeships “are an exceptional success for us” JAMES CAAN CBE Founder and CEO, Hamilton Bradshaw Byline: Tony Greenway

elf-made entrepreneur, James Caan CBE — former star of hit TV show, Dragon's Den — is the founder and CEO of Mayfair-based private equity firm, Hamilton Bradshaw. The author of various business books and a noted philanthropist with his own Foundation, Caan champions entrepreneurship in the UK, advising government on new businesses and the challenges facing SMEs. Why are you an advocate for apprenticeships? I've employed apprentices in my portfolio of companies over the years. It's been an exceptional success because apprenticeships can attract some excellent talent. In my experience, apprentices are passionate, driven and motivated. They have something to prove, so they work hard and are very committed. That's why apprenticeships are good from a business's perspective. From the apprentice's perspective, they know they are being offered a unique opportunity — and an outstanding one, because they receive mentoring across a structured training development programme. Should a business take on apprentices with a view of retaining them? When we take on an apprentice, we don't look at it as a short-term project because we have invested time, training and development into one individual who, by the end of the programme, has become a very valuable asset. That loyalty works both ways. All organisations have to face the challenge of how they retain good people. When you develop someone from scratch through an apprenticeship programme, they tend to be very loyal to you. Why is it important to increase diversity within apprenticeships? Britain is a multicultural society, and our workplace is certainly very representative of that. A balanced working environment — featuring a cross-section of talent from different social backgrounds and different ethnic minorities — is a better, more productive working environment. People don't just come to work to earn money. It's part of a social habit. If they enjoy work, if they like the people they work with and can learn from them, they tend to stay and be more productive. What advice would you give to any business thinking of taking on an apprentice? My philosophy is that people are the greatest asset for any organisation. So, all organisations need to have a comprehensive strategy on how they can attract the best possible talent — and, in my view, apprenticeships should be part of that strategy. We've certainly made it part of ours and, as a consequence, we're covering the market and not finding people using just one source. Because, to have a workforce that is purely graduate-orientated or purely experience-orientated doesn't give you the full picture. Read more at yourfuturecareer.co.uk

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Reimagining apprenticeships: New pathways to work for future generations JULIAN DAVID CEO, techUK

hen you imagine an apprentice, who do you think of? For most of us, the immediate image that might spring to mind is that of a 16-yearold student who has just completed their GCSEs and is looking to get hands-on experience and learn a trade, perhaps a traditional trade in construction or plumbing. Certainly, those individuals do exist – but it isn’t the full picture. Apprenticeships aren’t limited to trade Apprenticeships have gone through a revival and now can be found in almost every sector and are of incredible value to employers and apprentices alike. For employers, apprenticeship training is a valuable opportunity to reskill existing staff or upskill new recruits, providing them with a recognised qualification at the end of practical, on-the-job learning. Some apprenticeships are equal to a Master’s degree Apprenticeships can provide both breadth and depth to upskilling. We often think of apprentices learning entry-level skills where, in reality, courses can span from Level 2 - equivalent to a GCSE through to Level 7 - equivalent to a Master’s degree. Once we recognise this, apprenticeships look even more attractive. Apprenticeship levy money is an untapped resource for businesses What’s more, for many employers, the money raised from the apprenticeship levy is an untapped resource. The Open University found, in April 2018 that, of the

Apprenticeships have gone through a revival and now can be found in almost every sector and are of incredible value to employers and apprentices alike. £1.39 billion raised in England by the levy, only £108 million (8%) was withdrawn for apprenticeship training. There is definitely space for industry to get smarter about how it spends its levy funds – for example, by upskilling their staff through apprenticeships. But it is also clear that government could do more to ensure the money can be spent training up Britain. Our national curriculum needs to evolve to keep up with 4IR Looking ahead, apprenticeships will form a vital part of our ability as a country to thrive in the Fourth Industrial Revolution. techUK’s survey of parents working in tech1, found that there is an overwhelming need to rebalance the national curriculum to focus on nurturing ‘soft skills’ and competencies moving away from a focus on knowledge-based, rote learning. What will be truly valuable in the Fourth Industrial Revolution will be learning that focuses on application to real-world scenarios, problem-solving and team work. An apprenticeship does just that it focuses on real-world application and goes beyond other pathways. Rather than putting emphasis on an individual’s ability to retain information, an apprenticeship focuses on their ability to apply that information to problems.

Apprenticeships can be more financially attractive than uni Looking at the pipeline of talent in the UK, apprenticeships are an opportunity to showcase all the pathways available into higher education for those who have not previously considered further study. This is of particular importance in the technology industry, where diversity is business critical if we are to provide innovative products. Apprenticeships can encourage those who were discouraged by the costs associated with university and higher education. As these individuals enter into the tech sector, they bring with them new ideas and approaches which disrupt the status quo and, in doing so, breed innovation. Employers need to be open-minded While training young people is invaluable – and there is, of course, no denying this – employers should look beyond their preconceptions of apprentices and consider whether there is an ability in their organisation to reskill or upskill existing staff through apprenticeship programmes. Has a vacancy been open for a few too many months now? Are you struggling to find applicants who have the skills necessary? Or, do you want to be seen as an employer who invests in its staff’s futures? If you have answered yes to any of these, perhaps it’s time to consider an apprenticeship scheme.

Read more at yourfuturecareer.co.uk

1: www.techuk.org/insights/reports/item/14578-techuk-report-how-tech-parents-view-education-and-the-future-of-work

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Developing the next generation of managers and leaders ROB WALL Head of Policy, Chartered Management Institute

Put apprenticeships research on the same ‘to-do’ list as degrees REBECCA HOPWOOD Apprenticeship Lead, UCAS Media

Compare higher or degree apprenticeships with full-time undergraduate degrees to understand what’s the right route for you. But remember, to get a proper view, you need to put in the legwork.

ake the most of open days and taster sessions, attend events where you can meet employers and universities face-to-face, and make sure you hear the experiences of the apprentices themselves. It’s the only way to get to know the ins and the outs of your options. Focus on what you love Higher and degree apprenticeships cover a range of subjects and sectors – carefully think through what interests you. You don’t need to have your career path mapped out. If you are passionate about what you do, you’ll get more out of the experience. If an apprenticeship feels like it might be right for you, you won’t be alone. Of the 200,000 students who signed up to get advice from UCAS about applying for higher education in 2018, almost a third were considering a higher or degree apprenticeship as well as university. Earn while you learn While the appeal of earning while you learn is obviously a real pull, for the organisation you join, you’ll bring fresh thinking, a new take on challenges, up-to-date theories and insights, and, because you’ll be working for them, a commitment to the organisation. That all adds real value for your employer. Everyone wins!

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Employer demand for management and leadership skills is at a five year high, according to the Confederation of British Industry. Over 70% of employers plan to recruit more managers and leaders in the next couple of years and management apprenticeships are key to plugging these critical skills gaps.

anagement and leadership is key to our economic success. However, the UK has an estimated 2.4m “accidental” managers promoted into leadership roles because of their functional expertise but left to sink or swim when it comes to management. Hard skills and soft skills are not the same thing As a result, poor management has been calculated to cost the UK economy £84bn a year. These neglected managers are, according to authorities like Office for National Statistics and the Bank of England, one of the biggest factors in our competitive weakness. To close this gap we must recognise the pivotal role of management and leadership skills in boosting productivity. There needs to be a national focus on upskilling these “accidental” managers to confident, competent, qualified managers. Empower managers with management apprenticeships Management apprenticeships have a key role to play in skilling and upskilling managers and closing the productivity gap. This is why CMI has worked with a range of employers to develop a suite of high-quality management apprenticeships, ranging from

level 3 up to level 7. The range on offer means that learners can progress through the different programmes and develop higher level skills. The courses help people move into their first management role and they support senior leaders as they take their first steps into the boardroom. As a result, management apprenticeships are proving to be a great success with employers and apprentices alike. The Chartered Manager Degree Apprenticeship, for example, is now the most popular degree apprenticeships with well over 2,000 new starters in 2017/18. We need diversity in our future leaders Today’s management apprentices are tomorrow’s senior civil servants, business leaders and entrepreneurs, and these people need to reflect the population as a whole. The next generation of leaders needs to be much more diverse than the current one. For example, over half of Chartered Manager degree apprentices are women. Management apprenticeships are building a pipeline of future female leaders, which can help redress the gender imbalance in our boardrooms. Social mobility can be bolstered by management apprenticeships Apprenticeships also play a role in

boosting social mobility. Degree apprenticeships can widen participation by offering a full degree through the employerfunded apprenticeship pathway. Over two in five apprentices on the Chartered Manager Degree Apprenticeship are from the more economically disadvantaged parts of the UK, highlighting the potential for management apprenticeships to boost an individual’s life chances and ensure that businesses benefit from the widest talent pool possible.

About CMI CMI’s suite of high-quality management apprenticeships: • Level 3 Team Leader Apprenticeship • Level 5 Operations Manager Apprenticeship • Level 6 Chartered Manager Degree Apprenticeship • Level 7 Senior Leader Master’s Degree Apprenticeship

Read more at managers.org.uk

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We currently have over 250 apprenticeship students with 50% tracking for a first-class degree.”

Why students, universities and businesses are choosing degree apprenticeships MARK SMITH Executive Director, Business Engagement, Aston University

What are the benefits of degree apprenticeships for prospective students? Students have the opportunity to develop their learning with their employer’s direct influence, gaining academic and theoretical knowledge around their chosen degree subject. Practical implementation of learning is a fantastic advantage for

developing understanding. What’s more, with degree apprenticeships, students start that relationship with an employer early. The whole match-making process is done up-front, so employment is taken care of – which is an additional consideration for most student pathways. Young people are concerned

GREG WOLVERSON Software Engineer Lead and Degree Apprentice Graduate, Capgemini

What made you decide to take the degree apprenticeship route rather than a traditional, academic degree? During my A-levels, I wasn’t really sure what to do, but I realised I didn’t really want to go to university. Software intrigued me and

during my second year I started looking into IT roles. I had various options but most pointed toward software engineering or computer science at university, but they just didn’t appeal. I saw an advert for degree programmes at Capgemini, a global consulting, technology services and

BEN RUBERY Apprentice Programme Manager, Capgemini

What impact have degree apprenticeships had on your business? Since we started running degree apprenticeships we’ve seen some fantastic results. Degree apprentices bring a brilliant sense of energy to the organisation, a really strong work ethic, ambition, collaborative spirit. The results are impressive MEDIAPLANET

also. Over 88% of individuals completing our flagship degree apprenticeship programme have achieved a 2:1 or above. We currently have over 250 apprenticeship students with 50% tracking for a first-class degree. That’s far outperforming regular undergraduate projections – so the results are really tangible.

about student debt, but with degree apprenticeships the employer pays those fees, meaning they will graduate debt-free as well as being paid while they work and study. What are the benefits to businesses in the short-, medium- and long-term? In the short-term, degree apprenticeships are an excellent recruitment tool. Businesses can offer a degree apprenticeship as part of an incentive package for a very specific role and differentiate themselves in the marketplace. In the medium- and long-term,

digital transformation company, and, although there were lots of unknowns, I knew I wanted to go into software. I wanted to work, and I didn’t want to be saddled with debt. It just felt like a great route into the industry. How has doing a degree apprenticeship benefitted you professionally and personally? Personally, you compare yourself to a standard university path, where you are in flux between school and the adult world. You grow up really

What are the secrets to success of running a degree apprenticeship programme? The introduction of the Apprenticeship Levy, two years ago, made it easy for employers to utilise an untapped pot of money. It’s easy for employers to feel they have to go out and spend it. But employers need to carefully consider what value they want to bring in before they go out and spend it. Looking at quality over quantity is key. It’s a really competitive space and there are lots of training providers out there vying for potential applicants - so be sure to deliver quality and add value

the possibilities to upskill your existing workforce are vast. Most people don’t realise that one third of degree and higher apprentices are over 30 years old, so the opportunity to upskill is very real. Following this process through, the long-term benefits are a highly skilled, specialised and committed workforce. How can a degree apprenticeship benefit someone already in work? Even if you already understand the business you are in, and if you have had success in your employment,

quickly and pick up a lot of skills, balancing work, home life and study. Professionally, you are doing real work for real clients, all while studying. It helps hone that professionalism. You develop focus and have proper, industry-based conversations with your tutors. How much do you feel valued as an employee as a result of your pathway into the company? It’s one of the things you are apprehensive about when you join.

to individuals looking to join the organisation. How do you see degree apprenticeships progressing in the future? As trailblazers in the field, we are looking to diversify our range of programmes. Traditionally, we look for technical qualifications, but with an apprenticeship, we are able to think differently looking at those with creative qualifications or existing degrees we can re-skill. We are seeing increased demand to grow our capabilities, not just for future technologists. We are moving toward developing future service

it’s sometimes difficult to explore new ideas and find new influences. Degree apprenticeships can help you look at new perspectives, new ideas and industry examples. The idea of cross-fertilisation, and broadening a person’s experience, is what upskilling through a degree apprenticeship is all about. It allows people to experience areas of the company they probably wouldn’t otherwise experience had they stayed in one role.

The typical view of apprenticeships is that you do menial tasks, but from the first project you are treated like everyone else. You are treated as an engineer. That’s one of the great things about the degree apprenticeship programme; they give you responsibility and freedom to develop as an individual and an employee.

delivery managers and leaders of the organisation - through degree apprenticeships. Also, look out for more collaboration. As students train as a cohort, apprentices can visit and learn alongside like-minded employers. The opportunity for collaboration and future-proofing talent is fantastic.