Apprenticeships & Technical Education - Q2 2023

Investing in employee training will help them grow and encourage productivity

WRITTEN BY Department for Education

Businesses in England are realising the importance of upskilling their workforces. Investment in training is also a positive way for employers to show that they value their employees.

There is a multitude of training and employment schemes that can increase employees’ skillsets to support businesses to adapt or to aid employee recruitment and retention.

Offer training to all employees

Apprenticeships offer employers the opportunity to grow the skills their business needs and are ideal for upskilling or retraining existing employees — of any age and at any level.

Apprenticeships are flexible and work for businesses of all sizes in different sectors and industries.

In a survey commissioned by the Government, 86% of employers said apprenticeships helped them develop skills relevant to their organisation.

In England, over 740,000 people participated in an apprenticeship between 2021–22. There are success stories across the country in sectors including digital, construction, engineering and health.

What is an apprenticeship?

An apprenticeship is a job with training, developed by employers to meet skills gaps, and over 650 different job roles are currently offered. Apprenticeships can also be eligible for government funding.

How apprenticeship can benefit business

Hiring an apprentice is a productive and effective way to grow talent and develop a motivated, skilled and qualified workforce:

• 78% of employers said apprenticeships helped them improve productivity

Apprenticeship programmes boost diversity and inclusion in the workforce

Diversity and inclusion is a hot topic among many organisations, as employers increasingly recognise the value of having teams with individuals from different backgrounds and the benefits this can bring to the workplace.

WRITTEN BY Anna Morrison CBE Director and Founder, Amazing Apprenticeships

• 74% of employers said apprenticeships helped them improve the quality of their product or service

There are many types of apprenticeships — from school leavers and university graduates to career switchers and people who want to further their careers.

Apprenticeships add value to workforces

Fran Cormican, who was an apprentice electrician, now owns his own North East-based electrical engineering company, Intelect. A firm believer in the business benefits of apprenticeships, he has employees on the programme to reskill and upskill within the business.

“There’s a stereotype that apprenticeships are just for fresh-faced 16-year-olds, but they’re for everyone,” he says. “We have people in their 30s doing degree apprenticeships. It’s equally admirable seeing someone later in life wanting to make a change.”

Degree apprenticeships are a great way to improve accessibility into your industry. Because they are attractive to ambitious and talented people who want to earn while they learn, they can help to widen the diversity of your workforce, bringing fresh perspectives.

Apprenticeships provide a fantastic way for employers to recruit and develop talented individuals. They can nurture career progression and support those apprentices to work, gain new skills and achieve qualifications.

Inclusive apprenticeship programmes attract and retain

There are different ways employers can help achieve greater diversity and inclusion through their apprenticeship programmes. They can attract recruits from a diverse range of backgrounds and provide ongoing training development to existing employees.

Raising awareness to reach more people

Many employers are reinventing their school outreach programmes and recruitment campaigns, thinking creatively about different ways to engage with schools and communities to share information about their apprenticeship career opportunities. Many will utilise their existing apprentices to share their personal stories and inspire future apprentices while demonstrating how inclusive and welcoming their organisation is.

Recruiting differently for accessibility

Employers are also reimagining their recruitment processes. Many employers have abandoned some of the traditional processes that might put people off from applying. They, instead, use methods that encourage all applicants to demonstrate their talent and potential.

the new techniques that are becoming well-established.

Support and progression for increased success

Employers are taking great strides to support their apprentices to stay and succeed in their apprenticeship programmes. They utilise technology to identify and address the additional support needs of those learners and develop internal practices to ensure that apprentices are supported to progress — potentially through to degree apprenticeships at levels 6 (equivalent to bachelor’s degree) and level 7 (equivalent to master’s level).

Investing in the future for retention

Apprenticeships are an investment, not just in salary and training costs but also in the investment of time that an organisation makes to develop and nurture that apprentice to achieve their full potential. The ripple effect of this is that the whole organisation becomes invested in the success of the apprentice, resulting in increased motivation, teamwork and retention.

More forward-thinking workforce

Thoughtfully designed apprenticeship programmes can deliver incredible results for employers, helping to identify, attract and develop diverse talent pipelines into their organisation, providing a robust way to meet the training and development needs of their future and existing workforce.

To find out more about the training and employment schemes that can help keep your business moving, search ‘Skills Revolution’

Removing entry requirements, providing interview questions in advance and offering reimbursement for travel to the interview are some of

For more information, visit amazingapprenticeships.com

STEM apprenticeships: your chance to be at the cutting edge of broadcast technology

The public broadcasting sector is looking to recruit a more diverse workforce, recognising raw talent in every community.

We, at the BBC, are using apprenticeships to help us change our organisation. We want to bring a new generation into the BBC, from school-leavers to careers-changers, to increase the number of women in technology and provide opportunities to people with disabilities and those from low socioeconomic backgrounds, by offering a broad range of non-degree and degree apprenticeships in technology, data and digital.

provide personalised recommendations for our audiences. If you have an interest in coding, this fully funded, three-year degree apprenticeship can earn you a BSc (Hons) and a permanent role as a data scientist.

Gaining experience in technology operations

Sarah Langford Schemes Portfolio Manager, Tech and Corporate Schemes for Early Careers & Staff Apprenticeships, BBC Academy

WRITTEN BY Angelica O’Toole

Inclusive broadcast technology apprenticeships

We are invested in the most diverse talent to fully represent the audience we serve. We welcome people of all backgrounds — including school-leavers to career-changers because people at any age and stage in their lives should be given a chance to grow.

We are particularly keen to attract a bigger female audience to apply for our STEM apprenticeships, so they can embark on careers including engineering, digital and data. We are reshaping our workforce just as we are reshaping our content for a digitally driven future.

Apprenticeships from systems engineer to data science

We offer a wealth of apprenticeship opportunities including software engineering, broadcast technology and data science to help us transition into a more data-driven organisation.

For instance, our data science degree apprenticeship (level 6) harnesses artificial intelligence and machine learning to

A former Level 6 Broadcast Engineering apprentice — Zoë Dunn, Operations Engineer, 24/7 Operations (Technology Group) — shares her experience on the programme. “Not only has it provided exciting opportunities, such as working on the Commonwealth Games, BBC Breakfast and gaining insight into what happens behind the scenes, but I have met and been supported by some of the kindest and most genuine people.”

“Being an apprentice also gave me opportunities to have fun, generally improving mental health with less stress and being able to focus on work.”

Chloe Gilmore, Level 6 Data Scientist apprentice shares: “I have been able to learn many different skills (both technical and non-technical) during my work placements, which has fed directly into my success with my studies … I am now at the end of my degree apprenticeship, and I can confidently say that I feel ready to join the tech industry after graduation.”

Apprenticeships offer an alternative to university as you earn while you learn. You will get a salary and work towards a recognised qualification that will open the door to careers across the company. No matter who you are, we look forward to helping you succeed in your chosen STEM pathway.

are increasingly finding they need data analysts and software developers in-house to create their own analytics and websites.

“That increasing tech means they have a far greater need for IT support,” he adds. “But businesses either do not have the existing talent or there is not an abundance of talent in the market. That scarcity of talent means businesses need to grow their own talent for future years.

Apprenticeships in a wide range of technical skills could help plug a skills gap for businesses across the digital landscape.

Companies are increasingly using data and artificial intelligence (AI) in routine processes, but there are currently too few trained personnel to plug the skills gap. With thousands of IT job vacancies posted every month, experts suggest that digital apprenticeships to train or upskill people into these jobs offer a strong solution.

Applying knowledge and improving digital skills

Digital apprenticeships offer a wide range of technical career options to help meet the growing skills demands within the business landscape, insists Ben Ellison, Senior Vice President of Apprenticeships at specialist recruitment and training company Randstad.

The Randstad Group in the UK delivers apprenticeships in various digital specialities, ranging from data analytics to software development, first-line IT support and cloud engineering — covering a broad spectrum across the digital and technology space.

While the programmes vary and are based on individual curriculums, they incorporate training, e-learning, one-to-one coaching, along with written assignments and case studies that demonstrate how apprentices have applied the knowledge they have learned within their workplace.

Upskilling employees for in-house operations Ellison explains that as the use of data and AI grows significantly within the business environment, companies

“They have also started to look at roles that may be displaced because of AI and data, and about how they can retain or upskill existing employees to future-proof their business and safeguard people’s jobs.”

Full-time working while learning Ellison says companies can work with training providers such as Randstad for early career and future-planning strategies as they recruit staff from schools, colleges and universities.

Apprenticeships can also be used to upskill or reskill existing workers and those looking for a career change — or others finding their roles are being overtaken by AI and digital technology.

He points out that modern apprenticeships can cover all age groups, with starting salaries as high as £20,000–£30,000. “It is a fantastic training programme funded by the Government’s apprenticeship scheme,” adds Ellison. Apprenticeships are undertaken during a candidate’s normal working hours, and all apprentices are typically employed on a full-time contract.

Paid for by BBC

Apprenticeships are flexible and work for businesses of all sizes in different sectors and industries.

INTERVIEW WITH

How apprenticeships can help UK businesses prepare for the AI revolution

INTERVIEW WITH Ben Ellison Senior Vice President of Apprenticeships, Randstad UK

WRITTEN BY Mark Nicholls

For companies willing to invest in the training and development of managers, there are huge benefits — not just for the organisation but for the individual and the wider economy.

Taking an interest in a person’s long-term career development can support staff retention and engagement. It is a clear way of saying: ‘We are going to employ you for the long term.’

Sending someone on a degree apprenticeship in leadership and management means they will be able to immediately apply the learning to their job.

New skill sets for managers in university courses

Employees get new qualifications and skills and benefit from new ways of tackling business challenges in the workplace. Moreover, they get the chance to demonstrate competencies as they go through the programme, and it allows them to develop their careers in the longer term. At the same time, the picture for the employer is one of improved efficiency and better productivity.

Dr Polly Pick, Director of Business Engagement and Partnerships at the University of Gloucestershire, says: “Apprenticeships can be transformative for both learners and employers alike. Learners gain the skills to excel in their profession, while businesses benefit from improved productivity.”

The University of Gloucestershire offers four degree apprenticeships in leadership and management. Chartered Manager and Senior Facilities Manager are programmes where learners gain a degree upon successful completion. For more experienced professionals, Senior People Professional is a master’s level programme for those working in HR, while the Senior Leader Apprenticeship gives learners the option to achieve a prestigious MBA.

Levy funds available to all employers

Over the course of each programme, learners typically attend university for two-day study blocks every six to eight weeks, and they explore topics via lectures, seminars and through group work with their peers. In the workplace, they are learning on the job with the support of a mentor. Employers are required to allow at least six hours a week for study.

Leveraging the Government apprenticeship levy provides funding not just for large employers but for many smaller firms as well — SMEs pay just 5% of the apprenticeship course fee. By having the option to upskill managers, employers of all sizes can retain and attract skilled talent, which will eventually contribute to economic growth.

INTERVIEW WITH Dr Polly Pick Director, Business Engagement and Partnerships, University of Gloucestershire

WRITTEN BY Sheree Hanna

Adegree apprenticeship represents the best of both worlds. Apprentices gain a degree and complete an apprenticeship at the same time. Degree apprentices are employed and paid a salary from day one.

Funding for professional qualifications and degree apprenticeships

The training and assessment costs of the degree apprenticeship are paid for by the Government with, in some cases, an employer also making a financial contribution. As such, degree apprentices have their tuition fees paid for them, meaning no student loan or graduate debt.

The degree is used to deliver the knowledge, skills and behaviours needed to complete the apprenticeship and become occupationally competent in a defined graduate job.

Degree apprenticeships have been developed for a wide range of professional roles and occupations. Over 100 universities, including 17 Russell Group universities, offer degree apprenticeships in England. They are available to both young people entering the workforce and existing employees.

Is there a downside to a degree apprenticeship?

An individual starting a degree apprenticeship must be committed to the occupation or profession the apprenticeship is preparing them for and to the employer supporting them through the apprenticeship. An individual is also combining full-time work with studying for a degree. Competition for degree apprenticeship places can be intense.

Specific skills for a specific sector with HTQs Higher Technical Qualifications (HTQs) are a new brand of levels 4 and 5 technical qualifications,

equivalent respectively to the first or second year of university undergraduate study. HTQs are approved by the Government-backed Institute for Apprenticeships and Technical Education, as delivering the knowledge and skills needed in an industry sector. As such, they deliver the skills employers say they need.

They are a good choice for individuals seeking employment in a particular sector or for existing employees wanting to develop their skills. HTQs are currently available in digital occupations. They will be available in construction and health and science from September 2023 and in a wide range of sectors by 2025.

T Levels for industry familiarity

T Levels are a new high-quality technical alternative to A Levels.

T levels develop the skills students need to enter skilled employment, apprenticeships and crucially, from a UVAC perspective, higher education. By including an in-depth industry placement, individuals get excellent workplace experience, and employers can get to know potential new employees. T Levels are available in a wide range of subject areas.

Together, these technical pathways can deliver not only choice but the skills individuals, employers and the country need.

WRITTEN BY Dr Mandy Crawford-Lee Chief Executive, UVAC

University management apprenticeships benefit both employers and employees

To upskill employees and encourage career progression, three innovative and high-quality technical and professional programmes can lead people on the right path.

Pick your path: professional programmes to support career progression

Degree apprenticeships have been developed for a wide range of professional roles and occupations.

A degree apprenticeship represents the best of both worlds.

Young people in England can earn and learn by undertaking degree apprenticeships. They can also opt for higher technical qualifications in areas where there are known skills gaps.

Degree apprenticeships are available to starters and mid-career workers who seek development. They enable people to learn as they work, in a range of sectors and employers to upskill their existing workforce. Leading the way is the University of Brighton with its selection of degree apprenticeship programmes.

Higher technical qualifications can tackle skills gaps

of business and management; construction, engineering and the built environment; health and science; and education to level 7.

Benefits for potential students and employers

is something a lot of employers have done, especially in the healthcare sector.”

Local government, education, construction and utilities also use apprenticeship programmes to upskill their existing workforce. Specialist programmes such as Environmental Practitioner, Building Surveyor and Teacher can run alongside the more widely applicable Senior Leader and Digital and Technology Solutions Specialist programmes, which are popular across sectors.

Tailoring programmes to skills needs

The University of Brighton works with Regional Skills Development programmes to create courses that complement areas of need in skills.

WRITTEN BY Mark Nicholls

Dr David Oloke, the university’s Head of Technical Education and Apprenticeships, explains that HTQs to levels 4 and 5 focus on areas such as software development and cybersecurity to help tackle a digital skills gap.

Meanwhile, 20 degree apprenticeship programmes offered by the university cover the four categories

Degree apprenticeships, which bring together apprentice schemes and degrees into one programme, are government-funded. “Individuals do not pay university fees for their learning and are offered a job, which means they are paid to work and learn at the same time,” says Oloke. “It is the best of both worlds.”

Employers also benefit as they can use the schemes to grow talent within their existing workforce or attract A-level/equivalent students from schools and colleges. “They can use the apprenticeship programmes to upskill their staff,” he adds. “That

“The wider Sussex area has needs in terms of health and social care, engineering and construction, manufacturing and digital, so those areas are industries we work with,” says Oloke. “We evaluate those needs and then position our programmes strategically at a higher education level.”

Development programmes

The university is also part of the Sussex and Surrey Institute of Technology with a range of other educational and industry partners.

“We are very keen to support regional skills development programmes. We do not want to be a university working in isolation; we want to serve our region,” concludes Oloke.

INTERVIEW WITH

Dr David Oloke

Head of Technical Education and Apprenticeships, University of Brighton

Paid for by University of Brighton

How higher technical qualifications and degree apprenticeships benefit students and employers

Apprenticeships are flexible and work for businesses of all sizes in different sectors and industries.

~Department for Education

Simplifying the skills system so it works better for everyone

Businesses in this country are still struggling with the cost of living crisis and desperate for skilled workers to boost their productivity and bottom lines.

Businesses must be empowered to tackle these problems through a world-class skills training system that drives growth and opportunity for employers, learners and the country.

The need for a unified skills system

Apprenticeships are much better now because they are designed by employers to meet their training needs. Apprentices also benefit because they learn the skills businesses value.

WRITTEN BY Baroness Ruby McGregor-Smith Chair,

T Levels are transforming classroom-based training, and new Higher Technical Qualifications are making a difference at an advanced level — where our economy lags behind competitor countries. However, progress made with those employer-led programmes is still being hampered because of the array of other skills training qualifications out there. There are thousands to choose from. Many are good, but the quality is mixed — so, to put it bluntly, it’s almost impossible for businesses and trainees to figure out what would work for them and what’s a waste of time.

Standardised, world-class training

The Institute for Apprenticeships and Technical Education (IfATE) recognises that this needs to change fast. It is why we have just published our vision for a world-class, simpler skills system.

Take the leap and find the right technology programme to gain skills

The UK has an enormous skills gap when it comes to careers in tech and digital. Large employers such as IBM, BT and Amazon aim to ensure that apprentices and graduates are equipped and are turning to those from accredited programmes.

In an age where many young people are concerned about the financial impact of Higher Education and want assurance about their future job prospects, accredited courses give them confidence that their programme will provide them with the right skills to succeed in tech. Degree apprenticeships combine this reassurance with the opportunity to earn a wage while gaining work experience and a fee-free degree.

Gaining the right skills through technology apprenticeships

Anushka Suman, a Tech Industry Gold degree apprentice, is working as a data analyst at Vodafone. Tech Industry Gold is the only industry-backed accreditation in tech and digital. She

This will involve making sure all government-funded training meets the same set of rigorous employer-defined standards. Everything from level 2 (GCSE equivalent) to degree level will — from this year onwards — need approval from IfATE and our network of employers.

Accessible and reliable opportunities

Opportunities for people to progress across various types of training and up the skills levels — so they eventually get highly skilled jobs — will also be set out clearly in IfATE’s occupational maps. These are being made very easy to access and navigate on tablets and smartphones.

They will be launched over the summer. We expect them to form the foundations for skills and career advice provided by schools, colleges, job centres, UCAS and any other government and education bodies involved with helping people make the right choices.

We must finish the job with employer-led reforms. All skills training must be guided by businesses that know their sectors best and understand what it takes for training to be truly fit for purpose.

Giving employees and trainees a reliable skills system, which links up better and is easier to use, is the best way to boost productivity and support people from all backgrounds to reach their potential.

confident I am gaining the skills that employers have said they need. Earlier this year, I won the Tech Industry Gold National Apprenticeship Award for Special Recognition.”

WRITTEN BY Kelly Nicholls CEO, TechSKills

explains why an apprenticeship was the right choice for her:

“I was 17 when Covid-19 hit, and it made me unsure whether I wanted to go to university or not. I investigated other options and came across apprenticeships. I liked the idea of being able to ‘earn and learn’ but was surprised to find that many had a negative preconception of this pathway as being inferior to a traditional degree route.

I decided to take the leap and began a Level 6 degree apprenticeship in digital technology solutions specialising in data analytics, with Blackpool and The Fylde College. My degree apprenticeship is Tech Industry Gold accredited, which means it has the backing of industry, and I can be

Following your own path and honing skills Suman continues: “In 2021, I started sharing my journey on social media and providing career advice for other young people. I have since partnered with organisations such as TechSkills, UCAS and the Department for Education to spread the word about apprenticeships.

“I am coming to the end of my apprenticeship now and can proudly say I do not regret my decision. I have gained three years of corporate experience, I’m about to graduate with a degree for free and have also started a successful business in social media consultancy. My experience shows that only you can know what the right pathway is for you. I’m glad I followed my instinct.”

I have gained three years of corporate experience, I’m about to graduate with a degree for free and have also started a successful business.

WRITTEN BY Anushka Suman

Data Analyst Apprentice, Vodafone

Institute for Apprenticeships and Technical Education (IfATE) and former President of the British Chambers of Commerce

All skills training must be guided by businesses that know their sectors best.

Scan the QR code to learn more about the IfATE skills system.

Higher Technical Skills programmes — produced in partnership with academic institutions and industry players — are a way to deliver innovative training and close skills gaps.

The construction industry is a critical part of the UK economy. Yet, a 2021 report from the Institute for Public Policy Research notes that construction “is facing large and persistent skills gaps and skills shortages” with an estimated 750,000 workers in the sector either retiring — or on the verge of retiring — in the next 15 years. According to figures from the Construction Industry Training Board (CITB), the UK construction industry will need 225,000 new employees by 2027.

To help address this alarming statistic — and ensure there is an expanded curriculum at the higher level of technical education — the Government has created Institutes of Technology: a national network of experienced education providers and leading industry employers, working in close partnerships to deliver first-class technical education and training. Take the University of Salford — the lead university partner in the Greater Manchester Institute of Technology — which is running Higher Technical Skills programmes in a range of areas, including construction and engineering. Students can study for a Higher National Certificate (HNC), a Higher National Diploma (HND) or a Higher Apprenticeship and have regular contact with industry and employers through visits, guest speakers, live briefs and placement opportunities to gain crucial hands-on experience.

Equipping the workforce of the future with essential skills

Courses are delivered in compact timetables and are a more flexible way of learning.

“As such, they are particularly relevant to those already employed within the industry who are thinking about their next step,” says Claire Foreman, Director of Greater Manchester Institute of Technology at the University of Salford.

“For example, a joiner looking to progress their career might consider a Higher Apprenticeship in site supervision. The courses can help employers or managers who want to improve hard skills and better plan for the future of their teams.”

The ‘learning by doing’ approach offered by the Higher Technical Skills programmes is key, says Foreman. “Students need to experience real-life projects and hands-on training,” she notes. There are students graduating from universities all over the country who have limited exposure to the workplace. That’s a problem, particularly with the range of new technologies being used in the construction industry, such as digital drone surveying.”

Improving translation of technical, data and digital skills

One of the University of Salford’s programme partners is engineering and construction company Laing O’Rourke, which is providing advice and guidance on the design and delivery of the courses. Clare Allen, head of the future work at the company, agrees that a blend of digital and physical skills is vital for the sector’s future.

“The construction sector often has difficulties attracting new talent due to misconceptions that the work lacks variety, is physically demanding and unsafe,” she admits. “What’s not often considered is that, as with other industries, construction is looking for people with an aptitude for technical, data and digital skills — and an ability to translate that for physical engineering and build.”

Working together on the design and delivery of courses

For instance, the team at Laing O’Rourke’s Nottinghamshirebased offsite manufacturing facility works in a controlled manufacturing environment, taking information from digital models to produce high-quality products that are transported for assembly on complex but vital building projects all over the UK. “We’ve moved many of the trades traditionally done outside in all weathers into a modern factory environment, making construction delivery roles more accessible and appealing to a wider range of people,” says Allen.

Greater collaboration between universities and industry will ensure that, going forward, the UK construction workforce is equipped with the skills the sector actually requires. That’s good for the industry as a whole — and it’s good for those who work in it. “Ours is a fast-moving sector,” says Allen. “Working closely together enables us to support learners in developing the skills that they need to succeed in their chosen careers.”

Paid for by University of Salford

Why ‘hands -on’ learning programmes could solve the construction skills gap

The courses can help employers or managers who want to improve hard skills and better plan for the future of their teams.

INTERVIEW WITH Claire Foreman Director of Greater Manchester Institute of Technology, University of Salford

INTERVIEW WITH Clare Allen

Head, Future of Work, Laing O’Rourke

WRITTEN BY Tony Greenway

Employers are taking great strides to support their apprentices to stay and succeed in their apprenticeship programmes.

~Anna Morrison CBE, Director and Founder, Amazing Apprenticeships