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Welcome
Dear Employer, I would like to thank you for choosing Sussex Downs College as your training provider. In today's difficult economic climate, it is vital that employees acquire the skills and qualifications your business needs for success. As the employer you have a key role to play in the learning process, providing opportunities for employees to learn and develop at work and to put into practice the new ideas, theory and skills they are learning with the College. We have produced this handbook to guide, inform and support you throughout the training programme. I look forward to a long and successful association with your company, not only in providing learning opportunities for individuals new to the workplace, but also in helping to fulfil the aspirations of existing staff and thus improving your business performance. Should you identify any areas of your business with which you feel we may be able to help, please contact a member of the Business Development Team on 0845 2302 007 and we will do all we can to assist you. As the Principal, I would like to take this opportunity to wish your organisation and learner every success in your partnership with Sussex Downs College. Best wishes
Melanie Hunt
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Key College Contacts Business Development Team Business Development Manager
Name: Kirsti Godson Mobile No: 07891744052 EMAIL: kirsti.godson@sussexdowns.ac.uk
Account Manager Name: Mobile No: EMAIL:
Business Development Team General Enquiry Number: 0845 2302 007 The Business Development Team welcome telephone calls from employers. All employers, however, will receive regular contact from their Account Manager or Assessors who will specifically discuss the progress of your learner.
Delivery Team Curriculum Manager Name: Contact No: EMAIL:
@sussexdowns.ac.uk
Quality Assurance Coordinator Name: Mobile No: EMAIL:
@sussexdowns.ac.uk
Assessor Name: Mobile No: EMAIL:
@sussexdowns.ac.uk
College Tutor (day release programmes only) Name: Contact No: EMAIL:
@sussexdowns.ac.uk
Absence Reporting (day release programmes only) Name: Contact No:
If you have any concerns or issues about your apprentice/learner or the programme in
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general, then your first point of contact should be the Quality Assurance Coordinator or the College Tutor.
Learner's work-based mentor Name:
The role of the learner’s work-based mentor The learner’s evidence building will need to be monitored by the assigned work based mentor, who is either yourself or a member of your team. This person is key in the training process and should be in a position to supervise the work carried out by the learner giving evidence to confirm that they are consistently performing to required standards.
Other College contact numbers Safeguarding
Health & Safety
Jo Monnickendam
01273 402445
Jan Gormley
01323 637191
Debbie Leslie
01323 637246
Student Services (Welfare, Information Advice and Guidance) WBL Apprenticeship Coordinator Main Switchboard
01323 627184 (Ebo) 01273 402205 (Lewes) Zoe Short
01323 637287
01323 637637 (Ebo) 01273 483188 (Lewes)
What do employers get in return for investing in training at Sussex Downs College?
High quality recruitment support and advice Enthusiastic applicants who are willing to learn All potential learners are interviewed and have initial assessments undertaken Help and advice to agree a learning plan which meets the needs of employers and learner Regular visits from an experienced and qualified Assessor to develop occupational and Functional Skills Flexible assessment methods which may reduce the need for written work Off-the-job training as required to support knowledge development Extra one-to-one support if needed Feedback after each visit and involvement in your learner’s target setting Advice, support and help to improve learner conduct and performance
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 Essential Skills tests to ensure competence in English and maths  Efficient completion of the qualification so that learners can progress to higher levels (e.g. Advanced Apprenticeships)
THE LEARNING JOURNEY The recruitment and initial assessment Process You can advertise your vacancy for free by contacting the Business Development Team. We will post this vacancy on Apprenticeship Vacancies Online and via the College Job Shop. Sussex Downs College undertakes early interview and initial assessment of prospective apprentices. We believe it is important to recruit those people with the most potential to achieve their Apprenticeship and to make the most valuable contribution to the working environment. This does not mean always recruiting those learners with armfuls of GCSEs or A levels, but rather those who have the right attitude, motivation and aptitude to achieve. Our recruitment procedures now include a meeting with a member of the Business Development Team and initial assessment of English and maths*, and a vocational/practical aptitude test conducted by a member of the course team, if appropriate. If the learner has additional learning support needs and requires help to aid their learning programme, this will be discussed at interview, to ensure the correct support is put in place at the start of the programme. We hold waiting lists of potential apprentices - details of which we can provide in order that you can conduct your interview with a view to employment. Those employers wishing to recruit a new apprentice are encouraged to contact the Business Development Team so that we can discuss this further.
English and maths* The College is committed to helping learners improve their skills in both English and maths, across all programmes of learning. Not only will this enable learners to achieve their main vocational learning but it will improve their efficiency in the workplace. All learners entering into a programme of vocational learning will have their levels of English and maths assessed to ensure that they are capable of undertaking and achieving their chosen qualification. If a learner is assessed at a lower level than expected, it may be necessary to undertake a preliminary course of development before they start on their Apprenticeship or qualifications. Qualifications in English and maths are a mandatory component of all Apprenticeship frameworks. Your Account Manager will be able to give you full and confidential information and guidance.
The start of the programme
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It is Government policy now that all training providers undertake a health and safety check of the working environment that any new learner will be entering. Only when an employer passes the healthy and safety check are we able to enrol on to our learning programmes. Your Account Manager can advise you.
The induction process All learners undertake an induction including absence procedures, equal opportunities and anti-discriminatory practices and disciplinary and grievance procedures. All learners will receive a handbook which contains the relevant induction information.
The probationary period Every learner who joins the programme at Sussex Downs College is on an initial six week probationary period. This period is used to allow us to assess the learner's progress – both on their programme and in the workplace. If, during this period, the learner fails to reach the required standard, then the College may have to withdraw them from the course. Your opinion on progress will be sought and will be used when making a decision regarding the outcomes of the probationary period.
Individual Learning Plan Each learner has an individual learning plan (ILP) which outlines a programme of learning between the College and the learner. ILPs are an integral part of a learning programme and are used as a working document to ensure that the training is successful. As the learner’s employer, you will be asked to read and agree to the ILP. We will also ask you to sign an agreement outlining your commitment to support the learning programme or Apprenticeship.
Additional learning support and additional social needs The College has a learning support service. We offer individual assessments to all students who request them. We are also able to support the learner if they feel they have barriers to learning. This comes in many forms but we will assess their need and endeavour to find appropriate support throughout the programme. For further details or advice please contact the QAC/Assessor or WBL Inclusion Officer (day release).
12 week review Regular reviews are a vital and important part of any work-based learning programme. This is an opportunity to have a three way dialogue between the training provider (assessor), yourself (the employer) and your learner to ensure they are progressing as planned over all of the relevant qualifications they are undertaking. This meeting will allow for the review of the progress made over the past 12 weeks, and planning of the activities to be completed over the next period, setting SMART targets for learner progress. You will be required to prove that the business has up to date and valid Employer’s Liability Insurance and will have the opportunity to help
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plan appropriate work-related activities to help your learner achieve their qualifications. It will be possible for you as the employer to identify specific on-the job training that you can also provide to enhance the learning experience.
Change of Details We ask our employers to keep us up to date with any changes that may affect the learner or their programme. These may include: Change of company details Change of mentor/supervisor or management structure The learner gives notice or leaves The learner changes job roles The learner changes their regular shift pattern
What are Apprenticeships? An Apprenticeship is a structured training programme, enabling the learner to gain knowledge and experience using a mixture of on and off-the-job training, to gain qualifications relevant to their chosen occupation. Apprenticeships are available for people between the ages of 16 – 60+. Apprentices will normally work for a minimum of 30 hours per week but may be more. In a small number of circumstances where there is a recognised reason why the Apprenticeship needs to be for fewer hours, this will be allowed as long as it does not fall below a minimum of 16 hours. When this occurs the actual length of the Apprenticeship will then be extended in order that sufficient time is spent to gain the required experience and skills needed to do the job. Employers are responsible for their wage and other employment costs. The salary is negotiated to reflect the abilities, age, skills and experience of the apprentice, taking into account the going rate for the job concerned. All apprentices must be given a contract of employment and be paid under PAYE. Assessors/reviewers visit the apprentice in their workplace on a regular basis, to liaise with the apprentice and employer and monitor progress. Both the apprentice and employer are requested to be available for these visits. Apprenticeships have now been enhanced, with apprentices now completing a Framework, set by the industry at the appropriate level, which may consist of the following areas: A National Vocational Qualification (NVQ) Certificate or Diploma, a competence based qualification. A Technical Certificate, which demonstrates knowledge and understanding in specific industry skills. Functional Skills Employment Responsibilities & Rights Personal Learning and Thinking Skills Apprenticeships are available at different levels dependent on the job role of your
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employee: Intermediate – Level 2 Advanced – Level 3 Higher – Level 4 and 5
How long does an Apprenticeship last? Programme structures vary but are a minimum of 13 months and apprentices will either attend College once a week or evening workshops, or will be assessed in the workplace, depending on the occupational sector. Attendance at training is a mandatory part of the Apprenticeship scheme. Apprentices are told their planned end date at the induction day or start of the training and will be reminded as they progress throughout the course.
What are NVQ Certificates or Diplomas? NVQs are based on standards set by the industry and students learn to carry out work to this standard. Some facts about NVQs... NVQs are based on the employee's day-to-day job. This means they will be assessed on what they actually do. NVQs also take account of any previous experience NVQs are an excellent path for career progression NVQs may provide an opportunity to discover new areas in the company to show off the employee’s skills. To give your learner the best possible opportunity of success, it is very important that they are able to collect appropriate evidence from their place of work and that you are aware of what it is required as evidence.
How are NVQs assessed? To complete the qualification or the Apprenticeship; the learner and assessor will need to collect evidence. This can be done in the following ways but will need the input of the employer or line manager: Observation by the Assessor Advanced Skills Scan (of prior knowledge) Product Evidence (e.g. copies of paperwork used in the business), photograph Questioning (both written and oral) Witness Statements (from those who have observed the learners work) Case studies, assignments, projects RPL (Recognition of Prior Learning) Exams Learner Statements (accounts of work activities/situations) Guided Discussion Simulation (dependent on qualification)
What is a Portfolio of Evidence?
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The evidence is brought together in a Portfolio which will be assessed to meet the requirements of the qualification. Work is then internally and externally quality assured by the awarding body, to ensure that all assessment decisions are fair.
Equality and Diversity Sussex Downs College recognises that a diversity of backgrounds in learners and college staff brings with it a variety of ideas, perspectives and experiences. These are valuable in developing both an inclusive ethos and a forward-thinking workforce that is responsible for the delivery of services to the public in general and groups of vulnerable people. Sussex Downs College Equal Opportunities Policy concentrates on the areas relevant to personal development and assessment within the NVQ/QCF framework. It complies with the equal opportunities policies of the relevant awarding bodies and QCA. Equality of opportunity also acknowledges that individuals are different and have different needs. The principles of equality observed by us do not necessarily mean that all learners are treated the same: SDC uses positive measures to promote and enhance equal opportunities so that no unnecessary barriers to assessment prevent achievement. If a learner indicates particular assessment requirements, we will make appropriate arrangements to ensure equality of access to assessment with the relevant Awarding Organisation. “Equality & Diversity” is the term used to promote equal access to all within the workplace. Sussex Downs College aims to ensure that no learners, members of staff, visitors or others that visit/use the College receive less favourable treatment on the grounds of gender, gender identity, race, ethnic origin, skin colour, learning difficulty, disability, mental or physical health status, sexual orientation, marital status, age, class or religion.
Complaints Sussex Downs College takes all complaints very seriously, whether made in writing, phone or verbally and has a full complaints procedure. Whilst it is unlikely you will need to use the complaints procedure, it is important that you are familiar with it. The complaints procedure is the process you use to resolve any issues you have with the College. STAGE 1 The simplest way to resolve a complaint is to discuss it with the Assessor, (unless Assessor-related). The Assessor can be contacted at any (reasonable) time to discuss an issue or leave a message and they will get back in touch as soon as they can. If your complaint is assessor related, progress to stage 2. STAGE 2 If you cannot resolve an issue with the Assessor then you need to move to the next stage and contact the Delivery Manager, they will listen to your problem or query and look into a suitable solution to resolve. They will not ‘take sides’ or make assumptions and your complaint will be kept confidential where possible.
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Appeals Procedure If a learner is unhappy with their grade or the outcome of an assessment, the Appeals Procedure allows the learner the opportunity to explain their situation or give reasons why their performance or results were not as they had hoped. The learner will be given a copy of the Appeals Procedure.
Learner Concern Procedure The College has a standard Learner Concern Procedure to deal with issues around attendance, progress and behaviour. The four stage process is designed to be a supportive process and find resolution, but ultimately if the learner fails to improve they can be asked to withdraw from their programme.
Feedback and evaluation As a learning organisation, feedback is an invaluable part of our quality assurance processes. At key stages within the training programme, we will be asking learners to complete surveys to inform us of their experience of us as a training provider. This feedback is used to ensure we are meeting learner’s needs and address any concerns that arise, in order to improve our service. We conduct employer satisfaction surveys and we appreciate your time in completing these. Your feedback is extremely valuable; please contact us at any time. Help us to offer the best service possible.
Thank you To find out more about our extensive range of courses or about training tailored to your company’s own needs – simply call 08452302007 and we will be pleased to discuss your requirements over the phone, or to make an appointment to visit you.
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WHO’S WHO IN THE QUALIFICATION PROCESS? Learner The Assessor
The Tutor
Expert Witness
Quality Assurance Co-Ordinator (QAC) External Quality Assurer (EQA)
Provider
Awarding organisation
Sector Skills Council
Person undertaking the qualification. The person who assesses the learner against the assessment criteria of the qualification. They also deliver the learning required to achieve the knowledge and Functional Skills. The person who delivers the technical knowledge and skills training within the College if the learner attends as a day release option An expert witness is from within your organisation who regularly supervises the learner. They must give evidence to confirm that the learner is consistently performing to the required standards. This person ensures that the Assessor is working to the required quality standard, assessing correctly to the criteria and treating all learners equally and fairly. This person comes from the awarding organisation for the qualification. They ensure the QAC and Assessment team are working according to national standards and monitor the assessment process. Sussex Downs College is your training provider. We are the ‘company’ that appoints all the internal people above to deliver the qualification. An organisation approved by the QCA (Qualifications and Curriculum Authority) to provide qualifications and award the certificates. They appoint the EQA explained above. Examples include City and Guilds, CSkills, EdExcel, OCR. These are the bodies that provide and develop templates for qualifications for the awarding bodies to work around. Sector Skills Councils (SSCs) are recognised by Governments throughout the UK as the independent, employer-led organisations which ensure that the skills system is driven by employers' needs.
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QUALIFICATION JARGON BUSTING NVQ/QCF qualification (National Vocational Qualification /Qualification Credit Framework)
Functional Skills in Maths, English and ICT
Employment Rights & Responsibilities (ERR)
Technical Certificate (Knowledge)
Personal Learning and Thinking Skills (PLTS)
Apprenticeship Framework
Guided Learning Hours (GLH) - ‘off the job’ and ‘on the job’
A competency based qualification mapped against nationally recognised quality standards. The qualifications are unitised and can be built up to an award, certificate or diploma depending on the size and length of the programme. These qualifications are vital for young people and adults to participate in life, learning and work. Functional Skills focus on problem solving, and give learners practical strategies for developing, applying and transferring skills not only in the workplace but in everyday situations. A component of the Apprenticeship Framework. The unit covers the following: • Statutory responsibilities and rights of employees and employers • Awareness of own occupational role and how it fits within the sector • Agreed ways of working with the employer • Career pathways • Issues of public concern and how they may influence the sector This qualification is the underpinning skills and knowledge relating to your employees role. Generally embedded into the NVQ/QCF qualification. PLTS captures the essential skills of: • Independent enquiry • Creative thinking • Reflecting learning • Team working • Self-management • Effective participation Includes either some or all of the above qualifications. 'On the job' GLH refers to the time taken to develop the practical skills of a job role. It can be seen as the time the individual or the learner spends being guided whilst undertaking normal activities as part of their job role, and which provide opportunities to learn, develop and practice skills. 'Off the job' GLH refers to the time taken to develop the technical skills and to develop knowledge of theoretical concepts across a range of contexts. It can be seen as time away from "’ immediate pressures of the job’. It is not always necessary to attend College whilst undertaking ‘off the job’ guided learning.
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NOTES
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