For all the attention apprenticeships have been enjoying in recent years, many people continue to regard them as something less academically inclined youngsters turn to. According to Suzie Webb, director of education at the Association of Accounting Technicians (AAT), this misconception should be addressed by all stakeholders, most notably the government, training providers and educational institutions. Young Britons need to be given a clear message that there are many reasons to consider an apprenticeship and academic aptitude has nothing to do with it, Webb writes in an article for the Huffington Post.
From a financial point of view, career goals pursued through an apprenticeship will not saddle youngsters with massive debts. Vocational training is becoming all the more attractive as university tuition fees go up. But this is only one benefit of choosing an apprenticeship over academic study. As apprenticeship advocates never tire of stressing, apprentices have the amazing opportunity to gain hands-on work experience, not to mention that they get paid a salary in the process.
It has become clear that a university degree rarely prepares young people for handling the realities of everyday work. With apprenticeships, learners accumulate invaluable first-hand knowledge of their chosen industry, which in turn helps them build confidence and set their professional sights higher, Webb says. Another great thing is that apprenticeships have been embraced by virtually all industries and the variety of roles on offer is impressive. Young people can train for less demanding positions and gradually build on that or opt for a more challenging role. It also needs to be stressed that apprentices are highly valued by employers for their practical skills and most trainees become permanent members of staff at the company that recruited them, Webb adds.
Apprenticeships are essential for combating youth unemployment and helping the UK build a strong talent base for the future. The government has initiated a series of reforms to improve the apprenticeship system but priority is being given to solving quality issues and raising standards in sectors with acute skill shortages, for example aerospace, automotive and life sciences. This is definitely a positive development but since the UK economy is predominantly service-based, more attention should be given to improvements in service industries.
This is one of the key recommendations made in a new report from The Work Foundation. In an article for the HR Director website, author Katy Jones outlined the major issues addressed in the policy paper. It welcomes the launch of the Trailblazer pilots as a way to give employers the lead in apprenticeship programme development but also calls for the inclusion of more service industries amongst the Trailblazers. Skill shortages may not be as acute in health and social care, business administration and customer service but these are sectors providing the largest number of employment and apprenticeship opportunities to young Britons.
As Jones pointed out, the service sector is the one typically fighting the hardest battle with issues related to apprenticeship quality, educational content and duration. This presents a significant problem because the UK economy is driven by services: the sector provides 85% of UK jobs and is the first destination for most young people entering the labour market. Moreover, the service sector creates the largest number of apprenticeship positions: eight of the top ten industries by apprentice recruitment in 2011/2012 were service industries, with business administration and customer service among them. It is therefore very important to raise apprenticeship standards in the sector, Jones noted.
More and more young Britons are coming to realise that a university degree is no longer a prerequisite for professional success. In fact, numerous studies have demonstrated that this is clearly not the case. Apprenticeships have proved themselves an excellent route to career progression and the government wants to make them the norm for school leavers who decide against academic pursuits. The problem is that access to apprenticeship information leaves a lot to be desired so many youngsters may be missing out on a great opportunity. For those still unsure how an apprenticeship can benefit them, Not Going To Uni recently presented the most important statistics on the subject.
First of all, potential apprenticeship candidates can expect fully funded training if they are aged 16 to 18. They are also entitled to a minimum hourly pay rate of £2.68 and many employers offer higher wages. According to the Apprenticeship Pay Survey, apprentices get £212 net per week on average. Moreover, an apprenticeship will add an extra £100,000 to a person’s lifetime earnings.
There are about 250 different types of apprenticeships young Britons can choose from, mastering both the theoretical and practical aspects of their chosen profession through learning on the job. Successful completion of the training programme can even open the door to a university degree without the associated debt because employers typically cover those costs. And the chances of securing a job are excellent: up to 95% of apprentices remain employed by the company that recruited them for training. This is hardly surprising since 96% of enterprises report that apprenticeships boost their business.
The UK government is betting on a string of reforms to improve the apprenticeship system. But according to Lord Adonis, who served as education minister between 2005 and 2008, the UK needs a “revolution” in apprenticeships, which should include a specific focus on youth apprenticeships and bring about a significant increase both in apprenticeship quality and quantity, the Huffington Post reported.
Lord Adonis made these remarks during a skills debate taking part within the annual conference of the British Chambers of Commerce. Addressing his audience, the former Labour government minister described the number of apprenticeships that are available only for up to 12 months as “unacceptable”. He went on to declare that the system clearly needs a fundamental overhaul, especially in the area of youth apprenticeships. It is not enough to make incremental improvements in quality and quantity: a step change is required, he insisted.
According to Lord Adonis, the government should work alongside schools and employers to address an issue of particular importance, namely the quality of career advice received by students. It definitely leaves a lot to be desired and teachers are generally unable to provide proper guidance on apprenticeships and vocational training. That issue will not be resolved without prompt action and Lord Adonis advocates the introduction of “senior” people whose main responsibility will be maintaining contact with local employers and helping young people secure apprentice positions. UK schools should have people with a keen understanding of the local employment landscape and employers, encouraging the latter to create more apprenticeship opportunities for local youngsters and providing advice to young people, Lord Adonis said.
Many companies in the Thames Valley region find it hard to recruit young people with the right skills. It is therefore hardly surprising that they consider apprenticeships very important for building their talent base, stating that vocational training beats university when it comes to preparing young people for working life.
This has been established through the first Skills, Education and Recruitment Survey in the region. Led by hiring specialist Hays, the poll involved about 100 local enterprises.
The results showed that 58% of employers were primarily driven to recruit in order to grow their business. But finding people with the right skills proves a challenge for 61% of Thames Valley companies. According to 68% of the sample, apprenticeships do a better job than universities at getting young people ready for work life.
Local employers rank attitude as the top criterion for candidate suitability. For 73% of companies, attitude trumps qualifications and experience in the choice of new staff.
Commenting on the survey results, Hays Specialist Recruitment managing director Mark Sheldon said that more and more employers were looking for people with a learning aptitude. Companies are increasingly prioritising a candidate’s ability to learn new skills over their current expertise and experience. Now that the economy has returned to growth, more employment opportunities will be springing up and business organisations will have to work harder to attract and retain employees. Training and skills development should be included in the whole package employers put on offer so that they can build a workforce prepared for the constantly changing business environment, Sheldon added.
At the start of this week, the National Institute of Adult Continuing Education (NIACE) announced the launch of a programme designed to improve apprenticeship delivery. Commissioned by the Education and Training Foundation, the Apprenticeship Staff Support Programme (ASSP) will provide £1.5 million in funding to projects that can improve apprenticeship outcomes for both employers and trainees.
Phase One of the programme is already under way and organisations can submit their bids, applying either alone or as part of a consortium, NIACE said. Priority will be given to projects that promote employer involvement in apprenticeship delivery and/or focus on further improvement in curriculum design, teaching, learning and assessment.
The plan is to choose eight to 24 projects in the first phase and distribute up to £717,000 of the total funding pot. If a project turns out to be particularly successful, it will be considered for expansion during Phase Two of the ASSP, which will begin later in the year.
NIACE section director Fiona Aldridge said that apprenticeships had amply demonstrated their importance for the development of vital skills and the provision of support for people to enter work. NIACE is working alongside the Department for Business, Innovation and Skills to promote further improvement in apprenticeship quality and ensure fair access for every applicant. The launch of the ASSP is the latest step in that direction and a particularly important one in light of current apprenticeship reforms. The programme will advance efforts to tackle skill shortages through high-quality apprenticeships that cater to the needs of all stakeholders, Aldridge added.
The biggest names in the corporate world have long relied on apprenticeships, with most top engineering and manufacturing companies running apprenticeship programmes. Rolls-Royce, BAE Systems, BMW, British Airways, Network Rail – these are just a few examples of corporate heavyweights swearing by apprenticeships. The message has reached the small and medium-sized enterprise (SME) sector but more of its representatives should embrace apprenticeships, making the most of government incentives to nurture talent and drive growth, according to Gary David Smith.
In an article for the Training Journal, the IT entrepreneur points out that this is a great time for SMEs to recruit apprentices. In the latest sign of its commitment to the apprenticeship cause, the government recently announced an extra support package: the Apprenticeship Grant for Employers (AGE) scheme will receive a further £170 million and another £20 million will be allocated for support of degree-level and post-graduate apprenticeships. This funding, specifically targeted at the SME sector, is expected to help create 100,000 new apprenticeships. The AGE scheme contributed to the creation of 49,300 new apprenticeships between February 2012 and October 2013, with another 15,800 in the planning stage.
According to Smith, the government’s financial incentives are more than welcome but it is also crucial to deliver properly designed apprenticeships. This means that skills training programmes must aim for “the right balance between learning and doing,” as Smith puts it. He also believes that the government should expand the AGE scheme in a way that makes it possible for SMEs to engage with young people while they are still in full-time education.
As part of its Budget announcement in March, the UK government pledged to create 100,000 new Apprentices in the SME sector. Semta, the UK sector skills council for science, engineering and manufacturing, wants many of these new Apprenticeships to involve engineering training and half of them to feature women in the role of Apprentice Engineers. Semta is committed to attracting more girls to the engineering profession and believes that a larger proportion of women in the sector will deliver benefits for the entire economy.
As part of its drive to change the status quo, Semta is supporting a number of events across the country. Their aim is to raise the profile of engineering among women and help get more female representatives onto management teams.
Commenting on the initiatives, Semta CEO Sarah Sillars noted that women account for just 22% of the advanced manufacturing and engineering workforce. Within that group, only 9% are women qualified as engineers, scientists or technologists and just 5% hold managerial positions. Given that half of all UK employees are women, these figures demonstrate the wealth of talent waiting to be tapped. If the country is to maintain its position as a world-class manufacturer, this skills pipeline has to be kept flowing, Sillars said.
She went on to add that Semta would be partnering with employers, educators, career advisers and young people throughout the year to reinforce the messages spread by key events such as National Apprenticeship Week and Tomorrow’s Engineers Week. It must become clear that girls are just as good as boys at engineering and more young women should pursue training in that field. If the UK has more female engineers and more women on sector management teams, the ultimate beneficiary will be society as a whole, Sillars stated.
Just like any other sector, logistics needs to ensure it has the necessary talent to enable future growth. While logistics sector operators acknowledge the importance of employee training and development, many among them fail to achieve the desired results for one reason or another. Recent research conducted by Skills for Logistics has highlighted the need for greater focus on the adequate provision of information relating to staff training and skills development in the logistics sector.
As the organisation established, 36% of sector employers harboured doubts about the current situation, expressing the belief that the currently available training programmes and qualifications did not adequately reflect the skill needs of the logistics sector. Meanwhile, 10% of the companies that had not partnered with a training provider attributed this to their lack of knowledge on the matter.
Skills for Logistics has the responsibility to provide information and tools promoting workforce development. The Sector Skills Council for the UK’s logistics industry is also in charge of providing advice on training options and solutions. It conducts its work in partnership with employers, recruiters and training providers, seeking to bring to light all the opportunities for skills development.
One of the ways in which Skills for Logistics demonstrates its commitment to the staff training cause is through its round table events. A new discussion is scheduled to take place next week, on 8 April, bringing together industry and training representatives for an exchange of views on the skills and training challenges facing the sector.
The government is still is trying to find a way of funding apprenticeships that would receive unanimous support from all stakeholders. Its latest consultation includes proposals for a so-called Apprenticeship Credit, which involves direct fund transfer to employers through online bank accounts. The Association of Employment and Learning Providers (AELP) sees employer choice in this matter as essential for boosting apprenticeship uptake. Moreover, the organisation believes that driving engagement among employers should be at the heart of any reforms.
This is according to AELP chief executive Stewart Segal, who shared his views in an article for FE News. As Segal points out, the government should focus on improving perceptions and understanding of the apprenticeship system to spur uptake by both employers and young people entering the workforce. There are a number of measures the government can take to achieve these goals.
For starters, understanding would improve significantly if everyone received better career advice and guidance, Segal notes. The AELP also sees the need for a support programme designed to help young people who fail during the apprenticeship application process.
Since employers are a critical link in the apprenticeship chain, the government should make sure the system works in their favour. This could be achieved through a number of actions, among them simpler and more transparent funding rules. Employers should also be able to choose whether they go for a direct contract or partner with a training provider. And it is essential to make it clear to employers that they are free to choose a provider at any stage of the programme, Segal said.