DfE Doubles Early Years Apprenticeship Bursary

The Department for Education has doubled the size of its early years apprenticeshipATG_nursery_261113 bursary to £3,000, to encourage the participation of high-quality individuals.

Two hundred people taking part in early years apprenticeship programmes will benefit from the increase as well as from the availability of a further £300 for training and education. The bursaries, which were first announced in May, will be available to people in apprenticeship programmes focused on early years education, which is today’s equivalent of the nursery nurse diploma from the past. The double bursaries will be distributed among the first 200 successful applicants to the scheme.

Eligible candidates will have an apprentice position at a nursery, school nursery or children’s centre that provides early learning places for two-year-olds. Candidate should have at least GCSE grade C or above in English and mathematics. The scheme is managed by the National College for Teaching and Leadership, and is already open to applicants. Apprenticeships are expected to last an average of 20 months and involve both work and training to provide participants with recognised qualifications through various channels, including colleges for further education.

In its official statement, the DfE said that having qualified and highly skilled early years educators is the best way to avoid the emergence of a gap in educational attainment between children who are socially disadvantaged and those from wealthy backgrounds. Quality care in the early years will ensure higher standards and provide children with the best possible start in life.

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Online Apprenticeship Applications, Vacancies Hit New Highs

The number of apprenticeship applications filed online and that of vacancies posted reachedOnline Applications record levels in the period between February and April, the latest data from the National Apprenticeship Service (NAS) reveals. The total number of applications grew by 32.5% year-on-year, while the number of vacancies increased by 14.8%.

As many as 368,830 applications were submitted over the Internet during the third quarter of the 2012/2013 academic year as opposed to 278,410 in the same period a year earlier. As for vacancies advertised online, their number went up from 28,396 to 32,604. Candidates were at their most active in the immediate aftermath of National Apprenticeship Week, making 18 March the busiest day for filing. On that day apprenticeship hopefuls submitted 6,730 applications. Regarding vacancies, the highest number posted online in a single day was 17,700 and this happened on 26 April.

There was no change in the top three when it came to sectors attracting the biggest number of applications. As was the case a year earlier, Business and Administration was first with 101,510 applications, followed by Childcare and Customer Services with 29,020 and 26,200 respectively. The number of vacancies advertised was also the highest for Business and Administration (7,702) but Customer Services overtook Childcare on that count (2,700 versus 1,991).

Commenting on the latest NAS figures, Skills Minister Matthew Hancock said that apprenticeships were increasingly perceived by young Britons as an excellent alternative to a university degree. School leavers are quickly grasping the potential of an apprenticeship to help them realise their career ambitions. The government is working tirelessly alongside the NAS to promote the apprenticeship cause, encouraging more employers to take on apprentices and reap the associated benefits, Hancock added.

 

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HLAs Draw Ambitious School Leavers

People generally assume that the cream of the school-leaving crop will head towardsATG Training Apprentices university, putting in a few more years of study to obtain a degree. However, a growing number of school leavers are opting instead for an apprenticeship, not least because of the increase in tuition fees, the Guardian reports.

But tuition costs are only part of the reason for this choice. More school leavers are coming to realise that an apprenticeship, especially a higher level apprenticeship (HLA), can be just as useful as a degree, sometimes more so. Students going for HLAs get the equivalent of degree-level qualifications and invaluable work experience in addition to earning money during their training.

Sophie Dalby is one of the academic high-flyers who have chosen an apprenticeship over university. She received offers from five universities but decided to take up an accountancy apprenticeship. As Sophie told the Guardian, she will be fully qualified by the age of 23 and will not have the burden of fees. In addition, she will be acquiring skills that are in demand by employers.

The government has put apprenticeships high on its agenda and invested some £1.5 billion in various initiatives during the past year alone. This has created more opportunities for young Britons and the choice of sectors keeps rising. In 2012 the number of HLAs on offer shot up to 3,700, an increase of 67.5% from the prior year. This year school leavers will be able to choose from HLAs across 41 subject areas, the Guardian added.

 

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Potential Apprentices To Get Help From New Search Tool

Young Britons looking to enter vocational training will have their quest for opportunities madeATG_youngperson_240513 easier by an online search facility that the National Apprenticeship Service (NAS) is currently developing, FE Week has reported.

The announcement was made on Tuesday by Vic Grimes, NAS apprenticeship director for London and the South East. Addressing the audience at a training provider forum, Grimes said that the service would go live soon, offering a database of providers and available apprenticeships.

The search tool comes in response to the Holt Review conducted last year. Undertaken by entrepreneur Jason Holt, it made a number of recommendations designed to ease access to apprenticeships. Among those recommendations was the development of an online search facility allowing employers to find quality training providers. This was suggested as part of a broader aim to facilitate the entry of small companies to the apprenticeship arena. With a database of providers and opportunities readily available for search, young people considering the apprenticeship route will be greatly assisted in their undertaking.

Grimes went on to tell his audience that the government had “huge ambitions” with regard to apprenticeships. Last year the number of apprenticeship starts reached 500,000 and the goal is to have that lifted to 520,000 this year. The coalition is betting heavily on apprenticeships, putting them at the centre of its economic growth strategy. The plan is to support 3.8 million apprenticeships over the decade ahead, which is expected to deliver huge benefits to the UK economy. According to recent research, the gain will amount to £3.4 billion, Grimes pointed out.

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LSIS Seeks To Boost Uptake Of Disabled Apprentices

The Learning and Skills Improvement Service (LSIS) is in the midst of its latestATG Training Apprentice initiative aimed at encouraging employers and training providers to take on apprentices with disabilities. Acting in partnership with Remploy Employment Services, the LSIS is addressing issues through two workshops this week, one held on Monday and another scheduled for Thursday. Three other workshops on the subject were organised earlier this year and proved extremely successful. The LSIS will be closed on 31 July 2013 but Remploy, the specialist employment support services provider, is hoping to secure a sponsor and continue to deliver such workshops across the country.

The seminars focus on concerns that might discourage employers and training providers from recruiting apprentices with disabilities. A survey commissioned by the National Apprenticeship Service in 2011 identified some of those concerns. Remploy, which carried out the research, established that employers were often deterred from taking on disabled apprentices for fear of an overwhelming regulatory burden with regard to health and safety. Some were also concerned that the apprentices would drop out of the programme, which could affect the company’s business plans. Through these workshops, the LSIS and Remploy seek to address existing concerns by informing providers how to get extra support and funding for disabled apprentices, as well as increase the number of disabled learners in apprenticeship programmes by using employer engagement strategies.

Remploy business consultant Howard Nelson said the organisation was hoping to carry on the work started by the LSIS although the workshops may not be free in the future if a sponsor is not found. The success of the events organised so far has prompted Remploy to consider a national conference on disabled apprentices, which is scheduled to take place in September.

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It’s Day 2 of National Apprenticeship Week 2012!

CEO Ian Harper will be on the radio today discussing the current issues pertaining to apprenticeships. The following stations will carry the message.

  • BBC Radio Oxford
  • Big L
  • BBC Radio London
  • www.AdferoNews.com
  • Inspiration Fm
  • 106 JACK FM Oxfordshire
  • Represzent 107.3

If you are in the High Wycombe area, come and see us at the Job Centre Apprenticeship Fair being held in the AMF Bowling Centre from 2pm to 4pm this afternoon. We’ll be able to answer all your Apprenticeship-related questions and discuss our current vacancies with you.

See you there!

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It’s National Apprenticeship Week 2012!

It’s National Apprenticeship Week 2012! We are currently recruiting for a number of Apprenticeship positions in a variety of sectors, including Manufacturing, Business & Administration and Customer Service. For more details, go to: http://www.atgapprenticeships.com

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Information and Advice Drop-in Session

Information and Advice Drop-in Session

Future Centre

Future Centre

Thursday 25th November 2010
2.30pm to 4.30pm

ATG Training, Future Centre, Smeaton Close, Aylesbury, HP19 8SZ

Get free, objective and impartial career advice from our Learner Support Team.

For anyone who is interested in pursuing a career in one of the following industry sectors:

• Business and Administration
• Children’s Care, Learning and Development
• Customer Service and Retail
• Cycle Maintenance
• Electrical Installation
• Management (including Team Leading)
• Mechanical and Manufacturing Engineering
• IT User and IT Practitioner
• Warehousing and Storage Operations

Call us on 01296 737800 or e-mail: future@atg-training.co.uk.

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Why should I recruit an ATG Apprentice?

I want to ask you if you have ever considered hiring an apprentice for your company and explain to you why an ATG APPRENTICE is a WORK READY Apprentice.
One of the common oppositions that ATG receives from employers is that whilst they would be happy to employ an apprentice, they often feel that the initial few months involves a lot of development and support from the employer in order to get the apprentice up to speed in the job that they were hired to do. This leads to many employers seeking other ‘quick fix’ options, such as using recruitment agencies or other expensive recruitment methods to hire experienced (and more expensive) employees.
This is where a WORK READY ATG APPRENTICE has helped change employers opinions. At ATG, an ATG APPRENTICE is treated like an employee whilst they train with us. From day one, they ‘work’ between 3 – 6 months full time, on a Monday to Friday 8.30am-4.30pm week, and spend 3.5 half days physically working on the practical skills required to do the job in their chosen vocation. This practical experience is backed up by a further 1.5 days a week in the classroom, and in most cases, a varied and diverse two week work experience placement.

Ok, I can see that ATG APPRENTICES are trained differently, but why should my business hire an ATG APPRENTICE?

Many organisations shy away from discussing the key element that most benefits their company. The simple fact of the matter is that an ATG APPRENTICE is a cheap, skilled and effective labour supply.
An ATG APPRENTICE is WORK READY. They can already undertake a large number of job duties in their chosen field and will have already gained a good level of qualification (both a technical certificate and an NVQ level 2.) This means that they require little supervision to get them up to speed and then start generating your business an income.
The cost of hiring and then employing an apprentice is considerably more cost effective than hiring a more experienced employee. If you build in recruitment costs, and the enhanced wages that will pay experienced employees, whilst you will usually see a more immediate return on your investment, the medium to long term return on your investment is dwarfed by the return you would get from investing in the development of an apprentice. You will need to spend some of your time developing the apprentice to meet your company’s needs which does have a cost implication, but in the medium to long term, the financial return will be worth it.

So, if I do decide to hire, what are my commitments to the ATG APPRENTICES’ Further education?

 ATG will take care of their further and continued education. All we ask is that you offer them a varied and diverse work experience in a safe working environment and that you allow them a maximum of one day a week over a 14 month period to continue their education in order to further boost their portfolio of useful vocational skills.

What support can I get?

The education of your apprentice is covered by the government. Over a 3 year period, the government will contribute nearly £15,000 to the education of the apprentice.  There are periodic incentives from the government and local charity organisations that will offer financial support to employers who wish to hire an ATG APPRENTICE. Visit our website www.atg-training.co.uk for the latest news on these incentives.

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The new Induction Standards for a career in Children’s Care

If you have designs on working with children and young people, you’ll know that this is an important career. You’ll relish the challenge of playing a valuable role in shaping the lives of future generations and in making this the best possible place in the world for children to live.

Successful people in this field see themselves as professional – right from the start.

So lots lots of enthusiasm, energy and passion is required. You will also need knowledge and understanding of what children, young people and their families need to achieve their full potential.

Perhaps you are new to a role working in children’s services or maybe your work role has changed within children’s services – whichever it is, you can be sure it will be demanding and challenging, yet thoroughly rewarding.

What are the induction standards all about?

The induction standards from the Children’s Workforce Development Council (the sector Skills Council) set out the knowledge, skills and understanding which are essential to improving outcomes for children, young people and their families. All new staff coming into the Children’s Care workforce, should complete the induction standards. ATG Training can help you understand the requirements.

Induction is your first step along a journey of developing your professional skills and understanding your role. Workplace induction is a planned programme of activities to prepare and orient new staff to the workplace.

The Common Core of Skills and Knowledge for the children and young people’s workforce sets out the basic skills and knowledge needed by all people (including volunteers) whose work brings them into regular contact with children and young people. For more information, please contact future@atg-training.co.uk

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