Insight webinar for apprenticeships #13...Hello. We’re just setting up and will start shortly....

Hello. We’re just setting up and will start shortly.

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Insight webinar for apprenticeships #13Making 20% Off-The-Job Work

Housekeeping

Insight webinar #13 | 2

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Housekeeping

quals.pearson.com/apprenticeships

For technical support during the eventUse the chat window and our support team will respond.

u We’ll run further webinars every month - look out for these

u Slides will be sent to you afterwards

u A recording of the webinar will be available too

3Insight webinar #13 |

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There will be a Q&A session at the end of the eventYour microphones are muted.

Ask a question at any time using the Question windowWe won’t answer immediately but will pause where appropriate.

We may not be able to answer all your questions during the webinar.

A Q&A list will be published afterwards.

Interacting

© Lucy Vigrass


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Insight webinar for apprenticeships #13Making 20% Off-The-Job Work


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Presenters

Neil IngoeHead of Marketing, Apprenticeships and Work-based Learning (Pearson)

Jonathan BourneManaging Director, Damar Training

Karen MurrayApprenticeship Officer, Pinsent Masons LLP

Riccardo BertoldoAssociate Project Manager apprenticeAccount Executive, BTEC and Apprenticeships FE Sales

Catherine NewmanDirector of Sales, BTEC and Apprenticeships FE Sales


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About Pearson

3-4000 people in

the UK


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About Pearson

Pearson the levy payer

Launched apprenticeships

in May 2017

30apprentices

100apprentices

by end of year

2018

88apprentices

16programmes

standards / frameworks (level 2-6)

On track for


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Today’s Schedule

1 The20%off-the-jobrequirement

2 The training provider’s perspective

3 The employer’s perspective

4 The apprentice and line manager’s perspective

5 Wrap-up


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The 20% off-the-job requirement


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Core principles of apprenticeship quality

u Skilled occupation

u Substantial and sustained training, lasting a minimum of 12 months and involving at least 20% off-the-job training

u Transferable skills (and English and maths)

u Full occupational competency and capability

u Level required for professional recognition (if applicable)


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Requirement definition

u Outside normal day-to-day workingenvironment (can be delivered in workplace)

u Towards achievement of apprenticeship

u Not part of normal working duties

Provider and employer ensure apprentice spends minimum of 20% of employed time in off-the-job training


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What:u Teaching theory

u Practical training (shadowing, mentoring, industry visits and attendance at competitions)

u Learning support and assessments/assignment writing

When:u 20% over course of apprenticeship

u During employed time

u Exception: in evening / outside contracted hours must be recognised (e.g. time off in lieu)

Where:

u Workplace or off-site (e.g. in a classroom / distance learning / blended approach)

u Activity rather than location determines whether training meets definition


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The training provider’s perspective


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Jonathan BourneDirector, Damar Training

u Worked as a solicitor in Manchester and in corporate finance before acquiring Damar in 2006

u Grew Damar over last 12 years from small, locally-based independent training provider to a regional provider with national delivery in some specialist sectors (particularly legal services, travel and accountancy).

u Damar began delivering trailblazer apprenticeships in 2016 and currently have apprentices on 11 different standards.

u Personally involved in the development of the travel consultant standard and several of the legal standards.

u Also a director of the Greater Manchester Learning Provider Network.


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The training provider’s perspective

Before considering how to approach it, a reminder of why it is there:

u Too many old apprenticeships had too little learningcontent

u Some apprenticeships focused on the accreditationof existing skills

u Some employers didn’t give apprentices the timethey needed to study


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Introduction

u Are only approved by the IfA if they arechallenging enough to require at least 20% OTJlearning for the average apprentice.

u So, in order to be eligible, your apprentice mustbe assessed as needing at least 20% OTJ, forat least 12 months (or the minimum periodfor the apprenticeship, if longer) to completesuccessfully.


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New apprenticeship standards

The funding rules are literal:At least 20% of the apprentice’s paid hours, over the planned duration of the apprenticeship, must be spent on off-the-job training. Apprentices may need more than 20% off-the-job training (see paragraph P37). Evidence must be available to support the training delivered. By paid hours we mean the apprentice’s contracted hours (e.g. 30 hours per week x 52 weeks x 0.2 = 312 hours off-the-job training per year).

P36 - Apprenticeship funding and performance-management rules for training providers (v6)

This creates some oddities e.g.:u Apprentice A, working a 30 hour week, needs 312

hours of OTJ to complete an apprenticeship with a planned 12 month duration.

u Apprentice B, working a 45 hour week and with the same learning needs, must do 468 hours of OTJ to complete the same apprenticeship in the same duration.

In interpreting the 20% rule we must not lose sight of the underlying goal, for apprentices to make good progress - to achieve, enhance existing skills and develop new ones and demonstrate behaviours in their place of work that employers value


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20% - the challenges with too literal an interpretation


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Before the apprenticeship starts

u Does my apprentice need 20% OTJ…? The importance of initial assessment

u If the gap in skills, knowledge and behaviours is too small to require 20% for the minimum duration, an apprenticeship is not the right vehicle.

u Agreement on the size of the competency “gap” will help drive programme length and content and ensure buy-in from employers and apprentices.

u Get initial assessment right and you are already on the right track.


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Evidencing 20% at the outset

u Training Plan/Commitment Statement

u The opportunity for the employer, apprentice and provider to agree what the training will look like.

u It must show, in sufficient detail, how the OTJ will be made up.

u OTJ can come from a wide variety of sources and can be delivered by the employer as well as the provider (see DfE and AELP guidance)


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Evidencing 20% during the apprenticeship

u To time record or not to time record…?

u The use of reflective journals

u The importance of reviews


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Evidencing 20% on completion

u This is the best evidence of all because

if you have done a good initial assessment; and

the apprentice has completed an apprenticeship standard in the planned time.

u Then the right level of off the job learning must have taken place.


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Real life examples

Detail of the training set out in the training plan (we embed a final draft in the commitment statement so it’s clear), and agree approach on OTJ, eg:

Legal Services employeru Reduction in billable hours target to permit OTJ

u “Study clubs” added around contractual lunch break – 5 hours a week

u Webinar/e-workshop attendance – 1 or 2 hours a week

u Internal training that can be mapped to the apprenticeship standard – 1 hour a week on average

u Revision days in the run-up to exams

Retail employeru Protected study time during the working day,

2x2.5 hours a week.

u Full day workshop every 6 weeks.

u Live online tutorial – 1 hour a week

u 1:1 trainer visit every 6 weeks (c.3 hours)

Questions


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The employer’s perspective


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The employer’s perspective

Karen MurrayApprenticeship Officer, Pinsent Masons

u Pinsent Masons is a full-service commercial law firm

u Our vision is to be recognised as an international market leader in our global sectors

u 24 offices worldwide:

u 420 partners, 1600 lawyers and 3000 people in total


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Pinsent Masons Apprenticeship Programme

u Apprenticeship programme launched in November 2017

u Working in partnership with Damar and University of Law

u 20 apprentices across four offices

u 3 different apprenticeship pathways


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Accounts and Paralegal Apprenticeship Programmes

u Day release (1 day per week out of the office)

u Internal training

u Apprentice feedback

u Benefits / challenges to business


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Business Administration Apprenticeship Programme

u Training provided at Pinsent Masons office

u Apprentice feedback

u Benefits / challenges to business


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Examples of off-the-job


New Apprenticeship Programmes

Information Securityu Block release and training at Pinsent Masons offices

Solicitor Apprenticeshipu Day release and training at Pinsent Masons offices

u Solicitor Apprentice & Trainee Solicitor


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Questions


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The apprentice and line manager’s perspective


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The apprentice and line manager’s perspective

Riccardo Bertoldo Associate Project Manager apprenticeAccount Executive, BTEC and Apprenticeships

Catherine Newman Director of Sales, BTEC and Apprenticeships

u Introduction

u Set up

u Experience

u Monitoring


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Wrap-up


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Questions

Keep in touch

@pearsonappr

linkedin.com/showcase/pearson-apprentice

Insight newsletter

Subscribe at quals.pearson.com/apprenticeships

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ALWAYS LEARNING

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Insight webinar for apprenticeships #13...Hello. We’re just setting up and will start shortly....

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