WEBINARS. Apprenticeships 5 Easy Steps

Size: px

Start display at page:

Download "WEBINARS. Apprenticeships 5 Easy Steps"

Benedict Thompson
6 years ago
Views:

1 WEBINARS Apprenticeships 5 Easy Steps #FACMAN #BIFMWEBINARS

2 Research and Information The Team is Responsible For: > First class research and insight > Supporting FM s > Developing content Peter Brogan Research & Information Manager BIFM

3 Research and Information Good Practice Guides

4 Speakers Today Jennifer Winwright PS&E Executive BIFM Michele Sgueglia Senior Learning & Development Manager EMEA CBRE GWS Katie Nightingale Group Early Careers Manager Kier Group Dr Paul Wyton Subject Lead for FM Sheffield Hallam University

5 Poll Now for our first poll

6 Trailblazer Apprenticeships Jennifer Winwright BIFM #FACMAN #BIFMWEBINARS

7 Apprenticeships Past > Been around since 1563 > Celebrated - a way to regulate training and the transfer of workers between employers. > Apprenticeship required a tradesmen to have seven years of training in order to be deemed proficient.

8 Apprenticeships Past > 1950s deemed inappropriate for teaching skills in modern technologies > Apprenticeship schemes fell out of favour: > In ,700 apprentices > By 1990 just 53,000 apprentices

9 Apprenticeships - Reforms > 2006 Leitch Review identified the skills the UK would need by 2020 > Established targets to boost apprenticeships to 500,000 a year by 2020 > UK Government upped the target to 3 million apprenticeships by 2020 > Listened to employer complaints and criticisms > Lack of investment in apprenticeships > Low-level, poor standard courses > Not pitched at a high enough level

10 Apprenticeships - Reforms > 25 million made available for Higher Apprenticeship places > Minimum requirements were introduced: > All apprenticeships to last at least 1 year > Include 30 hours employment a week > Minimum amount of guided learning (a qualification) > Training in maths and English included > Apprenticeship Frameworks

11 Apprenticeships Reforms > Richard Review - published in 2012 > Employer driven - designed by employers > Better quality - apprentice must demonstrate their competence through rigorous and holistic assessment > Simplified - short and easy to understand, and describe the knowledge, skills and behaviour (KSBs) required to be fully competent in an occupation > Give employers purchasing power - empower businesses to act as customers, driving up the quality and relevance of training

12 Government Agenda - England Increase quantity and quality of skills, knowledge and behaviours required by employers Apprenticeships seen as high quality and prestigious (by young people) Choice of education provision (for employers) Put employers in the driving seat leading the design of apprenticeships Paying for it Apprenticeship Levy* *All employers with salary bill over 3m per year pay 0.5% (regardless of whether they employ apprentices or not)

13 Poll Now for our second poll

14 Apprenticeships - Trailblazer Groups > Trailblazers launched in 2013 > Employers, educators/training providers & professional bodies > Now over 140 Trailblazer groups > Developed (or developing) over 350 standards > List of standards available at:

15 The New Standards > 2 mandatory documents: > The Standard (two-page document) > The Assessment Plan > Both must be approved by Government > The Employer Occupational Brief (EOB) > Not mandatory but provides the detail behind the Standard > All documents are created by the Trailblazer group

The New Apprenticeships Minimum duration 12 Months On-programme Learning & Assessment Delivered by employer or training

Mix of on-job and classroom based learning.

Details defined in the Standard and Employer Occupational Brief Gateway Before an apprentice can progress to the EPA,

End-point Assessment (EPA) Delivered by an assessment body independent of the employer or training provider.

16 The New Apprenticeships Minimum duration 12 Months On-programme Learning & Assessment Delivered by employer or training provider must be on the register of apprenticeship training providers (RoATP). Mix of on-job and classroom based learning. Formative assessment to demonstrate apprentices are gaining the required knowledge and skills. Details defined in the Standard and Employer Occupational Brief Gateway Before an apprentice can progress to the EPA, they must demonstrate they meet the gateway requirements. Details defined in the Assessment Plan. End-point Assessment (EPA) Delivered by an assessment body independent of the employer or training provider. Must be on the Register of Apprentice Assessment Organisations (RoAAO). The EPA is a holistic assessment of the Knowledge, Skills and Behaviour (KSBs) that have been learnt throughout the apprenticeship. EPA s will determine the overall apprenticeship grade. Details defined in the Assessment Plan

17 FM Trailblazers > BIFM has been involved with FM Trailblazer groups since 2015 > Employers, e.g. > Keir > Mitie > Carillion > Engie > Bouygues > Training providers, e.g. > Sheffield Hallam University > Jigsaw Training > Institute for Apprenticeships

18 Apprenticeship Standards in FM > 4 new standards in FM: > FM Supervisor (Level 3) > approved and ready for delivery > Facilities Manager (Level 4) > standard approved, assessment plan awaiting approval, EOB written > Senior FM (Level 6) (integrated Bachelors Degree) > standard approved, assessment plan and EOB awaiting approval > Facilities Services Operative (level 2) > expression of interest sent, awaiting approval > Closely aligned to FM Standards

19 Facilities Supervisor Level 3 > Job roles at this level may include > FM Supervisors, Coordinators and Administrators > Apprentices must supervise others > Prepares an individual for: > Managing FM service(s), hard or soft > Contractual requirements and service delivery targets > Compliance and legislative requirements > Risk assessment > Customer service skills and finding solutions to problems > Procuring supplies > Monitoring costs

20 Employers > On-programme training: > Choose a provider > Become an employer provider > Deliver the on-programme training in-house > Map your existing programmes to BIFM qualifications and/or FM apprenticeships > Discuss with BIFM how we can support the delivery of on-programme training

21 Apprentices > Apprentices can be: >New recruit >Existing employee >NO AGE LIMIT

22 Apprenticeships > Contact us > > Tel. +44 (0) > Further information > >

23 Thank you #FACMAN #BIFMWEBINARS

24 The Changing Face of Apprenticeships #FACMAN Katie Nightingale Group Early Careers Manager Kier Group #BIFMWEBINARS

25 Kier Group plc The changing face of apprenticeships

Kier is a leading property, residential, construction

Australia We operate across a range of sectors

26 Kier is a leading property, residential, construction and services group. The Group employs over 21,000 people across its operations in the UK, the Middle East, Hong Kong and Australia We operate across a range of sectors including defence, education, health, housing, industrials, power, property, transport and utilities.

We help local authorities and private companies to ensure business continuity, and secure the longevity of offices and business parks, schools and colleges, healthcare

27 Facilities Management Our 2,000-strong facilities management (FM) team maintains and manages key assets for clients. The organisations we work with operate in the most demanding business environments and highly regulated sectors. We help local authorities and private companies to ensure business continuity, and secure the longevity of offices and business parks, schools and colleges, healthcare sites and leisure facilities. Technical services, asset management, soft FM and energy management can be delivered as an integrated solution creating efficiencies by reducing the overheads involved in running a building. Sheffield County Council, reception staff Sheffield

28 Apprenticeships: The background to recent changes 28

29 Quality & quantity Richard Review quality of apprenticeships More control sits with employers Frameworks to Standards Employer-led trailblazer groups 10 or more employers incl. SMEs Gov t target 3 million starts by 2020 Increase in higher level apprenticeships Increase in diversity within apprenticeships

30 The Apprenticeship Levy 0.5 % payable by large employers with 3 million pay bill Devolved nations receive their cut Funds in England used to pay for apprenticeship training & end point assessment 10% top up from gov t 3-way legal agreements between Education and Skills Funding Agency (ESFA), Employers & providers 15 funding bands different for frameworks & standards Digital levy account to administer payments Payments made to providers monthly with 24-month expiry on funds Incentives for year olds & those on a local authority education, health and care plan Co-investment funding 90% Gov t / 10% employer

31 Challenges, successes, opportunities and advice 31

32 Challenges Speed of approving the new standards Regular changes in policy disruptive Lack of understanding from those outside the sector Availability of End Point Assessment (EPA) organisations Allocated funding bands for frameworks vs standards Supply chain engagement Readiness of providers to respond to employer needs Uncertainties following the general election Brexit Perceptions of apprenticeships

33 Successes Working with the BIFM Collaborating with other like-minded employers Consulting with Gov t to positively affect change Developing an apprenticeship that truly fits employer needs Enhanced development of those involved learning curve

34 Opportunities Existing staff development Higher/Degree apprenticeships More flexibility within standards to shape the programme to meet the needs of employers More control over quality of delivery commercial agreement Creation of quality development programmes Ability to attract and retain a diverse mix of talent

35 Advice Understand the mechanics of the levy within your organisation Build long lasting relationships with quality providers Implement a standard commercial agreement - led by the employer Understand what skills you need to develop for the future where do apprenticeships fit in Review your current training budget conversions to apprenticeships Network with other employers to share best practice Get involved in the trailblazers understand any gaps in your business Be audit proof clear processes in place

36 Useful links

37 Thank you #FACMAN #BIFMWEBINARS

38 Implementing the Apprenticeship Levy Michele Sgueglia Senior Learning and Development Manager EMEA CBRE GWS #FACMAN #BIFMWEBINARS

40 agenda How To Spend s in Communication Analysis Mapping & Conversion Easy Steps Supplier Review Registering & Tracking

41 Analysis Current Apprentices; Placements & Duration; Discipline(s); Future Business Growth; Talent Plans & Headcount Growth; Talent Pipelining; Internal upskilling; External talent requirements; Determine best sales mix for CBRE GWS

42 Mapping & conversion

43 Supplier review Who How Is Approved (& Pending Approval)? Is Not? Will we deal with the Is Not? What Apprenticeships & Vocational Qualifications are we going to focus on? Which Suppliers are offering multiple Standards?

44 Registering & tracking

45 in summary 5 easy steps

46 Thank you #FACMAN #BIFMWEBINARS

47 Higher and Degree Apprenticeships- Addressing the Skills Gaps Dr Paul Wyton Subject Lead for FM Sheffield Hallam University #FACMAN #BIFMWEBINARS

49 The problem Skills shortages 47% per cent cited the skills shortage and 43% Recruiting and retaining staff as barriers to success The BIFM Facilities Management Business Confidence Monitor 2015 The number of people coming to university to study part-time has almost halved since 2010 Tricia King, Birkbeck College 2014

50 Game changers The Levy Apprenticeship Standards Degree Apprenticeships

51 Developments (Since our launch in July 2015) Developed Chartered Manager Facilities Management Materials Engineering Mechanical Engineering Rail Engineering Quantity Surveying Digital (pending launch) Chartered Manager (Open) Health and Social Care Under development by 2017/18 Food Tech Professional Construction Site Supervisor Radiography, Ultrasound Occupational Therapy Healthcare Science/ Practice Childcare and Early Years Pipeline : Accountancy, Financial Services, Logistics, Express Courier, Legal Services, Nursing Paramedic Practice, PhysiotherapyTherapy

52 Supporting the End Point Assessment The Model for Standards (Commitment Statement): End Point Assessment (EPA) Portfolio Gateway Programme Credits Milestones The Academic Award Work Based Learning

53 Facilities Management Higher Apprenticeship Integrated Degree in Facilities Management Practice and BIFM diplomas (Level 6) BA (Honours) 3.5 years. Part time blended learning

54 BIFM Level 4 diploma and Cert HE in Facilities Management Practice (Level 4) 18 months. Part time blended learning Facilities Management Higher Apprenticeship

55 Programme delivery Supporting the learner to be able to demonstrate how they meet the standard and can complete the EPA Work based learning Learning through work Academic study All linked together Workplace learning mentor and tutor support Linked to PDP Online portfolio of evidence

57 New starters - October 2015

58 Now for our Final poll

59 Thank you How can we help?

60 Thank you #FACMAN #BIFMWEBINARS

61 Questions Please let us have your questions now For further enquiries please contact:

62 CONTINUING PROFESSIONAL DEVELOPMENT > CPD number for this webinar is 4428 > Full details of the FM Professional Standards can be found at

63 Thank you #FACMAN #BIFMWEBINARS

Apprenticeships are changing. You are part of that change. An employers guide to the new levy payment and apprenticeship reforms.

Apprenticeships are changing. You are part of that change. An employers guide to the new levy payment and apprenticeship reforms. s are changing. You are part of that change. An employers guide to the new levy payment and apprenticeship reforms. Version 2 January 27 2 What s in this guide and why it s important to your business This