Apprenticeships. Target Audience. Who Should Read This Policy. All Trust staff

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1 Apprenticeships Who Should Read This Policy Target Audience All Trust staff

2 Ref. Contents Page 1.0 Introduction Purpose Objectives Process Procedures connected to this Policy Links to Relevant Legislation Links to Relevant National Standards Links to other Key Policies References Roles and Responsibilities for this Policy Training Equality Impact Assessment Data Protection and Freedom of Information Monitoring this Policy is Working in Practice 17 Appendices 1.0 Apprenticeships Progress Routes Process for Employing a New Apprentice Process for Existing Staff undertaking an Apprenticeship Qualification 21 2

3 Explanation of terms used in this policy An apprenticeship is a genuine job with an accompanying assessment and skills development programme. It is a way for individuals to earn while they learn gaining valuable skills and knowledge in a specific job role. The apprentice gains this through a mix of learning in the workplace, formal offthe-job training and the opportunity to practice new skills in a real work environment. Apprenticeships benefit employers and individuals, and by boosting the skills of the workforce they help improve economic activity. An Apprentice - is the learner who is taking part in an Apprenticeship in which an individual works alongside experienced staff to gain job-specific skills with an emphasis on the learning. Apprentices earn a wage whilst they learn. Young Person - has been defined as anyone under the age of eighteen (18). Functional Skills - Functional Skills qualifications are a mandatory component of all Apprenticeship qualifications. The agreed minimum requirement for Functional Skills qualifications is English and Mathematics at Level 1 for Intermediate Level Apprenticeship and Level 2 for an Advanced Level Apprenticeship Training Provider The Trust will use an external training organization to provide training to everyone completing an apprenticeship qualification. There are two main types of organisations which are further education colleges and independent training providers. All must be an approved and registered provider with the Apprenticeship Service. Apprenticeship Training Agreement This is a document issued to new apprentices which details their contract of employment to protect their rights as an apprentice and their right to train. 3

4 1.0 Introduction The importance of having a future supply of well-educated and highly skilled people is critical to the future success of the Black Country Partnership NHS Foundation Trust (hereafter referred to as the Trust). Changing demographics, social and economic patterns will see the need for the Trust to effectively attract and retain the key talent needed for the growing demand in future health care professionals. 2.0 Purpose The aim of involving apprentices within the Trust is to provide a route to harness fresh new talent whilst ensuring the workforce has the practical skills and qualifications the Trust needs now and in the future. The Trust, through the Apprenticeship Levy, is committed to providing opportunities to develop both existing staff and local people, through apprenticeships. There is a sound business case for employing apprentices as they provide committed recruits, improve workforce skills and competencies and can help to reduce bank and agency expenditure. The purpose of this policy and the supporting procedure is to provide a framework for recruiting and managing new apprentices within the Trust, and provide a framework to support appropriate learning and development opportunities for existing staff 3.0 Objectives The key overarching objectives of this policy are to: Describe the Trust s process and procedure for the involvement and implementation of new Apprentices Outline learning processes for developing existing staff Outline the key roles and responsibilities of staff who are involved in the Apprenticeship process. 4.0 Process 4.1 The Benefits of Apprenticeships There are many benefits to be gained by implementing apprenticeships into the Trust. They include: The ability to grow our own skilled staff within clinical and non-clinical settings, with flexible skills potentially applicable across a range of settings. As a significant number of apprenticeships are taken up by young people, this offers the Trust the potential to start to address its ageing workforce profile Potential for cost savings Support improved career development opportunities across the Trust Raise the profile of the Trust as an employer within the local community Enable the Trust s workforce to become more representative of the community which it serves Provides a career framework. 4

5 4.2 Benefits for Apprentices Key benefits to the individuals employed as a new apprentice include: The opportunity to gain a recognised qualification, and develop their key skills, whilst receiving payment for employment Gaining of valuable work-based experience, to support them with future job applications / career opportunities Exposure to the NHS and the wide range of roles and career opportunities available Key benefits to staff completing an apprenticeship qualification include: Provides career development Empowers staff Access to learning opportunities to develop skills Improved employability Possible progression opportunities 4.3 How Apprenticeships Work Apprentices, and existing staff studying via an apprenticeship qualification, must spend at least 20% of their time on off-the-job training. Sometimes it can be more than this, for example, they need training in English and Maths. The Trust and Training Provider will work together to agree how the 20% element is achieved. It could include regular day release, block release, training days, workshops etc. It must be directly relevant to the apprenticeship standard (i.e. qualification) and can be delivered in the normal place of work as long as it is not part of their normal working duties. Once the qualification is completed they should be able to demonstrate that they can perform tasks confidently and completely to the standard set by the industry. The Trust can offer apprenticeships to new starters or use the qualifications to grow talent for existing members of staff. Apprenticeship qualifications equip individuals with the necessary skills, knowledge and behaviour they need for specific job roles, future employment and progression. 5

6 4.4 Apprenticeship Levels (See Appendix 1) There are various levels of apprenticeships available: Name Level Equivalent Educational Level Intermediate 2 5 GCSE Passes Advanced 3 2 A level passes Higher 4,5,6 and 7 Foundation degree and above Degree 6 and 7 Bachelor s or master s degree 4.5 Apprenticeship Process (See Appendix 2 ) 4.6 Employing an Apprentice An Apprenticeship can be utilised to train and develop both existing and new employees. There are two ways in which Apprenticeships can be provided: - 1. Through the conversion of suitable vacancies to apprenticeships for a fixed term period. and/or 2. Where it has been highlighted that an Apprenticeship qualification would provide an existing member of staff with a comprehensive range of skills and qualifications. Where it has been identified that an existing member of staff could benefit from an apprenticeship, please contact the Learning and Development Team who will advise further. When recruiting to a new role that is suitable for an apprenticeship, a job description and person specification will need to be developed as per usual Trust Requirements, please see the Recruitment and Selection Policy and Procedure for further guidance. The contract must be for a minimum of 30 hours per week to meet the apprenticeship criteria. The apprenticeship qualification follows a pathway from initial assessment through to an end point assessment. This is as follows: 6

7 1 Initial Assessment As part of the apprenticeship programme every learner is required to complete an Initial Assessment in English, Mathematics and possibly Information and Communication Technology (ICT) to determine the current level they are working at. This is completed before start of programme and provides information to identify any additional support required throughout the qualification. 2 On Programme Learning Apprenticeships provide the opportunity to learn by on job training with the Trust alongside study with a Training Provider. Apprentices have a number of specific skills and experience that they must achieve/gain which are signed off by the training provider to prove that a certain level of understanding has been reached. As well as being assessed in the job role and key skills, apprentices will also be judged on how well they handle their job. 3 Assessment Gateway 5 End Point Assessment It is critically important that Managers ensure that the apprentice has acquired the full set of knowledge, skills and behaviours (KSBs) along with any mandatory qualifications. This is generally described in the assessment plan as a gateway to the EPA. The employer and training provider decides if an apprentice is ready for their end-point assessment. The employer should be confident that the apprentice will pass their end-point assessment, at this point as re-take costs are high. The purpose of the end point assessment (EPA) is to test that an apprentice is fully capable of doing their job before they receive their apprenticeship certificate. It also helps to demonstrate that what an apprentice has learned can be applied in the real world. There are a variety of methods that can be used for and End Point Assessment which can include Observation, Professional discussion with an independent assessor, Multiple choice tests, Portfolio of evidence, Reflective journal, Apprentice showcase The End Point Assessor must be independent to the Trust and Training Provider. 7

8 4.7 Who can apply for an Apprenticeship Apprenticeships are available to anyone over the age of 16 living in England. The Trust will actively recruit young people into apprenticeships with the exception of our Clinical areas where the Trust have agreed that the minimum age for Clinical Apprentices on ward areas is Recruitment and Selection New Apprentices will be recruited in line with the Trusts Recruitment and Selection Policy. Job descriptions and person specifications will be written for apprentices detailing the specific skills and abilities required for the role. The Apprenticeship Lead, with the support of the recruiting manager will identify a training provider from the Register of Apprenticeship Training Providers. A total price for the cost of training and assessment will be agreed with the provider (to include the cost of the end-point assessment). Advertising and initial shortlisting will be completed by the appointed training provider who will provide a list of potential candidates for further interview. Staff undertaking an apprenticeship qualification will be required to complete an External Study Leave Application Form in line with the Trust Training and Study Leave Policy. Please see Appendix 3 for process for existing staff undertaking an apprenticeship qualification 4.9 Terms and Conditions of Employment All existing members of staff offered the opportunity to complete an Apprenticeship qualification will remain on their existing terms and conditions. All new apprentices will be issued with an Apprenticeship Training Agreement that makes sure their rights as an apprentice are protected; this will include their right to train. Apprentices must adhere to the policies and procedures of the Trust and this will form part of their terms and conditions of employment. All new starters employed as an Apprentice will be paid the Apprenticeship National Minimum Wage in their first year of their apprenticeship. If the apprenticeship term exceeds one year, the correct minimum wage relevant to age will be paid after year one Training and Qualifications Apprentices must spend at least 20% of their time on off-the-job training, however they may need more than this if, for example, and they need training in English and Maths. Off-the-job training may include: regular day release - this can be either at a college or protected weekly learning time at the place of work agreed by the manager block release 8

9 special training days or workshops It must be directly relevant to the apprenticeship qualification and in some cases it can include shadowing and mentoring. This will be agreed with the training provider. All Apprentices will be subject to all Statutory and Mandatory Training requirements for the role and area in which they work. All Apprentices will have access to any additional training provided by the Trust, subject to the Manager s approval. Please contact the Learning and Development Team if you have any queries over the suitability for any specific additional training requirement that has been identified for the apprentice Apprentice Performance All apprentices are managed in line within the Trust s employment policies and procedures. All Apprentices should be supported and appraised within their role. Where there are issues relating to capability and/or performance, it is important that Managers remember the Apprentices right to train, and should take this into consideration and provide additional support where necessary. Where there are continuous problems with the Apprentice please follow usual Trust Policies and Procedure and contact HR for any further advice. Please refer to section 4.7 of the Trust s Training & Study Leave Policy for details of non-attendance at training Young Persons on an Apprenticeship Health and Safety Health and Safety is a vital consideration in the planning and conduct of an Apprenticeship for a Young Person. What does the employer need to do to comply? Assess all the risks to which Young Person might be exposed to before they start work, using the Trusts Young Persons Risk Assessment. Take into account the Young Persons inexperience and lack of training. Address the issues raised in the risk assessment. Provide information to parents of school age children about the risks and control measures introduced. Risk Assessment The Trust is required to protect all staff from any risk to their health and safety. All new starters should have a Risk Assessment conducted as per usual Trust Requirements, for further information contact the Health and Safety Manager. 9

10 For a Young Person starting an Apprenticeship, a Young Person s Risk Assessment must be conducted, prior to the start of an apprenticeship. This will be conducted by the Service Manager, in liaison with the Health and Safety Manager and follow the Young Persons at Work Policy. This will look at the risks to the Young Person and the Trust including: Their maturity and experience The layout of the workplace. The nature and duration of exposure. The range of work undertaken. The range of equipment used. The extent of health and safety training provided. The Young Person s Risk Assessment must be communicated to the Young Person and their parent/guardian before the Apprenticeship starts. Information relating to the Risk Assessment will be sent out to the young person prior to the start of the Apprenticeship. The outcome of the Young Person s Risk Assessment (if any), will determine what action needs to be taken. In most cases the existing measures in place will be sufficient to protect everyone. If a significant risk remains, the Young Person will be excluded from that work environment Safeguarding Children and Young People The safety and well-being of all young people employed by the Trust is paramount. If you have any concerns or require further advice, please see the Trust policies, Guidelines for staff to follow when they have concerns regarding safeguarding children and the Child Protection Policy, or contact the named nurse Apprenticeship Progression Routes Apprenticeships are about supporting individuals to develop skills and gain valuable experience within the workplace. For many, an apprenticeship will be their first step on a career ladder within a particular field, and at the end of their apprenticeship, individuals should have developed the skills, knowledge and experience to prepare and enable them to apply for the next role in that ladder. In terms of career progression for both clinical and non clinical apprentices across the Trust, there are a wide range of alternatives which may be possible, depending on the skills, knowledge, experience, interest and capability of the individual, and depending on the availability of posts within the Trust at that time. There must be a genuine job available with a contract of employment long enough for an apprentice to complete their apprenticeship. Therefore Apprenticeships within the Trust will be for a fixed term period determined by the length of the qualification. No guarantee of future employment with the Trust can be provided. However, having invested time and resource in developing apprentices, where possible and appropriate, the Trust would want to try and retain this talent. Managers of apprentices across the Trust are therefore encouraged to provide support to apprentices during their placement, to explore alternative career progression routes, to discuss the apprentice's area of interest and career aspirations, to enable them to develop relevant skills and experience, and encourage them to keep abreast of 10

11 suitable roles / opportunities which may become available across the Trust. Applications for any available roles would still be made in the normal way. 5.0 Procedures connected to this Policy The Trust has an Apprenticeship Information Handbook and Managers Information Pack to support this Policy. 6.0 Links to Relevant Legislation This policy links to the Government legislation around the Levy and apprenticeships. The Levy is for all UK employers to fund new apprenticeships. Control of apprenticeship funding is in the hands of employers through the Digital Apprenticeship Service. 6.1 Links to Relevant National Standards Key national standards The Department of Health sets out the policy for apprenticeship funding in England to support employers and apprentices regarding apprenticeships. 6.2 Links to other Key Policies This policy closely links to the Trusts Recruitment and Selection Policy and the Training and Study Leave Policy. These will give an understanding of recruitment procedures within the Trust and the process for existing staff in regards to requesting apprenticeship qualifications as development opportunities. 6.3 References Education and Skills Funding Agency National Apprenticeship Service Institute for Apprenticeships Skills for Health Department of Health 11

12 7.0 Roles and Responsibilities for this Policy Title Role Key Responsibilities The HR and L&D Team Responsible Assisting managers in the identification of posts suitable for conversions to an apprenticeship programme and the development of related learning and career frameworks or existing staff to undertake an apprenticeship. Providing guidance to assist managers with the development of job descriptions and person specifications for apprenticeship roles. Providing advice and guidance on the employment terms and conditions of an apprentice. Supporting Managers with the recruitment of candidates via a robust selection process. Carrying out focused recruitment campaigns to attract high quality applicants for apprenticeships, including pre-employment checks and arranging for new recruits to complete a comprehensive induction. Identifying suitable training providers to deliver the academic qualification within the Trusts apprenticeship Programme and developing service level agreements. Liaising with sector skills councils in an effort to keep up to date with any key changes and updates to apprenticeships and providing managers with advice on the learning elements of apprenticeships. Informing Trust Managers of any developments to national and existing apprenticeship qualifications. Tracking, reporting and managing compliance with the academic programmes of apprentices, including support and guidance to managers when an apprentice may not be able to complete part of their academic or work-based components due to exceptional circumstances e.g. sickness absence, bereavement Working with service/corporate managers to induct apprentices and develop a programme of underpinning knowledge sessions and related assessments. Promoting the value of apprenticeships as development opportunities within the Trust, particularly for staff in lower pay bands Supporting managers in the performance management of apprentices; this includes formal meetings where an apprentice consistently fails to meet requirements set out in the competence criteria for the relevant academic framework 12

13 Service/ Corporate Managers/ Team Leader Implement Service/ Corporate Managers and Team Leaders where appropriate will be responsible for: Strategic workforce planning that determines the cost, number and nature of apprentices that will be employed within their department. Identifying, with the Trust appointed Apprenticeships Programme Lead, roles suitable for conversion to an apprenticeship. Clinical Areas Thought must be given into the implementation of apprenticeships into clinical areas and a comprehensive Risk Assessment undertaken in relation to the nature of the client group, levels of vulnerability and Safeguarding Adults and Children. This includes ensuring that areas are sufficiently staffed and that supervision is maintained. If you are considering apprenticeship in clinical areas, you must seek advice from the Trust's Professional Lead (depending on the professional group) and Divisional Director. Development of job descriptions and competency frameworks for the apprenticeship. The recruitment of apprentices and their learning and development in the workplace. Working in partnership with the Learning and Development Team, the training provider (where necessary) and the relevant skills sector councils to develop learning and career frameworks for apprentices. Work with Learning and development to induct apprentices and develop a programme of underpinning knowledge sessions and related assessments. Providing the practical work experience element of apprenticeship programmes Contributing to the sign-off of the work-based experience component of an apprentice s accreditation. Liaising with the relevant outside training provider to ensure that the apprentice receives appropriate training and workrelated support. Identification of suitable mentors for the apprentices. Conducting Risk Assessments for the Apprentice(s), in liaison with the Health and Safety Manager. Informing HR and seeking appropriate advice if there is any competence, performance or other issues that arise during the apprenticeship contract. Managing the apprentice in line with the Trust s employment policies and procedures. Ensuring that no apprentice is left unsupervised. Ensuring that no apprentice is to be left in charge of a service/unit or ward. Failure to do so may result in disciplinary proceedings. Alerting and discussing with the Trust appointed Apprenticeships Programme Lead, should an apprentice be unable to complete any of the academic or work-based components of an apprenticeship programme. Informing HR of the outcome and next steps for the apprentice at the end of the apprenticeship contract term (or earlier, if appropriate) Identify options to progress apprentices onto higher levels of qualifications within an apprenticeship role. Identifying suitable substantive posts for apprentices to compete for at the end of their apprenticeship. 13

14 Apprentices Adherence The Apprentice will: Be selected in line with the Trusts employment policies and procedures, following the wide promotion of apprenticeship opportunities Be employed on a fixed-term contract for the duration of their apprenticeship if they are a new entrant to the Trust. Be subject to all pre-employment checks, including those established by the Independent Safeguarding Authority following the Safeguarding Vulnerable Adults Act Be managed in line with Trust policies and procedures, formal training agreement and contract of employment. Adhere to all Trust policies and procedures highlighted in their induction and act in accordance with the Trusts Visions and Values. Attend all timetabled classes and work placements regularly and on time and notify their line manager and tutor/assessor if unable to attend class or work. Complete assignments and other work within agreed timescales, in relation to training provider requirements for completing the academic element of the apprenticeship. Meet the assessment or examination requirements at the agreed level set out in their training agreement. Note: Current Trust employees will have the opportunity to undertake the academic components of the apprenticeship scheme as part of their career development in their current role and organisational area. This will not impact on their employment contract. Training provider Health and Safety Manager Delivery, Assess & Advise Implement The Training provider provides the academic element of the Apprenticeship. The training provider (where necessary) will: Deliver the academic element of the apprenticeship Make all appropriate assessments on the Apprentice,(including the Initial and Diagnostic Assessments and the ILP (Individual Learning Plan) Provide all information and support related to the compilation of apprenticeship programmes for which they have been contracted Give regular formal feedback to the Trust on an apprentice s performance and conduct Provide the necessary compliance information for monitoring by the Trust Be involved in the recruitment and selection of suitable apprentices (where appropriate) based on the criteria set by the recruiting manager and the Trust s recruitment department Comply with any contractual and service-level agreements entered into with the Trust Liaise and support Trust managers when creating or reviewing apprenticeship profiles. The Health and Safety Manager is responsible for: Liaising and communicating with the Trust appointed Apprenticeships Programme Lead to identify Health and Safety needs and requirements for all persons undertaking work experience placements within the Trust. To provide advice and support to the Service/ Corporate Managers, relating to the completion of Risk Assessments. 14

15 6.0 Training What aspect(s) of this policy will require staff training? Which staff groups require this training? Is this training covered in the Trust s Mandatory and Risk Management Training Needs Analysis document? If no, how will the training be delivered? Who will deliver the training? How often will staff require training Who will ensure and monitor that staff have this training? There are no specific aspects of this policy that require staff training Learning and Development, HR and Managers No staff will receive training in relation to this policy where it is identified in their individual training needs analysis as part of their development for their particular role and responsibilities This will be determined on a case by case basis This will be determined on a case by case basis This will be determined on a case by case basis Managers 15

16 7.0 Equality Impact Assessment Black Country Partnership NHS Foundation Trust is committed to ensuring that the way we provide services and the way we recruit and treat staff reflects individual needs, promotes equality and does not discriminate unfairly against any particular individual or group. The Equality Impact Assessment for this policy has been completed and is readily available on the Intranet. If you require this in a different format e.g. larger print, Braille, different languages or audio tape, please contact the Equality & Diversity Team on Ext or bcpft.equalityimpactassessment@nhs.net 8.0 Data Protection and Freedom of Information Data Protection Act provides controls for the way information is handled and to gives legal rights to individuals in relation to the use of their data. It sets out strict rules for people who use or store data about individuals and gives rights to those people whose data has been collected. The law applies to all personal data held including electronic and manual records. The Information Commissioner s Office has powers to enforce the Data Protection Act and can do this through the use of compulsory audits, warrants, notices and monetary penalties which can be up to 20million or 4% of the Trusts annual turnover for serious breaches of the Data Protection Act. In addition to this the Information Commissioner can limit or stop data processing activities where there has been a serious breach of the Act and there remains a risk to the data. The Freedom of Information Act provides public access to information held by public authorities. The main principle behind freedom of information legislation is that people have a right to know about the activities of public authorities, unless there is a good reason for them not to. The Freedom of Information Act applies to corporate data and personal data generally cannot be released under this Act. All staffs have a responsibility to ensure that they do not disclose information about the Trust s activities; this includes information about service users in its care, staff members and corporate documentation to unauthorized individuals. This responsibility applies whether you are currently employed or after your employment ends and in certain aspects of your personal life e.g. use of social networking sites etc. The Trust seeks to ensure a high level of transparency in all its business activities but reserves the right not to disclose information where relevant legislation applies. The Information Governance Team provides a central point for release of information under Data Protection and Freedom of Information following formal requests for information; any queries about the disclosure of information can be forwarded to the Information Governance Team. 16

17 9.0 Monitoring this Policy is Working in Practice This policy will be reviewed in the light of any legislative changes, developments in good employment practice and to ensure its continuing relevance and effectiveness. The HR Team has responsibility for the overall monitoring of the policy. What key elements will be monitored? (measurable policy objectives) Where described in policy? How will they be monitored? (method + sample size) Who will undertake this monitoring? How Frequently? Group/Committee that will receive and review results Group/Committee to ensure actions are completed Evidence this has happened National Drivers. Any changes to impact on employment of an apprentice e.g. salary, national minimum wage Sections 4.6 to 4.10 Process. Contacting Director of Workforce, Associate Director of Workforce, Managers, Recruitment and HR Teams Support Workforce Development Lead 6 monthly Workforce Committee and Staff Forum Workforce Committee Reports and Minutes 17

18 Appendix 1 Apprenticeships Progress Routes Degree Apprenticeship Levels 6 and 7 Higher Apprenticeship Levels 4, 5 6 and 7 Advanced Apprenticeship Level 3 Intermediate Apprenticeship Level 2 Entry to Employment It is the job role and tasks to which an apprentice is appointed to undertake which will inform the level and type of qualification that they will be required to undertake during their apprenticeship. For further advice in relation to any of the above, please contact the Support Workforce Development Lead within the Learning and Development Team. 18

19 Appendix 2 Process for Employing a New Apprentice Support Workforce Development Lead Recruiting Manager Training Provider Recruitment Apprentice Identify vacancies suitable to be converted to apprenticeships Complete VAF electronically via Recruitment Database following relevant step in Recruitment Process - March 2018 (Recruitment Preparation) On receipt of reference number from HR and allocation of HR Administrator - advise Support Workforce Development Lead of vacancy Advertise vacancy on appropriate websites Source and appoint Training Provider and advise of vacancy requirements and qualification Agree closing date for adverts with Recruiting Manager and advise of potentially appropriate apprenticeship qualification Collate applications, shortlist, complete initial assessments, initial interview, and provide Support Workforce Development Lead with appropriate list of candidates, Advise managers of shortlisted applicants and arrange assessment day (if required), and interview process Interview takes place either within assessment day or independently Send out assessment day /interview invites to shortlisted candidates. Forward interview arrangement form to Recruitment (Recruitment Process - March 2018) Make verbal offer to successful candidate within 24 hours. Inform unsuccessful candidates within 24 hours (Recruitment Process - March 2018) 19

20 Advise Training Provider of successful applicants. Update DAS with applicant details. Appoint Training Provider on DAS Complete all right to work checks and appointments. Complete all relevant steps within Recruitment Process - March 2018 and identify start date with Manager. Draw up appropriate start paperwork to include Apprentice Agreement. Allocate Trust Induction Date for Apprentice start and advise them of their attendance Forward applicants start date to Support Workforce Development Lead. Telephone appointee for an informal welcome conversation Advise Training Provider of start date. Update DAS with new information. Forward successful applicants details to Support Workforce Development Lead. Advise name of allocated HR Administrator If Apprentice is under 18, liaise with Health and Safety Manager to arrange and complete a Young Person Risk Assessment Identify suitable mentor for the Apprentice. Invite Apprentice in for familiarisation meetings/sessions prior to start date Apprentice attends Trust Induction Ensure Apprentice completes all Mandatory Training and Local Induction On site visit to meet Apprentice and Manager and complete sign up paperwork. Issue Individual Learning Plan and agree qualification requirements Apprentice Starts in Post Ensure Apprentice is given adequate support and time to complete the qualification element of the Apprenticeship 20

21 Appendix 3 Process for Existing Staff undertaking an Apprenticeship Qualification Support Workforce Development Lead Manager Training Provider Employee Identify a development need for employee OR Identify a development need. Approach Manager with request to study via an apprenticeship qualification Complete an External Study Leave Form in line with section 4.2 in the Training and Study Leave Policy When approval is received from Levy Budget Holder identifies a suitable Training Provider and update DAS Send the completed form to the Course Inbox for further action by the Learning and Development Team Consider the request and authorization form Meet with Staff member and Manager and agree start date Update DAS with new Information Employee starts qualification. Advise the Apprenticeship Lead of start date 21

22 Policy Details Title of Policy Unique Identifier for this policy State if policy is New or Revised Apprenticeships Policy BCPFT-HR-POL-16 Revised Previous Policy Title where applicable Policy Category Clinical, HR, H&S, Infection Control etc. Executive Director whose portfolio this policy comes under Policy Lead/Author Job titles only Committee/Group responsible for the approval of this policy Month/year consultation process completed * n/a Human Resources Director of Workforce & Organisational Development Work Placement Co-ordinator Workforce Development Group June 2018 Month/year policy approved July 2018 Month/year policy ratified and issued August 2018 Next review date June 2021 Implementation Plan completed * Equality Impact Assessment completed * Previous version(s) archived * Disclosure status Key Words for this policy Yes Yes Yes B can be disclosed to patients and the public Benefits of Apprenticeships, Types of Apprenticeships, Apprenticeship Levels, Apprenticeship Framework and Process, Young Persons on an Apprenticeship, Safeguarding Children and Young People, Apprenticeship Progress Routes, Process for Employing a New Apprentice, Young Person s Risk Assessment * For more information on the consultation process, implementation plan, equality impact assessment, or archiving arrangements, please contact Corporate Governance Review and Amendment History Version Date Details of Change 2.0 Jun 2018 Amendments to Levy process; Apprenticeship Qualification Standards; Section 4.3 and 4.10; Section 4.6; Section 4.8; Appendix 1 ; Appendix 2; Appendix 3 and Aligned to current policy template format. 22

23 1.1 Feb 2015 Reformatted to meet new trust policy template 1.0 Nov 2011 New Policy for BCPFT 23