Apprenticeships the impact of trailblazers. Kathryn Porter Divisional Resourcing Director Hilton Worldwide
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1 Incorporating
2 Apprenticeships the impact of trailblazers Kathryn Porter Divisional Resourcing Director Hilton Worldwide
3 Agenda 13 th March Apprenticeship Reform The Trailblazer Journey Career Paths What s next Summary 3
4 Apprenticeship Reform Simplify the system: short and easy to understand standards (2 sides A4) Increase the quality through rigorous independent assessment Give employers purchasing power for delivery Employers make a one third contribution to the cost of apprenticeships Apprenticeships are for a new job role A minimum of 12 months training must stretch the apprentice Apprenticeship reforms to be employer led 4
5 The Trailblazer Journey
6 Trailblazer Formation Q Trailblazer established from the Industrial Partnership Skills Group, Chaired by Mitchells and Butler and facilitated by People 1 st Hospitality Trailblazer Chaired by myself, Hilton Worldwide 6
7 Hospitality Trailblazer 7
8 Considering the facts 2.8m 600,000 employees need to be recruited in our industries by 2022 projected skilled and management positions Biggest challenges: Recruitment Low Productivity Retention Ageing Workforce
9 Considering the opportunity 5.4million employees in our sector and out of the working population this counts for almost 1 in 6 jobs The total number of businesses are 445,607 Small (less than 50) Medium (less than 250) Large (250+) 96% 3% 1%
10 Development Process Many meetings and communications Review of employers occupational profiles Writing the standards average of eight drafts Consultation with providers and awarding organisations On-line consultations with short and detailed versions Engaging the support of industry professional bodies Promoting the development through third parties and social media 10
11 Challenges In developing the standards and assessment approach Standard must be fit for purpose Resource input of employers Principle is simple: Employer Challenges led and driven standards Two pages Full competence in a job role Defining competence is more straightforward for some job roles Significant need for inclusion of soft skills and providing required stretch and contextualisation Diverse; small and large industries Lack of clarity from BIS on requirements: e.g IEA Test in speed and agility 11
12 The Trailblazer Journey and Outputs to 2015 To develop the apprenticeship standards and assessment approach July Initial Hospitality standards submission Senior Chef Apprenticeship in Culinary Arts Senior Chef Apprenticeship in Production Management Apprenticeship Supervisor Apprenticeship Approved July 2014 Not approved July 2014 Resubmitted February 2015 February 2015 Assessment Plans and assessment approach submitted: Senior Chef Apprenticeship Culinary Senior Chef Apprenticeship Production Resubmission of Management Apprenticeship Resubmission of Supervisor Apprenticeship Team Member Apprenticeship Chef de Partie Apprenticeship Commis Chef Apprenticeships Awaiting feedback Approved March
13 Career Paths - Chefs Level 2 Commis Chef Level 3 Senior Production Chef Level 3 Chef de Partie Level 4 Senior Culinary Arts Chef
14 Career Paths Hospitality Team Member Level 2 Hospitality Team Member Level 3 Senior Production Chef Level 3 Hospitality Supervisor Level 4 Hospitality Manager
15 Independent assessment From: On the Job Assessment To: Independent End Assessment Arrangements for synoptic assessment Using a range of assessment methods Graded assessment Delivering consistent (reliable) judgements Delivering accurate (valid) judgements Ensuring independence Affordability Manageability / Feasibility Professional Body Recognition Supported by a new approach assessment model approach
16 Example of Senior Chef Independent End Assessment 1. Business challenge: an employer agreed project to assess the culinary knowledge, people and business aspects of the standard 2. Knowledge test: a multiple choice test, which is predominantly scenario based, covering key elements of culinary, people and business knowledge including legislative aspects such as food safety 3. Practical observation and test: an observation based assessment incorporating a chef briefing, preparation, cooking and service in the workplace and a culinary challenge to bring together an assessment of the culinary, food safety, business and people aspects of the standard 4. Professional discussion: a structured discussion to establish apprentice s understanding and application of knowledge focusing on how they have performed during the apprenticeship and their overall achievement of the standard.
17 Managing the apprenticeship system for hospitality FISSS 10. Apprenticeship certification (to be licensed to the Federation of Industry Sector Skills and Standards - FISSS) Process overseen by the Industry Governing Body directed by an employer Hospitality Apprenticeship Council 9. Result of end assessment submitted to generate certificate via FISSS 8. Independent end assessment is carried out and graded by the licensed independent assessor 7. Registration for independent end assessment. The licensed independent assessor registers the apprentice with the governing body 6. Independent End Assessment Planning Meeting Employer identifies an independent end assessor (typically via an assessment organisation) and holds a planning meeting including the apprentice The quality assurance of independent end assessment managed on a day to day basis by an SFA registered assessment organisations on behalf of the Industry Governing Body Responsibility of employers with the option to procure support from third party organisations 5. Readiness for end assessment meeting : an internal decision is made by the employer on whether the apprentice has achieved full competence according to the apprenticeship standard and is ready for the independent end (synoptic) assessment 4. Training and internal assessment completed according to the apprenticeship standard and assessment plan 2. Initial assessment of the individual to determine suitability to start an apprenticeship 1. Employer selects training and assessment method 3. Apprentice on the SfA system Employer managed training and assessment Employer managed training and procured assessment Employer procured training and assessment 17
18 What s next 1. Expect to start piloting senior chef apprenticeships from September 15 at the earliest but it may be January 16 depending on SFA approval 2. All other hospitality apprenticeships are scheduled to pilot from January All consultations are on People 1 st website so please get involved 4. Next steps produce assessment for the five approved standards register your interest at People 1 st website 5. All the information you have seen today is provided in detail on the People 1 st website 6.
19 Timescales March 2015 Up to June 2015 June to October 2015 January & April 2016 All standards approved: 5 hospitality 2 Assessment plans with SFA (senior chefs) Stage 1: Assessment development focussing on level 2 Assessment organisation and provider readiness Stage 2: Assessment development focussing on level 3 Assessment organisation and provider readiness January Aim for first phase of apprenticeships standards go live April Aim for second phase of apprenticeships standards go live Up to 2017 / 18 Dual operation of frameworks and apprenticeship standards expected 20
20 Great opportunities to achieve results 1. Clear and robust progression pathways 2. Professional profile to attract new people into the sector 3. Developing consistent skills in line with an industry agreed standard 4. Retaining highly skilled and motivated staff 5. Improved productivity 6. A great customer experience - making customers SMILE!
21 22
22 Incorporating
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