the employer s view social care apprenticeship programmes case study Hertfordshire County Council

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Duane Hicks
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1 social care apprenticeship programmes case study Hertfordshire County Council the employer s view Paul Rainbow Senior Learning and Development Officer, Adult Care Services

2 Hertfordshire County Council covers an area stretching from Stansted to Heathrow airports, and employs over 35,000 people. Its adult care services department has a workforce of over 1,400, working in 22 day centres and 18 supported living units. The council s aim is to improve the quality of life for everyone that uses its services, helping people to enjoy fulfilling lives. The council is proud of the fact that it draws staff from a variety of backgrounds and of its record of staff training and career development. about Hertfordshire County Council

Selecting North Hertfordshire College as the training provider after a competitive tender process, courses were scheduled to commence in September 2005.

3 attracting young workers through apprenticeships In 2005, with high employment in the area, less than 0.2% of the council s workforce was under 19. Looking to solve this ongoing problem, the learning and development team, led by Paul Rainbow, designed an apprenticeship programme, in conjunction with the HR department. Selecting North Hertfordshire College as the training provider after a competitive tender process, courses were scheduled to commence in September funding The decision was taken that apprentices would earn a living wage from the outset. Government funding to attract young people into the care sector was available at the time, and this, along with contributions from the council s learning and development budget, was allocated for salaries, whilst North Hertfordshire College funded the study programme via Train to Gain. selection A local advertising agency helped to create a campaign aimed at attracting a diverse group of year olds, via youth clubs and other targeted channels. The college also advertised to students already studying care-related subjects. A recruitment open day, held at the Gordon Craig Theatre in Stevenage, was a huge success. The next stage was a 90-minute tour of one of the council s adult care units, followed by application forms and formal interviews. Finally, shortlisted candidates visited the college for assessment of their learning skills. The ten apprentices selected were a diverse group: one came from the traveller community, another had special learning needs, two were young people leaving care and two had already been studying at the college. Today, because of the net savings to the council of the recruitment costs it would otherwise incur, apprentices salaries are joint-funded from the adult care services and the learning and development budgets.

4 in five years, 90% of apprentices have not only completed, but have gone on to permanent employment in the council. The retention of these apprentices currently stands at a staggering 90%. support Paul and his team knew that the success of the programme would hinge on the training and support available to the apprentices. This began with a two-week induction, covering the council s general policies and practices, as well as Skills for Care induction resources. Each apprentice had a mentor in their own workplace as well as a supervisor. Paul had hand-picked these mentors, putting them through a three-day mentor training programme. The apprentices worked four days a week in their allocated service, attending college on one day to study for a BTEC in Health and Social Care as well as an NVQ level 2. Regardless of their prior qualifications, all apprentices also studied key skills. Paul or one of his team was always at the college on study day. The apprentices found this really useful, also appreciating the value of peer engagement. challenges One of the biggest challenges was convincing senior managers within adult care services that an apprenticeship programme would be beneficial for the service and its users. This, and other concerns over child protection issues, and the ability of young people to provide personal care were overcome through training and specialist support for managers and mentors. Another concern was the apprentices ability to sustain the study element of the programme. Paul s team s supervision on college days proved to be especially valuable, here. lessons learnt With valuable lessons learnt, Paul s team began recruiting the second cohort for September 2007, this time for a 12-month programme, since apprentices from the first cohort were ready to take on permanent jobs well within that timeframe. A cohort now starts in September every year, candidates coming from the National Apprenticeship Service (NAS) matching service as well as the unofficial waiting list held by adult care services.

5 I d say to anyone thinking of starting a programme: don t be scared the benefits are really worth it Paul Rainbow Senior Learning & Development Officer

6 success In five years, 90% of apprentices have not only completed the apprenticeship programme, but have gone on to permanent employment in the council. The retention of these apprentices currently stands at a staggering 90%. Apprentices have gone on to study a variety of care subjects including nursing, forensic psychology, social work, occupational therapy and community care work all supported by Paul s team. In addition, apprentices have progressed to become senior support workers, supervisory staff and day service organisers, as well as deputy managers. The council was recognised for its apprenticeship programme, with Paul's team winning the 'Most Effective Employer of Apprentices' category in the Skills for Care Accolades in benefits Aside from having a structured and cost-efficient recruitment pathway, Paul sees many improvements to the overall service from having more young people in the workforce. For instance, young service users really appreciate having peers caring for them, and these relationships have transformed the council s approach to caring for young people. For more information about social care apprenticeships and to access further resources, please visit: or You can also see us online via: YouTube Facebook Bebo Skills for Care West Gate Grace Street Leeds LS1 2RP Telephone apprenticeships@skillsforcare.org.uk Skills for Care 2011

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