HIGHER & DEGREE APPRENTICESHIPS: THE STAFFORDSHIRE UNIVERSITY EXPERIENCE SARAH TUDOR DIRECTOR OF EMPLOYER PARTNERSHIPS

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1 HIGHER & DEGREE APPRENTICESHIPS: THE STAFFORDSHIRE UNIVERSITY EXPERIENCE SARAH TUDOR DIRECTOR OF EMPLOYER PARTNERSHIPS

2 APPRENTICESHIPS An Apprenticeship is a job, in a skilled occupation, that requires substantial and sustained training, leading to the achievement of an Apprenticeship standard and the development of transferable skills to progress careers. Source: BIS/DfE

3 EXTERNAL DRIVERS

4 DRIVERS 3 million apprenticeships 3 billion apprenticeship levy (0.5% payroll tax) Public sector 2.3% quota Government > 10million procurement quota

5 THE UK S FUTURE WORKFORCE The UK is facing a large scale skills challenge Gap between the potential economic opportunities and the readiness of education leavers (and the existing workforce) to respond to the opportunities High-value, high-skilled workforce is required to compete in the global economy, and improve productivity By 2022 an additional two million jobs will require higher level skills (Cridland, 2016)

6 STOKE-ON-TRENT AND STAFFORDSHIRE LEP REGION Number of the workforce with higher level skills is 40% below the national average Growing economy with Enterprise Zone status Inward investment from high-value businesses is reliant on a skilled workforce Graduate retention reliant on the availability of high value jobs

7 APPRENTICESHIP REFORMS Employer driven - Apprenticeships to meet their needs (move from frameworks to standards) Simplicity - Replacing complex apprenticeship frameworks with short standards written by employers Quality - Improving quality through more rigorous testing and grading at the end of an apprenticeship Employer purchasing power Digital apprenticeship vouchers.

8 BENEFITS: BUSINESSES & STUDENTS EMPLOYER APPRENTICE 96% of apprentice employers say they are beneficial to their business. 92% of employers believe Apprenticeships lead to a more motivated and satisfied workforce. 83% of apprentices said their career prospects have improved. 82% of employers take on apprentices to build skills capacity within their business. 81% of consumers favour using a company which takes on apprentices. 77% of employees believe apprenticeships make them more competitive. 80% of companies who invest in apprentices have reported significant increases in employee retention. 83% of employers rely on their Apprenticeship programmes to provide skilled workers required for the future. Apprentices could earn 150,000 more on average over their lifetime.

9 INTERNAL DRIVERS

10 OPPORTUNITIES Opportunity to build on university s reputation for workbased learning c 4m annual incomes Leverage existing employer relationships Response to employers views on the employability of graduates

11 OPPORTUNITIES reach people locally and wider who might not have come to us to study a degree 40% of new apprenticeships are higher or degree in a new and growing market 2Bn employer funding available via the apprenticeship levy relevance Skills to support the local and regional economy reputation government and household name employers want HE partners 27,000 fees for a degree apprenticeship are the same as undergraduate 1:5 employers are using apprenticeships to help them through the tough economic climate 100% of apprentices are employed relevance working with employers help develop undergrad content

12 OPERATIONAL APPROACH

13 HUB AND SPOKE MODEL Initially led by a university central service Specialist departments on the periphery One year pilot approach success as one of the largest providers Embedding processes within specialist departments Governance structure uses a steering group to oversee the implementation

14 MARKETING

15 UPDATING EMPLOYERS

16 LEARNER IDENTITY Apprentice Employee Student

17 QUALITY ASSURANCE Staff development Approvals process Standing panel Internal audits Support from FE partners

18 APPRENTICESHIP JOURNEY Map out the steps Similarities and differences Stakeholders what are all the touch points? Apprentice journey Employer journey Who is leading each element?

19 CURRENT OFFER 196 apprentices on apprenticeships from 11 different employers 7 different apprenticeship pathways in 4 areas of the university Health Assistant Practitioner (4 pathways) level 5 Advanced Manufacturing (Mechanical) level 4 IT, Software, Web & Telecommunications level 4 Management level 5 Early stages of degree apprenticeship delivery

20 READY FOR DELIVERY Digital Technology Professional Degree Apprenticeship (level 6) Chartered Manager Degree Apprenticeship (level 6) Network Engineer (level 4) Chartered Legal Executive (level 6)

21 2017/18 DEGREE APPRENTICESHIPS Electrical/Electronic Engineer Technical Support Healthcare Science Practitioner In development: Police Constable; Academic Professional; HE Professional; Registered Nurse; Social Worker; Supply Chain Professional

22 Steep learning curve Executive level support Develop staff and embed practice Maximise employer relationships Respond to learner needs

23 THANK YOU