‘Traineeships’ is jargon: talk about careers advice

If we want to get our NEETs back into work, says Dr Fiona Aldridge, we need to speak more plainly

Last week, in partnership with the Department for Education, L&W hosted a conference entitled Traineeships: Why they work to provide practical insight into effective and innovative ways in which traineeships can be delivered to secure positive outcomes for young people, employers and local areas.

Ensuring young people get a firm first step on the career ladder must be a priority for us all; there is clear evidence that being unemployed while young can have a permanent scarring effect on long-term pay and job prospects.

It was in the context of particularly high levels of youth unemployment that traineeships were launched in 2013, to provide a focused pathway for young people to gain the skills and experience needed to get an apprenticeship or a job. Comprising work experience, work preparation training and support with English and maths, the programme has engaged over 50,000 young people in its first three years.

Although youth unemployment is now falling, far too many young people are still locked out of opportunities to enter and progress in the labour market. At 12.5 per cent, the youth unemployment rate is almost three times higher than the overall unemployment rate of 4.6 per cent. Our research shows growing numbers of young people spend more than a year not in education, employment or training (NEET) – storing up longer-term trouble for the 800,000 young people in this position. Now is not the time to take our foot off the pedal.

Perhaps branding is not always as important as we think it is

The overriding theme of the day was that the strength of the traineeship programme is in its flexibility – creating opportunities for providers, employers and others to develop new approaches that best meet the needs of their particular context and learners. But while flexibility is certainly a strength, it can also create challenges, not least in how best to describe and promote the programme.

Our DfE speaker assured the audience that they have heard the message that low awareness of the ‘traineeship’ brand is hindering providers’ success – and plan to take action. This will be welcome news for many.

However, others were keen to point out that the “traineeship” label rarely plays a prominent role in their engagement of young people or employers.

Instead, they find it much more effective to focus on what young people and employers are looking to achieve, and create an offer that supports this from the flexibilities offered by the programme. As one provider said: “We’ve stopped marketing traineeships; we’ve started marketing careers advice”.

So perhaps branding is not always quite as important as we think it is – and certainly in relation to traineeships, developing clear and concise messages for employers, young people and their parents about what the programme includes is an issue. While we want to build confidence in the quality and effectiveness of provision on offer, we should also remember that sometimes the best way of engaging people in learning is to take a step outside of the language that is familiar to us within the sector, and focus instead on connecting with the aspirations and ambitions of those we are seeking to engage. (If you’re interested in great examples of what works, take a look at the case study videos on our website.)

Most young people want to work – but many of these will not be motivated by a traineeship – they rarely approach a provider or a Jobcentre Plus work coach asking about the programme. But they do want to earn money, support themselves and build their future. It is crucial therefore that we give our young people a clear line of sight to work and deliver focused support through creative and engaging programmes. Providers such as Millwall Community Trust, NACRO, Harlow College and Qube, all of whom contributed to our conference last week, are leading the way in doing just this.

Fiona Aldridge is assistant director of the learning and work institute

No need to fully fund level two apprenticeships

The AELP wants the government to pay for all level two apprenticeships, but this is not the answer, argues Adrian Anderson

The two drivers behind the apprenticeship reforms are to increase productivity and enhance social mobility. From a productivity and economic perspective, if the UK is to prosper and succeed we need to develop a high-skill economy and apprenticeships that deliver the skills employers need to increase productivity.

The call from AELP to prioritise funding for level two apprenticeship provision and pay for such a proposal by increasing employer co-investment for apprenticeships at levels four to seven, on a sliding scale from 20 to 50 per cent is fundamentally flawed. Is their argument really that priority should be given to level two apprenticeships in business administration and customer service, rather than to STEM apprenticeships in vital technical-level roles, or to level six apprenticeships in digital and engineering occupations?

The argument that prioritising level two provision supports social mobility also only goes so far. Certainly, apprenticeships at level two support young people entering the workforce. That’s great, but then what? And why prioritise level two apprenticeships for adults including those in employment?

Apprenticeships at level two support young people entering the workforce. That’s great, but then what?

To maximise social mobility, don’t we need to use apprenticeships as the basis for work-based progression routes to open pathways for new types of learner cohorts to well-paid technical, associate professional, professional and managerial occupations? To disincentivise employer spending on high-level apprenticeships, as AELP proposes, reduces opportunities for those completing level two and level three apprenticeships to move through work-based learning programmes to technical-level and senior managerial occupations.

AELP argues that removing the 10-per-cent co-investment requirement would lead to a dramatic increase in the number of level two apprenticeships.

Perhaps, but surely if an employer will not even pay 10 per cent of the cost of an apprenticeship, they don’t exactly value the programme or see it delivering benefits to their business. The answer is for training providers to focus on new standards and deliver value to employers, so they decide to invest in higher-level apprenticeships.

So, where does UVAC stand as the organisation representing higher education providers?

Firstly, it is essential that the 10-per-cent employer co-investment requirement is retained for apprenticeships at all levels. The contribution will ensure the market is driven by employers and that they invest in meaningful apprenticeships.

Secondly, the funding system should be used to incentivise non-levy-paying employers to use apprenticeships to support a post-Brexit economy, as businesses will need to compete internationally, or to support individuals acquire the skills to deliver vital public services. This could be achieved by raising the employer contribution required for apprenticeships in occupational areas such as business administration and customer care at level two to, say, 25 per cent. The savings could then – if there were issues of affordability – be used for more STEM apprenticeships, to increase technician apprenticeships at below bachelor’s degree level, or to increase funding bands for high-cost apprenticeship provision needed by the UK economy.

Thirdly, shouldn’t the funding system reward employers who do the most to support the learning, development and progression of their staff?

Perhaps the funding system could incentivise the development of progression pathways from apprenticeships to technical, managerial, associate professional and professional job roles. For entry into apprenticeships at levels three to seven, the funding system could perhaps reward employers who recruit from under-represented groups, tackle gender imbalance or low level BEM participation.

Wouldn’t we rather have this than yet more “free” training that adds little to the government’s twin priorities of increased productivity and social mobility?

Adrian Anderson is chief executive of the University Vocational Awards Council

Engineers learn how origami can be used in the industry

A group of engineering students have been studying origami to help them understand how compact space-saving structures are created.

The level three extended diploma students from Darlington College began by making paper birds, before looking at how the centuries-old technique can be used to make prototypes for bigger projects.

Students learned how NASA uses origami to create compact solar arrays, which are purified silicon packages that attach to satellites and unfurl when in space, converting solar energy to electrical power.

“Origami is so useful in space research because there is such limited space on rockets and origami allows large structures to be compacted for launch.

It is also invaluable in testing prototypes because paper is such a cheap material,” explained engineering tutor Rob Elliott.

“It is the ideal engineering exercise and helps students visualise in 3D what start as two-dimensional plans.”

Student Chhitij Singh, 16, added: “I used to be in an origami club, but hadn’t realised the full implications of paper folding to engineering which are amazing. I’m interested in aerospace and can certainly see how paper folding can be used in design.”

College students win big in jazz-themed textile-making competition

Current and former fashion and textiles students from Shrewsbury College have come together for an annual textile design competition, winning a whole host of accolades.

The Shrewsbury Drapers textile competition has been running since 1995 and this year, it asked residents of Shropshire to design a piece of textile work that reflected the theme of ‘All that jazz’.

Katie Blower, studying a level three diploma in fashion and textiles, took home a bronze award for her afternoon tea dress, and entries from her coursemates Jazmyn Titcombe and Lauren Rees were both highly commended.

A-level textiles students from the college also won prizes: Abby Roberts received a gold award, Emma Shakeshaft took bronze, and Aoife Holbrook and Emily Yeomans were both highly commended.

Former student Amelia Roe won the Jackie Ryan Memorial Award for her submission – an embroidered bowler (pictured), winning a two-week work placement with tweed manufacturers Tweedmill Textiles.

“We love to challenge our students with industry related, live projects and the competition really engaged them creatively and helped them to consider traditional, British materials and techniques,” said James Staniforth, principal and CEO of the Shrewsbury College Group.

Health and social care team raise over £1500 for Alzheimer’s charity

A member of staff from North Lindsey College has led a successful fundraising campaign for the Alzheimer’s Society after her father was diagnosed with the disease.

Emma Buttrick, a health and social care learning facilitator at the college managed to raise a total of £1,536.83 for the dementia support and research charity through a three-part challenge, inspired by her father’s diagnosis.

With the support of staff in the health and social care department, the money was raised through cake sales, a cycling challenge and memory walk; £200 was raised through the cake sale alone.

“This year the focus was on fundraising and next year is about awareness-raising,” said Buttrick. “This was devastating news to my family and we are now coming to terms with the challenges we are facing.

“The money raised is absolutely amazing, and I am now in touch with a lady from the society and we have planned for someone to come and talk to the health and social care students and share their knowledge.”

Alzheimer’s is the most common type of dementia and affects an estimated 850,000 people in the UK.

Hundreds of dogs descend on Hartpury College for competitive dog agility event

Students from Hartpury College got embroiled in the world of competitive dog agility last weekend, as the campus played host to a national dog show, reports Samantha King

Competitors and their dogs from across the UK gathered in Gloucester for the Hartpury UKA show, an event for people who are serious about dog agility to chance their arm in a range of categories.

Attendees and their dogs could compete in agility, jumping, steeplechase and casual events, at levels ranging from beginner and novice, to senior and champion.

A total of 16 student volunteers from courses including animal care, veterinary nursing and equine ran the two-day event, setting up the courses across four different rings, logging scores, managing queues and checking in competitors.

Student Julia Shimwell with Dizzy

The courses had been previously designed by competition judges, so students had to build the course to their exact specifications, and adjust the height of equipment to cater for different types of dog.

“Out of the students who volunteered, only one was actually ever involved with dog agility previously,” explained the college’s animal collection manager, Aleksandra Lipinski, who helped set up the event. “Most of them had no idea what to expect or what a dog agility show looked like. They went in blind, and managed to do a really amazing job.”

Two of Hartpury’s own students took part in the event, and Julia Shimwell, a student taking the level three extended diploma in animal management, even competed with her dog Dizzy for the first time. Jess Radnor, another student and an experienced competitor took a top prize.

Ms Lipinski decided to set up the agility show after noticing how many horse shows there were at the college, and not so many events featuring smaller animals.

“We have a lot of equine events and some sports events, but we don’t really have much from the animal department. I know a horse is an animal, but it’s a separate department,” she said.

“I go to all these dog shows and they say they’re always looking for new venues and things, so I thought, ah, that might be good – so we started setting up something that students could run.”

Open to competitors registered with competitive dog agility group, UK Agility, the event cost the college a total of £1,500 to run, with spectator ticket sales and competitor fees covering the cost.

The event attracted almost 200 competitors, with a grand total of 920 dog runs – including those competing with more than one dog, or the same dog running in different events.

Ofsted plans to recruit staff with more experience of workplace training

A senior Ofsted figure has admitted the inspectorate needs to focus more on apprenticeship providers and will ask employers for feedback on how to improve in the coming months.

It published a new five-year strategy at the end of September, in which it committed itself to being “a force for improvement through intelligent, responsible and focused inspection and regulation”.

Now, its director of corporate strategy, Luke Tryl, said it wants to find out how it can serve FE better.

“Our FE workforce is pretty balanced towards colleges at the moment, and we do need to bring in some new people with specialist apprenticeship experience,” he said.

Luke Tryl

“There has been a huge expansion of growth in this sector. We need to focus what we do and make sure we follow it in the right direction.

“I think, on balance, our system has favoured the college sector and it’s something we need to address.”

Ofsted has been holding focus groups with parents around the country to find out how to improve reports for different audiences.

Mr Tryl said the next step would be to do the same with employers, and that he hopes to have wrapped this up by January 2018.

“We want the 2019 common inspection framework to be the best it can be. If companies don’t think the current framework works, we want to hear from them,” he added.

“Right now our reports are targeted at three different audiences – institutions, the government and the public. Having a report that does three things is difficult. Maybe we need to make sure we present different information with different prominence to difference audiences.

“There’s potential for looking for new ways of presenting information across our remit and through digital means.

“We want to establish with employers what they need from our reports, what needs to change and how best to give them the information.”

The government already has a ‘Find apprenticeship training’ website, but Ofsted’s previous FE and skills data dashboard was closed down in 2016, just two years after it was launched with a promise to help governors and members of the public keep a check on the performance of providers.

However, Mr Tryl insisted that Ofsted wanted to develop something new.

“A dashboard approach might not be the right way to go. People might want a more narrative approach, although perhaps that won’t appeal to employers so much,” he continued. “We are in a time of limited resource. We aren’t going to invest where we don’t need to.

“We are going to ask how we can do this better. I’m convinced we can do it better.”

Aspiring film critics sweep the board in national film review competition

Five budding film critics from Stratford-upon-Avon College have taken top prizes in a film-reviewing competition.

The group of students, who all study the college’s A-level film course, submitted reviews to the review of the week competition run by Into Film, an educational organisation funded by the British Film Institute.

Their submissions were selected as the winners from hundreds of entries, and they will now each receive a badge, a certificate and a DVD randomly selected from the organisation’s film library as their prizes, as well as having their reviews featured on the Into Film website.

Among the submissions was a review of Richard Ayoade’s film Submarine, by 17-year-old Katie Jellicoe, and a review of the adaptation of Stephen King’s IT, written by 16-year-old Harry Gibbons.

“It’s difficult to believe that when they wrote their reviews they had only been studying film for a week,” said Sarah Downing, the A-level film lecturer.

“I’m immensely proud of them and look forward to seeing them flourish in their future careers.”

Harry added: “I think I’ve caught the film review bug a little bit. Film criticism is definitely something I’d like to consider in the future.”

Photo: (L-R) Katie Jellicoe, Ellie Checketts and Harry Gibbons with lecturer Sarah Downing

Barely half of eligible employers are on the levy system

Scarcely half of eligible employers have signed up to use the government’s apprenticeships system, new statistics published today suggest.

Just 10,500 apprenticeship service accounts were registered on the system by the end of August – well short of the estimated 19,150 levy-paying companies that are eligible to use the service.

The apprenticeships and skills minister Anne Milton admitted earlier this week that she was “flabbergasted” to learn that many large companies were unaware of the levy, even though they were paying it.

Today’s experimental statistics, published by the Department for Education, demonstrate that the number of employers signing up to use the service is tailing off.

FE Week reported in July that 8,300 employers had registered by the end of May.

In the three months since, the number has increased by just 2,340 – with 910 companies signing up in June, 740 in July and only 690 in August.

A Twitter survey run by the Education and Skills Funding Agency suggests that the DfE is concerned by this lack of take-up.

The survey, run by the @ESFADigitalService account, asks levy-paying employers why they’re not yet registered for the apprenticeship service, and gives four options: “not currently recruiting”, “no framework/standard”, “need skilled staff” and “other”.

But as this story was published, just an hour before the survey was due to close, there had been just six votes.

Speaking at a fringe event at the Conservative party conference this week, Ms Milton said she had been “quite flabbergasted” to find out that many large businesses were unaware of the apprenticeship levy, despite paying large amounts of money into the pot.

She said she’d had meetings with at least one managing director who “didn’t know anything about it”, and admitted more needed to be done to promote the levy.

The apprenticeships service is the online system that levy-paying employers use to manage their funds, including registering “commitments” or apprentices, and paying for training.

Currently only large employers that are subject to the apprenticeship levy – those with an annual wage bill of at least £3 million – can use the service.

Figures published by the DfE in August 2016 indicated that 19,150 companies – representing just 1.3 per cent of all employers – would be eligible to pay the levy.

Today’s statistics show a total of 26,700 fully confirmed commitments – meaning that both the employer and training provider have agreed the apprenticeship start – were registered through the service by the end of August.

The same @ESFADigitalService Twitter account is also currently surveying non-levy paying employers, ahead of a planned expansion of the service to include all employers by April 2019.

The DfE recently ran its fifth consultation, which closed on Tuesday, on how reforms to apprenticeship funding are affecting employers and training providers.

A Department for Education spokesperson said: “Through our reforms to apprenticeships, we are making sure that millions of people have access to life-changing skills they need for a successful career.

“We have been working hard to support employers, and help them understand the benefits that high-quality apprenticeships and the apprenticeship levy can bring. Our records show they are engaged and ready to use their funds, and we will continue to work with them so they can invest in high-quality training.”