Agenda item

To receive a discussion paper on the future for apprenticeships, the apprentice levy, public sector targets and higher apprenticeships

The Corporate Human Resources Manager introduced a Discussion Paper on the future for Apprenticeships, the Apprentice Levy, Public Sector Targets and Higher Apprenticeships.

The Corporate Human Resources Manager introduced a Discussion Paper on the future for Apprenticeships, the Apprentice Levy, Public Sector Targets and Higher Apprenticeships.

The Corporate Human Resources Manager advised that there had been some changes around Apprenticeships within the Council’s Apprentice Scheme.  She explained there were two key elements that had national effect around Apprenticeships:-

Target Setting within the Public Sector

The Corporate Human Resources Manager explained the requirement to employ a required number of Apprentices commencing each year based on the size of their workforce.  She pointed out that the Council perhaps needed to look at employing more apprentices than they had in the past.  She did however, report of the Apprentices employed in NHDC from 2012 there was a large number still working for the organisation, and felt that the scheme had been a great success.

The Corporate Human Resources Manager reported that new targets had been set to start people on Apprenticeships.  A new Apprentice Levy came into effect from last year, stating that every employer was required to pay into a  Levy Fund.  She explained that the amount payable was dependent on the size of the workforce.  She stated that, regardless whether organisations took on Apprentices, the levy had to be paid.  The Corporate Human Resources Manager felt that this would encourage employers to take on Apprentices.

The Corporate Human Resources Manager confirmed that a number of new Apprenticeship Standards had been introduced.  She advised that there were a lot more paths for Apprentices to follow coming in at an entry level through to higher Apprenticeships.  She further advised that higher Apprenticeships would allow candidates to advance to degree and Masters level, a route for young people to have the ability to progress.

The Corporate Human Resources Manager reported that the newer scheme introduced three different methods of starting more people on Apprenticeships:- 

Entry Level Apprenticeships

The Corporate Human Resources Manager stated that the organisation would continue to accept those who wished to join on an Entry Level Apprenticeship.  She further stated that Entry Level Apprenticeship was particularly aimed at School Leavers who had no work experience.  She informed the Committee that at least one year’s work experience and a vocational qualification would be achieved.

Higher Apprenticeships

The Corporate Human Resources Manager explained that Higher Apprenticeships would be offered to those that had achieved higher level qualifications but, perhaps, had not yet made the decision if they would attend University.  She stated Higher Apprenticeships could be taken up by those who may desire to follow some of the career graded posts that would develop into particular professions within the organisation.

Staff Development

The Corporate Human Resources Manager advised that the Apprentice Levy fund was a great source of finance for learning and developing existing posts.  She confirmed that there was no age limit against Apprenticeship training, enabling those who, given the chance to develop and learn, had an ideal opportunity for progression.

The Corporate Human Resources Manager explained that there were new Apprentice Standards being developed and introduced.  Manager Apprenticeships would be available and the Apprenticeship Levy funds would be used to develop current managers.

The Corporate Human Resources Manager reported that further to discussions at the last Senior Management Team meeting, it was confirmed that recruitment of eleven Apprenticeships would soon take place.  She explained that some of the service areas which had applied for a mixture of Entry Level Apprentices and Higher Apprentices would be funding or part funding those Apprenticeships.

The Corporate Human Resources Manager confirmed that the level of Apprenticeship pay had increased in Grade 1 which she confirmed as being more than the National Apprentice Rate.  The Higher Apprentice Rate of pay would be evaluated against the post.

The Deputy Chief Executive reported that the Council had been actively looking at ways to retain good Apprentices, stating that there was an element of luck from a timing point of view.  He explained that if a position became available when there was a suitable person to fulfil that role, then the higher level Apprentice would be recruited with the intention to retain them.

The Corporate Human Resources Manager stated the Council visited schools and job fairs promoting Careers in Local Government.