Public Sector Apprenticeships

1
Public Sector Apprenticeships

• Presenter
• Crawford Knott
• Commercial Director

2
The story so far .

• Hawk was founded in 1988 and has worked with a
  number of public sector organisations such as
  local authorities in London and government
  departments like the UK Border Agency (UKBA).
• We have been working with the UK Border Agency
  since early 2005, and supported over 366 learners
  predominantly in London and the South East.

3
Apprenticeships at UKBA
4
UKBA Success rates
5
Benefits

• Access to a large number of learners with one
  employer enables group workshops and
  presentations.
• Lower staff turnover in the public sector
  compared to other sectors enables high completion
  and success rates.
• Staff are generally allocated more time in work
  to dedicate to Apprenticeships compared to their
  private sector counterparts.

6
Central Role of WBL Providers

• To listen, inform and respond to the needs of
  public sector employers extensive initial
  consultation.
• Ensure that information is provided at all levels
  within the organisation directors, line
  management and learners.
• To provide flexible solutions which meet the
  needs of employers as well as individuals.
• Ensure standardisation in terms of learner
  experience and quality of delivery as well as
  feedback mechanisms.

7
Delivery Model

• Formal group presentations to learners and
  managers.
• Group initial assessments and inductions.
• Staggered programme start dates.
• Monthly on-site assessment visits to learners.
• Opportunity to attend on-site workshops to
  provide underpinning knowledge, including
  literacy and numeracy if required.
• Opportunity to provide evidence via e-portfolio
  option to facilitate distance learning.
• Quarterly Progress Reviews Meetings.
• Confidentiality and data protection maintained at
  all times. (Evidence was not taken off UKBA
  premises due to sensitivity of information).
• Internal and External Verification takes place on
  site.
• Extensive use of audio and visual evidence
  gathering.
• Additional learner support for learners with
  individual needs.

8
Feedback

• Learner and management surveys at each stage of
  the process Initial Assessment and Induction In
  Learning End of Programme.
• Quarterly reviews with managers.
• Quarterly progress reviews Learning and
  Development managers and senior management.
• Large numbers of learners require a number of
  assessors, standardised feedback is required.
• Celebrate success spread the word where
  positive feedback is received in the form of case
  studies.

9
Challenges Possible Solutions

• Getting the ball rolling and handling resistance
  presentations, case studies.
• Meeting public sector apprenticeship start
  targets and matching to existing funding
• NAS Apprenticeship Vacancies Online.
• Security clearance ask, ask and ask again what
  is required.
• Data protection gathering evidence for NVQs.
• IT infrastructure for online testing portable
  solutions.
• Additional key skills support additional
  workshops and one to one sessions, particularly
  for Application of Number (numeracy).
• Lack of buy in from line managers ensure
  feedback mechanisms are in place which involve
  senior management or Learning Development
  department.
• Standardisation of learner experience and
  feedback assessor working groups required to
  share best practice.

10

• Any Questions?

Hawk Training 4th Floor, Regal House 70 London
Road Twickenham London TW1 3QS Tel [phone]
0992 Fax [phone] Minicom 020 8241
4693 www.hawktraining.com