Train to Gain or Apprenticeship

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Train to Gain or Apprenticeship - The employer
offer -
Nick Linford Director of Planning and
Performance 22nd October 2008
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Presentation contents

• The employer-responsive funding pot

• The products (employer offer)

• Determining the employer offer (Apprenticeship
  or Train to Gain?)

• The learner age?

• The employer contribution?

• The qualification and level?

• The funding?

• The provider structure/supply?

• Most importantly, employee/employer need?

• Will all the new TtG flexibilities crowd out 19
  Apprenticeships?

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The employer-responsive funding pot
Existing contracts for Train to Gain or
Apprenticeships can be renegotiated to include
both elements. There is an expectation that in
2009/10 a single contract will be issued for
colleges and training providers across all
Regions.
Train to Gain additional flexibilities v3, LSC,
11/08/2008
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The products (employer offer)
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The learner age
Age Apprenticeships Train to Gain
16-18 Eligible and priority group Ineligible
19-24 Eligible and priority group Eligible
25 Eligible as Apprenticeships for Adults Eligible as priority group
Providers recruiting learners to Train to Gain
programmes must not conflict with the
Apprenticeship policy and recruitment practices.
In particular, providers are reminded that the
Apprenticeship programme is the preferred option
for vocational learners aged between 19 and 25
and they should be recruited onto the
Apprenticeship programme wherever possible.
Para 489, LSC Funding Guidance 2008/09,
Principals, Rules and Regulations
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The employer contribution
Level Apprenticeships Train to Gain
16-18 Fully-funded (free) Ineligible
19 L2 All 19 co-funded (50 by 2010) All fully-funded (free)
19 L3 All 19 co-funded (50 by 2010) Fully-funded for first 19-24 first FL3 and FL2 jumpers (some free)
Learners, employers or their sponsors are
expected to pay a contribution towards the cost
of learning (tuition fees) unless they are
entitled to fee remission Para 123, LSC Funding
Guidance 2008/09, Principals, Rules and
Regulations
Train to Gain more attractive route if
fully-funded and free? Apprenticeship rates
(activity cost) undermined if no charges?
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The qualification and level
Level Apprenticeships Train to Gain
NVQ L1 Ineligible Eligible with LSC permission
Full Level 2 Eligible as Apprenticeship Eligible (e.g. NVQ)
Full Level 3 Eligible as Advanced Apprenticeship Eligible (e.g. NVQ)
NVQ L4 5 Ineligible Eligible with LSC permission
Basic skills Eligible as Key Skill add quals (minimum of 2) at L1 or 2 Eligible as stand-alone or add qual Skills for Life at E1 to L2
Stand alone short quals Ineligible Soon to be eligible via new flexibilities announced 21/10/08
Train to Gain more flexible/responsive route?
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The funding
As one might expect, many Apprenticeships are
funded at higher levels than Train to
Gain. However, particularly with the Train to
Gain additional flexibilities introduced in
2008/09, this will increasingly not always be the
case.
Key to following funding slides
SLN Standard Learner Numbers NFR National
Funding Rate PW Programme Weighting DU
Disadvantage Uplift TtG U Train to Gain
Uplift FE Fee Element percentage FF
Fully-funded CF Co-funded FFL First Full Level
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Funding L2 example
Apprenticeship in Providing Security Services, Skills for Security (230) Apprenticeship in Providing Security Services, Skills for Security (230) Apprenticeship in Providing Security Services, Skills for Security (230) Apprenticeship in Providing Security Services, Skills for Security (230) Apprenticeship in Providing Security Services, Skills for Security (230) Apprenticeship in Providing Security Services, Skills for Security (230) Apprenticeship in Providing Security Services, Skills for Security (230) Apprenticeship in Providing Security Services, Skills for Security (230)
19 Apprenticeship 19 Apprenticeship SLN NFR PW DU FE Co-funded
NVQ 2 in Security Services NVQ 2 in Security Services 0.770 2,775 1.25 1 40.8 1,581
Cert for Security Guards L2 Cert for Security Guards L2 0.067 2,775 1 1 40.8 110
Key Skills in Com L1 Key Skills in Com L1 0.080 2,775 1 1 17.5 183
Key Skills in Num L1 Key Skills in Num L1 0.080 2,775 1 1 17.5 183
Key Skills in IT L1 Key Skills in IT L1 0.080 2,775 1 1 17.5 183
2,241
Train to Gain SLN NFR PW TtG U FE Fully-funded
NVQ 2 in Security Services 0.429 2,775 1.25 1.03 n/a 1,533
Cert in Lit (any level) 0.180 2,775 1.5 1.03 n/a 772
Cert in Num (any level) 0.180 2,775 1.5 1.03 n/a 772
3,076
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Funding L2 example cont.
Impact of achievement funding and success
(example)
19 Apprenticeship Co-funded Achieved? Final funding
NVQ 2 in Security Services 1,581 Y 1,186 (- 395)
Cert for Security Guards L2 110 Y 110
Key Skills in Com L1 183 Y 183
Key Skills in Num L1 183 N 183
Key Skills in IT L1 183 Y 183
2,241 1,845
0 framework success rate
Train to Gain Train to Gain Fully-funded Achieved? Final funding
NVQ 2 in Security Services NVQ 2 in Security Services 1,533 Y 1,533
Cert in Lit (any level) Cert in Lit (any level) 772 Y 772
Cert in Num (any level) Cert in Num (any level) 772 N 579 (- 193)
3,076 3,076 2,884
67 success rate
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Funding L2 example cont.
Impact of changes by 2010/11 (excluding inflation)
19 Apprenticeship Co-funded Change 2010 funding
NVQ 2 in Security Services 1,581 Fee element rises to 50 for NVQ and Tech Cert 1,335
Cert for Security Guards L2 110 Fee element rises to 50 for NVQ and Tech Cert 93
Key Skills in Com L1 183 Fee element rises to 50 for NVQ and Tech Cert 183
Key Skills in Num L1 183 Fee element rises to 50 for NVQ and Tech Cert 183
Key Skills in IT L1 183 Fee element rises to 50 for NVQ and Tech Cert 183
2,241 1,977
Funding falls 264 (- 12)
Train to Gain Fully-funded Change 2010 funding
NVQ 2 in Security Services 1,533 3 uplift for 2009 and 2010 1,626
Cert in Lit (any level) 772 3 uplift for 2009 and 2010 819
Cert in Num (any level) 772 3 uplift for 2009 and 2010 819
3,076 3,264
Funding rises 188 ( 6)
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Funding L2 example cont.
Key and basic skills
Summary of previous Level 2 example
Technical Certificate
NVQ
Total in 2010/11
Non-ach example in 08/09
Total in 08/09

3
,
500

3
,
000

2
,
500

2
,
000

1
,
500

1
,
000

500

0
AppCF
TtGFF
AppCF
TtGFF
AppCF
TtGFF
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Funding L3 example
Advanced Apprenticeship in Accounting, FSSC (201) Advanced Apprenticeship in Accounting, FSSC (201) Advanced Apprenticeship in Accounting, FSSC (201) Advanced Apprenticeship in Accounting, FSSC (201) Advanced Apprenticeship in Accounting, FSSC (201) Advanced Apprenticeship in Accounting, FSSC (201) Advanced Apprenticeship in Accounting, FSSC (201)
19 Apprenticeship SLN NFR PW DU FE Co-funded
NVQ 3 in Accounting 1.497 2,775 1 1 48.5 2,139
Key Skills in Com L2 0.080 2,775 1 1 17.5 183
Key Skills in Num L2 0.080 2,775 1 1 17.5 183
2,506
Train to Gain SLN NFR PW TtG U FE Co-funded
NVQ 3 in Accounting 0.644 2,775 1 1.03 42.5 1,058
Cert in Lit (any level) 0.180 2,775 1.5 1.03 0 772
Cert in Num (any level) 0.180 2,775 1.5 1.03 0 772
2,602
Train to Gain Fully-funded
NVQ 3 in Accounting 1,841
Cert in Lit (any level) 772
Cert in Num (any level) 772
3,384
Level 3 Entitlement (FFL3 under 25 years of age)
or Level 2 jumper
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Funding L3 example cont.
Key and basic skills
Summary of previous Level 3 example
NVQ
2010/11

4
,
000
Non-ach example in 08/09
Total in 08/09

3
,
500

3
,
000

2
,
500

2
,
000

1
,
500

1
,
000

500

0
AppCF
TtGCF
TtGFF
AppCF
TtGCF
TtGFF
AppCF
TtGCF
TtGFF
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The provider structure/supply
In terms of communication, is your employer offer
simple and coherent?
Option 1
or
Option 2
Business Dev Unit
Apprenticeship
Train to Gain
Employer
Employer
And for completeness full cost recovery?
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The employee/employer need
Assessment of employer and employee need is
clearly critical

• Train to Gain for those over 25?

• Train to Gain for those requiring less training
  and support?

• Train to Gain for those requiring more flexible
  provision?

• Train to Gain for those employees in short-term
  work?

• Train to Gain for employers that wont pay fees?

• Train to Gain for employers that wont release
  employees?

Ultimately, is your employer offer clear why one
adult would bean apprentice and another adult
would be Train to Gain?

• Train to Gain for Skills for Life and ESOL
  learners?

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Apprenticeship or Train to Gain?
With this knowledge..

• Would the learner age impact on the employer
  offer?

• Would employer fees impact on the employer offer?

• Would qualification and level impact on the
  employer offer?

• Would funding levels impact on the employer
  offer?

• Would provider structure/supply impact on the
  employer offer?

• Would employee/employer need impact on the
  employer offer?

• Will the TtG flexibilities reduce demand for 19
  apprenticeships?

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The unofficial reading material
The hands-on guide to post-16 funding
Ive written this as a reference tool, which
should be useful (and even interesting!) for
senior managers and governors to curriculum and
data/MIS staff
www.fundingguide.co.uk
Let me know what you think!
There are also free resources (including this
presentation) and workshop dates on
www.lewisham.ac.uk/pf