apprenticeships – the national picture. recent successes national apprenticeship service –...

Apprenticeships – The National Picture


Recent Successes

National Apprenticeship Service

– 162,000 people started an Apprenticeship in 2001/02– 457,000 people started an Apprenticeship in 2010/11

Rising numbers of apprentices


Recent Successes


16 - 18 Apprenticeship starts


Recent Successes


In 2001/02 – 76% of starters did not complete their Apprenticeship programmeIn 2010/11 – 76% of starters successfully completed their programme

Apprenticeship Success rates


Recent Successes

• 700 more workplaces offering Apprenticeships every week

• New sectors offering apprenticeships including financial services, and business and professional services

• 100,000+ people every month applying for Apprenticeships through our on-line recruitment service

• 100% growth in Apprenticeships in London

• Pilot work with Aston UTC

• More Apprenticeship Ambassadors

• Successful 100 in 100 campaigns


CfA footprint

The Grouping of:•Business Administration, Contact centres, Customer service, Enterprise,Management, Marketing and Communications and Sales and telesales.

11/12 dataCfA account for 30% of all starts; the highest of any sector lead bodyNationally the highest number of starts in Customer Service (down from 2010/11)

Overall a 184% growth in starts over the two years

Business Administration and management both have 29% of the starts nationally

Benefits of Apprenticeships


Benefits to Employers


83% rely on Apprenticeship programme for skilled worker

80% believe Apprenticeships reduce staff turnover

77% believe Apprenticeships make them more competitive

76% say Apprenticeships improve productivity

57% say a high proportion of Apprentices progress to management

53% believe Apprenticeships reduce recruitment cost


Apprenticeships deliver rewarding careers


Those with an Intermediate Level Apprenticeship earn on average around £73,000 more over their lifetime than those with other Level 2 qualifications or below; and people with an Advanced Level Apprenticeship (Level 3) around £105,000 more.

Apprentice Learner Survey 2012 highlighted:

One third of individuals who had finished their Apprenticeship had received a promotion (32%), and of those in work, three quarters reported taking on more responsibility in their job (75%).

Apprenticeships also equip individuals with the confidence they need to fulfil their aspirations, with almost nine in ten (87%) strongly agreeing that they are more confident about their own abilities as a result of undertaking the Apprenticeship.

Nearly two thirds (62%) agreed that the course had improved their overall quality of life.

•Nearly two thirds (62%) agreed that the course had improved their overall quality of life.

Apprenticeships – The National Picture10

Returns on investment

Superdrug• 44% improved performance = £13,750 better revenue generation per

employee• Return 7 times greater than the cost of the programme• Retention rates approximately twice that of non apprentices

TUI UK & Ireland• Fast track programme – apprentices outperform colleagues 10 years more

experienced• Grade 2 travel apprentices 8% more productive• 16-18 year olds outperform colleagues by 26%• 19-24 year olds outperform colleagues by 12%

Higher Apprenticeship Consultation


Consultation on Criteria for Higher Apprenticeships at Degree Levels


•Government asked the NAS to consult on the statutory requirements for Apprenticeships:

– At Levels 4 and 5– And its extension to Level 6 and above as a route to professional status– And on the naming and terminology for Higher Apprenticeships

•64 formal responses received and 120 attended 2 consultation events:– From a cross section of organisations including employers, SSCs,

professional bodies, awarding bodies, FE colleges, private training organisations and Higher Education Institutions

•Broad philosophies and themes have emerged, subject to Government approval:

– To be successful Higher Apprenticeships must be employer led– If Higher Apprenticeships are seen as an alternative to traditional higher

education programmes they must have parity with existing HE qualifications – Parity with HE does not mean the same; Higher Apprenticeships are

different and these differences must be celebrated and promoted




•The criteria for Higher Apprenticeships at degree levels must:– Underpin individuals aspirations and ability to progress into senior level job

roles– Enhance social mobility– Support the development of an employer driven Higher Apprenticeship

culture– Acknowledge that at the higher levels greater flexibility is essential– Recognise that proven quality assurance regimes do not need replicating in

SASE– Be fit for purpose at Levels 4 – 7 and not simply be a revised system based

on requirements developed for Apprenticeship at Levels 2 and 3– Set the minimum requirements to safeguard the Apprenticeship brand– Not restrict framework developers, operating within the set minimum

requirements, from adopting flexible and innovative approaches




•Higher Apprenticeship Name and Ethos:– Powerful argument for retaining and extending the Apprenticeship name at

the higher levels; but there are alternatives– The development of a family of Apprenticeships from Level 2 to 7 helps

demonstrate the availability of a work-based ladder of learner and career progression

– The choice for learners is not between a vocational or academic pathway as Higher Apprenticeships bridge the academic / vocational divide

•Transition:– Anticipated new SASE issued from 1 April 2013– Consideration to be made on how transition arrangements to any revised

SASE are managed


The Richard Review

Redefining apprenticeships:

•They should be targeted only at those who are new to a job or role that requires sustained and substantial training.

• Focusing on the outcome of an apprenticeship – what the apprentice can do when they complete their training - and freeing up the process by which they get there. Trusted, independent assessment is key.

• Recognised industry standards should form the basis of every apprenticeship.


The Richard Review

•All apprentices should reach a good level in English and maths before they can complete their apprenticeship.

• Government funding must create the right incentives for apprenticeship training. The purchasing power for investing in apprenticeship training should lie with the employer.

• Greater diversity and innovation in training – with employers and government safeguarding quality.


Our Challenges 2012 - 13


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Challenging economic outlook for many sectors but investment in skills is vital

Lack of awareness of Apprenticeships in schools

Consistency in developing high quality Apprenticeships – a skills product employers believe in that delivers what they need

Recruitment processes that favour graduates over the vocational route and ignores some great talent

Under representation of groups in Apprenticeships


Our priorities for 2012 - 13


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Increasing the number of new employers employing apprentices, especially in core cities and growth sectors

Increasing the number of young people starting an Apprenticeship

High Quality Apprenticeships

More advanced and higher level apprentices

Broadening access to the Apprenticeship programme

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