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Managers’ Support SessionASC Apprenticeship Scheme
Stephanie CharlesLearning & Development Consultant, ASC Workforce Development
www.walsall.gov.uk
Objectives
• About the scheme • Preparation• Issues and considerations• Solutions• Expectations• Learning and development opportunities• On the horizon• Sharing good practice
www.walsall.gov.uk
Warm up!
What would you do if you knew you couldn’t fail?
At this point in your life if you wanted to become an apprentice what type of apprenticeship would you do?
www.walsall.gov.uk
About the scheme
• The scheme began in November 2011.• Currently there are 5 cohorts totalling 77 apprentices working in ASC.• 97% retention.• 16 service areas are participating in the scheme.• 4 external organisations are currently hosting apprentices under the
scheme.• Apprentices rotate every 6 months.• Temporary 2 year fixed term contracts.• Receive nationally recognised qualifications (L2 Diploma).• Receive the same employment rights as any other employee working
for the council.• Access to Redeployment.• Walsall Adult and Community College deliver the academic framework
(training Provider).
www.walsall.gov.uk
Preparation tips
• Prepare a work plan for at least 4 weeks in advance.• Ensure local induction arrangements are in place.• Schedule time for the apprentice to spend time with the team and on an
individual basis.• Brief the team on your expectations of them.• Assign a suitable ‘buddy’ to mentor the apprentice.• Identify any special needs or arrangements that need to be made.• Implement a training plan.• Become familiar with the academic programme.
First impressions are lasting impressions!!
www.walsall.gov.uk
Considerations for managers
CONSIDERATIONS
Communication Styles
Level of support
ParticipationLevel of ability
Flexible
ChangeEquality
Time management
Monitor & review
Forward planning
Learning needs
Effect on others
Accessible
College work
Structure
Feeling included
Home life
Religion
www.walsall.gov.uk
Considerations Potential Solutions
Induction • Use induction checklist available on intranet as a guide• Set up induction pack/folder• Hold weekly reviews for the first 4 weeks
Training • Have a short to medium term training plan• Be SMART with objective setting• Refer to learning and development checklist
Work Plan • Set out work activity – date, time, activity, person, review date• Plan 4 weeks ahead• Review plan and comment accordingly• Integrate with supervision/appraisal
Time management • Allocate time at the beginning and end of the day short term• Involve others in the process to relieve pressure• Delegation
Effect on others • Use as a development opportunity
Specific needs • Link with training plan • Support available from training provider• Be open to receive regular up dates
www.walsall.gov.uk
Considerations for Apprentices
CONSIDERATIONS
Level of competence
Confidence
CommunicationBeing supported
Adding value
Coping with change
Feeling valuedStructured training
Fitting in/relationships
Time for college work
Personal circumstances
Coping with work
Home life
www.walsall.gov.uk
Considerations Potential Solutions
Confidence • Feedback• Praise• Increased responsibility
Skills & abilities • TNA• Varied experience• Shadowing • Effective working with training provider
Adding value • Making their contribution clear• Assign new tasks/projects
Coping with workload • Daily ‘to-do’ list• Becoming familiar with priorities
Personal circumstances • Be accessible• Be flexible • Pastoral support• Follow policies and procedures
Time for study • Up to half a day a week• Flexible at managers discretion
www.walsall.gov.uk
Expectations
Employer expectations Apprentice expectations
• Dress code• Loyalty• Commitment• Motivation• Professionalism• Be punctual • Good attendance• Respect• Integrity• Enthusiasm• Willing to learn• Progression• Flexible
• Not a gofer!• Equality• Valued• Structure• Feeling part of the team• Fully equipped • Varied work experience• Regular feedback• On going support• Progression• Quality training
www.walsall.gov.uk
Learning and development opportunities
Mandatory Corporate Bespoke
• Dementia• Mental Health First Aid• Person Centred Planning• Reablement Awareness• Safeguarding• Telecare
• Customer Care• Equality & Diversity• Health & Safety • Basic Email• Minute & Note Taking
• Motivation • Behaviour• Communication• Time Management• Appraisal/CPD• Employability Skills• Coaching & mentoring
www.walsall.gov.uk
Coaching & Mentoring support
• Why consider coaching and mentoring?
Assists the development of the individual.
Changes behaviour and attitudes.• How will this help the apprentice/team/workforce?
Increased productivity
Improved relationships
Positive outcomes• What’s difference?
Coaching – aims to change thinking and behaviour
Mentoring – helps a newcomer – develops knowledge – sharing experiences
• What’s involved?
1:1 sessions, group sessions, team sessions, review and evaluation
www.walsall.gov.uk
Sharing good practice
What’s working well? What isn’t working so well?
In groups of 4 share your experiences of having a good apprentice. Share examples of positive outcomes and the differences this has
made to the service. What has been the impact of a bad experience – how did you deal
with this? Share examples of negative outcomes and the impact this has had
on you, the team, the service. How have you deal with bad experiences? Solutions? As a host manager can you share/suggest recommendations that are
measurable?
www.walsall.gov.uk
What’s on the horizon
• Scheme review and evaluation underway.• Development of a generic apprentice appraisal.• An ‘Apprenticeship’ section in progress on the Workforce
Development website.• Internal awards – January 2013.• National Apprenticeship Week – March 2013.• Sharing and cascading success stories.• Nominations for apprentice buddy’s.
