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Train to Gain or Apprenticeship - The employer offer -
Nick LinfordDirector of Planning and Performance22nd October 2008
• The employer-responsive funding pot
Presentation contents
• The products (employer offer)
• Determining the employer offer (Apprenticeship or Train to Gain?)
The learner age?
The qualification and level?
Most importantly, employee/employer need?
The employer contribution?
The provider structure/supply?
The funding?
• Will all the new TtG flexibilities crowd out 19+ Apprenticeships?
The employer-responsive funding pot
Adult (19+) apprenticeships
£330.2m (+ 4.5%)
16-18 Apprenticeships
£677m (+ 7.1%)
Workplace FL1/2/3/4 (e.g. NVQ) and SfL
£907m (+ 55.5%)
Apprenticeships
£1007.2m (+ 6.2%)
Employer responsive model
2008/09
Train to Gain
£907m (+ 55.5%)
“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
Vocational ‘full’ quals
Nearly always NVQs
The products (employer offer)
180+ Apprenticeshipframeworks
EmploymentRights and ResponsibilitiesThis element is often covered aspart of the NVQ or technical certificate
Competence A National Vocational Qualification (NVQ) with assessment methods designed to test competence
Transferable, or ‘key’, skills Frameworks include as a minimum, Key Skills in Communication and Application of Number
Knowledge Some frameworkshave a technical certificate whilst others demonstrateknowledge within the NVQ element
Train to Gain
Skills for Life
“bite-sized chunks”Announced 21/10/08
SetbySSC
Flexible
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
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?
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 3Eligible as Advanced
ApprenticeshipEligible (e.g. NVQ)
NVQ L4 & 5 Ineligible Eligible with LSC permission
Basic skillsEligible as Key Skill add quals
(minimum of 2) at L1 or 2Eligible as stand-alone or add qual
Skills for Life at E1 to L2
Stand alone short quals
IneligibleSoon to be eligible via new
flexibilities announced 21/10/08
Train to Gain more flexible/responsive route?
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 NumbersNFR: National Funding RatePW: Programme WeightingDU: Disadvantage UpliftTtG U: Train to Gain UpliftFE %: Fee Element percentageFF: Fully-fundedCF: Co-fundedFFL: First Full Level
Funding – L2 example
Apprenticeship in Providing Security Services, Skills for Security (230)
19+ Apprenticeship SLN NFR PW DU FE % Co-funded
NVQ 2 in Security Services 0.770 £2,775 1.25 1 40.8% £1,581
Cert for Security Guards L2 0.067 £2,775 1 1 40.8% £110
Key Skills in Com L1 0.080 £2,775 1 1 17.5% £183
Key Skills in Num L1 0.080 £2,775 1 1 17.5% £183
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
Funding – L2 example cont.
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
Train to Gain Fully-funded Achieved? Final funding
NVQ 2 in Security Services £1,533 Y £1,533
Cert in Lit (any level) £772 Y £772
Cert in Num (any level) £772 N £579 (- £193)
£3,076 £2,884
0% framework
success rate
67% success
rate
Impact of achievement funding and success (example)
Funding – L2 example cont.
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 £93
Key Skills in Com L1 £183 £183
Key Skills in Num L1 £183 £183
Key Skills in IT L1 £183 £183
£2,241 £1,977
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 £819
Cert in Num (any level) £772 £819
£3,076 £3,264
Impact of changes by 2010/11 (excluding inflation)
Funding falls £264 (- 12%)
Funding rises £188 (+ 6%)
Funding – L2 example cont.
Summary of previous Level 2 example
£0
£500
£1,000
£1,500
£2,000
£2,500
£3,000
£3,500
AppCF
TtGFF
AppCF
TtGFF
AppCF
TtGFF
Total in 08/09 Non-ach example in 08/09
Key and basic skillsTechnical CertificateNVQ
Total in 2010/11
Funding – L3 example
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
£2,602Train 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’
Funding – L3 example cont.
Summary of previous Level 3 example Key and basic skills
NVQ
£0
£500
£1,000
£1,500
£2,000
£2,500
£3,000
£3,500
£4,000
AppCF
TtGCF
TtGFF
Total in 08/09 Non-ach example in 08/09
2010/11
AppCF
TtGCF
TtGFF
AppCF
TtGCF
TtGFF
The provider structure/supply
In terms of communication, is your employer offer simple and coherent?
Business Dev Unit
Apprenticeship Dept
Train to GainDept
Employer EmployerEmployer
And for completeness – full cost recovery?
Option 1 or Option 2
Apprenticeship Train to Gain
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?
Ultimately, is your employer offer clear why one adult would bean apprentice and another adult would be Train to Gain?
Train to Gain for those employees in short-term work?
Train to Gain for employers that won’t pay fees?
Train to Gain for employers that won’t release employees?
Train to Gain for Skills for Life and ESOL learners?
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 employee/employer need impact on the employer offer?
Would provider structure/supply impact on the employer offer?
If time, discuss at your table and nominate someone to feedback
Will the TtG flexibilities reduce demand for 19+ apprenticeships?
The unofficial reading material
The hands-on guide to post-16 funding
I’ve 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
There are also free resources (including this presentation) and workshop dates on www.lewisham.ac.uk/pf
Let me know what you think!