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WELCOME TO OUR WEBINAR
WELCOME ! Webinar Format
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Date www.local.gov.uk
Making the Apprenticeship Levy Work for Your School
Rebecca Smith, Commercial Projects Officer
Employer Link/LGA
https://www.local.gov.uk/employer-link
Making the Apprenticeship Levy work for
your school
Jamie Saddler,
Apprenticeships Adviser, LGA
Contents• Background to the Apprenticeship Reforms
• National Picture
• Problems and Barriers
• Tackling 20% Off the Job Training
• Case Studies
• Available Standards
• Checklist for schools
• Where you can find out more
We want this webinar to be interactive - there will be opportunities to feedback,
ask questions and respond to poll questions throughout!
Spot Poll #1
Q). Have you hired an apprentice in the last year?
Please answer yes or no when the poll appears on your
screen
BACKGROUND TO THE
APPRENTICESHIP REFORMS
Background
• This presentation is designed to help non-maintained schools as employers
to deliver apprenticeships.
• In 2015, the government made a manifesto commitment to deliver 3 million
new apprenticeship starts by 2020.
• The Apprenticeship Levy was introduced in April 2017 as a charge on
employers with pay bills over £3m p.a. to pay for apprenticeship training.
• A public sector apprenticeship target is also in place for all public bodies
with a headcount of 250 or more staff. Each of these employers is required to
recruit the equivalent of 2.3% of their workforce as new apprenticeship starts.
• Old Apprenticeship Frameworks are now being replaced by Apprenticeship
Standards – designed by employers and designed to be more rigorous.
What is an apprenticeship?
• Genuine jobs with training
• Apprentices earn while they learn
• Gain necessary skills in chosen career
• Mix of on and off-the-job training
• Lasts for a minimum of a year
• Apprentices can be any age
• For both new and existing staff members
What are the benefits of an apprenticeship?
• For the employer:
– Can use the apprenticeship levy to pay for training costs
– Greater control of the training you purchase
– Cost-effective training
– Can reduce staff turnover by ensuring your existing workforce
is able to improve its skillset and get on in their career
– Apprentices bring fresh, innovative and creative new ideas
What are the benefits of an apprenticeship?
• For the apprentice:
– A real job
– Can earn a competitive salary while all of their training is paid
for
– Can get hands-on experience and learn skills that employers
want, helping to shape their future career
– Existing staff members are able to grow in their roles and
progress their career with the same employer
Apprenticeship Levy
• The Apprenticeship Levy is a charge levied on all employers with pay bills
over £3m.
• Only some schools pay the levy – whether you do or not depends on who
employs the staff in your school.
– If you are a maintained school, the local authority is deemed to be your employer and will
be responsible for paying the levy on your behalf.
– If you are a voluntary-aided school, foundation school, free school or an academy, you
will be responsible for paying the levy yourself if you have a pay bill in excess of £3m per
year.
– If you are part of a Multi-Academy Trust (MATs), the MAT will pay the levy if the pay bill
for all schools in the trust combined is greater than £3m
• DfE estimate that around half of academy trusts, around 90% of MATs and
10% of foundation schools are affected by the Levy.
Non-Levy Paying Schools
• If you are a school that does not pay the apprenticeship levy, you can still
benefit from the opportunities provided by apprenticeship training
• The government will pay 90% of the training costs for you through co-
investment
• You as the employer will be responsible for paying the remaining 10%
• The same principle applies if you are a levy payer that has spent all of its
levy, but still want to take on more apprentices – you will have to pay 10% of
the costs, while the government picks up the remaining 90%
• Both levy funds and co-investment only cover the costs of training – salary,
administration, procurement and any other costs associated with apprentices
are still borne by the employer
Public Sector Target
• The public sector apprenticeships target requires all public bodies with a
headcount of 250 employees or more to meet a target of starting the
equivalent of 2.3% of their workforce each year on an apprenticeship.
• Performance can be averaged out over the length of the target period (2017-
2021). e.g. Average target of 25 starts per year for four years could be met
by delivering 15 starts in year 1, 20 in year 2, 30 in year 3 and 35 in year 4
• Non-maintained schools were not subject to the public sector target in
2017/18 due a legislative oversight. This has since been rectified and any
non-maintained school or MAT with 250 employees or more has to have
regard to the target in 18/19, 19/20 and 20/21.
• The reporting process for 2018/19 will begin in April and eligible public
bodies will have until 30 September to report their progress.
NATIONAL PICTURE
Scale of the Challenge
November 2016 there were 1.4 million people
(headcount) working in state-funded schools in England
503,000
12,800387,900
450,900
47,800
Schools Workforce Data 2016 DfE NOS
Teachers Occasional Teachers
Teaching Assistants School Support Staff
3rd Party Support Staff
Scale of the Challenge
November 2016 there were 1.4 million people
(headcount) working in state-funded schools in England
11,569
294
8,922
10,371
1,099
0 2,000 4,000 6,000 8,000 10,000 12,000 14,000
Teachers
Occasional Teachers
Teaching Assistants
School Support Staff
3rd Party Support Staff
Apprenticeship Target PA?
Progress so far• The Government estimated that there were around 6,300
apprenticeship starts in schools in 2017/18, split almost evenly
between maintained and non-maintained schools.
PROBLEMS AND BARRIERS
Spot Poll #2
Q). What is the main barrier preventing you from hiring
(more) apprentices?
Please choose one of the five options when the poll
appears on your screen
National Picture: Problems and Barriers
• Not well promoted across schools sector
• Lack of available teaching and learning standards
• New territory for schools – many have not delivered apprenticeships to their
own workforce before
• Perception of apprenticeships as low quality training and inferior to HE routes
• Lack of resources and shrinking budgets
• Myth that apprenticeships are just for young people and new starters
• 20% Off the Job Training
• Many other pathways into teaching that are viewed as more cost effective for
schools
TACKLING 20% OFF THE JOB TRAINING
20% OTJT: What does it entail?
• All apprentices are required to spend 20% of their working time as
an apprentice on ‘off-the-job’ training
• This is designed to ensure that the apprenticeship experience is a
high quality one with the apprentice developing the knowledge,
skills and behaviours needed to become competent in their
chosen occupation
• This CAN mean that the apprentice spends 1 day per week
carrying out this off the job training BUT this can be delivered
more flexibly to suit the needs of the apprentice and the employer
20% OTJT: What counts towards it?
Eligible• ‘Outside Normal Duties’
• Shadowing
• Individual Projects
• Joining a project group
• Observation
• Work shadowing
• Mentoring
• Distance learning
• Off-site learning (e.g.
lectures, college/university)
Proceed with Caution• Away Days
• Inductions
• Learning outside of working
hours
Ineligible• Training to acquire any
knowledge, skills or benefits
not included in the
Apprenticeship Standard
• Progress reviews or on-
programme assessment
• Compulsory learning for all
employees
20% OTJT: Think Creatively
• Work closely with your provider to develop a plan for the 20% that works
for you and your apprentice
• Embrace flexibility of delivery methods – you don’t have to use a day-
release model. Explore distance learning, block release, set hours per day
and ensure the providers carry out as much of the OTJT as possible on site.
• Make inductions count – bog-standard inductions that show a new
employee the coffee machine and fire escape don’t count towards the 20%
OTJT. But if the induction includes actual training and skills development that
link to the SKB in the standard then it can be.
• Front-load for new starters - Explore whether you can ‘front-load’ training
too for new starters so that much of it is done before the apprentice begins
their formal responsibilities.
20% OTJT: Think Creatively cont.
• Consider when your learners are ‘in training’ – As part of your learner’s
programme, will they be taught new skills and knowledge whilst technically
‘on the job’?
• Review relevant tasks in the team that the apprentice can undertake with
clear input from the ‘expert’
• Work exchange /staff exchange/ expert exchange - short pieces of work
for the apprentice in a different department on a reciprocal basis
• Inset days – can you tailor the apprentices work during these days so that it
counts towards the 20% OTJT?
CASE STUDIES
Case Study: Catmose College, Oakham, Rutland
• Catmose College is an 11-16 Academy in Rutland
• Although initially time-consuming, they found their apprentices quickly
became assets to the organisation.
• Have apprentices in IT Support, catering, nursery and administration.
• Recruited successfully via 11-16 providers, local LEA and social media
• Each apprentice has a named mentor, a planned induction, is moved around
the academies within the trust to gain experience and is backed up by a
support programme to help anyone who struggles
• 20% Off the Job Training – “[This element] has never been a problem”.
Flexible working arrangements are in place for staff anyway and have a high
proportion of staff that are part-time.
Case Study: Jarvis Brook School, East Sussex
• Jarvis Brook Schools is a one-form entry, 2-11 primary academy
• Appointed seven apprentices since 2016, four still work in the school
• All on the ‘Supporting Teaching and Learning in Schools’ L2 Framework
• Apprenticeships offered opportunity for young people wanting to work in a
school or with children to enter workforce and develop their skills on the job
• Found the recruitment process straightforward:
– School approached a local training provider listed on DfE’s ‘Find an Apprenticeship’ Site
– Set out the vacancies they had and the provider found the candidates for the school
– Headteacher makes final selection
– Training provider trains the apprentices and offers support with other additional
qualifications
– School provides the apprentices with school-based mentors and school-based workplace
training
Case Study: Oak Lodge School, Wandsworth
• LA Maintained residential Special Education Needs school for pupils 10-19
who are D/deaf and for hearing pupils with speech, language and
communication needs.
• 4 Apprentice TAs in post on L3 Supporting Teaching and Learning
Apprenticeship
• Programme works through fortnightly sessions for the apprentices with their
tutor
• Many of the apprentices themselves are deaf. The apprenticeship has helped
to boost their literacy skills and their confidence to approach certain tasks.
• Some writing tasks that previously would have been carried out by teachers
are now being completed by the TAs
AVAILABLE APPRENTICESHIP
STANDARDS
Available Standards
• Post Graduate Teaching Apprenticeship (PGTA) – Level 6
– Approved on 19 Oct 2017 and open for recruitment
– 12 month duration
– Maximum Funding Band of £9,000
– Knowledge, skills and behaviours outlined in the Teaching Apprenticeship Standard are
the same as the Teachers’ Standard, which all teachers must continue to meet
– More information on the standard is available on the IfA website
– Guidance available on gov.uk website here
• Teaching Assistant – Level 3
– 18 month duration
– Maximum Funding Band of £5,000
– Reflects the best available evidence and practice around effective use of teaching
assistants
Available Standards cont.
• School Business Professional - Level 4
– 18 month duration
– Maximum Funding Band of £6,000
– Suitable for School Business Managers, Learning Managers or Office Managers
– Intended to help create a new career structure within school business management
• Chartered Manager Degree Apprenticeship – Level 6
– 48 month duration
– Maximum Funding Band of £27,000
– Suitable for School Business Directors
– The CMDA standard was approved in 2016 and updated again in 2017 to be relevant to
those working in education.
– Educational focus is being added by universities such as Derby, York and Chichester
– University of Chester also offers a School Business Leadership option.
Career Pathways provide development options
Chartered Manager Degree Apprenticeship (Level 6)
School Business Director
School Business Professional (Level 4)
Learning Manager School Business Manager Office Manager
Business Administrator (Level 3)
Administrator/clerk School Secretary Personal assistant
BUT THERE ARE STILL GAPS…
Spot Poll #3
Q). One area where a gap in available standards for
schools has been highlighted is for Higher Level
Teaching Assistants. Would you support the creation of
an apprenticeship standard for HLTAs (Level 4)?
Please answer yes or no when the poll appears on your
screen
Spot Poll #4
Q). Another area where a gap has been identified is the
absence of a progression pathway into teaching for
TAs, HLTAs and others without a degree. Would you
support the creation of an undergraduate pathway into
teaching?
Please answer yes or no when the poll appears on your
screen
Full list of Standards
Approved for Delivery:
• Post-Graduate Teaching (L6)
• Customer Service Practitioner (L2)
• Business Administration (L3)
• School Business Professional (L4)
• Chartered Management (SMDA) (L6)
• Senior Chef Production Cooking (L3)
• Facilities Management Supervisor (L3)
• Infrastructure Technician (L3)
• Digital and Technology solutions professional (L6)
• Assistant Accountant (L3)
• Laboratory Technician (L3)
• Nursing Associate (L5)
• Teaching Assistant (L3)
In Development:
• Cleaning & Support Services Operative (L2)
• Senior/Head of Facilities Management (L6)
• Small Business Financial Administrator (L3)
• Payroll Administrator (L3)
• Early Years Educator (L3)
• Early years senior practitioner (L5)
• Early Years Lead Practitioner (degree) (L6)
More information is available on the
apprenticeship standards page of the IfA website
• A range of apprenticeships relevant to schools are either already available or
currently under development, led by groups of schools.
CHECKLIST FOR SCHOOLS
Checklist for schools
• Identify your skills needs
❑ Review your team and consider which roles you need to recruit and fill
❑ Consider what skills you don’t have in your current workforce or need
more of and what you might need now or in the future
❑ Create a plan for your school to meet skills and workforce needs over
several years
• Explore recruitment and retention strategies
❑ Consider how you can use apprenticeships to improve the skills base of
your staff and allow them to grow in their roles
❑ Consider attaching apprenticeships to hard-to-fill vacancies and in areas
where you struggle to retain staff – vacancies will be more attractive and
existing staff will be more likely to stay if they can grow in their role
Checklist for schools cont.
• Confirm your budget
❑ If you’re an individual levy payer this is simple – you get back what you pay
in, with a 10% top-up from the government
❑ If you are part of a MAT, find out how much you are contributing to the
MAT’s overall levy pot and how much you can access
❑ Make sure you know how much money you may lose if you don’t use your
levy share – each month’s contribution expires after 24 months if not spent
• Use Available Support and Advice
❑ Are other schools in your area already using apprenticeships? If so, what
can you learn from them?
❑ Visit the ESFA’s Amazing Apprenticeships website for more information
and resources. Read the government’s guide to schools apprenticeships
Checklist for schools cont.
• Get the most out of your providers and work with others
❑ The new system puts control in the hands of employers – use it!
❑ Challenge your providers to offer training that suits the way you work –
don’t just accept the first offer that comes along, make sure you explore
what added value they can provide
❑ Explore whether bespoke programmes can be developed
❑ Cluster apprentices where you can for volume and buyer power –
providers will be more likely to be more flexible with larger cohorts. If
you’re not part of a MAT, reach out to other local schools to build cohorts
❑ Collaborate with other schools. Consider sharing apprentices with nearby
schools to keep costs down if you’re struggling to afford one of your own
Checklist for schools cont.
• Keep up to date
❑ Be proactive as new standards emerge – apprenticeships are being
developed all the time, including new standards for schools. Keep up to
date with developments via the Institute for Apprenticeships website and
the ESFA’s schools workforce page on Amazing Apprenticeships.
❑ Schedule a regular agenda item on apprenticeships for Governors’ and
management meetings to make sure you get the most out of your levy
contribution
Where can you find out more?
• Schools should visit the Amazing Apprenticeships website run by the
ESFA for more info on apprenticeships. There is a specific page on
apprenticeships in the school workforce here:
https://amazingapprenticeships.com/school-workforce/
• The LGA’s Apprenticeships Page can be found here:
https://www.local.gov.uk/apprenticeship-support-programme
• The government’s guide to apprenticeships for schools can be found
here:
https://www.gov.uk/government/publications/a-guide-to-
apprenticeships-for-the-school-workforce
Making the Apprenticeship Levy work for
your school
Tanya Bentham,
Head of Talent, Academies Enterprise Trust
www.local.gov.uk
Academies Enterprise Trust
• Academies Enterprise Trust is a registered Apprenticeship Training Provider
• Our offer: Customer Care (L2&3), Business Administration (L3 & L4),
Teaching Assistant (L3), Supporting the Delivery of Physical Education and
School Sport (L3), Children and Young People’s Workforce (L2&3), Team
Leading/Supervisor (L3) and Management (L5)
• We can deliver apprenticeships in Essex, Suffolk, London, South West, the
Midlands and the North
• We have been shortlisted for the Childcare and Education Apprenticeship
Provider of the Year, winners to be announced at the end of March
• For further details please contact Tanya Bentham,
