Apprenticeships… …and the Care Sector Cathryn Henry National Apprenticeship Service.

Apprenticeships…

…and the Care SectorCathryn Henry National Apprenticeship Service

February 2011Apprenticeships in the Care Sector2

Content…

• Apprentices – Good for Business

• Levels of Apprenticeships

• Hours and pay • what are the minimum and maximum hours

• what is the minimum pay

• Latest research into Return on Investment


Apprentices are good for business…

Warwick Institute- The Net Benefit to Employer Investment in Apprenticeship Training

www.employersforapprentices.gov.uk

Apprentices increase productivity and efficiency… • 80% of those who employ apprentices agree that they make the workplace

more productive

They are loyal and hardworking and help businesses grow…• 88% of employers who employ apprentices believe that Apprenticeships lead to

a more motivated and satisfied workforce

• 83% of employers who employ apprentices rely on their Apprenticeship programme to provide the skilled workers that they need for the future

• 81% of consumers would prefer to use a company that employs apprentices

http://www.employersforapprentices.gov.uk/docs/research/Research_1_546.pdf


Levels of Apprenticeships…

Apprenticeships

(equivalent to five good GCSE passes)

Apprentices work towards work-based learning qualifications such as:– an NVQ Level 2

– Key Skills and

– a relevant knowledge-based qualification such as a BTEC

These provide the skills apprentices need for their chosen

career and allow entry to an Advanced Apprenticeship



Advanced Apprenticeships (equivalent to two A-level passes)

Advanced apprentices work towards work-based learning qualifications such as: – NVQ Level 3

– Key Skills and, in most cases

– a relevant knowledge-based certificate such as a BTEC

To start this programme, apprentices should ideally have five GCSEs

(grade C or above) or have completed an Apprenticeship



Higher Apprenticeships

Higher Apprenticeships work towards work-based learning qualifications such as: – NVQ Level 4 and

– a knowledge-based qualification such as a Foundation Degree


Hours and pay….

Employment must be for 16 hours per week or more, although it is expected that this will be greater than 30 hours per week

• Aspects of the employment agreement like how many hours an apprentice is expected to work and what breaks they are entitled to is determined by the employer and the apprentice

The National Minimum Wage for apprentices applies to all apprentices aged under 19; and apprentices aged 19 or over in the first year of their Apprenticeship

• The apprentice minimum wage is £2.50 per hour and applies to time working, plus time spent training that is part of the Apprenticeship

The actual level of pay is on average £170 per week


Return on Investment research

Apprenticeships will boost the Hertfordshire economy to the tune of £386 million within six years, if every business hires just one local apprentice, according to

‘Return on Investment’ (ROI) research which allows individual firms to calculate the potential financial returns gained from investing in apprentices…….

The easy-to-use online calculator is available free at www.apprenticeships.org.uk and takes into consideration factors such as salaries and anticipated training costs, when forecasting the impact an apprentice can make to a company’s bottom line.

In 2007, a series of in-depth studies with large, national employers was undertaken to establish hard, measurable evidence of the bottom line business benefits of

Apprenticeships in the workplace.

There were some striking results……



Superdrug

Performance improved by 44% over the course of the programme– Based on revenue per employee calculations, this is worth

£13,750 in revenue terms per annum

– Retention rates are approximately twice as high as for other staff

The extra revenue generated per annum is seven times greater than the cost of the apprenticeship programme



TUI UK & Ireland (Thomson)

The Apprenticeship programme is used to fast track employees – Typically apprentices outperformed colleagues 10 years older in terms of

revenue generation and performance

– In the Travel Advisor (Grade 2) role, apprentices were found to be 8% more productive than colleagues

– In the 16-18 age group, former apprentices outperform colleagues by 26%

– In the 19-24 age group, former apprentices outperform colleagues by 12%



Boots Opticians

The Optical Advisor’s apprenticeship programme saw:

– Sales revenue per apprentice has almost doubled over the course of the programme from £22 per hour at the start of the programme to over £41 per hour on completion of the apprenticeship programme. An increased value of approximately £30,000 per annum, per apprentice

– Apprentice performance improved in all areas by an average of 46%

– The increase in revenue from the apprenticeship programme is between 10 and 13 times the cost of running the programme

– Customer satisfaction ratings for apprentices improved by more than 10%



Robert Wiseman Dairies

Apprentice performance improved by 142% over the course of the programme:

– Based on revenue per employee calculations, this is worth £46,800 in revenue per annum

The Apprenticeship retention rates are higher than for other drivers– Since 2005 the retention rate has consistently been in the upper quartile of

the company and significantly ahead of that for other drivers

Any [email protected] 990 381

Apprenticeships… …and the Care Sector Cathryn Henry National Apprenticeship Service.

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