APPRENTICESHIPS
UNLOCKING TALENTOur action plan to boost take-up in Waltham Forest
FOREWORD
Borough of Culture apprentices
Cllr Simon Miller
Introduction Waltham Forest is an ambitious borough with enormous employment
potential: from our thriving creative and cultural industries to our
established construction and health and social care sectors. We want
our economic growth to deliver benefits and opportunities for all
residents, as set out in our Think Work strategy.
Apprenticeships are a vocational option for residents that provide
opportunities to develop skills, gain qualifications and receive an
income, enabling residents to boost their life chances at any age.
Businesses require a skilled workforce to succeed and grow.
Apprenticeships offer businesses a route to securing the skills that can
otherwise be hard to find. owever, apprenticeships are currently
under-utililised both in Waltham Forest and nationally.
Our action plan, developed with local apprentices, sets out what we will
do to initiate a step-change in apprenticeships within our corner of
London. The plan aims to facilitate a cultural shift to increase the quality
and number of apprenticeships in Waltham Forest, so that they benefit
more of our residents and businesses.
34%
66%
Apprenticeships
Learners from WF
Learners not from WF
1,110 apprenticeship
places were reported
in Waltham Forest in
17/18.
About a third of these
were taken up by
residents.
Why apprenticeships?
As our Think Work strategy sets out, the world of work is rapidly
evolving, and technologies such as AI will increasingly change the
skills needed in many industries. Many of the jobs we recognise
today may be dramatically different in the near future and some will
no longer exist - an estimated 10-35% of UK jobs are at high risk
of replacement in the next 20 year
At the same time, our population is ageing, increasing the need for
adults to reskill throughout their extended working lives. The pace
of change in Waltham Forest is rapid - we need to make sure that
the borough and our residents have the skills and expertise to
succeed now and in the future.
We are also keen to raise the profile of vocational routes to good
jobs and decent incomes as a credible addition to academic routes.
Apprenticeships have a strategically important role here. Whether
as a school-leaver, or a fifty-year old looking for a new career path,
a large established business or a start-up needing skills to expand,
apprenticeships offer a high quality path to supporting our
residents and businesses by:
• Providing an opportunity for residents of all ages to gains
skills whilst working
• Supporting local businesses to expand their skill base
• Boosting learning and development, and the ability of
businesses to upskill and retain staff
• Making efficient use of the apprenticeship levy payments that
businesses and public sector organisations make.
We are committed to boosting apprenticeships across the borough to create more
opportunities for residents, the council, and our businesses.
Why apprenticeships?
Opportunity for residents of all ages to
gains skills whilst working
Supports local businesses to expand
their skill base
Boosts L&D in the Council and ability to upskill and retain staff
Efficient use of Council budgets for residents
We will boost apprentices across the borough in order to create more
opportunities for residents, the council, and our businesses.
Our apprenticeships journeyNational context
Given their strategic importance, the UK needs a large number
of apprenticeships across a wide range of disciplines. Despite
the UK Government recognising their value and introducing a
range of measures to increase the number of apprenticeships,
these are yet to produce the desired outcomes: there are a
relatively low number of apprenticeships undertaken, and the
rate is not increasing.
In fact, after the Government’s flagship policy – the
Apprenticeship Levy - was introduced, apprenticeship starts
across the UK fell by a quarter. The chance of the Government
meeting its target of reaching 3 million apprenticeships by
2020 looks very slim indeed.
Apprenticeship starts in England per quarterhttps://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/766962/Apprenticeship-and-levy-statistics-December-2018-2.pdf
Our apprenticeships journeyWaltham Forest
Across Waltham Forest the number of residents starting
apprenticeships showed a similar drop in 2017/18 reflecting
the national picture. However, we are increasingly offering
apprenticeship opportunities within the borough. A total of
1,110 apprenticeship places is reported in Waltham Forest as
at 2017/18.
Whilst take-up is disappointing, we know that our young
people are interested in apprenticeships. Our 2017 Big Youth
Conversation saw responses from 2,500 young people about
their aspirations and opportunities - it found that young
people thought that more and high quality apprenticeships
were one of the top three things that would most help them
fulfil their aspirations.
Our apprenticeships journeyWaltham Forest
As a Council, we are working hard to serve as a model of how a modern,
forward looking organisation can help residents and service its own needs
through apprenticeships.
Since April 2017 we have seen apprenticeship start figures rising year on year
with 22 in 2017/18 to 62 in 2019/20 a to date a total 143.
As well as supporting our residents to improve their life chances, this makes
effective use of our £500,000/year Apprenticeship Levy payments.
Whilst there are positive steps here, it’s clear that as both a Council and a
Borough we need to do more to boost the take-up, quality and perception of
apprenticeships. We need to work with residents, businesses, and education
providers if we are to boost the life chances of our residents, meet the needs of
businesses and fulfil our aspirations as a council.
Changing
perceptions
Leading by
example
Creating
opportunities
We will boost apprentices across the borough in order to create more opportunities for residents, the council, and our businesses.
Our vision is to maximise the use of apprenticeships in
order to create more opportunities for residents, the
council, and our businesses.
We aim to drive a cultural shift that increases both the
quality and number of apprenticeships. We believe that
this will build resilience in our communities and benefit
the economy through good growth in Waltham Forest
and beyond.
We will achieve this through three approaches:
Vision and commitments
Our three key commitments for apprenticeships are:
LEADING BY EXAMPLE: as a large local employer, committed to boosting
opportunities for residents, we must lead by example and effectively use
our own apprenticeship levy payments.
CHANGING PERCEPTIONS: apprenticeships have a reputation as a second-
class option, which doesn’t reflect their modern-day status. We will combat
this at every opportunity.
CREATING OPPORTUNITIES: we are well placed to use our relationships
with businesses and educational bodies to boost apprenticeship
opportunities, in line with our Life Chances and Think Work priorities.
Our approach: driving a cultural shift
CREATING FUTURES
Our corporate strategy, Creating Futures sets out an
approach to building our future through co-design, new
relationships and ways of working. Through drawing on our
shared strengths and assets as a borough, we will creatively
respond to the challenges we face and be radical in our
aspirations.
We will use a Creating Futures approach to increase
apprenticeships across the borough, using co-design
throughout. With limited resources we need to capitalise on
our connections and initiate a movement that changes
attitudes; we want to make apprenticeships everyone’s
business. We will also make practical changes that make it as
simple and as easy as possible to create apprenticeships and
find opportunities in the borough.
CASE STUDY: “Achieving personal development as well as career progression”
Waltham Forest Council’s Head of Digital and ICT change, Nohaila Alavi
has recently started an [Apprenticeship] MSc in Management practice at
Birkbeck College, University of London.
Nohaila started working at Waltham Forest Council in 2004 as an
Administration Assistant, since then she has held many roles, working
her way up to become Head of Service two years ago.
She oversees the Council’s Digital and ICT Change portfolio,
transforming services and the way we work; her brief includes leading a
team and overseeing a wide range of digital and technology projects as
part of Council’s new Digital and Technology Strategy.
Nohaila views her apprenticeship as fundamental to her progression as a
leader within Waltham Forest and upskill within her current role.
“I was looking at the various ways I could develop my leadership skills
and initially considered coaching; I started to create a personal
development plan and realised that a more structured, formal
qualification would benefit me.
The course at Birkbeck covers a lot of the essentials for
management including strategy, innovation and finance.
This opportunity is just as much about personal growth as
career progression; I left uni without a degree when I was very
young. I’ve gained a lot of experience since then but wanted to
ensure that I was investing in myself. I would recommend
apprenticeships for anyone who has a development need
regardless of what stage they are in their careers.
Many people don’t realise the wide variety of what
apprenticeships can offer. It’ is certainly a commitment and
requires dedication, but the hard work is extremely rewarding
and is already paying off”.
Changing
perceptions
Leading by
example
Creating
opportunities
Changing perceptions: Creating a movement for apprenticeshipsWe need to change perceptions of
apprenticeships across the borough and be
ready to challenge them nationally. National
research shows that apprenticeships are often
characterised as the ‘third choice’ for young
people – an after-thought after university,
college or employment.
Young apprentices told us that their decision to
become an apprentice meant they were unusual
amongst their friends, but they felt that they had
made a choice that gave them both the income
and training that they were seeking. We have
also found that many people above the age of
25 do not realise that they could personally
benefit by becoming an apprentice.
Through the Life Chances Commission we found that teachers and school
communities often don’t promote apprenticeships as actively as other routes. We also
found that while parents are often supportive of apprenticeships in theory, they often
want their own child to pursue other routes. At the same time many hiring managers
are unaware of the breadth of apprenticeships and their potential for upskilling
existing employees.
Our aim is for everyone to be aware of their opportunity to become an apprentice or
hire an apprentice. We will challenge misconceptions that don’t reflect the modern-
day status of apprenticeships at every opportunity.
Changing
perceptions
Leading by
example
Creating
opportunities
Changing perceptions: creating a movement for apprenticeships
Our Ambition is:
• to encourage schools to link T-level provision with progression
pathways into Apprenticeships
• to launch a better-quality apprenticeships awareness campaign (to
change the perception of the lesser value of apprenticeships
compared to degrees appears to degrees)
• increase the proportion of apprenticeships at levels 4 and 5 (higher) -
the best apprenticeships in addition to ensuring that level 3
(advanced), rather than level 2 (intermediate), is the minimum
standard for most apprenticeships targeted at young people
• ensure that apprenticeships is to lead to a genuine skills revolution,
progression to level 3 must be inbuilt within most level 2
apprenticeships
Changing
perceptions
Leading by
example
Creating
opportunities
Changing perceptionsWhy?Apprenticeships have a reputation as a second-class option, which doesn’t reflect their modern-
day status. We will combat this at every opportunity.
Commitment Key activities Date SRO Department
Use all available channels
and opportunities to spread
a positive message about
apprenticeships
• Promote local opportunities during Apprenticeship
Week and during other events each year
• Utilise Waltham Forest News and frontline centres to
ensure stakeholders understand apprenticeships.
2019 Assistant
Director of
Comms
Corporate
Development
Work with partners to
encourage wider take-up of
apprentices and encourage
best-practice
• Convene a ‘apprenticeship group’ of strategic
partners to encourage take-up and ensure clear
pathways for school and college leavers.
• Launch an ambassador programme to advocate for
apprenticeships, starting within the Council.
2019 Director of
Employee
Experience
Corporate
Development
Demonstrate how
apprenticeships can support
development at all stages of
career development.
• Promote take-up of managerial apprenticeships within
the council with at least 20 starts at levels 5+.
• Encourage teaching and non-teaching staff within LA
maintained schools to undertake apprenticeships.
2021 Director of
Employee
Experience
Director of
Learning
Corporate
Development/
Families and
Homes
Leading by
example
Creating
opportunities
Changing
perceptions
CASE STUDY: “I saw the opportunity and thought I had to do it”Sarmad Ahmed is a Compliance Officer within the Council’s
safeguarding and family support children’s service. He started his
apprentice last year as his first role within the Council.
“I was attracted to becoming an apprentice because I could learn
and get experience at the same time. I was already working but
wanted to get into the public sector; I saw the opportunity online
and thought I had to do it.
I work in a busy team with social workers, team managers, senor
practitioners and heads of service carrying out a range of
administrative tasks that help the department to run. I enjoy meeting
new people and knowing that I’m helping Waltham Forest. I feel
really motivated when colleagues ask for support with their work
and I provide a great service.
I want to progress in the Council, continue getting experience and
moving up in my career.”
Changing
perceptions
Leading by
example
Creating
opportunities
Leading by example: Fulfilling our ambitions as a Council
Changing
perceptions
Leading by
example
Creating
opportunities
Waltham Forest Council is an ambitious local authority. We are London’s first ever Borough of
Culture, are building a radically different Town Hall Campus, and creating capacity in our
communities to tackle societies most pressing issues.
As a large local employer, committed to boosting opportunities for residents, we must lead by
example and effectively use our own apprenticeship levy payments. We want to become an
exemplar organisation for apprenticeships; sharing our learning with others across the borough
and the public sector.
There are real benefits of this for the council. There are specific skills we require to deliver on
our objectives, including through digital programming, surveying and caring. We want to fill
these gaps by developing our workforce through increasing the number of council
apprenticeships and exploring opportunities for new types of apprenticeship.
Leading by exampleWhy?As a large local employer, committed to boosting opportunities for residents, we must lead by
example and effectively use our own apprenticeship levy payments.
Commitment Key activities Date SRO Department
Boost apprenticeships
starts from April 2019 in
council departments to 200
by end of 2022.
• Encourage take-up in departments with low numbers
of apprentices
• Prioritise availability of social work and digital
apprenticeship routes
End -
2022
Director of
Employee
Experience
Corporate
Development
Ensure we have a high
quality ‘gold standard’
apprenticeship offer
• Encourage progression of apprentices through
subsequent levels and track this
• Support those that require maths and English to
proceed beyond Level 2
• Allow apprentices to rotate their placements
By 2021 Director of
Employee
Experience
Corporate
Development
Support vulnerable young
people accessing
apprenticeships
• Seek to recruit a minimum of 6 care leavers into
council apprenticeships per annum
• Put in place a package of additional support for
managers to support vulnerable apprentices.
End-
2021
Director od Care
and Support
Families & Homes
Changing
perceptionsCreating
opportunities
Leading by
example
Creating opportunities: Boosting life chances across the borough We are committed to creating opportunities across Waltham Forest and
ensuring that our apprenticeship offer caters for and reaches the people
who need it most.
Apprenticeships are a key way of boosting life chances of people of all
ages; evidence shows that apprenticeships improve skill levels and
stimulate further training or study; they can increase wages and have a
positive effect on participants’ employment.
Through our Think Work programme we will work with employers to
create more opportunities and ensure businesses have the skills they
needs. We will look specifically at our key strategic sectors - creative,
construction and health care - to ensure they have the skills they need to
grow, and that there are clear pathways for progression into these
careers.
As we develop our wider strategic vision for the borough, we will ensure
apprenticeship routes are in place to provide the skills we will need in
the future.
Changing
perceptions
Leading by
example
Creating
opportunities
Creating OpportunitiesWhy?We are well placed to use our relationships with businesses and educational bodies to
boost apprenticeship opportunities, in line with our Life Chances and Think Work priorities.
Commitment Key activities Date SRO Department
Work with businesses to
create more apprenticeship
opportunities, with the
stretching aim of 2.5k
apprenticeship starts per
annum
• Ensure Apprenticeships are included within the
Opportunity Bank; pilot with five local businesses
• Develop quality of the information to SMEs about the
business benefits of apprenticeships
• Implement a robust monitoring systems for
apprenticeship in the borough and in our supply chain
End
2022
Assistant
Director
Employment
Business and
Skills
Economic Growth
and Housing
Delivery
Ensure that apprenticeships
benefit some of the most
disadvantaged residents
• Work with partners to develop pre-apprenticeship and
support programmes for disadvantaged communities
• Promote English and Maths and ESOL programmes
Mid
2020
Head of Adult
Learning and
Skills
Economic Growth
and Housing
Delivery
We will use apprenticeships
as a key vehicle to reduce
in-work poverty
• Increase the number of higher level apprenticeships
on offer in line with employer needs
Sept
2019
Assistant
Director
Employment
Business and
Skills
Economic Growth
and Housing
Delivery
Changing
perceptions
Leading by
example
Creating
opportunities
CASE STUDY: “Don’t give up on yourself, keep trying and power on”Back in 2011 Sarah Clarke dropped out of sixth form and found herself
unemployed but joining the apprenticeship scheme proved the right
choice for her and she is now deputy to the Electoral Services Manager,
helping make sure the borough’s residents can vote in local, regional,
national and European elections.
Sarah said “I was out of work and had really given up on myself when
someone at the Job Centre suggested I look at an apprenticeship. It
appealed to me as it still left me the option to go to university if I
wanted while giving me experience, a good qualification and monthly
pay.
So in April 2013 I started a Level Three Business Administration
apprenticeship in the Mayor’s Office at Waltham Forest Council. For the
next 15 months I spent one day a week at Leyton Mill in classes
organised by Waltham Forest Adult learning Services and four days a
week using those new skills to manage the Mayor’s diary, attend
meetings and help organise the school appeals meetings run by
democratic services.
I also helped out at the elections which took place and really
enjoyed that so when an Electoral Services Officer job was
advertised I applied and was delighted I got it. Looking back
taking that apprenticeship was the right move for me and
opened the door to a great career which I’m thoroughly
enjoying.
“My message to anyone who is feeling sixth form
isn’t right for them is to try the apprenticeship
route, it leaves your options open for you so don’t
give up on yourself, keep trying and power on
through as it will work out for the best.”
Changing
perceptions
Leading by
example
Creating
opportunities
CASE STUDY: Powering the Borough of Culture
The Council recruited two new apprentices as soon as we
were awarded the title of London’s first ever Borough of
Culture by Mayor of London, Sadiq Khan. Apprentices are at
the heart of our programme, helping us to develop rich and
exciting events that will wow London in 2019.
Through the Borough of Culture programme Waltham Forest
is creating a new Creative Education Partnership to support
pathways from primary school to 25 years+, with work
placements, apprenticeships and support for start-ups.
Our new Cultural Leadership Programme will develop
opportunities for fulfilling careers in cultural industries for
100 young participants, alongside the biggest volunteering
programme ever delivered in Waltham Forest.
Creative Works is an innovative apprenticeship scheme and talent
incubator in Waltham Forest. It offers free workspace to start-up and
early-stage creative businesses that agree to take on a young
apprentice. The idea is to help marginalised people aged 16-24 gain
valuable skills and training, fostering creative talent and guiding them
into future employment. Flint Digital a micro business have already
made use of the scheme to recruit two apprentice film makers.
Alexis Michaelides, Managing Director at Big Creative said:
“The journey began in 1999, when I first started teaching event
promotions to a small group of young people on a housing estate in
Waltham Forest. Nearly twenty years on and not only are we changing
lives through Big Creative Training and Academy, but we can now
extend our vision through the launch of Creative Works, a shared
workspace and community for the 21st century in the heart of East
London.
As the global flexible workspace industry grows, the community-
focused coworking movement is expanding with it. Creative Works’
vision enables it to benefit not just local people and businesses
looking for a place to work, but to enrich and support a much larger
community based outside of its own four walls.”
CASE STUDY: boosting our creative sector
CASE STUDY: developing talent for big businessEurostar, one of Waltham Forest’s largest employers recognises the value that apprenticeships offer in
developing the work force. Philip Stone is the fifth generation of his family to successfully work on the railways
but unlike previous generation Pip, as he is known at work, completed an apprenticeship with Eurostar back in
July 2008 on his 16th birthday – the earliest date he could begin.
Pip said:
“I come from a railway background with every generation going back to my great, great, great
grandfather having worked on the railways. My older brother did an apprenticeship at Eurostar and
he works at the same site as me at the Temple Mills depot in Orient Way, Leyton.
The apprenticeship is a good way to start your career. At the end of my apprenticeship in 2012 I was
employed as a Maintenance Engineer, being promoted the following year to be a Team Technician.
Two years later I was promoted again. Even now Eurostar continue supporting your learning and
development.
I have just completed my Masters degree and am waiting for the result on my dissertation and have
had support all the way from the company. Young people can resist the pressure to do a degree and
make a choice to do something they want to do, which they will enjoy and which will help them earn
money as well as get a qualification.”
Changing
perceptions
Leading by
example
Creating
opportunities
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