Creative Care Career Pathways

Exploring the varied apprenticeship option

Welcome & housekeeping

Care sector: challenges & opportunitiesIain MacBeath, Director of Adult Care Services, Hertfordshire County Council

Hertfordshire’s economyGareth Dace, Senior Enterprise Coordinator, Hertfordshire LEP

A good place to live and work

Factor Hertfordshire UK

% economically active

16-18 year olds

79.5% 74.7%

Unemployed 3.1% 4.5%

Average salary £31,047 £28,758

Residents with Level 3

(A-level equivalent qualifications)

68% 57.5%

Annual average rate of

jobs growth

2.7% 1.7%

Watch: Hertfordshire Labour Market Information video

Hertfordshire’s key employment industries

Industry % of Hertfordshire

population employed

in this industry

% of UK population

employed in this

industry

Retail, wholesale and motor vehicle repair 17.7 15.2

Admin and support services 14.5 8.9

Professional, scientific and technical 12.1 8.6

Human health and social work activities 8.8 13.2

Education 8.2 8.9

Construction 6.3 4.6

Accommodation and food service activities 5.9 7.4

Manufacturing 5.8 8.1

Challenges for Hertfordshire

• An ageing workforce (50+) returning to employment in new industries

• A tight labour market

• A higher rate of hard to fill vacancies (H2FVs), compared to the national average

• Skills gaps in existing employees are slightly more prevalent in Hertfordshire (2017)

• 5% staff were not fully proficient; higher than England average of 4%

• Skills gaps affect 18% of employers in Hertfordshire compared to 13% in England

• Net migration loss of 66,500 per day, mostly into London and higher skilled residents

Hertfordshire’s adult social care sector

• 31,000 jobs in 2017 (7% local authority, 84% independent providers)

• 2700 managerial roles; 23,000 direct care

• 69% of workforce has been working in the sector for 3+ years

• 10.3% of roles in adult social care are vacant, approximately 3000

• 84% of workforce is female

• Average age is 44.2 years old (8% are under 24, 26% are over 55, and 8000 will be

reaching retirement age in the next 10 years)

• 49% of the workforce hold a relevant adult social care qualification

Hertfordshire’s apprenticeship landscape

All age apprenticeship starts, England

The national picture:

Hertfordshire’s apprenticeship landscape

Apprenticeship starts by level: national

44%

44%

12%

Intermediate Advanced Higher & Degree

Hertfordshire’s apprenticeship landscape

The reasons:

Changes in funding

• Introduction of the apprenticeship levy

• New incentives for small businesses

• New co-investment model of 10% / 90%

Changes in curriculum

• The Institute for Apprenticeships (IfA)

• Employer trailblazers

• Apprenticeship standards

Changes in providers

• Degree apprenticeships

• Employers can become training providers

• New Register of Apprenticeship Training Providers

Barclays research

2016: 15% of university students considered other options such as an apprenticeship

2018: 43% of university students considered other options such as an apprenticeship

2016: 65% of parents think university is the best option for their child

2018: 71% of parents would encourage their child to do an apprenticeship over a university degree

2016: 17% of parents were aware of degree level apprenticeships

2018: 64% of parents are aware of degree level apprenticeships

2016: 85% of students did not consider any alternative to university

2018: 55% of students did not consider any alternative to university

2016: 24% of students felt their parents and teachers discussed apprenticeships as an alternative career route

2018: 42% of students felt their parents and teachers discussed apprenticeships as an alternative career route

Read: nearly half of students and graduates regret going to university, finds research by Barclays Apprenticeships

The local picture

Industry 16/17

final

17/18

final

% change

17/18 vs. 16/17

Health & Social Care 1526 759 -50.3%

Accounting and Finance 178 364 104.5%

Business Management 625 724 15.8%

Engineering 331 349 5.4%

Hospitality and Catering 521 357 -31.5%

ICT Practitioners 192 289 50.5%

Expecting growth in IT and Life Sciences within Hertfordshire

More vacancies than in previous years – but need to get better at matching

Need to work with large employers to filter candidates to supply chain

Hertfordshire apprenticeship starts (selected industries)

Starts% Difference 16/17

vs 17/18Level Age 2016/17 Final 2017/18 Final

Intermediate 16-18 1,076 832 -22.7%

19-24 944 589 -37.6%

25+ 1,409 766 -45.6%

Total 3429 2187 -36.2%

Advanced 16-18 667 719 7.8%

19-24 899 941 4.7%

25+ 1,215 1,209 -0.5%

Total 2781 2869 3.2%

Higher 16-18 48 79 64.6%

19-24 167 316 89.2%

25+ 372 484 30.1%

Total 587 879 49.7%

All Levels 16-18 1,791 1630 -9.0%

19-24 2010 1846 -8.2%

Total 6797 5935 -12.7%

Source: LEP Operational Data Suite Full Year Data Cube - Dec 2018

Age band at start

The local picture

The trend shows

that more people are

starting higher level

apprenticeships and

less are going into

intermediate level.

Level of apprenticeship starts in Hertfordshire

The local picture

District data

The local picture

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Hertfordshire Intermediate Vacancies 2018 vs. 2017

2017 2018

Boosting starts

The national approach:

• New campaign launched in Jan 2019 (‘Fire it Up’)

• National Apprenticeship Week 2019, 4th – 8th March

• Higher & degree listing

• Ambassadors network (employers and apprentices)

• ASK Programme

• Levy transfer (up to 25%)

Boosting starts

Local approach

• Hertfordshire Apprenticeship Group (part of LEP)

• Hertfordshire Apprenticeship Strategy

• Business intermediaries support & events

• Grant for Hertfordshire SMEs

• Sector focus e.g. care, construction, science

• Partnership between Careers & Enterprise Company,

National Apprenticeship Service and Bedfordshire &

Hertfordshire Provider Network

• New Hertfordshire portal 2019

The employer’s experienceClare Ding, Apprenticeship Support Coordinator, Quantum Care

The employer’s experienceAnnie Fitzgerald, Founder, Care 4 Freedom

The apprenticeship pathwayStephanie Wallis, Head of Sales, Hart Learning & Development

Why apprenticeships?

• What do apprenticeships in Health & Social Care look like?

• Why choose to train existing staff through apprenticeships?

• Why recruit new staff as apprentices?

• What are the choices?

• Progression routes (Degree Apprenticeships/University)

What do apprenticeships in Health & Social Care look like?

• Lasts between 13 - 24 months depending on course and level

• Include a sector specific qualification

• Include Maths and English functional skills

• Through Hart L&D, delivery is usually via fortnightly webinars of 2.5 - 3 hours

• Every apprentice has a designated tutor (assessor)

• Tutors help maximise the 20% off-the-job learning to keep impact to the

setting to a minimum

Why choose to train existing staff through an apprenticeship?

• Newest government approved qualifications and apprenticeship standards

• Can utilise levy (where applicable)

• Cost is maximum 10% of the overall cost

• Improve staff retention

• Allows staff to progress in the workplace

• Herts Growth Hub have grants available of up to £1500 • (if you haven’t had an apprentice in the last 12 month and you have between 2 and 249

employees - this ends in March 2019)

• If an apprentice is 16-18 there is no cost and there is an incentive payment totalling £1000

Why recruit new staff as apprentices?

• Apprentices can be paid a lower wage than a qualified, experienced member of staff

• Your vacancy can be promoted across a range of sites including gov.uk and Herts Good

Care Recruitment

• If you recruit through Hart L&D, we search for people looking for a career in your sector and

screen applicants to ensure you only interview those that closely meet your requirements

• An apprentice can be a solution for your business if you want to:• recruit people who are new to the sector and don’t have preconceived ideas, who will learn the

values that your organisation sets out

• develop new talent to meet your needs

• free up existing staff to take on more responsibility

• give your team new skills and energy

• give a young person a career opportunity

• Business benefits include improved skills levels, loyalty, morale and productivity

• Businesses can play an active role in moulding their workforce and developing the skills

needed for growth

What are the choices?

Adult Care Health Apprenticeships Other Apprenticeships

Adult Care Worker Level 2 Healthcare Support

Worker

Level 2 Customer Service

Practitioner

Level 2

Lead Adult Care Worker Level 3 Senior Healthcare

Support Worker

Level 3 Business Administration Level 3

Lead Practitioner in Adult Care

*Coming 2019*

Level 4 Healthcare Assistant

Practitioner

Level 5 Customer Service

Specialist

Level 3

Leader/Manager in Adult Care

*Coming 2019*

Level 5 Business Administrator Level 4

The apprenticeship pathwayCathryn Henry, Senior Business Development Coordinator,

University of Hertfordshire

Progression routes: Degree Apprenticeships

Senior Leader (MBA/MBOS/PSM) – Level 7

• 24-30 months

• Block release and distance learning

Chartered Manager – Level 6

• 4 years (flexible for existing managers)

• UCSA – 2-year fast-track (only for experienced managers)

• Day release / block release or bespoke delivery

• 112 UCAS or equivalent

Registered Nurse – Level 6

• 4 years

• Term-time day release (2-days per week to complete 2300hrs study and 2300hrs placement)

• 112 UCAS or equivalent

Nursing Associate – Level 5

• 24 months

• Term-time day-release plus 3 x four-week placements

• UH is approved by the Nursing & Midwifery Council (pre-registration nursing education)

Break

Workshop

If you have employed apprentices in the past,

what were the benefits? If you have not employed

apprentices, what are the perceived barriers?

What measures would need to be put in place

within your organisation if it were to offer

apprenticeships to existing staff? Would there be

any benefits to your company if you trained

in-house vocational assessors?

What could training providers and others (e.g.

HCPA, Hertfordshire LEP, HCC etc.) do to help

you take on an apprentice?

1

2

3

EMPLOYERS TRAINING PROVIDERS

As a group of providers, does your current

offer meet the needs of the sector in

Hertfordshire? Are there any gaps?

What can employers do to help improve the

delivery of apprenticeships across

the sector? What are the current barriers?

What can providers offer to help

Hertfordshire-based employers recruit more

apprentices within the sector?

1

2

3

The apprenticeship experienceLauren Tiller, Deputy Manager, Care 4 Freedom

The apprenticeship experienceKeith Arnold, Quantum Care

How HCPA can support youSharon Davies, Chief Executive, Hertfordshire Care Providers Association

How HCPA can support you

• Herts Good Care Recruitment

• Co-produced Top Tips sheet

• Continue to work on Care Career

Pathways via the Academy

• Funding to help support qualifications for

care staff including apprenticeships –

Workforce Development Funding

Workforce Development Funding

Adult Social Care organisations are able to claim via the Skills for Care Workforce Development Fund

(WDF) for course fees and associated costs such as:

• 20% off the job learning time for apprentices

• The learner’s salary for the time they are completing the learning, where this is done in work time

• Assessor or verifier time, if the assessor is directly employed by the employer

• Cost of expert witness testimony

• Wage replacement costs (backfill) if an employer has to bring in cover to release the learner to undertake their learning

• Travel costs if the employer pays this for the learner to undertake their learning

• External venue costs, if incurred, for the learning to take place

How much can I claim back?

Maximum amount that can be claimed

for each level:

Level 2 = £690

Level 3 = £870

Level 4 = £1,050

Level 5 = £1,200

Contact HCPA:

leighannreed@hcpa.info 01707 536020

Thank you