Apprenticeships

APP 03

Written evidence submitted by West Anglia Training Association

1. Author

Nick Harvey is currently working as a Training Officer in a GTA (a Charity) working with Advanced Engineering Apprentices for some 4 years. He has worked in engineering over 40 years and started life as a GPO telephony apprentice. He has worked his way up to middle management by Technical Qualifications, Specialist Courses and years of experience.

Having taught at a Regional College, run NVQ programs in industry and recently been published in "Maintenance Engineering" magazine he has a good insight into engineering and apprenticeships.

2. Summary

In engineering the scheme is usually 4 years, there is no lack of applicants and the NAVMS works well in generating interest. There are however a too many applicants that are not well enough educated or do not have the attitude to work or aptitude.

This problem is a small part of the problem. Getting employers to "buy in" and correctly manage and resource the apprenticeship is the hardest part.

Free seminars set up by NAS and delivered by other Employers, Colleges and GTA’s to companies not having apprentices are needed. This would help them understand better the advantages and the necessary commitment over a long period.

There is capacity in the Training Providers to run with more trainees but the private and third sectors need good long term funding to provide excellence.

3. Submission

Electrical and mechanical apprentices usually have a 4 year program and this length, although necessary, is difficult for young people or rapidly changing companies to achieve without problems.

4. The young people are coming from school with little maturity and too many with poor skills in the three "R’s". In order for them to succeed they have now had PLTS added to the framework. The idea is good but the level is usually too advanced and the parts they need should have been gained at school or in previous work.

5. It is significant that those joining after starting "A" levels have much better outcomes. They have the maturity, have discovered that the academic route is not for them and have the ability and motivation to make a success of the long program.

6. Part of any lack of enthusiasm is apprentice status and pay, direction. We hear that we need 50% going to university so many of the able are guided away from engineering and apprenticeships by schools, into softer skills courses.

7. Recommendation

Getting employers to "buy in" and correctly manage and resource the apprenticeship is the hardest part.

Free seminars set up by NAS and delivered by other Employers, Colleges and GTA’s to companies not having apprentices would help them understand better the advantages and the necessary commitment over a long period.

They would need to be encouraged to go by having exciting speakers, gifts and good lunches and would need contacts such as case workers/advisors so they could spread the word to their colleges.

You should have break out sessions for both managers and work place supervisors.

8. The "best" young people should be encouraged by schools into engineering and other manufacturing and "real" work sectors that will support a long term economic growth and a stable and rewarding career.

9. The "rest" should be better educated in the 3 "R’s" and exposed to personal development to see their potential and the possibilities "out there" in engineering and manufacture.

10. Some of this has started with schemes like work experience, PLP, Access to Apprenticeships etc. and these need continuing short term until the school leavers are developed sufficiently to get stuck into hard, dirty, but highly skilled work, and enjoy it.

12 January 2012