Moving on from an apprenticeship

Information for Training Providers

Overview

Although traditionally not seen as a major route into Higher Education, there is now a desire to more actively support those Apprentices who wish to access Higher Education. There is a need to continue to encourage apprenticeship progression to an advanced level and to support the upward trajectory of achievement and success rates. Promoting apprenticeships as a cohesive offering on the route to higher level skills and high level jobs can help increase apprentice recruitment and achievement.

What are higher level skills?

“High level skills – the skills associated with higher education – are good for the individuals who acquire them and good for the economy. They help individuals unlock their talent and aspire to change their life for the better. They help businesses and public services innovate and prosper. They help towns and cities thrive by creating jobs, helping businesses become more competitive and driving economic regeneration. High level skills add value for all of us.”

Minister of State for Lifelong Learning, Further and Higher Education

What are the advantages in encouraging progression?

Through encouraging progression you will raise the profile of your provision as responsive and progressive.
Ofsted admires training providers who are able to demonstrate they support progression.
Encouraging Apprenticeships to consider their long term aspirations early also supports progression to Advanced Apprenticeships.
Raising the profile of work-based learning as a route into higher learning could result in a higher calibre of young person applying for Apprenticeships.
Offering a clear route for progression from Young Apprenticeship through to Advanced Apprenticeship will enable Training Providers to target high fliers from the age of 14.
Working within best practice methods to ensure that learners are given the best possible information, advice and guidance that includes directing learners towards higher learning opportunities.

Benefits to employers of supporting progression

It gives the employer the opportunity to offer an attractive career path to the higher achieving learner, which some sectors have had trouble recruiting.
It enables the employer to ‘grow’ their own staff, which breeds a sense of loyalty and commitment from the learner.
It reduces the cost and risk which employers incur when recruiting graduates to a post. The individual is known to the company, there is less disruption to the business and no time is lost while they are inducted and brought up to speed.
Part time courses enable the employer to have some input in the choice of course the learner undertakes, especially with Foundation Degrees. Many part time courses also include assignments which focus on the workplace and therefore, have value to the company in their own right.
Many employers find that if someone only has 4 days to do their job, they will work harder and output does not fall in proportion to the time the learner is studying.

Good Practice in supporting progression

Current LSC figures show that less then 5% of Advanced Apprentices continue to level 4 or above. So, what can training providers do?

You might want to consider how you currently monitor progression on the ILR/ Learner Destination Form. Many forms are completed using Code 97: Other and code 98: Destination Unknown. You might want to try and encourage the use of other codes where they are more applicable; e.g. 04: Part time employment, 10: Full time employment, 54: Entered Further Education, 55: Entered Higher Education, 75: Full time education/training.
Careers guidance: Research has shown the earlier in their training that a young person receives advice and guidance; the more likely they are to accomplish their personal targets. Earlier intervention is the key, even at induction a discussion about a chosen career has shown to be beneficial. We all know how good finishing an Apprenticeship can be; being told on the last day of a level 3, “How about a level 4?” is enough to terrify anyone.
Induction: We suggest that time is taken within induction to discuss what careers are open to them.
Exit questionnaires/interviews: Consider asking questions during the exit process which will help an Apprentice think about their future. This might also enable you to market your own higher level qualifications.
Our aim is not to encourage young people to change companies, but to be aware of their own potential.

What are the Higher Education options?

Higher education offers a diverse range of courses and qualifications, such as degrees, higher national diplomas and foundation degrees. The vocational route has never been stronger and there are a large variety of part-time opportunities and flexible learning opportunities available at local colleges and universities. Many courses such as Foundation Degrees and NVQs have been designed with the help of employers, which means they provide skills and knowledge to meet business needs.

You may want to familiarise yourself with the range of higher level provision available locally in order to provide high quality information, advice and guidance to your apprentices.

How much will it cost?

Costs for courses vary, particularly for part-time learners as the cost is set by the institution. Part-time fees are often lower than equivalent full time courses and may not be as expensive as you might think. In addition, financial assistance is often available.

Comprehensive information on student finance is available through the money matters section.