Employer Engagement Form and Policy (PLEASE SCROLL)
UKFast’s core principles of customer service are crucial to the training relationships we have built up with employers. We continue to work with our UKFast client base and digital community delivering training to meet their needs. This is something that UKFast Apprenticeships have endeavoured to continue.
Our mission is to ensure high quality apprenticeship training is delivered to meet the needs of the business we work with. Our goal is to narrow the skills gap in multiple industries and ensure that learners are set up to make the biggest impact to their employers. The following policy and data collection method ensure that we can deliver this mission and meet out goal.
Programme co-creation with employers is key to ensure the needs of industry are met, including co-creation of learning interventions in line with current and up to date practice, methods and research. This should be achieved through a variety of methods.
Course leaders will engage with relevant industry leaders to research the current challenges facing the industry and gain input into curriculum planning. Head of Apprenticeships will work closely with leaders within partnered employees to ensure that curriculum meets the needs of the business. Bespoke sessions within UKFast can be delivered including shadowing opportunities for transfer of skills between employer and UKFast.
Engagement other professional bodies where relevant. This can ensure that an apprenticeship scheme is effective and meets employers and industry need.
Continuous Engagement with stakeholders should be a loop of feedback and reactive improvement to the apprenticeship programme of learning. This feeds in to the UKFast Apprenticeship monitoring approach. Employer surveys will be completed quarterly to ensure that the employer is happy with the level of service from assessors, teachers and leaders all the way to the progression of their apprentices.
The management of the relationships will default to the Director of Training & Education and Head of Apprenticeships, with some support from the learners assessors / OTJMs. The Head of Apprenticeships will have regular contact with employers and all stakeholders and will be responsible for:
overseeing the direction of the apprenticeship programme of learning.
providing an appropriate level of support to the apprentices on programme.
providing adequate feedback to stakeholders as agreed with the employer including monthly employer updates for individual employers.
co-ordinating the activities of the various experts used within UKFast to manage the needs. of the employers training.
ensuring compliance with employer’s procedures relating to contract and document control.
ensuring that delivery of programmes exceeds expectations of the client.
maintaining a quality provision for delivery of the contract and courses.
The Head of Apprenticeships will be the main point of contact for the employer on matters relating to programme content and delivery and will be responsible for escalation of complaints when required (), agreeing methods of communication and dealing with any issues in regard to apprentices.
A due diligence form will be completed by the employer in conjunction with the provider in which a multitude of different information is captured. This will be stored centrally within our UKFast SharePoint. As discussed, it will capture Contact and Company Information; Funding; Provision & Training Needs Analysis; Quality; Compliance; Teaching, Learning Support & Safeguarding agreements; Health and Safety; Policies; Employer Commitments & Declaration (Intent and Eligibility); Employer – UKFast Policy Agreement.
During the programme development process, detail should be provided on engagement of employers/target sector. Where possible existing networks and advertising opportunities should be maximised, to include:
Publishing on the Find Apprenticeship Training portal and ESFA course directory
Inclusion on the UKFast apprenticeship page (http://ukfast.ac.uk) and search engine optimisation for effective indexing (e.g. Google) of content and web links (a new apprenticeship website is under development).
Promotion to UKFast client base as a starting point for employer engagement.
Promotion at appropriate exhibitions including school, college and local council led careers fairs.
Digital marketing including social media.
Outreach campaigns to our existing school / college partners and UKFast clients.
UKFast Apprenticeships will be monitored and evaluated at least twice yearly when a survey is sent out to all learners and employers. This will also include information gathered from the IQTL session observations. This will be discussed by the UKFast Training team.
Findings, including strengths weaknesses and actions will be shared with both learners and employers and a dialogue opened with the Head of Apprenticeships to allow feedback to this process.
For learner work the quality of this is consistently checked, please see our Internal Quality Assurance Policy (https://moodle.ukfast.ac.uk).
Planning the learner journey and learning content is crucial for success, and the course leader will ensure that the programme of learning is developed in close partnership with the employer. The learning journey of the apprentice will be co-created to ensure that the needs of the employer and the learner are met and exceed expectations. Areas to be discussed include methods of delivery for:
Off-the-job training and assessment.
On-the-job training and assessment.
End Point Assessment (EPA).
The requirements for initial assessment will be explained and the process agreed to ensure that a thorough assessment is completed that will also add value to the employer. (For example, the exercise could be used to help develop a pathway for the employer to improve succession planning). Discussion on learner registration onto the Individualised Learning Record Service will be discussed at this point. See IA Policy (https://moodle.ukfast.ac.uk).
The requirements for the initial assessment of Maths and English standards to be met should be discussed and the timescale and mode of delivery should be decided. See IA Policy (https://moodle.ukfast.ac.uk.
Data from the initial assessment will be collated and mapped against the appropriate standards to identify skills, knowledge and behaviour gaps. This will form the basis for the off the job training. The mode of delivery, timescales, assessment methods, will discussed and planned into the learning journey. This should include induction. See IA Policy (https://moodle.ukfast.ac.uk)
Using data from the initial assessment, the off the job plan will include assessor visits planned, gateways, how standards will be met, forms of assessment. This will be incorporated into the learning journey.
There will be an annual review between the employer and the provider to assess the apprentice progress with on and off the job learning.
The EPA body will be agreed and informed of expected date. Process and mechanism for delivery will be decided.
The employer will be informed of all methods of support available to the learner. This will include internal and external mentoring schemes, Personal Academic Coaches (if appropriate to the scheme) Internal coaching schemes, assessor support. Individual record plans format will be decided and initiated to ensure learners get the appropriate amount of support. Individual learning plans (ILP) will be held on the e-portfolio platform and shared with the learner and the employer at all stages and reviews.
The Relationship Manager will be appointed (default Course Leader) and the communication process and requirements will be discussed. This will include but not be limited to:
Regularity of progress reviews.
Complaints and appeals procedures.
Management of information on learner progression.
Case studies, Learner narrative, celebrating success, promotion of apprenticeship on http://ukfast.ac.uk with more to come on the new website soon.