Are you interested in setting up a degree apprenticeship but are unsure about where to start? John Williams, marketing and client relationship manager at Manchester Metropolitan University, shares his advice
Apprenticeships are a proven and cost-effective way for employers to introduce new skills to a business by hiring and training new talent, as well as through the development and upskilling of existing employees. Degree apprenticeships are opening up access to higher-level skills and giving people who may have previously missed out on higher education an opportunity to progress their careers, adding value back into their employer's operations.
Although there are now clear financial incentives for engaging with apprenticeships, some common misconceptions can act as a barrier - such as the complexity of getting involved, or the time required to support apprentices.
If you're unsure where to get started with degree apprenticeships, by following the steps below you should begin to develop a better understanding of how you could start to benefit from these game-changing new qualifications.
1. Identify the skills needs of your business
Look at your business holistically and think beyond your core operations. Which departments will you need to scale up to meet future challenges and make the most of opportunities? What new resources will you need in order to hit your business objectives in one, five or even ten years' time? Could degree apprentices play a role in your resource planning and address any future skills gaps? Take a long-term view.
2. Understand your funding position
Make sure you develop a clear understanding of the funding you're eligible for and how you can maximise this to meet the needs of your business. Very few employers are making the most of their levy payments and under the new funding system - smaller employers (with an annual payroll of below £3 million) can benefit from a minimum of 90% funding for apprenticeships and in some instances will have to pay no fees at all. There is also an extra incentive of £1,000 for taking on apprentices under 19 years of age.
3. Engage with degree apprenticeship development
Research the types of degree apprenticeships available and whether these would be suitable for bringing in new employees or to help upskill existing staff members. Utilise the specialist knowledge of local training providers. The degree apprenticeship landscape is rapidly developing, so they'll be able to give insight into what new programmes may be in the pipeline. Since 2013, all new apprenticeships have been created by groups of employers, so if you feel there are job roles that are not covered by existing degree apprenticeships you can get involved with the process of creating new ones. Recent reforms mean this could now happen in less than 12 months.
4. Keep your organisation informed
Promote the business benefits that taking on degree apprentices will bring, i.e. utilising available funding, bringing in fresh innovation and creativity, meeting skills needs and high employee retention. Having enthusiastic involvement from all areas of your business will create the best environment for apprentices to thrive and make an immediate contribution.
5. Think about internal support for apprentices
Contrary to some beliefs, putting support in place for apprentices doesn't need to be time consuming or complex. Maybe think about which members of your team have excellent leadership skills and could be best placed to develop an apprentice. Talk to your training provider about any support available.
Manchester Metropolitan University offers a half-day training workshop for line managers of apprentices, free to all its partner employers. Time is precious, but degree apprentices really deliver value for that time investment.
6. Prepare a recruitment strategy and recruit early
Prepare advertisement dates, application criteria and assessment centre/interview dates as early as possible to help access a large talent pool of high calibre applicants. Ask your training provider about their recruitment support. At Manchester Metropolitan, we advertise partner vacancies on our website and organise regular apprenticeship open evenings to bring employers and potential candidates together.
Remember the peak months for degree apprenticeships applications tend to fall from March to June, for a start date in September. Put mechanisms in place which assess the applicant on a range of their skills and behaviours, looking at more than just grades. Offer a competitive salary to attract the best candidates.
7. Look internally - as well as externally - for candidates
As well as being a fantastic way to recruit bright new talent, degree apprenticeships utilise generous funding to develop your existing employees to either Bachelors or Masters level.
8. Build a development plan
Build a work programme for apprentices that will give them the most opportunity to develop the breadth of skills your business needs and gives them a platform to put their academic learning into practice. Rotations across your business might be an effective way to build a strong foundation of knowledge and expose them to different business situations.
Don't be afraid to challenge apprentices - this gives them the chance to show their potential and it's likely you'll be amazed by what they're capable of in a short amount of time. Don't forget, apprenticeship rules dictate that around 20% of an apprentice's working hours should be spent on learning and developing new skills, knowledge and behaviours.
9. Talk to your provider regularly
Degree apprenticeships are different in nature to regular undergraduate programmes. Where possible, universities will give apprentices opportunities to work on real-life business challenges and scenarios. Having regular contact with your provider will ensure you're making the most of these opportunities and adding maximum value to your degree apprentice's academic learning.
Also, giving regular feedback on things that are working well or not so well, as providers will make changes where possible.
10. Just get started
Some of the first degree apprentices have already graduated, so degree apprenticeships are no longer untried and untested qualifications. Many employers - of all sizes - have decided to get involved.
Employing apprentices isn't a complex process, and doing so has proven advantages. 90% of employers with apprentices report business benefits, and firms with apprentices typically experience improved productivity.
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