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Apprentice levy reporting 2020

Figures required

  1. No of Employees recruited during the reporting period
  2. No of Apprenticeships begun in the period (includes existing employees not just new recruits)
  3. No of employees at the end of the period (This will become Fig H next Year)
  4. Number of Apprenticeships at the end of the period (This will become Fig G next Year)
  5. B/A %
  6. D/C %
  7. Number of Apprenticeships immediately before the start of the reporting period (Figure D from previous year)
  8. Headcount at start of the reporting period (Figure C from previous year)
  9. B/H %

The Headcount at C and H should include all employees except casuals and career breaks. 

Table A Headcount and FTE figures include staff in community and controlled schools

Headcount and FT figures
DescriptionEmployessFull time equivalent

A (brand new only)

455 Employees

363.57 FTE

B

50

50

C

3317 Employess

2701.67 FTE

D

145

145

E

10.98%

13.75%

F

4.37%

5.37%

G

95

95

H

3240 Employees

2621.25 FTE

I

1.54%

1.91%

Table B Headcount and FTE figures exclude staff in Community and Controlled Schools

Headcount and figures exclude staff in community and controlled schools
DescriptionEmployessFull time equivalent

A (brand new only)

347 Employees

289.73 FTE

B

44

44

C

2655 Employees

2211.80 FTE

D

139

139

E

12.68%

15.18%

F

5.24%

6.28%

G

93

93

H

2587 Employees

2142.23 FTE

I

1.70%

2.05%

Note FTE for apprentice levy is contract hours/standard hours only.  Example - An employee working 37 hours TTO is counted as 1 FTE not 0.83 FTE

Narrative

Actions that have been taken help progress towards meeting the public sector target

  • System in place to procure apprenticeships through YPO ensuring a consistent approach across the council for new standards.
  • Apprenticeships form part of the corporate learning and development offer and are promoted accordingly including through the IPA process
  • All approved recruitment is considered as a possible opportunity for an apprenticeship by the councils corporate leadership team
  • Bespoke advice and guidance given to all employees (and their managers) to ensure an understanding of the expectations of apprenticeships
  • Involvement in apprenticeship week to promote apprenticeships internally and to share successes
  • Conversion of existing employees to an apprenticeship to achieve a qualification that would otherwise have been funded by the service through a different route
  • Promotion of higher level apprenticeships to existing staff
  • One of the first to start social work degree apprenticeships. Currently there are twelve employees studying at this level
  • Senior leadership encouraged to promote/champion apprenticeships

Factors that could impact ability to meet target for the next reporting period

  • Continuing reduction in the council budget. As a result there are very strict controls on recruitment which limits the opportunities to create new apprenticeship starts
  • COVID 19 has had had and will continue to have a significant impact as local authorities and training providers continue to find their new norm. This will have an impact on new apprenticeship starts
  • In some cases there will be a delay in completions (particularly in adult social care) where there are continued pressures on the service. Future apprenticeship starts in these circumstances from that services will be difficult
  • We were hoping to start another 6 social work degree apprenticeships. As of writing these have been delayed by the council until at least January 2021
  • Converting existing employees to apprenticeships results in a 20% reduction in capacity due to the required time away from the job. Budget pressures there have led to almost 1000 redundancies since 2011 and therefore capacity is already extremely limited and this has been further impacted by the additional challenges of the COVID 19 pandemic
  • Apprenticeship funding is clawed back if not spent within 24 months and if government rules allowed this could be used to fund apprenticeship salaries and the number of new apprenticeship starts could therefore be increased
  • Capacity to manage the work associated with this given that the levy cannot be used to fund any administrative time
  • We have a high % of part time workers in the workforce
  • The reporting rules only allow the inclusion of apprenticeships in the year they have begun and many apprenticeships last 18 months and up to 4 years and these reduce the council's capacity to offer additional apprenticeship starts.

How are we planning to ensure we meet the target in future?

  • All approved recruitment will continue to be considered as a possible opportunity for an apprenticeship by the councils corporate leadership team
  • Apprenticeships will remain part of the corporate learning and development offer and will be continually promoted
  • Conversion of existing employees to an apprenticeship will continue where capacity allows and this makes sound business sense
  • Unfortunately despite the above the council may not meet the target in the future  as a result of continuing budget pressures, the impacts of the COVID-19 pandemic, the requirement for existing employees to have 20% 'off the job' training and the inability to use our levy funding for salaries for new apprenticeship starts