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Annual apprenticeships return

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)

307

268.53 

B

28

28

C

3338

267.5 

D

173

173

E

9.12%

10.43%

F

5.18%

6.47%

G

145

145

H

3317 

2701.67 

I

0.84%

1.04%

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)

246

221.92

B

25

25

C

2685

2227.7

D

164

164

E

10.16%

11.27%

F

6.10%

7.36%

G

139

139

H

2655

2211.80

I

0.94%

1.13%

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 to help progress towards meeting the public sector target

  • 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 council's 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. There are a further 14 that are due to start in September 2021 
  • 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
  • Consideration of other pathways including Kickstart Programme which may offer an alternative to an apprenticeship
  • COVID 19 has had and will continue to have a significant impact as local authorities and training providers continue to find their new norm. This may have an impact on new apprenticeship starts
  • 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
  • Work has continued to promote apprenticeships. Adult social care are supporting employees with the opportunity to complete appropriate apprenticeship. 35 will start in May 2021
  • Despite the improving picture in relation to COVID the council may not meet the target in the future as a result of continuing budget pressures, 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