ACE360’s Post

How can Providers and Employers bridge the Digital Skills Gap? Have you checked out this really interesting article by John Pritchard from 1ST FOR EPA: We assess apprenticeships: https://lnkd.in/enqWUdfv #DigitalSkills #SkillsGap #DigitalSkillsGap

How can Providers and Employers bridge the Digital Skills Gap? Have you checked out this really interesting article by John Pritchard from 1ST FOR EPA: We assess apprenticeships: https://lnkd.in/eMxXpdd5 #DigitalSkills #SkillsGap #DigitalSkillsGap

Is the "UK's current skills system, particularly apprenticeships and in work training ... fit for purpose to meet the fast evolving needs of UK industry"? The deadline for submissions to the HoL enquiry is 30th May. Tech UK has been consulting its members but the issues with regard to structures unable to cope with the pace of change go far wider than digital skills, however these are defined and/or predicted. I will be collating the material from the skills round table organised by DPA last November (I will add a link to the convenor's report in the comments below) and from the follow up work over the past couple of months. I would like to hear from those interested in joining to not only help review the submission, but more importantly work together on the solutions ... given that the key conclusion from that round table was that the UK "system" (or rather mish-mash of national, regional and local, semi-incompatible, departmental funding silos and their consultative committees) is incapable of identifying needs in the detail necessary, let alone responding to them with the time and funding available before most of the UK (aside from a few global centres of excellence) slides further behind its overseas competitors. #DPA #TechUK #Labourdigital #DigitalTories #Digitalleaders

Happy #WkDevMonth from the U.S. Department of Labor Registered Apprenticeship Technical Assistance Center of Excellence for Strategic Partnerships and Systems Alignment! (https://lnkd.in/e2a64abR) We are proud to celebrate the month, originally created by our Center partner National Association of Workforce Development Professionals (NAWDP). (https://lnkd.in/g9-ek28) To kick off the month, we’d like to first highlight a valuable resource that’s a great starting point for #workforce practitioners. Developed with NAWDP, our “Workforce System Registered Apprenticeship Baseline Knowledge Report” identifies specific registered apprenticeship-related knowledge gaps in the workforce system. (https://lnkd.in/g2YkkRVe) America’s public workforce system builds the workforce that employers need in communities across the U.S. and provides job seekers with training and employment supports to move into high quality careers that provide a family-supporting wage. Our work at the Center is creating tools and providing technical assistance to help workforce system leaders and front-line staff create scalable, sustainable partnerships to accelerate Registered Apprenticeship (RA) adoption and improve alignment with our nation’s apprenticeship system. RA is the most time-tested, proven model of workforce development, and according to U.S. DOL data, provides both employers and apprentices with critical benefits. Employers earn a median ROI through apprentice productivity of 44.3 percent. This means that for every $100 an employer invests in an RA program, it generates $144.30 in total benefits. RA also provides job seekers with an average starting wage of $80,000 after program completion and an average of $300,000 more in earnings over their career than non-apprentice peers. Over the next few weeks, we'll share promising practices, resources, and tools to support state and local workforce board staff in their RA alignment work. #workforcematters #workforcedevelopment

Oh Rishi 🤦♀️ … 100,000 additional #apprentices in the next 6 years , you make it sounds so simple; Immediately for providers it means; * The need to have more assessors with relevant industries competence being paid competitive salaries plus Teaching staff with industry knowledge to contextualise off the job learning making it relevant to the sector. * Additional admin/business support staff to manage the employer relationships and increase in enrolments to process the countless forms still needed way & above a full time course enrolment. * End Point Assessment centres are already inundated with students with some providers seeing a 8-10wait for dates alone. Not forgetting the Skills Bootcamps, T-Level programmes , talk of PDQs & incoming HTQs they are setting up 🙆♀️ For Employers ; * More education on apprenticeship standards “ written by employers for employers “ is needed & what it means to them to develop the skills, knowledges & behaviours for their industry * Smaller employers need more visibility of the funding pledge and how they can bid for unused levy & more grants for taking on an apprentice beyond the £1k to help with wages and set up costs. It’s our SMEs that are driving the supply chain for the bigger businesses I champion apprenticeships everyday and being self employed in this area I welcome growth in the sector - but the right growth, with the right infrastructure to support successful apprenticeship to pipeline talent into businesses is going to be key. #conservative #apprenticeshipgrowth #therightgrowth? @HelenLRussell

“Robert, I hate this apprenticeship. It’s a waste of my time. The only reason I am still doing this thing is because I love my job.” We were 9 months into the apprenticeship; for the first time, one of my Multiverse apprentices had been brutally honest with me. Have you ever had that kind of watershed moment with someone? Did it come as a surprise? For me, as a Digital Business coach at the time, it was a first, but it also wasn’t a shock. Required evidence of his learning and development at work wasn’t materialising; he had missed workshops; his development objectives, assigned monthly, were consistently not done - except this time, where he had written comments. Superficial comments; comments that he couldn't back up, which led to his admission. Leading up to this moment was an exercise in managing expectations. As coaches, we want to give people the benefit of the doubt. Doing so responsibly, however, requires setting mutual expectations and communicating clearly so that when things are stepped over or missed, the conversation doesn’t get stuck on “honest mistake, maybe I’m overthinking it” and instead comes to “this was agreed, what got in the way?” “Have you told your manager about how you feel?” I asked my apprentice, “Why are you still doing a programme that you don’t want to be on?” That’s a dangerous question, isn’t it? The last thing we want is people to withdraw from a programme and lose out on their qualification. “I… haven’t,” he answered hesitantly, “I am just sort of hoping for the best that whatever happens doesn’t matter.” Of course, there was the flip side of it, too. “What happens if it does matter?” was my counter, “You’re hoping that pass or fail, you can keep your job - what if that’s not the case?” In the stillness of the virtual room, I made my request of him: “Speak with your manager and see if you need to do this apprenticeship.” It was a gamble. But the alternative meant that he had already “quiet quit” the apprenticeship and was on a trajectory for a fail. He did speak to his manager. What was the outcome? “If I fail this apprenticeship, they are going to terminate my contract.” Suddenly, I wasn’t my apprentice’s adversary; I was his partner. Like the apprenticeship or not, I could work alongside him - not against him - to make it happen. And in the end? He did pass - and that wasn't on the cards when we spoke 9 months into his 12-month programme. As coaches, it’s our duty, our responsibility, and our honour to do what’s right by our apprentices. Sometimes, that means being an accountability partner; sometimes, their knight in shining armour; sometimes, a pie in their face. As long as we stand in doing right by them, our intentions will shine through. What conversations are you not having that it’s time for you to have? - I was chosen to write Multiverse’s internal “Coach Memo” this week. Turns out, my colleagues rather liked this story - and I hope you did, too.

At The Bedford College Group we don’t just provide education—we help businesses thrive by developing the skilled workforce needed to succeed. As the largest education provider in the South East Midlands, with decades of experience and over 18,000 students annually, we’re uniquely positioned to help company overcome its training and talent challenges and stay ahead of the competition. Here’s why partnering with us is a game-changer for businesses. 1. Tailored Training Solutions: From bespoke courses to industry-specific training, we design programmes that address your company’s exact needs. Whether you need leadership development, technical skills, or compliance training, we’ll equip teams to drive business forward. 2. Upskill & Retain Talent: Retaining top talent is crucial. Through our extensive professional development programmes — accredited by national bodies like Microsoft, AAT and CIPD we help you **upskill your existing team**, improving employee engagement and retention. 3. Access to Top Apprenticeships: We are the largest apprenticeship provider in the South East Midlands working with over 1,500 employers. Whether you’re hiring or developing your team, we offer complete apprenticeship services, from recruitment to funding advice. Leverage government incentives and build a pipeline of motivated talent trained to your specifications. 4. T Levels: Secure the future of your industry by providing work placements for students. This gives you access to eager, skilled students, while building a reputation as a forward-thinking employer committed to developing local talent and a great way to progress in to apprenticeships. 5. Sustainable, Local Impact: By working with us, you’re investing in the long-term sustainability of the local economy. Keep your training and development within the community, and benefit from our strong employer network to enhance your business’s visibility. Don’t just fill positions, build a skilled, dynamic team that will lead your business into the future. Let’s talk about how we can create a strategy that fits your goals. Partner with The Bedford College Group and watch your business grow. **Contact today** Find out more about how we can help your business thrive: E: maharvey@bedford.ac.uk

As a business owner, what's your number? For Jonathan Bourne at Damar Limited it's serving 2,300 apprenticeships within 20 months. At a time where the effectiveness of how we approach apprenticeships in the UK is being challenged, it's clear that having a specific, measurable target to set sail towards means that this business will be focussing on their own plans and not letting external factors blow them off course. Taking control of what happens to your business starts with knowing where you are trying to get to. I met Jonathan at an O Shaped event as Damar is a key partner to this ground-breaking movement. I'm a true believer that apprenticeships can power a business's future progress and with Jonathan at the helm, I'll be watching Damar sail towards its target with interest. #assetofvalue #growthengines #forgottenmiddle #apprenticeships This is part of the Growth Engines campaign featuring in Business Leader magazine highlighting the importance of mid-tier businesses to the UK's prosperity. https://lnkd.in/eXwZ685h

What is Skills England and how can we ensure the new agency introduced by Labour can be a success? John Cope, Senior Counsel at PLMR, discusses what the new ‘quango’ will mean for employers, FE, and HE, while also providing his expertise on how the agency can ensure the success of apprenticeships for years to come. Read more here ➡️ https://lnkd.in/eNWcUD2t

Top Trends in Apprenticeship Programs https://ow.ly/1c5p50QywcB Sometimes getting to “DONE” is as easy as coffee and conversation … how about we chat. #groupbenefits #employeebenefits #consulting #leadership #communication #cepa #culture #compensation #wellness #employeeengagement #cgib #productivity #roi Humans SERVING Humans