This document outlines the goals and objectives of an apprenticeship program session. The session will introduce the apprenticeship components, help set goals for the coming year, describe progression routes, review statutory employment rights and responsibilities, and explain ways of working that protect the employer-employee relationship. It will also cover how an individual's role fits into the sector context and identify available career pathways. Key apprenticeship elements include knowledge-based qualifications, competence-based qualifications, functional skills, employment rights and responsibilities, and personal learning.
2. To introduce you to your learning programme, set goals and
targets and discuss employment rights and responsibilities.
Session Aims
3. By the end of the session participants will be able to:
Explain the components of the apprenticeship.
Set goals fro the coming year.
Describe possible progression routes.
Identify statutory rights and responsibilities of employers and
employees.
Explain agreed ways of working that protect your own
relationship with the employer.
Session Objectives
4. 4
Session Objectives
Describe how your own role fits in with the wider context of
the sector.
Identify career pathways available.
5. Your learning programme
A knowledge based qualification.
A competence based qualification.
Functional skills
Employment rights and responsibilities.
Personal learning and thinking skills.
6. 6
Knowledge based – sometimes known as a technical
certificate. Shows you have knowledge of your specialist
subject and is assessed by completing written and practical
tasks.
Competence based – known as an NVQ. Shows you are
competent at carrying out your job role to national
occupation standards and are assessed through product
evidence, observation, question and answers, etc.
7. 7
Functional Skills – essential skills in English, Maths and
ICT. Assessed by sitting either paper based or online
exams.
Employment rights and responsibilities (ERR) – everybody
should understand the specific legislation designed to
protect them in the workplace. Assessed by completing
written tasks and researching information.
8. Personal learning and thinking skills – essential skills to
have in order to be successful in learning, work and life.
Assed through completing practical and written tasks
embedded into the qualification.
9. The apprenticeship agreement
Under the Apprenticeships, Skills, Children and Learning Act
2009, the need for an apprenticeship agreement became a
legal requirement.
10. Setting goals
Being able to set goals, meet deadlines and create targets
for your own skills development will help you achieve all the
outcomes of your learning programme.
Organisational skills are very important in learning, work and
life, and good timekeeping is essential.
Being organised creates an excellent impression on others.
11. SMART
SMART is a well know model for setting clear goals for
yourself and others.
Specific – goal needs to be detailed, clear and to the point.
Measurable – goal needs a form of measurement.
Achievable – can the goal be achieved given the resources?
Realistic – can it be done, are the goals relevant to the task?
Time-bound – goals must have a timescale.
12. Motivation
Everyone has occasions where their motivation starts to
falter; if this does happen to you, speak to someone!
Your tutor, your employer, your colleagues or a family
member, these are your goals and aspirations and the
support you receive from others will help you to achieve
them.
13. Progression
When you complete your learning programme there will be
several options open to you.
Advanced or higher apprenticeships.
Other qualifications related to the sector.
Other academic qualifications.
Lifelong learning opportunities offer us all the chance to
achieve success in our professional and personal lives.
14. ERR
Everyone should be aware of the rules, principles and
regulations governing employment rights and responsibilities
to ensure they understand the conditions under which they
work.
This understanding protects both the employee and the
employer, ensuring that work place practice is undertaken in a
mutually respectful and safe environment.
15. Your contract of employment sets out the main terms and
conditions of the relationship between you and your employer.
By law, all employees are entitled to a written statement of the
key terms and conditions of there employment within two
months of starting work.
Changes to employment contracts must be made following set
procedures, termination of a contract is governed by various
rules which protect the rights of the employee and employer.
16. Employment Rights Act 1996
The Employment Rights Act 1996 deals with the rights that
most individuals are entitled to at work, including;
protection from unfair dismissal
reasonable notice before dismissal
time off rights for parenting
redundancy entitlement
the right not to suffer discrimination or inequality at work
the right to a written contract of employment, plus much
more.
17. The employer
Employers have rights and responsibilities as well as
employee’s.
Every employer has the right to ask an employee to;
Do the job they are employed to do.
Behave appropriately in the workplace.
Turn up for work when they are meant to.
18. The employer
Employers also have certain responsibilities that they must
adhere to by law. They are required to ensure that all
employees receive certain basic employment rights such as;
Providing a written statement of employment terms and
conditions.
A written statement of pay or payslip.
A minimum wage.
Unpaid breaks during work hours.
Annual leave from work plus much more.
19. Representative bodies
Within an industry there are a range of representative bodies
that promote the views of a group of people with common
interests.
Trade unions
Professional bodies
Regulatory bodies
Standard setting or sector bodies.
20. Sustainable Development
Sustainable development is based on production and
consumption. Every employer and employee has a duty to
preserve the environment.
Sustainable development encourages the conservation and
management of:
Natural resources and the environment.
Energy
Waste and transportation
21. By the end of the session participants will be able to:
Explain the components of the apprenticeship.
Set goals fro the coming year.
Describe possible progression routes.
Identify statutory rights and responsibilities of employers and
employees.
Explain agreed ways of working that protect your own
relationship with the employer.
Session Objectives
22. 22
Session Objectives
Describe how your own role fits in with the wider context of
the sector.
Identify career pathways available.
Notes de l'éditeur
Wm Morrison Supermarkets Plc
Introduce session aims.
Introduce session objectives.
Explain how the framework is built, expand on what each element is.
Introduce the tech cert and NVQ. Explain their relevance to the program and the variety of ways that they will be assessed.
Explain the FS elements. ICT is in the framework for the advanced apprenticeships. Also explain that we will carry out diagnostic assessments and some individuals may be stretched to achieve level 2 in maths and english.
Explain how PLTS are a mandatory part of each framework and they seperated into 6 areas: Creative thinking Effective participation Independent learning Reflective learning Self managing Team working
Explain that the apprenticeship agreement sets out employer and employees obligations such as ensuring the apprenticeship framework is a qualifying framework in England, that the apprentice undertakes to work for the employer and that the agreement states that it is governed by law.
Introduce goal setting, deadlines and targets. Explain the importance of meeting deadlines, in work and during the apprenticeship. Suggest creating a study timetable that will help them to achieve goals. Wm Morrison Supermarkets Plc
Explain SMART targets. Use and example. Discuss targets for people round the table. Wm Morrison Supermarkets Plc
Wm Morrison Supermarkets Plc
Explain some of the benefits and drawbacks of the opportunities. For example, apprenticeships may attract funding, you can still earn while you learn, FE colleges may have a wider variety of choice of courses but they may not fit around your personal and social commitments, night classes may clash with shifts etc. Wm Morrison Supermarkets Plc
Introduce ERR. Wm Morrison Supermarkets Plc
Explain that contracts of employment are legally binding documents that come into force as soon as an offer of employment has been made and accepted. Explain the Employment rights Act 1996 was set up to protect the rights of employees. Wm Morrison Supermarkets Plc
Explain some of the rights that the emplyment rights act 1996 entitle workers to. Ask the question why this Act does not cover all workers – explain that emergency and armed services are slightly different and why. Wm Morrison Supermarkets Plc
Wm Morrison Supermarkets Plc
Wm Morrison Supermarkets Plc
Introduce trade unions and there role. Discuss professional bodies; for example, the IFL. Regulatory bodies such as Ofsted and the British Medical Association. Discuss sector bodies such as Semta or Skills for Logistics. Explain that a lot of legislation that comes from representative bodies is designed to support the employees in the workplace. Wm Morrison Supermarkets Plc
Explain that sustainable development is not just about the environment. It also relates to the economy and our society. “Agenda 21” is a commtiment to sustainable development and aims to deal with today’s social and environmental problems such as; air pollution, deforestation, health, poverty, energy consumption, waste production and transport issues. Wm Morrison Supermarkets Plc
Introduce session objectives. Explain that the third objective will eventually be assessed during their improvement projects..