An instructive "how to" on the new apprenticeship levy and standards within the sport and physical activity sector.

1. Apprenticeships: real-world implementation into a
sporting workplace

2. Today
Apprenticeship Funding
Apprenticeship
ROI
New & Improved
Qualifications
(Standards)
Designing a programme to
meet YOUR needs
Landing
Apprenticeships
Choosing a
Training
Provider

3. Apprenticeship Landscape
Reform
Changes to apprenticeship
qualifications
Levy
Changes to the funding
mechanism to access
apprenticeships
• Introduction of
the levy for those
with a pay bill = or
> £3m
• 10% co-
investment for
non levy payers
• Shift from
frameworks to
standards
• Value dictated by
the employers
opposed to
government
1 2

4. Apprenticeship Incentives
Incentives
£1,000 Cash Incentive
16-18 year on programme
19-24 year old ever on a health
care or education plan
NI Savings
Do not pay NI for a person
under the age of 25 while on a
programme
NI Savings for
Apprentice
under age 25
April 2017
Hourly Wage
April 2018
Hourly Wage
Apprenticeship
Wage
£3.50 £3.70
Minimum Wage
(Under 18)
£4.05 £4.20
Minimum Wage
(Under 21)
£5.60 £5.90
Minimum Wage
(Over 21)
£7.05 £7.38
c£680.00 NI
Saving will
cover 10%
co-
investment
for all L2, L3
and L4
currently
available in
our sector

5. Reform Frameworks to Standards
IFA is an executive
non-departmental
public body,
sponsored by the
Department for
Education.
https://www.instituteforapprenticesh
ips.org/

6. Choosing a provider
• Learner & Employer Satisfaction Surveys
https://www.gov.uk/government/statistics/fe-choices-learner-satisfaction-survey-2016-to-2017
• OFSTED Report
• CIMSPA Partner
• Delivery Model
• Financial Health
• Size/Scale
• Offer: Account Management, Recruitment and more…
• Qualification portfolio

7. Choosing a provider
National
Apprenticeship Awards
• Four of our
employer partners
and their apprentices
achieved awards
• Awards include:
Regional Finalists for
Apprenticeship Employer
of the Year, Apprentice of
the Year, Apprentice
Champion of the year
across Social Care,
Hospitality and
Active Leisure
People 1st Gold
People 1st `Gold
Standard’ for excellence
in the delivery of training
and qualifications and
demonstrates Lifetime
Training’s best in
class delivery
Matrix 2013-17
Lifetime hold the Matrix
Standard, a unique
quality framework to
assess and measure our
information, advice and/
or guidance services
through accreditation
Best Companies 2017
• Lifetime has been
awarded 1 Star status for
its high score in the Best
Companies survey
• A 1 Star accreditation
shows an organisation is
taking workplace
engagement seriously
• This signifies `very
good’ levels of
workplace engagement
Princess Royal
Training Award 2017
Investors in
People 2017
• Lifetime has
maintained its Investors
in People Standard, a
sign of excellence, a
great employer and
outperforming place
to work
• As part of this process,
Lifetime also attained its
Health & Wellbeing
accreditation
• One of 40 businesses
• Outstanding training
and skills development
programmes for our
Regional Trainers

8. Why bother?
• Rationale should be focussed on the benefits of training and not just on how to spend levy or draw an
incentive
• The programme needs to focus on impact & value
• Apprenticeships should be used to develop careers and retain talent within the sector - progression
• Now is the best time to attract talent:
Apprenticeship vs Uni
In 2017 the Institute for Fiscal Studies states the average debt upon graduation
in England is £50k. This includes approximately £27,000 of tuition fee debt,
£18,000 of maintenance debt and £6,000 of interest accrued over the
three years of studying.

9. Focus on impact & value
Establish
clear
measures
of success
• Become an employer of choice
• Increase staff engagement
• Improve Retention
• Support Talent and succession
planning
• Improve EVP/talent attraction
• CSR through apprenticeships
• Enhance Management Capability
Financial
Management tool to
support five year
planning illustrating
ROI through NI
savings and
Government
Incentives

10. Support: Candidate Attraction
(Ref: CIPD Survey Report, Resourcing and Talent Planning 2017)
Which elements of your employer brand are most
important in attracting candidates? (% of respondents)

11. Support: Candidate Attraction
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2
3
4
5
Top Tips when
recruiting an
apprentice:
Apprentices are a long term investment (12-18
months)
Focus on behaviours opposed to competency
during recruitment
Create a welcoming environment and offer job
shadows if possibe
Offering a full time role promotes commitment
(30hrs/wk)
Take an active interest in their progress,
mentors work really well

12. Support: Candidate Attraction

13. Support: Candidate Attraction

14. Support: Retention
(Ref: CIPD Survey Report, Resourcing and Talent Planning 2017)
The median cost for hiring senior
managers has decreased from our last
survey and is £6,000. The median cost
for hiring all employees has remained
the same at £2,000. Over half conduct
all recruitment activity in-house, but
there is an increasing trend to
combine in-house and outsourced
approaches.
Actual Data Projected Apprenticeship
Performance
Team members who left 2211 1279
Total team members 3654 3654
12 month labour turnover 61% 35%
Over 12 months Non Apprenticeship Apprenticeship Variance
Number of people
needing to be replaced
2211 1279 932 fewer
people leaving
Est. Recruitment cost £2.21m £1.27m £932k saving
Estimated saving based on reducing labour turnover from 61% to 35% across 98
sites with 12 month labour turnover = or > 50%
In practice illustration:

15. Simple Implementation
Choose provider
Initial contact
Discuss potential
learners/vacancies
Sign training
agreement
Check suitability &
eligibility
Organise
enrolment
Training
commences
Review progress
Review success
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5
6 7
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16. Tailored learning
• Organisational Values &
Purpose
• On-boarding training
• Internal and naturally
occurring ‘off the job’
training
• Customer focused
content/product information

17. Transparency - Reporting

18. Supporting your apprentice
Learner Journey
•Support Apprentice to achieve on the job skills aligning to the required
standard
•Be available for pre-scheduled programme review visits to discuss
apprentice development and progression of skills
•Support Apprentice and trainer to achieve off the job training through
online and face to face learning activities
•Provide your apprentice with access to a suitable environment in which to
meet their trainer, where possible this should be a quiet environment with
internet access
•Provide a mentor to support your learner through their journey

19. Matthew.Robinson@lifetimetraining.co.uk
Tel: 07792097546