Employer IAG
(Information, Advice & Guidance)

Aim

To provide employers full access to IAG which is fit for purpose, current, updated, reliable, easy to understand and addresses the wide range of questions and challenges, issues and concerns that may develop during considering of and implementing training solutions. Our policy is to help employers develop their own business further by providing IAG on training solutions that meet individual employer needs.

Objectives

  • To offer and deliver government funded programs in specified vocational areas fully funded where possible to individuals who meet the Government Funding Body eligibility criteria primarily for SME’s taking on 16-18 Apprentices or at a co-investment for those upskilling 19+ or pay the Levy or use the Levy Transfer.

  • To evaluate and continuously maintain and improve the quality of our performance and delivery and measure distance travelled against the following criteria:

    • Employer responsiveness, employer engagement and employer organisational requirements.

    • Success in employee achievement or completion of courses and any identified additional learning needs e.g., higher level functional skills, Mental Health & Well Being, TAQA or additional units.

    • Measurement of distance travelled against the key performance indicators mapped to the Protocol business/development plan.

  • To offer to carry out Organisational Needs Analyses and Training needs analysis for employers and identify, deliver, or appropriately signpost employers to organisations who can provide effective training solutions.

  • To review ONA’s and measure impact on a 6 monthly basis and discuss progression opportunities.

  • To advise and support employers to understand any government initiatives and help them to register where necessary such as the Apprentice Service.

  • To ensure employers and mentors fully understand the requirements of the End Point Assessment (EPA).

Recognition of prior learning

Recognition of Prior Learning (RPL) is a process in education and training to assess and recognise the skills and knowledge a person has gained through informal learning experiences, work experience, or formal education. It allows individuals to receive credit for what they already know and can do.

The RPL process involves assessment by assessors who evaluate evidence provided by learners, including work samples, portfolios, references, or demonstrations. We compare this evidence against the learning outcomes or competency standards of our qualifications. Overall, RPL plays a crucial role in promoting lifelong learning. It facilitates access to education and training, ensuring that individuals are recognised and rewarded for their existing skills and knowledge.

In 2017, the government created an Apprenticeship Service (AS) for levy-paying customers. The good news for SMEs is the AS, and its benefits are now available to every apprenticeship employer in England.

The introduction of AS to all apprenticeship employers in England will be welcome news for smaller organisations. Businesses that have struggled to source suitable apprenticeship providers will now have non-levy funding to deliver the training they need.

In April 2017, an Apprenticeship Levy came into effect, causing large businesses to view Apprenticeships as financially beneficial. The Levy splits businesses into two groups:

This scheme only supports Apprenticeships in England. Apprenticeship funding is a devolved issue so Scotland, Wales, and Northern Ireland have their own arrangements.

If you are interested in employing an apprentice for your business or looking for one for yourself, give us a call on 0121 236 2634, to speak to a qualified member of staff.