Apprenticeships - An Employer's Perspective

Construction Skills claim that over 87,000 construction operatives will be needed, year on year over the next 5 years.

With only less than 50% of the Grants being claimed by “in scope” Construction companies, we must assume that the existing workforce is content with the skills they have, or are not even aware of what is available.

The dramatic influx of skilled Eastern European workers illustrates the distinct shortage of skilled local operatives.

Engaging an Apprentice will go a long way to alleviating the situation. There are many ways and configurations that constitute apprentice training and the following is designed to highlight one way in which it can be achieved.

Traditional Method

  • Identify the right candidate through your own interview process

  • Using the Links on this web site go to http://www.citb.co.uk/bconstructive/ and together you can register the  candidate

  • Within 10 days the candidate will receive notification of the assessment date

  • The candidate needs to have passed the initial learning exercise before the registration process can begin

  • “Construction Skills” is one of the options, through a dedicated Managing Agency, whose role it is to manage the Apprentice through his or her training and the associated paperwork

  • You will always be notified of the dates when the Apprentice should start at college,  and they can be either day release or block release

  •  There are grants available, over the 3 years you as an employer can expect to receive £9,400, assuming that all levels of qualifications have been achieved e.g. NVQ Levels

  • Within 6 months of the engagement, you and your Apprentice will be expected to sign up to a CAS Agreement (Construction Apprenticeship Scheme), along with his or her parents/guardians. Should the company default for any reason “ConstructionSkills” are obliged to ensure continuation of the training, and The OCTG will support this process

  • As part of The OCTG  the Apprentice Agreement will be formally presented  at the Annual Apprentice Awards’ ceremony (usually during the first full week in October)

  • The qualification achieved after 2 years will be NVQ level 2 and after the 3rd year will be NVQ level 3 together with a Construction Skills Certification Scheme Health & Safety card

  • The OCTG recommend an annual pay structure for all apprentices of companies within the Membership and is based on achievement gained throughout the training

  • There are no college fees to pay, as these are met by ConstructionSkills; the Managing Agency also provide additional financial support towards traveling to and from college

  • Reviews of the Apprentice are undertaken by both the college and the Managing Agency, these reports are then issued to the employer and the Apprentice, in order to monitor the progress over the 3 year period

  • To achieve each unit of the NVQ (National Vocational Qualification) evidence must be gathered in a written narrative form, supported by suitable photographic  proof

  • A work based recorder nominated by the company must sign off this evidence in readiness for approval by the college Assessors

  • Should the employer be unable to fulfil his obligation in obtaining evidence to satisfy these units, The OCTG can assist by sharing the Apprentice with other Group Members to enable these to be completed

  • Outstanding apprentices may be nominated by their employer and independently assessed by The OCTG’s adjudication panel (comprising Managing Agency, relevant College and The Groups Training Officer). The apprentices judged to be the best in three categories (Year 3, Year 2 and the Merit Award) receive full recognition of their achievements at the Annual Apprentice Awards’ evening in October


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Work by Basil Wyatt & Sons Limited - Normansfield Hospital Theatre, Teddington
 
 
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