Archive for March, 2014


When, in 2012, the government first signalled their intention to launch the Traineeship programme, I and many others in the sector gave the proposal a warm welcome. With its focus on employability skills and English and maths linked to a genuine period of structured work experience, I felt that it provided an ideal opportunity for young people to reach the first rung on the job ladder whilst at the same time acting as a stepping stone on to the Apprenticeship pathway.

The news this week that in the first six months of the scheme, only 3,300 people have started on the programme is therefore hugely disappointing. With unemployment amongst 16-24 year olds remaining above 900, 000, this level of uptake is going to have very little impact.

The government’s response is that the programme “is off to a good start”. If that’s the case, I dread to think how they define failure and if a potentially valuable programme is not to fall by the wayside, we need to understand very quickly why less than 130 people per week are taking up these opportunities.

I think the problems can be divided into 3 areas

  1. A Simple Idea Which Quickly Became Complicated

One of the great benefits of the Traineeships when the idea was first floated, was their apparent simplicity. This meant that potentially the scheme would be easily understood by employers and could be implemented quickly. However, as the proposals took shape, various caveats and conditions started to appear and the seed of confusion was sown.

Firstly the government decided that initially, Traineeships would be limited to 16-18 year olds thereby ensuring that people who had probably been out of work for the longest period were denied entry. Although the restriction was withdrawn, the damage had been done. Meanwhile, confusing rules were put in place around the rights of learners on the programme to continue to claim Job Seeker’s Allowance (JSA). Up until a few weeks ago, 19+ learners faced losing their JSA if they did more than 16 hours training a week. A similar rule limiting 18 year olds to just 12 hours training a week before losing their JSA, remains in place.

Confused? Well, there’s more to come because JAS claimants are currently  limited to an 8 week job placement period, although this can be extended to 12 weeks if a job is imminent

  1. Do Employers Know About Traineeships?

With such a plethora of eligibility restrictions, it’s hardly surprising if employers are hesitant about embracing the scheme. But recent research by NIACE (https://www.trainingjournal.com/articles/opinion/more-visibility-traineeships-essential) suggests that the majority of employers simply don’t know that the programme exists. Whilst many saw the potential benefits, not a single one of the 14 employers interviewed by NIACE was aware of the programme.  Clearly this represents a huge communication gap and one that has to be addressed rapidly if the whole project is not to become yet another failed initiative.

  1. Is There Enough Clear Water Between Traineeships and Intermediate Apprenticeships?

Whilst we all want to encourage SMEs to embrace both Traineeships and Apprenticeships, ultimately the success of the initiative will be dependent on the response of the large employers. If employers such as McDonalds, BT and Rolls-Royce who have won widespread recognition for the quality of their Apprenticeship programmes and train thousands of apprentices every year, were to make similar commitments to Traineeships, they would provide the impetus that the programme so badly needs.

We have to ask therefore why few if any have chosen to do so.  I suspect that the main reason is that Traineeships simply don’t fit into their overall strategy.  Many of these companies have proven routes into their Apprenticeship programme. In effect, they have created their own “stepping stones” and simply don’t require the Traineeship proposition.

Arguably, there is also potentially a considerable overlap between Traineeships and Level 2 Apprenticeships (similar English and Maths components for example). You have to question whether a learner who may have reached an acceptable level of competency during a 12 week job placement and also achieved a Level 2 Functional Skills qualification in English and Maths, would gain much more from then starting afresh on an Intermediate Apprenticeship programme. Personally I doubt it and I suspect that many major employers have reached a similar conclusion.

A Four Point Plan To Kick-Start Traineeships

As a born optimist who firmly believes that the difference between stumbling blocks and stepping stones is simply a question of how you use them, I’m keeping the faith with Traineeships and still believe that they can play a key role in tackling the skills crisis. But to achieve that, we need some new thinking and a new plan. So for starters, here’s my proposal:

  1. Drop the 12 hour per week training restriction on 18 year-old JAS claimants. It serves no purpose
  2. Similarly, drop the 8 week restriction on job placements for JAS claimants and encourage employers to offer a minimum of 12 weeks. Two months is simply not long enough for a young person to get to grips with the complexities of the work environment
  3. Challenge the 400+ employers who have signed up to the Employer Ownership Trailblazers Scheme to also champion Traineeships  and produce a one-page plan to make the programme a success in their sector
  4. Reposition Traineeships as modules within a Level 2 Apprenticeship.  Learners who successfully complete a Traineeship would have the added motivation of knowing that they were also well on their way to completing an Apprenticeship programme

Could it work?  I don’t see why not. So let’s stop kidding ourselves about the programme being “off to a good start”. It clearly isn’t and we need to take corrective action now, not in 12 months’ time when it will be too late.



Roger Francis is a Director with Creative Learning Partners Ltd, a new vocational training company formed by the senior managers and staff of MindLeaders Learning Services following the acquisition of the company by Skillsoft in 2012 and focusing on the delivery of Functional Skills




Read Full Post »


A couple of weeks ago, I was delighted to be given the opportunity to speak at The Voice of Apprenticeships conference held in the impressive London Film Museum. The conference itself is a remarkable event in that it is organised by a single, hugely committed lady – Lindsay McCurdy, and is the product of a Linked-In group called Apprenticeships 4 England which now has over 17,000 members. It speaks volumes about the power of social media that a Government Minister and a wide range of distinguished speakers put aside time to attend such an event.

My presentation, like several others, focused on the proposed reforms to the Apprenticeship programme which are currently in the early stages off implementation. Whilst the deep concerns which I expressed about the proposal to replace Functional Skills with GCSE’s within Apprenticeships were clearly supported by delegates to the conference, I fear I was in a rather small minority in my general support for the reform proposals.

Apprenticeships Have To Change

My argument is that in order to stay relevant and to transform Apprenticeships into world-class qualifications, the programmes have to continually evolve and develop. Giving employers the responsibility for managing Apprenticeship training and funding is simply another stage in that process of evolution. Moreover, this shift of power from provider to employer will open up huge opportunities for those providers who do not currently have direct access to funding but have to subcontract and often pay extortionate “administration fees” of up to 30% of the total funding, for the privilege of doing so. Employer Ownership will create a level playing field whereby all providers, no matter what their size will be able to negotiate directly with any employer and agree a commercial rate for delivering their training requirements. Training bids will be won by the provider who can best convince an employer that they can deliver high quality training, not by the provider who happens to have a large amount of government funding in their pockets.

What Will Be The Impact Of The Changes?

Opponents of the Employer Ownership proposals are predicting a catastrophic fall in the number of Apprenticeships if the scheme proceeds. However, I cannot help but experience an acute sense of déjà vu. when I hear these arguments. 2-3 years ago, exactly the same dire warnings were being issued about the impact of Functional Skills. We were told then that there was no need to change, that there was absolutely nothing wrong with Key Skills and that if they were replaced by Functional Skills, it would be the end of the Apprenticeship programme.

But of course we know now that Key Skills had failed totally to raise levels of maths and English competency. Hardly surprising really for what was basically a tick-box exercise linked to a Multi Choice test in which you could achieve 25% simply by answering questions randomly. Moreover, the introduction of Functional Skills did not result in the death of the Apprenticeship programme but instead boosted its overall quality and gave learners a meaningful qualification and a real sense of achievement.

Let’s Look To The Future, Not To The Past

So whilst I retain concerns about certain aspects of the Employer Ownership proposals, in general I support the changes. It seems totally appropriate to me that the people who employ apprentices and who ultimately understand far more about their organisations’ training needs than providers, should be the driving force behind the programme. Our role as training providers is to support them and provide a high-quality service. That’s where our focus should be – not on the daily grind to secure sufficient funding.

Currently only 13% of UK companies participate in Apprenticeship programmes. That number is far too low and I am hopeful that the planned reforms will address that issue. With that in mind, it is hugely encouraging to see that over 400 organisations have already signed as Trailblazers who will lead the reform programme. They include many smaller companies and many who are clearly new to the Apprenticeship concept. Employers are the only people who can impact on Apprenticeship numbers and by giving them the responsibility to run their own programmes, I am confident that they will rise to the challenge.

Roger Francis is a Director with Creative Learning Partners Ltd, a new vocational training company formed by the senior managers and staff of MindLeaders Learning Services following the acquisition of the company by Skillsoft in 2012 and focusing on the delivery of Functional Skills

Read Full Post »

Lead to Serve

Leadership Mastery

Anj Handa

I coach women leaders on becoming highly effective, authentic communicators.

OLC eLearning Landscape

Insight, Inspiration and Vision

Inquire Within

It's not about getting the right answers but rather, asking really good questions

Oxford University Press

English Language Teaching Global Blog

OBOlinx | Resources

Global Staffing Solutions and Management Consulting

Education Onion

Peeling back the layers of education - By Theresa Marriott @InspiringTeach

User Generated Education

Education as it should be - passion-based.

I've Been Thinking

My personal thoughts on the world of education

The State Of Ed Tech

Anything at the intersection of Education and Technology or #edtech ...


Learning to thrive with your career.


A Popular Source of Inspiration for Leaders all over the World



Global Grade 3

Connecting & Learning Beyond Classroom Walls

Leading in Context

Unleash the Positive Power of Ethical Leadership

Inspired Youth : Aspire to More

Our work and philosophy

Apprenticeship, Skills & Employability.

Content Curation - Apprenticeships, Skills & Employability

Good To Great

In pursuit of excellence: my view on the world of learning and training

Learning Activist

activating learning anyone anywhere