To receive and consider a presentation by Paul Bradshaw (Head of Service) and Lynne Griffin, Workforce and Organisational Development.
Minutes:
Documents Considered:
· Presentation.
Issues Discussed:
· A large range of Apprenticeships and Leadership opportunities are offered by the Council.
· Existing members of staff can undertake apprenticeships.
· Apprenticeships are at no cost to the learner or the Council, with funding provided to the Council for the cost of the training provided for the apprentice.
· Since January 2020, 18 apprenticeship positions were advertised with 6 in the past month. There are currently 15 apprentices and 15 career graded apprentices in post. 162 staff care currently undertaking apprenticeship training programmes to allow upskilling and personal development.
· Kickstart placements have not progressed as much as hoped at present. This is a new government initiative specifically for people on universal credit and between the ages of 16 and 24. The Council is working with other bodies such as the Health Board to provide more opportunities. The Council has 19 places available and currently only had one referral from the DWP (Department for Work and Pensions).
· The majority of fixed term apprenticeships do lead to permanent appointments with the Council.
· The target is that by March 2024 the Council will have appointed an additional 27 apprentices as part of a new programme commencing in 2021-22. The 2021-22 target is ten and the Quarter 1 target is 2.5. Six new apprentices have been appointed in Quarter 1.
· The Council is aiming to encourage 40 learners to start the programmes this year. The annual target is 40 learners. The progress in Quarter 1 is 3 learners.
· Questions:
Upskilling existing staff is not an apprenticeship, its about training new people. When we require contractors to establish apprenticeship schemes, who monitors these to ensure that they are delivered.
Can we have details of what apprentices are being appointed for various contracts. |
The Welsh Government schemes provide funding for apprentices which are for new people, but also provides funding for upskilling staff which are also referred to as apprenticeships. The Council gets significant funding for this.
The Council has to contract with Welsh Government approved training providers. Once an apprentice has been appointed and signed up to a programme there is a meeting between the line manager, the training provider and apprentice every 60 to 90 days so there is monitoring of the process. The Council also monitors the delivery of the training and if there are issues they are raised with the provider.
Welsh Government definition of local is Wales, so if a construction company comes into Powys as part of the procurement process, and they bring apprentices with them then they tick the box.
The Procurement Service can be asked to provide information on what is included in contracts and how many apprentices should be employed for Powys contracts.
The Council does differentiate between those people appointed as apprentices and staff who are following apprenticeship programmes but are upskilling. Because the Council pays the apprenticeship levy it shows what the Council can claim back what it paid out in the levy.
The Council does report 15 apprentices each on two government programmes and the remaining staff on internal training programmes funded by Welsh Government
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Monitoring and recording of apprenticeships - apprenticeships are often seen as gender specific roles e.g. skills. Apprenticeships cover a huge array of different skills. Where could figures on the gender split for apprentices be found. What are the measures for those coming into apprenticeships who have a disability. The employment statistics do not currently measure people with disabilities, but will this be measured.
This is important as the Council is supposed to be increasing the amount of people directly employed who have a disability. However, how do we know how we're meeting our objectives if we're not measuring it. Can the Council look proactive at apprenticeships to see if we're encouraging people with disabilities.
If a person undertakes an apprenticeship does the Council have a contract with them, so at the end of the contract they remain as an employee or do they have to pay back for any funding and support if they go elsewhere as time and resource has been invested in them. |
The Portfolio Holder agreed to advise the Committee of the gender split for apprentices.
The Council recruits apprentices in same way as for normal staff. If applicants do not disclose a disability the Council will not know. This can be checked.
In relation to contracts, it depends which scheme a person is on. There is no guarantee of a job at the end of an apprenticeship scheme. Hopefully, a person could take up a post with the Council. There is no payback at the end of an apprenticeship scheme. It is slightly different with degree schemes and those for staff.
The Council has no restrictions requiring the pay back of any funding or support at the end of the scheme. The Service will look at the information regarding gender balance and disabilities.
Only 50% of staff complete equalities data when they begin working for the Council despite regular requests to update this information. |
In relation to the underperformance in the Kick Start scheme, what more can we do to promote this. Are we using social media to advertise these vacancies. |
The vacancies are advertised in Job Centre +. One of the issues is that young people need to be claiming universal credit and students having just left college may not be claiming this. This is something the Council needs to overcome. The Council does advertise vacancies through the Kickstart scheme with the DWP and could look at working with Workways and the Regeneration team and identify people ourselves. Further discussions with DWP could also be undertaken. Social Media advertising can also be undertaken. |
How closely aligned are leadership and apprenticeships opportunities being aligned to succession planning and horizon scanning. |
Through the higher leadership courses (ILM5 and 7) the Council is enabling middle and senior managers to move forward into more senior positions. Work is being undertaken with the Executive Management Team to develop a programme for the Senior Leadership Team. This will see members of staff progress in future.
The Leadership Programme has changed this year to be more flexible for individuals and better suited for individual needs. |
Recognised Trade Unions are a good place to offer training and development. How is the Council working with the recognised trade unions to ensure that the development opportunities they are offering are aligned with the Council's programmes. |
There has not been a distinct discussion in the last year due to the pandemic, but the unions can draw down funding nationally to support skills based training for staff. The Unions would then offer subsidised opportunities for training to the Council which the Council has taken up in the past.
Prior to the pandemic the Council drew down the WULF (Wales Union Learning Fund) funding for upskilling staff with digital skills. Conversations had also commenced about wider training but these were not progressed due to the pandemic and can be taken up with the Unions again. |
Are there any joint apprenticeship appointments e.g. with the Health Board. |
The Council is working closely with PTHB (Powys Teaching Health Board) around the health academy. Health and social care qualification are totally different. There was a discussion about a combined qualification but that could not be progressed. However, there may be elements of the courses which are similar which could provide opportunities for joint training at the academy. The Council is also working with PTHB on the Arwain project to encourage new entrants into the sector, and are looking to set up a joint health and social care hub located in the health and care academy.
The Council is looking at its own social care staff to try and identify individuals who could be developed to become social workers. The Council is also working with PTHB on shared posts. |
The wage rates paid to apprentices are very low. Could the Council pay a living wage to apprentices. Why has it opted to pay the lower rate.
Also how are Heads of Service challenged about the opportunities they create for apprenticeships. |
The Portfolio Holder agreed to advise the Committee on the numbers of apprentices receiving the minimum wage and those being paid a higher wage, and how Heads of Service are challenged on apprenticeship opportunities. |
When the Council employs a main contractor, they can then appoint sub-contractors who may appoint their own apprentices. Does the Council record that information as well. |
It is uncertain if the Council is drilling down far enough to obtain this information. It is not recorded by Workforce and Organisational Development but should be recorded by the Procurement Service. The Service agreed to find this information and update the Committee. |
· Comments
· The Professional Lead was asked to obtain information on construction programmes with a break down by postcodes to identify how many apprentices are Powys based and how many are Wales based.
· If procurement do not ask for this information perhaps they should be requesting it from contractors in future.
· The Portfolio Holder agreed to advise the Committee of the gender split for apprentices
· Could the Committee be advised how many pupils are going out of Powys for post 16 education and those leaving Powys which reduces pool of possible apprentices
Outcomes:
· The Professional Lead to obtain information on construction programmes with a break down by postcodes to identify how many apprentices are Powys based and how many are Wales based.
· The Committee requested how many pupils are going out of Powys for post 16 education and those leaving Powys which reduces pool of possible apprentices
· The Portfolio Holder agreed to provide the following information to the Committee:
· advise the Committee on the numbers of apprentices receiving the minimum wage and those being paid a higher wage, and how Heads of Service are challenged on apprenticeship opportunities.
· whether the Council records the numbers of apprentices employed by sub-contractors used by the Council's main contractors, and the numbers employed.
· the Portfolio Holder agreed to advise the Committee of the gender split for apprentices
Supporting documents: