Agenda item

Consideration was given to report of the Skills Development Manager.

The Skills Development Manager presented the report which provided an update on the performance of the Aspire Programme and associated external business engagement; and the performance information on the BGCBC internal apprenticeship programme.

The Officer went through the report and highlighted points contained therein.  To date the Aspire Shared Apprenticeship Programme had:

·        Recruited and supported 84 apprentices placed in over 20 manufacturing companies across Blaenau Gwent in addition to employment of 10 apprentices within Council departments.

·        51% of apprentices within Cohorts 1 & 2 (2015 & 2016) have progressed onto higher education/HNC.

·        100% of apprentices on cohort 1 have been employed, of which 67% retained within host employer.

·        Framework completed: Cohort 1 –83%, Cohort 2 – 79%

·        100% of apprentices in cohorts 1-5 have had the opportunity to rotate to another company to fulfil skills gaps.

In 2020, 17 Apprentices were furloughed due to Covid. This was the largest number at any one time with some apprentices being placed longer than others. The priority during that period was to support the Apprentices and help them to continue their learning through college, usually virtual lessons and continue where possible NVQ work. In addition, the Aspire Team supported them with their health and wellbeing to guide them through uncertain times with encouragement and open communication.

The Officer confirmed that no apprentices on the Aspire Programme were made redundant during this period of time and have all since returned to their work place.  It was felt that the support provided to apprentices by the Aspire Programme Team, along with employers facilitated this outcome.

A Member commended the report and said it was good to see Aspire being recognised throughout Wales.  He then asked whether Tai Calon had taken on any apprenticeships.

In response the Officer confirmed that discussions had taken place with Tai Calon on the Corporate Traineeship Programme.  She pointed out that Aspire was initially set up to facilitate manufacturing and engineering apprenticeships, and many of the skills offered by Tai Calon related to the construction industry.  However, she was aware that 2 or 3 people on the Corporate Traineeship Programme had progressed to an apprenticeship through those routes.  Engagement would also be undertaken with Monmouthshire’s Apprenticeship Trainee Programme as they had the skills with CITB to facilitate that area of learning.  In terms of other apprenticeships from an internal perspective, discussions had also been undertaken with ALT to highlight any opportunities that may arise.

A Member referred to the fact that of the 30 apprentices, 91% are male and 9% female, and asked how this compared with the situation across Wales.

The Officer explained that it depended on the sector, manufacturing and engineering was a male dominated industry, and BG was on a par with other LA’s.  In terms of apprenticeships across Wales there was a more balanced approach with female apprenticeships, and there had been many initiatives established to encourage more females into the industry. 

In terms of apprenticeships within the Council, the Officer confirmed that of the 10 recruited, 1 was female, and based within Technical Services on an engineering pathway, which was excellent.  She said it was about ensuring we go into schools at an early stage to highlight opportunities and demonstrate the different skill sets required to attract more females into apprenticeships.

A Member sought further clarification on the review of housing and digital pathways.

In response the Officer explained that this highlighted that we have engaged with the Digital and Housing Teams to look at apprenticeship pathway to fulfil what was required by those Teams, and working with Officers and local college to identify what qualifications an apprentice could follow. 

The Officer pointed out that an organisation or Council Department had to pay for an apprenticeship in post, and sometimes the budget was not always available.  Within the Council, each Department has undertaken a budget analysis to ensure they are able to afford an apprenticeship, not only to fill an opportunity at a particular time, but to become employees at the end of the apprenticeship programme.

In response to a question raised, the Officer reported that visits to schools were aimed at Key Stage 2 Year 6 across primary schools, and then at Year 8 with the Inspiration event undertaken in conjunction with Careers Wales, and also assemblies for Year 10.   She said it was intended to initiate communication at young age, but this was dependent on resources available, however, through the Tech Valley partnership there was now a STEM facilitator in place in one of the Borough’s Comprehensive Schools to enable more coordinated engagement and raise opportunities thereafter.

In relation to housing and digital pathways, the Corporate Director Regeneration & Communities Services said the apprenticeship programme was a Corporate activity across the Council, and confirmed that any restructure proposals were being challenged to find opportunities for apprenticeships.  He said colleagues within the Council could see the value of apprenticeships in building for the future, and it was important for the Council to show leadership and demonstrate the value in the opportunities we provide as an organisation.

To conclude the Skills Development Manager reported that it was National Apprenticeship week and there were many case studies available to read on social media which provided an idea of the progress made by the young people on the programme, and also the Council.

The Committee AGREED to recommend that the report be accepted and the information contained therein be noted (Option 1).