ROTHERHAM GENERAL HOSPITALS NHS TRUST by XhQ4TL

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									                                                                                            BoD 27-04-11
                   BOARD OF DIRECTORS MEETING – 27th April 2011                               Item 10
                            DOCUMENT FRONT SHEET


TITLE OF PAPER
                      Trust apprenticeship scheme: outcomes and benefits



TO BE PRESENTED BY    Dean Wilson, Director of Human Resources


ACTION REQUIRED       Update for information.
                      Discussion to agree continued organisational support.




OUTCOME               N/A




TIMETABLE FOR         N/A
DECISION


LINKS TO OTHER KEY    Business Case: Workforce Development: Apprenticeship Schemes SHSC
REPORTS / DECISIONS   Executive Directors Group 17 November 2009

                      National Skills Pledge: Towards a fully qualified workforce, 2007


LINKS TO OTHER        Apprenticeships support the development of competencies defined by the NHS
RELEVANT              Knowledge and Skills Framework (NHS KSF) and Trust Development Review
FRAMEWORKS            Process (October 2004).
BAF, RISK, OUTCOMES
ETC                   NHS Constitution:   Patients’ Rights    Public Rights    Staff Rights 

                               Principles     Values 
                       HSE        MH Act       Equality      BME        Disability Legislation 



IMPLICATIONS FOR      Investment in an apprenticeships scheme provides a significant contribution
SERVICE DELIVERY      towards cost improvement targets. For each apprentice there is an average cost
AND FINANCIAL         saving of £12,488 (in year 1) where an apprentice is taken into a vacant post. This
IMPACT                is based on the difference between mid point Band 2 and training wage.


CONSIDERATION OF      Case law on apprenticeship employment
LEGAL ISSUES


Author of Report      Karen Dickinson
Designation           Education, Training, and Development Lead
Date of Report        March 2011


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                                                                                                     BoD 27-04-11
                                                 SUMMARY REPORT
                                                                                                       Item 10

Report to:        Board of Directors

Date:             27th April 2011

Subject:          Trust apprenticeship scheme: outcomes and benefits

From:             Dean Wilson, Director of Human Resources
                  Author – Karen Dickinson, Education Training & Development Lead

1.       Purpose
Following a business case (December 2009) to the Executive Directors Group the Trust introduced an
apprenticeship training scheme for support staff. The initial target groups were business administration and health
and social care although this has now been extended to existing staff in housekeeping roles. During 2009/10
Department of Health incentive payments were influential in decision making. There was also recognition that
apprentices could offer a significant contribution towards cost improvement targets on agency, flexible staffing,
training, and recruitment and that the scheme would directly support several corporate and directorate objectives.
This paper provides the Board with an update on the Trust apprenticeship scheme and a summary of the
outcomes and benefits.

2.      Overview
The apprenticeship qualification framework is delivered at either Level 2 (GCSE equivalent) or level 3 (A level
equivalent) and consists of 3 elements:
     A work based competency element i.e. NVQ
     Technical Certificate to support NVQ knowledge & certification requirements for the job
     Key skills at a level required for the job e.g. Communication, Application of number, IT.
This provides an ideal vehicle for assessing the required competence levels for NHS support roles and for staff to
gain accredited qualifications.

Since the start of the apprenticeship scheme in 2009 we have completed 3 intakes of apprentices in business
administration, health and social care and housekeeping with a mix of gender, ethnicity and age (16-51). The
numbers have remained stable with the majority completing the 12 month training and gaining employment.
                            Starts           Withdrawals         Completions           In training
     Business               32               2                   8                     22
     Admin
     Health & Social        23               3                   7                     13
     Care
     Cleaning &             12               0                   0                     12
     Support
     Services
     (existing staff)
     Total                  67               5                   15                    47



3.       Summary
The benefits of our investment in an apprentice training scheme as a route into employment for staff in NHS
support roles are outlined below.

3.1      Cost benefits
Directorate cost savings
Investment in an apprenticeships scheme has provided a significant contribution towards cost improvement
targets for 2010/11. The apprenticeship scheme provides a year of intensive training for the job role and during

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this period of time the individual receives a training wage of £95 per week. For each apprentice there is an
average cost saving of £12,488 (in year 1) where an apprentice has been taken into a vacant post. This is based
on the difference between mid point Band 2 and training wage.

Organisational cost savings
Fifteen apprentices have completed the framework, successfully achieving a level 2 NVQ and a BTEC certificate
in their study area together with key skills. All have obtained jobs with seven employed within the NHS (five in
SHSC) in support worker and Band 2/ Band 3 admin roles. A further three health and social care apprentices
have joined our flexible workforce. The measurable benefits to the Trust are reductions in recruitment and training
costs which are being calculated as part of a formal return on investment (ROI) project supported by the SHA.

Incentive funding
Apprentices remain a Government priority and a recent report for the National Advisory Committee (Department
of Health, 2010) sets out expectations on health care employers to ensure apprenticeships become a sustainable
part of the workforce. As a result the government have provided incentive funding to support apprenticeship
schemes and the Trust has already benefited from 25k funding in 2010/11. Further incentive funding was
announced for new apprentices starting in 2010-11 financial year (£500 paid at start and £500 on completion)
which for SHSC equates up to a further 16k. There are also indications that funding for adult education will be
realigned against apprenticeship frameworks offering us further opportunities to use apprenticeship training routes
to train our existing employees.

3.2. Intangible benefits
Publicity and recognition
There has been regional recognition at the Yorkshire and Humber Apprenticeship Awards for our commitment to
the development of apprenticeships. Our Trust Education, Training and Development Lead was awarded the NHS
Yorkshire and Humber champion of the Year award for 2010/11.
During apprentice week (7-11 February) the Trust received extensive publicity at national, regional, and local level
covering several apprenticeship success stories. Several of our apprentices appeared in national and local media
including case profiles on NHS employers and NHS jobs http://www.jobs.nhs.uk/news/latest22.html. An audio clip
of the Radio Sheffield interview is available on request.

Impact on patient care
There is good engagement from clinical and service Directorates with managers proactively requesting
apprentices in their areas. The impact of the apprenticeship scheme is also being measured by intangible
benefits, in particular the impact on outcomes for patients. Feedback from services has been positive and a
sample of comments from our managers and apprentices are provided below:


“I am enjoying working with the clients, the work is interesting and varied and it’s great to have the opportunity
at a young age to learn so much from the rest of the team.”

“……is doing a fantastic job and we are very pleased with how well she gets on with the clients and her
colleagues. She’s young, enthusiastic and just the kind of person the NHS needs’

“It’s very rewarding and there is a career plan, so when I finish the apprenticeship I’d like to become a support
worker, and after that to go and do a degree in mental health. I would recommend this to anyone interested in
health. My colleagues are very supportive and have made me very welcome’

‘….has proved to be a valuable member of our team and we will be sorry when she leaves. The admin apprentice
scheme has been a success for us and we wondered if we had missed the cut off point to recruit another
apprentice?’

Developing workforce capability and capacity
The apprenticeship scheme provides a clear strategy aimed at securing employment for young people, replacing
an ageing workforce, recruiting to ’hard to fill’ posts and improving the skill mix. We must maintain appropriate
levels of capability and capacity to enable us to deliver high quality care to patients and respond to the changing
demands of the health care system. Our clinical and non-clinical support staff that represent around 53% of our
total workforce have a vital role to play in supporting the delivery of health and social care.

4.      Next Steps
The apprenticeship scheme is now fully established in the Trust and is making a real difference at all levels. We
have agreed an organisational governance framework with employer training contracts; terms and conditions;
buddy and mentor support; training provider agreements; and an evaluation framework. This work needs now
needs sustaining through
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    Further development of partnership working across the city to maximise resources.
    Fully embed apprenticeship opportunities into organisational recruitment processes and consider the option of
     using apprentices for all jobs covered by Agenda for Change Bands 1-4.
    Use apprenticeships to support staff on redeployment who take on new roles and for existing staff who do not
     already have relevant qualifications for their roles


5.       Required Actions
The SHSC Trust Board is asked to continue their support for the Trust apprenticeship training scheme and the
next step proposals for sustaining this training route for new and existing staff in AfC Bands 1-4.

6.       Monitoring Arrangements
Monitoring of key milestones is through SHA evidence requirements and completion of apprenticeship
frameworks. Internal targets will be monitored through ETD steering group and formal reports to HR and
Workforce committee

7.       Contact Details
For further information, please contact:
Karen Dickinson. Education, Training, and Development Lead
(27) 18749 karen.dickinson@shsc.nhs.uk

8.       References

Making Apprenticeships an Important and Sustainable Part of the Health Sector Workforce: Final Report, National
Apprenticeship Advisory Committee, Department of Health October 2010

Business Case: Workforce Development: Apprenticeship Schemes SHSC Executive Directors Group 17
November 2009




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