Ofsted 'Good Practice' Visit
Added Wed 2nd June 2010Following Skillnet being declared ‘Outstanding’ by Ofsted, the 'Good Practice' follow up visit carried out by the Lead Inspector reported the following:
Success rates on the large apprenticeship programmes Skillnet has taken over since 2006 have risen dramatically and are outstanding. How did they do it?
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Everyone thinks partnerships are a good idea, but making them work well takes a lot of commitment. How has Skillnet built such productive relationships with schools, local authorities and employers? “When we bought the business in 2006, we had a clear business plan.“ says Sam Smith, one of Skillnet’s two directors. “We knew it wouldn’t be easy, but we were determined to win the bids for DAF, Ford and Scania and make them work. The apprenticeship programmes were broken – many subcontracted colleges had been very worried when the previous provider went into administration. Good communication is vital. Ownership and involvement are key. We had to reassure them that we wouldn’t let them down. And we had to make sure that the learners got what they had signed up to. Our approach is that everyone is our partner in making sure that happens. Our aim is to professionalise the motor trade. We offer a progression path for all ages. We constantly try to increase the range of experiences open to learners. The business already had some school programmes and we’ve developed these very successfully. We worked with our awarding body to develop a flexible young apprenticeship and promote certification for motor mechanics. Now our Train to Gain contract trains experienced workers too. Advice to others, “If you collaborate with someone, it has to be a true partnership, not a lead and feed arrangement. We believe in open communication with our partners, and that includes our customers and our learners.” Samantha Smith - Quality Director
Inspectors judged Skillnet outstanding in their January 2010 report , with exceptionally broad and productive partnership work a key strength. Many work based learning providers have good partnerships. What is so special about what Skillnet does?
“Here at DAF, our dealers and their training are part of the DAF ‘family’. When our apprenticeship programme went out to tender we were looking for a provider that understood our philosophy and we found it in Skillnet. We need a professional and efficient service for our dealers and our customers. We want to provide the best technicians for our network. We stand or fail on our subcontractor’s success and we are prepared to commit time and effort to build a good quality programme. Skillnet has the right attitude. They aren’t just in it for the money. We rely on them to provide the expertise and they don’t disappoint. Their trainers identify strongly with our brand and know what they’re talking about – our dealers really appreciate this. We like the way they work with the college, too. Our centre at City of Bristol College always did a good job, but the parts of the programme didn’t work properly together until Skillnet took over. Now there is a positive approach to sharing ideas that encourages innovation. When things go wrong we handle it together. There’s no cover-up; a sensible discussion decides what’s best to do, even when decisions are tough. Action is swift and effective. We are proud to offer our technicians 3 years of enjoyable, high quality education and we celebrate their achievement with an amazing graduation ceremony to show them off to their employers and their parents.” Tony Shepherd - After Sales Services Manager, DAF Trucks“Ford has a strong interest in continuous improvement which is shared by Skillnet. We appreciate a partner that manages the process well, has good training expertise and helps us to develop a rounded package to offer to our dealers. Skillnet listens to us and our dealers. They have an open, flexible approach and are prepared to innovate to match our needs. It’s a good partnership and we work hard to keep it so, with regular and productive performance management meetings. “Skillnet looks after our apprentices well, too. First, they help us to select the right candidates with an effective vetting and matching process. Some dealers were uncertain about how best to support apprentices, so they have developed a mentor guide for us. Dealers appreciate they way they ensure that apprentices are happy and safe while they are on block release. These young people have chosen to be apprentices, but it can be daunting to be away from home. Skillnet thoroughly carries out its duty of care to support them so that they can achieve what they set out to do. Any difficulties are nipped in the bud. The results speak for themselves." Stuart Harris - Manager, Ford College Strategy and Integration.
What systems do Skillnet have in place to safeguard Learners who are away from home? How can Skillnet be sure that they are effective? “We realised that some were dropping out because they weren’t properly prepared for a residential course, so I meet them all during induction, and we make sure the structure is properly explained.”The apprentices are from all over the country, and many are under 18, so it’s important to provide someone to talk to. Every apprentice has a mentor assigned to them at work and an out-of-hours phone number to talk to Carolann or another member of staff. Female Skillnet staff also mentor female apprentices if there is no suitable colleague at their employer. Skillnet has recently introduced a guide for mentors, as some employers were unclear about this role. Induction includes a session at the hotel to introduce its rules, facilities and support arrangements.” We keep close contact with the hotel, and always make sure that we follow up any absence promptly. If they haven’t turned up at their college by the first break we ring to find out what is wrong. The duty of care form captures parents’ permission for overnight stays and gives us their contact details, so if anything happens we can talk to them.” The good relationship with the hotels has other advantages. During the snow in January and February Skillnet ran classes in the hotels even when colleges had closed. “It’s quite a lot of work to set up these systems and to keep regular contact,” says Carolann, ”but it’s worth it, because we can deal with anything that happens before it becomes serious. We rarely get any trouble. Our apprentices are a credit to their employers." Carolann Whitney - Ford Administration Project Manager
Is Skillnet doing all they can to encourage all groups of Learners to participate in the full range of the curriculm? What could Skillnet do better to counteract stereotypical assumptions? Institute of the Motor Industry (IMI) has worked over the past 4 years to develop a flexible and innovative young apprenticeship programme, aimed at year 10 & 11 students. Skillnet is developing schemes with consortia in Hertfordshire and West London. Lynne Johnson is Standards and Qualifications Manager at the IMI. “Some pre-apprenticeship programmes are not entirely suitable, often cobbled together from something a provider is doing already, and without sufficient grounding in current practice or a true understanding of the demands presented by a pre-16 learner group,” she says. “The IMI Young Apprenticeship Programme has been designed to address these issues, and to provide a framework within which providers can deliver their learning.” “Skillnet’s Young Apprenticeship model - a vocational pathway starting in Year 9 – works really well. They are the central cog that makes the relationship between the school, the employer and the parents work. All the interested parties speak different languages, but Skillnet translates so well that everyone understands the others’ needs. Because of their experience in running apprenticeship programmes, they understand the importance of the brand, and can set up meaningful work experience placements for young learners that properly represent the sector. A collaborative and flexible approach to curriculum design makes sure all the pieces fit together.” The scheme offers a range of progression opportunities, to A Level, to Apprenticeship or other FE programmes, illustrated by Skillnet’s progression ladder. “Quality comes first, and Skillnet is prepared to invest to secure it,” says Lynne. “The programme started as it meant to go on, with properly planned staffing and resources. Learners don’t just work on outdated kit – Skillnet has modern vehicles so they learn the current skills required by employers. They were the first to include electric vehicle principles in their portfolio. They are pioneers, and are one of our exemplar Young Apprenticeship providers.”
Lynne Johnson - Standards and Qualifications Manager