ITEM NO.
REPORT OF THE ASSISTANT DIRECTOR OF HUMAN RESOURCES
TO THE LEAD AND EXECUTIVE SUPPORT MEMBERS FOR CUSTOMER AND
SUPPORT SERVICES
ON MONDAY 3RD AUGUST 2009
TITLE:
Apprenticeship Programme and Pay Proposal
RECOMMENDATION:
That the report be noted and duly considered
EXECUTIVE SUMMARY:
The report identifies the progress of the development and implementation of an
Apprenticeship Programme for September 2009 intake.
BACKGROUND DOCUMENTS:
(Available for public inspection)
KEY DECISION:
NO
DETAILS:
KEY COUNCIL POLICIES: Cabinet Work Plan 2009/10
Connecting People
EQUALITY IMPACT ASSESSMENT AND IMPLICATIONS:
Recruitment will be targeted to looked after children and young people leaving care.
The gender, race and disability profile of this group is as yet unknown.
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ASSESSMENT OF RISK: Minimal
SOURCE OF FUNDING:
Revenue budgets. Potentially Future Jobs Fund could contribute.
LEGAL IMPLICATIONS Supplied by
not applicable
FINANCIAL IMPLICATIONS Supplied by
not applicable
OTHER DIRECTORATES CONSULTED:
The first batch of apprenticeships will be hosted by Customer and Support Services,
Environment, Chief Executive’s and Children’s Services.
CONTACT OFFICER: Debbie Brown
TEL. NO.
WARD(S) TO WHICH REPORT RELATE(S): All
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793 3523
1. Background
This report represents the development to date of implementing an
apprenticeship programme for Salford Council ready for an intake of apprentices
in September 2009.
2. Apprenticeship Focus
The implementation of an apprenticeship programme is in line with the Cabinet
Work Plan for 2009/10, in particular in improving job opportunities for care
leavers through ring-fencing apprenticeships and other suitable opportunities for
care leavers.
It also links with the Council’s vision and values and pledges on a number of
levels. The values of passion and commitment for our City and people at its
heart are particularly pertinent in Salford being innovative, empathetic, raising
aspirations and caring for those in need.
Also linked with this is the development of the role of Corporate Parenting Officer
developed by the Next Step team in Children’s Services. The role’s primary
purpose is to improve Every Child Matters outcomes for young people in care
and care leavers for whom Salford is the corporate parent and to take lead
responsibility for the Corporate Employability Plan.
Following these priorities and actions opportunities have been created for
apprenticeships in the following areas;
 Administration
o Central Admin
o Democratic Services
o Community Safety
o Customer Support
o Lifelong Learning 14 – 19 Programme
 Horticulture
 Citywide Catering
3. Training Provider
Manchester Solutions is the training provider in delivering the apprenticeships for
Salford Council. A briefing was held on 24th July with a focus on Manchester
Solutions providing a clear understanding on the apprenticeship framework
including their role, the framework that will be used and the extent of the training
programme.
It was also to provide an opportunity for all involved to look at specific needs of
the priority group and what Salford, as the employer, need to ensure is effective
in conjunction with both Manchester Solutions and Connexions. Final numbers
have yet to be determined following this but it is anticipated there will be at least
12 apprenticeships in the first wave.
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4. Care Leavers and NEET Initiative
A close working relationship entails between Human Resources, Connexions
and Salford’s Next Step service in line with the priority group taking up the
apprenticeships on offer. Connexions currently have 25 Not in Education,
Employment or Training (NEET) young people who are all care leavers that they
are working closely with to find work experience and employment. They have
just began an ESF funded initiative that they have given provision to Next Step
for the Care Leavers and Looked After Children.
The funding provides an initial 5 week pre-employment activity programme
delivered by a Life Coach, preparing the young people for work and giving them
continuous support throughout these 5 weeks. Following those 5 weeks the
individuals then have a work placement for 8 weeks as part of the funding
provision.
One proposal in line with this initiative is for the young people to begin the 8
week work placement in the service area of the available apprenticeship they are
interested in. Following the 8 week placement, they subsequently begin an
apprenticeship in the same service area.
The first programme began on 28 July with 7 NEET young people and
Connexions have further courses planned over the next 12 months envisaging a
roll-on roll-off apprenticeship programme rather than annual recruitment for a
September intake.
5. Manchester Solutions Briefing
During the briefing it was identified by Manchester Solutions that approximately 3
– 4 frameworks need developing for the roles available. The frameworks will be
developed by Manchester Solutions with input from managers at all stages.
Manchester Solutions established the assessment route for the apprenticeships
along with the support provisions in place for apprentices throughout completion.
Salford Council and Connexions can also offer key elements of support through
appointment of Corporate Parenting Role at Salford Council and key workers for
the young people at Connexions.
6. Pay Proposal
Consideration needs to be given in the salaries of the apprenticeships with
particular regard to the needs of the Care Leavers and NEET (Not in Education,
Employment or Training) young people priority group. This is to ensure there are
no implications or detrimental impacts for any of those young people living on
their own.
A number of options have been considered and one that was felt was fair and
consistent for all apprenticeships is detailed in the table below. This pay
proposal uses the hourly rate for National Minimum Wage for those aged 18 – 21
years although the rate would be applied across all apprentices regardless of
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age. It is proposed that Salford Council would pay 10% on top of this rate with 6
monthly increments of a further 5% throughout the progression of the
apprenticeship. Upon completion the individual would then move to normal rate
for the job.
For an apprentice who joins us at 22 years or over they would begin on the
annual salary for National Minimum Wage, again with increments at 6 monthly
intervals.
Hourly Annual
Rate
Salary
(18-21
NMW
rate)
£4.77
£8,929.44
Annual
6 month
Salary
increment
Plus 10% (plus 5%)
Hourly Annual
Rate
Salary
(22+)
£5.73
£10,726.56
Annual
Salary
Plus 10%
N/a
12 month
increment
(plus 5%)
18 month
increment
(plus 5%)
2 year
progression
(SCP 4)
£9,822.38 £10,313.50 £10,829.18 £11,370.64 £11,995
6 month
increment
(plus 5%)
£11,262.89
12 month
increment
(SCP 4)
£11,995
18 month
increment
(SCP 5)
£12,160
2 year
progression
(SCP 6)
£12,334
Rather than salaries be based on the age of each apprentice it would instead be
based as an apprenticeship rate for the role they are undertaking at Salford
Council with fair opportunity for progression.
7. Conclusions

There is definitive progress of the implementation of apprenticeships and a
number of services are working closely with us to ensure it is achieved
effectively.

Manchester Solutions are co-ordinating the development of the
apprenticeship framework and refining job descriptions with managers to
reflect an apprenticeship role.

Apprenticeship salaries have been proposed but not yet confirmed.
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