Developing Work Ready Skills
through Traineeships
Lindsay Collins
Director of Operations
Kent Association of Training
Organisations
Traineeships: what they are
• Traineeships started 1 August 2013 and are part of the
apprenticeships family.
• A traineeship is designed to help young people who are
focused on getting an apprenticeship or sustainable job but
who do not yet have the skills or experience to compete
successfully for vacancies. Traineeships run for a maximum
of 6 months.
• The traineeships programme has 3 core elements.
• work placement
• work preparation training
• English and maths support, if required
• You can access more information about the core elements
in the Framework for delivery document
Traineeships: who they are aimed at
• Traineeships are available for young people aged 16-24 inclusive,
including young people with Learning Difficulty Assessments or
Education, Health and Care plans. A learner is able to start a
traineeship up to the day before their 25th birthday.
• The core target group for traineeships is young people who:
– are not currently in a job and have little work experience, but who are
focused on work, or the prospect of it
– are aged 16 to 24 and qualified below a level 3 qualification
– employers and training organisations believe have a reasonable
chance of being ready for employment or an apprenticeship within 6
months of taking part in a traineeship programme
What are benefits of a Traineeship for
a young person?
Traineeships have been developed in response to research showing that young
people frequently lack the knowledge and experience employers expect in the
workplace. Work preparation training will put young people in a better position
to compete for an apprenticeship or other job.
– Maths and English support to help give the literacy and numeracy skills needed to
boost chances of getting a job, as well as improving long term prospects and
earning potential over lifetime.
– The opportunity to build a CV and get vital experience with local or national
employers to learn about the business and the industry it operates in.
– Employers at the centre of the work preparation training which ensures ‘work
readiness’ and to gain confidence to take the first step to securing a job and
starting career.
– At the end of work experience placement either a job interview with the
company if a role becomes available or a reference and an exit interview.
What is the attraction for young
people?
• Traineeships are designed to lead to an
Apprenticeship, job or other positive outcome
• Guaranteed “real” employer experience
• On the job training
• No minimum qualifications required to enrol
• Opportunity to try out a sector, job role or
employer
What are benefits of taking on a
Trainee for employers?
• Traineeships are an access point to a good pool of
talent
• Learners and employers gain support with
pastoral care from the providers
• Government funding supports these
opportunities
• Providers support recruitment and selection
which is a free service
• Trainees provide a young fresh pair of eyes, eager
to be trained in your particular ways of working
What are benefits of taking on a
Trainee for employers?
• ‘Try before your buy’, but with commitment to
the long term, Traineeships offer an extended
induction period
• Traineeships form a helpful step towards a full
Apprenticeship
• Trainees are young people with the skills
employers are looking for
• Recruiting Trainees helps employers fulfil their
Corporate Social Responsibility
What Good looks like
• Choice and relevance – Placement matched to
the trainee’s areas of interest and aspiration,
with young people getting involved in real
activity rather than observation or mundane
tasks.
• Organisational readiness – Commitment from
senior managers or owner/manager and a low
ratio of trainees to experienced managers.
What Good looks like
• Written agreement – Made between the trainee,
employer and provider setting out mutual
expectations and commitments, including the
training plan and arrangements for reviews.
• A planned placement – A structured induction,
clear objectives and integrated off-the-job
training, with an identified mentor or buddy.
• Feedback and review – Regular constructive
feedback from managers and formal reviews at
key stages with the manager, provider and
trainee.
Helpful resources for advisors
• http://www.traineeship-staffsupport.co.uk/
• https://www.gov.uk/government/publica
tions/traineeships-operationalinformation/traineeships-supportinginformation
Thank you
Questions?