This Week's News 21.04.17
Hair professional standard - your questions answered
What's the difference between an apprenticeship framework and an apprenticeship standard?
Apprenticeship frameworks at level 2 are being phased out and replaced by a new Hair Professional trailblazer standard from May 2017. The Hair Professional standard is set at a higher level than the level 2 intermediate apprenticeship frameworks and includes some knowledge, skills or behaviours which are at level 3 in the advanced apprenticeship frameworks, which is also being phased out.
What's different about the Hair Professional standard?
To achieve the new apprenticeship, learners must successfully complete:
- An end-point assessment carried out by an Independent Apprenticeship Examiner at the end of the apprenticeship, similar to a trade test.
- A new qualification, the Diploma for Hair Professionals.
- Maths and English functional skills at level 2 test. Those who have achieved maths and English GCSE at grade A*-C are exempt from functional skills.
- Apprenticeships will be graded at pass or distinction depending on the learner's performance in the end-point assessment.
- The qualification is assessed as the apprentice progresses through their learning journey.
- The final part of the qualification is the end-point assessment.
- Apart from the end-point assessment, all assessment will be carried out as it is at the moment.
How do I know what learners should be taught?
The Employer's Occupational Brief sets out the detailed information about what learners should be able to do and what they should know and understand for each part of the apprenticeship standard and for each unit of the Diploma for Hair Professionals.
How is the new standard assessed?
An Independent Apprenticeship Examiner will observe learners carrying out specified practical tasks, set out in the assessment plan. They will also use oral questioning to check the learner's knowledge, skills and understanding, also set out in the assessment plan. The end-point assessment will be graded based on the learner's overall performance. Click here for the Hair Professional assessment plan.
Can learners retake the end-point assessment?
Yes, but they must re-do the whole assessment. They cannot retake just parts of the assessment because it is a holistic assessment. At the time of writing, there is no time limit on the number of retakes. However, there will be additional costs for any retakes which are unlikely to be covered by funding. Employers are therefore strongly advised to enter learners for the end-point assessment only when they are confident that they are competent in all the skills, knowledge and behaviours required for the end-point assessment.
Handy 2-sided summary about apprenticeships
Download from here
Handy 2-sided summary about apprenticeships for employers
Download from here
Handy 2-sided summary about apprenticeships for parents
Download from here
Hair professional standard
Download the standard from here
Hair professional assessment plan
Download the assessment plan from here
Would you like to be an Independent Apprenticeship Examiner?
If you are interested in becoming an Independent Apprenticeship Examiner, check that you meet the criteria (see page 5 of the hair professional assessment plan) and email email@example.com with information about your skills and experience together with your contact details. These will be passed on to the Awarding Organisations which are approved for the qualification.
Please read - this WILL affect YOU from 1st May 2017!
Over the past 18 months, we've included many articles in our weekly newsletter 'This Week's News' about the changes to apprenticeship funding and the introduction of a new Hair Professional standard. It's now only 9 days until these changes come into effect and a survey of the employers we work with shows quite a few do not know how this will affect them. We have produced this summary of the changes, which we hope you will find helpful.
Framework to be replaced by standard
A new Hair Professional apprenticeship standard replaces the existing level 2 apprenticeship framework. The new qualification includes an independent end-point assessment (EPA) that will require apprentices to spend a day being observed while carrying out specific salon services on models. The EPA will not take place on your premises.
Delays anticipated for new Hair Professional standard sign ups
Whilst funding is available from 1st May, City and Guilds are still finalising the details of the assessment plans and updating the e-portfolio; they expect these will be available between May and July so we cannot sign up a new level 2 apprentice until City and Guilds have these available.
Level 3 apprenticeship Framework
The existing apprenticeship framework will continue for advanced (level 3) apprentices until it is replaced by the Senior Hair Professional standard around the end of 2017.
Keeping you informed
We will endeavour to keep you updated through our weekly newsletter This Week's News, our Facebook page and at the next Partner Salon Network meeting at the University of Surrey on Monday 8th May. You can also follow updates on Gov.uk and City and Guilds.
Summary of apprenticeship funding changes for employers with fewer than 50 employees
16-18-year-old Level 2 Hair Professional apprenticeship standard (or 19+ with an Education Health and Care (EHC) plan)
Employers are not required to pay a financial contribution and will receive £1,000 incentive payment from the Government, paid in two instalments.
19+ Level 2 Hair Professional apprenticeship standard
If the salon does not have an active in-salon assessor, the employer will be required to pay £900. For salons with an active in-salon assessor, the fee is £800.
16-18-year-old* Level 3 Advanced Apprenticeship Framework
You need to know that the funding for this has been cut by over 50%. The government will pay employers £1,000 incentive. Employers can direct this incentive payment to ITS and we will require employers to do this to help offset the 50% reduction in the funding. Partner salons with an in-salon assessor will receive £500 when the apprentice successfully achieves the apprenticeship.
19+ Level 3 Advanced Apprenticeship Framework
The Government require employers to contribute £300 and ITS will charge an additional £700 to help offset the reduced funding, making the employer's total contribution £1,000.
Alcohol and why young people drink
This video (4 mins 33 secs) looks at underage drinking. Topics covered include reasons why young people drink, the effects of alcohol on the mind, vulnerability and keeping safe.
Contract of employment and written statement of terms and conditions
- A contract of employment is an agreement between an employer and employee and is the basis of the employment relationship.
- Most employment contracts do not need to be in writing to be legally valid, but it is better if they are.
- A contract 'starts' as soon as an offer of employment is accepted. Starting work proves that the employee accepts the terms and conditions offered by the employer.
- Most employees are legally entitled to a Written Statement of the main terms and conditions of employment within two calendar months of starting work.
- An existing contract of employment can be varied only with the agreement of both parties.
Written statement of the terms and conditions of employment
The apprentice must be involved in active learning or monitored workplace practice throughout an apprenticeship.
The minimum duration of each apprenticeship is based on the apprentice working 30 hours a week or more, including any off-the-job training they undertake.
The employer must allow the apprentice to complete the apprenticeship within their working hours. This also applies to English and maths.
Acas provide a template that can be downloaded and adapted as required Written Statement of Employment
Common mistakes to avoid on a contract and statement of the terms and conditions of employment
Including the Default Retirement Age (DRA)
The DRA was abolished from 1st October 2011. There is nothing to stop an employer from coming to a contractual agreement with an employee about their future retirement date but it is unlikely to have any legal force.
Example statement: "The Company does not operate a normal retirement age and so you will not be compulsorily retired on reaching a particular age. However,you can choose to retire voluntarily at any time, provided you give the Company the required period of notice of termination of your employment."
Failing to include details of auto-enrolment into a pension scheme
Example statement: "If you are eligible, the Company will auto-enrol you into a pension scheme, in accordance with the Company's pension auto-enrolment obligations. Full details of the scheme will be provided when you are enrolled, including the minimum contribution level that you will be required to make and your right to opt out if you do not want to join the scheme. While participating in the scheme, you agree to worker pension contributions being deducted from your salary. The scheme is subject to its rules as may be amended from time to time, and the Company may replace the scheme with another pension scheme at any time."
Failing to include the rights of young workers (those under 18 years old)
Requiring young workers to work in excess of 40 hours per week
Apprentices up to the age of 18 must not be asked to:
- attend training on their day off unless another day off is offered in lieu of this within the same week
- attend training at the end of the working day unless arrangements are in place for the time to be 'given back' within the same week
- work without at least 11 hours between shifts
Failing to pay the correct wage
National Minimum Wage and National Living Wage rates
Requiring workers to pay for their own protective equipment
By virtue of Section 9 of the Health and Safety at Work etc. Act 1974, no charge can be made to the worker for the provision of PPE which is used only at work. Section 9 of the Health and Safety at Work etc. Act 1974 states: "No employer shall levy or permit to be levied on any employee of his any charge in respect of anything done or provided in pursuance of any specific requirement of the relevant statutory provisions". Section 9 applies to these Regulations because they impose a 'specific requirement' - i.e. to provide PPE.
A restrictive covenant can be fairly generalised, or it can include specific restrictions such as preventing the employee from setting up in direct competition to their former employer within a certain radius of the registered business and/or within specified product lines. Effectively, a restrictive covenant provides a certain level of protection for employers both during an employee's time at a company, and afterwards. A typical restrictive covenant often seen in hairdressing contracts is a radius clause that prohibits the ex-employee from working within a specified radius of the salon for a specified length of time. A restrictive covenant such as prohibiting an apprentice from working within a 2.5 mile radius should they leave is unlikely to be enforceable. This is because an apprentice is in training and would not have the skills to compete with a business in the same way that a stylist could.
Partner salon network meeting
Date: Monday 8th May
Time 6.00-8.30 pm (registration and refreshments from 5.30 pm)
Venue: School of Management Building, University of Surrey,Stag Hill Campus, Guildford GU2 7XH
Further details: please speak with your ITS Trainer/Assessor or call us on 02392 591666
The second English & Maths Club to be held alongside the Partner Salon Network meeting at the University of Surrey on Monday 8th May.
ALL apprentices are very welcome and encouraged to attend.
Photographic competition 2017 'Best of British'
Entry deadline: midday on Friday 30th June
Judging: Thursday 6th July
More details at: www.its-ltd.net/existing-partner-salons/photo-competition (you will need to log in to gain access)
Team ITS warmly welcomes the following learners who started their Apprenticeships this week
Chloe Bellfield - Level 3 Advanced Apprenticeship - Aveda, Walton-on-Thames
Megan Fisher - Level 3 Advanced Apprenticeship - Amandege, Weybridge
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