This Week's News 26.05.17

Becoming an end-point assessment host centre for VCTC

It seems that awarding organisation for hairdressing VCTC is ahead of the game and has beaten City & Guilds in publishing detailed information about becoming an end-point assessment host centre. We expect that City & Guilds will publish their guidelines soon but there is nothing to prevent salons applying to another awarding organisation such as VCTC. Centres seeking to become a recognised end-point assessment centre should complete an Application to become an end-point assessment centre and submit this to VTCT's Centre Processing department. On receipt of an application VTCT may instruct an IAE to undertake a centre approval visit. Approval visits will be conducted at the discretion of VTCT's External Quality Assurance Manager and will depend on the current network of host centres and the regional demand for additional assessment centres.  Interested centres should first familiarise themselves with the criteria that must be met to become an end-point assessment host centre. The criteria are specified in the document entitled 'VCTC Approval Report for End Point Assessment Centres'. Centre approval to become an end-point assessment host centre will be judged against these criteria. You may also find it helpful to read VCTC Guide to End Point Assessment (including charges)

Employing under 18s

There are a number of employment rights all workers have when they start a job, but young workers - those under 18 years old - usually have a few additional or different rights to protect them at work.

Key points:

  • Young workers are entitled to two days off per week.
  • A daily rest break of 12 consecutive hours (the break between finishing work one day and starting work the next).
  • A rest break of at least 30 minutes if the working day lasts more than 4.5 hours.
  • Young workers normally will not work more than 8 hours a day and 40 hours a week.
  • Young workers don't normally work at night - however, there are some exceptions.
  • Workers aged 16-17 are entitled to be paid at least the National Minimum Wage at the relevant rate.

The Equality Act 2010 makes it unlawful to discriminate against employees, job seekers and trainees because of their Age discrimination, this includes young workers. There are four types of age discrimination:

  • Direct discrimination - treating someone less favourably because of their actual, or perceived age.
  • Indirect discrimination - when a policy or practice which applies to all workers, but disadvantages people of a particular age.
  • Harassment - when unwanted conduct related to age creates an offensive environment for that individual.
  • Victimisation - unfair treat of an employee who has made or supported a complaint about age discrimination.

Health & Safety
When employing young workers under the age of 18, employers have the same responsibilities for their health and safety as they do for all workers. Many young workers will be unfamiliar with risks and the behaviours expected of them. They may need additional help and training to allow them to carry out their work without putting themselves and others at risk. This is why often age limits are in place on the use of some equipment and machinery such as fork lift trucks.

Download the Acas guide Employing Younger Workers

Tips for interviewing apprentices

If you are recruiting 1618-year-olds straight out of school or college, they might have some part-time work experience but that will be different from full-time work. They are unlikely to have the same confidence and ability to communicate their skills as more experienced/older workers.

Sample apprenticeship interview questions
Below are some sample questions that you may want to use when interviewing an apprentice. It is important to remember that this may be the young person's first job interview, so they may need guidance and support through the interview. It is best if you ask no more than 8-10 questions.

  1. Why have you applied for this apprenticeship?
  2. What do you think we are looking for in an apprentice?
  3. The training for the apprenticeship includes undertaking qualifications while working full-time, and may at times be demanding. How would you organise yourself to balance your study and job, and ensure you complete your work on time?
  4. How would you rate your organisational skills on a level of 1-5 (1 being the lowest)? Can you give us an example to illustrate this?
  5. Can you give an example of when you have had to work independently and use your initiative either through study or work?
  6. How do you cope under pressure and in stressful situations?
  7. Can you give an example of when you have had to deal with a difficult situation either in work, life or school, and how you managed it?
  8. Tell us about something new that you have learned in the last 6 months and what did you gain from it?
  9. What do you understand by a customer-focused service, and how do you think it will apply to this job?
  10. What do you understand by working in a team, and what are 3 important attributes of a good team player?
  11. Where do you see yourself in 3-5 years' time?
  12. Is there anything we haven't asked you that you would like to tell us about yourself to support your application?


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