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This Week's News 27.10.17

Level 2 hair professional apprenticeship standard & assessment plan

Download the Hair Professional Standard.
Download the Assessment Plan for Hair Professional


Becoming an independent end-point assessor

Be an independent end-point assessor


VTCT calls for government support

The awarding organisation VTCT is leading the industry in calling for Government to support the hair industry and to recognise and support the value of careers in hair and beauty. Read more


Apprenticeship funding model report provokes dismay

A long-awaited report on whether the government's forecasting tool to predict apprenticeship starts is working has caused dismay over "seriously flawed” assumptions.  Read more


Helping you to tackle the apprenticeship recruitment crisis

The number of young people taking up hairdressing apprenticeships has fallen over the past few years, as shown in the table below.   This has placed pressure on employers to recruit from a declining pool of candidates.

Contract Year Number of Hairdressing Apprenticeship Starts (national)
2007-08 16,520
2009-10 16.150
2010-11 16,240
2011-12 16,450
2012-13 16,610
2013-14 15,590
2014-15 14,670
2015-16 13,180
2016-17 5,600 (Aug to Oct 17)

Employers have reported taking on young people as apprentices they wouldn't have considered several years ago.  Although it would be dangerous to generalise, employers have recognised some common characteristics:

  • Difficult or disruptive home life
  • Shorter attention span
  • Increased absences / poor punctuality
  • Difficulty following instructions
  • Blatant disregard of salon rules - e.g. chewing gum, checking phone while on the salon floor
  • Struggling to calculate mixing quantities and development times
  • Less confident and lower self-esteem
  • Difficulties organising themselves e.g. finding models for assessments / getting to work on time

Advertising vacancies on your website / facebook page

  • You don't necessarily need a form on the website to complete - ask them to email or pop in with their CV
  • If you're offering more than the apprenticeship wage of £3.50 and hour, shout about it!
  • If you offer help towards their travel costs, say so
  • Mention any commission, bonuses and other incentives
  • As an apprentice, they can purchase a NUS Apprentice Extra Discount Card for £12 - or you could purchase one for them 
  • Say they'll be able to get their hair done, free of charge

The interview

  • Why you have applied for this apprenticeship?
  • What do you think we are looking for in an apprentice?
  • The training includes taking 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?
  • How would you rate your organisational skills on a level of 1 -5 (1 being the lowest)?
  • Can you give me an example to illustrate this?
  • Can you give an example of when you have had to work independently and use your initiative either through study or work?
  • Can you tell us how you cope under pressure and in stressful situations?
  • 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?
  • Can you tell us about something new that you have learned in the last 6 months and what you have gained from it?
  • What do you understand by a customer-focused service, and how do you think it will apply to this job?
  • What do you understand by working in a team, and what are 3 important attributes of a good team player?
  • Where do you see yourself in 3/5 years' time?
  • Is there anything we haven't asked you that you would like to tell us about yourself to support your application?

Having looked at partner salons with the highest success rates, they say they have achieved this through:

  • Appointing a workplace mentor to provide support to apprentices on a day-to-day basis
  • An in-salon assessor who accelerates achievement by carrying out assessments between ITS visits
  • Paying a higher salary than the apprenticeship wage
  • Celebrating their achievements
  • Giving apprentices time off for any training that happens outside of their normal working hours
  • Encouraging apprentices to take responsibility for planning work rotas
  • Reducing the number of hours apprentices work from 40 hours to 37.5 or even 35 hours per week
  • Allowing apprentices who have a long or difficult commute to leave work slightly earlier or receive help towards their travel costs
  • Taking an interest in their ITS work by looking at what they have done and making sure they complete any work that has been set
  • Offering incentives in the form of cash/prizes for such things as ‘Assistant of the Month' and ‘Most Retail Sold'

The induction needs to be:

  • Planned
  • Documented
  • Not a one size fits all approach
  • Links to training & development
  • Allocate a mentor/buddy who meet them each week

The first few weeks

As a manager, supervisor or mentor of a new apprentice, one of the most important things you can do is manage expectations - not just of the wider business but your own expectations too. Be really clear from the outset of what you expect from them. You may also find it useful to set objectives and outcomes for each piece of work in the short term to help guide them in the right direction. The more time you put in to training and mentoring your apprentices the more they are likely to succeed!


No news is bad news on permanent boss for IfA

Attempts to recruit a permanent chief executive of the Institute for Apprenticeships (IfL) are still ongoing, six months after the process was launched. The wait for a permanent chief executive is of particular concern at a time when the sector is crying out for leadership, amid mounting teething problems with the new levy system. Things have come to a head with last week's revelation that apprenticeship starts had plummeted by 61 per cent since May, compared with the same period last year. The IfA has many key responsibilities, including developing and maintaining quality criteria for the approval of apprenticeship standards and assessment plans, which it also publishes, and quality-assuring the delivery of end-point assessments.


EPA crisis point: the learners who can't complete

End-point assessment has hit crisis point - as FE leaders warn that the first wave of learners are reaching the end of their courses without a final test in place.  The DfE declined to comment on the claims but Stephen Wright, the FAB's (Federation of Awarding Bodies) chief executive, said that if it were true that even one learner had reached the end of their apprenticeship without being able to sit a final exam, 'the credibility of the whole apprenticeship system' would be "called into question".


High satisfaction continues for employers using independent providers

Independent training providers have once again proved to be more popular with employers than colleges, according to government research.  A huge 88.1 per cent of the more than 60,000 employers surveyed said they were satisfied with independent training providers, according to the Education and Skills Funding Agency's latest employer satisfaction survey, based on training in 2016/17.  The survey, carried out between April and July 2017.


Budget 2017: Non-levy funding looms large

The autumn budget will be delivered by the chancellor on November 22, and leading sector bodies have made requests to benefit colleges, and independent and adult learning providers. Read more


NSPCC annual review

The NSPCC has published its annual review of what children and young people contacted Childline about during 2016/17. Key findings include:

  • Childline provided more than 295,000 counselling sessions to children and young people;
  • 1 in 3 counselling sessions related to mental and emotional health and wellbeing issues (including self-harm and suicidal thoughts or feelings);
  • there were more than 22,400 counselling sessions about suicidal thoughts and feelings - the highest ever;
  • the top three concerns young people were counselled about were mental and emotional health, family relationships, and bullying or cyberbullying.

RUN. HIDE. TELL. Firearms and weapons attacks

Spending 4 minutes watching this video could save your life and protect others.


Put down your phone for 15 minutes a day

Mental health experts are urging young people to have a phone-free 15 minutes a day. Some 21 per cent of those aged 18-25 spend more than six hours a day on the smartphones. However, 60 per cent of young people agree that they would benefit from taking a short break from the devices. Thirty-four per cent of this age group felt anxious when separated from their smartphones while 55 per cent said they had missed what someone was saying because they were distracted by their smartphone and 46 per cent had checked their phones during dinner.


Team ITS warmly welcomes these learners who started their Apprenticeships this week

Emily Tropia - Level 2 Hair Professional Apprenticeship - Glitterati, Weybridge
Lauren Molloy - Level 2 Hair Professional Apprenticeship - Armstrong Haircutters, Ashford


Congratulations to the following learners who completed their Apprenticeships this week

Chloe Hardman - Level 3 Advanced Apprenticeship - Academy, Esher
Jade Luke - Level 2 Intermediate Apprenticeship - Remington Harrow, Farnham
Jasmine Joyce - Level 2 Intermediate Apprenticeship - Leo Bancroft, Weybridge
Lucy Fagan - Level 2 Intermediate Apprenticeship - Glitterati, Weybridge
Sade Mackinnon - Level 3 Advanced Apprenticeship - Academy, Esher


 

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