An Alternative to College With Training in the Workplace

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Training Journey

1. Information Advice and Guidance Policy

Academy for Training and Development Ltd recognises that it is important to deliver effective and professional Information, Advice and Guidance (IAG) so that prospective and current learners receive relevant information to make an informed choice about their career. This ensures that learners who sign up to a training programme with our company are on the right course to help them progress in their career. During the IAG, the trainer may refer the learner to another organisation if it’s agreed that they could offer a better service suited for the learners needs. For example, they may offer a course that the learner would prefer to complete but we can not provide.

The IAG services are impartial, knowledgeable and free and can be provided face-to-face, by telephone or in written format, depending on what suits the learner. Academy aims to meet the needs of employers by providing the IAG that relates to business training needs as well as supporting learners through their training. Advice will also be given to employers so they can explore all possible courses that are on offer and which ones will suit their establishment best. We will also give employers IAG services on the different funding options available and which would work best for the employer. All discussions with an individual are regarded as confidential and if information is to be revealed to a third party, staff will gain informed consent first.

 

2. Pre-Programme Checks (Eligibility and Health and Safety)

The Academy’s trainers will check that that a learner is eligible for government funding by asking for information such as age and any previously attained qualifications. The Academy’s trainers will also complete a health and safety check at the work placement to check that it is safe before a learner starts their training programme.

An application form will need to be completed by the learner which will include their personal details, any previous work experience and previously attained qualifications. This information is required to allow the Academy to access government funding, which will pay for the course.

After the learners first meeting with their trainer, they will need to provide their National Insurance Number and any original certificates that may have been previously achieved (Including Maths and English).

The main cost to employers will be time. The learner will need to meet their trainer at least once a month for a review. The learner will also need time to complete any work that their trainer has asked them to do. Some employers may need to make a contribution to the funding costs but this will be determined by the learners age, previous qualifications, etc. The learner’s must also receive a wage that meets the apprentice minimum wage. The employer and the learner must both be committed to the training programme throughout the duration of the training which will be at least 12 months.

 

3. Initial Assessment

The trainer will request the learner to complete an initial assessment in Maths, English, and ICT (if applicable) so that they can determine what skills the learner has as well as what skills the learner could improve on. This will also help the trainer determine what level qualification the learner should do and what assistance may be needed. A diagnostic assessment may also be completed by the learner which will show the trainer exactly where the strengths and weaknesses are so appropriate support can be planned.

 

4. Individual Learning Plan (ILP)                                                            

An ILP is a form that establishes and plans the goals, deadlines and objectives for an individual learner and it is used to help learners value and engage in the learning process.

All learners will be given an ILP which details all of the different components of their programme which may include the competence-based element (formally known as NVQ), knowledge principles (tech cert), ERR (Employment Rights and Responsibilities), PLTS (Personal Learning and Thinking Skills) and Functional Skills. The ILP will also outline any additional learner needs or support to
help learners achieve all of their components. To understand the learner’s needs and support, the trainers will complete a ‘skill scan’ with the learner. The ‘Skill Scan’, will be analysed by the trainer and the learner will discuss which of the qualification units they have used at work or have completed before. This will help the trainer decide which level of support is most appropriate for the learner, as well as whether additional training will be needed to help the learner demonstrate their competence.

The ILP is regularly updated throughout the training programme and details on the ILP will include the qualification units that have been chosen, additional training required and a timetable for each component to be achieved.

 

5. Induction

The purpose of the Induction Process is to ensure the effective integration of a learner onto a training programme. Any other paper work that needs to be filled out will be done at this stage and the learner will be advised about the framework of qualifications that they will be completing. Units for the qualification will be chosen by the learner and they will then be guided through the training, learning and assessment process. The learner will also be guided through the portfolio, how to collate and submit evidence and will be given general advice whilst on the scheme. The learner will be advised about the framework of the qualifications that they will be completing and any other paper work will be completed. The paper work includes the ILR form where the learner should check that all details are correct; the form is needed so we can claim funding from the government for the cost of the training.

 

6. Training and Assessment (Methods)

The qualification consists of the combination of a competence based element (formally NVQ) and knowledge principles (Tech Cert). The practical and theoretical skills needed for the job role are taught by a combination of the employer and trainer and then assessed by the trainer. Other components include Functional skills, ERR (Employment Rights and Responsibilities) and PLTS (Personal Learning and Thinking Skills).

The Academy trainer will visit the learner at their work place at lease once a month to ensure the learner’s programme stays on track and that they will complete on time. Each learner will have the choice to have a paper or electronic portfolio where evidence and documents will be filed. If paper, portfolios will need to be brought to each visit along with any completed work that the trainer has set the learner to complete. It is the learner’s responsibility to prepare everything needed for the visit in advance of any assessments. For example, if the trainer wants to observe a learner cooking a dish, the learner will need to ensure that this is planned and agreed with their manager. If, for any reason, a learner is unable to attend an appointment with their trainer, the trainer must be told so in advance. Failure to attend appointments, lack of work or slow progression could result in the learner being dropped from the programme.

Training Methods

Assessment Methods

One-to-One –   Trainers will teach learners knowledge for units that they’re completing   one-to-one. Trainers will provide learners with material that is specifically   for that learner. This method also allows for learners to go at their own   pace as there are no time constraints and the trainer is focussing on just   one learner.

Observations   – Trainers will visit learners at their work place and observe them   undertaking a planned task whilst working. Photo’s, video’s or audio   recordings can be taken to act as evidence and the assessment day will be   planned in advance.

Scheduled Training   – This is when a session is planned so that the trainer or employer can teach   the learner a specific task. For example, a trainer may plan a visit and say   what information they are going to go through on that day.

Professional   Discussions These are planned conversations between the learner and   their trainer where specific topics are discussed about a unit the learner is   undertaking. Notes could be written down by the trainer and then a write up   can be produced about what was reported or the conversation could be   recorded.

Unscheduled   Training This is when teaching or training occurs that wasn’t planned.   For example, when in the workplace, a learner may ask an employer a question.   The employer may then explain the task to the learner and more about it. This   is unplanned.

Witness   Testimonies These can be written by someone that you work with (usually   a manager) who has observed a learner complete a specific task. This will   need to be signed and dated by the learner and the witness.

External Courses   – This is a planned course which an employer may send an employee to so they   are more trained in a certain area. For example, those who are completing   hospitality qualifications may complete a food hygiene course which will be   useful for their job.

Written   Questions and Assignments Trainers can set learners questions or   assignments which will require them to research a topic – sources of   information can be suggested if needed. These will be handed to the trainer   on the next visit, where the trainer can mark the work and give the learner   feedback. If functional skills are being completed, on-line tests and   completing assignments will be part of this section.

Self-Study   Trainers may set learners research tasks and learners will be teaching and   researching information themselves. This can also be done by learners looking   up information over the internet or by looking through text books, etc.

Oral Questions   – Part of the criteria that learners will need to complete involves knowledge   questions and asking questions verbally can be a useful method show that the   learner has good knowledge. This can be useful for tasks that are harder to   observe.

 

7. Midway IAG

An IAG will be completed mid-way through the programme, which is helpful for the learners and employers to know exactly where they are in the programme and how is they are progressing against targets set in the ILP. During this learners will be told what they have already achieved as well as what is left to complete – which will be in relation to the planned end date to ensure learners finish on time. Targets and support will be reviewed to meet the needs of the learner. If targets are not being met, new challenging targets can be set in the future.

 

8. Portfolio check

By gathering evidence, learners will build up a portfolio. It is the job of the Internal Quality Assessor (IQA) to verify and check the evidence and work that has been gathered to ensure it meets occupational standards laid out by the awarding body in order for the learner to gain their qualification. The IQA will also provide constructive feedback on the work and will make recommendations on what to do next, etc.

The IQA may request the portfolio between 3-6 months of training as a sample – this will also help to check that learners are on track with their training. There will also be portfolio check at the end of the training which (providing all the evidence is adequate) will result in work being signed off, and the qualification being achieved.

 

9. Training and Assessment

Learners are expected to attend all sessions that have been booked in with their trainers. Depending on the learners needs, work-based and classroom-based assessments or learning can take place – learners must also prove competence of their own work whilst on the programme. A large range of teaching and learning activities which support the learners learning style will take place in the work placement and will provide knowledge to help requirements for individual units. Learners will also receive one to one tutorial time to support their individual needs and help the learner produce a successful portfolio. The portfolio of evidence that will be produced will be assessed and verified by the Academy and will be carried out by qualified trainers and internal verifier.

 

10. Internal Quality Assuror (IQA)

To ensure that qualifications are properly assessed to national standards and to quality assure the training learners receive, all the assessment decisions made by our trainers are verified. This includes their marking of any tests or questions, and evidence that is provided in the portfolio.

The Academy has Internal Quality Insurers who will check, support and approve the assessment decisions made by the trainers. Learners may meet the Internal Quality Insurer if they accompany the trainer on one of their visits to the workplace.

 

11. External Quality Assuror (EQA)

Once the portfolio has been checked by the IQA, it will be checked by the EQA. The EQA will verify the assessment decision made – and ensures that the work meets the national standards and evidence requirements. This results in assessments being made consistent and fair.

 

12. Certification

Once the EQA has verified the learner’s portfolio, the certificates will arrive at the Academy’s office. The certificates are an official document that will prove to future and current employers that learners are competent and knowledgeable in the area of study. Once we receive the certificates, we will deliver them to the learners and ask for any feedback on our service. Feedback will allow us to improve and develop our services in the future.

 

13. End of training IAG

After learners have completed their qualification, the trainer will sit down with them and complete a new IAG. More information will also be given so learner’s can explore your future options.

 

14. Next Step

The learner will decide what next step is best for them. They may decide that they want to stay in the employment that they have carried out their training in, now that they are trained in that area. The Academy offers level 2, 3 and 4 courses, so the learner may also choose to do the next level up so they have more knowledge and competence in their chosen career.

 

Extra Information

Academy has a number of policies available on demand to assist us in delivering fair, consistent and impartial training.

 

Equal Opportunities / Diversity

Everyone have the right to be treated with dignity and respect. Nobody should be subjected to discrimination, bullying, harassment, or victimisation in any way as a result of their gender, marital status, sexual orientation, race, nationality, ethnic origin, religious belief, disability, health problems, age or membership or non-membership of a trade union.

Trainers will carry out equal opportunities checks to ensure learners are being treated fairly in the workplace and that they are not being discriminated against. Any concerns that learners have can be brought up with their trainers at any time.

 

Health and Safety

As a learner and as an employee, you are entitled to;

The Academy will carry out a health and safety check at the place of work and will also check if you learner have had any work-related accidents at each visit. The risk assessment will be carried out by the Trainer and the manager before any learner can start the programme. If a learner does have an accident at work (i.e. where it needed to fill in the accident book) at any time whilst on the Apprenticeship programme, the trainer must be contacted so we can carry out our own investigation in line with the National Apprenticeship for learners. Learners also have a responsibility to ensure that you work in line with your workplace’s health and safety procedures and ensure that they do not put themselves or others at risk of illness or injury.

 

Safeguarding

Academy is strongly committed to practices that protect children, young people and vulnerable adults from abuse, neglect or significant harm. Our Staff recognises and accepts their responsibility to develop the awareness of the risks and issues involved in safeguarding.

The company also recognises that it has a responsibility to protect staff from unfounded allegations of abuse. The company is committed to working with existing local safeguarding or Adult Safeguarding Boards and other health and social care partnerships to ensure the safeguarding of its learners. The company will ensure it has one nominated person, the Managing Director, responsible for the development and discharge of any Academy procedures in conjunction with Safeguarding.

 

Data Protection

The information provided on the application form, the results from initial assessments and other forms required for qualifications will be stored electronically and manually to assist us with record keeping and for statistical and research purposes.

It may be passed to other relevant agencies such as the awarding organisation (Pearson) and the government funding and Apprenticeship agencies. All of the details are kept in a secure location by the Academy to prevent unauthorised access.

 

Your Personal Responsibilities

Learners have responsibilities to ensure that they work in line with the relevant laws. To ensure that they complete their learning programme, learner’s must:

 

Appeals and Complaints

If you have any concerns and wish to complain, you can contact the Academies office manager, who will try to rectify the problem. If you still feel dissatisfied after this, the Academies managing director can then be contacted so appropriate action can take place. If you still feel dissatisfied after this, and wish to take your complaint further, you can contact the SFA (Skills Funding Agency) who will then deal with your case.

Academy has an appeals procedure which you’re entitled to use if you are dissatisfied with any aspect of your assessment. You may appeal because:

The first step when making an appeal is to talk to the trainer about the situation to see if they can sort out the problem. If not, the Internal Quality Assessor will look through the evidence to see if they are satisfied with the decision. If you still feel after this that the judgement was unfair, the work will be passed to the External Quality Assuror, who works for the awarding body and therefore their decision will be final.

 

Pearson is Academy’s awarding organisation.

The Awarding Organisation for your qualification is Pearson who has approve the Academy to deliver their Hospitality Qualifications and ensure our staff are professionally trained and experienced to deliver your training assessment. Pearson sets the on-line tests for functional skills and the syllabus and on-line tests for your technical certificate.

 

Sector Skills Council

Each major industrial or commercial sector in the country has a Sector Skills Council (SSC). SSC’s aim to understand the future skills needs of their industry and boost the skills of the sector workforce. Skills gaps and shortages are aimed at being reduced – which would lead to improved productivity. SSC’s will also support employers in developing and managing apprenticeship standards and advise the government on training and employment requirements of each industry.

They are also responsible for designing the content of Apprenticeships. When learners have completed all the individual components and they have been certified by Pearson, the full Apprenticeship certificate will be awarded to learners by Apprenticeship Certificates for England.

 

Academy‘s service promise

At Academy we are fully committed to providing learners with the training, support and guidance that they will need to achieve their qualification.

Our aims are simple: to help employers increase the effectiveness and profitability of their staff, to develop learners’ personal, economic and social status and to enhance the level of service given to their customers and clients. This is reflected in the success of our learners and the quantifiable improvements and benefits for their employers.