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Thank you for your interest in the Tech Partnership. Although the organisation has now closed, many of its activities are being taken forward by others, as set out below. Please make contact with them if you are interested in digital skills.
Higher Education (Degrees & Degree Apprenticeships) >>> Tech Partnership Degrees

The collective work of employers and universities continues, with all Higher Education activities - including degrees, degree apprenticeships and Tech Industry Gold accreditation - being taken forward by the new not-for-profit Tech Partnership Degrees.

If you are interested in industry backed degree apprenticeships or degrees, including IT Management for Business (ITMB) and Software Engineering for Business (SEfB), please register to get updates at www.tpdegrees.com or contact Bob Clift on bob.clift@tpdegrees.com, tel 07766 523530.

Many of the Tech Partnership's research factsheets and other online resources are freely available in the Tech Partnership Degrees' library.

Apprenticeship levels 2, 3 & 4 >>> BCS, NSAR and Instructus Skills

Whilst work on degree apprenticeships continues through Tech Partnership Degrees, the organisations work on apprenticeships levels 2, 3 and 4 has been transferred to three companies:

BCS, the Chartered Institute for IT, is supporting employers in their collective work on apprenticeship standards at levels 2, 3 and 4. The contact is adam.thilthorpe@hq.bcs.org.uk, tel 07814 889692.

NSAR, the National Skills Academy for Rail, is supporting employers on the External Quality Assurance of apprenticeships at levels 2, 3 and 4, to ensure parity of end point assessment across different awarding organisations. Contact is via enquiries@nsar.co.uk, tel 0203 021 0575.

Instructus Skills is responsible for certification for digital apprenticeship frameworks. Contact is via skills@instructus.org, tel 01536 738631.

Schools (TechFuture) >>> City and Guilds

The Tech Partnership's work in schools - the TechFuture portfolio of TechFuture Classroom, TechFuture Girls, TechFuture Badges and TechFuture Ambassadors - is now with City and Guilds. If you would like to know more, please contact techfuture@cityandguilds.com or Patrick Craven on patrick.craven@cityandguilds.com, tel 07718 092113

Essential Digital Skills >>> The Department for Education

The Essential Digital Skills Framework defines the digital skills adults need to safely benefit from, participate in and contribute to the digital world. This has been transferred to the Crown, with contact via essential.digitalskills@education.gov.uk.

Thank you for your interest. We hope you will get involved with the new organisations to continue to help the UK develop the digital skills it needs for the future.

The Tech Partnership, September 2018

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Tech Partnership Legacy | Tech Partnership Degrees

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Thank you for your interest in the Tech Partnership. Although the organisation has now closed, many of its activities are being taken forward by others, as set out below. Please make contact with them if you are interested in digital skills.

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[Withdrawn] Apprenticeship funding: how it works

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We’re making changes to the way apprenticeship funding works, including:

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Yes, recent statistics have given some cause for concern to those of us who value and support the growth of the apprenticeships sector: for the second quarter in a row, the Department for Education (DfE) statistics have shown significantly fewer apprenticeship starts compared to the same quarter of last year.

Does this mean there is shrinking demand for apprenticeships? Arguably, no. Clearly something isn't working right, but the problem is blockages in the market, not about fundamental questions of demand. Many point to the negative impact of last year's apprenticeship funding reforms: the CBI has been consistent in highlighting the shortcomings of the apprenticeship levy. There are also bottlenecks in the development of new standards. The number of new apprenticeship standards at degree level, for example, feels like it has been stuck at around 30 for some time, although more are in development.

But especially at the higher and degree level, as awareness of the apprenticeship route grows so does demand, particularly among young people. Our research suggests that 20% of university applicants are seriously considering a degree apprenticeship.* The Resolution Foundation responded to the DfE apprenticeship figures in January by highlighting some reasons for optimism: at higher and degree level, the number of apprenticeship starts by those aged 24 and below are up by more than 30% compared to last year.

And on the supply side, too, while new apprenticeship standards are trickling through development and approval stages, the actual number of opportunities available is picking up much faster. The number of higher and degree apprenticeships listed on UCAS' apprenticeship Careerfinder tool between May 2017 and the January deadline 2018 - the main window when students are typically looking for traditional degree options for autumn 2018 - was almost five times higher than the previous year.

So, clearly some problems to fix to get apprenticeships moving, and given the importance of progression through different levels of apprenticeship it would be wrong to focus only on higher apprenticeships and above. But the positive indicators at this end of the market are welcome signs that apprenticeships are set to become an important part of the higher education landscape.

Mark Wilson, Strategy Manager, UCAS

*UCAS' 2018 New applicant survey
Our verified student audience, and our ability to reach them earlier than anyone else, makes getting your recruitment message to them easy. Find out how UCAS Media can help you recruit quality apprentices.

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Is there a shrinking demand for apprenticeships in 2018? Absolutely not.

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Behind a string of recent 'bad news' stories about apprenticeships, there are some clear silver linings. Positive indicators at this end of the market are welcome signs that apprenticeships are set to become an important part of the higher education landscape.

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What's available?

The degree apprenticeships currently available are listed below. Click the name of the sector to go to the list of approved apprenticeship standards. Each standard sets out the occupation/job role, what an apprentice will be doing, and the skills they'll develop to complete the apprenticeship.

Degree apprenticeships currently in development

The degree apprenticeships currently in development are listed below . Click the name of the sector to go to the list of new apprenticeship standards which are in development, but not yet available. Each standard sets out the occupation/job role, what an apprentice will be doing, and the skills they'll develop to complete the apprenticeship.

See our summary of sectors offering apprenticeships.

You may also want to look at the government's A-Z list of apprenticeships for more information.

FAQs

How do they work?

Apprentices will complete an assessment at the end of the programme, which tests both academic learning and occupational competence developed through on-the-job training.

The programme can be structured in one of two ways:

1. Employers, universities, and professional bodies come together to co-design a fully-integrated degree course specifically for apprentices, which delivers and tests both academic learning and on-the-job training. This may be the preferred approach for many sectors, as the learning is seamless and it doesn't require a separate assessment of occupational competence.

2. Alternatively, sectors may wish to use existing degree programmes to deliver the academic knowledge requirements of that profession. They would then combine this with additional training to meet the full apprenticeship training requirements, and have a separate test of full occupational competence at the end of the programme.

In either case, degrees earned via this route will be awarded by universities and will be of an equivalent standard to degrees taken via the full-time undergraduate route.

What are the benefits of degree apprenticeships?

Apprentices are employed and paid a wage throughout the course.

Apprentices will gain a full degree - bachelor's or master's - without needing to pay student fees.

Apprentices will gain a head start in their chosen profession.

It will allow apprentices to acquire the graduate/postgraduate level skills they need.

Employers can attract new talent - particularly high calibre school-leavers who are keen to earn a degree in a work-based environment.

Training costs are co-funded by the government and the employer.

How do they differ from sandwich degrees and work placements?

Degree apprenticeships build on the existing models of sandwich degrees (spending a year in industry) and work placements (doing industry placements in term time or holidays), but differ in several key ways:

Degree apprentices are employed throughout and are doing paid work from day one.

Employers may view these apprenticeships as a way of recruiting top prospective graduates.

Degree apprentices are likely to have a greater attachment to their employer, and already being employed means they are more likely to stay with that company afterwards. Retention rates for apprentices can exceed 80%.

In cases where a new degree is developed, employers will be able to work with universities to shape the overall degree programme and all aspects of their apprentice's training.

How are degree apprentices recruited?

Apprenticeships are jobs and so employers are ultimately responsible for recruitment. Both employers and universities will need to be satisfied the applicant meets their respective requirements. It is likely that some employers and universities will therefore do recruitment jointly.

As with other apprenticeships, employers may choose to advertise vacancies on the 'Find an apprenticeship' website.

Advice on degree apprenticeships from universities and colleges

We've asked universities and colleges to share their advice and tips to help you decide whether an apprenticeship is right for you. Here is some sound advice and insight into what it's like to study an apprenticeship, top application tips, interview tips and support advice.

1. What are the key features and aptitudes of successful apprenticeship applicants?
Willingness to work hard, because they will be studying and doing a full-time job. They also need to be confident and mature to handle their responsibilities in the workplace. Academically, they can have different types of qualifications, but they all need to be bright and able to learn independently.

2. What are the biggest challenges for young people doing a higher or degree apprenticeship?
Just making enough time to do everything in the day calls for great time management skills.

3. Apprenticeships are still seen by some people as 'second best' to full-time higher education, if a student's grades are lower than they hoped. What is your view of apprenticeships as an option?
A degree apprenticeship is academically just as challenging as a traditional degree, but has additional pressures of working at the same time! Apprentices need to be as bright as undergraduates, but more disciplined too. I believe people who have gone through the degree apprenticeship route will outstrip graduates, because they have deep experience of work context in addition to theoretical knowledge. Young people with high grades should definitely investigate this route - once people realise the advantages, competition for places will become fierce.

4. What advice would you give to students who think they want to do a degree apprenticeship, but are not sure if it's for them?
Start planning early and try to get some work experience in the sector you're interested in. Go to university open days and talk to the people who are delivering the programmes to find out more. There is a range of different study options, so think about what would suit your learning style. If you really aren't right for it, don't do it. Traditional degrees are very valuable and give people time to explore different options, while building their confidence and experience.

5. What are the top three things you look for in an application?
Enthusiasm for the subject. Like any degree, a genuine interest in what you are studying makes study more rewarding, which improves your chances of success. Secondly, we need to establish the applicant has the academic ability to succeed, so we don't set up weak applicants to fail. That involves grades, but we would also test numerical and reasoning skills. An applicant's character is really important - they need to be mature enough to enter the workplace, and dedicated enough to work and study at the same time.

6. What are the most common weaknesses in applications/applicants?
We need academically strong applicants - some people apply after exhausting other possibilities, and they can really struggle. Maturity is very important, so if you feel you have some growing up to do, consider taking some time out of education to build your confidence. Doing paid or voluntary work will help you learn responsibility and interact with people outside of school.

7. What do you consider when deciding whether or not to interview applicants?
They have to pass some basic grade thresholds, and online tests for numerical skills, aptitude, and attitude.

8. What tips would you give applicants for getting the most out of interviews?
Remember you are being interviewed to be an employee, as well as a student. You need to present yourself as a person who can contribute in a real job. Then do all the things you would normally do for a job role - find out as much as you can about the company and the role, so you can ask intelligent questions.

9. Where can students get support when they are doing an apprenticeship?
The employer will provide all the normal HR support, as well as mentoring and line management, and input on career development in the company. Higher education providers will provide support with learning development and all the normal pastoral care, information, and advice that any other student would get. A degree apprentice is also an undergraduate and has access to all normal support services.

10. What's your top tip for young people thinking about applying for an apprenticeship?
Go for it! It's a really great opportunity that has the potential to set you up well for the rest of your life. Start investigating the opportunities available, find out as much as you can, and see if there's a degree apprenticeship that's right for you. If you are reading this, you are probably already doing the right things!

​
Want to find out more?

Seven things you didn't know about higher and degree apprenticeships (but you probably should).

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The degree apprenticeships currently available are listed below. Click the name of the sector to go to the list of approved apprenticeship standards. Each standard sets out the occupation/job role, what an apprentice will be doing, and the skills they'll develop to complete the apprenticeship. The degree apprenticeships currently in development are listed below .

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Higher apprenticeships provide an opportunity to gain Level 4 qualifications or above, with most apprentices gaining an NVQ Level 4, HND, or foundation degree. Some offer the opportunity to progress to Level 7 (which is postgraduate degree level).

A higher apprenticeship can take from one to five years to complete, and involve part-time study at a college, university, or training provider.

According to government figures, 90% of apprentices in England stayed on in employment after completing their qualification; 71% with the same employer.

Entry requirements can include at least five GCSEs grades A* - C (9 - 4 on the new grading system), including English and maths subjects, and Level 3 qualifications, including A levels, NVQs, or a BTEC. Some employers will expect or require applicants to have studied subjects relevant to the apprenticeship.

Competition for higher apprenticeships can be tough - partly because there are often only a limited number of vacancies, but also because school/college leavers and adults already in employment can apply for them. Employers may also be considering applications from existing employees, for the career progression opportunities they can offer.
FInd an apprenticeship

How do they work?

Apprentices will complete an assessment at the end of the programme, which tests both academic learning and occupational competence developed through on-the-job training.

The programme can be structured in one of two ways:

1. Employers, training providers, and professional bodies come together to co-design a fully-integrated course specifically for apprentices, which delivers and tests both academic learning and on-the-job training. This may be the preferred approach for many sectors, as the learning is seamless and it doesn't require a separate assessment of occupational competence.

2. Alternatively, sectors may wish to use existing programmes to deliver the academic knowledge requirements of that profession. They would then combine this with additional training to meet the full apprenticeship training requirements, and have a separate test of full occupational competence at the end of the programme.

What are the benefits of higher apprenticeships?

Apprentices are employed and paid a wage throughout the course.

Apprentices will gain a head start in their chosen profession.

Training costs are co-funded by the government and the employer.

​

How are apprentices recruited?

Apprenticeships are jobs and so employers are ultimately responsible for recruitment. Both employers and training providers will need to be satisfied the applicant meets their respective requirements. It is likely that some employers and training providers will therefore do recruitment jointly.

As with other apprenticeships, employers may choose to advertise vacancies on the 'Find an apprenticeship' website.

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Higher apprenticeships provide an opportunity to gain Level 4 qualifications or above, with most apprentices gaining an NVQ Level 4, HND, or foundation degree. Some offer the opportunity to progress to Level 7 (which is postgraduate degree level). A higher apprenticeship can take from one to five years to complete, and involve part-time study at a college, university, or training provider.

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[Withdrawn] Apprenticeship funding: how it works

# data[].attributes.attachment_link.description
We’re making changes to the way apprenticeship funding works, including:

# data[].attributes.attachment_link.description
Guglielmo IX. Vers eBook Alfred Hitchcock. Agenda 2006 eBook Black screen eBook Istruttore nei servizi educativi. Educatore negli asili nido. Manuale per la preparazione ai concorsi e per l'aggiornamento professionale. Con espansione online eBook Tutti i perché della scienza. Curiosità e misteri del mondo intorno a noi eBook Cuore arancione.

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What exactly is the Apprenticeship Levy?

The Apprenticeship Levy, which came into effect on 6 April, is a tax on all UK employers that will support the funding of apprenticeships. Both private and public companies that pay more than £3 million in wages are now liable to pay 0.5 per cent of their paybill into a fund. Employers can then use this fund - to which the government adds an extra 10 per cent (in England) - to spend on apprenticeship training.

Why now?

"All key stakeholders agree that there needs to be a far greater investment in skills and knowledge acquisition programmes across the UK workforce. In order to meet key skills gaps and shortages, emerging and future technologies will ensure that the UK improves its productivity and supports growth and social mobility," says David George, apprenticeship standards and frameworks manager at not-for-profit employer-led skills organisation Semta. He's been involved in developing new apprenticeship standards for a variety of industries including automotive, aerospace, maritime and defence. By 2020, the government hopes to have created three million apprenticeships.

How will it work?

Companies pay the levy through PAYE on a monthly basis. Each employer has an allowance of £15,000 to offset against their levy payment - which will work in a similar way to the personal tax allowance, says Mr George. Approximately 1.3 per cent of UK employers will be liable to pay the levy. Companies will have 24 months to make use of their apprenticeship funds.

How will this levy change apprenticeships?

New apprenticeship standards and increased funding from the levy will give employers more control over designing training to suit their requirements, the government hopes. The levy will help double the annual level of spending on apprenticeships to £2.5 billion by 2019-2020, compared to 2010-2011 levels. To date, over 215 "Trailblazer" groups, involving more than 1,400 employers, have developed over 490 new apprenticeship standards. 157 of these are now approved for delivery.

Who will benefit?

These reforms mean the government will now fund apprenticeships for all ages, including existing staff if they wish to upskill via an apprenticeship, as well as those aged 16 to 18, where funding was targeted in the previous system. "So companies can now review and put in place training plans to develop their whole workforce," says Mr George. Employers and providers training 16 to 18-year-olds or 19 to 24-year-olds leaving care or who have a Local Authority Education and Healthcare plan will receive an extra £1,000 per person.

Will all apprenticeships cost the same?

No - there are 15 different bands of funding available ranging from £1,500 to £27,000. Engineering and technology-focused apprenticeships tend to be more expensive, and in the higher bands.

Additional funding will be available to support apprentices to meet minimum requirements in maths and English.

What kind of apprenticeships can firms offer?

A range of levels, from a semi-skilled operator (level 2) through to a postgraduate engineer (level 7). Over the last few years, government and employers have worked to reform apprenticeships to try to make them more rigorous, better structured and more in tune with what employees want.

What about employers who don't pay a levy?

Employers whose pay bill is less than £3 million a year won't need to pay the levy. While 90 per cent of these companies' apprenticeship training costs will be paid by the government up to the funding band maximum, employers will pay 10 per cent towards costs for those aged 19 and over. For smaller companies with fewer than 50 employees, the government will pay all the costs for new apprentices aged 16 to 18 and also for those aged 19 to 24 who are leaving care or have a Local Authority and Healthcare plan. Next year, employers might be able to target a proportion of their levy funds to pay for smaller companies in their supply chain to train employees, says Mr George.

How will employers find a training provider to support their apprenticeship training?

A Register of Apprenticeship Training Providers has been set up by the government to help employers find and compare training providers who are approved to deliver the new apprenticeship standards.

What are the issues?

Out of the 500 organisations recently surveyed by training experts City & Guilds, just one in three of the employers who were due to pay the levy were unaware of it. Few employers understand the huge range of training this could offer. "Of course with any major reform programme there will be some challenges to overcome, including getting the message out there to employers about the new apprenticeships and the opportunities to develop the whole of the workforce," says Mr George. "But the government has already demonstrated, through the work we have done with employers in advanced manufacturing and engineering sectors, that there is a willingness to work in partnership to ensure that the new apprenticeships in our sector are robust and fit for purpose."

For more information, visit semta.org.uk/apprenticeship-levy

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All you need to know about the Apprenticeship Levy

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The Apprenticeship Levy, which came into effect on 6 April, is a tax on all UK employers that will support the funding of apprenticeships. Both private and public companies that pay more than £3 million in wages are now liable to pay 0.5 per cent of their paybill into a fund.