- About Policy Connect
- Policy Connect Activities
- National Skills Forum & Associate Parliamentary Skills Group
- Skills Commission
- Higher Education Commission
- Associate Parliamentary Health Group
- Chronic Pain Policy Coalition
- All Party Parliamentary Group on Chronic Pain
- Associate Parliamentary Sustainable Resource Group
- Westminster Sustainable Business Forum
- Sustainable Resource Forum
- Carbon Connect
- All Party Parliamentary Carbon Monoxide Group
- Carbon Monoxide All Fuels Action Forum
- Associate Parliamentary Manufacturing Group
- Associate Parliamentary Design & Innovation Group
- Contact Policy Connect
Apprentices: the road less travelled
A new report from the Centre for Enterprise explores why some employers support the progression of their advanced apprentices to higher education, and looks at the associated costs and benefits.
The report, commissioned by the Skills for Sustainable Communities Lifelong Learning Network, examines the experiences of 18 employers who have supported their apprentices into higher education. The report finds a belief among these employers that the benefits of supporting progression outweigh the costs: they see the costs of progression as an investment that will generate significant business benefits in the future.
Motive: The report found that the primary driver for supporting progression is "the existence of a clear business need for higher level skills," as well as a desire to develop the workforce and increase levels of staff motivation and retention.
Progression: The report identifies three approaches to supporting progression - systematic progression (whereby all or most Advanced Apprentices progress), case-by-case or tactical progression and ad hoc progression.
Provision: The employers taking part in the study showed a clear preference for day or block release provision at local HE providers in order to minimise disruption to business. The opportunity cost of releasing employees was seen by many being as significant as the financial cost of course fees.
The report also identifies a lack of appropriate HE provision as being a major barrier to progression in some sectors. Some employees had been working in partnership with providers to develop qualifications – particularly foundation degrees.
Read the report
The report, commissioned by the Skills for Sustainable Communities Lifelong Learning Network, examines the experiences of 18 employers who have supported their apprentices into higher education. The report finds a belief among these employers that the benefits of supporting progression outweigh the costs: they see the costs of progression as an investment that will generate significant business benefits in the future.
Motive: The report found that the primary driver for supporting progression is "the existence of a clear business need for higher level skills," as well as a desire to develop the workforce and increase levels of staff motivation and retention.
Progression: The report identifies three approaches to supporting progression - systematic progression (whereby all or most Advanced Apprentices progress), case-by-case or tactical progression and ad hoc progression.
Provision: The employers taking part in the study showed a clear preference for day or block release provision at local HE providers in order to minimise disruption to business. The opportunity cost of releasing employees was seen by many being as significant as the financial cost of course fees.
The report also identifies a lack of appropriate HE provision as being a major barrier to progression in some sectors. Some employees had been working in partnership with providers to develop qualifications – particularly foundation degrees.
Read the report
Groups:
