Modern Apprenticeship Programme Contract Award 2025-26 20 05 25 - AM reviewed
Renfrewshire Council · 20 May 2025
Back to Economy and Regeneration Policy Board — 20 May 2025 and its agenda
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___________________________________________________________________ To: Economy and Regeneration Policy Board On: 20 May 2025 ___________________________________________________________________ Report by: Chief Executive ___________________________________________________________________ Heading: Modern Apprenticeship Programme Contract Award 2025-26 ___________________________________________________________________ 1. Summary 1.1 Renfrewshire Council’s Modern Apprenticeship Programme has been successfully delivered for a number of years. 1.2 The Programme supports approximately 80 apprentices at any given time, with around 30 new opportunities available to Renfrewshire residents each year. 1.3 Our programme outcomes regularly exceed national targets, compare well to other providers and have been shown to positively support under-represented individuals and groups. 1.4 This report updates on progress for 2024 / 25 and confirms the contract award for continued delivery of the programme into 2025 / 26. 2. Recommendations 2.1 It is recommended that the Board: a) Note the content of this report and continuation of the Modern Apprenticeship contract from Skills Development Scotland into 2025/26. ___________________________________________________________________ 3. Background 3.1. Renfrewshire Council’s Modern Apprenticeship Programme (MAP) has been in place for around 20 years and in that time has supported over 800 Renfrewshire residents into employment.
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3.2. Modern Apprenticeships (MA) mainly support young people aged 16 – 24 into employment. However, increasingly opportunities are being made available to applicants of all ages, with particular support offered to those applicants who are disabled or care experienced. 3.3. Modern Apprentices gain paid work experience and a qualification related to their particular occupational requirements. They will have an Individual Training Plan and complete an appropriate vocational qualification at either, SCQF Level 5, 6 or 7. 3.4. The Council has qualified staff who assess and verify a range of qualifications in the areas of Business and Administration and Social Services for a number of apprentices. Whilst other apprentices will attend at a local Further Education College to achieve their required qualification, for example in areas such as construction. __________________________________________________________________ 4. Modern Apprenticeship Programme Delivery 4.1. Renfrewshire Council is contracted as a Learning Provider to deliver modern apprenticeships through a procurement process, which is led by Skills Development Scotland (SDS) on behalf of Scottish Government. 4.2. During 2024 / 25 we recruited 42 new apprentices across a range of frameworks including Business and Administration, Social Services (Children and Young People), Construction (a range of trades) and Horticulture. This included recruitment of Housing (2) and Regulatory Services (2) apprentices for the first time, as well as supporting a small number of local businesses to recruit new apprentices. 4.3. The number of opportunities and range of roles available each year can change based on service requirements. Recruitment for these opportunities is restricted to Renfrewshire residents. 4.4. It can take between 12 and 48 months for an apprentice to achieve all requirements depending on the framework undertaken. 4.5. Each year the Council provide a full range of support to around 80 apprentices, with approximately 70% being employed by the Council and 30% with local businesses. 4.6. SDS recently advised our 2025/26 contract will be renewed and we have initially been awarded up to 27 new opportunities in the following areas: o Business and Administration (9 apprenticeships) o Social Services (Children and Young People) (4 apprenticeships) o Construction (Trades) (8 apprenticeships) o Horticulture (3 apprenticeships) o Motor Vehicle Mechanics (1 apprenticeship) o Housing (1 apprenticeship) o Youth Work (1 apprenticeship)
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4.7. We regularly discuss with service colleagues how we might add to the range of opportunities available, wherever possible. During 2025/26 we will offer a new apprenticeship opportunity in Youth Work. __________________________________________________________________ 5. Programme Outcomes 5.1. The main objective of our MAP is to ensure that apprentices complete all MA requirements and progress into a permanent job role. This is referred to by SDS as an Achievement. The Council’s MAP has for many years consistently received Achievement rates which are higher than national target of 70% - 75% (depending on framework). 5.2. However, our overall achievement rate for 2024 / 25 did reduce to 67% (30 Leavers / 20 Achievers). This was due to a much higher number of apprentices (10) than is usual leaving their apprenticeship early. 5.3. A review of this has already taken place which identified a variety of reasons for early leavers including: Moving to new employer, taking up university positions and health reasons. Changes have already been made within the team which aims to reduce the number of early leavers over the coming financial year and beyond. 5.4. The vast majority of successful Modern Apprentices sustain their employment for many years, with many progressing onto further promoted posts and building excellent careers, both with the Council and with other local employers. There are many excellent examples within Renfrewshire Council of colleagues who began their careers as Modern Apprentices now working very successfully in supervisory and management roles. __________________________________________________________________ 6. Equality and Inclusion 6.1. Learning Providers are also required to ensure that our programme delivery supports those who are under-represented to access modern apprenticeship opportunities. We must report on our gender profile, as there is often a gender imbalance with young women negatively impacted in general regards access to modern apprenticeships. They are also particularly negatively impacted within some frameworks, which are viewed as being traditional male industries. 6.2. We are also required to report on the number of MAs we support who have a disability, are care experienced or who are from ethnically diverse communities, as these groups are often under-represented across Modern Apprenticeship starts. 6.3. The Council take this requirement very seriously and strive to ensure our programme is reflective of our local communities. We therefore take steps to engage, wherever possible, with those from the under-represented groups noted above. We also ensure that both our programme marketing and our recruitment advertising makes clear our desire for our programme to be truly representative.
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6.4. We have ensured that our MAP is aligned to other Invest in Renfrewshire employability programme provision e.g. Council Traineeship Programme and DFN Project SEARCH. This ensures that all Invest clients, in particular those from under-represented groups, have clear pathways to progress into apprenticeship opportunities at the right time in their employability journey to allow them to achieve secure and sustainable paid work. 6.5. The table below outlines our SDS equality and inclusion data for the past 5 years. YEAR Gender (Male / Female) Ethnicity (Other B.M.E) Disability (Yes) Care Experienced (Yes) National Renfrewshire Council National Renfrewshire Council National Renfrewshire Council National Renfrewshire Council 2020 - 21 M 60% / F 40% M 55% / F 45% 2.7% 3.2% 13% 19.4% 1.7% 9.7% 2021 - 22 M 61.2% / F 38.8% M 61.1% / F 38.9% 3.1% 2.8% 13.3% 16.7% 2.0% 5.6% 2022 – 23 M 61.9% / F 38.1% M 53.1% / F 46.9% 3.3% 3.1% 15.3% 31.3% 2.1% 12.5% 2023 - 24 M 62.4% / F 37.6% M 84.5% / F 15.5% 4.5% 3.4% 17% 24.6% 2.3% 10.3% 2024 –25* M 63.9% / F 36.1% M 50% / F 50% 5.3% 3.8% 16.5% 50% 2.6% 3.8% 2024-25* - ALL Figures ONLY up to Q3 December 2024 (with the exception of Gender) __________________________________________________________________ 7. Future Reporting 7.1. It is proposed that a further update report(s) be provided to Board at a date(s) to be agreed. _________________________________________________________________ Implications of the Report 1. Financial – No additional finance is sought. 2. HR & Organisational Development – 3 FTE posts within Economic Development are supported through our SDS contract and current funding streams 3. Community/Council Planning – None. 4. Legal – None. 5. Property/Assets – None. 6. Information Technology – None. 7. Equality & Human Rights - The Recommendations contained within this report have been assessed in relation to their impact on equalities and human rights. No negative impacts on equality groups or potential for infringement of individuals’ human rights have been identified arising from the recommendations contained in the report. 8. Health & Safety – None.
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9. Procurement – None 10. Risk – None. 11. Privacy Impact - None. 12. Climate Risk – None 13. Children’s Rights - None 14. COSLA Policy Position – Not Applicable. ________________________________________________________________ List of Background Papers Economy and Regeneration Board 14 March 2023 and 28 May 2024 ___________________________________________________________________ Author: Michael Moran, Assistant Economic Development Manager Email: michael.moran@renfrewshire.gov.uk The foregoing background papers will be retained within Chief Executive’s Service For inspection by the public for the prescribed period of four years from the date of the meeting. The contact officer within the service is Michael Moran, Assistant Economic Development Manager – michael.moran@renfrewshire.gov.uk