Employer – Further Information
09-11-2010
The Fashion and Textiles Apparel Apprenticeship programme has been designed to address the key skills issues in the sector. As few companies offer training in house and only a few colleges are delivering the right skills to young people, this programme delivers accredited, relevant training across five different pathways, of which Apparel is just one. For more information on the other pathways available email apprenticeships@skillset.org; or visit the Skillset website at http://www.skillset.org/qualifications/apprenticeships/FT_Apprenticeships/
WHAT IS THE FASHION AND TEXTILE APPAREL ADVANCED APPRENTICESHIP?
The Apparel Apprenticeship in Fashion and Textiles is suitable for jobs in production and manufacturing, below are some examples of apprentice posts, but is not exclusive
• Garment Technologist
• Fabric Technologist
• Pattern And Grading Technologist
• First And Seal Coster
• First And Alterations Pattern Cutter
• Grader
• Sample Machinist
• Quality Controller
• Finisher
• Trainee And Apprentice Tailors / Dressmakers
Most Apprenticeships have a set format – which consists of a competence element, a knowledge element, employee rights and responsibilities and functional skills (maths and English)
FRAMEWORK
LEARNING ON THE JOB
Apprentices learn in the work place, with an agreed amount of time off site with the training provider, for functional skills for example. Whilst on business premises, the apprentice will be carrying out his or her normal job duties, alongside gaining and understanding new, company specific skills and techniques.
Assessment takes place regularly by the training provider, who will coordinate all visits with each employer. To successfully pass the programme a portfolio of learning and experience is compiled by the apprentice and assessor or training provider, which is normally completed within 24 months.
All the bureaucracy and quality assurance issues relating to delivery will be undertaken by the college or training provider in the partnership.
THE UNITS OF LEARNING
The Apprenticeship programme is flexible, with a choice of units and endorsed pathways mapped to job roles, so that training can be adapted according to individual company needs.
The competence qualification is the NVQ (National Vocational Qualification) and has the flexibility for companies to ensure relevant and business specific skills are attained. For the Apparel Apprenticeship, the NVQ is the Certificate in Apparel Manufacturing Technology, which consists of 3 mandatory units on managing health and safety, maintaining a work area and maintaining quality levels.
In addition to the mandatory units, the company and apprentice need to choose a minimum of 4 units from the following choice:
1. GARMENT TECHNOLOGY
– Monitoring the production and construction of garments
– Maintaining technical documents, including final production specifications
– Outsourcing production
– Investigating marketing, materials and styles
– Assessing customer requirements
– Planning apparel production schedules
2. PATTERN AND GRADING TECHNOLOGIST
– Assessing designs
– Producing blocks, patterns, prototypes, lay plans, sample patterns and apparel products
– Producing final product specifications
– Planning product specifications
– Assessing customer requirements
3. HANDCRAFT GARMENT MAKER
– Assembling garments for fitting
– Fit/ re-cut garments to customer specifications
– Constructing and adapting patterns
– Lay up, mark in and cut materials
– Producing final product specification and construction of samples
– Assessing customer requirements
4. SAMPLE MACHINIST
– Solving quality issues
– Providing technical feedback
– Measuring, handling and producing garments to requirements
– Investigating markets and styles
– Planning schedules, producing final specifications, assembling samples
– Assessing customer requirements
The knowledge based qualification, also known as the technical certificate is the Diploma in Apparel Footwear or Leather Production. This qualification includes the employee rights and responsibilities, managing ones own working relationships, understanding materials and techniques used in the manufacture of apparel as mandatory units of learning. In addition to these, a learner must take one of the following units:
– Production Management
– Aspects of the Design Industry
– Professional Practice / Preparation for Employment in the industry
– Managing Customer Relations
– Buying (import/ export) in the industry
– Supervisory Management and Team Leadership
– Manufacturing techniques within Apparel Production
– Managing information in the industry
RECRUITMENT
Apprentices can be recruited from existing members of staff or through normal company recruitment channels.
The National Apprenticeship Service (www.apprenticeships.org.uk), also offer an apprentice matching service, for more information visit the website or call 0207 904 0967.
Apprentices should ideally be aged between 16 and 25 years of age, up to a maximum of 30 years, preferably with some experience in industry or industry related training. Some providers will require proof of prior learning and experience up to a specific level, this is dependent on each provider, but the most important criteria are passion and ability to learn at Level 3.
Apprentices should be interviewed in partnership with the training provider, to ensure the candidates’ suitability for the programme as well as the position advertised.
Apprenticeships do not have hard and fast rules on recruitment – they are about nurturing talent and potential and encouraging skills development in individuals.
WHAT DO EMPLOYERS HAVE TO DO?
The commitment to apprenticeships is not one to be taken lightly – Apprenticeships are a long term workforce development option and as such employers are responsible for:
– Identifying a position for the apprentice(s) to be recruited into
– Advertising the apprentice post to in-house staff or recruiting candidates in partnership with the training provider
– Contracting the apprentice(s) in an appropriate position for the duration of the Apprenticeship, on average, this is 2years
– Paying the apprentice a salary at, or above, the minimum wage for apprentices
– Contributing to training costs – dependent on the age of the apprentice
– Negotiating with the training provider the units of learning to be undertaken
– Negotiating with the training provider the on and off site learning timetable
– Negotiating access for assessment to take place
– Communicating with the training provider any issues as they arise
– Communicating with the apprentice to ensure he / she is meeting expectations
WHAT TRAINING PROVIDERS HAVE TO DO?
London has two unique training provider partnerships in place between sector specialists with years of experience and colleges of Further Education. The training providers will be responsible for:
– Ensuring strong partnership arrangements are built up with the employer prior to engaging an apprentice
– Working with the employer to establish recruitment procedures and criteria
– Recruiting with the employer into apprentice positions
– Negotiating assessment and learning timetables on business premises
– Delivering all non-specific training, including functional or key skills
– Managing all aspects of accreditation, training requirements and related bureaucracy
– Communicating with the apprentice to ensure he/she is achieving to expectations
In London there are two partnerships who will be offering the Apparel Apprenticeship:
1. Fashion Enter and College of Haringey, Enfield and North East London (CHENEL). LAUNCH DATE – JANUARY 2011
Fashion Enter have a small production unit, The Workshop and a larger Factory both based in Florentia Clothing Village N4. With extensive experience of training production, manufacturing, retail and sample unit staff. They have teamed up with CHENEL, a further education college with strong history of offering and an Apprenticeship recruitment agency – Apprenticeships First.
2. Fashionworks and Waltham Forest College. Fashionworks are an established provider of professional training and business support in the sector and have strong relationships with manufacturers, sample units, designer and providers in and around London. Based near Islington, this creative consultancy team are collaborating with Waltham Forest College, who offer a strong, supportive environment and an excellent background in fashion and textile provision. The launch date has yet to be confirmed
THE NATIONAL APPRENTICESHIP SERVICE
The National Apprenticeship Service offers you free and impartial support to:
• Identify how this Framework and specialist Pathways can meet your business needs and fill skills gaps
• Recruit an apprentice
• Find the suitable training organisation to meet your needs
For more information on the National Apprenticeship Service, see www.apprenticeships.gov.uk or call on 0207 904 0967
HOW MUCH?
The apprentice status is one of an employee and the statutory amount set by government for an apprentice is approximately £100 / week. However, in London the average Apprentice wage is £170/week, or an annual cost of £8,800.
Training costs to employers can vary and there are subsidies available, based on a sliding scale around age bands, prior learning and experience of the apprentice.
These costs are currently under review by the government, but a ball park indication of financial commitment:
– 16-18 year olds – all training costs are free to the employer
– 19 – 24 years – training costs could be subsidised according to prior learning, experience and or employment status, either in full or in part.
– 24 plus – as with the 19-24 age range, there is a potential for subsidy to be on offer, but this would need to be negotiated with the training provider based on the apprentice profile.
– It should be noted that graduates are not eligible for any subsidies on the apprenticeship programme.
THE BUSINESS BENEFITS
Apprenticeships are about building sustainable, fit for purpose training programmes for the sector that will strengthen fashion and textile businesses to compete effectively in the international market place. Some key benefits to business include:
– Transferring skills from older workforce to a new generation – succession planning
– Developing a strong culture of training and professional development for staff
– Developing young, new recruits specifically trained and focused on the business and not from generic college programmes of learning
– Building a more efficient, productive and competitive workforce
– Relationship building with training providers and developing assessment and in-house training capabilities
– Cost effective training for existing and new staff aged between 16-25years
EXPECTATIONS
The apprenticeship programme is not an internship – it is aimed at young people and businesses wishing to inject new blood through a supported programme of work-based training and learning.
The expectation is that the Apprentice will gain a job once they have completed their training, though this cannot and should not be guaranteed. The business can then recoup the training costs through having a fully competent and accredited apprentice in a full time post.
The long term benefits of apprenticeships will help to build a stronger, more competitive company, with sustainable skills created and encouraged in house. It was developed by employers and all the major trade associations agree it is fit for purpose, including:
– UK Fashion and Textiles Association
– British Fashion Council
– The Textile Institute
– The Association of Suppliers to the British Clothing Industry
Apprenticeships are about long term workforce development, to ensure sector specific technical and practical skills remain in the UK.