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| Apprenticeships - 5. Advanced Apprenticeship Framework |
Advanced Apprenticeship Framework
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5.01: Introduction
and Background
Apprenticeships were announced by the Government in the white paper Competitiveness - Helping Business Win, published in 1995. The Advanced Modern Apprenticeship was announced by The Right Honourable David Blunkett in this years Post 16 Review. The new title recognises the level at which the apprentices must reach in order to attain their Completion Certificate and sets a clear progression route for those trainees on the National Traineeship - re-titled Apprenticeships and Advanced Apprenticeships.
The white paper recognised that the changes to traditional training practices for young people, major changes in the education systems, new technology and more flexible working practices, combine to make changes in the structure of vocational training both necessary and urgent. The challenge to industry being to manage that change in ways which preserve the best of traditional practice with the needs of modern industry and those embarking upon their careers.
In response to this white paper and the challenges posed within it SITO, with the assistance and co-operation of the security systems industry, developed the Security Systems Technicians Apprenticeship which was first approved by the DfEE Approvals Committee in April 1995.
The security industry is a very diverse
one covering many occupational areas.
For example:
| Electronic systems: |
Intruder Alarm, Access Control, CCTV, Fire Detection, Emergency Lighting, Engineering |
| Investigation & Decision
Support: |
Security Sector, Law Enforcement Agencies, Military Security/Government Agencies and Public Sector Anti-fraud Agencies
Agencies |
| Manned services: |
Guards, Personal Protection Officers, Investigators, Fraud Prevention |
| Physical security: |
Locksmiths, Fencing and Grills Engineering, Mechanical Barrier Engineering |
This Advanced Modern Apprentice Framework has been designed to deal with the needs of this diverse industry without the need for a plethora of individual frameworks.
The concept of an apprenticeship that embodies existing best practice with sufficient flexibility to meet the needs of modern industry is seen to be an effective way of ensuring that industry has the people it will need for the future. The scheme also ensures that apprentices receive world class training, education and qualifications, which will form the basis of their careers and lifelong development.
It is important to realise that in order to attract high caliber recruits, the apprenticeship must be seen as a high quality alternative to the academic or other vocational education options currently available; especially to young people leaving school.
The current apprenticeship framework is intended to meet the criteria formulated by the Department for Education and Skills, and retain sufficient flexibility to meet the needs of employers operating within the industry. In so doing it provides the apprentices with a high quality option forming the foundation of their future careers.
Apprentices will be required to achieve, as a final outcome, the appropriate S/NVQ Level 2 Award rather than serve a specified period under training. The time taken to achieve this level of competence will be dependent upon factors such as previous experience and qualifications, motivation, and delivery methods. As a guide, it is perceived that most apprentices will require up to 30 to 42 months to complete the programme - although it can be completed sooner.
The scheme is sufficiently flexible to meet the needs of those outside this range and to cater for apprentices from a diversity of backgrounds and abilities. The apprentice's age is more a funding related than a suitability issue.
Priority funding for entrants to the scheme will normally be in the age range 16 - 19 years. However the LSC's have the option to fund trainees who older at commencement.
Candidates who are not eligible for government funding where either the individual, or their employer, are prepared to cover the costs involved may also undertake the Apprenticeship or Advanced Apprenticeship.
5.02: The Security Industry Model
Advanced Modern Apprenticeships within the Security
Industry will comply with the national criteria set by the
Department for Education and Employment as follows:
- Training will lead to the achievement of the appropriate
NVQ Level.
- Training will be flexible and of sufficient breadth to
meet sector and
employer needs.
- Completion will determined by outcome achievement and
not time serving.
- Training will be provided against an agreed training plan.
- Trainees will enjoy employed status.
- The apprenticeship programme will be an equal opportunity scheme.
- Selection and recruitment practices, and wage and conditions
of employment,
will be a matter for individual employers.
The underlying principles of the Apprenticeship
for all sectors of the security industry are as follows.
- Integrated programme of vocational training, work based
skill development
and appropriate vocational education
- Achievement of the appropriate S/NVQ Level Award
- Achievement of key skills
- Allow for the development of underpinning knowledge as
defined in the
framework and the Technichal Certificate.
- Comply with the principles of, and legislation regulating,
equal opportunities
- Provide knowledge and understanding of Health and Safety
regulations and
procedures appropriate to the sector
- Selection and recruitment will be the responsibility
of the employer.
- Apprentices will enjoy employed status throughout the
programme.
- Apprentices who successfully complete
their programme will
be issued with a Certificate of Apprenticeship by SITO.
- The development of training plans will take account of
previous experience
and qualifications to avoid unnecessary
duplication
5.03: Core Outcomes
The core outcome, and the completion milestone, is the achievement of the S/NVQ at the Level Award defined in the framework.
In addition trainees will be required to successfully complete appropriate vocational education/Technical Certificate, and achieve key skills units at the level(s) defined in the framework.
5.04: Key Skills
All apprentices will be required to demonstrate competence in the key skills, at the level(s) defined in the framework. The key skills will be separately certificated to the vocational award.
5.05: Progression
Successful completion of the Apprenticeship may enable the apprentice
to progress:
- Into employment on a permanent basis as a qualified person
within their
chosen sector
- Horizontally (alternative level two award(s), either
wholly or in part)
- Vertically to higher level awards (e.g. supervisory/management
based NVQ's)
- Into higher vocational education (e.g. supervisory or
specialist courses)
- Advanced Modern Apprenticeships, Graduate Apprenticeships
The apprenticeship programmes are intended to provide the apprentices with the maximum flexibility to change direction in order to meet their needs and aspirations. Apprentices who have the necessary aptitudes and who wish to change to one of the other programmes should be provided with every assistance to do so where suitable opportunities are available.
5.06: Delivery Methods
The typical apprenticeship route comprises the following
components:
| Induction |
Sector specific, provided in off, and at,
the job format, including Health and Safety |
| Skills Development |
Both on and off the job, provided in-company,
by colleges and/or other training suppliers |
| Vocational Education |
Using programmes and suppliers appropriate
to the sector |
| Certification |
Successful apprentices to be issued with
an Apprenticeship Certificate by SITO. |
Key Skills Integrated within the vocation training and education to the
level(s) defined in the framework and subject to separate certification.
Health and Safety
Provided as an integrated part of the programme and the employers legal obligations under the Act. It is SITO's belief that the promotion of Health & Safety training of all apprentices is an essential part of its responsibilities.
SITO will require that all participating companies have a current Health & Safety Policy that fully complies with the Health & Safety at Work Act 1974. Acceptance on to the Apprenticeship programme is dependent upon this provision of this Policy.
Each participating company must be able to demonstrate that the apprentices understand their legal and employment obligations to carry out all safety procedures applicable to their work and to ensure that safety at work is observed for both themselves and for others. They will be required to ensure that all relevant Health & Safety regulations and safe working practices will be instructed to each apprentice during their induction and throughout their apprenticeship.
The programme and company induction will specifically
cover the following:
Legal obligations
The Health & Safety at Work Act 1974 (plus amendments), the regulations on the Control of Substances Hazardous to Health (COSHH) 1999 and all relevant EU Health & Safety Directives, safety policy, key personnel with responsibility for Health & Safety, accident procedures, fire and other emergency procedures, correct and safe use of equipment and protective clothing, knowledge and understanding of Health & Safety regulations and procedures both in on and off the job training and work experience placements.
Employers health & Safety requirements
Safety policy, procedures including prohibited locations and machinery, correct use of personal protective equipment (PPE) and risk assessment of the relevant processes/areas in which they will be working.
Equal Opportunities
Equal opportunities legislation will be adhered
to throughout the programme.
It is also SITO's belief that the promotion of Equal Opportunities for all apprentices is an essential part of its responsibilities.
SITO will require that all participating companies will conform to the Sex Discrimination Act 1975, the Race Relations Act 1976 (and the Race Relations Amendment Bill when it becomes effective) and the Disability Discrimination Act 1995.
All companies that have apprentices must have an Equal Opportunities Policy statement.
5.07: Entry Criteria
Whilst selection and recruitment of individual apprentices is the prerogative of their employer, the following broad principles are given as guidance:
i) Employers/training suppliers must be confident that applicants have the potential to achieve the S/NVQ Level Award, successfully complete the vocational education and achieve key skills to the level(s) defined in the sector annex
ii) The recruitment procedures must be capable of discriminating with validity and objectivity between candidates
iii) The procedures must be fair and include a range of criteria which do not rely too heavily upon prior entry qualifications or which impose unnecessary barriers to some candidate groups
iv) Selection and recruitment must be non-discriminatory in terms of sex, race, religion, or disability, where the disability does not present a barrier to effective job performance
v) Potential sources of evidence of a
candidate's suitability could include:
- Applicant's National Record of Achievement
- Progress File
- Assessment centre results
- Simulated work or training tests
- Work sample tests
- Interviews
- Trainability tests
5.08: Employment
Status
Apprentices will normally be recruited on
an employed status basis.
Complaints
Complaints from an apprentice may concern one or a number of parties involved in the delivery of the apprenticeship
If the complaint is related to an NVQ or Key Skill issue then the Approved Centre appeals procedure must be followed.
If the complaint is in another area it should be referred initially to SITO.
If the complaint is about the framework itself it should be referred to SITO.
5.09: Apprenticeship Certification
Successful apprentices will be issued with a Certificate of Apprenticeship upon gaining the appropriate Level S/NVQ, Key Skills, and supporting vocational qualification or Technical Certificate, as defined in the framework
The certificate, issued by SITO, will show the awards gained by the individual.
5.10: Framework Review
Members of the framework development group will meet at least every three years to review progress and effectiveness of the scheme. They will have the power to change the framework, subject to acceptance by the LSC Approvals Committee.
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