www.apprentices.co.uk Tue, 21 May 2013 11:10:00 Tue, 21 May 2013 11:10:00 36 /advice-for-employers/working-with-apprentices/blog/2013/may/striving-for-success-in-the-manufacturing-sector/ EEF, the manufacturers’ organisation is investing in a new state-of-the-art Apprentice & Skills Training Centre in the West Midlands that will set the standard for world class manufacturing education. The bespoke training facility at Nexus Point, Aston, in Birmingham will replace EEF's current centre at Tyseley. The investment is designed to ensure that companies are able to access state of the art training facilities and will provide opportunities for learning, re-skilling and up-skilling from Apprentices through to Adult Learners. The multi-million pound investment will double the number of classrooms currently available, as well as increasing the footprint of all workshop training areas to provide greater capacity and, an increased range of manufacturing technologies. Initially the Centre is being designed to be able to train 130 apprentices on any given day, with apprentices getting their own dedicated training work stations, whether that be a CNC machine, CAD work station or welding bay. Trainees will rotate around the various sections during their training and will have the opportunity to specialise in any skills area. Bite-sized re-skilling and up-skilling courses will also be available, developed around employers’ needs. Manufacturing, mechanical and electrical pathways will continue to be the core offering and the delivery team will ensure apprentice programmes, be they Apprenticeships, Advanced Apprenticeships, Higher Apprenticeships (and potentially Traineeships), are designed and delivered to meet the needs of employers. Apprentices and delegates attending the Centre will be assured of first rate facilities and training delivery as EEF will continue its focus on maintaining high quality training provision in premises and an environment that will meet our customers’ expectations. Part of the investment will fund new high technology machines and training equipment and there will be self-study IT breakout areas, together with improved catering provision. The centre is targeted for opening in September, in time to welcome the new 2013 intake. It offers good transport links by road and rail and EEF will also run a shuttle bus service in the locality, connecting with Birmingham city centre at the start and end of the day.  Commenting, Peter Winebloom, EEF Apprentices and Skills Director, said:  "This will be an industry-leading apprentice centre for employers in the West Midlands and across the UK, with sufficient capacity to cater for current and future needs."  "This significant investment symbolises the importance EEF places on apprenticeships. We are committed to providing employers and other UK manufacturing organisations with the very best facilities and training to equip their young employees with the skills they require."  He added: "We looked at options of developing our existing site, but it was too constrained.  All the current programmes will transfer from Tyseley, but we intend to expand our existing portfolio in response to employer demand. The new centre will enable EEF members and other clients to develop their own bespoke facilities (or areas within the facility) dedicated to their trainees."  Also commenting, Business Secretary Vince Cable said:  “With figures out this week showing growth in the manufacturing sector, it’s important we are giving people the right training to meet future demand.  “The Government is investing in a record number of apprentices and creating a £150 million pot for employers to create the training schemes they need. But we must work in partnership with industry and others if we are to remain competitive and create growth.  “Facilities like these from EEF will help as we create the next generation of manufacturers. Apprentices will be able to gain hands-on experience in their chosen speciality, acquiring the skills and techniques that employers need to help create a stronger economy.” EEF will be hosting employer briefing sessions this summer. To enquire about the events, or for further information please contact the Centre on 0121 707 1414 or email at skills@eef.org.uk   Notes for editors 1. EEF, the manufacturers’ organisation, is the representative voice of manufacturing in the UK. It has a growing membership of almost 6,000 companies of all sizes, employing some 900,000 people from every sector of engineering, manufacturing, engineering construction and technology-based industries. www.eef.org.uk /advice-for-employers/working-with-apprentices/blog/2013/may/striving-for-success-in-the-manufacturing-sector/ /advice-for-employers/working-with-apprentices/blog/2013/may/striving-for-success-in-the-manufacturing-sector/ Tue, 21 May 2013 11:10:00 27 /advice-for-employers/working-with-apprentices/blog/2013/april/stop-press!!-push-to-create-1,000-apprenticeships-in-100-days-in-battle-against-jobless/ Birmingham City Council has teamed up with the National Apprenticeship Service to create a fund offering grants of up to £3,000 to businesses for every 16-24 year old they take on and train. City councillors have pledged to create 1,000 apprenticeships in the next 100 days in the battle against youth unemployment in Birmingham. Two initiatives, the 1,000 in 100 campaign and a Young Talent for Business scheme, are the first set up since Birmingham City Council pledged to get 3,000 young people off the dole within a year – particularly targeting those who have been without work the longest. Call our Apprentice and Skills Service 0121 707 1414  for more details. /advice-for-employers/working-with-apprentices/blog/2013/april/stop-press!!-push-to-create-1,000-apprenticeships-in-100-days-in-battle-against-jobless/ /advice-for-employers/working-with-apprentices/blog/2013/april/stop-press!!-push-to-create-1,000-apprenticeships-in-100-days-in-battle-against-jobless/ Wed, 24 April 2013 14:51:00 21 /advice-for-employers/working-with-apprentices/blog/2013/march/celebrating-manufacturing-and-engineering-apprenticeships-naw2013/ I read an interesting blog by my colleague Verity O'Keefe , Employment and Skills Adviser, at EEF. Here is her blog with some top facts and figures on Manufacturing Apprenticeships: Manufacturers rely on Apprenticeships to acquire the skills they need to maintain and grow their business, fill gaps that exist in their workforces and get young people into manufacturing. "Our apprentices are the guarantee for a successful future of our business" - Ralph Saelzer, Liebherr-Sunderland Works Our industry has a proven track record in offering Apprenticeships but have perhaps felt that Apprenticeships haven’t been given the credit they deserve. The tide is beginning to change. Apprenticeships have shot up policy-makers agendas, with a cross-party consensus that Apprenticeships play a key role in supporting economic growth going forward. There is more still to be done to create more and better quality Apprenticeships. We expect the Government to respond to the Richard Review of Apprenticeships shortly, which makes a number of recommendations which could potentially shift the Apprenticeship landscape quite radically. We will await the outcome and prepare to press Government to push forward those recommendations that will better support our industry. But for now, as it’s National Apprenticeship Week we thought we would celebrate with some of our top facts and figures on Manufacturing Apprenticeships: (1) Two-thirds of our members currently offer Apprenticeships   (Source: EEF Skills Survey 2012) (2) Of those members , three-quarters had manufacturing and engineering Apprenticeship starts in the past 12 months (Source: EEF Skills Survey 2012) " We have recruited four apprentices within the last year, representing 16% of our total workforce, and we see them as a core part of our company growth strategy" - Andrew Esson, Quick Hydraulics (3) There were 59,480 Engineering and Manufacturing Apprenticeship starts in 2011/12 (Source: The Data Service) "We have had over 500 applications from young people so far this year for apprenticeships or pathways to engineering starting in September 2013" - Steve Grant, TTE Technical Training Group (4) The number of manufacturing and engineering apprenticeships has more than doubled in the past 10 years (Source: The Data Service)    (5) Average pay rates for an engineering apprentice is £6.23 compared to £3.38 in hairdressing (Source: BIS Apprentice Pay Survey 2011) (6) 45% of engineering apprentices receive bonuses compared to a 26% average (Source: BIS Apprentice Pay Survey 2011) "Our apprentices are an invaluable asset to our company's long term prosperity, ensuring both continuity and progression in the transfer of skill and knowledge" - Craig Naylor, NTR Ltd (7) 90% of Engineering Apprentices are always paid overtime compared to 38% in Business Admin (Source: BIS Apprentice Pay Survey 2011) (8) Engineering Apprentices doing overtime receive one of the highest hourly rates at £9.48 per hour   (Source: BIS Apprentice Pay Survey 2011) (9)Three-quarters of EEF members generally offer apprenticeships to those aged 16 to 18 years old (Source: EEF Skills Survey 2012) (10) Six in ten manufacturers said on average their Apprenticeship programmes last up to four yea rs (Source: EEF Skills Survey 2012 ) (11)Three-quarters of manufacturers said ALL their Apprentices went into full time employment in THEIR company (Source: EEF Skills Survey 2012) "Rention rates amongst apprentices (in our company) are high, with every apprentice being offered a permanent job upon completion of their trainin. Our apprentices are extremely loyal and stay with the firm, often climbing the ranks within the company" - Richard Bridgman, Warren Services (12) Seven in ten companies prioritise passion and enthusiasm for manufacturers when recruiting Apprentices (Source: EEF Skills Survey 2012) (13) There was an 84% increase in the number of women taking an engineering apprenticeship between 2002 and 2010 (Source: SEMTA) "MBDA’s apprenticeship furthered my education, enhanced my confidence, and launched me into the working environment. Academically, I’ve achieved NVQs, a HNC and a First-Class BA Honours Degree; In Personal Development, my presentation and communication skills are enormously improved; and Professionally, I’m recognised as a valuable asset with brilliant prospects ahead. It’s been overwhelming to have my efforts commended at national level and I feel it’s essential apprentices are recognised for their achievements. Since my success in the NAS awards, I’ve been able to conduct a speech at the House of Lords, appear live on ITV’s Daybreak and on BBC Radio." - Beth Sherbourne, MBDA Systems, Higher ApprenticeWinner  2012 (14) Half of our members said they offered Apprenticeships to get young people into manufacturing (Source: EEF Skills Survey 2012)    /advice-for-employers/working-with-apprentices/blog/2013/march/celebrating-manufacturing-and-engineering-apprenticeships-naw2013/ /advice-for-employers/working-with-apprentices/blog/2013/march/celebrating-manufacturing-and-engineering-apprenticeships-naw2013/ Wed, 13 March 2013 15:50:00 36 /advice-for-employers/working-with-apprentices/blog/2013/february/ed-miliband-gets-grass-roots-opinions-from-our-apprentices/ Our first-year apprentices were a credit to us when Ed Miliband visited our Apprentice and Skills Centre. Ed toured our workshop and stopped at most of the sections (milling, turning, the bottom bench, electrical and CAD room) talking to the apprentices working on them. All the students he met were training with us full time before going to their employers for on-the-job training. They spoke up well, answering Ed’s questions about why they’d chosen an apprenticeship, what they’d studied at school, whether they were enjoying their training (they were) and what their aspirations are. After his tour of the whole centre, Ed had two round-table discussions, one with five of our student apprentices and the other with centre management. The apprentices he met were: Neil Bottle and John Porter, apprentices for Spline Gauges; Eric Dixon, apprentice for CH Barnett; Jacob Hawkesworth, apprentice for Co - Eng Ltd, and Paul West, apprentice for Ishida. Ed was in the West Midlands to launch Labour’s Youth Jobs Taskforce. He said there’d been too much talk about university and not enough about “the forgotten 50 per cent” who choose another route. He particularly wanted to visit our centre because it’s dedicated to apprentice training and we’re strong in engineering skills. During his day in the West Midlands he said that wealth creators like manufacturers and engineers are crying out for the right skills but not enough is being done. We’re doing our bit and we’re very grateful to Ed Miliband for showing a strong interest in apprenticeship and raising its profile through his visit. We don’t think our apprentices are the “forgotten 50 per cent”, we know they’re the future. /advice-for-employers/working-with-apprentices/blog/2013/february/ed-miliband-gets-grass-roots-opinions-from-our-apprentices/ /advice-for-employers/working-with-apprentices/blog/2013/february/ed-miliband-gets-grass-roots-opinions-from-our-apprentices/ Tue, 19 February 2013 17:04:00 27 /advice-for-employers/working-with-apprentices/blog/2012/april/it’s-a-busy-time-but-that’s-how-we-like-it/ The spring is always a busy time for us, getting manufacturers on board to take on apprentices and finding likely candidates who will convince employers they’ll be worth the investment in them. At this time of year I sometimes feel my job‘s a bit like running a dating agency only I’m matching potential apprentices’ attributes and abilities with companies’ engineering and commercial needs. Since mid February we’ve been talking to more than 50 manufacturers keen to learn about apprentice training. These conversations—on the phone and in person at company premises—have resulted in five of six apprentice opportunities on average each week. Companies are now preparing their online advertisements http://www.apprenticeships.org.uk/ to attract applications from apprentice hopefuls. Currently we have more than 120 places secured at 48 manufacturing companies; some will be taking on just one apprentice this year while the intake at others, such as Goodrich in Wolverhampton and Avery Weigh-Tronics in Smethwick, will be in double figures. We’re still following up leads from EEF offices all around the country so it’s anybody’s guess how many starters we’ll end up with in August when training begins. Our next big job is to help employers with their apprentice recruitment. No chance of putting my feet up for a while yet then but that’s how we like it. /advice-for-employers/working-with-apprentices/blog/2012/april/it’s-a-busy-time-but-that’s-how-we-like-it/ /advice-for-employers/working-with-apprentices/blog/2012/april/it’s-a-busy-time-but-that’s-how-we-like-it/ Thu, 19 April 2012 12:20:00 21 /advice-for-employers/working-with-apprentices/blog/2012/april/help-with-the-wage-bill/ If you’re a small manufacturing company with fewer than 250 employees, you can apply for a £1,500 grant to help you fund an apprentice.  The extra funding is to encourage companies to employ and train Apprentice’s and is aimed at  16 to 24 Year Olds group. The National Apprentice Service is willing to make up to 40,000 grants to eligible employers taking on their first apprentice between 1 February 2012 and March 2013. You can read about the details of the scheme at www.apprenticeships.org.uk or phone the National Apprenticeship Service on 08000 150 600. You can still apply for the grant if you’ve already employed a new apprentice since 1 February this year provided you meet the other criteria. It’s definitely worth a look. /advice-for-employers/working-with-apprentices/blog/2012/april/help-with-the-wage-bill/ /advice-for-employers/working-with-apprentices/blog/2012/april/help-with-the-wage-bill/ Thu, 05 April 2012 14:46:00 26 /advice-for-employers/working-with-apprentices/blog/2012/february/test/ An apprenticeship is the start of something great! Living proof of this is James Masefield who recently completed an apprenticeship at Precision Micro, a leading metal component manufacturer using the latest Photo Etching technology. Now the business’ Benelux Cell Leader, we had a chat with James to discover where it all went right. Great to see you again James. Quickly summarise your time at Precision Micro for us. Well I have worked in almost every department in the factory. When I first started I worked in Quality just doing day to day general Quality tasks. After approximately a year in Quality I was moved to a Research & Development team. This team focused on new work; finding robust processes for new jobs. After approximately another year in that team I was moved to a new Benelux team. This team was created to deal with European customers. Six months later I was leading that particular team and have been doing this role ever since. Wow! You’ve certainly experienced a lot.  Correct, I found my apprenticeship all very gradual. I like the way the first year, probably the most enjoyable year, is setup. It feels like you’re at work. It doesn’t feel like college. So you joined your apprenticeship after college? From school I chose to go back into education before starting a full-time job. I felt school alone didn’t give me any of the skills I needed to go and earn a decent income. Because of this I stayed living with my parents and went into full-time education to develop so I became more valuable to an employer. And then naturally you progressed on to earning whilst you learn through the apprenticeship? That’s right. Some positives of what I did with the money whilst learning – passed my driving test, went on a holiday with friends, saved up for a deposit on a car. I now live in my own studio apartment with my partner. Seems as though you’re really reaping the rewards. In a sentence James, how would you describe your apprenticeship? A valuable and life-changing experience. Thanks for your time James. Having completed his apprenticeship, James is now excelling and heading up his own successful team within the company. If you have the ambition to develop a career in manufacturing, get in touch. /advice-for-employers/working-with-apprentices/blog/2012/february/test/ /advice-for-employers/working-with-apprentices/blog/2012/february/test/ Fri, 17 February 2012 09:03:00 31 /advice-for-employers/working-with-apprentices/blog/2012/january/the-key-to-success/ The Hadley Group is one of Europe’s largest privately owned cold rolled steel manufacturers and has been at the forefront of new innovations for the past 40 years. Operating from purpose built premises in the United Kingdom, Dubai, Germany and Thailand, the Hadley Group employs around 450 workers and have in fact been training apprentices for the last 30 years.   Hiring one or two new apprentices each year, the Hadley Group has a rich heritage in growing its own talent and even some of the company’s senior directors and technical managers came through the scheme. Christopher Sweet began his apprenticeship at the Hadley Group nine years ago and is today recognised as one of the company’s most talented Design & Development Engineers. We caught up with Chris to discover more about his journey. Great to meet you Chris. So how did your apprenticeship begin? I left school in 2001 and was particularly interested in looking for an apprenticeship that would lead me into design. I initially saw an advert in the local paper for an employer-led engineering training organisation and attended an interview where they offered me a place at their facility. Whilst working towards my Performing Engineering Operations qualification, I got an interview with the Hadley Group and was again successful in my application and offered a placement on their Advanced Apprenticeship Scheme. Which is of course a fantastic achievement, especially as they’ve been training apprentices for the last 30 years. Correct. It’s a five year scheme with the possibility of a permanent work placement at the end. For the next nine months I worked towards my NVQ level 2 in Performing Engineering Operations whilst being employed by the Hadley Group and then entered the workplace. For the next two years I took up different placements within the organisation such as product development, database CAD and the tooling room. This gave me the basic understanding of how all aspects of the group work together to become a profitable business. So did that mark the end of your academic education? No, not at all. I was released one day a week to attend college in order to obtain more qualifications. My first two years at college were spent achieving my B-Tech National Certificate in Mechanical Engineering and I also went on to complete my Higher National Certificate. That’s really impressive. Fast-forward five years, what happened when you completed your apprenticeship? Well I was then offered a job in the design office as a Trainee Design & Development Engineer. A specific training plan was then setup for me over the next two years with a goal at the end for me to become a full Design & Development Engineer. And that is of course something that you achieved. Yes. Over the last three years I’ve been working as a fully trained engineer and have designed a vast range of tooling to produce different products. The Hadley Group has continued their support by investing in new equipment, technologies and training, thus enabling the company and myself to stay ahead of our competitors. So an apprenticeship is something that you’d recommend? My apprenticeship gave me valuable hands on experience at work whilst still allowing me to follow further education and acquire new qualifications. This I feel makes me more attractive to employers and may give me the edge over any fellow competitors applying for jobs. Sound advice. Thanks for your time Chris. Chris is just one talented apprentice that the Hadley Group has produced. Today, the group works with EEF and sends all of its technical apprentices to our Skills Training Centre. We also help them during the recruitment and selection process to ensure they employ more people like Chris and continually support them in the development of their engineers. If you’d like to discover how we can help you source and create talent like Chris, get in touch with our team of advisors . /advice-for-employers/working-with-apprentices/blog/2012/january/the-key-to-success/ /advice-for-employers/working-with-apprentices/blog/2012/january/the-key-to-success/ Fri, 20 January 2012 13:56:00 28 /advice-for-employers/working-with-apprentices/blog/2012/january/whale-tankers/ Jamie Timmins is a successful ex-apprentice. Now a professional welder and fitter at Whale Tankers, Jamie’s experience has empowered him to become an apprentice mentor for the company. Influencing the next generation of manufacturing apprentices, we met with Jamie to discuss his past. Thanks for speaking with us Jamie. So you’ve completed an apprenticeship and bought the t-shirt? That’s right. I’ve been employed by Whale Tankers for ten years now and completed my apprenticeship in 2004. If I can take you back to 2001, how did you find your apprenticeship? I actually found it through the work experience I did at college. I was thinking of doing a GNVQ in engineering at the time. And what was it about an apprenticeship that appealed to you? It was learning hands on about the product. This gave me the confidence in my ability and the right qualifications as well. I expect earning whilst you learnt was also appealing? Without a doubt. It helped me buy my own car, support myself financially and save for my trip to Australia. Was that a holiday to Australia or something a bit more substantial? I actually took a short break and went over for a year. The great thing was that I was able to apply the skills I had already learnt over there. So you’d recommend an apprenticeship? For me it was interesting, challenging and fun. I would certainly recommend it and my advice would be to put the effort in because what you get at the end is worth it. Solid advice Jamie. Thanks again for your help. Jamie’s experience shows that the skills you inherit through an apprenticeship stay with you for the rest of your life and can be applied to any environment. If you’re interested to find out what an apprenticeship can offer you,  get in touch . /advice-for-employers/working-with-apprentices/blog/2012/january/whale-tankers/ /advice-for-employers/working-with-apprentices/blog/2012/january/whale-tankers/ Thu, 05 January 2012 15:00:00 30 /advice-for-employers/working-with-apprentices/blog/2011/december/the-apprentice-–-hiring-–-david-weissgerber-–-titgemeyer/ Titgemeyer specialise in the production of industrial manufacturing systems and employs an approximately 500-strong workforce across the globe. The UK division of Titgemeyer has just employed its first apprentice and we caught up with UK MD, David Weissgerber, to quiz him on their latest recruit.      Great to speak with you David. So this is your first apprentice? That’s correct. It’s the first in our UK division but something that our German HQ has been operating for some time now. I know nine apprentices have graduated this year alone and we have a further 27 currently going through the scheme. That’s really impressive! So essentially the scheme is being rolled out into the UK market? Not exactly. We’ve not been pushed to roll it out, rather it’s definitely something that we still want to do. As you can see, apprenticeships are a core philosophy of Titgemeyer and I feel that’s something we now need to be progressing in the UK. And why is that exactly? Well essentially it’s the best way to ensure quality control I feel. With apprentices we have the opportunity to grow our own talent and develop an individual who is completely inducted into the ethos of the company. We also came across a scenario not so long ago which I suppose was the catalyst. We operate in the Black Country which has a rich heritage in manufacturing but have recently found ourselves struggling in the selection process when looking to hire. We’re hoping that an apprenticeship scheme will solve that. So does Germany take apprenticeships more seriously? I wouldn’t necessarily say just apprenticeships, but training as a whole. In Germany you have to have the paper that says you’re qualified. And is that something we need to adopt in the UK? I think we already do to some extent but it’s the direction that we’re pushing the next generation that’s the problem. It’s not that we have a skills shortage but manufacturing has declined as we’ve pushed more and more people into the services sector. Our newest and first apprentice is actually qualified in media studies but upon graduating discovered that there aren’t actually any relevant jobs available. Hence he’s diversified and applied himself to the manufacturing sector where I envisage a very bright future for him. That’s great to hear David. How did you find your apprentice? In this particular case the successful candidate was introduced to us through a friend of the company but we found EEF particularly useful. They’ve been excellent for guidance, search and selection plus hold a similar belief of learning on the job, getting hands-on and really discovering how things work. Superb, thanks for your time David. David’s given us some great insight on apprenticeship schemes abroad and if you’re interested in growing your own talent, take a look at our dedicated section for employers interested in an apprenticeship scheme, /advice-for-employers/working-with-apprentices/blog/2011/december/the-apprentice-–-hiring-–-david-weissgerber-–-titgemeyer/ /advice-for-employers/working-with-apprentices/blog/2011/december/the-apprentice-–-hiring-–-david-weissgerber-–-titgemeyer/ Mon, 05 December 2011 14:03:00 28 /advice-for-employers/working-with-apprentices/blog/2011/october/the-key-to-success-–-jamie-timmins-–-whale-tankers/ Jamie Timmins has been with Whale Tankers for ten years, completing his apprenticeship back in 2004. Now a qualified welder and fitter for the company, the tables have turned and Jamie is responsible for the mentorship of the firm’s current apprentices. We caught up with Jamie to see what life was like post-graduation.   Thanks for joining us today Jamie. Let’s start at the beginning, why did you choose an apprenticeship? Because I was more interested in working than going to university but I did want to further my education. So you never considered going to university? No, I wanted to learn a trade and have the qualifications to fall back on so an apprenticeship was the only way forward for me. And did the scheme help you achieve your goals? Yes definitely. I believe the combination of practical experience along with the qualification really does help you in your working life. That’s great to hear. So what is it that you do now? I work on the chassis’ and the tanks to get them ready for testing. I’m now also working with the other apprentices to help with their training and generally improve our scheme  I assume you approve of the apprenticeship scheme then? I really do believe apprenticeships are a step in the right direction. In the job I do there are a lot of different products that you need to know about and understanding how they work is key. Without the practical side of the apprenticeship I feel that I would have struggled. Solid advice. Thanks for your time Jamie. Jamie proves how valuable an apprentice can become to an organisation and even use their experiences to help shape the future of others. Please see our website for further information on becoming an apprentice. /advice-for-employers/working-with-apprentices/blog/2011/october/the-key-to-success-–-jamie-timmins-–-whale-tankers/ /advice-for-employers/working-with-apprentices/blog/2011/october/the-key-to-success-–-jamie-timmins-–-whale-tankers/ Wed, 19 October 2011 11:16:00 26 /advice-for-employers/working-with-apprentices/blog/2011/september/the-key-to-success-james-masefield-precision-micro/ Precision Micro is a leading metal component manufacturer using the latest photo etching technology. James Masefield began his career there as an apprentice and has since gone on to work in almost every department in the factory. Climbing the ladder quickly, James is now part of the company’s Benelux team. This team was created to deal with European customers and six months after joining it James was put in charge and has been leading it ever since. We had a chat with James to find out what exactly is the key to success. Great to have you here today James. It’s clear to see you’ve been extremely successful. Tell us about the Benelux team. My primary role is to ensure the Quality and on-time delivery for the majority of European customers and we’re getting better and better at it as the team is still developing. I have around ten people under my supervision ranging from engineers, inspectors, production control and operators. That’s amazing! So the apprenticeship was the start of your great career. Why did you initially choose to do one? Essentially, engineering interested me. I wanted an engineering course that was practical with little academic work and the EEF Apprentices and Skills training centre was perfect in terms of what I was looking for 95% of my first year spent on the shop floor and they would assist me in finding employment. It naturally led into the apprenticeship. And what was your goal? My initial aim when I first joined the company was to get familiar with the products and learn the processes involved. I have now done that and learnt the majority, so my current target is to get as close to 100% on-time delivery and 100% product quality to the customer. Seems as though your apprenticeship really motivated you. They’re something you’d recommend then? I would definitely recommend an apprenticeship. My advice would be to show you’re willing to learn and progress in whatever sector you’re studying. It’s not just about the qualification at the end of the scheme. I found a lot of my general skills have come from the experience of the instructors who trained me. I see an apprenticeship as being a gateway into the “real” world, it’s not about sitting in a classroom for eight hours a day, five days a week. The apprenticeship seems to be designed to get you working on the shop floor and learning by actually physically carrying out tasks. You learn whilst you earn! You’re a true ambassador for the value of an apprenticeship James! My apprenticeship gave me all of the required skills to progress to the next stage. All areas were covered by EEF from creating a real-working environment to assisting me in gaining employment. I do not regret anything so far in my years with both EEF and Precision Micro Limited. I am truly grateful to have been given such an opportunity. Very kind words indeed James. We look forward to seeing what the future holds for you. For James, the apprenticeship enhanced his development and he’s not only rapidly on the up but providing a unique service for Precision Micro. If you’d like to find out more contact us here . /advice-for-employers/working-with-apprentices/blog/2011/september/the-key-to-success-james-masefield-precision-micro/ /advice-for-employers/working-with-apprentices/blog/2011/september/the-key-to-success-james-masefield-precision-micro/ Thu, 06 October 2011 15:42:00 25 /advice-for-employers/working-with-apprentices/blog/2011/september/hiring-nicola-morris-goodrich/ Goodrich is a global supplier of systems and services to the aerospace and defence market. A Fortune 500 company, Goodrich manufacture technology for the likes of Airbus and Boeing, in fact, if there’s an aircraft in the sky – they’re most likely on it.   Nicci Morris is the company’s HR Advisor and is responsible for the 23 apprentices that Goodrich employs. We had a chat with her to find out if their apprentices are as highflying as their products. Thanks for chatting to us Nicci. 23 apprentices, you must have your hands full! Yes, I do indeed. And that figure will go up to 34 by the end of the year. Wow! So Goodrich really invests heavily in apprentices? We certainly do, they play a huge role here and we see them very much as the future of our business. We place a lot of emphasis on our Apprenticeship Training Programme and want to employ the best of the best to help us achieve our vision of becoming the fastest improver in the aerospace industry.   How long is your apprenticeship course then? I expect it’s very thorough? Correct, it’s a four-year course. At the very beginning our apprentices do nine months at the EEF training centre. During this time they spend four days a week doing their Performing Engineering Operations’ skills, with a day release at college to do their BTEC qualification. At the end of the four years, our apprentices will have obtained an NVQ Level 2 & 3, plus a BTEC qualification – some often go on to complete HNC’s and HND’s. There’s a real emphasis on academic learning here and we encourage and support all those that wish to continue with furthering their education and academic studies. So what do you look for in an apprentice? We look for a technical or a craft bias, but personality and enthusiasm is also important when selecting the right candidate.. An individual who has a positive outlook, is dedicated, organised and has the ability to commit to the programme would stand out to us and would be considered for an apprenticeship here at Wolverhampton.  What advice would you give to other companies considering an apprenticeship scheme? Well I’d certainly recommend it! Personally speaking, I see it as a great opportunity for companies to give something back to society and help youngsters grow and develop. But it’s also something not to be taken lightly. It’s a big commitment and crucial that the infrastructure is put in place to support an apprentice, such as a comprehensive training programme, a mentoring scheme and someone to oversee the programme from inception through to completion. That’s great, thanks for your time Nicci. It’s clear to see that Goodrich is sky-high with their apprentices. Could an apprentice be a resource to give your company liftoff? If so, find out how at our dedicated employer section . /advice-for-employers/working-with-apprentices/blog/2011/september/hiring-nicola-morris-goodrich/ /advice-for-employers/working-with-apprentices/blog/2011/september/hiring-nicola-morris-goodrich/ Tue, 20 September 2011 10:28:00 23 /advice-for-employers/working-with-apprentices/blog/2011/september/hiring-marcus-heather-precision-micro/ Precision Micro is the expert in the manufacturing of  components through the use of photo chemistry and precision engineering. In essence, they put the creative flair into manufacturing! We were lucky enough to speak with the company’s Business Director, Marcus Heather, a person responsible for a workforce of 180 employees, including three apprentices. Marcus, thanks for joining us. Tell us about your apprenticeship scheme. Well the scheme started three years ago and our very first apprentice has just finished his training which we’re extremely pleased with. We initially began hiring apprentices to bridge a skills shortage that simply couldn’t be replaced on an ad hoc basis. We’re now able to guide our apprentices which will continually fill the gap over years to come. On top of that, they also come with no history or preconceptions which means they’re a blank canvas for us to work with. So does that mean you value an apprentice over a graduate? Not necessarily, we need apprentices to be where the money is made and that’s in the workshop! Education is floored as such because it’s creating a workforce of pencil pushers. There needs to be balance as there’s a role for both. For example, our chemists require a degree qualification. But it’s also important for apprentices to receive the correct the training also. All of ours spend their first year with EEF which means they’re taught practical understanding by the experts. EEF also source all of our candidates, they’re basically a one stop shop for talent. That’s very interesting. Can you tell us what your apprentices have been like in the workplace? In one sentence, never underestimate their capability! Our guys work to an extremely high level and learn quickly. They’re also flexible, adaptive, enthusiastic and multitalented. Their positivity also rubs off on other colleagues which encourages them to learn new things also. They’re actually superb role models. Great to hear! So what advice would you give? Well, to companies thinking of starting an apprenticeship scheme, get onboard now because there are some serious opportunities to take advantage of. To apprentices, prepare to grow up fast because you’re out of the classroom and into the world of business now! Thanks for your insight Marcus. Greatly appreciated. Precision Micro is just one of many companies bridging a skills gap with the use of apprentices. If your company could benefit from the initiation of an apprenticeship scheme, make sure you check out our section dedicated to employers. /advice-for-employers/working-with-apprentices/blog/2011/september/hiring-marcus-heather-precision-micro/ /advice-for-employers/working-with-apprentices/blog/2011/september/hiring-marcus-heather-precision-micro/ Fri, 09 September 2011 13:36:00 17 /advice-for-employers/working-with-apprentices/blog/2011/july/hiring-lisa-davison/ Whale Tankers. An unusual name for a company you may think? Well not when you consider the size of the monsters that these guys produce! In operation since 1969, Whale manufacturer bespoke behemoth vehicles such as the mammoth MEGAWhale. Lisa Davison is Whale’s HR Officer and she co-ordinates the apprentices that are lucky enough to get their hands on these massive mechanical marvels. Thanks for joining us today Lisa. So tell us a little about apprenticeships at Whale? Well we have run the scheme for six years now and see it very much as succession planning. We very much believe that it’s the best way to develop the skills for our company and as such, all of our apprentices have stayed with us as a business. That’s an amazing achievement. So I expect you’re really reaping the rewards of that investment then? We are but you need to bear in mind that it takes a number of years for us to see a true return on investment as it takes our apprentices six years to become fully operational. It’s a really comprehensive training program but in the long run the cost in both time and money is well worth it. Does that mean you value an apprentice over that of a university graduate for instance? Not necessarily, there’s an argument for both. Apprentices learn the practical skills but they do require higher education and this is something that we offer within our scheme. Upon saying that though, you can mould an apprentice to understand the business they are in and because of this it makes them more valuable. I expect you’re very proud when an apprentice ‘graduates’ then? It is very rewarding to see individuals achieve and mature. I especially like the graduation day that EEF now conduct as this adds a sense of occasion to their achievement. Is EEF something you’d recommend to employers? The EEF apprenticeship scheme is very good from start to finish and that is because many of those involved have come from an engineering background and not education, which helps in the apprentice’s development. High praise indeed Lisa. We appreciate your time. Lisa and her well-oiled apprentice machine are helping Whale Tankers manufacturer some of the most sophisticated vehicles on British roads. Combining application and academic learning, what could an apprentice do for your business? Find out more here . /advice-for-employers/working-with-apprentices/blog/2011/july/hiring-lisa-davison/ /advice-for-employers/working-with-apprentices/blog/2011/july/hiring-lisa-davison/ Mon, 01 August 2011 11:32:00 16 /advice-for-employers/working-with-apprentices/blog/2011/july/hiring-–-david-brown/ Operating in over 42 locations across the globe, David Brown is Director General Manager of Hexagon Metrology Ltd UK. One of the largest group of its kind in the world, Hexagon are experts in providing equipment and services in the science of metrology which David describes as ‘measuring and positioning objects’ in nearly all of the manufacturing sectors. David is about to make a big decision in terms of selecting the company’s very first apprentices. We caught up with him to see how he was getting on. David, thanks for sparing the time today. So you and Hexagon are at a very exciting time, you’re about to select the company’s very first apprentices. How have you found that experience? Very difficult if I’m being honest, but in a good way. The calibre of candidates that we’ve seen has been excellent. There’s so much young talent on offer, everyone we’ve seen fit well, so it’s making my job very difficult. I was originally planning to hire two apprentices but it’s possible that we might take three on now, the standard is that high. What a great predicament to be in! So have you had any experience in hiring apprentices before? No, this is completely new territory for me. But as it happens, we had just joined EEF and turned to them for assistance which has been superb. They did pretty much everything. Sourced the candidates, screened and filtered each individual…before putting us in this predicament as you say. But it’s a positive predicament. EEF has found us amazing quality and I’d probably still be scratching my head if it wasn’t for their help. That’s great to hear. If I can go back to the beginning, why did you decide to implement an apprenticeship scheme? There’s a few reasons but I suppose the main one is that in the past we’ve sometimes hired newly qualified engineers who have all been fantastic and contribute endless amounts to the company. But we thought; ‘If these young people can provide this much for Hexagon, what could we harness out of a younger raw talent such as an apprentice?’ So it’s a bit of an experiment for us where we’re hopefully investing in the future. So you view apprenticeships not only as an opportunity for the up-and-coming talent, but also the organisations that employ them? Without a doubt, especially in metrology which is a fairly small community. I think the industry is in danger of not getting enough new blood which would ultimately cost dearly with the potential of engineer shortages, etc. It’s imperative that we all try to keep the industry motoring and a part of that is collectively investing in its future. That’s a really interesting outlook. What advice would you give to other companies considering an apprenticeship scheme? During the recession, the manufacturing sector was driven extremely hard to stay afloat and I think we’re all guilty of ‘tunnel vision’. We’ve all been so dedicated in getting the economy back on track, that we’ve perhaps ignored the next generation of engineers. My advice would be stop, evaluate the current situation, take stock of your work force and invest if necessary. We all need to be looking five or maybe ten years down the line and ensuring that we’re nurturing talent as an industry. It’s imperative. Thanks for your insight David. We’ll check back on you soon to see how you got on with the big decision. David highlighted the importance of investing in the future and also the risks of not doing so. If you’d benefit from some impartial advice about apprenticeships, get in touch here . /advice-for-employers/working-with-apprentices/blog/2011/july/hiring-–-david-brown/ /advice-for-employers/working-with-apprentices/blog/2011/july/hiring-–-david-brown/ Mon, 01 August 2011 11:02:00 14 /advice-for-employers/working-with-apprentices/blog/2011/july/hiring-– greg-roughley/ Greg Roughley is an Engineering Manager at Conductix-Wampfler, an international organisation specialising in power and data transfer systems. From overhead and port cranes, amusement rides, production machines, mill and mine machinery, to large mass transit systems, Conductix-Wampfler are the guys who keep business and manufacturing moving. 18 months ago, Conductix-Wampfler made the wise decision to hire their first apprentice. We spoke to Greg to find out why and also how they went about finding their perfect employee. Great to meet you Greg. So 18 months ago you hired Conductix-Wampfler’s very first apprentice. What made you do that? I think it was primarily born out of frustration. Previously we had tried to hire already qualified and experienced engineers and although the vast majority were able and qualified, they didn’t really fit with the company culture and it’s products. Hence we decided to simply try something new and hopefully find an individual and talent who we could grow ourselves. We see it very much as a future investment. And had you had any previous experience with recruiting at an apprentice level? None whatsoever. And it’s a very different process! We needed expert advice and turned to EEF for guidance and direction. They actually made the process extremely simple; helping source and evaluate the most appropriate candidates and short listing the ‘potentials’ before introducing them to us to go through our own interview process. They took out so much of the hard work and because they understood our business so well, essentially providing us with a shortlist of the most suitable candidates for our business. EEF’s experience was essential throughout this process and it saved me so much time. So once EEF had provided you with their shortlist, how did you decide who was ultimately going to become your first apprentice? I think at this stage of their career, you need to look beyond solely academic credentials and really drill down to the core of their character. I wanted someone with bucket loads of enthusiasm and a real determination to learn, grow and develop with the company. Also someone who had more than a passive interest in engineering plus absolutely no preconceptions about the role of an apprentice. It’s no easy ride…they were certainly going to be challenged! Now you have your first apprentice, would you consider hiring more? Without a doubt! If we were in a position to, I’d hire a small army of them if I had the resources and it does depend on that. Our apprentice has been nothing less than enthusiastic, reliable and also encouraging from the company’s perspective. He’s a breath of fresh air being so young and I truly believe peeople like him are the future of Conductix-Wampfler. Thanks for speaking to us today Greg, much appreciated. As Greg revealed, hiring an apprentice can be a very complex and time consuming task. Every day EEF help manufacturing businesses across the UK find their perfect employee. To find out more about how EEF can help your business, click here . /advice-for-employers/working-with-apprentices/blog/2011/july/hiring-– greg-roughley/ /advice-for-employers/working-with-apprentices/blog/2011/july/hiring-– greg-roughley/ Mon, 01 August 2011 10:11:00 8 /advice-for-employers/working-with-apprentices/blog/2011/july/the-key-to-success/ It's been a long time since Chris Morris first joined Electrolux Professional as an apprentice back in 1995 but it's fair to say that him, and Electrolux Professional, have never looked backed since. We had a chat with Chris to reminisce on old times… Chris, thanks for joining us today. If I can take you back to 1995, why did you choose to do an apprenticeship? It's fair to say that I wasn't an academic and I left school with poor qualifications. Because of this higher education wasn't an option unless I did resits and my parents were adamant that I secured a trade to fall back on. An apprenticeship offered me an alternative route and I found Electrolux Professional off my own back. The rest they say is history. So what has happened since then? Well I completed my apprenticeship in 1999 and naturally came away with the qualification I wanted but also a fulltime role at Electrolux. I was originally aiming to become an electrician for the company but now actually work on the gas side of things as a Senior Product Support Engineer. I'm not so hands-on these days but coming up through the ranks from an apprenticeship to eventually be responsible for co-ordination of the service and sales department is a great achievement I feel. Having gone through the whole process, what advice would you give to people considering an apprenticeship or perhaps considering taking on an apprentice of their own? I think these words of wisdom apply to both when I say that an apprenticeship is a huge challenge! If you think being an apprentice means being the 'tea-boy or girl' then you're completely wrong. Apprenticeships are not easy and should no way be considered as 'just a job'. The company is investing time and money to train you up so you really have to prove your worth but if you're committed to making something of your future - then grab it with both hands. So it's fair to assume that if you had the chance to rewrite history…you'd make the same choice? I underachieved at school and it wasn't because I was any less intelligent than those who secured high grades but simply because I struggled with the academic environment. The apprenticeship gave me the same learning environment but the opportunity to prove myself in a different capacity. I really excelled at this and haven't looked back since. Well done Chris, you're a great example to future apprentices. Chris' success illustrates not only the opportunities available to an apprentice, but also the value that someone of his calibre brings to organisation. /advice-for-employers/working-with-apprentices/blog/2011/july/the-key-to-success/ /advice-for-employers/working-with-apprentices/blog/2011/july/the-key-to-success/ Thu, 28 July 2011 11:30:00