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Ensuring Equality and Diversity Heart of England Training Ltd is committed to the elimination of both direct and indirect discrimination and continuously seeks to actively implement positive policies to promote equality of opportunity. This is reflected in our recruitment practices where we welcome applications from all persons regardless of sex, marital status, race, disability, colour, age, sexual orientation, nationality or ethnic origin. We aim to treat apprentices fairly and equally during their training programmes and ensure that they know what to do if they have a complaint. We trust that your commitment to ensuring equality and diversity will be the same as ours. Training provider’s role… • Promote equality and diversity throughout the work-based learning process • Have a written equality and diversity policy which staff, apprentices and employers understand and are committed to • Advise you on equality and diversity issues and legislation • Explain to apprentices how they should treat other people • Make sure that apprentices know what to do if they feel they are being unfairly treated in the workplace • Act on any complaints received from apprentices

Employer’s role… • Comply with equality and diversity legislation • Demonstrate your commitment to equality and diversity in the workplace • Ensure equality and diversity in selection, recruitment and learning activities • Ensure that apprentices are treated fairly and equally • Make sure that apprentices are not bullied, harassed or made to feel unwelcome in the workplace • Explain to apprentices what to do if they have a complaint about the way they are treated

It is the intention of Heart of England Training to provide the highest quality training in vocational skills and the delivery of service to industry throughout the Midlands.

We also offer… Foundation Learning Programmes for 14-19 year olds. NVQ and QCF qualifications for all. Day courses in Customer Service, Management and Team Leading, Business Administrative Skills. A1 Vocational assessor award. V1 Award in Conducting Internal Quality Assurance of the Assessment Process.

AN

Health and Safety and Safeguarding We have a positive commitment to promoting good health and safety and safeguarding practice in the workplace and know that this will be equally true of you. Training provider’s role… • Using competent staff, verify that you can provide a healthy, safe and supportive learning environment • Assist you on questions of health and safety and safeguarding requirements and application to individual apprentices • Monitor health and safety practices on an ongoing basis • Provide health and safety and safeguarding training for apprentices to raise their awareness of risk • Check apprentice’s understanding of health and safety and safeguarding risk awareness • Investigate any accidents involving apprentices within the workplace and agree preventative action • Ensure its staff are trained to recognise potential safeguarding issues • Ensure its staff are registered with CRB/ISA schemes

5

Employer’s role… • Ensure the health, safety and safeguarding and welfare of apprentices and bring your policy statement to their attention • Comply with health and safety and safeguarding legislation • Inform the apprentice about who is responsible for health and safety and safeguarding matters within the company • Provide initial and ongoing health and safety and safeguarding training in the workplace for apprentices • Provide necessary protective clothing • Report any accidents, concerning apprentices, immediately to us • Assess the risks to which apprentices are exposed at work and apply the general principles of prevention • Introduce and maintain appropriate measures to eliminate or control risks to the lowest reasonable practicable level • Ensure apprentices are properly supervised by a competent person • Ensure that apprentices are covered under public and employer’s liability insurance

Head Office: Heart of England Training Ltd, Eleven Arches House, Leicester Road, Rugby CV21 1FD Training centres in Coventry, Rugby, Leicester and Birmingham Tel: 0800 0281 576 Fax: 01788 552957 Email: info@hoet.co.uk www.hoet.co.uk

EMPLOYERS GUIDE To Apprenticeships & Work-Based Learning

HEART OF ENGLAND TRAINING IS AN EQUAL OPPORTUNITIES EMPLOYER APPRENTICESHIPS ARE FUNDED BY THE Skills Funding Agency

www.hoet.co.uk


Introduction If you are already providing, or expressing interest in providing a work-placement, taking on a new recruit or training one of your existing employees, we hope that this Guide will help you understand the services and support which we can provide and the role which you can play in the process. Our business development advisers offer a free Organisational Training Needs Analysis conducted with you at your convenience.

How can work-based learning help your business? We know that recruiting the right member of staff for your company and ensuring that they have the relevant skills and knowledge to do the job you require will be of paramount importance to you. We can help you in these activities through our work-based learning programmes, which will provide you with a number of key benefits: • • • • • •

Cost effective recruitment Development of a well trained, well-motivated workforce Help meet the costs of training Increased productivity through better trained staff Improved company performance with measurable impact Demonstrate your commitment to staff development

How can we help your business? Work-based learning is part of a national programme of funded provision to raise skill levels. It aims to develop an individual’s knowledge and skills within the workplace environment and presents a real opportunity for employees who want to continue their learning outside full-time further and higher education. It provides support for employees to work towards the achievement of apprenticeships (level 2), advanced apprenticeships (level 3) and vocational qualifications. Over 200,000 forward thinking employers are currently developing their employees in this way, ranging from small employers who employ less than five staff to household names such as J Sainsbury, Rolls Royce and American Express.

What qualifications are involved in apprenticeships & advanced apprenticeships? NVQ and QFC qualifications - are designed around the skills people use at work and cover all types and levels of work. Each NVQ and QFC qualification is made up of a number of units of competence which set out what an individual must be able to do in a given area and to what standard. An NVQ and QFC National standards are set by national employer led-bodies, who know exactly what skills are needed to do each job well. Each individual unit is assessed and credited and an NVQ and QFC qualification is awarded when all of the required units have been achieved. Assessment activities normally take place within the workplace by a qualified assessor. Functional Skills - As part of their training programme apprentices will also be developing their Functional Skills. Functional Skills address the personal development of an individual and cover: English, Maths and information technology. Functional Skills are considered by employers to be an essential part of occupational competence. They are delivered with the NVQ or QCF qualification but are separately certificated. Technical Certificate - Some apprenticeships are further enhanced by a Technical Certificate. This is usually an exam based qualification to assess the understanding of the principals of the occupational area. Our staff will be on hand throughout the apprenticeship to give you feedback on progress and to help you to be involved in the best way for your business.

2

www.hoet.co.uk

Recruiting and selecting apprentices

Delivering learning programmes

The recruitment and selection process aims to attract and select apprentices who are best suited to the work and the training you can offer. Having discussed your particular needs we will match your requirements with the skills and experience of our learners and shortlist those whom we feel would be most suited to the position you are offering. We can advertise your vacancy on the National apprenticeship website: www.apprenticeships. org.uk. Alternatively you may wish to undertake your own recruitment activities. As the employer the final decision regarding selection will be yours.

Having planned the apprentice’s learning programme we will work together to deliver the training that is required to develop the apprentice’s skills and help them achieve their qualification. Much of the training will take place within the workplace itself. This will typically involve apprentices developing their skills through observing others perform activities, practising themselves and learning from their supervisor. The more learning opportunities that you can provide the greater range of skills the apprentice is likely to acquire, which will be of benefit to your company. You may also wish to consider giving the apprentice projects to undertake, or want them to attend formal training sessions that will develop their skills and knowledge even further.

Employer’s role… • Advise us on the types of positions you are seeking to fill and the characteristics which potential apprentices will require • Interview a number of applicants and keep us informed on the outcomes of these • Take action to consider applicants from underrepresented groups • Give applicants accurate information about the work which they will be doing and the training which you will provide • Treat all candidates fairly and consistently during the selection process • Offer a salary in line with current SFA guidance • Advise us of any existing employees whom you wish to participate in work based learning • To participate in the completion of an Organisational Training Needs Analysis

Training provider’s role… • Produce informative promotional material to attract suitable candidates • Link with Connexions service, schools and other external organisations to attract as many suitable candidate as possible, including those who may be currently under-represented in your workforce • Use effective and fair selection methods • Refer suitable candidates to you for interview • Advise you on selection methods and help with interviewing, if required • Organise work experience when appropriate • To complete an Organisational Training Needs Analysis with the employer • To offer current, impartial Information, Advice and Guidance • To refer the employer to an alternative provision if appropriate

Apprenticeship Induction Having got the right person you will want to ensure that they stay with you. One way of doing this is by providing a well-planned induction programme. Induction training will help trainees settle quickly into your company by helping them understand the environment in which they are based and the job which they are doing. We will complement this by providing an induction to tell them about their training programme. Employer’s role… • Show apprentices where everything in the workplace is • Introduce them to the people they will work with and their supervisor • Train them in the health and safety of your workplace • Explain your company policies and procedures • Inform apprentices of their conditions of employment • Provide apprentices with basic information about the job which they will be doing • Provide the apprentice with a mentor if possible • Issue apprentices with a contract of employment

Training provider’s role… • Provide induction training for apprentices on their training programme • Explain about work-based learning and the role of everyone • Advise you on workplace induction and initial training • Explain how apprenticeships are achieved • Explain to apprentices their rights and responsibilities • To check that apprentices have understood the information which they have been given at induction • Provide apprentices with written information to support what they have been given during induction, to which they can refer to in the future • Assess any learning or medical needs and share information with the employer if relevant

3

In terms of who provides the off-the-job training, this is a matter of personal choice. You may wish to carry out some or all of the training within the company. We also provide off-the-job training sessions to support what the apprentice is learning in the workplace. We will agree when and where this will take place when developing the learning programme. In this way we can also ensure that the off-the-job training which is being provided is appropriate to what the apprentice is doing in the workplace and vice versa. Training provider’s role… • Provide help and advice on planning workplace training and learning activities • Be aware of the learning activities that are taking place within the workplace • Provide appropriate off-the-job training sessions to support the skills that the apprentice is developing in the workplace, in order that they can achieve their qualification • Keep you informed of what the apprentice has covered during off-the-job training activities • Keep you informed of any additional learning or social needs support provided, where appropriate

Employer’s role… • To help apprentices develop their knowledge and skills by providing a wide range of learning and training opportunities • Allow apprentices to attend off-the-job training sessions or exams at agreed times • Help apprentices put into practice what they have learnt during off-the-job training sessions • Allow the apprentice time off for training • Initiate a meeting with us if you have any concerns about any aspect of the training delivery

Reviewing work based learning progress To check the apprentice is getting the most out of their learning programme it is important to monitor their progress at regular intervals. This will ensure that any additional training or support needs, that are identified, are properly addressed. We will fully involve the apprentice’s supervisor and agree with you the best time for support to take place, so as not to cause disruption to normal workplace activities. Training provider’s role… • Organise a schedule of regular review meetings • Involve the apprentice and the workplace supervisor in the review • Find out and record the progress made by the apprentice • Identify additional training and support needs and update the training plan accordingly • Agree and record actions and targets between this and the next review • Make sure the apprentice and the workplace supervisor have a copy of the record of the review

Employer’s role… • Let us know how the apprentice is progressing in the workplace • Advise us of any concerns which you may have regarding the apprentice’s progress • Attend apprentice progress reviews • Advise on workplace training and assessment opportunities that may occur in the period to the next review

...training for a brighter future

4


Introduction If you are already providing, or expressing interest in providing a work-placement, taking on a new recruit or training one of your existing employees, we hope that this Guide will help you understand the services and support which we can provide and the role which you can play in the process. Our business development advisers offer a free Organisational Training Needs Analysis conducted with you at your convenience.

How can work-based learning help your business? We know that recruiting the right member of staff for your company and ensuring that they have the relevant skills and knowledge to do the job you require will be of paramount importance to you. We can help you in these activities through our work-based learning programmes, which will provide you with a number of key benefits: • • • • • •

Cost effective recruitment Development of a well trained, well-motivated workforce Help meet the costs of training Increased productivity through better trained staff Improved company performance with measurable impact Demonstrate your commitment to staff development

How can we help your business? Work-based learning is part of a national programme of funded provision to raise skill levels. It aims to develop an individual’s knowledge and skills within the workplace environment and presents a real opportunity for employees who want to continue their learning outside full-time further and higher education. It provides support for employees to work towards the achievement of apprenticeships (level 2), advanced apprenticeships (level 3) and vocational qualifications. Over 200,000 forward thinking employers are currently developing their employees in this way, ranging from small employers who employ less than five staff to household names such as J Sainsbury, Rolls Royce and American Express.

What qualifications are involved in apprenticeships & advanced apprenticeships? NVQ and QFC qualifications - are designed around the skills people use at work and cover all types and levels of work. Each NVQ and QFC qualification is made up of a number of units of competence which set out what an individual must be able to do in a given area and to what standard. An NVQ and QFC National standards are set by national employer led-bodies, who know exactly what skills are needed to do each job well. Each individual unit is assessed and credited and an NVQ and QFC qualification is awarded when all of the required units have been achieved. Assessment activities normally take place within the workplace by a qualified assessor. Functional Skills - As part of their training programme apprentices will also be developing their Functional Skills. Functional Skills address the personal development of an individual and cover: English, Maths and information technology. Functional Skills are considered by employers to be an essential part of occupational competence. They are delivered with the NVQ or QCF qualification but are separately certificated. Technical Certificate - Some apprenticeships are further enhanced by a Technical Certificate. This is usually an exam based qualification to assess the understanding of the principals of the occupational area. Our staff will be on hand throughout the apprenticeship to give you feedback on progress and to help you to be involved in the best way for your business.

2

www.hoet.co.uk

Recruiting and selecting apprentices

Delivering learning programmes

The recruitment and selection process aims to attract and select apprentices who are best suited to the work and the training you can offer. Having discussed your particular needs we will match your requirements with the skills and experience of our learners and shortlist those whom we feel would be most suited to the position you are offering. We can advertise your vacancy on the National apprenticeship website: www.apprenticeships. org.uk. Alternatively you may wish to undertake your own recruitment activities. As the employer the final decision regarding selection will be yours.

Having planned the apprentice’s learning programme we will work together to deliver the training that is required to develop the apprentice’s skills and help them achieve their qualification. Much of the training will take place within the workplace itself. This will typically involve apprentices developing their skills through observing others perform activities, practising themselves and learning from their supervisor. The more learning opportunities that you can provide the greater range of skills the apprentice is likely to acquire, which will be of benefit to your company. You may also wish to consider giving the apprentice projects to undertake, or want them to attend formal training sessions that will develop their skills and knowledge even further.

Employer’s role… • Advise us on the types of positions you are seeking to fill and the characteristics which potential apprentices will require • Interview a number of applicants and keep us informed on the outcomes of these • Take action to consider applicants from underrepresented groups • Give applicants accurate information about the work which they will be doing and the training which you will provide • Treat all candidates fairly and consistently during the selection process • Offer a salary in line with current SFA guidance • Advise us of any existing employees whom you wish to participate in work based learning • To participate in the completion of an Organisational Training Needs Analysis

Training provider’s role… • Produce informative promotional material to attract suitable candidates • Link with Connexions service, schools and other external organisations to attract as many suitable candidate as possible, including those who may be currently under-represented in your workforce • Use effective and fair selection methods • Refer suitable candidates to you for interview • Advise you on selection methods and help with interviewing, if required • Organise work experience when appropriate • To complete an Organisational Training Needs Analysis with the employer • To offer current, impartial Information, Advice and Guidance • To refer the employer to an alternative provision if appropriate

Apprenticeship Induction Having got the right person you will want to ensure that they stay with you. One way of doing this is by providing a well-planned induction programme. Induction training will help trainees settle quickly into your company by helping them understand the environment in which they are based and the job which they are doing. We will complement this by providing an induction to tell them about their training programme. Employer’s role… • Show apprentices where everything in the workplace is • Introduce them to the people they will work with and their supervisor • Train them in the health and safety of your workplace • Explain your company policies and procedures • Inform apprentices of their conditions of employment • Provide apprentices with basic information about the job which they will be doing • Provide the apprentice with a mentor if possible • Issue apprentices with a contract of employment

Training provider’s role… • Provide induction training for apprentices on their training programme • Explain about work-based learning and the role of everyone • Advise you on workplace induction and initial training • Explain how apprenticeships are achieved • Explain to apprentices their rights and responsibilities • To check that apprentices have understood the information which they have been given at induction • Provide apprentices with written information to support what they have been given during induction, to which they can refer to in the future • Assess any learning or medical needs and share information with the employer if relevant

3

In terms of who provides the off-the-job training, this is a matter of personal choice. You may wish to carry out some or all of the training within the company. We also provide off-the-job training sessions to support what the apprentice is learning in the workplace. We will agree when and where this will take place when developing the learning programme. In this way we can also ensure that the off-the-job training which is being provided is appropriate to what the apprentice is doing in the workplace and vice versa. Training provider’s role… • Provide help and advice on planning workplace training and learning activities • Be aware of the learning activities that are taking place within the workplace • Provide appropriate off-the-job training sessions to support the skills that the apprentice is developing in the workplace, in order that they can achieve their qualification • Keep you informed of what the apprentice has covered during off-the-job training activities • Keep you informed of any additional learning or social needs support provided, where appropriate

Employer’s role… • To help apprentices develop their knowledge and skills by providing a wide range of learning and training opportunities • Allow apprentices to attend off-the-job training sessions or exams at agreed times • Help apprentices put into practice what they have learnt during off-the-job training sessions • Allow the apprentice time off for training • Initiate a meeting with us if you have any concerns about any aspect of the training delivery

Reviewing work based learning progress To check the apprentice is getting the most out of their learning programme it is important to monitor their progress at regular intervals. This will ensure that any additional training or support needs, that are identified, are properly addressed. We will fully involve the apprentice’s supervisor and agree with you the best time for support to take place, so as not to cause disruption to normal workplace activities. Training provider’s role… • Organise a schedule of regular review meetings • Involve the apprentice and the workplace supervisor in the review • Find out and record the progress made by the apprentice • Identify additional training and support needs and update the training plan accordingly • Agree and record actions and targets between this and the next review • Make sure the apprentice and the workplace supervisor have a copy of the record of the review

Employer’s role… • Let us know how the apprentice is progressing in the workplace • Advise us of any concerns which you may have regarding the apprentice’s progress • Attend apprentice progress reviews • Advise on workplace training and assessment opportunities that may occur in the period to the next review

...training for a brighter future

4


Introduction If you are already providing, or expressing interest in providing a work-placement, taking on a new recruit or training one of your existing employees, we hope that this Guide will help you understand the services and support which we can provide and the role which you can play in the process. Our business development advisers offer a free Organisational Training Needs Analysis conducted with you at your convenience.

How can work-based learning help your business? We know that recruiting the right member of staff for your company and ensuring that they have the relevant skills and knowledge to do the job you require will be of paramount importance to you. We can help you in these activities through our work-based learning programmes, which will provide you with a number of key benefits: • • • • • •

Cost effective recruitment Development of a well trained, well-motivated workforce Help meet the costs of training Increased productivity through better trained staff Improved company performance with measurable impact Demonstrate your commitment to staff development

How can we help your business? Work-based learning is part of a national programme of funded provision to raise skill levels. It aims to develop an individual’s knowledge and skills within the workplace environment and presents a real opportunity for employees who want to continue their learning outside full-time further and higher education. It provides support for employees to work towards the achievement of apprenticeships (level 2), advanced apprenticeships (level 3) and vocational qualifications. Over 200,000 forward thinking employers are currently developing their employees in this way, ranging from small employers who employ less than five staff to household names such as J Sainsbury, Rolls Royce and American Express.

What qualifications are involved in apprenticeships & advanced apprenticeships? NVQ and QFC qualifications - are designed around the skills people use at work and cover all types and levels of work. Each NVQ and QFC qualification is made up of a number of units of competence which set out what an individual must be able to do in a given area and to what standard. An NVQ and QFC National standards are set by national employer led-bodies, who know exactly what skills are needed to do each job well. Each individual unit is assessed and credited and an NVQ and QFC qualification is awarded when all of the required units have been achieved. Assessment activities normally take place within the workplace by a qualified assessor. Functional Skills - As part of their training programme apprentices will also be developing their Functional Skills. Functional Skills address the personal development of an individual and cover: English, Maths and information technology. Functional Skills are considered by employers to be an essential part of occupational competence. They are delivered with the NVQ or QCF qualification but are separately certificated. Technical Certificate - Some apprenticeships are further enhanced by a Technical Certificate. This is usually an exam based qualification to assess the understanding of the principals of the occupational area. Our staff will be on hand throughout the apprenticeship to give you feedback on progress and to help you to be involved in the best way for your business.

2

www.hoet.co.uk

Recruiting and selecting apprentices

Delivering learning programmes

The recruitment and selection process aims to attract and select apprentices who are best suited to the work and the training you can offer. Having discussed your particular needs we will match your requirements with the skills and experience of our learners and shortlist those whom we feel would be most suited to the position you are offering. We can advertise your vacancy on the National apprenticeship website: www.apprenticeships. org.uk. Alternatively you may wish to undertake your own recruitment activities. As the employer the final decision regarding selection will be yours.

Having planned the apprentice’s learning programme we will work together to deliver the training that is required to develop the apprentice’s skills and help them achieve their qualification. Much of the training will take place within the workplace itself. This will typically involve apprentices developing their skills through observing others perform activities, practising themselves and learning from their supervisor. The more learning opportunities that you can provide the greater range of skills the apprentice is likely to acquire, which will be of benefit to your company. You may also wish to consider giving the apprentice projects to undertake, or want them to attend formal training sessions that will develop their skills and knowledge even further.

Employer’s role… • Advise us on the types of positions you are seeking to fill and the characteristics which potential apprentices will require • Interview a number of applicants and keep us informed on the outcomes of these • Take action to consider applicants from underrepresented groups • Give applicants accurate information about the work which they will be doing and the training which you will provide • Treat all candidates fairly and consistently during the selection process • Offer a salary in line with current SFA guidance • Advise us of any existing employees whom you wish to participate in work based learning • To participate in the completion of an Organisational Training Needs Analysis

Training provider’s role… • Produce informative promotional material to attract suitable candidates • Link with Connexions service, schools and other external organisations to attract as many suitable candidate as possible, including those who may be currently under-represented in your workforce • Use effective and fair selection methods • Refer suitable candidates to you for interview • Advise you on selection methods and help with interviewing, if required • Organise work experience when appropriate • To complete an Organisational Training Needs Analysis with the employer • To offer current, impartial Information, Advice and Guidance • To refer the employer to an alternative provision if appropriate

Apprenticeship Induction Having got the right person you will want to ensure that they stay with you. One way of doing this is by providing a well-planned induction programme. Induction training will help trainees settle quickly into your company by helping them understand the environment in which they are based and the job which they are doing. We will complement this by providing an induction to tell them about their training programme. Employer’s role… • Show apprentices where everything in the workplace is • Introduce them to the people they will work with and their supervisor • Train them in the health and safety of your workplace • Explain your company policies and procedures • Inform apprentices of their conditions of employment • Provide apprentices with basic information about the job which they will be doing • Provide the apprentice with a mentor if possible • Issue apprentices with a contract of employment

Training provider’s role… • Provide induction training for apprentices on their training programme • Explain about work-based learning and the role of everyone • Advise you on workplace induction and initial training • Explain how apprenticeships are achieved • Explain to apprentices their rights and responsibilities • To check that apprentices have understood the information which they have been given at induction • Provide apprentices with written information to support what they have been given during induction, to which they can refer to in the future • Assess any learning or medical needs and share information with the employer if relevant

3

In terms of who provides the off-the-job training, this is a matter of personal choice. You may wish to carry out some or all of the training within the company. We also provide off-the-job training sessions to support what the apprentice is learning in the workplace. We will agree when and where this will take place when developing the learning programme. In this way we can also ensure that the off-the-job training which is being provided is appropriate to what the apprentice is doing in the workplace and vice versa. Training provider’s role… • Provide help and advice on planning workplace training and learning activities • Be aware of the learning activities that are taking place within the workplace • Provide appropriate off-the-job training sessions to support the skills that the apprentice is developing in the workplace, in order that they can achieve their qualification • Keep you informed of what the apprentice has covered during off-the-job training activities • Keep you informed of any additional learning or social needs support provided, where appropriate

Employer’s role… • To help apprentices develop their knowledge and skills by providing a wide range of learning and training opportunities • Allow apprentices to attend off-the-job training sessions or exams at agreed times • Help apprentices put into practice what they have learnt during off-the-job training sessions • Allow the apprentice time off for training • Initiate a meeting with us if you have any concerns about any aspect of the training delivery

Reviewing work based learning progress To check the apprentice is getting the most out of their learning programme it is important to monitor their progress at regular intervals. This will ensure that any additional training or support needs, that are identified, are properly addressed. We will fully involve the apprentice’s supervisor and agree with you the best time for support to take place, so as not to cause disruption to normal workplace activities. Training provider’s role… • Organise a schedule of regular review meetings • Involve the apprentice and the workplace supervisor in the review • Find out and record the progress made by the apprentice • Identify additional training and support needs and update the training plan accordingly • Agree and record actions and targets between this and the next review • Make sure the apprentice and the workplace supervisor have a copy of the record of the review

Employer’s role… • Let us know how the apprentice is progressing in the workplace • Advise us of any concerns which you may have regarding the apprentice’s progress • Attend apprentice progress reviews • Advise on workplace training and assessment opportunities that may occur in the period to the next review

...training for a brighter future

4


Ensuring Equality and Diversity Heart of England Training Ltd is committed to the elimination of both direct and indirect discrimination and continuously seeks to actively implement positive policies to promote equality of opportunity. This is reflected in our recruitment practices where we welcome applications from all persons regardless of sex, marital status, race, disability, colour, age, sexual orientation, nationality or ethnic origin. We aim to treat apprentices fairly and equally during their training programmes and ensure that they know what to do if they have a complaint. We trust that your commitment to ensuring equality and diversity will be the same as ours. Training provider’s role… • Promote equality and diversity throughout the work-based learning process • Have a written equality and diversity policy which staff, apprentices and employers understand and are committed to • Advise you on equality and diversity issues and legislation • Explain to apprentices how they should treat other people • Make sure that apprentices know what to do if they feel they are being unfairly treated in the workplace • Act on any complaints received from apprentices

Employer’s role… • Comply with equality and diversity legislation • Demonstrate your commitment to equality and diversity in the workplace • Ensure equality and diversity in selection, recruitment and learning activities • Ensure that apprentices are treated fairly and equally • Make sure that apprentices are not bullied, harassed or made to feel unwelcome in the workplace • Explain to apprentices what to do if they have a complaint about the way they are treated

It is the intention of Heart of England Training to provide the highest quality training in vocational skills and the delivery of service to industry throughout the Midlands.

We also offer… Foundation Learning Programmes for 14-19 year olds. NVQ and QCF qualifications for all. Day courses in Customer Service, Management and Team Leading, Business Administrative Skills. A1 Vocational assessor award. V1 Award in Conducting Internal Quality Assurance of the Assessment Process.

AN

Health and Safety and Safeguarding We have a positive commitment to promoting good health and safety and safeguarding practice in the workplace and know that this will be equally true of you. Training provider’s role… • Using competent staff, verify that you can provide a healthy, safe and supportive learning environment • Assist you on questions of health and safety and safeguarding requirements and application to individual apprentices • Monitor health and safety practices on an ongoing basis • Provide health and safety and safeguarding training for apprentices to raise their awareness of risk • Check apprentice’s understanding of health and safety and safeguarding risk awareness • Investigate any accidents involving apprentices within the workplace and agree preventative action • Ensure its staff are trained to recognise potential safeguarding issues • Ensure its staff are registered with CRB/ISA schemes

5

Employer’s role… • Ensure the health, safety and safeguarding and welfare of apprentices and bring your policy statement to their attention • Comply with health and safety and safeguarding legislation • Inform the apprentice about who is responsible for health and safety and safeguarding matters within the company • Provide initial and ongoing health and safety and safeguarding training in the workplace for apprentices • Provide necessary protective clothing • Report any accidents, concerning apprentices, immediately to us • Assess the risks to which apprentices are exposed at work and apply the general principles of prevention • Introduce and maintain appropriate measures to eliminate or control risks to the lowest reasonable practicable level • Ensure apprentices are properly supervised by a competent person • Ensure that apprentices are covered under public and employer’s liability insurance

Head Office: Heart of England Training Ltd, Eleven Arches House, Leicester Road, Rugby CV21 1FD Training centres in Coventry, Rugby, Leicester and Birmingham Tel: 0800 0281 576 Fax: 01788 552957 Email: info@hoet.co.uk www.hoet.co.uk

EMPLOYERS GUIDE To Apprenticeships & Work-Based Learning

HEART OF ENGLAND TRAINING IS AN EQUAL OPPORTUNITIES EMPLOYER APPRENTICESHIPS ARE FUNDED BY THE Skills Funding Agency

www.hoet.co.uk


Ensuring Equality and Diversity Heart of England Training Ltd is committed to the elimination of both direct and indirect discrimination and continuously seeks to actively implement positive policies to promote equality of opportunity. This is reflected in our recruitment practices where we welcome applications from all persons regardless of sex, marital status, race, disability, colour, age, sexual orientation, nationality or ethnic origin. We aim to treat apprentices fairly and equally during their training programmes and ensure that they know what to do if they have a complaint. We trust that your commitment to ensuring equality and diversity will be the same as ours. Training provider’s role… • Promote equality and diversity throughout the work-based learning process • Have a written equality and diversity policy which staff, apprentices and employers understand and are committed to • Advise you on equality and diversity issues and legislation • Explain to apprentices how they should treat other people • Make sure that apprentices know what to do if they feel they are being unfairly treated in the workplace • Act on any complaints received from apprentices

Employer’s role… • Comply with equality and diversity legislation • Demonstrate your commitment to equality and diversity in the workplace • Ensure equality and diversity in selection, recruitment and learning activities • Ensure that apprentices are treated fairly and equally • Make sure that apprentices are not bullied, harassed or made to feel unwelcome in the workplace • Explain to apprentices what to do if they have a complaint about the way they are treated

It is the intention of Heart of England Training to provide the highest quality training in vocational skills and the delivery of service to industry throughout the Midlands.

We also offer… Foundation Learning Programmes for 14-19 year olds. NVQ and QCF qualifications for all. Day courses in Customer Service, Management and Team Leading, Business Administrative Skills. A1 Vocational assessor award. V1 Award in Conducting Internal Quality Assurance of the Assessment Process.

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Health and Safety and Safeguarding We have a positive commitment to promoting good health and safety and safeguarding practice in the workplace and know that this will be equally true of you. Training provider’s role… • Using competent staff, verify that you can provide a healthy, safe and supportive learning environment • Assist you on questions of health and safety and safeguarding requirements and application to individual apprentices • Monitor health and safety practices on an ongoing basis • Provide health and safety and safeguarding training for apprentices to raise their awareness of risk • Check apprentice’s understanding of health and safety and safeguarding risk awareness • Investigate any accidents involving apprentices within the workplace and agree preventative action • Ensure its staff are trained to recognise potential safeguarding issues • Ensure its staff are registered with CRB/ISA schemes

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Employer’s role… • Ensure the health, safety and safeguarding and welfare of apprentices and bring your policy statement to their attention • Comply with health and safety and safeguarding legislation • Inform the apprentice about who is responsible for health and safety and safeguarding matters within the company • Provide initial and ongoing health and safety and safeguarding training in the workplace for apprentices • Provide necessary protective clothing • Report any accidents, concerning apprentices, immediately to us • Assess the risks to which apprentices are exposed at work and apply the general principles of prevention • Introduce and maintain appropriate measures to eliminate or control risks to the lowest reasonable practicable level • Ensure apprentices are properly supervised by a competent person • Ensure that apprentices are covered under public and employer’s liability insurance

Head Office: Heart of England Training Ltd, Eleven Arches House, Leicester Road, Rugby CV21 1FD Training centres in Coventry, Rugby, Leicester and Birmingham Tel: 0800 0281 576 Fax: 01788 552957 Email: info@hoet.co.uk www.hoet.co.uk

EMPLOYERS GUIDE To Apprenticeships & Work-Based Learning

HEART OF ENGLAND TRAINING IS AN EQUAL OPPORTUNITIES EMPLOYER APPRENTICESHIPS ARE FUNDED BY THE Skills Funding Agency

www.hoet.co.uk

HOET Employers Guide  

HOET Employers Guide

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