CEOs and business leaders consistently identify workforce skills amongst their top priorities. In PwC’s recent Global CEO Survey, creating a skilled workforce was the number one investment priority for CEOs globally. Employers are looking for new ways of recruiting and training their future workforce.
The Association of Taxation Technicians (ATT) is working with other professional bodies and employers to create a new Higher Apprenticeship programme in Tax which is closely aligned with the requirements of the existing ATT professional qualification, enabling Apprentices to secure that professional award as part of their Apprenticeship. The programme will provide employers with a new model for recruitment and development from a broad, diverse talent pool, particularly aimed at young people leaving school or college aged 18. The new programme will equip Apprentices with the range of technical knowledge, broader business skills and competencies they need to be productive employees in the professional services.
If you have any other queries, contact us at higherapprenticeship@att.org.uk. Also, we recommend reading the following:
- Factsheet on funding
- Frequently asked questions
The new Higher Apprenticeship framework has now been formally issued by the Financial Skills Partnership (FSP) and is available for use. You can download the framework document here.
The Business Case for Apprenticeships
The business case for investment in Apprenticeships is compelling. Employers consistently report that Apprenticeships deliver a significant return on investment:
A core around which employers can build distinctive programmes
Individual employers can build their own, distinctive Apprenticeship programmes around the core Apprenticeship Framework.
A productive, efficient workforce
80% of employers that employ Apprentices say that Apprenticeships have helped them increase productivity in their business*.
A stronger talent pipeline and a more diverse workforce
Higher Apprenticeships will help employers access untapped talent pools, as they strive to mirror the diversity of their clients in their own organisations.
A workforce with the skills employers need
83% of Apprentice employers say that they rely on their Apprenticeship programme to provide the skilled workers that they need for the future*.
A motivated, satisfied workforce
92% of employers that employ Apprentices believe that Apprenticeships lead to a more motivated and satisfied workforce*.
A loyal client base
81% of customers would prefer to use a company that employs Apprentices*.
(All data taken from Apprenticeships, survey conducted by Populus on behalf of the Learning and Skills Council, February 2009)
How Apprenticeships Work
Apprenticeships in Tax are work-based training programmes which include a combination of on and off the job learning and development activities.
Frameworks include technical knowledge, broader business skills and competence requirements which Apprentices must meet; most Apprenticeships have recognised vocational qualifications embedded within them.
The Apprentice will...
Do a real job in the employer’s business, carrying out mainstream duties alongside their training.
- Undertake work-based, formal and informal training, as part of and alongside their core duties, to develop the blend of technical skills and wider competence set out in their chosen Framework.
Employers will...
- Employ Apprentices for at least 30 hours per week and pay them at least the minimum wage. Apprentices can be employed on a fixed-term contract timed to coincide with the duration of their Apprenticeship.
- Provide Apprentices with an induction into their job role and support their on the job training.
- Contribute to the cost of Apprentices’ formal, off the job training – alongside Government investment. A growing number of employers are choosing to deliver formal training in-house through their own learning and development teams, and access public funding from NAS to do so.
Government support
On behalf of Government, the National Apprenticeship Service (NAS) will invest £1.4 billion in 2011/12 to help businesses recruit and train Apprentices at all levels. Government’s support comes in a number of forms, including:
- A contribution toward the cost of the Apprenticeship.
- The level of support varies depending on the age of the Apprentice. For Apprentices aged 19 and over Government will contribute up to 50% of the defined cost of the programme. For those aged 18, Government will cover the full cost of training.
- For Small and Medium Enterprises, funding of up to £1,500 for the first Apprentice they recruit.
- Recruitment support through the NAS online vacancy service, ‘Apprenticeship vacancies’.
The role of the training provider
Most employers work with a Further Education college, Higher Education Institution or training provider to deliver formal, off the job – and some on the job – training. As well as delivering agreed elements of Apprentices’ training, providers will manage a relationship with NAS, securing Government funding and other support for the employer and their Apprentices.
Training Providers
Our Partnership
PwC: The UK’s largest professional services firm with over 16,500 staff. For more information on the Higher Apprenticeship, you can also go to the PWC website.
ICAEW: A professional membership organisation, supporting over 138,000 chartered accountants around the world. ICAEW provide insight and leadership to the accountancy and finance profession.
MCA: The representative body for management consultancy firms in the UK. MCA’s 55 member companies comprise around 70% of the UK consulting industry, employing more than 40,000 consultants.
FSP: The Sector Skills Council for the financial services, accounting and finance sector. FSP acts as a link between industry, government and education.
BPP: BPP are aligning the ATT qualification with the Qualification Curriculum Framework. All Course Providers who meet the learning provider requirements of the National Apprenticeship Scheme will be able to offer the Apprenticeship tuition.
