Through our innovative Degree Apprenticeships we aim to 'grow our own' talent to enhance our students' social mobility and employability.

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About us

Formed in 2017, the Centre for Apprenticeship Research and Knowledge Exchange at the University of Winchester Business School aims to help accelerate the process by which employers and individuals with high aspirations can benefit mutually from high-quality apprenticeships.

Much-desired improvements in productivity and social mobility will only be achieved if there is much greater knowledge sharing about successful Apprenticeships policy and practice. This is a key conclusion from A race to the top. Achieving three million more apprenticeships by 2020 (Way 2016), which contains articles and case studies from top employers, advisors and analysts.

The establishment of a Centre for Apprenticeship Research and Knowledge Exchange will lead work to develop and share intelligence, focussing on higher skills and Degree Apprenticeships. Part of the University’s proposal to create a ‘social mobility pipeline’ to Degree Apprenticeships, it will also examine progression pathways and ways to enable greater social mobility.

该中心将支持大学商参与战略。它将坐标信息,研究和案例研究与参与高校,LEPS和其他与更高程度的学徒的兴趣,并通过职业培训实现社会流动的交流。

The Centre will add to the University’s international reputation for vocational skills and learning established by its Centre for Real-World Learning, led by Professor Bill Lucas.

Literature:

A race to the top. Achieving three million more apprenticeships by 2020. Edited by David Way, Winchester University Press, 2016.

Meet the staff:

  • Professor David Way CBE, Convenor
  • Stella McKnight, Director for Employer Partnerships

CARKE updates

Launch of Social Mobility to Degree Apprenticeships Pipeline Project

The University of Winchester was successful in leading a bid to link two major Government priorities in the interests of the region’s employers and those with the potential to take advantage of the Apprenticeship route, including to Degree Apprenticeships.

The Social Mobility to Degree Apprenticeships Pipeline project was launched with many of the University’s partners on 8 November by Professor Neil Marriott and Professor Pru Marriott at the University’s Business School.

This project is very important for the University, sitting well with our mission and our desire to strengthen our links both with employers and with local communities.

The University was especially keen to thank those individuals and organisations who offered letters of support to the project in what was a very competitive process. These letters made a big difference and make the prospects of delivering the vital project outcomes so much greater.

The outcomes that we are looking to achieve were discussed with partners. The principal points made were as follows:

  • The creation of a pipeline is vital in order to secure the untapped potential in the region benefiting both employees and employers 

  • There is a need to raise the aspirations and ambitions of many individuals and communities as well as educating employers about Degree Apprenticeships 

  • Focussed community action may be an important part of supporting social mobility, making individuals feel less exposed and vulnerable if they stretch themselves through their learning
  • We should target parents who are highly influential on young people and remember that digital media approaches may work less well for them 

  • We need to promote progression routes from sixth form colleges and FE colleges so that the journey into HE and work through Degree Apprenticeships is made as seamless as possible 

  • We should draw changing talent recruitment practices to the attention of employers, including the adoption of more ‘strengths-based’ or ‘person-centred’ approaches
  • More employers should be made aware of the opportunities to use their Levy on Degree Apprenticeships, though this will be an opportunity to reconsider and restructure training rather than a simple ‘re-badging’ exercise 

  • Degree Apprenticeships provide more opportunities for second-time learners who could now see a clear progression route open to them while they worked 

  • Degree Apprenticeships are an important contribution to Industrial Strategies and to the national productivity agenda as well as encouraging home grown talent 

  • Potential Degree Apprentices would be attracted by the simple message of ‘earn while you learn’. This would help replace the possible fear of undertaking a degree that can be daunting for many
  • Degree Apprenticeships are aimed at all talent and not solely young people. This would be vital if the Government ambition of three million more Apprenticeships by 2020 is to be achieved.

In considering the way forward, we agreed that it will be vital to increase the number and range of Degree Apprenticeships that are available and to promote them more effectively to employers. 


它也将成为重要的是确保这个项目留下了持久的遗产,并且其启动工作仍在继续。这将是下一个事件的主要议题之一在4月,合作伙伴将有机会听到有关进度的机会,并同意我们如何吸取经验教训和维持的行动。

For further information please contact David Way or Stella McKnight.


Degree Apprenticeships Knowledge Exchange – What are we learning?

哪里的时候去?有组织什么可能是我们所有人的参与程度的最终的网络事件学生办公室学徒6月12日发展基金。有来自其他高校,雇主和学徒以及机会讨论共同的问题和进步正式投入一个健康的组合。

Nicola Turner reminded us that this was a very product-centric initiative and that the funding had ben used to stimulate extra provision. Indeed a number of HEIs highlighted the increase in the range of Degree Apprenticeships they now offered. Nicola was clear however that DADF was as much about raising awareness. We should also be looking at the spill over effect into other provision. What had we learnt that would benefit degree courses that would make employment outcomes much more likely.

度学徒不DFE供应量的适度的一部分,它们是驱动器,以提高培训效率和提高标准的重要组成部分。他们还提供了部分答案,以电位高技能短缺的brexit使得招聘从国外不太容易。但是,仍然存在严重的挑战,以确保它们有利于中小企业和社区的所有部分。的确,通过职业路线上大学的吸引力将与众多的bame社区内的诉求产生共鸣。

The employers who presented reminded us that the introduction of the Apprenticehip levy can have a beneficial effect on training practice with the realisation that this is the opportunity to review their traditional recruitment strategies that have often been limited to graduates. A broader mix of Degree Apprentices and graduates has helped enrich the talent pool and overcome retention issues.

Employers prefer to start slowly and test out Degree Apprenticeships before expanding their programme. BP had developed the notion of school Apprentices and Career Apprentices to differentiate between new recruits and existing employees. They were more interested in securing value from the training practices than simply trying to spend their levy money.

The employers had clear views on two important issues. First, Degree Apprenticeships needed to include Degrees. This was vital for the brand and the confidence of employers in the product. Second, careers advisers needed to be much more aware of Degree Apprenticeships so that they would be committed to going and finding the best people to take advantage of Degree Apprenticeship opportunities.

学徒们都非常支持他们的学位学徒路线,并有大约不是在大学全职无怨无悔。他们能够样品校园生活时,他们想,但不想三年这一点。他们认为他们得到两全其美的 - 大学的教学和工作经验。虽然很辛苦,他们得到了很多出来。他们的建议是使更多的程度学徒通过社交媒体,并“就去做”,如果你正在考虑这条路线。

One of the principal learning points from the HEI presentations was the need to connect effectively to labour market intelligence in the region. Knowledge of current and emerging high skill shortages where Degree Apprenticeships could provide a solution was vital. This could be achieved through commissioning reports or through access to a suitable database.

Teesside University talked about the importance of having a clear front door for employers wishing to engage with the university. How accessible are services for employers and how easy is it to find the way to advice and services that would include Degree Apprenticeships.

有在方法上没有共性学徒提供大学内程度的组织。而一些大学已经形成了强大的核心团队来运行程度学徒,大多数似乎倾向于一个“中心辐射”的模式。后者持有一些核心的支持功能,如提供信息给esfa集中,但留下了院系提供度学徒。

There was agreement that leadership from the top of the university was vital to success. However this needed to be reflected in the allocation of resources as well as in refreshed Mission Statements.
然而,一个持久的思想,将需要在未来的一段时间内加以解决源于自尊实现毕业生和学徒程度的奇偶校验。这当然是一个伟大的愿望。雇主谈那些以下两种途径进入末一个共同的人才库。这同样是巨大进步。然而,就会产生过费用和债务的紧张局势,如果一条路径是免费为个人和其他导致大量的学生债务。毫无疑问,这是一个为后18教育和经费审查。

Professor David Way CBE
16 June 2018

Growing your own graduates through degree apprenticeships

Growing Your Own Graduates Through Degree Apprenticeships

A Case Study of collaboration between the University of Winchester and CGI.

Stella McKnight Director for Employer Partnerships, University of Winchester and Professor David F. Birks Dean of Faculty Business, Law and Sport, University of Winchester (Abridged by Professor David Way)

This is an abridged version of the chapter first published in A Race to the Top – Achieving three million more Apprenticeships by 2020 that was edited by David Way CBE and published by The University of Winchester Press in 2016.

Degree Apprenticeships Analysis of Research into HE Level Apprenticeships in Hampshire, Dorset and the Isle of Wight

Background

在2018年6月,datahe与整个南方大学网络(阳光)区(汉普郡,多塞特郡和怀特岛)学位学徒分布的基线报告中提供dafabet888。这是作为出资的程度学徒发展基金项目,旨在建立一个“社会流动管道”对于那些谁代表性不足在高等教育中的一部分,但是谁能够从工作为基础或职业路线中获益。


The headlines from the analysis were that:

  • HE level apprenticeships in HEIs numbered 2,500 in 2016-17
  • HE level apprenticeship study in HEIs is rare relative to other ways to study
  • FT UG
  • More women participated than men, but not for younger age groups
  • Mixed picture of young participation by background
  • SUN providers made a strong contribution and SUN areas have high participation rates

Commentary

The research confirmed that while Degree Apprenticeships represent an important part of the Government’s skills policy, the low number of available opportunities is a serious barrier to fulfilling expectations of progression and tackling skills shortages.

Establishing some level of critical mass is vital if Degree Apprenticeships are to become a core part of the offer by universities and this is to be seen as a proven route by students.

The eligibility of Degree Apprenticeships for levy funding by employers and the expansion in approved standards should contribute to a future expansion that will be picked up in reports on future years.

While comparisons are made with the number of full-time under-graduates, it would be helpful too to see comparisons with part-time students.

The analysis showing that most Degree apprentices are over 20 supports the view that this is not yet primarily a route for those entering work but for those already employed.

妇女在程度学徒比例越高比分布学徒作为一个整体更大一些,而且几乎肯定将反映通过类型覆盖度标准学徒的职业。男性在年轻的年龄比例较高,需要进一步的分析,但同样可以反映少数职业的受欢迎程度。
东南有度学徒的最大份额,不仅反映了规模,而且该地区的机构已经响应这一新政策。它表明太那个地方标准可在部门反映了在该地区盛行的现代职业技能。低技术学徒的地理分布历来青睐的区域,在工艺和手工的职业,而不是技术和服务的优良传统。

The participation rates of Degree Apprenticeship students is too low to have much effect on the individual institutions but will progressively help improve standards of employer engagement and the preparation of young people for the world of work.

It is great to have a baseline of participants in Degree Apprenticeships from the region’s low HE participation neighbourhoods. This will enable the rates to be tracked in the future and to see whether projects such as the Social Mobility Pipeline are helping to raise participation.

The participation rates from low HE particiapation neighbourhoods in Degree Apprenticeships relative to other academic routes are encouraging. It is though especially useful to have established a methodology that can be used again in the future and extended to other ages.

The full research report is expected to be available in the Autumn of 2018 as part of the final review and dissemination of the Degree Apprenticeship Development Fund project.

dafabet888也在寻找合作伙伴,以支持重复这项研究。这将是越来越多兴趣的数据越来越多随程度学徒由个人和用人单位的摄取和多标准变得可用,并且由高等教育机构提供。

Professor David Way CBE
22 August 2018

From advanced apprenticeships to higher level learning

From advanced apprenticeships to higher level learning (abridged)

The article reproduced in an abridged form was first published in 2016 in ‘A Race to the Top – Achieving three million more Apprenticeships by 2020,’ Winchester University Press. The authors have provided some limited updating where this is helpful.

Sue Betts
 Executive Director, Linking London and 
Andrew Jones Director, Linking London

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