Discover how employing apprentices can address the Early Years staffing crisis while offering cost-effective training, career progression and valuable on-the-job development opportunities for your setting...
In recent times, the early years sector has faced a growing recruitment and retention crisis. Working with young children remains undervalued and underpaid.
This is despite research showing that those who do so have a huge impact on their future learning and development.
Even before the announcement of the early entitlement expansion, providers were struggling to recruit enough high-quality educators to meet demand.
Now, with the DfE estimating that we require an additional 40,000 qualified staff to deliver the expansion, the need for staff has never been greater.
Apprenticeships are one training route that can both encourage people into the sector and provide career progression opportunities for those already employed within it.
One key benefit, for both learner and employer, is the opportunity for on-the-job training and development.
The apprentice’s taught programme is delivered in tandem with their work in the provision. Therefore, this enables and supports them to learn by working alongside experienced staff.
This hands-on approach accelerates their learning. It also ensures that they have the skills and expertise they need to excel in their career.
The setting manager will work with the apprentice’s training provider to ensure the curriculum reflects the provision’s standards and expectations.
This mirrors the “grow-your-own” ethos that has long served the sector well and helps develop loyal staff.
Importantly, you can count the apprentice in ratio at the level below the one they are studying from aged 16 if you judge them to be “competent and responsible”.
Settings can also receive a £1,000 payment for recruiting 16- to 18-year-olds as apprentices.
A number of recent and upcoming developments are designed to support the use of apprenticeships in the early years.
The DfE is currently working with sector employers to introduce an Early Years Teacher Degree Apprenticeship.
This will complete the framework from levels two to seven. This means a practitioner can pursue their career to degree level without accruing steep course fees.
The funding of apprentices is dependent on several factors that the training provider working with the apprentice will explain and oversee.
A recent change to funding means that apprenticeship training is now fully funded for learners aged 16–21 working in a setting with less than 49 employees, extended from the previous 16–18 age limit.
For learners aged 22 and above, most settings will only pay a 5% employer contribution towards apprenticeship training costs, making an apprenticeship a cost-effective training option.
Another key consideration is the requirement for the apprentice to have off-the-job training (OTJ), which must take place during their paid working hours.
This is calculated at 20% of a 30-hour working week, which would provide six hours OTJ training per week for the duration of their programme – an important consideration, especially if the apprentice is counted in the provision’s ratios.
Deciding if your setting is able to support and employ an apprentice can be a difficult decision. But if you can, taking on an apprentice can be beneficial for all involved.
Michael Freeston is director of quality improvement at the Early Years Alliance. Find out more about employing an apprentice or contact the Alliance for advice.
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