Agenda item

This report provides the Committee with the Apprenticeship Strategy and associated action plan for 2020 onwards. It sets out the key areas of activity that will lead the Council to increase the take-up of apprenticeships in Brent and utilise the opportunity of the Apprenticeship Levy to support career progression.

Martin Williams, Head of Human Resources, introduced the report detailing the outcome of a review of apprenticeship pay rates following approval of the Apprenticeship Strategy by Cabinet in October 2017 and development of the associated Action Plan.

The Committee noted

·         That the Apprenticeship Strategy and associated action plan for 2020 onwards had set out the key areas of activity that would lead the council  to increase the take-up of apprenticeships in Brent and to utilise the opportunity of the Apprenticeship Levy to support career progression.

·         The progress made in implementing the strategy to support workforce development and address skills gaps as detailed in section 3.1 of the report.  Given the increase in standards now available, the Council has been able to better align apprenticeships with key skill shortage areas, which had resulted in a shift from apprenticeships focussed on business administration and customer service standards at Levels 2 and 3 to a wider spread across different areas from Level 2 to 7.

·         The current and previous Pay Rates as detailed in 3.4 of the report reflected the increase in the National Living and London Living Wages. As the rate agreed for Level 3 apprentices was not aligned to a national rate, this had not increased since the last review and as a result of this, Level 3 apprentices were currently paid at a lower level than those at Level 2. 

·         Following the review of existing pay rates (informed by benchmarking with other London Boroughs) it was being proposed that Level 2 and 3 apprentices were paid at the National Living Wage (NLW) rate (applicable to those aged over 25) irrespective of age and the London Living Wage (LLW) as a minimum for Level 4 apprentices and above.  Given the small number of Level 2 apprentices within the Council, there was no longer the need for a differential between Levels 2 and 3.

·         In recognition of the entry criteria for higher-level apprenticeships and in order to attract and retain individuals in areas with specific skills shortage, it was proposed that these could be paid at a rate above the LLW subject to agreement by the relevant Director in consultation with the Head of HR, in line with the Market Supplements Policy.

During the discussions that followed, members welcomed the positive progress made in terms of the number and quality of apprenticeships being offered.  As a result of a request at the meeting, it was agreed that a further breakdown would be provided for members outside of the meeting on the number of apprentices currently employed across the Council and at what level.  It was also confirmed that subject to approval, the new rates of pay would be backdated to April 2020 with any annual uplift aligned to changes in the LLW or NLW. Members were also keen to ensure that the necessary links were established between the opportunities being made available through the apprenticeship strategy and the Black Community Action Plan.

Members welcomed the progress that had been made and it was RESOLVED:

(1)  To note the progress made in implementing the Apprenticeship Strategy with particular emphasis on the use of the levy to support workforce development and address skills shortages.

(2)  To agree to the recommended new apprenticeship pay rates for the council’s own apprentices, as set out in paragraphs 3.5 and 3.6 of the report.  This was on the basis it would help attract and retain individuals in a more competitive apprenticeship market whilst enabling the independent living of people who do not or could not live at home.