It is almost seven years since the introduction of the apprenticeship reforms in Spring 2017. Since then, apprenticeship provision has changed dramatically for both apprentices and apprentice employers.

The publication of the latest apprenticeship data enables an analysis of a further complete 12 months of the apprenticeship programme, the lasting effects of the 2017 apprenticeship reforms (of which the levy has been the most impactful) as well as the more recent pandemic.

A new report from IER provides an explanation for the decline in the number of apprenticeships starts following the introduction of the Apprenticeship Levy in 2017. The research, funded by the Edge Foundation and Gatsby Foundation, was based on reviewing statistical evidence, and conducting interviews with a range of employers to find out how their apprenticeship recruitment had changed following the Levy’s introduction.

The report’s authors – Peter Dickinson and Terence Hogarth – explain the fall in the number of apprenticeship starts with reference to an increasing preference for employers to place people on relatively high level and more costly apprenticeships, and a fall in the number of apprentices being taken on in smaller, non-Levy paying enterprises. There are some transitional effects as well which are likely to be smoothed out with the passage of time.

The executive summary of the report is available along with the short report and the long report. Read Peter Dickinson's article in the HR Director here.

IER has been working with the Co-op Group to evaluate its apprenticeship programmes. The initial study was halted due to lockdown restrictions and it was decided to change the focus of the study to see how apprenticeships could be developed to meet the changing job roles and skills needs, and help to ‘build back better’.

The study focused on the two sectors where the Co-op delivers most apprenticeships: food retail and funeral care. The research involved the analysis of employment and apprenticeship data and interviews with the main employers, sector groups and providers across the two sectors.

Despite distinct differences between the two sectors, there were a lot of common themes including a broadening of job roles, more flexible working and the need to develop digital skills.

The report 'Future Proofing Apprenticeships' was launched at a virtual conference on Thursday 26th November. Attendees included sector stakeholders, apprenticeship organisations and Government Departments.

Warwick IER was commissioned by Skills Development Scotland (SDS) to advise on how incentives can support employer apprenticeships during and beyond the Covid-19 crisis.

The study involved an international review of evidence on the financial and other incentives countries use to stimulate employer investment in apprenticeships. It explored: (a) where employer incentives have worked best; (b) how they were targeted; (c) which instruments were used; and (d) the risks and opportunities of different incentives.

The report provided an assessment of how incentive best practice might be applied in Scotland the short-, medium- and longer term, based on an analysis of Scottish apprenticeship data and consultations with international Vocational Education and Training (VET) experts.

Lynn Gambin has been invited to provide evidence to the Select Committee on Education, Skills and the Economy for their inquiry into apprenticeships and the 'skills gap'. Lynn will appear before the committee along with other academic experts, apprenticeship training providers and the National Union of Students on 8th June at 2pm. For more information on the Committee's Inquiry and the evidence session, see http://www.parliament.uk/business/committees/committees-a-z/commons-select/education-skills-and-economy/news-parliament-2015/apprenticeships-evidence-16-17/

Previously, Lynn served as Specialist Adviser to the Education Select Committee on its inquiry into Apprenticeships and Traineeships for 16-19 year old (see the Committee's report here).