FREQUENTLY ASKED QUESTIONS
Q. What will the training provider charge employers to deliver apprenticeships?
A. Apprenticeships are funded on a sliding scale with training providers receiving full funding for 16-19 year olds. Reduced funding is given for 19yr+ candidates however in most instances Scottish Meat Training will not charge employers for delivering to these candidates either.
Q. My employee already has a Level 2 qualification, are they still eligible for funding?
A. Generally yes, please refer to eligibility answer above. Priority funding for adult apprenticeships is given to certain groups e.g. those in employment who have existing skills but lack qualifications.
Q. What are the employer responsibilities to an apprentice?
1. Providing a wage for an apprentice in full time employment (that reflects their skills, experience, age and ability).
2. On the job training.
3. Ensuring the apprentice has sufficient time for learning.
4. Reviewing the apprentice`s progress.
Administration, paperwork is kept to a minimum, there is a need to ensure the training provided is of a high quality and to ensure the public money provided is used for training however this need not be bureaucratic.
Q. What are Scottish Meat Training`s responsibilities to an apprentice?
1. Planning of the apprentices` learning programmes.
2. Administration & assessment.
3. Ensuring the quality of learning programmes.
4. An integrated development programme of skills & knowledge.
5. Certification of successful learners.
Q. Will my employee be required to attend college each week?
A. No, the new apprenticeships offer much more flexibility and most of the training is delivered on the job as best suits the employer & employee.
Q. Why do we need apprenticeships?
A. The Food and Drink Manufacturing sector is a significant part of the Scottish economy generating sales of £7.57 billion p.a. and employing 49,000 people. The Sector Skills Agreement prepared by Improve has identified significant skills deficiencies in areas such as level 3 supervisory/management, technical and craft roles. Furthermore, UK demographic trends highlight that the number of young people entering the sector each year is falling.
Consumer demand, major supermarkets, changing technology and continuing regulation is driving a requirement for higher skills. Projections also forecast that around 15,000 will leave the sector over the next several years because of retirement and industry churn.
In order to avoid critical skill shortages, industry will need to upskill the existing workforce as well as recruit new employees.