The development of the apprenticeship scheme by the London Borough of Redbridge - The scheme was established through collaboration with the training provider, which included the development of • a collaborative training program costing 5,000 per individual apprentice over two years; • shared resources with the training provider; • consistent and open lines of communication between the London Borough of Redbridge and the training provider; and • monitoring progress measured against performance between the training provider and the London Borough of Redbridge. Individual mentoring and support services from the London Borough of Redbridge and the training provider.
Each apprentice could earn the following credentials:
• Level 2 National Vocational Qualification • Level 3 Qualification Competence Framework
• Diploma in Health and Social Care with mandatory units in Learning Disability
The following trainings are required under the apprenticeship scheme:
• CIEH - Center for Occupational Health and Safety
• risk assessment • manual handling • protecting vulnerable adults • challenging service behaviors
• social care practice codes • infection control • numeracy and literacy
Young people who join the scheme also receive on-the-job training. These courses cover equality and diversity, teamwork, roles and responsibilities, report writing, effective communication, and effective customer service.
The scheme incorporates performance management and workplace support as critical elements, which differ slightly between years 1 and 2. In year one, performance reviews are held once. When they first join the scheme, apprentices must serve a six-month probationary period. This scheme includes two monthly performance reviews. Furthermore, apprentices can take advantage of a half-day study day with a training provider. There are six weekly supervisory meetings with a manager.
Quarterly performance reviews are conducted in year 2 of the scheme. A half-day study day with training providers and six weekly supervision sessions with the manager is available to the apprentice. Throughout the apprenticeship, the apprentice receives informal support.
The scheme was designed to help the local administration understand what young people entering the service wanted. The local government wanted to create a workforce that was specifically trained to work with people who had learning disabilities. This was intended to provide a career path for a younger workforce entering the service directly from high school or college.