The shortlist for Apprenticeship of the Year, sponsored by Giti Tyre, at the 2018 Motor Transport Awards contains four exceptional apprenticeship programmes from Ford & Slater, Royal Mail Fleet, Ryder and Palletforce. The winner will be revealed at the Grosvenor House Hotel on the night of 4 July.
Over recent years, Ford & Slater had seen a decline in the standard of apprentices and busy service managers were unable to spend sufficient time sourcing and selecting candidates. In response Lee Sursham was appointed to the new full-time role of apprentice co-ordinator in 2016. There have been several benefits: stronger relationships with local schools and colleges; a single point of contact for apprentices; a dedicated point of contact to join up the relationship between DAF, training provider Bristol College and the dealer; one-to-one sessions for apprentices in need of extra support; as well as stronger relationships with families of apprentices. Judges praised the firm’s decision to invest in an apprentice co-ordinator, its apprenticeship panel as well as the scheme’s impressive retention rate. They said Ford & Slater has demonstrated good engagement with young people with the use of social media. Judges also liked the positive comments about the scheme from the apprentices themselves and the fact that a large proportion of the managers at the dealership started out as apprentices.
Royal Mail Fleet uses its apprenticeship programme to identify and nurture high quality talent, including vehicle technicians. Students are enrolled into a four year programme that combines theory and practical activities that has been tailored to its business needs. The programme is based around several block release sessions delivered by its training partner Babcock International Group, at its technical academy in Milton Keynes. The programme also includes functional skills training covering literacy, numeracy and IT. The company provides students with accommodation - as it sees this experience as an important preparation for adult life - and also undertakes activities to develop their social and life skills. The business believes its approach is industry-leading and gives apprentices the best environment to develop their skills and a long term career. Judges praised the investment the company had made in its apprentices, the fact it was using the scheme as a long term strategy for the business, and engaging with more women. They added that progression within the business is excellent.
A culture of lifelong learning, support and development is at the heart of Ryder’s apprenticeship programme. The recruitment process is vigorous and there are more than 200 applicants per year for 10 to 12 apprentice vacancies across Ryder’s UK network of 23 service locations. There is a choice of a highly structured technical or a more academic-based career development route. Technician apprentices are presented with a toolbox during their first six months, and a future savings pot of £20,000 after 10 years with the company. There is also a welcome event for parents where they meet Ryder management. Visits are organised to Stephenson College in Leicestershire, where block-release learning is delivered, and to their term-time living accommodation. The company also provides support with financial management and on key life changes. Each apprentice is assigned a one-to-one mentor for the 3-year programme and the company has high retention rates for its apprentice technicians. Judges said Ryder had demonstrated “good pastoral care” and liked the fact it had given apprentices tool boxes and produced good retention rates.
Palletforce has embraced apprenticeships as a key way to grow its workforce and introduced a structured programme of skills development. The Palletforce apprenticeship academy is run in conjunction with Burton and South Derbyshire College and the course itself provides an introduction to all aspects of operational activity at its Burton-upon-Trent SuperHub under the supervision of a full-time assessor from the college. During the first three months, apprentices receive hands-on experience in various departments before moving on to specific instruction on forklift truck and general operations. This is delivered in-house by an independent training standards scheme and registered forklift truck instructor. To fulfil the requirements of the NVQ Level 2, apprentices complete coursework and attend college one day a week to study maths and English. They also spend 20% of their time on off the job training. Full-time employment is guaranteed to all apprentices that complete the programme. Judges liked the fact Palletforce trains and employs its own people during peak periods of activity rather than takes on agency drivers.