CPA Bulletin

www.cpa.uk.net CPA Bulletin > August 2023 33 TRAINING: 2 The other key feature of an apprenticeship is a training/work record portfolio which should list the skills that need to be learnt as well as the behaviours that need to be demonstrated - an integral part of the apprenticeship delivery management. It should be devised at the start of the apprenticeship with the aim of allowing the apprentice, training provider and employer to keep a record of learning and experiences that have been undertaken through regular reviews. It also acts as the map to ensure that the learning programme is on track and identifies where gaps in the learning are taking place and fromwhich appropriate action can be taken. All of the plant-based apprenticeships - which include Hire Controller, Plant Mechanic, Plant Operative and Lifting Technician - require the completion of a work record portfolio/log as it provides evidence during the professional discussion element of the end-point assessment. The other advantage of maintaining a log is that it identifies to the employer that the apprentice has covered the required learning areas and should be ready to undertake the end point assessment. CPA hosts examples of work record portfolios - mapped against each standard - for the apprenticeships and can be freely downloaded from the CPA website. The learning through an apprenticeship though is wider than that of the content listed in the standard and allows the apprentice to gain a good understanding of the industry they are in, how they fit into the workplace, what opportunities there are for future progression whilst exposing the apprentice to a larger range of social and interaction skills (over and above those cited in the standard). An important aspect of an apprentice’s successful learning journey is the appointment of one or more mentors for the apprentice during the apprenticeship. Amentor in essence provides personal guidance and support for one or more apprentices, not just on technical and work processes but also at a pastoral-role level for relationships, welfare and behavioural support during the learning journey. This is particularly so with younger apprentices who are starting their journey in the working environment and likely not yet at a level of maturity that would meet both workplace and social expectations compared to more mature employees. The typical mentor would likely be an experienced co-worker of the same or similar occupation, who in essence has directly or indirectly volunteered to take on the role and has demonstrated the personal attributes to enable their experiences and practical skills to be passed onto the apprentice. Alternatively, they may be a designated employee who oversees the development of the apprentice/trainee, or groups of, throughout the learning journey. The mentor themselves need to consistently demonstrate and promote good habits, attitudes and good working practices to ensure the apprentice/trainee becomes embedded with safe, best and efficient working practices. The mentor should also have an understanding of the learning process and what is required from the training programme, and be able to assist where necessary in evidence collection for an apprentice’s assessment process. They should further have empathy with any personal-development issues exhibited by the apprentice and for which the employer should provide additional training to the allocated mentor if undertaking this role. The role of workplace mentors cannot be underestimated and borne out by the nominees for the CPA’s Stars of the Future Awards, of nearly all whomhighly credit the role of their assigned mentor in helping them progress in their learning and in the workplace in general. In terms of learning, the last article indicated that the colleges and training providers are predominately delivering generic skills and knowledge, covering principles of operations and basic techniques, etc. There would be limitations however in terms of their ability to have the latest equipment or technology which is both restricted and costly to attain, along with trainers themselves being up to speed on new developments and able to access the required technical knowledge. This means that the employer should ascertain what their chosen provider can and cannot provide in terms of technical-based learning and should cover these areas into their internal-delivered training programme. The feedback raised by the colleges that deliver plant maintenance - which we listed in the first article - was around resourcing, costs and expertise and from these and other items of feedback, CPA are currently engaging with the manufacturers through their trade association to seek ways of supporting the training provider network through resourcing and access to technical support. Althoughmany employers do support their local colleges and providers, CPAmakes an appeal to the plant sector that any equipment, machinery, specialist tools, technical information, etc. for any of the plant occupations would be welcomed to better support the providers and allow them to provide relevant quality training. Finally, there is the topic of apprenticeship funding and for which, due to the complexity and variations within the home nations, will be the subject of a future article. In summary, apprenticeships are considered the most effective form of training but current day apprenticeships require the co-operation of both the employer and training provider in establishing a dedicated training programme for the apprenticeship duration and identification of who takes responsibility for delivering each aspect of and the methodology of learning, supported by a tracking and evidence record that navigates the apprenticeship through to fruition. As a reminder, CPA is here to advise the membership on the registration, delivery and assessment processes and can be provided by the CPA’s Apprenticeship Ambassador, Paul Skitt who can be contacted at paul.skitt @ cpa.uk.net , whilst the technical aspects of delivery can be provided by myself at peter @ cpa.uk.net . Work record portfolios for the range of plant occupation apprenticeships can be downloaded free of charge from https://www.cpa.uk.net/skills-training/ apprenticeships/apprenticeship-support- material. Information for employers on apprenticeship standards and delivery for each of the home nations can be found at England: https://www. instituteforapprenticeships.org/ apprenticeship-standards/ Wales: https://www.gov.wales/ apprenticeships Scotland: https://www.apprenticeships.scot/ for-employers#/apprenticeoptions Gez Bonner of L Lynch Plant Hire & Haulage won the Group Apprentice Mentor of the Year accolade at the CPA Stars of the Future Awards 2023