Last year I wrote an article for Morrisby explaining the basics about the new flexi-job apprenticeship training model. Further down the line, I was interested to find out how they are operating in practice and understand the role of government-registered flexi-job apprenticeship agencies (FJAAs).
What are flexi-job apprenticeships and what are the benefits?
Flexi-job apprenticeships have been introduced in England to allow apprentices to achieve all elements of their apprenticeship via a number of placements with different organisations, or ‘hosts’ as they may be known. Flexi-job apprenticeships are available for training in a wide range of careers but are particularly suitable in sectors where short-term and other non-standard contracts are common, such as in the creative, digital and construction industries. Apprentices are directly employed by FJAAs, although ‘portable flexi-job apprenticeships’, whereby apprentices find their own placements, are being piloted.
From an apprentice’s point of view, one of the major benefits of taking a flexi-job apprenticeship is that they gain a broad range of experience in different settings and in different teams. In sectors where ‘knowing people’ has traditionally been key to finding work, a FJAA will do the networking for them. The risk of not being able to complete the apprenticeship is also reduced as the FJAA will ensure that they are occupied throughout the duration of their programme.
How do they work?
To find out more about how flexi-job apprenticeships work, I got in touch with Julie Deeley, Director of Operations at EN:Able Futures. Operating in Yorkshire and Humberside, the North East, Teesside, Derbyshire and Nottinghamshire, EN:Able Futures is a social enterprise and registered FJAA covering a broad range of roles in construction and the built environment, agriculture and environment, animal care, engineering and manufacturing. To date, the agency has provided employment for around 480 apprentices covering 47 different apprenticeship standards at various levels.
Julie kindly explained a little about EN:Able Futures. “We have been operating for over ten years, initially offering opportunities through the shared apprenticeship scheme (SAS) in construction and the built environment, which was set up in partnership with the CITB. When the Government decided to introduce registered FJAAs, they consulted with the six companies that were operating the SAS, including us, and pretty much replicated the model for the industry. All six companies went on to successfully register as FJAAs. Together, our companies cover the whole of England and we meet regularly to share good practice. If we hear about potential hosts outside our area, we happily pass on contact details.” I love this example of mutually-beneficial collaboration!
Julie explained that apprentices employed by EN:Able Futures usually start with a placement lasting at least six months. Some of their apprentices are placed with their hosts for short periods of time whereas others actually end up staying with the same organisation for the full duration of their apprenticeship. EN:Able Future’s first cohort of flexi-job apprentices are due to complete in January 2024.
What’s in it for employers?
The main advantage of flexi-job apprenticeships to host organisations, of course, is that they don’t have to offer long-term contracts. Apprentices can be taken on for specific projects, during busy periods or even when there are restrictions on head count. The services provided by FJAAs vary, but usually include recruiting and selecting appropriate apprentices, and sorting out their contracts, pay, tax, National Insurance etc. FJAAs understand the challenges facing businesses and have an in-depth knowledge of apprenticeship administration, which can be complex. The FJAA organises the off-the-job learning element and any other training necessary to achieve the apprenticeship, and makes sure that apprentices are supported in the workplace and at college.
Julie explained, “A challenge we face as a FJAA is helping potential host companies understand the cost-effectiveness of the services we offer. Our fees work out much cheaper than employing apprentices directly and all a host organisation has to do is focus on providing valuable work experience. We usually find that once hosts have used our services, we get a high rate of return business.”
In conclusion
If you are advising young people about apprenticeship opportunities, it’s worth being aware that flexi-job apprenticeships can provide an alternative apprenticeship model. Vacancies are advertised in the usual places, such as the through apprenticeships.gov.uk, as well as via FJAAs. Opportunities are available all year round, so it’s worth encouraging potential apprentices to register their interest with suitable organisations.
We shouldn’t forget the overarching benefit of flexi-job apprenticeships – addressing skill shortages to ensure a ready supply of trained workers. When an apprentice finishes their programme, even if they are not offered employment by one of their host organisations, they will have developed the skills and confidence to find temporary or permanent contracts in the future.
© Debbie Steel
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