With an increasingly ageing workforce, print is in dire need of new blood, but this need has frequently been at loggerheads with how best to revitalise the industry.
On 28 August, jewellery entrepreneur Jason Holt delivered his damming review of the UK apprenticeship system, calling it both "misunderstood and inaccessible".
Commissioned by the Department of Business, Innovation and Skills, Holt was charged with investigating how apprenticeships could be made simpler and more accessible for SMEs. His recommendations, which were grouped into three main categories, focused on the need to develop better communication, the need to empower SMEs, and the need to simplify ownership and responsibility for the apprenticeships programme.
In response to Holt’s recommendations, skills minister John Hayes outlined a series of changes to the existing system, including the Apprenticeship Grant for Employers (AGE), which provides up to 40,000 grants of £1,500 to employers, and which will now be delivered in a single payment 13 weeks after the start of the apprenticeship, rather than being paid in two instalments.
Businesses of up to 1,000 employees will now be able to claim grants for up to 10 apprentices instead of just three, and the scheme will be opened to employers that have not hired an apprentice in the past year, rather than the past three years.
Federation of Small Businesses chairman John Walker said he was pleased that changes had been made to the AGE grant, citing the time limit reduction as a positive move.
With a skilled workforce more imperative than ever, print has also cautiously welcomed the proposals, but many claim there are still barriers in place for SMEs wanting to take on apprentices.
"I think there is a real need for localised initiatives around apprenticeships and for printers to be part of a business community," says Easibind managing director Harry Skidmore.
"One of the issues, though, is that not everybody wants to take on a full apprentice. We take on graduates and interns and it might be more beneficial for some companies to take someone on a work placement, such as a sandwich course," he adds. "There needs to be a full range of options available."
Motives and incentives
One company that has been proactive in the market is Eclipse Colour, which has employed five apprentices across its pre-press, sheetfed, web printing and finishing departments during the past year.
"I think there is an argument for providing better financial incentives, but, on the other hand, companies might then just take on apprentices and have them doing menial jobs and not give them proper training," says David Weiss, head of manufacturing at the Kettering company.
However, he is keen to point out that firms should not look at the situation in terms of whether there is work that needs to be done. "It’s about training people and equipping people with skills, otherwise how are they going to replace people when they leave?" he adds.
Other changes proposed by the government include improving communication about schemes through groups that advise SMEs, including lawyers and accountants.
In addition, it suggests introducing new standards for training providers in order to improve their performance and providing better information for businesses on getting the right type of training for their apprentices.
Stephens & George group managing director Andrew Jones currently has 19 apprentices at various stages of its four-year apprenticeship programme. Rather than opting for an outside qualification, the company developed its own, which is working "very well" for the group.
Jones believes the presence of red tape remains a major hurdle for companies wanting to invest in apprentices. "Generally speaking I think there is a lot of red tape. There are grants, but all sorts of hoops you have to jump through to secure them," he says. "There are NVQs and similar courses, but they are not good enough for what we want people to be able to do as far as I’m concerned."
However, Darren Coxon managing director at magazine printer Pensord says there are no insurmountable barriers if you are really keen. "If you try hard enough, you can get support. We choose not to offer a pure print apprenticeship, but an NVQ programme called Business Improvement," he says.
"It is a good structured qualification that could identify potential efficiency savings or cost savings because we can train people on the machines ourselves," adds Coxon.
In his review, Holt noted: "While apprenticeships offer undoubted growth opportunities for businesses, not enough SMEs are taking advantage. This is because they have an outdated view of apprenticeships, are often in the dark and frequently do not receive the specific training provision their apprentices need."
UK print will certainly be hoping that the government has taken these comments on board and that its n3-ew proposals will help SMEs and apprentices where it really matters
30-SECOND BRIEFING
- Making Apprenticeships more Accessible to SMEs, a government-commissioned review of the state of UK apprenticeship schemes, was published on 28 August
- The review aimed to establish the barriers preventing SMEs from offering apprenticeships
- The review’s recommendations highlighted communication, access to programmes and ‘ownership’ of apprenticeship schemes as areas for improvement
- The government has responded by reviewing the Apprenticeship Grant for Employers, giving them £1,500 per apprentice in a single payment on week 13 of an individual’s apprenticeship, rather than split into two payments
- Businesses of fewer than 1,000 employees can now claim grants for up to 10 apprentices, rather than just three
- Eligibility is also being extended to companies that have not hired an apprentice within the past year, rather than just those who have not hired within the past three years
READER REACTION
How can SMEs be encouraged to take on apprentices?
Simon BiltcliffeManaging director, Webmart
"I think the problem is the bureaucracy. With things like apprenticeships, the time you spend filling in forms and talking to people who take too long to understand your business, isn’t worth it. Getting the right people is critical for any business; they create new ideas and competitive advantage. Apprenticeships are fantastically important, but such schemes have to be as accessible as possible and not lead to the employer being burdened with bureaucracy and the baggage that stops people from bothering."
Gary PeelingManaging director, Precision Printing
"I think employers recognise the vulnerability of young ambition and are suitably cautious in taking on what they view rightly as significant responsibility. So what ever support can be offered is of value if it encourages just one more business to take this important step. While its true not all young people are the finished article, if they possess ambition and application, we can give them what they need to build a meaningful career. Not every apprenticeship will work out, but we all learn our biggest lessons from failures."
Stuart MasonManaging director, Ink Shop
"Before we start talking about apprenticeships, we need to make sure that the younger generation have a clear vision of what print can offer them. An apprenticeship is not cheap labour for employers, but a life plan for our youth. I have run my business for 20 years and not once been approached by any government agency with regard to apprenticeships. I wouldn’t know where to start, what’s involved, what assistance there is – and I don’t have time to find out. Stop commissioning reports and start getting the message out."
