Calling all apprentices, employers, and individuals who champion apprenticeships – as the National Apprenticeship Awards 2020 are now open for entries.
Open for entries between 1 and 25 September 2020
New for 2020, national and regional ceremonies broadcast online
Apprentice employers, apprentices and apprenticeship champions from all sectors and levels are encouraged to enter
Back for their 17th year, the National Apprenticeship Awards are a fantastic opportunity to showcase the apprentices and employers who have gone above and beyond, in spite of the challenges faced during this pandemic.
Entries to the awards are open until 25 September 2020 and this year’s winners will be recognised via virtual ceremonies. These ceremonies will also champion employers, apprentices and apprenticeship champions from all sectors – from engineering, digital, healthcare and science, to beauty, manufacturing and education are invited to enter the awards.
Peter Mucklow, Director of Apprenticeships, Education and Skills Funding Agency said:
We are pleased to announce that entries to the National Apprenticeship Awards 2020 are open. It is important that we continue to recognise the employers of all sizes, apprentices and those who champion apprentices during this unprecedented time.
I have been delighted by the on-going commitment from employers, recognising the many benefits apprentices bring and ensuring they can continue their studies.
We are excited to announce that for the first time, the winners and highly commended will be announced at regional and national virtual ceremonies. This will allow an even wider audience to celebrate the success, commitment and investment in apprenticeships, and the impact they have. I am personally very much looking forward to being part of these exciting new online ceremonies.
Categories for the National Apprenticeship Awards 2020 are:
Employer of the Year categories
SME Employer of the Year (for organisations with 1 to 249 employees)
Large Employer of the Year (for organisations with 250 to 4,999 employees)
Macro Employer of the Year (for organisations with 5,000+ employees)
Recruitment Excellence (the winner is selected from Employer of the Year award entries, and will be awarded to an organisation that has recruited a diverse and high quality apprenticeship workforce).
Apprentice of the Year categories
Intermediate Level (level 2)
Advanced Level (level 3)
Higher or Degree Level (level 4 or higher)
Rising Star1 (nominated by their employer, this award recognises apprentices that have made impressive progress in their career to date, and have the potential to go even further).
Apprentice Champion (recognises individuals who go ‘above and beyond’ to champion apprenticeships. The nomination is made by a colleague or contact who recognises an individual’s ‘champion’ credentials).
In 2019, Invotra was crowned the BCS, The Chartered Institute for IT Award for National SME Employer of the Year at the National Apprenticeship Awards.
HR Director, Alison Galvin, explained at the time:
Invotra are overjoyed to have won the national award. When you invest your time in people and support them as they grow, you end up with loyal, hardworking individuals who are a huge asset within your business. It’s truly wonderful to be recognised for our hard work to champion apprenticeships and our dedication to investing time into mentoring and developing these valued team members.
Entries to the awards close on 25 September. Regional ceremonies will take place between 2 and 6 November, with the national ceremony taking place on Wednesday 25 November.
To enter the National Apprenticeship Awards 2020, or to sign up to our mailing list, please visit: appawards.co.uk
Follow @Apprenticeships on Twitter and the National Apprenticeship Service page on LinkedIn to keep up to date with all the latest awards information.
Please note: The Rising star will not include a public vote this year due to the condensed format of the awards. ↩
Labour markets across the world were already experiencing profound shifts and changes before the onset of COVID-19 – a process which has since accelerated. With young people especially vulnerable to unemployment in the changing world order, it is critical that they receive the best possible career support. Parents and carers of these young people also need support from career professionals, so that they can maximize their ability to help.
Aninternational study, undertaken from 2019 to 2020 in the UK, found that parental engagement in career education and support is moving away from passive forms of involvement and information giving, to creating spaces for active engagement, collaboration and communication among parents, carers and educational institutions. What does this research tell us about how we can adapt our practice to best integrate parents and carers into career development support? This article summarizes some key findings and discusses implications for practice.
Learning from others
Increasingly, the careers community is being expected to justify its practice by basing it on robust evidence of what works. This study revealed that, unfortunately, formal, large-scale, longitudinal evaluations of the integration of parents and carers in career practice have not yet been conducted. However, the study has brought together a range of experiential evidence from which we can learn about various practices.
Where and how are parents/carers integrated into career development activities to support young people? In Canada, the Explore your Horizons intervention provided high school students with enhanced career planning and information about the costs and benefits of post-secondary programs. The program was delivered through voluntary, after-school workshops beginning in Grade 10 for students and their parents. It was designed to enhance career education in the school by helping students improve their knowledge of the role of post-secondary education and provide guidance to their parents on how to support them through this process. A combination of interventions (workshops, financial aid, career guidance, resilience training) was found to be most effective. Significantly, there was an increase in high school graduation rates and post-secondary education enrolment among underrepresented students, including those from low-income families.
“Parents and carers of these young people also need support from career professionals, so that they can maximize their ability to help.”
In the UK, the Brilliant Club also aims to increase the number of young people from under-represented backgrounds to progress to higher education. It is a structured program of funded activities for young people that have been designed to develop the career aspirations of academically able young learners. Some schools have adapted these activities to include parents and families. As a result of engagement in the program, young people were reported to have greater engagement in the school’s curriculum and their parents/carers had gained a shared sense of achievement. Practitioners working on the program recognized that it was useful to have LMI knowledge about future opportunities in order to challenge ideas and dated information that some parents/carers had about particular educational pathways.
Further examples of interventions and activities from Australia, Czechia, France, Hong Kong, Netherlands, the US and the UK are presented in the report.
The research evidence helps us to crystallize what we know, and what we need to know, about successful parent/carer engagement in career programs. Specifically, strategic leadership and management support emerge as key factors. Parental involvement in the design of career engagement activities is also important, as well as targeted, personalized communication to parents/carers. Training for staff in schools and colleges in how best to communicate with and engage parents/careers was considered valuable and needed.
Additionally, mixed programs (both online and face-to-face) that involve a range of activities and events are more likely to succeed in engaging parents/carers. Programs, where parents/carers and young people have a shared careers-related experience, are a good way of enabling a conversation about educational and career pathways. Finally, ongoing monitoring and development for sustaining improvement are essential. National policies and strategies that identify how the education system could engage parent/carers were found in Denmark, Germany, Ireland and the Netherlands. Such policies typically facilitate career support, rather than making it mandatory.
The study highlights challenges to parent/carer engagement in career support. For example, the timing of events often conflicts with parents’ working hours. There are also issues around the general lack of time, space and resources available in educational institutions. Despite difficulties, details of initiatives in various countries and promising practices can be found in the research and practice reports linked to this study. The strongest messages from the study are:
Using technology, since this offers ways of communicating, disseminating and enabling access to information for parents/carers.
Redesigning existing activities, such as careers fairs and careers open days, to involve parents, wherever possible.
Creating parent-friendly environments with activities to draw parents/carers into schools and colleges, such as breakfast clubs and coffee mornings.
Designing new activities in the community and in collaboration with other schools and colleges that engage parents/carers, employers and the local community to build parental knowledge and skills.
Creating a space and opportunity for shared conversations between parents/carers and young people through careers workshops and personal guidance sessions, which can be a good way of parent/carers’ learning about careers and starting a dialogue with their young people about their educational and career pathways.
Undoubtedly, parent/carer engagement in careers is important, with a need for them to be “career aspirants” (i.e. supporters of education and career pathways and providers of accurate information). It is also important to remember that they are likely to have different expectations and needs at different points in their young people’s career development, so there is a challenge in how to communicate information ensuring it is of interest and relevant.
The study has evidenced that parents/carers have the single-most powerful impact on a young person’s career development, values, attitudes and self-concepts. Career professionals need to understand how to maximize their influence as a positive force. Even before the onset of COVID, some governments were interested in finding out what policies and resources ensure that career practice maximizes opportunities to integrate parents/carers into career development programs. Pilot programs are needed to build a stronger evidence base on which to take careers practice forward.
JENNY BIMROSE AND SALLY-ANNE BARNES With over 40 years’ experience in higher education, researching, managing and teaching at postgraduate level, Professor Jenny Bimrose has extensive international experience of research management and consultancy. Her ongoing research relates to the effective use of labour market information in career guidance practice, supporting the use of ICT by professionals in careers and employment practice, and the role of careers guidance in the career biographies of people making transitions into and through the labour market. | Dr Sally-Anne Barnes is Reader at the Institute for Employment Research, University of Warwick managing and working on a range of projects in the careers field. Her international research projects have investigated the transformation of careers and the labour market, plus how individuals engage with lifelong guidance and learning across the life course, navigate the labour market and the narratives around these transitions and decisions.
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