the bcsc retail path apprenticeship scheme - The Retail Bulletin

THE BCSC RETAIL PATH
APPRENTICESHIP SCHEME
THERE ARE MANY SIDES TO HIGHCROSS
AGENDA
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A bit about me
The BCSC Retail Path Apprenticeship Scheme
Why Highcross?
Update on Government Policy
Hammersons Positive Places Strategy
Retailer Engagement
Challenges and Learnings
Becoming a Mentor
The Rewards
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A BIT ABOUT ME
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BCSC RETAIL PATH APPRENTICESHIP SCHEME
Retail Path’s vision is to have successful apprenticeship schemes running in
shopping centres all over the country, which are popular with young people and
which have a major impact on youth employment and skills
BCSC Educational Trust aims to advance education in the
sector by promoting and funding educational initiatives,
rewarding academic achievements and developing learning
through study tours, seminars and courses
The NSA for Retail was set up in 2008 to improve
productivity in the retail sector through developing the
skills and capabilities of those who work in it or who
want to work in it. It does this through a network of
skills shops – retail training centres in streets and in
shopping centres, operated by local partnerships
including FE colleges, private training providers,
shopping centre or town centre management, local
authorities and local enterprise and employment
services
THERE ARE MANY SIDES TO HIGHCROSS
BCSC RETAIL PATH APPRENTICESHIP SCHEME
THERE ARE MANY SIDES TO HIGHCROSS
BCSC RETAIL PATH APPRENTICESHIP SCHEME
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The BCSC Educational Trust has teamed up with the National Skills Academy for Retail to
deliver an apprenticeship programme in shopping centres across the UK.
The purpose of the scheme is to enable the retail property sector to support young people into
jobs and encourage more young people to choose retail as a career.
Retail Path will help to address the issue of youth employment and retail skills directly by providing a
new professional entry point to rewarding careers for young people, primarily aged between
16 and 24 years.
The programme will help to raise the profile of a career in retail and retail property.
Retail Path will:
- Provide a high quality apprenticeship scheme which will showcase the importance of
apprenticeships in the retail sector
- Improve the perception of retail as an attractive career amongst this key group
- Look to achieve a substantial increase in the number of young people choosing retail or
shopping centre operations as a career
- Achieve a measurable impact on the productivity, skills and competitiveness of the sector
- Provide career pathways for young people towards management positions that offering long term
career prospects
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BCSC RETAIL PATH APPRENTICESHIP SCHEME
There are 3 pilot schemes being run as part of the scheme –
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Meadowhall, Sheffield; Highcross Leicester; and Pyramids Shopping Centre,
Birkenhead
Benefits for Retailers:
• Great way to recruit and mould young talent to become highly effective retailers
• Flexible structure to allow for quarterly, or multiple quarters with an apprentice
• Help develop business during tough times by providing extra highly motivated team
members
• Develop staff loyalty: shows new and existing employees they are serious about
developing their talents and skills
• Demonstrate their commitment to the local community by retaining young people from
the local area
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WHY HIGHCROSS
 Full support and commitment from Hammerson CEO
 Existing relationship with BCSC Educational Trust
 Proven strong leadership
 Fully engaged established team
 Confirmed support from Community Partner wot box
 Partnership approach with Retailers
 Team Culture and Values
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Our Ethos
Individually we are
honest, dynamic, unique, respectful and inspired.
Together we are Highcross.
Celebrate the individual and their contribution to
the team, and together we will achieve our
vision!
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GOVERNMENT POLICY
Government commitment of 3 million new Apprenticeships between 2015-2020 and contributes
towards the training of an apprentice dependant on age(16-24)
Currently 200 different types of Apprenticeships available over 13 broad sectors
Qualification levels:• Intermediate Level 2 qualification equivalent to 5 GCSE passes
• Advanced Apprenticeships Level 3 Qualification equivalent to 2 A level passes
• Higher and Degree Apprenticeships Level 4 and above
Minimum standard required;
• Minimum term of 12 months
• 280 hours guided learning ( off job)
• Employed for minimum 30 hours a week
• Training to level 2 in Maths and English( if not already qualified)
• Apprenticeship Agreements
• Minimum academic requirements the framework must meet
• Apprentices have the same rights as other employees
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POSITIVE PLACES
Positive Places is about Hammersons’ vision is to be the best at demonstrating value to our industry and to our
stakeholders through sustainable properties. We recognise that what we do means different things to different
people. Positive Places is our way of engaging with each of our five key stakeholder groups on how we do more
through directly relevant activities.
Our 5 key stakeholder relationships
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our investors
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our customers
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our employees
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our suppliers
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the communities we serve
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RETAILER ENGAGEMENT
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RETAILER ENGAGEMENT
Sarah (Goldsmiths Manager):
“Holly has settled in very quickly, and even made a
sale on her very first day! In the short time she has
been here, she's already taken more than her annual
cost in personal sales. She’s already been accepted by
everyone as part of the team, and it’s great to be able
to give young people the opportunity to start out on a
retail career, and for them to have a future”.
Holly (Apprentice):
“ The application process was very hard, but I’m really glad I stuck at it and I love working
here. Never thought it would be as enjoyable, but it’s great being able to help customers, and
everybody has made me feel really welcome”.
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RETAILER ENGAGEMENT
Bianca (TM Lewin Manager):
“I’ve been really impressed by how quickly Joe has picked
up the key fundamentals of our operation, and probably
quicker than the normal recruits we have in-store, who
already have retail experience. He is a young man with a
very pleasant disposition, and the team have warmed to
him already. He has a bright future”
Joe (Apprentice):
“ I’m really grateful to be given this opportunity. It was a lot of obstacles to get
over to get a place on the programme, but I’m proud of myself for what I’ve
achieved. I feel very lucky to be doing a job that I enjoy, and hopefully I will
learn enough over the next year to enable me to get a permanent full time
position in retail
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CHALLENGES AND LEARNINGS
“For me having the
apprentices has made
me review what it is
we actually do and
how well do I know my
job”
“Ideally I’d like to see an additional
year for the apprentices, with a
specialisation in say
commercialisation or retail
management, to make it worthy of
the title and the adage ‘time served’”
“HUMBLING”
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BCSC RETAIL PATH APPRENTICESHIP SCHEME
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BECOMING A MENTOR
As a mentor you are contributing towards a young person developing into an adult
Helping young people achieve their potential and discover their strengths
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THE REWARDS
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Being responsible for a young peoples’ development and watching them merge into
young adults
Social and Moral responsibilities for the choices our Apprentices make
Greater understanding of young people of today ( we’re quite a mature team!)
Developing new skills such as communication and listening
Sense of fulfilment , you are making a difference
Adds variety to life and work experience
Their youth adds vitality and renewed enthusiasm to the team
Proud to being ‘giving something back’ to the local community
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What isn’t expected is that ..
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Encourages you to reflect on your own life, goals and aspirations
The emotions being a mentor brings to the surface which aren’t often seen in the
workplace
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THE REWARDS
And we have fun!
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