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Apprenticeships for the Broadcast industry
Ravensbourne 16th February 2017
Welcome Professor Linda Drew
Director & CEO
Marice Cumber Accredited Work-Based learning
Coordinator
Keith Wilkinson
Commercial Director &
Chief Operating Officer of the DTG
Intro
• Worked in the independent TV production and facilities business for ten years, before moving into the BBC at a time of major change called Producer Choice
• For any bookworms in the audience, that time was captured in Prof. Georgina Born’s book Uncertain Vision: Birt, Dyke and the Reinvention of the BBC
• Spent fifteen years at the BBC in a variety of senior accountancy roles, ending up as Project Director responsible for piloting process changes in programme production
• Currently responsible for the administration and commercial direction of the DTG as well as operational management, financial control and human resources.
Intro
• The DTG is the UK’s unique cross-industry collaboration centre for innovation in digital TV technology.
• Twenty-two years old this year, the DTG is a self-funding, not-for-profit membership organisation which defines the requirements for every new TV and digital terrestrial television (DTT) receiver in the UK
• This is done through the D-Book, which also forms the basis for other platforms such as YouView and Freesat.
• Our activities help drive the demand for broadband in the UK, support 700MHz Clearance and are central to ensuring continued access to television for the British public.
Intro
• DTG Members represent the sheer breadth of the UK’s digital TV industry including British
household names – the BBC, ITV, Channel 4, Channel 5, Freeview, Youview, BT, TalkTalk,
Vodafone, Virgin Media and the regulator Ofcom.
• Also global players such as Cisco, Disney, Google, Huawei, Microsoft, Panasonic, Samsung, Sky,
Sony and Warner Bros
• Our Affiliate Members include the Asia Pacific Broadcasting Union, the China-Britain Business
Council (CBBC), Commonwealth Broadcasting Association, BARB, the Department of Culture
Media & Sport (DCMS) and the Department for Business, Energy & Industrial Strategy (BEIS)
• Also members are Retailers including DSG and Tesco and we support charities and not-for-profit
organisations with an interest in TV, such as Age UK, Action on Hearing Loss and the RNIB who
are active in our Accessibility Working Group, which I am told is the only one in Europe.
Creative Media – TV and the UK economy
• UK TV sales (including co-productions) to international markets in 2015/16 rose to £1.3 billion
up from £1.2 billion in 2014/15.
• The USA remains the UK’s largest export market, and sales increased by 16 per cent in 2015/16
to £497 million.
• Australia is the second largest market, with sales of £106 million.
• The Chinese market is up 40 per cent on 2014/15, and with a co-production treaty between the
UK and China signed in December 2016 this figure could be set to rise even more from now on.
• Exports of finished television programming remained the largest source of revenue at £668
million, in line with 2014/15. However, sales of Digital Rights increased 79 per cent to £248
million (almost a fifth of total revenue) making it the second largest source of TV revenue.
• So the overall picture is one of potential GROWTH. Source: UK Television Exports Report
Creative Media Workforce survey
• 78 per cent of respondents to the survey were educated to degree level
• The overall figure of 78 per cent compares with 65 per cent in 2010, and the average across the
whole UK economy of 32 per cent in 2014.
• The research also found that 56 per cent of respondents had found out about their current or
most recent role through informal recruitment, compared to 46 per cent in 2010.
• Some 48 per cent of respondents had also done unpaid work at some point in their careers,
compared to 43 per cent in 2010.
• Some 30 per cent of people working in the creative media industries reported being freelance,
though the figure varied hugely from VFX (9 per cent) to film production (90 per cent).
Source: Creative Media Workforce Survey 2015, compiled by Creative Skillset.
Diversity in UK TV
• The number of women in the broadcast industry is falling
• The proportion of those from a Black, Asian and Minority Ethnic (BAME) background
in the UK TV workforce:
General Talent Shortage
• The UK faces a general skills shortage and the Broadcast Industry is no exception
• The IET’s 11th ‘Engineering and Technology Skills and Demand in Industry’ report states:
“the role of education comes under the spotlight.
Two thirds of employers express concern that the education system will struggle to keep up
with the skills required for technological change.”
Broadcast Technology Diversity
“we approach recruitment with an open mind and we would love to see more females in our industry. Technology-based courses do not appear to be favoured by females. We recently had one female applicant for our graduate positions out of 50 applicants – this is an industry-wide issue and in the broadcast technology sector it is completely male dominated.” Source: IET’s 11th Engineering and Technology Skills and Demand in Industry report
Talent Shortage - degrees
• IET’s findings were that ‘technical degrees don’t always suit the needs of business’.
• Reasons given by respondents as to why technical degrees don’t suit needs include:
• 57% : do not develop practical skills • 43% : insufficient depth of content • 40% : courses not up-to-date with industry • 39% : insufficient breadth of content • 28% : field-specific skills/knowledge/experience lacking • 26% : absence of soft skills.
Talent Shortage – school leavers
• Over the last 5 years employer expectations have grown • Over 50% say that school leaver apprentices do not meet their
‘reasonable expectations’ and these include: Good practical skills A level of interpersonal skills Willingness to learn and be flexible More maturity and confidence in front of small groups Ability to challenge the status quo in a department.
• Over the next 12 months, 20% of new recruits are expected to be graduates and 14% will be school leaver apprentices
• 53% of organisations feel the current process for recruiting apprentices is not straightforward.
The Government’s Contribution
The Government’s recently announced Industrial Strategy highlights the need for skills: • reiterating Government commitment to create a ‘proper system of technical
education’ • providing £170m of capital funding for the creation of new ‘Institutes of Technology’ • pledging to publish a comprehensive careers strategy later this year to improve the
quality and coverage of careers advice in schools • committing to address differences in skill levels between different areas and work
towards a joined-up, authoritative view of the sector-specific skills gaps • supporting further education colleges to become centres of excellence.
“Sir Peter Bazalgette will conduct an independent review into how the UK’s creative industries, like our world-leading music and video games industries, can help underpin our future prosperity by utilising and developing new technology, capitalising on intellectual property rights, and growing
talent pipelines.”
The Value of Apprenticeships
• Resolving this situation cannot be left to others – everyone involved in our industry needs to collaborate to build the long-term skills the industry needs for now and the future
• Apprenticeships are an ideal entry point into the broadcast industry for young people and provide a substantial opportunity for all of us to:
Ø attack the skills shortages Ø address the need to increase diversity Ø improve the gender imbalance
and in doing so to drive economic growth and productivity in the UK. • The Government has a target of three million apprenticeships – but we must all do
our part • At the DTG we have just taken on our first Apprentice, so we’re not proposing
anything we wouldn’t do ourselves!
A guide to apprenticeships Bev Moxon-Skills Funding Agency
• A paid job with real training • Employed from day one through a
contract of employment • Real skills and knowledge acquired to
be competent in an specific occupation
• On and off-the-job learning and
development
What is an apprenticeship?
What sectors are apprenticeships available in?
Apprenticeships are available to organisations of all sizes and are currently available in 1,500 occupations across 170 industries, varying from construction to manufacturing through to IT and the creative and digital sectors.
There are four levels of apprenticeship, each has an equivalent educational level.
Apprenticeships can last from 12 months to 4 years.
What levels of apprenticeship are available?
Name Level Equivalent educational level Intermediate 2 5 GCSE passes at grades A* to C Advanced 3 2 A level passes Higher 4, 5, 6 & 7 Foundation degree and above Degree 6 & 7* Bachelor’s or master’s degree
To apply for an apprenticeship an individual must be: • 16 or over* • Not in full-time education Employers can offer apprenticeships to new entrants or use them to grow talent from among current employees.
What are the requirements for applying for an apprenticeship?
What employers say
of employers said they were satisfied with their apprenticeship programme
of employers say apprentices make their organisation more productive
reported that apprenticeships improved the quality of their product or service
• Apprenticeship Agreement/Contract of Employment • Paying the national apprenticeship wage • Provide apprentices with same benefits as other employers • 30 hours per week • Time off for training
Employee Responsibilities when recruiting an apprentice
• Identify the apprenticeship that fits your business requirements • Recruit an apprentice • Develop a training plan which reflects the apprentice and employer
requirements • Review and test the progress of the apprentice and provide feedback • Provide training to support the knowledge elements of the programme
Support from your training provider
Apprenticeship reforms
These reforms include: • Placing employers at the heart of designing new apprenticeship
standards • New Institute for Apprenticeships, led by employers to oversee standards
and ensure quality and rigour • Apprenticeships given equal legal protection, similar to degrees • Apprenticeship targets for public sector bodies – 2.3% of workforce to be
apprentices • National Insurance contributions have been abolished for apprentices
under the age of 25
Apprenticeship reforms
• Short, simple, and accessible describing the skills and knowledge that an individual needs to be fully competent in an occupation
• They show what an apprentice will be doing and the skills required of
them, by job role • Trailblazer employer groups are coming together to design the standards • The standards will improve the quality of apprenticeships through more
rigorous assessment and grading.
What are apprenticeship standards?
Apprenticeship reforms
• The government will double the annual level of apprenticeship spending between 2010 to 2011 and 2019 to 2020 to £2.5bn
• This will be funded by the new apprenticeship levy.
• The levy will be paid by employers with a pay bill of over £3m from April 2017 - less than 2% of employers in the UK.
• The apprenticeship service will enable employers to directly manage their apprenticeship programmes and purchase training.
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• Starts on 6 April 2017, at a rate of 0.5% of pay bill, paid through PAYE
• Applies to all UK employers in
all sectors • £15,000 allowance is not a cash
payment
• Only 1.3% of employers will pay the levy
What is the apprenticeship levy and who pays it?
Employers who are not required to pay the levy but want to purchase apprenticeship training from a provider can still benefit from government support towards the cost of their apprenticeship training: • The government will pay 90% of the costs of training and
assessment. • The employer will be responsible for paying 10% of the costs.
What about non levy payers? Co-investment
Government90%Employer10%
There are currently two different types of apprenticeships; frameworks and standards. These are funded in different ways. We are simplifying this to fund all new apprenticeships starts from May 2017 using the same methodology. The new apprenticeship funding system will be made up of 15 funding bands, with the upper limit of those bands ranging from £1,500 to £27,000. All existing frameworks and new standards have been placed within one of these funding bands.
Funding
Employers are not required to pay National Insurance Contributions for apprentices under the age of 25 on earnings below £827 a week (£43,000 a year). From 1st May 2017 the following incentives will also be available to employers who take on apprentices: £1,000 payment to both the employer and provider when they train a 16-18-year-old £1,000 payment to both the employer and provider when they train a 19-24-year-old who has previously been in care The government will pay 100% of the training costs for employers with less than 50 employees who take on 16-18-year-old apprentices.
Government support
The apprenticeship service is made up of several projects:
What is the apprenticeship service?
The areas highlighted in green are already live and available to use. Those in blue are currently in development.
The apprenticeship service programme
Find an apprenticeship
Find apprenticeship
training
Recruit an apprentice
Manage your apprenticeship
Provider readiness Employer readiness
(Live) Find
assessment organisations
Find a standard or framework
Find a training provider
For training providers For employers Register Pay my
provider
Support from the business support team What is the purpose of the business support team? • Support employers
• Increase the number of apprenticeships
• Match apprentices with employers and training For further information: • Call the National Apprenticeship Service on 08000 150 600 • Fill in our enquiry form • Visit GOV.UK
Bob Sparks CEng FIET CMgr MCMI
Associate Course Leader
FdSc Digital Media Technologies and
BSc (Hons) Digital & Technology Solutions
Ravensbourne Higher and Degree Apprenticeship
Programmes
• Driven by government initiative (BIS)
• Fulfils skills demands as identified by industry
• Work Based Learning with Degree Qualification
• Apprenticeships – relevancy to industry
• Within University environment – full student
benefits
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Philosophy and Uniqueness
Philosophy and Uniqueness
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• First and only market provider in London
• Only provider with ‘broadcast’ focus
• Builds on Ravensbourne track record
• Leverage established, multiple spin offs
• Collaboration for Degree Show and within
curriculum
FdSc Digital Media Technology
BSc (Hons) Digital & Technology Solutions
• Year 1
• Digital Networks
• Digital Networks for IPTV
• Digital Media Distribution
• Transferable Skills
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FdSc Digital Media Technology 2.5 years • Year 2
• Web Technologies
• Network Systems Integration
• Digital Media Technologies
• Final Major Project
• Year 1
• Network Fundamentals
• Software Fundamentals
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BSc Digital & Technology Solutions 3.5 yrs
• Information, Business
Systems
& Maths
• Data and Security
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BSc Digital & Technology Solutions 3.5 years
• Year 2
• Software or Network Pathway
• Creative Collaboration
• Information Systems Development
• Professional Practice & Dissertation Prep
• Year 3
• Advanced Software or
Networks
• IT Project Management
• Final Major Project
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How Tuition is Delivered
2nd Qtr 3rd Qtr
1st Qtr 4th Qtr
1 week Intensive Course
2-3 day Bootcamp
2nd Qtr 3rd Qtr
1st Qtr 4th Qtr
Rave WBL
Work-Based - on-line Jnl/Reports/Research
Block Release
Student and Course Successes so Far
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• First FdSc DMT cohort graduates June 2017
• Continuation of investment in skills development
• Mix of employees and apprentices on course
• Cross business integration through student networking
• Sign of business value for staff development
• Support from Industry speakers and practitioners
Student and Course Successes
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Employer and Apprentice experience:- We have a fantastic relationship with Ravensbourne, alongside whom we’ve developed a Foundation Degree and Full honours Degree that we are all really proud of. Our Apprentices are getting a top quality education to support their on the job learning, and we’re offering our existing staff new learning opportunities too. Working closely with the staff at Ravensbourne we’ve built a truly unique learning opportunity, tailored to help us coach the best network and software engineers in the tv industry.
• Extend Cohorts of FdSc and BSc courses in Jan 18
• Extend involvement of industry practitioners and
technology suppliers to maintain relevance
• Respond to Industry skills demand driving agenda
• New Degree Apprenticeships in development
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Future Direction - Headline Strategy
• Reach potential Broadcast and industry
collaborations
• Reach out to non traditional ‘Broadcast’ interests
because
• Everyone is a ‘digital broadcaster’ now
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Future Direction - Headline Strategy
Any questions?
