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In 2015 the Conservative led government announced their plan to increase the number of young people participating in apprenticeship to three million by 2020. As part of this plan there is to be an expansion of the number of degree-level apprenticeships, with the government suggesting that these should be seen as a real alternative to university. Despite the government’s propaganda of an alternative to university, higher education institutions have a pivotal role to play in both the development and delivery of degree-level apprenticeships. However, the accountability for the success of degree-level apprenticeships remains unclear. The paper aims to discuss these issues.

The paper provides an analysis of current notions of outcome-based accountability contextualised through the degree apprenticeship programme.

The paper illustrates that outcome-based accountability frameworks do little to support the delivery of degree-level apprenticeships. Instead there needs to be a shift to a holistic approach to accountability where student success form just one element of an accountability framework. It concludes that current accountability frameworks may result in an unnecessary confusion around the roles and responsibilities of individual actors associated with degree apprenticeship delivery resulting in a missed opportunity to maximise the value arising from the tri-partite delivery relationship.

This paper provides an original perspective involving accountability associated with degree apprenticeship programmes in the UK.

In 2011, Cogent SSC Ltd was awarded funding to develop a Higher Apprenticeship in Life Sciences. The purpose of this paper is to outline the Developing Science Professional programme, how it was developed and what will be delivered.

Information presented in the paper is drawn from the organisation's own work in developing a Higher Apprenticeship. It builds on information incorporated in the original bid and how the project is being developed.

Research undertaken by Cogent highlighted that many employers are looking for work‐ready, fit for purpose employees to take up key scientific roles across their workforce. This suggests there is an appetite for a programme such as Developing Science Professionals which aims to train science technicians to a higher level. The development of the Higher Apprenticeship and potential impact are showcased in this case study.

The paper is based on the author's own experience and presents a case study of an apprenticeship programme specific to the author's organisation.

The purpose of this paper is to review a range of mechanisms used by universities to support employers to facilitate effective “on the job learning” for apprentices. It reflects on how these mechanisms can be used to address some of the challenges, reported in the literature that employers face to in supporting apprentices in the workplace.

A short questionnaire administered to colleagues prior to attendance at a workshop, identified a range of activities, at various stages of engagement with employers that were used by universities to facilitate effective workplace learning and also to address some of the challenges faced by employers. These activities were then discussed and explored within the workshop to identify areas of best practice from the HEI sector to promote effective workplace learning.

Engagement with employers needs to occur from the outset of the development of the apprenticeship. Embedding the on the job learning within the design of the academic programme, with explicit links between the theoretical learning (knowledge element of the apprenticeship standard) and practical application of learning (skills and behaviours within the apprenticeship standard). Regular interactions with a range of staff within the employer ensure that there is a clear understanding throughout the apprentice’s journey, of how to promote an effective learning environment for the apprentice within the context of the organisation. The role of the workplace facilitator/mentor key. A range of approaches to providing training and ongoing support for facilitators/mentors was identified.

The study was limited to the participants within the workshop at the conference, a self-selecting group from a relatively small number of HE providers. The HEIs represented provided apprenticeships in a range of subject areas, working with both public sector and private sector providers. Further studies are required to encompass a broader range of providers, including drawing on best practice from the FE and independent sector, and applying principles used there in the context of HE.

Engagement with employers from an early stage of the development of the apprenticeship is imperative, viewing the apprenticeship holistically, rather than as an academic programme with some work-based activities. Resources need to be devoted to regular and frequent contact with a range of personnel within the employer organisation, so that a partnership approach to supporting learning is developed. Training and ongoing support for work-based mentors/facilitators continues to be a key success factor. This needs to be managed to balance the learning needs of the mentors with the potential impact on workplace productivity.

The paper identifies a range of approaches that will enhance the effectiveness of learning in the workplace. This will both enhance the apprentice’s learning experience and ensure that higher and degree apprenticeships are developed holistically, meeting the academic requirements of the university and the workplace needs of the employer. This, in turn, will enhance success rates and reduce attrition rates from apprenticeships, which, in turn, may encourage more employers to engage with higher and degree apprenticeships.

The paper collates a range of best practice from the sector to promote effective workplace learning.

Set within the context of International Financial Services (IFS), this research aims to considers the demographic profile of IFS apprenticeship candidates in relation to gender equality and social mobility in Ireland. This study also offers valuable insights as to the gendered nature of these “new” apprenticeships and examine whether these programmes provide opportunities for social mobility.

Implementing a quantitative approach, underpinned by a positivist stance, this study analyses Irish national apprenticeship data relating to IFS programmes (n = 1118). Non-parametric tests were applied in the analysis of the gender dimension, while to analyse social mobility, the socio-economic status and spatial profile of candidates were compiled and analysed using the Pobal HP Deprivation Index (SA).

The findings revealed more women are undertaking non-traditional apprenticeship programmes as compared with traditional craft apprenticeships. Within the IFS context, while female participation was seen to be growing, gender divergence was observed in terms of programme level, with a greater number of men, as compared with women, engaging in higher-level degree apprenticeship programmes. The findings also show that IFS apprentices are primarily from socio-economic areas that are above average. This trend indicates a distinctive candidate who is more aligned with the sectoral profile of IFS than that of traditional apprenticeship programmes. Such findings reveal that the “widening participation” aim of IFS apprenticeships is not yet fully realised with issues of gender inequality and social mobility persistent within the wider IFS sector.

This study provides an important dimension to both academic and practitioner literature concerning apprenticeships. To date, there has been a proliferation of publications concerning the beneficial impact of skills and vocational-led apprenticeships. However, limited attention has been directed to non-traditional apprenticeships and even less still within the setting of IFS. This research initiates the process of addressing that gap within an Irish context. This study also adds to the existing apprenticeship discourse regarding issues of gender and social mobility by examining the gendered nature of IFS apprenticeships and well as assessing whether these apprenticeships aid social mobility.

The purpose of this article is to explore how one higher education institution (HEI) has embraced the apprenticeship agenda and is successfully providing an apprenticeship programme for nursing associates (NA) a new profession within health and social care in the United Kingdom.

This is a descriptive case study narrative about one programme from one HEI, selected for its relevance for the subject area of apprenticeships. This descriptive approach allows the provision of apprenticeships within HEI to be explored in depth by one institution.

This case study identifies the considerable value of apprenticeships within HEI for the students, the employers and the HEI. It also identifies that there are challenges within this. These findings will be of interest to those entering into the apprenticeship arena, especially within healthcare, and may inform an academic discourse in this area.

It is acknowledged that this case study does not seek to compare apprenticeships with other programmes. However, there is value in providing an academic narrative around the challenges of this provision which will be informative for others developing higher apprenticeships in the United Kingdom or similar delivery of apprenticeship models internationally.

There is value in providing an academic narrative around the challenges of this provision which will be informative for others developing higher apprenticeships in the UK or similar delivery of apprenticeship models internationally

These findings will be of interest to those entering into the apprenticeship arena, especially within healthcare, and will inform the academic discourse in this area.

This is original work and provides a new body of knowledge to the inform HEIs engaging with the relatively new context of higher and degree apprenticeships, as well as the new role within healthcare of the nursing associate.

Responding to skills needs in the advanced manufacturing and engineering sector, Semta are in the process of developing a higher apprenticeship (HA) in advanced manufacturing and engineering. The purpose of this paper is to present the motivations behind developing an HA in this area, what the framework will comprise of and how it will be delivered and impact on the sector.

Information presented in the paper is drawn from the organisation's own work in developing an HA. It builds on information incorporated in the original bid and project outline, as well as future development plans.

Higher level skills are vital to the success of advanced manufacturing and engineering (AME) employers, with many articulating a need to move up the value chain to skills at Level 4 and above. In response to this, Semta is leading the collaborative development of a Higher Apprenticeships Framework in Advanced Manufacturing at Levels 4 and 6. The need for a level 5 qualification is also being investigated. Further findings on the impact of the programme will become apparent when the programme is being delivered.

The paper is based on the author's own experience and presents a case study of an apprenticeship programme specific to the author's organisation.

Leeds College of Building has a long‐standing affinity with apprenticeships, offering a broad range of apprenticeships at Level 2 and Level 3. The purpose of this paper is to provide details of the development and potential impact of a Level 5 Higher Apprenticeship in Construction Management.

Information presented in the paper is drawn from the organisation's own work in developing a higher apprenticeship (HA), building on its project plan as well as on‐going evaluation of the programme as it develops.

The College already supports a significant number of apprentices at Level 2 and level 3, therefore the development of a Level 5 Higher Apprenticeship in Construction and the Built Environment was a natural progression for the organisation. The key elements of the programme are detailed in the case study. With delivery planned to start in September 2012, plans have already been developed to extend the programme nationally.

The paper is based on the author's own experience and employer consultation. It presents a case study of an apprenticeship programme specific to the author's organisation.

City of Bristol College has significant experience of developing and delivering Higher Apprenticeships (HAs). The purpose of this paper is to present an overview of delivering HAs in the engineering sector.

Information presented in the paper is drawn from the organisation's own experience delivering an HA programme and presents key issues and challenges that it has faced.

Recent studies within the sector have highlighted dissatisfaction amongst employers that the competence and knowledge elements of apprenticeships traditionally offered were separated and that the “hand skills” elements were omitted from frameworks above level 3. Employers and sector‐wide bodies have worked together to develop a new framework containing all of these elements. Gaining recognition as an “undergraduate apprenticeship” this option is proving attractive for companies.

The paper is based on the author's own experience and employer consultation. It presents a case study of an apprenticeship programme specific to their organisation.

A discussion piece of how apprenticeships can be used by HEIs as employers.

The paper explores the current apprenticeship landscape; what HEIs are already doing with apprenticeships; the arguments for using apprenticeships in the sector. There is then a case study on how the University of Birmingham uses apprenticeships before a discussion about future directions.

The paper reports that although there are a range of advantages for using apprenticeships, HEIs could still use apprenticeships more.

This paper uses a range of sources as detailed in the reference.