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Apprenticeships for higher education institutes (HEIs) at degree and postgraduate levels in the UK have been challenging to provide, requiring increasingly complex collaboration and investment. This questions longer-term viability, creating a new perspective investigating evidence of value and impact for UK HEIs. This integrative literature review examines existing apprenticeship literature and showcases new knowledge for HEIs to update and inform future decision-making. Knowledge created offers a new framework, an “apprenticeship knowledge-based checklist model” and a perspective to explore further.

This integrative literature review examines apprenticeship provision viability for UK HEIs across several disciplines since commencement.

Analysis of selected studies across three research themes critiques potential apprenticeship practice for HEIs: stakeholder collaboration, widening participation and work-integrated learning. Results provided a new integrated perspective via governance levels: strategic, academic department, and teaching team.

The research draws from multiple disciplines representing current literature in the HEI Apprenticeships field. However, the context in which programmes are delivered by HEIs and employers differs significantly, so factors continue to emerge.

Practical implications drawn from these findings aim to cultivate dialogue before embarking/withdrawing from HEI Apprenticeship programmes. It offers employers guidance expectations when partnering with university providers. For global apprenticeship provisions, it offers a checklist for re-valuating practice.

The research identified new knowledge implications from existing literature in a field experiencing rapid growth. It offers valuable contributions: a knowledge-based checklist model constructed for HEIs to evaluate existing and future viability provisions at each governance level. It is a catalyst for new practice approaches and an agenda for further research.

The study explores Degree Apprenticeship Identity (DAI) conceptualisation to enrich understanding to enhance work-integrated learning (WIL). Lived experiences of degree apprentices (DAs) are examined, and a model of DAI developed to support teaching and learning interventions on this relatively new and significant programme.

It draws pragmatically upon qualitative data from semi-structured interviews with Chartered Manager Degree Apprenticeship from diverse backgrounds in a higher education institutes (HEI). Data were explored abductively, using thematic analysis to investigate common patterns that influence identity; investigating personal experiences, socio-economic and cultural background, educational context and social interactions.

Influential themes surfaced, including pride in work, supporting others, sharing experiences and belonging, facilitating DAI model formation. The model illustrates that DAI is composed of existing personal, necessary professional and power of learning transformation through social identity by interventions that encourage peer engagement, group reflection and group-actualisation.

As this is a small-scale exploratory study, it is not intended to be representative of wider populations, which results in generalisability of findings. Data were collected from a well-established closed cohort programme led by the researcher, previously programme director. Interviews generated a broad range of anecdotal evidence, surfacing valuable insights relating to DAI formation.

To enhance WIL, tutors can foster social interventions that encourage peer dialogue, heighten DAs sense of self as capable learners and increase confidence growth.

The research provides a DAI Model, a fresh approach to understanding ways to enhance WIL for DAs through a stronger focus on group identity through social interventions. This preliminary model presents an opportunity for further research; other apprenticeships, larger and/or open cohorts.

Educational policy instruments such as apprenticeship levy and forthcoming lifetime skills guarantee are creating unprecedented opportunities for rapid growth in a range of work-based learning (WBL) programmes, requiring increasingly complex levels of collaboration between providers and employers. Apprenticeships require providers to assume responsibility in ensuring apprentices’ work-based managers and mentors (WBMMs) are equipped to provide effective support to individuals as they learn ‘on the job’. After six years of higher education institution (HEI) apprenticeship curriculum delivery, there is opportunity to examine existing WBMM practice to inform the design, content and delivery of a shared knowledge base via a practical interactive toolkit. By developing clearer understanding of WBMMs’ experiences, expectations and challenges, the study aims to reduce potential gaps in knowledge and skills and encourage more effective collaboration between employers and providers to better support apprentices as they progress through WBL programmes.

This paper discusses evolution of higher level and degree apprenticeships, explores guidance for WBMMs and investigates the influence of expectations and motivations of WBMMS. Theoretical and conceptual foundations relating to WBL programme delivery and WBMM role are analysed and discussed. Qualitative data drawn from semi-structured surveys are analysed thematically to investigate common patterns, clarify understanding and identify development areas to inform future university provider and employer practice.

The findings suggest a number of themes to improve apprentice management; further clarity of WBMMs role, greater involvement of WBMM’s for negotiated learning, unplanned experiences do add value and scope for richer mentoring dialogues. WBL value for WBMMs is broader than expected, incorporating apprentice performance and output improvements, and solving complex problems.

The research is drawn from an established university with five years of experience. However, the context in which programmes are delivered significantly varies according to providers and employers. This means factors other than those highlighted in this paper may continue to emerge as the research in this field develops.

The practical implications from findings can be used to cultivate stronger collaboration, providing a foundation of knowledge intended to provoke further dialogue regarding content for an interactive toolkit. The findings signal the need for further resources, a review of the restrictions associated with levy funding for co-creation of a more effective national apprenticeship framework.

This paper builds on a limited body of research examining employers’ perspectives of apprenticeship management. Degree apprenticeships have attracted limited scholarly attention over six years since their inception (Bowman, 2022) resulting in a significant paucity of research that focuses upon employer role. This study addresses this void by exploring WBMMs experiences, requirements and expectations, revealing new insights for providers of WBL, employers and individuals employed as WBMMs.

Even though farm crime in the UK has been identified by the National Farmers Union as a serious issue for the economy (Pexton, 2005) and by the Scottish Office (George Street Research Limited, 1999) as raising particular problems of policing such widespread and isolated areas, it remains a neglected area of research by criminologists. Those studies that have been conducted are mainly located in the US and Australia and thus have little direct relevance to the demographic, geographic and agricultural profiles of farming in the UK. The aim of this exploratory paper is to draw together pertinent issues and make tentative suggestions from the findings in order to render farm crime (more) visible on the agendas of researchers, policy‐makers and practitioners. The paper begins by locating farm crime as a specific dimension of rural crime before drawing on a range of extant literature and reports of farm crime and the findings of a small research study conducted by the author during 2007/2008 on farm crime in North Wales (Jones 2008a; 2008b).

The early moves out of long‐stay hospitals into the community for people with learning disabilities in Somerset (started in 1987) required O'Brien's five accomplishments to be put into practice. Since communication is fundamental to achieving such inclusive aims, there was an urgent need to find alternative and effective ways for individuals to understand and express themselves in their new environment(s), and for all those they were to have contact with to have access to the necessary training and resources to make it work. The resulting process subsequently became known as the Somerset Total Communication project. This paper describes the process as it has evolved, and identifies key elements, outcomes and lessons learnt to date.

1. The Committee was informed that the manufacture of shredded suet from imported premier jus is subject to control by licence and that it is a condition of the licences that the product shall contain not less than 83 per cent. of fat. This figure was adopted in 1931 by the Council of the Society of Public Analysts and Other Analytical Chemists pending the establishment of a legal standard. 2. In the manufacture of shredded suet premier jus the fat is forced into shreds or granules and a cereal or amylaceous filler is added so as to form a coating over the particles of fat, thus preventing them from adhering together and at the same time retarding the development of rancidity. 3. The amount of filler taken up by the shredded fat depends primarily on its stickiness, which in turn depends on the temperature at which the manufacturing process is conducted. Manufacturers must give special attention to the problem of securing uniformity of distribution, otherwise part of a batch will take up more than its share of the amount of filler allowed by the manufacturing formula. In spite of all practicable care, complete uniformity cannot be ensured and some tolerance is therefore necessary to allow for unavoidable variations. 4. The proportion of filler used in the past by different manufacturers has varied considerably. A purchaser of shredded suet is primarily purchasing fat and it is desirable that the fat content shall be the maximum that can be included whilst still retaining good keeping properties. The Committee is of the opinion that shredded suet, to be of satisfactory quality, should not contain substantially less than 85 percent. of fat, and that a product approximating to this standard will have the necessary keeping properties. The Committee is satisfied that the allowance of 2 per cent. for uneven distribution on and among the shreds, which was adopted by the Council of the Society of Public Analysts in 1931, is reasonable, and understands that it is considered adequate by the manufacturers of shredded suet. 5. A small amount of suet (i.e., natural unrendered fat), received by butchers as part of their meat allocation, is chopped or minced, and in the latter case mixed with cereal filler and sold under the description “shredded suet.” By whichever method it is prepared it differs from the shredded suet made from premier jus by reason of the presence of membrane and moisture. If made by chopping it will contain more fat than the product made from premier jus, but if made by mincing and admixture with a filler it is likely to contain less owing to the membrane and moisture in the raw material and the impracticability of analytical control. 6. It was suggested to the Committee that the use of the description shredded suet for the products made by butchers was misleading and that the name should be restricted to the product made from premier jus. The Committee is, however, of the opinion that the general public would be equally satisfied whether the product supplied in response to a demand for shredded suet had been prepared with premier jus or suet. Further, it is considered that a purchaser of shredded suet is not prejudiced if he receives a product containing membrane and moisture provided he also receives the appropriate amount of fat. It therefore does not appear to the Committee that there is any necessity, from the viewpoint of protecting the public in regard to quality, for recommending the imposition of this restriction. 7. The Committee noted that the statement issued by the Council of the Society of Public Analysts included an expression of opinion that “the nature of any admixture to suet should be declared.” This recommendation is, however, outside the terms of reference of the Committee and no comment is therefore made thereon. 8. The Committee accordingly recommends that shredded suet should be required to contain not less than 83 per cent. of fat.

Libraries wishing to make local variations on the MARC tagging structure should consider the effects of such variations on tapes received from other libraries, on tapes which they may send to other libraries, on their existing cataloguing practice, as well as the effects on possible future benefits from MARC. Types of variation that may be made are the omission of MARC fields, the substitution of local tags for MARC tags, and the addition of local tags to the MARC structure. This paper discusses how Southampton University Library has used these types of variation and the reasons for them.

The authors describe the rationale for key worker services for disabled children, factors to consider in developing such services, the role of key workers, how a key worker service is operating in one authority and the impact it has had for families who received it.

The purpose of this paper is to describe a new approach to a well-known problem for digital libraries, how to search across multiple unrelated libraries with a single query.

The approach involves creating new Dewey Decimal Classification terms and numbers from existing Dublin Core records. In total, 263,550 records were harvested from three digital libraries. Weighted key terms were extracted from the title, description and subject fields of each record. Ranked DDC classes were automatically generated from these key terms by considering DDC hierarchies via a series of filtering and aggregation stages. A mean reciprocal ranking evaluation compared a sample of 49 generated classes against DDC classes created by a trained librarian for the same records.

The best results combined weighted key terms from the title, description and subject fields. Performance declines with increased specificity of DDC level. The results compare favorably with similar studies.

The metadata harvest required manual intervention and the evaluation was resource intensive. Future research will look at evaluation methodologies that take account of issues of consistency and ecological validity.

The method does not require training data and is easily scalable. The pipeline can be customized for individual use cases, for example, recall or precision enhancing.

The approach can provide centralized access to information from multiple domains currently provided by individual digital libraries.

The approach addresses metadata normalization in the context of web resources. The automatic classification approach accounts for matches within hierarchies, aggregating lower level matches to broader parents and thus approximates the practices of a human cataloger.