In profile: Annie Graham, Apprenticeship Manager, Logistics UK

Given that apprenticeships are currently enjoying their moment in the spotlight, Logistics Magazine took the opportunity to interview Annie Graham, Logistics UK’s own Apprenticeship Manager.

CAREER BEGINNINGS

In 2004, Annie began working with 16-18-year-old apprentices, as an NVQ Assessor in Further Education (FE). Back then, apprentices were unpaid and End Point Assessments didn’t exist.

“When the government announced there was going to be a minimum wage for apprentices – £2.68 from memory – there was shock,” she said, “People said employers are never going to pay for apprentices. It shows you how far we’ve come.”

In 2010, Annie completed the Post Compulsory Certificate in Education at Sunderland University.

“This opened up so many opportunities for me to progress,” she said, “I went on to lead apprenticeship provision for what was then one of the largest training providers in the north east.”

Before joining Logistics UK, Annie was Quality Manager for one of the largest FE providers in England. “I’m a firm believer that quality should lead any provision,” she said, “Quality needs to be the golden thread.”

DEVELOPING CAREERS IN LOGISTICS UK

In June 2021, Annie joined Logistics UK as Quality Assurer, before being given the opportunity to start her current role as Apprenticeship Manager one year later.

There are two key strands to her role: firstly, managing the internal apprenticeship offer for current Logistics UK employees, and secondly, working to launch and develop Logistics UK’s external apprenticeship offer.

On the first strand, she said: “In a nutshell I oversee the provision and meet with the providers we engage with, ensuring that all apprentices are getting the opportunities they’re entitled to, and that they’re making progress with their apprenticeship programmes.”

Logistics UK currently has 16 members of staff on apprenticeship programmes, 14 in England and two in Scotland. The training for the 14 apprentices in England is paid for by the Apprenticeship Levy, levied on all employers with a payroll exceeding £3 million.

The apprentices are employed across Logistics UK’s business and membership functions, including Tacho, Shop, the Vehicle Inspection Service, Training Support Services and Customer Services. The apprenticeship courses they are enrolled on range from Business Administration Level 3 (broadly equivalent to A-levels) to Management Level 5 (equivalent to undergraduate level). Logistics UK also has apprentices working towards Learning Mentor Level 3 which is strengthening its learning and development offer within the company.

Annie meets with all the apprentices on a monthly basis to monitor their progress and discuss any challenges they may be having. “This is important to support their engagement and achievement,” she said.

LOGISTICS UK’S EXTERNAL APPRENTICESHIP OFFER

The other part of Annie’s role as Apprenticeship Manager involves preparing Logistics UK to be a registered training provider.

To be a training provider, an organisation needs to be listed on the register for apprenticeship training providers (RoaATP). Once on that register, it will be accountable to Ofsted and the Education Skills Funding Agency (ESFA).

Although the application window is not yet open, there is plenty of work going on behind the scenes.

“We’re engaging with our members, finding out what they want, what their skills shortages are, what apprenticeships they’ll be interested in,” she said, “We’re developing our first curriculum, implementing new policies, there is a lot happening to ensure compliance at Ofsted and the ESFA. And of course, to have a quality provision for our members.”

CREATING MENTORING OPPORTUNITIES

In August 2022, Annie launched a mentoring programme, open to all staff at Logistics UK.

“We launched it carefully by delivering information sessions prior to gathering mentor and mentee commitment. We then delivered workshops to both the mentors and the mentees; providing guidance on how to be a great mentee/mentor,” she said, “We also added to our suite of learning and development resources that the mentors and mentees can access.”

There are currently 20 mentors and 20 mentees. While mentors can be drawn from all levels of the organisation, they tend to be directors and members of the senior leadership team. There are also two apprentices who are doing their Learning Mentor Apprenticeship who are allocated to mentees.

“I’m hearing some excellent stories on the impact the programme is having on mentees,” Graham said.

Mentors and mentees are encouraged to meet for a minimum of one hour a month and usually have three to four objectives, whether these are to develop softer skills or skills and knowledge in relation to their role or aspirations.  

“There’s a lot of mentees working on their confidence and their presentation skills. There’s a couple working on finance and budgeting. So whatever they want to get from their mentor,” she said, “It’s good stuff, it’s working. It keeps people engaged, they feel valued and like they’re going somewhere.”

EARN WHILE YOU LEARN

What is it about apprenticeships that Annie thinks makes them such an ideal way to learn a job or get started in a career?

“An apprenticeship is a learning opportunity,” she said, “Apprentices are learning a range of KSBs [knowledge, skills and behaviours] to competently carry out a ‘real’ job role, all while earning a wage. We see a lot of apprentices who are energetic and want to learn. They’re given opportunities to contribute, so they bring a fresh perspective and support innovation. Apprenticeships, of course, also aid progression.”

NOT JUST FOR SCHOOL LEAVERS

People often think of apprenticeships as being mostly suitable for school leavers. Has this perception changed in recent years?

“Yes, particularly since the reforms in 2017,” Annie said, “These reforms saw the introduction of the Apprenticeship Levy, putting large employers in the driving seat to utilise their funds.”

Many employers have taken the opportunity to upskill their current workforce, enabling them to progress employees within their businesses, and the latest government statistics for the academic year 2021-2022 reveal that the highest number of apprenticeship starts were for those aged over 25.

“As employers, I strongly feel we need to do more to attract 16-18-year-olds into apprenticeships. The number of apprentices in that age group has dropped dramatically.”

ATTRACTING FRESH TALENT

Logistics currently has an ageing workforce and attracting new talent is often a challenge. What role does Annie see apprenticeships playing in attracting the next generation into the industry?

“More needs to be done to promote the industry and we are now seeing campaigns such as Generation Logistics making an impact,” she said.

Having recently attended a few careers fairs, Annie was shocked by the number of people she spoke to who were totally oblivious to the variety of job roles available within the sector.

“I was speaking to some A-level students who were studying law and marketing; I explained how these subjects can transfer to opportunities in logistics,” she said, “It’s a massive education piece. There’s still a perception that logistics firms only recruit HGV drivers. Increasing apprenticeship opportunities will raise awareness of industry and attract new talent.”

NATIONAL APPRENTICESHIP WEEK

This week is National Apprenticeship Week – a celebration of apprenticeships and the impact they have on learners, employers and the wider economy. How does Annie think awareness campaigns like this help provide a focus for apprenticeships?

“How many young people engage in these celebrations?” she said, “Unfortunately, I think the key audience is employers and providers. We will always rely on schools and colleges to promote apprenticeships to our largest audience, who are the next generation.”

Annie is delighted that schools, colleges and other education providers are now required by law to promote a wide range of career routes and training such as apprenticeships, and not solely promote the traditional academic options available via their own sixth forms.

“You’ve got a young person who’s been on an apprenticeship. They’ve been with an employer for two, three, four years or longer, working in that job role, gaining all that experience. When they come out of the end of it, they have no student debt and a free qualification. Those who go to university come out with very limited work experience and loads of student debt. When they go for interview, who’s likely to get the job?”

LOOKING AHEAD

Following the major changes brought about by the reforms in 2017, how does Annie see apprenticeships in logistics evolving over the next few years?

“Net zero and digitalisation,” she said, “because those are massive ambitions which are quickly becoming a priority. I see more apprenticeships being reviewed and launched to meet these demands. I feel strongly that these types of apprenticeship are going to attract the next generation.”

*www.logistics.org.uk/training

Published On: 09/02/2023 16:00:19

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