A degree level apprenticeship offers the advantages of both an income from an employer and a degree qualification – so how can UK PLC unlock the potential from the scheme?
1. Long term Government Policy should commit to the employer’s levy and the qualification path. Nobody wants an obsolete qualification that fell out of favour due to Political course-changes. Government should commit to the scheme and showcase the progress of the early adopters.
2. Create campaigns to explain the benefits to prospective apprentices and their parents; no long-term debt compared to the traditional university route and the opportunity to blend academic and practical learning. Engage creative minds to challenge the traditional image of an apprentice.
3. Employers should look across the sector at the early adopters – and lessons and benefits should be shared freely and collaboratively. Many blue-chip organisations have already taken on degree level apprentices and these could be made into impactful case studies for social medial dissemination.
4. If demand is increased from prospective apprentices and from employers, more ‘traditional’ academic providers will adapt their degree course offerings to meet the degree level apprentice programme requirements. The conversion cost should be marginal and the new revenue stream would plug the gap lost by less overseas students and less students able to commit to the traditional costs.
Ultimately, UK PLC will be better positioned to avoid a future skills gap. In an increasingly competitive global and digital market, degree level apprentices will be ready to take on the required future leadership challenges.
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