Composite Engineering (Operator and Semi-skilled)

Learning Programme Content

The Learning Programme provision shall comprise of three mandatory elements:

• Qualifications,
• Essential Skills
• On/off the job training

The total minimum credit value required for the Level 2 Composite Manufacture is 131 credits.

Entry requirements

Level 2: Composite Manufacture

The Level 2 pathway offers one pathway. Employers wish to attract applicants who have an interest in working in the composite industry and welcome applicants from a diverse range of backgrounds and anticipate that they will have a wide range of experience, achievements and qualifications.

As a guide, the Foundation Apprenticeship in Composite Engineering pathway (Level 2) is suitable for applicants who have five GCSEs grades D to E in English, Maths and Science. The selection process on behalf of employers may include initial assessment where applicants will be asked if they have any qualifications or experience that can be accredited against the requirements of the apprenticeship. They may also be required to take tests in basic numeracy and literacy, communication skills and spatial awareness. There may also be an interview to ensure applicants have selected the right occupational sector and are motivated to become an apprentice, as undertaking an apprenticeship is a major commitment for both the individual and the employer.

Applicants who have completed the Welsh Baccalaureate may have completed units or short courses which will provide underpinning knowledge towards the Foundation Apprenticeship. This will be assessed during an initial assessment allowing Recognition of Prior Learning (RPL), where appropriate.

Employers would be interested in applicants who:

• are keen and motivated to work in a composite engineering/manufacturing environment or
• are willing to undertake a course of training both on-the-job and off-the-job and apply this learning in the workplace or have previous work experience or
• employment in the sector or have a Welsh Baccalaureate or
• have GCSEs in English, Maths and Science or
• have completed a Pathways to Apprenticeship programme in a relevant discipline or
• are practically minded and want to work with their hands or
• without formal qualifications can show, possibly through a portfolio, that they have the potential to complete this apprenticeship, through having previously worked in the sector at Level 2 or
• have completed the Essential Skills Wales (ESW) or
• Wider Key Skills qualifications or
• have completed tests in basic numeracy, literacy and communication skills and have spatial awareness.

Prior experience in the sector

Applicants that are already working in the sector or have recently worked in the sector at the appropriate level can apply to have their experience formally recognised by an Awarding Organisation and this could count towards the qualification(s) in this pathway.

Apprenticeship pathway learning programme(s)

Level 2: Composite Manufacture

Level 2: Composite Manufacture Qualifications

Participants must achieve one of the following competence and knowledge qualifications below

Essential Skills Wales (ESW)

On/Off the Job training

On/Off the Job Qualification details (Minimum Credit & Hours)

106 credits for competence and knowledge - Level 2 NVQ Diploma in Composite Engineering and EAL Level 2 Diploma in Engineering and Technology or City & Guilds Level 2 Certificate in Engineering.

The total amount of learning hours which includes both on and off-the-job training for the Composite Manufacture Foundation Apprenticeship is 836.

Pathway duration approximately 18 months depending on the qualification and unit options selected.

On/Off the Job Essential Skills details (Minimum Credit & Hours)

6 credits/60 GLH for Level 1 Essential Skills Wales Communication

6 credits/60 GLH for Level 1 Essential Skills Wales Application of Number

6 credits/60 GLH for Level 1 Essential Skills Wales Digital Literacy

Other additional requirements

None

Progression

Progression from the Level 2 Apprenticeship:

It is likely that a significant number of Foundation Apprentices will progress on completion of this pathway to the Apprenticeship in Composite Engineering at Level 3.

More generally, most ex-apprentices aspire to a combination of internal promotion within the company to team leader or supervisor level, while at the same time taking Further Education qualifications to augment their knowledge.

Equality and diversity

It is important that apprenticeship Pathways are inclusive and can demonstrate an active approach to identifying and removing barriers to entry and progression. Pathways should advance equality of opportunity between persons who share protected characteristics and those persons who do not as identified in the Equality Act 2010.

The Protected characteristics identified in the Equality Act are age, disability, gender re-assignment, race, religion or belief, sex, sexual orientation, pregnancy and maternity. Marriage and civil partnership is also included although only in respect of the requirement to eliminate discrimination in employment.

Training providers and employers MUST also comply with the other duty under the Equality Act 2010 to ensure that applicants are not discriminated against in terms of entry to the industry based upon those nine protected characteristics.

Semta recognises the training and business benefits of having apprentices from a wide variety of diverse backgrounds. We are committed to ensuring equality and diversity drives all aspects of apprentice selection and recruitment. Equal opportunity and diversity refers to the active elimination of unlawful or unfair discrimination against any person or group.

Despite the encouraging numbers of both female participants and Black, Asian and Minority Ethnic participants on the 14 to 19 Engineering and Manufacturing Diplomas and Young Apprenticeship programmes, the Engineering sector still has a significant way to go to encourage women into engineering and manufacturing careers. Semta wishes to make a Gender Equality Commitment. Semta has signed the United Kingdom Resource Centre (UKRC) CEO's charter in a bid to step up female recruitment in its key sectors and programmes. Due to impending skills gaps it is estimated that 187,000 people will be required to be recruited and trained between 2010-2016 within Semta’s sectors of aerospace, automotive, bioscience, composites, electrical, electronics, maintenance, marine, mathematics, metals and engineered metal products, renewables and science.

The UKRC is the Government’s leading body for advanced gender equality in science, engineering and technology (SET) and the CEO’s charter is a formal commitment to the UKRC’s agenda to challenge the under-representation of women in SET. Women make up 50% of the labour market, yet they make up less than 20% of the labour market in science, engineering and technology.

The UKRC believes that only a concerted effort by the SET industry will break down the gender barriers that exist in traditionally male dominated environments and we want to be part of a new consensus which will create an inclusive working environment for women.

The manufacturing industries in which this pathway operates are traditionally dominated by a white, male workforce. However, faced with an aging workforce and the probability of skill shortages we must look to attract new entrants from a much more diverse recruitment pool. This means that all young people and adults considering engineering and manufacturing as a career are welcome.

Providers of apprenticeship training including employers must be able to demonstrate there are no overt or covert discriminatory practices in the selection and employment of apprentices this can be demonstrated by the implementing of a Single Equality Scheme (SES). The new Equality Duty (part of the Single Equality Bill) introduced to the public sector requires all public sector bodies to produce a SES combining their current race, disability and gender schemes and should be recognised by all providers of apprenticeship training.

The implementation of a SES demonstrates the organisation's commitment to equality and diversity by identifying new and improved ways of working to ensure the organisation is more efficient and effective in meeting the diverse needs of both staff and customers. All those who recruit apprentices, be they colleges, training providers or employers, must comply with the Equality act of 2010 and apply the Equality and Diversity legislation taking full account of the following:

• The Sex Discrimination Act 1975 and Code of Practice
• The Race Relations Act 1976 and Code of Practice
• The Disability Discrimination Act 1995 and Code of Practice  
• Employment Equality (Religion or Belief) Regulations 2003 
• Employment Equality (Sexual Orientation) Regulations 2003 
• Employment Equality (Age) Regulations 2006 
• The Equality Act 2010

Providers of apprenticeship training and employers must also actively monitor equality of opportunity and diversity procedures and take positive action where necessary to ensure equal access and treatment for all. Apprenticeships must be seen as a vital route to encourage and facilitate long term change in the equality and diversity of the engineering industry, therefore entry conditions into this pathway are extremely flexible.

All effort should be made to increase the diversity of our apprentice population.

Employment responsibilities and rights

Employment Responsibilities and Rights (ERR) is no longer compulsory.  But it is recommended that all apprentices (especially the 16 years -18 year group) receive a company induction programme.

Responsibilities

It is the responsibility of the Training Provider/Employer to ensure that the requirements of this Pathway are delivered in accordance with the Welsh Government/Medr Apprenticeships Guidance.

Further information may be obtained from: Medr

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