Metal Processing and Allied Operations

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 3 Pathway, Metal Processing is 63 credits.

Entry requirements

The Apprenticeship in Metal Processing and Allied Operations is suitable for applicants who have five GCSEs grade C or above including Maths, English, and a Science. This is not a hard and fast rule but may vary according to the job role (craft or technician) and the suitability of individual applicants.

Employers in the metal processing industry welcome applicants from a diverse range of backgrounds and anticipate that they will have a wide range of experience, achievements and  qualifications.

Employers would be interested in applicants who:

• have previous work experience or employment in the sector or
• have completed the Foundation Apprenticeship in Metal Processing and Allied Operations or
• have completed a 14 to 19 Diploma in Engineering or Manufacturing or
• are keen and motivated to work in a metal processing 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 completed a Young Apprenticeship in Engineering or other related area or
• have a Welsh Baccalaureate or
• have completed an Enhanced Engineering Programme (formerly Pathways to Apprenticeship) programme or
• have completed the Essential Skills Wales (ESW) or Wider Key Skills qualifications or
• have an interest in problem solving and organising activities or
• have completed tests in basic numeracy, literacy and communication skills and have spacial awareness

The selection process on behalf of employers may include initial assessment activity such tests in basic numeracy, literacy, communication skills and spatial awareness. There may also be an interview to ensure potential apprentices have selected the right occupational sector to meet their needs and expectations and those of their employer.

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

Apprenticeship pathway learning programme(s)

Level 3: Metal Processing

Level 3: Metal Processing Qualifications

Participants must achieve the following competence and knowledge qualifications below

Note: This NVQ Extended Diploma qualification is for adult apprentices 25 years and over only who must be able to demonstrate a practical ability comparable to 3 relevant practical PEO units at Level 2, along with relevant health and safety training.

Please see Annex 1 for the relationship between the competence and knowledge qualifications.

Essential Skills Wales (ESW)

Essential Skills Wales qualifications assessment languages are English-Welsh

On/Off the Job training

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

Pathway with minimum total learning hours = 1382 training hours

Pathway duration approximately 42 months depending on the qualification and unit options selected

Year 1 = 395 hours. Year 2 = 395 hours. Year 3 = 395 hours. Year 4 = 197 hours.

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

• 6 credits / 60 GLH Level 2 Essential Skills Wales Communication
• 6 credits / 60 GLH Level 2 Essential Skills Wales Application of Number
• 6 credits / 60 GLH Level 2 Essential Skills Wales Digital Literacy

Other additional requirements

None

Progression

Progression routes into the pathway:

Entrants to this pathway are likely to primarily be school leavers who have completed their GCSE or Welsh Baccalaureate studies and in some cases relevant vocational activity such as Pre-Apprenticeship programme or extended work experience.

More specifically they may:

• have previous work experience or employment in the sector or
• have completed the Foundation Apprenticeship in Metal Processing and Allied Operations or
• have completed a 14 to 19 Diploma in Engineering or Manufacturing or
• are keen and motivated to work in a metal processing 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 completed a Young Apprenticeship in Engineering or other related area or
• have a Welsh Baccalaureate or
• have completed an Enhanced Engineering Programme (formerly Pathways to

Apprenticeship) programme or

• have completed the Essential Skills Wales (ESW) or Wider Key Skills qualifications or
• have an interest in problem solving and organising activities or
• have completed tests in basic numeracy, literacy and communication skills and have spacial awareness

Other entrants may have experience from working in the sector, and are now seeking to become qualified by undertaking an apprenticeship programme. Particular interest would be shown to those applicants who have had previous work experience or employment in the sector

Progression routes from this pathway

While significant numbers of Apprentices will seek internal progression to team leader or supervisory roles or follow a route into a senior technical role within their companies, some will want to progress to a Higher Apprenticeship in Engineering at Level 4; others may decide to

opt for a Foundation degree or HNC/HND. More generally, most ex-apprentices aspire to a combination of internal promotion while at the same time undertaking company sponsored qualifications as specified above.

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 the14 to 19 Engineering and Manufacturing Diplomas and Young Apprenticeship programmes, the Engineering sector still has a significant way to go to encourage underrepresented groups 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 Metals and Engineered Metal Products, Aerospace, Automotive, Composites, Electrical, Electronics, Maintenance, Marine, Mathematics, Rail, 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.

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 and 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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