Davidson Training UK Limited Procedures:

All Learners are to attend their arranged training and assessment sessions.

If a learner has changed their day off, or is unable to attend through illness, they should contact their assessor or telephone Davidson Training UK Limited (01345 480088) or their Trainer/Assessor and re-arrange another appointment.

Continued failure to attend training and assessment sessions will result in a verbal warning and persistent non-attendance will result with removal from the training course (these procedures will be issued if you require them).

Tasks and assignments should be completed within the set target times agreed with their Trainer/Assessor. This will avoid any unnecessary delay and ensure that progress is made within the timescales agreed when Development Plans were completed.

Every learner should always have their work with them at every training and assessment session (unless it is being verified). Alternatively if they are completing an eportfolio, work will be uploaded onto etrack.

We will supply all learners with support materials to aid their training; however, it is up to the learner to supply pens, pencils and paper to work on assignments. Any difficulty in doing this they should let their assessors know and we will provide them.

Equal Opportunities code of practice must be followed at all times.

Statement of Intent on Equal Opportunities in Learning and Teaching

You have the right to take part in activities and utilise our services free from harassment or duress. You should be treated on the basis of merit, capacity and potential and not be disadvantaged by gender, race, ethnic or national origin, religious or political beliefs, disability, marital status, age, health, family responsibilities, sexuality, background or any other distinction irrelevant to academic study. In order that equality of opportunity may be implemented, it is necessary to provide additional facilities or services to certain groups and individuals.

Statement of Intent

Davidson Training recognises that it has legal, moral, academic and contractual obligations to ensure that Learners from a wide variety of backgrounds have the maximum opportunity to benefit from their learning programmes.

Davidson Training therefore commits itself to ensuring a teaching and learning environment which is free of discrimination, exclusion and oppressive practices.

Davidson Training acknowledges that the varied backgrounds and experience of Learners bring different perspectives, new insights and fresh understandings to learning.

Davidson Training expects staff members and Learners to respect and value diversity amongst OTHER Learners and Employers.

Davidson Training condemns discriminatory behaviour and expects all staff and Learners to challenge discrimination wherever and however it occurs. This might include:

  • Demeaning and discriminatory behaviour on the continuum from apparently harmless throwaway remarks to prolonged harassment, systematic bullying or illegal exclusion.
  • Practices, often unintended, which, for example: stereotype 'others'; over-emphasise masculine cultures; or make generalised assumptions about groups of Learners.

Implementation of Statement of Intent

All staff is expected to implement the principles above through a number of practical learning strategies and activities. These include:

Planning

Planning explicit actions on equal opportunities within organisational strategic plans to encourage a culture of equal opportunities for all learners.

Considering the needs of all learners as far as practically possible in procedures and practices such as:

  • Assessment Planning
  • Timetables of appointments
  • Use of new technology
  • Teaching and Assessment strategies
  • Use of language (including Body Language|)
  • Choice of teaching resources
  • Use of resources
  • Learners cultural and religious beliefs
  • Learners commitments outside of work at home and within the local community

Publicity

Making clear statements about equal opportunities in all appropriate settings. These might include:

  • Publicity and on websites
  • Training Programme outlines
  • Providing easy access to paper and electronic versions of this statement of intent, the Learner guidelines on equal opportunities and the staff guidelines on equal opportunities

Transparency

Given that many of Davidson Training learning processes are unfamiliar to many Learners, taking all possible steps to make processes transparent, to clarify implicit assumptions and to provide adequate induction to all Learners.

At a more practical level, ensuring that the below are made as clear as possible to all Learners as soon as practical.

  • Criteria for processes such as marking assignments and examinations
  • Definitions of concepts such as plagiarism

Every Child Matters and Safeguarding Young People and Vulnerable Adults

Davidson Training has a duty of care for children (Every Child Matters) and all required staff has undergone relevant checks.

In achieving the ECM Davidson Training shall build with young adults:

  • Good rapport and respectful trusting relationships, ensuring effective communication to develop these relationships.
  • We shall be open and honest and make them feel valued.
  • We shall fully understand the effects of body language and appreciate that different cultures use and interpret body language in different ways.
  • We shall hold conversations with them at appropriate times and places.
  • We shall actively listen to them at all times.

We must meet the following wishes of all learners:

In the promotion of being healthy we:

  • Shall promote healthy lifestyles, physical, mental and sexual health and the health needs of those with learning difficulties and/or disabilities. Environmental health issues will also be discussed. Learners will also be given Information Advice and Guidance (IAG) on an appropriate range of support available to them.
  • Provide information on Drug Awareness, smoking and alcohol abuse.
  • Ensure learners are safe and cared for and able to look after themselves. Key risks to their safety, a safe environment, living in safe environments and being protected from abuse and exploitation.
  • Ensure that their work place is clean and healthy and that they have a clean area to eat and take breaks and that they have access to good clean environment, including toilets.

In staying safe we:

  • Check Health and Safety within the workplace.
  • Ensure knowledge of Evacuation procedures
  • Ensure knowledge of what to do in the event of fire or bomb.
  • Carry out CRB checks on all our staff
  • Ensure employer compliance of health and safety, such as risk assessments, employers’ liability insurance, registrations with local enforcement agents and local authorities.

In Enjoying and Achieving we:

  • Ensure training and assessment is provided for under-achieving groups.
  • Ensure suitable and accessible training and assessment that will enable them to meet their learning goals.
  • Shall provide good quality provision.
  • Shall encourage young adults to continue their education and achieve highly and enjoy achieving.
  • Shall ensure that they achieve personal and social development.
  • Ensure high success rates in all areas of learning.
  • Ensure a good quality of learners work.
  • Ensure that learners develop their skills and knowledge within their relevant sectors
  • Give good informal information, advice and guidance.
  • Ensure that we network with employers and other organisations to assist in improving all aspects of the training and assessment we deliver.

In making a positive contribution we:

  • Ensure that learners engage in decision making and support the local community and environment, law abiding and positive behaviour.
  • Develop positive relationships and do not choose to bully and/or discriminate.
  • Help them develop self-confidence and deal successfully with life changes and challenges and develop enterprising behaviour.
  • Help them develop socially and economically. Show them how to make a positive contribution.
  • Actively link in with other training organisations, key stakeholders and groups within the sectors where we deliver training and assessment including specialist organisations.
  • Organise Employer and learner Focus Groups.
  • Carry out regular surveys from employers and Learners
  • Work with the Framework for Excellence.

In achieving economic well-being we:

  • Engage in further education, employment and/or training ensuring that it is planned and delivered in a coordinated manner ensuring that the education and training is of good quality.
  • Support and promote regeneration initiatives that address the needs of young people. Guide them in maximising their economic well-being. Assist in their preparation for working life.
  • That they live in decent homes and sustainable communities. That they have access to transport and material goods
  • Will develop generic employment skills (CV writing, job applications etc.
  • Will develop and enhance learners’ skills ensuring that they can make career progression.
  • Will give learner references when required to assist in career progression
  • We consider learners’ spiritual, moral, social and cultural development and assist them in making a positive contribution to the community.
  • Achieving economic well being

British Values

As a part of the curriculum, we shall also give training and discuss British values ensuring that the learner has an understanding of:

The fundamental British values are:

  • Democracy
  • The rule of law
  • Individual liberty
  • Mutual respect and tolerance of those with different faiths and beliefs and for those without faith

We also have a duty to be aware of radicalisation and extremism and knowledge will be embedded within the training and assessment delivered, in particular units such as equality and diversity.

We offer information advice and guidance in many formats to employers and learners and these can be requested at any time that you require. We have experienced staff that can assist you in any advice and information that you may require.

Employers’ Responsibilities

An Employer must give the Apprentice an induction into their role and provide on-the-job training.

As with all employees, Employers are also responsible for the wages of the Apprentice.

Minimum pay for an apprentice based on age

As an Employer you must make sure all your Apprentices receive an Apprenticeship Pay of at least £3.30 for all the time they are on their Apprenticeships (For Apprentices under 19 or 19 or over in the first year of their apprenticeship). This includes time working plus the time spent training both on and off the job. This includes time spent in the workplace with the Training Provider.

Apprentices aged 19 or over who have already spent a year on their Apprenticeship must be paid at least the full National Minimum Wage (NMW) rate appropriate to their age.

The Apprentice NMW applies to all new and existing Apprentices aged 16 to 18 and those aged 19 or over in the first year of their Apprenticeship. The NMW does not affect those Apprentices aged 19 or over who have already completed a year of their Apprenticeship – they will continue to be entitled to be paid at least at the full NMW rate appropriate to the apprentice age.

Current National Minimum Wage rates

There are different levels of NMW, depending on age and whether the worker is an apprentice. The current rates (from 1 October 2013) are:

  • £6.70 – the main rate for workers aged 21-24
  • £5.30 – the 18-20 rate
  • £3.87 – the 16-17 rate for workers above school leaving age but under 18
  • £3.30 – the apprentice rate, for apprentices under 19 or 19 or over and in the first year of their apprenticeship
  • £7.20 - National Living Wage for all workers over 25

Please note there is no maximum an Employer can pay an Apprentice.

Should an Apprentice no longer wish to continue with the Apprenticeship qualification, but is to stay with the current Employer as an Employee, then the Employer must pay at least the minimum wage appropriate to their age.

Is there a limit to the number of Apprentices an employer can take on?

No, an Employer can take on as many apprentices as they need – and often in more than one framework. The Employer will be responsible for giving the Apprentice an induction into their role as they provide on-the-job training.

Apprentice Exams

Most assessment is carried out in the workplace but there may be a requirement to take some apprenticeship exams. An Apprenticeship is a package of work and on and off the job training. It is right that Apprentices are paid for all the time they are on the Apprenticeship. That includes training time.