We’re five months into our first cohort of our digital apprenticeship programme – there are 21 in total, spread over (almost) every team. When we started to plan our apprenticeship programme we knew that getting the right line management support and focus in place would be crucial to its success – and we’ve put high expectations on our line managers to deliver this.
This week we got together as a group to reflect on how it’s going as a manager on the programme: what’s going well, what’s not going so well, what do we think we could do next to improve and iterate our approach?
It’s not often that this group of people gets together to share experiences and reflect as a group so we ran this in a retro format – sharing our thoughts on the wall, then grouping them into themes and encouraging open and honest discussion.
What’s going well?
- We’re really proud of what our apprentices are doing and learning – and of being a part of that
- We’re all being asked a lot of questions – and that’s giving the rest of our teams a sense of pride in being able to teach someone what you know
- There’s a real sense of giving someone an opportunity – our apprentices are all from Hackney or went to a Hackney school, and making a difference for local residents is a big part of our overall goal
- We’ve noticed a developing sense of camaraderie between the apprentices – working together on projects, supporting each other
- They’ve hit the ground running – and the speed of learning is impressive
- It’s made us raise our game – when you have someone learning from you, you’re very aware of demonstrating great professional behaviours and knowledge as a role model
- The learning goes both ways – we’re getting new ideas, different perspectives, and good questions that make us think
What’s not going so well?
- Managing the relationship with the training / qualification providers is hard work – and is something we need to keep focussing on so that we’re making sure that our apprentices are getting the right training and support
- Some of the content of the apprenticeship standard they’re studying doesn’t really fit with how we’re working at Hackney (for instance, there’s a lot of Prince2 content in the L4 Associate Project Manager qualification). Whilst we know that being able to recognise a Gantt chart in the wild is a useful skill, we don’t work that way. And for some there are aspects of their course that aren’t directly related to their role – so they’re having to work on modules that don’t feel very relevant to them. We need to make sure we’re supporting them with this as well
- Finding time to spend on a one to one basis is a challenge – as is getting open and honest feedback on how it’s going
- We put a buddying system in place for extra support but we’re not sure it’s really working that well – it’s something for us to look at and improve
- We didn’t manage to get everyone set up on devices quickly enough – next time we need to plan this better
- We’re not sure we always recruited the right numbers in the right teams at the right time – the whole programme was part of our overall restructure and for some teams adding apprentices came at the same time as forming a new team. There was honest feedback on how it’s been for teams managing this
So, what are our ideas for improvement?
We’re going to work on some new things:
- How can we generate more opportunities for apprentices from different teams to work together?
- Having opportunities for apprentices to work with colleagues in other services on short term assignments has worked very well – how might we create more of these?
- How can we create space and encouragement for sharing work?
- How could we redesign our buddying arrangements so that they better meet user needs?
- How might we form a trailblazer group with other interested people to develop an agile delivery manager apprenticeship?
- How can we develop our own mentoring skills?
And we will also be continuing to focus on building good relationships with all our providers, setting clear expectations of delivery from them.