But what are some of the benefits of applying for an apprenticeship, and how does it compare to other forms of education, such as college or university?

For many apprentices across the country, their apprenticeship is a chance to gain hands-on, physical experience in a field with great promise for their future. Minimising the amount of time spent in a classroom and maximising the vocational skills learnt, apprenticeships and placements can help students to gain experience faster, preparing them for full-time employment. From labour and construction based courses to midwifery and creative arts, the interactive elements of an apprenticeship are ideal for those students who struggle to learn effectively in theoretical environments – making them a popular choice for many young people in 2019.

With unemployment rates on the rise and the cost of living to increase, an apprenticeship is also a benefit to those who want to begin work and gain important qualifications whilst earning. The concept of ‘earn while you learn’ is one of the biggest appeals of apprenticeships to students and young people, who would typically have to balance a full or part-time job alongside intensive studies. Combining the two and allowing those who want to start work straight out of school to continue growing their education and knowledge base is vital to expanding a qualified workforce for the future.

Apprenticeships also have a key place in terms of personal development for young people and young learners. Removing the restrictions of a classroom environment, a vocational apprenticeship can help students can become independent, self-reliant and confident – boosting their abilities as well as their own self-belief in the skills they possess. Through one-on-one tutoring with experienced mentors, they can learn to build important professional relationships and work with a team to complete projects in real-life scenarios.

One of the most important benefits of an apprenticeship in 2019 is the improved employability of an apprentice after they complete their training. The rise of digital media is continuously introducing new hard and soft skills into traditional job roles, making it harder for young people to successfully apply for unique positions. With all of the skills that an apprenticeship introduces to a CV, those candidates who have achieved real-time experience and hands-on practice in their field are more likely to gain important roles and improve their overall employability.

Apprenticeships are a growing trend for the learners and workers of 2019 and often come with a significant number of unexpected benefits for young people in the UK. An essential option for school-leavers and for those looking to gain vital vocational skills, the introduction of apprenticeships as a viable career option is definitely a smart move in today’s modern society.

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Soft skills help you to work effectively and thus they are highly sought after by employers and recruiters. Once you’ve put in the work to get your hard skills and technical qualifications up to scratch, don’t neglect these additional qualities. They could improve your chance of being hired and help you to become a valuable member of the team that managers won’t want to lose.

Here are some of the top soft skills that employers are looking for.

1. Communication

Workers who can communicate well are better able to explain their own ideas and to understand those around them. This may be instruction from a manager, feedback from a colleague, or a query from a customer.

Good communication doesn’t just mean writing clear emails. It also encompasses face-to-face interactions, appropriate body language, and an understanding of others’ needs.

People who are good communicators are pleasant to be around and make us feel at ease. They also minimise issues that could arise from poor communication.

2. Teamwork

Great teamwork skills are so important that they’ve almost become cliché. The words “works well in a team” are well known to job seekers and hiring managers alike.

Teamwork isn’t just about teams as you may know them. A project team is probably the first thing that comes to mind, but great employees are exemplary team players for the company as a whole. Learning when to pick up the slack, when to delegate work, and how to effectively organise tasks are all parts of great teamwork.

3. Time management

Your employer is paying for your time, so it’s in their best interests to hire someone who can use that time effectively. This means being punctual, understanding how to prioritise tasks and making efficient use of your working hours.

If you’ve got two projects, one due mid-month and the other at the end of the month, which should you start working on first? What about if the month-end project is much more complex than the one with the earlier deadline? Being able to consider your workload and organise your time accordingly is a really useful skill that benefits you as much as it benefits the company. Making sure you’ve got enough time to complete your tasks and knowing exactly what you need to do will help to avoid stress and last-minute panic.

Time management goes hand-in-hand with teamwork, as delegating tasks and organising a structured work schedule are key skills when it comes to working with others.

4. Willingness to learn

While you will need certain skills to get the job, nobody expects you to know absolutely everything straight away. Good managers understand the importance of personal development and will help you to advance your skills and knowledge.

However, this requires some willingness on your part. Stubborn people who don’t think they need to learn anything new can be difficult to work with. Having a positive attitude and being hungry for change and growth are great qualities in an employee. They show that the job is important to you and that you want to do your best.

None of us are perfect, and we can always benefit from learning new things. Some people don’t like admitting that they have gaps in their skillset and feel like it shows weakness. Doing so and actively engaging with additional training actually shows that you’re humble, human and ambitious.

Training with CEATA

While CEATA’s engineering training courses will improve your hard skills and give you a qualification that you can put down on paper, we also ensure that we develop your soft skills to prepare you for the world of work.

We put forward those students who show dedication, reliability, good timekeeping and teamwork skills for roles with our partner companies.

For more information about what CEATA has to offer, visit our course page or get in touch.

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Although 5.7 million employees work at registered engineering companies in the UK, comprising 19% of the total UK’s total employment, the number of roles is still expected to increase.

Amid concerns that the supply of engineers will not be able to meet this demand, CEATA takes a look at Engineering UK’s latest report on the state of engineering.

Emerging industries

Continual developments in manufacturing equipment have led to an increase in automation within engineering. Industry turnover reached £198 billion in 2016, marking an increase of 23.5% over a five-year period.

Big data is another sector that continues to grow. Forecasts indicate that it will create 157,000 new jobs by 2020. Strong growth is also expected across architecture and engineering, with 3D printing, resource-efficient sustainable production and robotics driving these developments.

New technology is also shaping the employment requirements of the rail and road infrastructure. Network Rail’s upgrade plan is the largest modernisation programme since Victorian times. It will see an estimated requirement of 7,200 engineering and technical workers by 2020.

Demand forecasts

Forecasts show that the UK will require 124,000 engineers and technicians with core engineering skills per year. Coupled with the current rates of engineering talent emerging from education, this gives an estimated annual shortfall of 59,000 engineers.

Attracting and retaining talent from the EU and beyond is one way of helping to address this shortfall. However, the proportion of UK engineering students is becoming too low to be sustainable in the long-term. It is therefore important to focus on attracting domestic students as a priority.

Factoring in the demand for engineers trained to Level 3+, the estimated shortfall across the sector is between 83,000, and 110,000.

How can we curb the engineering shortfall?

With such dramatic shortfalls predicted, it is important to redouble efforts to improve STEM (Science, Technology, Engineering, Maths) education and to attract young people into engineering. The government has already put in place various strategies designed to tackle this. The apprenticeship levy facilitates apprenticeships in more companies, allowing engineering firms and students to benefit from the apprenticeship fund. The new assessment system for GCSEs and A Levels uses a number grading system instead of a letter-based one. This allows for better comparison with vocational qualifications such as NVQs.

However, more must be done to bring young people into engineering, particularly women. Less than 1 in 8 engineers are female, and boys are 3.5 times more likely to study A Level Physics. This male-dominance is one reason for females avoiding STEM subjects, which they perceive as being “too manly”. Education facilities should encourage students to make informed decisions that maintain the option of a career in engineering or technology.

While focus must be put on attracting new interest in engineering and providing the future workforce with the necessary skills to fill the employment requirements, care must also be taken to retain, motivate and upskill those who are already in the engineering sector. This includes analysing what makes people want to stay in particular roles and making necessary changes to make the engineering workplace inviting to all, including women and other underrepresented minorities.

Engineering training at CEATA

At CEATA, we are passionate about helping people to enter the engineering workforce. We’re doing our bit to curb the engineering shortfall by offering a wide range of engineering training courses from one-off short courses through to engineering apprenticeships. We want to give the engineers of tomorrow the skills they need to succeed.

Check out our course list or get in touch to find out more.

The post The UK’s Engineering Shortfall appeared first on CEATA Training Academy.

What is the apprenticeship levy?

The apprenticeship levy is a payment large employers pay to HMRC to pay for apprenticeship training. The aim of the levy is to encourage businesses to invest in apprenticeships and to improve their quality by raising additional funds.

Any apprentices who started their programme with you before May 1st 2017 are not be affected by the funding. You must continue to fund their training under the terms that were in place at the start of the apprenticeship.

What businesses have to pay the apprenticeship levy?

If you’re an employer with an annual pay bill of over £3 million, you must pay the apprenticeship levy. This rule came into force in April 2017. You will pay your levy to HMRC through PAYE. You will make monthly payments, so you can spread the cost of the apprenticeship.

How much is the levy?

The total levy payable per year is 0.5% of your company’s payroll, with an allowance of £15,000. So if your annual payroll is £3 million, you won’t pay anything, as your allowance covers the full 0.5%. If your annual payroll is £6 million, 0.5% would be £30,000. This means that you would pay £15,000 after deduction of your allowance.

Levy payments are taken automatically and applied to your online digital apprenticeship service account a few days later. They also benefit from a 10% top-up from the government. This means that for every £1 a business puts in, they get an extra 10p for free.

What can businesses use their levy for?

Businesses can only use the apprenticeship fund to pay for training and assessing apprentices that work in England for at least 50% of the time. You cannot use these funds to pay for any other associated costs. This includes wages, travel costs, work placements or setting up the apprenticeship programme.

You may only use up to the funding band maximum for your chosen apprenticeship. Should your costs exceed this amount, you must pay the difference from your own budget.

Find out more about the apprenticeship funding rules if you’re not sure what you can and can’t pay for with your apprenticeship funds.

Non-levy paying employers

Non-levy paying businesses will split the cost of apprenticeships with the government, which is known as ‘co-investment’. This allows smaller businesses to benefit from apprenticeships where they otherwise would not be able to afford them.

These businesses will pay 10% of the cost to train and assess apprentices, while the government will pay the remaining 90%,up to the funding band maximum.

How do businesses choose an apprenticeship provider?

While there are many different industries and levels for apprenticeships, there are two different types of apprenticeship model.

Apprenticeship standards cover a specific occupation. They will deliver the core skills, knowledge and behaviours that an apprentice will need to succeed in this occupation.

Apprenticeship frameworks are work-related vocational and professional qualifications. Delivery takes place both in workplace and classroom settings, developing both the practical and the theoretical aspects of the role.

Whatever apprenticeship provider you choose, they will adhere to the relevant apprenticeship standard or framework to ensure consistency.

Are you looking for an apprentice for your business?

Get in touch with CEATA to find out more about our apprenticeships and how hiring an engineering apprentice can benefit your business.

The post An overview of the apprenticeship levy appeared first on CEATA Training Academy.

Despite this, 2017 surveys indicate that only 11% of the engineering workforce is female.

While this is a positive change on the 9% reported in 2015, it still leads us to question of why there is such a difference between the genders when it comes to the engineering sector.

The relationship between females and physics at school

All students must study science to GCSE level (Core Science, Double Science or Triple Science), meaning that around half of all GCSE physics students are female. However, only around 20% of students that choose to study A Level physics are female. This has not changed in 25 years.

Some of the female students surveyed on this topic were worried about being “the only girl in the class” and some admitted that teachers presented A level physics as a “hard” subject and that hard subjects are “for men”.

The science and engineering sector has been steadily growing for a number of years. It has been estimated that the UK will need 1.82 million professionals in this industry by 2020. It’s therefore essential to expand the interest in science and engineering and, in particular, to improve its appeal to females.

Engineering students are second only to medical students in securing full-time jobs and earning good salaries. In a survey of 300 female engineers, 84% were either happy or extremely
happy with their career choice, showing that it can be a very rewarding and enjoyable option.

Engineering higher education qualifications and skills

2017 statistics show that only 5% of registered engineers and technicians (i.e. CEng, IEng, EngTech) are women. This seems to imply a reluctance to pursue formal education and training in this sector.

While both male and female engineering and technology students expressed a similar level of intent to work in the sector, 66.2% of males and 47.4% of females went on to engineering or technology careers.

There are several factors that could be behind this. One concern is that the skills taught in academic engineering qualifications don’t meet the requirements of employers seeking new recruits. There’s no denying that engineering degrees can be highly beneficial for students seeking employment in this sector. However, many employers value hands-on experience just as much, if not more.

How apprenticeships can help women in engineering

All students in the UK must remain in formal education or training until the age of 18. Many choose the ‘traditional’ route of A levels, which many consider to be academically demanding. This is not always the most advantageous option, depending on a student’s aptitude for academic exams or desired career path.

More and more students are taking the hands-on, skills-based approach of diplomas, such as BTECs or HNDs, or an apprenticeship.

Apprenticeships allow students to learn on the job, developing practical skills that apply directly to their chosen career. Rather than sitting in a classroom and learning the theoretical side of the job, apprentices apply themselves in the workshop. This allows them to benefit from expert supervision and training.

Apprenticeships are an engaging way to learn the skills necessary for an engineering career, and apprentices also earn a wage. It gives them a chance to try out a role or sector and see if it’s a good fit. Another benefit is that they can discover this without the time and money commitments of a degree.

These benefits are extremely appealing, making apprenticeships a good vehicle for increasing interest in engineering careers. It’s important to consider how we discuss apprenticeships, and to present them in a way that entices students.

Apprenticeships are stereotypically thought of as only being for the more ‘dirty’ manual industries such as construction or engineering. You can actually undertake an apprenticeship in almost any sector. Apprenticeships exist in business, customer service, media, healthcare and much more.

The more companies learn about the benefits of hiring an apprentice and how best to sell their apprenticeship to draw attention, the better the results will be for both businesses and engineering students.

Engineering apprenticeships at CEATA

CEATA is a dedicated training academy offering engineering qualifications and apprenticeships to people aged 16+ who are looking to upskill or start their career in the industry.

We’re passionate about ensuring that engineering skills are accessible, and we’re proud to have trained some talented and enthusiastic women.

If you’re looking to start an apprenticeship, or you’re interested in hiring apprentices in the engineering industry, get in touch with us today to find out more.

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It is often said that British engineering firms are struggling to recruit graduates. Speak to engineering students or recent graduates and you’ll find that many have also struggled to find work. So what’s going on?

While there are many factors that contribute to the problem, two of the main issues for engineering companies and graduates alike are fierce competition, and a lack of hands-on experience.

Competition

Many engineering graduates will tell you that the job market is incredibly competitive, with a whole academic year’s worth of students seeking employment in the same companies, battling it out through rigorous applications, psychometric testing and assessment days.

The larger, more well-known companies understandably attract more applications. They also have greater resources available to provide a presence at careers fairs and other recruitment events. New graduates may wish to work for a household name, or may be attracted by the prestige and glamour of a known brand. This may mean that they don’t even give SMEs second thought.

With only a limited number of new graduates to go around, this leads to fierce competition at established companies, and an engineer drought for SMEs.

How can we combat competition?

SMEs could strive to provide more of a presence at local careers events. This would make their company known to students who are considering an engineering career and making it an attractive option.

During the degree program or other training, educators could emphasise the broad opportunities available in the engineering sector. For example, this may include mapping out a variety of unusual pathways that get students thinking about alternative options.

SMEs could work with training academies to offer apprenticeships to learners, allowing them to utilise the training provider’s wide network to get the company name out there and to attract new employees at an earlier stage.

Universities and other education institutes could do more to make engineering sound more attractive to potential students. This may include utilising realistic, high starting salaries, exciting projects, unusual sectors and industry placements to advertise the potential.

Large companies that receive excess applications could work with SMEs to pair them up with potential candidates. This allows smaller businesses to benefit from the surplus and provides more opportunities for graduates.

Lack of hands-on experience

Although engineering students leave formal education with plenty of theoretical knowledge, many companies feel that they lack the necessary hands-on experience to jump straight in. While nobody expects entry-level engineers to have a complete working knowledge of all 3D design packages and manufacturing equipment, candidates have a serious advantage if they are able to display real-world industry experience.

Many engineering courses include a placement element, which help students to learn more about working in engineering. However, places are limited or may not be relevant to a student’s desired field. Not all courses and not all universities offer these placements, which can put students at a disadvantage.

Smaller companies often do not have the available resources or protocols in place to provide in-depth training for graduates. This means that engineering graduates may receive limited training, or may not be hired at all due to their lack of hands-on experience.

For this reason, many companies are looking to hire apprentices. Apprentices learn practical skills on the job and are often more able to hit the ground running than academically-focused engineering graduates. Some companies state that they value experience over grades, although this is not always the case.

How can we combat lack of hands-on experience?

Universities and training providers could work with a wider range of businesses to implement and improve placement programs within their courses.

We could encourage businesses to make the most of the apprenticeship levy. This would allow them to train engineers on the job with minimal impact to company resources.

Schools could do more to increase the awareness of apprenticeships and other practical-based qualifications such as BTECs. This will allow students to make an informed decision on how best to prepare for a career in engineering.

Engineering students who are struggling to find work due to lack of hands-on experience could top up their existing theory-based qualifications with a practical course at a college or training academy.

Hands-on training for engineering students

CEATA offers a range of hands-on training courses in engineering disciplines, allowing people to upskill and broaden their practical abilities. Our offering ranges from half-day instructional courses all the way up to four-year apprenticeships, and everything in between.

Trainees will work at our dedicated Engineering Training Academy in Nottingham. Here, they will benefit from first-hand experience of engineering operations, learn safe working practices and develop real, usable skills.

Take a look at our list of courses, or get in touch with us to find out more.

The post Why many engineering students are struggling to find work appeared first on CEATA Training Academy.

This course is for unemployed people aged 19 years and over, wishing to find out about engineering and acquire the basic skills to be able to weld.

Location: CEATA Academy, 8, Easter Park, Lenton Ln, Nottingham NG7 2PX.

At our Open Day you will be able to:
– Tour the academy and check out our facilities
– Speak to tutors and current students
– Submit your application on the spot!

For more information, go onto our Facebook event – http://bit.ly/CEATAOpenDayApr 

The post Want To Be An Engineer? CEATA Pre-Employment Programme Open Day appeared first on CEATA Training Academy.

Our courses include;

Introduction to Welding (MMA / MIG / Oxyacetylene)

Introduction to welding for those wishing to learn the basics of setting up a welding set and how to work safely. Candidates can chose one type welding to study, all materials are provided apart from overalls and safety boots which must be worn. *Aluminium is excluded from this course. Duration: 2 days. Dates: 17th/18th May.

Introduction to Welding (TIG)

Introduction to welding for those wishing to learn the basics of setting up a welding set and how to work safely. Candidates can chose one type welding to study, all materials are provided apart from overalls and safety boots which must be worn. *Aluminium is excluded from this course. Duration: 3 days. Dates: 9th/10th/11th May.

Refresher Welding

Refresher training for those who have some welding experience.  Candidates can chose one type of welding to study*, all materials are provided apart from overalls and safety boots which must be worn. This course can lead to an NVQ Level 2 in Welding or Welder Coded standard. Coded testing can be arranged. *TIG and Aluminium are excluded from this course. Duration: 1/2 days. Dates: 12th/13th April.

Abrasive Wheels

This course is suitable for those new to using abrasive wheels or requiring refresher training. Using abrasive wheels safely in the work place and replacing abrasive disks and wheels. Duration: 1 day. Dates: By arrangement.

Introduction to CAD

Gain a basic knowledge of CAD application and use. Candidates will also learn the basics of reading engineering drawings accurately. Duration: 2 half days. Dates: By arrangement.

Places are limited, and available for people in employment only – to find out more please email us on [email protected]

The post CEATA’s Latest Free Training Courses With SkillsLocal For April & May appeared first on CEATA Training Academy.

Apprenticeships are the ideal route to learn valuable skills whilst in employment, without the burden of student debt and with the hands-on experience of a real working environment; the prospect is becoming increasingly attractive for employers and employees alike.

By providing a practical way into a profession that is in high demand, an apprenticeship in engineering can increase the prospects of getting into the industry and building a successful career. The perceived gap between formal education and real-world experience on the job is often a sticking point for graduates of traditional universities. Without relevant experience, graduates can often find themselves at a disadvantage.

The route of apprenticeships is often misunderstood but apprenticeships are a real alternative to traditional higher education programmes; apprenticeships are available at many levels from GCSE equivalent up to master’s degree level and therefore provide an excellent progression route for ambitious employees.  More importantly, they can give workers the essential experience that employers prioritise. Advantages for employers are having an employee that has experience as well as an understanding of their company’s operational culture and business. For employees, the advantage is not only a qualification in the highly desirable field of engineering but the ability to earn while they learn.

Why engineering manufacturing courses? This type of engineering course can open up a wide variety of opportunities both in the UK and worldwide. Welding is essential in a variety of industries including oil, motorsport, ship building, military occupations, engineering professions and even the emerging field of robotics. The demand for this skill means that qualified welders can travel to work abroad in the USA, Canada and Australia.

Charlie Plummer discusses the effect of his engineering apprenticeship on his career

“I have been offered a work permit in Canada based on my qualification gained through an engineering apprenticeship in Derby” said Charlie Plummer, an East Midlands based engineer. “I would say the big advantage is the practical experience. Many of my friends who went the ‘uni path’ have found their prospects limited due to this lack of experience. The training prepares you for the working world in a beneficial way. I was trained in welding, fabrication and also as a machinist. It can certainly be challenging but ultimately it’s a very worthwhile experience for the doors that it opens. I would certainly recommend considering an apprenticeship to anyone bored with formal academic settings and looking for something different”

With highly experienced welders earning up to £35000, there is no telling where it might take you. Courses in welding, fabrication and engineering in the East Midlands are currently on offer through firms like Canal Engineering. Recently featured as one of the Top 100 Apprenticeship Employers, the Nottingham-based company are setting the standard for engineering courses for those in East Midlands and preparing candidates across Nottingham and Derby for jobs in engineering.

How do I start my engineering career today?

But do you need qualifications or experience? For an Intermediate or Level 2 Engineering Apprenticeship there are no formal entry requirements, although those with good grades in English, maths and science are preferred. Progression to Advanced Engineering Apprenticeship or Level 3 follows the successful completion of the Intermediate Apprenticeship. If you are unemployed, there is even a pre-employment preparation course for those aged 19 plus. This 6 week course (held in CEATA’s dedicated Engineering Training Academy) results in an NVQ Level 2 in Performing Manufacturing Operations. There are even a number of vacancies for those who complete the course and show employment potential.

How long does it take? Courses can last anywhere from 1 day for a short course to 4 years to complete the level 2 and level 3 apprenticeships. From here, the sky is the limit. For information on welding, fabrication and mechanical engineering opportunities, or if you are an employer wanting to find out about recruiting and apprentice and the costs involves you can contact the CEATA Training Academy about their current vacancies and training courses in the East Midlands: /

The post How to start an engineering career in the East Midlands appeared first on CEATA Training Academy.

Now for the second year in a row, the academy been recognised in the prestigious Centrica Top 100 Apprenticeship Employer list, which is compiled annually by the National Apprenticeship Service and recognises excellence in businesses that employ apprentices.

The list was announced at the National Apprenticeship Awards, which took place on 18 January at the Grosvenor House Hotel in London.

After a tough selection process the most exceptional apprenticeship employers from all of the National Apprenticeship Awards employer categories went forward to feature in the list, which showcases the breadth of employers who now offer apprenticeships.

A view of the room pre-awards ceremony – The Grosvenor House Hotel, London

Commenting on the company’s entry in the Top 100 Apprenticeship Employer list, General Manager of CEATA, Karen Hodgson, said:

“We are truly elated to start 2018 with this award, which recognises the continued commitment to the apprenticeship programme by Canal Engineering and our fantastic apprentices, now winning the award 2 years in a row! ”

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