N-Gaged Training Limited

N-Gaged Training and Recruitment Limited Monitoring visit report

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Type of provider: Independent learning provider

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Address:

The Beeches Broomhill Road Bristol BS4 5RG Monitoring visit: N-Gaged Training and Recruitment Limited, 1–2 August 2018

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Context and focus of visit

This monitoring visit was undertaken as part of a series of monitoring visits to a sample of new apprenticeship training providers that are funded through the apprenticeship levy. Ofsted’s intention to carry out monitoring visits to these new providers was first announced by Her Majesty’s Chief Inspector in November 2017. The focus of these visits is on the three themes set out below.

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Context and focus of visit

N-Gaged Training and Recruitment Limited (N-Gaged) was formed in 2008 and is based in Bristol. Since then, the company has specialised in providing adult learning, primarily in the logistics sector. It has also been a subcontractor for a small number of apprenticeships. N-Gaged was awarded a direct contract in March 2017, and in October 2017, recruited its first apprentices under the new levy funding arrangements. Apprentices are based mostly in the south west, but there are also apprentices in other parts of England. Apprentices who are not based locally attend several residential training sessions in Bristol during their apprenticeship. N-Gaged continues to specialise in logistics but also has apprentices in the care sector. The company currently works with nine large employers.

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Context and focus of visit

There are currently 101 apprentices enrolled at N-Gaged under its prime contract, all of whom are funded under the levy. Almost all these apprentices are on new standards apprenticeships. The exception is the small number of apprentices who are studying business administration at level 2, for which there is no standard. Three quarters of apprentices are aged over 25 and a small number are under 18. Over half of the apprentices are on large goods vehicle or supply and warehousing apprenticeships. A fifth of apprentices are on care-related apprenticeships. The remainder are on business administration, customer service, hospitality or management apprenticeships. All of these apprentices work for employers within the logistics or care sectors. The large majority of apprentices are studying at level 2.

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Reasonable progress

Directors have a clear strategy to support the logistics and care sectors through apprenticeships. They work closely with a small number of large employers to provide bespoke apprenticeships that meet these employers’ needs well. For example, they provide a highly specialised traffic operations apprenticeship for national and international haulage companies. N-Gaged staff also ensure that apprentices gain additional qualifications as part of their training, such as forklift- truck driving and management diplomas, which widen their future employment options. Monitoring visit: N-Gaged Training and Recruitment Limited, 1–2 August 2018 Staff work very effectively with employers to provide apprentices with a planned and individual programme of learning. These programmes include appropriate off-the-job training in the centre in Bristol, one-to-one time with assessors, online training and training provided by the employers. Apprentices gain new knowledge, skills and

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Reasonable progress

behaviours as a result of their training. For example, drivers learn about the different type of goods they transport and methods of loading and unloading them. Most apprentices receive the appropriate amount of off-the-job training, and assessors monitor this closely. Directors are aware of individual apprentices who need more time for their off-the-job training and they are in discussion with apprentices’ employers to secure this.

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Reasonable progress

Most apprentices have a good understanding of British values and their importance in modern society. This is because staff provide them with relevant information. However, assessors do not provide sufficient information about radicalisation and extremism, so apprentices’ understanding of these topics is limited.

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Reasonable progress

N-Gaged directors appointed a specialist functional skills tutor to support the development of apprentices’ English, mathematical and digital skills effectively. Most apprentices who have taken their functional skills qualifications this year have passed. Apprentices and employers recognise and identify improvements in communication skills, such as talking to clients and customers and sending professionally worded emails. Apprentices interviewed described gaining confidence in using mathematical knowledge and skills they previously found difficult, such as fractions. However, tutors and assessors do not develop further the English and mathematical skills of apprentices who have already achieved the required qualifications.

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Reasonable progress

Staff work closely with employers to ensure that either new or existing employees are recruited to an appropriate apprenticeship. Staff provide effective guidance to help apprentices know how to progress in their careers. Apprentices and employers are clear about the requirements of the apprenticeship and the content of the new standards. They understand the concept of end-point assessment. However, neither apprentices nor employers are clear on what this may involve or when it will occur because N-Gaged staff have not yet informed them.

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Reasonable progress

N-Gaged staff have not informed apprentices about the different grades they can attain in their end-point assessment. Only three apprentices are currently making progress towards grades higher than a pass. Assessors do not set more capable apprentices work to help them achieve higher grades. Directors accept too readily assessors’ lower aspirations for their apprentices.

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What progress have leaders and managers made Reasonable progress

Monitoring visit: N-Gaged Training and Recruitment Limited, 1–2 August 2018

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for apprentices?

Employers interviewed are clear about how their apprentices gain in knowledge, skills and confidence because of their apprenticeships. Employers are positive about the progress that their apprentices make due to their training. For example, apprentices in care settings use care plans appropriately to improve the welfare of their clients and they contribute more effectively to team meetings. Apprentices who work in traffic operations in large haulage companies develop a greater awareness of how the business works and the impact of national and international driving laws on drivers’ hours. All employers interviewed expect apprentices to join their workforce at the end of the apprenticeship.

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for apprentices?

Directors have appointed staff with expertise in logistics and care, and they train them to teach or assess effectively. Most employers and apprentices speak highly of the knowledge and support that assessors provide. N-Gaged staff and directors respond quickly to any issues or queries that employers or apprentices raise and resolve these effectively.

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for apprentices?

N-Gaged staff use a range of resources to help apprentices gain new knowledge, skills and behaviours. Apprentices value the online system, which allows them to upload written work and receive new learning resources. Assessors ensure that apprentices without access to computers are not disadvantaged and provide them with the learning resources they need. Apprentices enjoy their learning and are particularly positive about the training they receive at the Bristol centre. Assessors meet regularly with apprentices and employers to evaluate the progress of each apprentice. Consequently, apprentices and employers know what has been completed and what apprentices still need to learn. However, assessors do not set apprentices targets specifically to improve their knowledge, skills or behaviours.

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for apprentices?

Directors’ recent recruitment of new staff is increasing capacity both in training and for quality assurance purposes. The few apprentices who have fallen behind because of a shortage of assessors are now being helped to make improved progress. Assessors monitor the progress of their apprentices effectively. Directors have recently improved their overview of apprentices’ progress, and as a result, are aware of the few apprentices who are at risk of not being ready for their end-point assessment.

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for apprentices?

Directors know most of the strengths and weaknesses due to frequent, informal discussions with their small team of staff and managers, and through regular board meetings. However, they do not evaluate systematically the quality of training or monitor regularly actions to make improvements. Action plans presented to the inspection team were lacking in detail. Apprentices’ and employers’ views are collected, but they are not analysed to provide directors with useful information about the quality and relevance of the apprenticeship provision. Monitoring visit: N-Gaged Training and Recruitment Limited, 1–2 August 2018 Managers observe the teaching and assessments of tutors and assessors annually. However, they do not use their findings to develop useful staff training or share any good practice observed. Directors support the wider development of staff well through a range of continuing professional development, including teaching and

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for apprentices?

assessor qualifications, and keeping up to date with new information. However, directors do not evaluate the impact of such staff development activities on the quality of training. A new quality director was appointed in March and is developing more systematic approaches to monitoring and improving the quality of training and safeguarding. These have not yet had any impact.

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Insufficient progress

Safeguarding arrangements are not effective.

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Insufficient progress

Directors have developed safeguarding policies, but these lack clear procedures for staff to follow. These policies omit important arrangements such as keeping apprentices safe online and arrangements for the few apprentices aged under 18 when they attend residential training. As a result, no such arrangements exist. Inspectors did not identify any apprentices at imminent risk.

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Insufficient progress

Directors failed to ensure that the designated safeguarding lead completed appropriate training for the role. The newly appointed quality director completed this training last month. During this monitoring visit, the managing director agreed that the quality director would take on the role as safeguarding lead with immediate effect. Directors have not established relationships with external agencies to support any apprentices who may be at risk, including those in regions other than the south west.

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Insufficient progress

N-Gaged staff have received online training on safeguarding and the ‘Prevent’ duty and most know to whom they should report any concerns. At the time of this visit, no apprentices had been referred as a result of safeguarding concerns. Directors have put appropriate procedures and mandatory checks in place for the safe recruitment of new staff.

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Insufficient progress

Directors have developed a basic ‘Prevent’ duty action plan. This does not take into account specific risks to apprentices dependent on their location and job role.

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Insufficient progress

Most apprentices interviewed have a basic awareness of safeguarding and the risks associated with radicalisation and extremism. They know how to report any concerns. However, they are unable to link radicalisation and extremism to British values. Assessors do not discuss radicalisation and extremism with apprentices sufficiently to deepen their knowledge and increase understanding. Directors very recently compiled a safeguarding action plan that includes most of the issues identified by inspectors. This has not yet had any impact. Monitoring visit: N-Gaged Training and Recruitment Limited, 1–2 August 2018 the guidance ‘Raising concerns and making a complaint about Ofsted’, which is available from Ofsted’s website: www.gov.uk/government/publications/complaints-about-ofsted . If you would like Ofsted to send you a copy of the guidance, please telephone 0300 123 4234, or email enquiries@ofsted.gov.uk .

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Insufficient progress

Learner View Learner View is a website where learners can tell Ofsted what they think about their college or provider. They can also see what other learners think about them too. To find out more go to www.learnerview.ofsted.gov.uk .

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Insufficient progress

Employer View Employer View is a website where employers can tell Ofsted what they think about their employees’ college or provider. They can also see what other employers think about them too. To find out more go to www.employerview.ofsted.gov.uk .

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Insufficient progress

achieve excellence in the care of children and young people, and in education and skills for learners of all ages. It regulates and inspects childcare and children’s social care, and inspects the Children and Family Court Advisory and Support Service (Cafcass), schools, colleges, initial teacher training, further education and skills, adult and community learning, and education and training in prisons and other secure establishments. It assesses council children’s services, and inspects services for children looked after, safeguarding and child protection. If you would like a copy of this document in a different format, such as large print or Braille, please telephone 0300 123 1231, or email enquiries@ofsted.gov.uk . You may reuse this information (not including logos) free of charge in any format or medium, under the terms of the Open Government Licence. To view this licence, visit www.nationalarchives.gov.uk/doc/open-government-licence , write to the Information Policy Team,

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Insufficient progress

The National Archives, Kew, London TW9 4DU, or email: psi@nationalarchives.gsi.gov.uk .

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Insufficient progress

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Insufficient progress

T: 0300 123 1231 Textphone: 0161 618 8524 E: enquiries@ofsted.gov.uk W: www.gov.uk/ofsted

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