TRS Training Limited

TRS Training Limited Monitoring visit report

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Name of lead inspector: Michelle Brabner, Ofsted Inspector

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Type of provider: Independent learning provider

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Address: 4 Micklehead Business Village St Michaels Road St Helens Merseyside WA9 4YU Monitoring visit: TRS Training Limited, 13–14 March 2019

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Context and focus of visit

From October 2018, Ofsted undertook to carry out monitoring visits to all newly directly funded providers of apprenticeship training provision which began to be funded from April 2017 or after by the Education and Skills Funding Agency and/or the apprenticeship levy. This monitoring visit was undertaken as part of those arrangements and as outlined in the ‘Further education and skills inspection handbook’, especially the sections entitled ‘Providers newly directly funded to deliver apprenticeship training provision’ and ‘Monitoring visits’. The focus of these visits is on the themes set out below.

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Context and focus of visit

TRS Training Limited (TRS) was established as an independent learning provider in 2011 and became a levy-funded provider in October 2017. It employs 16 staff, half of which are trainers.

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Context and focus of visit

Currently, there are 201 apprentices studying 11 apprenticeships. Over two fifths are on the level 2 large goods vehicle driver standard, and a further one quarter are studying the improving operational performance framework at level 2. Three quarters of the apprentices are over 25 years old, with the majority studying standards at level 2. Two thirds of apprentices are new employees at the point of starting their apprenticeship programme.

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Context and focus of visit

Apprentices are based with employers at a broad range of locations, with clusters in the North West and the Midlands.

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Reasonable progress

Leaders and managers have a clear vision and mission for the organisation to establish high-quality training. They are passionate about addressing the skills gap in the large goods vehicle (LGV) driver and logistics sector.

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Reasonable progress

Leaders and managers have skilfully recruited trainers with expertise and experience in the LGV and logistics sector. Trainers use their knowledge and experience effectively in encouraging and motivating apprentices to make good progress.

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Reasonable progress

The performance of staff and subcontractors is managed well by leaders and managers. Staff whose performance is not at the standard expected are supported to improve their training practices through an extensive range of effective staff development activities. If staff do not improve their practice sufficiently, performance Monitoring visit: TRS Training Limited, 13–14 March 2019 management processes are implemented. Consequently, a few staff have exited the organisation.

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Reasonable progress

Leaders and managers have nurtured strong links with employers; routinely consulting with them to ensure that their specific training needs are met. This results in apprentices making effective contributions in the workplace. For example, adjustments were made to the LGV driver standard to address the needs of companies providing removal services. Apprentices now participate in projects that increase efficiencies in removal services.

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Reasonable progress

Leaders and managers recruit apprentices with integrity. They refuse to work with employers who cannot guarantee the requirements of the apprenticeship will be fully met.

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Reasonable progress

Managers accurately track and monitor the progress that apprentices make. They have appropriate oversight of apprenticeship programmes. For example, they know the exact progress of different cohorts of apprentices.

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Reasonable progress

Self-assessment processes accurately identify the strengths and weaknesses of the provision. However, the associated quality improvement plan does not set specific enough actions to enable leaders and managers to measure precisely the impact of actions.

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Reasonable progress

Governors provide appropriate challenge to leaders and managers that result in improvements to governance. For example, reporting to governors has improved because governors now have more frequent board meetings. Leaders rightly recognise that to strengthen governance further, they need to recruit additional governors who are independent of TRS.

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Reasonable progress

Trainers accurately assess apprentices’ starting points. They use this information to effectively plan learning in vocational sessions. They accurately identify apprentices’ individual learning needs in English and mathematics, particularly for those apprentices who are required to achieve functional skills qualifications in English and mathematics.

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Reasonable progress

First time pass rates for functional skills English at levels 1 and 2 and mathematics at level 1 are high. This is not the case, however, for level 2 mathematics, where first time pass rates are much lower.

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Reasonable progress

Trainers track and monitor apprentices’ progress from their starting points precisely. Assessment is frequent and well-planned in meeting the need of apprentices. Employers meet with trainers frequently to review apprentices’ progress and to Monitoring visit: TRS Training Limited, 13–14 March 2019 ensure that strategies are in place to help apprentices catch up if they fall behind with their work. As a result, most apprentices make the progress expected of them from their starting points.

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Reasonable progress

Most apprentices receive sufficient and suitable off-the-job training. Apprentices develop their skills and learning well through online learning, individual coaching and by shadowing more experienced colleagues in the workplace. For example, apprentices on level 3 improvement techniques apprenticeships hone their skills in using the ‘5 whys’ technique when shadowing experienced work colleagues. They then competently apply this skill when rectifying and resolving discrepancies in product launches.

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Reasonable progress

Apprentices receive appropriate advice and guidance before starting their apprenticeship. As a result, apprentices join the correct programme at the right level.

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Reasonable progress

Trainers do not routinely provide effective feedback following assessment that helps apprentices improve the standard of their work. Actions are not precise enough and, as a result, apprentices are not always clear about what they are doing well and what they need to improve.

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Reasonable progress

Trainers do not set sufficiently ambitious targets to challenge the most able apprentices to reach their full potential. Although apprentices on standards-based apprenticeships are aware of end-point assessment, they are not aware of whether they are aiming to achieve at pass or distinction level.

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Reasonable progress

Leaders and managers ensure that suitable safeguarding arrangements are in place. Staff receive appropriate safeguarding and ‘Prevent’ duty training and are confident in dealing with safeguarding concerns. For example, trainers report apprentices’ unexplained absences to employers and take swift action to find out why they are absent. Where apprentices require additional support, such as close family bereavement or illness, managers refer the apprentice to appropriate external agencies.

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Reasonable progress

The designated safeguarding lead (DSL) and deputy DSL are suitably trained. They maintain up-to-date knowledge and awareness of safeguarding issues. This includes relevant local and national priorities for the wide range of geographical areas in which apprentices work.

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Reasonable progress

Trainers make good links to apprentices’ job roles when discussing safeguarding and the ‘Prevent’ duty with them. For example, when discussing modern slavery with LGV apprentices, trainers make appropriate links to the road haulage industry. Monitoring visit: TRS Training Limited, 13–14 March 2019 Consequently, apprentices have a good understanding of safeguarding and the ‘Prevent’ duty.

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Reasonable progress

Apprentices feel safe and work with employers who are committed to high standards of welfare and health and safety. They know the importance of health and safety in the workplace and the impact that poor health and safety practices have.

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Reasonable progress

Leaders and managers use appropriate recruitment practices when employing staff. They complete comprehensive employment checks. Effective safeguarding arrangements are in place. Monitoring visit: TRS Training Limited, 13–14 March 2019 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 . 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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Reasonable 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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Reasonable progress

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Reasonable progress

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