JD Academy Limited

JD Academy Limited Monitoring visit report

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Name of lead inspector: Jackie Moores, Ofsted Inspector

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Address:

Edinburgh House Hollins Brook Way Bury BL9 8RR Monitoring visit: JD Academy Limited, 5-6 February 2020

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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 ESFA 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 ‘Monitoring visits’ and ‘Monitoring visits to providers that are newly directly publicly funded’. The focus of these visits is on the themes set out below.

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Context and focus of visit

JD Academy Limited began to deliver apprenticeships in May 2019. At the time of the monitoring visit, 22 apprentices are on standards apprenticeships in level 3 team leading, level 3 digital marketing, level 4 retail management and level 5 operations management. JD Academy Limited works with its own employees at its head office and in retail stores across the UK. The provider works with 3 subcontractors for apprenticeships. The largest number of apprentices are at the head office in Bury.

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Insufficient progress

Leaders and managers have a long history in sports and fashion retail. They have worked hard to develop an apprenticeship programme that meets the needs of the business. However, they have not ensured that all apprentices benefit from well- planned and sufficient training away from their job. When leaders identified concerns on the level 4 retail manager apprenticeship, they were too slow to put effective action in place. As a result, too many level 4 retail apprentices leave the programme before they achieve their qualifications.

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Insufficient progress

Most training staff are well qualified as trainers, assessors and verifiers. All staff, including subcontractors’ staff, have good vocational skills and experience. On-the- job coaches use their vocational expertise well to help apprentices develop their skills at work.

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Insufficient progress

Although plans are now in place, managers were too slow to ensure suitable quality assurance arrangements at the start of them delivering apprenticeship programmes, including those elements provided by subcontractors. As a result, they are not aware of the quality of training that apprentices receive. Governors do not challenge or hold leaders and managers to account for improving the quality of learning and ensuring that performance management systems are effective. Leaders are right to recognise Monitoring visit: JD Academy Limited, 5-6 February 2020 the need to develop governance arrangements to enable the scrutiny of the quality of provision. The Board, although established, has not met.

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Insufficient progress

Managers have ensured that arrangements for end-point assessment are in place for apprentices. However, managers have not communicated these arrangements effectively to retail apprentices’ line managers. As a result, these line managers are unable to support retail apprentices in preparing for their final assessment.

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Insufficient progress

Programme managers plan the academic curriculum in a logical way, building on the knowledge that apprentices gain. In retail, trainers deliver the business and finance module in line with the end of the financial quarter. This enables apprentices to relate theory to practice, using live turnover figures.

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Insufficient progress

Team leading apprentices gain new knowledge and skills and apply these at work. For example, they are now more confident to tackle problems and deal with conflict in the workplace.

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Insufficient progress

Trainers delivering the retail apprenticeship programme do not plan enough off-the- job training for the duration of the course. Retail apprentices receive an initial block of training but do not get enough off-the-job training afterwards. As a result, they do not build on the knowledge they gain over a sustained period. Most apprentices find the workload onerous and leave the programme early.

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Insufficient progress

Apprentices do not receive sufficient support to develop their skills in English and mathematics. Apprentices requiring functional skills qualifications, including those for whom English is a second language, do not receive adequate support to achieve them.

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Insufficient progress

Communication between trainers, coaches, apprentices and line managers are weak. The apprentices’ line manager at work is not sufficiently involved in reviewing the progress of their apprentices. They have little understanding of the requirements for the end-point assessment. Too often, off-the-job training does not take place due to work pressures. Apprentices complete most of their portfolio work in their own time.

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Insufficient progress

Trainers do not monitor apprentices’ individual progress sufficiently. Too many apprentices do not receive time bound, specific targets. Comments from coaches in progress reviews and coaching calls are often cursory. They do not follow up apprentices’ targets when they don’t meet them. As a result, apprentices fall behind and receive insufficient support to catch up with their work. Monitoring visit: JD Academy Limited, 5-6 February 2020

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Reasonable progress

Managers ensure that appropriate policies, procedures and reporting mechanisms are in place to keep learners safe, including when online. They dealt appropriately with their only safeguarding concern.

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Reasonable progress

Staff receive appropriate support for safeguarding from trained, designated safeguarding officers. As a result, trainers promote the health, safety and well-being of apprentices. Apprentices feel safe and know whom to contact if they are concerned about their own or others’ welfare.

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Reasonable progress

Leaders and managers check carefully and systematically the background of new staff. However, the provider has been slow to ensure that all subcontractors complete the same level of staff checks.

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Reasonable progress

Managers and trainers have completed training to ensure they understand the issues relating to safeguarding and the ‘Prevent’ duty strategy. Apprentices understand local threats and the dangers posed by radicalisation and extremism. They can explain how they would identify signs of radicalisation in others. Monitoring visit: JD Academy Limited, 5-6 February 2020 regulates and inspects to 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

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Reasonable progress

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 .

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Reasonable progress

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Reasonable progress

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Reasonable progress

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

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