Discovery Recruitment Limited

Discovery Recruitment Limited Monitoring visit report

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Name of lead inspector: Mark Parton, His Majesty’s Inspector

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Type of provider: Independent learning provider

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Address:

Ipsley Court Berrington Close Redditch B98 0TD Monitoring visit: Discovery Recruitment Limited, 24 to 25 May 2023

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Context and focus of visit

Discovery Recruitment Limited was inspected in July 2022. At that time, inspectors judged the overall effectiveness of the provision to require improvement. The focus of this monitoring visit was to evaluate the progress that leaders and managers have made in responding to the main areas for improvement identified at the previous inspection.

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Context and focus of visit

At the time of the visit, there were 81 apprentices following standards-based apprenticeships. Of these, 44 apprentices were on the level 5 operations or departmental manager, 33 on the level 3 team leader or supervisor, two on the level 3 customer service specialist and two on the level 4 sales executive apprenticeships. The provider works with 20 different employers, located across England. The provider does not work with any subcontractors.

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Reasonable progress

Leaders have successfully increased the frequency of coaching support that apprentices receive. Apprentices now undertake more coaching sessions in between their planned face-to-face workshops. In these sessions, coaches help apprentices to reflect on areas of their personal development and devise actions to support them to progress further. As a result, apprentices are now able to reflect effectively on how they are applying new learning at their place of work.

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Reasonable progress

Leaders have taken clear steps to focus staff on their responsibilities and expectations around the teaching and coaching of apprentices. They have acted swiftly to ensure that apprentices receive regular support from a single coach. Consequently, apprentices now benefit from more continuity of learning from coaches. The support offered by coaches is now of a higher quality.

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Reasonable progress

Leaders have acted to improve the formal progress reviews that apprentices undertake. Leaders now ensure that nearly all reviews are a tripartite process, which includes the apprentice, coach, and apprentices’ line manager. Apprentices now routinely prepare for their review discussions in advance. Review conversations are much more meaningful and more accurately reflect apprentices’ progress. However, a small number of apprentices have yet to undertake this formal review process. These apprentices are not as clear on the progress they are making as they move through their studies. Monitoring visit: Discovery Recruitment Limited, 24 to 25 May 2023 Leaders have not yet ensured that all apprentices receive high-quality feedback. In a small number of cases, apprentices have yet to receive feedback on their work or progress. Where coaches set apprentices targets to improve, they lack sufficient precision and often focus too much on task completion as opposed to developing the

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Reasonable progress

specific knowledge and skills they need to acquire. As a result, apprentices are not always clear what knowledge, skills or behaviours they need to develop to be successful.

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Reasonable progress

Leaders have worked hard to ensure there is now a clearer emphasis on wider skills development across the taught curriculum. Leaders have supported coaches to redevelop their session plans to ensure that there is a stronger focus on the development of English and mathematics skills. For example, apprentices now consider budgeting as part of project management. Similarly, apprentices practise their presentation skills to senior stakeholders to improve their presentation skills and to develop their confidence. As a result, most apprentices are better able to carry out their roles within the workplace.

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Reasonable progress

Since the previous inspection, leaders have recruited a specialist functional skills tutor. Apprentices who study functional skills now benefit from more frequent and higher-quality teaching to develop their English and mathematics skills. These apprentices make more rapid and sustained progress as they move through their studies.

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Reasonable progress

In most cases, coaches identify apprentices’ starting points effectively in relation to English and mathematics. For those apprentices who require functional skills qualifications, coaches ensure that learning is planned to target specific areas they need to develop. For example, in supporting apprentices to improve their understanding of fractions or percentages. As a result, these apprentices develop the new skills they need to be better prepared for their final assessments.

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Reasonable progress

Leaders and coaches have yet to ensure that all apprentices develop their English and mathematics skills to the level of which they are capable. For those apprentices with higher starting points, coaches do not establish their individual skills needs in relation to English and mathematics well enough. Coaches do not currently ensure that these apprentices are challenged routinely through the taught curriculum to achieve their very best. Monitoring visit: Discovery Recruitment Limited, 24 to 25 May 2023

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Reasonable progress

Leaders have ensured that, in nearly all cases, coaches undertake worthwhile and effective professional development activities. For example, coaches work with professional bodies to gain a greater understanding of the underpinning knowledge required for end-point assessments. As a result, coaches support apprentices to develop their leadership skills and prepare for their assessments more effectively.

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Reasonable progress

Leaders ensure that coaches construct detailed action plans to improve their professional practice successfully. This supports coaches to identify their further developmental needs. Consequently, coaches frequently attend training events where they gain skills to better support apprentices’ skills development. For example, provider staff are actively involved in the ‘Trailblazer project’ to redevelop the level 3 team leader apprenticeship.

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Reasonable progress

Leaders ensure that coaches share ideas and best practice effectively. Systems to identify the stronger teaching practices across the organisation are now in place. This is carried out by suitably qualified staff who, in turn, have undertaken a range of professional development activities to be able to carry out the role effectively. This sharing of good practice ensures that apprentices receive a more robust learning experience. For example, the quality of progress reviews has improved to become more reflective, since coaches are better skilled in identifying the actions that apprentices need to take to be successful in their studies and at work.

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Reasonable progress

Leaders have not yet ensured that coaches undertake worthwhile professional development in relation to their craft of teaching. Coaches do not currently develop their pedagogical skills well enough. Consequently, the teaching that apprentices receive does not always fully challenge them to achieve their best.

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Reasonable progress

Leaders have taken sensible steps to redevelop the careers guidance support that apprentices receive. For example, coaches now ensure that all newly recruited apprentices undertake a pre-study analysis that determines course suitability and how the curriculum will support their long-term career goals. As a result, when they begin their studies, apprentices are more committed and focused on their long-term success. Monitoring visit: Discovery Recruitment Limited, 24 to 25 May 2023 Coaches now support apprentices to construct personal development plans, which form a useful tool during progress reviews. These plans help to establish whether apprentices’ career goals are being met as they move through their studies. In addition, coaches work with apprentices to develop intermediate career targets successfully. These serve to make the apprentices more employable. For example, apprentices on the level 3 team leader or supervisor apprenticeship obtain additional

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Reasonable progress

food safety qualifications to improve their employability.

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Reasonable progress

Coaches ensure that careers guidance and progression are discussed at all formal progress reviews. Through these conversations, apprentices appreciate how the knowledge, skills and behaviours they are developing through their studies can be applied more widely to other industries and roles. For example, apprentices on the level 5 operations or departmental manager apprenticeship understand how to respond to colleagues constructively and recognise the importance of maintaining high staff morale.

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Reasonable progress

Coaches do not always ensure that apprentices are fully aware of how their apprenticeship may support them to progress to further areas of study. As a result, too few apprentices know the options available to them after their studies, including opportunities at university or beyond. Monitoring visit: Discovery Recruitment Limited, 24 to 25 May 2023 .

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Reasonable progress

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Reasonable progress

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Reasonable progress

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Reasonable progress

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Reasonable progress

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