David Nieper Limited

Further education and skills inspection report

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Overall effectiveness Good

The quality of education Good Behaviour and attitudes Good Personal development Good Leadership and management Good Apprenticeships Good Overall effectiveness at previous inspection Not previously inspected

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Information about this provider

David Nieper Limited is a manufacturer of high-quality, luxury ladies’ clothing. It is based in Alfreton, in Derbyshire, and has approximately 300 employees. It provides its staff with apprenticeships, which they study through face-to-face learning within the factory environment.

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Information about this provider

At the time of the inspection, there were nine apprentices. Three were studying the level 3 garment maker apprenticeship and six were studying the level 2 sewing machinist apprenticeship. Of these, two apprentices were under 18 years old. 2 to 4 August 2023

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What is it like to be a learner with this provider?

Apprentices are well invested in, and positive about, their training. They are passionate about the opportunities the course provides for a career in clothing manufacturing and are committed to achieving the best results they can. They are rightly proud of the significant new practical skills they learn and their new knowledge of how the fashion manufacturing sector operates.

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What is it like to be a learner with this provider?

Apprentices recognise the high professional standards set by the company, including the clear focus on health and safety and high quality. Trainers set expectations at the start of the course and reinforce them with apprentices while in training. Apprentices understand and meet these standards.

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What is it like to be a learner with this provider?

Managers and trainers set clear expectations for apprentices’ attendance and punctuality at work and training sessions. They also make clear their expectations of timings for completing each job, and the target that apprentices must achieve before they can move to the live production line. As a result, learners attend well and on time, and work towards industry standard timings.

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What is it like to be a learner with this provider?

Apprentices benefit from learning in a caring and supportive environment. Staff undertake mental health and well-being training. This enables them to offer apprentices appropriate support and advice about their physical and mental health.

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What is it like to be a learner with this provider?

Apprentices understand how to keep themselves safe at work and in training sessions. They are aware of the health and safety rules that they must follow in the factory. They know whom to contact if they have concerns about themselves or their colleagues.

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better?

Leaders and managers offer apprenticeships that support the company’s need to attract and train a workforce of sewing machinists and garment makers. They are passionate about using apprenticeships to ensure the continuation of a skilled workforce. The curriculum prepares apprentices well to work on the live garment production lines, and also to move to other areas of the business, such as garment design or quality control.

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better?

The courses are well thought out and logically organised. For example, level 2 sewing machinist apprentices start their studies in a dedicated training area of the factory, where they learn new sewing skills such as seam allowances and overlocking. They then move to the transition line to learn and practise sewing half or full garments. Finally, they move to the live production line.

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better?

Trainers use sewing machine tests and fine motor skills assessments to check apprentices’ practical skills before they start their studies. As a result, trainers have a precise understanding of which skills apprentices most need to develop. 2 to 4 August 2023

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Trainers have suitable knowledge of, and substantial experience in, the sector. They use this to provide apprentices with effective teaching sessions on a broad array of topics linked to their jobs, as well as the broader fashion production industry. For example, level 3 garment maker apprentices learn about health, safety and welfare, and business topics such as lean manufacturing and garment life cycles.

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Trainers and coordinators use a range of high-quality resources to teach apprentices practical skills and theoretical topics. They give well-planned demonstrations and clearly explain sewing techniques. Trainers also provide apprentices with ample, well-planned opportunities to practise their sewing skills. Trainers plan practice activities particularly well. For example, level 2 sewing machinist apprentices who struggle to sew V-neck lines receive high-quality guidance and additional practice.

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Trainers use detailed, easy-to-follow workbooks, presentations and task sheets to help apprentices understand new theory. However, apprentices make only limited use of the helpful online learning resources that trainers provide to extend their knowledge.

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Apprentices receive precise and timely oral feedback from trainers while they complete practical work. Trainers highlight errors and give helpful advice to rectify these. This allows apprentices to correct the work in real time to ensure that it meets the company’s high standards.

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The standard of apprentices’ practical work is high. They confidently sew garments that meet the superior standards expected for handmade, luxury clothing. They complete increasingly more complex tasks to prepare them for the live production line. For example, level 3 garment maker apprentices move from producing casual wear to making complex, tailored clothes. The small number of apprentices who have passed the level 2 sewing machinist course continue to work in production, or have moved to training roles.

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The majority of apprentices’ written work meets the expected standard. Trainers provide apprentices with useful feedback on this work. They identify what apprentices do well, correct errors in English and give helpful guidance about how to develop the work.

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Trainers and supervisors frequently discuss apprentices’ progress. They identify weaker aspects of apprentices’ knowledge and skills that they need to focus on. This allows them to support apprentices effectively to build their skills over time.

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Trainers use review meetings to prepare apprentices successfully for their final assessments. For example, level 3 garment maker apprentices describe in detail the steps they take to pattern match a garment before starting the assembly.

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Leaders rightly recognise that most apprentices need extra support to improve their English and mathematical knowledge. They have made suitable changes to the way these subjects are taught. However, in a significant minority of cases, apprentices do not start their mathematics and English training swiftly enough. 2 to 4 August 2023

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Leaders and trainers give apprentices informal guidance about careers within the company and other pathways in the fashion sector. Most apprentices intend to remain with the company, and a few aspire to join the level 3 garment maker course. However, at the time of the inspection there was no planned formal careers guidance in place.

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Leaders and coordinators provide suitable training for apprentices in British values, the ‘Prevent’ duty, and equality and diversity. Apprentices learn about these topics during induction and revisit them in theory lessons and through the online learning platform. They understand these topics well and consider how the values apply to them in the workplace.

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Leaders and managers have well-focused and effective arrangements for quality improvement. They communicate their priorities to staff clearly through formal monthly reports, key performance indicators and leadership updates.

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Leaders know their staff teams well. They are visible, supportive and caring. They ensure managers are trained to recognise and support staff welfare issues. As a result, staff report that their workload, welfare and well-being are carefully considered.

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Leaders have made recent improvements to staff training. Trainers and managers now benefit from informative training in areas such as coaching skills, how to deliver effective feedback and building resilience.

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The board is experienced and knowledgeable. Board members understand the strategic direction of the company well and share leaders’ commitment to high- quality skills training. Board members are well informed about apprentices’ progress.

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Safeguarding

The arrangements for safeguarding are effective.

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Safeguarding

Leaders and managers understand their safeguarding roles and responsibilities well. Safeguarding is a key focus for them. They have relevant safeguarding policies and procedures in place and undertake appropriate pre-employment checks on new staff.

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Safeguarding

The designated safeguarding lead, as well as leaders and trainers, completes relevant training on safeguarding and the ‘Prevent’ duty. Leaders make staff aware of their responsibilities for safeguarding through the staff induction and code of conduct.

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Safeguarding

Trainers introduce apprentices to the importance of safeguarding and health and safety during their induction, and they revisit these themes throughout their studies. 2 to 4 August 2023

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What does the provider need to do to improve?

 Leaders and managers should ensure that apprentices use the online learning resources to help them to further build their knowledge and skills.  Leaders and managers should ensure all apprentices who need mathematics and English support benefit from timely access to functional skills mathematics and English courses.  Leaders should work with trainers to provide a formal programme of careers information, advice and guidance for apprentices. 2 to 4 August 2023

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Provider details

Address Nottingham Road Alfreton DE55 7LE

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Provider details

Principal, CEO or equivalent Christopher Nieper OBE

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Provider details

Date of previous inspection Not previously inspected

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Provider details

Main subcontractors Not applicable 2 to 4 August 2023

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Information about this inspection

The inspection team was assisted by the director of human resources and corporate planning, as nominee. Inspectors took account of the provider’s most recent self- assessment report and development plans, and the previous inspection report. The inspection was carried out using the further education and skills inspection handbook and took into account all relevant provision at the provider. Inspectors collected a wide range of evidence to inform judgements, including visiting learning sessions, scrutinising learners’ work, seeking the views of learners, staff and other stakeholders, and examining the provider’s documentation and records.

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Inspection team

Angela Twelvetree, lead inspector His Majesty’s Inspector Vicki Locke His Majesty’s Inspector 2 to 4 August 2023

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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 and child protection.

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