Electric Mayonnaise Ltd

Electric Mayonnaise Ltd Monitoring visit report

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Name of lead inspector: Paul Manning, His Majesty’s Inspector

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Inspection dates: 29 and 30 January 2025

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Type of provider: Independent learning provider

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Address:

The Townhouse 114-116 Fore Street Hertford Hertfordshire SG14 1AJ Monitoring visit: Electric Mayonnaise Ltd, 29 and 30 January 2025

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Context and focus of visit

Ofsted undertakes to carry out monitoring visits to all newly directly funded providers of adult learning provision where the provision offered is in scope for inspection. 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

Electric Mayonnaise is a small independent training provider based in Hertfordshire. They specialise in hospitality management and management consultancy. Electric Mayonnaise began offering commercial training in 2018. They gained approval to start training apprentices in January 2024.

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Context and focus of visit

At the time of the monitoring visit, there were 68 apprentices enrolled on the level 4 hospitality management apprenticeship. There are 43 apprentices studying qualifications in English and mathematics. Most apprentices work in London.

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Reasonable progress

Leaders have a clear rationale for the apprenticeship training they provide. They work effectively with sector leaders and employers to identify skills shortages in the hospitality sector. Leaders and managers provide hospitality professionals the skills and knowledge required to advance in their careers and take up positions with increased responsibility.

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Reasonable progress

Leaders make sure that their programme meets the requirements of an apprenticeship. They work effectively with employers to plan relevant on- and off- the-job training. For example, leaders teach apprentices about effective recruitment processes and employment law. Employers then provide apprentices the opportunity to interview and select new employees, complete the pre-employment checks and plan and implement the induction process. Trainers conduct frequent and helpful progress reviews with apprentices and, in most cases, their employers. They ensure apprentices and their managers understand the progress apprentices make towards achieving their apprenticeship.

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Reasonable progress

Leaders have recruited experienced hospitality industry professionals as trainers. They provide effective trainers with continual professional development opportunities, including for qualifications in training and coaching. Leaders make sure Monitoring visit: Electric Mayonnaise Ltd, 29 and 30 January 2025 that staff remain up to date with the industry. Staff frequently attend trade shows and meet with sector leaders to identify new and emerging trends. Trainers use this knowledge to plan and teach effective industry relevant sessions.

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Reasonable progress

Leaders have a reasonable overview of the quality of the provision. They frequently review the quality of apprentices’ work and visit lessons to check the quality of training. However, they do not monitor apprentices’ progress or their engagement in their English and mathematics learning sufficiently. As a result, leaders do not know well enough what progress apprentices make.

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Reasonable progress

Leaders are in the initial stages of setting up governance arrangements. They recognise the value that additional oversight will provide on the quality of training they provide.

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Reasonable progress

Trainers use their extensive experience and knowledge well to plan and teach interesting workshops. In the employment law workshop, trainers use group discussions and questions effectively. This helps apprentices develop their understanding of the different types of employment contracts and the rights of employees on each of those contracts. As a result, apprentices understand the potential impact if they do not follow legislation and policies correctly.

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Reasonable progress

Staff assess accurately what apprentices know and can do at the start of the course. However, they do not use the outcomes of the assessment effectively to support apprentices studying functional skills English and mathematics. Consequently, a few apprentices do not receive the support they need to pass their functional skills qualifications in these subjects.

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Reasonable progress

Apprentices gain in confidence and develop new skills because of the training they receive. For example, apprentices organise training and coaching sessions for their colleagues and guests at work. Apprentice sous chefs plan and teach interactive Christmas canapé workshops. Bar manager apprentices train their teams on the different types and history of alcoholic spirits, and how they are used in cocktail making. Apprentices improve their communication and presentation skills and become confident public speakers.

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Reasonable progress

Trainers provide useful developmental feedback to apprentices which helps them to improve the content and detail of their work. They provide useful links to podcasts and recent news articles to guide apprentices to complete further research and add more depth to their work. However, trainers do not routinely correct apprentices’ spelling and punctuation mistakes. Consequently, a few apprentices continue to Monitoring visit: Electric Mayonnaise Ltd, 29 and 30 January 2025 make the same errors in their written work as they progress through their apprenticeship.

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Reasonable progress

Leaders have suitable policies and procedures in place to make sure that apprentices are safe. They recruit and train staff appropriately and assure themselves that staff are suitable to work with apprentices.

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Reasonable progress

The designated safeguarding lead is suitably trained. Leaders have appropriate processes in place to report and record safeguarding concerns. Leaders understand their responsibilities under the ‘Prevent’ duty. However, they do not have up-to-date information about local risks. Leaders are aware that they need to develop this further and make sure they share the information effectively with apprentices.

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Reasonable progress

Apprentices feel safe and know how to report a concern should one arise. Apprentices know to be vigilant particularly when travelling to and from work late at night. Apprentices who work on the front desk in hotels receive specialist telephone training on handling bomb threats and understand when to report incidents to security colleagues. Monitoring visit: Electric Mayonnaise Ltd, 29 and 30 January 2025 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

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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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