Modern Apprenticeship in Food and Drink Operations at SCQF level 5
5
Summary of Framework
7
The Framework
9
Registration and certification
11
Recruitment and selection
12
Equal opportunities
12
Health and safety
13
Contracts
13
Employment status of Apprentices
13
Terms and conditions of employment
13
Training and development
13
Consultation
17
Career progression
21
Appendices
Appendix 1
Stakeholder Responsibilities
26
Appendix 2
Modern Apprenticeship Centres (MACs)
29
Appendix 3
Training Agreement and Training Plan
30
Apprenticeships in Scotland
This framework document is for the use of developers or SSCs reviewing existing or developing new apprenticeships via the Standards and Frameworks contracted methodology to submit to the Apprenticeship Approvals Group (AAG). Foundation and Graduate currently have their own bespoke templates.
For those apprenticeship developments via the new facilitated approach methodology (Technical Expert Group TEG) these should be submitted to AAG on their bespoke framework and standards documentation.
What are Apprenticeships?
There are six models of Apprenticeship in Scotland offering qualifications obtained at school with the Foundation Apprenticeship programme, and for those in paid employment, through the modern, technical, professional, higher and graduate apprenticeships. These are:
Foundation Apprenticeships at SCQF level 6
Modern Apprenticeships at SCQF levels 5, 6 and 7
Technical Apprenticeships at SCQF levels 8 and 9
Professional Apprenticeships at SCQF levels 10 - 12
Higher Apprenticeships at SCQF level 8
Graduate Apprenticeships at SCQF levels 9 – 11
Modern to Graduate Apprenticeships offer those aged 16 or over paid employment combined with the opportunity to train for jobs at craft, technician and management level. Foundation Apprenticeships are delivered in senior phase of school and are not employed.
Who develops them?
Apprenticeships are normally developed by Sector Skills Councils or Standards Setting Organisations through consultation with employers and key partners in their sector to produce a training programme, which meets the needs of employers.
Who are they for?
Modern to Graduate Apprenticeships are available to employees aged 16 or over. Employees need to demonstrate to their employer that they have the potential to complete the programme. All Apprentices in Scotland must have a demonstrable need to acquire significant new knowledge and skills to fulfil their job role. The apprenticeship framework selected for the employee must be the most appropriate learning programme generally available to that individual, providing such knowledge and skills. While foundation apprenticeships are delivered within the senior phase of schools.
What’s in a Scottish Apprenticeship?
In Scotland, there are more than 80 different Scottish Apprenticeships and they are all designed to deliver a training package around a minimum standard of competence defined by employers through SSCs. They all contain the same 3 basic criteria:
A relevant SVQ (or alternative competency based qualifications)
Core Skills or Career Skills
Industry specific training
Details of the content of this specific Apprenticeship are given in the next section.
Modern Apprenticeships in Food and Drink Operations at SCQF L5
Overview of the food and drink industry
The food and drink manufacturing and processing (FDMP) industry in Scotland develops, manufactures, processes, packs and distributes food and drink products for sale in the UK and abroad.
Scotland’s food and drink sector is composed of a large number of smaller businesses that rely on traditional or craft skills to create products of provenance. This usually entails lower levels of technological intensity and thus more modest levels of output per job than can be achieved by the advanced systems of larger manufacturers.
Because the food and drink sector generally has less scope for growth, there is a limit to consumer intake capacity and downward pressure on prices, it has to rely largely on quality improvements. This means that people, skills and innovation are vital to future growth and why they are key pillars of the Ambition 2030 Industry Strategy.
The food and drink sector has a turnover of £13.5bn in 2015, a rise of 35% since 2007. Food and drink is Scotland’s largest manufacturing sector, accounting for 29% of total manufacturing turnover and generating gross value added to the economy of £3.8bn. This is almost a third of Scotland’s total manufacturing value added.
In 2016, overseas food and drink exports from Scotland were valued at £5.4bn, a rise of 6.7% compared to 2015 and a rise of 45% (£1.7bn) from 2007. The fish and seafood category recorded the largest overall increase, up £156m (26%), with Europe leading the increase (£133m). Red meat exports climbed £72m (11%) in 2016, of which 90% was to Europe.
The food and drink industry in Scotland employs approximately 47,000 people which accounts for 2% of its total workforce (Scottish Growth Sector Statistics, 2014). The four largest sub-sectors in terms of employment are bakery, beverages, fish and meat. Bakery and beverages employ almost half the workforce (24% and 23% respectively); and fish and meat combined employ approximately 30% of the workforce.
Across the UK and other industrialised nations, there has been a long term shift away from low skilled occupations towards those requiring higher level skills and qualifications. This has been partly driven by globalisation and the impact of technological advancements. Relative to the Scottish economy as whole, employment in the food and drink industry is concentrated in comparatively lower skilled occupations. About half the workforce are employed in processing, plant/machine and operative roles, whereas the proportion of those employed as managers and senior officials is 14%.
Most of the FDMP workforce are employed on a full-time basis (88%) and only one in eight are part-time. Future employment projections indicate an increase of 3% in the share of full-time workers by 2026, with the largest growth expected in the bakery, fish and wholesale of other foods sectors. 97% of the FDMP workforce are employed on a permanent basis and only 3% are employed on a temporary basis, offering greater job security than in the rest of the economy. The vast majority of the workforce are employees; only 1% are self-employed.
Equality Data
The information below provides some detail on statistics for each equality group for MAs overall, and identifies areas where we know there is under-representation, potential disadvantage and/or a need for concerted action to ensure equality of opportunity for these customers.
Gender
Overall, on Modern Apprenticeships, women tend to be under-represented (40% of starts in 2019-20). There is also gender segregation across frameworks which tend to reflect the industries where men or women are more heavily represented within employment (e.g. STEM sectors tend to be male dominated while Social Care and Childcare tend to be female dominated). In 2019/20, 68% of MA frameworks had a gender balance of 75:25 or worse (56 of 82 frameworks).
Disability
The national participation rate for disabled people on Modern Apprenticeships was 15.4% (2019-20). The overall MA target for participation by disabled people is currently at 12.5%. Achievement rates for disabled people on Modern Apprenticeships are lower than those who are not disabled (71% vs 78%).
Ethnicity
The national participation rate for BME people on Modern Apprenticeships was 2.4% (2019-20). The overall MA target for participation by BME people is currently at 5.1%. The achievement rate for BME people on MAs is lower than those who are White British/Scottish (70% vs 77%).
Care Experience
The participation rate for care experienced people within Modern Apprenticeships was 1.7% (2019-20). The gap in achievement rate between care experienced people and MAs overall is 64% vs 77%.
Sexual Orientation
The participation rate for Modern Apprenticeships was 3% (2018-19). The gap in achievement rate between LGB people and MAs overall is 69% vs 76% (2018-19).
Transgender
The participation rate for Modern Apprenticeships was at 0.2% (2018-19). Due to smaller numbers of trans people participating on Modern Apprenticeships, SDS does not publish achievement data.
Religion/Belief
Due to a very high proportion of MA starts identifying as having no religion, numbers falling into the other categories for religion and belief for each framework tend to be small therefore it is difficult to identify trends in participation for these groups.
Scottish Apprenticeships
A
MODERN APPRENTICESHIP
IN
Food and Drink Operations at SCQF level 5
FRAMEWORK DOCUMENT
FOR
SCOTLAND
National Skills Academy for Food and Drink
November 2020
National Skills Academy for Food and Drink
The Catalyst
Baird Lane
York
YO10 5GA
Amendments to this framework
Version
Date of Change
Amendment
Comments
1.0
6th December 2018
Framework first published
1.1
4th June 2019
SVQ code updated
Pathway 3 Brewing Old code GP0C 22 has been replaced by GP6P 22.
Pathway 9 Livestock Market Droving Old code GG69 22 has been replaced by GP70 22.
Pathway 1 Automated Bakery qualifications have now lapsed and the pathway withdrawn.
Pathway 8 Fresh Produce qualification has now lapsed and the pathway withdrawn.
1.2
28th September 2020
SVQ codes updated
Pathway 6 Fish and Shellfish Old code GG52 22 has been replaced by GR5T 22. Code GG7Y 22 qualification has now lapsed and has been withdrawn.
Pathway 10 Meat and Poultry Old code GG6A 22 has been replaced by GR62 22. Old code GG55 22 has been replaced by GR63 22.
1.3
24th November 2020
Refreshment of Framework
Framework updated into new Modern Apprenticeship Framework template.
This framework document is a controlled document. The latest version can be found on the Skills Development Scotland website here:
https://www.skillsdevelopmentscotland.co.uk/what-we-do/apprenticeships/modern-apprenticeships/modern-apprenticeship-frameworks/
Contents
Apprenticeships in Scotland
4
Modern Apprenticeship in Food and Drink Operations at SCQF level 5
5
Summary of Framework
7
The Framework
9
Registration and certification
11
Recruitment and selection
12
Equal opportunities
12
Health and safety
13
Contracts
13
Employment status of Apprentices
13
Terms and conditions of employment
13
Training and development
13
Consultation
17
Career progression
21
Appendices
Appendix 1
Stakeholder Responsibilities
26
Appendix 2
Modern Apprenticeship Centres (MACs)
29
Appendix 3
Training Agreement and Training Plan
30
Apprenticeships in Scotland
This framework document is for the use of developers or SSCs reviewing existing or developing new apprenticeships via the Standards and Frameworks contracted methodology to submit to the Apprenticeship Approvals Group (AAG). Foundation and Graduate currently have their own bespoke templates.
For those apprenticeship developments via the new facilitated approach methodology (Technical Expert Group TEG) these should be submitted to AAG on their bespoke framework and standards documentation.
What are Apprenticeships?
There are six models of Apprenticeship in Scotland offering qualifications obtained at school with the Foundation Apprenticeship programme, and for those in paid employment, through the modern, technical, professional, higher and graduate apprenticeships. These are:
Modern to Graduate Apprenticeships offer those aged 16 or over paid employment combined with the opportunity to train for jobs at craft, technician and management level. Foundation Apprenticeships are delivered in senior phase of school and are not employed.
Who develops them?
Apprenticeships are normally developed by Sector Skills Councils or Standards Setting Organisations through consultation with employers and key partners in their sector to produce a training programme, which meets the needs of employers.
Who are they for?
Modern to Graduate Apprenticeships are available to employees aged 16 or over. Employees need to demonstrate to their employer that they have the potential to complete the programme. All Apprentices in Scotland must have a demonstrable need to acquire significant new knowledge and skills to fulfil their job role. The apprenticeship framework selected for the employee must be the most appropriate learning programme generally available to that individual, providing such knowledge and skills. While foundation apprenticeships are delivered within the senior phase of schools.
What’s in a Scottish Apprenticeship?
In Scotland, there are more than 80 different Scottish Apprenticeships and they are all designed to deliver a training package around a minimum standard of competence defined by employers through SSCs. They all contain the same 3 basic criteria:
Details of the content of this specific Apprenticeship are given in the next section.
Modern Apprenticeships in Food and Drink Operations at SCQF L5
Overview of the food and drink industry
The food and drink manufacturing and processing (FDMP) industry in Scotland develops, manufactures, processes, packs and distributes food and drink products for sale in the UK and abroad.
Scotland’s food and drink sector is composed of a large number of smaller businesses that rely on traditional or craft skills to create products of provenance. This usually entails lower levels of technological intensity and thus more modest levels of output per job than can be achieved by the advanced systems of larger manufacturers.
Because the food and drink sector generally has less scope for growth, there is a limit to consumer intake capacity and downward pressure on prices, it has to rely largely on quality improvements. This means that people, skills and innovation are vital to future growth and why they are key pillars of the Ambition 2030 Industry Strategy.
The food and drink sector has a turnover of £13.5bn in 2015, a rise of 35% since 2007. Food and drink is Scotland’s largest manufacturing sector, accounting for 29% of total manufacturing turnover and generating gross value added to the economy of £3.8bn. This is almost a third of Scotland’s total manufacturing value added.
In 2016, overseas food and drink exports from Scotland were valued at £5.4bn, a rise of 6.7% compared to 2015 and a rise of 45% (£1.7bn) from 2007. The fish and seafood category recorded the largest overall increase, up £156m (26%), with Europe leading the increase (£133m). Red meat exports climbed £72m (11%) in 2016, of which 90% was to Europe.
The food and drink industry in Scotland employs approximately 47,000 people which accounts for 2% of its total workforce (Scottish Growth Sector Statistics, 2014). The four largest sub-sectors in terms of employment are bakery, beverages, fish and meat. Bakery and beverages employ almost half the workforce (24% and 23% respectively); and fish and meat combined employ approximately 30% of the workforce.
Across the UK and other industrialised nations, there has been a long term shift away from low skilled occupations towards those requiring higher level skills and qualifications. This has been partly driven by globalisation and the impact of technological advancements. Relative to the Scottish economy as whole, employment in the food and drink industry is concentrated in comparatively lower skilled occupations. About half the workforce are employed in processing, plant/machine and operative roles, whereas the proportion of those employed as managers and senior officials is 14%.
Most of the FDMP workforce are employed on a full-time basis (88%) and only one in eight are part-time. Future employment projections indicate an increase of 3% in the share of full-time workers by 2026, with the largest growth expected in the bakery, fish and wholesale of other foods sectors. 97% of the FDMP workforce are employed on a permanent basis and only 3% are employed on a temporary basis, offering greater job security than in the rest of the economy. The vast majority of the workforce are employees; only 1% are self-employed.
Equality Data
The information below provides some detail on statistics for each equality group for MAs overall, and identifies areas where we know there is under-representation, potential disadvantage and/or a need for concerted action to ensure equality of opportunity for these customers.
Gender
Overall, on Modern Apprenticeships, women tend to be under-represented (40% of starts in 2019-20). There is also gender segregation across frameworks which tend to reflect the industries where men or women are more heavily represented within employment (e.g. STEM sectors tend to be male dominated while Social Care and Childcare tend to be female dominated). In 2019/20, 68% of MA frameworks had a gender balance of 75:25 or worse (56 of 82 frameworks).
Disability
The national participation rate for disabled people on Modern Apprenticeships was 15.4% (2019-20). The overall MA target for participation by disabled people is currently at 12.5%. Achievement rates for disabled people on Modern Apprenticeships are lower than those who are not disabled (71% vs 78%).
Ethnicity
The national participation rate for BME people on Modern Apprenticeships was 2.4% (2019-20). The overall MA target for participation by BME people is currently at 5.1%. The achievement rate for BME people on MAs is lower than those who are White British/Scottish (70% vs 77%).
Care Experience
The participation rate for care experienced people within Modern Apprenticeships was 1.7% (2019-20). The gap in achievement rate between care experienced people and MAs overall is 64% vs 77%.
Sexual Orientation
The participation rate for Modern Apprenticeships was 3% (2018-19). The gap in achievement rate between LGB people and MAs overall is 69% vs 76% (2018-19).
Transgender
The participation rate for Modern Apprenticeships was at 0.2% (2018-19). Due to smaller numbers of trans people participating on Modern Apprenticeships, SDS does not publish achievement data.
Religion/Belief
Due to a very high proportion of MA starts identifying as having no religion, numbers falling into the other categories for religion and belief for each framework tend to be small therefore it is difficult to identify trends in participation for these groups.