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Investigating the experiences of the many stakeholders of degree apprenticeships

by Andrea Laczik, Kat Emms, and Josh Patel

Degree Apprenticeships (DAs) have been ascendant in popularity and visibility since their launch in 2015. They are of particular interest to us at the Edge Foundation, where we’ve long championed novel approaches to the alignment of employer needs with provider offer and of the importance of access to high quality education experiences. In our recent event hosted with the SRHE’s HE Policy Network, we explored how DAs fit in the English higher education system, and reflected on their purpose.

DAs are offered across 17 industry sectors by employers ranging from SMEs to large national and international employers and are widely used in the public sector including in policing and the NHS. Studying on a DA programme is an opportunity to earn alongside learning at degree level and without paying tuition fees. About 100 higher education providers currently deliver this learning. The content of the curriculum is designed in partnership with employers, and employers fund DAs through an employer levy which employers can claim against to fund apprenticeship training. The number of DAs continue to grow, with participation up 8.2% to 46,800 in 2022/23.

While DAs were originally designed to address skills shortages and contribute to national economic growth, there has been some debate as to how effective DAs are as instruments to increase access and widen participation as claimed. It is also unclear how far the content of the curriculum should be determined by immediate employer needs versus the duty to prepare an effective and productive workforce for the future.

Our presenters provided productive and complementary perspectives on these questions from different stakeholders around DAs: employers, students, and mentors.

Employers and returns

Andrea Laczik and Kat Emms presented findings from Edge’s forthcoming research report on ‘Degree Apprenticeships in England’. This work based on interviews with nearly 100 stakeholders provides a broad sample of experiences of these groups which hitherto have often been considered in separation. Here we concentrated on employers’ motivations to engage with degree apprenticeships.

Employers favoured the sustainable employment and progression opportunities moulded closely to their needs that DAs facilitate. Some employers did see this as an opportunity for upwards mobility and diversification of the workplace. As one SME employer told us:

‘There are too many people in the IT industry that are like me. Okay, so we’re talking middle aged white guys… degree apprenticeships allow people who wouldn’t consider getting into this industry from a variety of backgrounds, creeds, colours. I want to increase the diversity in IT’.

Apprentices were also valued for their ability to apply theoretical learning to practical applications in work, for their developed communication and teamworking skills.

However, it was primarily large employers who had both greater resource and capacity to administer their levy funds and input into the design of DAs, meaning their DAs are often more closely aligned to their needs compared to SMEs. Many employers prioritised operations at the expense of workforce development and struggled with what was perceived as the loss of an apprentice for their off-the-job training for one day a week. The serendipity of the deployment of DAs in most sectors indicates a lack of clarity, dispersion, and embeddedness in employer thinking, behaviours, and strategising. There is a place for regional authorities to help administer levy transfer schemes, which may be underutilised currently.

Apprentices and belonging

Julie Pepper and Katherine Ashbullby, University of Exeter, explored how degree apprentices negotiate dual identities as both employees and students, and how this affects their relationship with the university. The degree apprentices they spoke to regarded themselves as employees first and foremost. This may be linked to the fact that they felt disconnected from a traditional university life and experience. However, many also regarded themselves as lifelong learners with distinct qualities including industry experience, connections and resilience. They discussed their ‘journey of transformation and change’ which they were able to fulfil through a DA. The weight of the dual identity nevertheless came with increased pressures.

The identities Julie and Katherine described bear considerable resemblance to that in existing research on part-time learners. And they illuminate some of differences between the highly structured programmes of employment-oriented identity formation in DA models and the more ‘open’ identity formation of UG courses. This is a productive difference. But it involves a trade-off – full time students have a disconnect with employers which mirrored DAs’ disconnect with socialisation opportunities in educational institutional communities.

Mentors and mentoring

Aimee France, Claire Staniland and Karen Stevens presented on their research, with Trudy Sevens from Sheffield Hallam University and with Josh Patel from Edge, on the role and identity of Work Based Mentors (WBMs) of degree apprentices in Allied Health Professions (AHP). DAs are increasingly important in NHS workforce planning. Defining the role of a WBM and identifying good practice is consequently valuable to ensure the success of DAs. As Aimee, Claire and Karen discussed, WBMs have a unique role distinct from an academic tutor or workplace assessor. Their role is both pastoral and acting as a bridge between the academic world and practice, particularly helping to identify opportunities to better integrate theory and practice. This is critical to providing recognition, perhaps accreditation, and effective training for WBMs. The formalisation of such roles might be welcomed, but only if important virtues of voluntarism, care, and reciprocity are maintained. The relevance of these findings outside AHP is likely to be high regarding other liminal mentorship roles.

Providers and social justice

Charlynne Pullen, also of Sheffield Hallam, turned to the perspective of providers, drawing on her research with Colin McCaig, and Kat Emms and Andrea Laczik from Edge. In the current uncertain higher education landscape, providers are motivated to strengthen and diversify their applied provision to draw on ‘untapped markets’ of student demand. Cultivating this market requires substantial efforts to stimulate interest from employers and potential students. How far these efforts do broaden entry and widen participation varied. With the growing awareness of DAs, concerns have arisen around so-called ‘middle-class capture’ of DA opportunities by candidates who likely would have attended HE regardless. DAs have high entry requirements, sometimes including assessment centres, and providers have limited means to influence recruitment which is ultimately the purview of employers. This meant that DAs currently display a contested role in enabling individual social mobility. Opportunities for school leavers seemed limited, though there is an arguable role for DAs in widening participation and entry to higher-level professions for adult learners. Social justice can potentially be achieved through DAs in two ways – either through social mobility of degree apprentices, and/or through widening participation in HE. DAs can offer social mobility for existing employees (as can any substantial on-job training) but will have no substantive role in widening participation to HE on current measurement methods which focus on young people, because DAs aimed at 18-year old school leavers do not attract the same level of diversity as existing undergraduate degrees offered by providers.

Conclusions

DAs represent one of the most exciting innovations in the way providers approach the design and delivery of degree level education in the UK. Together, this research indicates that while for employers and learners who can take advantage the benefits are substantial, there is work to do to improve their accessibility. DAs are still small scale. And, first and foremost, they are jobs. If employers do not have degree level vacancies, DAs cannot be offered. Until there are programmatic efforts to simulate job creation, distributing resources between employers, evidencing the impact of DAs more clearly, and identifying best practice in areas such as mentoring, would help strengthen the effectiveness of DAs.

Edge will be publishing three of the pieces of research on DAs featured in this blog in September and October 2024. To keep up to date with our research, sign up to our mailing list, or follow us on Twitter @ukEdge and LinkedIn.

The Edge Foundation is an independent, politically impartial foundation, inspiring the education system in order to help young people acquire the knowledge, skills & behaviours to flourish. Andrea Laczik is the Director of Research, Kat Emms is an Education and Policy Senior Researcher, and Josh Patel is a researcher.


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New Higher Education Institutions in England: A real chance to innovate?

by Katherine Emms

The 2017 Higher Education and Research Act (HERA) enabled new and innovative HE providers to enter and establish themselves, with the aim of diversifying the HE sector. The HERA reforms enabled institutions to apply to register as HE providers, obtain their own degree awarding powers (DAPs) and finally secure university title and status through a supposedly more streamlined and flexible process overseen by – the then new body – the Office for Students (OfS). At this unique time when many providers have been seizing this opportunity to enter the market, the Edge Foundation wanted to capture the experiences of setting up and developing new HEIs in England. Our subsequent research therefore aimed to explore how vision, pedagogies and approaches to learning are being developed, and what are some of the challenges these HEIs are experiencing in establishing themselves.

To investigate this we conducted a series of semi-structured interviews focusing on six newly established HEIs across England. At the time of the interviews some were in the process of recruiting their first intake of undergraduate students, while others were in their first few years of programme delivery. We spoke to founders, directors, senior leadership team members and those involved in setting up a new university and developing the first programmes. Policymakers were also interviewed.

We found that all the new HEIs set out clear and purposeful visions for their establishment. Many regarded the opportunity as a chance to break the mould of the traditional HE landscape and to help provide solutions to some global issues through preparing students sufficiently for a varied portfolio career in a complex world. Some HEIs were responding to more local needs, whether that be local skills shortages or offering HE opportunities for young people in their locality to help tackle local economic issues and widen participation.

Across many of the institutions’ organisational structures, administrative and academic processes, and physical spaces, they looked to break away from normalised HE structures. For instance, admissions policies and procedures aimed to move away from academic grades as the primary judgement for admitting students. Instead they consider personal attitudes and the potential of the applicant important. They assessed this through use of broader admission measures eg interviews and submission of ‘selfie’ videos. The scalability of such approaches however is uncertain as applications to the new HEIs grow. One of the reasons behind these approaches was to ensure they widened participation to more disadvantaged and diverse groups of students who may struggle to have previously entered HE.

For their staff body, new HEIs wanted to ensure that they recruited not just pure academics but also those with a background in industry. In order to recruit the right staff, they went beyond standard interviewing processes for recruitment, instead using a broader set of methods, such as running a test class. They were particularly looking for engaging and excellent teachers who also have the ethos, creativity and impetus for working in a start-up environment.

All the new HEIs in this research took non-traditional approaches to programme design and delivery, particularly by not relying on lectures and exams to teach students. Instead they wished to use more student-centred approaches to learning and make connections to the real-world through pedagogies such as problem-based learning, whereby students work primarily in teams to tackle issues whilst drawing on knowledge from multiple disciplines. Employers and external partners also are key role players in the design and delivery of these new HEIs, from designing the curriculum to offering real-world and authentic projects for students to work on. Importantly students also interact with these employers whether that be through presenting their ‘product’ from the team projects to the employer or through such interactions as expert lectures or work placements. A disinterest in traditional pedagogies and enthusiasm for external collaboration were understood as key to ensuring the authenticity otherwise suggested to be lacking in some existing HE provision.

Setting up a new HEI was not an easy feat, with participants reporting a number of challenges including funding and attracting new students. One particular challenge was the registration process and navigating the regulatory system. The process from registering as a HE provider to gaining DAPs was often seen as a slow and, for some, complicated process. Furthermore despite the impetus behind the Higher Education and Research Act (2017) endorsing ideas of innovation, new HEIs felt that external factors restricted the degree to which they could truly be ‘innovative’. For instance, the regulatory frameworks that new HEIs had to work within to register as a provider were based on assumptions about the traditional model of a university. One provider described the experience as ‘trying to fit a square peg into a round hole’. Likewise, some new HEIs discussed similar restrictions applying when working in partnership with existing universities, meaning they were restricted within the parameters of their awarding university. In both cases, some new HEIs stated that this led to mission-drift or a watering down of their ‘innovative’ approaches. 

Nevertheless, these new HEIs were ambitious and keen to achieve their visions through wielding and deploying unorthodox means, whether that be reimagining organisational structures and processes or combining pedological practices that would not necessarily be considered innovative by themselves, such as problem-based learning, interdisciplinary teaching and learning and student-centred teaching. But through presenting these practices together or in different combinations and in new contexts HEIs made ambitious attempts to generate different student outcomes.

The HEIs featured in this research were still in the early stages of conception or delivery. It is difficult therefore to judge their success as HEIs. It is yet to be seen whether many of their current practices, such as their innovative and personable approach to recruitment, are manageable when student applications and intake grows, or whether relationships with employers can be sustained and courses kept up to date. For the new HEIs of today, many of them consider the markers of their success will be in their student numbers over the coming years and the success of their graduates once they enter the workplace. Yet, despite the attention of policymakers looking to clamp down on “low-value degrees”, we may need to look beyond graduates’ salaries as a marker of success and instead delve further into learners’ experiences of HE, innovative and otherwise.

Katherine Emms is a Senior Education and Policy Researcher at the Edge Foundation. You can read the research New Higher Education Institutions in England: A real chance to innovate? here.


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The Polytechnics legacy – continuing to break down the academic/vocational divide in the twenty-first century

by Kat Emms

For two years Edge Foundation has been drawing together lessons from past education policies. Government is at risk of institutional amnesia for a variety of reasons, such as a high level of organisational churn (Stark, 2018) and at Edge we believe it is essential that decision-making about future policy builds on and adapts evidenced best practice from the past, in order to avoid repeatedly falling into the same traps. As part of Edge’s Learning from the Past series one recent initiative was SRHE Fellow Professor Gareth Parry’s (Sheffield) paper on Polytechnics.

The polytechnics were designated in the 1960s as new institutions formed from existing technical and other colleges within the English further education system, and with one in Wales. Rather than focussing on traditional further education provision, these establishments wholly or largely concentrated on higher education (‘advanced’) courses. In the 1960s Britain was facing an increase in demand for higher education and these new institutions would help meet this demand. Furthermore they would help diversify the sector through offering higher education across a number of levels, notably sub-degree as well as degree and postgraduate courses, while also offering the ability to study in different modes (full-time, sandwich and part-time). Offering sub-degree qualifications and more flexible modes of study supported access to higher education for those who would otherwise not have had such opportunities.

The new polytechnics were mostly formed by a merger between two or three colleges – colleges of technology, art, commerce or more narrowly specialist institutions. The responsibility for these newly developed institutions lay with local government (Sharp, 1987), with awarding powers coming from the Council for National Academic Awards (CNAA).

The polytechnics policy was based on an economic need to equip the workforce with the vocational, professional and industrially-based expertise it required, particularly in the face of international competition. Traditional universities were not able to meet this need alone. Polytechnics provided centres of excellence at higher education level across a range of disciplines, and offered more practice-based, work-related learning. The CNAA’s charter required that their degrees be comparable in standard and quality with those in universities (Silver, 1990).

By the late 1980s the polytechnics were becoming large institutions with strong national roles, equipped with their own central admissions service to manage student applications. Their establishment as independent, self-directing institutions was realised by the Education Reform Act of 1988, which removed the polytechnics and larger higher education colleges from local government control. The Further and Higher Education Act of 1992 eliminated the binary divide and enabled the polytechnics to acquire university title and the power to award their own degrees.

The former polytechnics increasingly shared similarities with existing universities, partly because traditional universities also adapted to compete and meet societal demands, for example through widening participation in their student recruitment and developing more work-related elements for their existing curricula.

Several features bequeathed by the original polytechnics can still be seen in today’s twenty-first century HE system. In the 1960s/1970s the polytechnics tackled skill shortages facing many sectors in the UK economy; in 2017 Degree Apprenticeships (DAs) were established for similar reasons. The advent of DAs emphasised a vocational orientation, with these courses now firmly a feature in pre-1992 universities including those in the Russell Group, as well as the former polytechnics. This epitomises the polytechnics policy, which explicitly aimed to achieve a  ‘blurring of boundaries’ and ‘a breakdown of the traditional demarcation between vocational and academic courses’ (Pratt, 1997, p309). DAs were meant to be an innovative new model bringing together the best of higher and vocational education, whilst also upholding the same standards as non-apprenticeship degrees. Not only are DAs continuing to blur the academic/vocational divide within the sector, they are also supporting the formation of new partnerships between employers and higher education providers in order to develop new forms of higher-level, occupationally relevant education.

As well as helping the HE sector to diversify provision, polytechnics were acclaimed for expanding and diversifying the student population going into higher education (Scott, 1995). DAs have the same aim: they target school leavers from disadvantaged backgrounds, and mature learners already in the workforce, to offer them the opportunity to enter higher education. However, so far the evidence that they are achieving this is mixed, with recent research showing that fewer degree apprentices are eligible for free school meals than those attending university (Cavaglia et al, 2022).

As with the polytechnics in the 1960s, the HE sector is also seeing again the opening of new, and arguably innovative, higher education institutions across England. Locally focussed developments such as Milton Keynes University, ARU Peterborough and UA92 aim to meet the needs of the local community and employers. They do this through a particular emphasis on designing and developing their provision in collaboration with local stakeholders including the local authority and employers.

The new HEIs are to an extent emulating the polytechnics’ approach, not necessarily by offering distinctly new professional routes, but in ensuring that students’ education is continuously relevant to the real-world and professional life, through engaging with employer projects or developing students with a wide set of transferable skills. This is reinterpreting ‘vocation’ in a way which is more relevant to the 21st century: a profile career and the development of transferable personal skills is crucial for today’s workforce, compared to the sometimes narrower range of technical skills required and delivered by the polytechnics.

The polytechnics transformed the HE sector by diversifying provision and the student population. The blurring of the academic and vocational divide can still be seen in today’s higher education sector, particularly when we consider degree apprenticeships and newly established higher education institutions, with their provision becoming adapted to a 21st century world of work. At Edge Foundation we are exploring these two areas in our forthcoming research which will be published in early 2023.

Katherine Emms is Senior Education and Policy Researcher at the Edge Foundation. Her main areas of research cover higher education, vocational education, skills shortages and employability skills.