Maughan Library.
had added WAES as our training provider for the Apprenticeship Standard on the Digital Apprenticeship Service (DAS) system. WAES had also required us to complete employer pre-apprenticeship sign-up information, employer skill scan (to ensure we could support the apprentice in carrying out all aspects of the Appren- ticeship Skills and Knowledge require- ments for the level 3 apprenticeship), as well as a health & safety assessment. In addition to arranging a King’s contract for Red, we had to sign an employer’s con- tract with WAES. Red also had to sign an apprenticeship agreement with WAES. Our People & Culture Manager then put together an induction programme, adapting existing documentation and we met with a small group of colleagues to discuss plans. We agreed to be flexible about placements with Special Collections and Archives, so we could time and shape these to suit both those teams and Red. Our main priority was to settle Red into the Frontline Services team and their course. During the summer, I attended an M25 Leadership briefing on appren- ticeships and picked up some excellent tips. As a result, we sought a mentor and a buddy for Red.
Variety of roles
In the week that Red started at King’s, we had a visit from WAES to ensure we had all completed the required paperwork. Red’s training assessor now meets with us and Red onsite every couple of months to ensure everything is on track. The People
36 INFORMATION PROFESSIONAL
& Culture Manager and I have access to the online portfolio system OneFile, so we can view work Red has been set and monitor progress. It has also meant we can align Red’s work with specific assign- ments, where possible.
Red has flown through their six-month probation at King’s and is doing well on their course. They’ve completed a place- ment in Special Collections, managing this alongside other Frontline Services duties, including evening and weekend working. Obviously, no one can predict what will happen between now and the end of their apprenticeship, but the signs are very positive. We really hope Red will stay on working with us and decide librar- ies are a career for them.
The benefits are many and not all immediately obvious. Red would not have applied through our normal recruitment channels. All those involved in supporting Red are proud that we’re encouraging an alternative route into librarianship. It’s been a fantastic opportunity to connect with new colleagues, whether other managers of apprentices within King’s, or other libraries. To celebrate Apprentice- ship Week in January, there were events at King’s and others organised by WAES, including their Apprenticeship Awards, which we were delighted to host at the Maughan Library.
Although our experience has been overwhelmingly positive, there are a few things we would do differently another time. We would speak to WAES in more detail about the recruitment criteria they
used and determine what EDI data we could get from them. We would commu- nicate the apprenticeship post and the reasons behind it in more detail to col- leagues, especially our Frontline team.
An inclusive approach
Our People and Culture Manager is also considering other ways of making the interview process more inclusive, such as reassurance on dress code, photographs of the room and panel bios, a pre-interview call with a member of the panel or LA team for any Q&As in advance, and a list of adjustments we can provide. In retrospect, our induc- tion programme was too ambitious and a little overwhelming. We also need to remember that Red is ‘learning’ on the job and modify expectations accordingly. So, what are our future plans? We hope to recruit another level 3 appren- tice, ideally to overlap with Red so they can be supported by them. This would help us build a pipeline of talent. We are also putting together proposals to offer a level 7 apprenticeship, the equiva- lent of a Master’s, to existing staff. We would like to offer the choice of either the Archives & Records Management apprenticeship, launched last year, or the new Library, Information and Knowledge Professional apprenticeship, due to be launched this autumn. Our Apprenticeship team has offered to help us put together a robust and competi- tive process, as we fully expect this to be popular. IP
September 2024
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