Category: Apprenticeships

A Commitment to Growth and Development

Steve McKenna has been involved in Learning and Development for over a decade, with a strong focus on upskilling employees to meet the evolving needs of the defence sector. Since joining Pinnacle in 2021, Steve has played a key role in mobilising the Pinnacle Service Families contract and implementing structured learning initiatives.

According to Steve, one of the primary benefits of apprenticeships is their ability to support career development and internal mobility. “For me, it’s a commitment to developing our people,” he explains. “We want to equip individuals with the knowledge, skills, and experience needed to excel in their careers, ensuring that they feel valued and invested in.”

The Success of Apprenticeships in Career Progression

Pinnacle has already seen tangible success in its apprenticeship initiatives. “Every one of our early apprentices has gone on to secure a managerial position within the company,” Steve shares. “Some have progressed into senior housing officer roles, while others have moved into area management positions.”

One standout example comes from Pinnacle’s Strategic Estate Management team. Instead of hiring externally for surveying technicians, Pinnacle identified employees who could be upskilled through apprenticeships. “This approach allowed us to maintain our company culture and ethos while developing internal talent to meet new demands,” says Steve.

A Culture of Continuous Learning

Identifying employees for apprenticeships is a structured process at Pinnacle. Managers engage in open conversations with their teams during performance reviews, discussing career aspirations and potential growth opportunities. Pinnacle also uses an internal system called Staff Circle to track employee development. “It’s about knowing your people and understanding where they can develop,” Steve emphasises.

Working with Learn Plus Us

A key component of Pinnacle’s apprenticeship success has been its partnership with Learn Plus Us. “Learn Plus Us took the time to learn about our business, ensuring that apprenticeships align with our industry requirements while remaining transferable,” he says. “Their communication has been fantastic, keeping us updated on apprentice progress and providing a holistic approach to learning.”

The Future of Apprenticeships at Pinnacle

Looking ahead, Steve believes that apprenticeships will become even more integral to Pinnacle’s operations. “It’s part of our contractual promise to invest in our staff,” he explains. “With our contract running for a minimum of seven years, we need to ensure we’re developing seasoned professionals who can drive innovation and efficiency.”

For organisations considering apprenticeships, Steve’s advice is clear: “If you want a workforce that is engaged and feels invested in, apprenticeships are essential. Partnering with the right training provider ensures alignment with business objectives and creates a win-win situation for both employees and the company.”

One of the most significant benefits of hiring apprentices is the ability to develop staff who are fully aligned with the organisation’s values and working practices. Kiran Naqvi, Nursery Manager at Little Bear’s on Wanstead Green, emphasised how apprenticeships allow nurseries to build a skilled workforce:

“By investing in apprenticeships, we are able to nurture and grow our future talent, specifically in early years education. Apprenticeships allow us to develop employees from the ground up, ensuring they align with our nursery’s values and standards. Around 70% of our apprentices stay in employment with us and have continued to be promoted within the company, becoming room leaders.”

Apprenticeships introduce fresh energy and new ideas into the workplace. Keiko De Guzman, Manager of Little Bees Day Nursery, likened hiring apprentices to having a “blank canvas” that can be shaped and developed with up-to-date knowledge:

“Apprentices bring in new initiatives and new ways of working with children. Even though many of us have been qualified for years, apprentices bring in the latest theories and approaches, which helps to keep the whole team learning and improving.”

Similarly, Perri Broughton from Chestnut Nursery Schools noted how apprentices arrive eager to learn, with enthusiasm and motivation that positively influence the team:

“When we have an apprentice fresh from school, the enthusiasm that they have is amazing. They’re full of energy, willing to learn, and excited to apply their theory to real-life practice.”

A common challenge in the childcare sector is staff retention. However, many nurseries have found that apprenticeships contribute to a more stable and committed workforce. As Keiko pointed out:

“Apprenticeships motivate employees because they offer career progression and development. When people feel supported in their learning, they’re more likely to stay with us long term.”

Kiran echoed this sentiment, stating that apprenticeships have directly improved retention at Little Bear’s:

“Apprentices tend to stay longer within our nursery as they feel invested in and supported throughout their training. We actively promote from within, and our apprentices know that there are real career progression opportunities available to them.”

For many employers, apprenticeships offer a more cost-effective solution compared to traditional hiring methods. Instead of bringing in external hires who may not be a good fit, apprenticeships allow nurseries to develop individuals who are already familiar with the company’s culture and expectations.

“Apprenticeships have proven to be a cost-effective way of developing talent,” Kiran explained. “Instead of recruiting externally and risking a mismatch, we can train individuals who already understand our operations and have a vested interest in staying long term.”

Additionally, many childcare providers utilise government funding and apprenticeship levy schemes to support their apprenticeship programmes, making it even more affordable to invest in training.

Apprenticeships don’t just benefit employers; they create a strong pipeline of future leaders within an organisation. Many nurseries actively encourage apprentices to progress into senior roles. Keiko shared how her nursery has successfully promoted apprentices into leadership positions:

“We have several apprentices who have moved into senior roles, including room leaders and deputy leaders. It doesn’t matter if they start with no experience – we give people the chance to show what they can do, and we support their progression.”

For businesses considering implementing an apprenticeship programme, the advice from experienced childcare employers is clear: invest in mentorship, be patient, and provide real opportunities for growth.

“Ensure that you have a solid mentorship system in place and that you’re prepared to invest in the development of apprentices,” advised Kiran. “It’s not just about providing a job – it’s about creating a supportive learning environment where apprentices feel motivated and valued.”

Perri also recommended maintaining clear communication and expectations throughout the apprenticeship process:

“It’s important to be clear about what’s required from both the apprentice and the nursery manager. Having a structured system in place makes the process much smoother and ensures that everyone knows what to expect.”

Apprenticeships provide childcare employers with a powerful tool for developing skilled, motivated, and loyal staff members. They offer a cost-effective way to build a stable workforce while also introducing fresh thinking and innovation into the sector. By investing in apprenticeships, nurseries can create a thriving work environment that benefits both employees and the children they care for.

For any childcare providers considering apprenticeships, the message from those with experience is simple: the investment is well worth it. Apprenticeships not only enhance the quality of care provided but also contribute to the long-term success and sustainability of the organisation.