The way we work has changed completely and that has opened up opportunities for the workforce. Gemma Pawson, education & academy director, N Family Club speaks to Briony Richter about bringing the over-50s back into the sector

The push to encourage older people to return to work was a key part of the Spring Budget, with chancellor Jeremy Hunt unveiling a number of strategies to address unemployment among the over 50s. According to data from Age UK, this group numbers more than 3.5 million people. Hunt’s ‘returnership’ programme will aim to improve the existing initiatives for skill-building and career development to help boost the economy.

Earlier this year, N Family launched its 50-plus apprenticeship scheme. Recent data from the Office of National Statistics indicated an increase in the economic activity levels of older workers, who are probably returning to the workplace due to increasing inflation and rising living costs.

N Family Club’s apprenticeship programme aims to attract this experienced cohort of career returners and new-to-sector educators.

What is N Family Club’s approach to apprenticeships and training?

At N Family Club we want to inspire our teams to invest in their learning and development, so it’s vital that our culture enables all team members to develop their skills and offer outstanding practice every day.

N Family apprenticeships are an integral part of our approach to learning. We’re committed to offering these from Level 2 upwards and these opportunities are available whether you’re an educator, part of nursery management, or a member of the support team.

Training through our in-house N Academy complements our apprenticeship offer and supports development of the knowledge, skills and behaviours that all team members – including apprentices – need to learn to be successful in their role.

Following our N-duction process, we have regular conversations with all team members about learning and development opportunities, supported by our monthly training calendar. All team members have access to our Academy suite of training courses which enables them to develop their knowledge and create their own bespoke learning path, including upskilling through apprenticeships. N inspires dreams of all sizes, and our approach towards apprenticeships and training creates a platform where everyone can reach their potential.

Tell me more about the scheme and what stage it’s currently at?

Traditionally, undertaking an apprenticeship has been synonymous with a younger person. However, our approach to apprenticeships is fully inclusive – we’d like to welcome both returners and career changers to the early years sector.

At N Family Club, we’ve ensured our apprenticeship offering is accessible to all, no matter their age. Our scheme for over-50s combines what you can expect from undertaking an apprenticeship, as well as additional courses if the team member would like support in returning to the workplace or adapting to new technologies, for example.

Additionally, we assign buddies and mentors to those completing our over-50s apprenticeship scheme, to support with development and confidence. The scheme is designed to be flexible and work around other commitments. It’s fully funded and leads to an industry-recognised qualification, which you’ll earn while being paid a salary.

By undertaking an apprenticeship, you’ll be fully supported to develop the knowledge and skills needed for whatever stage you’re at in your early years career.

What is the training pathway to becoming a manager and how does the 50-plus apprenticeship scheme support becoming one?

Those aged over 50 will have a lot of life experience they can bring to a role and are likely to have many transferable skills, including leadership, coaching or mentoring skills developed from a range of careers or experiences. These skills could enable them to fast-track into senior roles and enable them to progress with ease.

Through our over-50s N Family apprenticeships, those who want to become a manager will develop the knowledge, skills and behaviours to grow with N Family Club. Alongside this, the N Academy provides additional courses and support for those aspiring to move into a leadership role.

We offer a number of internal leadership programmes which provide a training pathway to becoming a manager. These start with our aspiring room managers and room managers in role, to aspiring deputy managers and deputy managers in role.

These leadership programmes are 10 weeks in total and consist of a blended learning approach of workshops, keynote speakers, coaching and networking opportunities. The framework consists of deep-diving to the roles of managers, how to embrace professional conversations, loving the leadership journey, daring leadership, and leading with vision and purpose.

How could this initiative help tackle the early years recruitment crisis?

There’s two ways this initiative can help. First, we hope it will encourage those who have left the sector to return. Those who are already qualified or have previous experience in early years may wish to take up an apprenticeship to refresh knowledge and skills while retaining flexibility and earning a wage.

Second, an apprenticeship may encourage those who wish to change careers to finally take the leap. If you want to do something different, but you’re not sure where to start, an apprenticeship will help you towards success in a new field.

N Family apprenticeships, including the over-50s apprenticeship initiative, can help people get back into their stride within the early years sector.

How do you approach the needs of over-50s compared with those of younger apprentices?

An apprenticeship is never a one-size-fits-all model and it’s important to meet the individual needs of each team member in accordance with their age and experience.

For example, older apprentices may have different responsibilities which might mean they need to work fewer hours than a younger apprentice, but equally they could work more hours if they are able to and want to do so.

At N Family Club we are mindful of each team member’s individual needs. We offer the flexibility and support to enable dreams of all sizes, no matter the age of the apprentice.

For other nurseries reading this, what advice can you offer for developing a strong apprenticeship model?

We have a few top tips for developing a strong apprenticeship model:

1. Having an expert in your organisation is essential. At N, we have a dedicated apprenticeship manager who is an expert in all things apprenticeships. This team member really understands apprenticeships, ensures that the apprentices’ needs are met at all stages, and that they’re receiving the training required, both on and off the job.
2. Choosing the right training partner is important. You should select a partner aligned with your own company’s values that can provide you with a high quality service. For example, at N we’ve specifically partnered with training providers with strong expertise in early years education.
3. Ensure you have a consistent recruitment process across your nurseries. Team members should always be enrolled in an apprenticeship that’s appropriate to their role. Additionally, you should consider their existing experience and levels of maths and English. Getting this wrong at the beginning could be setting someone up to fail.
4. Set up a mentoring programme. Mentors help to provide apprentices with positive role models to learn from.
5. Ensure you have a clear career path for your teams. This will demonstrate the opportunities available through apprenticeships – essentially, an apprentice could start with Level 2 and progress to Level 7 through the apprenticeship route.