Dr. Mary-Liz Trant:

The Deputy mentioned the electrical example and the promotion certain employers do in regard to particular careers. Our highest number in terms of registration is for electrical apprenticeships. There is probably the greatest awareness of the opportunity that is there for careers in that area and the good quality of life and income that is possible. The survey of apprentices and employers to be carried out later this year on issues such as what choices people are making and why will provide us with a lot of good information.

On the cultural challenge, fundamentally parents just want what is best for their children. I am from that generation where people were going to college for the first time in large numbers and there was a sense that this was the way to opportunity. It is about moving that understanding and perception that there are many different ways to have a really good career and quality of life other than doing an academic level 8 degree. It is about tackling that on many different levels. Members of the committee have a really important role to play in terms of the messages they communicate. Likewise, as organisations and agencies we have a similar role to play. It is about having those conversations and using the platform of the CAO to get those conversations going around the table. We are hearing anecdotally that young people want this choice, that they do not want to go the academic route. There is an understanding that apprenticeship is just a way of learning. It is just a different way of learning on the job and with college as well. It is about getting that point across. Our sense is - we have to get a much better handle on it - we are making progress. Measuring and getting a better handle on that measurement is going to be an important job for us this year.

The Deputy referenced the feedback from employers about block release. I was reminded recently by a large employer that back in the time-served phase, the 1980s and 1990s, most apprenticeships operated on a day-release basis.

In the 1990s, it moved to block release. We hear that employers would much prefer this. We have to be open to it.

Reviews of eight programmes, the big five and three of the wet trades, will happen this year. We have done a wide-scale survey of employers who are involved in that to get their feedback. From that feedback, we will get a good handle on what employers will want for the coming three to five years. If we need to double the number of plumbers, carpenters or plasterers and we want employers to engage and take on people, we have to make sure the model will suit them. It will, potentially, be a big transformation or disruption, but we are open to looking at that and making sure apprenticeships remain industry led and industry designed, which is a fundamental part of their continued success.