So, how are Impact Evaluations actually used within businesses – and embedded within our partners’ apprenticeship strategies? Here’s how we optimise impact reports’ potential, from a non-data standpoint.
We want to leverage your report to know you have the right learners, on the right programme, at the right time. It's why we first nail down what your report will measure.
We get to know you, your strategy and identify your organisation’s objectives, main people challenges and goals. This defines where your apprenticeship programme fits within your business, where we can create impact and how we can solve problems.
Now we've got your aims and are ready to merge any of your existing data. Depending on your unique business objectives, measuring and maximising impact can mean anything from more apprentices, to increased support for learners. To make reports bespoke to you, we uncover some essential details:
How do we release Impact Evaluations? It's entirely up to you. Anything from in-depth reports to social media snippets, we’ll get the right messages through to the right audience.
To show what our Impact Evaluation life cycle looks like, we’ll use our partnership with B&Q as an example. Although as a business, B&Q was already pretty engaged with apprenticeships, there were operational stakeholders that still weren’t fully bought in.
The challenge: B&Q wanted to promote that apprenticeships were available for every colleague, so needed a way to prove apprenticeships were worth the investment. The reason why Lifetime’s Impact Evaluation measures were so powerful, was because we could put a cost on it:
So, how did we use the findings as a tool for changing the mindset? Here's how we created impact:
To give more examples of the measures we investigate, the data points we capture and the questions we ask our partners, we'll focus on retention, performance, satisfaction and well-being.
One of our recent surveys was sent to apprenticeship achievers to find out if they’re still with the same employer. From our sample size of 8,000 respondents, 74% of them were still employed two years after achieving their apprenticeship.
But apprenticeships aren’t just great for retaining people – they’re effective at creating a talent pipeline too. In another survey, we found 52% of employees who achieved an apprenticeship have been promoted or taken on additional responsibilities. This is both important for succession planning, but also opening up opportunities for anyone working their way up the career ladder.
Apprenticeship benefits extend beyond retention, with the power to have a real, positive impact on individuals. Our other recent surveys have found more incredible stats: