The Manchester City Council Apprenticeship Programme
In a forward-thinking initiative, Manchester City Council (MCC) is launching an apprenticeship programme designed specifically for young people aged 16 to 18 from the local Manchester area. This innovative programme aims to nurture and develop local talent, equipping them with the skills, 
experience, and qualifications needed to secure long-term careers within the Council. This initiative positions MCC as a trailblazer in youth employment, going against the established well-trodden path by offering an alternative pathway to success that doesn’t solely rely on university degrees.
Addressing Workforce Demographics and Local Employment
One of the key motivations behind this programme is the Council’s desire to rejuvenate its workforce by bringing in younger employees and build up the exposure to the youth voice. Currently, only 24 of MCC’s 7,000+ employees are under the age of 21. This age disparity highlights a significant gap in the Council’s workforce demographics, one that Elizabeth Martin, MCC’s lead on the school leavers’ programme, is eager to address. “We want young people to join Manchester City Council. Our goal is to create a more dynamic and representative workforce that better reflects the vibrant and diverse population of Manchester.”
This also fits in perfectly with Manchester target of becoming a Unicef Child-Friendly City.
The MCC apprenticeship programme is exclusively open to Manchester residents, ensuring that the benefits of this initiative will be felt directly within the local community. After an extensive application process, which saw 68 young people apply through various channels which included local Manchester schools, 22 candidates were selected to participate in the programme.
A Comprehensive and Engaging Programme
The apprenticeship programme is meticulously structured to provide participants with a well-rounded experience across a range of departments within the Council. Over a minimum of three years, these apprentices will rotate through different departments, undertaking six-month placements which offer hands-on experience in real-world projects. This approach will ensure that apprentices gain a broad understanding of the Council’s operations and develop a diverse skill set and network which will be invaluable in their future careers.
The first five weeks of the programme will be dedicated to a thorough induction, which includes the “Our Manchester Experience.” This induction is designed to familiarise apprentices with the Council’s values, goals, and the community they will serve. It also lays the groundwork for the professional journey they are about to embark on, instilling a strong sense of purpose and belonging from the outset.
Throughout the programme, apprentices will work towards a Business Administration Level 3 qualification through the Manchester Adult Education Service (MAES). This qualification, combined with the practical experience gained during their placements, will make the apprentices highly competitive candidates for future roles within MCC or other organisations.
An exciting feature of this programme is its built-in pathway to higher education. Upon successful completion of their apprenticeships, participants will have the opportunity to pursue a degree-level apprenticeship, further enhancing their qualifications and career prospects. This seamless transition from practical work experience to higher education is a key element of MCC’s strategy to cultivate a highly skilled and educated workforce from within the local community.
A Shift in Recruitment Focus
One of the inventive aspects of this programme is MCC’s shift in recruitment strategy. Traditionally, the Council has recruited graduates from universities each year. However, this new programme signals a shift towards talent which can be honed and developed, valuing practical experience and skills’ development over academic credentials alone. MCC is the only council doing this, positioning Manchester as a leader in progressive youth employment practices.
This new approach is a direct response to the evolving needs of the workforce and the recognition that not all young people are best served by a traditional university education. By offering an alternative pathway that combines work experience, skills development, and higher education, MCC is creating a model that other councils and organizations are likely to follow.
Leveraging Technology for Skills Development: The Role of Kloodle
A unique aspect of this programme is the integration of the Kloodle platform, the digital tool designed to support young people in developing and showcasing their skills and character. Kloodle will play a crucial role in the apprentices’ journeys, enabling them to create digital profiles that document their progress, achievements, and personal reflections throughout the programme.
The Kloodle platform allows apprentices to track their development in real-time, providing a digital portfolio that can be shared with mentors and career coaches or used as evidence for their application for their apprenticeship qualifications. This focus on skills’ development and reflection is integral to the programme’s success, helping apprentices build confidence and self-awareness as they progress through their placements.
The Kloodle platform will help to streamline communication between mentors, managers, and apprentices, ensuring that everyone involved in the programme is aligned and working towards the same goals.
A Supportive and Collaborative Environment
The success of this apprenticeship programme hinges on the support and collaboration of MCC’s various departments and staff. Each apprentice will be assigned a mentor who will provide guidance and support throughout their journey. These mentors, along with the department managers, will play a pivotal role in helping apprentices navigate their placements, develop their skills, and prepare for their future careers.
MCC is structured into five directorates and 52 departments, providing a wealth of opportunities for apprentices to explore different areas of the Council’s operations. This diversity of experience is designed to give apprentices a comprehensive understanding of how the Council functions and where their skills and interests might best be applied.
A Model for the Future
By focusing on local talent, practical experience, and skills’ development, MCC is not only addressing its own workforce needs but also contributing to the broader goal of reducing youth unemployment and increasing social mobility in Manchester.
The real beauty and uniqueness of this offer is the way the apprentices will experience a broad range of responsibilities, being brilliantly positioned to network and communicate effectively across departments and have the opportunity to experience a rich variety of jobs, reflecting almost every possible career pathway. Providing they complete the qualifications throughout the year, the apprentices will be guaranteed a full-time position, in a department they are most suited to, whilst also getting paid the same starting salary as a teacher who, by comparison, will have had to do 4 years at university and will be saddled with huge debt….it makes this a truly life-defining experience.
As the programme gets underway, it is likely to attract attention from other councils and organisations across the UK, who may look to Manchester as a model for their own initiatives. With its combination of work experience, formal qualifications, and the opportunity to progress to higher education, this programme offers a compelling alternative to the traditional university route, opening up new possibilities for young people in Manchester.
The last word is with Elizabeth Martin: “With the right support, guidance, and opportunities, these young people have the potential to become the next generation of leaders within Manchester City Council. The Council’s commitment to nurturing and developing local talent is not just an investment in its own future but in the future of Manchester as a whole.”
