Rolls-Royce apprentices at Eskdale
Date posted - 17 Feb 2011
This year, 154 Rolls-Royce apprentices undertook a five day residential learning and development course, which forms part of a three-part modular programme. Joining them is a number of current apprentices from the wider Rolls-Royce community.
As part of their development, they also run an activity day for local primary school children as part of the programme. The children are local to each Rolls-Royce site and the activities are based around the theme of engineering. The apprentices have complete ownership over the programme and will probably face some of the most demanding customers of their careers when they find themselves stood in front of a number of expectant children’s faces. In my experience, the apprentices have never failed to live up to the challenge. Members of Trust staff are present throughout, providing both support in terms of advice and facilitation and also in the form of equipment and safety cover.
The first part of the programme is an induction course, held within days of starting life as a Rolls-Royce apprentice. This is followed by a week-long residential, which is progressive in nature, with the apprentices facing increasing pressure as the week continues. Apprentices from different sites are brought together to form teams, so often, the first hurdle they encounter is getting to know the other participants with whom they’ll spend their week.
The first night sees them undertake a homing exercise. The teams, their Outward Bound instructor and their Rolls-Royce training staff member are driven a suitable distance away from the centre and are given the task of finding their way back. For many, this is quite a challenging experience.
The teams undertake a number of projects during the week designed to highlight the skills and abilities that they need to operate successfully in the Rolls-Royce work place. These activities allow the apprentices to experience the local environment and take part in challenges in the fells and rivers. The projects are also designed to help the apprentices meet the learning outcomes set by Rolls-Royce. Towards the end of the week, teams will undertake the Special Projects exercise which is a fast-paced day where the apprentices can earn money by completing tasks and activities. They have to book the tasks and activities, taking into account bookings from other teams. The apprentices must also maintain their own financial records for the exercise and deliver a presentation on their performance at the end. The threat of audit with financial penalties for irregularities is ever-present for those with responsibility for financial records.
The final task of the week is a presentation to visiting senior managers and their colleagues. For many, this is the hardest task of all. The apprentices are asked to highlight their learning from the course and reflect on how they will transfer that learning back into the workplace. The key element of any apprentice development programme is the change in behaviours and understanding that the apprentices take away with them. It is this that will fuel their future development and aid them in a successful career.
By Nev Holmes, Senior Trainer
The Outward Bound Trust, Eskdale
