Business, Apprentice and Employment Details

Introduction

This enquiry form is provided to enable the employer to understand the range of workplace training and support requirements required for the Senior Leader Master’s Degree Apprenticeship and will be used by UCEM to determine if the employment situation will enable funding eligibility and the Senior Leader Master’s Degree Apprenticeship training and assessment requirements to be met. Please note:Employers can provide the workplace training and support through the primary employment and where necessary, through placement with other businesses (secondments will need top be agreed with UCEM in advance)

Please save a copy of this form and then to complete the form by adding business and apprentice details and then checking the relevant workplace training and development opportunity box for each statement. Please return completed forms to

Business, Apprentice and Employment Details

*If the apprentice’s name is not yet known or confirmed, please enter ‘to be confirmed’

Workplace Training and Development Opportunities

Please make workplace training and development opportunity judgments based upon the following descriptors:

• knowledge of how to shape organisational vision, culture and values
• understanding oforganisational structures; business modelling; diversity; global perspectives; governance and accountability; the external environment, social, technological and policy implications
• understanding ofnew market strategies, changing customer demands and trend analysis.

• use of horizon scanning and conceptualisation to deliver high performance strategies focusing on growth/sustainable outcomes
• setting a clear agenda and gaining support from key stakeholders
• undertaking research, and critically analysing and integrating complex information

• understanding of innovation; the impact of disruptive technologies (mechanisms that challenge traditional business methods and practice); drivers of change and new ways of working across infrastructure, processes, people and culture and sustainability
• knowledge of systems thinking, knowledge/data management, and programme management.

• initiating and leading change in the organisation, creating an environment for innovation and creativity, establishing the value of ideas and change initiatives and driving continuous improvement.
• being able to manage conflict. Manages partnerships, people and resources effectively, and measures outcomes
• being able to act where needed as a Sponsor, championing projects and transformation of services across organisational boundaries.

• knowledge of ethics and values based leadership; regulatory environments, legal, H&S and well-being and compliance requirements; corporate social responsibility; risk management, environmental impact and cyber security
• Understanding of competitive strategies and entrepreneurialism, approaches to effective decision making, and the use of big data and insight to implement and manage change.

• being able to challenge strategies and operations in terms of ethics, responsibility, sustainability, resource allocation and business continuity/risk management
• application of principles relating to Corporate Social Responsibility, Governance, Regulatory compliance. Driving a culture of resilience and supporting development of new enterprise and opportunities.

• understanding of financial strategies including scenarios, modelling and identifying trends, application of economic theory to decision-making, and how to evaluate financial and non-financial information
• understanding of financial governance and legal requirements, and procurement strategies.

• overseeing financial strategies/management, results and setting organisational budgets, and challenging financial assumptions underpinning strategies
• being accountable for decisions based on relevant information e.g. Key Performance Indicators/scorecard
• using financial data to allocate resources
• overseeing procurement, supply chain management and contracts.

• using personal presence and “storytelling” to articulate and translate vision into operational strategies, demonstrating clarity in thinking and using inspirational communication
• creating an inclusive culture, encouraging diversity and difference
• giving and receiving feedback at all levels, building confidence and developing trust, and enables people to take risks.

• knowledge of organisational/team dynamics and how to build engagement and develop high performance, agile and collaborative cultures
• understanding of approaches to strategic workforce planning including talent management, learning organisations, workforce design, succession planning, diversity and inclusion.

• enabling open and high-performance working, and setting goals and accountabilities for teams and individuals
• leading and influencing people, building constructive working relationships across teams, using matrix management where required
• ensuring workforce skills are utilised, balancing people and technical skills and encouraging continual development.

• understanding of large scale and inter-organisational influencing and negotiation strategies
• knowledge of the external political environment and use of diplomacy with diverse groups of internal and external stakeholders.
• understanding of working with board and company structures
• knowledge of brand and reputation management.

• managing complex relationships across multiple and diverse stakeholders.
• building trust and rapport, with ability to positively challenge
• leading beyond area of control/authority, and being able to influence, negotiate and use advocacy skills to build reputation and effective collaborations.

• high levels of self-awareness, emotional and social intelligence, empathy and compassion, and able to identify mental well-being in others
• working collaboratively enabling empowerment and delegation. Acting with humility and authenticity, being credible, confident and resilient.

• taking personal accountability aligned to clear values. Instilling confidence demonstrating honesty, integrity, openness, and trust.
• demonstrating flexibility and willingness to challenge when making decisions and solving problems.

• being confident and brave, willing to innovate, seek new ideas and look for contingencies
• managing complexity and ambiguity, being comfortable in uncertainty, being pragmatic.

• engaging with all – being ethical and demonstrating inclusivity, recognising diversity, championing, enabling cultural inclusion
• actively seeking to coach and mentor others.

• reflecting on own performance, demonstrating professional standards in relation behaviour and ongoing development actively
• advocating the use of good practice within and outside the organisation.

© UCEM 2018, V1 Page 1 of 4