Why the Planning Academy was established
The Planning Academy was launched to tackle significant challenges in the Planning Service, including issues with recruitment and staff retention. This initiative, spearheaded by Paul Thomas (Director of Planning and Placemaking) and Cllr Pete Marland (Leader of the Council), aims to create a sustainable pipeline of skilled planners ready to take on senior roles in the future.
How the Planning Academy was set up
Governance and structure: The project is overseen by Jon Palmer (Head of Planning) as the accountable sponsor, with Olivia Drury (Planning Projects Manager) responsible for its delivery. The Planning Projects Team monitors progress and develops a programme for each apprentice; considering the knowledge, skills and behaviours that need to be developed over the apprenticeship period along with service needs.
Programme details: The Academy focuses on recruiting graduates from a non-planning background to undertake a Level 7 (postgraduate) apprenticeship degree course, alongside an internal placement programme with different teams across the service. Apprentices have undertaken placements in Development Management, Policy, Enforcement, Design and Heritage teams. At the start there is a real effort of introducing the apprentice not only to the Planning Service, but the wider organisation and teams that planners interact with.
Financial planning: Utilising the apprenticeship levy funding has enabled us as an employer to increase the number of apprentices in the service, with seven apprentices registered currently. There was a procurement exercise that took place to identify a course provider, in our case Oxford Brooks University, who offer in-person and virtual teaching methods that reduce the amount of travel that the apprentices need to make to participate. Oxford Brooks is an RTPI accredited university which means that students can be confident that they are benefitting from an approved planning education provider.
Benefits to the organisation
- Reduced recruitment costs: By developing planners internally, employers can significantly cut down on external recruitment expenses. This has already been realised by no longer recruiting agency planners.
- Improved retention: The structured career progression path provided by the Academy is designed to enhance the retention of apprentices and other trained staff. This benefit is being realised with a noticeable reduction in staff turnover.
- Enhanced performance: With fewer unfilled positions, the delivery of planning-related performance measures is improved, leading to better service outcomes. This has also encouraged other staff to spend time in other teams, further developing a well rounded and flexible workforce.
- Reputation boost: The Academy is set to enhance the organisation's reputation, attracting more applicants and improving the quality of planning services.
Benefits for the apprentices
- Career development: Apprentices benefit from a structured programme that leads to becoming high-quality, well-rounded planners with opportunities for fast-tracked career progression.
- Comprehensive training: The programme combines formal education with practical work experience, ensuring apprentices are well-prepared for senior roles.
- Support and mentorship: Apprentices receive guidance from mentors and buddies, providing a supportive environment and ensuring a well-rounded work experience.
Fern Semple, Graduate Planner commented: "I pursued a career in Town Planning to contribute to the development of healthy, vibrant, and sustainable communities. I became increasingly interested in the opportunity to work on diverse, meaningful projects with tangible outcomes.
“As part of the Planning Academy, I have gained valuable experience in Development Management, Planning Policy, as well as Design and Heritage. The practical experience I gained as an apprentice provided helpful perspectives throughout my academic studies, significantly benefiting my learning and professional development early in my career. I feel fortunate to be part of a programme that offers such varied experiences on a range of exciting planning projects across different teams.
“Looking ahead, I aspire to achieve chartered status as part of completing my apprenticeship - and to continue expanding my planning knowledge and curiosity for the built environment”.
The first cohort of apprentices including Fern meet with Olivia Drury, Paul Thomas and Cllr Pete Marland
Trish Murphy, RTPI Apprenticeships Manager
Conclusion
The Planning Academy represents a forward-thinking approach to addressing recruitment and retention challenges in the Planning Service. By investing in the development of future planners, the organisation not only enhances its own capabilities but also contributes to the broader planning profession. This initiative is a testament to the power of innovative and future thinking workforce strategies in driving positive change.
