Data Apprentices Bridge the Gap Between Data & Decision-making at the David Ross Education Trust

After witnessing first-hand the transformative impact apprenticeships have had on the David Ross Education Trust, we caught up with IT & Data Director, Ellis Jacklin, at the Trust to hear more about its experience 👇🏼

Tell us about your Trust and the role that data plays inhouse.

The David Ross Education Trust is a network of unique and diverse academies committed to providing a world-class education for every child attending one of our schools. With a mission to broaden pupils’ horizons, the trust creates a rich and exciting learning environment that inspires students to become their confident, academic best.

Our vision emphasises a knowledge-rich education that equips pupils to lead full, rich, and successful lives. The trust operates 35 academies, including primary, secondary, all-through, and special schools, and actively promotes community cohesion through local, national, and international links. The Trust’s core values are ‘ambition, aspiration, courage, and respect.’

Data use inhouse helps us with informed decision-making. By analysing data related to apprentice performance, attendance, behaviour, and other key metrics, we can identify trends, allocate resources effectively, and implement targeted strategies. We use data to monitor the performance of individual schools within the trust. This includes tracking academic progress, identifying areas for improvement, and ensuring consistency across schools.

Why did you choose to hire a data apprentice and upskill your team’s data skills?

Upskilling an internal team member is often more cost-effective than hiring externally. The organisation already knows the individual’s work ethic and cultural fit.

Investing in a current team member demonstrates a commitment to our employee’s growth. It encourages loyalty and reduces turnover, as team members appreciate opportunities for advancement. Their enthusiasm, curiosity, and willingness to learn can invigorate existing processes and encourage innovative thinking.

Colleagues collaborate more effectively when they share a common skill set and understanding. An existing team member taking on an apprenticeship eventually ensures they become a skilled contributor, benefiting the team long after the apprenticeship ends.

When hiring & upskilling your data apprentices, what did you want to get out of the process?

The process aimed to create skilled, integrated, and cost-effective team members who contribute effectively to data-related initiatives.

Skill Development: The primary goal was to enhance the apprentice’s skills in data analysis, visualisation, and other relevant areas by providing hands-on experience through the apprenticeship.

Integration: Upskilling an existing team member ensures continuity and stability within the team, as the apprentice transitions from learning to contributing.

Cost-Effectiveness: Hiring or upskilling an apprentice is often cost-effective compared to recruiting an experienced data professional. We sought a positive return on investment by leveraging the apprentice’s skills.

What have your data apprentices achieved and how have they grown professionally?

Our apprentices actively participated in data-driven projects; this has included a Quality Assurance process for our Primary Academies. This has blended into AI Projects utilising Microsoft Fabric. They have collaborated with senior team members, applying their skills to real-world scenarios.

Our apprentices learnt to communicate insights effectively. They presented findings to stakeholders, bridging the gap between data and decision-making. Apprentices are expanding their networks. They have connected with seasoned professionals at other MATs and are gaining exposure to diverse perspectives.

Some apprentices transitioned to full-time roles within the organisation, leveraging their newfound expertise in a much faster route than normal recruitment methods.

What direct impact have your data apprentices had on your team and wider organisation?

Data apprentices have strengthened our data team by bringing fresh perspectives, enthusiasm, and a hunger for learning. Apprentices actively participated in critical projects. Their work ranged from data cleaning and exploratory analysis. Their contributions have accelerated project timelines and improved outcomes.

Their insights have informed decisions related to resource allocation, student support, and curriculum development. In summary, our data apprentices have been catalysts for positive change.

How have your data apprentices helped ease your team’s workload?

Apprentices handle routine data processing tasks, such as cleaning and formatting datasets. By taking on these responsibilities, our apprentices have freed up valuable time for senior team members. They have developed automation scripts through Power Platform and AI for repetitive processes.

Apprentices have created standardised reports using data visualisation tools such as Power Platform products and Fabric alongside our MIS. During peak project periods, apprentices step in to provide additional support. Their flexibility helps manage workloads effectively.

Have your data apprentices successfully helped your team utilise new systems? Or, helped to adapt old strategies?

Our data apprentices have played a pivotal role in helping our team adopt and utilise several key systems:

Power BI: Our apprentices lead training in Power BI, a powerful business intelligence tool. They’ve created interactive dashboards, visualisations, and reports, enabling data-driven decision-making across the organisation.

Power Platform: Apprentices explored the Microsoft Power Platform, which includes Power Apps, Power Automate (formerly Flow), and Power Virtual Agents. They’ve built custom apps, automated workflows, and chatbots, streamlining processes and enhancing efficiency.

Microsoft Fabric: Our apprentices lead our projects using Microsoft Fabric, a design system for building consistent and responsive user interfaces. They’ve applied Fabric components to create cohesive and user-friendly interfaces within our applications.

Bromcom: They’ve assisted in data migration, student records management, and generating insights for school leaders.

What is the biggest project your data apprentices have worked on so far?

Our apprentices lead training in Power BI, a powerful business intelligence tool. They’ve created interactive dashboards, visualisations, and reports, enabling data-driven decision-making across the organisation.

Apprentices explored the Microsoft Power Platform, which includes Power Apps, Power Automate (formerly Flow), and Power Virtual Agents. They’ve built custom apps, automated workflows, and chatbots, streamlining processes and enhancing efficiency.

Have your data apprentices provided a good return on investment?

By hiring apprentices, we’ve benefited from their work at a lower cost compared to hiring experienced professionals. Their salaries during the apprenticeship period are typically more budget-friendly.

Apprentices have eased our team’s workload, allowing senior members to focus on strategic tasks. Their assistance in data processing, automation, and reporting has improved overall team efficiency. While apprentices initially join as learners, they eventually become valuable team members as their long-term impact extends beyond the apprenticeship period.

How was Baltic’s recruitment process?

We were involved at the later stage of recruitment after Baltic had pre-screened Thomas. This independent view using Baltic’s expertise created a higher level of requirement to join our organisation.