The process must be fair and equitable. It can also be helpful to have the Training Provider support with interviews where possible.
Must be at least as long as the Apprenticeship Standard that is to be completed.
This must allow the Apprentice exposure to the content of the Apprenticeship Standard. Failure to acknowledge this point may result in the Apprentice being unable to complete their Apprenticeship.
All Apprentices must have a Mentor in place at the beginning of their Apprenticeship and for the duration thereafter. Apprentices must receive exposure to new skills, knowledge and behaviours during their time on-programme.
‘Off the Job’ training – the Apprentice will be expected to attend taught sessions off site for a period of time each week or on a block release basis. Internal rotational placements may also form part of the Apprenticeship, leading to further time away from the ‘base placement’. These instances will be across a traditional academic year in most instances. Can the service be sustained taking the above into consideration?
If face to face, is the Apprentice aware of the potential cost of travel to the Training Provider’s premises and aware of the physical effort involved. This can be a challenge financially and personally if distance is an issue. Training Provider taught sessions are classed as working days and must be attended. Poor attendance directly impacts on the successful, timely completion of the Apprenticeship.
All Apprentices are entitled to a Break in Learning if required. This is a ‘pause’ in their programme. An example of when a Break in Learning may be initiated is medical reasons or Maternity Leave. The Apprentice’s time on-programme will pause, and they are often not in the workplace. Once they return, they will re-commence their studies, but the original planned completion date will now be extended and their Contract would need to reflect this change too.
The cost of the Apprenticeship Standard is covered by the Apprenticeship Levy. No other costs associated with the completion of the Apprenticeship are covered. Examples of such costs are as follows: travel costs, salary, backfill, stationary or reading resources, accommodation, failed modules, End Point Assessment resists.
At any point, the Apprentice may wish to withdraw from the programme and could leave the Trust. The post could be re-recruited into, but there is a possibility that immediate re-enrolment may not be possible if the Apprenticeship has set start dates only across the academic year (not roll on/roll off).
What is the outcome for the individual upon completion of their Apprenticeship? Do we risk losing the individual to another employer once they reach qualified status if our offer is not competitive or attractive? We cannot formally ‘tie’ the Apprentice into remaining at the Trust for a pre-determined length of time upon completion of their Apprenticeship.
There may be higher level or further Apprenticeships available to the individual upon completion. These should always be considered with regard to managing expectations, career progression and Growing our Own.