Do you want to take on an apprentice but don’t know where to start…?
Reed Learning Apprenticeship Checklist for Employers
Are you a levy paying employer considering taking on an apprentice but need advice on who is eligible? The read on!
As experienced HR and L&D Apprenticeship provider, we know that many employers find that process of starting an apprentice scheme daunting.
As a result, we have put together a handy 10-point checklist to guide both you and your apprentice through the initial selection process and ensure your organisation makes the most of its Apprenticeship levy.
Our experience of working with a wide range of large private and public sector organisations as well as individual apprentices has given us a great insight into some of the pitfalls which can arise right at the start of an Apprenticeship selection process.
Simply by following our step-by-step guide, you will make sure your Apprenticeship programme gets off the ground without hitting any unexpected bumps and ultimately delivers the best possible results both for your business and your apprentice.
Approved as a main provider in January 2018, Reed Learning works with companies which pay into the levy to deliver HR and L&D Levels 3, 5 and 7 Apprenticeship programmes nationally.
To find out more about Reed Learning’s HR and L&D Apprenticeship programmes please contact our specialist team on 020 7932 2760.
Discover how Kat Wiland gained the confidence to excel in her career through an HR Level 3 apprenticeship with Reed Learning.
Ready to start? See if your team member is eligible for an apprenticeship…
Apprenticeship checklist for employers
1. What is the eligibility criteria for an apprentice?
Whether you are considering bringing in a new hire or upskilling an existing employee, there is key eligibility criteria that the apprentice must meet. Firstly, they must be aged 16 or over and working at least 30 hours per week. They must also not be in full time education, enrolled on another apprenticeship or completing another state-funded qualification. They must also be living in England and spend at least 50% of their working hours in England over the duration of the apprenticeship.
2. Does your apprentice have a qualification at the same or higher level as the chosen Apprenticeship scheme?
An Apprenticeship is all about showing development and learning new skills. If your apprentice is already competent in the Standards of their Apprenticeship programme and/or has a qualification matching or higher than the chosen scheme, then they will not be eligible.
3. Does your apprentice have pass grades or equivalent in English and Maths?
Achieving the required level of English and Maths is a mandatory part of all Apprenticeships and your apprentice will need to provide evidence, such as qualification certificates. Apprentices without grade A* to C or grade 4-9, or a level 2 qualification in their English and Maths will need to achieve Level 2 Functional Skills English and Maths before the end of their Apprenticeship.
4. Does your apprentice need an employment contract?
Yes, all apprentices should have an employment contract that covers the minimum duration of the apprenticeship, which includes time for the End Point Assessment. They should also be paid the correct wage for their age.
5. Will you be able to ensure your apprentice spends sufficient time on learning activities?
The off-the-job training is a core requirement of all Apprenticeship programmes but the good news for employers is that this can be delivered flexibly, for example as part of each day, one day per week, one week out of five or as block release. Off-the-job training can be at the apprentice’s usual place of work or at an external location. It can also include shadowing at work, completing assessments or visiting other departments. As long as it is directly relevant to the Apprenticeship Standard it can take place anywhere.
6. Can you find opportunities for your apprentice to learn about other aspects of the business and its market?
Line manager support is pivotal to the overall success of the programme. Your apprentice’s line manager needs to be able to identify opportunities within the organisation where their apprentice can be exposed to different areas of the business. Finding out how the overall business functions and the sector in which it operates as well as understanding its key aims and objectives are important aspects of any Apprenticeship scheme.
7. Is there someone in the organisation who can commit to coaching your apprentice in new skills and experiences which are relevant to their role?
An Apprenticeship is all about helping the apprentice gain knowledge and develop new skills and behaviours. It is not just about allowing them to perform the usual tasks of their job. In an HR Level 3 Apprenticeship, for example, this might include allowing your apprentice to sit in on a recruitment interview or an employee disciplinary. An Apprenticeship is about enabling exposure to things an apprentice can’t do to help them learn new skills and behaviours which develop throughout the programme.
8. Will your apprentice’s line manager be able to commit to quarterly reviews and provide regular checks on progress?
An apprentice is treated slightly differently to other staff members in that they need to have off-the-job training time and their progress needs to be mapped against the Apprenticeship Standards. Tri-partite reviews take place quarterly and provide an opportunity for the line manager, apprentice and Reed Learning Adviser to discuss progress and where further support is needed.
9. Will you be able to support your apprentice with the End Point Assessment?
It’s always good to start with the end in mind. The End Point Assessment takes place at the end of the programme where your apprentice demonstrates that they have met the apprenticeship Standards and are ‘occupationally competent’ in their field. End Point Assessments vary for each apprenticeship programme. For example, the HR Support programme requires the apprentice to complete a real-life project within the workplace. It’s therefore important to consider whether the apprentice will have the opportunity to complete a project naturally in their role or would further arrangements need to be made to support this.
10. Do you have an understanding of Apprenticeships overall and specifically the Levy?
It is Government policy to significantly increase the number of apprentices - all political parties are committed to this and significant public funding is being invested in the scheme. Employers with a salary bill of over £3 million are paying a 0.5% levy through PAYE to help fund Apprenticeships.
There are differences to Apprenticeship funding for small and medium size companies. If your salary bill is less than £3 million, then your organisation could have 95% of its Apprenticeship training costs paid.
Want to know more about how to make the most of your Apprenticeship Levy to help you grow a talented, motivated and qualified workforce? Please contact our specialist team on 020 7932 2760.
