Find out how an apprenticeship would work in your organisation, how much time an apprentice would spend with you and what administration is involved.
The government has cut most of the red tape that was previously associated with apprenticeships and we can help you navigate this. If you work with a learning provider almost all of the administration is handled by them. They will also help you to ensure that the training provided is of a sufficient quality, but this is not a bureaucratic process.
Pearson Apprenticeships are flexibly structured to fit around your company’s needs without disruption to your business. They are designed so that, where possible, the work an apprentice does during the day counts towards their development and qualification.
As with any other employee, you are responsible for giving the apprentice an induction into their role and providing on-the-job training. The training process also includes specific milestones and assessment leading to a nationally-recognised qualification.
We can work with you to explain the process and will begin by evaluating the existing skills of your chosen apprentice to identify what training is required. A training plan can then be agreed to ensure that the apprentice meets national quality standards.
If your company has a training programme already in place, you may be able to take on the role of providing the training. Your company’s training will be audited to check all the key knowledge, skills and behaviours are covered and the apprentice will then be assessed to ensure they meet the required standards to qualify.
This varies according to the type of apprenticeship, but for the most part, the apprentice is training on the job. Some time might be spent away from the pressures of daily tasks but this is usually no more than a day a week. It could involve a trainer coming to your site or the apprentice attending a class at a local college e.g. if studying something like engineering where specific equipment is required.
Apprentices learn the skills needed to operate effectively within your company. Depending on their level, initially these can include foundation skills in English, maths and IT, personal learning and thinking skills, and employee rights and responsibilities.
They then develop the knowledge that will underpin their specific apprenticeship.
Finally, based on this knowledge, they’ll develop the skills and behaviours needed to perform the tasks of their apprenticeship to the required level. There is an end-point assessment (EPA) where apprentices have to demonstrate that they have the capability to deliver the knowledge, skills and behaviours that the apprenticeship requires on a consistent basis.