FAQs – what you need to know

What is an apprenticeship?

An apprenticeship is a paid job where the employee learns and gains valuable experiences.

Apprentices can be new to your organisation or you can use apprenticeships as a development opportunity to support, retain and progress your current member of staff.

An apprenticeship includes: 

• paid employment with holiday leave 
• hands-on-experience in a sector/role of interest
• at least 6 hours per week off the job training (for a full time role)
• formal assessment which leads to a nationally recognised qualification

Benefits for your business

Apprenticeships can support your business to grow talent and develop a skilled workforce.  

Offering an apprenticeship can: 

• introduce fresh talent and ideas to your business by recruiting new staff and upskilling existing members 
• align training to your business needs 
• boost staff loyalty and motivation, increase retention and attraction 
• ensure your future workforce have the right skills

As an apprenticeship employer, you must provide:

• an employment contract for the duration of the apprenticeship 
• on-the-job training 
• mentoring and supervision 
• an induction that covers business policies, procedures, and a safe working environment 
• a signed apprenticeship agreement and a training plan now

Choosing an education provider

NHS employers should use an apprenticeship provider from the Salisbury Managed Procurement Services NHS Framework which is a list of providers that have been approved through rigorous procurement by the service and follow the NHS contracting process.  This is updated on a regular basis as some education providers will be removed and some will be added.  You can get a copy of this by emailing contact@joinourdorset.nhs.uk

In Dorset some providers such as Student Nursing Associates and Registered Nurse Degree Apprentices are procured as a Dorset ICS – please contact  contactjoinourdorset@nhsdorset.nhs.uk for any advice and guidance on education providers.

Social Care partners are encouraged to use the education providers on the Endorsed Provider Database Find a learning provider (skillsforcare.org.uk)

You and your education provider must agree a price for the total cost of each apprenticeship, including the cost of end-point assessment.

You’ll need to:

• choose an apprenticeship training course at the right level
• find an education provider

Apprenticeships are designed by groups of employers with the support of the Institute for Apprenticeships and Technical Education (the Institute).

Each apprenticeship relates to a specific occupation and shows what an apprentice will be doing and the skills required.

To successfully complete an apprenticeship, your apprentice will need to complete an end-point assessment.

Apprenticeship details

Off the job training

Off-the-job training is defined as learning which is undertaken outside of day-to-day work duties and leads towards the achievement of the apprenticeship. This training takes place within the apprentice’s normal (contracted) working hours.

The off-the-job training must be directly relevant to the apprenticeship.

The minimum off the job training for a full-time apprentice is an average of 6 hours per week. The off-the-job training provides the time to focus and develop the required skills, knowledge and behaviours to achieve the apprenticeship. There are lots of activities that can contribute to off-the-job training. The key thing to remember is that it must be relevant to the apprenticeship.

You can find out more about off-the-job training on GOV.UK

Off-the-job training means training done by the apprentice that is separate to their normal role. This ensures your apprentice will have the knowledge, skills and behaviours they need for their chosen occupation.

This can be done at a college or training organisation, on your premises or online, or using a combination of these options.

It could include the following:

• The teaching of theory e.g. lectures, workshops, role playing, simulation exercises, online learning.
• Practical training e.g. work shadowing, mentoring, industry visits, attendance at competitions.
• Learning support and time spent writing assessments/assignments.

For some apprenticeships, your apprentice may need to study for a work-based qualification from GCSE (or equivalent) up to degree level.

You can agree how all of this training will be provided when you choose a training provider. Read our employer guides to support off-the-job training for examples of how this works in practice.

On-the-job training

On-the-job training is training received by the apprentice from their employer. This is to enable them to perform the work for which they have been employed to do.

This training allows the apprentice to carry out their job duties but is not the teaching of the apprenticeship which is carried out by the training provider. 

The learning around the knowledge, skills and behaviour of the apprenticeship is taught by the training provider. These can then be applied on the job.

Knowledge, skills and behaviours

Knowledge, skills and behaviours form the basis of the apprenticeship’s on-and-off-the-job training. An end-point assessment tests an apprentice’s competency against the knowledge, skills and behaviours.

Knowledge – the information, technical detail someone needs to have and understand. Some knowledge will be occupation-specific, whereas some may be more generic.

Skills – the practical application of knowledge needed to successfully do their duties. They are learnt through on- and/or off-the-job training or experience.

Behaviours – mindsets, attitudes or approaches needed. Whilst these can be innate or instinctive, they can also be learnt. Behaviours tend to be very transferable. They may be more similar across apprenticeships than knowledge and skills. For example, team worker, adaptable and professional.

You can find the knowledge, skills and behaviours for your apprenticeship here.

What support is available to the apprentice?

Here are some examples of ongoing support and guidance throughout the apprenticeship journey:

Expectations of the employer, work plans and details of the scheduled training must be clearly set out as part of the induction, and must also be documented as part of the Apprenticeship Agreement and Commitment Statement.

You will also meet with your apprentice regularly to discuss their work and development needs, as well as to set and review their key milestones and goals.

A departmental mentor and/or buddy (either another apprentice or former apprentice) should be assigned to support the apprentice through their apprenticeship.

Through the training provider, which provides the off-the-job training, apprentices will be assigned a development coach and pastoral care to help them thrive in their apprenticeship.