Guidance for Line Managers
The University is committed to developing talent and expertise through vocational and professional apprenticeships offered across all schools and functions. Apprenticeships help both new and existing staff gain new skills and support succession planning. They provide professional qualifications and usually last at least a year, allowing time for noticeable growth in skill, confidence and proficiency. Investing in apprenticeships improves engagement, productivity and efficiency while helping to retain skilled staff. Recruiting an apprentice can also strengthen your team, particularly in competitive, hard to fill, areas.
Funding for apprenticeship training comes from the University's levy fund, subject to approval. Managers must release the apprentice for about 20% if their contracted hours for training over the course of the programme. Apprenticeships can last from 12 months to 5 years, depending on the chosen standard. Longer programmes need careful planning by both the apprentice and their supporting line manager.
Apprentices complete assignments and other training activities during work hours and are paid their normal grade level. Trainers and assessors will monitor progress and set new goals. Line managers should meet regularly with the apprentice and training provider to review progress and ensure learning transfers into the apprentice's role.
Recruiting an apprentice
If you are considering recruiting an apprentice to your team, please contact your HR Advisor or HR Partner who will be able to advise on next steps.
Apprentices must be at least 16 years old at the start of an apprenticeship, therefore they may be 16-17 years old while working as an apprentice in your team. Please see the Protecting Young Workers: Guidance for Managers document for information about how to keep young workers safe, if you are recruiting an apprentice who may be under 18 years old.
Developing existing staff using apprenticeships
An apprenticeship represents a shared commitment between the University and the employee. before starting, consider whether the apprenticeship supports the employee's development needs and benefits both the individual and the department. Assess whether there ate skill or knowledge gaps that need to be filled, whether the apprenticeship content is appropriate and whether the employee is motivated to complete it. Evaluate if the current tole provides opportunities to apply new learning and how to accommodate the required training time. If multiple employees express interest, ensure a fair and transparent process is followed that considers both personal development goals and departmental needs.
Eligibility Requirements
To qualify for an apprenticeship, an individual must have the right to work in England, have lived in the UK for at least 3 years and work enough paid hours each week to complete the required training. Apprentices typically work a minimum of 30 paid hours per week, including off the job training. If they work fewer than 30 hours, the apprenticeship will take longer to complete. Apprenticeships must be unrelated to qualifications the employee already holds at the same or higher level. Apprentices must spend at least half of their working time in England and hold GCSE Maths and English at grade 4/5 (grade C) or above. If they do not, they must complete functional skills qualifications. Apprenticeships should not be used to address performance management issues.
Selecting a suitable apprenticeship standard
Every apprenticeship is aligned with a specific apprenticeship standard. The standards outline what the apprentice will be doing and the skills, knowledge and behaviours required of them, by job role. It is essential that the employee’s job role gives them the right opportunities to meet the standard. At the end of the apprenticeship, there is a formal, impartial ‘end point assessment’ which assesses whether the apprentice has successfully developed the skills, knowledge and behaviours outlined in the apprenticeship standard.
Each apprenticeship standard specifies the educational level and typical duration of the apprenticeship. Note that there may be specific qualification requirements associated with a given apprenticeship standard.
A full list of current apprenticeship standards can be found at Apprenticeship Standards.
Applying for an apprenticeship
If you believe that an apprenticeship is right for a member of your team, then please contact People Development for further information and an application form. This will need to be completed by the employee and yourself to request funding. Degree or higher levels apprenticeships (Level 6 and Level 7) need to be supported by your Head of Function.
Please note that you cannot access funding for an apprenticeship without applying first through People Development.