What is an Apprenticeship?
An apprenticeship is a way for young people and adult learners to take on a job role with an accompanying skills development programme. It allows the individual to gain technical knowledge and real practical experience, along with functional and personal skills, required for their immediate job and future career. These are acquired through a mix of learning in the workplace, formal off-the-job training and the opportunity to practice and embed new skills in a real work context.
There are currently three levels of apprenticeships. An intermediate apprenticeship (level 2) is equivalent to 5 GCSEs A*- C, an Advanced apprenticeship (level 3) is equivalent to 2 A Levels and a Higher apprenticeship (level 4) is equivalent to a foundation degree. In all cases, apprentices work towards work-based learning qualifications, functional skills and, in most cases, a relevant knowledge based qualification.
The majority of an apprenticeship’s training is on-the-job at the employer’s premises, working with a mentor/s to learn specific skills in the workplace.
Off the job training will usually be facilitated by an external training provider, and is likely to involve the individual attending a course at a college, or other training facility, on day release (commonly 1 day per week during term time).
The course content for any apprenticeship is known as an apprenticeship framework. These are linked to specific job roles or occupations, and will typically include:
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A nationally recognised vocational qualification
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Functional skills such as working in teams, problem solving, literacy and numeracy communication and working with new technology.
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A technical certificate such as a BTEC or City and Guilds
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Personal learning and thinking skills
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Employee rights and responsibilities
Apprenticeships can last between 12 months and 4 years. The duration will depend on the ability of the individual apprentice, the framework being followed and the business needs.
Some of the typical industry areas covered by apprenticeships are:
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Business administration
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Customer service
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ICT professionals
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Hospitality and catering
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Accounting
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Construction
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Communications and marketing
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Facilities management
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Heating, ventilation, air conditioning and refrigeration
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Learning and development
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Plumbing
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Security
However, this list is not exhaustive or exclusive. Country-wide there are apprenticeships available covering some 170 industries and 1500 job roles. A full list of industries can be found here.
Benefits of recruiting an Apprentice
The National Apprenticeship Service’s research suggests that the benefits to employers who recruit apprentices can include lower recruitment costs, reduced staff turnover and increased employee satisfaction. Evidence also suggests that apprentices are highly motivated, highly productive and, because of the combination of in-house support and external training, are able to quickly become productive and valuable members of staff. They can also provide a way to ‘grow your own’ talent and can be extremely useful in building the skills capacity of an organisation and providing some succession planning for potentially hard to fill, specialist roles.
It can also be a good way of providing career development opportunities for young people and adult learners within the local community, who are looking for a route in to a particular profession.
The School currently employs a number of Apprentices within the Estates Division and this has proved a successful, positive experience for both the Division and the individuals employed.
How to recruit an Apprentice
When considering recruiting to an apprenticeship managers should contact their HR Partner or HR Adviser in the first instance to discuss how to define the role, and whether an Apprenticeship is the appropriate route to go down.
A Job Description and Person Specification will need to be created for the role. These documents should be forwarded to HR for review before proceeding with the recruitment process.
Selecting an Apprenticeship Framework
Every Apprenticeship must be linked to a framework. An Apprenticeship Framework is a document which covers all the statutory requirements for an apprenticeship programme in England and is used by colleges, employers and training providers to make sure that all apprenticeship programmes are delivered consistently to national standards. It also includes the names of all qualifications undertaken and what each qualification is worth (their “credit value”)
An appropriate framework will need to be matched to the role being recruited to. A list of all current frameworks can be found here.
The National Apprenticeship Service are also able to assist in identifying an appropriate framework. They can be contacted here
Selecting a Training Provider
Once a framework is identified, an appropriate training provider that runs a course for that framework will need to be sourced to deliver the qualification element of the Apprenticeship.
A college or training provider will be able to assist in identifying the right apprenticeship for the role requirements and assist with the recruitment process. They will also be able to develop a training plan which reflects the apprentice’s and the division/department’s needs and provide training to support the apprentice with off-the-job learning and the knowledge elements of the programme.
A list of training providers can be found here.
The National Apprenticeship Service are also able to assist in identifying an appropriate training provider. They can be contacted here.
Advertising
Before the recruitment process can begin, appropriate funding approval and Head of Department approval should be obtained.
In most cases, it is possible for adverts for an apprenticeship role to be placed by the selected Training Provider, rather than HR/Departments undertaking this task themselves. All vacancies will be advertised on the National Apprenticeship Service, and the provider can often also utilise other key sites/media and local contacts to supplement this. There will be no costs to the School for the advertising of these positions. Applications will be received by the training provider in the first instance.
The training provider will supply a template to complete for the post to be advertised. Confirmation of salary and duration of contract will need to be included as part of the advertisement.
Salary
It is a requirement that employers pay at least the Apprenticeship National Minimum Wage when hiring an Apprentice. Apprentices who are under 19, or who are over 19 and in the first year of an intermediate or advanced level apprenticeship, must be paid a minimum of £2.73 per hour.
However, LSE Apprentices will be appointed at 80% of Band 1, Step 1 (increasing incrementally each year as is standard for all Professional Services Staff). This is above the London Living Wage, and is a competitive salary relative to many other apprenticeships.
Apprenticeship funding is available from the National Apprenticeship Service. The size of the contribution varies depending on the sector and the age of the candidate. If an apprentice is aged 16-18, the cost of the training is fully funded. If they between 19 and 23, only 50% of the cost of the training is funded. If they are 24 and over there may only be a small contribution.
The recruiting Division/Department/Centre would have to pay full salary costs, and training costs if applicable, for each Apprentice employed.
Duration of contract
The duration of the Apprenticeship must be linked to the length of the qualification, with the end date of the post coinciding with the completion of the relevant course.
Shortlisting
The provider will carry out initial interviews with individuals that have applied directly to them, in order to screen and assess suitability for both the role and the course. Suitable applications will then be forwarded onto the recruiting manager, who will liaise with colleagues over the shortlisting of candidates, and then make arrangements for further interview/assessment with the School directly.
Interview/Assessment
Interview panels should consist of a minimum of two panel members and consist of both men and women to maintain gender balance
It is recommended that shortlisted candidates are invited to attend an ‘assessment day’, rather than simply a panel interview. An assessment day can include team building exercises, practical tests, a tour of the School, introductions to staff within the Division/Department, as well as one on one interview. Conducting the interview process in this way can be a beneficial way of assessing candidates, as it allows for greater interaction, and gives a good sense of how they interact with the team and others.
Making the offer
Once a successful candidate has been identified a verbal offer can be made, subject to receipt of satisfactory references. If the offer is accepted, Managers will need to complete a Request to Appoint form and forward this to their HR Adviser, who will then be able to produce an offer letter for the candidate and request references.
Terms & Conditions
An Apprenticeship is made under an Apprenticeship Agreement and is to provide work based-experience, training and skills to assist individuals in seeking employment in the open job market. This agreement will end on completion of the individuals qualification and the expiry of the appointment will not carry an entitlement to a redundancy provision.
Apprentices will be subject to the Terms and Conditions of Employment 2014 Academic Support Staff