The Analysis CSA


20:20 vision


Apprenticeships can provide a positive alternative, even in today’s busy working environment


David Sheridan Board director, CSA info@csa-uk.com


In the few short months since government introduced the new Apprenticeship Levy, barely a day has gone by without a call coming through to headquarters wanting further details on what it all means and how the CSA can help members use the levy. Interest was particularly heightened since


our inclusion on the Register of Apprenticeship Training Providers. This has led to several exciting conversations, not only with members and those in the collections industry, but also with businesses further afield – well-known high-street names who see value in harnessing our very specific (and niche) learning skills. Working both with NOCN (for our compliance apprenticeships) and the CICM (for our credit control and collections apprenticeships) as our end- point assessment bodies, it is a powerful proposition that is already well received. This is where apprenticeships are


and leads towards the achievement of an apprenticeship. This can include training that is delivered at the apprentice’s normal place of work but must not be delivered as part of their normal working duties. The off-the-job training must be directly


relevant to the apprenticeship framework, or standard, and could include: the teaching of theory, for example lectures, role playing, simulation exercises, online learning, or manufacturer training; practical training such as shadowing, mentoring, industry visits, and attendance at competitions; and learning support and time spent writing assessments or assignments. It does not include training outside of paid working hours. Crucially, this 20% off-the-job training


particularly exciting. There is a dawn of realisation among firms, including various blue-chip organisations and even government departments, that they can use their levy to create apprenticeships in areas that have typically been under-invested and, dare I say it, inclined to be ignored. These same organisations would not have previously been on our radar, or us on theirs, but somehow see a difference between ‘training’ and apprenticeships. Whatever path led them to our door, this has to be applauded. But as much as we are excited by the opportunities, and the interest


that has so far been generated, some levy-paying employers are still cautious about the value of apprenticeships given their interpretation of some of the conditions that apprenticeships need to follow. A big area of confusion surrounds the requirement that 20% of an


apprentice’s training must be what is called ‘off the job’. This has led some in our industry to interpret this as being the loss of an employee for one day a week, which, given the current economic challenges and uncertainties, is not an attractive idea, especially if translated across, not just one, but perhaps upwards of 20 employees. But is this really the case? And what does ‘off the job’ actually mean? Off-the-job training is defined by the Department of Education as learning undertaken outside the normal day-to-day work environment


September 2017


For firms who have understood the importance of apprenticeships, but are nervous about disruption of ‘off the job’ training, then think again


requirement is measured over the course of an apprenticeship (a minimum of 12 months), and it is up to the employer and provider to decide at what point, during the apprenticeship, the training is best delivered. So this does not mean ‘losing’ an employee


a day a week if it does not suit the business need. It could be a proportion of every day, one day a week throughout, one week out of every five, or a proportion at the beginning,


middle, or end. This will depend on what is best for the organisation, and apprentice, and on the technical or theoretical requirements of the apprenticeship standard. Crucially, ‘off the job’ does not mean ‘off site’. It is the activity, and not the location, that determines whether the training meets the funding rules definitions. And it is neither the employee nor the government who is dictating when, where and how this training is delivered. It is up to the levy payer themselves. For firms which have understood the importance of apprenticeships,


but are nervous about disruption of ‘off the job’ training, then think again. ‘Off the job’ does not mean out of site or out of mind. Factor in that both CSA and CICM have developed their apprenticeships through the direct involvement of employers who have shaped the apprenticeships to meet their needs and deliver better qualified employees that will add value to their business and bottom lines. Apprenticeships, including our popular compliance and risk


apprenticeships, will be explored further at this year’s UK Credit and Collections Conference in September. CCR


www.CCRMagazine.co.uk 11


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